SOUTH WESTERN RAILWAY

BENGALURU DIVISION

ESTABLISHMENT
 PERSONNEL TRAINING MDZTI/DWR
INDEX
[Link]. Subject Page No.
1 EMPLOYEES CHARTER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2 INTRODUCTION TO RAILWAY & IT’S WORKING . . . . . . . . . . . . . .
3 GENERAL PRINCIPLES OF OFFICE PROCEDURE . . . . . . . . . . . . . .
4 MAN POWER PLANNING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5 RECRUITEMENT & TRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
6 SELECTION & PROMOTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
7 SENIORITY RULES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
8 LEAVE RULES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
9 RAILWAY EMPLOYEE PASS RULES – 1986 . . . . . . . . . . . . . . . . . . .
10 VARIOUS TYPE OF ADVANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
11 VARIOUS TYPE OF ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . .
12 CASUAL LABOUR SUBTITUTES AND. BUNGALOW PEON . . . . . .
13 RLY. SER. (HOURS OF WORKS & PERIOD OF REST) RULE – 2005 . . . . .

14 DISCIPLINE AND APEAL RULES&1968 . . . . . . . . . . . . . . . . . . . . . . .

15 RAILWAY SERVICE CONDUCT RULES – 1966 . . . . . . . . . . . . . . . . .
16 FIXATION OF PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
17 APPOINTMENT ON COMPASSIONATE GROUND . . . . . . . . . . . . . .
18 INDUSTRIAL RELATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
19 RAILWAY SERVANTS STAFF BENEFIT FUND . . . . . . . . . . . . . . . . .
20 CONSTITUTION & OFFICIAL LANGUAGE POLICY. .
21 LEGAL MATTERS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
22 RAIL SERVICE (PENSION) RULES . . . . . . . . . . . . . . . . . . . . . . . . . . . .
23 THE MINIMUM WAGES ACT, 1948 . . . . . . . . . . . . . . . . . . . . . . . . . .
24 PAYMENT OF WAGES ACT 1936 . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
25 EMPLOYEE COMPENSATION ACT-1923 . . . . . . . . . . . . . . . . . . . . . .
26 INDUSTRIAL DISPUTE ACT 1947 . . . . . . . . . . . . . . . . . . . . . . . . . . . .
27 FACTORY ACT 1948 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
29 STRUCTURE OF RAILWAY ACCOUNTS . . . . . . . . . . . . . . . . . . . . . .
 1

MINISTRY OF RAILWAYS

Charter of Commitments on various matters-Time line thereof.

S/N ITEM TIME LINE

1 Redressal /Disposal of staff grievances 30 Working Days from receipt of
/representations received in different Application
portals like Single Window Cell, cP-
GRAM, Nivaran (including cases of
Re-Fixation, Seniority, MACP,
Arrears, Promotion etc.)
2 Personal interview with DRM Same Day (If DRM is not available,
then interview will be with ADRM
concerned.)
3 Compassionate Appointment. Cases Approved 90 Days
at Divisional
Leavel
Cases Requiring 60 Days in Division
Approval from +30 Days in HQ.
HQ.
4 Payment of Settlement Dues Superannuation, On date of retirement
VRS /Death /Resignation: 60 Days (for
non-disputed cases only)
5 Promotion through Selections and Within one year of issue of previous
Suitablity panel
6 NOC for own request transfer Disposal of Application within 15
including mutual transfer Working Days
7 Sending call letters to candidates With 30 Working Days of operation of
selected through RRB and RRC panel.
Includig verification of panel from
RBE /RRC
8 a) Approval of various types of Administrative Sanction within 7
advances /Loans Working Days.
b) disbursal of Advances /Loans & With salary in the next billing cycle (as
Arrears after approval applicable).
9 [Link] Administrative approval of competent
authority within 7 working days of
receipt of application.
Disbursal to be done within 7 days
from the date of approval.
10 Issue of P.f. Statement Same Day
 2
MINISTRY OF RAILWAYS

Charter of Commitments on various matters-Time line thereof.

11 Viewing of Service Record. Once a year

12 N.O.C. for Higher Education, 14 Working Days from receipt of
Property Transaction, Passport, Application where vigilance clearance is
Deputation. not required & 30 Days in other cases
13 disposal of D&AR Cases Major -150 Days
Minor - 31 Days
14 Issue of Pass /PTO 1 Working Days
15 Sanction & Payment of CTG /OT Sanction within 45 Working Days from
/TA date of receipt of claim from employee.
Disbursal to be done with salary in the
next billing cycle (as applicable).
16 Provision of Essential Amenities for Provision of Ladies By March 2018
staff Toilet and Changing
Room in offices
where there are
more than 5 female
employees working
Whitewashing of Every Year
office buildings
(including Station)
Filtered Water for Within 60 Days of
identified issue of charter
/nominated offices.
Fans and Desert Within 60 Days of
coolers in identified issue of charter
/nominated offices.
Provision of PC & Within 6 Days of
internet connectivity issue of charter
as per stipulated
norms.
17 Disposal of Leave applications a) Casual Leave: 1 Working Days\
b) LAP /Maternity Leave /Paternity
Leaves: 7 Working Days
c) Ex-India: 30 Working Days
18 Issue of Seniority List Once Every Year
 3

INTRODUCTION TO RAILWAY & IT’S WORKING

The first Rail in India started on 16 April 1853 and ran between Mumbai (CST) to Thana. It
covered 34 Kms. (21 Miles), attached with 03 Powers, 14 Coaches and carried about 400
Visitors.
The first Passenger Train ran on 15 August 1854 between Hawrah to Hugli, it covered 24 Kms.
Initial Rail route of 34 Kms. was increased about 53596 Kms. Upto year 1950-51 .
First train in Kashmir Valley was inaugurated by Prime minister Shri. Man Mohan Singh on
11.10.2008 which runs between Anantnag to Rajwasher with total distance of 68 Km. and 9
Railway Stations.
Similarly work has been started on 20.02.2010 to connect Sikkem with Rail Route & in first
phase construction work between Rangjo to Sivok (44.4km) is in progress.
(Ref :- Indian Railway wikipedia the free encyclopedias.)
The first double decker train was ‘Flying Rani’ introduced in 2005 while the first double
decker AC train in the Indian Rly. was introduced in November 2010, running between the
Dhanbad and Hawarah stations having 10 coach and 02 power cars.
Railway links to adjacent countries:-
(i) Samjhauta Express: - Started on 22.07.1976 Last service 08.08.2019 between Delhi
(India) to Lahaur (Pakistan) & running Via Bagha Atari on weakly basis.
(ii) Thar Express :- Started on 18.02.2006 Last service 08.08.2019 between Jodhpur
(India) to Khokrapar (Pakistan) & running weakly basis.
(iii) Maitri Express: - Started on 14.04.2008 between Kolkata (India) to Dhaka
(Bangladesh) & running twice in a week.
On Indian Railway the narrow gauges are present on following few routes, lying in hilly
terrains which are usually difficult to convert to broad gauge :-
i. Kalka – Shimla, ii) Nilgiri Mountain iii) Darjeeling Himalayan
Some of the important facts related to Indian Railway :-
Railway Route Total Route in Km. Total Running Track in Km. Total Track in Km.
Total Route Km 67956 Km 99235 Km 126366
WHAT IS RAILWAY
Rail means that part of Rail which transports passengers, Animals and Goods
For smooth running of Railways, the power to Constitute/Making rule rests with Railway Ministry
(Railway Board), This ministry is working under Railway Minister who is a Minister of Cabinet Level
and if required there could be one or more Ministers who are of State & Deputy Minister level and do
the work allotted to them.
AIMS OF RAILWAY MANAGEMENT
Transportation of Passenger, Goods and Animals
To provide transportation at Low Cost
To achieve the above aims & to use the Road and Water as a means of transportation as and when required.
To develop a good and effective Organization in the interest of Public and Nation.
To develop Railway as an effective management and effective Organization.
The work of Railway is managed in 3 Tier system.
1. Railway Board Level (Ministry of Railway(2) Zonal Railway Level (GM level)
2. Division Level (DRM level)
Railway Board was constituted on 18.02.1905 and important Work of the management is done under
the supervision of Zonal Railway under the directions of Railway Board.
 4

OGRAnISATIOn STRUCTURe
 5

DUTIES OF RAILWAY BOARD MEMBERS

(1) CHAIRMAN
He is also an Ex Officio Principal Secretary of Government of India, and is responsible for
implementation of decisions taken on policy matters by Government of India.
(2) FINANCE COMMISSIONER (RAILWAY)
He is a representative of Ministry of Finance in the Railways and looks in to the work related
to Finance in Railway Board as an Ex Officio Principal Secretary of Government of India. If
there is any dispute regarding finance between Rail Minister and Chairman Railway Board
than he has the power to forward the matter to Finance Minister.
(3) MEMBERS
(i) Member Traffic: He is responsible for the work related to Traffic Departments
(Operating & Commercial).
(ii) Member Staff: He is responsible for the work related to Personnel & Training and
Administrative Departments and its Policies, Health services & Railway Protection
Force .
(iii) Member Rolling staff.: He is responsible for the work related to Mechanical
Departments (like Power, Diesel, Carriage & Wagon)
(iv) Member Infra-structure.: He is responsible for the work related to Civil Engg.
Department (like Rail Track & Const. works), He also controls the Budget.
(v) Member Traction.: He is responsible for the work related to Electrical and Signal &
Telecommunication Engg. Department.
In addition to above members there are Addl. Members, Director, Additional Director
& Assistant Directors to assist the Members.
(4) Railway Recruitment Board : Railway Recruitment Boards are situated at following
places which do the recruitment of different categories of Group “C” in Rly.
S. RRB,s Railways Jurisdiction
No.
1. Ahemdabad Western Rly. Vadodra, Rajkot, Bhavnagar, Ahemadabad
(RRCB No. 08/03) Divn.
2. Ajmer North Western Rly. HQ office, Jaipur, Ajmer, Jodhpur, Bikaner
(RRCB No. 08/03)
3. Allahabad North Central Rly. HQ office, Allahabad, Jhanshi, Agra, Kota
(RRCB No. 08/03) & diesel Rail Karkhana
4. Banglore South Western Rly. HQ office, Hubli, Banglore, Mysore & Rail
(RRCB No. 08/03) Wheel KarKhana
5. Bhopal Western Rly. Ratlam Divn.
(RRCB No. 08/03) West Central Rly. HQ office, Bhopal & Jabalpur Divl.
6. Bhuvaneshver (RRCB East Cost Rly. HQ office, Khurda Road, Samblpur Divn.
No. 08/03) Chakardharpur (Except ST Quota)
South Estern Rly.
7. Bilaspur South East Central Rly. HQ, Raipur, Bilaspur & Nagpur Divn.
(RBE No. 77/07) Central Rly. Nagpur Divn.
8. Chandigarh Northern Rly. HQ office, Delhi & Umbala Divn.
(RRCB No. 08/03)
9. Channai i) Southern Rly. HQ office Sourthern Rly and
ii) ICF Tiruchchirapalli and salem Divn. & Intergal
Coach Factory, Channai
(RB No. E(RRB)/2006/25/14 dt 27.1.2010)
10. Kolkota Eastern Rly. HQ Office, Hawara & Siyaldaha Divn.
(RRCB No. 08/03) HQ office, Kharpur Divl. & Metro
South Eastern Rly. Railway,Kolkatta
 11. Gorakhpur North East Railway HQ office, Lucknow, Varanasi, Ijjatnagar
(RRCB No. 08/03, Dvin., RDSO-Lucknow & RCF/Rae Bareli
13/06 & 02/12 & RBE
64/12 )
12. Guwahati North East Frontier Rly. HQ office, Lumbding, Tinsukhiya, Rangiya
(RRCB No. 08/03) Divn.
13. Jammu Norhtern Rly. Firozpur Divn,
(RRCB No. 08/03) DMW- PTA
RCF- Kapurthala
14. Malda Eastern Railway Malda & Ashansole Division
(RRCB No. 08/03) S E Railway Adra Division
(RRCB No. 03/09)
15. Mujjafarpur E C Railway Samastipur & Sonpur Division
(RRCB No. 08/03)
16. Mumbai Western Rly. HQ & Mumbai Central Divn.
(RRCB No. 08/03) Central Rly. HQ, Bhusawal, Solapur & Pune Divn.
South Central Rly. Nanded Divn.
17. Patna East Central HQ Office, Mugalsarai and Danapur
(RRCB No. 08/03) Division
Wheel Projects
Organsiation. Whell Projects Organisation, Patna
18. Ranchi S E Railway Ranchi, Adra for all caste &
(RRCB No. 08/03) Chakardhar Division for ST only
E C Railway Danapur, Mugalsarai,
Dhanbad for ST only
N F Railway Katihar for ST only
19. Secunderabad S C Railway HQOffice, Hyderabad, Secunderbad,
(RRCB No. 08/03) Guntakal, Vijaywada, Guntur and Naded
East Cost Railway Division
Walteru
20. Trivendrum South Railway Phalghat, Tiruvanantpuram & Madurai
(RRCB No. 08/03) Division
21 Siliguri North frontier Railway Katihar & Alipurduar Division (RBE No.
(RRCB No. 03/09) 192/09)

(5) Centralized Training Institutes – Details of training Instiutes, extending training to

officers of different
department, are as under :-
i National Academy of Indian Railways (Formerly Railway Staff College), Vadodra :
National Academy, Vadodra functions as the apex training institute for the officers of
all Department in general and Accounts, Personnel, Store and Medical department in
particular.
ii. Indian Railway institute of Civil Engg. (IRICE) Pune : imparts training to the
officers of Civil Engg. Department.
iii. Indian Railway Institute of Signal Engg. & Tele. Engg. (IRISET) Secundrabad :
impart training to the officers of Signal & Telecommunication Department.
iv. Indian Railway Institute of Electrical Engg. (IRIEE) Nasik : imparts training to
the officers of Electrical Deptt.
v. Indian Railway Institute of Mechanical Engg. (IRIME) Jamalpur : imparts training
to the officers of Mechanical Engg. Deptt.
vi Indian Railway Institute of Transportation Management (IRITM) Lucknow :
impart training to the officers of Traffic Deptt.
vii. Jagjeevan Ram Protection Force Academy; Lucknow : impart training to the
officers of Railway Protection Force (RPF).
Aport from above centralized Training Institutes, about 293 training Institutes also exist on Indian
Railway for the training of Non-Gazetted staff. [RBE No. 73/06 & 72/10]
 7
(6) Zonal Railway and their Management :
For efficient & proper operation of Railway and its management, Railway has been divided
into Zones which are further divided into divisions. The number of Zones in Indian Railways
increased from six to eight in 1951, nine in 1952, sixteen in 2003 and finally Eighteen (17 + 1
RDSO) in 2007/2010. Zones are headed by the General Manager :-
Sno. Zonal Railways Head Quarter Established Subordinate Divisions Total
on Route
KM
1. Southern Railway Channai 14.04.51 Channai, Madurai, Palghat, 5102
Trevendrum, Trichur, Selem
2. Central Railway Mumbai 05.11.51 Bhusawal, Mumbai, Nagpur, 3905
(CSTM) Pune, Solapur
3. Western Railway Charchgate Mumbai 05.11.51 Ahmedabad, Baroda, 6440
Bhavnagar, Mumbai, Rajkot,
Ratlam
4. Eastern Railway Kolkata 14.04.52 Asansol, Hawara, Maldatown, 2435
Sialdah
5. Northern Railway New Delhi 14.04.52 Delhi, Firozpur, Lucknow, 6968
Muradabad, Umbala
6. North East Railway Gorakhapur 14.04.52 Izatnagar, Lucknow, Varanasi 3721

7. North East Frontier Maligaon Guhwati 15.01.58 Alipurdwar, Katihar, 2632

Railway Lamding, Rangiya,
Tinsukhiya,
8. South Eastern Garden reach Kolkata 01.08.55 Adra, Chakradharpur, 3908
Railway Kharagpur, Ranchi
9. South Central Secundrabad 02.10.66 Guntur, Guntakal, Hyderabad, 5810
Railway Nander Secundrabad,
Vijayawada
10. North Western Jaipur 01.10.2002 Ajmer, Bikaner, Jaipur, 5464
Railway Jodhpur

11. East Central Railway Hajipur 01.10.2002 Danapur, Dhanbad, 3656

Mugalsarai, Samastipur,
Sonpur
12. South Western Hubli 01.04.2003 Banglore, Hubli, Maysore, 3177
Railway

13. West Central Jabalpur 01.04.2003 Jabalpur, Bhopal, Kota 2965

Railway

14. North Central Allahabad 01.04.2003 Allahabad, Jhansi, Agra 3151

Railway

15. South East Bilaspur 01.04.2003 Nagpur, Bilaspur, Raipur 2455

16. East Coast Railway Bhubneshwar 01.04.2003 Khurdaroad, Walter, 2646
Sambalpur
17 Kolkata Metro Kolkata 25.12.10 Kolkata Metro 25
18 Research Design & Lucknow Established in 1930 but as RDSO in 1957 presently
Standard having status of Zonal Railway w.e.f. 01.01.03
Organization
 8
To assist the General Manager in his administrative work, there are additional General
Manager, Senior Deputy General Manager, Deputy General Manager, Chief Public Relation
Officer, Chief Planning Officer and Head of Department of Each Department.
Following are the Principal Heads of Department of Different Departments :-
1 Operating Principal Chief Operating Manager PCOM
2 Engineering Principal Chief Engineer PCE
3 Mechanical Principal Chief Mechanical Engineer PCME
4 Electric Principal Chief Electrical Engineer PCEE
5 Signal & Telecom. Principal Chief Signal & Telecom. Engg. PCSTE
6 Account Principal Financial Advisor & Chief Accounts Off. PFA&CAO
7 Commercial Principal Chief Commercial Manager PCCM
8 Personnel Principal Chief Personnel Officer PCPO
9 Store Principal Controller of Stores PCOS
10 Medical Principal Chief Medical Director PCMD
11 Safety Principal Chief Security Commissioner PCSC
These Heads of Departments are assisted by Deputy, Senior and Junior scale Officers for
smooth functioning.
(7) Other than Zonal Railways, there are Production Units also, which are as follows :-
i. Chitranjan Loco Motive Works (CLW) Chitranjan : Established in 1950, Electric
Engines are manufactured.
ii. Diesel Loco Motive Works (DLW) Varanasi : Diesel Engines are manufactured.
iii. Integral Coach Factory (ICF) Chennai : Passenger Coaches are manufactured.
iv. Rail Wheel Factory (RWF) Banglore : Established on 1984, Axil are
manufactured.
v. Rail Coach Factory (RCF) Kapurthala (Hussain Pur) : Established on 31.03.1988
Passenger Coaches are manufactured.
vi. Diesel Loco Modernization Workshop (DMW) Patiyala : Diesel Components are
manufactured.
Apart from above units, following important organizations are also working for the Railway:
i. Metro Rail Project.
ii. Metropolitan transport project.
iii. Indian Railway Catering and Tourism Corporation Limited. (IRCTC) – Established in 2001
iv. Rail India Technical & Economic Services Limited (RITES) – Established in 1974.
v Indian Railway Construction Company (IRCON) – Established on 28.04.1976.
vi. Indian Railway Finance Corporation Limited (IRFC) - Established in Dec. 1986.
vii. Centre for Railway Information System (CRIS) - Established in 1986.
viii Container Corporation of India Limited. (CONCOR) - Established in Nov. 1988
ix. Konkan Railway Corporation Limited (KRCL) - Established in 1990.
x. Delhi Metro Railway Corporation (DMRC) – Established on 05.03.95
xi. Rail Vikas Nigam Limited (RVNL) – Establish in 2003
xii. Railway Land Development Authority (RLDA) – Established in 2005
xiii. Railtail Corporation of India Limited (RCIL) – Established in 2000
Some interesting features about Indain Rly. :-
i. Busiest suburban Railway Station in the World is Chhatapali shivaji Terminal.
ii. Busiest Railway Station of Indian Railway is Howrah, Second New Delhi and
Third is Syaladah.
iii. The Oldest Railway Station and biggest Railway Complex is Howrah.
iv. Interlocking system of New Delhi is the biggest in World.
v. Indian Railway’s last station in Northern India is Baramula. First trains from this
station starts on 14.02.2009. Height of this station is 1583 meter from sea level.
vi. Last Railway Station of western India is ‘Oakha’ of Rajkot Division. This station
commenced on 15.11.1922.
vii. Last Railway stations of Eastern India is ‘Ledo’ ahed of Tinsukhia. This station
commenced on 16.04.1979.
viii. Last Railway station of Suthern India is ‘Kanya Kumari’. This staton commenced
on 16.04.1979.
ix. ‘Mathura Junction’ is the biggest Railway Junction.
x. Biggest Railway Platform is ‘Hubballi ([Link]. March.21);
xi. In Indian Railway highest station is Ghum (Darjling – Himaliyan Railway)
xii. In Broad gague higest station in world is Qazigund in Jammu and Kashmir 1,730m on the
Anantnag-Qazigund section
xiii. All Passenger trains of Indian Railway have been given five digit train numbers
w.e.f. 20.10.2010
xiv. At present highest Rail Bridge is in France on Tem river. Height of tallest pillar on
this bridge is 340 meters where as height is 300 meters from where train is
moving.
Highest Rail Bridge is being Constructed on Udhampur- Srinagar-
Baramula Rail rout on Chinab River in Jammu & Kishmir by Konkan Rly.
Corporation Ltd. This Rail Bridge will be constructed upto 359 meters height.
(Height of Kutabminar is 72 meters & Afil Tower is 324 meters) Bridge is
designed to resist the pressure of wind blowing with the speed of 266 K.M.P.H.
However, train will not allowed to go on bridge when wind is blowing abve 90
K.M.P.H. This Bridge will be painted
with special paint ageing 35 yrs. As such during the life time of 120 yrs. This
bridge will required painting 3 times only. The Chenab Rail Bridge is an Indian
railway steel and concrete arch bridge between Bakkal and Kauri in the Reasi
district of Jammu and Kashmir, India.[3][4] When completed, the bridge will span the Chenab
River at a height of 359 m (1,178 ft) above the river, making it the world's highest rail
bridge.[5][6] In November 2017 the base supports were declared completed allowing for the
start of the construction of the main arch.[7]
In April 2021 the Chenab Rail Bridge's arch was completed and it is expected to open to rail
traffic in December 2022.[2]
Key technical data of the bridge include:[8]

• Deck height (height above river bed): 359 m (1,178 ft), (height above river surface): 322 m
(1,056 ft)
• Bridge length: 1,315 m (4,314 ft), including the 650 m (2,130 ft) long viaduct on the
northern side
• Arch span: 467 m (1,532 ft)[9]
• Arch length: 480 m (1,570 ft)[10]

xv. Konkan Rly. Corporation is also constructing Rail route between Katra & Dharam
(in J&K) with approach project road of 166 K.M. This project is likely to be
completed in the year 2017.
xvi. Construction of Banihal – Kajigund Section of Udhampur – Baramula- Srinagar
Rail link project has been completed & tryal has been started with the arrival of
Track – Tamping Machine on 24.12.12. This section is 17.729 K.M. long with
11.215 K.M. long ‘Pear – Panjal’ tunnal . This tunnel is longest transport tunnel of
India & second longest in Asia. This tunnel is constructed in seven yrs. time and
3.0 meters brod road has also been constructed alongwith track in this tunnel
which will be very useful particularly during snowfall in winter when Jawahar
tunnel is closed.
xvii. Same Names Railway Station of Indian Railway :-
a. Ratlam Div. ([Link].) - Sehore
b. Bhave Nager Div. ([Link].) - Sihor
c. Jaipur Div. ([Link].) - Ghandhi Nager
d. Ahmadbad Div. ([Link].) - Ghandhi Nager
e. Solapur Div. ([Link].) - Belapur
f. Navi Mumbay Div. ([Link].) - Belapur
g. Himachal Pradesh ([Link].) - Una.
h. Bhave Nager Div. ([Link].) - Una.
i. Bhave Nager Div. ([Link].) - Mahuva.
j. Jaipur Div. Alwar ([Link].) - Mahuva.
DETAILS OF SOME ALPHA BATIC ABBRIVATIONS USED IN THE
GENERL WORKING OF INDIAN RAILWAY
ART ACCIDENT RELIEF TRAIN

AS AUTHORISED SCALE (IIIrd PC)

APAR ANNUAL PERFORMANCE APPRAISEL REPORT

ACR ANNUAL CONFIDENTIAL REPORT

ACME ALL CONCERNED MATTER OF ESTABLISHMENT

AIRF ALL INDIA RAILWAYMEN’S FEDERATION

AVC ANNUAL VERABLE COMPONENT

BOR BREACH OF REST ALLOWANCE

BOS BOOK OF SANCTION

CORE CENTRAL ORGANIZATION FOR RAILWAY ELECTRIFICATION

CONCOR CONTAINER CORPORATION OF INDIA LIMITED

CRIS CENTRE FOR RAILWAY INFORMATION SYSTEMs

CLW CHITRANJAN LOCOMOTIVE WORKSHOP

COIS COACHING OPERATION INFORMATION SYSTEM

CGEGIS CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME

COFMOW CENTRAL ORGANIZATION FOR MODERNIZATION OF WORKSHOPS

CAT CENTRAL ADMINISTRATIVE TRIBUNAL

CVC CENTRAL VIGILANCE COMMMISSION

CTG COMPOSITE TRANSFER GRANT

CIC CENTRAL INFORMATION COMMISSION

CRS COMMISSIONER OF RAILWAY SAFTEY / CHIEF RESERVASION SUPERVISOR

C& IS COMPUTERIZATION AND INFORMATION SYSTEM

CAMTECH CENTRE FOR ADVANCE MAINTANANCE TECHNOLOGY

CUG CLOSE USERS GROUP

DLW DIESEL LOCOMOTIVE WORKS SHOP

DB DIVISIONAL BENCH

DO DEMI OFFICIAL

DLI DEPOSIT LINKED INSURANCE

DMRC DELHI METRO RAIL CORPORATION

DMW DIESEL LOCO MODERNIZATION WORKSHOP

DFCCIL DEDICATED FREIGHT CORRIDOR CORPORATION OF INDIA LIMITED

EDP ELECTRONICS DATA PROSSESING

FROA FEDERATION OF RAILWAY OFFICERS ASSOCIATIONS

FAX FECIMILE AUTOEXCHANGE XEROX / FIXATIONAL AUTO ZEROX

FOB FOOT OVER BRIDGE

FSC FOREIGN SERVICE CONTRIBUTION

FOIS FREIGHT OPERATIONS INFORMATION SYSTEM

GDCE GENERAL DEPARTMENTAL COMPETITIVE EXAMINATION

GRRS GENERAL RULES REVIEW COMMITTEE

HRD HUMAN RESOURCE DEVELOPMENT

HLCDM HIGH LEVEL COMMITTEE ON DISASTER MANAGEMENT

HMS HIND MAZDOOR SABHA

HOER HOURS OF EMPLOYMENT REGULATION

ILO INTERNATIONAL LABOUR ORGANIZATION

INTUC INDIAN NATIONAL TRADE UNION CONGRESS

IRDA INSURANCE REGULATORY AND DEVLOPMENT AUTHORITY

IRISET INDIAN RAILWAY INSTITUTE OF SIGNAL ENGEENIERS & TELECOMMUNICATION

IRICEN INDIAN RAILWAY INSTITUTE OF CIVIL ENGEENIERS

IRIMEEN INDIAN RAILWAY INSTITUTE OF MECHANICAL & ELECTRICAL ENGEENIERS

IRIEEN INDIAN RAILWAY INSTITUTE OF ELECTRICAL ENGEENIERS

IRITM INDIAN RAILWAY INSTITUTE OF TRANSPORT MANAGEMENT

IRCTC INDIAN RAILWAY CATERING AND TOURISM CORPORATION

IREC INDIAN RAILWAY ESTABLISHMENT CODE

IREM INDIAN RAILWAY ESTABLISHMENT MANNUAL

IRCON INDIAN RAILWAY CONSTRUCTION COMPANY LIMITED

IRPOF INDIAN RAILWAY PROMOTEE OFFICERS FEDERATION

IRWO INDIAN RAILWAY WELFARE ORGANIZATION

IROAF INDIAN RAILWAY ORGANIZATION FOR ALTERNATE FULES

IRCA INDIAN RAILWAY CONFERENCE ASSOCIATION

IRILMM INDIAN RAILWAY INSTITUTE OF LOGISTICS AND METERIALS MANAGEMENT

ICF INTEGRAL COACH FACTORY

IOD INJURED ON DUTY

ICT INFORMATION COMMUNICATION TECHNOLOGY IRT INSTITUTE OF RAIL TRANSPORT

IRC INDIAN RAILWAY CORPORATION

IRFC INDIAN RAILWAY FINANCE CORPORATION

IRASS INDIAN RAILWAY ANNUAL STATISTICAL STATEMENT

IRCOT INDIAN RAILWAY CENTRAL ORGANIZATION FOR TELECOM

ISW INDIAN STANDARD WAGON WORKS

JCM JOINT CONSULTATIVE MACHINARY

JC JUDICIAL CUSTUDY

KRC KONKAN RAILWAY CORPORTION

LDCE LIMITED DEPARTMENTAL COMPETITIVE EXAMINATION

LAW LIST OF APPROVED WORKS

LRDSS LONG RANGE DECISION SUPPORT SYSTEM

LARSGESS LIBRALIZED ACTIVE RETIREMENT SCHEME FOR GUARANTEED EMPLOYMENT FOR SAFETY STAFF

MMIS MATERIAL MANAGEMENT INFORMATION SYSTEM MPP MAN POWER PLANING

MOSR MINISTER OF STATE FOR RAILWAY MOD MEDICINE ON DUTY

MRVC MUMBAI RAIL VIKAS CORPORATION MODVAT MODIFIED VALUE ADDED TAX

MRPR MANNUAL OF RAILWAY PENSION RULE MRV MEDICAL RELEIF VAN

MACP S MODIFIED ASSURED CAREER PROGRESSION SCHEME

MCDO MONTHLY COMPRETIVE DEMI OFFICIAL

NIP NOTICE OF IMPOSITION OF PENALTY

NBR NEXT BELOW RULE

NTPC NON TECHANICAL POPULAR CATEGORY

NFIR NATIONAL FEDERATION OF INDIAN RAILWAYMEN

NPS NEW PENSION SCHEME / NEW PENSION SYSTEM

NPA NON PRACTICE ALLOWANCE

NTES NATIONAL TRAIN ENQUIRY SYSTEM

NIT NOTIFICATION OF TENDER

NRMS NATIONAL RAIL MUSEUM SITE

OMR OPTICAL MARK READER

OFC OPTICAL FIBRE CABEL

OCL OPENLINE CASUAL LABOUR UNSKILED

OCL(S) OPENLINE CASUAL LABOUR (SKILED)

PCDO PERIODCAL CONFIDENTIAL DEMI OFFICIAL

PNR PASSENGER NAME RECORD

PS PRESCRIBED SCALE (IInd PC)

PSU PUBLIC SECTOR UNDERTAKING

PMIS PERSONNEL MANAGEMENT INFORMATION SYSTEM

PSE PUBLIC SECTOR ENTERPRISES

PREM PARTICIPIATION OF RAILWAY EMPLOYEES IN MANAGEMENT

PLB PRODUCTIVITY LINKED BONUS

POET PASSENGERS OPERATED ENQUIERY TERMINALS

PPM PASSSENGER PROFILE MANAGEMENT

PAE PROJECT ABSTRACT ESTIMATE

PAC PROPREITY ARTICALE CERTIFICATE

PWP PRELIMANRY WORKS PROGRAMME

PET PHYSICAL EFFIECENCY TEST

PTT PUBLIC TIME TABLE

PTO PRIVILEGE TICKETORDER

PME PERIODICAL MEDICAL EXAMINATION

PMS PERFORMANCE MEASUREMENT SYSTEM

PRP FORMANCE RELATED PAY

PUS PUBLIC UTILITY SERVICE

PRIS PERFORMANCE RELATEDINCENTIVE SCHEME

PRS PASSENGER RESERVATION SYSTEM

PCL PROJECT CASUAL LABOUR UNSKILED

PCL(S) PROJECT CASUAL LABOUR (SKILED)

PPP PUBLIC PRIVATE PARTNERSHIP

PRIME PAY ROLL INDEPENDENT MOUDLE OF EMPLOYEE

RBCC RAILWAY BOARD COMPUTER CENTER

RS REVISED SCALE (IVth PC)

RSRP RAILWAY SERVICE REVISED PAY (Vth PC)

RCT RAILWAY CLAIMS TRIBUNAL

RRT RAILWAY RATES TRIBUNAL

RITES RAIL INDIA TECHNICAL AND ECONOMIC SERVICES

RSK RAIL SPRING KARKHANA

RSP ROLLING STOCK PROGRAMME

RELHS RETIRED EMPLOYEES LIBERALISED HEALTH SCHEME

RRC RAILWAY RECRUITMENT CELL

RRB RAILWAY RECRUITMENT BOARD

RCF RAIL COACH FACTORY

RVNL RAIL VIKAS NIGAM LIMITED

RDSO RESERCH DESIGN STANDARD ORGANIZATION

RWF RAIL WHEEL FACTORY

RBSS RAILWAY BOARD SECRETARIAT SERVICES

RBSSS RAILWAY BOARD SECRETARIAT STENOGRAPHERS’ SERVICES

RSRC RAILWAY SAFTEY REVIEW COMMITTEE

RAEC RAILWAY ACCIDENT ENQUIRY COMMITTEE

RSPB RAILWAY SPORTS PROMOTIONAL BOARD

RSC RAILWAY STAFF COLLEGE

RLT RAILWAY LABOUR TRIBUNAL

RLDA RAIL LAND DOVELPMENT AUTHORITY

SRPF STATE RAILWAY PROVIDENT FUND

SLP SPECIAL LEAVE PETITION

SOP STOPAGES OF PASS / SCHEDULE OF POWER

SPE SPECIAL POLICE ESTABLISHEMENT

SF STANDARD FORM

SBF STAFF BENEFIT FUND

SAFA SENIOR ACCOUNT AND FINANCE ADVISOR

SRSF SPECIAL RAILWAY SAFTEY FUND

SRRS SAFETY REALATED RETIREMENT SCHEME

SVRS SPECIAL VOLUNTARY RETIREMENT SCHEME

TAA TRIBAL AREA ALLOWANCE

TLA TEMPORARY LABOUR ADJUSTMENT

USFD ULTRASONIC FLAW DETECTION

UTS UNRESERVED TICKETING SYSTEM

UPS UNINTRUPTED POWER SUPPLY

WTT WORKING TIME TABLE

WLL WIRELESS LOCAL LOOP

ZRUCC ZONAL RAILWAY USERS CONSUMER COMMITTEE

***
 GENERAL PRINCIPLES OF OFFICE PROCEDURE

OPEINING & MAINTENANCE OF FILE, DRAFTING OF LETTERS

The Personnel Branch is one of the major branch on Railway Administration deals
with Establishment matters. The basic principal of transacting work in each branch is one file
for one subject. The work in each branch can be divided into appropriate subject and
accordingly appropriate number of major heads can be identified. The major head will cover
as many as possible subject likely to be deal in each branch.
Each major head is a separate entity and constitutes of two parts:
i. A code letter denoting the branch in which file will be maintained for
establishment work code “E” will be used. Prior to number “E” will be used for
files connected with confidential purpose. In normal case “E” will be used after
no. for e.g. confidential file-E-752 normal file 752-E.
ii. Number fixing the subject with description of subjects for example in case of
matter dealt with absence will have number “I”. Advance of pay number “5” etc.
The number to each file will be given as per major heads. There are three types of files:
i. Major files (Broader view) mainly policy file & “O” is marked after major head.
ii. Sub files (Connected subjects of major files) 1, 2, 3 is marked after major head.
iii. Minor files (Specific subject) These files are rarely opened as are confined to a
particular subject for particular dealing, 1/1, 1/2, 1/3 is marked after major head.
Major File Sub File
601E/0/Promotion/SWR/Vol.I 601/E/1/Promotion/Group ‘C’/SWR/Vol.I
601/E/1/Promotion/Group ‘D’/SWR/Vol.I
Note : At last volume of file will be indicated for e.g. Vol.I, [Link] etc.
GENERAL:
1. The branches are referred to a relation on HQ office and Divisional office, outside
these offices it is referred as department.
2. The South Western Railway has devised different number (copy enclosed) so
invariable old file No. will be given on the top sheet of each file so that it will not be
difficult to locate/connect old reference.
3. The Top Sheet is printed on top of the file which bears Name of Railway, Permanent
Record, Circulation Slip, Previous file No., Subject, Present File No., Name of
Dealing Assistant & Superintendent. The circulation slip will bear the movement with
date in hierarchy.
For example:
APO/15.10.21 SPO/16.10.21 CPO/CE 17.10.21 GM/20.10.21
The miscellaneous matters will be dealt with by opening miscellaneous file which is
required to be avoided and should be confined to only such matters which do not need further
correspondence for example SWR asks SR to provide rent rules for staff quarters.
A register bearing details of all files maintained by dealing assistant will be opened
and kept Office Superintendent. Any new file opened or new volume opened will be entered
in this register. The dealing assistant will maintain running record of paper received and dealt
with and also cases received with back reference or for further action.
The movement of file may be normal or may need immediate attention or preferential
attention then in case where prompt action is required label “Immediate” should be used and
where prompt action is not required but disposal in short span of time is required then label
“Priority” be used.
 Normally a dealing assistant should not take more than two days and in a typical case
more than 4 days to examine and put up any correspondence. The Office Superintendent
should further not take more than 1 or 2 days, similarly officer should further not take 1 or 2
days in disposal of file. The maximum time required to dispose the matter should not take
more than 07 days. Any delay is required to be explained at all levels.
When other files are to be linked that string of file board of lower file (but not its flap)
will be tied round the upper file and those file board of flap of upper file will be ties under
file will be ties underneath in a bow out way so that each file is intact. If in case any
code/manual book or reference book if linked then it will be placed on the top of the file.
FILE DETAILS:
Each file is distinct and connected with particular subject. The main constituents of
file are Noting Side and Correspondence side. The noting side will be left side and
correspondence side will be right side.
NOTING SIDE:
Noting side bears notes i.e. written remarks recorded on a paper under consideration
to facilitate its disposal. They may consist of précis of previous paper, a statement or analysis
of question or question requiring decisions, suggestions as to what course of action is
required and orders passed thereon.
The noting side have basically four parts:
i. Subject
ii. Introduction
iii. Body
a) Requirement of correspondence with supporting rules.
b) Previous recorded references.
c) Factual position with rules.
iv. Suggestion, if any and decisions require.
The note sheet is termed as Price Paper/Note Page. Each note sheet should be given
number at the center on the top. The blank page should be diagonally crossed.
There may be appendixes to the note sheet and inclusion of such lengthy summary or
statement containing detailed information concerning certain aspects of the questions
discussed on the file are likely to obscure main point or make the main note then they should
be placed in a separate cover called appendix to notes.
The Note Sheet should be docketed by giving [Link]./Corresponding page in question
(left corner). The noting will start with subject and then introduction of case with brief
introduction of old case if any. The body of the note sheet incorporates requirement of
correspondence in question with supporting rules, the important old recorded references,
factual position with admissibility of requirement sought as per extant rules. The use of slip
for quoting references is detailed below here under head important terms in general use. The
model note sheet is enclosed for here with guidelines (Ann. 8).
The dealing assistant will give a detailed note whereas the office superintendent and
the officer concerned will confine to actual point without reiterating the whole case. If higher
authorities agree with the above note then they will append the signature only, but the
authority who is to give the decision will pass speaking order.
CORRESPONDENCE SIDE:
In includes communication received or office order issued i.e. office copy. Each paper
is marked with its number. Blank page will not given the number. The number will be marked
on top right side. The enclosures with correspondence to be treated as part of that and sub
number be given for example 1/1, 1/2, 1/3 etc. in case lengthy enclosures to a
communication (whether receipt or issue) on file inclusion of which is likely to abstract main
correspondence and making this portion unwidely. Such enclosures should be placed in a
separate cover called Appendix to correspondence.
FORMS AND PFOCEDURE OF COMMUNICATION
Drafting of letter -
1. The letter is drafted on the basis of decision arrived at on noting side and should be
issued on the file number with [Link]. from which it is issued. e.g. 752 -
E/Promotion/Artisan [Link]/Vol/I/18---18 indicates respective [Link].
2. The basic principle is one letter on any subject is to be kept in one file. If any letter
received deals with two or more subjects then main copy will be kept in main file
and copies will be kept in connected files. The remarks from the concern under their
clear signature pertaining to the part of their dealing will be obtained and a
consolidated letter will be sent on main file.
3. All letters from zonal railways to Railway Board will be addressed to the secretary
Railway Board indicating the code initial of directorate concerned in bracket
alongwith designation.
4. The normal/official letter for use of corresponding with foreign govt., state
government, head of the attached and subordinate officers including zonal railways.
5. The Demi official letter is generally sued in correspondence between govt. officers
for in interchange or communication of opinion or information without observing
any formality prescribed procedure. It may also be used when personal attention of
any individual authority is required. It written in first part.
6. Inter departmental note:- This form is generally used for obtaining the advise, views,
concurrence or comments of other departments on a proposal or seeking clarification
of existing rules/instructions.
7. Office order: This form is generally used for issuing administrative/procedural
instructions.
8. Order: This form is generally used for issuing certain types of financial and
administrative sanctions.
Procedure of drafting:
A draft should carry the massage sought to be conveyed in clear language and concise
form and should be incapable of misconstructions (as per decision recorded on the file), direct
and to the point format is to be preferred.
Lengthy and complex communication should generally be concluded with a summary. A
simple or short work is to be preferred in place of long phrase. Short sentences should be
preferred. The last communication on subject should be referred.
A draft should clearly specify the enclosures, which are to a company with the fair copy. In
addition short mark should be drawn at appropriate place in margin for ready reference by the
clerk. The enclosures should be indicated on the bottom left page.
Sufficient space should be left for margin and between successive lines to admit addition or
interpolation of words if necessary.
A slip bearing the work “draft for approval” should be attached to the draft.
FILLING OF OFFICIAL DEMI-OFFICIAL & UN-OFFICIAL COMMUNICATION
(i) Official and Demi-Official: communication will be included in the correspondence
portion of a file.
(ii) Un-Official Communication: Self-contained un-official correspondence, which are
not to be returned and replies there to should be included in the correspondence
portion of the file. Un-official references, which are to be returned in original, will be
 noted upon without there being brought on to a file. A copy of summary of un-official
reference together with copy of the note recorded on the file of the originating
department in reply, should be retained when necessary and place in the notes part of
the file.
REFERENCE & USE OF SLIPS:
1. In notes sheet referencing are to be flag with alphabetical slips to facilitate their
identification. Such slip will be pained neatly on the inside of the paper. In case
number of slips are to be used it should spread over the whole width of the file so that
every slip is visible.
2. Two slips of same alphabet should not be used.
3. The slip “Paper under consideration” (PUC) should be used for primary receipt i.e.
initial letter or correspondence under dealing, the latest communication of
letter/receipt on the subject should be flag as “Fresh Receipt” (FR) and if more than
one FR then it should be quoted as FR-1, RR-2 etc.
4. No slip other than PUC or FR will be attached to any paper on the current file unless
it is absolutely necessary as a matter of convenience. Reference to them will be made
by quoting the number of page in the margin in the pencil (e.g. Page-6/N, Page-20/C).
Other references/papers in current file will be referred by their page number only.
5. In order to facilitate the identification of reference of file the file number to be referred
in the body and letter number of relevant page to be indicated in the margin together
with letter of slip.
In the body of notes In the margin ofnote
91/0&M/7 Flag G.P.3/N
6. An immediate succeeding reference to the same proceeding will be ibid e.g.
7. The description of code, books, regulations, acts together with number of relevant
number of paragraph or clause referred to bill be quoted in the body of the note and
margin indication of alphabet letter of slip and page number. If any book is enclosed it
should be kept on the top of the file.
Note : The slips are used for quick identification and should be removed as soon as purpose is
served.
SUGGESTIONS:
1. If errors of misstatement in a case is required to be pointed out and opinion expressed
therein has to criticized, care should be taken to couch the observation in courteous
and temperate language free from personal remarks.
2. Notes and orders will be normally recorded on the note sheets.
3. The dealing hand will append signature on left below his note and officer will append
signature on right side of the note.
4. When final decision is communicated and later on it is found that these orders are to
be withdrawn then such withdrawal is permissible on approval of next higher
authority to authority taken the decisions. The reason for reversions or modification of
earlier decisions is to be recorded in the file.
5. Pasting over a note or portion of it to conceal hat as been recorded is not desirable it is
preferable to record subsequent note keeping the earlier note intact.
6. Master file will be maintain by each dealing clerk in which all type of letters issued
will be kept. The extra papers will be placed below the file in a separate cover and to
be destroyed when they have served their purpose.
7. The interchange of notes between officers within one unit should be avoided and issue
may be resolved by personal discussion.
8. Underlining of particular portion of a note or correspondence in a file whether
recorded or current should be avoided. If required it should be sidelined with a letter
of alphabet e.g. [Link]. 9/CP No. 9 mark A, PP2.NP2 mark B etc. (Sno. --- Serial
number, CP --- current page, PP --- preci paper, NP --- noting page)
9. The notes will be concise and to the point.
10. The verbatim reproduction of abstracts of PUC, FR or any other part of
correspondence or notes of same file should be avoided. The attention can be drawn
by marking side line.
11. The officer will confine his or her noting to the actual points without reiterating all
grounds.
ANNEXURE : I
IMPORTANT TERMS IN GENERAL USE:

‘FILE” - Means a collection of papers on specific subject matter assigned a file number. File
consists of one or more of the following parts. :-
A) Top Sheet
B) Constituents of file
i) Correspondence.
ii) Notes
iii) Appendix to correspondence.
iv) Appendix to notes.
‘Paper Under Consideration’ (PUC) - Means a receipt on a case, the consideration of which is
the subject matter of the case.
‘Fresh Receipt’ (FR) - Means any subsequent receipt on a case which brings in additional
information to aid the disposal of the paper under consideration.
*Routine note or papers – Notes or casual discussion on points of secondary importance,
routine correspondence like reminders, acknowledgements etc. purely routine matter should
be recorded separately and not on the main file.
*Running summary of facts in relation to a case means a summary of the facts of the case up-
dated from time to time to incorporate significant developments as and when they take place.
*For quick and easy acquaintance of case by Sr. Offices.
‘Section’ means the basic work unit within a Department, responsible for attending to items
or work allotted to it.
Dealing IIand – Means functionary such as L.D.C. or U.D.C./Head Clerk/O.S. entrusted with
initial examination and noting upon the case.
Come – back case – Means a case received back for further action such as re examination or
preparing a draft or summary of the case.
Case – Means a current file or a receipt together with related papers, if any.
Current file – Means a file, action on which has not been completed.
Final disposal – Means completion of all action there on culminating, where necessary, in
issue of final order reply or final reply to the party from whom original communication
emanated.
Indexing – In relation to file means indicating its title under appropriate catch word arranged
in their alphabetical order with a view to facilitated its location in the event of need.
Index slip – Means a card or paper slip displaying a title of a file under catch work followed
by reference to its file no.
‘Standing note’ in relation to a subject means a continuing note explaining, among other
things, the history and development of the policy and procedure.
‘Standard process sheet’ – means a standard skeleton note developed for repetitive item of
work, indicating pre-determined points of check or aspects to be noted upon.
Numbering of pages –
1. Preci paper every page in each part of the file should be consecutively numbered in
separate series at center of the page. Blank intervening pages, if any should not be
numbered but a line should be drawn diagonally across such pages.
2. Serial Numbers – Every communication, whether receipt or issue together with its
enclosures kept in the “Correspondence”, Will be given a serial number on its first page,
preferably on he right-top corner. The first communication will be marked, “Serial No. I”
and the subsequent one will bear consecutive serial numbers in single series. Enclosure
or enclosures to a communication will be treated as a part of the communication and
should be given same serial number e.g. enclosure with [Link]. 1 will be numbered, 1/1,
1/2, 1/3 and so on.
Note : If any case the notes or correspondence portion of file becomes bulky i.e. exceeds
(preci paper) 75 to 100 pages and (correspondence side) 150 to 250, respectively then file
should be closed & new file be opened and marked as ‘Volume II’.
Punching of Papers – Every paper shall be punched at the left hand side with the correct
gauge (3/4 of an inch from either side) before it is tagged to the correspondence or notes.
Docketing – Docketing is the process of making entries in the notes portion of a file about
each serial number (Receipt or Issue) in the “Correspondence” for its identification. A
communication will be docketed by writing in across the page, its Serial Number e.g. “[Link].
4 (Receipt)” “[Link].5 (Issue)”.
Colour of Ink to be used – With regard to communication being sent to Board’s office &
others that only black or blue ink is to be used for all types form of communication upto Junior
Administrative Grade Officer Black & Blue SAG & above Green & Red in rear cases. (R. Bd’s
letter no. 2006/O&M/21/2, dt. 7.9.96)
 Demi – Official Letter (specimen)
ANNEXURE : II
Constituents of letter – (Specimen Forms of Communication)
Address From :

Letter No. with Date :

Address To :

Reference : From - ) If any

To - ) If any

Text : 1. Introduction
2. Body
3. Requirement

Enclosure :

4. Copy :

Signature withseal (Name/Desig/Office)

XYZ
(with disig)

Inter departmental note (specimen)

Address from :

Sub :
Ref : If any

Text :

Yours Sincerely
XYZ
(Name)
Address To :
 ANNEXURE : V

Office order (Speciman)

Address from :
Order No. : …………………………………..of (year)………………………………...

Text :

XYZ

No. with date : (Name/Desig./Office)

To, ………………………..
Copy to : …………………
 ANNEXURE : VI

Office order (Specimen)

Issuing certain typing of financial and administrative sanction & for communication
government order on disciplinary matter*

Address from :
No. with date :

Order No. : …………………………………..of (year)………………………………...

Text :

XYZ
(Name/Desig./Office)

*To, : ………………………..
Copy to : ……………………

ANNEXURE : VII

Notification (specimen)
Notifying the promulgation of statutory rules and orders, appointment and
promotion of Gez. Officers etc. through publication in gazette of India

Address from :
No.:……………..Shri ABC/Desig. Is appointed to officiate as ...................................vice Shri
…………………..transfer to ……………………….

XYZ
(Name/Desig./Office)

Receiver Address with Desig.

No. with date
Copy :
 ANNEXURE : VIII

SAMPLE PRECI PAPER (specimen) Preci

Paper (PP No.)

Docket

[Link]

Subject fo"

Introductions

Body

a) Requirement of correspondence .......................Supporting rules

b) Linking old recorded references
c) Factual position with supporting rules
Suggestion if any, decisions required

Submitted for perusal/approval/ dicision please.

[Link]. under consideration

Dealing Assistant

Office superintendent (self contained note, confine to the point/brief note/decision

required)

Officer

(Any addition if required)

Deciding Authority

(Appropriate speaking decision)

***
 MAN POWER PLANNING
Aims

Manpower planning is a process which aims to have the right number of staff at right places
with right type of skills at right times to enable the organization to achieve its short term and
long term goals. In other words, manpower planning is the system, which ensures the
manpower availability at a given point of time. Manpower planning means establishment of
job specifications or qualitative requirements of jobs to determine the number of people
required and to find supply source. Manpower recruitment is related to matching the personal
qualities of employees with the job requirements.
Definition
Manpower planning is the process of estimation the optimum number of people required for
completing a project, task or a goal within time. Manpower planning includes parameters like
number of personnel, different types of skill, time period etc. It is a never ending continuous
process to make sure that the organization has the optimized resources available when
required taking in to consideration the upcoming future project and also replacement of the
outgoing employees. It is also called as Human Resource Planning. Big organization often
works on forecasting and upcoming opportunities in the pipeline. If these opportunities
convert in to actual business, they would need manpower to start working on them. But the
dilemma is that what if they hired a large number of people to work on an almost sure project
but at the last moment the project did not start on time. What would the business do with the
additional skilled manpower, The other dilemma is that if they kept waiting till the last
moment for a project and when the project start they might not have enough manpower to
work and deliver. These problems can be solved by effective process of manpower planning.
Manpower planning also includes the details like how and when will new employees be
acquired. This whole process is done keeping in view the requirement of the organization, the
future predictions for business and changing technology trends.
Man power planning in [Link] in every bigorganization, in Railway the management
and maintenance of financial resources is very important. Once when Railway have taken a
loan from UTI on rate of interest at 19.75% to pay salary and other expenditure on their staff.
It is necessary to keep this in mind. Railway is a big organization and there is a large number
of additional staff available in department, which has been imposed unnecessary financial
burden on Railway. It is also need of time to review sanction and requirement of staff on each
and essential activity through adopting new method like zero base budgeting, fixing high
benchmarking, work study and job analysis.
In every Zonal Railway one administrative committee is set under the leadership of
Additional General Manager including all Principal Head of department and in every division
the committee formed under the leadership of Additional Divisional Railway Manager
including the all branch officer as committee members.
1. It is responsibility of committee to find out undesirableposts and excessstaff and also
identify phase out activities.
2. Arrange re-training as well as absorption of surplus staff on alternative post found
suitable for them.
3. Review needs of each department and discuss manpower planning with subordinate
officers for their re-employment.
4. Designed the work in which manpower can be use suitably or effectively.
5. Provide special training to staff for smooth working on new plant. Machinery or
technology.
6. Adopting new ideas, by which there is increase in productivity, may be implemented
in other unit.
7. To improve efficiency of unit, concept of review of staff can be started on Zero base
budget method.
8. Review expansion plan base on available man power strength and annual review
thereof.
Meet every month for better man power [Link] which are necessary for manpower
planning:- Prepare a database for use of Man power Planning. All information related with
each and employee should be [Link], Training and Creation of Special
Supernummary post Job analysis means analyzing the corporate plans, objectives, finance,
investments, products, marketing etc. with the trend of turnover, promotion patterns,
transfers, qualifications, training, experience, performance standards and performance actual
Job description includes job design, job specifications, job enlargement, job enrichment, job
responsibilities etc. When these elements are co-related, the job demand is known. Job
analysis, job specification and job design are the important factors involved in human
resource development and manpower planning.
Assessment of Manpower in Railways
In open line, factors like normal wastage, death, deputation, dismissal, creation of assets and
posts, leave reserve, rest givers, yardsticks etc., influences the assessment of manpower. In
construction projects, performance evaluation and review technique, phasing of work etc., are
used to assess manpower. There have been dynamic change in the technology and
modernization, electrification, computerization, mechanization of track maintenance etc. are
taking place at fast rate to meet the challenges of traffic requirements in Indian railways. To
meet the challenges of the changing environment, systematic manpower planning is essential.
Therefore a category-wise analysis of staff should be carried out, to identify the surplus and
to arrange manpower in the areas of need. This adjusts the surplus in one category to other
categories, where there is demand. Manpower planning ensures that the existing manpower is
utilized to the maximum extent.
Manpower planning emphasized on training to different categories of staff to improve the
skill and to increase productivity. This step reduces the availability of unskilled staff, increase
productivity and maximize manpower utilization. Regular conversion training programs
reduce the wastage of manpower due to changeover. The staff are also deputed for refresher
course, conversion course, promotional course etc. with the aim to develop organizationally
effective personnel with pride in their work and faith in management.
The primary objective of the manpower planning is to ensure the availability of the required
skill and to reduce wastage. When the manpower availability is clearly known arrangements
can be easily made to cater to the additional needs of manpower as indicated in the forecasts.
Normally, the field officers responsible for executing the job are responsible for the
manpower planning.
Following steps have been taken by Railway Administration regarding better management of
Man Power Planning.
Reducing sanction strength and working staff through proper planning.
Reduction in sanctioned strength by 3% annual rate.
Reduction in working employees at a 2% annual rate.
Initiallyabove reduction scheme was launched for 5 year and according to scheme it was
decided to reduce 15% in cadre and 10% in staff so that expenditure on staff can be reduced
accordingly. But only 2% of sanction strength and 2% of staff reduced.
Correct shape to Railway.. Simultaneously to control over recruitment only 1% target of fresh
intake for important department and 0.5% target was fixed for other department. The
following percentage fixed for each department.
 1% Civil Engg., Mech. Elect, S&T Optg., Commercial
0.5% Genl. Admn.,Pers.,Medical.,Accounts., Stores., RPF
Other annual planning:- Further following directions also issued to remove un required posts.
Year 2009-10 Nor Immediately surrender those posts vacant over 2 years.
Year 2008-09 10% Vacancies surrender immedidately
Year 2007-08 20% Vacancies surrender immedidately
It was decided that posts identified to be surrendered must be in lowest cadre posts and not pertaining to safety
categories. (RBE No. 32/2007
Bench [Link] performance in the field of man power planning by Zonal Railway,
Railway Board directed RITES to submit report on manpower planning, accordingly RITES
has submitted three reports recently to Railway board purely based on ministerial staff and
related with Personnel Branch and Accounts only. Their date are as under :-
(Authority :- RB Letter No. 2001/Elect/(G)/138/3 dated 16.02.06 and 24.03.2006)
Benchmarking All India Average
ACCOUNT
More then 18000 6.06 BPL/CR Per thousand 7.55 Per thousand
Less then 18000 7.06 LMG/NFR Per thousand 10.19 Per thousand
PERSONNEL
More then 18000 8.80 DHN/ER Per thousand 13.07 Per thousand
Less then 18000 10.12 SBC/SR Per thousand 15.63 Per thousand
Above bench marking report pertaining to Personnel and Accounts were first report. In
second report its cover stores and medical department and third one was related to Running
staff of Indian Railways.
Implementation of Man Power planning:-
(i) Preparation of reliable data base of all existing staff,
(ii) All information related with each employee should be available on computers
(iii) Using software PIMS for collecting data of every staff.
Re-deployment of surplus or excess staff:-
(i) Preparation of surplus employee detail sheet with education, age and medical
classification and DOB/DOA
(ii) Discussion with Union before absorption of them
(iii) Arrangement of special/ multi skilled technical training to surplus staff.
(iv) Introducing voluntary retirement scheme to surplus staff
(v) Absorption on suitable posts where past experience can be utilized.
Amagalation of :-
Creation of Posts Before creation of new posts the justification of each requirement should
be prepared by Branch Officer inclulding required money value etc. Firstly after obtaining
administrative approval the finance concurance and final sanction of competent authority
arrange.
Cost of each post.:
The report of 7th CPC has been accepted by government and implemented on Railways.
According to pay level and pay matrix the cost of each post workout on the basis of
(Minimum + Maximum of level of post)/2 + add present Dearness Allowance on monthly
basis divided by 12. (RBE No. 133/2017)
Pool of Surrendered Posts.:- Manpower planning requires continuous review of sanctioned
strength in view of changes in technology, working systems and redundancies. It is also
necessary to plan judiciously to meet the requirement of posts for manning and operating new
assets, especially in safety categories. Hence in respect of currently identified redundancies,
there is a need to identify and maintain a “Pool of Surrendered Posts”. This will help avoid
initiating any recruitment action, even inadvertently, for the posts put in this surrendered
pool.
Existing instructions provide for creation of posts through matching surrender and by
utilizing the money value available in the Vacancy Bank with the Zonal Railways/PUs etc. In
cases, where the Zonal Railways/PUs are unable to provide money value on their own,
proposals are required to be sent to the Railway Board. Powers had already been delegated to
DRMs to meet the requirement of posts in safety and operational categories for new assets on
a I : I basis, with the approval of the General Manager vide letter No.E(MPP)/2003/1/88
dated 05.04.2006 (RBE No.45/2006).
In order to empower the Zonal Railways to meet the requirement of additional posts for new
assets and for safety and operational activities within their own resources and taking recourse
to the above new concept of “pool of surrendered posts’, the following instructions are issued.
These powers are to be exercised by judicious review of existing and required manpower.
(A) Identification of “Pool of Surrendered Posts”
(i) At the beginning of every financial year, each GM/DRM shall carry out a Zero Based
Review of all posts appearing in the Book of Sanctions, the total workload and decide
in consultation with PHODs/Branch Officers, as the case may be, the posts which are
required to be operated and the posts which are not required to be filled up
immediately or are not required to be operated. Such vacant posts should be identified
with due diligence and these should be segregated from BOS and shown in a separate
“Pool of Surrendered Posts”. Concurrently, surrender memorandum duly indicating
therein the Division/Unit, Department, Category/designation of the post, Pay Band,
Grade Pay, the date of credit to this Pool, without indicating money value of the post
surrendered for those segregated posts, may also be issued before adding the same to
the surrendered pool. If some such posts are currently filled up, action needs to be
taken as per para (B) below.
(ii) Posts which have been lying vacant for long periods and for which no indents have
been placed and are no longer required to be filled up as per current needs should also
be included in this “Pool of Surrendered Posts” and taken out from the Book of
Sanctions (BOS) by issuing surrender memorandum as mentioned above. All these
posts shall be maintained in the “Pool of Surrendered Posts”. Recruitment action
against these posts shall not be initiated.
(iii) This exercise should be completed in respect of all departments and categories
controlled by the Division/Railway, within the first month of the financial year i.e by
30th April every year.
(iv) A similar exercise to identify the vacancies should be continuously undertaken in the
PUs also & posts identified which are no more required, either due to phasing out
/modernization of production line or outsourcing. These posts should also be taken
out from BOS & shown in “Pool of Surrendered posts” & concurrent
surrendermemorandum issued as mentioned above. The money value of these posts
can also be utilized to create the posts in safety /operational categories for new
assets/new PUs /expansion of existing PUs in the same manner as explained at para (
C ) below.
(v) While identifying “Pool of Surrendered Posts” as above, it may be ensured that
promotional prospects of the existing employees, who are having avenue of
promotion to these posts as per recruitmentrules, are not adversely affected.
(vi) Once identified, certification of “Pool of Surrendered Posts” and revised Book of
Sanctions along with issue of surrender memorandum as mentioned above will be
done by Personnel and Accounts officers.
(vii) A Register listing posts in the “Pool of Surrendered Posts” should be maintained, duly
indicating therein the Division/Unit, Department, Category /designation of the post,
 Pay Band, Grade Pay, the date of credit to this Pool and date of debit from this Pool,
by way of withdrawal /redesignation along with suitable remarks and signed yearly by
the Personnel and Accounts Officers.
(B) Creation of Supernumerary Posts.
The posts which may be manned, but which may not be needed or will not be needed
in the near future, should also be identified and converted into supernumerary posts.
Supernumerary posts should be created for not more than 6 months and the surplus
staff should necessarily be re-deployed within this 6 month period. For such of the
supernumerary posts, where surplus staff are re-deployed within this 6 months period,
the substantive posts can be put in the “pool of surrendered posts” and other posts
may be created only in Safety/Operational categories as are needed for new assets,
without routing it through the vacancy bank as per procedure indicated in para (C)
below.
(C) Utilization of “Pool of Surrendered Posts” and supernumerary posts
(i) The posts included in the “‘Pool of Surrendered Posts”, can be used to create safety
category posts needed for new assets only. In no case can it be used to create non-
safety category posts. Posts cannot be withdrawn from this ‘Pool’, to meet statutory
requirements or for Vigilance or Security organizations etc,as Railway Board alone
is competent for creation of posts in these departments.
(ii) Safety category posts or other operational posts which are to be created out of this
surrendered pool can be done in the pay band and grade pay as that of the surrendered
posts or other posts in different grade pay as per equivalent money value basis at any
given point of time. The money value of both surrender and creation will be calculated
simultaneously and at the time of creationonly as per currently surrendered posts
applicable money value and not the historical costs when it was put in the pool of
surrendered of posts.
(iii) In a Division, Utilization of pool of surrendered posts as per ‘A and ‘B’ above and
creation of new posts invarious grades as per requirement within a unit or from one
Unit to another or from one Department to another, can be done by DRMs with
concurrence of associate Finance. This will now not require GM’s approval, as was
required by RB’s Letter No.E(MPP) 12003 I II 88 dated 05. 04 .2006 (RBE No.45/2006)
iv) Utilisation of posts included in “Pool of Surrendered Posts” from one
Division/Workshop to anotherDivision/Workshop can be permitted by GM with
concurrence of associate Finance.
v) Board can also order transfer of money value by surrender of posts from “pool of
Surrendered Posts” from any Zonal Railway/PU to another, when Board decides that
the Recipient zonal Railway/PUis in need of the same for creation.
vi) Requirement of posts for new Production Units and Workshops which have come up
recently, will be met from Vacancy Bank of the Railways as identified and ordered
by the Board.
vii) Posts identified for surrender by Railway Board or identified for surrender due to
Work Study Reports, shall not be used for creation on the basis explained in para (C)
herein. On surrender, their money value shall continue to be credited to the Vacancy
Bank as per extant orders with 25% share going to Railway Board.
Distribution of Money Value in vacancy bank: - As per instructions the money value received
after surrendering of each posts shall be credited in following percentage to various vacancy
Bank
Divisional Vacancy Bank HQrs Vacancy Bank Railway Board
50% 25% 25%
 The distribution of money value for posts of HQrs office and Workshop are distributed as per
following percentage.
HQrs Vacancy Bank Railway Board
75% 25%

The money value received from each surrender of post shall be credited to vacancy bank and
If post is manned than the money value will be utilized for creation of special supernumerary
post till vacated by incumbent and on vacation the money value in above ratio credited to
respectively vacancy bank. The money value available in vacancy will exclusively used for
creation of post in future only. (RBE No. 172/98)
viii) The accountal of the posts in the “Pool of Surrendered Posts” will be maintained by the
PCPO for the Zonal Railway/PU and the [Link] for the Division, as the case may be. The
proposals shall be processed by the Personnel branch and routed through Associate Finance
at Division / Zonal levels as the case may be.
(D) GENERAL
The recognized Unions/staff council may be kept informed.
***
 RECRUITMENT & TRAINING
Recruitment to Group “A” Railway Service
[ IREM Vol .I – Revised Edition 1989 Sec. “A” Para 101 to 110]
All first appointment to Group “A” posts in Railway Service shall be made by the President, after
they are found suitable in the Government competitive examination held by UPSC for
Engineering, Medical, and Civil Services. UPSC also conduct competitive examination for
Special Class Railway Apprentice.
The probationers are recruited to the 09 Organized Services:
1. Indian Railway Serviceof Engineers (IRSE)
2. Indian Railway Service of Mech. Engineers (IRSME)
3. Indian Railway Service of Elec. Engineers (IRSEE)
4. Indian Railway Service of Sig. Engineers (IRSSE)
5. Indian Railway Stores Service (IRSS)
6. Indian Railway Traffic Service (IRTS)
7. Indian Railway Personnel Service (IRPS)
8. Indian Railway Accounts Service (IRAS)
9. Indian Railway Medical Service (IRMS)
Training Programme
Probationers of all services except Indian Railway Medical Services shall undergo two years
probationary training as per schedules of training laid down by the Ministry of Railways
(Railway Board) from time to time.
During first two years of the probations the sandwich type of training conducted on line and
[[

at the various Railway Institutes and Institute of repute outside the Railways. The
probationers of all the services other than Indian Railway Medical Service shall undergo 08
weeks foundational course at National Academy of Indian Railway, Vadodara at the 1 st
available opportunity after joining the Railways in which they will be introduced to various
facts of Railway working. The foundation course will be common to probationers of all
services. After attending the foundation course, the probationers shall undergo field training
in Sheds, Depots, Yards, Workshops, Divisional Office, Hqrs. Office, and Production Units
etc. and specialize training in other Railway Training Institutions and Institutes of repute
outside the Railways.
After adequate field training probationers of all services except Medical Service shall
undergo 06 weeks Induction Course which shall be different for probationers of different
services. In this course, they shall be given detailed knowledge regarding working of their
own department, interaction with allied department & financial roles, procedures etc. While
probationers of IRSE, IRTS, IRPS, IRSS, IRAS shall undergo Induction course during two
years probationary training, the probationers of IRSME, IRSSE, IRSEE shall undergo
Induction course from working post in the 3rd year of their probation.
For probationer of Medical service the period of training shall be 03 months only.
[3 days in Central Hospital, 45 days in Divisional HQ’s Hospital, 10 days in Health Unit, 2
days for final assessment at CMD’s / CMO’s of the Zonal Railway, one month at the National
Academy of Indian Railway Vadodara for orientation course whenever the same is arranged.]
Monitoring/Co-ordination of Probationary Training
Two years probationary training of the following services to be centrally Co-ordinated /
monitored by the Institute/Railway as indicated against each. :-
S Service Institute / Railway for centrally co-ordination / monitoring
N Of probationary training.
1. IRSE Indian Railway Institute of Civil Engineering, Pune
2. IRTS Indian Railway Institute of Transportation Management, Lucknow
3. IRAS Railway Staff College, Vadodara
4. IRPS Railway Staff College, Vadodara
5. IRSS Railway Staff College, Vadodara
6. IRSME* Indian Railway Institute of Mechanical Engineering, Eastern Railway, Jamalpur
7. IRSSE Indian Railway. Institute of Signal Engineers & Telecommunication, Secundrabad
8. IRSEE Indian Railway. Institute of Electric. Engineering, Nasik
*both Engineering Graduates recruited as probationers & SCRA.
Confirmation after Probationary Training
No probationer shall be confirmed in junior scale unless he/she has successfully passed all the
examinations prescribed after completion of Institutional training as well as all the
departmental Examinations prescribed.
Departmental Examinations
All the three departmental examinations will be conducted by the Institute where the
probationary training has been centralized.
Note: The deptt. examination will consist of written test and Viva voce examination.
Number of chance of Passing Institutional or Departmental Examination
No probationer shall be allowed to re-appear in any institutional or departmental examination
except:-
(a) Sickness or any other reason beyond control may be allowed within 03 months for special
examination.
(b) In case of prob. does not pass any institutional or departmental examination in the 1st
attempt, he may be allowed to sit for re-examination in the papers in which he/she has failed.
But in that case, marks awarded in such re-examination shall not be taken into account in
determining the seniority (his/her score in the original examination only shall be counted).
If a probationer fails to pass second examination (b) above his/her services are likely to be
terminated.
Extension of Probationary Period
The Ministry of Railway may, if it so deem fit, in any case extend the period of probation for
a maximum period of one year. However, if during the period of probation, investigation,
enquiry or trial relating to criminal charge against him/ her is pending or disciplinary
proceedings which are contemplated or started against him/her, probation may be extended
for such period as Ministry of Railway may think fit in the circumstances of the case.
Minimum Percentage of Pass Marks
The minimum marks to pass in examination after completion of institutional training
(fundamental course, induction course, phase-I and II etc.) and departmental examinations
will be 60% in aggregate as well as in each individual paper.
Training for Group “B”
As a matter of fact there is no initial training prescribed for Group “B” officers as various
vacancies of Group “B” are filled by promotion of Group “C” staff after proper selection for
which selection board is constituted of Head of Department where written and oral
examination is prescribed.
However, they have to undergo a training course at National Academy of Indian Railway,
Vadodara and pass the examination at a later date.
Rules for the Recruitment & Training of Group “C”, Group “D” & Workshop Staff [IREM
Vol.I: Revised Edition 1989. Sec. “B”, sub sec. 1, para 102 to 120]
Recruitment
Recruitment on Railways will be to the lowest grade of the category concerned. Direct
recruitment to intermediate grades will be made where specifically provided for and in the
other cases as and when considered necessary by the Railway Administration with the
approval of the Railway Board.
Definitions
i) A “Group” means a series of classes which form a normal channel of promotion.
ii) A “Class” comprises all appointments in the same branch or department bearing the
same designation.
Illustration
All station masters form a class by themselves. Similarly all ASMs are in one class, Guards,
Pilots are other instance of class.
iii) “Grades” are sub division of a class, each bearing of different scales of pay.
iv) “Intermediate grade” is any grade in a class higher than the lowest.
v) “Direct recruitment” means the recruitment to the Group “C” service of any person
not already in the service of the railway or any person in railway who may be
permitted to apply for appointment subject to possession of requisite qualifications
along with outsiders according to the procedure laid down for recruitment.
Period ofProbation
All appointments will be made on probation for 02 years.
Health Certificate
No person shall be appointed to railway service or sent to training school without the
production of a health certificate. The rules for the medical examination of candidate for
employment and for the periodical examination of railway servants are prescribed separately.
Date of birth
Every person on entering Railway service shall declare his date of birth which shall not be
different from any declaration expressed for any public purpose before entering in Railway
service.
Special representation of certain communities
In filling vacancies by direct recruitment or by promotion, the instructions in regard to the
special representation of certain communities shall be strictly followed.
Reservation for OBC /Minorities
It has been decided by the govt. to carve out a sub-quota of 4.5% for minorities, from within the
27% reservation for OBCs. (RBE 02/12)
Nationality
A candidate for appointment to Railway service must be:-
i. A citizen of India; or
ii. A subject of Nepal or Bhutan; or
iii. A Tibetan refugee who come to India before 01.01.1962 with the intention of
permanently settling in India, or
iv. A person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, the East
African countries of Kenya, Uganda and the United Republic of Tanzania or from Zambia,
Malawi, Ethiopia & Vietnam with the intention of permanently settling in India.
Persons having more than one wife or husband
i) No person who has more than one wife living or who having a spouse living, marries
in any case in which such marriage is void by reason of its taking place during the life
time of such spouse, shall be eligible for appointment to service.
ii) No woman whose marriage is void by reason of the husband having a wife living at
the time of such marriage or who has married a person who has a wife living at the
time of such marriage shall be eligible for appointment to service;
Provided that the GM may if satisfied, that there are special grounds for so, can exempt any
person from the operation of this rules.
Knowledge of Hindi
It is obligatory for all trainees to acquire an elementary knowledge of Hindi. Trainees whose
stay at the Training School for over six months are required to pass Prabodh Grade Hindi
examination before completion of their training in all railway training schools. Trainees who
qualify in all other subjects but fail to qualify in Hindi test should not be debarred from
entering railway service. Such staff should be required to pass the same Hindi test within a
year of leaving the training school. If they fail to pass the test they will be given a second
chance to pass the test in another year failing which they will not be retained in service.
Method of making appointments
Direct recruitment to fill group “C” posts on the Indian Railway will be made through
Railway Recruitment Boards setup at various places in the country.
Advertisement
All vacancies in post and services whose scale of pay as directed by Railway Board,
recruitment for which is made through the Railway Recruitment Board or by the Railway
Adm. and are treated as “by open competition and on All India basis” will be advertised in
the list of news papers approved by the Department of Personnel for advertisements issued by
the UPSC. All the other posts in the lower grades will be advertised at the direction of the
RRB’s or Railway Administration. In the English, Hindi and Regional Language newspapers,
commonly read in the area where such vacancies exists.
The employment notices will also be supplied to the nearby employment exchange for
exhibition. Such advertisement will indicate the category of the posts and the division /unit
/region of the railway where vacancies exists and also other general conditions for
appointment to the posts. It should also be clearly indicated in the advertisement for
categories like stenographers, typist, draftsman etc. Which do not involve out door work or
inconvenient hours in the night that women are equally eligible.
With a view to given wider publicity to the recruitment of nurses, copies of employment
notices should also be sent to relevant nursing training schools in the areas concerned.
With regard to artisan categories, a copy of employment notice will be supplied to the resettlement
directorate of The Ministry of Defense and the Rajya and Zila Sainik Board for the purpose of
employment of ex-service man. The ex-serviceman nominated by the resettlement directorate will
be considered for employment on Railways along with other candidate. [RBE 121/97,
215/98, 07/07]
Mode of dispatch of call letters to applicants :- Since department of posts has discontinued the
systems of UPC, Rly. Bd. have decided for dispatching the letters to candidates & following
mode of dispatch should be adhered:- (RBE 06/12)
S. No. Mode of Dispatch Type of Communication
1 Business Post (ordinary) For dispatch of written examination call letters & Rejection
2 Registered Post For dispatch of letters to candidates for 2nd stage stage exam/Aptitude
3 Speed Post test/Skill Test/Typing Test/Interview/
Documents verifications/Information for empanelment etc.
Fees. [RBE 69/2016]

(i) For all candidates except those : mentioned in sub-para (ii) below
 = Rs.500/- (Rupee Five Hundred Only)
(ii) For candidates belonging to SC/ST/Ex- : servicemen/Persons with Disabilities
(PWDs), Women, Minorities and Economic Backward Classes. =
= Rs.250/- (Rupee Two Hundred Fifty Only) with a provision for refunding the same to those
who actually appear in the written examination.
Date of reckoning of age – [RBE 224/99]

Date of reckoning of age of candidates for appointment to the railway service for Gr. ‘C’ &
‘D’ are as under.\:-
Employment notice issued between January to June------------------1st July.
Employment notice issued between July to December --------------- 1st January of next year
Relaxation in the Upper Age limit [Para 115]

The maximum relaxations in upper age limit are as under:-

1. By 5 years in the case of SC/STs.
2 Up to 3 years (including app. Categories) in respect of serving Railway employees applying
for Direct Recruitment to initial categories and up to 5 years for posts in Intermediate
categories.
3. Group “D” employees applying for recruitment to Group “C” posts, or as apprentice
being allowed relaxation to the extent of service in Group “D” but in any case not exceeding
10 years. And also subject to a ceiling limit of 30 years for apprentice categories.
4. For direct recruitment to all Groups “C” and Group “D” posts: serving employee who
have completed 3 years continuous service will be given age relaxation subject to upper age
limit of 40 years in case of general candidate and 45 years in case of SC/ST candidates. [RBE
5/99]
5. For direct recruitment to all Groups “C” and Group “D” posts, the upper age limit in case
of widow, divorced women & women judicially separated from their husbands, who are not
remarried, shall be relaxed upto the age of 35 years. In such cases, there will be further
relaxation upto the age of 38 years for OBC candidates, & upto 40 years for SC/ST
candidates. [RBE 154/2K1]
6. Existing age concessions allowed by specific instructions of the RBd’s for specified
category/categories of the posts will continue to apply.
7. By 3 years in the case of OBCs.
8. Relaxation of 03 years in the prescribed age limit upto 03.02.2015 for recruitment to all
group ‘C’ & ‘D’ posts including engagement of substitutes [RBE 24/2012]
The matter has further been reviewed & it has been decided by the Rly Bd. to provide
relaxation in the following manner above the prescribed upper age limit for rectt. to all non-
gazetted posts including engagement of substitutes as under :-
[Link]. Period Relaxation(in years) in upper age timed
I 04.02.17 to 03.02.19 01 years
ii Beyond 03.02.19 No relaxation
9. A candidate who is within the minimum and maximum age limit on a particular date
mentioned in the employment notice issued by a Railway Recruitment Board may be treated
as eligible for appointment against a post on the Railway concerned even though the person
concerned may have exceeded the maximum age limit on the date of actually joining an
appointment.
10. NOC for application to serving Rly. employees applying against the notification of RRB
[RBE 66/13]
Employment of Physically Handicapped persons ( PWD) [MC 13 and RBE 62/17 and
23/18] Recruitment of physically handicapped persons in identified Group “C” & “D” posts
will be made by RRB & RRC respectively along with others regulated in terms of
separate instructions issued by the Railway Board from time to time.
There will be a reservation of vacancies in Group-C & D @ 4 % each, out of which
1% reserve for Deaf & Dump,1% reserve for Blind ,1% reserve for Orthopedically Handicapped.
,1% Austim intellectual disability, mental illness. ((Reservation in this category allowed to person
who suffers from not less than 40% of relevant disability.) ( RBE No. 62/2017)
Upper Age relaxation

For General candidates = 10 years,

For SC/ST candidates = 10+5 years,
For OBC candidates = 10+3 years
Guide lines for providing various concessions/facilities including scribes to person with
disabilities while conducting examination for their recruitment against 4% quota and issuing
of physically handicapped certificate. [RB letter No. E(NG) II/2006/RC-2/13 dated 17.09.2007 & 27.04.12]
Employment of Ex-serviceman. ( RBE No. 56/2016)
Quota reserve in Group “C” = 10%

Recruitment of Ex- Servicemen persons in Group “C” posts will be made by RRB along with
others regulated in terms of separate instructions issued by the Railway Board from time to
time. Upper Age relaxation – period of defense service and 3 years
[who have put in not less than 6 months defense service]
For apprentice categories – upto 40 years age
Benefit of upper age relaxation to ex-servicemen may also be extended when they apply against
unreserved post. [RBE 236/89]
Same Day examination : It has been decided by the Board to hold the examination for a
particular post on the same date simultaneously by all the RRBs. All the RRBs shall advise to
the nodal RRB the number of vacancies to be filled up, category wise together with
community breakup, Nodal RRB will issue Centralized Employment Notice on behalf of all
participating RRBs clearly indicating the vacancies to be filled up by each participating RRB
along with other details. Individual RRBs will issue indicative Employment Notice(s) in the
regional newspapers. Simultaneous Examination will be held once in year, Centralized
Employment Notice by Nodal RRB and Indicative Employment Notice(S) by individual
RRBs will be issued in consultation with Chairmen of participating RRBs. Examination for
more than one category may also be held simultaneously based on administrative
convenience. [RRCB No. 04/2009]
Setting of Question Papers in Local languages:
In addition to Hindi, Urdu and English, Question Papers shall be set in local languages listed
in the Eighth Schedule of the Constitution of India, falling within the jurisdiction of that
RRB. For this purpose, the first official language(s) of the State(s) in which all the Divisions /
Units of that RRB are located, will be taken as the local language(s). Since the official work
is done in Hindi / English, only to test the working knowledge level of the candidates, 10%
weightage of marks will be given for testing Hindi / English language as per details given in
Board’s letter No. E/RRb/2007/25/14 dated 04.03.2008. [RRCB No. 04/2009]

Relaxation in educational qualification –

For NTPC categories, other than ASM & Goods Guard, the minimum of 50% marks in
matriculation need not be insisted upon for SC/ST, Handicapped, Ex servicemen & sports
persons. (Rly. Bd. [Link]. E(NG) III-81/RSE/25 dated 25.08.82 & RBE 125/09)
Elimination of Viva -voce (Interview) in RRB Recruitments
Pursuant to the acceptance of recomrn of Committee of Secretaries regarding 'discontinuation
of interviews at the lower level posts', Ministry of Railways (Railway Board) have decided
that in supersession of all the instructions issued earlier, the practice of interview/viva-voce,
while conducting recruitment for non-gazetted posts against direct recruitment quota
vacancies through all modes be drscontinued with immediate effect. skill test and Physical
Efficiency Test (PET) being different from interview, such test may continue to be
undertaken [RBE 56/99, 17/2016]
Candidates, 30% over & above the number of vacancies, will be called for documents verification
by RRB in case of selection against group ‘C’ posts. (RRCB 89/08)
While holding rectt. to Group ‘C’ posts from open market & conducting of screening of
substitutes in Group ‘C” & pay band – 1(G.P. 1800/-) to ensure adequate representation of
women members on various interviews/viva – voce committees & it should be mandatory to
have one women member in the selection Boards/committees for making rectt. to ten or more
vacancies & lady candidates are expected to be available for the service/post. (RBE 29/12)
Recruitment against Sports quota ( RBE 189(B)/10,52/12&95/12)

1. Recruitment of sport persons, both in Group-C & Group-D, shall be done through Talent
Scouting & Open Advertisement, 60% of the total quota, including the share of Railway
Sports Promotion Board (RSPB) shall be through Talent Scouting & balance 40% shall be
filled up by Open Advertisement. This has been amended & from the year 2013 -14, i.e.
01.04.13 onward 30% of the total sports quota, including the share of RSPB shall be through
Talent scouting & the balance 70% shall be filled up through open advertisement. All rectt.
from 2012-13 against sports quota in G.P. 1800/- shall be only through the process of open
advertisement. Distribution of quota amongst Zonal Railways, Production Units, RSPB &
Workshops having staff strength of 4,000 or more, from the year 2013-14 shall be as under:-
S. Zonal Nam Pay Corresponding Quota Allotted for a Financial Total
No. Railway/Production e of Bands/Scales Grade Pay Year Quota
Unit Pay In Rupees Open Talent Scouting
Band Advt.
/Scal ZR/PU ZR/PU RSPB
e Qta. Qta. Qta.
2.1.1 CR, ER, ECR, ECOR, PB-2 9,300-34,800 4,200 --- --- 1 1
NR, NCR, NER, NFR, PB-1 5,200-20,200 2,800 5 1 1 7
NWR, SR, SCR, SER, PB-1 5,200-20,200 2,400
SECR, SWR, WR, WCR PB-1 5,200-20,200 2,000 16 4 2 22
PB-1 5,200-20,200 1,900
Total Quota Per Railway 21 5 4 30
ZR/PU ZR/PU RSPB
Qta. Qta. Qta.
2.1.2 CLW, DLW, DMW, PB-2 9,300-34,800 4,200 --- --- 1 1
ICF, RCF, RWF, PB-1 5,200-20,200 2,800 2 1 --- 3
RDSO, Metro Rly PB-1 5,200-20,200 2,400
Kolkata PB-1 5,200-20,200 2,000 8 2 1 11
PB-1 5,200-20,200 1,900
Total Quota Per Unit 10 3 2 15
2.1.3 Headquarter of each PB-1 5,200-20,200 1,800 10 --- --- 10
Zonal Railway
2.1.4 Each Division of Zonal PB-1 5,200-20,200 1,800 5 --- --- 5
Railway
2.1.5 DLW, ICF, RCF, CLW PB-1 5,200-20,200 1,800 15 --- --- 15
2.1.6 DMW, RWF, Metro PB-1 5,200-20,200 1,800 5 --- --- 5
Railway Kolkata
2.1.7 RDSO PB-1 5,200-20,200 1,800 3 --- --- 3
2.1.8 Workshops (having the PB-1 5,200-20,200 1,800 3 --- --- 3
staff strength of 4000 or
more)
CLW,DLW,DMW,ICF,RCF,RWF & Metro Rly. Kolkata can recruit the sportspersons in the
category of Skilled Artisans and such recruitment shall be counted against the 25% direct
recruitment of Skilled Artisans as advised vide Board’s letter no. E(NG)III/78/RC1/9 dated
24.2.1979. (RBE 07/12)
The quota allotted as above, is for a financial year and unused quota shall lapse on the expiry
of financial year.
Final approval of the competent authority in all cases of recruitment against sports quota is to
be obtained by the 31st March of the given financial year.
The competent authority for recruitment of sportspersons against sports quota, shall be the
same as mentioned, in the relevant paras of Indian Railways Establishment Code, Vol.-I
Appointment orders should be issued within one month from the date of approval of the
competent authority.
The recruitment shall be done in the 31 games as mentioned in (Bd’s letter dt. 31.12.10 &
07.01.11) RBE 189(B)/10,08/11 & 43/13 or as recognized by RSPB for this purpose. (Judo & Karate
have been deleted from the recognized games vide RBE 42/12)
Recruitment of sportspersons both through Talent Scouting and Open Advertisement shall
be to a Grade where there is an element of direct recruitment and shall be counted against
that quota.
In exceptional cases Railway Board can consider the recruitment of outstanding
sportspersons, fulfilling the norms, in the intermediate grades. Zonal Railways/Units may
send the proposals of eligible sportspersons to Railway Board for prior approval after the
recommendation of General Manager.
Talent Scouting Quota of RSPB Pool shall be operated by RSPB. However, the requests of
Zonal Railway/Production Units etc., duly recommended by the President of their Sports
Association for release of berths from RSPB Pool, may be considered by RSPB on merit.
Railways/Units may send proposals in this regard, only after complete utilization of thei r
Talent Scouting and Open Advertisement quota, along with all relevant information and
documents, at least one and half months before the completion of the financial year, i.e. by
15th February.
Railway Board may re-allocate the Talent Scouting quota from one Railway / Unit to another
Railway / Unit and from one Grade Pay & Pay Band to another Grade Pay and Pay Band, as
and when required.
General Manager may re-allocate the Talent Scouting quota allotted to their Railway for
appointment against the posts in Grade Pay Rs. 1,800 in Pay Band Rs. 5,200-20,200 from one
Division/Workshop/Headquarter to another Division/Workshop/Headquarter, as and when
required. However, other quota i.e. Open Advertisement Quota cannot be transferred.
2.14 General Manager is competent to transfer Talent Scouting Quota of their Rly. for rectt. of
sports persons in G.P. Rs.1900 to Rs.4200 to open advertisement, in case suitable sportspersons
are not found. (RBE 52/12)
Categorization of International Championships :
For recruitment propose, international championships/events are categorized as under : -
Category – A Senior categories of Olympic Games
Category – B Junior / Senior categories of World Cup /World Championships
Senior categories of Asian Games & Common Wealth Games
Category – C Junior / Senior categories of Common Wealth & Asian World Championships / Asia Cup
Senior categories of South Asian Federation (SAF) Games &
USIC (World Railways ) championship
3. Sports norms for recruitment of sportspersons in different Grade Pay & Pay Bands:
The minimum sports norms for recruitment of sportspersons against sports quota, both
through Talent Scouting and Open Advertisement, in different Grade Pay and Pay Bands, for
both team and individual events, shall be as given in RBE 189(B)/10 .
Sportspersons having the sports norms for higher Grade Pay & applied against the vacancies
for the lower Grade Pay, can be considered for rectt. against sports quota both through open
advertisement & talent scouting. (RBE 102/11 & 09/12)
Period of reckoning sports Achievements :-
For recruitment against sports quota, recognized sports achievements should be in the current
and/or immediate previous one financial years for Talent Scouting and in the current and /or
immediate previous two financial year in the case of Open Advertisement and sportspersons shall
be an active player. For this purpose period shall be counted from the date of receipt of application
in the case of talent scouting & from the date of notification in the case of open advertisement.
(RBE 52/12 & 75/12)
Activeness in sports shall be adjudged as per his/her performance during the trials. It is,
therefore, not necessary that the sportsperson must have sports achievement during
current/previous financial year to see his/her activeness in sports.
Note :- In team sports, only sportspersons who have actually played the sports in field, shall
only be eligible. Therefore, a sportsperson who represents as member of a team but has
actually not played in the field, shall not be considered for rectt. against sports quota.
(RBE 52/12, 71/12 & 75/12)

5. Age Limit :
5.2. Talent Scouting & Open Advertisement -
The age limit for recruitment through Talent Scouting Quota & Open Advertisement quota
shall be 18-25 years.
The lower and upper age relaxation for recruitment of sportspersons through Talent Scouting
shall be granted only by the Railway Board to the outstanding sportspersons. In exceptional
cases, Railway Administration may send the proposals to Board, along with all relevant
information and documents, after the recommendation of the General Manager but no age
relaxation shall be permissible for open advertisement .
5.1.3 The date of reckoning of the age for recruitment of sportspersons through Talent
Scouting shall be the date of Trials, conducted by the Trial Committee where as for open
advertisement shall be 1st July for the posts for which notifications are issued between
January to June of that year and 1st January of the next year, for the posts for which
notifications are issued between July to December.
6. Minimum Educational Qualification :
Sportspersons recruited through Talent Scouting and Open Advertisement must possess the
minimum educational qualification, as applicable to the post to which the sportsperson is to
be appointed.
No relaxation in minimum educational qualification shall be permissible in the case of
recruitment through Open Advertisement.
6.3. In the case of recruitment through Talent Scouting, if a sportsperson is having
outstanding sports achievements, but does not possess the minimum educational
qualification; he/she may be appointed after the prior approval of the Railway Board for
relaxation in minimum educational qualification, subject to acquiring the same within a
period of four years from the date of his/her appointment.
However, for considering the case of relaxation in educational qualification, the sportsperson
must have the minimum educational qualification required for recruitment in the Railways, as
per the extant rules.
He/she shall also not be entitled for any promotion till acquiring the minimum educational
qualification.
If the sportsperson recruited by granting relaxation in the minimum educational qualification
in accordance with Para 6.3 above, is not able to acquire the minimum educational
qualification within four years from the date of his/her appointment, he/she may be terminated
from service, immediately after the completion of four years period.
As a special case, outstanding sportspersons who are class VIII passed can be considered for
rectt. in 1S pay band. Such sportspersons will be given the regular pay band PB -1 of Rs.
5200 – 20200 alongwith grade pay of Rs. 1800/- only on acquiring the minimum educational
qualification under the rectt. rules or passing the requisite training test. This will be applicable
in all cases for rectt. of sportspersons of Zonal Rlys & Production units
(RBE 181/10 & 51/11)

In this connection it has been clarified vide Bd’s letter dt. 02.12.11 (RBE 162/11) that :-
(a) As per Bd’s letter dt 21.12.10 (RBE 181/10) only the sportspersons having
outstanding sports achievement and who are only cl VIII pass, can be considered for rectt. in
1S pay band and the sportspersons having the sports norms for rectt. in grade pay Rs.
1900/2000 or above as per Bd’s policy letter dt. 31.12.10 (RBE 189(B)/10), shall only be
considered as ‘outstanding’.
(b) Sportspersons rectt. against sports quota in 1S pay band in scale Rs. 4400-7440, shall
not carry any Grade Pay.
(c) The exemption as granted to sportspersons from obtaining 50% marks in matriculation
for their rectt. against sports quota as per Bd’s letter dt. 11.07.01 & 10.07.09 (RBE 125/09) shall
remain continued. (RBE 162/11)
7. Proficiency in Typing Skill:
The sportspersons recruited as Clerk or Senior Clerk against sports quota, should pass the
requisite type-writing test within a period of four years from the date of their appointment, as
per instructions as contained in Railway Board’s letter No. E(NG)- II/2004/RR-1/48 dt.
09.02.2005 [RBE 25/2005]
If a sportsperson is unable to pass the type writing test within the period of four years, then,
his /her appointment will be treated as provisional till such time that he/she passes the type
written test & no promotion /increment will be granted. However, in case of outstanding
sportspersons excemption for grant of promotion will be with the approval of Rly. Bd.
(RBE 143/11)

8. Procedure for Recruitment :

Talent Scouting :
Appointments against sports quota under Talent Scouting shall be given only after trials,
except :
When a sportsperson represented the country in individual event in any of the Category-
A or Category-B International Championships concluded within last six months; OR
When a sportsperson obtained up to third position in the individual event in the Senior
National Championships, concluded within last six months. However, in team games and in
all other cases, trial is necessary.
Trial committee for Talented Scouting for open advertisement are as under
For the purpose of trials for recruitment through Talent Scouting, a Trial Committee shall be
nominated by the President of concerned Sports Association at Headquarter level and by the
DRM at Divisional level.
The Trial Committee shall comprise of 4/5 and 3/4 officials with experience of sports. Four /
Three members of Trial Committee shall be from the railways. Railways/Units may
incorporate an outside expert of that game, as a fifth /fourth Member, if they so desire. The
fourth /third Members from the Railways shall be :-
(i) Junior Administrative Grade (JAG) Officer for Talented scouting & except JAG officer
for open advertisement ;
(ii) Coach of respective game (National/Railway/NIS qualified);
(iii) Senior National/International player of the respective game; and
(iv) Assistant Sports Officer/Sports Officer [RBE 11/2011]
(v) Applications for all eligible sports persons for the nominated games should be collected by
Personnel Deptt. [[Link] No.-2010/E(sports)/4(I)/1 Policy dt. 11.03.11(NWR PS 19/A/11) ]
Assistant Sports Officer/Sports Officer in the Trial Committee should be from the approved
panel of Railway Board.
For Talented Scouting & Open Advertisement
For performance in Trials, Trial Committee shall give its recommendation in terms of either FIT
or NOT FIT by giving the marks (maximum 40 Marks) to the candidates, as per the criteria
given below:- (RBE No. 177/2017)
(i) For game skill, physical fitness & : 40 Marks
Coach’s observations during Trials
(ii) FIT Candidate : Candidate securing 25 Marks or more
(iii) NOT FIT Candidate : Candidate securing marks below 25.
Trial Committee shall also give marks for recognized sports achievements, educational
qualification and general intelligence etc. The distribution of marks shall be as under:-
Description Maximum Marks
i For assessment of recognized Sports 50 Marks
ii For game skill, physical fitness & coach’s 40 Marks
Observations during Trials
iii Educational Qualification 5 Marks
iv General Intellingence, personality trials & 5 Marks
Physiological make up
Total Marks 100 Marks
Note : For educational qualification, three marks shall be given to the candidate fulfilling
only the minimum educational qualification, to the post against which he/she is being
considered for appointment Candidate having higher educational qualification shall be give
higher marks. It is applicable for talent scouting only.
Minimum qualifying marks for recruitment through Talent Scouting & Open
Advertisement in different Grade Pay and Pay Bands, observing the criteria as mentioned in
Paras above, shall be as follows:-
S. Name of Pay Grade Pay Pay Band Min. Qualifying Marks
No. Band/Scale (In Rupees) Talent Scouting Open Advertisement
i PB-2 4,200 9,300-34800 75 Marks -
ii PB-1 2,800 5,200-20,200 70 Marks 70 Marks
iii PB-1 2,400 5,200-20,200
iv PB-1 2,000 5,200-20,200 65 Marks 65 Marks
v PB-1 1,900 5,200-20,200
vi PB-1 1,800 5,200-20,200 60 Marks* 60 Marks
(*w.e.f. 01.04.12 all rectt. in 1800/- G.P. shall be only through the process of open
advertisement only – RBE 52/12)
Merit list of all the qualified candidates shall be prepared by the Trial Committee.
Recruitment shall be done on the basis of merit and availability of vacancies. In case, more
than one sportsperson scores the same marks, preference shall be given to younger candidate
to decide the merit.
The validity of trials shall be for one month. Therefore, if a candidate is found fit during trials
and eligible for recruitment as per merit, the approval of the competent authority for such
recruitment shall be obtained within one month from the date of trials. The one
month validity period of trials may be counted from the date of trials of the candidate to date of
obtaining approval of the competent authority, within Rly./Unit, for sending proposal to Bd,s
office. (RBE 12/12)
The target date for completing all formalities for rectt. against talent Scouting, shall be three
months from the date of receipt of application from the candidate or from Rly. Bd./RS PB.
(RBE 121/11)
8.1.15 Trial Reports by trial committee should be submitted to the President of Divl/H.Q.
Sports Association, within next three working days, after the day of trials in the case of rectt.
of sportspersons against sports quota through talent Scouting.
In case of delay in submission of trail reports within the prescribed time limit of three
days, accountability should be fixed & action taken must be reported to Board along with
proposal for relaxation in the time limit. (RBE 38/12)
Open Advertisement :
8.2.1 The recruitment of sportspersons through Open Advertisement shall be done by
respective Railway Administrations.
Advertisement in this regard must be issued by 30th June and recruitment process should be
completed latest by 31st October of the year. However, powers have been delegated to General
Manager of the concerned Rly/Unit, for extension of dates, maximum upto three months i.e. upto
30th Sep. for advertisement & upto 31st Jan. of the financial year for completion of rectt. process.
Any further extension shall only be granted by Rly. Bd.
(RBE 116/11)

A Recruitment Committee shall be constituted to look after the recruitment process. Note :-
No open advertisement quota should be converted to Talent Scouting quota.
[[Link] No.-2010/E(sports)/4(I)/1 Policy dt. 11.03.11(NWR PS 19A/11)]

Recruitment Committee : ( Probation of Sports person review- RBE No.95/16)

Recruitment Committee shall comprise of three members who shall be nominated by GM at
Headquarter Level and by DRM at Divisional level.
At Headquarter level, all the three members of the Recruitment Committee shall be of the
rank of Senior Administrative Grade (SAG). These members shall be :
(i) Personnel Officer(SAG);
(ii) President/Secretary of Sports Association (SAG); and
(iii)Co-opted Member (SAG)
At Divisional level, the members of the Recruitment Committee shall be of the rank of Junior
Administrative Grade (JAG)/Senior Scale Officer. These members shall be:
(i) Personnel Officer(JAG)/Sr. Scale;
(ii) President/Secretary of Divisional Sports Association (JAG / Sr. Scale) ; and
(iii)Co-opted JAG / Sr. Scale Officer from the Division.
Recruitment Committee shall constitute a Trial Committee to conduct trials of the candidates.
Recruitment Committee shall take interviews and award the marks (out of 60 Marks) only to
the FIT candidates for their sports achievement, educational qualifications, general
intelligence etc.
Interviews of the candidates shall invariably be held on the same day, just after trials or at the
most next day of the trials.
Recruitment Committee is to add the marks given by the Trial Committee to the FIT
candidates (i.e. out of 40 Marks), in order to make the final merit list (out of 100 Marks). All
the three members of Recruitment Committee shall jointly sign the recommendation to put up
to GM at H.Q. level and to DRM at Divisional level, for final approval.
Note : The offer of appointment shall be given purely on the basis of merit.
Fee : The processing fee for recruitment of sportspersons through Open Advertisement shall
be equivalent to the examination fee as prescribed for recruitment through RRBs, from time
to time.
Resignation of Sportspersons recruited under sports quota. (RBE No.79/16)
Service Bond, period for the persons recruited against sports quota shall be of five
years' In case if infringement/violation of any of the above conditions by the employee,
he/she shall pay to the Government of an amount of Rs' " (equivalent to the salary payable for
the period of five years. i.e. bond period) and that his/her services shall be terminated on one
month's notice.
Probation Period for persons recruited against Sports Quota :
All the candidates getting appointment through Sports Quota will undergo Probation Period
of two years.
Probation period of a sportsperson shall not be completed till he /she acquire the minimum
educational qualification, if recruited by granting relaxation in minimum educational
qualification, as per Para 6.3 above.
Before completion of the probation period, the performance of the sportsperson shall be
reviewed at the Railway / Unit level by a three members Committee comprising :-
(i) President / Hony. General Secretary of the Sports Association of Zonal Railway / Unit;
(ii) A Personnel officer of Sr. Scale / JAG level; and
(iii) Captain / Coach of the particular discipline.
If the performance of a person recruited on sports account is considered to be unsatisfactory,
the probation period will be extended maximum up to two years and the person will have to
improve his /her performance to get confirmed in appointment. Even after extended probation,
if the performance is found unsatisfactory, then normal procedure will be followed for
termination, before completion of extended probation.
“Service Bond” for persons recruited against Sports Quota ;
The “Service Bond” period for the persons recruited against sports quota shall be of five
years. At the time of his / her appointment, the sportsperson shall fill and sign the bond.
Medical Examination : The sportsperson (male/female) appointed through Talent Scouting
or Open Advertisement, shall fulfill the minimum medical norms for the post, for which he /
she is being appointed.
Sportsperson recruited against sports quota shall be terminated from service, if the
information and documents furnished by him / her for recruitment, are found incorrect / fake
at any stage; observing requisite procedure for such termination.
Transfer : Transfer cases of sportspersons, recruited againsted sports quota, from one
Rly /Unit/Division to another Rly /Unit/ Division can be considered only :-
(i) After completion of 5 years service on the Rly including probation period. In this
connection it is clarified by the Rly. Bd vide RBE 75/2011 that for considering the transfer
cases of sportspersons recruited against sports quota, from one Division/Unit to another
Division/Unit within the same Rly; the same be decided exclusively by the General Manager
Concerned. (RBE 28/11)
(ii) Person should be a regular employee.
Exceptions to the above conditions can be made with the approval of the competent
authority [Rly. Bd. (MS)] in the specific cases. [RBE 23/11,75/11]
(iii) Rly. Bd has decided that henceforth the cases of own request transfer of sportspersons
recruited against sports quota, from one Rly./Unit to another Rly/Unit shall be decided exclusively
by the General Manager subject to fulfilling the conditions as mentioned in para 2(i) of BD’s
letter dt. 17.02.2011 (RBE 23/11, 30/12)
Rly. Administration can grant incentive increments, only for the sports achievements in the
championships/Events concluded on or after the date of policy letter dt. 31.12.10
 [RBE 189 (B) /10, 26/12, 50/13 & 114/13]

Out of Turn promotion of staff rectt on sports ground.(RBE No. 2/16,8/16,28/16) (*)
Important Note
Recruitment against sports quota in GP 1800 have been freeze for year 2016 -17 and 2017-18
(RBE No. 54/2016 and 80/2017)

While freeze of Recruitment under sports quota in Grade Pay Rs.l800/- will continue in case
non availability of vacancies in Group 'c' in any Production unit, they can approach Railway
Board with their proposal to recruit sportspersons in erstwhile Group 'D' category. against
open advertisement with full justification with recommendation of their General Managers.
(RBE No. 80/2017)

***
 Recruitment against Cultural /Scout & Guides Quota
[RBE 201/03]

The annual recruitment against this quota shall be done as per the following:-
[Link]. Quota Group “C” Group “D”
a) Scout & Guides 2 per Rly per year 2 Div. per year
1 per Production Unit per year 2 per Production Unit per Year
b) Cultural 2 per Rly per year Nil
2 per Production Unit per Year Nil
Note: Persons appointed against this quota as Clerk/[Link] will be required to acquire
proficiency in typing within a period of two years. [RBE 37/99]
Instructions regarding recruitment of Scout/Guide & Cultural quota
1. The recruitment against this quota should be done by the Railway Administration
through Open Advertisement.
2. The educational qualification & age limit for consideration for appointment against
the quota will be the same as applicable for recruitment to Group- “C” & “D” categories
respectively.
3. The recruitment will be done in initial grades of Group- “C” and Group –“D”. Higher
fixation of pay will not be admissible.
4. The quota allotted shall be for the financial year & unused quota shall lapse on the
expiry of financial year.
5. Other conditions of Recruitment will be the same as applicable to recruitment to other
equivalent categories.
6. Candidates belonging to SC/ST/OBC categories who apply against notification
published for Scouts & Guides quota & Cultural quota be extended relaxation as admissible
in a general open market rectt. However, in case of being selected with any relaxation on
account of being a candidate from above categories, he/she will be taken against reserved
roster point. (RBE 127/11)
7. Selection committee for Scout & Guide:
For Group- C 3 SAG officer out of these one from Personnel Dept. & another
one officer holding honorary post of Commissioner (Scout & Guide)
For Group-D 3 JAG officer out of these one from Personnel Department
8. Selection committee for Cultural quota:
For Group- C 3 SAG officer out of these one from Personnel Dept. & second from any other
deptt. & third an out side member of appropriate standing in relevant field or a faculty
member of any recognized University/Cultural Institute or a representative from Doordarshan
/ AIR etc.
9. System of videography of assessment of talents in the relevant field on the basis of
practical demonstration in open market recruitment against Cultural quota, has been introduced
on trial basis for a period of three financial years i.e. for 2013-14, 2014-15 & 2015-16 (RBE
124/13)
Other Qualification
For Scout / Guide Quota
1. A President’s Scout/Guide/Ranger/Rovers OR Himalayan Wood Badge Holder OR A
Pre- HWB trained Scout Leader/ Advanced Trained Guide/ Leader/ Captain
2. Active member of a Scouts organization for at least 3 years in the recent past & should
continue to active
3. Should have attended at least one event at national level & one or two events at State
level OR should have a good record of participation in Scout/ Guide activities at Unit/
District level
For Cultural Quota
Essential
Possession of degree/diploma/certificates in Music/ Dance/Drama etc. from Govt. recognized
institutes
Desirable
1. Experience in the field & performance given on AIR/ Doordarshan etc
2. Prizes won at National level.
Candidate assessed on the following basis
S. No. For Scout / Guide Marks For Cultural Marks
1 Written test (Consists of object. type 50 Written test (Consists of 50
question) object. type question)
2 Scout / Guide qualification over & 35 The basis of practical 35
above minimum eligibility of demonstration
candidate
3 Personality test/ Interview 15 Testimonies/ Prize etc 15
Appointment of Group “D” posts [RBE 121/05,164/06, 37/07]

Appointment to all group “D” posts will be done directly by the Zonal Railways.
A ‘Recruitment Cell’ should be established at the HQ Office for handling this work. The
chairman of the cell should be Dy CPO (Recruitment) in JA Grade or [Link]. General
Manager may delegate powers to Dy CPO /CPO (Recruitment) to ensure smooth functioning.
Recruitment Unit
Unit of Recruitment shall be Zonal Railway. Requirement of all Divisions/
workshops/production unit & other organization falling within the territories/ jurisdiction of
the Zonal Railway will be clubbed together for the purpose of Recruitment.
Periodicity of Rectt.
Periodicity of rectt. to erstwhile gr. ‘D’ posts now in G.P. Rs. 1800, has been modified & it has
been decided to initiate rectt. process annually as following time schedule:- (RBE 164/11)
[Link]. Item Month
1 Issue of Notification July
2 Last date of receipt of application 30th Sept.
3 Scrutiny of application Jan./Feb.
4 Issue of call letter for Written Test March/April
5 Written Test May /June
6 (PET) Physical efficiency Test Sept/Oct.
7 Medical Test/Document Verification Nov./Dec.
8 Declaration of Final panel December
This schedule will be effective from July 2012 & vacancies accruing during the year will be taken
into account. (RBE 164/11 & 76/12)
The age limits for recruitment shall be as per extant instructions, with relaxation for specified
categories as admissible under specified orders issued by the Ministry of Railways from time
to time.
Criteria for Eligibility
Education Qualification for recruitment in the categories of level 1 of pay matrix.
(a)10th pass for all categories in GP 1800 (erstwhile Group “D” vacancies) (RBE No. 129/13)

(b) 10 70th pass plus National Apprenticeship Certificote (NAC).granted by NCVT|:

OR 10th poss ptus lTI.( Recruitment of staff in Level-1of the pay matrix of 7th cPc {earlier Grade
Pay 1800/-) in Civil Engineering, Mechanical, Electrical and S&T departments from open market,
through all modes. (RBE No. 73/2017)
Employment of Ex-serviceman
Quota reserve in Group “D” = 20%
Recruitment of Ex- Servicemen persons in Group “D” posts will be made by RRC
respectively along with others regulated in terms of separate instructions issued by the
Railway Board from time to time. Upper Age relaxation – period of defense service and 3
years [who have put in not less than 6 months defense service]
For apprentice categories – upto 40 years age
Benefit of upper age relaxation to ex-servicemen may also be extended when they apply against
unreserved post. [RBE 236/89]
Note :
(1) 20% of erstwhile Group “D” vacancies against ex-serviceman quota will be filled by
zonal Railway through open advertisement in pay band-1 of Rs 5200-20200 with grade pay
of Rs 1800/- and panel will be formed on the basis of their length of military service, keeping
in view the following :-
i. Physical efficiency test followed by written test be dispensed with for this recruitment;
ii. The recruitment shall be on the basis of scrutiny of applications ;
iii. Ex-service men who has retired after putting in 15 years of service and has passed Army
Class-1 certificate or equivalent will be considered eligible.
[RBE 130/10 & [Link]. 2009/E(NG)11/RR-1/10 dt. 8.2.11 [NWR PS 23/11]

(2) 20% of erstwhile Group “D” vacancies kept reserved for candidate who completed
training in Railway Establishment under App. Act 1961and get NCVT Certificate.
Employment Notice
A detailed employment notice shall be published in leading local news papers & an
‘Indicative Notice’ be published in the ‘Employment News/ Rozgar Samachar & National
News Papers’ giving preference of the advertisement given in the local news papers. A
detailed vacancy notification shall also be sent to the nearby employment exchange &
recognized association of SC & ST & local MLA/MPs, Resettlement Directorate of the
Ministry of Defence & the Rajya & Zila Sainik Boards for ex-servicemen & copy of the
notice should also be exhibited in notice boards out side Railway offices situated in the area
of recruitment, a detailed notification shall be advertised in the local dailies giving the
following details:-
Recruitment Unit, Name & Number of posts with reservation detail, Qualification, Age
limits, (including relaxation provisions) Scale of pay,Name of Div./[Link]/PU’s & Other
Org .for which recruitment is being held, Examination Fee, Procedure for submission of
application, Closing date for submission of application, Choice of language for question
papers (Hindi, English or Regional), Official language as specified in the 8th schedule of the
Constitution of India and question paper shall be set accordingly.[Urdu has been added as an
additional language for setting up of question paper for rectt. of candidates from open market
in pay band – 1 of Rs. 5200-20200 (G.P. 1800/- (RBE 37/11)], Physical Efficiency Test
standard, Any other relevant information.
How to apply
Candidate shall apply on plain paper, as per format indicated in the employment notice,
directly to the [Link] /CPO (Recruitment). Fee may be charged @ Rs. 40/- per candidate,
however, no fee is to be charged from the candidates belonging to SC/ ST/ Ex Serviceman
/handicapped categories.
The recruitment procedure for group ‘D’ posts on the Railway will now consists of a Physical
Efficiency Test (PET) followed by a written test of the successful candidates found fit in the
PET.
These instructions have been partly modified and recruitment procedure will now Consist of
written test followed by Physical Efficiency Test (PET) of Candidates found successful in written
test. [RBE 16/11]
A. PET will be qualifying in nature & criteria for the same will be as under :-
 (RBE 37/07 & 126/12 & 11/2018)
[Link]. Male candidates [Link]. Female candidates
(i) Should be able to lift and carry 35 kg of (i) Should be able to lift and carry 20 kg of
weight for a distance of 100 metres in 2 weight for a distance of 100 meters in 2
minutes in one chance without putting the minutes in one chance without putting the
weight down and weight down and
(ii) should be able to run for a distance of 1000 (ii) Should be able to run for a distance of 1000
meters in 4 minute and 15 seconds in one meters in 5 minute and 40 seconds in one
chance. chance.
B. Persons with disabilities may be exempted from PET for recruitment to the post in Group “D”
categories identified suitable for them and be allowed directly to appear in the written examination
[RB let No. E(NG)II/2006/RC-2/11 dt20.7.07]
C. PET & written test has dispensed with for the ex-service men against the recruitment of ex-
service men quota. [RBE 130/10]
D. The entire proceeding of PET is to be video graphed so as to ensure transparency & the
identifications of the bonafide candidates taking part in PET.
E. PET will be held in the divisions of the concerned Railway & DRM will be overall in -
charge for the conduct of PET.
F. After written examination successful candidates called for documents verification should be
20% over & above the number of vacancies. [RBE 73/08]
G. Panels will be based strictly on merit position obtained in written examination. Currency
of panel shall be for a period of 2 years from the date of publication. General Manager may,
however, extend the life of the panel by one year in case of administrative exigencies.
H. P.E.T. will be held during the same period simultaneously by all the Rlys.
[RBd’s. [Link]. E(NG)-II/2009/RR-1/10/Pt dt. 09.12.10]

Note :- Since ‘UPC’ has been discontinued by Deptt. of posts, as such the call letter for written
test, physical efficiency test & other steps connected with the rectt. exercise shall be dispatched
under “Business Post” at least one month prior to the date of conduct of examination (RBE
53/13 & 85/13)
W.E.F. 25.05.2009 Railway Board have decided to discontinue the policy of providing
alternative appointments to the medically failed empanelled candidates selected through of
RBs / RRCs for any Group “C” or “D” post. [RBE No. 90/09]
Vacancies of class IV in the initial grade in the Work Shops/Traffic and commercial
Department are filled as under:-
(A) 10% amongst trackmen/store khalasi & safaiwalas of all deptt. With 50% of seniority
and upper age limit of 38yrs for store khalasi, sfw & 38 years for trackmen,
[RBE 136/07, 86/12 & 121/13]

(B) 40% amongst volunteers from other Deptt. On bottom seniority. Reservation rules will
not apply against 40% vacancies. (Age limit 33yrs.) for all categories except gang men for
which age limit is 33yrs. [RBE 42/02, 86/12 & 121/13]
There is no provision for restricting the recruitment of safaiwala to any particular community.
Rectt may be done as per provisions of IREM for rectt. to Group D posts.
The existing procedure for appointments on Compassionate ground, Sports quota, Cultural
quota, etc. shall continue to be in force. [RB No. 99E(RRB)25/11 dated 27.11.2001]
Training - Some Basic facts

In a work organization, training is a learning process in which learning opportunities are

structured in a planned manner so as to develop employees’ knowledge, Skills & attitude,
necessary for effective performance of their work thereby achieving organizational aims &
objectives by the most cost effective measures available. An individual is required the
systematic development of the knowledge, skills & attitude behavioral pattern in order to
perform duty adequately.
Any planned activity designed to help an individual or a group of individuals to learn to do
things differently or to do different things within the context of their current or future job.
Training activates Training activates include: - *On the job Coaching / Mentoring * Desk
instructions / performance aids * Open learning * Workshop * Conferences / Exhibitions *
Secondments / visits.
Training for Non-gazetted staff
Each Zonal Railway has its own Zonal Training School, System Technical Training School
and other Institutions for imparting training to their employees. The training may be either.
1. Initial - Before a person is put on working post.
2. Promotion - When a employee is to be promoted to higher grade/category.
3. Refresher - After lapse of certain period the employee may be required to Refresh
and update his knowledge.
4. Specialization - Limited employees are booked for that, after trg. they give the training
to other employees.
Passing of initial training course where prescribed is compulsory without which one cannot
be accepted in job.
Training period of skilled artisan – [RBE 166/10]
1 Course Completed act Apprentices Trained in Railway Establishment Nil
2 Course Completed act Apprentices Trained in non - Railway Establishment 6 months
3 Diploma Holders 6 months
4 ITI Passed candidates 6 months
5 Matriculate or any non-technical Higher qualification 3 years
6 Degree holders in their relevant fields 6 months
Number of chances to complete training :
1. The trainees/apprentices, other than those covered under the Apprentice Act, 1961, may
be given one repeat course or 2nd chance without any stipend or any other remuneration.
2. The trainees/apprentices, other than those covered under the Apprentice Act, 1961,
belonging to OBC categories may be given one repeat course or 2nd chance without any
stipend or any other remuneration.
3. The trainees/apprentices, other than those covered under the Apprentice Act, 1961, belonging
to SC/ST categories may be given 2nd chance with stipend/pay & the 3rd chance, without stipend
or any other remuneration.
These orders are equally applicable on the directly recruited, Intermediate
Apprentices/LDCE & GDCE candidates. [RBE 96/2000]
4. In promotion – 3 chances may be given at Govt. cost and beyond that he will have to complete
training at his own cost. (Para 227 of IREM-I)
Exemption beyond 57yrs. of age from training may be granted who are not connected with train
passing/operational duties. (RBE 170/11)
Where a specific minimum period of service has been given in the service agreement, the
employee leaving service before completion of such period shall have to pay the cost of
training.
Pass marks for training (RBE 113/04 & 84/10)

Pass marks for trainees undergoing initial, promotional, refresher or specialized courses in
training centers are as under:-
1. For safety categories including running staff -60 % marks i.e. staff must secure 60%
marks in written test & 60% in practical/ viva. No relaxation for SC/ST. It is immaterial
whether safety category staff appears in a Safety or non – Safety subject.
2. Pass marks for non safety category should be 50% marks
3. Question papers in the initial & promotional courses should content only 40% as
objective. & balance subjective. Question papers in refresher course should have 70%
objective & balance subjective
Messing charges for trainees:
1. The charges for training should be fixed by Zonal Railway in consultation with
FA&CAO.
2. 20% of the Daily Allowance admissible to an employee should be paid to him for
incidental expenses, if boarding & lodging facilities are available at training centre.
RECRUITMENT CATEGORIES AND PERCENTAGE [RBE 161/09]
Quota for (in %age)

Direct Quota

Intermediate
Promotee
Category GRADE PAY Remarks

/Quota
Talent
Quota
[Link].

1 ASM PB-1(2800) 60 25* 15** 15% LDCE Staff of T&C (RBE

22/2018)
25% General selection (PQ
categories.)
2 TFCAPP PB-2(4200) 15 75 10* *10% Serving Graduate.
(SCNL/WMI/TI/ SM).
3 GUARDS PB-2(2800) 25 60* 15** * 60% General Selection
* 15% LDCE(RBE No.46/17)
4 SNL PB-2(4200) 15 75 10
5 TNC PB-2(1900) 50 33⅓ 16⅔* *Matriculate Gr. D employees with a
6 TC PB-2(1900) 50 33⅓ 16⅔* minimum 2 yrs. Service in the
concerned seniority unit and the
7 CLERK cum TYPIST PB-2(1900) 50 33⅓ 16⅔* selection against this quota may be
entirely competitive. Procedure for
8 COMML CLERK PB-2(2000) 50 33⅓ 16⅔
type test in RBE 19/11
9 S&WLI PB-2(4200) 15 50 35 DR quota will be based on single
stage Exam followed by Documents
verification (RRCB 02/11)
10 COMML APP. PB-2(4200) 15 75 10* *10% Serving Graduate.
11 LA PB-2(4600) 40 60
12 ECRC PB-2(2800) 25 75
13 SR. COOK PB-2(2400) 33⅓ 66⅔
14 JE II/MECH PB-2(4200) 50 25 25
15 SE/MECH PB-2(4600) 20 80
16 JE II C&W PB-2(4200) 50 25 25
17 SE C&W PB-2(4600) 20 80
18 JE II WAY PB-2(4200) 60 20* 20** (iii)
(RBE No. 120/2014)
(*) 20%by (LDCE)' Eligibility Criteria:Track Maintainers of all grades and Civil Engineering staff, such as
USFD Staff, Blacksmith, Hammermen, welder, Moulder, Aligner, Painter, Carpenter etc. working on P. Way
Side, with 3 years of Railway Service and either 10+2 pass with at least three subjects out of PCM & Computer
Science OR having Diploma in CivilEngineering/Civil Engineering (Transportation) are eligible. Diplomas
should recognition/ affiliation of AICTE.
(**) 20% by promotion of Deptt. Staff working as Track Maintainers with GP 2800 having qualification of
ITI or Xth Board Examination by seniority cum suitability.
19 SE /WAY PB-2(4600) 20* 80 10% SR. DEG.
20 SE /WORKS PB-2(4600) 20* 80 10% SR. DEG.
21 JE II WORKS PB-2(4200) 60 25 15
22 SE/ SIGN. PB-2(4600) 20 80
23 JE II TELE. PB-2(4200) 50 30 20
24 JE II SIGN PB-2(4200) 40 40 20
25 SE /TELE PB-2(4600) 20 80
26 ESM III PB-1(1900) 50* 50 *(DRQ) [Link]:- 10 th pass + lTl in
Electronics Mechanic/Electrical
fitter/Wireman trade; OR
12th {+2 stage) with Physics and
Maths in Higher Secondary or
equivalent. (RBE No.18/2018)
27 ESM I PB-1(2800) 15 85 Ed. Qua.([Link]) revised vide RBE
48/2018
28 TCM III PB-1(2400) 50* 50 *(DRQ) [Link]:- 10 th pass + lTl in
Electronics Mechanic/Electrical
fitter/Wireman trade OR
12th {+2 stage) with Physics and
Maths in Higher Secondary or
equivalent. (RBE No.18/2018)
29 TELE OPTR PB-1(1900) 40 60
30 SE/ DRAWING PB-2(4600) 20 80
31 JE/ DRAWING PB-2(4200) - 100
32 DSKP PB-2(4200) 33⅓ 66⅔
33 SKILLED ARTISAN PB-1(1900) 25 50 25
34 NURSES PB-2(4600) 100 - -
35 PHARMACIST PB-1(2800) 100 - -
36 HI PB-2(4200) 75 25
37 RADIOGRAPHER PB-1(2800) 50 50 For PQ, Education qualification
modified vide RBE 161/11
38 LAB. ASSTT. PB-1(1900) 50 50
39 CMA PB-2(4200) 66⅔ 33⅓
40 SR CLERK PB-1(2800) 20 66⅔ 13⅓(*) Serving Graduate.
(*) LDCE conducted by Zonal
Railway instead of RRB(110/16)
41 STENO PB-1(2400) 50 25* *25% from shorthand knowing clerk
& typist.
25* *25%from other gr. C staff
42 HINDI ASSTT. PB-1(2400) 33⅓ 66⅔
43 JE II ELECT PB-2(4200) 50 25 25
44 SE ELECT. PB-2(4600) 20 80
45 ENT TEACHER PB-2(4600) 100
46 EDP PB-1(2800) 100
47 Tech III/ DSL/Elee 50 25 25 RBE No. 07/2016)
loco/EMU
48 Dresser PB-1(1900) 00 50 50 50% 10th passed by selection
50% 8th passed by seniority cum
suitability (RBE No.45/2016 &
152/2016
49 All vacancies in Group PB-1(1800) 80% 00 20%(*) (*) Kept reserved for ACT
D or GP 18 Apprentice trained in Rly Estt.
(RBE No.71/2016,24/2017)
50 RBE No. 97/2014 Wherever the vacancies remain unfilled in Promotion Quota, the same may be
carried forward to LDCE/GDCE, if any, and unfilled vacancies of LDCE/GDCE
may be carried forward to direct recruitment quota to next year/next selection. ln
case there is no LDCE/GDCE for that post, the unfilled vacancies may be diverted
to direct recruitment quota of the upcoming year.

***
 SELECTION AND PROMOTION
Group ‘B’ Posts [Para 201 to 209 of IREM – I]

All vacancies in Group 'B' are filled by promotion on the basis of selection of eligible Group
'C’ employees and also on the basis of Limited Departmental Competitive Examination,
wherever the scheme is in force. Where the scheme of LDCE is in force, selection is held to
fill 70% of the vacancies and LDCE is held to fill the remaining 30% of the vacancies.
[RBE 02/06]

Frequency of Selection.—Selection for promotion to Group ‘B’ posts should be held once in
two years. Where due to unforeseen developments, such as creation of new posts, up
gradation etc., the panel drawn gets exhausted and the biennial selection is away by more
than six months a fresh selection may be held. The need for conducting such selections should
however, be rare.
Composition of Selection Committee.—Selection Committee will be constituted under the
orders of the General Manager and should consist of 3 Heads of Department or Additional
Heads of Department including the Chief Personnel Officer or Additional Chief Personnel
Officer and the Head of the Department concerned. The Senior Deputy General Manager or
the Additional CVO of the Vigilance Organization should not be nominated to serve on the
Committee. If none of the officers constituting the Departmental Promotion Committee
belongs to either Scheduled Caste or Scheduled Tribe than officer holding the rank not lower
than the Junior Administrative Grade may be nominated.
Assessment of vacancies - Vacancies for a selection period of 24 months + vacancies that are
due to arise in the next six months (total 30 months) should be assessed taking into account
the vacancies in regular cadre (both permanent and temporary) including construction reserve
and the panel should be formed for the total number of vacancies.
[RBE 129/06]

Reservation in favour of SCs/STs — Rules of post-based reservation apply in filling the vacancies
in Group 'B' on the basis of selection. Only those eligible SCs/STs who are in the zone of
consideration should be called for the selection. If either SCs/STs are not available in the zone of
consideration or the available SCs/STs have not qualified for appointment against the reserved
vacancies, then the reserved vacancies will remain unfilled and the same will be filled up through
future selections. [RBE 194/05, 200/05 & 129/06]
Conditions of eligibility.— For Group “B” selections (except Accounts Deptt.)(70% quota),
Group “C” employees working in Pay Band PB-2 (Rs. 9300-34800) with Grade Pay of Rs.
4200 and above with 3 years of non-fortuitous service in the grade (including non-fortuitous
service rendered in the corresponding pre-revised grades) will be eligible.
For Group “B” selections (30% LDCE quota), Group “C” employees working in Pay Band
PB-2 (Rs. 9300-34800) with Grade Pay of Rs. 4200 and above with 5 years of non-fortuitous
service in the grade (including non-fortuitous service rendered in the corresponding pre-
revised grades) will be eligible.
In the integrated seniority of Group “C” employees eligible for Group “B” selections (70% quota),
employees in Pay Band PB-2 (Rs.9300-34800) with Grade Pay of Rs. 4600 will be placed above
those in Pay Band PB-2 (Rs.9300-34800) with Grade Pay of Rs. 4200, in either category, the
relative seniority of employees coming from different streams will be determined with reference
to length of non-fortuitous service in the Scale of PB-2 + 4600 or PB-2 + 4200 as the case may
be. [RBE 02/06 & 46/10]
In case a junior employees is considered for selection (70%) by virtue of his satisfying the
relevant minimum service conditions all persons senior to him shall be held to be eligible,
notwithstanding the position that they do not fulfill the requisite minimum service conditions.
For the purpose of determining eligibility of the candidates for promotion/selection to
Group ‘B’ posts, the grades of running staff may be equated with those of the stationary staff as
indicated below :- [RBE 53/11]
S Category of running staff Scale of pay Scale of stationary post to
No applicable (6 CPC) which should be equated (6
CPC)
1 (1) Loco Pilot (M/Exp.) PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Loco Pilot (Pass)./Sr. Motor Man
2 (1) Loco Pilot (Pass.) / Motor Man PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Goods Loco Pilot
3 (1) Goods Driver PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Shunter
4 (1) Shunter PB- 1 + GP 2400 PB-2 +GP 4200
(2) Sr. Asstt. Loco Pilot
5 (1) Asstt. Loco Pilot PB- 1 + GP 1900 PB-1 +GP 2400
6 (1) Guard (M/Exp.) PB- 2 + GP 4200 PB-2 +GP 4600
(2) Sr. Pass./Sub Guard
7 (1) Passenger/Sub Guard (2)Sr. Goods Guard PB- 2 + GP 4200 PB-2 +GP 4600
8 (1) Goods Guard PB- 1 + GP 2800 PB-2+ GP 4200

Zone of consideration.—The number of employees to be called for the selection will be in

accordance with the sliding scale in the order of seniority as shown below -
If one vacancy —5 employees is to be called.
If two vacancies —8 employees is to be called.
If three vacancies —10 employees is to be called.
Four vacancies and above —employees equal to three times the number of vacancies.
If adequate number of SCs/STs are not available within the field so determined for
consideration against reserved vacancies the field should be extended to five times the
number of vacancies and only those SCs/STs coming in the extended field (and not the
others) should be considered.
In respect of selections for the Group 'B' posts of Assistant Personnel Officer employees
working in Pay Band PB-2 (Rs. 9300-34800) with grade pay of Rs. 4200/- and in higher
group “C” scales will be eligible to appear for group “B” selection against 70% quota,
provided they have rendered not less than 3 years non fortuitous service in the grade and all
employees who are eligible and who volunteer for the selection should be considered, without
any limitation of number. [RBE 203/08]
Selection Procedure.—The selection is based on a written test to adjudge the professional
ability, viva-voce and assessment of record of service by the Selection Committee. The marks
allotted and the qualifying marks under the different heads are as follows:-
Prescribed papers Max. Marks Qualifying Marks Remarks
One paper on Professional 150 90 Out of 150 marks, the
subject and Estt. And Financial professional subject will
Rules. carry atleast 100 marks.

RECORD OF SERVICE AND VIVA-VOCE [RBE 02/06]

Max. Marks Qualifying Marks
i) Viva-voce 25 30 (including atleast 15 marks in the record of
ii) Record of service 25 service).
The question paper for the written test should have a practical base i.e. it should be designed
to test the ability of candidates to tackle the practical problems they are likely to face rather
than their theoretical knowledge. It is in view of this that no syllabus has been prescribed for
the written examination except, the written examination for the post of Assistant Personnel
Officer and the Railways depending on the local conditions/practices should set the paper.
Ten percent of the total marks allotted for testing the professional ability should be set apart
for questions on official language policy and official language rules. While the employees
should be encouraged to attempt the questions on official language policy and official
language rules the questions should not be compulsory.
The setting of the question paper and evaluation of answer books should be done by different
officers of SA grade Level I who need not necessarily be a member of the Selection
Committee. Questions on official language policy and official language rules may be set by
or in consultation with the Mukhya Raj Bhasha Adhikari.
Personality, Address and Qualities of Leadership should be assessed at the viva-voce test.
Marks for record of service should be given on the basis of Confidential reports and relevant
service records. Integrity of character should receive special consideration.
The successful candidates shall be arranged as follows :—
(1) Those securing 80% marks and above graded as 'Outstanding'.
(2) Those securing between 60% marks and 79% marks graded as 'Good'.
Employees securing the gradation 'Outstanding' will be placed on top followed by those
securing the gradation, 'good' inter-se -seniority within each group being maintained.
The recommendations of the Selection Committee should be put up to the General Manager
for approval. If he does not approve of the recommendations he will record his reasons in
writing there for and order a fresh selection. Once a panel is approved by the General
Manager no amendment or alteration in the panel should be made except with the prior
approval of the Railway Board.
Currency of Panel.—The panel will be current for a period of 2 years from the date of
approval of the competent authority or till a fresh panel on the basis of next selection becomes
available whichever is earlier. If the operation of an approved panel has been held in abeyance
either wholly or partly as a result of injunction from the Court of Law, the currency of the
panel should be reckoned after excluding the period covered by the Court's directive. Before
operating the panel after the vacation of the junction/after disposal of the case by the Court
of Law, the personal approval of the General Manager should be taken.
Consideration of Employees on deputation—
In cases where employees eligible to take the selection are abroad on deputation/secondment
and are not likely to return in a few months time, the selection held in their absence should be
finalized without waiting for their return. On their return they should be called for the first
selection held thereafter and on the basis of their performance in the selection they should be
considered for proforma inclusion in the panel framed during their absence abroad. If an
employee is thus included in the panel no arrears would be payable to him and entitlement to
pay in Group ‘B’ would commence only from the date of his actual officiating promotion for
the panel thus enlarged Board approval should be obtained. In respect of eligible employees
who are on deputation to offices/establishments, within the country, it should be ensured that
adequate advance notice is given to such employee and they are considered at the selection
without fail.
Medical fitness of employees selected for promotion to Group 'B'.—Employees selected for
promotion to Group ‘B’ service should be fit in all respects, including physical fitness, for the
duties assigned to the particular category of posts to which the promotion is made. The Group
‘C’ employees qualifying in the selections for promotion to Group ‘B’, posts but not passing
the prescribed medical standard should not be promoted to Group 'B' even on adhoc basis.
[RBE 02/06]

Supplementary Selection - Not more than one supplementary selection should be held to cater
to the absentees. :- Selection should not be held separately for the Group'B'posts in the
different branches within a department except for Traffic( Transportation & commercial)
Department where stream-wise selections should be held in operating & Commercial
branches.
(Authority: Ministry of Railways' letter No E(GP)2002/2/s8 dated 30/04/2009 . [RBE 13/2016]
Promotion to Group ‘B’ shall be made by the General Manager except security department.
Such promotion are made in the strict order of panel recommended by the selection board.
Refusal of Promotion.—An employee empanelled for promotion to Group 'B' refusing
promotion, when his turn arises should be debarred for promotion for one year and if after
one year, he refuse promotion again, his name should be deleted from the panel, when
promoted, after the period for which he is debarred, seniority will be as from the date of effect
of promotion and he will be junior to all employees promoted earlier than him on regular
basis from the same panel but will be senior to employees from the subsequent panel, if any
formed.
Adhoc promotion.—In the event of an empanelled officer not being available due to the
absence of a panel, ad hoc promotion of the eligible Group 'C’ employee may be made subject
to his suitability being assessed by a screening Committee. The occasion for ordering adhoc
promotion should be rare.
***
 Selection / Promotion of Group “C” Staff
[Para 210 to 228 of IREM – I]
Declaration of posts as 'selection' or 'non-selection posts'-The posts are declared as selection'
or 'non-selection' for the purpose of promotion by the Railway Board depending upon the
requirement of the service.
Assessment of vacancies:
The calculation of vacancies for promotion to non selection posts should be made on the
basis of the number of existing vacancies plus those anticipated to arise during the next 6/4
months & one year as the case may be.
The concept of anticipated vacancies can notes the following type of vacancies:
(a) Vacancies on account of normal wastage, viz. retirement or superannuation,
(b) Vacancies likely to be caused as a result of staff having given notice for voluntary
retirement provided the same are likely to be accepted.
(c) Vacancies in higher grades in the channel, the filling of which will result in the need to
make consequent appointments from the proposed panel,
(d) Vacancies likely to be caused due to staff approved to go on deputation to other units,
(e) Number of staff already empanelled for ex-cadre, posts,
(f) Vacancies likely to arise due to creation of additional posts in higher grades and also in
the same grade. This may include only those proposals which have been concurred in by the
accounts and approved by the competent authority, and
(g) The vacancies arising out of the cases where staffs are likely to go out on transfer to other
Railways/Divisions during the period under consideration.
Eligibility conditions:
1. The minimum period of service for eligibility for promotion within Group “C” should be
two years in the immediate lower grade irrespective of whether the employees belong to
reserved community or not.
2. The condition of two years minimum service has to be satisfied at the time the promotion
is actually made. Thus employee, who are regular in the relevant lower grade can be
considered according to the procedure laid down but a person, who is empanelled, can
actually be promoted only when he completes two years service in the immediate lower
grade.
3. If by virtue of operation of the above, a junior is eligible for promotion to the relevant next
higher grade, his/her senior also will be eligible for promotion even though he/she might not
have put in a total of two years service in the immediate lower grade.
4. If a person is selected for and appointed in another cadre to a post in the same grade as
that held by him in his parent cadre and he has to seek further promotion in the new cadre, he
has to render two years service in the new cadre before being promoted therein.
5. Two years service condition in the immediate lower grade is also applicable to local
officiating/adhoc promotions against short term vacancies.
Promotion
A Railway servant may be promoted to fill any post whether a selection post or a non-
selection post only if he is considered fit to perform the duties attached to the post. The
General Manager or the Head of Department or Divisional Railway Manager may prescribe
the passing of specified departmental or other tests as conditions precedent to a Railway
servant being considered fit to hold specified post.
Promotion of persons with disability:- There shall be no discrimination in the matter of
promotion merely on ground of physical disability. Such staff will be considered for
promotion in their turn based on their eligibility and suitability along with others in the
selection/suitability/trade test, for promotion to higher grade post. [RBE 86/99]
In respect of promotions to non-selection post, the following principles should be followed:-
1. Staff in the immediate lower grade with a minimum service of two years in that grade will
only be eligible for promotion, unless a longer length of service in the lower grade has been
stipulated as a condition of eligibility for promotion in any particular category. The Service
for this purpose includes service, if any, rendered on adhoc basis followed by regular service
without break. The condition of two years’ service should stand fulfilled at the time of actual
promotion and not necessarily at the stage of consideration. If by virtue of the above rule, a
junior is eligible for such promotion, his senior will also be eligible for such promotion, even
though he might not have put in a total service of two years, or more (if stipulated in a
particular category in the lower grade). [RBE 175/98]
2. The number of eligible staff called for consideration should be equal to the number of
existing vacancies plus those anticipated during the next six months due to normal wastage.
However, in the case of promotion by trade test, the vacancies should be calculated on the
basis of existing vacancies plus those anticipated occurred during the next four months.
3. Where non-selection posts are filled from different categories of staff, no hard and fast
limits need be prescribed as to the number of the candidates to be admitted from each eligible
category. In cases where posts are to be filled on the quota basis it should be ensured that
each category is adequately represented within the overall number of candidates called up.
Employees passing the suitability test should only be placed in the select list. Employees not
qualifying in the test should not be taken merely to make up the quota fixed.
4. An employee who has passed a suitability test once need not be called for the test again
and should be eligible for promotion as and when vacancies arise.
5. A suitability test should be held at the interval which should not be less than six months.
All the eligible candidates as per their seniority including those who failed at the last test
should be called. The period of six months is reckoned from the date of announcement of the
result.
6. If an employee fails in a suitability test but is called up again, a suitability test, after a
time lag of six months and he passes the same, he should be given preference over his junior
who had passed the suitability test earlier than him but is still waiting to be promoted for
want of a vacancy.
Selection Post
Selection is the process of screening of eligible employees for filling up post which has been
classified as selection post by railway board. Selections are to be conducted in a regular
manner, however holding of next selection become in minimum time gap of six month from
the date of last panel.
Selection post shall be filled by a positive act of selection made by Selection Boards, from
amongst the staff eligible for selection. The positive act of selection shall consist of only
written test to assess the professional ability of the candidates, for which reasonable advance
notice should be sent, except in the case of selection for promotion to posts in the categories
of Teachers, Law Assistants, Physiotherapists, Telephone Operators, Instructors in Zonal
Training Schools etc., Stenographers, Chief Typists, Protocol Inspectors, Receptionists,
Publicity/Advertising Inspectors, Photographers/Cameramen and Hostel Superintendents,
where the positive act of selection shall consist of both written test and viva-voce test. The
staff in the immediate lower grade with a minimum of two years service in that grade only
will be eligible for promotion, unless a longer length of service in the lower grade has been
stipulated as a condition of eligibility for promotion in a particular category. The service for
this purpose includes service, if any, rendered on ad hoc basis followed by regular service
without break. The condition of two years service should stand fulfilled at the time of actual
promotion and not necessarily at the stage of consideration. If by virtue of the above rule, a
junior is eligible for promotion, his senior will also be eligible for such promotion, even
though he might not have put in a total service of two years, or more, (if stipulated in
particular category in the lower grade).
Provided that the positive act of Selection for promotion to the post of Loco Pilot (Passenger) will
consist of viva-voce only to assess the professional ability of the candidates, after passing the
prescribed promotional course. [RBE 137/03 & 154/05]
Eligible staff upto 3 times the number of staff to be empanelled will be called for the selection.
The staff employed in the immediate lower grade on fortuitous basis will not be eligible for
consideration. [RBE 149/99]
Note :-
(1) Persons who have expressed their unwillingness should not be reckoned for determining
the zone of consideration and additional persons in lieu thereof may be called for the
selection.
(2) If a candidate without giving unwillingness, does not appear in the selection, he has to be
taken in the reckoning and therefore has to be called for supplementary selection. If he gives
his unwillingness on a subsequent date after the selection has commenced, additional persons
will not be called to compensate for him. [RBE 149/99]
(A) (i) The assessment of vacancies for selection posts within the cadre will include the
existing vacancies and those anticipated during the course of the next 15 months & all the
vacancies, if any, existing and reported upon by a construction organisation including
Railway Electrification and other projects should also be taken into account. For selection
for ex-cadre posts actual vacancies plus those anticipated in the next two years should be
taken into account. [RBE 141/97]
(ii) The concept of anticipated vacancies referred above should be deemed to connote the
vacancies due to normal wastage (i.e. retirement or superannuation), likely acceptance of
notice for voluntary retirement/resignation; the vacancies in the higher grade in the channel,
the filling up of which will result in the need to make consequent appointment from the
proposed panel, staff approved to go on deputation to other units, staff already empanelled
for ex-cadre posting, creation of posts already sanctioned by the competent authority, and
due to staff likely to go on transfer to other Railways/Divisions during the period under
consideration. [RBE 38/98]
In regard to selection posts, it is essential that all the selections are conducted annually in a
regular manner. However, where holding of the next selection becomes necessary before a
gap of one year on account of the panel getting exhausted, the earlier selection not throwing
up adequate number for empanelment/promotion, etc., the same may be held after a minimum
time gap of six months from the date of approval of the panel finalised as a result of the first
selection. This condition of six months restriction between selections will not, however,
apply to general selections which are conducted by calling options from serving employees
fulfilling the prescribed eligibility conditions. [RBE 94/97 & 279/98]
Revised classification and mode of filling up of non gazetted posts after VIth CPC:-
[RBE 161/09]

(1) As a one time exemption promotion to all vacancies as existed on 31.08.2009, may be
made on the basis of Revised classification of posts on the following methodology :-
(a) Posts carrying the grade pay Rs. 4200, proposed to filled up by ‘seniority-cum-suitability’
or with ‘Suitability with prescribed benchmark’ (should be read as seniority cum suitability –
RBE 103/10), as indicated in the statement, may be filled up with benchmark of 6 marks out
of 15 marks in last three years ACRs, duly considering the existing instructions for
promotions based on confidential reports.
(b) Posts carrying the grade pay Rs. 4600 & above, proposed to be filled up by ‘Suitability
with prescribed benchmark’, may be filled up with benchmark of 7 marks out of 15 marks in
last three years ACRs, duly considering the existing instructions for promotions based on
confidential reports.
(c) For (a) & (b) above, in case CRs for 2008-09 for all candidates in the zone of
consideration, are not available, ACRs upto year 2007-08, may be taken into account.
(d) Extant instructions necessitating DAR/Vig. Etc. clearance, shall continue to hold good.
(e) Posts earmarked against Selection/General Selection/LDCE quota, wherever prescribed
as per revised clarification will be filled up as per existing procedure.
(f) Existing eligibility conditions like passing of Trade Test, Aptitude test, possessing of
requisite foot-plate experience, passing of promotional course for being eligible for
construction for promotion as pre-condition or for being deployed in promotional post, shall
be continue to hold good.
(g) The residency period for promotion to higher posts including for promotion to merged
grades, will be two years, unless a longer length has been prescribed in terms of existing
instructions for promotion to higher posts.
(2) For the purpose of filling up of direct recruitment and promotee quota vacancies in the
grade pay of Rs. 4200 and 4600, the following shall be followed:-
(i) The posts in grade pay Rs. 4200 in cadre of technical supervisors, shall be divided in
the existing percentage of 26% (Recruitment grade of Rs. 5000-8000) and 24% (promotee
grade Rs. 5500-9000). The senior most 24% staff and posts in grade pay Rs. 4200, shall be
kept in a separate block and the remaining bottom most 26% posts of the total cadre of
supervisors shall be filled up as per the existing practice of filling up through Promootee,
LDCE and DR quota.
(ii) Similarly, to fill up the posts of Section Engineers in grade pay Rs. 4600, the posts shall
be divided in the ratio of 21:29. The senior most 21% staff and post will be placed in a
separate block and remaining 29% posts of the total cadre of supervisors shall be filled up by
promotees and direct recruits as per the existing practice.
(iii) Same principle will be followed to fill up all vacancies of grade pay Rs. 4200 & 4600.
(3) In continuance to RBE No.161/09,Railway Board have further clarified that following
methodology may be adopted for filling up promotional vacancies as may arise till
31.12.2011:-
(i) The bench mark for promotion to the posts carrying the Grade Pay Rs. 4200 on
seniority-cum-suitability basis was prescribed as 6 marks while for posts with Grade Pay Rs.
4600 & above, the benchmark was 7 marks. This was permitted as a one time relaxation in
order to fill up the vacancies arisen upto 31.08.2009, after merger of grades due to
implementation of 6th CPC recommendations.
(ii) Now the above mentioned benchmarks for filling up the vacancies arising upto 31.12.2011
will be 6 and 8 marks out of 15 for posts in Grade Pay Rs. 4200 and Rs. 4600 & above respectively
wherever promotion is to be done on the basis of ‘Seniority-cum- suitability’. [RBE 81/2010]
[Note :- (A) Para(2)(i)(ii)(iii) has been stands nullified vide RBE 158/11
(B) Para(2)(i)(ii)(iii) has been restored back vide RBE 65/12]
(4) The issue has once again been considered & it has been decided by the Rly. Bd. that the
existing methodology, as enumerated in RBE 161/09 may be applied to fill up the
promotional vacancies as may arise upto 31.12.12 with benchmarking as indicated in RBE
81/10 i.e. 6 & 8 marks out of 15 for the posts in G.P. Rs 4200/- & 4600/- respectively,
wherever promotion is to be done on the basis of ‘seniority – cum – suitability’, till further
orders. (RBE 158/11)
The existing methodology & benchmarking for promotion as enumerated above will be
applied up to 31.12.16 (RBE No.13/2016) It is extended till further orders. (RBE, 12/2017)
Adhoc Promotions:-
(1) Selection/Suitability tests/trade tests should be conducted timely as per provisions in this
Manual so as to obviate the need for making ad hoc promotions which should be avoided
both in selection and non-selection posts. However, whenever ad hoc promotions are
found inescapable in selection posts in the exigency of service, the same should be
ordered only from amongst the senior-most eligible staff strictly in accordance with the
existing guidelines. As a rule, a junior should not be promoted, ignoring his senior unless
the competent authority ordering the ad hoc promotion, considers him unsuitable. In any
case no second ad hoc promotion should be allowed under any circumstances.
(2) The following guidelines should be adhered while considering ad hoc promotions:-
(a) Adhoc promotion in non-selection posts:- In the case of non-selection posts including
posts filled on the basis of trade tests, the vacancies shall be filled after following the
prescribed procedure quickly. There shall thus be no ad hoc promotions in non-selection
posts.
(b) Adhoc promotion in selection posts:- Adhoc promotions may be made in leave vacancies
and short duration vacancies upto 4 months beyond which period the FA &CAO should not
draw the pay of concerned employee unless the Chief Personnel Officer has personally
approved the continuance.
(c) Normally no adhoc promotion should be made against regular vacancies. If it becomes
inescapable to make ad hoc promotion against regular vacancies warranted by such
circumstances as Court’s orders etc. such promotion should be allowed only with the prior
personal approval of the Chief Personnel Officer who should satisfy himself with the reasons
for non-finalisation of the selection before according his sanction. In any case such
arrangements should not be allowed to last over six months save in exceptional circumstances
like where a panel cannot be formed because of stay orders from Courts etc. [RBE 279/98]
(d) The adhoc promotion in construction organization should be restricted & in no case, second
adhoc promotion should be allowed. [RBE 86/11]
(e) All promotions shall be done with the approval of the cadre controlling who is competent to
issue regular promotions. The need for adhoc promotion should be personally approved by the
cadre controlling authority of the open line before any such adhoc promotion is granted by
contruction organization. [RBE 86/11]
Selection Boards
(a) Selection Boards shall be constituted for the purpose of making recommendations to the
competent authority in respect of the Railway servant considered by it as suitable for filling a
selection post.
(b) Selection Boards may be constituted under the orders of the General Manager or Head of the
Department or other competent authority, not lower than a Divisional Railway Manager/Addl.
Divisional Railway Manager/Chief Workshop Manager. [RBE 92/2000]
Constitution of Selection Boards
(a) Selection Boards shall consist of not less than three officers, one of whom should be a
Personnel Officer and one of the Members should be from a Department other than that for
which selection is held. The presence of a Personnel Officer in the Selection Boards along
with two officers from the Department for which selection is held would meet the
requirement of an officer being from a Department other than that for which selection is held.
[RBE 52/98]
(b) When a Selection Board consists of only three Officers, none of the members be directly
subordinate to any other.
(c) For selection posts in scale of pay Rs.5500-9000(RSRP) (Pre VI PC) and above, the
Selections Boards will consist of officers of Junior Administrative Grade. For all other
selection posts the Selection Board will consist of officers not lower in rank than senior scale.
In either case, except in the case of selection for Personnel Department, the Selection Board
may include a Personnel Officer in the next lower rank who shall nevertheless be an equal
member of the Selection Board.
(d) After the implementation of VIth PC, the selection Board, will now consist of Junior
Administrative Grade officers for selection to the posts carrying grade pay Rs. 4200/- &
above, where as officers in the rank of senior scale may be nominated for selection to the post
carrying grade pay Rs. 2800/- & below. [RBE 38/11]
Note: In Divisions where JA Grade officers are not available in the concerned Department,
JA Grade Officers of any other Department may be nominated as the members of the
Selection Board, the senior scale officer in independent charge of the concerned Department,
who will not be subordinate to any other Member of the Selection Board, being nominated as
the fourth Member who will also sign the selection proceedings. In the case of selection for
Personnel Department if there is no JA Grade officer in the Personnel Department of a
Division and the post is divisionally controlled, in addition to the senior scale personnel
officer of the Division, a JA Grade officer of the adjoining Division or of the Headquarters
may be included in the Selection Board. [RBE 52/98 & 45/99]
(e) Every effort should be made to include a SC/ST Officers on the Selection Board whether
of the same Department, if available or the other Department/Railway/Production Units or a
non-Railway Department.
Associating an officer belonging to SC/ST in the selection Board is mandatory not only
when the vacancies are reserved for these communities, but also where candidates belonging
to SC/ST communities are in the Zone of consideration for filling up unreserved vacancies.
(f) (i) To make the selection more transparent & fool proof, instructions contained in Rly.
Bds letter dt. 20.10.99 (RBE 272/99) read with other related instructions should be followed
scrupulously.
(ii) Specific acknowledgement should be obtained from the selection Committee members
that they have gone through these instructions and have followed these in the particular
selection for which the proceedings are being drawn. (RBE 57/13)
Training of SC/ST candidates – Pre selection / promotional training for safety /Non safety
categories for candidates belonging to SC/ST communities should be arranged. This training
should cover the entire syllabus prescribed for the written examination.
Confidential Report – Average marks of the last two ACR’s be taken into account for the purpose
of ACR for the third years, where minimum residency period for promotion to the next higher
grade is two yrs & the ACR for the third year is not available. [RBE 84/13]
Procedure to be adopted by Selection Board
(A)(i)In the written test held as part of the selection for promotion to the posts classified as
'Selection', objective type questions should be set for about 50%(in the range of 45% to 55%) of
the total marks for the written test except Account department. [RBE 137/03 & 123/06]
(ii) 10% question on Raj Bhasha .
“(iii). The question paper for the written test should have practical bias i.e. it should be designed
to test the ability of the candidates to tackle the practical problems they are likely to face rather
than their theoretical knowledge. [RBE No. 114/05]
(iv) In the answer to objective question, no correction of any type may be permitted. In case
any correction is made, that answer shall not be evaluated at all. The correction may be any
one of the following types-
(a) Cutting, (b) Overwriting, (c) Erasing (d) Scoring off a ticked answer in multiple-choice and
ticking another answer, and, (e) Modifying the answer in any way. [RBE 29/09]
(B) Moderation of results by way of awarding grace marks to candidates shall not be resorted
to without the authority of the Selection Board or the authority competent to accept the
recommendations of Selection Board. No grace marks shall be allowed in individual cases.
[RBE 95/85]

(C) The Selection Board will examine the service record and confidential reports (if kept) of
the staff eligible. A single evaluation sheet should be prepared to assess the candidates under
the different headings of personality, address, leadership, etc to be signed by all members of
the Selection Board. Corrections in the evaluation sheet, if any, should be attested by all the
members of the Selection Board. The members nominated on a Selection Board should be
advised clearly that there should not be any cuttings and over-writings in the proceedings of
the Selection Board and serious objection of any cuttings and over-writing will be taken.
[RBE 149/99]

(D) Selection should be made primarily on the basis of overall merit, but for the guidance of
selection Board the factors to be taken into account and their relative weight are laid down
below :-
Factors/Headings Maximum Marks Qualifying Marks
(i) Professional ability 50 30
(ii) Record of service 30 -
(iii) Seniority 20 -
Total 100 60
Note:- (i) The item 'record of service' should also take into consideration the perfor- mances
of the employee in essential Training Schools/Institutes apart from examining CRs and other
relevant records.
In case of selection posts, where confidential reports of the employees are not maintained,
marks under the head of ‘record of service’ will be allotted on the basis of service record for
which uniform criteria will be adopted by the selection committee. [PS 86A/11 of NWR]
(ii) Candidates must obtain a minimum of 60% marks in professional ability and 60% marks of
the aggregate for being placed on the panel. In a few cases where both written and oral tests are
held for adjudging the professional ability, the written test should not be of less than 35%
marks and the candidates must secure 60% marks in written test for the purpose of being called
in viva-voce test. [RBE 154/07]
In the written examination candidates should be required to secure 60% marks in each paper,
if the written examination consists of more than one paper and not in each part of the question
paper if the question paper consists of parts [RBE 144/07]
(iii)The proviso in the Note (ii) above will not be applicable in respect of the ex-cadre posts
where the employee retains his lien in the parent cadre and seeks advancement therein.
[RBE 149/99]

(iv) In the case of selection for promotion as Motorman, distribution of marks amongst various
headings in lieu of headings appearing in the table below shall be as follows:-
Factors/headings Maximum Marks Qualifying Marks [RBE 35/06 & 139/06]
1 Professional ability 50 30
2 Record of service 15 -
3 Seniority 15 -
4 Aptitude Test 20 Minimum cut off as may be decided by RDSO
100 60
(E) The names of selected candidates should be arranged in order of seniority but those
securing a total of 80% or more marks will be classed as outstanding and placed in the panel
appropriately in order of their seniority allowing them to supersede not more than 50% of
total field of eligibility.
(F) For general posts i.e. those outside the normal channel of promotion for which candidates
are called from different categories whether in the same department or from different
departments, the selection procedure should be as under:-
(i) All eligible staff irrespective of the department in which they may be working who satisfy
the prescribed conditions of eligibility and volunteer for the post should be subjected to
selection which should consist of a written test and in a few cases viva-voce test also as
indicated below. The various factors of selection and their relative weight will be as indicated
below:- [RBE 263/98]
Factors/headings MaximumMarks QualifyingMarks

(1) Professional ability 50 30

(2) Record of service 30 -
Total 80 48

Note:-
(i) In the case of selection for promotion to the post of Asstts. Loco Pilots (Diesel/Electric) and
ASMs, the distribution of marks amongst various headings in lieu of headings in the table below
shall be followed :- [RBE 35/06]
Factors/headings MaximumMarks QualifyingMarks

(1) Professional ability 50 30

(2) Record of service 30 -
(3) Aptitude Test 20 Minimum cut off as may be decided by RDSO
100 60
(ii) The final panel should be drawn up in order of seniority from amongst those who
secure a minimum of 60% marks in the professional ability and 60% marks in the
aggregate, provided that those securing a total of 80% or more marks will be classed as
outstanding and placed at the top of the panel in order of seniority.[RBE 263/98, 35/06, 123/06]
(iii) The Psychological Test are required for promotion to the posts of Switchman, ASM,
ALP, Motorman, high speed drivers. This will be of qualifying nature & person who fails in
the Psycho test is not eligible to be included in the panel/suitability test.
[RBE 173/99 & RDSO letter dt. 08.07.13 (NWR PS 62/13)]

(G) The list will be put up to the competent authority for approval. Where the competent
authority does not accept the recommendations of a Selection Board, the case could be
referred to the General Manager, who may constitute a fresh Selection Board at a higher
level, or issue such other orders as he considers appropriate.
If after the formation and announcement of the panel with the approval of the competent
authority it is found subsequently that there were procedural irregularities or other defects
and it is considered necessary to cancel or amend such a panel, this should be done after
obtaining the approval of the authority next higher than the one that approved the panel.
(H) In case of
promotion to General Posts in which candidates are called from different categories,
whether in the same department or from diffetent departments and where zone of
consideration, is not confined to three times the number of staff to be empnelled, panels
should be strictly prepared as per merit, with reference to marks obtained by the
candidates in ‘Professional ability’ and ‘Record of Service’. Subject to usual relaxation
for SC/ST staff, wherever permissible, those securing less than 60% in ‘Professional
ability’ amd 60% in aggregate, will not be considered eligible for inclusion in the panel.
Futher, the service records of only those candidates who secure a minimum of 60%
marks in ‘Professional ability’, shall be assessed. Since the final panel has to be drawn
on the basis of merit, there will be no scope for erstwhile provision of placement of
 candidates who secure 80% or more marks, classified as ‘Outstanding’, on the top of
the [Link] instructions will supersede all previous instructions. (RBE 113/09)
(I) SELECTION OF PERSONS ON DEPUTATION ABROAD. —The panel should be
finalized without waiting for the employees who are on deputation abroad. On return of the
employee from abroad, if it is found that any one junior to him has been promoted on the
basis of a selection in which he was not called because of his being abroad, he may be
considered in the next selection and if selected, his seniority may be adjusted vis-a-vis his
juniors. In case such an employee is declared outstanding in the next selection, he should be
interpolated in the previous panel in accordance with the seniority and gradation in the
subsequent selection.
(J) The marks secured in written & viva seperately by a candidate may be disclosed, on receipt
of formal request from the concerned after finalization of the Panel. [RBE 97/11]
Currency of panels
(a) Panels drawn by the Selection Board and approved by the competent authority shall be
current for two years from the date of approval by the competent authority or till these are
exhausted whichever is earlier.
(b) An employee who once officiates against a non-fortuitous vacancy in his turn on the
panel whether against a leave arrangement, deputation or temporary transfer of another
employee vacating the post, shall not be required to appear again for fresh selection.
(c) In case an employee lower in the panel has officiated whereas one higher in the panel
has not officiated for reasons beyond the latter's controlled such as sickness, non-released by
the administration on promotion, the latter employee will not be required to appear for fresh
selection. If, however, the senior person does not officiate for reasons of his own, this implied
that he has refused promotion. In that case, the next junior is the rightful person to be promoted
and the employee who is deemed to have refused promotion under this sub-para will not be
entitled to protection in such a case.
Automatic empanelment of staff in higher grade selection and non-selection posts :-
(a) Selection posts.—A railway servant selected for a higher grade selection post without
having been selected for the intermediate grade selection post, if in the same avenue of
promotion, should be treated as automatically selected for the latter post, provided that the
original group 'c' post, the intermediate group 'c' selection post, and his/ her present group 'C'
post are all in the same avenue of promotion and none of them is a general post for which
several categories of staff are eligible. If the Selection Board for the intermediate grade
selection post have placed some persons as "outstanding", in that case, an employee selected
for a higher grade group 'C' selection post or group 'C' post in the normal channel of
promotion may be deemed to have been classified as "outstanding" and given the place in
accordance with the seniority amongst those classified by the Selection Board as
"outstanding" for the intermediate grade selection post, provided the Selection for that post
is held after such an employee has already been selected for the higher grade selection post.
(b) Non-Selection post.—In the event of an intermediate grade being a non-selection post,
the employee would get a proforma position in such intermediate grade only if such a position
was due in accordance with seniority-suitability being accepted by virtue of fitness for the
higher grade by a process of selection.
Provided that the benefit of pro forma promotion in the Intermediate Skilled Grade to an
Artisan in the skilled grade selected as Intermediate Apprentice for absorption as Junior
Engineer [Link] in scale Rs.5000-8000 by the process of Limited Departmental Competitive
Examination and undergoing Training/Apprenticeship, will be due with refere nce to actual
date of promotion of his immediate junior, only, if he passes the prescribed trade test for
which he may be called as per seniority in the relevant skilled grade. [RBE 135/99]
Supplementary Selection/Suitability Test
I. (i) A supplementary selection may be held in the following types of cases:-
(a) Summons for interview being received too late by the candidates making it difficult for
him to reach the place of interview; (b) Administration's failure to relieve him in time for
interview; (c) Sickness of the candidate or other reason over which the employee has no
control. Unavoidable absence will not however, include absence to attend a wedding or
similar function or absence over which he has controlled. Sickness should be covered by a
specific service from the Railway Medical Officer.
(ii) The supplementary meeting of the Selection Board should as far as possible be attended
by the same Officers who were present at the first Selection Board and held within one month
of the first selection or the return to duty of the employee concerned provided that the
employee returned to duty not later than three months after the holding of the first selection.
In case the return of the employee is delayed beyond three months, the result of the selection
need not be deferred, the name of the employee being incorporated as if he had appeared at
the selection when first held. The employee will not be eligible to be considered if he returns
to duty more than six months after the date of the first selection.
(iii) Not more than one supplementary selection should normally be held to cater to the needs
of absentee due to sickness, non-intimation/late intimation of dates of tests etc. The second
supplementary selection should be held rarely and with the personal approval of Chief
Personnel Officer based on merits of each case.
II. For non-selection post, if an employee is unable to appear in a suitability test within a
period of six months due to reasons beyond his control, such as prolonged illness, he should
be subjected to supplementary suitability test within a reasonable—period after return to duty
and being found suitable for promotion, he should be assigned proforma seniority position
vis-a-vis his juniors promoted earlier.
Procedure for coding & decoding of roll numbers in case of selection posts:- [RBE 82/10]
Coding and decoding of roll numbers after the written test is over shall be the responsibility
of the Personnel Officer of the department for which selection is held. In case of Personnel
Department, the Personnel Officer other than the evaluating officer shall be the officer
responsible for this purpose. The level of Personnel Officer for this purpose may be decided
by the General Manager.
Coding and decoding shall be the responsibility of the single officer, i.e., Personnel Officer
nominated for this purpose, even if examination is held at more than one centres and in no
case it should be done by more than one officer. Similarly, in case of selections in Personnel
Department, Personnel Officer other than evaluating officer shall be the officer responsible
for this purpose and in no case evaluating officer shall be nominated for coding and decoding
of roll numbers.
Refusal of Promotion
I. Selection Posts
(i) The employee refusing promotion expressly or otherwise (i.e. not only he does not give in
writing his refusal but also does not join the post for which he has been selected) is debarred
for future promotion for one year but he is allowed to be retained at the same station in the
same post. Promotion after one year will be subject to continued validity of the panel in which
he is borne, otherwise he will have to appear again in the selection.
(ii) at the end of one year if the employee again refuses promotion at the outstation, his name
may be deleted from the panel, deletion being automatic requiring no approval from any
authority and the administration may transfer him to out-station in the same grade. He will
also have to appear again in the selection notwithstanding the fact that he in the meantime,
has officiated non-fortuitously against short term vacancy based on his panel position.
(iii) Seniority will be as from the date of effect of promotion and he will be junior to all the
persons promoted earlier than him from the same panel irrespective of his panel position. He
will not, however, lose seniority to another employee promoted to the same promotion
category during the one year period of penalty as a result of a fresh selection subsequently
held.
II. Non-selection Posts
(i) Such an employee should be debarred for future promotion for one year but not be
transferred away from that station for one year if unavoidable domestic reasons exists. He
should again be debarred for promotion for one year in case he refuses promotion again- after
the first year of department or refusal of promotion for second time, the Administration can
however transfer him to outstation in 'the same grade and the employee has again to appear
for a suitability test when his turn for promotion comes.
(ii) He will rank junior to all promoted during the period he was allowed to refuse promotion
irrespective of his relative seniority. He will not. however lose seniority to another employee
promoted to the same category during the one year period of penalty as a result of fresh
suitability test subsequently held.
NOTE
1. Administration can, however, entertain request from employee for postponement of
promotion for very short periods on account of grave domestic difficulties or other
humanitarian considerations. The employee concerned will be promoted after the period
provided there is a vacancy and he will take his seniority from the date of the promotion.
2. Refusal of promotion has relevance to a particular grade at any station and not to a
particular post at a particular station.
Promotion at the same station:- In the case of promotion at the same station, whether in long
term or short term vacancies, refusal to officiate on promotion may be taken as refusal to
work inviting disciplinary action having regard to the reasons for such refusal.
Provided that D&A action based on good and sufficient reasons may be initiated for refusal of
ad hoc promotion at the same station only in those cases where such refusal affects train
operations. [RBE 311/89, 200/04]
Trade Test for Artisan Categories
(i) An employee may officiate on ad-hoc basis for six weeks without passing a trade test.
(ii) Trade test may comprise both oral and practical test but no separate oral tests not forming
part of the trade test should be given to candidates in Artisan category to screen them etc. A
trade test is given to employees belonging to artisan category on the Railway at the time of
promotion to skilled II & III and also for promotion to ESM/MSM in S&T department. For
semiskilled only aptitude test is held for which employee need not be called For skilled
Grade-I now suitability is adjudged on the basis of ACP’s/SR’s by a committee of 3 officers
for which employee need not be called.
1. Trade tests are to be conducted twice a year.
2. Trade test should comprise both oral and practical and may also include written test
wherever considered necessary.
3. Qualifying marks in the trade test would be as follows:
Total Marks Qualifying Marks

for Genl. for SC/ST

Practical 60 36 30
Oral 40 15 11
100 51 41
4. Employees equal to the number of vacancies should be called for trade test. If sufficient
number of suitable candidates are not available, further candidates to meet the shortfall may
be called up in continuation and so on, but the whole process should be completed within six
months. If this period is exceeded, it will be treated as a fresh trade test. Those who failed in
the earlier test should be eligible to appear in trade test held after expiry of six months period.
The period of six month is to be reckoned from the date of announcement of the results.
5. If an employee fails in a trade test but passes in subsequent trade test, he should be given
preference for promotion over his junior who had passed the trade test held earlier but is still
waiting to be promoted for want of a vacancy.
6. The assessment of vacancies for trade test should be made as under: “Existing vacancies
plus those anticipated to arise [as defined below] during the next four months.”
Approval of trade test assessment:
1. The actual trade test will be arranged by an Assistant Officer according to the specified
trade tests. He will assess the results of the trade test which must be supervised by a
supervisor not below the rank of Assistant Foreman or equivalent status.
2. Results of trade test may be approved in the divisions by the respective administrative
grade officers of the departments concerned. Where there are no Administrative grade
officers in position in a division, the trade test results may be approved by DRM or ADRM.
3. In the event of an appeal over any approved trade test, the appeal will be to the chairman,
trade testing panel i.e. the administrative grade officer who approved the trade test result, will
function as an appellate authority.
Exemption in Suitability Trade Tests in the Open Line on the basis of Trade/Suitability Tests
passed while in Railway Electrification Project or Construction Projects :
Staff who have already qualified in the Suitability/Trade Test for non-selection post while in
Construction/Railway Electrification Projects need not be subjected to such tests on the open
line and they may be promoted on the basis of their seniority as and when due in turn. This
concession is applicable in comparable trades only in which the lien of the individual is kept
on the open line and is applicable to only one grade higher than the one in which the lien is
kept.
Erroneous Promotions:-
I) Sometimes due to administrative errors, staff are over-looked for promotion to higher
grades could either be on account of wrong assignment of relative seniority of the eligible
staff or full facts not being placed before the competent authority at the time of ordering
promotion or some other reasons. Broadly, loss of seniority due to the administrative errors
can be of two types :-
(i) Where a person has not been promoted at all because of administrative error, and
(ii) Where a person has been promoted but not on the date from which he would have been
promoted but for the administrative error.
Each such case should be dealt with on its merits. The staff who have lost promotion on
account of administrative error should on promotion be assigned correct seniority vis-à-vis
their juniors already promoted, irrespective of the date of promotion. Pay in the higher grade
on promotion may be fixed Performa at the proper time. The enhanced pay may be allowed
from the date of actual promotion. No arrears on this account shall be payable as he did not
actually shoulder the duties and responsibilities of the higher posts.
(2) Any consequential promotion or appointments of other railway servants made on the basis
of the incorrect promotion or appointment of a particular railway servant will also be
regarded as erroneous and such cases also will be regulated on the lines indicated in the
preceding paragraph.
(3) Except where the appointing authority is the Railway Board or the President, the question
whether promotion/appointment of a particular railway servant to a post was erroneous or not
should be decided by an authority next higher than the appointing authority in accordance
with the established principles governing promotions / appointments. Where the appointing
authority is the Railway Board or the President, the decision should rest with the President
and shall be final.
MODIFIED ASSURED CARRER PROGRESSION SCHEME (MACPS) [RBE101/09,143/10]
This Scheme is in supersession of previous ACP Scheme and is applicable to all regularly
appointed Group “A”, “B” and “C” Railway Employees except officers of the Organized
Group “A” Service. The status of Group “D” employees would cease on their completion of
prescribed training, and would be treated as Group “C” employees. Casual employees,
including those granted “temporary status” and employees appointed in the Railway only on
adhoc or contract basis shall not qualify for benefits under this Scheme.
A Screening Committee shall be constituted in each Department to consider the case for grant
of financial up-gradations under the MACP Scheme. The Screening Committee shall consist
of a Chairperson and two members.
The Screening Committee shall follow a time-schedule and meet twice in a financial year –
preferably in the first week of January and first week of July of a year for advance processing
of the cases maturing in that half.
The scheme would be operational wef 01.09.2008. In other words, financial upgradations as
per the provisions of the earlier ACP Scheme (of October, 1999) would be granted till
31.08.2008.
No stepping up of pay in the Pay Band or Grade Pay would be admissible with regard to
junior getting more pay than the senior on account of pay fixation under MACP Scheme.
Main features of MACPS
1. There shall be three financial upgradations under the MACPS, counted from the direct
entry grade on completion of 10, 20 and 30 years of service respectively. Financial
upgradation under the Scheme will be admissible whenever a person has spent 10 years
continuously in the same Grade Pay.
2. The MACPS envisages merely placement in the immediate next higher Grade Pay in the
hierarchy of the recommended revised Pay Bands and Grade Pay. Thus, the Grade Pay at the
time of financial upgradation under the MACPS can, in certain cases where regular
promotion is not between two successive grades, be different than what is available at the
time of regular promotion. In such cases, the higher Grade Pay attached to the next promotion
post in the hierarchy of the concerned cadre / organization will be given only at the time of
regular promotion.
3. The financial upgradations under the MACPS would be admissible upto the highest Grade
Pay of Rs. 12000/- in the PB-4. [RBE 39/11]
4. Benefit of pay fixation available at the time of regular promotion shall also be allowed at
the time of financial upgradation under the Scheme. There shall, however, be no further
fixation of pay at the time of regular promotion if it is in the same Grade Pay as granted under
MACPS. However, at the time of actual promotion if it happens to be in a post carrying higher
Grade Pay than what is available under MACPS, no pay fixation would be available and only
difference of Grade Pay would be made available.
5. Promotions earned / upgradations granted under the ACP Scheme in the past of those
grades which now carry the same Grade Pay due to merger of pay scales / up-gradations of
posts recommended by the Sixth Pay Commission shall be ignored for the purpose of
granting up-gradations under Modified ACPS.
6. With regard to fixation of pay on grant of promotion / financial upgradation under MACP
Scheme, a Railway servant has an option under Rule 1313 (1) (a) (i) of the Indian Railway
Establishment Code – Volume II, (Sixth Edition 1987 – 2nd Reprint, 2005) [FR 22(1)(a)(i)] to
get his pay fixed in the higher post / Grade Pay either from the date of his promotion /
upgradation or from the date of his next increment viz. 1st July of the year. The pay and the
date of increment would be fixed in accordance with clarification number 2 of RBE
132/2008.
7. Promotions earned in the post carrying same Grade Pay in the promotional hierarchy as
per Recruitment Rules shall be counted for the purpose of MACPS.
8. Regular service for the purpose of the MACPS shall commence from the date of joining
of a post in direct entry grade on a regular basis either on direct recruitment basis or on
absorption / re-employment basis. Service rendered on adhoc / contract basis before regular
appointment or pre-appointment training shall not be taken into reckoning. However, past
continuous regular service in another Government / Department in a post carrying same
Grade Pay prior to regular appointment in a new Department, without a break, shall also be
counted towards qualifying regular service for the purpose of MACPS only (and not for the
regular promotions).
9. Past service rendered by a Railway employee in a State Government / statutory body /
Autonomous body / Public Sector organization, before appointment in the Railways shall not
be counted towards Regular Service.
10. Regular service shall include all periods spent on deputation / foreign service, study leave
and all other kind of leave, duly sanctioned by the competent authority.
11. The MACPS shall also be applicable to work charged employees, if their service
conditions are comparable with the staff of regular establishment.
12. If a financial upgradation under the MACPS is deferred and not allowed after 10 years in
a Grade Pay due to the reason of the employees being unfit or due to departmental
proceedings, etc. this would have consequential effect on the subsequent financial
upgradation which would also get deferred to the extent of delay in grant of first financial
upgradation.
13. On grant of financial upgradation under the Scheme, there shall be no change in the
designation, classification or higher status. However, financial and certain other benefits
which are linked to the pay drawn by an employee such as HBA, allotment of Government
accommodation shall be permitted.
14. The financial upgradation would be on non-functional basis subject to fitness, in the
hierarchy of Grade Pay within the PB-1. Thereafter for upgradation under the MACPS the
benchmark of good would be applicable till the Grade Pay of Rs. 6600/- in PB-3. The
benchmark will be Very Good for financial upgradation to the Grade Pay of Rs. 7600 and
above.
In this regard it is further clarified by the Railway Board vide letter dated 03.02.2010 (RBE No.
25/10) that ACR’s for the same period as required for DPC purpose are to be considered while
getting the benefit under MACPS. Further, the practice of averaging ACR’s rating as followed in
case of normal DPC be adopted with reference to the respective benchmark for MACPE purpose.
In this regard it is further clarified by Rly. Bd. Vide letter dt. 28.12.10 that where the
financial upgradation under MACPS also happen to be in the promotional grade &
benchmark for promotion is lower than the bench mark for granting benefit under MACPS,
the benchmark for promotion shall apply to MACPS also. (RBE 188/10)
It is further clarified vide Rly. Bd’s letter dt. 31.01.13 that whereven promotion are givin on
non-selection basis (i.e. on seniority – cum- fitness basis) the prescribed benchmark as
mentioned in Bd’s letter dt. 10.06.09 (RBE 101/09) shall not apply for the purpose of grant of
financial upgradation under MACPS (RBE 08/13)
15. In the matter of disciplinary / penalty proceedings, grant of benefit under the MACPS
shall be subject to rules governing normal promotion. Such cases shall, therefore, be
regulated under the provisions of the Railway Servants (Discipline & Appeal) Rules, 1968
and instructions issued there under.
16. No reservation orders / roster shall apply to the MACPS, which shall extend its benefits
uniformly to all eligible SC/ST employee also.
17. Financial upgradation under the MACPS shall be purely personal to the employee and
shall have no relevance to his seniority position. As such, there shall be no additional
financial upgradation for the senior employee on the ground that the junior employee in the
grade has got higher pay / Grade Pay under the MACPS.
18. Pay drawn in the Pay Band and the Grade Pay allowed under the MACPS shall be taken
as the basis for determining the terminal benefits in respect of the retiring employee.
19. In case an employee is declared surplus in his/her organization and appointed in the same
pay scale or lower scale of pay in the new organization, the regular service rendered by
him/her in the previous organization shall be counted towards the regular service in his/her
new organization for the purpose of giving financial upgradation under the MACPS.
20. In case, an employee after getting promotion / ACP seeks unilateral transfer on lower post
or lower scale, he will be entitled only for second and third financial up-gradations on
completion of 20/30 years of regular service under the MACPS, as the case may be, from the
date of his initial appointment to the post in the new organization.
Note :- In connection with above it is clarified vide Rly. Bd’s letter dt 28.12.10 that regular
service rendered in previous organization / office shall be counted along with the regular
service in the new organization for the purpose of MACPS. [RBE 188/10]
It is further clarified vide Rly. Bd’s letter dt. 31.01.13, that wherever an official, is reverted to
the lower post/Grade from the promoted post/Grade before being relieved for the new
organazation/office, such past promotion will be ignored for the purpose of MACPS in the
new organization/office. In respect of those cases where benefit of pay protection have been
allowed at the time of transfer to other oraganization/Unit & thus the employee had carried
the financial benefit of promotion, the promotion earned in the previous oraganization has to
be reckoned for the purpose of MACPS. (RBE 08/13)
21. If a regular promotion has been offered but was refused by the employee before becoming
entitled to a financial upgradation, no financial upgradation shall be allowed as such an
employee has not been stagnated due to lack of opportunities. If, however, financial
upgradation has been allowed due to stagnation and the employee subsequently refuses the
promotion, it shall not be a ground to withdraw the financial upgradation. He shall, however,
not be eligible to be considered for further financial upgradation till he agrees to be
considered for promotion again and the second or the next financial upgradation shall also be
deferred to the extent of period of debarment due to the refusal.
For example, if financial up gradation has been given wef 01.09.2008 issued vide office letter
dated 12.11.2009 and regular promotion is given to the same employee on 06.11.2009 then
financial upgradation to employee wef 01.09.2008 will be treated as given before promotion. If
an employee refuses for his promotion given vide letter dated 06.11.2009, then entitled financial
upgradation after the date of promotion will be affected. [PS 66A/09 NWR]
In connection with above it is further clarified by Board that the instructions under
ACP/MACP scheme regarding refusal of promotion is applicable in case of regular
promotion only. Therefore, the employees who have refused adhoc promotion are entitle to
grant of financial upgradation under MACPS (Rly. Bds letter No. PC-V/2009/ACP/2 dt.
13.12.13 ([Link]. 205 of RBO 2012)
22. Cases of persons holding higher posts purely on adhoc basis shall also be considered by
the Screening Committee along with others. They may be allowed the benefit of financial
upgradation on reversion to the lower post or if it is beneficial vis-à-vis the pay drawn on
adhoc basis.
23. Employees on deputation need not revert to the parent Department for availing the benefit
of financial upgradation under the MACPS. They may exercise a fresh option to draw the pay
in the Pay Band and the Grade Pay of the post held by them or the Pay plus Grade Pay
admissible to them under the MACPS, whichever is beneficial.
24. 50% of temporary status casual labour service on absorption in regular employment may be
taken into account towards the minimum service of 10,20 and 30 years for the grant of benefits
under MACPS. [RBE 215/09]
25. The entire temporary status service of substitutes followed by regularization without break
may be taken into account towards the minimum service of 10,20 and 30 years for the purpose of
grant of benefit under the MACPS. [RBE 36/10]
26. MACPS is not applicable to teaching staff. (RB letter No. E(P&A)-2005/PS-5/PE5 dated
01.02.10) [PS No. 10A/10 of NWR]
27. Benefit of Passes/PTO’s Corresponding to the next higher grade pay granted under the
MACP scheme will be available to the employee. However the grant of financial up gradation
under MACP does not entail any change in designations, classification and status of an
employee. Accordingly, the benefits related to higher status inherent in the higher Pay Band
and /or Grade Pay is not available to such an employee who has been granted higher grade
pay under the MACP . [RBE 06/11]
28. Arrears of the pay & allowances arising due to MACP scheme can not be deposited in the
Provident Fund. [RBA 17/11]
29. The placement of Pharmacists in grade pay of Rs. 4200 in PB-2 on completion of 02 yrs.
Service in the grade pay of Rs. 2800 in PB-1 (entry grade) has to be counted / treated as one
upgradation under the MACP scheme. [R.B. Letter No. PC-V/2009/ACP/2 dt. 20.04.10
[NWR PS No. 30/11 &55/11]

30. Engineering graduates recruited initially in the grade of Rs. 5500-9000 & promoted to Rs.
6500 – 10500 against the 20% DR quota be treated at par with fresh recruits in the scale of
Rs. 6500-10500 w.e.f. the date they were promoted to the pay scale of Rs. 6500 -10500 for
purpose of MACP scheme. [RBE 93/11]
31. The instructions under ACP/MACP scheme regarding refusal of promotion is applicable
in case of regular promotions only. Therefore, the employees who have refused adhoc
promotions are entitle to grant financial upgradation under MACPS.
[RB No. PC V/2009/ACP/2 dt. 13.02.12]

32. In cases where the persons are medically de-categorized & appointed to some other posts
in lower pay scale/grade pay, past service may be counted towards MACP scheme. Even
where a person had earned one promotion/financial upgradation prior to medical de-
categorization & is appointed to a lower post, since the transfer is not own Volition, there is
no objection to counting of past service including, for the period he held a higher service on
promotion, for deciding three financial upgradation under MACP scheme. [RBE 20/12]
33. Grant of benefits under MACPS in respect of the employees qualifying through
LDCE/GDCE, it is clarified that :-
(i) If the relevent RRs provides for filling up of vacancies in a grade by Direct Rectt.,
induction of an employee to that grade through LDCE/GDCE may be treated as Direct Rectt.
for the purpose of grant of financial upgradation under MACPS. In such cases past service
rendered in a lower pay scale/G.P. shall NOT be counted for the purpose of MACP Scheme.
(ii) If the relevent RRs prescribe a promotion quota to be filled on the basis of LDCE/GDCE,
such appointments would be treated as promotion for the purpose of benefits under MACPS and
in such cases, past regular service shall also be counted for further benefits under the MACP
scheme. (RBE 100/12)
34. In case an employee holding feeder post in a cadre where promotional post is in the same
Grade Pay, than financial upgradation under ACP/MACP schemes cannot be to higher Grade
Pay than what are to be allowed to an employee on his normal promotion. In such cases
financial up-gradation under MACP scheme would be granted to the same Grade Pay.
[ (RBE 142/12 & Bd’s letter No. PC-V/2009/ACP/20/CLW dt. 05.03.13 (NWR PS 14/13) ]
35. The ACP scheme was applicable upto 31.08.08 & was replaced by MACPS w.e.f.
01.09.08. Senior employees who got benefit under ACP scheme prior to 01.01.06 & are
drawing less pay than their juniors who got benefits under ACP scheme after 01.01.06 (i.e.
between 01.01.06 to 31.08.08) will be entitled for stepping up of pay. (RBE 01/13)
36. The grade pay of Rs. 4200 allowed to Rly. Goods Guards (to the extent of 27% of
sanctioned strength) on non-functional basis with the desigination as Sr. Godds. Guard would
be reckoned as one upgradation for the purpose of MACPS.
[ Rly. Bd’s letter No. PC-V/2011/PNM/AIRF/2 DT. 05.06.12 ([Link].- 238 of RBO- 2012)]

37. List of safety categories and other safety categories issued in RBE 152 & 172/2017.
38. If benefit of 3% already given at the time of promotion/financial upgradation and at the
time of regular promotion or financial upgradation only difference of GP allowed.(RBE No.113/17)
39. [Link] shall be three financial upgradations under the MACPS as per 7th CPC
recommendation, counted from the direct entry grade or completion of 10,20, and 30 years
services respectively or 10 years of continues service in the same level in Pay Matrix.
2. The MACPS envisage merely placement in the immediate next higher level in the
Pay Matrix as given in PART ‘A’ of Schedule of Railway Services (Revised Pay) Rules.2016
Thus, the level in the Pay Matrix at the time of financial upgradation under the MACPS can,
in certain cases be different than what is available in the normal hierarchy at the time of
regular promotion in one’s own AVC. In such cases, the higher level in the Pay Matrix
attached to the next promotion post in the hierarchy of the concerned cadre/organization will
be given at the time of regular promotion”.
3. For grant of financial upgradation under the MACPS, the prescribed benchmark would
be “ Very Good” for all the posts. (W.E.F 25.07.2016) (RBE No. 155/2016)
39 ln terms of provision contained in Para189 of IREM Vol-I Railway servants in erstwhile
Group 'D' categories for whom no regular avenue of promotion exists,33-1/3% of the posts in
the lowest grade of Commercial Clerks, Ticket Collectors ,Trains Clerks Office Clerks Stores
Clerks etc. are eligible for promotion on completion of 3 years continuous service, which is
relaxable for SC/ST employees who are eligible on completion of probation in recruitment
grade, which is 2 years.
Board has now decided, that henceforth, staff will be eligible for promotion against 33-1/3%
Quota on completion of 2 years continuous service in the relevant grade on successful
completion of probation period, irrespective of the fact whether such staff belong to
GEN/OBC/SC/ST. ( Para 104 of IREM RBE No. 33/17).
40. SC and ST employees in GP 1800(Level-1)will be eligible for consideration in the
selection
for promotion to GP. 1900 (Level-2) and above against 16.2/3% promotion Quota, only on
completion of two years regular service in the concerned seniority unit. (RBE No.18/2017)

***
 SENIORITY RULES
General : Following are the General principles that may be followed for determining the
seniority of non-gazetted railway servants on railway administration.
Seniority in initial recruitment grades : Unless specifically stated otherwise, the seniority
among the incumbents of a post in a grade is governed by the date of appointment to the
grade. The grant of pay higher than the initial pay should not, as a rule, confer on a railway
servant seniority above those who are already appointed against regular posts. In categories
of posts partially filled by direct recruitment and partially by promotion, the criterion for
determination of seniority should be the date of regular promotion after due process in the
case of promotee and the date of joining the working post after due process in the case of
direct recruit, subject to maintenance of inter-se-seniority of promotees and direct recruits
among themselves. When the dates of entry into a grade of promoted railway servants and
direct recruits are the same, they should be put in alternate positions, the promotees being
senior to the direct recruits, maintaining inter-se-seniority of each group.
(i) In case the training period of a direct recruit is curtailed in the exigencies of service,
the date of joining the working post in case of such a direct recruit shall be the date he would
have normally come to a working post after completion of the prescribed period of training.
(ii) The Provision contained in Note (i) above will also apply to the Inter mediate Apprentices
and departmentally selected candidates against the quotas prescribed in certain categories to be
filled by Limited Departmental Competitive Examination ( such as 10% in the case of Traffic
and Commercial Apprentices). [Para 302 of IREM Vol. I]
The seniority of candidates recruited through the Railway Recruitment Board or by any other
recruiting authority should be determined as under :- [Para 303]
(a) Candidates who are sent for initial training to Training Schools will rank in Seniority
in the relevant Grade in the order of merit obtained in the examination held at the end of the
training period before being posted against working post. Those who join the subsequent
courses and those who pass the examination in subsequent chances will rank junior to those
who had passed the examination in earlier courses. In case, however, persons belonging to
the same RRB panel are sent for initial training in batches due to administrative reasons and
not because of reasons attributable to the candidates, the inter-se seniority will be regulated
batch wise provided persons higher up in the panel of RRB not sent for training in the
appropriate batch (as per seniority) due to administrative reasons shall be clubbed along with
the candidates who took the training in the appropriate batch for the purpose of regulating
the inter-se seniority provided such persons pass the examination at the end of the training in
the first attempt. [RBE No. 47/93]
(b) In the case of candidate who do not have to undergo any training in training school,
the seniority should be determined on the basis of the merit order assigned by the Railway
Recruitment Board or other recruiting authority.
When two or more candidates are declared to be of equal merit at one and the same examination/
selection, their relative seniority is determined by the date of birth the older candidate being the
senior. [Para 304]
When, however, a candidate whose seniority is to be determined under paragraphs 303 and
304 above cannot join duty within a reasonable time after the receipt of orders of
appointment, the appointing authority may determine his seniority by placing him below all
the candidates selected at the same examination/selection, who have joined within the period
allowed for reporting to duty or even below candidates selected at subsequent examination/
selection who have joined before him. [Para 305]
Candidates selected for appointment at an earlier selection shall be senior to those selected
later irrespective of the dates of posting except in the case covered by paragraph 305 above.
[Para 306]
When confirmation follows a specified probationary period if any, without break, the date of
appointment to the grade is reckoned from the date of commencement of such probationary
period. [Para 307]
When a probationary period is followed by an extended probationary period and confirmation
follows such extension without break, the date of appointment to the grade or post, unless
otherwise stated, should be reckoned from a date later than the commencement of the
probationary period, to the extent of the extension of the probationary period. In cases where
probationary period is not extended and staff are confirmed at the end of such period the date
of appointment to the grade or post will be that on which the employee was sent to the training
school for initial training or the date of joining the working post whichever is earlier.
[Para 308]

Seniority on promotion : Paragraph 306 above applies equally to seniority in promotion

vacancies in one and the same category, due attention being made for delay, if any, in joining
the new posts in the exigencies of service. [Para 309]
Mutual exchange : Railway servants transferred on mutual exchange from one cadre of a
division, office or railway to the corresponding cadre in another division, office or railway
shall retain their seniority on the basis of the date of promotion to the grade or take the
seniority of the railway servants with whom they have exchanged, whichever of the two may
be lower. [Para 310]
Transfer in the interest of Administration : Seniority of railway servants on transfer from
one cadre to another in the interest of the administration is regulated by the date of
promotion/date of appointment to the grade as the case may be. [Para 311]
Transfer on request : The seniority of railway servants transferred at their own request from
one railway to another should be allotted below that of the existing confirmed, temporary and
officiating railway servants in the relevant grade in the promotion group in the new
establishment irrespective of the date of confirmation or length of officiating or temporary
service of the transferred railway servants. [Para 312]
(i) This applies also to cases of transfer on request from one cadre/division to another
cadre/division on the same railway. [RB No. E(NG) 1-85 SR 6/14 of 21-1-1986].
(ii) The expression "relevant grade" applies to grade where there is an element of
direct recruitment. Transfer of employees on request on bottom seniority in recruitment
grades can be considered only if the employee possesses the qualification prescribed for
recruitment to the relevant post. No such transfers should be allowed in the intermediate
grades in which all the posts are filled entirely by promotion of staff from the lower grade(s)
and there is no element of direct recruitment. [RBE No. 24/2000]
Medically unfitted Rly servants : [Para 313]

(a) (i) Medically decategorised staff may be absorbed in such alternative posts which
should broadly be in allied categories and where their background and experience in earlier
posts could be utilized.
(ii) The medically decategorised staff absorbed in alternative posts, whether in the
same or other cadre, should be allowed seniority in the grade of absorption with reference to
the length of service rendered in the equivalent or corresponding grade, irrespective of the
rate of pay fixed in the grade of absorption under the extant rules. In the case of staff who are
in grade higher than the grade of absorption at the time of medical de categorisation, total
service in the equivalent and higher grade is to be taken into account.
Provided that if a medically decategorised employee happens to be absorbed in the cadre
from which he was originally promoted, he will not be placed above his erstwhile seniors in
the grade of absorption.
(iii) While absorbing the medically decategorised Running Staff in alternative posts, a
percentage of basic pay representing the pay element in Running Allowance should be added
to the minimum as well as maximum of the scale of pay for purposes of identifying
'equivalent' posts and their seniority should then be fixed in the equivalent absorbing posts.
[No. E(NG) II/77/RE-3-2 of 2-9-77 and E(NG)I-8O-SR-6/83 of 5-3-1981].
(b) Railway servants whose services were terminated either because of the maximum
limit of all leave including extraordinary leave having been exceeded or the medical
authorities could not recommend the grant of extraordinary leave in the case of tuberculosis,
pleurisy and leprosy patients and are re-employed in railway service after being declared fit
to work by the medical authority should take their seniority below all permanent railway
servants on the date of their re-employment provided they were permanent before medical
unfitness or would have been confirmed in the meantime. Railway servants who were
officiating or temporary at the time of medical unfitness or would not have been confirmed in
the meantime should be placed below the officiating or temporary employees as the case may
be on the date of their re-employment.
(c) Seniority of medically unfitted staff mentioned in sub-para (a) above, on restoration to
their original posts should be determined as under :-
(i) Railway servants who properly appeal within the time limit laid down for appeals or
whose appeal is entertained in a reasonable period waiving the time limit and get declared
fit, should not lose their seniority or their claim for consideration for promotion for which
they were eligible in the original category in which they were employed.
(ii) Seniority of railway servants who prefer delayed appeals and are declared fit or who
take treatment and consequently get declared fit, if they were formerly confirmed in the
grades in which they were, would be affected to the extent of any person who may have
been confirmed before their re-absorption into the original category. If, however, they
were only officiating in the original category, then their seniority should be below the
staff confirmed till then, but need not be affected vis-a-vis their original juniors who
happen to be till officiating.
(d) In the case of staff coming to a new unit on own request by accepting bottom seniority
and then getting medically de-categorised, provision of sub-Para (a) (i) above will be applicable
only to the extent of service in the new unit. [RB E(NG)I-71 SR6/39 dated 31.5.77]
(e) In the case of staff who are not required to undergo periodical Medical examination but
who of their own accord request for change of category on grounds of health, and are
recommended change of occupation by the medical authority, their change will be treated as
transfer on own request and dealt with as per para 312. [RB E(NG)I-76 SE 6/37, dated 18-9-1976]
Assignment of seniority to redeployed surplus staff : The surplus employees are not entitled for
benefit of the past service rendered in the previous unit/department for the purpose of their seniority
in the new unit/department. Such employees are to be treated as fresh entrants in the matter of
their seniority, promotionsetc. [Para 313A]
I. When two or more surplus employees of a particular grade in a unit / department are
selected on different dates for absorption in a grade in another unit/department, their inter-se seniority
in the latter unit/department will be same as in their previous unit/department provided that :-
(i) no direct recruit has been selected for appointment to that grade in between these dates;
and
(ii) no promotee has been approved for appointment to that grade between these
dates.
II. When two or more surplus employees of a particular grade in a unit/department are
simultaneously selected for redeployment in another unit/department in a grade, their inter-se seniority
in the particular grade, on redeployment in the latter unit/department, would be the same as in their previous
unit/department. [RBENo. 105/2004]
Seniority when date of appointment to a grade is the same : Subject to what has been stated
in paragraphs 302, 303, 304, 305 & 306, when the dates of appointment to the grade are the
same, the dates of entry into the grade next below it shall determine seniority. If those dates
also coincide, then the dates of entry into each of the lower grades in order down to the lowest
grade in the channel of promotion shall determine seniority. If these dates are also identical,
then the relative date of birth shall determine seniority, the older person being the senior.
[Para 314]
Departmental examination / Trade Test [Para 315]
Subject to what is stated in paragraphs 316, 317 and 320 where the passing of a departmental
examination or trade test has been prescribed as a condition precedent to the promotion to a
particular non-selection post, the relative seniority of the railway servants passing the
examination/test in their due turn and on the same date or different dates which are treated as
one continuous examination, as the case may be, shall be determined with reference to their
substantive or basic seniority.
A railway servant who, for reasons beyond his control, is unable to appear in the
examination/test in his turn along with others, shall be given the examination/test
immediately he is available and if he passes the same, he shall be entitled for promotion to
the post as if he had passed the examination/test in his turn. [Para 316]
Seniority for promotion as Section Officer (Accounts) Inspectors of Station or Stores
Accounts: [Para 317]
(a) Seniority for promotion to the rank of Section Officer (Accounts) or Inspector of Station or
Stores Accounts should count entirely according to the date of passing the examination qualifying
for promotion to those ranks. Candidates who pass the examination in a particular year are ipso
facto senior to those who qualify in subsequent years irrespective of their relative seniority
before passing the examination.
(b) Directly recruited Section Officer (Accounts)/Cost Accountants and Inspectors of
Station Accounts, if any, should be assigned a position on the proforma panel of these
categories as soon as they are given charge of working posts after completion of the
prescribed training. They should be placed below the last man officiating against a
non-fortuitous vacancy in these categories of a Section Officer (Accounts).
Seniority of Accounts Clerk on promotion to Junior Accounts Assistant in Accounts
Department : [Para 318]
The seniority of Junior Accounts Assistant is to be determined with reference to the date of
promotion of a promotee and with reference to date of appointment of a direct recruit.
Seniority on promotion to non selection posts : [Para 319]
(a) Promotion to non-selection posts shall be on the basis of seniority-cum-suitability,
suitability being judged by the authority competent to fill the post, by oral and/or written test
or a departmental examination or a trade test or by scrutiny of record of service as considered
necessary. A railway servant, once promoted in his turn after being found suitable against a
vacancy, which is non-fortuitous, should be considered as senior in that grade to all others
who are subsequently promoted after being found suitable.
(b) An employee who qualifies in an earlier test and gets promoted in a non-fortuitous
vacancy but reverts to the lower grade before a subsequent test is held will rank senior to all
others who qualify in the subsequent test. Those who have either officiated in fortuitous
vacancies or did not officiate at all will not be given any protection of seniority in subsequent
promotion.
Relative seniority of employees in an intermediate grade belonging to different seniority units
appearing for a selection / non selection post in higher grade: [Para 320]
When a post (selection as well as non-selection) is filled by considering staff of different
seniority units, the total length of continuous service in the same or equivalent grade held by
the employees shall be the determining factor for assigning inter seniority irrespective of the
date of confirmation of an employee with lesser length of continuous service as compared to
another unconfirmed employee with longer length of continuous service. This is subject to
the proviso that only non-fortuitous service should be taken into account for this purpose.
Note : Non-fortuitous service means the service rendered after the date of regular promotion
after due process.
Permission to railway servants to peruse seniority list: [Para 321]
(a) Railway servants may be permitted to see the seniority lists in which their names are
placed, or if this cannot conveniently be arranged, they may be informed, on request, of their
place on the seniority list.
(b) Staff concerned may be allowed to represent about the assignment of their seniority
position within a period of one year after the publishing of the seniority list. No cases for
revision in seniority lists should be entertained beyond this period.
Effect on seniority of reduction in pay or grade : [Para 322]
(i) Reduction to a lower stage in the time-scale. Reduction in pay, as distinct from
reductions from a higher grade or class to a lower grade or class, does not affect a railway
servant's position on the seniority list. The authority ordering reduction should invariably
state the period for which it shall be effective and whether, on restoration, the period of
reduction shall operate to postpone his future increments and, if so, to what extent.
(ii) Reduction to a lower service, grade or post, or to a lower time-scale :-
(a) Where the order imposing penalty for reduction does not specify the period of
reduction and there is coupled with it an order declaring the railway servant permanently
unfit for promotion, the question of repromotion or determination of seniority will obviously
not arise.
(b) Where the period of reduction is not specified in the order imposing the penalty of
reduction, the railway servant should be deemed to be reduced for an indefinite period,
i.e. till such date as, on the basis of his performance subsequent to the order of reduction, he
may be considered fit for promotion. On repromotion, the seniority of such a railway servant
should be determined by the date of repromotion. In all such cases, the person loses his
original seniority in the higher service, grade or post in entirety. On repromotion, the seniority
of such a railway servant should be determined by the date of repromotion without regard to
the service rendered by him in such service, grade or post prior to his reduction.
(c) In cases where the penalty of reduction to a lower service, grade or post or lower time-
scale is for a specified period, the employee concerned should be repromoted automatically
to the post from which he was reduced. The seniority in the original service, grade or post or
time scale should be fixed in such cases as under –
(i) In case where the reduction is not operate to post pone future increments the seniority of
the rly. Servant , should be fixed in the higher service, grade or post or the higher time scale
at which it would have been but for his reduction.
(ii) Where the reduction is to operate to post pone future increments, the seniority of the rly.
servant should be fixed by given credit for the period of service rendered by him in the higher
service grade or post in higher time scale prior to his reduction. [RBE 217/07 & 105/2007]
(d) When a railway servant is reduced from a higher grade, or class to a lower grade, whether
for a specified period or indefinitely, his seniority in the lower grade shall be fixed with
reference to his position which he would have been entitled to but for his promotion to the
higher grade or class from which he is reduced.
Staff directly recruited on the Locomotive Component Works [Para 323]
All persons who were directly recruited in the Locomotive Component Works shall be
deemed to have been transferred to the Diesel Locomotive Works on 1-8-1961, the date on
which the Diesel Locomotive Works was set up. The grade held by them as on 1-8-1961 and
the length of non-fortuitous service in that grade shall be the basis for fixing their relative
seniority in the Diesel Locomotive Works on that date.
Seniority of employees transferred against 10% quota in Workshop
Regular Gangmen who are transferred to Works Branch/Workshops/Traffic and, Commercial
Deptt. against 10% quota will count half the length of continuous service for seniority in the
new cadre in which they are absorbed. Similarly Stores Khalasis and Safaiwalas of all
Departments who are absorbed in the Workshops against the 10% quota will count seniority
to the extent of half the length of continuous service. However, Gangmen above the age of 45
years and Store Khalasis and Safaiwalas upto the age of 33 years who are transferred over
and above the quota of 10% will not be eligible to count any portion of their earlier service
for the purpose of seniority." [Para 179(xv)] [RBE No. 42/2002]
Seniority of staff in merged grade in pursuance of Recommendations of VIth CPC [RBE 107/12]
(I) The promotion made between 01.01.2006 to 04.09.2008 (date of implementation of 6th
CPC on Railways) will be protected. The seniority of government servant which existed on
04.09.2008 will be maintained, i.e., the holder of post having higher pay scale or post which
constituted promotion post for the posts in the feeder grade, will rank enblock senior to those
holding post having lower pay scale or the posts in feeder grade.
(II) Where posts having different pay scale prior to 6th CPC recommendations and now after
merger have come to lie in the same pay Band with same Grade Pay, the inter-se seniority of
all the employees will be fully maintained with employee in a higher pre -revised pay scale
being placed higher.
(III) Where recruitment for the posts in different pre-revised pay scale(s) was initiated
separately for each posts, prior to acceptance of recommendations of 6 th CPC, i.e., prior to
04.09.2008 but selected individual joined duty on or after 05.09.2008 in the revised pay
scale(s) against the posts which have been granted same Grade Pay, such staff will be
assigned seniority enbloc below those who were in position as on 04.09.2008.
(IV) The availability of staff nominated on the basis of panel of promotion given by DPC or
Select List given by Selection Board will be decided as on 04.09.2008. In case a staff from
the panel given by DPC or Select List given by the Selection Board has joined on or prior to
04.09.2008, then status of all the staff included in panel given by DPC or Select List will be
protected and all staff will be considered available and their seniority determined by
following the basic principle of seniority, i.e., order of panel given by DPC or merit list given
by Selection Board. In case all the staff included in the panel given by DPC or Select List
given by Selection Board joins after 04.09.2008, then the seniority of such staff within a
grade, will be determined by placing them below all available staff as on 04.09.2008 but
maintaining their inter-se seniority in order of panel of DPC or merit list given by Selection
Board.
 LEAVE RULES
[IREC Vol.-I (1995) (Second Reprint Edition 2003) Rule 501 to 557]
Railway servants are entitled for different kinds of leave which is governed by the Railway
Servant (Liberalised Leave) Rules-1949.
Extent of application [Rule 502]

These rules shall apply to (i) Railway Servants appointed on or after 01.02.1949 (ii) Railway
Servants appointed prior to 01.02.1949 who have elect to be governed by these rules. (iii)
Others who are brought under these rules by special order.
Right of leave [Rule 503]

Leave cannot be claimed as a right. It may be refused or revoked by the authority competent
to grant such leave.
Effect of dismissal, removal or resignation on leave at credit [Rule 504]
Except as provided in rule 541 and this rule, any claim to leave to the credit of a railway
servant, who is dismissed or removed or who resigns from railway service ceases from the
date of such dismissal or removal or resignation.
Break in Service due to strike – Strikes may be divided into two categories :-
(a) Legal strikes, i.e. those which have been called after complying with the provisions
of the Industrial Disputes Act, 1947 and
(b) Illegal strikes, i.e. those in which the preliminaries to the calling of a legal strike have
not been observed
Strike falling under (a) above do not constitute a break in service and it would be appropriate
for the Railway Administrations to treat the period of absence as leave with or without
allowances as the case may be without reference to the Railway Board.
In case of illegal strikes, however, the absence of the employees concerned is tantamount to a
break in service and cannot be condoned without the sanction of the President.
Conversion of one kind of leave into another [Rule 505]
It shall not be open to alter the kind of leave applied by employee. It can be altered at the
written request of employee with in 30 days from the date employee joins duty. [RBE 29/98]
Commencement and end of leave [Rule 506]
Leave ordinarily begins on the day on which transfer of charge is effected and ends on the
day preceding that in which charge is resumed.
Combination of different kinds of leave [Rule 507]
Except as proved other wise under leave rule any kind of leave may be granted in
combination with any other kind of leave.
Combination of holidays with leave [Rule 508]

When the date immediately preceding the day on which a railway servant’s leave begins or
immediately following the day on which his leave expires is a holiday or one of a series of
holidays, the railway servant may leave his station at the close of the day before, or return to
it on the day following such holidays.
Employment during leave [Rule 509]

A Railway servant on leave may not take any service or accept any employment without
obtaining the previous sanction of –
(a) the President if the proposed service or employment is outside India; and
(b) the authority empowered to appoint him, if in India.
This do not apply to casual literacy work, or to service as an examiner or similar employment
nor does it apply to acceptance of foreign service with the sanction of the competent
authority.
Maximum amount of continuous leave [Rule 510]

Unless the President in view of exceptional circumstances, no Railway Servant shall be

granted leave of any kind for continuous period exceeding five years.
Application for leave [Rule 511]

An application for leave or for extension of leave shall be made to the authority competent to
grant such leave or extension in the prescribed form.
Grant of leave – Priority of claims to leave [Rule 512]
In case where all applications for leave cannot, in the interest of the public service, be granted,
an authority competent to grant should, in deciding which applications should be granted,
take into account the following considerations :-
a. The railway servants who can, for the time being best be spared.
b. The amount of leave due to the various applicants.
c. The amount and character of the service rendered by each applicant since he last
returned from leave.
d. The fact that any such applicant was compulsorily recalled from his last leave
e. The fact that any such applicant has been refused leave in the public interest.
Leave Account [Rule 513]

A leave account shall be maintained in the prescribed forms for each railway servant by the
Accounts Officer in the case of Group A and Group B railway servants and by the head of the
office or an officer authorized by him in the case of Group C and Group D railway servants.
Verification of title to leave [Rule 514]
The amount of leave due to a railway servant is the balance leave at his credit in the leave
account. No leave shall be granted to a railway servant until a report regarding its
admissibility has been obtained from the authority maintaining the leave account.
Leave when not be granted [Rule 515]

Leave shall not be granted to a railway servant whom a competent punishing authority has
decided to dismiss, remove or compulsorily retire from railway service.
Recall to duty before expiry of leave [Rule 516]

In case a Railways servant is recalled to duty before the expiry of his leave, such recall to
duty shall be treated as compulsory in all cases and the railway servant shall be entitled : -
a. If the leave from which he is recalled is in India, to be treated as on duty from the date
on which he starts from the station to which he is ordered, and to draw-
i. Travelling allowance under rules made on this behalf for the journey; and
ii. leave salary until he joins his post, at the same rate at which he would have drawn it but for
recall to duty
b. If the leave from which he is recalled is out of India, to count the time spent on the
voyage to India as due for purpose of calculating leave, and to receive –
i. leave salary, during the voyage to India and for the period from the date of landing in
India to the date of joining the post at the same rate at which he would have drawn it but for
recall to duty;
ii. a free passage to India
iii. refund of his passage from India if he has not completed half the period of his leave
by the date of leaving for India on recall, or three months, whichever is shorter;
iv. duty pass and travelling allowance, under the rules for the time being in force for
travel from the place of duty.
Return to duty from leave [Rule 517]

(1) A railway servant on leave shall not return to duty before the expiry of the period of leave
granted to him, unless he is permitted to do so by the authority which granted him leave.
(2) Notwithstanding anything contained in sub-rule (1), railway servant on leave preparatory
to retirement shall be precluded from returning to duty save with the consent of the authority
competent to appoint him to the post from which he proceeded on leave preparatory to
retirement.
(3) A railway servant who has taken leave on medical certificate may not return to duty until
he has produced a medical certificate of fitness from the appropriate Medical authority.
(4) A railway servant returning from leave is not entitled, in the absence of specific orders to
that effect, to resume as a matter of course, the post which he held before gong on leave.
(5) Such railway servant shall report his return to duty to the authority which granted him
leave, if any specified in the order granting him the leave and await orders.
Absence after the expiry of leave [Rule 518, RBE 79/11]

(1) Unless the authority competent to grant leave extends the leave, a railway servant who
remains absent after the end of leave is entitled to no leave salary for the period of such
absence and that period shall be debited against his leave account as though it were leave on
half average pay, to the extent such leave is due, the period in excess of such leave due being
treated as extraordinary leave.
(2) Willful absence from duty after the expiry of leave renders a railway servant liable to
disciplinary action.
Grant of leave on Medical Certificate – General Rules [Rule 519]
(1) Medical Officers shall not recommend grant of leave in any case in which there appears to
be no prospect that the railway servant concerned will ever be fit to reassume his duties. In
such cases the opinion that the railway servant is permanently unfit for railway service should
be recorded in the Medical certificate. A railway servant in Group A or Group B should not
be invalidated out of service on account of ill health except on the certificate of a Medical
Board.
(2) Every certificate of a Medical Officer recommending the grant of leave to a railway
servant must contain a proviso that no recommendation contained in it shall be evidence or a
claim to any leave not admissible to the railway servant under the terms of his contract or the
rules to which he is subject. The certificate should be forwarded to the authority competent to
grant the leave and the orders of that authority should be awaited.
Grant of leave on Medical certificate to Group A and Group B Officers [Rule 520]
Before a railway servant in Group A and / or Group B is granted leave or an extension of leave,
on medical certificate, he should obtain a certificate in the prescribed form.
Grant of leave on medical Certificate to Group C and Group D Railway servants [Rule 521]
An application for, leave on medical certificate made, by a railway servant in Group C and
Group D shall be accompanied by a medical certificate given by a Railway Medical Officer,
defining as clearly as possible the nature and duration of the illness on prescribed form.
Where a Railway employee remained on medical leave upto and including 3 days duration
and reported back for duty with a fitness from the medical practitioner, he may be allowed to
join duty without obtaining fitness certificate from the Railway Medical Officer subject to the
conditions that the employee furnished a declaration that he had not suffered during this
period from any eye disease. In the other cases where the duration of the sickness is more
than 3 days, the railway employee should be put back to duty within 24 hours on his
producing fitness certificate from a private medical practitioner, provided he is found fit by
the competent railway medical officer, in case there is any delay beyond 24 hours in
obtaining the fitness certificate from the competent Railway Medical Officer, the employee
concerned will be deemed to have been put back to duty within 24 hours of his producing the
medical certificate of the private medical officer. [RB [Link]. E(G) 78LE 1-17 dt 18.1.1979]
With a view to preventing misuse, the Railway Administration may with draw for specified
periods (From 1st April to 30th June in Summer, from 1st Oct. to 15th November during
Diwali and when mass sick reporting is contemplated by staff of any department) the
privilege of acceptance of medical certificate from Registered Medical Practitioners for grant
of Medical Certificates to Group “C” and Group “D” Railway servants.
[RB [Link]. E(G) 72LE 1-11 dt 28.9.1972]

Leave to a railway servant who is unlikely to be fit to return to duty [Rule 522]
When a medical authority has reported that there is not reasonable prospect that the railway
servant will ever be fit to return to duty, leave shall not necessarily be refused to such Railway
servant but as per the laid down terms and conditions.
Leave on average pay [Rule 523]

Railway Servant shall be entitled to 30 days leave on average pay in a calendar year. It shall be
credited in advance. It is credited in 2 installments of 15 days each on the 1st January and 1st
July of every calendar year. The maximum leave can be accumulated up to 300 days w.e.f.
01.07.1997. [RBE No. 155,157/97]
The following procedure for crediting LAP on 1st Jan / 1st July w.e.f. 01.07.1997 in respect
of Railway employees have been adopted :-
i. In case of Railway employees, having at their credit leave on Average pay of 285 days or
less as on 1st January / 1st July of a year, LAP of 15 days or proportionately less in respect of
retiring persons or those leaving service during the next half year may continue to be credited
to their leave account in advance.
ii. In cases where the leave on Average Pay at credit as on 1st January / 1st July is 300 days
or less but more than 285 days, credit of LAP for 15 days may be kept separately and first
adjusted against any LAP that the Railway servant may take during the ensuing half year and
the balance, if any, credited to the LAP account at the close of the half year subject to the
celling of 300 days. If the LAP taken during the half year is more than 15 days the amount in
excess of 15 days will, however, have to be debited to the leave account.
[RB L No. E(P&A) VI- 2000 / CPC / LE-3 dt 1.8.2000]

Calculation of leave on average pay [Rule 524]

Shall be credited at the rate of 2½ days for each completed months. Maximum leave may be
granted 180 days at a time. If employee is on EOL/LWOP/Absent from duty during previous
half year, the credit of next half year shall be reduced by 1/10 of the period of such
absent/EOL subject to maximum 15 days in one half of the year. While affording credit of
LAP fraction of day shall be rounded off to the nearest day. [RBE No. 24/97]
Concession to Railway servants on the North-East Frontier Railway
Once in a calendar year, the staff proceeding on leave on average pay to or via-Calcutta, Lucknow
or Patna will be granted additional leave, not debitable to their leave account on the following
scale :- [RB [Link]. E(G) 58AD-I dt 15.02.1958]
i. Staff headquarters at Siliguri station or at stations west of Siliguri = 2 days
ii. Staff headquarters at stations last of Siliguri but on the North Bank of Brahmaputra,
including Darjeeling-Himalaya Section and at Pandu (Guwahati) = 4 days
iii. Staff headquarters at stations to the east of Pandu = 6 days
Leave on average pay applicable to School staff [Rule 525, RBE 57/11]
(1)(a) A Railway servant serving in a Railway school such as a teacher, principal, headmaster,
librarian, laboratory assistant or a waterman shall not be entitled to any Leave on Average Pay in
respect of duty performed in any year in which he avails the full vacation.
(b) In respect of any year in which a Railway servant avails a portion of the vacation, he shall
be entitled to Leave on Average Pay in such proportion of 30 days, as the number of days of
vacation not taken bears to the full vacation.
Provided that no such leave shall be admissible to a Railway servant not in
permanent employ or quasi-permanent employ in respect of the first year of his service.
(c ) If, in any year, the Railway servant does not avail any vacation, Leave on Average Pay
shall be admissible to him in respect of that year under Rule 523.
Explanation : For the purpose of this rule, the term ‘year’ shall be construed not as meaning
a calendar year in which duty is performed but as meaning twelve months of actual duty in a
Railway School.
Note 1 – A Railway servant entitled to vacation shall be considered to have availed a vacation
or a portion of a vacation unless he has been required by general or special order of a higher
authority to forego such vacation or portion of a vacation.
Provided that if he has been prevented by such order from enjoying more than
fifteen days of the vacation, he shall be considered to have availed himself of no portion of
the vacation.
Note 2 - When a Railway servant serving in a Railway school proceeds on leave before
completing a full year of duty, the leave on Average Pay admissible to him/her shall be
calculated not with reference to the vacations which fall during the period of actual duty
rendered before proceeding on leave but with reference to the vacation that falls during the
year commencing from the date on which he completed the previous year of duty.
2. Vacation may be taken in combination with or in continuation of any kind of leave under
these rules.
Provided that the total duration of vacation and leave on Average Pay taken in
conjunction, whether the Leave on Average Pay is taken in combination with or in
continuation of other leave or not, shall not exceed the amount of Leave on Average Pay due
and admissible to the Railway servant at a time under rule 523.
3. The Leave on Average Pay under this rule at the credit of a Railway servant at the close
of the previous half year shall be carried forward to the next half year, subject to the condition
that the leave so carried forward plus the credit for the half year shall not exceed the
maximum limit of 300 days.
Note :- The facility of crediting of unavailed portion of joining time shall be admissible to
persons serving in Railway Schools, in accordance with the provisions of Rule 1110.
A Railway servant serving in a school shall be entitled to LAP under & subject to provisions of
rules in respect of the vacation or a portion thereof not availed /foregone for undertaking scout &
guides activities. [RBE 146/06]
Railway Board in supersession of their letter No. E(P&A) 1-81/CPC/LE-8 dated 11.12.1981 has
decided that the facility of 20 days half pay leave in lieu of 10 days leave on average pay during
a year, will be restored to Teachers, Principals, Headmasters, Librarians, Laboratory Assistants
and Waterman working in Railway Schools, at par with other railway employees under the
provisions of Rule 526 of the Liberalized leave Rules, 1949. These orders shall take effect w.e.f.
1st Sept., 2008. [RBE 46/09 & 57/11]
In continuation of RBE No. 46/09, Railway Board has further clarified that:- [RBE 175/09]
(i) This facility of 20 days LHAP to Railway school staff has been given in lieu of 10
days LAP admissible to them earlier. Hence for the period from 1.9.2008 to 31.12.2008,
leave on half average pay calculated at the rate of 5/3 days for each completed month of
service rounded off to 7 days may be credited. From 1.1.2009 onwards, 10 days, LHAP shall
be credited in advance on the 1st Jan. and 1st July each year as in the case of other categories
of railway employee. Proportionate LAP for the broken period of the year upto 31.08.2008
may be allowed at the rate 5/6 days for each completed month of service
(ii) The LAP standing at the credit of Railway School employees as on 01.09.2008, shall
be kept in their leave account and may be granted as LAP as also for the purpose of
encashment which is admissible to these categories suomoto in accordance with the
provisions of Rules 541, 549 & 550 of IREC Vol. I 1985 Edition as admissible to other
railway servants subject to fulfillment of the prescribed conditions.
(iii) The LAP credited to these staff on 1st July 2008 and availed by the school staff before
the Railway Board order dated 06.03.2009 (RBE No. 46/09) regarding restoration of half pay
leave shall be treated as LAP.
Leave on half average pay [Rule 526]

It can be granted to Railway Servants including Railway school staff, on half average pay. It
shall be credited in leave account in 2 installments 10 days each of the half-year on 1st
January and 1st July in advance. The amount of LHAP can be availed in one spell combined
with any other kind of leave or not, shall be limited to 24 months. This leave may be granted
on Medical Certificate or private affairs or at the request of employee. It can be accumulated
in Leave Account unlimited. [RBE 207/92 & 57/11]
If an employee remain absent or under suspension and the period is treated as “No work”
(without pay) than 1/18 of that number of days will be deducted from earning of LHAP.
[RBE 41/88]

Commuted leave [Rule 527]

Commuted leave not exceeding half the amount of leave on half average pay due may be
granted on Medical Certificate to Railway Servants. If authority competent to grant such
leave is satisfied that there is reasonable prospect of the Railway Servant returning to duty on
its expiry. Twice the amount of such leave shall be debited against leave on half average pay.
No limit to the number of days of commuted leave to be availed during entire service. 180
days shall be allowed to be commuted during the entire service, in case (LHAP) only utilized
for approved course of study and is certified to be in the Public interest by the leave
sanctioning Authority.
Where commuted leave has been sanctioned and employee retires/resigns from service
without returning to duty, the commuted leave shall be treated as half average pay and the
difference between the leave salary be recovered. Provided that retirement is thrust upon
employee compulsorily and due to ill health no leave salary shall be recovered. Commuted
leave may be granted at the request of employee even LAP is due to him. There is no limit to
the number of days of commuted leave to be availed of during the entire service.
Leave not due [Rule 528]

May be granted to permanent Railway Servants. LND shall be limited to leave on half
average pay, which is likely to be earned thereafter.
Leave Not due during the entire service shall be limited to 360 days on Medical Certificate,
out of which not more than 90 days at a time and 180 days in all in one spell. Leave not due
shall be debited against LHAP account and is likely to be earned subsequently. Where
Railway Servant who has been granted leave not due resign or retire voluntarily from service
without returning to duty, leave salary be recovered considering resignation or retirement is
taking effect from the date such leave had commenced. If employee’s retirement is
compulsorily thrust upon him by reason of ill health and incapacitated Railway Servant for
further service, no leave salary shall be recovered. [RBE No. 30/89]
Leave not due shall be granted to temporary Railway Servant who has put in minimum one year
service and suffering from TB, Cancer, Leprosy etc. for 360 days during entire service. [Rule 529]
Extra Ordinary Leave [Rule 530]

(1) may be granted to a Railway Servant when (a) No other leave is admissible (b) Other
leave is admissible but the Railway servant applies in writing for the grant of extra ordinary
leave.
(2) Unless the President in view of the exceptional circumstances of the case otherwise
determines, no temporary Railway Servant shall be granted EOL on one occasion in excess of
three months to 24 months depending upon circumstances / sickness as mentioned under this
rule.
(3) Two spells of EOL, if intervened by any other kind of leave shall be treated as one
continuous spell of EOL
(4) No limit in case of permanent Railway Servant, but all kind of leave together, shall not
exceed 5 years in one spell.
Grant of Extraordinary leave for study purpose of Probationers of Indian Railway Medical
Service. [RB No. 2001/E/GR/11/7/13 dated 26.03.2004]
Leave to Probationers:- (including Group “A” Railway service probationers) [Rule 531]
Probationers in Railway shall be entitled to leave under these rules as if he had held his post
substantively otherwise than on probation.
A person appointed to a post on probation shall be entitled to leave under these rules as a
temporary or permanent railway servant according as his appointment is against a temporary
or a permanent post, provided that where such person already hold a lien on a permanent post
before such appointment, he shall be entitled to leave under these rules as a permanent
Railway Servant.
Leave to special class railway apprentices [Rule 532]
One month leave on full stipend may be granted in any year of apprenticeship. More than one
month leave can be granted on the grounds of ill health but without stipend.
Leave to Apprentice Mechanic [Rule 533]

16 days on full stipend and 20 days leave on half stipend on Medical Certificate may be
granted to App. Mech. In Railway Workshop, ASM, Comml. Staff, PWI, IOW, TXR etc.
Leave to Trade apprentice [Rule 534]

12 days on full stipend and 15 days leave on half stipend on medical certificate may be
granted in any year of apprenticeship.
Leave to other apprentices [Rule 535]

Apprentices under training for Group C posts in all other departments who are posted to
supervisory posts after training such as Apprentice Train Examiners, Apprentice Permanent
Way Inspectors, Stores apprentices etc. may be granted leave like Apprentice Mechanics
mentioned in rule 533. Apprentices who are appointed as skilled workmen after training may
be granted leave like trade apprentices mentioned in rule 534.
Other Leave to apprentices [Rule 536]

Apprentices, other than special class apprentices, may be granted by the General Manager
extraordinary leave (without stipend) under the rules applicable to temporary railway
servants. The General Manager may re-delegate his powers under this rule to the Heads of
Departments and officers in not below Junior Administrative grade.
General conditions for grant of leave to apprentices [Rule 537]
1. In all cases mentioned in rules 531 to 536 leave will be non-accumulative and no leave
shall be granted if it would interfere with the training.
2. On subsequent absorption, without a break, if the period of apprenticeship or training as
probationer, is treated as service, recalculation of leave may be allowed as is permissible
under the normal operation of the rules.
Leave to persons re-employed after retirement [Rule 538]
(1) In the case of person re-employed after retirement the provisions of these rules shall
apply as if he had entered railway service for the first time on the date of his re-employment.
(2) (a) If a railway servant, who quits the public service on compensation or invalid pension
or gratuity, is re-employed and if his gratuity is thereupon refunded or his pension held
wholly in abeyance his past service thereby becoming pensionable on ultimate retirement he
may at the discretion of the authority sanctioning the re-employment and to such extent as
that authority may decide to count his former service towards leave.
(b) A railway servant who is dismissed or removed from the public service but is reinstated
on appeal or revision is entitled to count his former service for leave.
Leave to Workshop staff [Rule 539]

Workshop staff may be allowed to take leave with pay, if due, or without pay for period not
less than half a day. The concession is restricted to six occasions in a year.
Leave preparatory to retirement [Rule 540]

If Railway Servants not desirous of leave encashment of LAP at the time of retirement on
superannuation may be permitted by a competent authority to take leave preparatory to
retirement to the extent of leave on average pay not exceeding 180 days together with half
average pay leave with the condition that such leave extends upto and includes the day
preceding the date of retirement. LPR shall not include EOL.
Encashment of leave on Average Pay along with Railway Pass / PTO while in service :-
A Railway Servant shall be permitted to encash leave on average pay up to 10 days at the time
of availing of Railway Passes as well as Privilege Ticket Order while in service subject to the
conditions:- [Rule 540A, RBE 161/08,194/08]
1. Leave on average pay of at least an equivalent duration is also availed of
simultaneously (but this has been amended by RBE No. 104/09 & now railway servants are
permitted to encashment of LAP up to 10 days without any linkage to the number of days &
nature of leave availed at the time of availing Pass/PTOs).
2. a balance of at least 30 days of leave on average pay should be available to his credit
after taking into account the period of encashment as well as leave availed of.
3. the total leave so encashed during the entire career shall not exceed 60 days in the
aggregate subject to the condition that successive encashment cannot be made before a
minimum period of two years has elapsed;
With respect to the period of two years for the purpose of successive encashment of
LAP shall be w.r.t. a two year block, the first one commencing from 01.09.2008 and ending
on 31.08.2010 w.r.t. to the outward journey performed. The next block would commence
from 01.09.2010 and end on 31.08.2012 and successive blocks, would follow similar pattern.
[RBE 15/2011]

4. No HRA & Transport Allowances shall be payable.

5. The period of leave encashed shall not be deducted from the quantum of leave
encashable under Rule 550.
6. The categories of Running Staff and SMs /ASMs shall also have to fulfill all the conditions
prescribed for railway employees in general for the purpose of availing encashment of leave
on average pay upto 10 days while availing Passes /PTOs, means exemption from the
requirement of availing Railway passes and equal duration of LAP extended to these
categories vide RBE No. 196/08 has been withdrawn and RBE 104/09 will be applicable on
the above categories also. [RBE 157/09]
7. In order to claims encashment of LAP while availing privilege Pass/PTO, Rly employees are
required to avail leave, including casual leave. Holidays, including restricted holidays, do not
come within the ambit of the definition of leave for this purpose. [RBE 95/11]
8. After taking into account the nature of their duties, it has been decided by Rly. Bd. to permit
encashment of leave to all running staff including Drivers, Asstt. Drivers, Motarmen, Shunters,
Guards etc. and Station Master/Asstt. Staion Master, in cases where leave is refused but pass/PTO
is availed [RBE 61/12]
9. NPA shall be taken into account for calculating encashment of LAP while availing Privilege
Pass or PTO [RBE 67/12]
Leave beyond the date of retirement or quitting service - [Rule 541]
(1) Except as otherwise provided under these rules, no leave shall be granted to a railway
servant beyond—
(a) the date of his retirement, or
(b) the date of his final cessation of duties, or
(c) the date on which he retires by giving notice to the appointing authority or he is retired by
the competent authority by giving him notice or pay and allowances in lieu of notice in
accordance with the terms and conditions of his service, or
(d) the date of his resignation from service.
(2) Where the service of a railway servant has been extended or continued in re-
employment beyond the age of superannuation, he may be allowed the benefit of encashment
of leave on the date of cessation of service on expiry of extension or re-employment in respect
of leave on average pay at his credit on the date of superannuation plus leave on average pay
earned during extension of re-employment reduced by leave on average pay availed of during
such period, subject to a maximum of 300 days.
Leave on termination of employment – [Rule 542]
I.(1)Leave shall not be granted on termination of employment to a railway servant who has been
dismissed or removed from service or whose services have been terminated under the ‘Railway
Services (Safeguarding of National Security) Rules, 1954’
(2)Apprentices will continue to be governed by the rules applicable to them and leave on
termination of appointment will not be admissible to them. Likewise, persons whose services
are lent by commercial concerns or semi-Government organizations on terms which include
payment of leave salary contribution, cannot be granted such leave.
II. Leave (terminal) to temporary railway servants - In the case of temporary railway
servants, leave on average pay due and admissible at a time may be grated at the discretion of
the sanctioning authority on the termination of service on account of retrenchment or on
abolition of posts before attaining the age of superannuation. In cases where any notice of
termination of services is required to be given under the terms of employment of the
temporary railway servant and the railway servant is relieved before the expiry of the notice,
such notice or the un-expired portion thereof should run concurrently with the leave granted.
Drawl of leave salary [Rule 543]
The leave salary payable under these rules shall be drawn in rupees in India.
A Railway Servant who proceeds on commuted leave is entitled to leave salary equal to pay
drawn immediately before proceeding on LAP. On half average pay or LND is entitled to
leave salary equal to half the amount as detailed above. On extra ordinary leave he will not be
entitled to any leave salary. [Rule 544]
Leave salary to workshop staff [Rule 545]

(1) Leave salary of workshop staff on leave on average pay shall be equal to the pay which
the railway servant would have drawn had he remained on duty but does not include any
increase which might have accrued to him during the currency of the leave.
(2) Leave salary during half average pay leave shall be equal to one half of the leave salary in
sub-rule (1) above and on commuted leave, twice the leave salary as admissible of leave on
half average pay.
Leave salary to running staff [Rule 546]

(1) In the case of permanent running staff the leave salary on leave on average pay for the
first 60 days shall be at the substantive pay or on average pay, whichever is greater, and
thereafter at substantive pay.
(2) In the case of temporary running staff the leave salary shall be on average pay upto 60
days and beyond 60 days at average pay or the pay the staff would have drawn had he
remained on duty, whichever is less.
(3) Leave salary during leave on half average pay and commuted leave shall be calculated
as in sub-rule (2) of rule 545.
Reckoning of special pay for leave salary [Rule 547]
Special pay granted to different categories of staff shall be taken into account for the purpose
of calculation of average pay.
Advance of leave salary [Rule 548]

A railway servant ( both permanent and temporary ) including a railway servant on foreign
service proceeding on leave for a period not less than 30 days may be allowed an advance in
lieu of leave salary upto a month’s pay and allowance subject to the following conditions:
(1) The advance of leave salary shall be sanctioned in whole rupees.
(2) No advance may be granted when the leave is taken for less than a month/30 days.
(3) The amount of advance should be restricted to the amount of leave salary for the first
month of leave that is clearly admissible to the railway servant after deductions on account of
Income Tax, Provident Fund, House Rent, repayments of advances, etc. so that there is no
financial risk involved.
(4) The advance should be adjusted in full in the leave salary bill in respect of the leave
availed of. In case where the advance cannot be so adjusted in full the balance will be
recovered from the next payment of pay or leave salary.
(5) The advance may be sanctioned by the General Manager, or by any officer to whom
the power may be specially delegated in the case of railway servants in Groups A, B,C & D.
(6) The advance in respect of temporary railway servants will be sanctioned subject to the
furnishing of surety of a permanent railway servant
(7) The amount of advance will be debited to the Head of Account to which the pay etc.
of the railway servant is debited and the adjustment of the advance shall be watched by the
Accounts Officer concerned.
Cash equivalent of leave salary in case of death in service [Rule 549]
In case a railway servant dies while in service the cash equivalent of the leave salary that the
deceased employee would have got had he gone on leave on average pay that would have
been due and admissible to him but for the death on the date immediately following the date
of death and in any case not exceeding leave salary for 300 days, shall be paid to his/her
family, without any reduction on account of pension equivalent of Death-cum-Retirement
Gratuity.
Cash payment in lieu of unutilized leave on average pay on the date of retirement
[Rule 550]
All Railway Servant who retired on or after 30.09.1977 may be paid equivalent to leave
salary for leave on average pay at their credit at the time of retirement. It shall be limited to
maximum of 240 days LAP upto 30.06.1997 which has been raised to 300 days from the
existing ceiling of 240 days w.e.f. 01.07.1997. It may be paid as one time lump sum payment
on settlement. Authority competent to grant leave shall suo-moto issue order for granting
LAP at credit on the day of retirement. In case of compulsory retirement under D&AR and
even if a cut in pension (including gratuity) has been ordered. In such cases authority
competent to grant leave can sanction cash equivalent of leave salary. A Railway Servant
who resigns or quits service shall be entitled to cash equivalent in respect of half the LAP at
credit on the day on cessation of service to the extent maximum of 150 days. [RBE 157/97, 29/06]
Both Earned Leave & Half Pay Leave shall be considered for encashment of leave subject to
overall limit of 300 days. The cash equivalent payable for Earned Leave shall continue
unchanged. However, cash equivalent payable for Half Pay Leave shall be equal to Leave
Salary as admissible for half pay plus DA admissible on the leave salary without any
deduction being made on account of pension and pension equivalent of other retirement
benefits payable to make up the shortfall in Earned leave, no commutation of HAP shall be
permissible. The benefit will be admissible in respect of (cases between 01.01.06 to 02.09.08)
on receipts of application to that effect from the pensioners concerned by the Administration
Ministry concerned. [RBE 148, 104/09 & 204/09]
Maternity leave [Rule 551]

A female Railway Servant (including an apprentices) with less than two surviving children
may be granted maternity leave for a period of 180 days from the date of commencement.
[RBE 154/97 & 158/08]

In case of Mis-carriage/Abortion it can be granted for 45 days in entire carrier of service to female
employee (irrespective of the number of surviving children). Medical Certificate may support the
maternity leave on application. [RBE 54/97 & 57/11]
In continuation of maternity leave any leave (including commuted leave upto 60 days and LND)
upto a maximum period of two years may be granted without medical certificate.
[RBE No. 30/89 & 158/08]

A woman employee in whose case the period of 135 days of Maternity Leave has not expired on
the 1st Sept. 2008 shall also be entitled to Maternity Leave of 180 days. [RBE 195/08]
Paternity leave [Rule 551/A]
A Male Railway Servant (including Apprentice) with less than 2 surviving children may be
granted paternity leave for a period of 15 days during the confinement of his wife i.e. upto 15
days before or upto six months from the date of delivery of child and if such leave is not
availed of within this period it shall be treated as lapsed. During the period of such leave he
shall be paid leave salary equal to the pay drawn immediately before proceeding to leave.
Paternity leave shall not be debited against the leave account and may be combined with any
other kind of leave. (As in the case of maternity leave.). It may not normally be refused under
any circumstance. Paternity leave to a male Railway Servant may be allowed in case of wife
had given birth to the child on a date not prior to 180 days from the date of issue of this order
i.e. 07.10.1997. This leave can be granted only in a single spell. [RBE 154/97,110/99, 249/99, 57/11]
Paternity Leave to male casual Railway employee who has been granted temporary status [Rule
551/B]

A male casual Railway employee who has been granted temporary status with less than two
surviving children may be granted Paternity Leave for a period of 15 days during the
confinement period of his wife. The leave should be applied for and availed of, at least partly,
or at least commence within a period of 135 days of childbirth. The Paternity leave can
commence prior to childbirth so long as the date of birth of child falls during the period of
such leave. It shall not be debited against the leave account and may be combined with pro-
rata leave on average pay admissible to the casual Railway employees (as in the case of
Maternity Leave). Paternity Leave too, like Maternity Leave, can be sanctioned only in a
single spell. During the period of such leave he shall be paid wages, in respect of working
days equal to the wages drawn immediately before proceeding on leave. [RBE No 110/99]
Child Adoption leave [Rule 551/C]
Adoptive mother may also be granted leave even without production of medical certificate as
leave due and admissible not exceeding one year but this facility will not be available to adoptive
mother having two children. The maximum admissible period of one year leave of the kind due
will be reduced by the age of child as under:- [RBE 62/06 & 207/92]
a. If child is less than one month, leave upto one year may be allowed.
b. If child is six months old, the leave upto 6 months may be allowed.
c. If child is nine months or more, leave upto 3 months may be granted.
In this connection, it is further clarified that an adoptive mother on the railways with less than
two surviving children may granted leave of 180 days ‘CAL’ on adoption of a child up to one
year of age on the lines of maternity leave admissible to natural mothers. This leave may be
combined with leave of any other kind. [RBE 166/09]
Paternity leave in case of Adoption [Rule 551/D]

A male railway servant (including an apprentice) with less than two surviving children, on
valid adoption of a child below the age of one year, may be sanctioned Paternity Leave for a
period of 15 days within a period of six months from the date of valid adoption.[RBE 166/09, 57/11]
Child Care Leave :- [Rule 551/E, RBE 158/08, 195/08 & 57/11]
Women employee having minor children may be granted Child Care Leave (CCL) by an
authority competent to grant leave, for a maximum period of 2 years (i.e. 730 days) during their
entire service for taking care of up to 2 children whether for rearing or to look after any of their
needs like examination, sickness etc. CCL shall not be admissible if the child is 18 years of age
or older [22 years of age in case of disabled children (RBE 58/10)].
During the period of such leave, the women employee shall be paid leave salary equal to the pay
drawn immediately before proceeding on leave. It may be availed of in more than one spell. CCL
shall not be debited against the leave account. CCL may also be allowed for the 3rd year as
leave not due (without production of medical certificate). It may be combined with leave of any
kind due & admissible.
CCL cannot be demanded as a matter of right. Under no circumstances can any employee
proceed on CCL without prior approval of the leave by the leave sanctioning authority. The
leave is to be treated like the Earned Leave & sanctioned as such. Consequently, Saturday,
Sunday, Gazetted holidays etc. following during the period of leave would also count for
CCL as in the case of Earned leave.
a. CCL can be availed only if the employee concerned has no earned leave at her credit.
(This condition has since deleted vide RBE 144/2010)
b. The CCL shall be admissible for two eldest surviving children only.
c. The leave account for CCL shall be kept along with the Service Record of the railway
servant in prescribed Performa.
d. LHAP is not to be considered as Earned leave for the purpose of grant of Child Care Leave,
as such a female railway servant may be granted CCL even in the case she has LHAP at her
credit. [RBE 65/2009 & 21/11]
e. In one spell maximum limit of CCL is 730 days and minimum limit is 05 days.
f. CCL cannot be availed more than three times in a year , singal mother 6 spells (RBE64/2019).
g. CCL may be sanctioned to adoptee mother also. & Singal father eligible for CCL
h. If the Rly servant is on CCL on the day of increment, the increment will come into effect only
on the date she reports for duty. [RB [Link]. E(P&A)I-2009/CPC/LE-10 DT. 30.09.10 for e to h ]
I. Child care leave should not ordinarily be granted during the probation period except in case
of extreme situation. [RBE 57/11]
j. The benefit of encashment of leave on average pay, admissible in terms of Rule 540-A, cannot
be availed during child care leave. [RBE 57/11]
k. The benefit of CCL or maternity leave not allowed to surrogate mother.
L CCL is allowed if children is under foreign education and Railway employee is required to
visit foreign for his caring . [RBE 100/15)]

Special leave for enquiry of sexual harassment. [RBE 51/2017]

90 days special leave can be allowed to a female railway employee allowed during the
enquiry of sexual harassment on a work place. It is non-debitable leave.
Work Related Illness & Injury Leave WRIIL
(Rly Boards Ltr, No.E(P&A)I-2019/CPC/LE-2dt23.04.19 (RBENo.64/2019 )
Full pay & allowances shall be granted to all employees during the entire period of
hospitalisation.
Beyond hospitalization WRIIL shall be governed as follows.
a) A Railway Servant(other than of RPF/RPSF) full pay and allowance for first 6 months
immediately following hospitalization & half pay for for 12 months.
b) b)For officers RPF/RPSF full pay and allowance for first 6 months immediately following
hospitalization & half pay for for 24 months.
c) C)For personnel below the rank of officer of RPF/RPSF full pay and allowance with no
limit regarding period.
d) d) Persons to whom the ECA 1923 applies the amount of leave salary payable under
WRIIL shall be reduced by compensation paid under.
e) e) No LAP & LHAP shall be credited during the period that employees is on WRIIL .

Special disability leave (Ommited) [Rule 552]

This leave may be granted to permanent or temporary Railway Servants who is disabled by
injury intentionally inflicted or caused in or in consequence of due performance of official
duty. Such leave may be granted in case where the disability manifested itself within three
months, after the occurrence of its cause. The period of such leave shall not exceed 24
months. This may be combined with any other kind of leave. Such leave may be granted
more than one if disability reproduced in similar circumstances but not more than 24 months
for one disability. It is counted as duty for pension, leave salary etc. First 120 days of such
leave will be equal of leave salary while on leave on average pay and for remaining period
leave be equal to salary during half pay leave. In case period exceeding 120 days Railway
Servant may at, his option, get pay equal to LAP, by debiting half day leave from his leave
account. Person to whom the WCA 1923 applies, the amount of leave salary payable shall be
reduced by the amount of compensation payable under this Act.
Special disability leave for Accidental injury [Rule 553]
The provisions of rule 552 shall apply also to a railway servant, whether permanent or
temporary, who is disabled by injury accident incurred in, or in consequence of due
performance of his official duties or in consequence of his official position, or by illness
incurred in the performance of any particular duty which has the effect of increasing his
liability to illness or injury beyond the ordinary risk attaching to the post which he holds.
Competent authority may consider to grant of Hospital leave under the provisions of Rule 552
& 553 to kidnapped Railway employee for the period subjected to physical / mental torture.
[RBE 134/2002]
In continuation of RBE No. 134/02, it has been clarified by the Railway Board that the leave to
be granted by the competent authority under the provisions contained in Rule 552 & 553, is
for treatment of the kidnapped Railway employee subject to physical / mental stress and not
for the duration he remained captive. [RBE No. 176/02]
Hospital Leave (Ommited) [Rule 554]
This leave is granted to Group “C” and Group “D” staff only while under medical treatment
for illness or injuries if such illness or injury is directly due to risk incurred in the course of
official duties. This is granted on production of medical certificate from authorized medical
attendant. For 1st120 days, salary equal to leave on average pay is payable and for remaining
period, salary equal to leave on half average pay is payable.
The amount of Hospital leave may be granted by GM is unlimited. It shall not be debited
against leave account.
It may be combined with any other kind of leave but shall not exceed 28 months after
combination. Salary during hospital leave shall be reduced from the amount of compensation
payable under Sec. 4(1) WC Act.
Leave salary during Hospital leave for more than 120 days can be paid equal to LAP with the
recommendation of CMS, concurrence by Associate Account Officer and sanction by JA
Grade Officer. But post facto approval of GM will have to be obtained.
Quarantine Leave [Rule 555] Deleted. [RBE 207/92]

Study Leave
It is granted 12 months at a time and during entire services not more than 24 months in
all.(inclusive of similar kind of leave for study or training granted under any other rules)
Study leave shall count as service for promotion, seniority, pension, increments & shall be
counted for earning both leave on Average Pay & leave on Half Average Pay.[Rule 556, RBE 01/11]
Doctors: If PG course, for medicine and research, it is granted for 36 months, with the
personal approval of GM. Bond should be executed, that he would serve railway at least 5
year after expiry ofsuch leave. [RBE 138/98,157/07]
During study leave availed outside India, a Railway servant shall draw leave salary equal to
the pay (without allowances other than dearness allowance), in addition to the study
allowance and during study leave availed in India, a Railway servant shall draw leave salary
equal to the pay (without allowances other than dearness allowance).
[Appendix V of IREC I]
In terms of Rule 14 of the study leave Rules under Annexure-V of IREC Vol.-I, 1985 Edition,
the study leave availed by those Railway servants who resign or retire from service or
otherwise quit service without returning to duty after a period of study leave or within a
period of three years after such return to duty or who fail to complete the course of study and
are thus unable to furnish the certificate as required in sub-rule (5) of Rule 4 of the study
leave Rules ibid, shall be converted into regular leave standing at his credit on the date on
which the study leave commenced, any regular leave taken in continuation of study leave
being suitably adjusted for the purpose and the balance of the period of study leave, if any,
which cannot be so converted, treated as extraordinary leave and such of the period of
extraordinary leave shall not be counted as qualifying service for pensionery benefits.
[RBE 33/11; 06/12]

Special dispensation in the form of Special Casual Leave to Rly Employee with disabilities
Casual Leave available for employees with disabilities should be 12 days as against 8 days
for other employee, additional benefit of 4 days leave should be granted in form of Special
Casual Leave in a Calendar year. [RBE 201/08]
JOINING TIME [Rule 1101 to 1115 of IRECI]

It will be granted to Railway Servants on transfer in public interest. [Rule 1101]

It is not admissible in the case of temporary transfer for a period not exceeding 180 days.
[Rule 1102]
Actual transit time in the case of journey on transfer/tour shall only be allowed. Joining Time
shall commence from the date of relinquishment of charge of the old post if the charge is
made over in the (F/N) or the following date, if the charge is made over in the (AN).
[Rule 1103,1104 & 1105]
Joining time shall be calculated from old HQ in all cases including where a Railway Servant
receives his transfer order or makes over charge of the old post. [Rule 1106]
Not more than one day’s joining time shall be allowed to a Railway Servant to join a new
post within the same station or which does not involve change of residence from one station
to another station, same station will be interpreted to mean the area falling within the
jurisdiction of the municipality or corporation including such of suburban notified area.
[Rule 1107]
In case of involving transfer from one station to another station and also involving change of
residence, the Joining time shall be allowed with reference to the distance between the Old
Headquarter and the New Headquarter by direct routes as indicated in the following schedule.
When holiday followed journey time the normal joining time may be deemed to have been
extended to cover such holidays. [Rule 1108]
Upto 1000 Kms. 10 days
More than 1000 Kms but less than 2000 Kms. 12 days
More than 2000 Kms. 15 days
(In case of travel by air, the maximum will be 12 days )
Extension of joining time beyond the limit indicated above can be granted upto the maximum
limit of 30 days by the HOD and on Division by DRM and beyond 30 days by the Railway Board.
[Rule 1109]
Crediting leave account with unutilized joining time
When a Railway Servant joins the new post without availing of the full joining time the numbers
of days of joining time as admissible under these rules subject to the maximum of 15 days
reduced by the number of days actually availed of, shall be credited to his leave account as LAP.
It will be credited subject to the usual restrictions of accumulation of LAP in the leave account.
[Rule 1110 & RBE 55/13]
Joining time may be combined with vacation and / or regular leave of any kind and / or
duration except casual leave. [Rule 1111 & RBE 55/13]
If a railway servant in transit on transfer is directed to proceed to a place different from that
indicated in the initial transfer orders, he shall be entitled to joining time already availed of
upto the date of receipt of revised orders plus fresh spell of full joining time from the date
following the date of receipt of the revised orders. The fresh spell of joining time in such
cases shall be calculated from the place at which he received revised orders as if he is
transferred from that place. [Rule 1112]
A railway servant on joining time shall be regarded as on duty during that period and shall be
entitled to be paid joining time equal to the pay which was drawn before relinquishment of
charge in the old post. He shall be entitled to DA, if any, appropriate to the joining time pay,
CCA, HRA as applicable to the old station from which he was transferred, but not
conveyance allowance or permanent travelling allowance. [Rule 1113]
But temporary Central Govt. employees with less than 03 years of regular contiuous service,
through entitled to joining time would not entitled to joining time pay. [RBE 55/13]
On deputation out side Rlys. – When a railway servant to whom these rules apply, is
transferred to the control of Cent. Govt. / Defence services or organization, which has made
separate rules prescribing amount of joining time, his joining time for the journey to join his
post under that Govt./Organ., and for the return journey will be governed by those rules,
unless different provisions are expressly made in the terms of deputation / foreign service by
mutual agreement between the lending and borrowing authorities. [Rule 1114]
On deputation to Railway - The joining time of Central Govt. employees, Armed Forces
personnel and those paid from Defence Services estimates, and the employees of State Govt.
or any other organization, who are appointed to Rly services and posts under the Rlys on
deputation or on foreign service basis, shall, for joining the Rlys and for the return Journey,
be regulated in accordance with these rules, unless different provisions are expressly made in
their respective terms of deputation / foreign service by mutual agreement between the
lending and borrowing authorities. [Rule 1115]
Technical Resignation - For appointment to posts under the Central Govt. on the result of a
Competitive examination and/or interview, Central Govt. employees and permanent State Govt.
employees will be entitled to joining time. [RBE 55/13]

***
Casual Leave to Railway Servants
Casual Leave is a leave admissible to Railway servants in all groups (i.e. A,B, C and D) and
is granted to enable them to attend sudden / unforeseen needs / requirements. It is not
recognised as leave or subject to any rule under the leave rules applicable to the Railway
servants. Therefore, a Railway servant on casual leave is technically not treated as absent
from duty and his pay is not intermitted. Casual leave cannot be combined with any other
kind of leave and joining time and also cannot be combined with the vacation allowed for
school staff.
Casual leave, however, must not be given so as to cause evasion of the rules regarding :
a. date of reckoning of pay and allowances;
b. change of office;
c. commencement and end of leave; and
d. return to duty. [Rule 236 & 507 of IREC –I & App. XXXI (IV) (2) of IREC-I 1974 Ed. & RBE No. 17/91]
Total casual leave admissible to different categories of railway servants in a calender year is
as under:-
(i) 08 days To all Railway Servants who are eligible to avail of all Public holidays or Worshop paid-
hodidays.
(ii) 08 days a. Workshop staff
b. Railway servants in workshops not covered by the term workshop staff and Railway
servants in Printing Presses and Stores Depots, who are getting 15 paid-holidays in a year;

(iii) 08 days DMOs and ADMOs

(iv) 08 days Apprentice khalsis, under training in Workshops and other Apprentices not governed by the
Apprentices Act, Apprentices Mechanics 1961 attached to workshops and printing Presses,
who are getting 15 paid-holidays in a year.
(v) 08 days Trade Apprentices governed by the Apprentices Act, 1961 working in Establishments where
proper leave rules do not exist or the total leave of different types admissible to the workers
is less than 37 days in a year.
Rule 9 (1) (a) of Apprenticeship Rules 1962

II) 10 days To all Railway servants who, because of the nature of their duties are not allowed to avail
themselves of public holidays at all or are allowed to avail themselves only of a few public
holidays.
III 10 days Artisan staff other than workshop staff, provided they are not covered by a collective option
to convert casual leave into paid holidays
IV 10 days Casual Labourers who have attained temporary status and who are being allowed to avail of
3 National Holidays like regular line staff.
V 10 days Railway servants on the Northeast Frontier Railway described in para 2 (ii) of Board’s letter
No. E(G) 83 AL 12/8 dated 23.07.1984 [RBE 44/98 & 70/04]
Note : Additional benefit of 4 days will be applicable in the form of special casual leave, in a calendar year, to
Railway employees with disability, for specific requirements relating to the disability of the official. [RBE
No. 201/08]
Note- 1 Casual leave for half-a-day either for the pre-lunch periods, casual leave may be granted for
half-a-day and if there is only one period of working on Saturday, the leave should be for a full day.
[[Link].E(G)72LE21/41, Dt 10.04.73] 2 A
Railway servant, who has taken casual leave for the half-a-day on the afternoon of a working day and is
unable to resume duty on the next working day due to unexpected sickness or compelling grounds
and he has no casual leave at his credit, may, as an exception to the general rule, be permitted to
combine half-a-day’s casual leave with regular leave. In no other situation can this facility be allowed
[RB L. No. E(G)65 LE29 dated25.06.1966]
Compensatory Casual Leave
Compensatory Casual Leave is a leave admissible to non-gazetted railway servants (excluding
supervisors) for attending duty / office on weekly rest / holiday / Sunday – Some important
instructions in this regard are as under :-

1. Staff who are governed by the hours of Employment regulation and are required to attend office
on Sunday and other holidays should be given only a compensatory off in lieu of such attendance and
no conveyance hire. The staff not governed by those regulation may, however, in similar
circumstances be given the option either to accept conveyance charge or compensatory off. (CCL).
[RB letter No. F(E)59/AL-7/(1) dated 8.7.1959 (NR PS No. 588)]

2. Compensatory leave in lieu of attendance on holiday should be availed by the staff concerned
within 14 days of the gazetted holiday attended, after which this benefit will laps.
[GM/NR No.433E/38(Eiv)dt 13.4.60 (NR PS No. 744)]

3. As far as possible compensatory ‘off’ be given to the staff governed by HOER in lieu of periodic
rest spent in travelling on duty or happen to be on tour at an outstation on the day of rest and actually
perform duty at that station. [NR PS No. 2001]
4. Supervisory staff would not be eligible to the benefit of compensatory casual leave.
[GM/NR No. 433E/38(Eiv) dated 06.4.1963; (NR PS No. 2001)]

5. Compensatory leave should not be allowed to be prefixed or suffixed to earned leave, Sunday and
other holidays as a normal rule. Discretion, however, being exercised for prefixing / suffixing
compensatory leave to casual lave only by the authority competent to sanction earned leave.
[GM/NR No. 433E/38(Eiv) dated 15.06.1963. (NR PS No. 2068)]

6. Compensatory periods of rest due to an employee other than excluded class IV employee under
the proviso to sub-section (4) of section 71 (D) of the act shall be granted within a month and to an
excluded class IV employee within two months from the date of rest is foregone.
[RBd [Link]. E(s)158/Adj/25 dated 30.08.1962 & E(Trg)/Adj/33 dated 24.5.193. (NR PSNo. 2190)]

7. In supersession of instructions contained in NR PS No. 744, it was decided that compensatory

leave in lieu of attendance on gazetted holiday should be availed of by the staff concerned within a
period of one month of the gazetted holiday attended, after which the same will lapse. Such
compensatory leave can be combined with regular leave, casual leave, holiday and Sunday (including
other weekly offs) subject to the condition laid down in para 2219-RII.
[GM/NR No. 433E/38(Eiv) dated 14.09.1965 NR PS No. 3119)]

8. There is no prohibition nor is there sanction necessary for grant of compensatory rest even after
the stipulated periods in rare cases where it may not be possible to adhere to the rules but it would be
ensured by exercising adequate administrative control and check that there is no accumulation of
compensatory rest over several months, aggregating to a regular spell of leave.
[Rly Bd letter No. E(LL)73/HER/36 dated 6.9.73 (NR PSNo. 5996)]

9. No railway servent in respect of whom an exemption has been made under rule 9 shall be required
to work for more than fourteen days without a period of rest and shall be provided with compensatory
rent within this period.(Rule 13 of RS (HOWPR-rules -2005)
 PASS RULES
Of all the welfare schemes on Indian Railways, granting of Passes / PTO’s to the Railway
employees is one of the oldest and most important welfare measures and issuing of passes
and Privilege Ticket Orders to Railway servants is mainly regulated by Railway servants
(Pass) Rules 1986. This rule applies to all Railway Servants but shall not apply to :- [Rule 01
of RS(P) R 86]
i. an apprentice engaged under the Apprentices Act ;
ii. a person in the casual employment or employed on daily wages;
iii. any person under the administrative control of the Ministry of Railways who by a
general or special order is, excluded from the facilities of Pass or a Privilege Ticket
Order under these rules.
1. Definitions : In these Rules, unless the context otherwise requires:- [Rule 02]
a. 'adopted child' means a child for whom there is satisfactory proof of adoption
irrespective of the fact whether such adoption is permissible or not under the personal
law governing the railway servant concerned.
b. 'attendant' means a person exclusively employed on salary in the personal service of a
railway servant.
c. 'dependent relative' in relation to a railway servant, whose father is not alive, means:-
[Link] including a divorced mother;
ii. unmarried or widowed sister;
iii. brother/step-brother under twenty one years of age provided he resides with and is
wholly dependent on the railway servant;
iv. invalid brother of any age,
v. brother who has attained the age of twenty one years and is a bonafide student of a
recognised educational institution:
vi. legally divorced sister. [RBE No. 26/98]
vii. Widow mother-in-law in case of widows appointed on compassionate grounds,
whether her father is alive or not. [RBE No. 194/01]
(Note :- Since, the provision of Rule 02(a) do not stipulate mentioning the word ‘Adopted’
before son or daughter on the Pass/PTO to be issued to a Rly. Servant, the same should
not be mentioned on the Pass/PTO) (Rly. Bd’s letter No.
E(W)2010/PS-5-1/2 DT. 17.05.10)
Provided that a person shall not be considered to be a dependent relative if his/her income
from all sources including pension, dearness relief, etc. exceeds 15% of pay per month
of the Railway servant or the amount arrived at by adding Rs. 9000 to the dearness relief
admissible to the pensioners/family pensioners on pension of Rs. 9000 or 15% of pay
whichever is more. [RBE No. 132/16]
Provided further that a Pass or Privilege Ticket Order may be issued in favour of
dependent relatives mentioned at (iv) and (v) only on production of a certificate from a
Railway medical officer or the head of the recognised institution, as the case may be.
[RBE 87/03]
Provided further that dependent relatives may be included in the Privilege
Passes/PT0s given to the railway servants in cases where father is missing for a period
of at least 7 years, Passes/PT0s can also be given to the sisters in similar
circumstances. However, an affidavit as to the period since when the person is
missing, duly attested by a Magistrate is necessary.
d. 'family' includes:-
i. spouse of a railway servant whether earning or not;
 ii. son or sons who have not attained the age of 21 years and are wholly
dependent on the railway servant;
iii. son or sons of the age of 21 and above who are;
[Link] students of any recognised educational institution;
[Link] in any research work and do not get any scholarship/stipend;
[Link] as an articled clerk under the Chartered Accountant;
[Link], on appropriate certificate from Railway Doctor;
iv. unmarried daughters of any age whether earning or not;
v. widowed daughters provided they are dependent on the railway servant;
vi. legally divorced daughter who is dependent on the railway servant;
i. the term ‘Guardian’ need not necessarily be interpreted in its legal sense. It may mean
an adult dependant relative or an adult member of the family; a paid nurse, Governess
or an attendant. When none of these are available a pass in favour of a Guardian, as
admissible under these Rules, may be given to another person at General Manager's
discretion.
e. 'Pay' means the amount drawn monthly by a railway servant as basic pay;
[Link] the case of Running Staff, basic pay plus 30% thereof or any other percentage of
basic pay declared as pay from time to time;
ii. any other pay which may be specially classified as pay by the President.
iii. Kind of Passes: [Rule 04]
A railway servant or the entitled members of his/her family and dependent relatives as
defined in these Rules may be issued the following kind of passes, namely:
1. Duty pass;
2. Privilege pass including passes while on deputation;
3. School pass;
4. Post-retirement Complimentary pass;
5. Widow pass;
6. Residential card pass; and
7. Special pass.
(1) Duty Pass: [Rule 05 & Schedule I & RBE 18/11]

Duty passes, as detailed below, are issued as per entitlement in connection with performing
Railway duty for going outside headquarters.

SN Category Pay Scale / Grade Kind of Pass to Entitlements

Pay which entitled
(a)(i) CRB/All Members of RB, FC, CRS Level- 16&17 For Official duty in Indian Railways
& officers who are equal in grade & 'Gold Pass' in any class. (along with family) 2
(ii) status GMs & others officers who AC-1+2 AC-2 or 1AC-1 +3 on
directly reported to Railway Board. payment of 1/3rd diff. Fare bet.1-AC
class &2-AC class respective
train.(mail [Link]) or all 4 seats in
2-AC
(b)(i) All Officers in (Level- 14&15) Alone in any class or along with family
'Silver Pass' in any class other than 1st AC; or along
(ii) HAG All officers in with family in 1st AC on payment of 1/3rd
difference. 1AC-1 +3
SAG

(c)(i) All officers in Selection Grade (Level- 12&13) Alone in any class or along with family
'Bronze Pass' & in any class other than 1st AC; or along
1ST A pass with family in 1st AC on payment of
holders (with 1st 1AC-1 +3 1/3rd difference.
 (ii) Officers with more than 3 yrs service AC authority)
in the Grade

d) ‘Bronze Pass’ & Entitles the holder to travel in any class

All other Group A & B Gazetted (Level- 08 to11) First A pass other than 1st AC along with family
officers holders
Note: (1) All officers can travel on duty in 1st AC Class of Mail/Express Trains on payment of 1/3rd of difference of fare between
1st AC Class and AC Sleeper Class.
(2) Entitlement on Duty is subject to a maximum of 4 berths / seats.
(3) Entitlement on higher class includes lower class travel as per trainaccommodation.
(4) Officer in SAG (NSG) are allowed to travel 1st AC Class while on duty.( E(W)2015/PS-5-2/6/Misc. Dated
18.05.2015)
1. Return Pass for Family: If a railway servant of Group 'A' or 'B' is required to cut short his tour
and/or return to headquarters by air or by some other means of transport leaving behind his
family, he may be allowed return journey pass of the same class as on privilege account for his
family to enable them to return to the headquarters. [01 of Schedule I]
2. The family of a probationer in Gr 'A' may be included in the duty pass when
accompanying him during the period of probation on his journey to and from different places of
training. [02 of Schedule I]
3. Duty Passes are not admissible during leave other than casual leave taken in continuation
of period of duty. [09 (1) of Schedule I]
4. Metal passes/Duty passes as the case may be, should be surrendered by the employee
when proceeding on any kind of leave except CL or on transfer or when he/ she is dismissed
or removed or discharged from service. Metal passes need not be surrendered if officer take
LAP for a short period in continuation of their tour or duty. [09 (2) of Schedule I] [RBE 156/02]
5. Metal pass can be used for return journey while on official duty away from headquarters
and availing LAP for short period [RBE 156/02]
6. It Will be the responsibility of the Railway servant to surrender his Metal Pass or duty
card pass or to pay the penalty therefore if lost, before demitting office on superannuation or
otherwise. The Railway servant must obtain the 'No Objection Certificate' from the Pass
Section and submit it to the concerned authorities before his settlement dues are released.
[RBE 104/2000]

7. Officers who are in Administrative Grade with basic pay of Rs. 14300/- & above (Vth CPC
scales). But the officers serving on adhoc basis against J.A. post on charge allowance are not
entitled to this facility. (R.B. [Link].- E(w)2010/PS 5-1/25 DT. 15.12.10 & RBE – 72/07)
8. For travel by cabs of EMU trains on duty, necessary endorsement on Duty Card Passes
may be made. [09 (4) of Schedule I]

Privilege Pass: [Rule 06 & Schedule II]

Privilege passes are issued to a Railway servant on privilege account as per entitlement given
below consequent upon revision of pay scales under 6th Central Pay Commission. [RBE 03/11]
Category Class of Privilege Number of Privilege Pass and Privilege Ticket Type of duty Pass
Pass and Privilege Order admissible
Ticket Order
admissible Privilege Pass Privilege Ticket order
 1. Group 'A' & I Class 'A' 6 sets per year 6 sets per year. In case of Ist class ‘A’ Pass
Group 'B' those Railway employees
(Gazetted) who had opted / are
compulsorily governed
under the scheme of widow
passes entitlement would
be limited to four sets of
Privilege Ticket Orders.

2. Non-Gazetted employees
(i) In Grade I Class 1 Set per year upto 6 sets per year. In case Ist class Pass
Pay Rs. the end of 5th year of those Railway
4200/- and of railway service. employees who had
above 3 Sets per year opted /
(This are compulsorily
after 5 years of
includes governed under the
ASM in Railway scheme of widow
level 6 Gp Service passes entitlement
4200) would be limited to
RB Letter four sets of Privilege
Dated Ticket Orders
30.06.17
(ii) In Grade II Class ‘A’ Pass 1 Set per year upto 6 sets per year. In case IInd class ‘A’ Pass
pay Rs. the end of 5th year of those Railway
2800/- of railway service. employees who had
3 Sets per year opted /
after 5 years of are compulsorily
governed under the
Railway scheme of widow
Service passes entitlement
would be limited to
four sets of Privilege
Ticket Orders
(iii In Grade One II class ‘A’ 1 Set per year Railway employees IInd class ‘A’ Pass
) Pay Rs. pass in a year, upto the end of who had opted /
1900/- and remaining passes & 5th year of are compulsorily
above but PTO’s of railway service. governed under the
below grade Second/Sleeper
3 Sets per scheme of widow
pay Rs class. year after 5 passes entitlement
2800/- would be limited to
years of four sets of Privilege
(iv Employee in One II class ‘A’ Railway Ticket Orders Second / Sleeper
) Grade Pay pass in a year, Service Class pass
Rs. 1800/- remaining passes &
PTO’s of
Second/Sleeper
class.
Note - (A) In terms of the extant instructions the holder of IInd Class ‘A’ pass shall be
entitled to travel by AC-3 tier class in trains other than Rajdhani/Shatabdi/Duronto Exp.
Trais. IInd Class ‘A’ Pass is of yellow colour.
(B) Rly. employees having less than 5 yrs. of service & drawing G.P. 1800 & above but below
2800 are entitled for one IInd class ‘A’ in a year even if they are eligible for only one set of
privilege pass owing to the length of their service. [RB [Link]. E(W)2008/PS 5-1/38(pt) dt. 04.12.12]
1. The school certificate should be submitted once a year for the son or other dependent who are
over 21 years of age at the beginning of the academic session. However, where the studies are
discontinued, an intimation of the same should immediately be given to the Pass Issuing
Authorities. A Certificate may, however, be insisted upon in case of doubt as regards continuance
of studies. [2 (a) of Schedule II]
Note :- Dependent son, who is neither a scholar nor invalid and is about to complete 21 yrs.
of age during the validity period of privilege pass being issued to Rly. Employees, the pass
may be issued in the following manner :-
(i) The privilege pass may be issued with a validity period up to the date preceding the date
on which the son will be attaining the age of 21 yrs; or
(ii) Privilege pass may be issued with validity of full 4 months (now 05 months vide RBE 41/12)
excluding the name of the son of the employee. (RBE 10/09)
2. Not more than two dependents can be included in a Pass/ PTO subject to the condition that
the total number of persons included in the Pass/PTO will not exceed 5 exclusive of Attendant
wherever permissible. This limit will not apply if only family members are included in the
Pass/PTO. [3 (ii) of Schedule II]
3. When the Railway servant himself or a member of his family or a dependant is blind in both
eyes and has to travel alone on a privilege pass, one companion may be allowed to travel in the
same class in which the blind person is travelling. This facility is granted on production of a
certificate from Divisional Medical Officer of the Railway concerned. [3 (iii) of Schedule II]
4. Consequent upon the decesion of the Bd’s to enhance the period of advance reservation
from 90 days to 120 days, the validity period of full/half sets of Privilege/Post Retirement
Complimentry /Widow Passes & PTOs shall be one month more than the advance reservation
period, in general, hence, the validity of such Passes/PTO’s shall be Five months. However ;
if advance reservation period is reduced in future, the validity of Pass/PTO will not be less
than four months period. [RBE 41/12]
5. Validity period of a half set of Privilege Pass/Post-Retirement Comp./Widow Passes and
PTOs has been revised from three months to four months as in the case of full set passes & further
rivised to five months in view of the enhancement of the period of advance reservation from
90 to 120 days vide Bd’s letter dt. 26.03.12. [RBE No. 82/08 & 41/12]
6. Break of journey enroute shall be permissible on Privilege Pass at any stations as desired
by the Pass holder. [In addition, the Station Master/ Ticket Collectors may be authorised to
make an endorsement on the pass in case an unscheduled break journey is desired by the pass
holder due to any unforeseen circumstances. [RBE 10/2000]
7. Privilege pass shall be issued for journey from the starting station to the destination
station, provided that a longer route may be permitted:- [3 (vii) of Schedule II]
(A) If the destination via longer route does not exceed by fifteen percent of the distance via
the direct route.
(B) If the longer route to destination is quicker than the direct route irrespective of distance
involved.
8. in case the Railway employee is not available to apply for a Privilege Pass or PTO being
on TA duty or on temporary transfer to other place or on deputation or for any other reason,
the family member or dependent relative defined in these rules may apply for and be issued
privilege passes/ PTO at their request. [3 (viii) of Schedule II]
9. Pass-holders may travel in a class higher than that for which a pass is held on payment of
difference in advance between the fare of the class of pass held and that of the higher class in
which the pass holder intends to travel, except in the case of First 'A' Privilege Pass holders,
who can travel in First AC Class on payment of 1/3 of the difference of the fare between First
AC and AC Sleeper Class. When a pass is changed to a higher class the free allowance of
luggage will be the same as those for ticket holder in the higher class or as per the luggage
allowance admissible on the privilege pass in the entitled class, whichever is more. The right
to take an attendant free shall be regulated by the class of pass held by the Railway servant.
[3 (x) of Schedule II]
10. Unmarried daughter even if earning is eligible for inclusion in the passes/PTOs issued to her
father/mother who is/are both railway employees subject to the condition that if she is also a
Railway servant, a corresponding debit shall be made in the pass account of the daughter as well
to the extent of her own entitlement of passes as a Rly. employee and thereafter she may be
included in the passes/PTOs issued to her father/mother in the same manner as an unmarried
earning daughter who is not a railway employee. [3 (xi) of Schedule II]
11. If both husband and wife are railway servants and are entitled to passes and privilege ticket
orders in their own right, they are eligible for passes and privilege ticket orders separately for
the full number of sets and the class of passes and PTOs prescribed under the rules. Either of them
can include the other in their passes or PTOs. Children are also permitted on passes/ PTOs both
on the father's and mother's account. [3 (xii) of Schedule II]
12. When an employee has availed all passes due to him/her in a calendar year, one set of
passes and/or one set of PTO may be issued to him/her for journeys commencing in the next
year only and the pass/PTO may be debited to the next year's pass account. Such pass/PTO
should not be issued more than one month more thanthe Advance Reservation Period. (Which
is 5 months at present) in advance of beginning of the next years. These passes/PTO may be
valid for 05 months, from the date of issue.
[3 (xiv) of Schedule II][RBE 7/2001 & 82/08, 80/11 RB letter Dated 02.09.2015]

13. When neither of the parents, none of the adult family member and none of the adult dependent
relative travels with the miner children of a Gazetted Railway servant a Nurse or other person at
the General Managers discretion, may be included in the pass. Minor children may include sons
/ step sons / adopted sons or dependent brothers under 15 and daughters, stepdaughters, adopted
daughters or dependent sisters under 18. [3( xvii(a)) of Schedule II]
14. Pass forms shall be of the following colours : [3(xxi(a)) of Schedule II]
First Class 'A' - White
First Class - Green
Second Class 'A' - Yellow [RBE 17/99 & 88/03]
Second Class - Pink

15. Physically handicapped railway employees (Group 'C' and 'D' ) who are eligible for second class
pass under pay limit, maybe granted Higher Class of Privilege pass but not higher than First Class,
with an escort in the same class, in lieu of their total entitlement of Privilege Passes. The number of
passes will be only one set in a year even if the employee is eligible to three sets of passes per year.
Where the entitlement of the employee is less than 3 sets and not less than one set of Privilege passes,
the facility of First Class pass along with an escort in the same class, may be allowed in 1 set of pass.
[3(xxv(1)) of Schedule II]

16. Non-Gazetted physically handicapped Railway employees who become entitled for First Class
Pass, under pay limit may be allowed an option either to avail the privilege passes, as per their
entitlement or avail two sets of Privilege pass with an escort in the same class, in each of the two sets
of passes by surrendering the remaining one set. Where the entitlement of the employee is less than 3
sets of Privilege passes the facility of escort may be allowed in one set of pass. [3(xxv(2)) of Schedule II]
17. In the case of Gazetted physically handicapped Railway employees, an option may be given either
to avail of privilege passes as per their entitlement or to avail 3 sets with an escort in the same class in
each of the three sets of privilege passes by Surrendering the remaining three sets of passes.
[3(xxv(3)) of ScheduleII] “
Provided the facility at 1,2,and 3 above will be allowed on the recommendation of the DMO and
where the employee has no family or eligible member for inclusion in the pass. However, the 2ndpart
of the the condition will not be applicable where the employee’s spouse and other member(s)eligible
for inclusion in the Pass are physically challenged or invalid or children below the age of 12 years.”(RB
letter No. E(W)2016/PS5-1/5 New Delhi.06.04.2017)

18. Passes and PTOs may be issued in favour of more than one legally married wives of a Rly. servant
provided that separate passes and/or PTOs are issued and counted against the Rly. Servant’s Pass
account. [3(xxvii)of Schedule II]
19. Married daughter may be included in pass/PTOs when her husband is missing for a period of at
least 7 years subject to the production of an affidavit signed by the railway servant concerned and
attested by a Magistrate regarding the missing period. [3(xxviii)of Schedule II]
20. In cases When an employee is unable to accompany his family or dependent relative, he will be
eligible for a pass for himself either to precede or follow his family or dependent relative either on
outward or return journey or on both subject to production of evidence to the personal satisfaction of
the pass issuing authority regarding the employee's inability to accompany his family or dependent
relative. In such cases, the two outward and the two return journey passes (i.e. one outward and one
return for the family or dependent relative and one outward and one return for the employee) will
constitute one set. A reasonable time-limit not exceeding one month should be imposed between the
issue of these separate passes. This facility is not admissible to retired Railway employees.
[3(xxxi) of Schedule II]

21. Privilege Passes/PTOs to be issued to the employees who are about to retire/ superannuate, may
be issued for the normal period of availability admissible under the Rules even if it is beyond the date
of superannuation of the employee. It would however be subject to the condition that the total number
of passes issued to a railway employee in service as well as after retirement will not exceed the total
number to which he/she was entitled while in service. [3(xxxiii) of Schedule II]
22. Privilege passes/PTO are not permissible to sons/dependent brothers over 21 years of age
who have appeared in or passed final examination even if the Railway employee certifies that
the son /dependent brother is seeking further admission and would continue further
studies.[3(xxxv) of Schedule II]
23. In the case of Non-Gazetted Railway employees, apprenticeship period will be treated as
qualifying service towards pass benefits. [3(xxxvi(b)) of Schedule II]
24. Children born out of void marriages are eligible for inclusion in any kind of railway
passes. [RBE 39/05]
25. Year ending passes can be issued during the next four months but upto the validity of 30th
April. [RBE 178/93]
26. Group “D” employees shall continue to get second class pass after ACP and Group “C”
employee do not become gazetted employee on the basis of financial upgradation given in
Group “B”/Group “A” scale under the ACP scheme. However, a group “C” employee, may
become eligible for 1st class pass on the basis of his revised basic pay after financial
upgradation. [RBE 200/02]
27. The benefit of passes /PTO,s corresponding to the next higher grade pay granted under
the MACP Scheme will be available to the employee. (RBE 06/11)
Entitlement of Passes / PTO in case of Deputation in India / Abrod
[Schedule II]
5. Eligibility for privilege Pass and Privilege Ticket Orders and school Passes during the
period on deputation to departments other than Central Secretariat/ Public Sector
Undertakings on the same scales as admissible to the railway servant for a maximum period
of 4 years. (Sch II(Deput. (i))
6. For railway servants who are on deputation to Central Secretariat i.e.
Ministries/Departments of the Government of India, the period of admissibility on full-scale
will be as per tenure allowed from time to time. [Schedule
II(Deputa.(ii)]
7. For Railway servants who are on deputation to Public Sector Undertakings including
RITES/IRCON the period of admissibility to full benefits will be as under:- [Sch II(Deputa. (iii)]
(a) for posts which are declared as top posts carrying the pay scale of Rs. 5900-7300 (Pre VI
PC) and above are eligible for 2 years and remaining employees working on any other posts
are eligible for 3 years.
8. Where the deputation of a railway servant is extended beyond the normal period
specified above, the privilege Pass facilities will be continued on the same scales only if the
employer is prepared to bear the cost of Passes issued. Where the employer is not prepared to
bear the cost, the Railway servant shall be allowed passes at the lowest scale applicable to
retired railway servants of his category even though he may not have completed the minimum
qualifying service for this purpose provided that if the Railway servant is entitled to a higher
scale of privilege pass if he had retired from railway service on the date on which he would
complete the normal period of deputation, he shall be entitled to the same scale of Passes
which he was drawing on that date. [Sch II(Deputa. (iv)]
9. Railway servants who are sponsored for foreign service on Govt. to Govt. basis, as
also those whose applications have been forwarded through the Department of Personnel for
various assignments will be eligible to passes at the lowest scale as applicable to retired
railway servants of their class even though they may not have completed the minimum
qualifying railway service for this purpose and where they have completed minimum
qualifying railway service, they will be entitled to the scale of privilege passes as admissible
to retired railway servants of their class, if their families are left behind. In other cases, the
officers will be allowed only one set of passes/ PTOs per year on requests received. [Sch
II(Deputa. (vii)]
10. Permanent railway servants and temporary railway servants with more than 3 years
continuous railway service, whose applications have been forwarded and who have been selected
and appointed for post in other Central Government Departments/Offices, Public Sector
Undertakings or autonomous bodies may be allowed the benefits of passes/PTOs for a period of
two years from the date of relief from the Railways, during which they are permitted to retain
their lien. [Sch II(Deputa. (viii)]
Note: Benefits of Suburban, Residential Card passes, Concessional Season Tickets etc. are not
admissible to Railway employees on deputation to non-railway departments. [Sch II(Deputa. (i)] School
Pass: [Rule 07 & Schedule III]
A school pass may be issued to the son or daughter of a Railway employee who is a bona-fide
student of any recognised educational institution. For the purpose of these Rules, School /
college means School or College both academic and professional, Recognised by the State /
Central Govt. / Recognised Universities. [xi (1) of Schedule III]
(i) 03 sets or 6 half-sets School passes can be issued in a year for journey of each children of
employees during the recognised vacations of more than 03 days from the place of education
to the residence of employee on production of certificate duly issued by the Head of the
Institute / Principal of School. [i of Schedule III]
(ii) A parent or guardian may be included in a School pass, which is issued for son of under
18 years (& even above 18 years of age in case son is handicapped) and in case of daughter
of any age. [iii of Schedule III]
(iii) If both mother and father are employed in Railway, then school passes are issued from
one account only. [xi(8) of Schedule III]
(iv) A parent including a step-parent or guardian in the same class may be included in a pass
outward or inward and he/she may be issued a separate pass for going to bring the student or
returning alone after leaving the student at school / college etc. and the passes thus issued
shall be treated as part of one half set of school pass, i.e. it will not count as a separate half -
set. If the attendant be a guardian he/she will be issued only a IInd class pass. [iv
of Schedule III]
(v) The children of railway employees studying in Oak Grove School, Jharipani, who are not
ordinarily entitled to Ist Class Passes, May as a special case, be issued I class Passes from
their homes to Deharadun at the beginning of school session and from Dehradun to their
homes at the conclusion of the school session. This provision equally applies for their up and
down journeys during authorized vacations. On these occasions I class Passes may also be
issued to the escorts (School
teachers) for their up and down journeys. [(i) of Schedule III & RBE 136/03]
(vi) School passes are admissible for students including those who are engaged in research
work and are not getting any stipend / scholarship, other than on merits / means basis.
[v of Schedule III]
(vii) A school pass can be issued to travel to recognised institution for admission and back
to head quarters of the railway servant. [iv of Schedule III]
(viii) School passes are admissible for travel to examination center for submitting forms of
admission and to take up examination and back to headquarter and for taking examination at
place other than the place of school or college. [vi of Schedule III]
(ix) Break of journey en-route is permissible on school pass if endorsement to this effect
is made on the pass. [xi (3)of Schedule III]
(x) In case where school pass is sought to / from a place other then the Railway
servant’s headquarters or the permanent address place of residence of the other parent, if it be
different or where either parent is residing even if temporarily such as during summer
vacations, etc. the pass shall be issued with the approval of gazetted officer who shall satisfy
himself about the bonafides of such request, with reference to the passes /PTO’s already
issued for the parent’s journey to such a place. [xi (4) of Schedule III]
(xi) Travel on educational tour forming part of the school syllabus is also eligible for school
pass. [ix of Schedule III]
(xii) Issue of School passes will not be affected by the stoppage of privilege passes of an
employee on any account including by wayof punishment. [xi (6) of Schedule III]
(xiii) Incidents of suspension will not affect the eligibility of Railway employees to school
passes. [xi (7) of Schedule III]
(xiv) The School pass can be issued upto four months in advance as per the request of the
Rly. Employee. However, the reasonable validity period on these passes may be decided by
the pass issuing authority. [RBE 101/11]
(xv) Entitlement of School pass is as under :-
Category Entitlement
1. Group 'A' & Group 'B' (Gazetted) I Class 'A'
2. Non-Gazetted employees :-
Ist Class
(i) In Grade Pay Rs. 4200/- and above IInd Class 'A'
(ii) In Grade Pay Rs. 2800/- IInd /Sleeper Class
(iii) In Grade Pay below Rs. 2800/-
However, the children of railway employee studying in Oak Grove School, Jharipani, who
are not ordinarily entitled to Ist classes passes, may, as a special case, be issued Ist class
passes from their homes to Dehradun at the beginning of school session and back to their
homes at the conclusion of the school session. The above provision equally applies for their
up and down journeys during authorized vacations. On these occasions, Ist class passes may
also be issued to the escorts (school teachers) for their up and down journeys; [RBE 145/11]
School Card Pass [Schedule III]
School card pass will be issued as per eligibility for student son / daughter of the railway
servant to commute between the station of the residence of the railway servant and the station
nearest to the school / college on production of a certificate from the recognised institution
where the student is studying subject to such restrictions like those parting to distance etc.
that may be imposed by Railway depending on local circumstances for issue of such passes.
In non suburban sections, however, the normal class of entitlement as on privilege account
would be admissible. [RBE 63/2000]
Entitlement of School card pass is as under :- [RBE 145/11]
Category Entitlement
1. Group 'A' & Group 'B' (Gazetted) I Class 'A'
2. Non-Gazetted employees :-
Ist Class
(i) In Grade Pay Rs. 4200/- and above IInd Class 'A'
(ii) In Grade Pay Rs. 2800/- IInd /Sleeper Class
(iii) In Grade Pay below Rs. 2800/-
Post-retirement Complementary Pass: (Rule 8 & Schedule IV)
Post-retirement complimentary passes may be issued to a railway servant as detailed below
after retirement or after he ceases to be a railway servant on 20 years of qualifying service :-
Category Number of passes
admissible in one year
Group A & B
(a) With Railway service of 20 years or more. 3 Sets
Group C & D
(a) With Railway service of 20 or more 2 Set
Note: A benefit of additional 5 years service for post-retirement complimentary passes may
be allowed to those medically decategorised /unfit Railway servants who retire either by
refusing to accept the alternative post or the alternative post being not available.
Conditions for issue of post-retirement complimentary pass
1. Post-retirement complimentary Passes are issued to Railway servants for self,
wife/husband, children and [widowed dependent mother [RBE 13/1996] only subject to the
same conditions as applicable to railway servants in service. [(i) of Schedule IV]
2. (A) Post retirement complimentary passes shall not be issued to those Railway
servants who are dismissed from service.
(B) Post retirement complimentary pass shall not be issued to those Railway Servants who
are removed from service on or after 26.10.2005.
(C) Post retirement complimentary passes shall be issued to those Railway servants who are
dismissed or removed from service on or after 26.10.2005 but are granted compassionate
allowance in terms of Rule 65 of Railway Service (Pension) Rule 1993. Such passes shall be
issued from the date of grant of compassionate allowance. [RBE 180/05]
3. A retired Railway servant will be eligible to the same class of Post-retirement pass, as
he was enjoying at the time of service. [(ii) of Schedule IV]
4. Railway Servants who have been promoted to a higher grade on regular basis and
retire from the higher grade may be given post retirement complimentary passes
corresponding to the higher post. However, in cases of adhoc promotion, the benefit of post
retirement passes corresponding to the higher post will accure only after 3 years of adhoc /
officiating service. [RBE 51/95]
5. In the year in which the Railway servant retires from service he is entitled to that
number of single journey Post-retirement complimentary passes which represents the
difference between the number of privilege passes he is normally entitled to in a calendar
year while in service and the number actually availed by him, provided the total number of
Post-retirement complimentary passes applied for after the date of retirement does not exceed
the number of post-retirement complimentary passes for which he is entitled in a calendar
year. [(v) of Schedule IV]
6. In cases where both, husband or wife are retired Railway servants, they may avail the
complimentary passes on each other's account. [(vi) of Schedule IV]
7. When a retired Railway servant himself or a member of his family eligible for
inclusion in post-retirement complimentary pass is blind in both eyes, and travels alone, one
attendant may be allowed to travel in the same class in which the blind person is travelling
duly including the attendant in the complimentary pass, on production of a certificate from
Medical Officer of the Railway concerned to the effect that the person concerned is blind in
both the eyes. [(vii) of Schedule IV]
8. A benefit of 5 years service on voluntary retirement is granted towards the qualifying
service for the grant of post-retirement complimentary passes on the same conditions as are
laid down in Bd's letter No. E(P&A)I 77 RT-46 dated 9.11.77. [(viii) of Schedule IV]
9. Period of service rendered by the employees in non-railway departments or
establishments’ prior to joining railways service will not count except where such non-
railway service has been counted along with railway service for pensionary benefits. In
respect of Railways servants whose past non-railway service has been counted along with
railway service for pensionary benefits, a weightage equivalent to half of such non-railway
service will be taken into account for the purpose of making good, the shortfall in the
minimum required 20 years of railway service in order that they become eligible for Post
Retirement Complimentary Passes and in such cases, the number of Post-Retirement
Complimentary Passes shall be as admissible on completion of minimum required twenty
(20) years of Railway service only. [RBE 61/07 & 65/08]
10. Misuse of a post-retirement pass renders the retired Railway servant liable to be
deprived of the privilege of getting such passes. [(xiii) of Schedule IV]
11. All First 'A'/First Class complimentary Pass Holders are entitled to take one attendant
free with them in Second Class/Sleeper Class (clarified vide No. E(W)97PS5-1/4 dated
29.5.1997)subject to the conditions stipulated for privilege passes. [(xiv) of Schedule IV]
12. Senior Citizen I/ I 'A' pass holders can carry a companion in lieu of attendant subject to
following conditions: [(xiva) of Schedule IV]
(A) The facility of a Companion will be allowed only to retired railway servants who
are above the age of 65 years.
(B) The facility of companion will be permitted only when the pass holder / eligible
member of family will travel in sleeper class.
(C) If any other eligible family member below the age of 65 years is included in the
pass than the facility of travel in sleeper class with a companion will not be permitted.
(D) The senior citizens are also allowed to take a companion along with them in higher
class on payment of full difference of fare.
(E) The facility of companion in lieu of attendant is also permitted when the pass
holder and / or eligible member of family are traveling along with mentally retarded /
physically disabled son or daughter.
(F) Retired railway employees of 70 years of age and above who are entitled to 1st class
st
/ 1 A posts retirement complimentary passes may take a companion in the same class in all
trains, by paying 1/3rd of difference of fare between sleeper class and the class in which the retired
railway employee travels, on fulfillment of laid down conditions. [RBE 164/09]
13. Legally valid adopted child (adopted after retirement ) can be included in the post
retirement comp. Passes. [(xv) of Schedule IV]
14. Legally divorced daughter and widowed daughter may be included in the post
retirement comp. Pass as dependent relative of Retired Railway servant, provided they reside
with retired railway employee and subject to fulfillment of the income criteria laid down for
this purpose. [RBE 63/03]
15. Identity card with photographs of retired railway employee and eligible family
members shall be issued by the railway administration and this should be carried while
travelling. [(xix) of Schedule IV]
16. One set of post retirement comp. Pass shall be disallowed for every month of
unauthorized retention of Railway Quarter. For this purpose, a part of a month exceeding 10
days in any calendar month shall be taken as a full month. [(xx) of Schedule IV]
17. Retired Railway servants can be issued passes for court attendance to give evidence in
Criminal / Civil suit etc. to which Govt. is a party with the condition that travelling expenses,
including cost of trains fare granted by the Court, if any, shall be deposited to railway revenue
within 15 days of receipt. [RBE 142/98]
18. A retired Rly. Servant may be issued, one set of Complimentary Pass not more than 100
days in advance of beginning of the next year, for journeys commencing in the next year duly
debiting such issue of Complimentary Pass in the next year pass account the validity of the
pass shall be four months from the date of issue. [RBE 80/11]
19. Since all the posts carrying GP 1800/- in PB-1 have been classified as Group ‘C’ the
employees retiring from these group ‘C’ posts would automatically be entitled for Post –
Retirement Complementary Passes/widows pases as per group ‘C’ entitlement.
[RB [Link]. E(w)2010/PS -5-8/4 dt. 02.03.12]
Passes to widows of Railway Employees: [Rule 9 & Schedule V]
1. Passes may be issued to the widows of railway employees, who were in Railway
service on or after 12.3.1987 and expired on or after that date whether after their retirement or
during service and had opted for the scheme or were automatically governed under the
scheme and Widows of Railway employees who were in service before 12.3.87 as well as
widows of railway servants who had opted out of the scheme of widow pass have also been
made eligible for widow pass, on one time payment of Rs. 250 towards the cost of 2 sets of
PTO. [RBE 83/98 & 52/01]
2. In cases of Railway employees who have opted for the scheme of Widow Pass or
those who are compulsorily governed under this scheme, shall be eligible for 4 sets of PTOs
in a calendar year while in service. [1 of Schedule V]
3. The Railway Servants who get permanently absorbed in public sector undertakings,
autonomous bodies prior to 12.3.1987 and were in receipt of post-retirementcomplimentary
passes, their widow will also be admitted to the scheme of 'Widow Pass' scheme on a one-
time payment of Rs. 250. [RBE 197/99]
4. No. of Passes Admissible in a year, - Half the number of Post retirement
Complimentary Passes that the Railway servant was either receiving at the time of his demise
after retirement or in case of death in service would be notionally eligible to receive by
reckoning the date of death as the date of retirement provided that: [1 of Schedule V]
(i) The widow(s) of a Group 'D' Railway employee entitled (or notionally entitled) to one set
of Post-retirement Complimentary pass every alternate year. [1 (a)of Schedule V]
(ii) The widow(s) of any Railway employee, who dies while in service, shall be entitled to a
minimum of one set of Pass every alternate year. Thus, she will be eligible to one set of Pass in
two years, even if the service of the employee before death falls short of the requisite service
prescribed for entitlement for Post-retirement Complimentary Passes. [1 (b)of Schedule V]
5. In case there is more than one widow the passes for widows shall be given by rotation in a
specified year. [2 of Schedule V]
Note: Widows/their dependents who are eligible for such Passes should be issued Family
Identity Card by the Railway Administration and the same should be carried by them during
their journey.
6. The class of Pass would be same as is admissible to the Railway employees on
retirement or what would be admissible notionally if the date of death is reckoned as the date
of retirement, other terms and conditions would be the same as are applicable to Privilege
Passes except that: [i & ii of Schedule V]
a. Dependent relatives are not entitled to be included in such Passes. However,
dependant widow mother of the deceased Railway employee may be included in the Widow
Pass as family member of the widow. [RBE 142/2000]
b. Widow will not be entitled to this facility if she becomes otherwise entitled to the
Pass facility due to her son's employment in Railways or on her own employment on the
Railways or on her re-marriage. However the widow may exercise an option either to avail of
pass facility as a dependant widow mother by getting her name included in the privilege pass
drawn by her son/daughter or she may draw pass(es ) as per her entitlement under the 'widow
pass' scheme. Option once exercised shall be final and irreversible. [RBE 312/99]
c. Widows who are appointed on compassionate grounds may be given an option to be
exercised at the time of appointment whether they would like to avail of the pass facilities as
a Railway servant or would like to continue the entitlement under the Widow Pass scheme.
Option once exercised shall be final. At the time of retirement/ quitting Railway service, a
similar option may be given to such Widows either to be governed by the Widow Pass
Scheme or to be governed by the Post retirement Complimentary Pass Scheme in her capacity
as a retired Railway servant and in accordance with her status. Such option once exercised
shall be final. [RBE 98/03]
D Widow appointed on compassionate grounds exewrcises the option to avail pass facilities
as a Railway servant, She is entitled to Privilege/Pass/PTOs alongwith her family and
dependent relatives in her capacity as railway servant, She is also permitted to include her
widow mother – in – law in the pass in terms of Advance Correction Slip No. 37.
( RB Letter No. E(W)2015/PS 5-2/4 dated 25-08-15)
7. "Senior Citizen 1st/1st 'A' Widow Pass holders can carry a Companion in lieu of an
Attendant subject to the following conditions - [3 of
Schedule V]
i. The facility of a Companion will be provided only on the 1st Class /1st 'A' Widow Passes in
which there is already a provision to carry an Attendant as per the Railway Servants (Pass)
Rules, 1986.
ii. The facility of a Companion will be allowed only to Widow Pass holders who are above the
age of 65 years.
iii. The facility of a Companion in lieu of attendant will be permitted only when the pass
holder and/or eligible members of family above the age of 65 years travels along with the
Companion in Sleeper / 2nd Class. In other words, if any other eligible member of the family
below the age of 65 years is included in the pass, then the facility of travel in Sleeper /2nd
Class with a Companion will not be permitted.
In such cases following endorsement shall be made on the pass:-"Companion in lieu of
Attendant permitted when the Pass Holder travel in Sleeper Class/2nd Class."
[RBE 142/2000 & 14/01]
i. The 1st class / 1st A widow pass holders of 70 years of age and above will be permitted a
companion in the same class in all trains, by paying 1/3rd of difference of fare between sleeper
class and the class in which the widow of the railway employee travels, on fulfillment of laid
down conditions. [RBE 164/09]
8. This scheme will not apply to Casual Labour unless they are absorbed against regular
posts. Till the Casual Labour are so absorbed, they will continue to get 6 sets of PTOs in a
year instead of 4 sets of PTOs admissible to others who opt for the scheme of Widow Passes.
[RBE 308/89]
9. The facility of passes available to the widow of a male Railway employee shall also
be available to the widower of a female railway employee (RB No. E(W) 97 PS 5 -8/3 dated
31.3.1998) (Page No. 340 of RBO/98).
10. Widow pass shall be valid for travel in Rajdhani / Shatabdi Express trains, on the
same conditions as are applicable to Railway employees of equivalent status. A special
endorsement to this effect shall be made by the Pass Issuing Authority, also indicating the
class and number of berths allowed in the pass. [RBE 4/2000]
11. Wife of missing Railway employee / pensioner will be eligible for grant of widow
pass from the date she become entitled for Family Pension.
[RB [Link]. E(W) 98 PS 5-1/4 dated 21.05.98 (Page No. 11.15 of RS (P)R)]
Residential Card Pass: [Rule 10 & Schedule VI]
A residential card pass, as detailed below, may be issued to a railway servant who reside
away from the place of work and to travel by rail between their place of residence and their
place of work, over the sections where this facility was in vogue prior to 14.12.1953 or where
the facility has been extended by specific order of Ministry of Railways (Railway Board)
issued from time to time.
Entitlement for residential card pass will be as under :- [RBE No. 145/11]
Category Entitlement
1. Group 'A' & Group 'B' (Gazetted) I Class 'A'
2. Non-Gazetted employees :-
(i) In Grade Pay Rs. 4200/- and above(PLPM-6) Ist Class
(ii) In Grade Pay Rs. 2800/- (PLPM-5) IInd Class 'A'
(iii) In Grade Pay below Rs. 2800/- (PLPM-1-4) IInd /Sleeper Class
In non suburban sections, however, the normal class of entitlement as on privilege account would
be admissible and no attendant is allowed in Residential Card Pass. [RBE No. 63/2000] Special Pass:
(Rule 11 & Schedule VII)
A special pass may be issued to Railway servants, family members or dependent relatives as
the case may be, on –
Item No. of
Schedule VIII

(i) On medical Grounds;

(ii) On Sports Account;
(iii) For appearing before RRB/ Selection Board while on leave or on duty.
(iv) For attending Courts.
(v) For attending departmental disciplinary enquiries and for inspection of documents.
(vi) For personal hearing of the Appellate Authority.
(vii) Office bearer and representative of recognised railway unions and of the Federation for
whom grant of Pass is governed by the instructions issued by Railway Board from time to
time.
(viii) Members of Staff Benefit Fund Committee etc.
(ix) Special Class Railway Apprentices.
(x) Other apprentices.
(xi) For Scout and Guide activities.
(xia) For taking part in mountaineering & tracking expeditions.

For St. John's Ambulance Brigade

(xii) to receive settlement dues.

(xiii) for motor vehicle
(xiv) On First appointment to Railway Service
(xv)
(xvi) ( On retirement/decease - grant of settlement pass(for the transportation of personal
xviia) effects). For enquiries by Commissioners for Railway Safety.

Non Railway staff of commission on Railway Safety.

(xvii) To staff of quasi Railway Institutions.

(xviiia) Office Bearers of All India SC & ST association for attending informal meetings at
Divisional / Workshop level.

(xviii) Railway servants under suspension.

(xix) Attending conferences, congresses or meetings.
(xx) Family passes to Territorial Army Personnel proceeding to camps.
(xxi) Candidates summoned for test/ interview by Railway Recruitment Boards and Railway
Administrations.
(xxii) Journeys in connection with children's camps.
(xxiii) Attending cultural activities etc.
(xxiv) Passes to members of Railway User's Consultative Committees, National Railway User's
Consultative Council.
(xxv) Passes for families of reservists.
(xxvi) Retired Railway servants for perusal of documents for preparation of his Defence in
disciplinary case instituted against him.
(xxvii) Medically decategorised staff when called for adjudging their suitability for alternative
appointment.
(xxiv) To retired Railway servant for assistance to defend a Railway servant involved in
disciplinary proceedings, to attend any meeting of a commission of enquiry or of a Board,
Conference, Committee, or departmental enquiry convened under proper authority or is
required to perform any public duty in an honorary capacity.

(xxx) To Casual Labour on recruitment/ discharge.

(xxxa) Licensed porters who are registered and authorized by Railways to work as porter at
Railway stations.

(xxxi) Complimentary passes to next of kin of the victims as well as to the surviving victims
involved in Railway accidents.
(xxxii) RPF Dogs with Handler/Inspectors.
(xxxiii) Issue of Bazar Passes.
(xxxiv) Grant of I AC Complimentary Pass to the visiting Lecturer of an appropriate status.
(xxxv) Whole time employees of the Zonal Recognised Unions and Federations.
(xxxvi) Railway Magistrates
(xxxvii) Government Railway Police. ( Policy in RBE 62/2011)
(xxxviii) Participants in Workers Education Programmes Conducted by AIRF/ NFIR in the Zonal
Headquarters Station/ Divl. Headquarters Station / Centralised Training Institutes.
(xxxviiia) Rail travel facilities to MR/MOS/DMR.

(xxxix) Non-Railwaymen.
(xl) Claimants to appear before Railway Claims Tribunal

(xli) Retired Railway Officers (for self & spouse) of Selection Grade and above who are
empanelled as Railway Inquiry Officers in D&AR cases to undertake journey either for
conduct of inquiry or for training or any other official purpose in this connection (RBE
13/12)

(xlii) Doctor / para medical staff for blood donation / eye testing camps.
(A) Second class pass from the place of residence to the nearest station where test / interview is
held, and back, to candidates called for test / interview for first time for compassionate
appointment in death case only. [RBE 275/99]
(B) Extension of validity of Complimentary Card passes issued to Defence personnel
reciepients of Kirti chakra or Shaurya chakra in Rajdhani/Shatabadi/Jan shatabadi express
train. [RBE 63/11]
(C) Father – mother of posthumous Paramveer Chakra or Ashok Chakra recipients bachelor
Defense personnel will also be entitled for Ist A/ II AC Complimentary Card Passes. [RBE
65/11]

Loss / Misuse / Fradudulent use of passes and PTOs. [Rule 13 & Annexure “B”]
1. Passes and PTOs are not transferable and should be used only by the person in whose
favour they have been issued. Special care should be taken to ensure that passes and PTO’s
are not lost while in the custody of the pass holder. In case of loss of pass or PTO a report
should be made immediately to the police by the Pass/PTO holder sending a copy of the same
to the Pass/PTO issuing authority. [i of Annex. B]
2. Deterrent punishment should be awarded to railway servants detected misusing passes
and privilege ticket orders; this may take the form of dismissal or removal from service or
reduction to a lower post depending upon the seriousness of the offence. [ii of Annex. B]
3. In case of a retired railway servant, misuse of post-retirement complimentary pass
renders the retired railway servant liable to be declared ineligible for getting such passes.
[iii of Annex. B]
4. A fine of Rs. 10/- for second class and Rs.25/- for First Class passes may be imposed
on the Railway employees for not filling the date of commencement of the journey on the
passes both privilege and duty granted to them. Passes may also be returned within one month
of the expiry of the pass or its utilization whichever is earlier. In regard to those cases where
a fine has been imposed by the TTEs for non-filling the date of commencement of journey
on the passes, the following action may be taken. [iv of Ann.B]
(a) First case Warning
(b) Subsequent 'To be dealt with on merits'. This should be taken serious view of and suitable deterrent action
taken against the defaulting staff.
5. In case of the loss of passes the following penalties may be levied. [v of Annex. B]
(I) Railway Staff Loss of duty Card Passes available for a period without stipulation of the number of the
journey.
(a) Gold/Silver/ Bronze passes Gold Rs. 17449/-
Silver Rs. 3800/-
Brozne Rs. 3799/-(RB Letter No. 2011 / G/ 127 / 4
/Mint./ Pt II dated 12.01.12)
(b) I-A &I Class Rs. 35/-
(c) II Class Rs.12.50
(d) Trolley Pass Rs.12.50
Loss of duty cheque passes with limited validity and specified destination.
(a) I-A &I Class Rs.10/-
(b) II Class Rs.5/-
Loss of privilege passes.
(a) I-A &I Class Rs. 10/-
(b) II Class Rs. 5/-
 Residential card pass/school card pass, provision (Bazar) card pass.
(a) I-A &I Class Rs. 35/-
(b) II Class Rs. 12.50
(II) Non-Railway (i) Loss of card passes available for a period with-out stipulation of the number of
Staff :- journeys

Complimentary (a) I Class Rs.150/-

passes issued to (b) II Class Rs 75/-
non-Railway
(ii) Loss of cheque passes available for a specified destination and limited validity.
organisations/
individuals. (a) I Class Full fare subject to a maximum of Rs.50/- and a minimum of
Rs.10/-
(b) II Class Full fare subject to a maximum of Rs.30/- and a minimum of
Rs.5/-.
Card Passes (a) I Class Rs. 35/-
issued to GRP (b) II Class Rs. 12.50
/ P&T /
Railway
Magistrates.
Retired Loss of post-retirement complimentary pass
Railway (a) I-A &I Class Rs. 25/-
Employees.
(b) II Class Rs. 10/-
Note:-

1. Office bearers of recognised Unions/Federations who are either serving Rly.

Employee or ex-Rly. employees will be treated at par with serving Rly. employees and
covered under item (I) above.
2. Whenever it is proposed to award a penalty of stoppage of passes and Privilege Ticket
Orders under RS(D&A) rules, as distinguished from action taken under the above rule for
irregularities in connection with the use of passes and PTOs the procedures laid down in
"D&A Rules should be followed.”
3. 3 times the cost of metal pass has to be recovered from serving officers who are on
unauthorised absence from duty and have not returned the metal pass despite request.
[RBE 158/99]

Powers to General Managers to condone pass irregularities. [Rule 14 & Annexure “C”]
Except in cases of transfer and settlement passes issued to Railway servants, General
Managers may condone the irregularities in the cases enumerated below. These powers
should not be re-delegated to any lower authority.
1. Issue of higher class of Passes and Privilege Ticket Orders under misinterpretation of the
extant rules.
2. Excess issue of Passes and Privilege Ticket Orders during a year.
3. Issue of more than one set of Passes before completion of five years service.
4. Inclusion of more than five members in a Pass/Privilege Ticket Orders when a dependent
relative is included.
5. Inclusion of more than two dependent relatives in a Pass/Privilege Ticket Order.
6. Inclusion of sons and dependent brothers aged 21 years or over in a Pass/Privilege Ticket
Order without the production of the necessary school or college certificate.
7. Issue of Passes for "Guardians" on school account when the son is aged 18 years or above.
[RBE 168/01]
8. Inclusion of dependent relatives in Post-retirement Passes to retired Railway servants.
9. Inclusion of children in Post-retirement Passes to retired Class IV Railway servants.
10. Issue of Passes by a longer route.
11. Incorrect issue of a Pass by pass issuing authority for a period exceeding three months in
the case of a single journey or 4 months in the case of return journey and its use by a Railway
servant or his family after the period of availability.
12. Correct issue of a Pass by the pass issuing authority for a period not exceeding three
months in the case of single journey and four months in the case of return journey and its use
by a Railway servant or his family after the period of availability.
Note: The irregularity mentioned in item (12) above may be condoned by debiting an
extra pass to the Railway servant's account.
Rail travel facilities available to Members of Parliament, their spouse and companions :
(R.B. No. – E(W)2010/PS 5-7/2 dt. 11.11.10)

The Members of Parliament are entitled for rail travel facilities as under :-
(i) Free travel in First Class Air-Conditioned or Executive Class in any train with the
spouse, if any, from any place in India to any other place in India.
(ii) Free Air-Conditioned two-tier accommodation for one person to accompany the
Member.
(iii) A Member having no spouse has been allowed to take one person with him in place of
spouse in AC- Ist Class /Executive Class in rail journey along with the companion already
allowed in AC-2 tier.
(iv) The spouse of a member of Parliament shall be entitled to travel by railway in First Class
Air-Conditioned or Executive Class in any train from the usual place to residence of the
Member to Delhi and back any number of times. When Parliament is in session such journey
by the spouse from usual place of residence of Member to Delhi and back may be partly by
air and partly by rail subject to the condition that number of journeys by air shall not exceed
eight in a year.
(v) A Member who is blind or who is, in the opinion of the Chairman of the Council of
States or, as the case may be, the Speaker of the House of the People, so incapacitated
physically as to require the facility of an attendant shall be allowed to take an attendant with
him in same class of rail journey in which he himself travels in lieu of the companion earlier
allowed in AC-2 tier. This will be in addition to the spouse already allowed to accompany
such Member in the AC-1st Class/Executive Class of rail journey.
13 There is no bar in including married invalid child covered under Para 1 of General Rules
relating to Privilege Passes and PTOS, stipulated below Schedule-II of the RS(Pass)Rules
1986 second edition 1993 of retired railway servants as long as they are fully dependent on
the railway servant. It is however clarified that this facility in not available for spouse of
invalid dependent child. The same would also be equally applicable to such invalid family
member/dependentrelative in case of serving railway employees.
( RB Letter No. E(W)2015/PS 5-1/6 dated 12-08-15)
14 When railway servants travel alone or with other railway employees as party of
Scout/Guides(Not with family), special pass as per employee’s entitlement on privilege
account should granted. As far as their travel with family for scout activities, they would
entitled only for IInd/Sleeper class Special Pass as stipulated in the extant rules.
( RB Letter No. E(W)2015/PS5-1/4 dated 27-07-15)

***
 ADVANCES
(From consolidated fund & Provident fund)
(Para 1101 to 1130 of IREM - I & Para 901 to 946 of IREC- I)

Railway employees are entitled for various Advances and withdrawals from the Consolidated
Fund of India and Provident Fund. Some advances are interest free whereas interest is being
charged on others.
Purposes for which Advances can be sanctioned
[Link]. Type of Advance Remarks

i For purchase of personal computer RBE.10/17

ii For construction/purchase of house/Flat etc.

iii Advances of pay on transfer.

iv Advances of T.A. on tour/transfer/retirement.
v On proceeding on deputation abroad/return to India.
vi For law suits.
viii For treatment of Cancer.

i For purchase of conveyance. (Discontinued) RBE.10/17/i

ii For purchase of warm clothing. (Discontinued) RBE.10/17
iii As leave salary. (Discontinued) RBE. 27/17
iv Advance for Natural calamities. (Discontinued) RBE.52/17
v For festivals. (Discontinued) RBE.01.2017

1 .Purchase of Personal Computer: [Para 1105(B)]

Competent authority may sanction an advance not exceeding Rs.50,000/- (Rs. Fifty
Thousand) on the first occasion and Rs.40,000/- (Rs. Fourty Thousand) on the second or
subsequent occasions, or the anticipated price (excluding customs duty, if any), whichever is
less to a Railway Servant who is otherwise eligible for the grant of Motor Car advance in
terms of existing Rule, for the purchase of a personal computer. The computer advance will
be allowed 5 times in entire service.
Note : The Railway Servant , who has already drawn an advance for the purchase of a
personal computer and a period of 3 years has not elapsed from the date of drawl of the earlier
advance, shall not be eligible for the grant of second and subsequent advance for the purchase
of a personal computer.
Recovery of Advance:
The advance sanctioned for the purchase of a personal computer shall be recovered in such
number of equal monthly installments as the Railway servant may elect, but not exceeding
150 installments.
Interest :
Simple interest at such rates as may be fixed by Government from time to time.
2 . Advance on proceeding on tour : [Para 1109]
(1) A Head of Office may sanction to a railway servant under his administrative control, who
is required to proceed on tour, an advance to cover his personal travelling expenses for a period
not exceeding 30 days as well as his expenses on contingent charges arising out of the tour.
3. An advance of Traveling Allowances
to a temporary non-gazetted railway servant may be sanctioned at the following scales:

(i) At the scale applicable to permanent staff on production of a surety from a permanent
railway servant not governed by Payment of Wages Act; and
(ii) Limited to one months' pay without insisting on surety, provided he has completed
one year of service and is not likely to be discharged within 3 months from the receipt of
advance.
A second advance cannot be made to a railway servant under this rule until an account has
been given for the first.
A railway servant who has taken an advance under this rule may not take payment of
travelling allowance or other bills drawn in respect of the same journey while the advance or
any portion of it remains unadjusted.
4. Advance on transfer: [Para 1113]
A railway servant under orders of transfer, whether he is on duty or on leave when he receives
the orders of transfer, may be granted, under the sanction of General managers
/Secretary, Railway Board and the Heads of Offices/Projects working directly under the
Railway Board or any Officer so authorized by them, an advance up to an amount not
exceeding one month's pay plus the traveling allowance to which he may be entitled under
the rules, in consequence of transfer. The advances should be recorded on the last pay
certificate of the railway servant concerned.
The advance of pay should be recovered from the pay of the railway servant in three monthly
installments beginning with the month in which a full month's pay is drawn after the transfer.
The advance of travelling allowance should be recovered, in full, on submission of the
railway servant's traveling allowance bill.
A railway servant may be allowed a second advance to cover the travelling expenses of any
member of his family who follows him within six months from the date of transfer and in
respect of whom an advance of traveling allowance has not already been drawn.
1. No advance of .pay should be sanctioned in respect of mutual transfers as such
transfers are made at the requests of the railway servants concerned.
2. No advance of pay is to be granted in case of temporary transfer.
(A) Advances to railway servant proceeding on deputation abroad : [Para 1119(A)]
Railway servants proceeding on deputation out of India for a period not less than one month
may be granted an advance of a month's pay recoverable in not more than three monthly
installments. In the case of temporary railway servants, surety from a permanent railway
servant is obtained before the advance is recommended.
(B) Advance of pay to railway servants on transfer abroad : [Para 1119 (B)]
(i) Railway servants who are transferred from India to posts abroad or from a post in one
country to a post in another country may be permitted to draw, at the time of their transfer, an
advance up to an amount not exceeding two months' pay. This will not apply in cases of
transfer from abroad to India. The amount of advance will be determined on the basis of the
officer's pay which he is in receipt of immediately before transfer or the pay that he will be
entitled to after transfer whichever is less. The recovery may be made in not more than 6
equal monthly installments in the case of advance of 2 months' pay. In respect of an officer
drawing only one month's advance of pay recovery may be made in not more than 3 equal
monthly installments.
Advances under special circumstances : [Para 1123]
The General Manager may sanction an advance of one month's pay to non-gazetted railway
servants under very special circumstances e.g. if the railway servants camp is burnt, or if
serious damages are caused to his belongings due to floods, etc. such an advance must be
recovered in 3 equal monthly installments beginning with the month in which a full month's
pay is drawn after drawl of the advance.
Advances for treatment of Cancer – [Para 1124]

Railway servants drawing pay upto Rs. 900/- p.m. (old) may be granted advances for the
treatment of cancer on the terms and conditions mentioned below :—
(1) The advances would be admissible only in cases where a railway servant or a member
of his family is being treated as an inpatient in one of the recognized hospitals for Cancer.
(2) The application for advance should be supported by a certificate from the Medical
Officer-in-Charge that the patient is being treated as an in-patient in the hospital. Such a
certificate should also indicate the probable duration of stay of the patient in hospital and the
anticipated cost of treatment, which would otherwise be reimbursable under the rules and be
also countersigned by the authorized medical attendant.
(3) The advances should not, in any circumstances, be allowed in a case where treatment
is being obtained at the residence of the railway servant or at the consulting room of the
authorized medical attendant or as an outpatient at a hospital.
(4) The amount of the advance will in each case be limited to four months pay of the
railway servant concerned, or Rs. 500 or such other amount as the medical officer-in- charge
of the patient may recommend whichever is the lowest.
(5) Not more than one advance should be granted in respect of the same illness.
(6) The amount of the advance should be adjusted against the subsequent claim for
reimbursement of the expenditure as admissible under the medical attendance and treatment
rules, and the balance, if any, be recovered from the pay of the railway servant concerned in
two equal monthly installments after the discharge of the patient from the hospital.
(7) In the case of temporary railway servant the grant of an advance under these orders
would be subject to the production of surety from a permanent railway servant not governed
by the Payment of Wages Act.
(8) The term 'pay' for this purpose shall be as defined in Rule 2003 (21)-[Link].
Advance for Law Suits : [Para 1128]

(i) Advances may also be granted for the conduct of law suits to which Government is
a party; but no advance should be made to a railway servant for the legal proceedings against
whom have been taken at the instance of the railway administration. The amount of advance
should be such as is absolutely necessary for the conduct of the law suit and should be drawn
and accounted for as contingent charges
(ii) To enable the railway servant to meet the expenses of his defense in proceedings
instituted by a private party against him in respect of matters connected with his official
duties or position. Government may sanction at their discretion an interest free advance, not
exceeding Rs. 500 or the railway servants' substantive pay for three months whichever is
greater after obtaining from him a bond. The amount advanced would be subject to
adjustment against the amount, if any, to be reimbursed.
(iii) In a case where a railway servant may be required to vindicate his conduct in a court of
law when specific allegations are made against him in Press, an interest free advance on
execution of the bond prescribed by the Administration may be granted.
The advance shall not exceed Rs. 500/- or substantive pay for 3 months whichever is less.
(iv) No second advance for the same proceeding is admissible.
(v) The recovery of the advance will be made in not more than 24 monthly installments.
The recovery will start on the first issue of pay /subsistence allowance/leave salary following
the month in which the advance is given.
Advance for House Building or Purchase of a ready built house or repayment of loan expressly
taken for that purpose. [RBE No. 187/2017]
1. Introduction
Grant of House Building Advance for Central Government employees is regulated in terms of
rules and regulations laid down from time to time by the Ministry of Housing & Urban
Affairs (erstwhile Ministry of Urban Development). These rules are as under:
2. Purpose
House Building Advance (HBA) is admissible to an employee for only one of the following
purposes:-
i. Constructing a new house on the plot owned by the employee or spouse, either jointly or
individually.
ii. Purchasing a plot and constructing a house thereon.
iii. Purchasing a plot under co-operative Schemes and constructing a house/ flat thereon or
acquiring a house through membership of Cooperative Group Housing Societies.
iv. Purchase/construction of house under the self-financing schemes of Delhi Bangalore, UP,
Lucknow etc.
v. Outright purchase of a new ready-built house/ flat from Housing Boards, Development
Authorities and other statutory or semi-Government bodies and from registered builders i.e.,
registered private builders, architects, house building societies, etc., but not from private
individuals.
vi. Expansion of living accommodation of an existing house owned by the employee or
jointly with spouse. The total cost of the existing structure (excluding cost of land) and the
proposed additions should not exceed the prescribed cost ceiling under these rules.
vii. Repayment of loan or advance taken from a Government or HUDCO or private sources
even if the construction has commenced, subject to certain conditions.
viii. Existing employees who have already taken home Loans from Banks and other financial
institutions are allowed to migrate to this scheme subject to fulfillment of extant conditions.
ix. Constructing only residential portion of the building on a plot earmarked for a shop-Cum-
residential plot, in a residential colony, subject to prescribed cost ceiling.
(2) Conditions to be fulfilled : [Para 1132(2)]

(i) Neither the applicant, nor the applicant's wife /husband /minor child must be the
owner of a house. However, this condition may be relaxed by the Ministry of Works Housing
and Supply in exceptional circumstances.
(ii) Advance for ready built house or flat is admissible for outright purchase only.
(iii) The applicant should not have availed of any loan or advance for execution of house
from any other Govt. Department.
(iv) The Railway servant must ensure that the cost does not infringe the cost ceiling limit.
3. Eligibility
i. All permanent government employees
ii. All other employees with at least 5 years of continuous service, provided they do not hold
permanent appointment under a State Government and the sanctioning authority is satisfied
about their likely retention in service till the house is built and mortgaged.
iii. Members of All India Services deputed for service under the Central Government
/Company /Association /Body of individuals whether incorporated or not, which is wholly or
substantially owned or controlled by the Central Government or an International
Organization, and autonomous body not controlled by Government or private Body.
iv. Employees of Union Territories and North East Frontier Agency.
v. Staff /Artistes of the All India Radio who fulfil the condition prescribed at (ii) above and
have been appointed in long term contracts extending to the age as per extant rules.
vi. Central Government Employees governed by the payment of wages act,1936.
vii. Central government employees on deputation to another Department or on Foreign
Service. Such cases to be processed by the Head of the office of the parent Department.
viii. Extant rules for eligibility conditions of Ex-servicemen and of central government
employees under suspension remains unchanged.
Note: In cases where both the spouses are central government employees and are both
eligible for grant of House Building Advance, the advance will be admissible to both of them
jointly /separately
4. Cost Ceiling Conditions
Cost of the house to be built /purchased (excluding the Cost of plot) should not exceed
139 times of the basic pay of the employee subject to a maximum of Rs. 1.00 crore (one
crore) only. In individual cases, if the Administrative Ministry is satisfied on the merits of the
case, the cost ceiling may be relaxed up to a maximum of 25% by the Head of the Department.
5. Amount of Advance
1. Only one advance shall be sanctioned to the government servant during his/ her entire
service.
2. The maximum amount of advance shall be:
a) 34 months basic pay subject to a maximum of Rs. 25.00 lakhs only (Rs. Twenty-five
lakhs), or cost of the house/flat, or the amount according to repaying Capacity, whichever is
the least for construction/purchase of new house/flat.
b) For expansion of existing house, the amount of HBA will be limited to 34 months basic
pay subject to maximum of Rs.10.00 lakhs only (RS. Ten lakhs), or the Cost of the expansion,
or the amount according to repaying capacity, whichever is the least.
c) The amount of the advance shall be restricted to 80% of true Cost of the land and
construction of house or cost of expansion of living accommodation in the case of
Construction in rural areas. This can be relaxed and 100% can be Sanctioned if the Head of
the Department certifies that the concerned rural area falls within the periphery of town or
city.
6. Repayment Capacity
For the purpose of Calculating the admissible loan amount, the repayment capacity of the
Central government employee shall be calculated as below:
a) In case of employee retiring after 20 years. 40% of basic pay.

b) In cases of employee retiring after 10 years but Up to 40% of basic pay. 65% of DCR Gratuity
not later than 20 years. may also be adjusted.
c) In cases of employee retiring within 10 years. Up to 50% of basic by DCR Gratuity up to 75%
can be adjusted.
7. Applicable Rate of Interest and Methodology of Recovery of House Building
Advance
i. The Interest on Housing Building Advance for the financial year 2017-18 onwards shall be
8.50%. This shall be reviewed every three years to be notified in consultation with Ministry
of Finance.
ii. The methodology of recovery of HBA shall continue as per the existing pattern of recovery
of principal first in the first fifteen years in not more than 180 monthly installments and
interest thereafter in next five years in not more than 60 monthly installments. The advance
carries simple interest from the date of payment of first instilment.
iii. All cases of subsequent tranches/ installments of HBA being taken by the employee in
different financial years shall be governed by the applicable rate of interest in the year in
which the HBA was sanctioned, in the event of change in the rate of interest.
iv. No interest will be charged on the balance HBA of the Rly. Employee who dies before
repaying of Advance [Para 1132(6)(f)]
Note: The clause of adding a higher rate of interest at 2.5% (two point five percent) above the
prescribed rate during sanction of House Building Advance, as reproduced below, stands
withdrawn.
“Sanction should stipulate the interest 2.5% over and above the scheduled rates with the
stipulation that, if conditions attached to the sanction including those relating to the recovery
of amount are fulfilled completely to the satisfaction of competent authority, a rebate of
interest of the extent of 2.5% will be allowed”.
8. Disbursement
i. Advance for purchase of ready built house can be paid in one lump sum as soon as the
applicant executes an agreement in the prescribed form. The employee should ensure that the
house is purchased and mortgaged to the Government within 3 months of drawl of the
advances.
ii. Advance for purchase/ construction of new flat may be paid either in one lump sum or in
convenient instalments at the discretion of the Head of Department. The employee should
execute the agreement in prescribed form before the advance/ first instalment of advance is
paid to him/ her. The amount drawn by the employee should be utilized for the purchase/
construction of the flat within one month.
iii. Advance for construction/ expansion of living accommodation, etc., shall be payable in
two instalments of 50% each. The first instalment will be paid after the plot and proposed
house/ existing house is mortgaged and the balance on the construction-reaching plinth level.
iv. Advance for expansion to be carried out on the upper storey of the house will be disbursed
in two instalments, first instalment on executing the mortgage deed and the second instalment
on the construction reaching roof-level.
v. In the case of advance for purchase of plot and construction of house, the advance will be
disbursed as below:
a) Single Storeyed House: After agreement in prescribed form is executed on production of
surety bond, 40% of the advance or actual cost will be disbursed for purchase of plot. The
balance amount will be disbursed in two equal instalments, first after the mortgage is
executed and second on the construction reaching plinth level.
b) Double storeyed House: 30% of advance for cost of plot will be disbursed on executing the
agreement. The balance amount will be disbursed in two equal instalments, the first on
executing the mortgage deed and the second on construction reaching plinth level.
9. Mortgage and Creation of Second Charge
a) House shall be mortgaged on the behalf of President of India. However, the employee, if
he wishes to take a second charge to meet the balance cost of the house/plot or flat from
recognized financial institutions, then he/she may declare the same and apply for NOC at the
time of the applying for HBA. NOC for second charge will be given along with sanction
order of HBA. The total loan form HBA and from all other sources cannot be beyond ceiling
cost of the house as defined under Para 4 above.
b) In case if HBA is availed by both husband/wife jointly.
i) HBA Mortgage paper, insurance paper and other papers regarding property shall be
submitted to one of the loan sanctioning authorities of their choice.
ii) A No Objection Certificate may be obtained from the 2nd loan sanctioning authority.
iii) The property mortgaged to behalf of President of India, shall be reconvened on the
prescribed from to the central government employee concerned (or their successors in
interest, as the case may be), the advance together with interest thereon, has been repa id to
Government in full and after obtaining No Demand Certificate in respect of HBA loan
sanctioned by the 2nd loan sanctioning authority.
10 Insurance
a) Immediately on completion of construction/purchase of house/flat, the employee shall
insure the house with the recognized institutions as approved by Insurance Regulatory and
Development Authority (IRDA) for not less than the amount for advance and shall keep it so
insured against damage by fire, flood and lightning till the advance together with interest
thereon is repaid in full and deposit the policy documents with the Head of the Department
(HoD). Renewal of insurance will be done every year and premium receipts produced for
inspection of the HoD regularly.
b) Penal interest of 2% over and above existing rate of interest will be recovered from the
employee for those periods which are not covered by insurance of the house.
11 Migration
For existing House Building Advance beneficiaries who wish to migrate, a separate
order for migration to the revised House Building Advance rules will be issued shortly.
(2) Conditions to be fulfilled : [Para 1132(2)]

(i) Neither the applicant, nor the applicant's wife/husband/minor child must be the owner
of a house. However, this condition may be relaxed by the Ministry of Works Housing and
Supply in exceptional circumstances.
(ii) Advance for ready built house or flat is admissible for outright purchase only.
(iii) The applicant should not have availed of any loan or advance for execution of house
from any other Govt. Department.
(iv) The Railway servant must ensure that the cost does not infringe the cost ceiling limit.
***
Temporary withdrawal of advance from the SRP Fund by the Subscribers.
The provisions for withdrawal of advance by the subscribers from the State Railway Provident
Fund are contained in Rule 923 of the Indian Railway Establishment Code (lREC) Vol.I/1985—
Edition, are as under :- (Authority :- 923 of the (lREC) Vol.I/1985—Edition, RBE No. 63/2017)

No. Purpose Quantum of Adv Recovery Sanctioning

authority
i Medical -Illness of self, family members 12 months of pay or The amount of advance Controlling
or dependents, three-fourths of the will be recoverable in a Officer.
amount at credit maximum of 60
whichever is less. installments.

ii Education of family members or -do- -do- -do-

dependent of the subscriber. Education
will include primary, secondary and
higher education, covering all streams
and educational institutions,
iii Obligatory Expenses viz. betrothal, -do- -do- -do-
marriage. funerals, or other ceremonies,
iv Cost of Legal proceedings, -do- -do- -do-
v Cost of defense, -do- -do- -do-
vi Purchase of consumer durables -do- -do- -do-
vii Pilgrimage and visiting places of -do- -do- -do-
eminence. This will include any travel and
tourism related activities.

Other conditions
A Advance may be sanctioned and payment can be made from Fund in a maximum time limit fifteen days.
However in case of emergencies like illness etc., the time limit may be restricted to seven days.
B The Controlling Officer is competent to sanction an advance from the Fund for the items mentioned in Para 2
above as well as for any other item also on merits, at his/her discretion.
C In all above cases of advance, no documentary proof is required to be furnished by the subscribers. A simple
declaration by the subscriber explaining the reasons for advance would be sufficient.

Final withdrawal of advance from the SRP Fund by the Subscribers.

***
The provisions for final withdrawal by the subscribers from the State Railway Provident
Fund are contained in Rule 925 of the Indian Railway Establishment Code (lREC)
Vol.I/1985—Edition, are as under :
(Authority :- 925 of the (lREC) Vol.I/1985—Edition, RBE No. 47/2017)

No. Purpose Conditions Quantum of Adv Service required Sanctionin

for final g authority
withdrawl
i Education — This will include It has been derided to A subscriber may Controlling
primary, secondary permit withdrawal of upto seek withdrawal Officer
and higher twelve months pay or after completion of
education, covering three-fourths of the ten years of
all streams and amount standing at credit, service.
institutions, whichever is less. No documentary
proof will be
required to be
furnished by be
subscriber.
ii Obligatory betrothal, marriage, -do- -do- -do-
Expenses viz. funerals, or other
ceremonies of self
or family members
and dependents,
iii Medical Illness self, family For illness, the -do- -do-
members or withdrawal may be
dependents, allowed upto 90% of the
amount standing at credit
of the subscriber.
iv Purchase of consumer durables -do- -do- -do-
v Purchase of including building A subscriber may be SRPF withdrawal -do-
Housing, or acquiring a allowed to withdraw the for housing
suitable house or a amount actually purposes will no
ready built flat for subscribed by him along longer be linked
his residence, with interest thereon with the limits
vi Repayment of outstanding housing standing to his credit or prescribed under -do-
loan: the actual cost whichever HBA Rules. A
vii Constructing a on a site acquired, is less in cases of subscriber may be -do-
house withdrawal under (v) to permitted to avail
(vii) above. the facility at any
time during his
service. A
subscriber may
seek withdrawal
after completion of
ten years of
service.
viii Purchase of site for building a In cases of (viii) to (x) -do- -do-
house house withdrawal up to 90%
may be allowed.
ix Reconstructing Already acquired. -do- -do-
or making
additions on a
house
x Renovating, Ancestral house. -do- -do-
additions or
 alterations of
xi Purchase, of Motor car /motor A subscriber may be -do- -do-
cycle /Scooter etc. permitted to withdraw Withdrawal for
xii Extensive or repayment of loan three-fourths of amount the above purpose -do-
repairs/overhauli already taken for standing at credit or cost will be permitted
ng of motor car, purpose. of the vehicle, whichever after completion
xiii Making deposit is less for the above of 10 yen of -do-
to book a motor purposes. service.
car/motor
cycle/scooter,
moped etc.
xiv Final withdrawal upto 90% of balance It is proposed that his may -do- -do-
of be allowed for upto two .
years before
superannuation Presently,
withdrawal of upto 90%
of balance assigning
reasons is allowed for
railway servants who are
due for retirement on
superannuation within
TWO year.

(8) Disbursement of House Building Advance:

[Para 1132(8)]
HBA sanctioned for the different purposes shall be disbursed as under :-
S Purpose of Disbursement of Ist Disbursement of IInd Disbursement of IIIrd Disbursement of
N HBA Installment Installment Installment IVth Installment

1 Partly for the 20% (of the 30% (of the balance 40% (of the amount Balance of the
purchase of land sanctioned advance) advance) on his remaining) when the sanctioned
& partly for for purchasing a mortgaging the plot in construction of the advance will be
constructing a developed plot on favour of Government. house reaches plinth payable when
single which construction level. construction of
storeyed new can commence house reached
house or immediately. roof level.
enlarging
existing living
accommodation
2 Only for 50% (of the Remaining 50% when -- --
constructing a sanctioned advance) the house reached
new house on a on his mortgaging plot plinth level.
plot already in F/O Govt.
owned by the
applicant or
enlarging
existing living
accommodation
3 Partly for the 15% (of the 25%(of the balance 30% (of the amount 25%(of the
purchase of land sanctioned advance) advance) on his remaining) when the amount
and partly for for purchasing a mortgaging the plot in construction of the remaining) when
constructing a developed plot on F/O Govt. house reaches plinth the roof of the
double which construction level. ground floor has
storeyed new can commence been laid
house or immediately
enlarging Vth Installment
existing living Balance of the
accommodation Advance will be
. payable when the
roof of the first
floor has been
laid.
4 For 25% (of the Not exceeding 30% (of Not exceeding 25% Balance of the
constructing a sanctioned advance) the sanction advance) (of the sanctioned sanctioned
double storied on his mortgaging plot when the house advance) when the advance when
new home or in F/O Govt. reached plinth level. roof of the ground the roof of the
enlarging floor has been laid. first floor has
existing house. been laid

5 For purchasing Entire Amount required by & admissible to the applicant in lump sum.
a ready built
house
6 For Purchase / The amount may either be disbursed in one lump sum or in suitable installment at the
construction of discretion of the Head of the Department.
a new flat

Time limits for utilization of the Advance :- [Para 1132(9)]

1. In the case of Purchase of land :- Land should be purchased and the mortgage deed
produced within 2 months of the Receipt of the amount.
2. In the case of Purchase of House:- Acquisition of house and the mortgage should be
completed within 3 months of the receipt of the amount.
3. In the case of Purchase / Const. of new flat :- Should utilise the amount of advance
within one month.
Construction, Maintenances, etc. - [Para 1132(16)]

(a) The construction of the house or additions to living accommodation in an existing

house, as the case may be, shall be—
(i) carried out exactly in accordance with the approved plan and specifications on the
basis of which the amount of the advance has been computed and sanctioned. The plan and
specifications must not be departed from without the prior concurrence of the sanctioning
authority. The railway servant shall certify, when applying for installments of advance
admissible at the plinth/roof level, that construction is being carried out strictly in accordance
with the plan and estimate furnished by him to the Government of India, that the construction
has actually reached plinth/roof level, and that the amount already drawn has actually been
used on the construction of the house. The Head of Department may, if necessary, arrange to
have inspections carried out to verify the correctness of the certificates.
(ii) completed within 18 months of the date on which the first installment of the
advance is paid to the railway servant concerned. Failure to do so will render the railway
servant liable to refund the entire amount advanced to him (together with interest thereon), In
those cases where the work is delayed due to circumstances beyond his control an extension
of the time-limit may be allowed up to one year by the Head of Department and for longer
period by the Ministry of Urban Development. The date of completion must be reported to
the Head of the Department concerned without delay.
(b) Immediately on completion or purchase of the house, as the case may be, the railway
servant concerned shall insure the house, at his own cost, for a sum not less than the amount
of the advance and shall keep it so insured, against damage by fire, flood and lightning, till
the advance is fully repaid to Government. A certificate to the effect that the house has been
insured shall be furnished to the sanctioning authority.
Government servants may be allowed to get their houses / flats, constructed / purchased
with the help of house building advance, insured from either nationalised General Insurance
Companies or the private insurance companies which have been granted certificate of
registration by the Insurance Regulatory Development Authority (IRDA). [RBE No 111/2007]
(c) The house must be maintained in good repair at his own cost by the railway servant
concerned. He shall also keep it free from all encumbrances, and shall continue to pay all the
Municipal and other local rates and taxes regularly until the advance with interest has been
repaid to Government in full. The railway servant shall furnish an annual certificate to this
effect to the Head of Department.
Repayment of the Advance : [Para 1132(17)]

(i) The advance granted to a railway servant together with the interest thereon, shall be
repaid in full through Monthly installments within a period not exceeding 20 years. Recovery
of the advance shall be made in not more than 180 monthly installments, and then interest
shall be recovered in not more than 60 monthly installments.
(ii) Recovery of advance granted partly for purchase of land for constructing a new house
or enlarging living accommodation in an existing house shall commence from the pay of the
month following the completion of the house or the pay of 24th month after the date
on which the first installment of the advance for purchase of land is paid to the railway
servant, whichever is earlier.
(iii) In the case of advances taken for purchasing a ready built house recovery shall
commence from the pay of the month following that in which the advance is drawn.
(iv) Recovery of advance granted for construction of a new house or enlarging living
accommodation in an existing house shall commence from the pay of the month following
the completion of the house or the pay of the 18th month after the date on which the first
installment of the advance is paid to the Railway servant whichever is earlier.
(v) Recovery of advance shall be effected through the monthly pay/leave
salary/subsistence allowance bills of the railway servant concerned by the Head of the Office
or the Accounts Officer concerned, as the case may be. The recoveries will not be held up or
postponed except with the prior concurrence of the Railway Board. In the event of
subsistence allowance payable being reduced on prolonged suspension of the railway servant
the recoveries may be suitably reduced by the Head of the Department, if considered
necessary, after obtaining the concurrence of the Railway Board.
(vi) The railway servant who dies before repaying the advance availed by him under the
house building advance Rules and in whose case a portion of the outstanding balance of the
advance is to be set off against the death-cum-retirement gratuity admissible to his successor,
no interest should be charged on the amount of advance thus adjusted against death-cum-
retirement gratuity beyond the date of death of the railway servant.
 ALLOWANCE
Railway servants are entitled for different types of allowances, details of which are as under:-
1) Dearness Allowance [Para 801 IREM-
I] Employees working on Indian Railway are eligible for compensation in the form of Dearness
Allowance on account of increase of the price of commodities. This allowance is revised in
accordance with the increase in All India average consumers price index number for
industrial workers (General) twice in the year i.e. in Jan & in July. It is admissible at par to
all the central govt. employees & pensioners.
After implementation of seventh pay commission, the term ‘basic pay’ in the revised pay
structure, means the pay drawn in the prescribed pay stage in pay level, but does not include
any other type of pay like special pay. etc. In the case of railway servant in pay scales of
HAG + and apex scale, basic pay means the pay in prescribed scale. For the purpose of
calculation of dearness allowance, non practicing allowance where applicable, shall be taken
into account. Rate of DA from January -01.01.16 is as under:-
House Rent Allowance [Rule 1701to1706 IREC-II & RBE 71/2017]
This Allowance is admissible to those Railway servants who have not been allowed Railway
accommodation. This is admissible as per classification of the various cities as under :-
[Link]. Classification of Cities Present rate of Rate of HRA when Rate of HRA when DA reaches
HRA DA reaches 25% or 250 or more
more
1 “X” Class 24% 27% 30%
2 “Y” Class 16% 18% 20%
3 “Z” Class 08% 9% 10%
Basic pay for the purpose of calculating HRA will be same as clarified in item no. 01 above.
House Rent Allowance shall not be granted to a Railway employee if –
a. he does not incur any expenditure on rent for hisaccommodation,
b. he occupies accommodation provided by the Govt.;
c. he shares Govt. accommodation allotted rent free to another Govt. servant;
d. he /she resides in accommodation allotted to his/her parents/son/daughter by the
Central Govt. /State Govt., an autonomous public undertaking or semi-Govt. organization
such as a Municipality, Port Trust, Nationalized Banks, Life Insurance Corporation of India
etc. and
e. his wife /her husband has been allotted accommodation at the same station by the
Central Govt./State Govt., an autonomous public undertaking of semi-Govt. organization
such as municipality, Port trust etc. whether he /she resides in that accommodation or he /she
resides separately in accommodation rented by him /her.
f. A Railway servant who shares Govt. accommodation allotted to another Railway
/Govt. employee [excluding those specified in (c),(d) & (e) above] shall be eligible for House
Rent Allowance.
Note–In cases where husband/wife/parents/children – two or more of them being Central
Govt. servants or employees of State Govt., autonomous public undertakings or semi Govt.
organizations like Municipality, Port Trust, Nationalized Banks, Life Insurance Corporation
of India etc, share accommodation allotted to another Govt. servant, house rent allowance
will be admissible to only one of them, at their choice.
This allowance is admissible upto 180 days during all kinds of leave on full rate. In case of
Rly Servant suffering from any kind of disease, and on medical certificate, HRA is
admissible on full rate upto 180 days & can be extended upto 240 days on medical certificate.
Person entitled for accommodation of any type and refuses to accept the same then he is not
entitled for HRA. [Rule 1707 of IREC II]

2) Transport Allowance:- [RBE 80/2017]

In accordance with the recommendation of 6th pay commission, all Railway employees are
entitled for transport allowance at the following rates :-
SNo. Employees drawing Grade pay of Rate of transport Allowance per month
In 13* cities classified as Other cites
A-1/A earlier (RBE No. 3
1 Pay level 09 and above Rs.7200/-+ D.A. Rs.3600/-+ D.A.
2 Pay level 03 to 08 Rs.3600/-+ D.A. Rs.1800/-+ D.A.
3 Pay level 01 and 02 Rs.1350/-+ D.A. Rs900/-+ D.A.
*Delhi(UA),Kolkota(UA),GreatorMumbai(UA),Chennai(UA), Hyderabad(UA),
Bangalore(UA), Ahmadabad(UA),Surat(UA), Nagpur(UA), Pune(UA), Jaipur(UA),
Lucknow(UA), Kanpur(UA),
The grant of transport allowance shall be subject to the following conditions-
(i) Physically disabled like visuallyll impaired, blind or orthopedically handicapped, deaf and
dumb/hearing impaired , spinal deformity employees shall paid transport allowance at double
the normal rates, which shall, in no case, be lass than Rs. 2250/- per month plus the applicable
rate of dearness allowance.
(ii) The allowance shall not be admissible to those employees who have been provided with
the facility of Govt. transport.
(iii) The condition contained in para 2 (ii) of Board’s letter No. PC-V/97/1/7/12, dated
16.12.1997 (RBE 179/97) by which the grant of Transport Allowance to employees provided
with official accommodation within one kilometer of office or within a campus housing the
place of work and residence was disallowed, has been withdrawn.
(iv) In respect of those employees who opt to retain their pre-revised scales of pay, the
corresponding Grade Pay of the pay scale/corresponding pay scale of the post occupied on
01.01.2006 as indicated in the Railway Services (Revised Pay) Rules, 2008 would determine
the allowance under these orders.
(v) Officers drawing pay in levels 14 and above in the Pay Matrix are entitled to the use of
official car shall be given the option to avail themselves of the existing facility or to draw the
Transport Allowance @ Rs. 15750/- per month + dearness allowance thereon. Only one
facility is permissible ata time (RBE.80/17)
(vi) In the case of employees who are presently availing facility of residential card passes of
any type (including for spouse and children, children’s school RCP, etc.) an option may be
given to the employee. In case they opt for the transport allowance they may be paid the
allowance at the rates as applicable to them subject to the conditions that the existing facility
of RCP of any type as well as the facility of travelling on card pass / metal pass on sub- urban
section for non official duties would be withdrawn from the date they opt for the transport
allowance.
(vii) In the case of the employees presently availing of the facility of workmen trains, an
option is to be given to the employees as a group to either avail themselves of the existing
facility or to switch over to the payment of Transport Allowance. [RBE 111/08]
(viii)Physically handicapped casual labourers having temporary status are entitled to
Transport Allowance at double the normal rate subject to the terms and condition contained
in Board’s letter No.F(E)-1-78/AL-7/8 dt. 23.10.1978. [RBE 123/08]
(ix)Transport allowance is not admissible if a Rly. Servant is absent from duty for full
calendar month due to leave, training, tour etc. The term ‘absence from duty exceeding 30
days’ means absence from Headquarters/place of posting for a period exceeding 30 days due
to any of the reasons such as leave, training, tour etc. For cases arising before 24.11.03,
transport allowance is not admissible for the entire period of such absence when it exceeds 30
days. In case such absence falls in more than one calendar month, Transport Allowance is to
be reduced pro-rata after taking into account the number of days of absence in each calendar
month. In case such absence does not exceed 30 days, Transport Allowance is admissible in
full irrespective of the fact that 30 days constitute a full calendar month or not and for the
cases arising on or after 24.11.03, if the absence covers more than one calendar month, it will
not be admissible for calendar month (S) wholley covered by the absence, if the absence does
not cover any calendar month(S) in full, transport allowance will be admissible for full
month. [RBE 203/03]
(x)Transport Allowance is not admissible to a suspended employee during such period,
irrespective of its duration, even if the period is later treated as duty. [RBE 203/03]
(xi)30% pay element is not to be reckoned for the purpose of payment of transport allowance to
Running Staff. [RBE 05/12]
(4) Non Practicing Allowance :- [RBE 82/2017]
Doctors working in Rly. hospitals including dental doctors are entitled for Non practicing
Allowance in lieu of not allowing them the private practice, at the rate of 20% of the basic
pay in the revised pay structure in voque based on the recommendations of the the 7 th CPC
(RS(RP)Rules 2016 subject to the condition that the Basic pay + NPA should not exceed Rs.
2,37,500/- pm. NPA will be treated as pay for the purpose of computing , Dearness
allowance, Travelling allowance, daily allowance and other allowances as well as for
calculation of retirement benefits.
5) Post Graduation And Annual Allowance to Railway Doctors :- [RBE 114/09]
The doctors working on Railways having P.G. qualification are entitled for P G allowance. The
revised rate of the same is as under wef 01.07.17
Post Graduate Allowance -
S No Category Rate Rate
w.e.f.01.01.14 w.e.f.01.07.17
A Rly Doctors upto the level of non – functional selection grade 1500/- P.M. 2250/- P.M.
having Post Graduate qualification recognised under Indian
Medical Council Act 1956
B General Duty Doctors upto the level of non – functional selection 900/- P.M. 1350/- P.M.
grade having Post Graduate Diploma qualification recognised
under Indian Medical Council Act 1956
Annual Allowance -
a Railway Doctors having Post Graduate qualification recognized 1500/- P.M. 2250/- P.M.
under Indian Medical Council Act. 1956
b General Duty Doctors who do not possess any Post Graduate 900/- P.M. 1350/- P.M.
qualification or who possess unrecognised Post Graduate
qualification .
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50% . For the entitlement of
maximum allowance conditions laid down in RBE 135/09 have to be fulfilled including, minimum
of 20 visits in a month in which 50% must be domiciliary visits but not less than 06 in a month to the
hospital or domiciliary visits after normal duty Hours.
No Conveyance Allowance will be admissible during joining time, leave & any period of
temporary transfer and the officer will also not be entitled to draw any Daily / Mileage
Allowance for journey on official duty with in or beyond 08 Km. within the city municipal
limit. The amount of Conveyance Allowance will be revised every year equal to the change
in the percentage of D.A. payable for the year vis-à-vis from immediate preceding year i.e.
from the month of Sep. to Aug. of every year.
(7) Nursing Allowance [RBE 24/09]

All Nursing staff working in Rly. Hospitals who have been registered in accordance with
Indian Nursing Council act are entitled for the following Allowance. Mainly All nurses either
male or female, sister incharges, matrons, midwives & Lady Health visitors etc. are
considered as Nursing staff.
Now these allowances are also admissible to ANM. [RBE 141/2017, 166/17]

[Link]. Allowances Rate w.e.f. 01.01.11 Rates w.e.f.01.07.17

a Nursing Allowance 4800/- P.M. 7200/-
b Laundry Allowance 375/- P.M. -
c Dress Allowance 7500/- P.A. 1800/- Per Month
Note :
(1) The Dress allowance may be granted on a monthly basis.
(2) The Dress Allowance will be admissible during leave and subject to the conditions
mentioned in Rules. If the allowance is paid on annual basis, proportion to reduction should
be made if the total period of all kinds of leave exceeds four months at a time.
(3) Laundry allowance will not be admissible if the period of leave exceeds 15 days at a time
(4) Nursing staff for whom messing allowance is admissible should be allowed to draw that
allowance during leave to the extent indicated below :-
(i) If the period of leave is on average pay/ full pay, messing allowance will be at full rates
admissible;
(ii) If the period of leave is on half pay/ half average pay, messing allowance will be at half of
the normal rates admissible;
(iii) If the period of leave is without pay; no messing allowance will be admissible; and
(iv) Messing allowance will be admissible on the basis indicated above during leave on medical
certificate or maternity leave. [Para 711 IREM–I]
(5) Nursing Allowance will not be treated as pay. [RBE 192/98]
(6) Nursing allowance will go up by 25% each time the Dearness allowance payble on revised pay scale rises by
50%. (RBE No. 166/2017) Hospital Patient Care Allowance : [RBE 15/18]
Hospital Patient Care Allowance and Patient Care Allowance has been introduced w.e.f. 1.1.2008 in respect of
the Group C&D (non-ministerial) railway employees working in railway hospitals and health units/clinics as
specified below :-
1. Grant of Hospital Patient Care Allowance and Patient Care Allowance shall be subject to fulfillment of
the following conditions :-

(a) The grant of these allowances shall be limited to the following categories of Group C&D (non-
ministerial) railway employees working in railway hospitals and health units/clinics:-
i Radiographer.

ii. Pharmacists (except Store Pharmacists not involved in dispensing of medicines).

iii. Laboratory Staff.
iv. Medical Technicians required to come in direct physical contact with patients (ECG, EEG, Cardia Pump,
Dialysis etc.)
v. Ambulance Drivers.
vi. Dressers.
vii. Operation Theatre Assistants.
viii. Attendants/Ayahs.
ix. Ambulance cleaners.
 x. Stretcher bearers.
xi. Safaiwalas.
(b) Hospital Patient Care Allowance shall be admissible to the above specified Group C&D (non-
ministerial) railway employees working either in

(i) Railway hospitals having 30 beds or more, or

(ii) super specialty railway hospitals having 10 beds or more.
(c) Patient Care Allowance shall be admissible to the above specified Group C&D (non-ministerial) railway
employees working either in
(i) railway hospitals having less than 30 beds, or
(ii) super specialty railway hospitals having less than 10 beds, or
(iii) railway health units/clinics.
d) Hospital Patient Care Allowance would be admissible w.e.f.01.07.2017
@ Rs. 4100/- for staff working in level 01 to 08
@ Rs. 5300/- for staff working in level 09 and above. [RBE 15/2018]

e) Night Duty Allowance and/or Risk Allowance, if admissible to the above categories of staff, shall ceases
to be admissible to them w.e.f. 1.1.2008.
f) This allowance has now been converted as Risk Insurance Allowance. [RBE 118&119/09]
g) This allowance (HPCA/PCA) will be paid continuously till the time Risk Insurance Scheme
Is implemented. [RBE 07/10]

h) This is subject to the following terms & conditions :- [ RBE 15/13]

(i)HPCA/PCA may be admissible in case the individual proceeds on leave/training for less than one calendar
month.
(ii) HPCA/PCA may not be admissible in case the individual proceeds on leave/training for more than one
calendar month.
(iii) HPCA/PCA should not be admissible in case of unauthorized leave.
(9) Allowances admissible to Running Staff :- [Para 901 IREM]
Different type of allowances are admissible to staff performing running duties in the
railways.“Running duties” means duties directly connected with the movement of train and
performed by running staff while employed on moving trains or engines.
Running staff performing running duties, shall refer to railway servants of the categories
mentioned below :-
SN LOCO TFC
1 Drivers (Loco Pilot) including motor men & Rail motor Drivers. 1. Guards
2 Shunters 2 Asstt. Guards
3 Fire men, DslAsstt., Elect Asstt., Asstt Drivers. (ALP) -
Running allowance means an allowance granted to running staff for the performance of duties
directly connected with moving trains .
Reckoning of running allowance as pay :- 30% of the basic pay of the running staff will be
treated as pay representing the pay element in the running allowance and will be treated as
pay for the following purposes :-
1 Entitlement for class of passes /PTO
2 Medical Attendance & treatment
3 Educational assistance
4 House rent allowance
5 Entitlement for type of Rly accommodation
6 Recovery of rent for Rly accommodation
7 Fixation of pay in stationery post
8 Dearness allowance
9 Over time allowance
10 Leave encashment
For assessment of income tax 30% of the pay will be treated as part of the pay but for
calculation of retirement benefits 55% of the basic pay shall be taken into account, however,
for the propose of leave encashment, only 30% of the pay shall be counted.
Following allowances are admissible to running staff :-
a. Kilometer Allowance b. Allowance in lieu of RR Facilities
c. Breach of Rest Allowance d. Out Station detention Allowance
e. Out Station (Reliving ) Allowance f. Accident Allowance
g. Offtg allowance h. Minimum Guaranteed Kilometrage Allowance
i. Waiting Duty Allowance j. Ghat Section Allowance
k. Trip Allowance l. Leave Mileage Allowance
m. Additional Allowance
(a) Kilometer Allowance :- [Para 906 IREM I]
This allowance is admissible to running staff for the performance of running duties at the
specified rates
Kilometrage shall be calculated according to the distance shown in the working time table.
shunter& other Running staff working on shunting engine are paid KMA at the rate of 15 km
per hours. The duty [Link] Running staff will be counted from “signing on to signing off”.
The running staff comes under the continuous classification of HOER
When running staff performs non running /stationery duty, they will be entitled for an
allowance in lieu of kilometrage (ALK) as per prescribed rates.
Kilometreage Allowance is not admissible to the Traffic Apprentices who work independently
as Guards as part of their training .[RBds letter no. E(P&A)II-2004/RS-19 dt. 15.07.11(NWR PS 51/11]

(b) Allowance in lieu of Running Room facilities [Para 908 IREM & RBE No. 181/09]
(i) At out stations where the running room facilities for the running staff is not available,
allowance in lieu of the running room facilities is admissible.
(ii) This allowance shall be admissible at roadside stations irrespective of whether the train
terminates there or not.
(iii) In respect of running room where cooks are not provided, the allowance shall be
admissible at half the prescribed rates .
(iv) In the case of Ballast and material trains and trainship Goods Vans, the staff taking rest in
Crew Rest Vans may be paid on allowance at half the rates of the Allowance in lieu of
Running Room facilities during the halts as cooks are not provided in the rest vans.
(v) The allowance shall not be payable if rest facilities are made available even if running
rooms as such do not exist.
(vi) This allowance shall also not be admissible to running staff who are not sent to
outstations on stationery duty.
(c) Breach of Rest Allowance [Para 909 IREM-I]
(i) Breach of Rest Allowance shall be granted to running staff who are detailed for running
duties in the following circumstances :-
(A) When running staff who work a train to an outstation and return to their headquarters are
detailed for running duty :-
(a) Before completion of 16 hours’ rest at headquarters when the total period of duty
immediately before the rest was for 8 hours or more; and
(b) Before completion of 12 hours’ rest at headquarters when the total period of duty
immediately before the rest was for less than 8 hours.
(B) When running staff like shunters and staff manning suburban services, who avail of daily
rest at headquarters are detailed for running duty :
(a) before completion of 12 hours’ rest when the total period of duty immediately before the
rest was for 8 hours or more; and
(b) before completion of 8 hours’ rest when the total duty immediately before the rest was for
less than 8 hours.
(ii) The allowance shall be payable as Overtime Allowance under Hour of Employment
Regulations at the rate of 2 hours for every hour by which rest falls short of the prescribed
hours of rest, periods of less than half an hour being neglected and those of half an hour or
more shall be rounded off to one hour on each occasion of breach of rest.
(d) Out Station Detention Allowance :- [Para 910 IREM- I]
When running staff are detained for more than 16 hrs from “signing off” at out station they
will be entitled for OSDA at the rate of 70 km for each 24 hrs or part after the expiry of 16
hours from the time of “signing off “.
(e) Out Station (Relieving) Allowance :- [Para 911 IREM-I]
(i)This allowance shall be payable to running staff deputed to work temporarily at stations outside
their headquarters either on running or stationary duties. Payments will be made as the rates
specified in Rule for Outstation (detention) Allowance for each day reckoned from the date of
arrival at the outstation.
(ii) The allowance shall be regulated in the following manner :-
(a) When the running staff are sent to an outstation to officiate in higher posts, allowance
shall be paid for a period of 14 days only.
(b) When running staff are sent to an outstation in the same capacity, the allowance shall be
paid for a maximum period of two months.
(c )the period of journey to and from the reliving station shall be treated as duty, either spare
or running, and the allowance will be paid accordingly.
(f) Accident Allowance - [Para 912 of IREM- I]
Running staff who are held up at any station other then their headquarters due to an accident
for a period exceeding 8 hours, shall be paid an accident allowance at the rate specified in
rule for outstation (detention) allowance for every 24 hours or part thereof reckoned from the
time of commencement of detention. If the period of detention does not exceed 8 hours, no
payment will be made but the hours for which the staff are detained shall be counted towards
hours of duty.
(g) Officiating Allowance [Para 913 IREM- I]
(i) The officiating allowance in respect of running staff officiating in running post shall be
regulated as under –
(a) When running staff are put to officiate in a “running post” for 30 days or less, they shall
be entitled to pay as admissible in the lower grade plus Running Allowance at the rates and
on the condition applicable to the higher grade in which they officiate enhanced by 15% .
(b) When running staff are put to officiate in “running post” for more then 30 days, their pay
in the higher post shall be fixed under the normal rules.
(ii)(a)When running staff are put to officiate in a stationary post for more than 30 days, their
pay will be fixed on the basis of their pay in the lower post plus 30% thereof representing the
pay element of the Running Allowance.
( b) The fixation of pay of running staff put to officiate in a stationary post for a period of 30
days or less, shall continue to be regulated in terms of para 911 (ii) (a) of Indian Railway
Establishment Manual.
(iii) In cases where the officiating arrangement is initially approved for periods exceeding 30
days the normal rules of fixation of pay will apply, where the period is initially for 30 days,
the enhanced Kilometerage allowance drawn up to 30 days should be allowed to stand but
payments for period beyond 30 days should be in accordance with the rules for normal
fixation of pay on promotion.
(h) Minimum Guaranteed Kilometerage Allowance [Para 914 of IREM- I]
Each Railway shall identify such section and circumstances which do not have the potential for
enabling the running staff to earn adequate Kilometerage within the stipulated duty hours. For
these identified sections and circumstances, the running staff shall be paid at the rate of 120 kms.
for the full stipulated duty hours.
(i) Waiting Duty Allowance [Para 921 of IREM- I]
Waiting duty allowance at the rate of 15 kilometer per hours up to 10 hours shall be paid to
the running staff in the following cases -
(a) Waiting / stand by duty as per roster
(b) Station duty including detentions on account of cancellation of the trains or cancellation
of booking of the staff after they have reported for duty.
(j) Ghat Section Allowance [Para 922 of IREM- I]

Computation of Kilometerage for the purpose of payment of Running Allowance to the

running staff working on trains on a Ghat Section shall be made on the following basis –
(a) In the case of running staff working trains on all Ghat Sections where the banker is
actually employed in assisting the train, the computation of Kilometerage shall be five times
the actual distance traveled.
(b) In all other cases (including those where the banking engine is run as a light engine or
assistance is not required), the computation shall be five times the actual distance travelled in
the case of Class I ghat section and three times the actual distance in the case of Class II ghat
section.
(k) Trip Allowance (High speed Trains) [Para 923 IREM-I]
The following criteria shall be adopted for classifying a train as “high-Speed-Train” for the
purpose of payment of Trip Allowance to the running staff working on such trains :
(a) The maximum permissible speed should not be less than 110 kms. in the case of B.G. and
100 kms. in the case of M.G.
(b) The aforesaid limits of maximum permissible speed should be obtained over at least 50%
of the total run of the train.
(c) The average speed should be not less than 66 kms. on the B.G. section and not less than
60 kms. on M.G. Section.
The minimum distance between terminals of the trains should be 400 kms. on B.G. and 300
kms. on M.G. section.
(l) Leave Mileage Allowance (LMA) :-
When running staff remains on leave he will be allowed leave mileage allowance to keep his
living standard accordingly .
The calculation for LMA will be done as under :-

LMA = 30% of the Basis pay x leave taken

No. of days of the month
(M) Additional Allowance (RBE No. 85/2017)

On recommendation of 7thCPC special additional allowance sanctioned to following running

staff w.e.f. 01.07.2017.
[Link]. Category Rate of allowance
a Loco Pilot/Express. 2250/-
b Loco Pilot Passenger//Motorman 1125/-
c Guard Mail/Express 1125/-
d Loco Pilot Goods 750/-
e [Link] Guard 750/-
DA allowed on above allowance however it will not count for pensionary benefits.
(10) Break Down Allowance [Para 704 IREM-I RBE106/2017]
Whenever any train meets with any accident on the track or derails which results as hurdle in
transportation, it will cover under the definition of Break Down . To early restoration of transport
on the path, the staff as well as materials, tools and plants are being arranged from nearest Break
Down depot.
For this purpose the staff of various departments Viz LOCO, C&W, OPTG, Civil Engg.,
S&T, Elect etc. are being year marked and Break Down Allowance as per prescribed rates is
admissible to such staff. The staff deputed for Bread Down duty will be supplied free food.
Where it is not possible to supply the food at site they will be paid the amount in cash. The
entire time for journey Ex duty place to site of accident & back to duty place, the whole time
consumed for working at site of accident will be reckoned as duty for the purpose of payment
of Over time allowance. The person deputed for Break Down Duties will get TA @ 100%
Irrespective of the fact that the staff went out of Head Qrs. beyond. 8 Km or worked beyond
12 hrs.
[Link]. Category Level in Pay Matrix Amount of Breakdown allowance/
month (Applicable from
01.07.2017)
1 Helper [Link]/HelperGr.I /Other Level -1 (1800) Rs.270/- P.M.
staff r.D Staff
2 Technician Gr. III Level -2 (1900) Rs.405/- P.M.
3 Technicians Gr. II Level 4 (2400) Rs. 540/- P.M.
Technician Gr.I Level 5 (2800)
Supervisors(erstwhile Mistry.) Level 5 (2800)
4 [Link]/Junior engineer Level 6 (4200) and above. Rs.675/- P.M
and staff in higher scalses
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%
(11) Out Turn Allowance withdrawn w.e.f.01.07.17 [RBE 176/2017]
(12) Dress Allowancwe. (Washing Allowance) [RBE No. 141/2017]
Uniform related allowances have been subsumed in to a single Dress Allowance (earlier Kit
Maintenance allowance, Shoe allowance, Uniform allowance and Washing Allowance.)
[Link] Category of Employeew.e.f. 01.07.17 Rate per annum
1 Officers of RPF/RPSF 20,000/-
2 Personnel Below Officer Rank of RPF, Station Mastger of Indian Railways 10,000/-
3 Other categories of staff who were supplied Uniforms and are required to wear 5000/-
them regularly like Trackmen, Running Staff of IR, Staff car Drivers, MTS
Canteen staff of Non Statutory departmental canteens. Etc.
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%

(13) Compensatory Construction Survey Allowance [Para 707 IREM-I]

The compensatory construction survey allowance as per following rates will be admissible to the
staff of open line deployed on construction & Survey works. This allowance is only admissible
in case of survey & reconstructions of the railway lines but will not be admissible for conversion
of Broad Gauge. This allowance is being declared by the Rly Board for Spl. construction or survey
:- [RBE 156/17]
S Grade Pay Cell Name Rate per month

No w.e.f. 01.07.17

1 For staff working in Level 09 and R3H2 3400/- p.m.

and above
 2 For staff working Level and below R3H2 2700/- p.m.
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%
(14) Project Allowance [Para 708 IREM]
Project Allowance is admissible only for the qualified big project. Generally this allowance is
sanctioned only when there is a requirement of Big construction organization to execute the
project work & such work is required to be run for a long Interval. The allowance is intended
primarily to compensate the staff for lack of amenities such as housing, schools, markets,
dispensaries etc.
In case of office staff those who have directly not involved in project work will be entitled to this
allowance at half of the prescribed rate.

Rates of this allowance is as under:- [RBE 156/17]

[Link] Grade Pay Cell Name Rate per w.e.f.

month 01.07.17
1 For staff working in Level R3H2 3400/-
09 and and above

2 For staff working R3H2 2700/-

Level 9and below
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%
(15) Travelling Allowance (Rule 1614 to 1620 of IREC–II)
Travelling allowance is admissible as per the prescribed rates to a railway employee for any day
on which he proceeds on tour beyond a radius of 8 [Link]. from his headquarter or returns to his
headquarter from a similar distance.
Travelling Allowance will be granted for each completed day of absence from the
headquarters reckoned from mid night to mid night at the following proportion ;-
If absence from Head Quarter does 30% of the Travelling allowance
not exceed 6 continuous hrs.
If absence from headquarter does 70% of the Travelling allowance
not exceed 12 continuous hrs.
If absence from headquarter 100% of the Travelling allowance
exceed 12 continuous hrs.
If the Railway servant avails leave / Restricted holiday while on duty NO traveling allowance
shall be admissible, for that day. When Rly. Servant remains out of HQ. On duty and no facilities
for meals and accommodation exists at such place the traveling allowance shall be admissible as
under. [Rule 1617 of IREC- II]
A. First 180 days - At full rate
B. Beyond 180 days - Nil [Rule 1618 of IREC- II]
The period of absence from Headquarters begins when a railway servant leaves his Headquarter
station and ends when he actually returns to the place in which his Headquarters are situated
whether he halts there or not. When a train arrives less than 15 minutes late the time recorded in
the Railway Time – Table shall be taken as the time of arrival of the train for the purpose of this
rule.
The time spent in journeys by road from Headquarters Office to the station /air-port when a
railway servant actually leaves his Headquarters shall not be included for this purpose .
[Rule 1620 of IREC II]

For payment of traveling allowance the Rly employees have been classified as under -
(i) Level 14 and above Rs. 1200/- -
(ii) Level 12 and 13 Rs. 1000/-
(iii) Level 09 and 11 Rs. 900/-
(iv) Level 06 and 08 Rs. 800/-
(v) Level 05 and below Rs. 500/-
Grade pay for determining the TA /DA entitlement/orders of revised rate of TA/DA take effect
from 01.07.17. [RBE 84/2017]
(16) Conveyance Allowance - [Rule 1606 IREC II]
A competent authority may grant on such conditions as it thinks fit to impose, a monthly
conveyance allowance to any railway servant who is required to travel extensively at or within
a short distance from his headquarters under conditions which do not render him eligible for
daily allowance.
Except as otherwise provided in this rule or directed by the sanctioning authority, a
conveyance allowance may be drawn all the year round, shall not be forfeited during absence
from headquarters, and may be drawn in addition to any other travelling allowance
admissible under this rule, provided that a railway servant, who is in receipt of a conveyance
allowance specifically granted for the upkeep of a motor car or motor cycle, shall not draw
mileage or daily allowance for journey by a motor car or motor cycle except on such
condition as the sanctioning authority may prescribe.
A conveyance allowance may be drawn during leave or temporary transfer, or holidays
prefixed or suffixed to leave or joining time.
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%.
(RBE No. 89/2017)

(17) Mileage Allowance [Rule 1607 IREC II]

Mileage Allowance shall be admissible only for journey by road and calculated by the
shortest of two or more prescribed routes, or by the cheapest of such routes as may be equally
short.
If a railway servant travels by a route which is not the shortest but cheaper than the shortest,
his mileage allowance shall be calculated on the route actually used
A railway servant is required to travel by the class of accommodation for which travelling
allowance is admissible to him. If a railway servant travels in a lower class of
accommodation, he shall be entitled to the fare of the class of accommodation actually used.
In cases, however, in which the Controlling Officer is satisfied that there were sufficient
reasons for the railway servant to have travelled by the lower class, he may allow the full
mileage allowance admissible for the higher class.
Rates of these allowance will be increased by 25% whenever the D.A. goes up by 50%
(18) Composite Transfer grant [Rule 1642 & 1643 IREC II – 05 and RBE 193/08;189/10]
Transfer Travelling allowance shall not be drawn under this rule by railway servant on
transfer from one station to another unless he is transferred in public interest and is entitled to
pay during the period occupied by the journey. A transfer at his own request shall not be
treated as transfer in public interest unless the authority sanctioning the transfer for special
reasons, which should be recorded, otherwise directs.
The entitlements of a Railway servant for the journey on transfer are as under :-
(The provisions will be applicable with effect from 01.07.2017.}
2 Entitlements for Journeys on Tour or Training
A. Journeys by Air within the Country.
(i) Officers in Level-14 and above, while on tour, may be entitled for air travel in ‘J’/
Business Class. (RBE No. 138/2017)
(ii) All other Officers, otherwise authorized to travel by Air may be entitled to travel by
economy class.
All mileage points earned by Railway employees on tickets purchased for official travel shall
be utilized by the Railway for other official travel by their officers. Any usage of these
mileage points for purposes of private travel by an officer will attract departmental action.
This is to ensure that the benefits out of official travel, which is funded by the Railway,
should accrue to the Railway. It is the responsibility of the officer concerned to ensure that
free mileage points are used only for official travel and not for personal trips. Any other
incentives and similar packages such as free companion etc. should be so negotiated that the
benefits come to the Railway.
B. Journey by Air (International)
Pay level in Pay Matrix Travel entitlement
14 and above business /Club Class
Other Officers who are authorized travel by air Economy Class
C. Journeys by Sea or River Streamer
(i) For places other than A&N Group of islands and Lakshadweep Group of Island:
Pay level in Pay Matrix Travel entitlement
9 and above Highest Class
6 to 8 Lower class if there be two classes only on the steamer
4 and 5 If two classes only, the lower class. If three classes, the middle or
second class. If there be four classes, the third class.
3 and below Lowest class
(ii) For travel between the mainland and the A&N Group of Islands and Lakshadweep Group
of island by ships operated by the shipping Corporation of India Limited.
Pay level in Pay Matrix Travel entitlement
9 and above Deluxe Class
6 to 8 First /’A’ Cabin class
4 and 5 Second /’B’ Cabin class
3 and below Bank class
D. Mileage allowance for journeys by Road:
(i) At places where specific rates have been prescribed:
Pay level in Pay Travel entitlement
Matrix
14 and above Actual fare by any type of public bus including AC bus, OR
At prescribed rates of AC taxi when the journey is actually performed by AC Taxi, OR
At prescribed rates for auto rickshaw for journeys by auto-rickshaw, own car, scooter,
motor cycle, moped etc.
6 to 13 Same as above with the exception that journeys by AC Taxi will not be permissible
4 and 5 Actual fare by any type of public Bus other than AC Bus, OR At prescribed rates for auto
rickshaw for journeys by auto-rickshaw, own car, scooter, moped etc.
3 and above Actual fare by ordinary public bus only, OR At prescribed rates for auto rickshaw for
journeys by auto-rickshaw, own car, scooter, motor cycle, moped etc.
(ii) At place where no specific rates have been prescribed either by the Directorate of
Transport of the concerned State or of the neighbouring states (these rates will further rise by
25% whenever DA increases by 50%)
For journeys performed in own Car /Taxi Rs 24/- per km.
For journey performed by auto-rickshaw own scooter. Rs 12/- per km.
Etc.
E. Journeys by Rail:
Free passes, as admissible under Rules, may be issued to a Railway servant.
3 TA entitlements on Transfer
TA on Transfer includes 4 components: (A) Travel entitlement for self and family (B)
Composite Transfer and packing grant (CTG) (C) Reimbursement of charges on
transportation of personal effects (D) Reimbursement of charges on transportation of
conveyance.
A. Travel Entitlements:
(i) Journeys by Air: Officers in Level-15 and above, while on transfer, may be entitled for air
travel in `37 Business Class, at their discretion to join the new HQs. Officers in level 14 may
also be permitted to travel by air with the approval of Competent Authority, subject to
exigency and where joining at transfer station has to be effected with immediate effect. This
is also subject to fulfillment of conditions as per Board’s letter no. F(E)I/2003/AL-28/7 dated
16.9.2003. The air fare is, however, admissible for self only. No family member of any
Railway servant is entitled to travel by air on transfer.
(ii) Journeys by Rail: Free passes, as admissible under Rules, may be issued to a Railway
servant and his family members.
(iii) Journeys by Road: A Railway servant is not entitled to travel by road, between stations
connected by rail. However, between stations not connected by rail a railway servant and his
family members may travel by road. The entitlement in this regard is same as para 2 (D)
above,
B. Composite Transfer and Packing Grant (CTG):
(i) The Composite Transfer Grant shall be paid at the rate of 80% of the last month’s basic
pay in case of transfer involving a change of station located at a distance of or more than 20
kms. from each other. Further, NPA shall not be included as part of basic pay while
determining entitlements for CTG.
(ii) In cases of transfer to stations which are at a distance of less than 20 kms. from the old
station and of transfer within the same city, one third of the composite transfer grant will be
admissible, provided a change of residence is actually involved.
(iii) In cases where the transfer of husband and wife takes place within six months, but after
60 days of the transfer of the spouse, fifty percent of the transfer grant on transfer shall be
allowed to the spouse transferred later. No transfer grant shall be admissible to the spouse
transferred later, in case both the transfers are ordered within 60 days. The existing provisions
shall continue to be applicable in case of transfers after a period of six months or more. Other
rules precluding transfer grant in case of transfer at own request or transfer other than in
public interest, shall continue to apply unchanged in their case.
C. Transportation of personal effects:
Level Rate for transport by road
6 and above Rs 50/- per km
5 Rs 25/- per km
4 and below Rs 15/- per km
These rates will further rise by 25% whenever DA increases by 50%. The claim for
reimbursement shall be admissible subject to the production of actual receipts / vouchers by
the railway servants.
D. Transportation of conveyance.
Reimbursement of charges on transportation of conveyance as admissible under Rules, may
be provided,
4. TA entitlement on retirement
TA on retirement includes 04 components: (A) Travel entitlement for self and family (B)
Composite Transfer and packing grant (CTG) (C) Reimbursement of changes on
transportation of personal of effects (D) Reimbursement of charges on transportation of
conveyance.
A. Travel Entitlements: same as para 3(A) above
B. Composite Transfer Grant:
(i) The composite Transfer Grant shall be paid at the rate of 80 % of Basic Pay last drawn in
case of those Railways employees, who on retirement, settled down at places other that last
station of their duty located at a distance of or more than 20 Km . However, in case of
settlement to and from the island territories of Andaman, Nicobar & Lakshadweep. CTG
shall be paid at the rate of 100% of basic pay last drawn. The transfer incidentals and road
mileage for journeys between the residence and the railway stations/ bus stand etc. at the old
and new station, are already subsumed in the CTG and will not be separately admissible.
(ii) For Railway servants, who on retirement settle at the last station of duty itself or within
the distance of less than 20 Kms. may be paid one third of the CTG subject to the condition
that a change of residence is actually involved.
C. Transportation of Personal Effects: Same as para 3(C) above.
D. Transportation of conveyance: Same as para 3(D) above. [RBE 103/17, 117/2017]
Grant of TA /DA to re-engaged Retired Railway Employees.
Railway servants, re-engaged after retirement when they are sent on duty outside the
station/headquarter, may be paid, in addition to their usual daily wages/remuneration, daily
allowance at the rate of 60/o of the applicable Daily Allowance rate (as indicated in Board's
letter No. F(E)I/20A8/AL-28/14, dated 0L/LU20A8, as modified from time to time)
corresponding to the pay drawn/post held by the retired Railway servant immediately prior to
their retirement to meet out of pocket expenses. Such daily allowance will require the
approval of SAG level office. [RBE 24/2017]
(19) Night Duty Allowance :- [RBE 61/2016]
This allowance is admissible to non gazetted staff working from 22 hrs. To 6 hrs. For this, 10
minutes weight age for each hour is reckoned for payment of NDA. The rate of each weight
age hour is fixed on the total of Pay & DA . As such whenever D.A. is revised, the NDA rate
is also revised on various classifications of cities. New rates w.e.f. 01.01.16 for Continuous,
Intensive & work shop staff is separate from EI categories of staff .
[Rly. Bd. [Link]. PC-60/HW-2/3 of 07.07.62, NR PS No. 1670A] & [39E/4-1 (EIV) dt.27.8.63,NR PS No. 2220]

(20) Cycle Maintenance Allowance [Rule 605 IREC II] [RBE 93/17]
Competent authority may grant Cycle Maintenance Allowance to Railway servants who are
required to travel extensively at or within a radius of 08 km from Headquarters, provided that a
cycle is maintained for the purpose by the staff and utilized in the performance of official duties.
This allowance shall be sanctioned by the Competent authority for a period of not exceeding
two years at a time.
This allowance will not be admissible during journey time, leave, temporary transfer and
during holidays prefixed /suffixed to leave and joining time, rate of this allowance is 180/-
[Link] 01.07.17.
Rate of this allowance will be increased by 25% whenever D.A. goes up to by 50%
automatically.
(21) Over Time Allowance :- [Chapter 15 of IREC II & RBE 175/17]
Where a Railway servant is required to render extra hours of duty beyond the rosteredhours fixed
in accordance with HOER or any other rules or beyond the limits specified for different classes
of Railway servant under HOER, he shall be paid over time for such extra hours of work.
The supervisory / managerial or confidential staff are not entitled for this allowance.
Staff working in workshops, Printing Press & Sheds are not entitled for the over time. How
ever they can be sanctioned this allowance with the permission of General manager for the
actual time for which they are called upon to work in excess of the normal working hours or
for holidays and Sunday when they are called upon to work on such days .
Rate of Over Time Allowance is as under :-

1 Above roster Hours but up tostatuary limits 1 ½ of the ordinaryrate

2 Above statuary limits Double the ordinaryrate
In accordance with the recommendation of 6th pay commission, the following emoluments will be taken into
consideration for reckoning the rates of OTA

A Rly. Servant governed with factory Act.

1) Revised rates of pay 2) DA 3) HRA 4) Transport Allowance
 5) Cash equivalents of the advantage accruing through the concessional sale to workers of food grains and
other articles as the workers, for the time being may be entitle to (excluding wages for Overtime work or
Bonus.)

B Railway servants who are governed by HOER :-

All the items as shown in (A) above except HRA.
C Other Rly. employees governed under Departmental orders :-
(i) Employees working in Loco Sheds and C& W Depot.
• All the items as shown in (a) above except House Rent Allowance.
(ii) Other Railway employees governed under Departmental Orders
• Revised rates of pay
• Dearness allowance.
Revised rates of O.T. was effective from 01.07.17.
(22) Deputation Duty Allowance :- [Rule 2023 of IREC II & RBE 129/08]
When a Railway employee is transferred on a temporary basis to other department and state Govt.
provided the transfer is outside the normal field of deployment and is in the public interest, he is
entitled for the Deputation Duty Allowance at the following rates w.e.f. 01.07.17:-
1. When posted on the same station on deputation he will be paid at the rate of 5% of the basic
pay subject to max. 4500/-p.m..
2. In all other cases 10% of the basic pay subject to max. 9000/-p.m.
3. Basic pay plus Deputation (Duty) allowance shall not exceed t5he basicpay in the apex
level i.e. Rs. 2,25,000/-of the post held on deputation.
Basic pay in the revised pay structure(the pay structure based on 7th CPC means the pay drawn
by the deputationist from time to time, in the prescribed Level, in Payb Matrix of the post held
by him substantively in the parent cadre, but does not include any other type of pay like personal
pay etc. [RBE 202/2017]
(23) National Holiday Allowance :- [Para 1424 of IREC – II –2005]
The non gazetted staff booked on duty on National Holiday may be granted this allowance on the
following condition –
(i) The cash compensation is payable even when an employee is on rest. It is not
necessary that his rest should be abrogated to be eligible for the cash compensation.
(ii) The shift duty staff who work round – the – clock and might have performed part duty
on the holiday in question can be paid the National holiday Allowance at the full prescribed
rates.
(iii) The cash compensation is meant only for those who do not enjoy public holiday and
are also required to work on the National Holidays.
(iv) The monetary compensation will also be payable on the day of rest, when running
staff are on waiting duty or light duty and the National Holiday fall on the same day.
(v) NHA shall be made applicable for 50% of the gangs in turn rather than giving
compensatory rest in lieu of NHA
(vi) The open line staff booked on line duty on National Holiday are also eligible for
NHA.
(vii) NHA provision are not applicable to GazettedOfficer .
The rates of NHA are as under [RBE 101/17]
S No. Revised pay level in pay matrix w.e.f. 01.07.17
1 Level 1 and 2 384/-
2 Level 3 and 5 477/-
3 Level 6 and 8 ( Limited to non Gazetted staff) 630/-
The rates of this allowance will be increased by 25% whenever D.A. goes up by 50%
(24) Tribal Area Allowance :-[RBE 91/2017]
Railway employees who are working in the area where Tribal Area Allowance has been
sanctioned by the state Govts, are entitle for special comp. Tribal Area Allowance on the laid
down conditions at the following rates :-
S No. Pay level in Pay matrix Cell Name w.e.f. 01.07.17
1 Level 9 and above R3H3 1200/-
2 Level 8 and below 1000/-
This allowance will be admissible till it is allowed by the state govt. to her staff and this
allowance shall be payable only after the employee has completed four yrs. of continuous
service in one or more of the of the Scheduled /Tribal blocks, by way of arrears for the period
from the date of his first posting. On completion of four years, the allowance for the
subsequent period will be payable monthly. Rate of this allowance will be increased by 25%
whenever D.A. goes up by 50% [Link] case any other special compensatory
allowances admissible at a particular place, Rly employee working there will have the option
to choose the allowance which benefits them.
(25) Border Allowance :- [RBE 159/89]
Border Allowance shall be admissible to the employees, working at place within 16 Km. of
International Border in Punjab excluding the district, sub district and Tehsil head quarter and
within 30 miles of the International Border in Rajasthan excluding the district, sub district
and Tehsil head quarter. Border Allowance shall be paid when no other compensatory
allowance like remote area, tribal area, bad climate, hill area is admissible. This allowance
will not be admissible to the member of security force and to those railway employees whose
condition of recruitment primarily cover service in border area. Border Area Allowance is
discontinued for Rajasthan state in terms of RBE No.153/08.
(26) Spl. Compensatory (Remote Locality) Allowance :- [RBE 91/2017]
Remote Locality Allowance is admissible to the railway employee serving in the specified
areas in different states and union territories divided as part A, B, C, and D (list in RBE No.
198/98) the specified areas mainly belongs to the Jammu- Kashmir, Himachal Pradesh,
Arunachal Pradesh, Utter Pradesh, Assam, Tripura, Manipur, Mizoram, Sikkim,
Lakshadweep, Nagaland and Andaman & Nicobar Island .
- Railway employees in receipt of Special Compensatory Allowances under these orders
will not be entitled to composite Hill Compensatory Allowance in addition. However, where
the Hill Compensatory Allowance or any other Compensatory Allowance admissible is more
beneficial the same may be allowed in lieu of the Special Compensatory Allowance.
- Special Compensatory Allowance will be regulated during leave, joining time and
suspension in the same manner as City Compensatory Allowance under the existing orders as
amended from time to time. - This allowance is applicable to all railway employees
(including group A)
Rate of this allowance w.e.f. 01.07.2017 are as under
Pay level in Pay matrix Area wise (Rs.)
[Link] Level 9 and above A&B C D
1 3400 1200
5300
 2 Level 8 and below 4100/- 2700 1000-

Rate of this allowance will be increased by 25% whenever D.A. goes up by 50% automatically.

In case any other special compensatory allowances admissible at a particular place, Rly employee working
there will have the option to choose the allowance which benefits them.

(27) Bad Climate Allowance:-[[Link]. letter No. PCIII/94/COA/3 16.04.74 (RBE 91/17]
The staff who are working in the area which have been considered bad climate area for health by the
concerned State govt. are entitled for the Bad climate allowance. The rates are as under :-

S No. Pay level in Pay matrix Cell Name w.e.f. 01.07.17

1 Level 9 and above R3H3 1200/-

2 Level 8 and below 1000/-
Rate of this allowance will be increased by 25% whenever D.A. goes up by 50% automatically.

In case any other special compensatory allowances admissible at a particular place, Rly employee working
there will have the option to choose the allowance which benefits them

(28) Night Patrolling Allowance :- (Discontineued) [R.B No. 109/2017]

(29) Spl. Compensatory Allowance(for hill area) :- (Discontineued) [R.B No. 90/2017]
(30) Family Planning Allowance : [Discontinued] [R.B No. 72/2017]
(31) Tenure Allowance [RBE 182/2017]
The officers of organized group ‘A’ Railway service posted in Railway Board on particular
posts are entitled for the payment of Railway Board Tenure Allowance on the following
terms and conditions :-
(i) The officers of Organized Group ‘A’ Railway Services as well as the Officers of the non
Railway Organized group ‘A’ service posted in the Railway Board’s office as Deputy
Directors/Joint Directors /Directors will be subjected to a prescribed tenure, on the expiry of
which they will be reverted to field posts in Zonal Railways/ Production Units/ Construction
Organizations etc.
(ii) Officers belonging to organized Group ‘A’ Railway Services posted in Railway Board’s
office as Dy. Directors/Joint Directors/ Directors will be paid Railway Board Tenure
Allowance at the rate of 10% of their basic pay, subject to a ceiling of Rs. 9000/-.
(iii) The allowance will not be paid beyond the normal tenure of 3 years for Dy. Directors, 4
years for Joint Directors and 5 years for Directors.
(iv) No allowance will be admissible to the officers of the Services posted as Executive
Directors and above in the Railway Board’s office.
(v) This allowance shall not be admissible to those Dy. Directors/Joint Directors/Directors
who are given extension or re-employment after superannuation.
(vi) In cases where the tenure posting is to a post with a lower grade pay, the officer going to
such a post will draw the grade pay attached to the tenure post without any change in the
band pay that was being drawn in the post being held before such tenure posting.
32. Children Education Allowance :- [RBE 147/2017]
Children education allowance & reimbursement of Tuition Fee which were hitherto payable
separately have been merged & is now known as “Children Education Allowance Scheme”
(i) Under the scheme of Children education allowance, reimbursement can be availed by
Govt Servants up to a maximum of two children. [ For eldest two surviving children studying in
schools affiliated to Board of education (RBE N0. 100/2009) except when the number of children
exceeds two due to second child birth resulting in multiple births or third child due to failure
of sterilization operation [RBE 197/08, 01/10 & 55/13]
Note :- (A) No recovery need to be made from Rly. employees where CEA has been paid in
respect of any two children other than eldest two surviving children prior to 10.06.09.
[[Link]. E(W)2012/ED-2/1 dt. 11.04.12 (NWR PS 21/12)]

(B) CEA is payable for the children of all central govt. employees including citizens of Nepal &
Bhutan, who are employees of Govt. of India, and whose children are studying in the native
palace. [RBE 55/13]
(ii) Reimbursement as indicated above will be applicable for expenditure on the education
of school going children only [Link] children from classes nursery to twelfth, including
classes eleventh & twelfth held by junior colleges or schools affiliated to Universities or
Boards of Education. (classes ‘nursery to twelfth’ will include class I to XII +2 classes
irrespective of the nomenclature )
In respect of schools/institutions at nursery, primary and middle level not affiliated to
any Board of education, the reimbursement under this scheme may be allowed for the
children studying in a recognized school / institution means a govt. school or any education
institution whether in receipt of Govt. aid or not, recognized by the Central or State Govt. or
union territory or by university or recognized educational authority having jurisdiction over
the area where the institution is situated. [RBE 01/10]
(iii) The reimbursement of Children Education Allowance shall have no nexus with the
performance of the child in his class. In other words even if a child fails in a particular class,
the reimbursement of Children Education Allowance shall not be stopped. However, if the
child is admitted in the same class in another school, although the child has passed out of the
same class in previous school or in midsession, CEA shall not be reimbursable [RBE 55/13]
(iv) Reimbursement for the following items can be claimed under this Scheme: -
Tuition Fee, admission fee, laboratory fee, and special fee charged for agriculture,
electronics, music or any other subject, Fee charged for practical work under the programme
of work experience, fee paid for the use of any aid or appliance by the child, Library fee,
games/sports fee and fee for extra-curricular activities. This also includes reimbursement for
purchase of one set of textbooks and notebooks, two sets of uniforms and one set of school
shoes, which can be claimed for a child, in a year. (For fee, uniform & shoes clarification in
RBE 25/11.
This also includes Vidyalaya Vikas Nidhi charged by Kendriya Vidyalayas [RBE 01/10] But
reimbursement of annual charges, transportation fee, school bags, pens/pencils water bottles etc.
are not allowed. [RBE 45/12 & 55/13]
(v) Development Fee/Parents contribution charged by the school in lieu of tuition fee shall be
reimbursed. The govt. servant will have to certify to the effect that tuition fee has not been charged
by the school. [RBE 45/12 & 55/13]
(vi) The annual ceiling fixed for reimbursement of Children Education Allowance is Rs.
27,000 (2250/- P.M.) w.e.f. 01.07.17[RBE 147/2017]
(vii) In case both husband and wife are Govt. servants, only one of them can avail
reimbursement under Children Education Allowance. The claimant govt. servant is required
to furnish an under taking that reimbursement of CEA has not been claimed in respect of the
child by any person other than the claimant. [RBE 58/13]
(viii) The reimbursement of CEA beyond two children in case of failure of sterilization
operation, is admissible only for the first child born after failure of sterilization operation.
[RBE 132/11, 45/12 & 55/13]

(ix) Hostel subsidy will be reimbursed up to the maximum limit of Rs. 6750/- per month per child
w.e.f. 01.07.17 in case of disabled children (RBE NO. 135/10 & 78/11, 147/2017) subject to a
maximum of 2 children. However, both hostel subsidy and Children Education Allowance cannot
be availed concurrently.
(x) Hostel subsidy is reimbursable for keeping children in hostel of a residential school
beyond a distance of 50 KMs away from the station employee is posted / or residing,
irrespective of any transfer liability. For this purpose station would be demarcated by the first
three digits of the PIN Code of the area where the govt. servant is posted and /0r residing.
[RBE 198/09;25/11,93/12& 5/13 ]

(xi) No Hostel subsidy will be reimbursed if the child is staying in a hostel which is not a part of
a residential school where he is studying. [RBE 55/13]
(xii) The above limits would be automatically raised by 25% every time DA on the revised pay
structure goes up by 50%. Any enhancement in the ceiling of reimbursement per annum shall be
applicable on pro-rata basis. [RBE 45/12 & 55/13]
(xiii) The procedure under this scheme being kept simple. The Govt. Servant should
henceforth make reimbursement on the submission of original receipts on the basis of self -
certification (procedure given in NWR/PS 39A/11). These orders shall be effective from 1 st
Sept. 2008.
(xiv) Children education allowance / hostel subsidy shall be admissible till the end of the
academic year in which govt. servant ceases to be in service due to retirement ,discharge,
dismissal or removal from service in the course of an academic year. [RBE 25/11]
In case of death of a Rly. employee during academic year CEA/HS shall be payable to the eligible
children till such time the employee would have actually received the same if wife/husband of
the deceased is not in govt. service. [RBE 25/11]
(xvi) Upper age limit for disabled children has been set at the age of 22 yrs. & for other children
will be 20 yrs. Or till the passing of 12th class, whichever is earlier, for payment of children
education allowance. [RBE 25/11 & 55/13]
(xvii) Children education allowance is allowed in case of children studying through
correspondence or Distance Learning subject to other condition prescribed. [RBE 25/11]
(xviii) Fee charged directly by the school for catering to the special needs of the child with
disabilities, shall also be reimbursed. [RBE 45/12]
(xix) There will be no minimum age for any child for clamming reimbursement of children
education allowance/Hostel Subsidy. [RBE 197/08 , 45/12 & 55/13]
(xx) In case of misplacement of receipts, reimbursement may be allowed on duplicate receipts,
duly authenticated by the school. [RBE 45/12 & 55/13 ]
(xxi) Reimbursement of CEA/Hostel subsidy is permissible for the initial two years of a
diploma/certificate course from Polytechnic/ITI/Engg. College, if the child persues the course
after passing 10th standard & the govt. servant has not been granted CEA/Hostel subsidy in respect
of the child for studies in 11th& 12th standards. [RBE 93/12 & 55/13]
(xxii) Reimbursement will be done just once a year, after completion of the financial year.
For reimbursement of CEA, a certificate from the head of institution, where the ward of
government employee studies, will be sufficient for this purpose. The certificate should
confirm that the child studied in the school during the previous academic year. For Hostel
Subsidy, a similar certificate from the head of institution will suffice. With the additional
requirement that th certificate should mention the amount of expenditure incurred by the
government servant towards lodging and boarding in the residential complex. The amount of
expenditure mentioned, or the ceiling as mentioned above, whichever is lower shall be paid to
the employee.
(xxiii) E-Receipts produced by Railway employees as a proof of payment of fee, etc may be
treated as original and hence may be allowed for claiming reimbursement of Children Education
Allowance. [RB No. 118/16]
33. Special Allowance for child care for women with disabilities:- [RB No. 190/17]
Consequent upon the decision taken by the Govt. on the recommendations made by the Sixth
Central Pay Commission for providing extra benefits to women employees with disabilities
especially when they have young children and children with disability, the president is
pleased to issue the following instructions :- ( On recommendation of 7th CPC, Special
allowance for child care for women with disabilities shall apply mutaties-mutandis to
Railway employees )
(i) Women with disabilities shall be paid Rs. 3000/-- per month w.e.f. 01.07.17 as
Special allowance for Child care. The allowance shall be payable from the time of the child’s
birth till the child is two years old.
(ii) It shall be payable for a maximum of two eldest surviving children.
(iii) Disability means a person having a minimum Disability of 40% as elaborated in
Ministry of Welfare’s Notification No. 16-18/97-NI.I dated 1.6.2001.
(iv) The above limit would be automatically raised by 25% every time the Dearness
Allowance on the revised pay structure goes up by 50%.
(v) In case of multiple berths at the time of first child berth, the women employee shall not be
entitled to this allowance at the double the rates for multiple berths. [RBE 18/12 & 55/13]
(vi) Grant of special allowance for child care for women with disabilities is admissible for two
years from the berth of the child so long as the women employee does not have more than two
surviving children. [RBE 18/12 & 55/13]
34. Special Duty Allowance [RBE 88/2017]
Special Duty Allowance shall be admissible to the railway employees including all India
service officer @10 % of the basic pay (RS(RP Rules 2016) + NPA (where applicable)
irrespective of whether the transfer (including on initial appointment) is from outside the
North Eastern Region ( Arunachal Pradesh, Assam, Manipur, Meghalaya, Mijoram,
Nagaland and Tripura) or from another area of that region. Railway employees shall be
entitled to special duty allowance at the above rates without any reference to any other
allowances etc. Railway employees posted in the N.E. Region of N.F. Rly. shall also be
entitled to the Special Compensatory ( Remote Locality) Allowance, Composite Hill
Compensatory Allowance, Bad Climate Allowance and Tribal Area Allowance.
35. PCO Allowance [RBE 112/2017]
Staff working in Production control organization has been allowed P.C.O. allowance @ 12%
to non supervisory Staff Like as JE, drawing grade pay up to Rs 4200/-(Up to level 6) & @
6% to the Section Engineer & SSE drawing GP 4600/-( Up to level 7) w.e.f. 01-07- [Link]
allowance will not be reckoned for any other benefit such as DA, HRA, Pension, gratuity &
Fixation of Pay on promotion.
36. Training Allowance :- [RBE 145/2017]
The faculty members, both gazetted and non -gazetted who are drawn on deputation from the
field for the various training centers recogonised by the Rly. Board and whose duty is to
impart training to the trainees may be granted training allowance @ 12% of the basic pay in
7th CPC (01.07.17). Training Allowance will be admissible to the faculty members without
any ceiling limit and will not form the part of pay but, however, will count for the purpose of
leave salary. The deputation period of faculty member shall not exceed eight years any case
/circumstances.
37. Constant Attendant Allowance. [RBE 112/08, 72/09]
Pensioners who retired on disability pension under the Railway Service (Extraordinary Pension)
Rules, 1993 for 100% disability (where the individual is completely dependent on some body else
for day to day functions) a constant Attendant Allowance of Rs. 3000/- p.m. shall be allowed in
addition to the disability pension.
This allowance is payable and is attributable to or aggravated by service and this allowance
shall not be payable for any period during which the pensioner is an inmate or an in-patient of
a Govt. institution or hospital.
38. Risk Allowance – [RBE 87/2017 ]
th
On recommendation of 7 CPC Risk and hardship allowance to Track Maintainers-I,II,III and
IVof IR as per Cell R3H2(Rs.2700 for level 08 and below and 3400 for level 09 and above )
of Risk and Hardship Matrix have been sanctioned.
39. Special Level Crossing(LC) Gate Allowance – [RBE 99/12, 110/2017]
Rly. Bd. have decided to extend the benefit of special allowance @ Rs1000/-per month (up to
level 8 in Pay matrix(VII CPC) and 1200/- per month for level 09 and above in Pay Matrix(VII
CPC)to Track Maintainer deployed for manning any of the Engineering Gates.
(40) Coal Pilot allowance. (RBE No. 92/2017)
Rly [Link] revised the rates of Coal Pilot Allowance admissible to Shuntmen and other
staff of Transportation Deptt. Who accompany the Coal Pilot in the collleries for shunting
duties, may be revised as under :-
Existing Rates(RS.) Revised Rate (Rs.)
for the first Trip 45/- 102/-
for every subsequent tripp 15/- 34/-
(41) Extra work Allowance (RBE No. 121/17)
Extra work allowance will be paid at a uniform rate of 2%(Two Percent) of the basic pay per
month (Limited for one year ) This allowance shall not be combined i.e. if the same employee
is performing two or more such duties and is eligible for 2%(two Percent) allowance for each
add on, then the total Extra work Allowance payble will remain capped at 2%(two percent) of
basic pay effective from 01.07.2017. This allowance also paid for maintenance of library or
Rajbhasha additional work.
(42) Hard Area Allowance (RBE No. 95/2017)
Railway employees posted in Nicobar group of Islands and Minicoy, Kiltan, Andrott,Kalpeni,
ChetlatKadmat, Amini and Bithara Islands of Lakshadweep shall be paid Hard Area
allowance rates are as under :-
Place where posted Rates Per Month
(i) Nicobar Group of Islands and Minicoy in Lakshadweep Islands 20% of Basic Pay
(ii)Lakshadweep Group of Islands(Kiltan, Andrott, Kalpeni, Chetlat, Kadmat, Amini 10% of Basic Pay
and Bithra Islands.
(43) Health and Malaria Allowance. (RBE No. 159/2017)
Spl. Allowance will be paid to Health & Malaria Inspector of Indian Railways as per cell R3H3
of the Risk & Hardship Matrix. The rate of this allowance will be Rs.1000 per month up to level
8 in Pay Matrix (7 CPC) & 1200 Per month for level 9 & above in Pay Matrix (7 CPC). *
**
 CASUAL LABOUR, SUBSTYITUTES AND BUNGALOW PEON
(Para 2001 to 2007 of IREM [Link]) - (Master Circular No. 48)

Definition
Casual labour [CL] refers to labour whose employment is seasonal, intermittent sporadic or
extends over short period. Labour of this kind is normally recruited from the nearest available
source. Service conditions of Temp. & Permanent railway servant does not apply to casual
labour.
Engagement of Casual labour on Railways
Casual labour (Open line)
Casual Labours are primarily engaged to supplement the regular staff in work of seasonal or
sporadic nature, which arises in the day-to-day working of Railway operation System. This
includes labours engaged for loading-unloading of materials, Special repair, maintenance of
track and other structures, supply of drinking water in summer season, Night patrolling of
Railway track etc.
Casual labour (Project)
Casual labours are also engaged on Railway for execution of Railway Projects. ‘Project’
means construction of new lines, major bridges, restoration of dismantled lines, & other
major important open line works like doubling, widening of tunnels, Route Really
Interlocking etc which are to be completed within a definite time period.
Engagement of Casual Labour in Skilled Categories [RBE No 339/85]

Normally casual labour should not be appointed in skilled categories without a trade test.
A panel should be maintained by the open line to cater the need of casual labour in skilled
categories. If no paneled candidate for engagement in skilled category is available,
engagement of casual labours in semi-skilled or skilled categories may be done without trade
test but it should be ensured that their suitability for semi skilled, skilled grade is adjusted
well in time before their attaining of temporary status.
Casual labour engaged in work charged establishment and promoted in semi skilled, Highly
Skilled categories due to non availability of regular departmental candidate and continue to
work as casual employee for a long period, can be straight away absorbed in regular
vacancies in skilled grades against 25 % of post reserved for departmental promotion for
unskilled and semi skilled, for this purpose they have to pass requisite Trade Test. No temp.
posts shall be created to accommodate such casual labours. Reservation of SC/ST/OBC/ Ex –
Serviceman as laid down for Group ‘D’ should also be followed while engaging of casual
labour. Casual labour should not be employed/retained in service beyond the age of 60 years.
Re-engagement of casual labour from live register can be made only after approval of
General Manager. [RBE No 188/90]
Designation of Casual labour [RBE No 116 / 95]

i) O.C.L Open line casual labour unskilled.

ii) O.C.L (S) Open line Casual labour skilled
iii) P.C.L Project Casual labour unskilled
iv) P.C.L (S) Project Casual labour skilled
Casual Labours should not be employed: -

1. For work on Construction of Wagons & similar other work of a regular nature.
2. For Civil Engineering, Signal & Bridge maintenance work, except for seasonal
fluctuating works,
3. As Trolley Man., Peon.
4. In Printing Press,
5. In regular vacancies except in artisan category.
Authority competent to engage Casual labour
1. Prior to 01/08/1978 any Senior Subordinate was competent to engage any casual
labours under whom certain seasonal work had been sanctioned.
2. On & after 01.08.1978 but prior to 01.01.1981 DRM or SAG officer was competent to
engage casual labour against seasonal work.
3. On & after 01.01.1981 to till date only General Manager of the Zonal Railway is
competent to engage Fresh face casual labour against seasonal demand.
Entitlement of casual labour for Temporary Status [Para 179 (xiii)(b) IREM – I]
Open line Casual Labours on completion of 120 days& Project Casual Labours on
completion of 360 days of continues service without break become entitled for temporary
status (TS).
Project Casual Labours on completion of 180 days of continues employment are eligible to be
treated as monthly rated workers and should be paid consolidated wages at the rate of the
minimum scale of pay i.e. equal to the minimum of the scale of pay plus DA, however,
without the benefit of increments.
Periods that are not counted as break in service for extending Temporary Status to Casual
Labour
The following absence will not be considered as break in service for determining 120 or 180
days or 360 days of continuous employment.
1. Period of absence under medical treatment of workman with injuries sustained on
duty under W.C. Act.
2. Day on which the establishment employing the Casual Labour remains closed
3. Absence of half-a-day should be reckoned as half-a-day only.
4. Authorised absence up to 20 days including three days unauthorised absence for Open
line Casual Labours & 30 days for Project Casual Labours [RBd’s letter no. E (NG)
II/76/CL/116,dt 21.379,E (NG) II/79/CL/26,dt28.3.79]
5. Authorised absence covers permission granted by the supervisory official in charge, to
be away from work for the period specified.
6. In case of female casual labour, four weeks’ period (in addition to 20&30 days
authorized absence of Open line Casual Labours& Project Casual Labours
respectively, for maternity purposes.
7. With effect from 02.10.1980, on completion of work or non-availability of further
productive work when casual labour is discontinued and employed later when work is
available, such gaps in service will not be counted as break in service for reckoning as
continuous service of 120, 180 or 360 days.
8. Period of rest under HOER or MWAct will not count as absence under 20 days
authorised absence.
Authority competent to extend temporary Status and procedure
After obtaining initial sanction for engagement of Casual labour from General Manager.,
Minimum Junior Scale Officer is empowered to extend temporary status to a casual labour.
He/She should be given a machine numbered casual labour card after depositing Rs.1/- in
order to provide documentary proof of service & duplicate casual labour card after depositing
Rs 2/- with the valid & sufficient reason for that. Date of birth’s Certificate, educational
qualification and form of character and antecedent should require to be verified from
issuing/relevant authority. Service Sheet and Leave Account should be opened for all those
casual labour who attain the temporary status. He/She should be medically examined before
extending temporary status. Number of days and capacity of work of each casual labour
should be verified by each and every authority and countersigned by controlling Asstt. Officer.
Notice of termination of service
Except where notice is necessary under any statutory obligation, no notice is required for
termination of service of casual labour. The period of notice to temporary status obtained
casual labour will be determined by the rules applicable to temporary Railway servant. One
months notice or one months pay in lieu of retrenchment of casual labour with temporary
status or substitute is necessary.
Screening Procedure
Live casual labour register in each seniority unit should be maintained. Re-engagement in the
seniority unit has to be on the principal of “last go first come”. Seniority units for the purpose
of engagement, retrenchment and re engagement & maintaining live casual labour registers
shall be senior subordinate wise. & for project casual labour will be Division and category
wise. The screening should be conducted for the entire Department on divisional basis
separately by each department & each category. Existing vacancies and anticipated vacancies
for the next one-year should be taken for the purpose of screening. The number of candidates
should be 25 % more than the vacancies so worked out. Casual labour who have put in 120
days service even in breaks can also be considered for screening., if casual labour with 120
days continuous service are not available. [RBd’s letter no. E (NG) II/76/CL/67,dated1.12.77]
One SC/ST/OBC & Minority officer must be nominated as member of screening committee.
[RBd’s letter no.80E/SCT/15/58/Part-I, 2.9.98]

SC/ST /OBC/Ex -Serviceman candidates should be given the requisite number of seats as per
their quota. Casual labour engaged without the approval of competent authorities as
prescribed from time to time, shall not be considered for screening except where post facto
sanctions have been obtained. Casual labour that failed to attend in two previous occasions
for screening should not be called. Casual labour engaged in establishment of cooperative
societies may also be considered for regular absorption in Group ‘D’ after eligible Casual
labour & Substitutes have been considered. Casual labour engaged in hot weather, RRB’s
office may also be considered for screening depending upon their seniority. Currency of
panel (Life of panel) prepared from Casual labour after screening will remain valid till the
last person on the panel is absorbed. Casual labour can be regularized against posts of Group
‘D’ after employment on panel servicing persons. The seniority of Casual labour will remain
department wise and if some one is diverted to another unit he will rank junior in the new
unit.
Names of those Project & Open line Casual labour have been enrolled in Casual labour live
register who had worked as Casual labour before 1.1.1981 and who were discharged for want of
further work or due to completion of work and who had submitted written representations for re-
engagement unto 31.03.1987. [RBE No 39, 43, 57 & 58/87]
Entitlement and privileges to casual labours
Casual labour are not eligible for any entitlement and privileges other than those statutorily
admissible under the various Acts, such as, Minimum Wages Act, W.C. Act. etc. Casual
labours are also eligible for: -
(i) Age limit laid down for regular recruitment to Group ‘D’ are also applicable for
engagement of fresh face casual labour & Upper age relaxation for SC/ST & OBC is also
admissible (i.e. 5 yrs for SC/ST & 3 yrs for OBC).
(ii) Casual labour with temporary status are entitled for relaxation in upper age limited to
the extend of Casual labour/substitute service put in subject to upper age limit of 40 years in
the case of Genl. Candidates, 43 years for OBC & 45 years in the case of SC/ST.
All casual labours/substitutes in Group ‘C’ scales are entitled to appear in examinations
conducted by RRB or the Rlys for posts as per their qualification without any age bar.
Wages / Pay
Casual labour on the Railway who are engaged for construction or maintenance of roads or in
building operations including Permanent Way Bridges, Stone breaking, Stone crushing;
maintenance of building; loading & unloading in the Railway Goods Sheds; Ash-pit cleaning
are governed by the [Link]. (Central) for the purpose of payment of wages & they should
be paid as under:-
1. A daily rate ascertained from the local authority or the State Govt. concerned where
necessary: or
2. If such a rate is not available, a daily wage at 1/30th of the minimum of the scale of pay
plus D.A. as may be applicable to the corresponding categories of Railway Servants: &
3. If either of the rates shown above happens to be lower than the minimum wages fixed
under the [Link] (Central) then at the rate(s) fixed by the appropriate authority under
the Act.
Those Casual labours who are not governed by the MWAct (Central) should be paid on daily
rate that should be ascertained from the local authorities or the State Govt. concerned. Where
two different rates are operative one fixed by the Municipality & the other fixed by the local
civil authorities as such District Magistrate, District Controllers of the State Govt., the higher
of the two rates should be adopted.
120 Days of continuous service in the case of open line casual labour & 180 Days in the case
of project casual labour, payment should be at daily rates. Project casual labour after
completion of 180 days of continuous employment is entitled for 1/30 of the minimum of
appropriate scale of Pay + DA. A casual labour that attained temporary status and has been
paid regular scale of pay when re-engaged after having been discharged should be given the
pay last drawn by them at the time of discharge. Casual labour with temporary status are
entitle for one increment on completion of 12 months service.
Casual labour with temporary status, on absorption in regular Group’D’ posts will be allowed
fixation of pay as under: -
Those drawing pay in identical grades will have their pay fixed with reference to the last pay
drawn;
Those working in semi-skilled grades but absorbed in Group ‘D’ unskilled grades will have
their pay fixed by granting increments in the unskilled grade with reference to their earlier
service as casual labour in the higher or equivalent grades.
50% temporary status casual labour service of absorption in regular employment being taken in
account for the purpose of reckoning 10/20/30 years of service for financial benefit under
Modified Assured Carrier Progression Scheme. (MACP) [RBE No. 215 /09]
Productivity Linked Bonus
Casual Labour who have attained temporary status & Project Casual Labour on completion of
not less than 180 days of continuous service are eligible to be paid Productivity linked bonus.
[RBd’s letter no. E (P&A) II/79/PLB/1,dt.24.1.80]

However, casual labour entitled to Productivity linked bonus as per orders in force, but injured
on duty & placed on sick list & paid half monthly payment as applicable under the W C Act are
not entitled for the Productivity linked bonus. [RB: E (P&A) II/82/1/PLB-6/1,dt.10.11.84] Pass & PTO
Casual labour with temporary status is eligible to the privilege of Passes & PTOs. Continuous
service rendered by them after attaining temporary status will count for the purpose of post
retirement passes. [RBd’s letter no. E (W) 2004PS5-1/15,dated 26.5.06]
Normally casual labour is recruited locally. But in a situations when local recruitment is not
possible due to non availability & the labour are recruited away from the site, passes may be
issued for the individuals (not for the family members) on recruitment as also at the time of
their discharge.
Since casual labour has not been absorbed against regular posts, they are not entitled to the benefit
of widow/widower passes. Casual labour is entitled to get 6 sets of P.T.O. instead of 4 sets till
their absorption. [RBE No. 308/89]
Holiday
Open line casual labour with temporary status & Project casual labour on completion of 180
days of continuous service are eligible for 9 Holidays inclusive of the 3 National Holidays.
The National Holidays should be treated as paid holidays.
On the day of polling during elections to the Lok Sabha/State Legislature, Casual Labour
should be given facilities for casting votes but they are not entitled to a paid holiday.
Casual Labours (without temp. status) are entitled for only 3 days National Holiday.
[IREM vol. I, para1601]

Leave
Leave earned by the casual labour after attaining temporary status & which is at their credit
on the date of their absorption in a regular post, will be carried forward to the new post.
Casual labour (temporary status) should be treated as temp. employee for the purpose of
Hospital leave.
Female casual labour without temporary status are not entitled for maternity leave, however
on this account her absence from duty up to four weeks will be treated as authorized absence
in addition to other normal absence periods permissible.
Female casual labour with temporary status is entitled for maternity leave as admissible to female
temporary Railway Servants. [RBE No. 119/91]
Open line casual labour with temporary status & Project casual labour on completion of 180 days
of continuous service are eligible for 10 days of casual leave in a calendar year
Incentive under FW Programme
Casual labour who have become entitled to payment in regular time scale of pay are eligible
to the grant of incentive increment (now Family Planning Allowance) under the Family
Welfare Scheme.
Daily rated Casual labour both male & female are eligible for wages for the day of absence
due to the following reasons:
1. Vasectomy Operation -----------Male ------ for a maximum of 6 working days
2. Non-puerperal Tubectomy-----Female ---- for a maximum of 14 working days
3. Insertion of I.U.D.---------------Female ---- for one working day
Benefits will be admissible only to those, who have been in continuous employment for at
least 3 months before undergoing sterilization/IUD & who are likely to continue thereafter
for at least three months. Full wages should be claimed for the days of absence.
[RBd’s letter no.80/H/FW/7/1,Dt 7.2.80,30.12.84,3.8.85]

Advance
Casual labour that acquired temporary status after putting in three years continuous service
should be treated at par with temp. Rly servant & they are entitlement of festival & flood
advance.
Allowance
HRA and TPA will be paid to casual labour after acquiring temporary status. Casual labour
who are required to work on National Holidays, are eligible for National Holiday Allowance
as per the rate(s)in force after satisfying the prescribed conditions. Casual labour sent on duty
out of their Hqrs, station to a place more than 8 Km from Hqrs station are entitled to be paid
Daily Allowance as per rules, at the rates specified from time to time. Casual labour that
performed night duty between 22 to 6 Hrs. is eligible for additional remuneration, for each
hour of night work at 2% of daily wages for each hour of night work.
[RBd’s letter no. E (NG) III/80/CL/18 Dated 09.01.83]
Casual labour employed on break down duties are eligible for free food, higher rate (s) of wages,
which may be fixed depending upon the circumstances, as also TA/DA if otherwise admissible
under the rules for regular Railway Servants.
Open line casual labour / Project casual labour are entitled for National Holiday Allowance
when they are in service on the day proceeding the National Holiday & are also in service on
the day following the National Holiday.
Medical
Casual labour should be subjected to medical examination before granting of temporary
status. Those who have completed six years service shall be examined on relaxed standard.
Such casual labour as are found unfit for particular category in medical examination despite
relaxed standard may be considered for alternative category with lower medical standard.
Their suitability for alternative category should be adjusted by screening committee. Before
granting temporary status, Casual Labour must pass required medical examination.
[RB’s LNO.77h/5/31,dt20.12.77]

All casual labour (Open line & Project) with temporary status is eligible for medical facilities as
applicable to regular Railway employees i.e. for self and family members. [RBE No 111/93] Casual
Labours are entitled for free diet and free medical treatment in Railway hospital in connection
with injuries sustained in accident cases.
D&AR
Casual labour after attaining temporary status is treated as temporary and is entitled to the
rights and benefits as admissible to the temporary Rly. Servant (Including benefit of D&AR
rules).
Retrenchment
While effecting retrenchment of casual labour, ordinarily the principle of ‘last come first go’
should be adopted. Thus, at the time of retrenchment if junior SC/STs have to be protected from
retrenchment when there is deficiency in their representation, such a protection will be justified
& this reason will have to be recorded while retrenching the senior in preference to the junior
SC/STs. [RBd’s letter no. E (LL) 76/AT/ID/1-116,dt17.2.78]

For retrenchment under for [Link] 240 days of a calendar year is treated as one year.
[RBd’s letter no. E (WLA) 66AT/ID/1-18,dt23.2.82]

Retirement benefits
(1) Half of the service rendered after obtaining temporary status shall be counted as
qualifying service for pensioner benefits. This benefit is admissible only after regular
absorption. Casual labour with temporary status who are not screened & retired, they are
entitled for Gratuity, PF, Leave Salary at the time of retirement.
(2) As the new Pension Scheme is based on defined contribution, the length of qualifying
service for the purpose of retirement benefits has lost its relevance. Consequently, no credit to
casual labour service (i.e. temp. status) for the purpose of retirement benefits after their
regularization, shall be available to the Casual Labour on their regularization against group
‘D’ posts on or after 01.01.2004 [RBE 205/04]
In case of death
Family member of deceased casual labour with temporary status is entitled for Gratuity, PF,
Leave Salary & Compassionate Engagement. Compassionate Engagement can also be made
if a casual labour dies, due to accident while on duty, provided that casual labour concerned
is eligible for compensation under WC Act, 1923
Other
Casual labour not governed by M.W. Act shall be entitled for weekly paid rest.. Casual labour
who have completed one year of continuous service after attaining temporary status are
eligible to the supply of uniforms, if they are working in categories eligible for the unifor m,
& subscription towards provident fund up to 31.12.2003.
As there is no provision of general Provident Fund /SRPF in New Pension Scheme
(NPS), it will not serve any useful purpose to continue deduction towards SRPF for existing
Casual Labour (with temp, status). Therefore, no further deductions towards SRPF shall be
effect from such Casual Labour w.e.f. 01.01.2004 onward & the amount lying in their P.F.
account, including deduction after 01.01.2004, shall be paid to them [RBE 205/04]
Casual Labours, Substitute & Bunglow Peon/Kh cannot be a member of Central Government
Employee Group Insurance Scheme; Office bearer of trade union; New Pension system (RBA
43/04) or any kind of pension.
***
 SUBSTITUTES
[Para 1512 to 1515 of IREM Vol. I]
[RBE No 137/2010]
In supersession of the previous instructions, following instructions on the subject of
engagement of substitutes will be applicable w.e.f. from 17.09.2010.
2. Definition
“Substitutes” refer to persons engaged in Indian railway establishment on regular scales of
pay and allowances applicable to posts falling vacant and the process of filling up is delayed
and the post cannot be kept vacant due to exigencies of work otherwise railway service may
be adversely affected.
3. Circumstances for engagement of “Substitutes”
Substitutes in erstwhile Group “D” should be engaged with the prior personal approval of the
General Manager, while those in Group “C” shall require prior approval of the Railway
Board. They should be engaged only in the following circumstances:-
(i) The process of filing up of vacancies is delayed; and
(ii) The posts cannot be kept vacant without adversely affecting the railway services;
Maximum number of Substitute that can be engaged in a year in erstwhile Group “D” posts
(i) Maximum number of substitutes which can be engaged in a financial year in the following
categories would be 10% of the vacancies calculated as on 1st April of the year to be filled
up during the financial year.;
(a) Safety;
(b) Train operations(open line staff of Operating, Mechanical, Civil, Electrical, S&T and
Electrical).
(ii) For other categories, the maximum number of substitutes that can be engaged is 2% of the
vacancies in these categories.
Chief Personnel Officer (CPO) will calculate these 10% and 2% vacancies at the beginning of
each financial year.
Note:-(i) Engagement of course completed Act Apprentices as substitute, will be outside the
purview of stipulation made vide para 3.2(i)&(ii) [RBE 183/10]
(ii)Any disabled person, as decided by the G.M. concerned, can also be engaged as a
substitute. Such person can be adjusted under 3% quota for physically challenged persons
only when he/she is regularized against the post. [RB E(NG)II/2008/SB/SR/15 pt. I dt. 19.01.12 (NWR PS 01/12)]
Substitutes in erstwhile Group “D” should be engaged as per following practice/procedure: -
(i) Applications addressed to General Manager will be received in GM’s Office from various
sources;
(ii) Committee of three Senior Administrative Grade (SAG) officers to be nominated by
General Manager will scrutinize applications and make recommendations which will be put
for approval of General Manager through Chief Personnel Officer(CPO);
(iii) The recommended applications by the Committee will be forwarded to the Personnel
Department for verification of certificates, etc.
(iv) After due verification of educational qualifications, certificates etc., the eligible
applications alongwith the requirement of substitutes received from DRMs/Heads of Units,
through the Chief Personnel Officer, will be put up for General Manager’s approval, by the
Personnel Department;
(v) Keeping the exigencies of service and suitability of the candidate, General Manager will
decide the Department and Division / Unit where the candidate is to be engaged.
(vi) Formal letter of engagement will be sent to the Division / Unit by the Personnel
Department.
(vii) To avoid any fraud / impersonation etc., the Division / Unit will get the letter verified
/ authenticated from CPO’s office and then issue Engagement Letter to the candidate;
(viii) Proper records should be maintained with reference to the number of applications
received, number of applications rejected etc. Record of the applications which are no longer
required to be retained should be shredded/weeded out.
4. Benefits :
Substitutes engaged should be paid regular scales of pay and allowances admissible to the post
against which they have been appointed irrespective of the nature or duration of the vacancy.
They should be allowed all the rights and privileges as are admissible to temporary Railway
employees on attainment of temporary status on completion of four months of continuous
service.
The conferment of temporary status after completion of four months continuous service does
not entitle them to automatic absorption / appointment to railway service unless they are
selected in the approved manner for appointment or absorption to regular posts.
The period of service of substitutes will be counted for full pensionary benefits from the date
of completion of four months continuous service provided it is followed by absorption in
regular service, without break.
While regularizing the services of substitutes, age limit for recruitment to erstwhile Group “D”
posts may be relaxed to the extent to their total service rendered as substitute which may be
either continuous or in broken periods subject to maximum of 40 years not exceeded in case
of General candidates, 43 in case of OBC and 45 in case of SC/ST
Substitutes who wish to apply for the posts advertised by the Railway Recruitment Boards
may be given relaxation in age to the extent of service put in by them, continuous or in broken
spells subject to maximum of 40 years not exceeded in case of General candidates, 43 in case
of OBC and 45 in case of SC/ST.
Festival / Flood advances : The Substitutes who have attained temporary status and have put
in one and half years of continuous service should be granted these advances provided they
furnish two sureties from permanent railway servants.
Substitutes are eligible for medical facilities for self only in the out-patient department. The
service cards etc. of the employee may be utilized as identification cards for this purpose.
When Substitutes selected for absorption in regular service and sent for medical examination,
the standard of medical examination should be relaxed standard as prescribed for re-
employment during service.
5. Screening of the Substitutes for their absorption in regular service
A person who is continued to work as a Substitutes for prolonged period shall be considered for
regularization of his/her services provided he/she has put in a minimum of 05 (five) years of
service. (Deleted vide RBE 182/10)
A screening Committee should be constituted to screen the substitutes with temporary status for
their absorption in regular posts. Such screening Committee should consist of at least three
Railway Officers of appropriate rank, one belonging to SC/ST communities and another to
minority community. (Deleted vide RBE 182/10)
Note (i) A person who continues to work as substitute and has acquired temporary status, when
considered for regularization of his /her services, be screened by a screening committee. The
committee for the purpose shall consist of there Rly. Officers of appropriate rank on each
belonging to SC/ST Community, OBC Community and Minority Community. Also one member
shall belong to personnel Deptt., the deptt. for which rectt. is being made & one from the deptt.
Other than the Personnel deptt. [RBE 182/10]
(ii) It has been decided by Rly. Bd. that while conducting screening of substitutes for making
ten or more vacancies & lady candidates are expected to be available for the service/post in
group “C’ and pay band-1 (G.P. 1800/-) to ensure adequate representation of women members
on various interviews/viva voce committees. [RBE 29/12]
Screening / Empanelment of substitute for purpose of absorption in regular employment be
restricted to only those who are in the current substitute registers.
Though no roster is required to be maintained, still the intake of SC/ST/OBC while engaging
substitutes against each individual category in the various departments should not be below
the prescribed percentage of reservation in favour of the these communities.
The Screening Committee should make good shortfall, if any, by resorting to direct
recruitment from open market in each erstwhile Group “D” category.
Screening of substitutes for absorption in regular employment may be made by the Screening
Committee with reference to the vacancies available at the material time.
As long as it is established from records that the substitutes have been enrolled within the age
limit, relaxation at the time of actual absorption should be automatic.
In old cases, where the age limit was not observed, relaxation of age at the time of regular
absorption should be considered sympathetically. CPOs/DRMs are empowered to grant such
relaxations.
Substitutes will be eligible for absorption in regular employment only if they fulfill the
requisite eligibility criteria for the post in question. Relaxation in educational qualification
may be granted by retraining such persons as followed in case of Group “D” staff
implementation of 6th Pay Commission.
When called for screening, substitutes will be issued passes for their journeys and the period
treated as on duty.
Gaps which may occur in service of Substitutes between two engagements should be ignored
for the purpose of temporary status on completion of four months service.
6. Date of appointment
The date of appointment of a substitute to be recorded in the service book against the column
“Date of Appointment” should be the date on which he/she attains temporary status after a
continuous service of four months, if the same is followed by his/her regular absorption.
Otherwise, it should be the date on which he/she is regularly appointed/ absorbed.
7. Break in service
The following cases of absence will not be considered as “break in service” for determining
the four months continuous service for the purpose of absorption in regular employment;
(a) The periods of absence of a substitute who is under medical treatment with injury
sustained on duty covered by the provision of Works man compensation Act;
(b) Authorized absence not exceeding 20 days during the preceding six months.
Note : i. The terms “authorized absence” for this purpose covers permission granted by the
Supervisory official in-charge to be away from the work for the period specified.
ii. Unauthorized absence or stoppage of work will be treated as a break in continuity
of employment.
iii. Days of rest even under HOER or under the statutory enactments and the days on which
the establishment employing the substitutes remains closed will not be counted against the
limit of 20 days authorized absence.
Note : Entire temporary status service of substitutes following by regularization without break
may be taken in to account for pensionary benefit and towards the minimum service of 10/20/30
years for the purpose of grant of benefit under the MACP scheme. [RBE 36/10]
8. Service Register :
A register should be maintained recording the names of all “Substitutes” whenever employed
according to the Unit of recruitment, e.g. Divisions, Workshops, etc. strictly in the order of
their employment, at the time of their initial engagement.
***
 BUNGALOW PEON

Bungalow Peon/Khalasi is a special category as they are neither casual labour nor substitutes &
their service conditions, until they attain [Link] after completion of 120 days continuous
service, is governed by the administrative orders issued from time to time with the approval of
competent authority. [NR PS 10960]
Duties of Bungalow Khalasi / Peon [NR PS 10960]
On the Rlys, J.A. grade Officers and above are entitled for services of Bunglow Peons at their
residence to meet with official work arising out of Railway Operation at their residence.
Bungalow Peon is engaged specifically to perform the following duties: -
(i) To carry official files / dak to the Bungalow of the officer to whom they are attached.
(ii) To attend the official telephone calls at the officers Bungalow.
(iii) To deliver urgent messages to the officers.
(iv) To accompany the officer on tour at short notice.
(v) To carry telegrams in case of accident.
(vi) To carry papers to officers Bungalow and bring them back to the office on the next day.
(vii) Any other work as directed by the concerned officer to facilitate and in furtherance of
official work.
Entitlement
Bungalow Khalasi shall be permitted to JAG officers and above against available / vacant
permanent or work charged posts, provided they have more than one year to retire
Competent authority for appointment
[GM/NWR’S letter no. E/110/615/2(BK) dt.00-6.2004/7.7.04, & 885E/1/HQ/BK/Policy) dt 14.02.08]
For appointment of fresh faces as substitute Bungalow Peon/Khalasis; General Manager’s prior
personal approval is necessary and the candidate is require to fulfill conditions regarding age,
educational qualification etc. prescribe for recruitment to Group ‘D’posts. The certificate of the
qualification of the candidate being appointed, must be seen in original.
[NR PS No. 11621/98]

Bungalow Khalasi shall be permitted against work charged posts, only if the post is available
for a minimum period of one year. This shall include the period by which the post is likely to
be extended (on the basis of certificate of the sanctioning authority).
The concerned PHOD/CHOD/DRM/Unit-in-charge shall control the cadre of Bungalow
Khalasi.
In case where the appointment of a Sub. Bungalow Peon / Khalasi had been approved initially
for a particular officer & later on his services are required to be utilized by another officer,
approval of CPO shall be necessary.
Any change in the category of Sub. Bungalow Peon/Khalasi (including screened one) before
completion of three years service shall require the prior personal approval of GM. Such
change after completion of three years service shall require the prior approval of CPO.
Service conditions [NR PS 10960,GM/NWR’S letter no. E/110/615/2(BK) dt.00.6.04/7.7.04 & 885E / 1 / HQ /
BK / Policy dt. 14.02.08]

Persons engaged as bungalow peon has to be a dependable / reliable / faithful person in whom
officer should have full trust because owing to the sensitive nature of the job. Every entitle
officer can exercise his option for engaging person of his / her choice only once in service.
The person being engaged as Bungalow peon, gives his consent in writing and in case of any
eventuality such as his unwillingness or he / she is found unsuitable or his / her performance
is found unsatisfactory, his / her services will be terminated. The engagement of Bungalow
peon is purely on contractual basis. The initial appointment will be for a period of three
months. After the initial period of three months, the extension will be granted in different
spells of three months each by nominated ADRM on the Division & [Link]/G in [Link].
Office.
Fresh Face Bungalow Khalasis shall be engaged after obtaining under takings from them that
they shall be liable to be transferred to any place or post on concerned Railway, or to work
with any officer on that Railway as Bungalow Khalasis, till completion of a minimum period
of 03 years from the date of fresh engagement.
Temporary status
After completion of 120 days of continuous service as a Bungalow peon, the person is granted
temporary status.
Medical examination [NR PS 11880, GM/NWR’S letter no. 885E/1/HQ/BK/Policy dt.
14.11.2007 & 13.12.2007]
Though, C-2 is the required medical category for Bungalow Khalasis, he/she shall be required
to pass B-1 or above medical examination at the time of engagement, so as to permit absorption
lateron in field units like Trackman, Poinstman etc. if he/she is unfit in B-1 medical category
then he/she is not suitable for Bungalow Peon/Khalasis.
Regularisation [NR PS 11506,11807]

Bunglow khalasi / Peon are to be considered for absorption against Gr. D vacancies (after
screening) on completion of three years service which shall be counted from the date of
engagement. (Excluding period of absence).
Sub. Bungalow Peon/Khalasis can regularize before completion of three years service with prior
and personal approval of GM. [GM/NWR’S letter no. E/110/615/2(BK) dt.00-6.2004/7.7.2004] Change in
category

Any change in the category of Sub. Bungalow Peon/Khalasis (including screened one) before
completion of three years service shall require the prior personal approval of GM. Such
change after completion of three years service shall require the prior approval of CPO,at
his/her request or at the request of the officer with whom he is attached. In such a situation,
the concerned officer may be permitted to engage another fresh substitute Bungalow
Khalasis. Change can however be done in administration interest.
Other conditions: - [GM/NWR’S letter no. 885E/1/HQ/BK/Policy) dt.14..0208,23.09.08]
1. If an officer is transferred within concerned Railway, he shall not be permitted to engage
another fresh face Bungalow Khalasi. In such case, Bungalow Khalasi shall be transferred to
his/her new unit of posting.

2. If an officer gets transferred before grant of temporary status to his Bungalow Khalasi, the
services of the Bungalow Khalasi shall be terminated with payment of one month’s salary in
lieu of one month’s notice, unless some other officer is willing to utilize the services of such
a Bungalow Khalasi in the same capacity i.e. as Bungalow Khalasi, or the officer is willing /
able to take him/her as Bungalow Khalasi to his / her new assignment.
3. If an officer is transferred out of concerned Railway after grant of temporary status to
Bungalow Khalasi, the Bungalow Khalasi will be transferred to his place of posting, if he
gives willingness to go with the officer. This shall be irrespective of officer’s willingness to
take him / her along.
4. Similarly, if an officer joins concerned Railway on transfer from other Railway, the
previous Bungalow Khalasis shall be accepted as Bungalow Khalasis on concerned Railway
if he is willing for transfer to concerned Railway, otherwise the officer shall be permitted to
engage another Bungalow Khalasis of his / her choice.
5. Bungalow Khalasis when transferred to work as Bungalow Khalasis on another unit shall
carry benefits of their past service with them.
6. Lien of Bungalow Khalasis shall be determined with respect to the post / unit at the time of
their regularization. Their screening shall be conducted after they have completed 03 years
service excluding the periods of absence. In case, they get regularized as Bungalow Khalasis
only at the time of screening, they shall carry the benefit of seniority whenever their category
is charged.
7. Bungalow Khalasis who gets released / spared on account of transfer / retirement of any
officer and is not accepted by any other officer to work as Bungalow Khalasis, shall report to
P Branch for further posting against suitable group D vacancies. In such cases, no approval
shall be required for change of their categories.
8. Any exception to above rules / procedure shall need GM’s approval of concerned Railway
Payment of salary [NR PS 10960]

Bungalow peons are engaged against permanent / work charged posts. Accordingly they are
paid from consolidated fund of India.
Classification of Bungalow Peons under HOER
The Bungalow Peons are to be given E I classification by giving them split shift duty rosters
and rostered from 6:00 to 12:00 hrs. & 16:00 to 22:00 hrs & they should be given weekly
rest.
Termination of service [NR PS 10960]

1. Bunglow Peon shall be granted temporary status after completion of 120 days continuous
service unless report of unsatisfactory working is received from his/her controlling officer
within this period, in which case, his / her service shall be terminated with payment of one
month’s salary in lieu of one month notice to him/her.
2. The person engaged as Bungalow peon gives himself in writing that if he is unwilling to
work as Bungalow peon, or:
3. Bungalow Khalasi who have been granted temporary status can be removed only after
following DAR procedure.
Engagement of fresh Telephone Attendant cum Dak Khalasi (TADK)
The facility of induction for fresh TADK to Director & equivalent officers of Railway Board
are permitted, they would have to take the TADK with them in case they are posted out within
the Railway System & remain entitled for a TADK. Fresh induction would only be permitted
in case of those officers who never had been provided a TADK.
If an officer is posted as Director or to a higher post in Railway Board then they have to go with
the officer. [RBd’s letter no.2009/ERB-5/3/4,dated 14.12.09]

Above conditions are not included in the IREC or IREM as it is governed by the
administrative orders issued from time to time with the approval of competent authority.
***
 RAILWAY SERVANTS (HOURS OF WORK AND PERIOD OF REST) RULE
[ RBE No. 131/2005 ]

Railway Servants (Hours of Employment ) Rules 1961 has been amended to the Railway
servants (Hours of Work and period of Rest) Rules 2005 by G.S.R.75, 28th February 2005, –
In exercise of the powers conferred by section 136 of the Railway Act, 1989 ( 24 of 1989)
the Central Government makes the following rules, namely :-
PART - I
1. Short title, commencement and application –
(1) These rules may be called the Railway Servants (Hours of Work and Period of Rest)
Rules, 2005.
(2) They shall come into force on the date of their publication in the Official Gazette. (w.e.f.
05.03.2005)
(3) They shall apply only to those railway servants to whom Chapter XIV of the Act applies.
2. Definitions –
In these rules, unless the context otherwise requires –
(a) ‘Act’ means the Railway Act, 1989, (24 of 1989);
(b) ‘full-night’ means the period between 10.00 p.m. and 6.00 a.m;
(c) ‘long-on’ means a period of duty over eight hours in the case of ‘intensive’ workers, over
ten hours in the case of ‘continuous’ workers and over twelve hours in the case of ‘essentially
intermittent’ workers;
(d) ‘ordinary rate of pay’ includes-
i. pay as defined in rules 1303 (F.R.9) of the Indian Railway Establishment Code
Volume-II (1990 Edition) and includes element of running allowance to the extent of 30 per
cent of basic pay in the case of running staff as defined in Rule 1507 of the aforesaid Code,
ii. Dearness Allowance, Additional Dearness Allowance and Dearness Pay, if any, and
iii. Compensatory (City) Allowance;
(e) ‘Railway servants employed in confidential capacity’ includes –
i. stenographers working either in a separate confidential cell or attached to the officers
in Administrative offices,
ii. cipher operators,
iii. confidential Assistants and Personnel Assistants, and
iv. any other railway servant who may be so specified by the Head of the Railway
Administration to have been employed in confidential capacity;
(f) ’Regional Labour Commissioner’ means an officer appointed as such by the Government
of India in the Ministry of Labour, by notification in the Official Gazette;
(g) ‘Roadside station’ means a station other than –
i. an important junction station,
ii. a station with marshalling yard,
iii. an important terminal station,
iv. a station from which trains are ordered as a regular measure, and
v. a station where a separate goods office under a supervisory Goods Clerk, in the grade
of Chief Goods Clerk or of higher rank sanctioned on the basis of workload in that Goods
Office has been provide :
Provided that the Head of the Railway Administration or the authority to whom he may
delegate this power, may draw up a list of road-side stations keeping in view the above
definition.
(h) ‘roster’ means a document which shows the hours that a railway servant is expected to be
on duty every day, the daily as well as weekly rest and break between spells of duty in a day
besides other necessary particulars;
(i) ‘running staff’ means the staff who are defined to be so in Rule 1507 of the Indian
Railway Establishment Code, Volume-II (1990 Edition);
(j) ‘section’ means a section of the Act;
(k) ‘short off’ means a period of rest which is –
[Link] the case of intensive workers :-
(A) less than 12 hours in a roster of six hours duty, and
(B) less than 14 hours in a mixed roster of 6 and 8 hours duty
[Link] the case of continuous worker – less than 10 hours,
[Link] the case of essentially intermittent worker – less than 8 hours
(l) ‘split duty’ means duty in two or more spells with intervening breaks each of half or more
hour necessitated by exigencies of work and when the employee is free to leave his place of
duty. Intervals for rest and meals shall not be breaks for the purpose of split duty.
(m)‘Sustained attention’ as used in clause (b), section 130 implies mental effort. Explanation
– A Points man waiting for the arrival of a train after setting points is required to give
sustained attention. Similarly, a Station Master or an ASM is generally required to pay
sustained attention form the time he gives line clear to the Station in rear till the time the train
arrives and against from the time the line clear is asked for to the time the Block Section
ahead is cleared. Wherever circumstances justify a different treatment, the period involving
sustained attention may be decided by the Controlling Authority. In case of any doubt, the
decision of the Head of the Department shall be final.
(n) All other words and expressions used but not defined in these rules shall have the
meanings respectively assigned to them in the Indian Railway Establishment Code or the Act.
PART - II
Classification of Employment and Hours of Work
3. Prescribed authority to classify the employment of railway servant –
1. The power to declare the employment of Railway Servants as ‘intensive’ or
‘essentially intermittent’ within the meaning of section 130 shall vest in the Head of the
Railway Administration :
Provided that the Head of the Railway Administration may, in his discretion, delegate the
power vested in him under this sub-rule to the Chief Personnel Officer.
Provided further that during the period of emergency such as flood, accident, the power
vested in the competent authority can be exercised by an officer not below the rank of senior
scale.
2. A copy of every declaration made by the prescribed authority under sub-rule (1) shall,
as soon as may be, sent to the Regional Labour Commissioner concerned and, in case the
declaration is made by an officer other than the Head of the Railway Administration, to the
Head of the Railway Administration or the Chief Personnel Officer, as the case may be.
4. Appeals against classification
1. Any railway servant aggrieved by the declaration of classification made under rule 3
may, within ninety days from the date of such declaration, prefer an appeal to the Regional
Labour Commissioner, who, after scrutiny of relevant documents or if considered necessary,
after a fresh job analysis, may order for a change in the classification.
2. Any railway servant or Railway Administration aggrieved by a decision of the
Regional Labour Commissioner may, before the expiry of ninety days from the date on which
the decision of the Regional Labour Commissioner is communicated to him, prefer an appeal
to the Secretary of the Government of India in the Ministry of Labour who will dispose it of
after hearing the parties concerned.
5. Supervisory staff-
1. The Ministry of Labour shall, by order in writing, specify the railway servants or
classes of Railway servants who shall be treated as supervisory staff under sub-clause (iv) of
clause (c) of section 130 on the ground that the Railway servant holds a position of
responsibility, is employed on duties mainly of a supervisory character and is, from the nature
of his work and position, comparatively free to adjust his hours of duty or work during such
hours :-
Provided that the railway servants who on the date of publication of these rules are treated as
supervisory staff under these rules shall continue to be treated as such until the orders
specifying the railway servants or classes of railway servants as supervisory staff is issued
under this sub-rule.
2. A copy of every such order issued under sub-rule (1) shall be furnished to the Chief
Labour Commissioner (Central), New Delhi.
6. Excluded staff –
The following categories of staff of the Health and Medical Department shall be treated as
‘excluded’ under sub-clause (v) of clause (c) of Section 130, namely –
a. Matrons;
b. Sister-in-charge;
c. Midwives who are not posted on regular shift duty in Railway Hospitals;
d. Health Educators and District Extension Educators (Male & Female);
e. Family Planning Field Workers (Male and Female);
f. Lady Health Visitors;
g. Auxiliary Nurses-cum-Midwives;
h. Projectionists.
In addition to the above, the Ministry of Railway may, by order in writing, specify any other
category of railway staff in any of the Departments of the Indian Railways who shall be
treated as ‘Excluded’ on the consideration that such staff are available on call.
7. Criteria for determining classification of railway servants –
1. Continuous – All employments of Railway servants except those excluded from the
purview of the Hours of Employment Regulations are assumed to be ‘continuous’.
Thereafter, on the basis of factual job analysis, the employment may be classified either as
‘intensive’ or ‘essentially intermittent’, as the case may be.
2. Intensive : The two important factors in declaring an employment as ‘Intensive’ under
clause (d) of section 130 of the Act are :-
i. Strenuous nature of the work tending to cause mental or physical strain; and
ii. continuous application to such work with little or no periods of relaxation.
Explanation I : The term ‘ continued concentration’ in clause (d) of the Section 130 is
intended to convey that the attention demanded of the Railway servant concerned for a
particular nature of job should be exclusive not to allow any other thought or idea to enter the
mind and must be of such nature as to cause strain (physical or mental or both) upon the
Railway servant concerned as a result of continuous application to such work over certain
period without reasonable periods of respite. Thus, having regard to the entire period of duty
and nature of work, the prescribed authority shall, before declaring any employment as
‘Intensive’, satisfy itself that the above factors are present in the job concerned. In other
works, the prescribed authority shall consider whether the job is of such a character that it
demands continued concentration without any reasonable periods of relaxation.
Explanation II : Factor (ii) should be considered to have been satisfied where the periods of
rest, inaction or relation do not aggregate 6 hours or more in a cycle of 24 hours or one hour
or more in a shift of 8 hours.
3. Essentially Intermittent : The work of an employee is to be regarded as ‘essentially
intermittent’ if his daily hours which should be assumed to be twelve hours per day include –
a. One period of inaction of not less than one hour, or two such periods of not less than
half an hour each, and
b. Various period of inaction including the period of inaction specified in clause (a)
aggregating 50 per cent or more, during which he is not generally called upon to display
either physical activities or sustained attention.
Note : In assessing the work-load of the ‘essentially intermittent’ classification in accordance
with sub-section (b) of Section 130, periods of inaction of less than 5 minutes shall be
ignored.
8. Fixation of hours of work -
The hours of work of a Railway servant as per roster (hereinafter referred to as rostered hours
of work) may be continuous or may have short interval for rest, or breaks due to exigencies of
service or deployment.
1. Subjects to the limit specified in section 132 and having regard to the requirements of
the service and the nature of work, the Railway Administration shall fix the normal rostered
hours of work for the various categories of railway servants in the manner indicated in these
rules.
2. The rostered hours of work of Railway servants shall consists of
i. standard hours of duty;
ii. additional hours as may be prescribed in the case of certain categories classified as
essentially intermittent; and
iii. time required to do preparatory or complementary work or both for those who are required
to do such work.
3. The standard hours of duty for different classes of employment of Railway servants
shall be as under :-
a. Intensive 42 hours a week;
b. Continuous 48 hours a week; and
c. Essentially Intermittent 48 hours a week;
4. (a) Railway servants having essentially intermittent class of employment shall be
called upon to work as per rule 8(2) (ii) additional hours as indicated below :-
i. Gatemen ‘C’, Caretakers of Rest Houses and Reservoirs, etc. Chowkidars and Saloon
Attendants – 24 additional hours per week
ii. Railway servants posted to work in Essentially Intermittent employment at Road-side
stations and provided with residential quarters with 0.5 Kms. From their place of duty –
24 additional hours per week
iii. Rest of the employees posted to work in Essentially intermittent class of employment -
12 additional hours per week.
(b) Such additional hours of work shall be reflected in the duty rosters of the Railway servants
concerned.
5. The time required by various categories of staff to do preparatory or complementary
work or both, which includes the work of handing over and taking over charge, must
necessarily be carried out outside the limits laid down for general working of an
establishment, branch or shift and shall be determined by means of job analysis of such work
in respect of representative posts in respective categories.
6. The time determined under sub-rule (5) shall be added to the standard hours of duty of
the staff in all the various classifications subject to maximum limit prescribed below :-
a. when employment is intensive 3 hours a week;
b. when employment is continuous 6 hours a week;
c. when employment is essentially intermittent :-
i. Gatemen ‘C’, Caretakers of Rest Houses and Reservoirs, Chowkidars,
Saloon Attendants and those posted at road-side
Stations and provided with residential quarters within
500 meters from their place of duty 3 hours a week;
ii. Railway servants other than those mentioned in
sub-clause (i) 4 ½ hours a week.
7. The time required for preparatory or complementary work by the running staff shall
be deemed to be 4 hours a week.
Notes:
i. Where the time assessed for doing preparatory or complementary work is under 15
minutes per day, the same shall not be treated as duty and shall not be exhibited in the
roster.
ii. In the case of employment of a ‘continuous’ nature, the time assessed for doing
‘preparatory or complementary work, between 15 minutes and less than 45 minutes per
day should be treated as half an hour’s work and such time between 45 minutes and one
hour per day should be treated as one hour’s work.
iii. In the case of intensive and essentially intermittent categories of employment, such time
assessed between 15 minutes to 30 minutes per day shall be treated as half an hour’s
work.
iv. The time assessed for the work mentioned in Note (iii) shall be reflected in the duty
rosters of the concerned railway servants.
v. Total hours for preparatory or complementary work or both shall be so fixed to ensure
that the overall duty hours do not exceed the limits prescribed for respective classification
in Section 132.
8. Where Railway servants are required to perform split duty, such duty shall be subject
to the following conditions, namely :-
a. the spells of duty shall not exceed three and the number of breaks shall be limited to
two;
b. in the case of an employment of ‘continuous’ nature, the railway servant whose
place of residence is beyond 1.06 KMs from the place of duty, seven hours of split duty shall
be treated as equivalent to eight hours of normal duty.
9. While preparing rosters, ‘long on’ or ‘short off’ shall, accordingly, be avoided.
10. Where, in accordance with the provisions of sub-section (4) of Section 132 or sub-
section (3) of Section 133 and in the circumstances mentioned therein, a Railway servant is
called upon by an order of temporary exemption made under Rule 9 below by the competent
authority to render duty beyond the hours of work fixed in accordance with the foregoing
sub-rules or beyond the hours prescribed in Sub-section (1), (2) and (3) of the Section 132, it
shall be the duty of the Railway servant concerned to render such extra hours of duty.
9. Power to make temporary exemption :-
1. Subject to the provisions of sub-section (4) of Section 132 and of sub-section (3) of
Section 133, Head of a Railway Administration may by order in writing make temporary
exemption of any Railway servant or class of Railway servants from the provisions of sub-
section (1), (2) and (3) of Section 132 and sub-sections (1) and (2) of Section 133.
2. The Head of Railway Administration may by order in writing delegate his powers under
sub-rule (1) to any officer subordinate to him and whom he may deem fit to exercise the
powers.
3. A copy of every order of delegation made under sub-rule (2) shall be sent to the Regional
Labour commissioner concerned.
10. Principle of averaging and payment of overtime allowance –
1. Where a Railway servant is required to render extra hours of duty beyond the rostered
hours fixed in accordance with rule 8 or beyond the limits specified for different classes of
Railway servant under section 132, he shall be paid overtime for such extra hours of work,
subject to the principle of averaging as specified in sub-rule (2).
2. Averaging shall be done by averaging of the hours of work over the averaging periods as
specified in Section 132 which has been adopted to provide a reasonable measure of elasticity
as essential in railway working for certain classes of Railway servants and it shall apply to –
i. running staff;
ii. operating staff;
iii. shift workers; and
iv. those other Railway servants whose work is connected with the work of any of the
categories of Railway servants mentioned in clauses (i), (ii) and (iii).
3. Subject to the provisions contained in sub-section (4) of Section 132, payment of overtime
for excess hours of work shall be made as under :-
i. for the excess hours of work rendered by a Railway servant between the limits of
prescribed rostered hours of work and the hours prescribed in Section 132, during the relevant
averaging period, payment shall be made at 1 ½ times the ordinary rate of pay; and
ii. for the excess hours of work rendered beyond the limits prescribed in Section 132,
payment shall be made at two times the ordinary rate of pay.
4. The hourly rate of overtime shall be worked out on the basis of rostered hours over the
relevant averaging period as under :-
(i) Hourly rate of pay(for staff Period of averaging x 1/30 of monthly
governed by Averaging Principle) No. of rostered hours of ordinary rate of
work in the averaging pd. pay

(ii) Hourly rate of pay(for those 1 x 1/30 of monthly not

governed by Averaging No. of daily rostered ordinary rate of
Principle) hours of work pay
11. Register of extra hours of work –
The particulars of all extra hours of work done by a Railway servant beyond the prescribed
rostered hours of duty shall be recorded in a register to be maintained in Form ‘A’ appended
to these rules by the authorised officer .
12. Periodical Rest –
1. Railway servant whose employment is Intensive or Continuous shall be granted, every
week commencing on a Sunday, rest of not less than thirty consecutive hours and those
whose employment is Essentially Intermittent, shall be granted rest of not less than
twenty-four consecutive hours including a full night.
2. No Railway servant classified as Intensive, Continuous or Essentially Intermittent shall be
called on duty unless one has had a rest of not less than 12,10,8 consecutive hours,
respectively after completion of the previous tour of duty. Such rest shall be given as far
as possible through the employment of rest givers, and the rest givers so provided shall be
separate for Continuous and Essentially Intermittent categories.
3. Locomotive or traffic running staff shall be granted, each month, a rest of at least five
periods of not less than twenty-two consecutive hours each, or a rest of at least four
periods of not less than thirty consecutive hours each including a full night. The hours of
work for this purpose shall be calculated from “signing on” to “signing off”.
4. The locomotive and traffic running staff shall not normally be away from headquarters
for more than three or four days at a stretch and the periodic rest for such staff shall be
given at headquarters. Rest at headquarters shall always include a night in bed, and as far
as possible be once in every ten days.
5. Staff on duty in running trains, other than locomotive and traffic running staff such as
Travelling Pay Clerks and Catering Staff attached to Restaurant Cars shall be given
periodic rest on the scale and in the manner laid down for the locomotive and traffic
running staff. Some portion of the periodic rest may, however, be given away from their
headquarters having regard to their length of trips.
6. The working hours and periodic rest of marine staff, other than those who are governed
by the Factories Act shall be regulated in the same manner as those of running staff.
7. In accordance with clause (ii) of sub-section (2) of Section 133 of the Act, the Head of the
Railway Administration may, with the prior approval of the Ministry of Railways, specify
the categories of Railway servants to whom the periods of rest on scales less than those
laid down under sub-section (1) of the Said section can be prescribed

13. Compensatory periods of rest-

No Railway servant in respect of whom an exemption has been made under rule 9 shall be
required to work for more than fourteen days without a period of rest and shall be provided
with compensatory rest within this period.
PART - III
Authorities to ensure proper implementation of the provisions of
Chapter XIV of the Act and these Rules
14. Appointment of Supervisors –
The supervisors of Railway Labour shall be appointed by the Ministry of Labour. The manner
of their appointment and the educational qualifications, etc., prescribed for the purpose will
be as laid down by the Ministry of Labour from time to time.
15. Display of rules and notices –
Every Railway Administration shall display in a conspicuous place –
a. where the Railway servants work, notices specifying the classification of employment of
Railway servants; the duration for their hours of employment, their period of rest and rosters;
and
b. in each station or other establishment, a copy of Chapter XIV of the Act and these rules in
English, Hindi and in local language.
16. Annual return –Every Railway Administration shall send each financial year a return in
Form ‘B’ appended to these rules, so as to reach the Regional Labour Commissioner not later
than the 15th day of May following the end of the financial year to which it relates.
 PART - IV
Residuary Powers
17. Power to make modification in special cases –
1. Notwithstanding anything provided in these Rules, where, in the interest of efficient working of the Railways, there are certain
condition of special nature necessitating an immediate modification of any condition laid down under these rules to suit local conditions,
such modifications which are not inconsistent with any provisions of Chapter XIV of the Act, may be effected with the prior approval of
the Ministry of Railways.
2. A copy of each such modification shall be sent to the Regional Labour Commissioner concerned.
3. If any Railway servant is adversely affected by any such modification made under sub- rule (1), he may prefer an appeal before the
expiry of 90 days from the date of effecting such modification to the Ministry of Railways whose decision thereon shall be final.
PART V
Repeal and Saving
18. The Railway Servants (Hours of Employment) Rules, 1961 and any orders issued there under in so far as they are inconsiste nt with
these rules, are hereby repealled;
Provided that –
1. such repeal shall not affect the previous operation of the said rules or any orders made or anything done or any action taken there
under;
2. nothing in these rules shall be construed as depriving any person to whom these rules apply, of any right of appeal which had
accrued to him under the rules or orders in force before the commencement of these rules.
3. An appeal pending at the commencement of these rules against an order made before such commencement shall be considered
and orders thereon shall be made in accordance with these rules as if such orders were made and the appeals were preferred under these
rules.
4. as from the commencement of these rules any appeal or application for review against any orders made before such
commencement, shall be preferred or made under these rules as if such orders were made under these rules.
 FORM A (see Rule 11)

Register of extra hours of work – Register prescribed under Rule 11 of the Railway Servants (Hours of Work and Period of
Rest) Rules, 2004 Station Division

S Month Name Designatio Classification Rate of Rostered hours Actual hours Extra hours
n and and n Intensive/ Pay worked
o date over Father’s Continuous/Ess From To From To
time Name e ntially
worked Intermittent
1 2 3 4 5 6 7 8 9

Reason for Compulsory Number of hours Reasons for Signature Amount of Remark
working extra rest granted for which overtime granting temp. of sub. overtime s
hours Date From To payable exemption under Incharge paid and
sections 132(4) granting date of
and exemption payments
133 under
rules
10 11 12 13 14 15 16
 FORM ‘B’ (See Rule 16)

Annual return for the year ending 31st March ----------------

S Name of Total no. of Intensiv Continuous

n Railway Rly servants e Running staff Other than Running
o employed staff
No. Percent No. Percen No. Percent
t
1 2 3 4 5 6 7 8 9

Essentially Excluded Employed in Other Remark

Intermittent Supervisory Confidential capacity s s

No. Percent No. Percen No Percen No. Percen

t t t
10 11 12 13 14 15 16 17 18

Place Signature of Head / Incharge Railway Administration

(Seal) Date

To, The Regional Labour commissioner (Central)

JOB ANALYSIS
[(RB’s letter No. E (LL) 73 HER / 33 Pt. A. II dated 28.06.1974)]

Classification of a work is assigned by job analysis. There are 04 methods of job analysis.
1. Rough Assessment method: By analysis of the quantum of work and time required to
complete the work by rough assessment.
2. Representative method: By representation of one place/station, quantum of work with the
work load of other place/station.
3. Issuance of certificate by Executive officer: Certificate given by Executive officer by
analysis of the quantum and nature of work.
4. Factual Job analysis: The factual job analysis is the best method to fix the classification
under HOER, the job analysis is conducted to review the existing classification. If it is on
demand of staff side or otherwise it should be conducted for 72 consecutive hrs. & if it is
done by administration as a review and the result of 1st day show no change then need not to
be proceeded further but if it shows the change of classification then it should be conducted
for 72 consecutive hrs.
While first three methods have the advantage of quickness, particularly when the requirement
is to obtain temporary result, the last method i.e. factual job analysis is preferred by the
tribunal as the most suitable
During the job analysis the period of Action as per duty list provided and inaction is to be
noted. The following guide line be observed during factual job analysis.:-
1. It is under taken without previous intimation and warning.
2. Work is closely and personally watched continuously throughout a period of duty and is
faithfully reproduced.
3. The person whose work is watched is not to be disturbed by the analyser.
4. Analyser should study the work intelligently to be able to discuss with Executive officer,
if required.
5. The actual time of action and inaction to be noted. While recommending the “EI”
classification. Inaction period of less then 5 minutes should be ignored.

Before conducting job analysis the following should be ensured:

1. The collection of date should be objective.
2. There should be normal work load, during the period of job analysis.
3. Duty list of question should carefully be read out and the period of action only be taken as
allowed in duty list.
4. Post record (6 months or 1 year) should be consulted in view to obtain correct result and
to watch the normal work load.
After completion of job analysis, the date in matter, job analysis sheet should be discussed
with Senior Supervisor concerned & comment, if any be incorporated in the job analysis [
NR No. 3E/317/RLT-1969 (Adj) dated 20.07.74, 3E/116/[Link] 7A (Adj) dated 23.03.82,
3E/317/RLT-1969 (Adj) dated 04.10.74 ]
The report on the basis of job analysis sheet should be prepared for recommendation of a
clarification. It should be got agreed with the executive officer. If any clarification warrants
change then the proposal should be sent to concerned Account department for its
concurrence. After concurrence, it should be sent to DRM for his approval.

After the approval of DRM, the recommendation should be sent to “P” Branch in HQ’s
office, who, in turn will send it to concerned HOD. If the HOD agrees with the
recommendation then it will be sent for concurrence of FA&CAO. On behalf of GM, CPO
can accept the recommendation, if it is down graded the classification i.e. “I” to “C” or “C” to
“EI”. But if the classification is proposed to be upgraded, then approval of the General
Manager is required.
***
 DISCIPLINE AND APPEAL RULES – 1968
(w.e.f. 01.10.1968)
DEFINITIONS :
APPLICATION (Rule-3) :
These rules shall apply to every railway employee but shall not apply to –
1. Any member of the all India services.
2. Any member of RPF.
3. Any person for whom special provision is made.
4. Any person in casual employment.
The president may by order exclude any class of railway servant.
A. APPOINTING AUTHORITY (Rule-2) :
1. The authority empowered to make appointments to the service of which the railway
servant is for time being, a member to the grade of the service in which the railway
servant is for time being included, or
2. The authority empowered to make appointments to the post which the railway servant
for the time being holds, or
3. The authority which appointed the railway servant to such service, grade or post as the
case may be or
4. Where the railway servant having been a permanent member of any other service or
having substantively held any other permanent post has been in continuous employment
under the Ministry of Railway, the authority which appointed him to that service or to
any grade in that service or to the post.
Whichever authority is the highest authority.
DISCIPLINARY AUTHORITY
The authority competent under these rules to impose the penalty as per schedule-I, II & III of
D&A Rules as amended from time to time.
SUSPENSION (Rule-5) :
Suspension means the suspension of official activities of the railway employee. The
suspension is not a penalty.
(1) A railway servant may be placed under suspension.
(a) Where a disciplinary proceeding against him is contemplated or is pending, or
(b) Where in the opinion of the authority competent to place a railway servant under
suspension, he has engaged him self in activities prejudicial to the interest of the
security of the state, or
(c) Where any criminal offence is under investigation, inquiry or trail.
(2). Deemed to have been place under suspension.
(a) w.e.f. the date of his detention, if he is detained in custody for a period exceeding forty
eight hours.,
(b) w.e.f. the date of his conviction, if in the event of a conviction for an offence, he is
sentenced to a term of imprisonment exceeding forty eight hours and is not forth with
dismissed, removed or compulsorily retired consequent to such conviction.
(3). Where a penalty of dismissal, removal or compulsory retirement form service is set
aside in appeal or on revision under these rules and the case is remitted for further inquiry or
action or with any other direction.
The order of his suspension shall be deemed to have continued in force from the date
of his removal, dismissal or compulsory retirement.
(4). Where a penalty of dismissal, removal, compulsory retirement from service is set
aside or declared void by a decision of a court of law and disciplinary authority decide to
hold a further inquiry against him.
The railway employee shall be deemed to have been placed under suspension by the
competent authority from the date of the dismissal, removal or compulsory retirement.
(5) (a) An order of suspension made or deemed to have been made under these rules may at
any time be modified or revoked by the competent authority or higher authority.
(b) Where a Railway servant is suspended or is deemed to have been suspended and any
other disciplinary proceeding is commenced against him during the continuance of that
suspension the authority competent to place him under suspension may, for reasons to be
recorded by him in writing, direct that the Railway servant shall continue to be under
suspension until the termination of all or any of such proceedings.
(c) An order of suspension made or deemed to have been made under this rule, may at
any time be modified or revoked by the authority which made or is deemed to have made the
order or by any authority to which that authority is subordinate.
(6) Not with standing any thing contained in sub rule 5, an order of suspension made or
deemed to have been made under sub rule (1) or sub rule (2) of this rule shall not be valid
after a period of ninety days unless it is extended after review is the manner provided in sub
rule (7) of this rule, for a further period before expiry of ninety days.
(7) The review of an order of suspension shall be done by the authority which is
competent to modify or revoke the suspension, on the recommendation of the review
committee constituted for the purpose, and such competent authority shall pass order either
extending or revoking the suspension before expiry of ninety days from the date of order of
suspension. Subsequent review shall be made before expiry of the extended period of
suspension, Extension of suspension shall not be fore a period exceeding one hundred and
eight days at a time. (RB N.E (D&A) 2004/RC-6-8 dt. 18.07.2006 & RBE No. 94/06, 12/15)
Rule 5 of RS(D&A) Rules, 1968 has been amended vide Notification of even number dt.
18.7.2006 to provide that an order of suspension made or deemed to have been made under
sub-rule (1) or (2) of this Rule, unless revoked before expiry of 90 days, shall be reviewed by
the competent authority on the recommendation of the Review Committee constituted for the
purpose. It is also being provided in the rules that an order of suspension made or deemed to
have been made under sub-rule (1) or (2) of rule 5 shall not be valid after 90 days unless it is
extended after review for a further period before the expiry of 90 days. Such extension of
suspension shall be for a period not exceeding 180 days at a time. The committee will
ordinarily be constituted by the appellate authority & would comprise of the suspending
authority and two officials not lower in rank than the suspending authority. However, an
authority higher than the suspending authority, including the revisionary authority, may also
constitute the committee. The committee will submit its recommendation to the authority
which constituted the committee who will then take a decision in the matter.(RBE 95/2006, 151/2006)
Mere filling of an appeal and /or stay of the execution of the sentence do not take away the
effect of conviction, unless the appeal is allowed and the conviction is set aside by the
appellate court. The competent disciplinary authority may proceed with th e
institution/completion of disciplinary proceedings, including imposition of the penalty as
prescribed in the disciplinary rules, on the basis of conviction imposed on the Railway servant
by a criminal court notwithstanding the fact that a higher court on an appeal filed by the
railway servant concerned may order suspension of the “sentence” passed by the trial court
till the final disposal of the appeal. (RBE No. 65/2013)
Where a Government servant is placed under suspension on the ground of “Contemplated”
disciplinary proceedings, the existing instructions provide that every effort would be made to
finalize the charges, against the Government servant within three months of the date of
suspension. (RBE No. 130/2015)

PENALTIES (Rule 6)
MINOR PENALTIES:
I. Censure
II. With holding of his promotion for a specified period.
III. Recovery from his pay [ the whole or part] for any primary loss caused by him to the
Govt. or Railway Administration by negligence or breach or orders.
III(a) With holding of the Privilege Passes or Privilege Ticket orders or both
III(b) Reduction to a lower stage in the time scale of pay by one stage for a period not
exceeding three years., without cumulative effect and not adversely affecting his
pension.
IV. With holding of increments of pay for a specified period with further directions as to
whether on expiry of such period this will or will not have the effect of postponing the
future increments of his pay.
MAJOR PENALTIES :
V. Reduction to lower stage in the time scale of pay for a specified period with further
directions as to whether on the expiry of such period, the reduction will or will not
have the effect of postponing the further increment of his pay.
VI. Reduction to lower time-scale of pay, grade, post or service for a period to be
specified in the order of penalty, which shall be a bar to the promotion of the Railway
servant during such specified period to the time-scale of pay, grade, post or service
from which he was reduced, with direction as to whether or not, on promotion on the
expiry of the said specified period -
(a) the period of reduction to time-scale of pay, grade, post or service shall operate to
postpone future increments of his pay, and if so, to what extent; and
(b) the Railway servant shall regain his original seniority in the higher time scale of pay,
grade, post or service;” (RBE
119/2011)

VII. Compulsory retirement.

VIII. Removal from service.
IX. Dismissal from service-which shall ordinarily be a disqualification for employment
under the Government.
In case of collisions of railway train one of the penalties specified in clauses VIII &
IX shall be imposed.
In case of passing railway signal at danger one of the penalties specified in clause V
to IX shall ordinarily imposed.
If no such penalty is to be imposed, the reasons there of shall be recorded in writing.
Persons found guilty of any act or omission which resulted or would have, ordinarily, resulted
in collisions of Railway trains, one of the penalties specified in clauses (viii) and (ix) shall
ordinarily, be imposed and in cases of passing Railway signals at danger, one of the penalties
specified in clauses (v) to (ix) shall, ordinarily, be imposed and where such penalty is not
imposed, the reasons therefore shall be recorded in writing.
Persons found guilty of (possessing assets disproportionate to known sources of income or
found guilty of) having accepted or having obtained from any person any gratification, other
than legal remuneration, as a motive or reward for doing or forbearing to do any official act,
one of the penalties specified in clauses (viii) or (ix) shall ordinarily be imposed and where
such penalty is not imposed, the reasons there for shall be recorded in writing. (RBE No.
215/2001)
THE FOLLOWING ARE NOT PENALTIES: - With in the meaning of this rule.
1. With holding of increment failure to pass any Deptt. Examination.
2. E. B. test.
3. Not found suitable/not selected.
4. Reversion-due to not found suitable.
5. Failed in probation period.
6. Replacement of services of railway servant who was on deputation.
7. Compulsory retirement.
8. Reduction of establishment.
9. For in efficiency due to failure to conform to the requisite standard of physical fitness.
7. Disciplinary Authorities.-
The President may impose any of the penalties specified in rule 6 on any Railway servant.
Without prejudice to the provisions of sub rule (1), any of the penalties specified in rule 6
may be imposed on Railway Servant by the authorities specified in Schedules I, II and [Link]
disciplinary authority in the case of a Railway servant officiating in a higher post, shall be
determined with reference to the officiating post held by him at the time of taking action.
8. Authority to Institute Proceedings.-
1. The President or any other authority empowered by him, by general or special order, may-
a institute disciplinary proceedings against any Railway servant;
b direct a disciplinary authority to institute disciplinary proceedings against any railway servant on whom that
disciplinary authority is competent to impose, under these rules, any of the penalties specified in rule 6.
2. A disciplinary authority competent under these rules to impose any of the penalties specified in clauses (i)
to (iv) of rule 6 may, subject to the provision of clause (c) of sub rule(1) of rule 2 institute disciplinary
proceedings against any Railway servant for the imposition of any of the penalties specified in clauses (v)
to (ix) of rule 6, notwithstanding that such disciplinary authority is not competent, under these rules, to
impose any of the latter penalties.

PROCEDURE FOR IMPOSING MINOR PENALTIES (Rule-11) :

Charge sheet for Minor Penalties.
1. Charges should be framed against the delinquent employee and communicated to him on
prescribed from (Standard Form No. 11)
2. The particular penalty to be imposed must not be specified on the charge sheet, but it is
proposed to take action against him under Rule 11 of the D&A Rule-1968.
3. The charges framed against the delinquent must be specific and not vague,
4. Along with the charge sheet a statement of allegations is also supplied mentioning there
in the charges in detail and also the basis on which charges have been framed.
5. List of documents relied up on-should be supplied.
6. The annexure to memorandum of charge sheet i.e. the statement of allegations and list of
documents relied up-on should also be signed by the competent authority signing the
charge sheet.
7. If the charged officer is unable to understand English the statement of allegations may be
supplied in Hindi.
8. The period with in which the employee should submit his explanation is specified in the
charge sheet. (usually 10 days)
9. In case railway employee refuses to accept the charge sheet, it shall on the written
statement of two persons to the effect that this refusal was witnessed by them. Or
on an advice from the [Link] to the effect that the addressee refused delivery of the
registered postal cover, be deemed to have been actually served on him.
10. Even if the delinquent employee admits his guilt the penalty can not be imposed without
issuing charge-sheet.
 Note- All disciplinary cases may be routed through the Personnel Deptt. at all important
stages viz issue of charge sheet, appointment of Inquiry officer / Presenting officer, supply
of inquiry report to the charged officer and passing of final orders by the Disciplinary
Authority (RBE 140/09)
INSPECTION OF DOCUMENTS
After receiving the charge sheet the delinquent employee may request the disciplinary
authority for permission to inspect and take extracts from the original RUDS documents
mentioned in the list accompanying the charge sheet.
After receiving such a request the disciplinary authority should fixed up the date time and
place where the employee can inspect the documents and take the extract along with his
defence helper if any nominated should be supplied Photostat copies there of if not already
supplied with the memorandum.
WRITTEN STATEMENT
After having inspected the documents the charged officer should submit his written statement
of defence to the disciplinary authority with in prescribed time. The written statement should
not contain any thing irrelevant or disrespectful but must precise and to the point.
CONSIDERATION OF THE WRITTEN STATEMENT OF DEFENCE
After considering the written statement of defence the D.A. may impose minor penalty and if
it is proposed to impose W.I.T. of pay for a period exceeding 3 years of W.I.T. of pay with
commutative effect for any period or if the penalty of W.I.T. is likely to effect adversely the
amount of pension or special contribution to P.F. payable to the employee, an inquiry shall
invariably be held.
While communication orders the disciplinary authority should indicate brief reasons for
coming to the final decision.
MODEL TIME SCHEDULE FOR MINOR PENALTY
1. Answering the charges = 10 days
2. Inspection to document ( if requested ) = 15 days
3. Submission of reply after ( II ) = 10 days
4. If the inspection as asked in II is not agreed to then reply must be given with in 10
days of the intimation given to him disallowing his request.
PROCEDURE FOR IMPOSING MAJOR PENALTIES (Rule-9) :
1. No order imposing any of the penalties in clauses V to IX of Rule-6 shall be made
except after an inquiry held as per Rule-10.
2. Disciplinary authority may it self inquire into or appoint inquiry officer.
3. Where a board of inquiry is appointed under sub. Rule - (2) it shall consist of not less
than two members and each of whom shall be higher in rank than the charged officer and
none of whom shall be subordinate to the other member.
4. Where the board of inquiry consists of two or more than two members the senior
member shall be the presiding officer.
5. Every decision of the board of inquiry shall be passed by majority of votes and where
there is an equality of votes on the finding, the finding of each member shall be incorporated
in the report.
6. Where it is proposed to hold an inquiry against railway servant, the disciplinary
authority shall draw up or cause to be drawn up.
(a) The substance of imputation of misconduct or misbehavior in to definite and distinct
articles of charges.
(b) A statement of the imputation of misconduct or misbehavior in support of each article
of charges.
(i) A statement of all relevant facts including any admission or confession made by
railway servant.
(ii) A list of documents by which and a list of witness by whom the articles of charge are
proposed to be sustained.
7. The D.A. shall deliver or cause to be delivered to the railway servant a copy of article
of charge, the statement of the imputation of misconduct or misbehavior and a list of
documents and witness and shall require the railway servant to submit a written statement of
his defense with in 10 days or such further time as the D.A. may allow.
If the copies of documents have not been delivered to railway servant along with the
above and if he desires to inspect the same for the preparation of his defence he may do so
with in 10 days from the date of receipt of the articles of charges to him and complete
inspection with in 10 days there after and shall state whether he desire to be heard in person.
8. The railway servant may for the purpose of his defence, submit along with the written
statement of his defence, a list of witness to be examined on his behalf.
If the railway servant applies in writing for supply of copies of statement of witness
mentioned in list, the D.A. shall furnish him a copy each of such statements as early as
possible and in any case not later then 3 days before the commencement of the examination
of the witness on behalf of the disciplinary authority.
9. (a) On receipt of the written statement the D.A. shall consider the same and decide
whether the inquiry should be proceeded.
(b) It may itself inquire into such articles of charge as are not admitted or appoint board
of inquiry or other authority.
(c) Where all the articles of charge have been admitted in his defence the D.A. shall
record its finding on each charge after taking such further evidence as it may think fit and
shall act in the manner laid down in Rule-10.
(d) ( i ) If the D.A. after consideration of written statement of defence is of opinion that
the imposition of a major penalty is not necessary, It may drop the proceeding and with out
prejudice to its right to impose any of the minor penalty not attracting the provisions of sub
rule (2) rule-11. It may make an order imposing such penalty.
( ii ) If no written statement of defence is submitted the D.A. may it-self inquire in to the
articles of charges or appoint an inquiring authority and inform the railway servant of such
appointment.
( iii )Where the D.A. it self inquires or appoints a board of inquiry or inquiring authority for
holding an inquiry into such charge, it may by an order in writing appoint a railway or any
other government servant to be known as presenting officer to present on it’s behalf the case
in support of the articles of charge.
10. The D.A. shall (Where it is not the inquiring authority) for ward to the inquiring
authority–
(i) A copy of articles of charge and statement of imputation of misconduct and
misbehavior.
( ii ) A copy of written statement of defence. ( if any )
( iii ) A copy statement of witness. ( if any )
( iv ) Evidence proving the delivery of documents.
( v ) A copy of order appointing the presenting officer. ( if any )
( vi ) A copy of list of witness ( if any ) furnished by railway servant.
[Bd’s Master circular No. 67 should be make available to the inquiry officer along with
appointment orders to conduct inquiry accordance with the rules (RBE 140/09)]
11. The railway servant shall appear in person before inquiring authority on such day and
time with in 10 working day from the date of receipt by the inquiry authority of the order
appointing him as such as the I.A. may, by a notice in writing, specify in behalf or with in
such further time not exceeding 10 days as the I.A. may allow.
12. If railway employee does not appear before the I.A. with in the specified time or
refuses or omits to plead, the inquiry officer shall require the presenting officer (if any) to
produce the evidence and shall adjourn the case to a later date not exceeding 30 days.
13. The railway employee may present his case with the assistance of any other railway
servant (may also present his case with the assistance or retired railway servant)
[ May take assistance of an official of a trade union (Rly.) recognized. ] Who has at
least worked as union official for one year.
14. After nomination of the assisting railway servant the date for inquiry shall be fixed
with in one month.
15. The inquiring authority shall on receipt of notice for discovery or production of
documents, forward the same to the authority in whose possession the documents are kept for
the production of documents on such specified date.
Inquiry authority may refuse if such of the documents as are in it’s opinion not
relevant to the case.
16. Every authority having the custody of requisitioned documents shall product before
the inquiring authority.
It if is against the public interest or security of the state may be refuse.
17. On the date of inquiry the witness shall be examined by on behalf of the presenting
officer if any and may be cross examined by or on behalf of railway servant. The presenting
officer if any, shall be entitled to reexamine the witness on any points, On which they have
been cross examined, but not on any new matter without the leave of inquiring authority. The
inquiring authority may also put such-questions to the witness as it think fit.
18. Before the close of the case the inquiring authority on behalf of D.A. or on behalf of
railway servant, recall the evidence or witness and reexamine the case and also allow the
railway servant/presenting officer to produce evidence not included in the list given to
railway servant.
19. Where the prosecution case is closed the copy of the statement of defence shall be
given to the presenting officer duly signed by the railway servant & also to I.A.
20. The evidence on behalf of railway servant shall then be produced. The railway servant
may examine him self if he so prefers the witnesses produced by the railway servant shall be
examined by or on behalf of him and shall be cross examined by or on behalf of the presenting
officer. (if any)
21. The inquiry officer may after the railway servant closes his case, and shall, if the
railway servant has not examined him self generally question him on the circumstance
appearing against him in the evidence.
22. After the completion of the production of evidence the inquiry officer may hear the
presenting officer (if any) and railway servant or permit them to file written briefs of their
respective case. If they so desire.
23. If the railway employee does not submit the written statement of defence on the date
specified or does not appear in person before I.A. or otherwise fails or refuses to comply with
the provisions of this rule. The I.A. may hold the inquiry exparte.
24. Whenever any inquiring authority, having heard and recorded the whole or any part of
the evidence in an inquiry ceases to exercise jurisdiction the inquiry authority so succeeding
may act on evidence so recorded by it’s predecessor or partly recorded by it self.
25.(1) After the conclusion of the inquiry a report shall be prepared and it shall contain-
(a) Article of charge and statement of misconduct or misbehavior.
(b) Defence of the railway servant.
(c) Assessment of the evidence in respect of each article.
(d) The finding on each article of charge and reason therefore.
The inquiring authority, where it is not itself the D.A. shall forward to the disciplinary
authority the record of inquiry including-
(a) Inquiring report.
(b) Written statement of defence.
(c) Oral or documentary evidence.
(d) Written briefs, if any (filed by presenting officer or railway servant.)
(e) The orders if any made by the D.A. in regard to inquiry.
Guideline for Inquiry Officers :-
(1) The inquiry officer should ensure that reasonable opportunity is given to accused for
defending his case .
(2) The inquiry committee/inquiry officer should before commencing the inquiry
proceeding ensure that the procedure for issuing charge sheet etc. as laid down in the D&AR
has been fully complied with.
(3) The inquiry committee/inquiry officer should ensure that intimation has been sent in
time to the accused regarding place, time & date of inquiry.
(4) Proceedings should be precisely & carefully worded so as to convey the correct
meaning.
(5) The language used must be such as cannot be interpreted to be defamatory
(6) The departmental inquiry should not be entrusted to an lower in status than that of the
officer who conducted the fact- finding inquiry. This would eliminate the possibility of the
inquiry officer being influenced by the superior officers.
(7) Evidence in the form of an affidavit cannot be ruled out in departmental proceeding.
(8) In case where the assused official is not available or he fails to attend the
departmental inquiry either alone or with defense counsel without reasonable and sufficient
reasons the inquiry officer should proceed ex-parte.
(9) The defense counsel can assist the accused, instruct & guide him in his defense &
can examine, cross examine & reexamine witnesses. However he will not answer questions
on behalf of the accused or prompt the accused in his answers.
ACTION ON THE INQUIRY REPORT (Rule-10) :
On the finding of inquiry officer the disciplinary authority may act as under-
1. If the disciplinary authority.
(a) After considering the inquiry report, is of opinion that further examination of any of
the witnesses is necessary in the interest of justice, It may recall the witness and examine,
cross examine and re-examine the witness.
(b) If disciplinary authority is not it self inquiry authority may, for reasons to be recorded
by it in writing, remit the case to inquiry officer for further inquiry and report.
2. The disciplinary authority.
(a) Shall forward or cause to be forwarded a copy of the inquiry report (held by D.A. or
I.O.) its findings on further examination of witness if any held, together with its own tentative
reasons for disagreement if any with finding of inquiry authority on any article of charge to
railway employees who shall be required to submit, If he so desires his written representation
or submission to the disciplinary authority with in fifteen days irrespective of whether the
report is favorable or not to the railway employee.
(b) Shall consider the representation if any submitted by railway servant and record its
finding before proceeding further in the matter as specified in sub rules 3, 4, & 5.
3. Where disciplinary authority is of the opinion that the penalty warranted is such as is
not with in the competence, he shall forward the records to appropriate disciplinary authority
4. If the disciplinary authority having regard to its finding on all or any of the articles of
charge is of the opinion that any of the penalties specified in clauses I to IV of rule six should
be imposed on railway servant it shall make an order imposing such penalty.
 Provided that in every case where it is necessary to consult the commission, the record of
inquiry shall be forwarded to commission for its advice and advice shall be taken in to
consideration before making any order imposing any penalty.
5. If the disciplinary authority having regard to its finding on all or any of the articles of
charge (and on the basis of evidence adduced during the inquiry) is of opinion that any of the
penalties specified is in clauses V to IX of Rule 6 should be imposed on railway servant, it
shall make an order imposing such penalty. (It shall not be necessary to given the railway
servant any opportunity of making representation on the penalty proposed to be imposed.)
Provided that in every case, where it is necessary to consult the commission, the record of
inquiry shall be forwarded to the commission for its advice and such advice shall be taken in
to consideration before making an order imposing any such penalty on the railway servant.
(Note :- Procedure for dealing with Safety related Disciplinary Cases given in RBE 36/03)
COMMUNICATION OF ORDERS (Rule-12) :
Orders made by the disciplinary authority which would also contain its finding on each article
of charge, Shall be communicated to the railway servant who shall also be supplied with a
copy of advice, if any given by commission and where the Disciplinary authority has not
accepted the advice of the commission a brief statement of the reasons for such non
acceptance.
COMMON PROCEEDING (RULE – 13)
Where two or more railway employees are concerned in any case the president or any other
authority competent to impose the penalty of dismissal from service on all railway servants
may make all orders directing that disciplinary action against all of them may be taken in a
common proceedings.
SPECIAL PROCEDURE FOR SPECIAL CIRCUMSTANCES.
Rule 14 - As per Article 311 (2) of the constitution under which no Govt. employee can be
dismissed, removed or reduced in rank without an inquiry in which he has been informed of
the charges against him & given a reasonable opportunity to defend him self but Rule 14 is
only exceptional situations listed. That the requirement of holding an inquiry may be
dispensed with.
Rule 14(i) – The first pre-requisite is that the disciplinary authority should be aware that a
Govt. servant has been convicted on a criminal charge. In considering the matter, the
disciplinary authority will have to take into account the entire conduct of the delinquent
employee, the gravity of the misconduct committed by him, the impact which his misconduct
is likely to have on the administration & other extenuating circumstances.
Once the disciplinary authority reaches the conclusion that the Govt. servant’s
conduct was blameworthy & punishable, it must decide upon the penalty that should be
imposed on the Govt. servant.
After the competent authority passes the requisite orders a govt. servant who is
aggrieved by it can agitate in appeal, revision or review, as the case may be
Rule 14 (ii) If situation exist which makes the holding of an inquriy contemplated by Article
311(2) is not reasonable practicable than the disciplinary authority should record in writing
the reason or reasons for its satisfaction that it was not reasonably practicable to hold the
inquiry contemplated by Article 311(2).
This is a constitutional obligation & if the reasons are not recorded in writing, the order
dispensing with the inquiry & the order of penalty following it would be void &
unconstitutional.
The decision of the competent authority cannot be questioned in appeal, revision or review.
The finally given to the decision of the competent authority is, however, not binding on a
Court. Any employee effected by such orders can claim in appeal or revision that an inquiry
should be held with respect to the charges. In such case hearing of the appeal or revision
applican can be postponed for a reasonable length of time for the sitution to return to normal.
Rule 14 (iii) This rule though not very frequently used, but when used assumes grant
importance certain points which may be kept in view abucet this rule are ;-
(1) The rule is to be used only when security of state is in question
(2) The satisfaction to dispense with the inquiry is to be of the President /Governor and
not of the disciplinary authority.
(3) Impact of Penalties on Promotion/Seniority
Kind of Penalty For Selection / Promotion Promotion Affect on Seniority
(I) Censure May be called Can be promoted No affect*
(II) Recover of loss May be called Can be promoted No affect*
(III) Withholding of May be called Can be promoted No affect*
Passes/PTOs
IV) Withholding of increment May be called Cannot promoted during No affect*
the pendency of penalty
(V) Reduction to lower stage of May be called Cannot promoted during No affect *
the same time scale of Pay the pendency of penalty (*RBE 13/93)
(VI) Stoppage of promotion Not be called Cannot be promoted -
(VII) Reduction to lower time- Cannot be called Cannot promoted during Will be affected **
scale of pay the pendency of penalty
[**Rly. Bds [Link]. E(D&A)73 RG-6-5 dt. 22.02.74 (NR PS 6099) & RBE 13/93 & 217/02]
1) Rly. servent under suspension shall not be promoted even if already borne on a selection
panel/suitability list (RBE 13/93)
2) Person appointed directly to a higher post, service, grade or time scale of pay cannot be reduced
by way of punishment to a post in a lower time scale, grade, service or to a post which he never
held before (RBE 68/89)
3) Rly. servant in respect of whom a chargesheet for major penalty is pending or contemplted
cannot be promoted. There is, however, no objection to promote him if he is not under suspension
and the proceedings already initated are for the imposition of only a minor penalty (RBE 13/93)
4) Rly servent under suspension or chargesheet of major/minor penalty is pending against
him, will be called alongwith other eligible candidates to appear in selection/suitability but
list of qualified persons will include the names of those who are not under suspension or
against whom disaplinary proceedings for the imposition of only a minority have been
initiated (RBE 13/93)
5) Excepet a Rly. servent who is under suspension or againt whom prosecution for a
Criminal Charge is pending or who has been reduced to a lower grade may be confirmed
within the period of punishment if he is otherwise considered fit & entitled for the same
[Rly. Bds [Link]. 831-E/25-IV(EIV) dt. 15.03.74 (NR PS 6099A) & RBE 13/93]

6) Where the penalty imposed is ‘withholding of increment’ and it becomes operative from a
future date, the person concerned should be promoted in his turn & the penalty imposed in the
promotional grade for a period which would not result in greater monetary loss (RBE 13/93)
7) The mere filing of an appeal and/or stay of the execution of the sentence do not take away
the effect of conviction, unless the appeal is allowed and the conviction is set aside by the
appellate court. The competent disciplinary authority may proceed with the
institution/completion of disciplinary proceedings, including imposition of the penalty as
prescribed in the disciplinary rules, on the basis of conviction imposed on the Railway servant
by a criminal court notwithstanding the fact that a higher court on an appeal filed by the
railway servant concerned may order suspension of the “sentence” passed by the trail court
till the final disposal of the appeal. (RBE 59/13 & 65/13)
 APPEALS
ORDERS AGAINST WHICH NO APPEAL LIES (Rule-17) :
1. Any order made by president.
2. Any order of an interlocutory nature.
3. Any order passed by I.O. in the course of an inquiry.
ORDERS AGAINST WHICH APPEAL LIES (Rule-18) :
1. An order of suspension
2. An order imposing any of the penalties under Rule-6.
3. An order enhancing any penalty.
a. Denies or varies to his disadvantage his pay, allowance, pension, P.F. benefits &
service gratuity.
b. Interprets to his disadvantage the provision of any such rule or allegation.
4. An order -
(a) Stopping him at the efficiency bar in time scale of pay on the ground of his unfitness
to crossbar.
(b) Reversion otherwise then a penalty.
(c) Reducing or with holding the pension.
(d) Reducing or with holding of the government contribution and special contribution to
P.F. or gratuity.
(e) Determining the subsistence allowance or other allowances to be paid to him.
(f) Determining his pay and allowances.
(i) For the period of suspension.
(ii) For the period from the date of his dismissed, removal or compulsory retirement from
service to the date of his restatement.
(g) Determination of period from the date of his suspension or from the date of his
dismissal, removal or compulsory retirement to the date of his reinstatement shall be
treated as a period spent on duty for any purpose.
APPELLATE AUTHORITY (Rule-19) :
A railway servant including a person who has ceased to be in railway service may prefer an
appeal against all or any orders specified in Rule-18 to the authority specified in schedules.
1. It shall always be the authority next higher above the D.A.
2. Where such lower authority itself become the appellate authority due to it’s promotion,
then the appeal shall lie to the next authority.
3. Subsequent transfer of railway servant will not change the appellate authority.
4. Where the punishment has been enhanced on appeal, appeal shall lie to next higher
authority.
5. Higher authority who may have directed suspension is not barred to act as appellate
authority.
TIME LIMIT FOR APPEAL (Rule-20) :
The appeal should be filled with in 45 days of the delivery of punishment of orders to the
railway servants however the appellate authority may entertain a time barred appeal, if the
railway servant can show sufficient reason for delay.
Rule-21 :
The appeal must be addressed to the appropriate appellate authority only. Every person
preferring an appeal shall do so separately and in his own name. It shall contain all material
statements and arguments on which the appeal relies, shall not contain any disrespectful or
improper language.
The disciplinary authority shall on receipt of a copy of appeal forward the same with it’s
comments thereon together with the relevant record to the appellate authority without any
delay.
CONSIDERATION OF APPEAL (Rule-22) :
The A.A. has a right to reject the appeal it does not contain all material statement or not in
proper and respectful language the appellate in such cases may be directed to submit a
properly worded appeal for consideration.
1. In the case of an appeal against order of suspension, the A.A. shall consider whether the
order of suspension is justified or not and also under the provision of rule and confirm or
revoke the order accordingly.
2. In case of an appeal against the penalty imposed under the said rule the A.A. shall
consider.
(a) Whether the procedure laid down in rule has been followed or not.
(b) Whether the finding of the disciplinary authority are warranted by the evidence on the
record.
(c) Whether the penalty or the enhanced penalty imposed is adequate /inadequate and
pass orders –
Confirming, enhancing, reducing or setting aside the penalty.
If the A.A. proposes to impose the enhanced penalty in one of the penalty specified in clauses
V to IX of Rule-6 and an inquiry under Rule-9 has already been held the A.A. shall make
such order after giving an opportunity of making representation
If an inquiry under Rule-9 has not already been held in the case, itself hold such inquiry or
direct that such inquiry be held and there after on a consideration of the proceeding of such
inquiry pass such order as it may deem fit.
IMPLEMENTATION OF ORDER IN APPEAL (Rule-23) :
The authority which made the order appealed against shell given effect to he order passé by
the A.A.
SPECIAL PROVISION FOR NON GAZETTED STAFF (Rule-24) :
1. Where the penalty of dismissal, removal, compulsorily retired, reduction or with
holding of increment has been imposed the appellate authority may at it’s discretion and if it
considered it necessary, give the N.G. Railway servant a personal hearing before disposing of
the appeal.
2. A group “C” railway servant who has been dismissed, removed or compulsorily retired
from service after his appeal has been disposed of with in 45 days there after may apply to the
G.M. for revision. In this application he may, if he chooses, request the G.M. to refer the case
to the railway Rates Tribunal for advice before he disposes of the revision petition.
3. A group “D” railway servant who has been dismissed, removed or compulsorily
retired from service after his appeal has been disposed of within 45 days there after may
apply to the DRM &where he is not under control of any DRM to the senior most
administrative grade officer under whose control he may be working for a revision of the
penalty. The revising authority shall there after dispose of the revision.
REVISION AND REVIEW REVISION (Rule-25) :
Revision in disciplinary cases, only Railway Board G.M. & officer not below the rank of
Deputy Head of Department or DRM are empowered to revise any order passed by an
authority subordinate to them the revising authority may act as under-

Confirm the Reduce the Enhance the Impose the Pass such order
penalty. penalty. penalty. penalty where as it may deem
no penalty has fit.
been imposed.
An action to enhance the penalty shall not been initiated more than 06 months after the date
of orders and more than one year after the date of the orders to be revised in case where it is
proposed to reduce or cancel the penalty.
Reversionary power can be exercises both suo-moto or on consideration of a revision
petition, however, suo-moto revision can be done subject to the time limits prescribed in
Rules 25 (5).
Appellate authority can also exercise reversionary power when in case no appeal has been
preferred in terms of Rule 25 ( I ) ( IV ) However for an appellate authority to exercise
reversionary power, this authority has to be of the rank of DRM and above an authority up to
the rank of ADRM can’t exercise reversionary powers if it happens to be the appellate
authority in the case reversionary powers will be exercised by the appellate authority only for
conducting suo-moto revision. The time limits laid down in Rule 25 (5) also apply in cases of
revision done by the appellate authorities.
The revising authority has to be higher in rank than the appellate authority where
i. an appeal has been preferred or
ii. where the time limit prescribed for revision to be made by the Appellate Authority as laid
down in Rule 25 (5) or RS (D&A) Rules has expired.
The above stipulation does not apply to the revision made by president.
REVIEW (Rule-25 A) :
The president may at any time either is own motion or otherwise review any order passed
under these rules-
26. SERVICE OF ORDERS, NOTICES ETC. –
Every order, notice and other process made or issued under these rules, shall be served in
person on the Railway servant concerned or communicated to him by registered post.
26-A Service of orders, notices etc. on behalf of the— Railway Board or President :—
Any of the following Officers in the Ministry of Railways shall be competent to sign on
behalf of the Railway Board or President, any notice, process, order etc. made or issued under
these Rules: —
Secretary, Railway Board/Joint Secretary/Deputy Secretary.
Executive Director/Director/Joint Director.} (RBE No. 23/1999)

27. POWER TO RELAX TIME LIMIT AND TO CONDONE DELAY.-

Save as otherwise expressly provided in these rules, the authority competent under these rules
to make any order may, for good and sufficient reasons or if sufficient cause is shown, extend
the time limit specified in these rules for anything required to be done under these rules or
condone any delay.
28. SUPPLY OF COPY OF COMMISSION’S ADVICE.-
Wherever the Commission is consulted as provided in these rules, a copy of the advice by the
Commission and, where such advice has not been accepted, also a brief statement of the
reasons for such non-acceptance, shall be furnished to the Railway servant concerned along
with a copy of the order passed in the case, by the authority making the order.
29. REPEAL AND SAVING.-
1. The Discipline and Appeal Rules for Railway servants, other than those employed in the
Railway Protection Force, in force with effect from the 1st August, 1961 and any orders
issued there-under in so far as they are inconsistent with these rules, are hereby
repealed;
Provided that –
i such repeal shall not effect the previous operation of the said rules, or any order
made, or anything done, or any action taken, there under; and
ii. any proceedings under the said rules, pending at the commencement of these rules, shall
be continued and disposed of, as far as may be, in accordance with the provisions of
these rules, as if such proceedings were proceedings under these rules.
2. Nothing in these rules shall be construed as depriving any person to whom these rules
apply, of any right of appeal which had accrued to him under the rules or orders in force
before the commencement of these rules.
3. An appeal pending at the commencement of these rules against an order made before
such commencement, shall be considered and orders thereon shall be made, in
accordance with these rules, as if such orders were ,made and the appeals were preferred
under these rules.
4 As from the commencement of these rules, any appeal or application for revision and/or
review against any orders made before such commencement, shall be preferred or made
under these rules, as if such orders were made under these rules: Provided that nothing
in these rules shall be construed as reducing any period of limitation for any appeal or
review provided by any rule in force before the commencement of these rules.
30. REMOVAL OF DOUBTS.-
If any doubt arises as to the interpretation of any of the provisions of these rules, the
matter shall be referred to the President through the Railway Board, and the President
shall decide the same.
31. RIGHT TO SUBMIT PETITIONS TO THE PRESIDENT.-
Nothing in these rules shall operate to deprive a Railway servant from exercising his
right of submitting a petition to the President in accordance with the instructions
contained in Appendix II to the Indian Railway Establishment Code, Volume I (Fifth
Edition, 1985).
STANDARD FORMS USED USE IN DISCIPLINARY PROCEEDING

Standard Subject
form No.
1. Order of suspension.
2. Order of deemed suspension.
3. Certificate to be furnished by suspended Railway employee.
4. Revocation of suspension.
5. Charge sheet for major penalty.
6. Refusing of permission to inspect the documents.
7. Appointment I.O./Board of Inquiry.
8. Appointment of presenting officer.
9. NOT PRINTED
10. Disciplinary action in common proceeding.
10.(a) Appointment of inquiry officer in common proceeding.
10.(b) Appointment of presenting officer in common proceeding
11 Charge sheet for minor penalty
11(b) Charge sheet for initiation of minor penalty in case where inquiry is essential.
11.(c) For making disciplinary action for minor penalty where the charge sheet for major
penalty was initially issued
12 Memorandum where action is proposed under Rule-14 (i ).
13 Permission from president for action taking against the retire
Rly. employee.
14 Charge sheet for retired Railway employee.
 RAILWAY SERVICE (CONDUCT) RULES 1966
(Appendix I of IREC-I)

The Railway servants are governed by the Railway Service Conduct Rules 1966, which
lays down the standard of conduct expected from every Railway Servant and members of
their family.
Railway service (conduct) Rules, in brief, are as under :-
Rule 3 : General
Every Railway servants shall at all time
i. Maintain absolute integrity
ii. Maintain devotion to duty and
iii. Do nothing which is unbecoming of a Railway or Railway employee
iv. Commit himself to and uphold the supremacy of the Constitution and democratic
values;
v. Defend and uphold the sovereignty and integrity of India, the security of the State,
public order, decency and morality;
vi. Maintain high ethical standards and honesty;
vii. Maintain political neutrality;
viii. Promote the principles of merit, fairness and impartiality in the discharge of duties;
ix. Maintain accountability and transparency;
x. Maintain responsiveness to the public, particularly to the weaker section;
xi. Maintain courtesy and good behaviour with the public;
xii. Take decisions solely in public interest and use or cause to use public resources
efficiently, effectively and economically;
xiii. Declare any private interests relating to his public duties and take steps to resolve
any conflicts in a way that protects the public interest;
xiv. Not place himself under any financial or other obligations to any individual or
organisation which may influence him in the performance of his official duties;
xv. Not misuse his position as railway servant and not take decisions in order to derive
financial or material benefits for himself, his family or his friends;
xvi. Make choices, take decisions and make recommendations on merit alone;
xvii. Act with fairness and impartiality and not discriminate against anyone, particularly
the poor and the under-privileged sections of society;
xviii. Refrain from doing anything which is or may be contrary to any law, rules,
regulations and established practices;
xix. Maintain discipline in the discharge of his duties and be liable to implement the
lawful orders duly communicated to him;
xx. maintain confidentiality in the performance of his official duties as required by any
laws for the time being in force, particularly with regard to information, disclosure
of which may prejudicially affect the sovereignty and integrity of India, the security
of the State, strategic, scientific or economic interests of the State, friendly relation
with foreign countries or lead to incitement of an offence or illegal or unlawful gain
to any person;
xxi. perform and discharge his duties with the highest degree of professionalism and
dedication to the best of his abilities. (Auth RBE 01/2015)No. E(D&A) 2014 GS1-3 New Delhi,
12.01.2015)
Wherever, in any matter connected with his service rights or conditions, a
Government servant wishes to press a claim or to seek redressal of a grievance, the
proper course for him is to address his immediate official superior, or Head of his
office, or such other authority at the appropriate level who is competent to deal with
the matter in the organization.
 Such submission of representations directly to other authorities by-passing the
prescribed channel of communication, has to be viewed seriously and appropriate
disciplinary action should be taken against those who violate these instructions. This
can rightly be treated as an unbecoming conduct attracting the provisions of Rule
3(1) (iii) of the Central Civil Services(Conduct) Rules 1964. It is clarified that this
would include all forms of communication including through e-mails or public
grievances portal etc. [RBE No. 162/15]
Every Railway employee holding a supervisory post shall take all possible steps to ensure the
integrity and devotion to duty of Railway servant who are under this control. No Railway
servant shall in the performance of his official duties or exercise of powers conferred on him
act otherwise than in his best judgement except when he is acting under the direction of his
official. Superior and shall where he is acting under such direction, obtain the direction in
writing wherever practicable and where it is not possible he shall obtain confirmation in
writing immediately thereafter
Conduct of a Railway servant in relation to the proper maintenance of his family : -
It is the responsibility of the Railway employees to look after their families, failing which
they can be taken up for violating the Railway Servant (Conduct) Rules 1966 for such
conduct ‘as unbecoming of a railway servant. Instances/ complaints of the failure of Railway
employees to look after their families may be investigated invariably and suitable action be
taken against him under Rule 6 of the RS(D&A) Rules, 1968 in all those cases where the
complaints are prima facie established during the investigation. [RBE – 62/2005]
3. (A) Promptness and courtesy : [RBE No. 101/95]

No Railway servant shall :-

(a) In performance of his official duties act in a discourteous manner.
(b) In his official dealing with the public or otherwise adopt dilatory tactics or wilfully
cause delays in disposal of the work assigned to him.
3. (B) Observance of Government’s policies :
Every Railway servant shall at all tims :-
i. act in accordance with the Government’s policies regarding age of marriage,
preservation of environment protection of wildlife and cultural heritage.
ii. Observe the Government’s policies regarding prevention of crime against women.
The Government servant who indulges in act of cruelty to animals (beats, kiks, over
rides, over drive, over loads, tortures or otherwise treats any animal, to unnecessary
pain or suffering) will be making him self liable for action under prevention of cruelty
to Animal Act.1960. Besides punishment under the Act., he would also make himself
liable for action under Rules for conduct unbecoming of a Govt. servant. [RBE
No. 130/06] “3 C. Prohibition of sexual harassment of working women -
(1) No Railway servant shall indulge in any act of sexual harassment of any woman at
any work place.
(2) Every Railway servant who is incharge of a work place shall take appropriate steps to
prevent sexual harassment to any woman at the work place.
Explanation. – (I) For the purpose of this rule,-
(a) “sexual harassment” includes any one or more of the following acts or behaviour
(whether directly or by implication) namely :-
(i) Physical contact and advances; or
(ii) a demand or request for sexual favors; or
(iii) making sexually colored remarks; or
(iv) showing pornography; or
(v) any other unwelcome physical, verbal, non-verbal conduct of a sexual nature.
(b) The following circumstances, among other circumstances, if it occurs or is present in
relation to or connected with any act or behavior of sexual harassment may amount to
sexual harassment :-
(i) implied or explicit promise of preferential treatment in employment; or
(ii) implied or explicit threat of detrimental treatment in employment; or
(iii) implied or explicit threat about her present or future employment status; or
(iv) interference with her work or creating an intimidating or offensive or
hostile work environment for her; or
(v) humiliating treatment likely to affect her health or safety.
(c) “workplace” includes,-
(i) any department, organisation, undertaking, establishment, enterprise, institution,
office, branch or unit which is established, owned, controlled or wholly or
substantially financed by funds provided directly or indirectly by the Central
Government;
(ii) hospitals or nursing homes;
(iii) any sports institute, stadium, sports complex or competition or games venue, whether
residential or not used for training, sports or other activities relating thereto;
(iv) any place visited by the employee arising out of or during the course of employment
including transportation provided by the employer for undertaking such journey;
(v) a dwelling place or a house.”
(Authority – RBE.2/15)Railway Board’s letter No. E(D&A) 2014 GS1-4 dated 12.01.2015)
[RBE No. 96/98 &148/98,02/15, 105/15 114/15]

Where the Internal Committee arrives at a conclusion that the allegation against the charged
official is malicious or the aggrieved woman or any other person making the complaint has
made the complaint knowing it to be false or the aggrieved woman or any other person
making the complaint has produced any forged or misleading document, it may recommend
to the competent disciplinary authority to take action against the woman or the person who
has made the complaint under section 9, in accordance with the provisions of the service rules
applicable to her or him or where no such service rules exist, in such manner as laid down in
Rule 10 of SHWW(PPR) Rules. Provided that mere inability to substantiate a complaint or
provide adequate proof need not attract action against the complainant. Provided further that
the malicious intent on part of the complainant shall be established after an inquiry in
accordance with the procedure prescribed, before any action is recommended. (RBE. 15/2015)
90 Days special leave to woman who make complaint of sexual harrasement on workplace
allowed during the inquiry and sanctioned by internal inquiry committee. (RBE. No.51/2017)
Rules 4 : Employment of near relatives of Railway servants in Company or firms : -
1. No Railway servant shall use his official position or influence directly or indirectly to
secure employment for any member of his family in any company or firm.
2. No Group “A” officer shall, except with the prior sanction of the Government permit his
son, daughter or other dependent to accept employment in any company or firm with
which he has official dealings or in any other company or firm having official dealing
with the Government.
3. No Railway servant shall in the discharge of his official duties deal with any matter or
give or sanction any contract to any company or firm or any other person if any member
of his family is employed in that company or firm. Every such matter or contract shall be
sent to his supervisor authority.
Rule 5 : Taking parts in Politics and elections :-
1. No Railway employee shall be a member of or otherwise be associated with any
political party or any other organisation which takes part in politics.
2. It shall also be duty of every employee to endeavour to prevent any member of his
family from taking part in any movement or activity which is subversive of the
Government.
3. The Railway servants should not only be impartial but they should appears to be
impartial in reference to the election. They should not take part in any election
Campaign nor should canvass and also they should not acts as an election agent or a
poling agent or a counting agent of a candidate.
Rule 6 : Joining of Associations or Unions by Railway servants :-
No Railway servant shall join or be a member of an association or union, the object
or activities of which are prejudicial to the interests of sovereignty, integrity and
security of India. When any staff is promoted to gazatted rank he shall resign the
union of non-gazatted staff but in case joining such union is beneficent, he may
continue as an ordinary member, but not as office bearer with such union, provided
he satisfies the GM.
Rule 7 : Demonstration :
No Railway servant shall engage himself or participate in any demonstration which
is prejudicial to the interest of the sovereignty and integrity of India, the security of
the state, friendly relation with foreign state, public order, decency or morality or
which involves contempt of court, defamation or incitement to an offence.
Rule 8 : Connection with the press or Radio :-
No Railway servant shall except with the prior sanction of the Govt. connect with
press, Radio, TV, editing a news paper or publishing a book and other media except
in literary, artistic and scientific matter.
Rule 9 : Criticism of Government :-
No Railway servant shall, in any radio broadcast, telecast through any Electronic
media or in any document published in his own name or in the name of any other
person or in any communication to press or in any other media make any statement of
fact or opinion which has effect of an adverse criticism of any current policy of
Central / State Government or embarrassing the relationship between Central and
State Government or between the Central Government and the Government of any
foreign state.
Rule 10 : Evidence before Committee or any other Authority :-
No Railway employee shall, except with the previous sanction of the Government,
give evidences in connection with any inquiry conducted by any person, committee or
authority or in the course of giving such evidence not criticise the policy or any action
of the Central or State Government.
Rule 11 : Communication of official information :-
Every Railway servant shall, in the performance of his duties in good faith,
communicate information to a person in accordance with the right to information Act,
2005 (22) of 2005)and the rules made there under, provided that no Railway servant
shall, except in accordance with any general or special orders of Government or in the
performance in good faith of the duties assigned to him, communicate, directly or
indirectly, any official document or any part thereof or classified information to any
Railway servant or any other person to whom he is not authorized to communicate
such documents or classified information. [RBE No. 22/06]
Rule 12 : Subscription :-
No Railway servant shall, except with the previous sanction of Government, ask for
or accept contributions or otherwise associate himself with raising, of any of the funds
or other collections in cash or in any kind in pursuance of any object whatsoever.
Rule 13 : Gifts :-
1. No Railway servant shall accept, or permit any member of his family or any other
person on his behalf to accept any gift (gift shall include free transport, boarding,
lodging or other service or any other pecuniary advantage provided by any person
other than a near relative or friend having no official dealing with Government
servant). A Railway servant shall avoid accepting lavish hospitality or frequent
hospitality from any individual, industry or firm having official dealing with him.
[RBE No. 108/09;70/11]
2. On occasion, such as wedding, anniversaries, funerals or religious functions, when the
making of gift is in conformity with the prevailing religious or social practices, a
Government servant may accept gifts from his near relatives but shall report to the
Government if the value of any gift exceeds :- [RBE No. 59/04, 01/2015]
i. Rs. 25000/- in the case of a Rly servant holding any Group “A” post.
ii. Rs. 15000/- in the case of a Rly servant holding any Group “B” post.
iii. Rs. 7500/- in the case of a Rly servant holding any Group “C” post.
3. On above occasions, a Railway servant may accept gifts from his personal friends
having no official dealings with him, but he shall make a report to the Government, if
the value of any such gifts exceeds:-
i. Rs. 1500/- in the case of a Rly servant holding any Group “A” & “B” post.
ii. Rs. 500/- in the case of a Rly servant holding any Group “C” post.
Note :- Where award money is to be distributed in kind by way of gift articles involving
expenditure, adequate care should be taken to ensure that normal purchase procedure is followed
while processing with such purchases. (RBE 08/12)
Rule 13 (A) : Dowry :-
No Railway servant shall :-
i. give or take or abet the giving or taking of dowry ; or
ii. demand directly or indirectly from the parents or guardian of a bride or bride groom,
as the case may be, any dowry.
Rule 14 : Public demonstrations in honor of Railway servant :-
No Railway employee shall except with the previous sanction of Government receive
any complimentary or valedictory address or accept any testimonial or attend any
meetings of entertainment held in his honor or in the honor of any other Government
servant.
Provided that nothing in this rule shall apply to :-
i. a farewell entertainment of a substantially private and informal character held in
honour of a railway servant or any other Government servant on the occasion of his
retirement or transfer or any person who has recently quit the service of any
Government; or
ii. the acceptance of simple and inexpensive entertainments arranged by public bodies or
institutions.
Rule 15 : Private Trade or Employment :-
No Railway employee shall except with the previous sanction of the Government :-
a. Engage directly or indirectly in any trade or business;
b. Negotiate for, or undertake any other employment, however a Railway employee may
under take any honorary work of a social or charitable nature or occasional work of a
literary, artistic or scientific manner .
c. Hold an elective office, or canvass for a candidate for an elective office.
d. Canvass in support of any business of insurance agency, commission agency etc.
owned or managed by any member of his family; or
e. Take part in the registration, promotion or management of any bank or other company
or any co-operative society for commercial purpose.
f. Participate in or associate himself in any manner in making of :- [RBE No. 12/97]
i. a sponsored media (radio or television) programme; or
ii. a media programme commissioned by Government media but produced by a private
agency; or
iii. a privately produced media programme including video magazine.
Rule 15 (A) : Subletting and vacation of Government Accommodation :- [RBE No. 12/97]
i. No Railway servant shall sublet, lease or otherwise allow occupation by any other
person of Govt. accommodation, which has been allotted to him.
ii. A Railway servant shall after the cancellation of his allotment of Govt.
accommodation vacate the same within the time limit prescribed by the allotting
authority.
Rule 16 : Investment, lending and borrowing :-
1. No Railway employee shall speculate in any stock share or other investment. Provided
that nothing in this sub rule shall apply to occasional investments made through stock
brokers or other persons duly authorised or who have obtained a certificate of registration
under the relevant law. [RBE No. 12/97]
2. No Railway employee shall make or permit any member of his family or any other
person acting on his behalf to make any investment, which is likely to embarrass or
influence him in the discharge of his official duties. For this purpose, any purchase of
shares out of the quotas reserved for Directors of company or their friends and
associate shall be deemed to be an investment, which is likely to embarrass the
Railway servant. [RBE No. 12/97]
2. No Railway servant who is involved in the decision making process of fixation of price
of an Initial Public offering or following public offering of shares of a Central Public
Sector Enterprises shall apply, either himself or through any member of his family or
through any other person acting on his behalf, for allotment of shares in the Initial Public
Offerings or follow up Public Offerings of such Central Public Sector Enterprises.
[RBE No. 128/09]
3. No Railway employee shall, save in the ordinary course of business with a bank or a
public limited company, either himself or through any member of his family or any
other person.
(a) Lend or borrow or deposit money, as a principal or an agent, to or from or with, any
person or firm, company with whom he is likely to have official dealing or otherwise
place himself under pecuniary obligation to such person or firm or private limited
company; or
(b) Lend money to any person at interest, provided that a Railway servant may give or
accept from a relative or a personal friend, a purely temporary loan of small amount
free of interest.
1. Since, it is not possible to define the term “small amount” comprehensively each case
should be decided on merit and in deciding such cases, the status of the individual
concerned and the amount involved should be taken into account.
2. In the context of borrowing of money from a relative or a personal friend in terms of
Rule 16(4) (i) of the Railway Service (Conduct) Rules, 1966 it is clarified as under :-
a. Prior sanction of the Government is required for borrowing money from a relative or a
personal friend with whom the Railway servant has official dealings. However, in
terms of the relaxation given in the first proviso to Rule 16(4) (i), no prior sanction is
required if the loan to be taken from such a person (i.e., with whom he has official
dealings) is purely temporary loan of a small amount, free of interest.
b. No prior sanction of the Government is required if the Railway servant borrows
money from a relative or a personal friend with whom he has no official dealings.
3. It may, however, be noted that “Loan” is considered as movable property in terms of
Explanation-I, below Rule 18(5) of the Railway Services (Conduct) Rules, 1966 and
hence, any “Loan” advance taken by the Railway servant that exceeds the limit
prescribed under Rule 18(3) of the said Rules is to be reported to the government. It is
always open to the authorities to verify the correctness / genuineness of the transaction
if they have any doubt in the matter, by requiring the Railway Servant to produce
necessary documents. [RBE 19/05]
Rule 17 : Insolvency and Habitual Indebtedness :-
A Railway servant shall so manage his private affairs as to avoid habitual indebtedness or
insolvency. A Railway servant against whom any legal proceeding is instituted for the
recovery of any debt due from him or for adjudging him as an insolvent shall forth
with report the full facts of the legal proceeding to the Government.
Rule 18 : Movable, Immovable and Valuable Property :-
1. Every Railway employee shall on his first appointment submit a return of his assets
and liabilities in prescribed form (which includes immovable property, shares,
debentures, cash including bank deposits and other moveable property inherited by
him, owned or acquired by him and debts and other liabilities incurred by him directly
or indirectly).
2. In every return, the values of items of movable property worth less than Rs. 10,000/-
may also be added and shown as a lump sum.
3. (1) Every Railway servant holding Group “A” or Group “B” post shall submit an
annual return in a prescribed form.
(2) No Railways servant shall except with the previous knowledge of the Government
acquire or dispose any immovable property by lease, mortgage, purchase, sale, gift or
otherwise either in his own name or in the name of any members of his family;
provided that the previous sanction of the Government shall be obtained by the
Railway servant, if any such transaction is with a person having official dealings with
him. [RBE 59/04]
(3) Where a Railway employee enters into a transaction of moveable property either in his
name or in the name of any other member of his family, shall submit the report with
in one month from the date of such transaction, if the value of such property exceeds
two months of basic pay of Rly. Servant provided that the previous sanction of the
Government shall be obtained if such transaction is with a person having official
dealing with him. [RBE No. 105/11]
iv. No Railway servant shall except with the previous knowledge of the Govt. acquire or dispose
of any immovable property by lease, mortgage, purchase, sale, gift either in his own
name or in the name of any member of his family, if the transaction is through a reputed
firm. [RBE No. 108/09]
Supervisory staff of Group “C” (Class III) on railways working in scales of pay, the
maximum of which is Rs. 900 and above (now PB-2 9300-34800 Grade Pay 4600 & above),
should also submit an annual return regarding the immovable property inherited by him, or
owned or acquired by him, or held by him on lease or mortgage, either in his own name or in
the name of any member of his family or in the name of any other person. The return should
be submitted within three months of his first appointment in the grade and thereafter in the
month of January every year.
The following categories of Commercial staff in all grades, viz., Reservation Clerks,
Parcel Clerks, Booking Clerks, TTEs and TCs, should besides submitting a property return on
their initial appointment as required in Rule 18(1) (i) of the conduct Rules, should also submit
 a return of their property at the time of every promotion, as also at the time of submitting
documents for pension (approximately two years prior to superannuation). [RBE 135/07]
Sale and purchase of shares, securities, debentures, etc., are to be treated as transaction in
movable property. An intimation is to be given under Rule 18(4) to the prescribed authority
in the proforma laid down in the following cases :
Jwellery, insurance policies the annual premium of which exceeds two months basic pay of
the railway servant, shares, securities and debentures. [RBE 105/11]
The above intimation will be in addition to the intimation (s) required to be given under Rule
18(3) in respect of individual transactions in shares, securities, debentures, etc., which
exceeds the amount prescribed therefore.
Rule 18 (A) Restriction in Relation to acquisition & disposal of immovable property outside
India and transaction with foreigners :
No Railway servant shall except with the previous sanction of the Government, acquire /
dispose by Purchase / sale, lease, mortgage, gift either in his or in the name of his family, any
immovable property situated outside India, nor enter with such transaction with any
foreigner.
Rule 19: Vindication of Acts and character of Railway servant :
No Railway servant shall except with the prior sanction of Government, have recourse to any
court or to the press for the vindication of any official act which has been subject matter of
adverse criticism or an attack of a defamatory character. Provided that if no such sanction is
received by the Railway servant within a period of three months from the date of receipt of
the request by the Government, he shall be free to assume that the permission as sought for
has been granted to him. [RBE No. 115/96]
Rule 20 : Canvassing of Non-Official or other Influence :-
No Railway servant shall bring or attempt to bring any political or other influence to bear
upon any superior authority to further his interests in respect of matters pertaining to his
service under the Government.
Rule 21 : Restrictions regarding Marriage :-
i. No Railway employee shall enter into, or contract a marriage with a person having a
spouse living and
ii. No Railway servant, having a spouse living shall enter into, or contract, a marriage with
any person,
iii. A Railway servant who has married or marries a person other than of Indian Nationality
shall forthwith intimate the fact to the Government. Government may permit a railway
servant to enter into or contract any such marriage if it is permissible under the personal
law applicable to such Railway servant and there are other grounds for doing so.
Rule 22 : Consumption of Intoxicating Drinks and Drugs :-
1. (a) A Railway servant shall strictly abide by the law relating to intoxicating drinks or drug
during the course of his duties
(b) Refrain from consuming any intoxicated drink or drug in a public place.
2. A Railway servant shall not :-
(a) appear in public place in a state of intoxication;
(b) use any intoxicating drink or drug to excess;
(c) A Railway servant if he belongs to the running category (both Loco and Traffic) or is
directly connected with train passing duty, have taken or used any intoxicating
drinks/drug within eight hours of the commencement of duty or take such drinks or drug
during the course of duty.
Rule 22(A): No Railway servant shall employ to work a child below the age 14 yrs. [RBE 3/2K]
***
 FIXATION OF PAY
[Rule 1301 to 1330 of IREC-II]

Pay- Pay means the amount drawn monthly by a Government servant as:- [Rule
1303]
(i) the pay other than special pay or pay granted in view of his personal qualifications,
which has been sanctioned for a post held by him substantively or in an officiating
capacity or to which he is entitled by reason of his position in a cadre: and
(ii) overseas pay, special pay and personal pay and
(iii) any other emoluments which may be specifically classified as pay by the President.
Substantive Pay means the pay other than special pay, personal pay or emoluments
classed as pay to which a railway servant is entitled on account of a post to which he
has been appointed substantively or by reason of his substantive position in a cadre.
[Rule 1309]
Note - In the case of a person with a lien on a permanent post under a State Government,
“Substantive Pay” means the “substantive pay” as defined in the relevant rules of the
State Government concerned.
Time-scale pay means pay which, [Rule 1310]

(a) subject to any conditions prescribed in these rules, rises by periodical increments from
a minimum to a maximum . It includes the class of pay formerly known as
progressive.
(b) Time-scales are said to be identical if the minimum, the maximum, the period of
increments and the rate of increment of the time-scales are identical.
(c) A post is said to be on the same time-scale as another post on a time–scale, if the two
time-scales are identical and the posts fall within a cadre, or a class in a cadre, such
cadre or class having been created in order to fill all posts involving duties of
approximately the same character or degree of responsibility, in a service or
establishment or group of establishments; so that the pay of the holder of any
particular post is determined by his position in the cadre or class, and not by the fact
that he holds that post.
Fixation of pay at the time of first appointment [Para 601 IREM Vol. I]
The initial pay of a railway servant who is appointed to a post on a time scale of pay is regulated
as follows:--
The pay of person appointed afresh to a railway post is fixed at the minimum of the time -
scale of post to which he is appointed. It is left to the discretion of the authority competent to
create a permanent post to fix his pay at a higher stage in the time scale of the post in certain
exceptional cases. Such fixation should, however, be made in consultation with the Financial
Advisor of the railway administration concerned.
The initial pay of a railway servant who is promoted to a post on a time scale of pay is regulated
as follows:- [Rule 1313 IREC II]
(1) Where a railway servant holding a post, other than a tenure post, in a substantive or
temporary or officiating capacity is promoted or appointed in a substantive, temporary or
officiating capacity as the case may be, subject to the fulfillment of the eligibility conditions
as prescribed in the relevant Recruitment Rules, to another post carrying duties and
responsibilities of greater importance than those attaching to the post held by him/her. Such
Government Servant may opt to have his/her pay fixed from the Date of his/her Next
Increment (Either 1st July or 1st January, as the case may be accruing in the level of the post
from which he/she is promoted, except in cases of appointment on deputation basis to an ex-
cadre post or on direct recruitment basis or appointment/promotion on ad-hoc basis.
The fixation of pay in case of promotion from one Level to another in the revised pay
structure shall be made in the following manner
“One increment shall be given in the Level from which the employee is promoted and he
shall be placed at a Cell equal to the figure so arrived at in the Level of the post to which
promoted and if no such Cell is available in the Level to which promoted, he shall be placed
at the next higher cell in that Level”.
Illustration:
Pay Band 5200-20200
1 Level in the revised pay structure : Grade Pay 1800 1900 2000 2400 2800
Level 4
2 Basic Pay in the revised pay Level 1 2 3 4 5
structure : 28700
3 Granted promotion/financial 1 18000 19900 21700 25500 29200
upgradation under MACPS in Level 2 18500 20500 22400 26300 30100
4 Pay after giving one increment in 3 19100 21100 23100 27100 31000
Level 4 : 29600 4 19700 21700 23800 27900 31900
5 Pay in the upgraded Level i.e. Level 5 20300 22400 24500 28700 32900
5 : 30100 (either equal to or next 6 20900 23100 25200 29600 33900
higher to 29600 in Level 5) 7 21500 23800 26000 30500 34900

“In the case of Railway servants receiving Non Practicing Allowance, their basic pay plus
Non Practicing Allowance shall not exceed the average of basic pay of the revised scale
applicable to the Apex Level and the level of the Cabinet Secretary.”
(ii) In case, consequent upon his/her promotion, the Government Servants opts to have
his/her pay from the date of his/her next increment (Either 1st July or 1st January, as the case
may be ) in the Level of the post from which Government Servant is promoted, then from the
date of promotion till his/her DNI, the Government Servant shall be placed as the next higher
cell in level of the posts to shih he/she is promoted.
Pay Band 5200-20200
1 Level in the revised pay structure : Grade Pay 1800 1900 2000 2400 2800
Level 4
2 Basic Pay in the revised pay Level 1 2 3 4 5
structure : 29600
3 Granted promotion in Level 5 1 18000 19900 21700 25500 29200
2 18500 20500 22400 26300 30100
4 Pay in the upgraded Level i.e. 3 19100 21100 23100 27100 31000
Level 5 :30100 (Next 4 19700 21700 23800 27900 31900
higher to 29600 in Level 5)
5 Pay from the date of promotion till 5 20300 22400 24500 28700 32900
DNI 6 20900 23100 25200 29600 33900
7 21500 23800 26000 30500 34900

(iii) Subsequently, On DNI in the level of the post to which Government Servant is promoted,
his/her pay will be refixed and two Increments(one accrued on account of annual Increment
and the second accrued on account of promotion) may be granted in the Level from which the
Government Servant is promoted and he/she shall be placed, at a Cell equal to the figure so
arrived, in the Level of the post to which he/she is promoted , and if no such Cell is available
in the Level to which he she is promoted, he/she shall be placed at the next higher Cell in that
Level.
 Pay Band 5200-20200
1 Level in the revised pay structure :Level Grade Pay 1800 1900 2000 2400 2800
4
2 Basic Pay in the revised pay Level 1 2 3 4 5
structure : 29600
3 Granted promotion in Level 5 1 18000 19900 21700 25500 29200
2 18500 20500 22400 26300 30100
4 Pay from the date of promotion till DNI 3 19100 21100 23100 27100 31000
: 30100 4 19700 21700 23800 27900 31900
5 Re-Fixation on DNI: Pay after giving 5 20300 22400 24500 28700 32900
two increment in
Level 4:31400
6 Pay in the upgraded Level i.e. 6 20900 23100 25200 29600 33900
Level 5 : 31900 (either equal to or next 7 21500 23800 26000 30500 34900
higher to 31400 in level 5) 8 22100 24500 26800 31400 35900
9 22800 25200 27600 32300 37000
10 23500 26000 28400 33300 38100
Provided that where a railway servant is, immediately before his promotion or appointment
on regular basis to a higher post, drawing pay at the maximum of the time scale of the lower
post, his initial pay in the time scale of the higher post shall be fixed at the stage next above
the pay notionally arrived at by increasing his pay in respect of the lower post held by him on
regular basis by an amount equal to the last increment in the time scale of the lower post.
(2) When the appointment to the new post does not involve such assumption of duties and
responsibilities or greater importance, he shall draw as initial pay, the Level of the Pay matrix
which is equal to his pay in respect of the old post held by him on regular basis, or, if there is
no such Level, the level next above his pay in respect of the old post held by him on regular
basis;
Provided that where the minimum level in pay matrix of the new post is higher than his pay
level in respect of the post held by him regularly, he shall draw the minimum level in pay
matrix as the initial pay;
Provided further that in a case where pay is fixed at the same level, he shall continue to draw
that pay level until such time as he would have received an increment in the pay matrix of the
old post; in cases where pay is fixed at the higher level, he shall get his next increment on
completion of the period when an increment is earned in the pay matrix of the new post.
On appointment on regular basis to such a new post, other than to an ex-cadre post on
deputation, the Railway servant shall have the option, to be exercised within one month from
the date of such appointment, for fixation of his pay level in the matrix of new post with
effect from the date of appointment to the new post or with effect from the date of increment
in the old post.
(3) When appointment to the new post is made on his own request and the maximum pay
level in the pay matrix of that post is lower than his pay level in respect of the matrix old post
held regularly, he shall draw that maximum level as his initial pay.
Posting from Cadre Post to Ex Cadre Post. [RBE 110/94]

(a) When the pay scale of the post in the parent cadre and that attached to ex-cadre post are
based on same index level and the DA pattern is also same, the pay may be fixed under the
normal Fundamental Rules.
(b) If the appointment is made to a post whose pay structure and or DA pattern is dissimilar
to that in the parent organization, pay may be fixed by adding to his grade pay, one increment
in the scale of his regular parent post and if he was drawing pay at the maximum of the scale,
by the increment last drawn and equating the pay so raised plus dearness allowance (and
additional or ad hoc Dearness Allowance, Interim Relief etc., if any) with emoluments
comprising of pay plus DA, ADA, Interim Relief etc., if any, admissible in the borrowing
organization and the pay may be fixed at the stage in the pay scale of admissible in ex-cadre
post as above equal the emoluments drawn in the cadre and if there is no such stage, pay may
be fixed at the next higher stage.
Note : Pay fixed under (a) and (b) shall neither be less than the minimum of the scale of the
ex-cadre post nor shall it exceed the maximum of that scale.
Posting from one ex-cadre to another ex-cadre post [RBE 110/94]
In cases of appointment from one ex-cadre to another ex-cadre post where the employee opts
to draw pay in the scale of the ex-cadre post, the pay in the second or subsequent ex-cadre
posts, should be fixed under the normal rule as with reference to pay in the cadre post only. In
respect of appointments to ex-cadre posts on time scale of pay identical with the time scale of
pay of ex-cadre posts [held on an earlier occasion(s)] the benefit of proviso (iii) to FR 22 will
be admissible.
Posting from ex-cadre to higher ex-cadre post [RBE 110/94]
In cases of appointments to a second or subsequent ex-cadre post(s) in a higher pay scale than
that of the previous ex-cadre post, the pay may be fixed with reference to the pay drawn in
the cadre post and if the pay so fixed happens to be less than the pay drawn in the previous
ex-cadre post, the difference may be allowed as personal pay to be absorbed in future
increases in pay. This is subject to the condition that on both the occasions the employees
should have opted to draw pay in the scales of pay attached to the ex-cadre posts.
Note: (i) The term parent post basic pay means the post held on regular basis in the parent
organization and pay drawn admissible in such a post respectively.
(ii) An officer who may be holding a higher post on adhoc basis in the cadre at the time of
proceeding on deputation /Foreign Service would be considered to have vacated the post held
on adhoc basis and proceeded on deputation / foreign service from his regular post. During
his deputation / Foreign Service, he shall earn notional increments, in his regular post only.
On his reversion if he is re-appointed to the higher post on regular or adhoc basis his pay will
get fixed with reference to the pay admissible in the lower post as on date of promotion. In
such cases, if his pay gets fixed at a stage lower than that of his junior(s) who continued to
serve in the cadre, no stepping up will be admissible as per extant rules in so far as Central
Government employees are concerned. However, if the pay so fixed is less than the pay
drawn earlier while holding the post on adhoc basis the pay earlier drawn will be protected.
Posting Back from Ex-Cadre post to Cadre Post [Rule 1313 (3) (iv) of IREC II]
Where a railway servant holding an ex-cadre post is promoted or appointed regularly to a post
in his cadre, his pay in the cadre post will be fixed only with reference to his presumptive pay
in the cadre post which he would have held but for his holding any ex-cadre post outside the
ordinary line of service by virtue of which he becomes eligible for such promotion or
appointment. (RBE No.49 /14)
Fixation of pay on re-appointment [Rule 1314]

The initial substantive pay of a railway servant who is appointed substantively to a post on a
time scale of pay which has been reduced for reasons other than diminution in the duties or
responsibilities attached to posts thereon, is regulated in a manner that the initial pay shall not
be less than the pay which he would have drawn under Rule 1313 (F.R.22) on the last such
occasion , if the reduced time scale of pay had been in force from the beginning and he shall
count for increments the period during which he would have drawn that pay on such last and
any previous occasion.
Fixation of pay on erroneous promotions [Para 228 of IREM I]
Sometimes due to administrative errors, staff are over looked for promotion. This administrative
errors can be of two types :-
i. Where a person has not been promoted at all because of administrative error, and
ii. Where a person has been promoted but not on the date from which he would have
been promoted but for the administrative error.
The staff who have lost promotion on account of administrative error should on promotion be
assigned correct seniority vis-à-vis their juniors already promoted, irrespective of the date of
promotion. Pay in the higher grade on promotion may be fixed proforma at the proper time.
The enhanced pay may be allowed from the date of actual promotion. No arrears on this
account shall be payable as he did not actually shoulder the duties and responsibilities of the
higher posts.
The following provisions shall govern the pay of a railway servant who is appointed as
probationer in another service or cadre and subsequently confirmed in that service or cadre-
[Rule 1315]

(1) (a) during the period of probation he shall draw pay at the minimum of the time scale or
at the probationary stages or the time scale of the service or the post, as the case may be:
Provided that if the presumptive pay of the permanent post, other than a tenure post, on which
he holds a lien or would hold a lien had his lien been not suspended; should at any time be
greater than the pay fixed under this clause, he shall draw the presumptive pay of the
permanent post;
(b) On confirmation in the service or post after the expiry of the period of probation, the pay
of the railway servant shall be fixed in the time scale of the service or post in accordance with
the provisions of the Rule 1313 or Rule 1316 as the case maybe:
Provided that the pay shall not be so fixed under Rule 1313 (F.R. 22) with reference to the
pay that the railway servant would have drawn in the previous post held by him in temporary
capacity and he shall continue to draw pay in the time scale of service or post as admissible
under the normal rules.
(2) A railway servant appointed as an Apprentice in another service or cadre shall draw-
(a) during the period of Apprenticeship, the stipend or pay prescribed for such period
provided that if the presumptive pay of the permanent post other than a tenure post, on which
he holds a lien or would hold a lien had his lien not been suspended, should at any time be
greater than stipend or pay fixed under this clause, he shall draw the presumptive pay of the
permanent post;
(b) on satisfactory completion of the Apprenticeship and regular appointment to a post in the
service or cadre, the pay as fixed in the time scale of the service or post under Rule 1313.
Provided that the pay shall not be so fixed with reference to the pay that the railway servant
would have drawn in the previous post held by him in temporary capacity and he shall
continue to draw pay in the time scale of service or post admissible under the normal rules.
Increments in Time-scale – [Rule 1318]

An increment other than the increment next above an efficiency bar shall ordinarily be drawn
as a matter of course unless it is withheld. An increment may be withheld from a railway
servant by a competent authority if his conduct has not been good or his work not been
satisfactory. In ordering the withholding of an increment, the withholding authority shall
state the period for which it is withheld and whether the postponement shall have the effect of
postponing future increments.
When the increment is withheld for a specified period as a measure of penalty, the increment
should be drawn from the date from which the penalty imposed ceases to operate. The
subsequent increment shall however be admitted/drawn from the first of the month in which
they fall due under normal rules, the period of dies-non like break in service etc. being treated
in the same way as leave without pay.
Reckoning Service for increments-- [Rule 1320]

The following provisions prescribe the conditions on which service counts for increments in a
time-scale—
(a) All duty in a post on a time-scale counts for increments in that time-scale:
Provided that, for the purpose of arriving at the date of the next increment in that time-scale,
the total of all such periods as do not count for increment in that time-scale shall be added to
the normal date of increment.
(b) (i) Service in another post, other than a post carrying less pay, whether in a substantive
or officiating capacity, service on deputation out of India and leave except extraordinary
leave taken otherwise than on medical certificate, shall count for increments in the time-scale
applicable to the post on which the railway servant holds a lien, as well as in the time -scale
applicable to the post or posts, if any on which he would hold a lien had his lien not been
suspended.
Provided that the service rendered in an ex-cadre post shall not be reckoned for fixation of
pay in another ex-cadre post and the pay in subsequent ex-cadre post shall be fixed under the
normal rules with reference to pay in the cadre post.
(ii) All leave except extraordinary leave taken otherwise than on medical certificate and the
period of deputation out of India shall count for increment in the time-scale applicable to a
post in which a railway servant was officiating at the time he proceeded on leave or
deputation out of India and would have continued to officiate but for his proceeding on leave
or deputation out of India:
Provided that the competent authority may, in any case in which he is satisfied that the extra-
ordinary leave was taken for any cause beyond the railway servant’s control or for
prosecuting higher scientific and technical studies, direct that extraordinary leave shall be
counted for increments under clause (i) or (ii).
(c) (i) If a railway servant, while officiating in a post or holding a temporary post on a
time-scale of pay, is appointed to officiate in a higher post or to hold a higher temporary post,
his officiating or temporary service in the higher post shall, if he is re-appointed to the lower
post, or is appointed or re-appointed to a post on the same time-scale of pay, count for
increment in the time-scale applicable to such lower post. The period of officiating service in
the higher post which counts for increment in the lower post is, however, restricted to the
period during which the railway servant would have officiated in the lower post but for his
appointment to the higher post. This clause applies also to a railway servant who is not
actually officiating in the lower post at the time of his appointment to the higher post, but
who would have so officiated in such lower post or in a post on the same time-scale of pay
had he not been appointed to the higher post.
(ii) If a railway servant on reversion from an ex-cadre post to the present cadre is appointed
to a post on a scale lower than that of the ex-cadre post but not on the same time-scale as the
post held at the time of his transfer to the ex-cadre post, the service rendered on the higher
scale in the ex-cadre post, shall count for increments in the time-scale applicable to the cadre
post subject to the same conditions as are laid down for cases falling under proviso (1)(iii) to
Rule 1313 (F.R.22).
(d) Foreign service counts for increments in the time-scale.
(e) Joining time counts for increment-
(f) Increment admissible to a probationer:
If a probationer is confirmed at the end of a period of probation exceeding twelve months,
he is entitled to claim retrospectively the increments which, but for his probation, he would
have received in the ordinary course.
Premature Increments – [Rule 1321]

Subject to any general or special orders that may be made by the President in this behalf, an
authority may grant a premature increment to a railway servant on a time-scale of pay if it has
power to create a post in the same cadre on the same scale of pay.
Pay on Reduction to Lower Post – [Rule 1322]

The authority which orders the reduction of railway servant as a penalty from a higher to a
lower post or time-scale, may allow him to draw any pay, not exceeding the maximum of the
lower post, or time-scale which it may think proper.
Provided that the pay allowed to be drawn by a Railway servant under this rule shall not
exceed the pay which he would have drawn by the operation of Rule 1313.
Pay on reduction to lower post or grade as a measure of penalty - [Rule 1323]
(1) If a Railway servant is reduced as a measure of penalty to a lower stage in his time-scale,
the authority ordering such reduction shall state the period for which it shall be effective and
whether, on restoration, the period of reduction shall operate to postpone future increments
and, if so, to what extent.
(2) If a Railway servant is reduced as a measure of penalty to a lower service, grade or post or
to a lower time-scale, the authority ordering the reduction may or may not specify the period
for which the reduction shall be effective; but where the period is specified, that authority
shall also state whether, on restoration, the period of reduction shall operate to postpone
future increments and if so, to what extent.
Pay when order of penalty is set aside or modified - [Rule 1324]
Where an order of penalty of withholding of increment of a railway servant or his reduction
to a lower service, grade or post, or to a lower time-scale, or to a lower stage in a time-scale,
is set aside or modified by a competent authority on appeal or review, the pay of the railway
servant shall be regulated in the following manner: --
(a) if the said order is set aside, he shall be given, for the period such order has been in force,
the difference between the pay to which he would have been entitled had that order not been
made and the pay he had actually drawn;
(b) if the said order is modified, the pay shall be regulated as if the order, as so modified, had
been made in the first instance.
Explanation.--If the pay drawn by a railway servant in respect of any period prior to the issue
of the orders of the competent authority under this rule is revised, the leave salary and
allowances (other than traveling allowance) if any, admissible to him during that period shall
be revised on the basis of the revised pay.
Notwithstanding the provisions contained in these rules, the pay of a railway servant who’s
promotion or appointment to a post is found to be or to have been erroneous shall be regulated
in accordance with any general or special orders issued by the competent authority in this behalf.
 [Rule 1327]
Fixation of Pay of Medically decategorised staff absorbed in alternative post. [Para 1313 IREM I]
The pay of disabled / medically de-categorized Railway servant will be fixed on absorption in
a alternative post at a stage corresponding to the pay previously drawn in the post held by
them on a regular basis before accruing disability / medically de-categorization. For running
staff the fixation will be based on the basic pay plus a percentage of the basic pay,
representing the pay element of running allowance, as may be in force.
If the basic pay so arrived at does not correspond to any stage in the absorbing grade, the pay
may be fixed at the stage just below and the difference allowed as personal pay to be absorbed
in future increments in the pay. Similarly if the pay so arrived at exceeds the maximum of
the absorbing grade the pay may be fixed at the maximum and the difference may be allowed
as personal pay to be absorbed in future increments / increases in pay. Other allowance such
as DA, CCA and HRA should be allowed on pay plus personal pay if any in absorbing grade.
Pay of medically decategorised running staff. [RBE 138/11]
Pay of medically decategorised running staff while they are kept on supernumerary post, shall be
suitably fixed by addition of the pay element of running allowance. While determining pay in
Pay Band for the purpose of fixation of pay of medically unfit running staff in alternative
stationary post, an ammount equal to such percentage of basic pay (pay in Pay Band + Grade Pay)
representing pay element of running allowance, may be added to the exsting pay in Pay Band,
would be the pay in the Pay Band in the alternative post with no change in the Grade Pay of
substantive post. [RBE 41/13, 39/15]
Fixation of Pay of Surplus staff being absorbed in lower grade [RBE 160/92]
The pay of the surplus staff on absorption in the lower alternative post shall be fixed at the
stage equivalent to the pay drawn by him in the post from which he has been rendered surplus
and if there is no such stage available in the scale of new post held by him, at the stage next
below, the difference to be treated as personal pay to be absorbed in future increments.
However, this shall be subject to the condition that the pay so fixed should not exceed the
maximum of the scale of the post in which the surplus staff is being absorbed.
The above pay protection shall not be extended where despite availability of a post in a
matching pay scale; the person is redeployed / readjusted in a post carrying a lower pay scale
at his own request.
Fixation of pay in case of Own Request Transfer [RBE 60/97, 143/07 & 188/99]
In case of transfer to a lower Level of posts in the Pay Matrix under FR 15(a) on his/her own
request w.e.f.01.01.2016, the pay of the Government Servant holding a post on regular basis will
be fixed in the revised pay structure at the stage equal to the pay drawn by him/her in the higher
Level of post held regularly. If no such stage is available, the pay will be fixed at the stage next
below in the lower level with respect to the pay drawn by him/her in the higher Level of post
held regularly and the difference in the pay may be granted as personal pay to be absorbed in
future Increments.(s). If Maximum of the vertical range of pay progression at the lower Level in
which he/she is appointed, happens to be less than the pay drawn by him/her in the higher Level,
His /her pay may be restricted to that maximum under FR 22(I)(a)(3). [RBE 19/95, 188/99, RBE
210/09 & 146/1232/2017]
Pay fixation of running staff selected under GDCE quota. [RBE48/2006 132/06, 86/2017]
The benefit of reckoning of pay element for the purpose of fixation of pay of running staff on
their appointment to the posts under the GDCE scheme is not admissible. GDCE scheme is
voluntary nature and the concerned staffs are aware of the mode of fixation of pay on their
appointment to a post under the said scheme. Hence in such cases pay fixation has to be
effected without taking into account the pay element.
(1) Fixation of initial pay in the revised pay structure: (7th CPC) RS (RP ) Rules 2016.
(1) The pay of a Railway servant who elects, or is deemed to have elected under rule 6 to be
governed by the revised pay structure on and from the 1" day of January, 2016, shall, unless
in an/case the President by special order otherwise directs, be fixed separately in respect of
his substantive pay in the permanent post on which he holds a lien or would have held a lien
if such lien had not been suspended, and in respect of his pay in the officiating post held by
him, in the following manner,
(a) in the case of all employees –
(i) The pay in the applicable Level in the Pay Matrix shall be the pay obtained by multiplying
the existing basic pay by a factor of 2.57 , rounded off to the nearest rupee and the figure so
arrived at will be located in that Level in the Pay Matrix and if such an identical figure
corresponds to any Cell in the applicable Level of the pay Matrix, the same shall be the pay,
and if no such Cell is available in the applicable Level, the pay shall be fixed at the immediate
next higher Cell in that applicable Level of the Pay Matrix.
Illustration
1- Existing Pay Band and: PB-l Pay Band 5200-20200
2- Existing Grade Pay : 2400 Grade 1800 1900 2000 2400 2800
3- Existing Paying Pay Band: 10160 Pay
4- Existing Basic Pay; 12560 Levels 1 2 3 4 5
(10160+2400) 1 18000 19900 21700 25500 29200
5 factor of 2.57 : 12560 x 2.57 : 32279.20 2 18500 20500 22400 26300 30100
(rounded off to 32279) 3 19100 21100 23100 27100 31000
6- Level corresponding to GP 2400 : 4 19700 21700 23800 27900 31900
Level4 5 20300 22400 24500 28700 32900
7- Revised Pay in Pay Matrix (either 6 20900 23100 25200 29600 33900
equal to or next higher to 32279 in 7 21500 23800 26000 30500 34900
Level 4): 32300. 8 22100 24500 26800 31400 35900
9 22800 25200 27600 32300 37000
10 23500 26000 28400 33300 38100
11 24200 26800 29300 34300 39200
(ii) if the minimum pay or the first Cell in the applicable Level is more than the amount
arrived at as per sub-clause (i) above the pay shall be fixed at minimum pay or the first Cell
of that applicable Level.
(b) In the case of medical officers in respect of whom Non Practicing Allowance (NPA) is
admissible, the pay in the revised pay structure shall be fixed in the following manner :
(i) the existing basic pay shall be multiplied by a factor of 2.57 and the figure so arrived at
shall be added to by an amount equivalent to Dearness Allowance on the pre-revised Non-
Practicing Allowance admissible as on lst day of January, [Link] figure so arrived at will
be located in that Level in the Pay Matrix and if such an identical figure corresponds to any
Cell in the applicable Level of the Pay Matrix, the same shall be the pay, and if no such Cell
is available in the applicable Level, the pay shall be fixed at the Immediate next higher cell in
that applicable Level of the pay Matrix.

(iii) The pay so fixed under sub-clause (i) shall be added by the pre-revised Non
practicing Allowance admissible on the existing basic pay until further decision
on the revised rates of Non Practicing Allowance.
1- Existing Pay Band : PB-3 Pay Band 15600-39100
2- Existing Grade Pay : 5400 Grade Pay 5400 6600 7600
3 Existing pay in Pay Band: 1560 Levels 10 11 12
4-Existing Basic Pay: 21000
1 56100 67700 78800
5-25% NPA on Basic Pay : 5250
6- DA on NPA@ 125% : 6563 2 57800 69700 81200
7 Pay after multiplication by a fitment factor of 2.57; 3 59500 71800 83600
21000x 2.57: 53970 4 61300 74000 86100
8-DA on NPA: 6563( 125%o f 5250) 5 63100 76200 88700
9- Sum of serial o.7& 8 = 60533 6 65000 78500 91400
10- Level corresponding to Grade pay 5400 (PB-3)
Level.l0
11- Revised P ay in Pay Matrix (either equal to or
next Higher to 60533in Level l0): 61300
12- Pre-revised Non Practicing Allowance : 5250
[Link] Pay + pre-revised Non practicing Allowance :66550

(2) Where a post has been upgraded as a result of the recommendation of the Seventh Central
pay Commission the existing basic pay will be arrived at by adding the Pay drawn by the
concerned employee in the existing Pay Band plus the Grade Pay corresponding to the Level
to which the post has been upgraded and, the fixation of pay shall be done in the manner
1- Existing Pay Band : PB- I Pay Band 5200-20200
2- Existing Grade Pay : 2400 Grade Pay 1800 1900 2000 2400 2800
3- Existing basic pay: 12560 Levels 1 2 3 4 5
(10160+ 2400)
1 18000 19900 21700 25500 29200
4- Upgrade Grade Pay:2800
2 18500 20500 22400 26300 30100
5- Pay for the purpose of fixation:
12960( 10160+2800) 3 19100 21100 23100 27100 31000
6- Pay after multiplying serial number 5 4 19700 21700 23800 27900 31900
with a fitment factor of 2.57 : 5 20300 22400 24500 28700 32900
33307.20(rounded off to 33307) 6 20900 23100 25200 29600 33900
7- Level corresponding to Gradepay 7 21500 23800 26000 30500 34900
2800 : Level 5
8- Revised Pay in Pay Matrix (either
equal to or next higher to 33307 in
Level 5): 33900
prescribed in accordance with Clause (A) of sub rule

(3) A Railway Servant who is on leave on the lst day of-January,2016 and is entitled to leave
salary shall be entitled to pay in the revised pay structure from 1st day of January, 2016 or the
date of option for the revised pay structure.

(4) A Railway servant who is on study leave on the lst day of January, 2016 shall be entitled
to the pay in the revised pay structure from Ist day of January , 2016 or the date of option.
(5) A Railway servant under suspension shall continue to draw subsistence allowance based
on existing
pay structure and his pay in the revised pay structures hall be subject to the final order on the
pending disciplinary proceedings.
(6) Where a Railway servant holding a permanent post is officiating in a higher post on a
regular basis and the pay structure applicable to these two posts are merged in to one Level,
the pay shall be fixed under sub-rule (l) with reference to the officiating post only and the pay
so fixed shall be treated as Substantive pay.
(7) Where the existing emoluments exceed the revised emoluments in the case of any
Railway servant, the differences hall be allowed as personal pay to be absorbed in future
increase is pay.
(8) Where in the fixation of pay under sub-rule( l), the pay of a Railway servant who, in the
existing pay structure, was drawing immediately before the Ist day of January, 2016 more pay
than another Railway servant junior to him in the same cadre, gets fixed in the revised pay
structure in a Cell lower Than that of such junior, his pay shall be stepped up to the same Cell
in the revised pay structure as that of the junior.

(9) Where a Railway servant is in receipt of personal pay immediately before the date of
notification of These rules, which together with his existing emoluments exceed the revised
emoluments, then the Difference representing such excess shall be allowed to such Railway
servant as personal pay to be Absorbed in future increase in pay.

(10) i. In cases where a senior Railway servant promoted to a higher post before the Ist day
of January, 2016 draws1ess pay in the revised pay structure than his junior who is promoted
to the higher post on or after the Ist day of January, 2016,the pay of senior Railway servant in
the revised pay structure shall be stepped up to an amount equal to the pay as fixed for his
junior in that higher post and such stepping up shall be done with effect from the date of
promotion of the junior Railway servant subject to the fulfillment of the following conditions,
namely:-

a. Both the junior and the senior Railway servant belong to the same cadre and the posts in
Which they have been promoted are identical in the same cadre;
b. the existing pay structure and the revised pay structure of the lower and higher posts in
which they are entitled to draw pay are identical;

c. The senior Railway servants at the time of promotion are drawing equal or more pay than t
he junior;
d. the anomaly is directly as a result of the application of the provisions of Rule 131 3( FR2
2)
of Indian Railway Establishment code, Volume II or any other rule or order regulating pay
fixation on such promotion in the revised pay structure: Provided that if the junior officer
was drawing more pay in the existing pay structure than the senior by virtue of any advance
increments granted to him, the provision so f this sub rule shall not be invoked to step up the
pay of the senior officer.
(10) ii. The order relating to re-fixation of the pay of the senior officer in accordance with
clause ( i) Shall be issued under Rule 1321( FR 27) of Indian R ailway Establishment code,
Volume II and the Senior officer shall be entitled to the next increment on completion of his
required qualifying service with effect from the date of re-fixation of pay.
11. Subject to the provision so f rule 5, if the pay as fixed in the officiating post under sub-
rule( l) is lower than the pay fixed in the substantive post, the former shall be fixed at the
same stage as the substantive pay.
Rule 08 (RS(RP)2016 Fixation of pay of employees appointed by direct recruitment on or
after 1st day of January 2016.
12. : -The pay of employees appointed by direct recruitment on or after 1" day of Jantary,2
016 shall be fixed at the minimum pay or the first Cell in the Level, applicable to the post to
which such employee as are appointed:
Provided that where the existing pay of such employee appointed on or after lst day
of January, 2016 and before the date of notification of these rules, has already been fixed in
the existing pay structure and if his existing emoluments happen to exceed the minimum pay
or the first Cell in the Level, as applicable to the post to which he is
Appointed on or after Ist day of January2016, such differences hall be paid as personal pay to
be absorbed in future Increments in pay.

Rule 09 (RS (RP) 2016 Increments in Pay Matrix.

The increment shall be as specified in the vertical Cells of the applicable Level in the Pay
Matrix.

An employee in the basic Pay32300 in Pay Band 5200-20200

Level 4 will move vertically down the same
Level in the cells and on grant of increment, his Grade Pay 1800 1900 2000 2400 2800
basic pay will be 3330 Levels 1 2 3 4 5
1 18000 19900 21700 25500 29200
2 18500 20500 22400 26300 30100
3 19100 21100 23100 27100 31000
4 19700 21700 23800 27900 31900
5 20300 22400 24500 28700 32900
6 20900 23100 25200 29600 33900
7 21500 23800 26000 30500 34900
8 22100 24500 26800 31400 35900
9 22800 25200 27600 32300 37000

10 23500 26000 28400 33300 38100

11 24200 26800 29300 34300 39200

10. Date of next increment in the revised pay structure: -

There shall be two dates for grant of increment namely, lst January and 1st July of every year,
instead of existing date of Ist July: Provided that an employee shall be entitled to only one
annual increment depending on the either on lst January or lst July date of his appointment,
promotion or grant of financial up-gradation.
The increment in respect of an employee appointed or promoted or granted financial
upgradation including upgradation under Modified Assured. Career Progression scheme (
MACPS) during the period between the of January and l" day of July (both inclusive ) shall
be granted on 1st January and the increment in respect of an employee appointed or promoted
or granted financial upgradation including upgradation under MACPS during the period
between the 2nd day of July and 1st of January (both inclusive) shall be granted on 1st day of
July. In case of an employee appointed or promoted in the normal hierarchy or under
MACPS during it he period between the 2nd day of July, 2016 and the lst day of January,2
017, the first increments hall accrue on the Ist day of July, 2017 and thereafter it shall accrue
after one year on annual basis. In case of an employee appointed or promoted in the normal
hierarchy or under MACPs during the period between 2nd day of January,2 016 and 1st day
of July 2016, who did not draw any increment on 1st day of July 2016 the next increment
shall accrue on 1st day of January 2017 and thereafter it shall accrue after one year on annual
basis.
Provide that in the case of employees whose pay in the revised pay structure has been fixed
as on 1st day of January ,2016 the next increment in the Level in which the pay was so fixed
as on1st day of January 2016 shall accrue on 1st day of July 2016.
Provided further that the next increment after drawal of increment on 1st day of July, 2016
shall accrue on 1st day of July 2016.
Where two existing Grades in hierarchy are merged and the Junior Railway servant in the
lower grade happens to draw more pay in the corresponding Level in the revised pay structure
than the pay of the senior Railway servant, the pay of the senior Railway servant shall be
stepped up to that of his junior from the same date and he shall draw next increment in
accordance with this rule.
11. Revision of pay from a date subsequent to 1st day of January, 2016 :-Where a Railway
servant who continues to draw his pay in the existing pay structure is brought over to the
revised pay structure from a date later than 1st day of January, 2016 his pay in the revised
pay structure shall be fixed in the manner prescribed in the accordance with clause(a) of sub-
rule(1) of rule 7.
Fixation of pay on promotion on or after 1st day January, 2016 : The fixation of pay in case
of promotion from one Level to another in the revised pay structure shall be made in the
following manner, namely:-
i. One increment shall be given in the Level from which the employee is promoted and he
shall be placed at a Cell equal to the figure so arrived at in the Level of the post to which
promoted and if no such Cell is available in the Level to which promoted, he shall be placed
at the next higher cell in that level.
Illustration :-
1. Level in the revised pay structure : Pay Band 5200-20200
Level 4
Grade Pay 1800 1900 2000 2400 2800
2. Basic pay in the revised pay structure : Levels 1 2 3 4 5
28700
1 18000 19900 21700 25500 29200
3. Granted pro\motion/Financial up- 2 18500 20500 22400 26300 30100
gradation under MACPS in level 5
3 19100 21100 23100 27100 31000
4. Pay after giving one increment in Level 4 4 19700 21700 23800 27900 31900
: 29600
5 20300 22400 24500 28700 32900
5. Pay in the upgraded Level i.e. Level 5 6 20900 23100 25200 29600 33900
:30100 (either equal to or next higher to
29600 in Level 5) 7 21500 23800 26000 30500 34900
ii. In the case of Railway servants receiving non practicing allowance, their basic pay plus
Non Practicing Allowances shall not exceed the average of basic pay of the revised scale
applicable to the Apex Level and the Level of the Cabinet Scretary.

***
 APPOINTMENT ON COMPASSIONATE GROUND
Appointments on Compassionate Ground (C.G.) are those appointments which can be made
to the dependents of Railway servants on the basis of a balanced & objective assessment of
the financial and other condition of the family. If the case is justified, then eligible member of
the family can be considered for CG appointment.
[1] CIRCUMSTANCES IN WHICH C.G. APPOINTMENT CAN BE MADE
[RBd,s letter no.E(NG)III/78/RC-III, Dt.30.4.79, 7.4.83]

(i) Rly Employee die or permanently crippled in the course of duty due to accident.
(ii) Rly Employee dies in harness as a result of Rly accident while in service.
(iii) Rly Employee who die in harness while in service. Or Railway employee committed suicide
while in service. [RBd’s letter E (NG) II/2016/NCR/14 Dt.16.06.16]
(iv) Rly Employee declared medically incapacitated. by the authorized Rly Medical Practitioner
& who choose retirement on medical ground. The benefit of compassionate appointment to the
sons or daughters can also be extended with the approval of relevant competent authority, in case
the employee is medically incapacitated few months/days before superannuation. [RBd’s
letter E (NG) III/78/RC-III dt. 3.2.1981]
(v) Rly Employee who has developed serious ailments like cancer, heart disease and
medically de-categorized & who vol. retired on medical grounds even where alternative job
of same emoluments could be offered to him, subject to the following provisions :-
(a) The appointment will be given only in the eligible Group “D” category.
(b) Such an appointment can only be given in case of employees who are declared
partially decategorised at a time when they have at least 05 years as more service left.
[RBE No. 78/06]

Note: If a Railway servant is declared unfit for all posts in terms of Para 512 (ii) of medical
manual & is retired from railway service, compassionate appointment would not be
admissible in such cases. [RBE 165/87]
(vi) Appointment on compassionate grounds can also be made in case of missing Railway
employees on the following conditions:- [RBE 164/98]
(A) A request of compassionate appointment can be considered after a lapse of at least 02
years from the date from which the Railway employee has been missing provided that FIR
has been lodged & the missing person is not traceable & competent authority feels that the
case is genuine.
(B) This benefit will not be applicable in the case of Railway employee:-
(i) Who had less than two years to retire on the date from which he has been missing
or (ii) Who is suspected to have committed fraud or suspected to have joined any
terrorist organization or suspected to have gone abroad.
(C) Appointment in such case could not be taken as a matter of right & will be subject to
fulfillment of all the prescribed conditions.
(D) While considering such a request, the results / latest position of police investigation
should also be taken into account.
(E) A decision on any request for compassionate appointment covered by these general
instructions should be taken by competent authority i.e. DRM/CWM/HODs as the case may be.
[RBE 3/2009]
(F) The service of the ward / widow will be terminated in case the missing Railway
employee becomes available subsequently.
(G) The compassionate appointment may be delinked from the payment of settlement
dues i.e. compassionate appointment in such case may not be denied or deferred only on the
ground that settlement dues of the missing employees are still to be paid to the persons
entitled to receive them.
(H) Above instructions will also be applicable to the wards/widows of casual labours (with
Temporary Status) who are found missing. [RBE 137/97]
Note :- In case of C.G. appointment for missing employees Rly. quarter can be retained for 03
yrs on usual rent (1+1+1/2+1/2) [RBE 21/12]
[2] PERSONS WHO ARE ELIGIBLE FOR APPOINTMENT ON C.G.
1. Son / Daughter / Widow / Widower of ex. employee. & dependents of Bachelor / Spinster ex
employee. [RBd,s letter no.E(NG)III/78/RC-III, Dt.30.4.79, 7.4.83]
2. Married daughter can also be considered for appointment on CG, if the competent
authorities satisfy that the married daughter will be the breadwinner of the bereaved family.
[RBd”s letter no.E (NG) III-78/RC-I/I, Dt.3.2.81]

3. Wholly dependent widow / divorced daughter at the time of the letters death/medically
invalidate can also be considerable for appointment on compassionate ground, if the competent
authority satisfies about circumstances. DRM /CWM is competent to extend benefit of such
type of appointment. [RBE 224/01,&118/02 and70/2014]
4. Where widow cannot take employment and Son /Daughter are minor, the case may be
kept pending till the first son /daughter attains the age of majority. After attaining the age of
majority, the Ward may apply for appointment on C.G. within 2 years.
5. Adopted Son/Daughter shall also be eligible to be considered for appointment on
Compassionate Ground if the following conditions are satisfied:- [RBE106/88]
(i) There is satisfactory proof of legally valid adoption.
(ii) The adoption is legally recognized by the personal law governing the Rly. servant.
(iii) The legal adoption process has been completed/valid before the date of death
/decategorization of employee.
(iv) Such adoption has been accepted for issue of privilege Pass/PTO’s as per provisions under
the pass rules. [RB [Link].E33/O VII (CG) dated 30.12.96]
6. In case of a Railway servant who is medically incapacitated or decategorised and retires from
service and if compassionate appointment is otherwise permissible, such appointment can be
offered to the wife of the Railway servant. [RBd’s No. E (NG) II-84/RCI/105 dt. 16.11.84]
7. Railway may consider cases of dependents of Railway employees dying OR getting medically
decategoriesed as Bachelors /Spinsters, for appointment on compassionate grounds. In such
cases the railway should verify the genuineness of the claim of dependency for appointment of
dependents on the basis of documents such as inclusion of the names of the family members in
the pass declaration (as dependents) or in ration card etc. In the absence of any such documentary
proof, the factual position regarding the extent of dependency may be verified by deputing a
welfare inspector to enquire into the circumstances. [RBE 79/96, 66/97, 17/98,165/99]
8. Normally only the Father is taken to be the breadwinner of the family. As such, in the
event of both wife & husband are Railway employees, on account of death of the husband,
employment was permissible to a ward but not on account of death of the wife. But now, if
husband & wife both are serving then only one appointment can be given on earlier death.
[RBE 75/97]

These rules are also applied in the cases where both husband & wife are [Link] & one
is retired consequent to medically invalidation & also in the case of missing Rly Employee.
[RBE 44/01]

9. In case a candidate appointed on C.G. dies/becomes medically incapacitated during the

course of training before he /she is regularly appointed in the Railway, Another opportunity
may be granted to the original ex employee /ex-employee’s widow on whose request the
died/incapacities trainee ward was offered appointment on C.G. by the administration.
[RBE.87/07]

10. In the case of Railway Employee dying in harness etc leaving more than one widow
along with children born to the second wife, while settlement dues may be shared by both the
widows due to Court orders or other wise on merits of each case but appointment on CG to the
second widow & her children is not to be considered unless the administration has permitted the
second marriage, in special circumstances taking into account through /by Personnel Law, etc.
[RBE 1/92]

[3] TIME LIMIT & AUTHORITY COMPETENT FOR MAKING APPOINTMENT. ON

COMPASSIONATE GROUND.
1. General Manager may consider, requests of compassionate appointment in respect of posts,
where grade pay is upto 4200/- and D.R. quota is more than 25%. Further in cases having merit,
where request is for considering appointment in posts having grade pay more than 4200/- or grade
pay of Rs 4200/- but where D.R. quota is 25% or lesser, such cases may be referred to Board
for consideration. [RBE No. 80/2010]
2. Powers for appointment in G.P. 4200/- & 4600/- on C.G. Grounds (RBE 80/10) have been
delegated to General Manager. [RBE 77/11]
3. General Manager can consider the cases of C.G. appointment in Grade Pay of Rs. 4600/-
in terms of Bd’s letter dt. 04.06.10. But it must be ensured that candidates are Ist class
Engineering Graduates & are in possession of prescribed qualification for the post. [RBE77/11]
4. Powers delegated vide RBE 77/11 to G.M. is applicable to all cases of compassionate
ground appointments where GP is Rs. 4600/- & below & that includes the category of Staff Nurse
also. [Rly. Bd’s letter No. E(NG)-11/2011/RC-1/SR/20 dt. 14.09.11]
5. In other cases power for appointments on Compassionate Ground are vested with
DRM, CWM & HOD levels I for extra Divisional Offices.
6. Application for appointment on Compassionate Ground shall be submitted with in 05
years of the event and normally all appointment on Compassionate Ground should be made
with in 05 years from the date of occurrence of the event.
7. In case of minor Son /Daughter, appointment on Compassionate Ground, application
should be submitted with in 02 years from the date of attaining the age of majority.
[RBE100/94, &101/94]

8. Up to 05 years from the date of event, DRM /CWM are competent to make appointment
on Comp. Ground to dependent members of decategrised employee including missing
employee’s family. [RBE144/2000]
9. DRM /CWM/HOD level-1 are empowered to make appointment in favour of
widow/widower or any ward of her/his choice in respect of case up to 20 years old from the
date of death of the Railway employee. Further, whenever in individual cases of merit, it is
considered that justification exists for extending consideration to cases where death of the ex-
employee/medical unfitness took place upto 25 years ago, such cases are to be decided by the
General Manager at their personal level only. [RBE03/09;77/11]
10. Following type of cases requires GM’s approval:- [RBE144/2000]
i) Compassionate appointment of 1st son/daughter where request has been made after a
period of 5 years from the date of medical invalidation.
ii) Compassionate appointment of any son/daughter where request has been made after a
period of 20 years from the date of death.
iii) Where application submitted more than 2 years after the candidate became major.
The above instructions are also applicable in case of missing Railway Employee. [RBE 44/2001]
The above condition shall be relaxed on the following conditions.
i. Power shall be exercised personally by competent authority.
ii. Widow of the deceased employee should not have remarried.
iii. Reasons for relaxation of the time limit are placed on record.
iv. Cases are examined on the merits of the case.
GM would be competent to accept invalidation where employee has less than one year of service
or after the age of 57 years (where retirement age was 58 yrs.)GM will use his discretion on the
expert advise of the CMO. [RB letter. No. 85/H/5/10 dt. 26.06.90]
[4] AGE RELAXATION
(A) In respect of upper age limit, to Group “D” & CLs the DRM /HODs in respect of Extra
Divisional units & HOD in Construction Organization dealing with granting such relaxation) up
to 35 years & the case beyond 35 years of the age be referred for consideration of CPO, the age
relaxation should be processed & granted at appropriate time on the merit of the cases.[RB letter
no.E (NG) II/83/CL/NR/39 Dt 19.05.83]
(B) Under age relaxation up to one year in respect of Group “D” including casual labours,
may be granted by DRM’s/HOD’s in respect of extra Divisional Units/Under their charge
/HOD of the construction units. The case beyond one year should be referred for
consideration at the level of CPO. The case beyond one year of under age limit shall be very
exceptional and in no circumstances relaxation of more than one year will be considered.
[RB letter no. E (NG) II/83/CL/NR/39 Dt 19.05.83]

(C) Under age relaxation up to one year may be given with the approval of GM personally.
[RBd’s. LNo. E (NG) III/79/RCL/47,DT. 29.11.79]
(D) For under age relaxation of over one year the approval of Railway Board is necessary.
[RBd,s letter no.E(NG)III/78/RC-III, Dt. 7.4.83]

(E) Benefit of under age relaxation shall not be counted for retirement benefits. The pay of
an employee whose age is below 18 years would be fixed at the minimum of the scale of the
post held by him & he shall draw his normal increment after qualifying service of 12 months in
normal courses, if otherwise admissible. [RB No. 3(NG) 11-80-RR1/37 dt 7.7.81]
[RB OMNo.78C3/68/4/1(Comp.), Dt 29.5.82 & NRPS 8424]

[5] EDUCATIONAL QUALIFICATION

(I) Educational qualification shall not be relaxed normally in Group “C” posts. The
educational qualification shall be equal to that which is required for D.R. Quota vacancies.
Education qualification forJE/ GP 4200 and SSE/4600 in Civil Engg and S&T Electrical and
Mechanical engineering department revised vide RBE No. 92/2014.
i. For compassionate appointment to NTPC posts the minimum educational qualification
is pass in matriculation without insisting for 50% marks. [RBE164/92]
ii. For the posts of Guard, ASM, ECRC, [Link] etc -. DEGREE is Minimum educational
qualification. [RB letter No.E (NG) 11/81/RSC/25 Dt. 6.5.82]
(II) Relaxation in educational qualification needs prior approval from Rly. Board. Railway Board
will consider such case on the following conditions:- [RBE 56/89]
A. The period to be allowed for acquiring the requisite qualifications will be 02 years. (A)-
1. For appointment in group D Post GP/1800 in Civil Engg.S&T,Electrical and Mechanical
Engg. Deptt. the education qualification is raised to minimum passed in 10th class with certificate
of ITI/NCVT certificate. (RBE No.72/2017)
B. Such a person will not be confirmed in service till he /she acquires the requisite
qualification.
C. He /She will not be eligible for further promotion till he /she acquires the requisite
educational qualification
D. If the requisite qualifications is not accquired within prescribed time, he /she will be
given appointment in Group “D”.
(III) Mini. Educational Qualification for appointment on compassionate ground in-group “D”
posts shall be VIII th pass. [RBE35/99]
But for appointment of widows on compassionate ground against posts in Group “D” that
have been exclusively reserved for them, GMs/HODs/DRMs can consider exemption from
the requirement of possessing educational qualification prescribed for recruitment to Group”D”
in the case of appointment of widows/ on CG, Provided the duties of the post can be
satisfactorily performed by them without possessing of the prescribed educational qualification
then educational qualification need not be insisted upon. [RBE 177/99]
(i) Minimum educational qualification for Rectt. in Pay Band Rs. 5200-20,200 having grade
pay of Rs. 1800/- (erstwhile group ‘D’ post ) will be 10th pass or I.T.I. or equivalent.
[[Link]’s letter No. E(NG)-II/2009/RR-1/10/pt dt. 09.12.10]

(ii) Power to relax minimum educational qualification in grade pay 1800/- will be vested with
Rly. Bd. [RBE 77/11]
These instructions will be applicable from 1.4.2011 and the applications which are
under process and are at various stage of approval of candidates who are below 10th pass will
be decided with the exsting practice that has been followed before the issue of Bd’s letter
dated 9.12.10 upto 31.03.2011 for appointment in the erstwhile group ‘D’ categories.
[[Link]’s L. No. E(NG)II/2009/RR 1/10/pt dt. 5.1.2011]

Date of relaxation of the minimum educational qualification for appointment in the

erstwhile group ‘D’ categories has been extended upto 31.07.11
[[Link]. [Link]. E(NG)11/2009/RR-1/10/Pt dt. 27.4.11]

(iv) The C.G. appointee holding degree /diploma /ITI qualification in the relevant Rly. related
trade, if he gets appointed as skilled Artisian in the trade in which he has acquired his degree
/deploma /ITI, they will undergo training for 06 months but if he is appointed in different
trade, than he will have to undergo 03 yrs. Training. [RBE166/10]
(v) In exceptional circumstances, wherever grant of appointment is considered to any of
persons in the categories of compassionate appointment, land losers, accident victoms,
LARSGESS & substitutes, not in possession of prescribed educational qualifications for the
post, such persons will be rectt. /engaged as trainees who will be given the regular pay bands
& grade pay only on acquiring the minimum educational qualification. The emoluments of
these trainees, during the period of their training and before they are absorbed in the govt. as
employees, will be governed by the minimum of the – 1S pay band without grade pay. The
period spent in the – 1S pay band by the future recruits will not be counted as service for any
purpose as their regular service will start only after they are placed in the pay band PB-1 of
Rs. 5200-20200 along with grade pay of Rs. 1800/- [RBE 166/11]
In connection with above, it is clarified by Rly. Bd. that :- [RBE 102/12]
(A) The person appointed as ‘Trainee’ enjoyees the status of a Govt. servant from initial day
& will be allowed all the allowances (including Children Education Allowance) & benefits.
(B) Such ‘Trainee’ has to acquire minimum educational qualification in 5 yrs.
(C) The probation period of a person appointed as “Trainee” on C.G. will begin only from
the date he /she acquires minimum educational qualification.
(D) A ‘Trainee’ appointed C.G. is entitled to all kind of leave applicable to a regular Rly.
servant but would not be entitled for overtime allowance,
(E) Dependent of a person appointed on C.G. as ‘Trainee’ would be eligible for
Compassionate appointment.
(F) A ‘Trainee’ appointed on C.G., till he /she acquires minimum educational qualification,
would be allowed increment at normal rates in the pay scale of – 1S & also eligible to medical
benefits as available to holder of the post in pre- revised scale of Rs. 4440 – 7440 without
any G.P. In terms of RBE No. 140/2017 staff working on the post of Trainee in Grade pay
1800 as on 01-01-2016 by applying pay factor 2.57 the pay so arrived will be fixed in GP
1800 and in 7CPC Matrix level 1.
(vi) Widows of ex- Rly employees will be covered in instructions issued under RBE 166/11
for the purpose of appointment on compassionate grounds.
[RB No. E(NG)11/2011/RC-1/ NE/21 dt. 06.02.2012 (NWR PS 05/12)]
 in partial supersession of these instructions Rly. Bd. have decided that in case of
appointment of widow /wife not fulfilling the requirement of prescribed educational
qualification, she will be placed in Pay Band – 1 (Rs 5200 -20200) + G.P. Rs. 1800/- directly
without insisting on fulfillment of educational qualification norms, provided the appointing
authority is satisfied that the duties of the post against which she is being appointed can be
performed with the help of some on job training. [RBE 102/12]
(vii) After reconsidering the matters, Rly. Bd have decided that all those cases which have been
rejected in the light of Bd’s letter dt. 09.12.10 (through which minimums educational qualification
for Rectt. In G.P. 1800/- was prescribed) may be reconsidered by the field units in the light of
instructions contained in RBE 166/11 [RB E(NG)11/98/RC-1/139 dt. 24.02.12]
Acquisition of higher qualification:
The educational qualification possesed by the ward / Spouse of the ex.-employee at the time of
application for compassionate ground appointment may be considered. However the applicable
for compassionate ground appointment should be submitted within the prescribed period.
[RBE 88/07]
However, on the merits of an individual case if the General Manager feels that relaxation in the
minimum educational qualification is absolutely necessary then such cases are required to be
referred to the Board. [RBE 35/99]

[6] CATEGORIES IN WHICH APPOINTMENTS CAN BE GIVEN ON COMPASSIONATE

GROUND [RBE 66/86 & 200/2000]
(I) To accommodate illiterate widows, the following posts shall be reserved exclusively
for appointment of widows/wives.:-
i. Water women.
ii. Hospital Ayah/Attendant (female)
iii. Cinder Peking women.
iv. Sweeper Women.
v. C & W Khalasi (for waste packing only)
vi. Retiring Room Attendants.
vii. Ayah & Female sanitary cleaner in Railway Hospital & Railway Schools.
viii. Server in Catering Department.
ix. Khalasi attached to Sub Divisional Officers (e.g. AEN’s, PWI’s etc.)
x. A percentage of vacancies of Office Peons.
(II) Women can be appointed on compassionate ground with the consent of Sr. DEN (C) of
the division in permanent way gangs those are located within the station limits or in yards.
[RBE129/97]

(III) The appointments can be made on Compassionate Ground in the categories/posts

where element of direct recruitment quota exists.
(IV) For appointment as Clerk on Compassionate Ground, personal approval of GM is required
[RBE.210/91]
(V) Appointment on CG are made on the minimum of the pay scale but competent authority
can fix the pay on higher stages or even on maximum of the grade with the prior approval of
RBd,s in any rare & exceptional case, where the circumstances are particularly distressing &
also keeping in view the merit of the case. [RB No.E (NG) II/83/RC-I/68, Dt7.12.83]
Above instructions have been modified by Rly. Bd. and such cases (for fixation at higher
stages) may now be decided by the General Manager at their personal level only with the prior
personal concurrence of the FA&CAO concerned. [RBE 77/11]
[7] PRIORITY TO BE OBSERVED IN MAKING APPOINTMENT ON COMP. GROUND
[RBd,s letter no.E(NG)III/78/RC-III, Dt. 7.4.83]
The following should be the order of priority to be followed while making appointment
on Compassionate Ground.
I. Dependents of Rly. Employee who dies or crippled permanently in the course of duty in
railway accident.
II. Dependents of Rly. Employee who die in harness as a result of railway accident while off
duty.
III. Dependents of Rly. Employee who die in harness while in service.
IV. Dependents of Rly. Employee who is medically incapacitated totally while in service. A
time of one month should be observed within which appointment should be given in
priority (I) cases & three months in others cases.
FOR CASUAL LABOUR
(A) Wards of the casual labour with temp. Status who died in harness can be appointed as
fresh face casual labour or substitute. [RBE256/86]
(B) Wards of the casual labour who dies due to accident while on duty can also be appointed
as fresh face casual labour.
For both above, GM may exercise the power for appointment as fresh face casual labour
/substitute. [RBE No 39/97, RBE47/97]

(C) Wards of the Substitute with temp. status who died in harness can be appointed as fresh
face substitute. [RBE147/93]
[8] PROCEDURE FOR COMPASSIONATE GROUND APPOINTMENT
(A) Welfare Inspector should contact immediately to the family of deceased employee
and informed them relevant rules & also to provide check list about the docents required.
[RBE101/94]

(B) Complete Inquiry will be made regarding family details, financial position, ground of
appointment etc.
(C) Necessary affidavit from widow/widower & candidate (eligible for appointment) will
be obtained.
(D) After completing all necessary formalities, consolidate report along with all relevant
documents will be submitted to competent authority.
(E) Eligible candidates will be called for suitability which will be adjudged by the committee
of three Sr. Scale Officer’s, including one Personnel Officer, for appointment in Group “C”
[RBE 274/89]
(F) Suitability test for Group “C” posts should be completed on a single day i.e. written test &
viva voice should be held on the same day. In NG cadre all DRQ posts the viva voce in in
these categories have been eliminated. [RBE 158/98]
(G) (i) Additional chance being given to a candidate to appear in the suitability test for
appointment on compassionate ground in Group “C” post, in the event of candidate having been
declared unfit in first instance. [RBE 84/99]
(ii) Railway employee’s widow have been declared unfit in the second chance of the
suitability test for appointed on C.G. in group ‘C’ posts, a third chance may be given to her to
appear in the suitability test with the GM’s approval. [RBE 192/01]
(iii) Candidates who have secured qualifying marks in the written test for the post of
ASM and Asstt. Loco Pilots may be called a day prior to the Aptitude test & in exceptional
cases additional (second) chance with the approval of Rly. Bd after a gap of six months can
the given. [RBE 53/07]
(iv) Rly. Bd. have decided to allow additional (second) chance for passing aptitude test to
C.G. appointees for the post of ASM & Asstt. Loco Pilot, after a gap of three months instead of
the present policy of six months, in exceptional cases. [RBE 74/10]
(v) In supersession of stipulation made under RBE 84/99 & 192/01, Rly. Bd. have decided that
one more chance be given to widows/wards for appearing in the suitability test for group C posts
by the Rly. with the personal approval of G.M. [RBE 28/12]
(H) For appointment in Group “D” category suitability will be adjudged by the three Assistant
Officers, including one personnel officer. After found suitable for the particular post, by the
screening committee, the candidate has to undergo requisite medical examination & prerequisite
training, if any, before appointment. [RBE 274/89]
(I) SL /2nd class special pass will also be given to the candidate who is appearing in the
test/interview for 1st time from nearest railway station to the place of test /interview & back
where appointment on compassionate grounds in death cases. No such Pass shall be issued if
the candidates fails in the test/interview in the first attempt & is called again to appear.
[RBE 275/99]

(J) Any person being considered for appointment on compassionate ground, should give an
undertaking in writing that he/she will maintain properly the other family members who have
been dependent on the Railway employee & in case it is proved subsequently that the family
members are being neglected or are not being properly maintained by him/her, his/her
appointment may be terminated by the General manager of Zonal Railways & General
managers /CAO’s of Production Units. Secretary, Railway Board would exercise this power
in respect of staff working in Railway Board’s office. The above power personally exercised
by the authority & not to be re-delegated to others. But before termination show cause notice
must be served to concerned employee, so that he/she can explain the situation. [RBE 44/2002]
(K) Where a candidate for compassionate appointment is eligible and is also adjudged suitable
for a post in Group “C” but for want of a Vacancy in Group “C” post, he is offered a post in Group
“D” which he accepts, his case may be considered for appointment in a Group “C” post as soon
as a suitable vacancy arises therein. [RB E (NG) II-84/RCI/Policy dated 31.03.84]
(L) Sr. DPO at Divisional level & CPO at Hq’s level are monitoring the compassionate
appointment cases. [RBE 126/02]
(M) The person already employed on a post in the Railway should not be offered appointment
on Compassionate ground to another post in a higher grade.
[RBd’s E(NG) II-83/RCI/77, Dt.8.9.83]

(N) In terms of RBE 199/92 Once an appointment on CG of ward/widow etc has been made
in a particular category /grade, no change of category/grade is permissible subsequently on
the same ground. But this has been modified vide RBd’s letter No. E(NG)II/2007/RC -
1/GENL/13 Dt. 7.8.2009& it has been clarified that in case of CG appointment , category
allotted to a candidate could be considered for change only before a candidate accepts the
offer of appointment & goes for medical examination. Once the candidates accepts the offer
of appointment & goes for medical examination then change of category should be done
either on account of medical unfitness or by an authority higher than the one who has decided
the category of allotment.
(O) Wards/Widows of deceased employees of the Divisional HQrs should not be appointed
in the workshop. However, whenever possible, Wards/Widows of deceased workshop employee
may be accommodated on the Division/HQrs. [RBE 26/03]
(P) Ist Adalat for pending “compassionate appointment cases” held on 10th Nov. 2005. The
Adalat should be held by ADRM & Sr. DPO at Divisional level & AGM & CPO at HQ’s level .
[RBE 127/05]
(Q) Those cases where employees have been medically de-categorised between 18.01.2000 to
14.06.2006 & cases where decategorisation has occurred after 14.06.2006 may be dealt in the
same way as done prior to issuance of said letter dt. 18.01.2000. [RBE 165/06]
(R) Security Deptt. should process the cases for appointment on C.G. of wards/spouse of
ex RPF /RPSF personnel for suitable posts vacancies in the Security Deptt. Itself including
ministerial wing of RPF/RPSF.
Only when, it is not possible to finalize the cases by this way, cases of wards/spouse
of ex RPF /RPSF personnel may be forwarded to G.M. (P) for considering appointment on
C.G. in other Deptts. of the Rly. [RB No. 88-(sec (E)/RC-3/43/Pol. Pt dt. 12.7.11 (NWR PS 45/11)]

9. The candidate have been declared medically unfit due to diadetis, such cases may be
dealt in terms of Raily Board’s letter no. 2008/H/5/18 Dated 08/01/2016

***
Appointment of wards/spouse of ex-RPF/RPSF personnel on compassionate grounds.
[Rly. Bd’s letter No. 88-sec(E)/RC-3/43/Pol. Pt. dt. 12.07.2011 & E(NG) 11/2012/RC-
I/Genl/12 dt. 29.05.12 ([Link]. 228 of RBO 2012) ]

1. Appointment in RPF/RPSF and other departments of the railway:

(i) Security Department should process the cases for appointment on compassionate
grounds of wards/spouse of ex-RPF/RPSF personnel for suitable posts/vacancies in the
Security Department itself including the Ministerial Wing of RPF/RPSF,
(ii) In the case of male/female wards, efforts should be made to absorb them in the
RPF/RPSF itself subject to their fitness for the particular post,
(iii) Only when it is not possible to finalize the cases as sub para (i) and (ii) above, cases
of wards/spouse of ex-RPF/RPSF personnel may be forwarded to General Manager (P) for
considering appointment on compassionate grounds in other Departments of the Railway,
(iv) Similarly, the wards/spouse of Railway personnel working in Departments other than
RPF/RPSF would also be considered, only if they are willing, for appointment on
compassionate grounds in RPF/RPSF, whenever any vacancy exists.
Note :-In part modification of above instructions, it is clarified vide Rly. Bds letter dt.
29.05.12 that all candidates for compassionate ground appointment are eligible to be
considered for vacancies of all deptt. including that of security dept.
2. Authority to make compassionate appointments in RPF/RPSF :
(i) Chief Security Commissioner of the concerned Zonal Railway and Chief Security
Commissioner/RPSF are competent to make compassionate appointments in RPF/RPSF
through a screening committee constituted by the concerned Railway Administration.
(ii) C.G. appointment in Grade Pay Rs. 4200/- in security dept. will be done with the personal
approval of General Manager [Rly. Bds letter dt. 29.05.12]
3. Priority for making compassionate Appointment :
The following should be the order of priority to be followed while making
appointments on compassionate grounds in RPF/RPSF :
(i) An eligible ward/spouse of an RPF/RPSF staff who dies in an encounter,
(ii) An eligible ward/spouse of an RPF/RPSF staff who dies or is permanently crippled in
the course of duty,
(iii) An eligible ward/spouse of an RPF/RPSF staff who dies in harness as a result of
railway or other accidents when off duty,
(iv) An eligible ward/spouse of an RPF/RPSF staff who dies due to natural causes, while in
service, All appointments should be made strictly in the above order. Whenever, for any
special reason, it is felt necessary to depart from the priority list, the sanction of the next
higher authority (i.e. DG/RPF) for appointment to the posts (with grade pay Rs. 1800 and
above) must be obtained giving special reasons for ignoring the priority and the list of persons
being put back in priority list. Such cases should, however, be rare.
4. Qualifications and conditions to be fulfilled for appointment :
 Candidates for appointment in RPF/RPSF on compassionate ground should be eligible
and suitable for the post in all respect (physical measurement, age, educational qualification,
etc.) as per RPF Rules, 1987 as amended from time to time. No relaxation in recruitment
standard (physical and educational) will be given.
5. Physical Efficiency Test (PET) :
(i) PET for the post of Sub-Inspector and Constable will consist of the events as given
below in the table. The PET will be qualifying in nature and a candidate has to qualify in all
the events to be declared qualified in PET. The minimum qualifying standard for eachevent
is specified as under :
Event Male Female Number of chances
1600 meter race 7 minutes Not applicable One
800 meter race Not applicable 4 minutes 30 seconds One
High Jump 1.00 meters 0.75 meters Two
Long Jump 3.25 meters 2.4 meters Two
Short Put (weight 16 lbs) 4.0 meters Not applicable Two

(ii) The 1600 meters /800 meters run will be held first and only those applicants who qualify
in this event will further take part in the remaining events of the PET. Only those candidates
who qualify in 1600 meters /800 meters race will be measured for height and chest
(applicable for male candidates only). Applicants, who fail in any of the events of the PET or
in physical measurement, either of height or chest, will be declared ‘failed’.
(iii) PET for a post in Ancillary category will consist of 1600 meters race, Long Jump and
Shot Put as mentioned in sub-para (i) above. The 1600 meters run will be held first and only
those applicants who qualify in this event will further take part in the remaining events of the
PET. Only those candidates who qualify in 1600 meters race will be measured for height and
chest. The PET will be qualifying in nature and a candidate has to qualify in the Race and the
Long Jump or the Shot Put to be declared qualified in PET.
6. General Condition for Conducting Suitability Test :
Suitability test for appointment in RPF /RPSF on compassionate grounds may be
conducted by the Personnel Department of the concerned railway in accordance with the
procedure being followed by them. However, the instruction contained in Bds letter dt.
12.07.11 may be followed invariably while conducting suitability test for appointment of
RPF/RPSF wards /spouse on compassionate ground.
[JPO for CG appointment of wards /spouse of ex RPF staff over NWR has been issued under PS 18/12 for NWR]

***
 INDUSTRIAL RELATION
PERMANENT NEGOTIATING MACHINERY
A Machinery set up with a view to maintain contact with organized labour and resolve dispute
and differences arising between organized labour and the administration is called “Permanent
Negotiating Machinery”. It was found by Shri V.V. Giri in the year 1951.
PNM is found to keep contact between Railway, employees and Railway Officers.
Consultation is done on the employee’s problems in PNM and acceptable solutions of the
problem is find out.
WORKING : PNM meetings are arranged in three tiers. Viz. : (Para 2615 IREM-II)

1. At the Railway Level

a. Division or Workshop
b. Head Quarters office
In this the recognized union will have access to Divisional/Workshop officers and
subsequently to officers at the Headquarters including the General Manager.
2. Railway Board’s Level : In case the matters are not settled at Railway level, they
will be taken up by the federation of Indian Railway men with the Railway Board.
3. The Tribunal Level : In cases where agreement is not reached between the
federation and the Railway Board and the matter are of sufficient importance, reference be
made to the Adhoc Railway Tribunal comprised of representatives of Railway administration
and federation presided over by a neutral Chairman.
PROCEDURE: Procedure of working of PNM at different level is as under:
SNo Level Chairman Convener Meetings Representa- Details
tion of Union
Member
1 Divisional/ DRM / [Link]/ Once in 20 Divin. * 1. Separate meetings with
Work- [Link] DPO/ 2 months 15 W/Shops both recognized Unions .
shop SPO/APO +1 (extra slot 2. Individual cases will not
in W/Shop for women)* be discussed DRM can
discuss any time without
notice.
2. Head Qrts. GM CPO Once in 20 * 1. Separate meetings with
office 3 months +2(extra slot both recognized Unions.
for women)* 2. Prior approval of GM is
necessary for item to be
discussed. GM can discuss
any item without notice.
3. Individual cases can not
be discussed.
4. In the absence of GM,
CPO will be the Chairman.
3 Rly. Bd. Member Adv./ IR Two with 25 1. Separate meetings with
Staff each +2(Extra slot the two federations AIRF &
recognized for women) NFIR
Federation, 2. All matters which could
separately, not be settled at Railway
in a calendar level concerning Pay
year Scales and Allowances
would be discussed at this
level.
Note:- (i) AIRF can place 30 new items & NFIR 18 new items in every PNM (Based on the
proportion of number of constituent recognized unions).
(ii) Federation can place items from the Zonal Rly. where their union is recognized or the
policy issues having all Indian Rlys implications.
(iii) For the unions which are recognized at Zonal Rly. level, but not affiliated to AIRF or
NFIR i.e. for PRSS of N.E. Rly., DREU of Southern Rly. & NRMS of South Western Rly.
Board’s representative shall attend one of GM/PNM meetings at Zonal Rly. level in a year to
facilitate deliberation of the issues where Board’s participation is considered necessary.
Departmental Council/Joint Consultative Mechinery (DC/JCM)
Frequency of Meeting Two in a calendar year
Number of Participants from Staff side. Total 30 (19 from AIRF and 11 from NFIR)
Participation Office Bearers of the Federations or Members of the Recognized
Unions.
Size of the Agenda 30 new items in every meeting. The Agenda will be called as
“Agenda from Staff side”, and not separately as AIRF or NFIR
Agenda.
[*Rly Bd’s letter No.:- E(LR)71/LR I-28 dt.15.03.71, 07.04.11 and E(LR)I/2010/PNM I-I dt. 07.12.2011 (Page no.
286 & 323 of RBO 2011)]

The detailed procedure of arranging these meetings would be agreed upon with the
Union, and the Branch should be gives sufficient time before the meeting for preparation. The
PNM meeting should not be postponed without sufficient cause and if an occasion for
postponing a meeting arises, the Union officials should be kept advised of it. At the
Divisional or Workshop and Railway levels, items which are within the powers of the
concerned officers can only be taken. Questions concerning Pay Scales, Allowances, service
condition etc. will only be discussed between the Federation and the Railway Board and not
at lower levels. When a matter has not been settled at Divisional or Workshop level, it may
be raised at the Railway level for further negotiation. Similarly a matter not settled at the
Railway level may be brought up by the federation to the Railway Board for discussion.
The Union items brought up for discussion at the various levels should be disposed of
as expeditiously as possible. Brief minutes of discussion, indicating the decision arrived at,
should be sent to the Union concerned for their confirmation.
If after discussion between the Railway Board and the Federation, agreement is not
reached on any matter of importance; such matters may be referred to an Adhoc Railway
Tribunal.
AGENDA: The agenda for PNM should not be inordinately long. It should include only
important items and individual items may be included only in special cases. The size of the
agenda shall be limited to 30 items including the items which may have been left over from
the previous meetings. The items of agenda should reach at least 2 weeks in advance of the
PNM in the case of Workshop and 3 weeks in advance in case of Division and 1 month in
advance in case of Railway level. Individual cases can also be referred to in PNM only if
Union can make out in each case the point of policy involved and that all the channels of
representation have been exhausted. The cases which are included in agenda not involving
policy issues may be discussed informally, separately.
FACILITIES: The Union office bearers are given certain facilities for attending meetings viz.
passes, special casual leave, Telephone facility in office, Rest House for staying during the
course of PNM, Office, Union’s consent before transferring Union officials. The Union
officials who has to attend PNM meeting must be spared one day in advance on Spl CL for
preparations.
DEMONSTRATION– [Rule 7 of Appendix I of IREC–I(The Rly. servicees Conduct Rules)]
No railway servant shall engage himself or participate in any demonstration which is
prejudicial to the interests of the sovereignty and integrity of India, the security of the State,
friendly relations with foregin states, publc order, decency or morality, or which involves
contemp of court, defamation or incitement to an offence.
Provisions regarding demonstration, meetings, processions etc by Rly servants/unions are as
under :-
1. Where peaceful and orderly meetings or demonstrations are held during the lunch interval
without obstructing in any manner the free passage to and from the office, there would be no
objection to the holding of such meetings or demonstrations nor would the participating staff
render themselves liable to disciplinary action thereby. The same position will apply in
respect of peaceful and orderly meeting and demonstration during half an hour interval prior
to the start of working hours and the half an hour interval succeeding the close of working
hours.
2. Demonstration, meetings and processions, which are orderly and peaceful and are held
outside office premises and outside working hours, should not be interfered with.
3. The wearing of badges while at work should not be interfered with unless the badges have
inscriptions or slogans which may offend against the interests of the sovereignty and integrity
of India. The colour of the badge or arm band should not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct should not be
permitted within office premises and disciplinary proceedings should be started against those
found indulging in such action within office premises.
5. It will be in order to take disciplinary action in respect of demonstration anywhere, even
far away from office premises and at any time even on a holiday, resorted to by a railway
servant, even in the capacity of a Trade Union worker, if that activity could be proved to be
one falling within the prohibitive activities listed in this rule.
6. The principle of ‘No work No Pay’ should not be circumvened in any way icluding by
grant of leave to a railway servant for the period of absence caused due to participation in a
strike.
7. If an application for casual leave is presented by a railway servant specifically for the
purpose of participation in a demonstration, it is open to the competent authority to refuse
casual leave for this purpose. If in spite of refusal, and employee absents himself from duty,
he can be treated to have been unauthorisedly absent, with all the attendant consequences of
unauthorised absence.
ADHOC RAILWAY TRIBUNAL: The matters of important nature on which no agreement is
reached with the federation at Railway Board level are put up to Adhoc Railway Tribunal.
Chairman of the Adhoc Railway Tribubnal will be a Retd. Judge of Supreme Court or High
Court. He shall be having his own staff. Equal numbers of representatives of labour and the
Railway shall be consulted as to : -
(a) Whether they have any objection to the dispute being referred to the Adhoc Railway
Tribunal, or
(b) Whether they would like the dispute to be referred to a Commission. Matters settled
by agreement or decisions accepted by Govt. shall not be opened again by Unions for the
period of two years. In case the Govt. has rejected or modified the decision of Tribunal, the
matter can again be raised at the end of the year.
PNM, is thus working successfully since its formation and resulted in sustaining good
industrial relation with the Unions and curtailed the chances of strikes, walkouts etc. and
helped in improving the working and smooth running of Railways.
INFORMAL – MEETING :
The object of this meeting is to minimize pressure of PNM because PNM has limit of
fresh items. Informal meeting should be held once in a month with the Branch officers
including AEN’s. If required by Unions the agenda will be discussed & minutes will be
issued (signed by officer & Union).
NON-PAYMENT:
Different types of complaints of employees are received by the Unions. The complaints
regarding service matters and policy are discussed and finalized through PNM. Whereas
complaints pertaining to non payment of certain dues to the Railway employees are taken up
in the NON PAYMENT MEETINGS & resolved. Non Payment Meetings are arranged with
both the Unions once in a month at Divisional/Workshop/ HQs. Level for discussion and
settlement of non payment cases viz. non payment of NDA, TA, Officiating Allowance,
NHA, etc.
Non payment meetings are held with the Asstt. Personnel Officers and Asstt. Divisional
Accts. Officers and ADRM will be chairman. The non payment items are finalized with the
following procedure: -
(i) Both the recognized Unions forward the complaints in regard to nonpayment dues
received by them to the Administration well in time for doing the needful.
(ii) These complaints when received by administration are registered in the non payment
registers in non payment cell and their timely disposal is ensured.
The position of disposal of non payment items of Unions are conveyed to the recognized
Unions through minutes of the meeting etc.
Union official attending the non payment meetings are extended certain facilities like
Spl.C.L, Passes, Rest House for attending the meetings.
PARTICIPATION OF RAILWAY EMPLOYEES IN MANAGEMENT [PREM]
In order to have better and systematic participation of labour in management for improvement
in working of Railway system and appropriate changes for improving efficiency and
viability, a corporate enterprise group was set up at central level in the Ministry of Railways
in the year 1972, specifically to provide for a free flow and exchange of ideas on the running
and shaping of the enterprise in Railways. Later son this scheme was extended to Zonal
Railways and divisions in the year 1977 due to its usefulness. In the year 1995 this group has
been restructured and renamed as Group for Participation Of Railway Employees in
Management [PREM].
Employees participation in management has been recognized as a potent motivational
intervention. Participation tends to improve motivation because employees feel more
accepted and involved. Their self esteem, job satisfaction and cooperation with management
also improves. The results are often in the form of reduced conflicts, better collaboration,
greater commitment to goals and better acceptance of change. Participation also typically
brings in higher output and better quality.
Worker’s participation in management has been enshrined in Article 43 A of the
constitution under the directive principles to the state policy. The main objectives of this
group are as under: -
(i) Evaluate the functioning of the Railway and exchange data and ideas on ways and
improving efficiency and viability of the enterprises.
(ii) Apprise the investment programs, particularly in regard to housing and welfare
services.
(iii) To facilitate effective and meaningful participation of Railway employees in the
management process.
(iv) To give them a sense of involvement and pride in the organizational works.
(v) To discuss and identify the measure for improving quality of service to the Rail
passengers and safety operations.
This group works in 3 tiers and holds one meeting in 3 months. i.e. 4 meetings in a year. The
three tier working of PREM is as under: -
 Sl Level Chairma Convener official Staff Side
n
1 Rly. Board C.R.B. Joint Addl. CRB, i) 4 Representatives of AIRF & NFIR
Secy.(Estab) Member, ii) 2 Representatives of AIOF
Addl. iii) 2 Representatives of IRPOF
Member, iv) 2 Representatives of AISC/ST
Secy. Association *
[Link]. v) 2 Representatives of AIOBC
Association *
2 Zonal Railway /Hd. GM Dy.G.M.(G) GM & -do-
Quarters office / C.P.O. HODs
3 DRM DRM [Link] / DRM & -do-
DPO Divisional
Officers
[* Rly. Bd’s letter No. 2013/E(LR)III/PREM/Misc./1 dt. 19.08.13]

The following facilities are extended to the constituents of PREM :

(i) Telephone facilities ( Both Railway and P&T)
(ii) Secretarial assistance within Railways’ own resources.
(iii) Office Accommodation
(iii) Copies of each stastical and other publications issued by the Railways should be sent
to every member of PREM.
(iv) CUG phone facility.
***
A SCHEME FOR JOINT CONSULTATIVE MACHINERY AND COMPULSORY
ARBITRATION FOR CENTRAL GOVT. EMPLOYEES

With the object of promoting harmonious relations and of securing the greatest measure
for cooperation between the Government, in its capacity as employer and the general body of
the employee in matters of common concern, and with the object, further, of increasing the
efficiency of the public service, the Govt. of India have decided to establish a machinery for
joint consultation and arbitration of unresolved differences. The essential features of the
scheme for settling up such machinery are described below.
Constitution and Procedure :
1. The scheme will cover all regular civil employees of the Central Govt. except :
(a) the Class I services,
(b) the Class II services, other than the Central Secretariat services and the other
comparable services in the headquarters organization of the Govt.
(c) persons in industrial establishments employed mainly in managerial or administrative
capacity and those who being employed in advisory capacity draw salary in scales going
beyond Rs. 575 per monsem;
(d) employees of the Union Territories; and
(e) Police Personnel.
2. There will be a joint council at the national level and usually at two lower levels-
departments, regional /office.
3. The National Council will deal with matters affecting Central Government employees
generally, such as minimum remuneration, dearness allowance and pay of certain common
categories, for instance office clerks, peons and the lower grades of workshop staff; and
matters relating to categories of staff common to two or more departments and not grouped
together in a single departmental council.
4. (i) A departmental council will deal only with matters affecting staff employed in
the department or departments concerned.
 (ii) There will normally be one Departmental Council for each department. For two
or more small departments under a ministry, there may however be a single council,
especially if the nature of the duties in the departments is similar.
(iii) For the Central Secretariat services, which though providing staff for all the
Ministries are in important matters controlled by the Ministry of Home Affairs, there will be
a separate council in that Ministry. Others common categories of office staffs of participating
offices may also be included in the same departmental council.
There will also be regional and/or office councils where the structure of a
department permits the setting up of such councils. These councils will deal only
with regional or local questions.
5. (i) The National Council will consist of an official side and staff side. The official
side will be appointed by the govt. and may consist upto 25 members, who will include the
Cabinet Secretary, Secretaries, Ministry of Home affairs, Labour, Communications and
Defence, Secretaries, Ministry of Finance, Departments of Expenditure and Revenue, and one
of the secretaries Ministry of Railways. The staff side may consist of upto 60 members who
will be nominated by the recognized associations, in the manner prescribed in this behalf. The
Cabinet Secretary will be chairman of the council and the staff side will elect its own leader,
each side will appoint its own secretary or secretaries.
(ii) The Departmental Council will also be constituted on the same basis. The official
head of the Ministry of department will be included in the official side, or and will be
chairman of the council. The membership of the staff side may vary from 5 to 10 and the staff
side, which will be nominated by the recognized associations, from 20 to 30 depending upon
the total strength of the staff and the number of grades and services in the department.
(iii) The Regional and / or office council too will be constituted in the same manner.
The strength of a regional or office council will be determined by the size of the staff in the
region or office, and the head of the region or office will be its chairman.
(iv) No person who is not an employee or an honorably retired employee of the
Central Government shall be a member of a Joint Council.
Note : Government may permit an Ex-Employee to be a member of a Joint Council after
examining the merits of each individual case.
6. The associations will nominate their representatives for a term of 3 years; but there
will be no bar to re-nomination. Vacancies caused by death, retirement, resignation, transfer
etc. will be filled for the unexpired term.
Note : An Association may replace on the joint council such of its representatives as have
ceased to be its office bearer at annual elections or by exigencies such as a vote of no
confidence.
SCOPE AND FUNCTIONS
7. 1. Condition of service and work.
2. Welfare of the employees
3. Improvement of efficiency and standard of work.
8. A council may appoint committees to study and report on any matters falling within
its scope.
9. Subject to the final authority of the cabinet, agreements reached between the two
sides of a council will become operative.
10. Arbitration
If there is no agreement between the two sides, the matter may be transmitted to a committee
of the council for further examination and report. But, if a final disagreement is recorded and
the matter is one for which compulsory arbitration is provided, it shall be referred to
arbitration, if so desired by either side. In other cases, the Govt. will take action according to
its own judgment.
11. Agenda :
A matter disposed off by a council in any manner will not be placed in the agenda during the
following 12 months, unless for any special reason, the chairman of the council directs
otherwise.
12. Compulsory arbitration shall be limited to : -
(i) Pay and Allowances,
(ii) Weekly Hours of work, and
(iii) Leave.
13. Cases of individuals shall not be subject to compulsory arbitration.
14. A dispute shall not be referred to arbitration unless it has been considered by the
National Council or the appropriate Departmental Council, as the case may be, and final
disagreement between the two sides has been recorded. If there is a dispute relating to an
arbitrable matter in the lower council, it will be placed before the Departmental council
concerned.
15. On a final disagreement being recorded as mentioned in clause 18, the Govt. shall
appoint a Board of Arbitration as soon as possible. The structure of nominee will be as under:-
One from 5 nominee submitted by official side.
One from 5 nominee submitted by staff side. Chairman—
independent will be selected by Minister of Labour.
16. Subject to the overriding authority of parliament, recommendations of the Board of
Arbitration will be binding on both the sides.
If for reasons to be recorded in writing, the Central Govt. is of the opinion that all or
any of the recommendations of Board of Arbitration should on grounds affecting national
economy or social justice be modified, the Central Govt. shall, as soon as may be, lay before
each House of Parliament the report of the Board containing such recommendations together
with the modifications proposed and the reasons therefore, and there upon the Parliament
may make such modifications in the recommendations as it may deem fit. Modification may
extend to the rejection of a recommendation.
17. Orders made by the govt. in pursuance of recommendations of the Board of
Arbitration shall, unless otherwise specified in those recommendations or modified by mutual
agreement, remain in operation for a period of 3 years.

***
CONSTITUTION OF THE NATIONAL COUNCIL

1. Short Title :
This constitution may be called the constitution of the National Council under the scheme for
Joint Consultative Machinery and Compulsory Arbitration for Central Government
employees.
2. Application :
Subject to the provisions of the scheme for joint consultative machinery and compulsory
Arbitration this constitution shall cover, as far as may be, all Ministries and Departments of
the Central Government.
3. Objects :
The object of the council is to promote harmonious relations and to secure the greatest
measure of cooperation between the government in its capacity as employer, and the general
body of its employees in matters of common concern and with the object, further of
increasing the efficiency of public services combined with the welfare of those employed.
4. Members of the Council :
(i) The Council of members consists of :
(a) Chairman, The Cabinet Secretary.
(b) i) Members on the official side.
1. Ministry of Railways- Railway Board-Chairman of Member staff or Additional Member
staff.
2. Ministry of Railways- Railway Board– Financial Commissioner of Additional Member
Finance.
3. Ministry of Defence ( Secretary Defence )
4. Minsitry of Defence ( Department of Defence Production) – Secretary Defence Production
[Link] of Communication – Secretary Communication
6. Department of Communication – Senior Member Posts or Senior Member
Telecommunication, Posts and Telegraphs Board
7. Ministry of Finance – Senior Member Finance ( P & T)
8. Ministry of Finance – Finance Secretary
9. Comptroller and Auditor General – Senior Deputy CAG
[Link] of Food, Agriculture, CD & Co-poration – Secretary One.
[Link] of Education and Youth Services – Secretary One.
12.,Ministry of Tourism and Civil Aviation – Secretary
[Link] of Home Affairs – Home Secretary
[Link] of Works, Housing and UD –Secretary.
[Link] of Personnel – Secretary.
[Link] of Labour and Employment – Secretrary.
[Link] of Health – Secretary.
[Link] of Personnel – Joint Secretary Estb.
[Link] of Finance – Joint Secretary Personnel
[Link] [Link] to the Govt. of India.
[Link] of Expediture (Defence Division) – [Link] Advisor
[Link] of Personnel – Director (JCA) – Secretary
(ii). Temporary Members :
The Chairman may, from time to time, nominate such number of temporary members
belonging to any ministry/Department of the Govt, of India as together with the Chairman
and the permanent members specified above, will not exceed 25.
(iii) Expert Advisor:
The Chairman may invite expert to the meeting of the National Council, whenever he
considers that the discussion of particular items their advice would be of value.
( C ) Representative of the staff side:
There shall be not more than 60 members on the staff side nominated by the
Associations/Unions/Federations/Confederations recognized for the purpose of representation
on the National Council. The distribution of the staff side seats between the
Ministry/Departments is shown in the Annexure.
( D ) Secretaries:
The official and staff side may each appoint its Secretary of Secretaries from amongst its
representatives.
( E) Leader:
The staff side shall select by simple majority, one of its members as its Leader, who shall
hold that office for a period of one year but shall be eligible for re-election, a vacancy caused
by death, retirement, resignation, transfer etc, will be filled for the unexpired term.
(F) Permanent Secretariat :
i) There shall be a permanent secretariat of the Council under the control of the
chairman
ii) No person who is not an employee or an honorably retired employee of the Central
Govt. shall be a member of the Council.
Note : - Government may permit an ex-employee to be a member of a Joint Council after
examining the merits of each individual case.
5. Term of Membership :-
(i) The employees’ organization will nominate their representatives for a term of 3 years;
but there will be no bar to re-nomination. The chairman may; however, permit a change of
representative once in a year if he ceases to be an office bearer of a Association/Union after
its annual election.
(ii) Vacancies caused by death, retirement, resignation, transfer etc. will be filled for the
unexpired term.
Note : - An Association may replace on the Council such of its representatives as have ceased
to be its office bearer at an annual elections or by exigencies such as a vote of no confidence
6. Standing Committees : -
The Council may have the following standing committees :
(A) Industial Standing Committee : It shall deal with matters relating to industrial
staff only and shall be appointed by the council.
(B) Non Industrial Standing Committee : It shall deal with matters relating to non
industrial staffs and shall be appointed by the council.
7. Declaration :
The council may delegate to the standing committee such powers as it may consider
necessary for the expeditious disposal of business.
8. Appointment of committees :
The council and its standing committees may appoint a committee from amongst their
members to study and report on any mattes failing within their scope.
***
ANNEXURE
Vide note 5 clause 5(1) (c )of the Constitution of National Council.
DISTRIBUTION OF STAFF SIDE MEMBERSHIP AMONG MINISTRIES
Sl Name of Ministry/Department No. of Seats Allotted
1. Ministry of Railways 26
2. Department of Communications 7
3. Ministry of Defence 6
4. Ministry of Finance 4
5. Ministry of Works, Housing & U.D. 2
6. Ministry of Supply 1
7. Indian Audit & Accounts Department 2
8. Ministry of Home affairs, Deptt. Of personnel, UPSC,
Deptt. Of Parliamentary affairs, Prime Minister’s
Secretariat, President’s Secretariat, Ministry of Law, 2
Ministry of External Affairs, Department of Petroleum
And Chemicals and Deptt. Of Company Affairs
9. Ministry of Food, Agriculture, C.D. & Cooperation 1
10. Ministry of Edu. & Youth services and Department of
Social Welfare. 1
11. Ministry of Labour, Employment and Rehabilitation. 1
12. Ministry of Tourism & Civil Aviation 1
13. Ministry of Information and Broadcasting 1
14. Department of Mines & Metals 1
15. Department of Atomic Energy 1
16. Ministry of Health
17. Planning Commission & Cabinet Secretariat ( excluding department of personnel.
18. Ministry of Foreign [Link] of
19. Ministry of Industrial Dev. & Internal Trade and Ministry of Steel & Engineering
20. Ministry of Irrigation and Power 1
21. Ministry of Shipping & Transport.
Total : 60

RULE FOR THE CONDUC T OF BUSINESS

The following rules shall govern the conduct of business of the National Council under
the scheme for joint consultative machinery and compulsory arbitration for Central
Government employees :
1. Short Title :
These rules may be called the rules for the conduct of business of the National
Council.
2. Meetings :
(i) The ordinary meetings of the council shall be held as often as necessary, and not less
than once in four months. A notice of an ordinary meeting shall be sent to all members not
less than 15 days before the date of meetings
(ii) A special meeting of the Council may be called by the Chairman on his own or on a
request from either the official side or from the leader of the staff side. A notice of such
meeting shall be sent to all members not less than 10 days before the date of meeting.
3. Quorum :
The quorum shall be one third each of the strengths of the official and staff sides.
4. Agenda :
(i) A member describing inclusion of a subject in the agenda of a meeting will
communicate the subject together with an explanatory memorandum where necessary, to the
secretary, official or staff side, as the case may be, at least eight weeks in advance of the
meeting. The Secretary concerned shall make sure that the subjects suggested fall within the
purview of the Council and, thereafter, place the draft agenda before the Chairman not less
than 7 weeks before the due date of the meeting, for his approval to their inclusion in the
agenda. If any item suggested by a member is not included in the agenda, the member
concerned shall be informed of the fact and thereasons therefore.
(ii) The agenda for an ordinary meeting shall be circulated to all the members not less
than 30 days before the meeting.
(iii) The agenda for a special meeting shall be circulated simultaneously with the notice of
the meeting.
(iv) Business not on the agenda may only be taken up with the permission of the chairman.
(v) A matter disposed of by the Council in any manner will not be placed on the agenda
during the following 12 months, unless for any special reason the chairman of the council
directs otherwise.
5. Minutes :
The minutes of a meeting will be drafted under the directions of the Chairman at the
meeting and approved by the council. They will thereafter be circulated to the members of the
council.
6. Decisions :
(i) The official side will conclude matters at the meeting of the council and will not
reserve them for latter decision by the govt., subject to the final authority of the cabinet;
agreements reached between the two sides of the council will become operative.
(ii) If there is no agreement between the two sides, the matter may be reported to a
committee of the council for further examination and report. But, if final disagreement is
recorded and the matter is one for which compulsory arbitration is provided, it shall be
referred to arbitration if so desired by the other side. The Chairman of the council shall make
a report to the labour Ministry for reference to the Board of Arbitration within a week of the
final disagreement being recorded. In other cases, the Govt. will take action according to its
own judgement.
7. Publication of Statements :
Only statements issued under the authority of the Council shall be published; such
statements shall be as useful and informative as possible.
8. Standing Committees :
(i) The standing committees shall frame their own rules of procedure subject to the
approval of the council. The Standing committed shall not, however take final decisions on
any subjects that came before them, and shall transmit their conclusions to the council for
decision except where powers have been specially delegated to them by the Council under
Article 9 of the Constitution of the National council.
(ii) The Standing Committees and their members shall not give publicity to their
recommendations and any statements for publicity shall only issued from the National
Council in this manner prescribed in Rule 7.
***
Demonstration – [Rule 7 of Appendix of IREC –I (the Rly. servicees Conduct Rules)]
No railway servant shall engage himself or participate in any demonstration which is prejudicial
to the interests of the sovereignty and integrity of India, the security of the State, friendly relations
with foregin states, publc order, decency or morality, or which involves contemp of court,
defamation or incitement to an offence.
Provisions regarding demonstration, meetings, processions etc by Rly servants/unions are as
under
1. Where peaceful and orderly meetings or demonstrations are held during the lunch interval
without obstructing in any manner the free passage to and from the office, there would be no
objection to the holding of such meetings or demonstrations nor would the participating staff
render themselves liable to disciplinary action thereby. The same position will apply in
respect of peaceful and orderly meeting and demonstration during half an hour interval prior
to the start of working hours and the half an hour interval succeeding the close of working
hours.
2. Demonstration, meetings and processions, which are orderly and peaceful and are held
outside office premises and outside working hours, should not be interfered with.
3. The wearing of badges while at work should not be interfered with unless the badges have
inscriptions or slogans which may offend against the interests of the sovereignty and integrity
of India. The colour of the badge or arm band should not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct should not be
permitted within office premises and disciplinary proceedings should be started against those
found indulging in such action within office premises.
5. It will be in order to take disciplinary action in respect of demonstration anywhere, even
far away from office premises and at any time even on a holiday, resorted to by a railway
servant, even in the capacity of a Trade Union worker, if that activity could be proved to be
one falling within the prohibitive activities listed in this rule.
6. The principle of ‘No work No Pay’ should not be circumvened in any way icluding by
grant of leave to a railway servant for the period of absence caused due to participation in a
strike.
7. If an application for casual leave is presented by a railway servant specifically for the
purpose of participation in a demonstration, it is open to the competent authority to refuse
casual leave for this purpose. If in spite of refusal, and employee absents himself from duty,
he can be treated to have been unauthorisedly absent, with all the attendant consequences of
unauthorised absence.

RAILWAY STAFF BENEFIT FUND

(CHAPTER VIIITH, RULE 801 TO 812 OF IREC vol 1]
A Railway Staff Benefit Fund was introduced in the year 1931 and is being maintained on
each Indian Railway. SBF is supervised by the Central Staff Benefit Fund Committee on each
Zonal Railway.
OBJECTS OF FUND :- [Rule 802]

1. To provide financial assistance for recreation, sports, scouting, amusement, &

education of the staff & their children’s where no assistance is admissible under the rules.
2. Relief of distress amongst the employees & the family members of Railway
Employees
3. If the committee desires to incur expenditure on any other object which in their
opinion is for the benefit of the staff, they shall refer the matter to the General Manager whose
decision shall be final No part of the fund shall be used for the benefits of any Gazzetted
Railway servant.
CREDIT TO THE FUND
To the fund shall be credited:-
1. All receipts from fines
2. All receipts from forfeited provident fund bonuses of non-gazzetted railway servants;
and
3. Unpaid wages beyond three years. [RBE 149/06]
These shall be credited to the fund in addition to the credits to the fund detailed above. On the 1st
April of each financial year an annual grant from the revenue of the Railway at a per capita
rates of Rs.800/- for year 2014-15 vide RBE No. 83/2014) based on the sanctioned strength of
non gazzetted railway employees, permanent & temporary employees, as on the 31st March,
posts charged to capital being excluded. The fund shall be credited provisionally on the 1st April
each year with an amount equal to the contribution for the previous year, the necessary adjustment
being made as soon as the correct amount of contribution has been determined. [RULE 805]
The distribution of Rs. 800/- amongst different activities will be as under:-
[ RBE 83/2014] (Yr. 2014-15)
1 General activities Allotment of funds
(1)(a)(1) Education 116
(1)(a)(2) Scholarship for higher education of girl children of staff in grade pay Rs. 110
1,800/- and below @ Rs. 1,200/- p.m
(1)(a)(3) Scholarship for higher education of Male children of staff in grade pay Rs. 100
1,800/- and below @ Rs. 1000/- p.m.)
(1)(b) Recreation other than sports 32
(1)(c) Recreation facilities at Institutes and club 36
(1)(d) Promotion of Cultural Activities 16
(1)(d)(1) Relief of distress, sickness, etc 60
(1)(d)(2) Relief of distress, sickness, etc. for staff upto grade pay Rs. 4600/- 120
(1)(e) Women empowerment activities including higher education for girls. 28
(introduced w.e.f. 01.4.04 Vide RBE 50/04)
(1)(f) Miscellaneous 30
Sports activities 22
(2) Scouts activities 20
(3) Indigenous system of medicine including Homoeopathy 36
(4) Immediate relief in the time of crises arise out due to natural calamity 24
(5) Training for development of occupational skills of mentally / physically 50
Challenged wards of railway servantsespecially girls. [RBE 63/07]
Total 800
Note :- Even after placement in higher grade pay under the MACPS, employee continue to be
eligible for benefits of items (1) (i)(a)(2),(3) & (d)(2) above. (RBE 22/11)
The modalities for the scheme of “Scholarship for higher education of children of staff in
grade pay Rs. 1800/- and below introduced under these orders are as under :-
(i) Children of the serving employees in grade pay Rs. 1800/- and below shall be eligible
for the scholarship under the scheme.
(ii) The term higher education shall mean all degree and diploma programmes of not less
than 0ne year from recognized institutes / universities.
(iii) The amount of each scholarship shall be Rs. 1,200/- p.m., for Girl and Rs. 1000/- p.m.
for male children.
(iv) On availing benefit under this scheme, any other similar benefit under SBF will not be
permissible.
(v) The payment of scholarship amount shall be made on quarterly basis.
(vi) The payment of the scholarship amount shall be made through an account payee
cheque in the name of child.
(2) With regard to item-(i)(d)(2), viz. allocation for ‘Relief of distress, sickness, etc. for staff
in grade pay Rs. 1,800/- and below’, this will include instances of long sickness,
extraordinary leave/leave without pay and the need to meet the cost of good prosthetics.
(3) With regard to item-(i)(a) viz. scholarships, besides existing provisions regard re-
appropriation, the CSBF committees shall have powers to re-appropriate funds between items
(i)(a)(2) and (i)(a)(3) depending upon demand. The preference, however, will be given to girl
children. Other modalities regarding scholarships as shown above ibid shall equally apply in
such cases.
The fund shall also be augmented to the extent of 50% of expenditure incurred by the
respective Railways on grant of scholarships to the children of railway employees for
technical education of their children during the preceding year.
Based on the overall per capita contribution for Sports activities, scouting activities &
immediate relief at the time of crises arise out due to natural calamity will be made by in the
consultation with RSPB, RSB, & SBF CALAMITY RELIEF FUND respectively under the
control of Ministry of Railway. Therefore, allotment be made centrally by MR [RBd]
augmentation to the SBF by the RLYs [RBE 38/08]
An “SBF Calamity Relief Fund” shall be constituted at Rly Bd’s level. Fund shall be
administered by a committee comprising of Adv. [IR], EDF [E], EDCE [G] assisted by JDE
[W] as secretary. The committee shall be empowered to sanctioned relief up to Rs. 10/- lakh
to a Zonal Railway.
Relief in excess to Rs. 10/- lakh & up to Rs. 20/- lakh will be sanctioned by Board [MS] on
recommendations of the committee & MR is competent authority for sanctioning relief of Rs.
20 lakh or more. [RBE 150/07]
Note:- Central CSBFC committees are empowered to re-appropriate funds not exceeding 25%
of the amount amongst different head activities under SBF except “Education”, “Sports activities”
& “Scout activities” [RBE 18/09]
The contribution to SBF on account of “ Immediate Relief in times of crisis arising out of natural
calamity” meant for the SBF- Calamity relief fund” be transferred to PAO(Railway Board) @
annual allocation of Rs. 18/-0 per capita subject to revision/modification in the contribution to the
SBF if and when sanctioned. (RB Letter dated July 2012)
EXPENDITURE FROM THE FUND [RULE 806]
Subject to the general supervision of the General Manager all expenditure from the SBF shall
be authorized by the committee or by a sub committee duly appointed under the provision of
rules.
The cost of stationary, printing charges of forms, postage charges & other contingent
expenses relating to the fund should be met from the railway revenues, expenditure in
entertainment during meetings of the SBF Committee should be met from the fund it self.
Management of the fund [Rule 807]
A committee at the head quarters of the Railway presided over by the CPO, shall manage the
fund. Besides Chairman, the committee should consist of the following:-
Sl. Chairman Chief Personnel Officer
1 Nominated member from Chief Medical Director
Administration side
2 -do- Additional Chief Engineer
3 Secretary A Welfare Officer to be nominated by the [Link]
4 Staff side 6 members shall be from recognized Unions, to be equally divided
amongst the recognized unions.
One member from ALSC/ST REA Ass.
One member from ALOBC REA Asso. (RBE No. 57/2014)

In the Production Units, where Staff Councils are functioning, members elected by the
Central Staff Councils will be represented on the SBFC.
There shall be an SBFC at HQtrs division/ Divisional level/ Workshop’ level and shall be
consisting of the following:-
UNIT HQrs. Div. Division W/shop
Chairman [Ex Officio] [Link]/SPO [Link]/DPO WM/AWM/SPO
Nominated member One Officer by CPO by DRM byCWM/Dy CME
Secretary CS&WI CS&WI CS&WI

Besides above there will be 4 members of the recognized union, to be equally divided
amongst the recognized unions.
Workshop has a Workshop Staff Benefit Fund committee, constitution of this being the same
as that prescribed for division. If there is no Senior Scale Personnel Officer in a workshop,
his place shall be taken by the Works Manager, or if there is no Works Manager, by Asstt.
Works Manager.
A member of the committee or sub- committee shall held office for one year; he can be
removed by the GM or can resign but shall be eligible for re -nomination or re-election.
[Rule 809]

MEETING
If the chairman disagrees with the majority of the committee as regards:-
1. Financial propriety of expenditure from the Fund;
2. Whether the grant comes within the objects mentioned in rule 802 ;
3. Whether it conflicts with the recognized policy of the government or the Railway, he shall
refer the matter to the General Manager whose decision in the matter shall be final.
[Rule 810]
Annual report on the working of the Fund [Rule 812]
The General Manager shall submit annually a report to the Railway Board on the working of the
fund during the previous financial year.
 STAFF WELFARE ACTIVITIES
(CHAPTER XXII, RULE 2201 TO 2241 OF IREM II)

Welfare Activities
HOSTEL SUBSIDY
An Railway servant shall be eligible to the grant of a subsidy at the maximum rate of
Rs.6750/- per month per child up to two-child w.e.f. 01.07.17 (RBE No.147/2017) because of
his transfer he is obliged to keep his children in hostel of a residential school away from the
station at which he is posted & or is residing. The hostel subsidy shall be payable up to twelth,
including classes eleventh & twelth held by junior colleges or schools affiliated to
Universities or Boards of Education.
Scholarship for Technical Education [IREM vol.1Rule 2206]
Scholarships are awarded by the Railways to the children, dependent brothers and sisters of
railway servants. The employees of non railway Departments who are on deputation to Railway
may not be considered eligible for grant of Scholarship for education of their children.
The term “technical education” will mean education in pure sciences’ (leading up to a degree
in Science) or in applied sciences (leading up to a degree or diploma in Medicine and the
various branches of Engineering). It will exclude subjects commonly included in Arts courses
in colleges and other educational institutions. The diploma courses referred to here are not
necessarily those that are equivalent to a degree. Diploma of all kinds given in various
branches of technical education will fall within the scope of the scheme. The cost of these
scholarships will be borne by the staff benefit fund. Before a technical scholarship is granted,
it should be ensured that the student who is sanctioned the scholarship is not in receipt of any
other financial assistance from the Institution where he may be studying or from any other
source. For this purpose the wards of Railway employees will be required to produce a
certificate from their respective school / Institution that they are not in receipt of any
scholarship from that School/Institution or any other source along with their application for
claiming scholarship from the Railway Staff Benefit Fund.
The following priorities have been laid down for the guidance of the SBF Committee for the
allotment of scholarships. Those applicants who are studying in Degree Courses of Medicine
including Homoeopathy and Ayurved system of medicine, Pharmacy and various branches of
Engineering, Computer Science, Architecture and Environment Planning, Bachelor of
Veterinary Science and Animal Husbandry and [Link]. (Agriculture), B. Pharmacy will be
given highest priority, Second priority is for diploma courses in Medicine including
Homoeopathy, Ayurvedic systems of medicine, Pharmacy and Engineering, Computer
Sciences, Architecture and Environment Planning. Third priority is to be given to applicants
studying for Degree courses in pure sciences, if the quota of scholarship to a Railway is not
fully availed as above category.
The following percentages of scholarship may be reserved for being granted to the children of
SC & ST employee are 15%,&7.5% respectively. [Quantum of scholarship for technical
education for SC/ST has been increased from 12 ½ & 5 % to 15% & 7 ½% respectively in the
context of celebrating Baba Saheb Dr. B.R. Ambedkar Centenary year- R.B. No. E(W)90
FV-17 DT. 09.11.90 (NR PS 10273)]
In case, requisite number of children of SC &, ST employees are not forthcoming to avail the
above percentages of the scholarships, the scholarships should be thrown open to other
candidates & should not be allowed to lapse.
A scholarship granted in the favour of a child of the serving railway servant should continue
until the child completes the course of study for which the scholarship was granted & it
should not be affected by the death, invalidation or retirement as superannuation of the Rly
Servant. When, however, a Railway Servant resigns from service, he would loose the
scholarship sanctioned to his child.
A scholarship to the child / ward of a non gazzetted Rly Servant will not be withdrawn merely
because the Rly Servant is subsequently promoted to officiate in a gazzetted post up to the
confirmation in the gazzetted post.
The scholarship to the child / ward of Rly Servant is also admissible who is undergoing post
graduate courses of medical or engg. In the event of an employee granted a scholarship under
these rules being transferred to another Rly Administration, the scholarship for the
[Link] of his child /ward should be continued to be met by the Staff Benefit Fund of
the transferring Rly, till the course of study is completed, if it is not forfeited otherwise.
[RBE 57/07]

Monthly ceiling on the grant of scholarship from SBF for prosecuting degree courses in
Engg., Medicine etc. has been enhance from Rs. 100/- per month to Rs. 200/- per month.
[RBE 140/07]

RAILWAY INSTITUTE & CLUB

INCIDENCE OF COST OF MAINTENANCE & UPKEEP OF INSTITUTE
[IREM vol. II Rule2208 to 2217]
General Manager of Zonal Railway is the patron of all Rly. Institutes situated in the jurdiction of
zone.

DRM is vice patron of all Rly. Institute situated in the jurdiction of division.
CWM/ Dy, CME is vice patron of Rly. Institute situated in the jurdiction of workshop.
A Rly Institute should be looked upon as a club provided by the Rly, rent free, for the benefit
of its employees. As a general principle, therefore, the Rly should provide everything that a
landlord ordinarily would & the Institute should pay for all that a tenant would usually be
liable.
The Rly administration will bear –
The cost of the building including the cost of electric installations (which include
electronic fans) with necessary furniture, roads, fences & the cost of maintenance &
alterations etc., wherever possible a garden will also be provided,
The institute funds will bear
(a) The cost of rolling, watering, grass-cutting & other maintenance charges of play
grounds, other than engineering repairs:
(b) The cost of electric current consumed & hire of meters:
No rent is recoverable in the case of Rly buildings used as officer’s club.
The class IV staff employed in Rly institute may be given residential accommodation free of
rent provided that such accommodation is either part & parcel of the institute building & its
recognized out-houses, or is not required for any other Rly purpose or cannot be rented to out
siders & would other wise be vacant.
The institute may be organized as senior & junior institutes & should have a wide range of
staff as possible.
The membership will be optional & rate of monthly contribution of the membership should
be decided by the elective/ nominated body of the staff as per requirement of the institute.
Management body constructed amongst Rly servants of the particular area viz. w/shop, stn
etc. accordingly to the members of the institute.
The General Managers is empowered to frame rules to suit local requirements of the Rly
Administration & other circumstances of the place with following restriction:-
1. The holding of meeting on railway land by recognized unions – no political subject
should be discussed in the meeting,
2. Prohibiting the grant of permission to unrecognized unions for holding their meetings
on Rly land/premise
Holiday Homes [IREM Vol. II Rule2219 to 2225]

Holiday Homes have been established at various places in the country as a measure of
amenity to staff & his family members as per pass rules & not for relatives of the staff. Three
types of accommodation-viz for Gazetted Officers, Group-C & Group-D. The facilities of
Holiday Homes should be provided to all Gazetted Officers, Group- C & Group- D.- as well
as retired Rly Officers & retired Group-‘C’ &’D’ staff also. Necessary essential equipment
such as utensils, furniture & recreational facilities etc., should be provided. On the nominal
rental charges for stay in holiday home and will be deposited to Railway Station earning in
accordance with instructions issued by Railway Bd’s ( in head of Railway revenue abstract
M-00812109).
The use of Holiday Homes set up by a particular Railway may be allowed to the staff of the other
Indian Railways, provided it is possible to do so after meeting the demands from the staff of the
home Railway Staffs that are allotted accommodation. Staff who are allotted accommodation in
Holiday Homes should not be refused leave except in very emergent cases. Where the
accommodation for Group ‘D’ is not available, they can occupy the higher type of accommodation
at the rate prescribed for Group ‘D’. The charges for officers & staff are as under w.e.f. 1.1.2001:-
[Authority;-SC No.1 to MC 2/90]
Charges per suite per day w.e.f. 01.09.12 [RBE 104/12]
SERVING RETIRED
1 Gazzetted officer above J.A.G. Rs 60/- Rs 175/-
2 Officer up to & inclusive of JAG Rs 60/- Rs 80/-
3 Group ‘C’ Rs 30/- Rs 60/-
4 Group ‘D’ Rs 12/- Rs 30/-
Retired railway servants shall be given confirmed booking of Holiday Homes during periods
other than summer vacation, Dusehra, Pooja & Christmas Holiday, seven days prior to date
of occupation & the confirmed booking shall not be cancelled during the last seven days
preceding the date of occupation, in preference to serving Rly employee. [RBE140/02]
The employees who resign technically from railway service for the purpose of permanent
absorption in Public Sector Units/ Autonomous Bodies & are entitled to post retirement
complimentary passes can also avail the facility of Holiday Homes. [RBE 96/08]
List of holiday homes of Indian Rly. alongwith contact source have been circulated under
RBE 69/12.
Convalescent Homes [IREM vol.2, Rule2226]

(i) To enable Class III and Class IV staff that does not normally have the means to go for
a change of climate at their own expense while they are convalescing, Convalescent Homes
are set up on Railways. If Holiday Homes already exist at places, which are suitable for the
purpose of being used as convalescent Homes from the climate point of view, a portion of the
Holiday Homes may be utilized as Convalescent Homes. If, however, the Holiday Homes are
being adequately patronized, a portion thereof should not be utilized as a Convalescent
Homes, without expanding or supplementing it. The intention is that each Railway should
have a Convalescent Home so that the convalescing railway servants are treated separately
from the holidaymakers, but at the same time the latter are not deprived of the facility because
of a portion of the Holiday Homes being utilized as a convalescent Home. Where separate
Convalescent Homes are proposed to be provided, the general rules already framed for
Holiday Homes will apply except that Railway Board’s prior approval will be necessary for
the setting up of a separate Convalescent Home.
(ii) Medical facilities should be provided at these Convalescent Homes. At a station
where there is a railway doctor, he should be deputed to attend to the Convalescent Homes;
the nearest railway doctor should attend the home twice a week.
(iii) Charges for convalescent homes should be recovered at the same rates prescribed for
Holiday homes from the occupants of Convalescent Homes. There is, however, no objection
if the occupant is allowed free and necessary charges are recovered from the Staff Benefit
fund.
(iv) Where separate Convalescent Homes are set up, a Proforma account of the expenditure
should be kept
as in the case of Holiday Homes for judging the financial implications of the scheme.
Scouts and Guides [IREM vol.2, Rule2227to 2228]

The scouting organization on the Railway is a separate State Association on each Railway as
a branch of the Bharat Scouts and guides on conditions similar to those applicable to other
State Associations directly under the Bharat Scouts and guides
Scouts Appointment against Cultural Quota. —Divisional Rail Managers may recruit not
more than 2 persons per year at Division level in Group D (Class IV) category, & GM’s may
recruit not more than 2 persons per year at HQ’s level in Group ‘C’ category subject to the
candidates fulfilling such qualification as may be prescribed by the Railway Administration.
The minimum qualifications should however preferably be a Presidents Scout besides other
educational/technical qualifications and experience, if any. While filling up the vacancies in
Scouts/Guides cells, preference should always be given to persons who have sufficient
experience and training in this field.
TA, DA, Special leave and pass.
(i) Railway servants, including Apprentices and Trainees, who are Scouts/Guides of the
Railway State Associations may be granted special casual leave limited to 30 days in a
calendar year for attending training camps or rallies or when engaged under instructions from
their scouting authorities, on scouting duties, whether in or outside India, provided that this is
done without detriment to their Railway duties.
Special Casual Leave that may be permitted is to be combined with Casual Leave or recorded
leave when sanctioned on scouting dates. However, when regular leave is granted in
combination with special casual leave, casual leave will not be granted in combination.
(ii) Special passes will be issued to Railway servants in the above connection and also to
their bonafide family members who are appointed as office-bearers of Rly. State Associations
or who enroll themselves as rovers, rangers, cubs, bulbuls, scouts and guides as laid down.
(iii) Concession of special casual leave and free passes referred to in (i) and (ii) above may
also be granted to those Railway servants who join the Railway Wing of the National
Fellowship of the Former Scout and Guides as and when they are called to perform scouting
duties.
(iv) TA/DA as on tour at the rates appropriate to the employee subject to a maximum of
15 days in a calendar year may be paid to Scouters /Guiders /Adults Leader /Commissioners
/Rovers /Rangers for the following activities:
(i) When deputed to attend Training Camps /Courses organized by the State/District
Scouts Associations, Himalayan Wood badge Training Courses etc. for imparting training to
children Scouts/Guides/Rovers/Rangers.
(ii) When deputed to assist a Railway administration in supplementing Railway’s efforts
during Melas, Festival, Accidents, Natural Calamities like Floods, Cyclones, breaches, etc.
(iii) Scouts/Guides officials deputed to attend meeting the State/National body; and
(iv) Railway employees who are deputed to impart training or organize major
Scouts/Guides events, such as rallies, jamborees, conferences etc. at the State or National
level.
The expenditure on TA/DA for scouting activities will be met from revenue. Scouting being a
welfare activity, grants are made from the SBF for this purpose. Grant of 15 days TA/DA for
specific Scouting activities is within the limit of 30 days special casual leave and that the total
period spent by employee on this account should not exceed 30 days.
Handicraft Centre [IREM vol.2, Rule2239]

(i) Handcraft Centers should be set up for the benefit of the families of the Railway men
for imparting training to woman members of Railway men families in handicrafts such as
weaving, knitting, spinning tailoring of garments, etc. during their spare time with the object
of helping them in learning some trade to augment the family income.
(ii) Expenditure on this scheme should be met from the staff benefit fund.
(iii) Accommodation for Handicraft Centers should be provided in spare RLY building
free of rent.
(iv) A charge for electricity and water consumed by the Handicraft Centres located in
Railway buildings should be borne by the Railway Revenues. Where the Handcraft Centres
are housed in a Railway Institute, these charges should be borne by the Institutes.
Vocational Training Centre
Vocational Training Centres should be established at suitable places where classes should be held
in the evening to impart – [IREM vol.2, Rule2240]
(i) (a) the technical training to unskilled and semiskilled workmen during their off duty
hours for improving their future prospects; and
(b) Vocational training to children of Railway employees.
(ii) Classes should be held separately for Railway employees and their children on
alternate days of the week.
(iii) Outsider should not be admitted in the Training Centers. Dependants of Railway
employees will be eligible for admission and for this purpose; eligibility may be extended to
those members of Railway employee’s families who are eligible for privilege passes.
(iv) The Training must be restricted to the simple trades. The students must be trained as
carpenters or as fitters. They should at the same time be given basic technical training which
would enable them to be receptive to the instructions in the more difficult trades that they will
be given if and when they are later recruited for such trainings as Trade Apprentices or
considered if already in service for promotion in the normal course. Theoretical instruction in
arithmetic and mensuration and in reading of drawings should also be given to those who are
literate.
(v) A normal fee of per menses may be charged from each candidate.
(vi) No preference in employment or promotion is to be given to persons who have
received training at this Centre, as it would be against the Constitution. The purpose of the
Centre is to provide technical training which would be an asset to the students of the Centre
the possession of which is likely to place them at an advantage vis-à-vis others who do not
have this asset and also make them technical minded.
(vii) For the efficient running of the Training Centre competent supervisors and even
artisans may be engaged as inspectors on payment of suitable honorarium. There is no
objection to engaging retired employees for the purpose.
(viii) Children of Railway employees who successfully complete the training Course in the
Vocational Training Centre may be given a certificate.
Canteens [IREM vol.2, Rule 2229 to 2238]

Provisions of Canteens as a stator obligation

The provisions of section 46 of the factories Act. 1948 impose statutory obligation on the
Railway Administrations to set up canteens in Railway establishments, which are governed
by the factories Act and employ more than 250 persons.
Provision of Canteens other than as a statutory obligation :- In addition to provision of
Canteens as a statutory requirement under the Factory Act 1948 the railway administration
may open canteens in establishments not governed by this act., as per the requirement as a
measure of staff welfare.
Principles governing the setting up of canteens
The following guiding principles have been laid down for the setting up of the canteens—
(i) Canteens should be opened at points where considerable bodies of labuor are
concentrated such as workshops, sheds, yards, large stations, etc. Tiffin rooms may be
provided where the strength of the staff is not less than 25 but is less than 100 and a regular
canteen provided where the strength of the Staff is 100 or more. This scale is only for general
guidance. Canteens should be self-supporting and sale prices should be adjusted from time to
time with reference to the cost of procurement, running, expenses and taking the year as
whole, should be worked on a “no loss, no profit” basis;
(ii) They should not involve loss in working hours i.e., light refreshments; while in the
case of more elaborate meals; these must be consumed outside working hours;
(iii) Commodities sold should be wholesome and cheap, Management of Canteens
Canteens provided under the statutory
The staff served by canteens should be actively associated of the management. For this
purpose, a committee of Management of Staff should be formed in accordance with the rules
framed by the State Government concerned in this regard to help in the day to day working of
the canteen, however, the committee will have advisory function. The administrations can
constitute a staff Committee for the management of the canteens, but the legal responsibility
for the proper management rests not with the committee but solely with the Railway
Administration.
Canteens provided otherwise than under the statute :-
A committee of Management to be formed for the purpose should run these canteens. The
Committee of Management should consist of the duly elected representatives of the staff for
whose benefit the canteen is run and a representative of the Railway Administration to be
nominated either as a Chairman or Secretary or as a Member of the Committee. The
Committee so constituted should be given full powers to operate the canteen or hire it or sell
it or otherwise do away with it without the sanction of the Railway Administration. If,
however, the Chairman or the secretary or the member nominated by the Railway
Administration on the Committee feels that any particular decision of the Committee is likely
to effect the interests of the Railway Administration in its capacity as the owner of the
premises and of the furniture , equipment ,etc. , or is likely to be of considerable harm to the
staff , he should inform the Committee that he has done so in which case no action will be
taken on that particular decision of the Committee till the competent authority has recorded
his decision thereon.
Incidence of cost- when it is proposed to open a canteen as outlined in the above paragraphs
the incidence of cost shall be as under:-
Canteen provided otherwise than under the Factories Act, 1948. The railway Administration
may provide the necessary accommodation, gas, equipment, sanitary and electric
installations, furniture and cooking utensils / electricity and water.
Railway administration should check that equipment which was made over by them & any
shortage found will have to be made good. They can also check an improvement in the
working of canteen about Quality & cost of foodstuff.
Adult Literacy Centre:- To achieve cent percent target of literacy programme & to promote
literacy amongst illiterate adults ALC can also be run by the SBFC.
Recreation & amusement:- In addition to the annual grant for Holiday camp, requisite annual
grant for recreation & amusement is granted to promote the activities of Railway Institute,
clubs, cultural centre & sports activities etc.
Cultural Centre:- The cultural centre can also be run by SBF for promoting cultural activities
viz Drama Music & dance etc. amongst Rly. Employees & their family members.
Relief of distress:-
This facilities is available for those railway employee who have completed their one year
service either temp. or permanent even the casual labour who have been given Temp status
will also be entitled but casual labour who have not been given Temp. Status will not be
entitled for this facility.
Funeral Assistance:- This facility will be available for family of railway employee who die
while in service.
Help to widows.- In case of sudden death of any Rly. Employee, widows are provided
assistance from SBF for education of their children (03 children at a time) each child until &
unless she applies for the same & the child completes his /her studies but those widows who
have been appointed on compassionate grounds will not be eligible for such relief.
Sickness Benefit:- In case the family member of the Rly employee is suffering from TB
/Cancer /Polio /Leprosy /Heart disease, the sickness benefit is being provided from SBF on
certification of The Railway Medical Attendant. This facility is only given to such staff those
who have completed their three years minimum continuous services. Necessary facilities of
Indoor games, Recreation facility viz Radio, TV, News papers, Magazines etc. are provided
in the Rly. Hospitals by CSBFC.
Reimbursement of partial cost of spectacles:- Those employees for whose periodical vision
test in accordance with safety rules is essential, the Reimbursement of part cost of spectacles
for once in entire service will be made from SBF.
Reimbursement of partial cost of artificial denture:- the group ‘C’ & ‘D’ staff who purchase
the set of artificial denture will be provided financial assistance.
Other Misc. Welfare Activities
Employees Library:- Divisional & Workshop Headquarters may open library for employees
so that they can utilize their spare time for learning. The expenditure on this account will be
borne by SBF.
Social Welfare Center:- There is a provision to run Social Welfare Centre on Railway & the
expenditure on this account will be borne by SBF, In the Rly. Colonies, where 100 or more
families reside, these centre can be run to promote following activities.
1. Indoor games [Link] door game
3. Adult literacy & literacy classes 4. Stitching & weaving classes
[Link] for Drama & dance 6. Music classes
7. National Holiday & festival celebration.
BAL MANDIR:- Railway Bal mandir can also be run for the benefit of children of the
Railway employee with the coordination with Social welfare centre & Mahila Samiti. In these
Bal mandirs, the children aged 02 to 05 years are given useful knowledge by showing pictures
& charts of various type.
Cultural activities:- To Promote Cultural activities viz dramas, singing, Orchestra, music,
dance etc. are being organized in which the employees as well as their family members can
participate. The instruments for these purposes can be purchased from SBF for which
necessary grant is provided from SBF. Cultural events like Mushairas & Kavi Sammelans can
be organized on the Rly. from time to time in order to promote Urdu. For the purpose, funds
can be released from SBF under promotion of cultural activities. [RBE08/08]
Indigenous system of medicines:- Under the scheme of indigenous system medicines, the
Ayurveda / Homeopathic dispensaries are being run from SBF. The cost of medicines &
honorarium of Doctors, Dispensers are being arranged per month from SBF at the following rates
below, w.e.f. 1.8.10. [RBE 26/06, 6/09,112/10, 65/2017]

Monthly Honorarium Full time Part time For Dispensers Monthly Amount for medicine
(8 hrs. duration) (4 hrs. duration)
Ayurvedic Doctor 35500/- 22500/- 7100/- 12000/-
Homeopathic Doctor 35500/- 22500/- 2000/- 12000/-

*It can be Rs. 5000/- if Homeopathy dispenser not required.

Note :- General Managers would be the competent authority to undertake the conversion of the
Homeopathic /Ayurveda dispensaries from 4 hours to 8 hours. [RBE 30/13]
Cash Award Scheme: - to wards of Railway Employees for outstanding performance in the field
of Academic study and sports scheme launched in the year 2014-15. (RBE No.54/2014) The details
of award are as under :-
ANNEXURE-I

Cash Award for wards of Railway Employees for outstanding performance in Academics
from Staff Benefit Fund (SBF)
1. The objective of the scheme is to recognize and encourage wards of railway employees for
their outstanding performance in the field of academics.
2. The scheme will be finance under the heading “Education and Scholarship for higher
education for girls and boys” under SBF.
3. The scheme shall be applicable only to the wards of permanent Railway employees who
are eligible, as per SBF rules.
4. As per scheme, annual cash award shall be applicable only to the wards of eligible railway
employees studying from VI standard to post graduation from any recognized Board
/University.
5. The parameters of outstanding performance, number of such scholarships and cash amount
are to be decided by respective Zone /Pus’ SBF Committee depending on availability of funds
under SBF. It should have the concurrence and approval of GM and FA&CAO respectively.
6. There should be continuity in the studies. No drop out will be covered under the scheme.
7. The Scheme shall be effective from the academic year 2015-16 onwards. Railway
employees shall have to submit their application to the respective SBF Committee in the
prescribed application from (sample copy enclosed) along with a certificate from the Head of
the Institution (School /College) and attested photocopy of the mark sheet (copies enclosed).
8. The amount of cash award shall be given only through account payee cheque in the name
of the eligible wards.
9. Wards /students already in receipt of scholarships as per extant provisions under SBF shall
also be eligible for award under the scheme to the extent of the difference in the Scholarships
amount of the two schemes.
10. In case of tie between students, girl child will be given preference. In case of the among
boys (or) among girls, the senior in age would get preference.
11. In case of any dispute, the decision of the SBF Committee shall be final.
ANNEXURE-II

Cash Award for wards of Railway Employees for Outstanding Performance in the Field of
Sports from Staff Benefit Fund (SBF)
1. The objective of the scheme is to recognize and encourage wards of railway employees for
their outstanding achievements in the field of academics.
2. The scheme will be finance under the heading “Sports” under “Staff Benefit Fund” (SBF).
3. The scheme shall be applicable only to the wards of permanent Railway employees who
are eligible of the benefit of SBF, as per SBF rules.
4. As scheme shall be applicable only to the wards of eligible Railway employees, covered
under Railway pass rules and studying up to post graduation from any recognized Board
/University.
5. As per this Scheme, cash award shall be given to eligible wards of Railway employees for
their meritorious performance in the field of sports. In this connection some amount have
been suggested as per annexure to serve as board guidelines and upper limit. However, the
concerned Railway /Units’ SBF Committee may reduce the amount of cash award in
consultation with President /General Secretary of Zonal Railway Sports Association, keeping
in view the category of events as per Annexure and availability of funds. It should have the
concurrence and approval of FA&CAO and GM respectively.
6. The Scheme shall be effective from the financial year 2015 -16, onwards. For granting
Cash award as per Annexure, the concluding day of the championship /event shall be taken
into account. Accordingly, the championship /event concluded between 1st April 2015 to 31st
March 2016, shall be considered for case award during the year 2015-16.
7. For each recognized sports achievement, separate cash award shall be given.
8. The amount of cash award shall be given only through account payee cheque in the name
of the eligible words.
9. SBF Committee shall approve the names of eligible wards for cash award in consultation
with the President /General Secretary of Sports Association of concerned Zonal Railway
/Production Unit.
***
 LEGAL MATTERS

Central Administrative Tribunal (CAT)

The parliament by constitutional Amendment No.42 provided for establishment of tribunals
vide article 323A of the constitution of India on 27 February 1985. Tribunals were established
with effect from November 1, 1985 by Central Government. Article 323A provided that,
parliament may by law provide for the adjudication or trial by administrative tribunals for
disputes and complaints with respect to recruitment and conditions of service of persons
appointed to public services and posts in connection with the affairs of the union or of any
state or of any local or other authority within the territory of India or under the control of the
Government of India or of any, corporation owned or controlled by the Government.
Since Central Government has established administrative tribunals w.e.f. October 2, 1985 as
such all cases pending in different high court on service matters covered by the jurisdiction of
Tribunals were transferred to the Tribunals.
Objects of CAT:
Speedy and inexpensive adjudication or trial of disputes or complaints regarding recruitment
and conditions of service of Central Government Employee’s.
Who are covered under the Act. :
All employees of All India Services, members of Civil services of the Union, Persons holding
Civil posts under Union, Persons holding civil posts connected with defense or in the defense
services.
Who are excluded under the Act.: [RBE 275/85]

Members of all Armed Forces, Navy and Air Force, officer or employee of Supreme Court
and High Courts, Secretarial Staff of Parliament, Persons governed by Industrial dispute act
in respect of matters governed by the said Act.
Constitution of CAT:
The headquarter of CAT is at New Delhi and called as principal Bench and other benches are
at all over country where there is a seat of High Court. The head of Principal bench is a
chairman (who must be a judge sitting or otherwise) assisted by 4 member’s out of which 2
are judicial and the two are administrative. In other benches, the head is Vice-chairman and
out of members at least one shall be judicial. Chairman and Vice-chairman retire at the age of
65 years where as other members retire at the age of 62 years.
Benches and Jurisdiction: [RBE 275/85, 72/86]

On 2nd October 1985, Principle bench of CAT was established at Delhi and the circuit
benches were established initially at 4 other places thereafter number of circuit benches were
increased and at present 17 circuit benches are working within the territory of India. The
following are the details or benches along with their jurisdiction.:-
SN Bench Jurisdiction of the Bench
1. Principal Bench Union Territory of Delhi
(New Delhi)
2. Ahmedabad Bench State of Gujarat
3. Allahabad Bench State of Uttar Pradesh, excluding 12 districts mentioned under [Link]. 4 which
are under the jurisdiction of Locknow Bench.
4. Lucknow Bench Lucknow, Hardoi, Kheri, Rai Bareilly, Sitapur, Unnao, Faizabad, Bahraich,
Barabanki, Gonda, Pratapgarh and Sultanpur.
5. Bangalore Bench State of Karnataka
6. Calcutta Bench State of Sikkim and West Bengal and Union Territory of Andaman & Nicobar
Islands.
 7. Chandigar Bench State of Jammu & Kashmir, Haryana, Himachal Pradesh and Punjab and the
Union Territory of Chandigarh.
8. Cuttack Bench State of Orrisa.
9. Ernakulam Bench State of Kerla and Union Territory of Lakshadweep.
10. Guwahati Bench State of Assam, Manipur, Meghalaya, Nagaland, Tripura, Arunchal Pradesh
and Mizoram.
11. Hyderabed Bench State of Andhra Pradesh.
12. Jabalpur Bench State of Madhya Pradesh.
13. Jodhpur Bench State of Rajasthan, excluding 11 districts mentioned in [Link].14 which are
under the jurisdiction of Jaipur Bench.
14. Jaipur Bench Ajmer, Alwar, Bharatpur, Bundi, Jaipur, Jhalawar, Jhunjhunu, Kota, Sawai
Madhopur, Sikar & Tonk.
15. Madras Bench State of Tamil Nadu and the Union Territory of Pondicherry.
16. Bombay Bench State of Maharashtra, Goa and the Union Territory of Dadra & Nagar Haveli.
17. Patna Bench State of Bihar.

Powers of the Tribunals:

Under section 22 of CAT Act, it has got all the powers exercisable by all courts (except by
supreme court under article 136). It shall also have powers in respect of contempt of itself. It
shall not be bound by Indian Penal Code procedure but have the same powers as Civil Courts
for summoning witnesses, discovery of documents, evidence on affidavit, reviewing of its
own decisions.
Language of the Tribunal: [RBE 289/85]

English, but parties may file documents in Hindi if they so desire. Bench may, in its discretion
permit the use of Hindi in proceedings However, the final order shall be in English.
Tribunals power to punish for contempt:
Under section 17 of Tribunals Act 1985, A tribunal shall have and exercise same jurisdiction,
powers and authority in respect of contempt of itself which a High Court has under the
contempt of courts Act 1971.
Application to Tribunals:
Under section 19 of CAT Act, a person aggrieved by any order pertaining to any matter
within the jurisdiction of a tribunal may make an application to the tribunal for the redressal
of his grievance, under section 20 of CAT Act, one has to exhaust departmental remedy
available to him under service rules for redressal of his grievance. A tribunal shall not
ordinarily admit an application unless it is satisfied that the applicant had availed of all the
remedies available to him under the relevant service rules as to redressal of grievances.
Procedure for filing application :-
An application to the Tribunal shall be presented in form I annexed to these rules by
the applicant in person or an agent or duly authorized legal practitioners to the register or sent
by registered post addressed to the Registrar. [Form 1 as per rule – 4 for application under
section 19 of CAT – 1985 is available in RBE 289/85. ]
The registrar or as the case may be, the officer authorized by him under rule & shall
endorse on every application the date on which it is presented or denied to have been
presented under that rule & shall sign the endorsement.
If the application found to be defective, the Registrar may allow the party to rectify
the same. If the concerned applicant fails to rectify the defect within the time allowed by
registrar, the registrar may decline to register the application.
An appeal against the order of the registrar under sub – rule (4) shall be made within
15 days of the making of such order to the presiding officer concerned in chamber whose
decision there on shall be final.
Application Fee :- Every application field with registrar shall be accompanied by a fee of Rs.
50/- & the fee may be remitted either in form of a crossed Demand Draft of National bank or
by Indian Postal order.
Hearing of applications :- Tribunal shall notify to the parties the date & place of hearing of
the application.
Tribunal shall decide the application on a perusal of documents & written
representatives & after hearing of oral arguments.
Communication of orders to Parties :- Every order passed on application shall be
communicated to the applicant & the respondent either in person or by registered Post free of
cost.
Redressal of grievances at Deptt. Level :- (NR PS 2447;4623 & NWR PS 37A/11)

(i) Whenever, in any matter connected with service rights or conditions a Govt. servant
wishes to press a claim or to seek redress of a grievance, the proper course for him is to
address his immediate official superior or the Head of his office or such other authority at the
lowest level, as is competent to deal with the matter. The representation from Government
servants on service matters may be broadly classified as follows :-
(1) Representation/complaints regarding non-payment of salary/allowances or other dues;
(2) Representations on other service matters;
(3) Representation against the orders of the immediate superior authority and;
(4) Appeals and petitions under statutory rules and orders (e.g. Classification, Control and
Appeal Rules and the petition instruction.
(ii) In regard to representations of the type mentioned at (1) & (2) above if the individual has
not received a reply thereof within a month of its submission, he can address or ask for an
interview with the next higher officer for redress of his grievances. Such superior officet
should immediately send for the papers and take such action as may be called for, without
delay.
(iii) Representation of the type mentioned at (3) above, would be made generally only in case
where there is no provision under the statutory rules or orders for making appeals or petitions.
Such representations also should be dealt with as expeditiously as possible. The provisions of
the preceding paragraph would apply to such representations also, but not to later
representation made by the same government servant on the same subject after his earlier
representation has been disposed off appropriately.
(iv) In regards to the representations of the type mentioned at (4) above, although the relevant
rules or orders do not prescribed a time limit for disposing of appeals and petitions by the
competent authority, it should be ensured that all such appeals and the petitions received
prompt attention and are disposed of within a reasonable time. If it is anticipated that an
appeal or a petition cannot be disposed of within a month of its submission an
acknowledgement or an interim reply should be sent to the individual within a month.
2. The treatment of advance copies of representations received by still higher authorities
should be governed by the following general principles :-
(a) If the advance copy does not clearly show that all means of securing attention or redress
from lower authorities have been duly tried and exhausted, the representation should be
ignored or rejected summarily on that ground, the reasons being communicated briefly to the
Govt. servants. If the Govt. servant persists in thus prematurely addressing the higher
authorities, suitable disciplinary action should be tken against him.
(b) If the advance copy shows clearly that all appropriate lower authorities have been duly
addressed and exhausted it should be examined to ascertain whether on the facts stated some
grounds for interferences or for further consideration appear, prima facie to exist. Where no
such grounds appear, the representation may be ignored or summarily rejected the reasons
being communicated briefly to the Govt. servant.
( c) Even where some grounds for interference or further consideration appear to exist, the
appropriate lower authority should be asked, within a reasonable time, to forward the original
representation with report and comments on the points urged. There is ordinarily no
justification for the passing of any orders on the representation without thus ascertaining the
comments of the appropriate lower authority.
3. Some Government servants are in the habit of sending copies of their representations also
to outside authorities i.e. authorities who are not directly concerned with the consideration
thereof (e.g. other Hon. Minister, Secretary, Members of Parliament etc.) . This is a almost
objectionable practice, contrary to official propriety and subversive of good discipline and all
government servants are expected scrupulously to eschew it.
Limitation:
Under section 21 of CAT Act, one can file an application before CAT as under :-
1. Within one year from the date of last order passed from which the applicant is aggrieved.
2. Within one year after waiting for 06 months for disposal of an appeal / representation
given to department. The limitation of one year will start on expiry of 06 months of filing a
representation, which has not been disposed off.
Interim Orders:
Under section 24 of CAT Act 85, CAT has been delegated with powers of granting Interim
relief to the applicants subject to the following conditions. :-
(a) Copies of such application and of all documents in support of the plea for such interim
order are furnished to the party against which such application is made or proposed, and
(b) Opportunity is given to such party to be heard in the matter.
Tribunal may dispense with the above requirements and pass an interim order as an
exceptional measure if it is satisfied, for reasons to be recorded in writing.
Review petition:
Tribunal has the same powers of review of its decisions as are vested in Civil Court under the
code of civil procedure. Review petition can be filed within 30 days of the communication of
order. Review petitions lie only when there is a glaring omission, patent mistake or grave
error in the judgment and will be disposed off by the same bench which passed the order
either by circulation or after hearing the parties.
Appeal against the order of CAT:
The person not satisfied with decision of CAT may go for appeal in divisional bench of
respective high court against the order of CAT from which he is aggrieved. Along with
Appeal, he has to file a stay petition also for staying the operation of order of CAT. This
appeal is to be filed within reasonable time. Normialy it is 90 days from the date of
communication of order. (Earlier the appeal against the order of CAT was filed in Hon
Supreme Court of India. But now as per the orders passed by Hon Supreme Court in S.
Chandra Kumar’s case, the appeal is filed in High Court).
Special Leave Petition (S.L.P.):
It is a petition being filed in the supreme court of India against the order of Hon High Court
by the person not satisfied with the decision of High Court within 90 days from the date of
communication of order of High Court. It is filed along with application for stay of order of
High Court. In Railway, the Powers regarding filing of SLP rests with Railway Board. As
such divisional officer of Division forward the proposal of S.L.P. to their Head Quarter’s
Office and if Head Quarter Office is satisfied with the proposal, than they approach Railway
Board for filing SLP.
Court cases under various Welfare Labour Acts:
Apart from the cases filed before the CAT by the Central Govt. Employee in connection with
the service matters, the Railway administration has to defend the other cases also filed by the
employees.
The cases under the various welfare labour acts are being filed in different courts for e.g.
under the Railway act the matter are being filed before the Railway Magistrate. Matters under
the payment of wages are being filed before the payment of wages authority and the matters
under the workmen compensation act are being filed before workman compensation
commissioner for compensations in case of death or of any injury caused to the e mployee
during the course of employment.
The cases under the Industrial disputes Act are to be filed before Assistant Labour
Commissioner and competent labour tribunal.
Various Courts:
The following are the various courts, the pending cases therein are to be defended by the Rly.
Administration.
1. Supreme Court of India
2. High Courts
3. Central administrative Tribunals
4. Distt. and Munsif Courts
5. Railway claims Tribunals
6. Labour Courts
7. Arbitrator
8. Estate Officer Court
9. Income Tax & Sales Tax authorities
10. Motor Accident claims Tribunal
Procedure:
On receipt of notice from any court, the following procedure is to be adopted for contesting
the case effectively.
i) Appointment of Railway Advocates:- It is to be appointed by the cadre officer
immediately on receipt of court notice.
ii) Signed vakalatnama by the authority competent in favour of Rly advocate is to be given
to Rly advocate for contesting the case in favour of Railways.
iii) Rly Advocate is to be provided with written statement of concerned court case for drafting
reply to the court case along with relevant documents reference of which is given in written
statement.
iv) On receipt of reply drafted by Rly. Advocates, the reply is to be checked and got signed
by the competent authority. It is to be ensured the reply to court case is to be filed in time
and as far as possible it must be filed on first hearing.
Labour Enforcement Officer (L.E.O.):
L.E.O. is appointed under the regional labour commissioner (R.L.C.) central and working
under the direction of Assistant labour commissioner (A.L.C.) central. The duties and the
main functions of L.E.O. is to inspect various locations where the labour are employed, to
ensure on behalf of labour commissioner that labour are recruited and discharged in
accordance with the provisions made in the various labour laws and the extract of labour laws
(P.W.A., M.W.A., H.O.E.R. and I.D. Act) are displayed at the site of work as required under
the provisions of act. The irregularities, if any noticed during his inspection are intimated to
the official concerned.
Fee Payable to Government Counsel before various High Courts and before various Benches
of Central Administrative Tribunals but excluding the High Court of Bombay and Calcutta
with effect from 10th July, 2009.
SN Item of Work Revised Fee
1 i) Assistant Solicitor General of Retainer Fee Rs. 3000/- per
India of India in different High Assistant Solicitors General of various month.
Courts and Central Government High Courts excluding Bombay and
Standing Counsel of Delhi High Calcutta High Courts CGSCs of Delhi
Court. High Court.
2 i) Assistant Solicitors General of i) Civil or Criminal Writ Petitions under Rs. 1500/- per
India of India in different High Article 226 & 227 of the Constitution, effective hearing
Courts/ Central Govt. Standing Contempt Petitions, Criminal / Civl
Counsel of Delhi High Court / Revision Petitions, Reference to the High Rs. 300/- per non-
Central Govt. Counsel / Pleader in Court under Sales Tax Act and Banking effective hearing
different High Courts Company Petitions. (subject to
maximum of five
hearings in a case)
ii) Petitions under Article 132 or 133 of Rs. 1,500/- per
the Constitution in Civil or Criminal effective hearing
Cases. (subject to max. of
Rs. 3000/- in acase)
iii) Original Suits, Civil Appeal from Ad. Valoram /
Decrees in Suits and proceedings regulation fee
including second appeal and land (subject to
acquisition appeal except LPA from maximum of Rs.
Petitions under Article 226 & 227 of the 30,000/- in a case).
Constitution (including drafting fee)
iv) Company Petitions To be regulated by
the rule contained in
Appendix (iii) of the
Company (Court)
Rules, 1959.
v) Drafting of pleadings – counter Rs. 900/- per
affidavits / returns / answer to Writ pleading
Petitions / Grounds of Appeal and
application for leave to appeal to the
Supreme Court.
vi) Drafting of Civil Misc. applications to Rs. 750/- per
petitions under the Indian Succession Act, petition.
Contempt of Court proceedings and
other proceedings of an original nature
vii) Civil Misc. petitions, forma paupers, Rs. 300/- per
transfer petitions and other civil misc. petition
petitions of routine nature
viii) consultation / conference fee Rs. 300/- per
conference (subject
to maximum of 4
conferences in a
case)
ix) Appearance before the High Court in Rs. 1500/- per
application under Section 34 & 37 of the effective hearing
Arbitration and Conciliation Act, 1996

x) Appearance before Arbitrator /

Umpires etc. Rs. 300/- per- non-
effective hearing
(subject to a
maximum of 5
hearing in a case).

Rs. 300/- per non-

effective hearing
(subject to a
 maximum of 5
hearings in a case)
Railway Board’s letter No. 2007/LC/17/2 dated 10.07.2009
Fee payable to Railway Advocate in CAT
1)Civil or criminal writ Petitions under Article 226 & 227 of the Rs 2250/- Per Case.
constitution or Special Appeals from orders made in such petitions.

If in case hearing on writ Petition goes on for more then 3 days.

Rs 375/- Per Case per day but
not more than refresher fee.
2) Petitions under Article 132 or 133 of Constitution in Civil & Rs. 300/- Per Case.
criminal cases.
3) Civil or criminal Revision Petitions Rs. 1050/- Per Petition.
4) Civil Miscellaneous Applications or Petitions under Indian Rs. 750/- Per Case.
Succession Act, Contempt.
5) Reference to the High Court under Sales Tax Act and Banking Rs. 1050/- Per Case or amount
Company Petitions. fixed by Court whichever is
higher.
6) Examination of title deeds. 2% of the amount or minimum
Rs. 120/- Maximum Rs. 1200/-
7) Civil Miscellaneous Petition Rs. 300/- Per Petition.
8) Written Opinion Rs. 450/- Per Petition.
9) For drafting, pleading written statement in suits & counter Affidavits Rs. 750/- Per Pleading.
/ Returns Answers to the writ Petitions
10) Appeal under foreign Exchange Regulation Act 1998 Rs. 1800/- Per Appeal.
11) For attending arbitration cases of Railways at their headquarters the For appearance in the case in
Counsel will be entitled to a fee of Rs. 240/- for the first hour and Rs. Subordinate Court at the
120/- Per Half hour of hearing, thereafter provided, however that no fee Headquarter will be paid Rs.
will be payable where a case is adjourned for reasons personal to him or 750/- for the first day and Rs.
after advance notice to him. 450/- for each subsequent day.

Out of Headquarter – when the

counsel is required to go out of
headquarter in connection with
Railway Litigation, he will be
entitled to daily fee of Rs. 1200/-
Per Day.

Travel / Hotel expenses : Lump

sum amount of Rs. 300/- for
conveyance charges & Rs. 600/-
Per day maximum for hotel or
actual.
 RAIL SERVICE (PENSION) RULES
Pension scheme was introduced on Railways with effect from 1.4.1957 The said Pension
Scheme governs all Railway employees who entered service on & after 16.11.1957.
[RBd’s letter No. F(E) 50/RTI/6,dated 16.11.1957]
At the time of introduction of pension scheme on the Railways, pension option was also allowed
to all those non-pensionable railway servants who were in service on 1.4.1957 or had joined
Railway service between 1.4.1957 to 16.11.1957 in preference to the PF Scheme by which they
were governed.
The last pension option order was issued on. 8.5.87 by the RBd to Contributory Provident
Fund (CPF) beneficiaries who were in service on 1.1.1986 & those who continued to be in
service on date of issue of the said order were, however, automatically deemed to have come
over to the Pension Scheme unless they specifically opted to continue under the CPF Scheme.
The last date of option was 30.9.1987. If any Railway employee who retired / died in between
1.1.1986 to 29.9.1987 they / family’s of the deceased employee could also opt this Pension
Scheme after depositing all amount received by them at the time of retirement /death.
[RBd’s letter no. PC IV/87/Imp/PN1 dated 8.5.1987]

NEW PENSION SYSTEM [NPS] 2004 [RBE 225/03, RBA 05/04,16/13 & 21/13 ]

The system is mandatory for all govt. servants who joined govt. service [& Autonomous
Bodies under the various Central Ministries (RBE 53/12 & 89/12)] on or after 1.1.2004 on
regular basis. It has two tier i.e. tier I & II. In tier I, government servant shall compulsorily
make a contribution at the rate of 10 % of Basic pay (BP) + Dearness Allowance(DA) & a
matching contribution will be made by the Govt. The contributions & the investment returns
would be deposited in a non-withdrawal pension tier I account. At present at least 85% of
pension wealth is invested in debt instruments and upto 15% in equity and equity linked
mutual fund. [RBA 31/10]
The existing provisions of pensionary benefits & State Railway Provident Fund (SRPF) /
Government Provident Fund (GPF) , would not be available to the new recruits in the Central
Govt Service, joining govt. service on & after 1.1.2004.
These instructions will be applicable to those Government servants who joined Government
service on or after 1.1.2004 and will take effect from the same date i.e. 1.1.2004. [RBA 31/09]
Recoveries towards the contribution to tier- I of the system shall be affected from the 1st of the
month following the month in which the Railway Servant has joined the service. No deduction
will be made from his salary earned in the month of joining the service.
The contributions payable by Railway Servant towards the system under tier – I will be
recovered from their salary bills every month.
No deduction shall be made towards SRPF/ GPF Contribution from the Railway Servant
joining service on or after 1.1.2004, as the scheme is not applicable to them. At the time of
appointment, Railway Servant has to furnish the particulars; Viz; name, designation, scale of
pay, date of birth, nominee for the fund etc., in the prescribed form.
Prescribed form will be retained in the service book of the employee, Associate bill passing
Accounts Officer will allot a unique 16 digit Permanent Pension Account Number (PPAN) as
under: -
1st to 4th digit Calendar Year in which the account is opened (To be allotted by
Railway).
5th digit Ministry Code as allotted by CGA (Code no “5” has been allotted
To Railway by CGA).
6TH to 8th digit Zone/Production unit code (As per FIMS programme to be allotted
By FA & CAOs themselves prefixing “0” to the existing 2 digit Rly
9th to 11th digit Associate Accounting unit codes to be allotted by FA & CAOs them-
Selves starting from 001.
12th to 16th digit Employee number (To be allotted by Associate Accounts Office
Concerned starting from 00001 running from Jan to Dec .of
Calendar year.
Rate of interest on the amount deposited in tier- I, is 8 % during the 2007-08.08-09, In case
any govt. servant is transferred from one accounting unit to another, the balance will be
transferred. However, the drawing officer shall indicate in the Last Pay Certificate (LPC) of
the individual the unique account number, the month up to which the Railway Servant’s
contribution & Govt. contribution has been transferred to the pension fund. It may be noted
that the unique PPAN once allotted shall not be changed. Govt servant covered under the new
system can only exit at or after attaining the age of 60 years from the tier- I of the system. At
exit, it would be mandatory for the individual to invest 40 % of the pension wealth to purchase
an annuity from an Insurance Regulatory Development Authority (IRDA) regulated life
insurance company, which will provide pension for life time of the employee & his dependent
parents / spouse at the time of retirement. In the case of Govt. servant, who leaves the system
before attaining the age of 60 years, the mandatory animalization would be 80 % of pension
wealth.
In order to implement the system, there will be a Central Record Keeping Agency (CRA) &
several Pension Fund Managers to offer 3 categories of schemes to Govt. servant viz; option
A, B & C based on ratio of investment in fixed income instruments & equities.
Option A – would imply pre- dominant investment in fixed income instruments & some
investment in equity
Option B - will imply greater investment in equity.
Option C - will almost equal investment in fixed income instrument & equity.
An independent Pension Fund Regulatory & Development Authority (PFRDA) will regulate
& develop the pension market.
Important features of NPS [RBE 31/10]

The NPS offers two approaches to invest in subscribers account :-

• Active choice – Individual Funds
• Auto choice – Lifecycle fund
Active choice - Individual Funds
Subscriber will have the option to actively decide as to how his NPS pension wealth is to be
invested in the following three options :
E - “High return, High risk” _ investments in predominantly equity market instruments.
C – “Medium return, medium risk” – investments in predominantly fixed income bearing
instruments.
G – “Low return, Low risk” – investments in purely fixed income instruments.
Subscriber can choose to invest his entire pension wealth in C or G asset classes and up
to a maximum of 50% in equity (Asset class E). He can also distribute his pension wealth
across E, C and G asset classes, subject to such conditions as may be prescribed by PFRDA.
In case he decide to actively exercise his choice about investment options, he shall be
required to mandatorily indicate his choice of Pension Fund from among the six Pension
Funds appointed by PFRDA.
Auto choice - Lifecycle Fund
NPS offers an easy option for those participants who do not wish to specify the
allocation for their NPS investments. In case he is unwilling to exercise any choice, his funds
will be invested in accordance with the Auto Choice option.
In this option the investment will be made in life-cycle fund. Here, the percentage of
funds invested across three asset classes will be determined by a pre-defined portfolio. At the
lowest age of entry(18 years), the auto choice will entail investment of 50% of pension wealth
in “E” Class, 30% in “C” class and 20% in “G” Class. These ratios of investment will remain
fixed for all contributions until the participant reaches the age of 36. From age 36 onwards,
the weight in “E” and “C” asset class will decrease annually and the weight in “G” class will
increase annually till it reaches 10% in “E”, 10% in ”C” and 80% in “G” class at age 55.
The benefit of encashment of leave in terms of Railway Leave Rules will continue to be
applicable to the govt. servant who join the govt. service on or after [Link] benefit of
encashment of leave payable to the govt. servant / to their families on account of retirement /
death will also be admissible. [RBA19/04]
The contribution is to be worked out at 10 % of BP +DA & in case of Running staff it shall
be 10% of BP + Pay element (30% of BP) + DA, whenever there is any increase or decrease
in emoluments of a govt. servant during the middle of the month, the change in the rate will
be given effect only from the first of following month. [RBA 19/04]
The contributions payable by the govt servants & those paid by the govt in tier - I should be
rounded off the nearest rupees. [RBA19/04]
The office that will draw salary for maximum period of month will make recoveries of
contribution towards NPS for the full month. [RBA19/04]
NPA shall count as “PAY” for all service benefits. Therefore, this will be taken into account
for working out the contributions towards the NPS.
A Govt. servant who was already in service prior to 01.01.2004 and appointed in a different
post under the Govt. of India after giving technical resignation, will be governed by the
Pension Rules. [RBA19/04]
Under NPS, there is no concept of qualifying service & the employee would carry (in case of
joining another govt. service after technical resignation ) the same PRAN & the contribution
towards NPS. [Rly. Bds (Director Finance/CCA) [Link].-2009/ACII/21/9 dt. 10.12.09]
Exit for tier- I, can only take place when an individual leave govt. service.
As the NPS is based on define contributions, the length of Qualifying Service (QS) for the
purpose of retirement benefits has lost its relevance. Consequently, no credit to casual labour
service i.e. counting of service rendered under temporary status, for the purpose of retirement
benefits after their regularizing against Group “D” posts on or after 1.1.2004 [RBE 205/04]
Employees who were required to undergo departmental training relating to jobs prior to
1.1.04 before they were put on regular employment & were in receipt of stipend during such
training would also be covered under the Rly. Service ( Pension) Rules 1993, provided the
period spent on such training was eligible for being counted as qualifying service under the
Rly. Service pension rules of 1993. [RBE 47/08]
Every subscriber shall subscribe monthly to the NPS when on duty or Foreign Service but not
during the period of suspension. On exoneration or otherwise, the amount of subscription
shall be the emoluments to which he was entitled on the first day after his return to duty. If a
subscriber elects to pay arrears of subscription in respect of a period of suspension, the
emoluments or portion of emoluments that may be allowed for that period on reinstatements
shall deemed to be emoluments drawn on duty. [RBA 11/09]
If a subscriber is on half pay leave than subscription of the employee & govt. would be
restricted to that proportionate to leave salary. [RBA 11/09]
If subscriber is on Extra Ordinary Leave,(EOL) since no salary is drawn during this period,
no contribution either from employee or govt. would be payable. [RBA 11/09]
All new entrants who join service on or after 1.4.2009 have to fill the application for allotment
of Permanent Retirement Account Number (PRAN) & submit the same to the drawing officer
The drawing officer would then forward it to National Securities Depository Limited (NSDL)
for generation & allotment of PRAN & dispatch of PRAN Kit which would
be handed over to the subscriber. Further ,the PRAN number may be indicated in Service
Book & LPC in case of transfer. [RBE 30/09]

TIER II Account [RBA 31/10]

Any subscriber in NPS having an active Tier I account has the option to open an investment
and trading account referred to as “Tier II account”.
(i) Tier II is a pension savings account, with a facility for withdrawal to meet financial
contingencies.
(iii) Interfacing entity for Tier II account
PFRDA has appointed various banks and financial institutes as Point of Presence- POP.
The registered branches of the POP are termed as Point of Presence Service Provider –
POPSP.
(iv) Opening a Tier II Account
Tier II account is a voluntary saving facility wherein the withdrawal is as per
subscriber’s choice. Any government employee who is mandatorily covered under NPS can
activate the Tier II account by submitting duly filled form UOS-S10 along with the copy of
PRAN Card and initial contribution of Rs.1000/- to any POP-SP.
(v) Key features of tier II account –
(a) Subscriber can enjoy unlimited number of withdrawals depending upon his
requirements. The only criteria is that he have to maintain a minimum balance of Rs. 2000 at
the end of Financial Year i.e., as on March 31st
(b) Minimum amount for contribution is Rs. 250/- and minimum 4 contributions to be
made in a financial year.
(c) Separate nomination details and scheme preference are possible for Tier II
(d) For Tier II account, no additional CRA charges for annual account maintenance.
Due to hardships being faced by the employees appointed on or after 1.1.2004 & who are
discharged on invalidation / disablement and by the families of such employees who have died
during service since 1.1.2004, the following benefits (in modification of instructions contained in
RBA No. 39/2006) to Central Civil Government Servants covered by the New Pension Scheme,
on provisional basis till further order- [RBA 31/09,18/10 & 21/13]
(I) Retirement from Government service on invalidation not attributable to Govt. duty :
(i) Invalid Pension calculated in terms of Rule 38 and Rule 49 of the Central Civil Services
(Pension) Rules, 1972.
(ii) Retirement gratuity calculated in terms of Rule 50 of the Central Civil Services (Pension)
Rules, 1972.
(II) Death in service not attributable to Government duty :
(i) Family Pension (including enhanced family pension) computed in terms of Rule 54 of the
Central Civil Services (Pension) Rules, 1972.
(ii) Death gratuity computed in terms of Rule 50 of the Central Civil Services (Pension)
Rules, 1972.
(III) Discharge from Government service due to disease / injury attributable to Government
duty
(i) Disability Pension computed in terms of the Central Civil Services (Extraordinary
Pension) Rules.
(ii) Retirement gratuity computed in terms of the Central Civil Services (Extraordinary
Pension) Rules read with Rule 50 of the Central Civil Services (Pension) Rules, 1972.
(IV) Death in service attributable to Government duty :
(i) Extraordinary Family Pension computed in terms of Central Civil Services
(Extraordinary Pension) Rules and Scheme for Liberalized Pensionary Awards.
(ii) Death gratuity computed in terms of Rule 50 of the Central Civil Services (Pension)
Rules, 1972.
The employee / his family will also be paid Dearness Pension / Dearness Relief admissible
from time to time in addition to the above benefits, on provisional basis.
The above provisional payments will be adjusted against the payments to be made in
accordance with the Rules framed on the recommendations of the HLTF and recoveries, if
any, will be made from the future payments to be made on the basis of those rules.
The recommendations of the HLTF envisage payment of various benefits on death / discharge
of a Government employee after adjustment of the monthly annuitized pension from the
accumulated funds in the NPs Account of the employee. Therefore, no payment of monthly-
annuitized pension will be made to the employee / family of the employee during the period
he / she is in receipt of the provisional benefits mentioned above.
PENSIONARY BENEFITS [ For pre 1.1.2004 recruitees]
Pensionary benefits comprise of the following element:-
1. Pension & Retirement gratuity [Link] Pension & Death gratuity
Tax Benefit :
Member of NPS can avail 50,000/- additional tax benefit under section 80CCD of IT Act.
(RBE No.31/2016)

Provision to withdrawal under NPS 2015 (RBE No. 55/2016)

GENERAL CONDITIONS
Regulation of claim to pension or family pension [Rule 6 of RS(P)R]
Where a railway servant retires or is retired or is discharged or is allowed to resign from service
or die, as the case may be, claim to pension or the provisions of these rules shall regulate family
pension.
The date on which a railway servant retires or is retired or is discharged or is allowed to
resign from service or die, as the case may be, shall be treated as his last working day but in
case of vol. retirement the date of retirement shall be treated as a non working day.
Limitation of number of pensions [Rule 7]
A railway servant shall not earn two pensions in the same service or post at the same time or
by the same continuous service.
Pension subject to future good conduct [Rule 8]
The appointing authority may, by order in writing with hold or withdraw a pension or a part
thereof, whether permanently or for a specified period, if the pensioners is convicted of a serious
crime or is found guilty of grave misconduct. Provided that where a part of pension is withheld
or withdrawn, the amount of such pension shall not be reduced below the amount of Rs. 9000/-
on or after 01.01.2016. (RBE No. 55/2016)
Provisional Pension [Rule 10]

Provisional pension not exceeding the maximum pension which would have been admissible
on the basis of qualifying service, shall be paid to the Railway Servants against whom
departmental or judicial proceedings are pending at the time of retirement., No gratuity shall
be paid to the Railway servant, unless the conclusion of the departmental or judicial
proceedings & issue of final orders thereof. Withdrawal / withholding / recovery of pension /
gratuity in the case of minor penalties proceeding are stand withdrawn. [RBE 106/09]
Commercial Employment after retirement [Rule 11]
Commercial Employment of Group “A” Officers after retirement & before expiry of one
year, requires prior sanction of Govt.
Employment after retirement under Govt. out side India by a Group “A” officers shall be
obtained only after the prior permission of Ministry of Railway.
Qualifying Service [QS] [Rule 20 to 48]

QS of railway servant shall commence from the date he takes charge of the post to which he
is first appointed either substantively or in an officiating capacity without break in service.
The benefit of adding year of qualifying service for computation of pension as well as on others
related benefits shall stand withdrawn w.e.f. 01.01.2006 as such calculation of all settlement
benefit will be calculated on actual qualifying service. [RBE 38 & 222/09]
Overall QS for settlement purpose can not exceed 33 years.

Calculation of QS
QS = Total Service (from date of appointment to date of retirement/death) (-) Non QS
Benefit of adding years of QS for the purpose of computation of pension shall stand withdrawn
with effect from 1.1.2006. [RBE 112/09]
Existing provision regarding weitage of balance service or additional service under the Pension
Rules shall stand modified to this extent because as per .revised provisions pension shall be paid
@ 50% of emoluments or average emoluments, whichever is more, on 10/20 years or more, as
case may be, but max. up to 33 years QS [RBE112/08]
Period not treated as QS [Rule 14]
Period of employment in any of the following capacities shall not be counted for pensionary
benefits
1. In a part time capacity
2. At casual market or daily rates,
3. In a non pensionable post,
4. In a post paid from contingencies,
5. Under a contract,
6. Work done on payment of fee / honorarium,
7. Removal or Dismissed from service
8. Resignation from service,
9. Un authorized absence from duty,
10. Period of service treated as “Dies Non”
11. Foreign Service for which Foreign Service contribution has not been paid unless the
President has specifically waived the payment.
12. Service before attaining the age of 18 year. [Rule 20 & RBE 100/2K]
13. Apprenticship period of special class Rly. apprentices [RBE 100/2K]
14. On contract basis.
15. Period of study leave later on treated as extraordinary leave [RBE 33/11]
Service treated as qualifying service
1. Continuous service in the Indian railway/ former state railway/ former company railway.
2. A Military or war service [Rule 22]

3. Service constituting period of probation & period spend on training are counted as qualifying
service. (Rule 23&, 38, RB F(E) III / 79 / PN1/20 dt 17.04.84 31.10.86 & F(NG) I /90/ICI/1 dt 02.06.92)

Where the trainee fails to complete the training period in one attempt, he shall be allowed the
benefit of initial [Link] to qualify for pension, if he succeeds in the repeat course subject to
the condition that the period of interruptions between the initial trg. Period & repeat course as
well as the entire period of repeat course will be treated as ‘Dies non’. [RBE 41/2K]
4. .QS under the Central Govt. or a State Govt. before transfer to Railway. (Rule 28)
5. Service rendered as substitute shall be counted for pensionary benefit from the date of
completion of 3 months in case of teachers, 4 months in other cases, if continuous service as
substitute, followed by absorption in a regular group “C” & “D” posts without any break.
 (Rule 32)

6. 50% of length of service rendered from the date of temp. Status to date of rgularizing of
casual labour. Rly Bd’s No. F(E) III/79/PN1/10 dt 25.08.83, F(E) III/86/PN1/2 dt 09.01.87,
F(E) III / 79 / PN1/20 dt 17.04.84 & 31.10.86 & F(E) III / 88/PN1/15 dt 25.01.1995)
7. EOL granted on medical grounds shall count as QS. The EOL, granted other than on
medical certificate, the appointing authority may allow the period of that leave to count as
QS, if such leave is granted to a Railway Servant on following reasons:-
i. For possessing higher scientific or technical studies,
ii. Due to his inability to join or rejoin duty on account of civil commotion.
Provided that this concession shall not be admissible to a Railway servant unless his actual QS
at the time he/she quits railway service is not less than 10 year. (Rule 36)
8. QS of 9 years 9 months & above at the time of retirement shall be treated as 10 years of service
for the purpose of pension & DCRG [RBE 41/2K]
Verification of correctness of emoluments of Railway servants
Personnel and Accounts Department of Zonal Railways are required to undertake verification of
correctness of emoluments of Railway Servants at regular intervals and one such review should
be done in the beginning of the 3rd year preceding the date of retirement in order that ir-
regularized, in the pay and allowance, if any are rectified and recoveries effects from the salary
of the Railway servant well before the retirement. [RBE 27/09]
EMOLUMENT [Rule 49] [RBE 112/08]
‘Emoluments’ for the purpose of calculating various retirement & death benefits means the
basic pay as defined in rule 1303(1) of est. code, which a railway servant was receiving
immediately before his retirement or on date of death,
A. If a railway servant immediately before his retirement or death while in service, was on
earned leave & earned an increment which was not withheld, such increment though not
actually drawn, shall be part of his emoluments, provided that the increment was e arned
during the currency of the earned leave not exceeding 120 days. Stagnation increment shall
be treated as emoluments for calculation of retirement/death benefits.
B. .‘Pay Element’ of running staff, loco inspector, doctors shall also include 55%, 30%, 25%
respectively of the basic pay for reckoning emoluments as directed by railway board from
time to time.
Now in terms of RBE 112/08 the term “Emoluments” for the purpose of calculating various
pensionary benefits other than various kind of Gratuity shall have the same meaning as
mentioned in above Pension Rules.
Basic pay in the revised pay structure means the pay drawn in the prescribed level in the Pay
Matrix with effect from 01.01.2016 but does not include any other type of pay like Spl. Pay etc.
(RBE No. 99/2016)
In case of all kinds of Gratuity, DA admissible on the date of retirement/ death shall continue
to be treated as emoluments along with the emoluments as defined in above Paragraph.
Non-Practice Allowance (NPA) plus BP can not exceed Rs.85000/- for the purpose of calculating
various pensionary benefits. [RBE122/08]
Basic pay drawn by an employee on adhoc promotion in the construction organizations shall be
reckoned as pay in terms of clause (i) of Rule 1303 – IREC II, for the purpose of reckoning of
emoluments in terms Rule 49 of RS(Pension) Rules [RBE 124/10 & 85/11]
AVERAGE EMOLUMENT [Rule 50]
Average Emoluments shall be determined with reference to the emoluments drawn by a
railway servants during the last 10 months of his service ‘Pay Element’ of running staff, loco
inspector, doctors shall also include 55% (w.e.f. 05.12.88), 30% (w.e.f. 01.01.93 –RBE
198/92), 25% respectively of the BP for reckoning average emoluments.
If during the last 10 months of his service, railway servant had been under suspension, the
aforesaid period of suspension shall be disregarded in the calculation of average emoluments
& equal period before the 10 months shall be included.
NOTE: -
1. Charge allowance has been reckoned as a pay for the purpose of pension, gratuity & leave
encashment w.e.f.1.1.1986. [RBE 64/97]
2. W.E.F. 1.1.1996 Average emoluments are to be compared with minimum pay of the post
or scale of the employee, which he is holding at the time of retirement. If minimum pay of the
post or scale so arrived is more than Average emoluments, than amount so arrived is taken
for calculation of pension.
3. Additional allowance granted to Loco Pilot [Mail, Passenger], & Mail Guard w.e.f.
1.1.2006 is not to be taken into account for the purpose of computation of their retirement
benefits. (Although, Dearners Allowance will be admissible on this Addl. Allowance)
[RBE 43/09]

Classes ofPension
Pensions are of following types;-
[Link] Pension
2. Retiring Pension
3. Invalid Pension
[Link] pension
[Link] Retirement Pension
[Link] Allowance
Amount of pension [RBE 222/09]

Government Servant become entitled to pension on completion of 20 years/10years of QS

.He/She shall be paid pension at 50% of the emoluments or average emoluments received
during the last 10 months before the date of retirement whichever is beneficial to
him.W.E.F.1.1.2006
Pension Formula [ For pre 1.1.2006 retiree]
Pension = 1. 50 % of Average emolument at the time of retirement X years of
QS /33years Compared with
1. 50 % of Minimum. Pay of pay scale at the time of retirement X years of QS/33years
Pension Formula [ For those who retired on or after 1.1.2016]
Pension = 50 % of Average emolument OR 50 % of Last Basic Pay (Level in Pay Matrix plus
GP at the time of retirement X years of QS / minimum 10 years or more QS service but max
up to 33 years except retiring pension cases where minimum 20 years of QS is necessary.
50 % of Minimum pay of pay level Pay Matrix plus GP at the time of retirement X years of
QS/ minimum 10 years or more QS service but max up to 33 years QS except retiring pension
cases where minimum 20 years of QS is necessary.
The amount of pension shall be subject to a minimum of Rs. 9000/- and the maximum pension
would be 50% of highest pay in the Government (The highest pay in the Govt. is Rs.2,50,000/-
with effect from 01.01.2016) The provision of sub rule(2) Rule 69 of the Pension Rules shall
stand modified to this extent. (RBE No. 99/2016)
[ Above condition is not applicable in the cases of compulsory retirement pension and
compassionate allowance ] [RBE 120/11]
1. Superannuation Pension [Rule 51]
This Pension shall be granted to a Rly Servant who retired on attainting the age of compulsory
retirement. From 1.11.73 Rly Servant in group ‘B’’C’’D’ service & from 1.4.74 group’A’Rly
servants, shall retire from service with effect from the afternoon of the last day of the month
in which his /her date of birth falls other than the first day of the month. If date
of birth is first day of the month than Rly Servant retires on the last day of the preceding
month when he /she attains the age of compulsory retirement.
For entitlement of superannuation pension minimum 10 years (9year 9 months) or more
qualifying service is required, other wise Rly Servant is entitled for Service Gratuity which
will be pay for ½ months emoluments for every 6 months qualifying service in lieu of pension
2. Retiring Pension [Rule 52]
This pension is granted in the following cases;-
A. When a railway servant voluntarily retired from Rly service at his own request after
completion of the minimum 20 years of QS,
B. When a Rly servant retired/ discharged from Rly service in public interest on completion
of 55years of age or 30 years of service.
After completion of 20 years QS, a railway servant can give a notice in writing for 3 months for
voluntary retirement; they can also give an application for curtailment of notice period.
Appointing authority can accept or regret the request for voluntary retirement in a reasonable &
rational manner & refuse only if there are valid reasons for doing so which should also be recorded
& conveyed to the concerned employee within the stipulated time. If the appointing authority
does not refuse to grant the permission for voluntary retirement before expiry of the notice period
than the voluntary retirement shall become effective from the date of expiry of the notice period.
Railway servant can withdraw his voluntary retirement application during notice period.
[RBd’s letter no. E (P&A) I-2007/RT-1, Dt 26.5.2008]
3. Invalid Pension [Rule 55]
Granted to a Rly Servant who retires from service on medical ground either by unfit for all
medical categories or due to de–categorisation (i.e. declared unfit for the post/ medical
category which was held by him prior to medical examination). For invalid pension minimum
10 years or more qualifying service is required
4. Compensation pension [Rule 63]
If a Rly Servant is selected for discharge owing to abolition of his permanent post, he shall,
unless he is appointed to another post, will get compensation pension. Notice of at least 3
months shall be necessary before his services are discharged due to the abolition of his
permanent post
5. Compulsory Retirement Pension [Rule 64]
A Rly Servant compulsory retired from service as a penalty may be granted by the authority
competent to impose such penalty, pension & gratuity or both at a rate not less than 2/3 rd &
not more than full compensation pension or gratuity or both admissible to him on the date of
his compulsory retirement. For compulsory retirement pension minimum 10 years or more
QS is required.
Provision regarding revised pension of pre 2006 pensioners shall, in no case, be lower
than fifty percent of the minimum of the pay in the pay band plus grade pay corresponding to
the pre- revised scale from which the pensioner had retired, will not be applicable in the case
of revision pension/family pension in respect of the pensioners who were in receipt of
compulsory retirement pension under this rule [RBE 120/11]
6. Compassionate Allowance [Rule 65]
A Rly Servant who is dismissed or removed from service shall forfeit his pension & gratuity.
Provided that the authority competent to dismiss or remove him from service may, if the case
is deserving of special consideration, sanction a compassionate allowance (CA) not
exceeding 2/3rd of pension or gratuity or both which would have been admissible to him if he
had retired on compensation pension. A Compassionate Allowance so sanctioned shall not be
less than Rs. 9000/- w.e.f. 1.1.16.
 Provision regarding revised pension of pre 2016 pensioners shall, in no case, be lower
than fifty percent of the minimum of the pay in the level in paymatrix corresponding to the
pre- revised scale from which the pensioner had retired, will not be applicable in the case of
revision pension/family pension in respect of the pensioners who were in receipt of
Compassionate allowance under this rule [RBE 120/11]
Old cases in which the disciplinary authority had not passed any specific orders for or against
grant of CA, if any case appears to be deserving for consideration being given, may be
reviewed by the disciplinary authority concerned on receipt of representations of dismissed
/removed employees or the family members of the deceased employees in following conditions:-
[RBE 164/08]
D&A proceedings & service records are available so that fair decision duly considering the
gravity of the offence & other aspects involved therein & to confirm that the question of
sanction or otherwise of CA was not considered by the competent authority at any stage.
Service records are essential to adjudge the kind of service rendered by the dismissed
/removed employee the net qualifying service for work out the quantum of CA, if sanctioned.
Not only should the grounds on which the railway servant as removed/dismissed, but also the
kind of service rendered be taken into account.
Award of compassionate allowance should not be considered if the Rly Servant had been
dishonest which was a ground for his removal/dismissal .
Though poverty is not an essential condition precedent to the award of CA, due consideration
can be made of the individual’s spouse & children dependent upon him.
On review of such cases, if the competent authority sanctions CA to a dismissed/removed
Railway servant, the same shall be effective from the date of removal/dismissal.
In case the competent authority decides to sanction family pension to the spouse or eligible
family member of the deceased Railway servant, CA shall be sanctioned notionally from the
date of dismissal /removal to make the family eligible for family pension & in such cases
family pension shall be payable for the period commencing from the date following the date
of death of the removed/dismissed Railway servant.
Note : Compassionate allowance being one of the classes of pensions and a minimum qualifying
service of ten years is necessary. [RBE 79/05]
The quantum of pension available to the old pensioners w.e.f. 01.01.2016 shall be increased as
follows:-
Age of Pensioner Additional Quantum of Pension
From 80 yrs to less than 85yrs 20% of basic pension
From 85 yrs to less than 90yrs 30% of basic pension
From 90 yrs to less than 95yrs 40% of basic pension
From 95 yrs to less than 100yrs 50% of basic pension
100 yrs or more 100% of basic pension
For example, in case where a pensioner is more than 80 yrs of age & his pension is Rs 10000/-
pm, the pension will be shown as (1) Basic Pension = Rs 10000/-, & (2) Additional Pension =
Rs2000/-pm . (RBE No. 99/2016)
The amount of Additional Pension will be shown distinctly in the pension payment order.
The additional quantum of Pension/, on attaining the age of 80 yrs & above, would be
admissible from the 1st day of the month in which his date of birth falls. Dearness Relief will
also be admissible on the additional quantum of pension. [RBE 146/08]
The pension sanctioning Authority should ensure that the date of birth and age of a pensioner
in invariably indicated in the pension payment order to faciliatate payment of additional
pension by Pension Disbursing Autority as soon as it becomes due. The additional pension
will be shown distinctly in the PPO.
For example in case where a pensioner is more than 80 years of age and his pension is Rs.10,000/-
PM, the pension will shown as (i) Basic Pension= Rs. 10,000/- and (ii) Additional Pension= Rs.
2000PM. The pension on his attaining of age of 85 years will be shown as Ii) Basic Pension =
Rs.10,000/- and (ii) Additional pension = Rs.3,000/- PM. [RBE 99/2016]
ILLUSTRATION If a pensioner/family pensioner’s date of birth is 26.10.1930 then he/she will
be entitled to additional quantum of pension/ family pension on complete of 80 years of age
w.e.f.1.10.2010 [RBE 146/09]
Retirement Gratuity & Death Gratuity [Rule 69/1 & 70]
Rly Servant who has completed 5 years qualifying service & has become eligible for service
gratuity or pension on his retirement, be granted retirement gratuity equal to ¼ of his emoluments
for each completed 6 monthly period of qualifying service subject to a maximum of 16 ½ times
of emoluments., Retirement/Death Gratuity payable shall not exceed Rupees 20 Lakhs w.e.f.
01.01.2016. [RBE 99/2016]
Those Rly Servant who have not completed 9 years & 9 months qualifying service at the time
of retirement, the amount of service gratuity shall be calculated at the rate of ½ month
emoluments for every completed six monthly period of service. Amount of DCRG as finally
calculated shall be rounded off to the next higher rupee.
FORMULA FOR RETIREMENT GRATUITY
Retirement Gratuity = Emoluments X QS/2
DCRG TO CASUAL LABOURS
Applicable to such casual labours employed in factory establishment on the Rly’s as well as
those casual labours employed either in open line or in the projects.
Formula = Monthly Wages /25 X 15 X Qualifying Service
FORMULA FOR DEATH GRATUITY (APPLICABLE ONLY IN THOSE CASES
WHERE QS Was 20 YEARS OR MORE)
Death Gratuity = Emoluments X QS (max 33 years)
If A Rly. Servant dies while in service the amount of death gratuity shall be paid in following
manner. (RBE No. 99/2016)
1 Less than one year service 2 Times of emolument
2 One year or more but lessthan 5 years service 6 Times of emolument.
3 5 years or more but less than 11 years service 12 Times ofemolument
4 11years or more but less than 20 years service 20 Times ofemolument
5 20 years or more service Half of emolument for every Completed 6
monthly period of [Link] to max. Of 33
times emolument provided that a Amount shall
not exceed 20 Lakh.
* Benefits. Of max. 33years of qualifying service is countable for retirement/death cases.
Delay payment of DCRG
If payment of gratuity has been delayed due to administrative lapses for no fault of the retiring
employees in cases of retirement other than superannuating the payment of interest may be
regulated in the following manners:- [RBE 76/91, 72/12 & 65/13]
(A) In case of Rly Servants against whom disciplinary /judicial proceeding is pending on the
date of retirement in which gratuity is withheld till the conclusion of proceedings:-
1. In such cases if the Railway servant is exonerated of all charges & where the gratuity is
paid on the conclusion of such proceedings, the payment of gratuity will be deemed to have
fallen due on the date following the date of retirement .If the payment of gratuity has been
authorized after 3 months from the date of his retirement interest may be allowed beyond the
period of 3 months from the date of retirement..
2. In cases where the. disciplinary /judicial proceedings are dropped on the account of the
death of the Railway servant during the pendency of disciplinary/judicial proceedings the
payment of gratuity will be deemed to have fallen due on the date following the date of death
and if the payment of gratuity has been delayed interest may be allowed for the period of
beyond three months from the date of death.
3. In cases where the railway servant is not fully exonerated on the conclusion of disciplinary
/judicial proceedings and where the competent authority decides to allow payment of
gratuity, in such cases, the payment of gratuity will be deemed to have fallen due on the date
of issue of order by the competent authority for payment of gratuity, if the payment of gratuity
is delayed in such cases interest will be payable for the period of delay beyond three months
from the date of issue of the orders by the competent authority.
(B) In case the Rly servants convicted by Criminal Courts:- Mere filing of an appeal and/or
stay of the execution of the sentence do not take the effect of conviction, unless the appeal is
allowed and the conviction is set aside by the appellate Court. The disciplinary authority may
proceed with the institution /Completion of disciplinary proceedings, including imposition of
the penalty, on the basis of conviction imposed on the Rly. servant by a Criminal Court.
These instructions should be kept in view for settlement payment in such cases. [RBE 65/13]
(C ) On retirement other than on superannuation & death of the Railway Servant while in
service
In such cases of retirement other than the superannuation & death while in service, it should
not take on long time to prepare pension papers of retiring employees/died employee. Where
the payment of gratuity in such cases is delayed beyond 6 months from the date of
retirement/date of death, interest should be paid for the period of delay beyond the 6 months
from the date of retirement /date of death
If in any case the payment of death gratuity is held up on account of more than one claimant
staking his/her claim to the same, such cases will not automatically qualify for payment of
interest in terms of these orders. These will be examined separately in consultation on the
merits of each.
Wherever interest becomes payable, the same shall be allowed up to the end of the months
proceeding the month in which gratuity is paid.
The interest should be paid without waiting for the outcome of the disciplinary proceeding against
the defaulting staff. [RBE 76/91]
Payment of minor’s share of death / Retirement Gratuity up to Rs. 10000/- can be made to his
/ her guardian without production of guardian certificate. [RBE 262/89]
Railway Servant (Commutation of Pension) Rule 1993, Chapter IV (and Amendment Rules 2013)
[Rule 19 & RBE 151/12]
Applicable to railway servant who are entitled to any class of pension. Payment of
commutation of pension shall be on the written request of retiring rly servants, if a pensioner
does not fill up form for commutation of pension on that occasion, payment of commutation
of pension will not be paid. Railway servant shall be entitled to commute for lump sum
payment a fraction not exceeding 40 % of pension. If fraction of pension to be commuted
results in fraction of rupee, such fraction of rupee shall be ignored for the purpose of
commutation.
The Commutation is calculated in accordance with the table of values. Employee receiving
any type of pension, except invalid pension, compulsory retirement pension, compassionate
allowance, desires to commute fraction of his pension without medical examination, than he /
she should apply within one year from the date of retirement. In case of departmental or
judicial proceedings the period of one year shall be reckoned from the date of issue of the
orders consequent on the finalization of such proceeding. In following cases payment of
commutation of pension is made after medical examination, if rly servant :-
1. Retires on invalid pension,
2. Is compulsory retired from service as a penalty and is granted pension,
3. Is in receipt of compassionate allowance,
4. Has retired from service but his application for commutation to head of office has not
received within one year of his retirement.
Only commuted portion of pension shall be reduced from pensioner’s pension from the next
month of payment.
Commuted portion of pension shall be restored after 15 years from the date of payment of
commutation amount
Formula for calculation of commutation.
Fraction of pension X 12 X commuted value as per age factor = commutation amount
There is no minimum & maximum limit for commutation amount like gratuity.
Commutation of a fraction of pension on finalization of departmental / Judicial proceeding:
[RBE 314/99]

(i) If on finalization of departmental / Judicial proceeding, the retired railway servant is

exonerated, commutation of pension shall be deemed to have become absolute on the date of
following the date of retirement provided the Railway servant had applied for commutation
before the date of his retirement and the commutation value shall be calculated taking into
account the commutation factor applicable on the date on which the commutation is deemed
to have become absolute. Where the application for commutation is received after the date of
retirement but not later than a period of one year from the date of final orders of exoneration,
the commutation shall be deemed to have become absolute on the date of receipt of
application and the commutation value shall be determined taking into account the
commutation factor applicable on the date on which the commutation become absolute. In all
such cases the retired Railway servant shall not be required to undergo medical examination.
(ii) In the case of a retired Railway servant, who, on finalisation of departmental / Judicial
proceedings, is not exonerated but imposed with a penalty of with holding a part of pension
or is conveyed the displeasure of the Government, commutation of pension shall be deemed
to have become absolute on the date of final orders provided the application for commutation
was received on or before the said date of final orders and the commutation value shall be
determined taking into account, the commutation factor applicable on the date on which the
commutation is became absolute. If the application for commutation is received after the date
of final order but not later than a period of one year from the date of orders, the commutation
shall become absolute on the date on which the application is received and the commutation
value shall be determined taking into account the commutation factor applicable on the date
on which the commutation became absolute.
(ii) In respect of retired Railway Servants whether exonerated or not, if the application for
commutation is received on expiry of a period of one year from the date of final orders, the
commutation shall become absolute on the date on which the medical authority signs, the
medical examination report and the commutation value shall be determined taking into
account the commutation factor applicable on the date on which the commutation became
absolute.
FAMILY PENSION SCHEME 1964 [Rule 75]

The provisions of the rule shall apply to :-

1. Railway servant entering services in a pensionable establishment on or after 1.1.1964.
2. Railway servant who was in service which was pensionable & retired/ expired prior to
1.1.64 & also applicable to those pensioners who did not opt family pension earlier
3. Initially Family Pension scheme was a contributory & an amount equal to two months
emoluments or Rs. 5000/- whichever is less, deducted from DCRG payable to a Rly. servant to
whom the family pension scheme 1964 applies. W.e.f. 22.09.1977 this scheme becomes non-
contributory. [[Link] letterNo. F(E)III76PN 1/23, dt. 06.10.77 (NR PS 6855)]
Date from which family pension is due.
1. Next day from the date of death of a person who was declared medically fit by the Rly.
Medical Authority for appointment in railway.
2. Next day from the date of death of regular [Link]
3. Next day from the date of death of a pensioner
Eligible for family pension
For the purpose of grant of Family Pension, The family shall be categorized as under:-
CATEGORY-I
1. Widow or widower, up to the date of death or re-marriage, whichever is earlier,
2. Son/ daughter (including widowed daughter), up to the date of his/ her marriage or re-
marriage or till the date he/she starts earning or till the age of 25 years, whichever is the
earliest.
2(A) – It has been decided to allow continuance of family pension to mentally/physically disabled
children who draw, are drawing or may draw family pension even after their marriage.
[RBE 12/13]
CATEGORY-II
3. Unmarried /widowed/divorced daughter,( not covered by category-I above), up to the Date
of his/ her marriage or re-marriage or till the date he/she starts earning or till death, whichever
is earliest.
Unmarried daughter beyond 25 years of age shall also be eligible for FP w.e.f. 06.09.07 (RBE
116/07) at par with the widowed daughter /divorced daughters who were eligible for FP
beyond the age of 25 yrs. W.e.f. 25.08.04 (Further clarified vide RBE 99/13, that family
pension to widowed/divorced daughter is payable on the date of turn to receive of Family
Pension, subject to fulfill other conditions) subject to other conditions being fulfilled. Grant
of FP to unmarried/ widowed/ divorced daughters shall be payable in order of their date of
birth & younger of them will not be eligible for FP unless the next above her has become
ineligible for grant of FP. FP to unmarried/ widowed/ divorced daughters above the age of 25
years shall be paid only after the other eligible children below the age of 25 years have ceased
to be eligible to receive family pension & that there is no disabled child to receive the family
pension. [RBE 152/06,116/07 & 99/13]
In case, an elder daughter becoming widow or divorced while her younger widowed
/divorced sister is already in receipt of Family Pension, in such a situation the younger
widowed /divorced daughter may continue to draw the Family Pension for life. The elder
widowed /divorced daughter would get family Pension only after the younger daughter who
is in receipt of family pension, become ineligible by way of death/income criteria etc. as
provided in the Rules. [RBE 98/08]
Widow /divorced daughter of any age at the time of becoming widow /divorce shall be
eligible for family pension even after her child are gain fully employed and also after the
cessation of pension /family pension to retired employees/widow dependents when all the
members of the family cese to draw family pension and there is a gap of one or more year
subject to monthly income criteria as laid down by Rly. Bd’s from time to time. Such
daughter shall not be required to come back to her parents home. [RBE 44/05 & 98/08]
It has been decided to grant family pension toa divorced daughter in such cases where the
divorce proceedings had been filed in a competent court during the life time of the employee
/pensioner or his/her spouse but divorce took place after death provide the claimant fulfills all
conditions for grant of family pension under rule 54 of the (Pension)Rules 1972. In such cases
the family pension will commence from the date of divorce. (RBE No. 102/17)
4. Parents who were wholly dependent on the Railway servant when he/she was alive
provided the deceased employee either unmarried or had left behind neither a widow nor a
child and their monthly income from any source is not exceeding Rs. 3500/- + existing DA
per month, are entitled for FP at the rate of 30 % of basic pay w.e.f. 1.1.1998. They have to
submit a yearly income certificate to pension sanctioning authority. If mother & father both are
alive then FP first will be to mother of deceased Rly. Servant. FP to parent can be sanctioned only
in case where deceased rly servant has not left any widow /widower /eligible son & daughter.
[RBE195/99 & 128/11]
Family pension to unmarried /divorced/widowed daughters in Category-II & dependent
parents shall be payable only after the other eligible family members in category-I have
ceased to be eligible to receive family pension & there is no disabled child to rece ive the
family pension. Grant of family pension to children in respective categories shall be payable
in order of their date of birth & younger of them will not be eligible for family pension unless
the next above him/ her has become ineligible for grant of family pension in that category.
In this connection it is clarified by DOPT that in case the deceased govt. servant is not
survived by a widow /widower or a child, the dependent parents become directly eligible to
receive F.P. In case where a deceased govt. servant is survived by a widow /widower or a
child, and the position changes subsequently because of death or re-marriage of the spouse
and /or death or ineligibility of child /children, including a disabled child, the dependent
parents become eligible for Family Pension. In case of re-marriage of child less widow,
parents of deceased employee become entitled to the F.P. only after a childless widow dies or
when her independent income from all sources becomes equal to or higher than that
prescribed the dependent criterion under the Rules. [RBE 128/11]
Dependent disabled siblings (i.e. brothers/sisters) of Rly servant / pensioners are included in
the “FAMILY” definitions & they are eligible for FP w.e.f. 17.08.09 or from the occurrence
which ever is later. [RBE159/09]
Looking to the difficulties being faced in getting the revised PPO’s for old parents & disabled
children/siblings after the death of the pensioner/family pensioner, it has been decided that on
the request of employee/pensioners/family pensioners at any time before or after
retirement/death of employee, concerning authority will immediately issue a sanction order
for such children /siblings /dependent parents, on fulfilling the conditions. No. further
authorization for grant of Family Pension will be required [RBA 26/13]
Entitlement of mother (widow), father (widower) in receipt of FP of an amount not exceeding
Rs.9000/- on account of the deceased spouse, to receive second FP as a result of death of his
/her employed son /daughter are as under;-
1. The limit of Rs.9000/-set for determining dependency criterion excluding of dearness relief
admissible on pension / family pension.
2. The mother (widow), father (widower) who is in receipt of pension /family pension of an
amount not exceeding Rs.9000/- p.m.(excluding of dearness relief admissible on pension/ family
pension.)on account of the deceased spouse, will be entitled to a family pension/second FP
consequent upon the death of his/her employed son /daughter subsequently..In such cases, both
the FP’s shall be payable till the date of death or remarriage whichever is earlier. [RBE
50/07 & 112/08]
Sanction of family pension in above is subject to fulfillment of all other conditions.
3. With effect from 01.01.2006, the dependency criteria for the purpose of family pension
shall be the minimum family pension along with dearness relief thereon. [RBE112/08]
Note :- Family pension admissible to a beneficiary in respect of one deceased employee
/pensioner is not to be counted as income for the purpose of determination of eligibility for
another family pension which is admissible in connection with another deceased employee
/pensioner. However, any other income/earning of the beneficiary under consideration will be
counted towards income for deciding eligibility for family pension.
[RBE 05/12]

4. The Childless widow of a deceased Railway servant shall continue to be paid FP even after
her remarriage, subject to the condition that the family pension shall cease once her
 independent income from all other sources becomes equal to or higher than the minimum
prescribed family pension in the Central Government. The family pensioner in such cases
would be required to give a declaration regarding her income from other sources to the
pension disbursing authority every six months. [RBE112/08 & 48/11]
In this respect it has been clarified by the Rly. Bd/DOPT vide letter dt. 11.04.11 that
the childless widow of a deceased employee who had expired before 01.01.2006, shall be
eligible for family pension in the light of 6th CPC recommendations irrespective of the fact
that the remarriage of the widow had taken place prior to /on or after 01.01.2006. The
financial benefits in such cases, however, will accrue from 01.01.2006. [RBE 48/11]
5. If the son /daughter of Rly servant is suffering from any disorder or disability of mind or is
physically crippled or disabled so as to render him/her unable to earn a living even after
attaining the age of 25 years, the FP shall be payable to such son/daughter for life subject to
fulfillment of laid conditions. [Rule75 (6)]
5.(i) Before allowing the family pension to a disable / disorders child, medical certificate
from the “Medical Board” is necessary and medical board should consist of Medical Director
or a Chief Medical Supdt. or incharge of a Zonal Hospital or Division and two their members,
one of them at least shall be specialist in the particular area of mental or physical disability.
The person receiving the family pension as a guardian of disable / disorder child shall
produce medical certificate for such child “once” if the disability is permanent, and once in
every five years, if the disability is temporary, a certificate from a [RBE 157/08]
5(ii) In the case of a mentally retarded son or daughter, the family pension shall be payable to
a person nominated by the Rly Servant or the pensioner, as the case may be, & in case no
such nomination has been furnished to the Head of office by such Rly. Servant or pensioner
during his lifetime, to the person nominated by the spouse of such Rly servant or pensioner,
as the case may be, later on Family pension in respect of mentally retarded son or daughter
shall be paid through the guardian, as if he/she were a minor, on the basis of guardianship
certificate or the guardian appointed by a court. [RBE 100/2000]
5(iii) Non- intimation of physical /mental handicap does not make a person ineligible for
family pension & disability manifested itself after attaining the age of 25 yrs.[RBE 12/10, 120/12]
5(iv) In case of non-nomination of guardian, in such case, legal guardianship certificate
issued by the Local Level Committee(authorized body constituted under the National Trust
Act,1999) can be accepted without insisting on guardianship certificate from a court
[RBE 197/05]

Note : It shall be the duty of the guardian or son or daughter to furnish a certificate to the
Treasury / Bank, as the case may be, every year to the effect that :-
(i) he / she has not started earning his / her livelihood; and
(ii) in case of daughter, that she has not yet married. [RBE 73/09]
Now it has been decided to allow continuance of family pension to mentally/physically
disabled childern who draw, are drawing or may draw family pension even after their
marriage. [RBE 12/13]
6. For family pension, in case names do not appear in the details of family members
(widowed /divorced /unmarried daughters and dependent disabled siblings) submitted by the
Govt. servant /Pensioner to head of office from where he has retired, it is clarified by DOPT
/Rly. Bd that the widowed/divorced/unmarried daughter /dependent disabled sibling of a
govt. servant /Pensioner, will be eligible for family pension with effect from the date of issue
of respective orders irrespective of the date of death of the govt. servant/pensioner.
Consequently, financial benefits in such cases will accrue from the date of issue of respective
orders. [RBE 69/11]
7. When the family pension is payable to more widows than one, the family pension shall be
paid to the widows in equal shares. On the death of a widow, her share of the FP shall become
payable to her eligible child:
Provided that if the widow is not survived by any child, her share of the FP shall not lapse but
shall be payable to the other widow in equal share, or if there is only one such other widow,
in full, to her.
8. In case, where the FP is payable to twins children, the same shall be payable to such twin
children in equal shares & in the event of any of such children ceasing to be eligible for FP,
his or her share of FP shall not lapse but shall become payable to the other such child & when
both such children become ineligible for FP, the FP shall become payable to the next eligible
single child or twins, as the case may be.
The FP shall be paid to such minor child through the guardian on the basis of Guardianship
Certificate or guardian appointed by a Court.
9. Step mother is not covered by the definition of “FAMILY” for the purpose of family pension.
[RBE 71/04]
10. Post retireal spouses are also entitle for family pension (RBE 13/91) from the date
following the date of death of the pensioners. In such cases following procedure may be
followed :-
(A) As and when pensioner marries or remarries, he shall intimate the event, (alongwith copy
of the marriage certificate) to the Head of office who processed his pension papers.
(B) Head of Office, after verification, forward the papers to Accounts Office for corrigendum
in PPO. When the pensioners does not have any child from his previous marriage, the post
retrial spouse shall be eligible for full family pension & where the pensioner has any eligible
child from another wife, who is not alive, the pension will be authorized in terms of Para 801
(10) of MRPR.
(C) The corrigendum PPO shall be forwarded by the Accounts Office to the concerned
pension disbursing agencies with a copy to pensioners.
(D) As far as children, including those born after reitmernt, are concerned, a fresh PPO will
be issued as and when the turns of each child for receipt of family pension is reached.
[RB letter No. 87 AC 11/33 dt 29.9.93 [Page No. 360 of RBO 93]

11. If a railway employee is missing & has not been traced, the payment of settlement dues
shall be paid to the nominees/heirs of the missing person after expiry of a period of 7 years
following the month of disappearance to the member provided that the claimants produced
proper & indisputable proof of death or a decree of the court that the employee concerned
should be presumed to be dead as laid down in Section 108 of the Indian Evidence Act.
Subject to the fulfillment of the following conditions;-
[RBd’s letter no.F(E)III/86/PN-I/17, dt. 19.9.86.,RBE 63/91,3/94,8/92,190/02, 68/13]

i. If a railway employee is missing & has not been traced .The family must lodge a
report with the concerned police station & obtain a report that the employee has not been
traced after all efforts had been made by the police.
ii. An indemnity bond shall be taken from the members/heirs of the employee that all
payments shall be adjusted against the payment due to the employee in case he/she appears &
make any claim.
iii. The last pay, PF, & leave salary is to be paid on submission of FIR & claim of
settlement.
iv. Family Pension / retirement or death gratuity to the eligible family members of a govt.
servant/Pensioners reported missing & whose whereabouts are not known, may be sanctioned
after a period of six months from the date of registration of an FIR with the police. But
disbursement will be done according to instructions issued in this respect from time to time.
[RBE 98/10]
 The family pension to the family of a missing pensioner would accrue from the date of
lodging the FIR or from the date immediately succeeding the day till pension had been last paid
to the pensioner, whichever is later. [RBE 154/11]
v. The Administrative deptt. may grant family pension after a period of six months from the date
of filing of FIR to the next eligible member in the family of the employee /pensioner who has
been declared missing. [RBE 24/12]
After lapse of one year the amount of saving fund of GIS, retirement gratuity & family
pension & after the lapse of seven year the amount of insurance fund of GIS, difference of
gratuity i.e. death gratuity minus retirement gratuity is to be paid to the nominees/heirs of the
missing employee subject to the fulfillment of condition mentioned above even if the date of
superannuation of the missing employee falls before the expiry of the period of seven years
following the month of disappearance
Note :- (Relaxation in retention of Rly. Qtr by the C.G. appointee in case of missing Rly.
servant on normal rent – maximum period 03 years (1+1+1/2+1/2) [RBE 21/12]
12. FP to the eligible family members of the Government employees Kidnapped by
insurgents/ terrorists may be sanctioned after a period of six months from the date of
registration of FIR with the police. The instructions concerning grant/ disbursal of retirement
or death gratuity are the same as applicable in the case of missing person. [RBE 75/09]
13. In case both wife & husband are Rly. or Govt. servant & are governed by the provisions of
pension rule, one of them dies while in service or after retirement, the family pension in
respect of the deceased shall become payable to the surviving husband or wife & in the event
of the death of husband or wife, the surviving child or children shall be granted the two family
pensions in respect of deceased parents, subject to the limits specified below:- [RBE 132/05]
i) If the surviving child or children is or are eligible to draw two family pensions at the
enhance rate, the amount of both the pensions shall be limited to 15,000/-per mensem:
ii) If the surviving child or children is or are eligible to draw two family pensions one on
normal rate & second at the enhance rate, the amount of both the pensions shall be limited to
15,000/-per mensem:
iii) If the surviving child or children is or are eligible to draw two family pensions at the
normal rate, the amount of both the pensions shall be limited to 9,000/-per mensem:
Sanction of family pension in above is subject to fulfillment of all other conditions.
[Link] of a deceased government servant/ pensioner from void or voidable marriages
under HM Act. is entitle to grant pensioner benefits, when their turn comes. However, they
will have no claim whatsoever to receive family pension as long as the legally wedded wife is
the recipient of the same [RBE 30/97]
But after re- exmined the matter, it has been decided that the share of children from illegally
wedded wife in the femily pension shall be payable to them alongwith the leaglly wedded wife.
[RBE 150/12]
15. With effect from 01.01.2016 family pension shall be calculated at a uniform rate 30 %
of basic pay in revised pay structure and shall be subject to minimum Rs.9000/- & maximum
30 % of highest pay in the government. [RBE 99/2016]
16. In a case of claims submitted by a claimant member of family (other than spouse) where
the name of the claimant member is not available in the records and the claimant member
also fails to submit copy of PPO or From 3 containing ‘Details of family’ submitted earlier by
the deceased employee/pensioner. The certificate prescribed at serial number 9(v) of from 14
may be accepted. In addition to there certificates, PAN Card, Matriculation Certificate,
Passport, CGHS Card, Driving License, Voters ID Card and Aadhar Number may also be
accepted. Any other document submitted by the claimant, which may be relied upon & which
establishes the relation ship of the claimant with the pensioner and /or contains his/her date of
birth. [RBE 22/12]
ENHANCE FAMILY PENSION [RULE 75]

Rly servant who is not governed by WCAct 1923 dies after retirement / Removal / Dismissal
from the service and entitled for any kind of pension after having rendered not less than 7
years continuous service, the rate of FP payable to family shall be equal to 50 % of last pay
drawn or twice the FP admissible, whichever is less. The amount so admissible shall be
payable for a period of seven years or for a period up to the date on which the deceased rly.
Servant would have attained the age of sixty-seven years had he /she survived, whichever is
less. [RBE 49/99]
The amount of enhance family pension shall be 50% of basic pay in the revised pay structure
and shall be subject to a minimum of Rs. 9000/- and maximum of 50% of the highest pay in
the Government (The highest pay in the [Link] Rs. R,50,000/- w.e.f .01.01.2016 & onwards.
[RBE 99/2016]

Where a rly servant who is governed by the [Link] 1923, dies after retirement /Removal
/Dismissal from service and entitled for any kind of pension after having rendered not less
than seven years continuous service, the rate of family pension payable to the family shall be
equal to 50 % of the pay last drawn or one & half times the FP admissible, whichever is less.
That in no case the amount of FP determined under above clause shall exceed the pension
sanctioned on retirement from rly. Service
The enhance family pension under Rule shall be payable to the family of a Railway servant
who dies while in service from the next of day of the date of death of the Railway servant for
a period of 10 years, without any upper age limit. There will be no change in the period of
enhanced family pension to the family in case of death of a pensioner.
These orders will, however, not apply in a case where the period of seven years for payment of
enhanced family pension has already been completed as on 1.1.2006 & the family was in receipt
of normal family pension on that date. [RBE 149/08]
Eligible widow /divorced /unmarried daughter beyond 25 yrs. Of age will continue to be eligible
for family pension at enhanced rates. [RBE 150/11]
FOR OLD FAMILY PENSIONERS
The quantum of family pension available to the old pensioners /family pensioners shall be
increased as follows:-
Age of Family Pensioners Additional Quantum of F. Pension

From 80 yrs to less than 85yrs 20% of familypension

From 85 yrs to less than 90yrs 30% of familypension

From 90 yrs to less than 95yrs 40% of familypension

From 95 yrs to less than 100yrs 50% of familypension

100 yrs or more 100% of family pension

The amount of Family Pension will be shown distinctly in the pension payment order.
The additional quantum of Family Pension on attaining the age of 80 yrs & above, would be
admissible from the 1st day of the month in which his date of birth falls. Dearness Relief will
also be admissible on the additional quantum of pension. [RBE 146/08]
Where exact date of birth of pensioner/ family pensioners are not available in office record
but an indication regarding the age of pensioner/ family pensioners is available, the add.
Pension/ family pension shall be paid from the 1st Jan. of year following the year in which the
pensioner/ family pensioners has completed the age of 80 years, 85 years etc. In case exact
date of birth or age is not available either in PPO or in the office records an intimation to the
pensioner/ family pensioners about the non availability of the information regarding DOB
/AGE & request him to submit four copies of any of the following documents, duly attested
by a Gazzeted Officer/ MLA to the Pension Disbursing Authority;
[Link] Card [Link] Port [Link] Card [Link] Certificate or Driving License (containing
the information regarding Date Of Birth.) [RBE 190/08]
Voters ’ID Card, unique identification authority of India (UIDAI) can also be accepted as proof
of date of birth /age subject to the conditions that pensioners /family pensioners certifies that
he/she is not a matriculate & he /she does not have any of the documents mentioned earlier
[RBE146/09 & 124/11]
Post retirement Pass I/card; widow Pass I/card & Rly. Medical I/card may also be accepted as
evidence of date of birth/age for payment of additional pension/family pension. [RBE 169/10]
Important
1. First Pension Adalat held on Indian Railway by Northern Railway on 1.8.1986
2. Pensioners shall be supplied a detailed calculation sheet (on thick paper) to satisfy
themselves about the correctness of the calculations.
[RB No.92AC-II/21/121,dated 26.10.92,RBO92 page263]

3. Amount of Invalid Pension shall not be less than normal family pension.
[Rule69(C) of RS (Pension) Rule, 1993]

4. Amount of Pension shall not be less than 50% of minimum pay of the scale at the time of
retirement [RBE 112/08]
5. Enhanced family pension shall not be more than original pension of the pensioner.
[Rule75( 4 )(b ) of RS( Pension) Rule,1993]

6. Pension once sanctioned after final assessment shall not be revised to the disadvantage to
pensioner unless such revision becomes necessary on account of detection of a clerical error
subsequently. [Rule 90 of RS (Pension) 1993]
7. If a railway employee or the family of deceased railway employee is entitled for any class
of pension/ family pension, they should not get less than, Rs3500/-p.m. w.e.f. 1.1.06.
[RBE 112/08]

8. Maximum pension in Railway is 50% of maximum pay in railway. & minimum pension in
Railway is Rs.9000/-. (WEF 01-01-2016) [RBE 99/2016]
9. The post-retired spouses are eligible for family pension from the date following the date of
death of the pensioner. [RBE 13/91 & 41/2000]
10. Pensionary benefits will be granted to children of a deceased govt. servant/pensioner
from such type of void marriage when their turn comes but they will have no claim what so
ever to receive family pension as long as the legally wedded wife is the recipient of the same.
[RB’s [Link] F(E)III/07/PN 1/3, dt. 14.2.97 NRPS 11355 /97 & RBE 30/97]

But now, it has been decided that the share of children from illegally wedded wife in the family
pension shall be payable to them alongwith the legally wedded wife. [RBE 150/12]

11. ‘Married’ son & daughter, who are suffering from any disorder or disability of mind,
including mentally retarded or are physically crippled or disabled shall not be eligible for
FAMILY PENSION. [RBE 135/05]

But now it has been decided to allow continuance of family pension to mentally/physically
disabled childern who draw, are drawing or may draw family pension even ‘after their marriage’.
[RBE 12/13]
12 Interest is not payable on delayed payment of CGEGIS & leave salary as they are not in nature
of retirement benefit [RBE 15/2000 & 72/12]
13. Pre -2006 retired employees who were in the pre- revised scale of 6500-10500 are not
entitled for stepping up of their pension and family pension with reference to the revised Grade
Pay Rs. 4600/- [RBE 141/11]
14. In case any pre – 1996 pensioners/family pensioners submits an application for revision of
pension/family pension, the same may be considered and pension /family pension may be revised
w.e.f. 01.01.1996 without insisting of any deadline. [RBE 01/12]
15. It has been decided to allow two family pensions where the pensioner draw, is drawing or
may draw two pensions for milatary and/ or civil employments. [RBE 12/13]
16. Disbursement of pension when valid nomination is not available. (RBE No. 06/96, 80/13)
17. `Notification regarding Extra- Ordinary Pension. [RBE 96/13]
18. Notification of Railway Service(Pension)amendment Rules 2013 (RBE No. 97/13)
19. Retirement age of Railway Doctor raised from 60 to 65. (RBE No. 57/2016)
20. Competent medical board for issuing disability certificate to sanction family pension under
Rule 75 (RBE No. 03/16)
21. Clarification for sanction of family pension to disable child/brother and sister. (RBE 22/16)
22. Verification of service on completion of 18 year of service and remaining 5 year service left.
(RBE No.86/2016)
23. Pension benefit to medically de-categorised running staff timely opted for voluntary
retirement. (RBE No. 137/16)
24. Concordance table for pre 2016 pensioners/family pensioners (RBE No. 66 and 83/2017)
25. Substitutes acquired temporary status before 01.01.2004 will be governed by old pension
scheme. (RBE No. 121/14)
26. Pre 2006 pensioners are entitle to get minimum pension according scale of pay prescribed in
RBE No.11/2013 (RBE No. 35/2016)
Ex –Gratia Payment
Widows/children’s of SRPF (Contributory) optee employees, who had retired or die between
1.4.1957 to 31.12.85 are entitle for ex- gratia payment.. w.e.f. 1.1.1986 or from the next date
of death at the @ Rs 150/- plus DR per month if they full fill the condition laid down by the
Railway Board from time to time.
Widows/ children’s of those SRPF (Contributory) optees employees, who were dismissed,
removed or resigned from service are not entitled for ex- gratia payment
The rate of ex- gratia payment has been enhanced to Rs 605/- w.e.f. 01.11.1997 & Rs. 645/-
w.e.f. 04.06.13 plus DR applicable. [RBE 75/13]

Widow / divorced daughters of Pre-1986 retired/ deceased SRPF (C) beneficiaries are NOT
ELIGIBLE for ex- gratia payment after their attaining 25 years of age, like unmarried daughter
[RBE 13/09]
Ex –Gratia Payment to SRPF (C) Beneficiaries [RBE 170/06]
Ex –Gratia Payment to the SRPF (C) Beneficiaries who fulfills laid down conditions will be
eligible ex – gratia payment at the rate of Rs 600/- plus DR per month w.e.f. 1.11.97.
Revised rate of ex-gratia payment w.e.f.1.11.2006 is as under-:
Group “A” Rs. 3000/- Plus DR per month
Group “B” Rs. 1000/- Plus DR per month
Group “C” Rs. 750/- Plus DR per month
Group “D” Rs. 650/- Plus DR per month
Ex –Gratia Payment is admissible to those retired surviving SRPF (C) optees::-
1. Who retired between the periods from 1st April 1957 to 31st December 1985 subject to the
condition that ex employee should have rendered at least 20 years of continuous service prior
to their superannuation.
2. Who have been sanctioned ex- gratia in terms of these instructions, are also entitled to
Dearness Ex-gratia & Dearness Relief as per the instructions issued from time to time.
3. SRPF (Contri.) surviving retired railway servant of all groups who were drawing ExGratia
amount w.e.f. 1.11.2006 & expires then ExGratia amount payable@Rs.605/-+DEG+DR to
eligible successor of all groups [RBE 170/06]
4. CPF beneficiaries who retired voluntarily or medical invalidation before 01.01.86 after
completing 20 yrs of continuous service would also be eligible for the ex- gratia payment.
[RBE 69/13]

PROVIDENT FUND -
Railway servant shall be entitled for total balance on the date of retirement/death /resignation
/ removal / dismissal plus interest thereof at the prevailing rate
Rly employees can withdraw 90% of his PF balance within one year from the date of his
superannuating
In case of death while in service, PF settlement payment shall be made to the nominee of the
deceased rly employee as per nomination made by a Rly servant while in service. If
nomination is not available than payment will be distributed amongst the family members in
equal share. If no eligible member of “FAMILY” is available than payment will be made on
the basis of succession certificate issued by the competent court.
Where only minor children are there in the deceased family than payment will be / is made to
the legal guardian. In Hindu religions mother & in Mohammedans father is a natural
guardian. Christians & others are governed by Indian Guardianship Act 1925. Payment on
this account will be made to the Legal Guardian on the production of guardianship certificate.
DEPOSIT LINKED INSURANCE SCHEME [DLI] [RBE 238/98]

This scheme is linked with the amount balance in the provident fund account of the employee
at the time of demise while in service. There is no extra subscription required towards DLI.
Maximum amount admissible under this scheme is Rs.60, 000/-
At least five-year service is required for benefit under this scheme.
Under this scheme an additional amount equal to the average PF balance in the account
during the three years immediately preceding the death of subscriber is payable subject to the
condition that amount should not exceed Rs 60, 000/-
The balance at the credit of such subscriber shall not at any time during the three years preceding
the month of death have fallen below the limits of: - (These orders are effective from
06.06.2009.) [RBE 221/09]
1. Rs 25,000/- in case of subscriber holding a post in the Pay Band-2 (Rs. 9300-34800)
or above and drawing a Grade Pay of Rs. 4800/- PM or more as per Railway Services
(Revised Pay) Rules 2008.
2. Rs 15, 000/- in case of subscriber holding a post in the Pay Band-2 (Rs. 9300-34800)
and drawing a Grade Pay of Rs. 4200/- PM or more but less than Rs. 4800/- PM as per
Railway Services (Revised Pay) Rules 2008.
3. Rs 10, 000/- in case of subscriber holding a post in the Pay Band-2, Pay Band-1 or
Pay Band-1S (Rs. 4440-7440) and drawing a Grade Pay of Rs. 1400/- PM or more but less
than Rs. 4200/- PM as per Railway Services (Revised Pay) Rules 2008.
4. Rs 6, 000/- in case of subscriber holding a post in the Pay Band-1S (Rs. 4440-7440)
and drawing a Grade Pay of Rs. 1300/- PM or more but less than Rs. 1400 PM as per Railway
Services (Revised Pay) Rules 2008.
Formula = PF balance +interest at the end of 36 months preceding the month in which
Death occurs/36
(A) Benefit under the scheme is admissible to a member(s) of family.
(B) The additional amount received under this scheme is not free from court attachment.
(C) The additional amount received under this scheme is free from income text.
(D) Any govt. dues can be recovered from this additional amount received under this
scheme.
(E) Benefit of the scheme will also be admissible in the case of subscriber who committed
to suicide.
(F) In case of missing absconding subscriber the payment may be made only after a lapse of
seven years unless there is sufficient proof of his / her death (RB letter No. E/(W) 97/WE-1/13 dated
1.4.1998. page no 340 of RBO 98)
CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME (CGEGIS)
[RBE 234/89]

Date of effect
The scheme was notified on 1st Nov.1980 & come into force with effect from the forenoon of
1st Jan.1982.
Objective
The scheme is intended to provide for Central Government Employees at a low cost & on a
wholly contributory & self financing basis, the twin benefits of an insurance cover to help
their families in the event of death in service & a lump-sum payment to augment their
resources on retirement.
Application
The scheme shall apply to all Central Govt. Servants including those in Railways. Casual
Labourer, part- time & adhoc employees will not be covered by the scheme. The scheme will
also not apply to persons recruited under the Central Govt. after attaining the age of 50 years.
Membership
The scheme will be compulsory for all those employees who enter Central Govt. service after
1st Nov.1980. Those employees who were in Central Govt service- on the dated the scheme
was notified, had an option to opt. out of the scheme by 31st Jan. 1981. Those employees
who did not opt for out of the scheme by that date were deemed to have become members of
the scheme from the date the scheme came into force. Those employees who had opted out of
scheme were, however, allowed further opportunities on [Link] further choice is
available to the employees who failed to avail themselves of the opportunity given on 27 th
Oct.1986.
After the scheme has come into force all employees who enter service on or after 2 nd Jan of
any year shall be enrolled as members of the scheme on the next anniversary of the scheme
Subscription for members.
The subscription for the scheme will be in units of Rs.10/-P.M. till 31st Dec.1989. There after
with effect from 1st Jan.1990 the subscription for the scheme will be in unit of Rs15/-P.M.
Group D employee will subscribe for one unit 15x1=15/-P.M.
Group C employee will subscribe for two units 15x2=30/-P.M.
Group B employee will subscribe for four units 15x4=60/-P.M.
Goup A employee will subscribe for eight units 15x8=120/-p.m.
In the event of regular promotion of an employee from one group to another, his/her
subscription shall be raised from the next anniversary of the scheme to the level appropriate
to the Group to which he/she is promoted. Until, the date of next anniversary of the scheme
he/she shall continue to be covered for insurance for the same amount for which he/she was
eligible before such promotion.
Once a person has been admitted to a higher Group, the rate of subscription will continue at
the same level even if that person revert to a post in the lower Group later on for any reason.
Note
(i) : In case of Group “B” officers officiating in Senior Scale on adhoc basis, the officiating
arrangement may be treated as regular for the sole purpose of giving coverage under CGEHIS as
admissible to Group “A” officers. [RBE 109/03]
(ii) : Erstwhile group ‘D’ employees placed in PB-1, with grade pay 1800 and classified as Group
‘C’ vide RBE No. 05/2010 will be enhanced @ 30/- per month w.e. from 01.01.2011 [RBE 145/10]
Premium & insurance cover to non- members :
The employees entering service on or after 2nd Jan. of any year will be given benefit or
appropriate insurance cover from the date of joining Govt. Service to the date of their
becoming the members of the scheme on payment of a subscription of Rs 5/-, 10/-, 20/-& 40/-
P.M. as the premium on every Rs15000/-, 30000/-, 60000/- & 120000/- respectively of the
insurance cover. From the date of anniversary of the scheme they will subscribe as the rate
indicated above. [RBE 276/89]
INSURANCE FUND & INSURANCE COVER FOR MEMBERS
In order to provide an insurance cover to each member of the scheme a 30% of portion of the
subscription shall be credited to an insurance fund .The amount of insurance cover will be
Rs15000/- for each unit of Rs15/-.It will be paid to the families of those employees who
unfortunately die of any cause, including suicide, while in service.
SAVING FUND
The balance of the subscription shall be credited to a Saving Fund. The total accumulation of
Savings together with interest thereon will be payable to the member on his retirement after
attaining the age of superannuation or on cessation of his employment or to his family on his
death while in service. The payment of amount of insurance will be in addition to the payment
from the saving fund.
RECOVERY OF SUBSCRIPTION
The subscription shall be recovered every month including the month in which the employee
ceases to be in employment on account of retirement, death, resignation, removal, etc. The
subscription as a premium for the insurance cover from the date of joining Govt. Service to
the date of membership of the scheme shall initially fall due from the date of joining &
subsequently from the commencement of normal working hours on the first of every month.
The subscription shall be recovered from the employees irrespective of their being under
suspension.
No interest shall be leviled on arrears of subscription if the non-recovery is due to delayed
payments of salary /wage.
If an employee is on extraordinary leave & there is no payment of his salary/wage for any
period, his subscriptions for the months for which no payment of salary/wage are made to
him shall be recovered with interest under the scheme on the accretions to the Saving Fund is
not more than 3 installments commencing from his salary/wage for the months following
month in which he resumes duty after leave., If an employee dies while on extra ordinary
leave, the subscriptions due from him shall be recovered under the scheme, on the accretions
to the Saving Fund from the payment admissible to his family under the scheme.
PAYMENTS FROM INSURANCE FUND/SAVING FUND
If an employee ceases the Govt. Service., payment of the Saving Fund will be made after
obtaining a simple application.
If an employee dies while in service nominees of the Govt. Servant concerned have to submit
an application for payment of insurance &the accumulation in the saving fund to them.
In the event of death of a member of the scheme while in service, if a person, who is eligible
to receive insurance amounts, is charged with offence of murdering the member of the
scheme or abetting in the commission of such an offence, his/her claim to receive insurance
amounts shall remain suspended till the conclusion of the criminal proceedings instituted
against such a person concerned. If he /she is convicted for the murder or abetting in the
murder, he/she shall be debarred from receiving his/her share of insurance amounts, which
shall be paid in equal to the other eligible persons. However, on the conclusion of the criminal
proceedings, if the person concerned is acquitted of the charge of murdering or abetting in
the murder, his /her share of insurance amounts shall be paid to him/her without any interest
 thereon
If a member of the scheme is missing & has not been traced, the insurance cover shall be paid
to the nominees /heirs of the missing person after expiry of a period of 7 years following the
month of disappearance of the member provided the claimants produced proper &
indisputable proof of death or a decree of the court that the employee concerned should be
presumed to be dead as laid down in Section 108 of the Indian Evidence Act. Subject the
fulfillment of the following conditions;-
(i) If a member of the scheme is missing & has not been traced, the family must lodge a
report with the concerned police station & obtain a report that the employee has not been
traced after all efforts had been made by the police.
(ii) An indemnity bond shall be taken from the members/heirs of the employee that all
payments shall be adjusted against the payment due to the employee in case he/ she appears
on the scheme & make any claim.
(iii) The accumulation in the saving fund may, however, be paid to the nominees/heirs after
lapse of a period of one year following the month of disappearance. Insurance amount shall
be paid to the nominees /heirs of the missing employee subject to the fulfillment of condition
mentioned above even if the date of superannuation of the missing employee falls before the
expiry of the period of seven years following the month of disappearance
(iv) After a period of one year, following the month of disappearance of missing employee
the premium for insurance cover at the rate of Rs.4.50/-per month for every Rs.15000/-. Of
the insurance cover will be recovered for a further period of six years or till the month in
which insurance cover is paid, which ever is later.
NOMINATIONS.
(i) If a member happens to be minor, he /she will be required to make nomination on his/her
attaining the age of majority.
(ii) If a member has a family at the time of his /her making nomination he /she shall make
such nomination only in favor of a member or members of his /her family. For this purpose,
family will have the same meaning as assigned to it in the General Provident Fund (Central
Services) Rules 1960.
(iii) If a female member of the scheme by notice in writing expresses her desire to exclude
her husband from her family, the husband shall henceforth be deemed to be no longer a
member of her family in matters to which the scheme relates, unless she subsequently cancels
such notice in writing.
(iv) Nominated member (S) of the family subsequently ceases to be the member (S) of the
family e.g. minor brother crossing the age of majority, marriage of unmarried sister, and
remarriage of widow before payment of insurance amounts etc. nomination made in favour of
such member (S) shall become invalid.
(v) If nomination is not made by the employee for this scheme, the nomination if made under
GPF RULES may be accepted for this purpose.
(vi) Where there is no nomination even for GPF, amounts payable under the scheme shall be
paid in equal share to widow /widows, minor son(s) & unmarried daughter(s). In case of
minor son(s) & unmarried daughter(s), their mother, who is not a Muslim lady, shall be
deemed to be the natural guardian. Guardianship certificate has to be produced by the minor
sons & daughters of a Muslim lady.
(vii) In the absence of eligible member(s) payment may be made on the basis of Succession
Certificate issued by competent court..
(viii) Interest is not payable on delayed payment of CGEGIS & leave Salary as they are not in
the nature of retirement benefits. CGEGIS payment cannit be withheld & no govt. dues can
be recovered from the accumulation except the amount claimed by the financial institution as
due from the employee on account of loan taken for house building purpose. [RBE15/2K, 72/12]
***
 THE MINIMUM WAGES ACT, 1948
(1) Appropriate Government – in relation to any scheduled employment carried on by or
under the authority of the Central Government and by a railway administration will mean in
Central Government.
(2) Scheduled employment – means an employment specified in the schedule of this act or
branch of work forming port of such employment.
(3) Application – In so far as the Railway administrations are concerned, the act applies to
workers employed (either departmentally or through contractors) in employments as under-
(i) Employment on the construction or maintenance of roads or in building operations and
maintenance of buildings,
(ii) Employment in stone breaking or stone crushing,
(iii) Employment in ashpit cleaning in Railway, and
(iv) Employment in loading and unloading in Goods sheds in Railways.
(Casual labour employed departmentally by the Railway on permanent ways will be governed by
[Link] so far as the ‘pure wages’ are concerned but they will be exempted from the provision
of this act for the purpose of other service conditions viz. hours of work, overtime etc. and for
these the staff concerned will be governed by the provisions of the Railway servants Hours of
Employment Rules). [Ref.: RB No. E(LL)75AT/MW/1-3Pt. I of 21.12.78.]
Note :-
(i) Employment on ‘road construction’ or in ‘building operations’ covers new
constructions as well as repairs and maintenance of existing roads, docks, wharfs, jetties,
bridges, tunnels and overhead tanks etc. (Para 3103 of E. Manual /old). This also covers
construction of road over bridges on Indian Railways. (RB No. E(LL)77AT/MW/1 -3
17.04.76, Sl .No. ER 8778/SE 132/76). The different works covered under the term ‘building
operations’ have been enumerated in Board’s letter No. E (LWA) 66 ATMW /1 -12 of
27.08.66,
(ii) As per Notification dated 26.05.88 of the Ministry of Labour, Govt. of India the
provisions of sections 13, 14 and 18 of this Act shall not apply to railway servants who are on
time scales of and governed under H.O.E.R. and the Indian Railway Estab. Code, even if they
are employed in any Scheduled employment in Railways. RB No. E(LL)88AT/MW/11 -1 of
1/5.07.88
These exemptions are being given by notifications from time to time by the Ministry of
Labour last extended for 5 years w.e.f. 03.06.98 (under the notification circulated under
Board’s letter No. E(LL)98AT/MW/5 dated 22.09.98) RBE No. 280/98),
(4) Fixing of minimum rates of wages-
Casual labour governed by minimum Wages Act (Central) should be remunerated on-
(a) a daily rate ascertained from the local authority or the State Government concerned,
where necessary, or if such rates are not available, at 1/30th of the minimum of the scale of
pay plus dearness allowance, applicable to corresponding categories of railway staff, and
(b) if either of the rates of wages arrived at as above happens to be lower than the minimum
wages fixed under [Link], then the rates of wages will be as fixed by the appropriate
authority under than act. The appropriate Government shall-
Fix the minimum rates of wages payable to employees in employment specified in Part I
of the Schedule of the Act and such wages will consist of basic rate of wages with or without
(i) the cost of living allowance and /or (ii) cash value of any consession in respect of supplies
of essential commodities at concessional rate. This may be fixed either after considering the
advice of a committee appointed for this purposes or after hearing representations in
reference to notifications issued for the propose.
 An employer shall not pay to any of his employees covered under the Schedule less than
the minimum rates fixed.
(5) Method of payment-
(a) Wage-periods should be fixed for the payment of wages to persons employed at intervals
not exceeding one month. Wages should be paid on a working day, within seven days of the
end of the wage period or within ten days if 1000 or more persons are employed. (For this
purpose, each scheduled employment will be taken as a separate unit).
(b) The wages of persons discharged should be paid not later than the second working day
after the discharge.
(c) The wages of an employed person should be paid to him without deductions of any kind
except those authorized under the rules. (Payment made in cash to the employer or a
deduction made through wage bill is deemed to be a deduction from wages). (The permissible
items of deduction mostly conform to those provided for in the M. W. Act). Deduction for
absence from the wages of a daily rated workman governed under M. W. Act will be one-
eighth of the daily rate for every hour of absence.
(d) Wage slip- A wage slip in the prescribed form shall be issued by every employer to every
person employed by him at least a day period to the disbursement of wages. (The form
circulated under Board’s letter No. E(LWA)[Link]/1-14 of 21.12.68 contains the
following items-
(1) Name of the employee with father’s /husband’s name.
(2) Designation,
(3) Wage Period,
(4) Rate of wages payable-
(a) Basic &
(b) D.A.,
(5) Total attendance /units of work done,
(6) Overtime,
(7) Gross wages payable,
(8) Total deduction &
(9) Net wages paid.
(Pay-in-charge and Employees’ signature /thumb impressions).
(6) Fixing hours for work-
(i) The Appropriate Government may in respect of any scheduled employment-
(a) fix the number of hours of work per day inclusive of one or more specified intervals, ( c)
provide for payment for work on a day of rest at a rate not less than the overtime rate.
In terms of Minimum Wages (Central) Rules, 1950, the number of hours of work for an
adult worker will be not more than 9 hours a day and the spread over will not be more than 12
hours per day.
(ii) Weekly day of rest- (a) Every worker shall be allowed a day of rest every week, provided
that the worker has worked for a period of not less than 6 days. (A worker shall not be
required to work on the rest day unless he has or will have a substituted rest day for whole
day on one of the five days, before or after the rest day. This substitution, if required, will not
result in the workers being employed for more than 10 days consecutively without a day of
rest for a whole day. If the worker is allowed a substituted rest day, the rest day shall for the
purpose of calculating the weekly hours or work, be included in the week in which substituted
rest day occurs.
(b) Wages for rest day /substituted rest day /substituted rest day- The worker will be granted
wages for the rest day at the normal rate, i.e. at the rate applicable to the next preceding day.
In case he works on the rest day and has been given a substituted rest day, he shall be paid
wages for rest day on which he worked at the overtime rate and wages for the substituted rest
day at the normal rate.
(7) Overtime- Where a worker governed under [Link] works on any day in excess of the
maximum number of hours of work fixed (i.e. 9 hours per day or 48 hours per week) he will
be paid for such excess hours of work at the overtime rate fixed under this act (i.e. at double
the ordinary rate of wages- Basic pay and allowances plus cash equivalent of food grains and
other articles given to the workmen, if any) or under any law of the appropriate government.
(8) Registers to be maintained- The following registers are to be maintained by every
employer:-
(a) Register of wages,
(b) Muster roll,
(c) Overtime register (where no overtime is worked in any wage period a ‘Nil’ entry shall be
made across the body of the register at the end of the period),
(d) Damage or loss register, and
(e) register of fines.
(9) Notes- Every employer shall keep exhibited at the main entrance to the establishment and
its office the following notices in English and in a language understood by the majority of
workers, working in the employment:-
(a) Rates of minimum wages fixed,
(b) Abstract of the Act and rules framed there under and
(c) The name and address of the Inspector under this Act, (the name of the inspecting official
of the Labour Deptt. For the area).

***
 PAYMENT OF WAGES ACT 1936
OBJECT - This Act aims at securing prompt and regular payment of wages without any arbitrary
deductions to certain class of persons employed in industrial establishment including Railway,
either directly or through sub-contract. It applies to employees whose wages are up to Rs. 6500/-
per month. [RBE No. 216/05]
WAGES - Wages means all type of remunerations (whether by way of salary/ allowances or
otherwise) capable of being expressed in terms of money which would be payable to the
employed persons on fulfillment of the contract of service, expressed or implied. It does not
include Travelling allowance or concession value of housing accommodation or any
contributions paid to any pension and PF or gratuity payable on the termination of
employment.
The employer shall fix wage period which shall not exceed one month in any case.
The mode of payment would be as under :-
(a) The wages shall be paid only on working day.
(b) All wages shall be paid in current currency but not in kind.
(c) The wages shall be paid:
(i) Where less than 1000 persons are employed within 07 days of the expiry of
wages period.
(ii) Where more than 1000 persons are employed, before the expiry of the 10th
day after the wages period.
(d) When the employment is terminated by the employer, wages shall be paid before the
expiry of the 2nd day after termination.
FINES - [Section 08 of the Act.]

1. Fines can be imposed only in respect of Acts and omissions and list of such acts and
omissions should be displayed.
2. No fine shall be imposed without giving an opportunity of “show-cause” against the
fine.
3. Fine cannot be imposed / recovered after the expiry of 90 days from the date of offense
and also cannot be recovered in installments.
4. The total amount of fine which may be imposed in any one wage period on any employed
person shall not exceed an amount equal to 3% of the wage payable to him in respect of the
wage period.
5. Fines cannot be imposed on any employed person who is under the age of 15 years.
6. All fines recovered should be used for the benefit of staff, credited to SBF.
LIST OF ACTS AND OMISSIONS -
(a) Disregard or disobedience of orders.
(b) In subordination and breach of discipline.
(c) Late or irregular attendance.
(d) Improper behavior such as drunken, quarrelling or sleeping on duty.
(e) Causing inconvenience to the public.
(f) Making false and misleading statement.
(g) Malingering.
(h) Failure to observe rules and regulations not involving more severe disciplinary action.
(i) Causing loss to Railway property.
DEDUCTIONS PERMISSIBLE - [Section 07]

No unauthorized deductions shall be made and following are the authorized deductions:-
(a) Fines.
(b) Deduction on account of absence from duty.
(c) Deductions for damage to or loss of goods expressly entrusted to the employed person
for custody, or for loss of money for which he is required to account, where such
damage or loss is directly attributable to his neglect or default.
(d) Deduction for the amenities or service supplied by the employer.
(e) Deduction for the housing accommodation provided.
(f) Deduction for recovery of advances and adjustment of over payment of wages.
(g) Deduction of Income Tax.
(h) Deduction required by the orders of court.
(i) Subscription for PF and repayment of PF advances.
(j) Deduction for Payment to Co-operative societies approved by State Govt. and credit
societies.
(k) Any other deduction with written authority of employee concerned. Like premium of
LIC, purchase of securities, Post Office, Savings Banks etc.
NOTE: Deduction shall not exceed 75% of wages where payment towards co-operative
society are to be made and shall not exceed 50% of wages in other cases.
INSPECTORS - [Section 14]

An inspector appointed under Factory Act 1948 shall be an inspector for the purpose of this
Act. An Inspector may.
(a) Make such examination and enquiry as he thinks fit.
(b) Enter, inspect and search any premises of any Railway, Factory or other establishment at
any reasonable time.
(c) Supervise the payment of wages to persons employed upon any Railway factory or other
establishment.
(d) Require by a written order the production of any register or record maintained in
pursuance of this Act.
(e) Seize or take copies of such registers or documents as he may consider relevant in respect
of any offense under this Act.
(f) Exercise such other powers as may be prescribed.
PENALTY FOR BREACH OF ACTS - [Section 20]

(a) Delay in payment, non-payment or unauthorized deductions, penalty upto Rs. 3750/-
(b) In all other cases Viz. non display of notices, non-maintenances of register of fines etc.
the employer is liable to be fined not less than Rs. 1500/- but which may extend to Rs.
7500/- .
DISPLAY OF NOTICES - [Section 25, 25A]

The following notices are required to be displayed.

(a) Abstraction of Act.
(b) Notice of wages period.
(c) Date of payment, and
(d) List of Acts and omissions shall be displayed in English, Hindi and regional languages.
 Employee Compensation Act-1923
(As amended under Gazette of India (extraordinary) dt. 23.12.09, RBE 61/11)
This is an Act to provide for the payment by certain classes of Employers to their workmen
of Compensation for injury by accident. It extends to the whole of India and it shall come into
force on the first day of July 1924.
Definitions :-
1. Commissioner :- Means a commissioner for workman’s commissioner appointed
under scheme 20.
2. Employer :- Includes any body of persons whether incorporated or not and any
managing agent of an employer and the legal representative of a deceased employer,
and when the services of aemployee are temporarily lent on hire to another person by
the person with whom the employee has entered into a contract of service or
apprenticeship, means such other person while the employee is working for him.
3. Minor :- means a person who has not attained the age of 18 yrs.
4. Partial disablement :- Means where the disablement is of a temporary nature, such
disablement as reduces the earning capacity of aemployee in any employment in
which he was engaged at the time of the accident resulting in the disablement, and
where the disablement is of a permanent nature, such disablement as reduces his
earning capacity in every employment which he was capable of undertaking at that
time.
Every injury specified in part II of schedule shall be deemed to result in permanent
partial disablement.
5. Total disablement :- Means such disablement, whether of a temporary or permanent
nature, as incapacitates aemployee for all work which he was capable of performing at
the time of accident resulting in such disablement.
6. Wages :- Includes any privilege or benefit which is capable of being estimated in
money, other than a travelling allowance or the value of any travelling concession or a
contribution paid by the employer of aemployee towards any pension or provident
fund.
7. Employee :-(in reference to Rly.) A railway servant as defined in clause (34) of
section 2 of the Railway Act.1989,not permanently employed in any administrative, districtor
sub. Divisional office of a railway and not employed in any such capacity as is specified in
schedule II.
Employer’s Liability For Compensation
(1) If personal injury is caused to a workman by accident arising out of and in the course
of his employment, his employer shall be liable to pay compensation in accordance with the
provisions of this act.
Employer shall not be liable :-
(a) in respect of any injury which does not result in the total or partial disablement of the
workman for a period exceeding three days.
(b) In respect of any injury, not resulting in death, or permanent total disablement caused
by an accident which is directly attributable to :-
(i) The employee having been at the time thereof under the influence of drink or drugs or
(ii) The wilful disobedience of the workman to an order expressly given, or to a rule
expressly framed, for the purpose of securing the safety of employee, or
(iii) The wilful removal or disregard by the employee of any safety guard or other device
he knew to have been provided for the purpose of securing the safety of employee.
(2) If aemployee employed in any employment specified in Part A schedule III contracts any
disease specified therein as an occupational disease peculiar to that employment, or if
aemployee,whilst in the service of an employer in whose service he has been employed for a
continuous period of not less than six months in any employment specified in part B of
schedule III or if aemployee whilst in the service of one or more employer in any employment
specified in part C of schedule III contracts any disease specified therein as an occupational
disease peculiar to the employment, the contracting of the disease shall be deemed to be an
injury by accident arisen out of, and in the course of, the employment . ( If employment was
under more than one employer, all such employers shall be liable for the payment of
compensation in such proportion the Commissioner deem fit )
Amount of compensation –
(1) Subject to the provisions of this Act, the amount of compensation shall be as follows,
namely :-
(a) where death results from the injury – an amount equal to fifty percent of the monthly
wages of the deceased employee multiplied by the relevant factor; or an amount of One Lakh
Twenty Thousandrupees, whichever is more;
Formula = AP X 50/100 X AF = min 1,20,000/- or Actual which ever is more
(b) where permanent total disablement results from the injury – an amount equal to sixty
percent of the monthly wages of the injured workman multiplied by the relevant factor; or an
amount of One Lakh Forty Thousandrupees, whichever is more.
Formula = AP X 60/100 X AF = min. 1,40,000/- or actual which ever is more.
Explanation I – For the purpose of clause (a) and clause (b) “relevant factor” in relation to
aemployee means the factor specified in the second column of Schedule IV against the entry
in the first column of the Schedule specifying the number of years which are the same as the
completed years of the age of the employee on his last birthday immediately preceding the
date on which the compensation fell due.
Explanation II – Where the monthly wages of aemployee exceed Eight thousand rupees, his
monthly wages for the purpose of clause (a) and (b) shall be deemed to be Eight thousand
rupeesonly. [Gazette of India (extraordinary) dt. 31.05.10]
(c) where permanent partial disablement results from the injury –
(i) in the case of an injury specified in Part II of Schedule I, such percentage of the
compensation which would have been payable in the case of permanent total disablement as
is specified therein as being the percentage of the loss of earning capacity caused by that
injury; and
(ii) in the case of an injury not specified in Schedule I, such percentage of the compensation
payable in the case of permanent total disablement as is proportionate to the loss of earning
capacity (as assessed by the qualified medical practitioner) permanently caused by the injury;
(iii)where temporary disablement whether total or partial results from the injury – a half
monthly payment of the sum equivalent to twenty five percent of monthly wages of the
employee, to be paid in accordance with the provisions of sub-section(2).
(IA)Notwithstanding anything contained in sub-section (1), while fixing the amount of
compensation payable to aemployee in respect of an accident occurred outside India, the
Commissioner shall take into account the amount of compensation, if any, awarded to such
employee in accordance with the law of the country in which the accident occurred and shall
reduce the amount fixed by him by the amount of compensation awarded to the employee in
accordance with the law of that country.
4. If the injury of the employee results in his death, the employer shall, in addition to the
compensation under sub-section (1), deposit with the Commissioner a sum of Five thousand
for payment of the same to the eldest surviving dependant of the employee towards the
expenditure of the funeral of such employee or where the employee did not have a dependent
or was not living with his dependent at the time of his death to the person who actually
incurred such expenditure.
[Link] to be paid when due and penalty for default. –
(1) Compensation under that act (section 4) shall be paid as soon as it falls due.
(2) In cases where the employer does not accept the liability for compensation to the extent
claimed, he shall be bound to make provisional payment based on the extent of liability which
he accepts, and , such payment shall be deposited with the Commissioner or made to the
employee, as the case may be, without prejudice to the right of the employee to make any
further claim.
(3) Where any employer is in default in paying the compensation due under this Act within
one month from the date it fell due, the Commissioner shall –
(a) direct that the employer shall, in addition to the amount of the arrears, pay simple interest
thereon at the rate of twelve percent per annum or at such higher rate not exceeding the
maximum of the landing rates of any scheduled bank as may be specified by the Central
Government, by notification in the Official Gazette, on the amount due; and
(b) if, in his option, there is no justification for the delay, direct that the employer shall, in
addition to the amount of the arrears, and interest thereon pay a further sum not exceeding
fifty percent of such amount by way of penalty: (It may be recover the officer /staff held
responsible for such delay)[RB’s letter No.E(CL)2000/WC/1 dt. 01.06.2000]
*Providedthat an order for the payment of penalty shall not be passed under clause (b)
without giving as reasonable opportunity to the employer to show cause why it should not be
passed.
(5) Method of calculating wages. - In this Act and for the purposes thereof the expression
“monthly wages” means the amount of wages deemed to be payable for a month’s service
(whether the wages are payable by the month or by whatever other period or at piece rates),
and calculated as follows, namely –
(a) where the employee has, during a continuous period of not less than twelve months
immediately preceding the accident, been in the service of the employer who is liable to pay
compensation, the monthly wages of the workman shall be one-twelfth of the total wages
which have fallen due for payment to him by the employer in the last twelve months of that
period;
(b) where the whole of the continuous period of service immediately preceding the accident
during which the workman was in the service of the employer who is liable to pay the
compensation was less than one month, the monthly wages of the employee shall be the
average monthly amount which, during the twelve months immediately preceding the
accident, was being earned by aemployee employed on the same work by the same employer,
or, if there was no employee so employed, by aemployee employed on similar work in the
same locality;
(c) in other cases including cases in which it is not possible for want of necessary information
to calculate the monthly wages under clause (b), the monthly wages shall be thirty times the
total wages earned in respect of the last continuous period of service immediately preceding
the accident from the employer who is liable to pay compensation, divided by the number of
days comprising such period.
*Explanation. -A period of service shall, for the purpose of this section be deemed to be
continuous which has not been interrupted by a period of absence from work exceeding
fourteen days.
(8) Distribution of compensation -No payment of compensation in respect of aemployee
whose injury has resulted in death, and no payment of a lump sum as compensation to a
woman or a person under a legal disability, shall be made otherwise than by deposit with the
Commissioner, and no such payment made directly by an employer shall be deemed to be a
payment of compensation.
(9) Compensation not to be assigned, attached or charged -Save as provided by this Act
no lump sum or half – monthly payment payable under this Act shall in any way be capable
of being assigned or charged or be liable to attachment or pass to any person other than the
employee by operation of law nor shall any claim be set off against the same.
(10B) Reports of fatal accidents and serious bodily injuries – Where, by any law for the time
being in force, notice is required to be given to any authority, by or on behalf of an employer,
of any accident occurring on his premises which results in death or serious bodily injury, the
person required to give the notice shall, within seven days of the death of serious injury, send
a report to the Commissioner giving the circumstances attending the death or serious bodily
injury.
(18A) Penalties – (1) Whoever –
(a) fails to maintain a notice-book which he is required to maintain under sub- section (3)
of section 10, or
(b) fails to send to the Commissioner a statement which he is required to send under sub-
section (1) of section 10A, or
(c) Fails to send a report which he is required to send under section 10B, or
(d) Fails to make a return which he is required to make under section 16, shall be punishable
with fine which may extend to five thousand rupees.
(2) No prosecution under this section shall be instituted except by or with the previous
sanction of a Commissioner, and no court shall take cognizance of any offence under this
section, unless complaint thereof is made within six months of the date on which the alleged
commission of the offence came to the knowledge of the Commissioner.
COMMISSIONERS
Reference to Commissioner –
(1) If any question arises in any proceedings under this Act as to the liability of any person
to pay compensation (including any question as to whether a person injured is or is not
aemployee) or as to the amount or duration of compensation (including any question as to
the nature or extent of disablement), the question shall, in default of agreement, be settled by
a Commissioner.
(2) No Civil Court shall have jurisdiction to settled, decide or deal with any question
which is by or under this Act required to be settled, decided or dealt with by a Commissioner,
or to enforce any liability incurred under this Act.
Venue of proceedings and transfer –
(1) Where any matter under this Act is to be done by or before a Commissioner, the same
shall, subject to the provisions of this Act and to any rules made hereunder, be done by or
before the Commissioner for the area in which –
(a) the accident took place which resulted in the injury; or
(b) theemployee or in case of his death, the dependant calming the compensation
ordinarily resides; or
(c) the employer has his registered office .
Power and procedure of Commissioners - The Commissioner shall have all the powers of a
Civil Court under the Code of Civil Procedure, 1908 (5 of 1908), for the purpose of
takingevidence on oath (which such Commissioner is hereby empowered to impose) and of
enforcing the attendance of witnesses and compelling the production of documents and
material object, and the Commissioner shall be deemed to be a Civil Court for all the purposes
of section 195 and of Chapter XXVI of the Code of Criminal Procedure, 1973, (2 of 1974).
Appeals -
An appeal shall lie to the High Court against the orders of a Commissioner.
Schedule –
under the employee’s compensation Act. 1923 there are four schedules as appended below :-
Schedule I– This schedule indicates the listof injuries deemed to result in permanent total
disablement.
Schedule II – under this schedule a list of persons has been given who are included in the
definition of “employee”.
Schedule III – under this schedule list of occupational diseases have been shown.
Schedule IV – this schedule indicate age factors for working out lump sum equivalent of
compensation amount in case of disablement and death .
Dutiesof Supervisor in Case of accident on duty.–
Following are the duties of supervisor in case of injury caused to aemployee by an accident
arising out of and in the course of employment.
(1) He should immediately provide FIRST AID & Call doctor.
(2) Give massage / Report to all concerned with in 48 Hrs.
(3) He should take statement of two eye witnesses where possible.
(4) He should prepare accident report including small diagram of place of accident.
(5) He should get Medical report of injured workman.
(6) He should take down the particulars of leave taken during last 12 months.
(7) He should make finding of inquiry.
Note:- Notional extension of duty depend upon the cases as clarified in RB letter no.
B(LL)99/AT/WC/4 dt. 12.03.99
Payment of Ex-Gratia lumpsum compensation to the families of Railway employees who die
in harness in performance of bonafide official duties are as under:-
[RBE 285/99,136/08,04/11,146/11, 139/2016]

(a) Death occurring due to accidents in the course of performance of duties Rs.25lakh
(b) Death occurring in the course of performance of duties attributable to acts
of violence by terrorists, anti-social elements, etc. Rs. 25 lakh
(c) Death occurring during (a) enemy action in international war or border
skirmishes and (b) action against militants, terrorists, extremists etc. Rs. 35 lakh
(d) Death occurring while on duty in the specified high altitude, inaccessible
Border posts etc. on account of natural disasters, extreme weather conditions. Rs. 35 lakh
(e) War or War like fighting with enemy country to staff engaged for rescue Rs. 45 lakh
operation for air lifting their civilians. These order are applicable in the case of Railway
servants who die in harness on or after 1.1.2016.
(e) There will be no ceiling for grant of ex-gratia lump-sum compensation.
(i) General Manager is competent to sanction such Ex-Gratia Compensation.
[RBE No 285/99 & 31/09]
(ii) Cases for payment of Ex-Gratia Compensation be finalized within 3 months.
[RBs letter No. E(W)2008/CP-1/1 dated 10.06.2008 (Page no. 313 of RBO-09]
(iii) Proposal for ex-Gratia lump sum compensation shall be sent to concurrence for
FA&CAOand should accompanied following documents..
(1) Copy of FIR
(2) Death report of employee
(3) Post martam report. [RB’s letter No. W/2000/CP/1/4 Dt. 06.12.2000]
(iv) Income Tax is not applicable on Compensation amount. [RBE152/10]
(v) Maximum sealing limit for payment of Compensation is 20 Laks, if the same is being
paid from other sources also along with as mentioned under item (a) to (d) above [RBE 04/11]
(vi)Ex-gratia payment be made through ECS to ensure immediate relief which is underlying
intention. In rare cases where the ECS payment is not possible it should be through cheque.
[RBA 33/10]
***
 EMPLOYEE COMPENSATION ACT-1923
(As amended under Gazette of India (extraordinary) dt. 23.12.09, RBE 61/11)
This is an Act to provide for the payment by certain classes of Employers to their workmen
of Compensation for injury by accident. It extends to the whole of India and it shall come into
force on the first day of July 1924.
Definitions :-
1. Commissioner :- Means a commissioner for workman’s commissioner appointed under
scheme 20.
2. Employer :- Includes any body of persons whether incorporated or not and any managing
agent of an employer and the legal representative of a deceased employer, and when the
services of aemployee are temporarily lent on hire to another person by the person with
whom the employee has entered into a contract of service or apprenticeship, means such
other person while the employee is working for him.
3. Minor :- means a person who has not attained the age of 18 yrs.
4. Partial disablement :- Means where the disablement is of a temporary nature, such
disablement as reduces the earning capacity of aemployee in any employment in which he
was engaged at the time of the accident resulting in the disablement, and where the
disablement is of a permanent nature, such disablement as reduces his earning capacity in
every employment which he was capable of undertaking at that time.
Every injury specified in part II of schedule shall be deemed to result in permanent partial
disablement.
5. Total disablement :- Means such disablement, whether of a temporary or permanent
nature, as incapacitates aemployee for all work which he was capable of performing at the
time of accident resulting in such disablement.
6. Wages :- Includes any privilege or benefit which is capable of being estimated in money,
other than a travelling allowance or the value of any travelling concession or a
contribution paid by the employer of aemployee towards any pension or provident fund.
7. Employee :-(in reference to Rly.) A railway servant as defined in clause (34) of section 2
of the Railway Act.1989,not permanently employed in any administrative, districtor sub.
Divisional office of a railway and not employed in any such capacity as is specified in
schedule II.
Employer’s Liability For Compensation
(1) If personal injury is caused to a workman by accident arising out of and in the course of
his employment, his employer shall be liable to pay compensation in accordance with the
provisions of this act.
Employer shall not be liable :-
(a) in respect of any injury which does not result in the total or partial disablement of the
workman for a period exceeding three days.
(b) In respect of any injury, not resulting in death, or permanent total disablement caused by
an accident which is directly attributable to :-
(i) The employee having been at the time thereof under the influence of drink or drugs or
(ii) The wilful disobedience of the workman to an order expressly given, or to a rule expressly
framed, for the purpose of securing the safety of employee, or
(iii) The wilful removal or disregard by the employee of any safety guard or other device he
knew to have been provided for the purpose of securing the safety of employee.
(2) If aemployee employed in any employment specified in Part A schedule III contracts any
disease specified therein as an occupational disease peculiar to that employment, or if
aemployee,whilst in the service of an employer in whose service he has been employed
for a continuous period of not less than six months in any employment specified in part B
 of schedule III or if aemployee whilst in the service of one or more employer in any
employment specified in part C of schedule III contracts any disease specified therein as
an occupational disease peculiar to the employment, the contracting of the disease shall
be deemed to be an injury by accident arisen out of, and in the course of, the employment
. ( If employment was under more than one employer, all such employers shall be liable
for the payment of compensation in such proportion the Commissioner deem fit )
Amount of compensation –
(1) Subject to the provisions of this Act, the amount of compensation shall be as follows,
namely :-
(a) where death results from the injury – an amount equal to fifty percent of the monthly
wages of the deceased employee multiplied by the relevant factor; or an amount of One
Lakh Twenty Thousandrupees, whichever is more;
Formula = AP X 50/100 X AF = min 1,20,000/- or Actual which ever is more
(b) where permanent total disablement results from the injury – an amount equal to sixty
percent of the monthly wages of the injured workman multiplied by the relevant factor; or
an amount of One Lakh Forty Thousandrupees, whichever is more.
Formula = AP X 60/100 X AF = min. 1,40,000/- or actual which ever is more.
Explanation I – For the purpose of clause (a) and clause (b) “relevant factor” in relation to
aemployee means the factor specified in the second column of Schedule IV against the entry
in the first column of the Schedule specifying the number of years which are the same as the
completed years of the age of the employee on his last birthday immediately preceding the
date on which the compensation fell due.
Explanation II – Where the monthly wages of aemployee exceed Eight thousand rupees, his
monthly wages for the purpose of clause (a) and (b) shall be deemed to be Eight thousand
rupeesonly. [Gazette of India (extraordinary) dt. 31.05.10]
(c) where permanent partial disablement results from the injury –
(i) in the case of an injury specified in Part II of Schedule I, such percentage of the
compensation which would have been payable in the case of permanent total disablement
as is specified therein as being the percentage of the loss of earning capacity caused by
that injury; and
(ii) in the case of an injury not specified in Schedule I, such percentage of the compensation
payable in the case of permanent total disablement as is proportionate to the loss of
earning capacity (as assessed by the qualified medical practitioner) permanently caused
by the injury;
(iii) where temporary disablement whether total or partial results from the injury – a half
monthly payment of the sum equivalent to twenty five percent of monthly wages of the
employee, to be paid in accordance with the provisions of sub-section(2).
(IA)Notwithstanding anything contained in sub-section (1), while fixing the amount of
compensation payable to aemployee in respect of an accident occurred outside India, the
Commissioner shall take into account the amount of compensation, if any, awarded to
such employee in accordance with the law of the country in which the accident occurred
and shall reduce the amount fixed by him by the amount of compensation awarded to the
employee in accordance with the law of that country.
4. If the injury of the employee results in his death, the employer shall, in addition to the
compensation under sub-section (1), deposit with the Commissioner a sum of Five
thousand for payment of the same to the eldest surviving dependant of the employee
towards the expenditure of the funeral of such employee or where the employee did not
 have a dependent or was not living with his dependent at the time of his death to the
person who actually incurred such expenditure.
[Link] to be paid when due and penalty for default. –
(1) Compensation under that act (section 4) shall be paid as soon as it falls due.
(2) In cases where the employer does not accept the liability for compensation to the extent
claimed, he shall be bound to make provisional payment based on the extent of liability
which he accepts, and , such payment shall be deposited with the Commissioner or made
to the employee, as the case may be, without prejudice to the right of the employee to
make any further claim.
(3) Where any employer is in default in paying the compensation due under this Act within
one month from the date it fell due, the Commissioner shall –
(a) direct that the employer shall, in addition to the amount of the arrears, pay simple interest
thereon at the rate of twelve percent per annum or at such higher rate not exceeding the
maximum of the landing rates of any scheduled bank as may be specified by the Central
Government, by notification in the Official Gazette, on the amount due; and
(b) if, in his option, there is no justification for the delay, direct that the employer shall, in addition
to the amount of the arrears, and interest thereon pay a further sum not exceeding fifty percent
of such amount by way of penalty: (It may be recover the officer / staff held responsible for
such delay) [RB’s letter No.E(CL)2000/WC/1 dt. 01.06.2000]
* Providedthat an order for the payment of penalty shall not be passed under clause (b)
without giving as reasonable opportunity to the employer to show cause why it should not
be passed.
(5) Method of calculating wages. - In this Act and for the purposes thereof the expression
“monthly wages” means the amount of wages deemed to be payable for a month’s service
(whether the wages are payable by the month or by whatever other period or at piece
rates), and calculated as follows, namely –
(a) where the employee has, during a continuous period of not less than twelve months
immediately preceding the accident, been in the service of the employer who is liable to
pay compensation, the monthly wages of the workman shall be one-twelfth of the total
wages which have fallen due for payment to him by the employer in the last twelve
months of that period;
(b) where the whole of the continuous period of service immediately preceding the accident
during which the workman was in the service of the employer who is liable to pay the
compensation was less than one month, the monthly wages of the employee shall be the
average monthly amount which, during the twelve months immediately preceding the
accident, was being earned by aemployee employed on the same work by the same
employer, or, if there was no employee so employed, by aemployee employed on similar
work in the same locality;
(c) in other cases including cases in which it is not possible for want of necessary information
to calculate the monthly wages under clause (b), the monthly wages shall be thirty times
the total wages earned in respect of the last continuous period of service immediately
preceding the accident from the employer who is liable to pay compensation, divided by
the number of days comprising such period.
* Explanation. -A period of service shall, for the purpose of this section be deemed to be
continuous which has not been interrupted by a period of absence from work exceeding
fourteen days.
(8) Distribution of compensation -No payment of compensation in respect of aemployee
whose injury has resulted in death, and no payment of a lump sum as compensation to a
woman or a person under a legal disability, shall be made otherwise than by deposit with
 the Commissioner, and no such payment made directly by an employer shall be deemed
to be a payment of compensation.
(9) Compensation not to be assigned, attached or charged -Save as provided by this Act no
lump sum or half – monthly payment payable under this Act shall in any way be capable
of being assigned or charged or be liable to attachment or pass to any person other than
the employee by operation of law nor shall any claim be set off against the same.
(10B) Reports of fatal accidents and serious bodily injuries – Where, by any law for the time
being in force, notice is required to be given to any authority, by or on behalf of an
employer, of any accident occurring on his premises which results in death or serious
bodily injury, the person required to give the notice shall, within seven days of the death
of serious injury, send a report to the Commissioner giving the circumstances attending
the death or serious bodily injury.
(18A) Penalties – (1) Whoever –
(a) fails to maintain a notice-book which he is required to maintain under sub- section (3) of
section 10, or
(b) fails to send to the Commissioner a statement which he is required to send under sub-
section (1) of section 10A, or
(c) Fails to send a report which he is required to send under section 10B, or
(d) Fails to make a return which he is required to make under section 16, shall be punishable
with fine which may extend to five thousand rupees.
(2) No prosecution under this section shall be instituted except by or with the previous
sanction of a Commissioner, and no court shall take cognizance of any offence under this
section, unless complaint thereof is made within six months of the date on which the
alleged commission of the offence came to the knowledge of the Commissioner.
COMMISSIONERS
Reference to Commissioner –
(1) If any question arises in any proceedings under this Act as to the liability of any person to
pay compensation (including any question as to whether a person injured is or is not
aemployee) or as to the amount or duration of compensation (including any question as
to the nature or extent of disablement), the question shall, in default of agreement, be
settled by a Commissioner.
(2) No Civil Court shall have jurisdiction to settled, decide or deal with any question which
is by or under this Act required to be settled, decided or dealt with by a Commissioner, or
to enforce any liability incurred under this Act.
Venue of proceedings and transfer –
(1) Where any matter under this Act is to be done by or before a Commissioner, the same
shall, subject to the provisions of this Act and to any rules made hereunder, be done by or
before the Commissioner for the area in which –
(a) the accident took place which resulted in the injury; or
(b) theemployee or in case of his death, the dependant calming the compensation ordinarily
resides; or
(c) the employer has his registered office .
Power and procedure of Commissioners - The Commissioner shall have all the powers of a
Civil Court under the Code of Civil Procedure, 1908 (5 of 1908), for the purpose of
takingevidence on oath (which such Commissioner is hereby empowered to impose) and of
enforcing the attendance of witnesses and compelling the production of documents and
material object, and the Commissioner shall be deemed to be a Civil Court for all the purposes
of section 195 and of Chapter XXVI of the Code of Criminal Procedure, 1973, (2 of 1974).
Appeals -
An appeal shall lie to the High Court against the orders of a Commissioner.
Schedule –
under the employee’s compensation Act. 1923 there are four schedules as appended below :-
Schedule I– This schedule indicates the listof injuries deemed to result in permanent total
disablement.
Schedule II – under this schedule a list of persons has been given who are included in the
definition of “employee”.
Schedule III – under this schedule list of occupational diseases have been shown.
Schedule IV –this schedule indicate age factors for working out lump sum equivalent of
compensation amount in case of disablement and death .
Dutiesof Supervisor in Case of accident on duty.–
Following are the duties of supervisor in case of injury caused to aemployee by an accident
arising out of and in the course of employment.
(1) He should immediately provide FIRST AID & Call doctor.
(2) Give massage / Report to all concerned with in 48 Hrs.
(3) He should take statement of two eye witnesses where possible.
(4) He should prepare accident report including small diagram of place of accident.
(5) He should get Medical report of injured workman.
(6) He should take down the particulars of leave taken during last 12 months.
(7) He should make finding of inquiry.
Note:- Notional extension of duty depend upon the cases as clarified in RB letter no.
B(LL)99/AT/WC/4 dt. 12.03.99
Payment of Ex-Gratia lumpsum compensation to the families of Railway employees who die
in harness in performance of bonafide official duties are as under:-
[RBE 285/99,136/08,04/11,146/11, 139/2016]

(e) Death occurring due to accidents in the course of performance of duties Rs.25lakh
(f) Death occurring in the course of performance of duties attributable to acts
of violence by terrorists, anti-social elements, etc. Rs. 25 lakh
(g) Death occurring during (a) enemy action in international war or border
skirmishes and (b) action against militants, terrorists, extremists etc. Rs. 35 lakh
(h) Death occurring while on duty in the specified high altitude, inaccessible
Border posts etc. on account of natural disasters, extreme weather conditions. Rs. 35 lakh
(e) War or War like fighting with enemy country to staff engaged for rescue Rs. 45 lakh
operation for air lifting their civilians.
These order are applicable in the case of Railway servants who die in harness on or after
1.1.2016.
(e) There will be no ceiling for grant of ex-gratia lump-sum compensation.
(i) General Manager is competent to sanction such Ex-Gratia Compensation.
[RBE No 285/99 & 31/09]

(ii) Cases for payment of Ex-Gratia Compensation be finalized within 3 months.

[RBs letter No. E(W)2008/CP-1/1 dated 10.06.2008 (Page no. 313 of RBO-09]
(iii) Proposal for ex-Gratia lump sum compensation shall be sent to concurrence for
FA&CAOand should accompanied following documents..
(1) Copy of FIR
(2) Death report of employee
(3) Post martam report. [RB’s letter No. W/2000/CP/1/4 Dt. 06.12.2000]
(iv) Income Tax is not applicable on Compensation amount.[RBE152/10]
(v) Maximum sealing limit for payment of Compensation is 20 Laks, if the same is being
paid from other sources also along with as mentioned under item (a) to (d) above
[RBE 04/11]

(vi) Ex-gratia payment be made through ECS to ensure immediate relief which is underlying
intention. In rare cases where the ECS payment is not possible it should be through cheque.
[RBA 33/10]

***
 INDUSTRIAL DISPUTE ACT 1947
Industrial Dispute Act came into force on the First day of April, 1947. This act is based on
the Principle of social security and justice and to make provisions for the investigation and
settlement of industrial disputes, and for certain other purposes. It extends to the whole of
India.
SOME IMPORTANT DEFINITIONS
1 Industrial Dispute : Industrial Dispute means any dispute or difference between employee
and employer or between employer and workmen or between workmen and workmen, which
is connected with the employment or non employment or the terms of employment or with
the conditions of labour, of any person.
2 Workman : Workman means any person employed in any industry to do any manual,
unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward, but
does not include any such person :-
(a) Who is employed in the police service or as an officer or other employee of a prison,
or
(b) Who is employed mainly in a managerial or administrative capacity, or
(c) Who is subjected to the Air Force Act, Army Act or Naval Act, or
(d) Who is employed in a supervisory capacity, drawn wages exceeding one thousand six
hundred rupees per month.
3 Lay Off : Lay off means the failure, refusal or inability of an employer on account of
shortage of coal, power or raw materials or the accumulation of stocks or the breakdown of
machinery or natural calamity or for any other connected reason to give employ ment to a
workman whose name is borne on the muster rolls of his industrial establishment and who
has not been retrenched.
4 Lock Out : Lock out means the temporary closing of a place of employment or the
suspension or work, or the refusal by an employer to continue to employ any number of
persons employed by him.
5 Retrenchment : Retrenchment means the termination by the employer of the service of a
workman for any reason whatsoever, otherwise than as a punishment inflicted by way of
disciplinary action but does not include voluntary retirement, retirement on attaining the age
of superannuation, termination of service as a result of the non renewal of the contract and
termination of the service on the ground of continued ill-health.
Conditions precedent to retrenchment of Workman :
No workman employed in any industry who has been in continous service for not less than
one year under an employer shall be retrenched by that employer until :-
(a) The workman has been given one month’s notice in writing indicating the reasons for
retrenchment and the period of notice has expired or the workman has been paid in lieu of
such notice, wages for the period of the notice;
(b) The workman has been paid, at the time of retrenchment, compensation which shall
be equivalent to fifteen days average pay for every completed year of continous service or
any part thereof in excess of six months and
(c) Notice in the prescribed manner is served on the appropriate government or such
authority as may be specified by the appropriate government by notification in the Official
Gazette.
6 Strike : Strike means cessation of work by a body of persons employed in any industry
acting combination, or a concerted refusal, or a refusal under a common understanding of any
number of persons who are or have been so employed to continue to work or to accept
employment.
7 Wages : Wages means all remuneration capable of being expressed in terms of money,
which would, if the terms of employment were fulfilled, be payable to a workman and it
includes allowances, value of housing accommodation or of supply of light, water, medical
attendance, any travelling concession etc.
But `wages’ does not include any bonus; any contribution paid or payable by the
employer to any Pension or Provident Fund and any gratuity payable on the termination of
service.
8 Workman : Workman means any person (including an apprentice) employed in any
industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory
work for hire or reward.
But does not include any such person :-
i. who is subjected to the Air Force Act, Army Act, Navy Act,
ii. who is employed in the Police Service
iii. Who is employed mainly in a managerial or administrative capacity;
iv. Who being employed in a supervisory capacity, draws wages exceeding 1600/- P.M.
9 Industry : Industry means any business, trade, undertaking, manufacture or calling of
employers and includes any calling service, employment, handicraft or industrial occupation
or avocation or workman whether such workman are employed by such employer directly or
by or through any agency including a contractor for the purpose of production, supply or
distribution of goods or services with a view to satisfy human wants or wishes which are
merely spiritual or religious in nature whether or not. :
(a) Any capital has been invested for the purpose of carrying on such activity, or
(b) Such activity is carried on with a motive to make any gain or profit and includes.
(i) Any activity of the dock labour board.
(ii) Any activity relating to the promotion of sales or business or both carried on by an
establishment.
But does not include. :
i. Any Agriculture operation.
ii. Hospitals or Dispensaries.
iii. Educational, Scientific Research or Training institutions.
iv. Institutions owned or managed by organizations wholly or substantially engaged in
any Charitable, Social or Philanthropic service, or
v. Khedi or Village industries, or
vi. Any activity of the Government relating to his Sovereign functions of the
Government.
vii. Any Domestic service, or
viii. Any activity being a profession practiced by an individual or body of individuals, if the
number of persons employed by the individuals or body of individuals in relation to such
profession is less than ten., or
ix. Any activity being carried on by a co-operative society or a club or any other like
body or individuals, if the number or persons employed by the co-operative society, club or
other such body or individuals in relation to such activity is less than 10.

SETTLEMENT MACHINERY/AUTHORITIES UNDER [Link]

1 Works Committee : The works committees are setup where 100 or more workmen are
employed on any day in the preceding twelve months. In such cases the appropriate Govt.
may by general or special order require the employer to constitute in the prescribed manner a
works committee. In the committee equal number of representative of workmen and
management are included. This committee promotes good industrial relation between
workman and employer.
2 Conciliation Officer : The appropriate Govt. may by notification in the official gazette,
appoint such number of persons as it thinks fit, to be conciliation officer, charged with the
duty of mediating in and promoting the settlement of industrial dispute. He may be appointed
for specified areas or for specified industries in a specified area or for one or more specified
industries and either permanently or for a limited period.
3 Boards of Conciliation : The appropriate Govt. as the occasion arises constitute a Board
of conciliation for promoting the settlement of an Industrial dispute.
The board shall consist of one chairman and two or four members as the appropriate Govt.
thinks fit. The chairman shall be independent and other members shall be persons appointed
in equal number to represent the parties to the disputes.
4 Court of enquiry : The court of enquiry is constituted by the appropriate Govt. to
enquire into any matter appearing to be connected with or relevant to an industrial dispute. A
court may consist of one independent person or of such number of independent persons as the
appropriate Govt. may thinks fit and where a court consists of two or more members, one of
them shall be appointed as the chairman.
5 Labour courts : One or more labour courts may be constituted by the appropriate Govt.
for adjudication of industrial disputes relating to the following matters and performing such
other functions as may be assigned to them under this act.:
(a) Propriety or legality of an order passed by an employer under the standing order.
(b) Application and interpretation of standing orders.
(c) Discharge or dismissal of workman including reinstatement of, or grant of relief to,
workman wrongfully dismissed.
(d) Withdrawal of any customary concession or privilege.
(e) Illegality or otherwise of a strike or lock out, and
(f) All matters other than those specified in third schedule.
6 Tribunal : The appropriate Govt. may constitute one or more Tribunals for adjudication of
industrial disputes in accordance with the provisions of this act. The matter concerning the :-
(a) Wages including the period and mode of payment,
(b) Compensatory and other allowances,
(c) Hours of any rest/intervals,
(d) Bonus, profit sharing,
(e) Leave with wages holidays,
(f) Shift working and otherwise.
7 National Tribunals : National Tribunals can be constituted by the Central Govt. by
notification in the official gazette for the adjudication of industrial disputes which in the
opinion of the central Govt., involves questions of national importance or are of such a nature
that industrial establishments situated in more than one state are likely to be interested in or
affected by such disputes. This tribunal shall consist of one person only to be appointed by
the central Govt. The central Govt. may appoint two persons as assessors to advise the
national tribunals in the proceedings before it, if thinks fit so.
Procedure, Powers & Duties of Authorities :
1. Subject to any rules that may be made in this behalf, an arbitrator, a Board, Court, Labour
Court, Tribunal or National Tribunal shall follow such procedure as the arbitrator or other
authority concerned may think fit.
2. A conciliation officer or a member of a Board, or court or the presiding officer of a Labour
Court, Tribunal or National Tribunal may, for the purpose of inquiry into any existing or
apprehended Industrial dispute, enter the premises occupied by any establishment to which the
dispute relates.
3. Every Board, Court, Tribunal shall have the same powers as are vested in a Civil Court
under the code of Civil procedure 1908 when trying a suit. Every inquiry or investigation by
a Board, Court or Tribunal shall be deemed to be a Judicial proceeding within the meaning of
Section 193 & 228 of IPC (45 of 1860).
4. Conciliation officers shall have the same powers as are vested in a Civil Court under the
code of Civil Procedure 1908 in respect of enforcing the attendance of any person and
examine him or of compelling the production of documents.
5. All conciliation officers, members of the Board or Court, Tribunal or National Tribunal
shall be deemed to be public servants within the meaning of Section 21 of the Indian Penal
code.
Duties of Conciliation officers :
1. Where an Industrial Dispute exists or is apprehended the conciliation officer may or,
where the dispute relates to a public utility service and a notice under Section 22 has been
given shall hold conciliation proceeding in the prescribed manner.
2. The conciliation officer shall, for the purpose of brining about a settlement of the dispute,
investigate the dispute and all matters affecting the merits and do all such things for the
purpose of inducing the parties to come to a fair and amicable settlement of dispute.
3. If a settlement of dispute or of any matters in dispute is arrived at in the course of
conciliation proceedings, conciliation officers shall send a report to appropriate Government
or an officer nominated by Government together with a Memorandum of the settlement
signed by the parties to the dispute.
4. If no such settlement is arrived at, the conciliation officer shall as soon as practicable after
the close of the investigation send to the appropriate Government a full report setting forth
the steps taken by him for ascertaining the facts and circumstances relating to the dispute and
reasons on account of which, in his opinion, a settlement could not be arrived at.
5. A report under this section shall be submitted within fourteen days of the commencement
of the conciliation proceedings or within such shorter period as may be fixed by the
appropriate Government.
Duties of Board
Where a dispute has been referred to a Board, it shall be the duty of the Board to endeavour
to bring about a settlement of the same and do all such things as it thiniks fit to come to a fair
and amicable settlement of the dispute.
If a settlement of the dispute is arrived at, the Board shall send a report thereof to the
appropriate Government (within two month or shorter period as may be fixed by the
Government).
If no such settlement is arrived at, Board will send full report including steps takes by the
Board, to the appropriate Government.
On the receipt of a report if appropriate Government does not make a reference to a labour
Court or Tribunal, it shall record and communicate to the parties concerned its reasons
thereof.
Duties of Courts :
A court shall inquire into the matters referred to it and report therein to the appropriate
Government ordinarily within a period of six months from the commencement of its enquiry.
Duties of labour courts, Tribunals & National Tribunals :
Where an industrial dispute has been referred to a labour courts / Tribunals, it shall hold its
proceedings and shall within the specified period, submit its award to the appropriate
Government.
Publication of report and award :
Every report of a Board, Court or Tribunal shall be published within a period of thirty days
from the date of its receipt by the appropriate Government.
Commencement of the award :
An award shall become enforceable on the expiry of thirty days from the date of its
publication. Appropriate Government (Central Government) may, by notification in the
official gazette, declare that the award shall not become enforceable.
Strike in pubic utility services :
Public utility service means.:
1. Any Railway service (for carrying passengers or goods)
2. Any services in major port or dock.
3. Any postal, telegraph or telephone service.
4. Any industry which supplies power, light or water.
5. Any system of public conservancy or sanitation.
6. Any industry specified in Ist schedule of this act.
Workmen are prohibited to go on strikes and employers are also prohibited to declare lock
out except after satisfying certain conditions.
Illegal strike and lock out :
No person employed in a public utility service shall go on strike and no employer carrying
any public utility service shall lock out without fulfilling following conditions (Sec 22 and 23
of this act) :-
1. Without giving six weeks notice before commencing strike.
2. Without 14 days of given such notice.
3. Before the expir of the date specified in such notice.
4. During the pendency of any conciliation proceedings before conciliation officer and
07 days after the conclusion of such proceedings.
5. During the pendenc or proceedings before a tribunal or national tribunal and 02
months after the conclusion of such proceedings.
6. During the pendency of arbitration proceedings before an arbitrator and two months
after the conclusion of such proceeding, where a notification has been issued.
7. During any period in which a settlement or award is in operation in respect of any of
the matter covered by the settlement or award.
Penalty for illegal strikes and lockouts :-
1. Any workman who commences, continues or otherwise acts in furtherance of, a strike
which is illegal under this act, shall be punishable with imprisonment for a term which may
extend to one month or with fine which may be extended to fifty rupees or with both.
2. Any employer who commences, continues or otherwise acts in furtherance of, lockout
which is illegal under this act shall be punishable with imprisonment for a term which may
extend to one month or with fine which may be extended to one thousand rupees or with
both.
Penalty for Instigation etc. :-
Any person who instigates or incites other to take part in, or otherwise acts in furtherance of,
a strike or lockout which is illegal under this act, shall be punishable with imprisonment for a
term which may extend to six months or with fine which may extend to one thousand rupees,
or with both.
Penalty for giving financial aid to illegal strikes and lock outs :–
Any person who knowledgly expends or applies any money in direct furtherance or support
of any illegal strikes and lock outs shall be punishable with imprisonment for a term which
may extend to six months or with fine which may extend to one thousand rupees, or with
both.
Penalty for breach of settlement or award :-
Any person who commits a breach of any term of any settlement or award, which is binding
on him under this act, shall be punishable with imprisonment for a term which may extend to
six months, or with fine, or both and where the breach is a continuing one, with a further fine
which may extend to two hundred rupees for every day during which the breach continues
after the conviction for the first and the court trying the offence, if it fines the offender, may
direct that the whole or any part of the fine realised from him shall be paid, by way of
compensation, to any person who, in its opinion, has been injured by such breach.

***
 FACTORY ACT 1948
Factory Act (23rd September 1948) has given effect from 01.04.1949. It regulates the labor of
factories and also regularize the various obligations that an “Occupier” has to fulfill in
connection with Health, Welfare, safety, Hours of employment, leave, over time, rest etc.
This Act applies to all Railway Workshops & Production Units but does not extended to
Loco Sheds & C&W Depots.
FACTORY: Factory means any premises –
1. Where ten or more workers are working, or were working on any day of the preceding
twelve months and in any part of which a manufacturing process is being carried on with the
aid of power., or
2. When twenty or more workers are working or were working on any day of preceding
twelve months and in any part of which a manufacturing process is being carried on without
the aid of power.
Worker: Worker means a person employed, directly or by or through any agency (including a
contractor) with or without the knowledge of the principal employer, whether far
remuneration or not, in any manufacturing process or in any kind of work incidental to but
this does not include any member of the armed forces of the union.
MANUFACTURING PROCESS: Means any process for -
1. making, altering, repairing, ornamenting, finishing, packing, ceiling, washing, cleaning,
breaking up or adopting any article or substance with a view to its use, role, transport,
delivery or disposal, or
2. Pumping oil, water, sewage or any other substance, or
3. Generating, transforming or transmitting power.
OCCUPIER: Occupier of a factory means the person who has ultimate control over the affairs
of factory. Every occupier shall ensure, so far as is reasonably practicable, the health, safety
and welfare of all workers while they are at work in the factory.
In the case of a factory owned or controlled by the central Govt. or any state Govt. or any
local authority, the person or persons appointed to manage the affairs of the factory by the
central Govt., the state Govt. or the local authority, as the case may be, shall be deemed to be
the occupier.
DUTIES OF THE OCCUPIER: every occupier shall ensure, so far as is reasonably
practicable, the health, safety and welfare of all workers while they are at work in the factory.
INSPECTIONS: The state Government may, by notification in the official gazette, appoint
such persons as possess the prescribed qualification to be inspectors for the purpose of this
Act and may assign to them such local limits as it may think fit.
POWERS OF INSPECTORS: Subject to any rules made in this behalf, an inspector may,
within the local limits for which he is appointed. –
1. Enter any place which is used, or which he has reason to believe is used as a factory.
2. Make examination of the premises, plant, machinery, article or substance.
3. Inquire into any accident or dangerous occurrence and take on the spot or otherwise
statements of any person which he may consider necessary.
4. Require the production of any prescribed register/documents relating to factory.
5. Seize, or take copies of any register, record or other document.
6. Direct the occupier that any premises or any thing lying therein, shall be left
undisturbed.
7. Take measurement and photographs and make such recordings as he considers necessary
for the purpose of any examination.
8. In case of any article or substance found in any premises, which appears to him as having
caused or is likely to cause danger to the health or safety of the worker, direct it to be
dismantled and take possession of such article and detain it for so long as is necessary.
9. Exercise such other powers as may be prescribed.
HEALTH:
I. CLEANLINESS – (sec. 11)
1. Every factory shall be kept clean and accumulation of dirt and refuse shall be removed
daily by sweeping and the floors of every workroom shall be cleaned at least once in every
week by washing, using disinfectant or by some other effective method.
2. All inside walls and partitions, all ceilings of rooms, sides and tops of passages and
staircases shall be repainted or revarnished at least once in every period of five years and in
other cases, be kept whitewashed, or color - washed at least once in every period of fourteen
months.
3. All doors and windows shall be kept painted at least once in every period of five years.
II. DISPOSAL OF WASTES AND EFFLUENTS - (sec. 12)
Effective arrangements shall be made in every factory for the treatment of wastes and
effluents due to the manufacturing process carried on therein, so as to render them innocuous
and their disposal.
III. VENTILATION & TEMPERATURE - (sec 13)
(i) Effective and suitable provision shall be made in every factory for adequate
ventilations by the circulation of fresh air and
(ii) Such a temperature as will secure to workers therein reasonable conditions of comfort
and prevent injury to health.
IV. DUST & FUME - (sec. 14)
In every factory effective measures shall be taken to prevent accumulation of dust and fume
in any workroom and necessary exhaust appliances shall be applied.
V. ADRTIFICIAL, HUMIDIFICATION - (sec. 15)
In respect of all factories in which the humidity of the air is artificially increased, the water
used for the purpose shall be taken from a public supply or other source of drinking water.
VI. OVERCROWDING - (sec. 16)
No room in any factory shall be overcrowded to an extent injurious to the health of the
workers and there shall be in every workroom of a factory in existence of the date of
commencement of this act, at least 9.9 cubic meters and of factory built after the
commencement of this act at least 14.2 cubic meters of space for every worker employees
therein.
VII. LIGHTING - (sec.17)
In every part of a factory where worker are working or passing, there shall be provided and
maintained sufficient and suitable lighting, natural or artificial, or both.
VIII. DRINKING WATER - (sec. 18)
In every factory effective arrangements shall be made to provide and maintains at suitable
points for sufficient supply of drinking water. All such points shall be legibly marked
“Drinking water” in a language understood by a majority of the workers and no such point
shall be situated within six meters of any Washing place, urinal etc. and where more than two
hundred and fifty workers are ordinarily employed, provision shall be made for cooling
drinking water during hot weather.
IX. LATRINES & URINALS - (sec.19)
In every factory sufficient latrine and urinals accommodation, separately for male and female,
shall be provided conveniently situated and accessible to workers. All such accommodation
shall be adequately lighted, ventilated and be maintained in a clean and sanitary condition at
all time.
X. SPITTOONS - (sec. 20)
In every factory there shall be provided a sufficient number of spittoons in convenient places.
SAFETY
I. FENCING OF MACHINERY - (sec. 21)
In every factory every moving part of a prime mover, every fly wheel connected to a prime
mover and every dangerous part of any machinery shall be securely fenced by safeguards.
II. WORK ON OR NEAR MACHINERY IN MOTION - (sec. 22 & 23)
Where in any factory, while the machinery is in motion, operations or examination of that
machine shall be made or carried out only by a specially trained adult male worker wearing
tight fitting clothing (which shall be supplied by the occupier) and no woman worker or
young person shall be allowed on such machines.
III. STRIKING GEAR & DEVICES FOR CUTTING OF POWER - (sec.24)
In every factory suitable devices for cutting off power in emergencies from running
machinery shall be provided and maintained in every workroom.
IV. SELF ACTING MACHINES AND CASING OF NEW MACHINERY – (sec. 25,26)
(a) No traversing part of a self acting machine in any factory and no material carried
thereon shall, if the space over which it runs is a space over which any person is liable to pass
in the course of employment be allowed to run on its outward or inward traverse within a
distance of 45 cm. or any fixed structure which is not part of machine.
(b) Every set screw, bolt or key on any revolving shaft, spindle, wheel or pinion shall be
so sunk, encased or otherwise effectively guarded as to prenent danger.
V. PROHIBITION OF EMPLOYMENT OF WOMEN & CHILDREN NEAR COTON
OPENERS - (sec.27)
No women or child shall be employed in any part of a factory for pressing cotton in which a
cotton is at work provided that if the feed-end of a cotton opener is in a room separated from
the delivery end by a partition extended to the roof, women and children may be employed on
the side of the portion where the feed- end is situated.
VI. HOISTS & LIFTS - (sec. 28)
Every hoist and lift shall be of good mechanical construction, properly maintained and shall
be thoroughly examined by a competent person at least once in every period of six months &
a register containing such information should be kept..
VII. LIFTING MACHINES, CHAINS, ROPES & LIFTING TACKLES- (sec. 29)
All parts, Including working gear of every lifting machine and every chain, rope shall be of
good construction, properly maintained and thoroughly examined by a competent person at
least once in every period of twelve months and a register containing such information should
be kept.

VIII. REVOLVING MACHINERY- (sec. 30)

Effective measures shall be taken in every factory to ensure that the safe working peripheral
speed of every revolving vessel, cage, basket, pulley, disc or similar appliance driven by
power is not exceeded.
IX. PRESSURE PLANT- (sec. 31)
If in any factory any plant or machinery is operated at a pressure above atmospheric pressure,
effective measures shall be taken to ensure that the safe working pressure of such plant or
machinery is not exceeded.
X. FLOORS, STAIRS & MEANS OF ACCESS - (sec. 32)
In every factory all floors, steps, stairs, passages and gangways shall be sound construction,
properly maintained and shall be kept free from obstructions and substance likely to cause
persons slip.
XI. PITS, SUMPS, OPENINGS IN FLOORS ETC. - (sec.33)
In every factory every fixed vessel, sump, tank, pit or opening in the ground which may be a
source of danger, shall be either securely covered or fenced.
XII. EXCESSIVE WEIGHT - (sec. 34)
No person shall be employed in any factory to life, carry or more and load so heavy as to
likely to be cause him injury.
XIII. PROTECTION OF EYES - (sec. 35)
Goggles shall be provided for the protection of persons employed in respect of any such
manufacturing process carried on risk to the eyes by reason of exposure to excessive light as
fragments thrown off.
XIV. PRECAUTION AGAINST DANGEROUS FUMES, GASES ETC.- (sec. 36)
No person be required/allowed to enter any chamber, task, vat, pit, pipe, flue or other
confined space in any factory in which any gas, fume, vapor or dust is likely to be present to
such an extent as to invalue risk to persons being overcome thereby and a certificate inwriting
has been given by a competent person based on a test carried out by himself that the space is
reasonably free from dangerous gases, fumes explosive or inflammable.
XV. PRECAUTIONS REGARDING THE USE OF PORTABLE ELECTRIC LIGHT- (sec. 36A)
In any factory no portable electric light or any other electric appliance of voltage exceeding
twenty four volts shall be permitted to use inside any chamber, tank, vat, pit, pipe, flue or
other confined space unless adequate safety devices are provided and, if any inflammable
gas, fume or dust is likely to be present in chamber etc, no lampor light other than that of
flameproof construction shall be permitted to be used therein .

XVI. EXPLOSIVE OR INFLAMMABLE DUST, GAS ETC. - (sec.37)

Where in any factory any manufacturing process produces dust, gas, fume or vapour of such
character and to such extent as to be likely to explode on ignition, all practicable measure
shall be taken to present any such explosion.
XVII. PRECAUTIONS IN CASE OF FIRE - (sec. 38)
In every factory all practicable measures shall be taken to prevent outbreak of fire and its
spread, both internally and externally.
Effective measures shall be taken to ensure that in every factory all the workers are familiar
with means of escape in case of fire and have been adequately trained in the routine to be
flouted in such cases.

XVIII. POWER TO REQURE SPECIFICATIONS OF DEFECTIVE PARTS OR TESTS OF

STABILITY - (sec. 39)
If it appears to the inspector that any building / part of ways/machinery or plant in a factory is
in such a condition that it may be dangerous to human life or safety, he may order occupier or
manager to furnish drawings of such building, way, machine etc. or to carry out such tests in
such manner as may be specified in the order.
XIX. Safety Officers - (sec. 40B)
In every factory where 1000 or more workers are ordinarily employed, safety officer must be
nominated by the occupier, if so required by the state Govt.
WELFARE
I. WASHING FACILITIES - (sec.42)
In every factory adequate and suitable facilities for washing, separately for male and female
workers, shall be provided and maintained for the use of the worker therein.
II. FACILITIES FOR STORING & DRYING CLOTHS - (sec. 43)
In every factory suitable places should be provided for keeping clothing not worn during
working hrs. and for the drying of wet clothing.
III. FACILITIES FOR SITTING - (sec. 44)
In every factory suitable arrangements for sitting shall be provided for all workers obliged to
work in a standing position, in order that they may take advantage of any opportunities for
rest which may occur in the course of their work.
IV. FIRST AID APPLIANCES - (sec. 45)
There shall in every factory be provided and maintained first aid boxes. The number of such
boxes shall not be less than one for every one hundred and fifty workers and where more than
five hundred workers are employed there shall be provided an ambulance room containing
the prescribed equipment and medical and nursing staff.
V. CANTEENS - (sec. 46)
Factory wherein more than two hundred and fifty workers are ordinarily employed, a canteen
shall be provided and maintained by the occupiers for the use of workers.
VI. SHELTERS, REST ROOMS & LUNCH ROOMS - (sec.47)
In every factory wherein more than 150 workers are employed, adequate and suitable shelters
or rest rooms and a suitable lunch room with provision for drinking water where worker can
eat meals brought by them, shall be provided for the use of the workers and where a lunch
room exists, no worker shall eat any food in the work room.
VII. CRECHES - (sec.48)
In every factory wherein more than 50 women (w.i.f. 26.04.1976) workers are ordinarily
employed there shall be provided suitable room or rooms for the use of children under the age
of six yrs. Of such women. The crèches shall be made under the charge of women trained in
the care of children.
VIII. WELFARE OFFICER - (sec.49)
In every factory wherein 500 or more workers are employed the occupiers shall employee in
the factory such number of welfare officer as may be prescribed.
WORKING HOURS OF ADULTS
I. HOUR OF WORK - (sec.51)
48 hrs. in a week, 09 hrs. in a day, period of work shall not exceed 05 hrs. at a time, an
interval of half an hour shall be given. The spread over including rest period shall not be
spread for more than 10½ hrs. in a day. Overtime be paid at the rate of twice of his/her
ordinary rate of wages.
II. REST DAY - (sec.52)
If a worker work continuously for 06 days he shall be entitled for one day rest and if rest
cannot be given than 11th day must be granted rest. Rest can be granted either three day in
advance or three days later. Normally rest should fall on Sunday.
III. NOTICES TO BE DISPLAYED
1. Notice specifying number of maximum workers working.
2. Notice of rest day.
3. Notice of holidays and cancellation, if any.
4. Duty Rosters.
5. Abstract of Act.
6. Notice of payment day.
7. Name and the address of inspector and surgeon.
ANNUAL LEAVE WITH WAGES - (sec.78)
Every worker who has worked for a period of 240 days or more in factory during a calendar
year shall be allowed during the subsequent calendar year leave at the rate of one day for
every twenty days of work performed by him during the previous calendar year.
Note – Provision of this section shall not apply to workers in any factory of any railway
administered by the Govt., which are governed by leave rules approved by the Central Govt.
(sec. 78/2)
GENERAL PENALTY FOR OFFENSE - (sec. 92)
Save as is otherwise expressly provided in this act, if in, or in respect of any factory there is
any contravention of any of the provision of this act, the occupier and manager of the factory
shall each be guilty of an offense and punishable with imprisonment for a term upto two
years or with fine upto one lakh rupees or both, and if the contravention is continued after
conviction, with a further fine upto one thousands rupees for each day on which the
contravention is so continued.
***
 STRUCTURE OF RAILWAY ACCOUNTS

Finance Commissioner

Addl. Finance Commissioner

Financial Advisor & Chief Accounts Officer / Genl.

FA&CAO FA&CAO FA&CAO

(Budget & Expd.) (WST) (Construction)

Dy FA&CAO Dy FA&CAO Dy FA&CAO

Divisional Level

Senior Divl. Finance Manager /Divl. Finance Manager

Asstt. Divl. Asst. Financial AFA/TA Divl. Cashier

Finance Manager Advisior/Workshop (Non Gazetted)

Structure of Accounts on Divl. Level

1. Sr. section Officer

2. Accounts Assistant
3. Junior Accounts Assistant
4. Accounts Clerk
5. Record Lifter
6. Record Sorter
7. Daftari
8. Waterman
9. Peon
10. Farash
Various Sections in Accounts Office

1. Admn. Section
2. Books & Budget
3. PF
4. Pension
5. Establishment
6. Expenditure
7. Fuel
8. Finance
9. Inspection
10. Efficiency
Admn. Section :- When a bill received from any executive officer to Accounts office the
same is entered in a register & provided a cash order no. to which mean the bills, pay sheets
etc. have been received for payment in accounts office, and the same are to be passed within
the days fixed for each voucher by the respective sections to which it relates after every 10
days . A report to is to be prepared which show that the O/S bills. Which have not been passed
within a stipulated time fixed for the same. The said report is called 10 days report prepared
by the staff who has been deputed the work of receipt of bills, pay sheets etc. etc. & entered
in Co6 register.
Those bills, pay sheets & PF withdrawl etc. etc. are not passed within stipulated time,
proper reasons are to be entered in Co6 register or if the vouchers are returned to the executive
officer, with certain observations the same are not taken into 10 days report. On receipt of
bill concerning staff sent to respective section for disposal . If the bills are in order, the same
are passed with a Debit & Credit summary & detail of cheque to be prepared known as Co7
duly signed by the concerned Accounts Officer & sent to Books section for preparation of
cheques, on the basis of Co7 monthly cash book is prepared which helps in preparing the
account.
Books & Budget :- Basically on Indian Railways the preparation of budget & controlling of
Budget is comes under Engg. Deptt. Of Railway, but the same is controlled by the Accounts
Deptt. For which Accounts Deptt. Has got various tools viz. monthly financial review,
August Review, 1st modification & then final modification simultaneously Books section
submit monthly accounts of every month in the following month to which it relates. In end of
every financial year an annual accounts is submitted to HQ’s office of zonal rly. & then zonal
rly. to the Rly. Bd. After submission of annual accounts, each Rly. Submit an appropriation
account which includes the comparison of original budget with expenditure & final budget
allotment with the actual expenditure in a year similarly the bills passed by various sections
& Co7 prepared are sent to Books section, where cheques are prepared & sent to cash office
for disposal.
Preparation of budget, Approximate account, Account current & appropriation accounts are
the main part of books & Budget section.
Demand for Grants
(i) Revenue demands : Revised demands for Grants was in force w.e.f. 1.4.79 Railways are
Govt.
undertaking and a budgetary structure with an entirely commercial basis is difficult to built
over a department system.
The demand for grants presented in two parts.
Part-I- All Railways.
Part-II-Individual Railway Units.
Each part has 3 sub divisions
i) Sub-Heads- of Demand representing major functional activities.
ii) Detailed Head- represents further break up of the activity classification i.e. identifying
the expenditure in greater detail.
iii) Primary Units- (object of expenditure) identifying “What” the expenditure denotes i.e.
salary, wages, Allowances, Materials, Contractual etc. etc.
The following are the restructured Demands for grants.
Part I – All Railways :-
01- Railway Board
02- Misc. Expenditure-(RDSO, DCW, DLW, RRB, Staff College of Vadodara &
Statutory Audit)
Part II – Individual Railway Units :-
A03- General Superintendence & Services.
B04- Repair & Maintenance of [Link] & works of Srvice Buildings & Track.
C05- Repair & Maintenance of Locomotives (POH & IOH)
D06- Repair & Maintenance of carriage & wagons
E07- Repair & Maintenance of Plant & equipments.(Elect, S&T, Loco Running, Engg, etc.
etc.)
F08- Operating Expenses- Rolling Stock & equipment.
G09- Opeating Expenses- Traffic & Commercial.
H10- Operating Expenses- Fuel.
J11- Staff Welfare & Aminities & Medical Expenses.
K12- Misc. Working Expenses,-(RPF, GRP, Canteen Staff, Works man Compensation &
all type of compensation.
12N- Suspense (RMA, Deposit & D.P)
L13- Retirement/Benefits.
13`0`- Govt. Contribution to New Pension Scheme.
14M- Appropriation to Funds.
15- Dividend to General Revenue & Repayment of loan taken from Genl. Revenue.
Primary Units (objects) of Expenditure
01. Salaries and Wages
02. Dearness pay and Dearness Allowances
03. Productivity Lined Bonus
04. House Rent Allowance
05. Compensatory (City) Allowance.
06. Interim Relief.
07. Transport allowance
08. Matching Contribution of Central Government towards Defined Contribution Pension
09. Wages of Casual labour.
10. Kilometer allowance
11. Night duty allowance
13. Other allowances.
14. Fees and honorarium.
15. Transfer allowance
16. Travelling expenses
17. Air Travel Expense sanctioned in lieu of privilege passes
18. Officer Expenses
19. Rental for P & T Telephone and call charges including Trunk Calls
20. Advertising Expenses
22. Utilities-Water, Electricity; etc.
23. Rental for office equipment (other than Data Processing)
24. Printing and Stationery including Publications.
27. Cost of materials from stock
28. Cost of materials- Direct purchase
31. Fuel for other than traction
32. Contractual payments-(This primary unit may be used for works and handling
contracts and contracts for Engineering supplies of materials etc. while all other direct
purchase of other stores will be booked under Primary unit 28).
33. Transfer of debits/credits from other units-(This primary unit may be used for
classifying. Transfer debits/credits other than for Stores debits/credits received from
Stores Accounts in which case Primary Unit 27 may be used)
34. Adjustment of Wages on POH and Other repairs from WMS Account to Revenue
Heads.
35. Adjustment of materials on POH and other repairs from WMS to Revenue Heads.
36. Excise duty paid/payable for purchase of materials.
37. Customs duty paid/payable for purchase of materials.
38. Sales Tax paid/payable for purchase of materials
39. Air Travel (Domestic)
40. Air Travel (Foreign)
41. Value Added Tax
50. Cost of computer hardware/system, Software/application software including
expenditure on excise/customs and sales tax; IT related consultancy contracts, cost of
up gradation i.e. one time expenditure not being of recurring nature.
51. Cost of computer consumables (ribbons, cartridges etc.), discs; tapes; floppies;
computer stationary etc., rental of computers and AMC i.e. all expenditure of
recurring nature.
99 Other Expenses.
(ii) Capital (Demand No. 16)
Similarly the Revised classification of expenditure on works- irrespective of whether
they are charged to capital, DRF, DF, OLWR & SF will come under a Single group of
classification in line with demand-16, viz. Assets-Acquisition, construction & Replacement.
The classification of works expenditure is in the form of 6 digits - 4 digits denotes detailed
head of account & the last two digits are object of expenditure (Primary units)
The source of financing is indicated in alpha according to the source of financing which is
detailed as under :
P for Capital,
Q for DRF.
R for OLWR
S for DF
SF for Safety fund.
In works expenditure. The (Plan heads form the sub-heads of demand) will represent minor
heads of Accounts. For example. P-1131-03 Payment to contractors in a new line project.
P-1131-01- Wages of departmental establishments in a project.
P-1131-05- Materials drawn from stock.
P-1131-04- Materials directly Purchased.
In view of above, it is clear that the sub-heads & detailed head. (1131) denotes the function of
work and that too we further detail. Primary units i.e. 01, 02, 03, 04, 05, are denotes as object
of work i.e. salary, wages, contractual, store supply & direct purchase etc. etc.
CLASSIFICATION OF CAPITAL AND OTHER WORKS EXPENDITURE
Summery at Minor Heads of Classification showing Plan Head Codes for Works
Expenditure.
11 New Lines(construction) 41 Machinery and Plant
12 Purchase of new lines 42 Workshops including production Units
13 Restoration of dismantled lines 51 Staff Quarters
14 Gauge conversion 52 Amenities for staff
15 Doubling 53(i) Passenger amenities
16 Traffic facilities- Yard remodelingand others. (ii) Other Railway Users amenities.
21 Rolling stock 61 Investment in Government
Commercial undertaking-Road services

31 Track renewals 62 Investment in Government Commercial

undertakings-Public undertakings.
32 Bridge work 64 Other specified works
33 Signaling and Telecommunication works 71 Stores suspense

34 Taking over of line wires from P & T Department 72 Manufacturingsuspense.

35 Electrification projects 73 Manufacturing suspense

36 Other Electrical works 81 Metropolitan Transport Projects
Primary Units (objects) of expenditure for Works :-
1) Pay and allowances of Department Establishment 01
2) Payment to Casual labour 02
3) Payment to Contractors and others for Engineering works or supply and erection contracts etc.
03
4) Direct supply of material 04
5) Stores supplied from stock 05
6) Freight on stores 06
7) Credits for released material 07
8) Others 08
9) Transfer of debits/credits affecting capital works expenditure/suspense accounts 09
10) Productivity Linked Bonus 10
11) Excise duty paid/payable for purchase of materials 11
12) Custom Duty 12
13) Sales Tax 13
14) Interim Relief 14
15) Travelling Expenses 15
16) Air Travel (Domestic) 16
The debit & credit of the works expenditure i.e. capital, DRF, DF, OLWR, are as under:
(i) – Capital- (A) Capital credited with the cost of capital of an assets (Other then land) which
is abandoned Debited or disposed of without being replaced.
(A) Cost of sale of land.
(B) Difference of cost of Assets replaced through DRF and original cost chargeable to
capital.
(C) Cost of labour originally incurred in laying the assets. Or parts when such items are
subsequently transferred for use on a new work.
(D) Original cost debited to capital of an asset replaced at the cost of OLWR.
(ii) DRF: (Depreciation Reserve Fund)- This fund is credited with the disposal of
material, originally cost debited to capital or the material released from a work
replaced at the cost of DRF. DRF is debited to the work related to replacement,
renovation of assets , Whose original cost charged to capital.
(iii) DF. (Development Fund). DF. (Development Fund credited with amount transferred
from RPF (Revenue Reserve Fund), debited with the cost of assets on abandoned and
original cost earlier debited to DF.
(iv) OLWR. (Open Line Works Revenue)- Credited with the cost of amount realized from
the assets not charged to OLWR.
Debited with
(i) works not related to passenger amenities.
(ii) Un remunerative works for improvement of operational efficiency costing not more
than 3 lakhs.
(iii) The replacement work which are not chargeable to Cap, DRF & Revenue.
Provident Fund Section :- This section maintained the debit & credit of Provident
Fund of each employee. On completion of one year after appointment a recovery of
1/12 of basic pay is made from the salary of each employee & deposited (credited) to
PF account & whenever employee takes loan from PF (temporary / permanent)
according to rules framed for the same that amount is debited from employees PF
account. Each employee provided a PF number, which remains permanent in his
entire service from 1st Jan. 2004 the PF contribution has been stopped & NPS scheme
has been introduced in which every month 1/10th amount from each employee is
recovered. This is applicable to the employees who appointed after 01.01.2004 .
Pension:- Pension Section deals all the matters related to the Settlement of an employee
whether Superannuation, Voluntary, Compulsory & death case. This section
deals with gratuity, Commutation & Pension / Family Pension etc.
Establishment :- In accounts Deptt. Establishment Section deals with the regular &
supplementary Paysheets, of all railway employees except the staff of statuary
Audit. Establishment section is dived in two different part .
(i) Establishment (Gazetted)
(ii) Establishment (Non- Gazetted)
In this section, cader register, scale check register, suspense registers, of Loans
& Advances are maintained GIS, Leave salary etc. – etc. are also dealt with in
Estt. Section.
Expenditure :- Expenditure section deals with all the expenditure matters related to outside
parties whether in the form of contractual or supplier bills. In addition to it Capital account is
posted & maintained in Expenditure section. Expd. Section also deals the matters related to
bills recoverable from various deposit works & also from other deptts.
Canons of Financial Propriety
Each & every normal or lay man in his personal life make a plan before any type to
expenditure proposed to be incurred. Before spending always thinks the proposed
expenditure are necessary
or can be avoided and if can not be avoided, the proposed expenditure are beneficial or
otherwise.
If proposed expenditure is beneficial then how much benefit/profit /remuneration
Will be gained after total expenditure .
The Railway is a Govt. Owned commercial organization and Railway has to spent a huge
amount to maintain/upkeep the assets acquired and also spent to provide the facilities to
passenger/staff. As such to run efficient working of Railway it is to be worked out that there
must b e a minimum profit against the expenditure, so done or proposed to be done.
The Railway administration must have a proper financial justification with that of
remunerations before any expenditure on the basis of following principles.
A. In any case the expenditure may not be increased from the required amount and each
& every Railway authorities must be vigilant as he is spending his personal amount.
B. Sanctioning authority while sanctioning the proposal for expenditure, it may be kept
is mind that the proposal directly or indirectly not benefited to any person.
C Sanctioning authority while sanction the proposal for expenditure must be drawn or
does not passed such an orders which directly or indirectly benefited to a particular
person or caste.
D Govt. Revenue shall not be used for a particular person/caste subject to:
(i) the amount of expenditure is negligible
(ii) the amount of expenditure in the court of law,
(iii) the expenditure is according to policy.
E To meet with the special nature of expenditure that doesn’t become the source of
income viz T.A. (Travelling allowance) etc. etc.
Awards of works in Works Programme
Works Programme : All the projects/works which are proposed to be included/executed in
ensuing financial year are proposed through estimates for inclusion after sanction by the
competent authority & similarly acquiring of machine & plants are also proposed to be
acquired in after sanctioned by the competent authority.
The civil work related to Engineering works included in a book is called pink book and
Machine & Plant acquired are included in M&P Programme.
Inclusion in Works Programme & Pink book the proposals are prepared through in estimate.
The estimates are of 07 types.
(i) Abstract Estimate : To obtain an administrative approval an abstract estimate is prepared.
(ii) Detailed Estimate :- If proposed work is sanctioned by the competent authority and
included in Pink Book/M&P Programme a detailed estimate is prepared & vetted by the
associates finance before execution of work.
(iii) Supplementary Estimate : These estimates are prepared for any items of work which
ought to have been included in the first instance in the estimate already sanctioned but has not
been included or which it is found later should be considered as being integral part of the
work or scheme already sanctioned.
(iv) Revised Estimate:- Revised estimates are prepared where it becomes apparent that the
expenditure on a project or work is likely to exceed the amount provided for in the main
estimate.
(v) Project Abstract Estimate : It is an abstract estimate of project and is prepared to have
the administrative approval to the project proposed to be undertaken.
(vi) Construction Estimate : It is just similar to the detailed estimate for all kinds of works
included in a project.
(vii) Completion Estimate : These estimate are prepared in supersession of construction
estimates. It shows in a tabular form the following particulars:-
(i) Amount of sanctioned estimate.
(ii) Actual expenditure on all the works up to the date of the construction estimate.
(iii) Commitments on that date
(iv) Anticipated further outlay.
(V) Total estimated cost.
(vi) Difference between the sanctioned estimate & the estimated cost.
Works, Contracts & Agreements :
When it is decided to execute any work and included in works Programme/M&P, the
work are executed to obtain a competitive rates the tenders are invited. The tenders on
Railway are of three types :-
(i) Open tenders. (ii) Limited Tenders. (iii) Single Tenders.
(i) Open tender : Open Tenders are invited through published in local/state level newspapers,
in which each & every contractor can filled in the tenders. All tenders shall be accompanied
with the earnest money @ 2% of estimated cost in the shape of FDR, DD & Cash deposit etc.
etc. If tender’s estimated cost is more than 10 lakhs, the tenders must accompany the
credentials as under:-
(a) A similar nature of work costing 35% of estimated cost in last 3 financial year shall be
executed.
(b) A total work over shall be 150% of estimated cost in last three financial year.
(ii) Limited Tender : Limited ender are invited from the approved list of contractors’ who
registered in different categories. Viz A,B,C and So on.
(iii) Single Tender : Single Tenders are invited from a single firm ( manufacturer or
monopolized items). For Single Tender prior approval of G.M. is required before invitation
of tender.
The open tender shall be sent to CPRO for publication in Newspaper & upload on Railway
Website. (Rail net).
After opening the tenders the tender committee being 3 members which are :
(a) Convener must be the officer to which is tender is related.
(b) Accounts Officer.
(c) Third Member – nominated by the competent authority.
 The tender committee sanctioned the rates quoted by the tender, with that of
credentials & financial status etc. etc. after discussion & scrutiny of credentials submitted by
the tenderer and submit their report to accepting authority.
On acceptance an acceptance letter is issued through the signature of head of branch
to which it relates
On receipt of acceptance letter successful tenderer has to submit the performance
guarantee issued by the Bank or FDR @5% of accepted cost. Within 15 days from the date
of issue of acceptance letter.
The earnest money @ 2% of unsuccessful bidder is returned.
Fuel Expd. Sec. :- Fuel expd. Section deals & prepare monthly fuel account after receiving
the monthly receipt & issue statement from various Diesel shed / fuel point of Division Fuel
section raised/accepted the debits received / issued fuel to different Locos of different
Division/Rly. And also prepare a monthly fuel a/c submitted along with account prepared by
the Books sec.
Inspection & Efficiency :- Accounts office is to check the subordinate executive offices as
per schedule programme and all section are allotted monthly inspection of a subordinate
offices and after inspection, inspecting officer submitted the report in inspection Section
Inspector section follow up/chase up with executive officer for closure of paras /observations
raised during inspections.
Statutory Audit
The Comptroller & Auditor General of India is the final Audit authority in India.
Comptroller & Audit or General of India is responsible for the audit of accounts of Indian
Railways.
The form in which the accounts of the Indian Railway are to be kept and any changes in the
accounts classification affecting the recording of expenditure in the finance & Revenue
accounts of the Govt. of India are also Subject to the approval of CAG.
For the audit of Railway Accounts the CAG is assisted by the Additional Deputy Comptroller
& Auditor General (Railway) and under the additional Deputy Comptroller & auditor General
are the Directors of Audit of Indian Railways who
are responsible to see on their Railway.
(i) the system of accounts used by the internal check authority is correct.
(ii) the method of check applied at every stage of the accounts is sufficient.
(iii) the accounts are maintained properly, and that arrangements exist in Accounts Offices to
ensure attention to the financial interests of the Railways on the part of all concerned.
These objections are achieved by a percentage check to be applied to the vouchers and other
connected records of the Accounts Office and also by inspection of the initial records and
documents on the spot. During Post audit of paid vouchers, if any irregularities are observed
or any deviation in policy is observed, the Director Audit raised a Rough Audit note against
the officer concerned and a copy of the same is sent to the Accounts Officer for necessary
action If Rough Audit note is not decided within stipulated time, the same is converted in to
the Audit note Pt-II ( in case of regulations valued upto Rs. 5 lakh)
If the irregulaties are observed amounting to more than Rs.5 lakhs and upto Rs.10 lakhs a Pt-I
Audit note is framed against the executive department to which the
irregularities have been detected with the copy of the same is forwarded to the associated
accounts.
On receipt of Rough Audit Note, Audit Note Pt-II & Audit Note-Pt-II, in accounts office, the
irregularities intimated by the Director Audit is informed to respective executive authorities
to settle the same through a Tripartite meeting with Director Audit.
In case of serious irregularities or loss of huge amount to he Railway administration detected
during post audit, a draft para is framed which is prepared in 6 copies signed by the PAD
(Principal Director of Audit) and sent to G.M. at his personal address, respective Head of
Department to that branch it relates one copy of the same send to FA&CAO, one copy to
additional Deputy Comptroller of Auditor General and a copy kept as office copy. On receipt
of Draft para., G.M. discussed the matter with the Head of Department of the branch and also
with the FA&CO and draw a draft reply and send it to the Addl. Deputy Comptroller &
Auditor General or make necessary recoveries of payment from the salary of respective Head
of Department or directly affecting officer.
If the Deputy Addl. Comptroller & Auditor General is not satisfied with the draft reply
received from the General Manager the matter is taken to the notice of the Comptroller &
Auditor General of India, who submitted to the Public Account Committee (PAC) & in the
House of Parliament.
Similarly Director Audit may inspect the various/different offices of Railway & check the
documents with related to the extant orders. During course of inspection, if any deviation or
irregularities is observed the same is advised to the concerning branch officer through Audit
inspection report & simultaneously accounts officer is also advise to take necessary action on
the issues raised.
Similarly there is a statuary Audit Deptt. in Rly. Deptt. work under CAG & have an
independent identify. The staff of audit Deptt. also conduct the inspections of executive
Deptt. and also post audit the vouchers passed by the Accounts Deptt.
If any procedural error or any excess payment irregulaties observed during inspection or post
audit of paid vouchers the same as taken in Audit note, pt- I, pt- II special letters etc. and sent
to Accounts Deptt. & also executive office to settle the same.
***
 INDUSTRIAL RELATION

PERMANENT NEGOTIATING MACHINERY

A Machinery set up with a view to maintain contact with organized labour and resolve dispute
and differences arising between organized labour and the administration is called “Permanent
Negotiating Machinery”. It was found by Shri V.V. Giri in the year 1951.
PNM is found to keep contact between Railway, employees and Railway Officers. Consultation
is done on the employee’s problems in PNM and acceptable solutions of the problem is find out.
WORKING : PNM meetings are arranged in three tiers. Viz. : (Para 2615 IREM-II)

1. At the Railway Level

a. Division or Workshop
b. Head Quarters office
In this the recognized union will have access to Divisional/Workshop officers and subsequently to
officers at the Headquarters including the General Manager.
2. Railway Board’s Level : In case the matters are not settled at Railway level, they will
be taken up by the federation of Indian Railway men with the Railway Board.
3. The Tribunal Level : In cases where agreement is not reached between the
federation and the Railway Board and the matter are of sufficient importance, reference be made
to the Adhoc Railway Tribunal comprised of representatives of Railway administration and
federation presided over by a neutral Chairman.
PROCEDURE: Procedure of working of PNM at different level is as under:
SNo Level Chairman Convener Meetings Representa- Details
tion of Union
Member
1 Divisional/ DRM / [Link]/ Once in 20 Divin. * 1. Separate meetings with
Work- [Link] DPO/ 2 months 15 W/Shops both recognized Unions .
shop SPO/APO +1 (extra slot 2. Individual cases will not
in W/Shop for women)* be discussed DRM can
discuss any time without
notice.
2. Head Qrts. GM CPO Once in 20 * 1. Separate meetings with
office 3 months +2(extra slot both recognized Unions.
for women)* 2. Prior approval of GM is
necessary for item to be
discussed. GM can discuss
any item without notice.
3. Individual cases can not
be discussed.
4. In the absence of GM,
CPO will be the Chairman.
3 Rly. Bd. Member Adv./ IR Two with 25 1. Separate meetings with
Staff each +2(Extra slot the two federations AIRF &
recognized for women) NFIR
Federation, 2. All matters which could
separately, not be settled at Railway
in a calendar level concerning Pay
year Scales and Allowances
would be discussed at this
level.
Note:- (i) AIRF can place 30 new items & NFIR 18 new items in every PNM (Based on the
proportion of number of constituent recognized unions).
(ii) Federation can place items from the Zonal Rly. where their union is recognized or the policy
issues having all Indian Rlys implications.
(iii) For the unions which are recognized at Zonal Rly. level, but not affiliated to AIRF or NFIR
i.e. for PRSS of N.E. Rly., DREU of Southern Rly. & NRMS of South Western Rly. Board’s
representative shall attend one of GM/PNM meetings at Zonal Rly. level in a year to facilitate
deliberation of the issues where Board’s participation is considered necessary. Departmental
Council/Joint Consultative Mechinery (DC/JCM)
Frequency of Meeting Two in a calendar year
Number of Participants from Staff side. Total 30 (19 from AIRF and 11 from NFIR)
Participation Office Bearers of the Federations or Members of the Recognized
Unions.
Size of the Agenda 30 new items in every meeting. The Agenda will be called as
“Agenda from Staff side”, and not separately as AIRF or NFIR
Agenda.
[*Rly Bd’s letter No.:- E(LR)71/LR I-28 dt.15.03.71, 07.04.11 and E(LR)I/2010/PNM I-I dt. 07.12.2011 (Page no. 286 &
323 of RBO 2011)]

The detailed procedure of arranging these meetings would be agreed upon with the Union,
and the Branch should be gives sufficient time before the meeting for preparation. The PNM
meeting should not be postponed without sufficient cause and if an occasion for postponing a
meeting arises, the Union officials should be kept advised of it. At the Divisional or Workshop
and Railway levels, items which are within the powers of the concerned officers can only be taken.
Questions concerning Pay Scales, Allowances, service condition etc. will only be discussed
between the Federation and the Railway Board and not at lower levels. When a matter has not
been settled at Divisional or Workshop level, it may be raised at the Railway level for further
negotiation. Similarly a matter not settled at the Railway level may be brought up by the federation
to the Railway Board for discussion.
The Union items brought up for discussion at the various levels should be disposed of as
expeditiously as possible. Brief minutes of discussion, indicating the decision arrived at, should
be sent to the Union concerned for their confirmation.
If after discussion between the Railway Board and the Federation, agreement is not
reached on any matter of importance; such matters may be referred to an Adhoc Railway
Tribunal.
AGENDA: The agenda for PNM should not be inordinately long. It should include only important
items and individual items may be included only in special cases. The size of the agenda shall be
limited to 30 items including the items which may have been left over from the previous meetings.
The items of agenda should reach at least 2 weeks in advance of the PNM in the case of Workshop
and 3 weeks in advance in case of Division and 1 month in advance in case of Railway level.
Individual cases can also be referred to in PNM only if Union can make out in each case the point
of policy involved and that all the channels of representation have been exhausted. The cases
which are included in agenda not involving policy issues may be discussed informally, separately.
FACILITIES: The Union office bearers are given certain facilities for attending meetings viz.
passes, special casual leave, Telephone facility in office, Rest House for staying during the course
of PNM, Office, Union’s consent before transferring Union officials. The Union officials who
has to attend PNM meeting must be spared one day in advance on Spl CL for preparations.
DEMONSTRATION– [Rule 7 of Appendix I of IREC–I(The Rly. servicees Conduct Rules)] No
railway servant shall engage himself or participate in any demonstration which is prejudicial to
the interests of the sovereignty and integrity of India, the security of the State, friendly relations
with foregin states, publc order, decency or morality, or which involves contemp of court,
defamation or incitement to an offence.
Provisions regarding demonstration, meetings, processions etc by Rly servants/unions are as
under :-
1. Where peaceful and orderly meetings or demonstrations are held during the lunch interval
without obstructing in any manner the free passage to and from the office, there would be no
objection to the holding of such meetings or demonstrations nor would the participating staff
render themselves liable to disciplinary action thereby. The same position will apply in respect
of peaceful and orderly meeting and demonstration during half an hour interval prior to the start
of working hours and the half an hour interval succeeding the close of working hours.
2. Demonstration, meetings and processions, which are orderly and peaceful and are held outside
office premises and outside working hours, should not be interfered with.
3. The wearing of badges while at work should not be interfered with unless the badges have
inscriptions or slogans which may offend against the interests of the sovereignty and integrity of
India. The colour of the badge or arm band should not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct should not be
permitted within office premises and disciplinary proceedings should be started against those
found indulging in such action within office premises.
5. It will be in order to take disciplinary action in respect of demonstration anywhere, even far
away from office premises and at any time even on a holiday, resorted to by a railway servant,
even in the capacity of a Trade Union worker, if that activity could be proved to be one falling
within the prohibitive activities listed in this rule.
6. The principle of ‘No work No Pay’ should not be circumvened in any way icluding by grant
of leave to a railway servant for the period of absence caused due to participation in a strike.
7. If an application for casual leave is presented by a railway servant specifically for the purpose
of participation in a demonstration, it is open to the competent authority to refuse casual leave for
this purpose. If in spite of refusal, and employee absents himself from duty, he can be treated to
have been unauthorisedly absent, with all the attendant consequences of unauthorised absence.
ADHOC RAILWAY TRIBUNAL: The matters of important nature on which no agreement is
reached with the federation at Railway Board level are put up to Adhoc Railway Tribunal.
Chairman of the Adhoc Railway Tribubnal will be a Retd. Judge of Supreme Court or High Court.
He shall be having his own staff. Equal numbers of representatives of labour and the Railway
shall be consulted as to : -
(a) Whether they have any objection to the dispute being referred to the Adhoc Railway
Tribunal, or
(b) Whether they would like the dispute to be referred to a Commission. Matters settled by
agreement or decisions accepted by Govt. shall not be opened again by Unions for the period of
two years. In case the Govt. has rejected or modified the decision of Tribunal, the matter can
again be raised at the end of the year.
PNM, is thus working successfully since its formation and resulted in sustaining good industrial
relation with the Unions and curtailed the chances of strikes, walkouts etc. and helped in
improving the working and smooth running of Railways.
INFORMAL – MEETING :
The object of this meeting is to minimize pressure of PNM because PNM has limit of fresh items.
Informal meeting should be held once in a month with the Branch officers including AEN’s. If
required by Unions the agenda will be discussed & minutes will be issued (signed by officer &
Union). NON-PAYMENT:
Different types of complaints of employees are received by the Unions. The complaints regarding
service matters and policy are discussed and finalized through PNM. Whereas complaints
pertaining to non payment of certain dues to the Railway employees are taken up in the NON
PAYMENT MEETINGS & resolved. Non Payment Meetings are arranged with both the Unions
once in a month at Divisional/Workshop/ HQs. Level for discussion and settlement of non
payment cases viz. non payment of NDA, TA, Officiating Allowance, NHA, etc.
Non payment meetings are held with the Asstt. Personnel Officers and Asstt. Divisional Accts.
Officers and ADRM will be chairman. The non payment items are finalized with the following
procedure: -
(i) Both the recognized Unions forward the complaints in regard to nonpayment dues
received by them to the Administration well in time for doing the needful.
(ii) These complaints when received by administration are registered in the non payment
registers in non payment cell and their timely disposal is ensured.
The position of disposal of non payment items of Unions are conveyed to the recognized Unions
through minutes of the meeting etc.
Union official attending the non payment meetings are extended certain facilities like Spl.C.L,
Passes, Rest House for attending the meetings.
PARTICIPATION OF RAILWAY EMPLOYEES IN MANAGEMENT [PREM]
In order to have better and systematic participation of labour in management for improvement in
working of Railway system and appropriate changes for improving efficiency and viability, a
corporate enterprise group was set up at central level in the Ministry of Railways in the year 1972,
specifically to provide for a free flow and exchange of ideas on the running and shaping of the
enterprise in Railways. Later son this scheme was extended to Zonal Railways and divisions in
the year 1977 due to its usefulness. In the year 1995 this group has been restructured and renamed
as Group for Participation Of Railway Employees in Management [PREM].
Employees participation in management has been recognized as a potent motivational
intervention. Participation tends to improve motivation because employees feel more accepted
and involved. Their self esteem, job satisfaction and cooperation with management also improves.
The results are often in the form of reduced conflicts, better collaboration, greater commitment
to goals and better acceptance of change. Participation also typically brings in higher output and
better quality.
Worker’s participation in management has been enshrined in Article 43 A of the
constitution under the directive principles to the state policy. The main objectives of this group
are as under: -
(i) Evaluate the functioning of the Railway and exchange data and ideas on ways and
improving efficiency and viability of the enterprises.
(ii) Apprise the investment programs, particularly in regard to housing and welfare services.
(iii) To facilitate effective and meaningful participation of Railway employees in the
management process.
(iv) To give them a sense of involvement and pride in the organizational works.
(v) To discuss and identify the measure for improving quality of service to the Rail passengers
and safety operations.
This group works in 3 tiers and holds one meeting in 3 months. i.e. 4 meetings in a year. The
three tier working of PREM is as under: -
Sl Level Chairma Convener official Staff Side
n
1 Rly. Board C.R.B. Joint Addl. CRB, i) 4 Representatives of AIRF & NFIR
Secy.(Estab) Member, ii) 2 Representatives of AIOF
Addl. iii) 2 Representatives of IRPOF
Member, iv) 2 Representatives of AISC/ST
Secy. Association *
[Link]. v) 2 Representatives of AIOBC
Association *
 2 Zonal Railway /Hd. GM Dy.G.M.(G) GM & -do-
Quarters office / C.P.O. HODs
3 DRM DRM [Link] / DRM & -do-
DPO Divisional
Officers
[* Rly. Bd’s letter No. 2013/E(LR)III/PREM/Misc./1 dt. 19.08.13]

The following facilities are extended to the constituents of PREM :

(i) Telephone facilities ( Both Railway and P&T)
(ii) Secretarial assistance within Railways’ own resources.
(iii) Office Accommodation
(iii) Copies of each stastical and other publications issued by the Railways should be sent to
every member of PREM.
(iv) CUG phone facility.
***
A SCHEME FOR JOINT CONSULTATIVE MACHINERY AND COMPULSORY
ARBITRATION FOR CENTRAL GOVT. EMPLOYEES

With the object of promoting harmonious relations and of securing the greatest measure for
cooperation between the Government, in its capacity as employer and the general body of the
employee in matters of common concern, and with the object, further, of increasing the efficiency
of the public service, the Govt. of India have decided to establish a machinery for joint
consultation and arbitration of unresolved differences. The essential features of the scheme for
settling up such machinery are described below.
Constitution and Procedure :
1. The scheme will cover all regular civil employees of the Central Govt. except :
(a) the Class I services,
(b) the Class II services, other than the Central Secretariat services and the other comparable
services in the headquarters organization of the Govt.
(c) persons in industrial establishments employed mainly in managerial or administrative
capacity and those who being employed in advisory capacity draw salary in scales going beyond
Rs. 575 per monsem;
(d) employees of the Union Territories; and
(e) Police Personnel.
2. There will be a joint council at the national level and usually at two lower levels-
departments, regional /office.
3. The National Council will deal with matters affecting Central Government employees
generally, such as minimum remuneration, dearness allowance and pay of certain common
categories, for instance office clerks, peons and the lower grades of workshop staff; and matters
relating to categories of staff common to two or more departments and not grouped together in a
single departmental council.
(ii) (i) A departmental council will deal only with matters affecting staff employed in the
department or departments concerned. There will normally be one Departmental Council for each
department. For two or more small departments under a ministry, there may however be a single
council, especially if the nature of the duties in the departments is similar.
(iii) For the Central Secretariat services, which though providing staff for all the
Ministries are in important matters controlled by the Ministry of Home Affairs, there will be a
separate council in that Ministry. Others common categories of office staffs of participating offices
may also be included in the same departmental council.
There will also be regional and/or office councils where the structure of a department
permits the setting up of such councils. These councils will deal only with regional or
local questions.
4. (i) The National Council will consist of an official side and staff side. The official side
will be appointed by the govt. and may consist upto 25 members, who will include the Cabinet
Secretary, Secretaries, Ministry of Home affairs, Labour, Communications and Defence,
Secretaries, Ministry of Finance, Departments of Expenditure and Revenue, and one of the
secretaries Ministry of Railways. The staff side may consist of upto 60 members who will be
nominated by the recognized associations, in the manner prescribed in this behalf. The Cabinet
Secretary will be chairman of the council and the staff side will elect its own leader, each side will
appoint its own secretary or secretaries.
(ii) The Departmental Council will also be constituted on the same basis. The official head
of the Ministry of department will be included in the official side, or and will be chairman of the
council. The membership of the staff side may vary from 5 to 10 and the staff
side, which will be nominated by the recognized associations, from 20 to 30 depending upon the
total strength of the staff and the number of grades and services in the department.
(iii) The Regional and / or office council too will be constituted in the same manner. The
strength of a regional or office council will be determined by the size of the staff in the region or
office, and the head of the region or office will be its chairman.
(iv) No person who is not an employee or an honorably retired employee of the Central
Government shall be a member of a Joint Council.
Note : Government may permit an Ex-Employee to be a member of a Joint Council after
examining the merits of each individual case.
5. The associations will nominate their representatives for a term of 3 years; but there will
be no bar to re-nomination. Vacancies caused by death, retirement, resignation, transfer etc. will
be filled for the unexpired term.
Note : An Association may replace on the joint council such of its representatives as have ceased
to be its office bearer at annual elections or by exigencies such as a vote of no confidence.
SCOPE AND FUNCTIONS
6. 1. Condition of service and work.
2. Welfare of the employees
3. Improvement of efficiency and standard of work.
7. A council may appoint committees to study and report on any matters falling within its
scope.
8. Subject to the final authority of the cabinet, agreements reached between the two sides of
a council will become operative.
9. Arbitration
If there is no agreement between the two sides, the matter may be transmitted to a committee of
the council for further examination and report. But, if a final disagreement is recorded and the
matter is one for which compulsory arbitration is provided, it shall be referred to arbitration, if so
desired by either side. In other cases, the Govt. will take action according to its own judgment.
10. Agenda :
A matter disposed off by a council in any manner will not be placed in the agenda during the
following 12 months, unless for any special reason, the chairman of the council directs otherwise.
11. Compulsory arbitration shall be limited to : -
(i) Pay and Allowances,
(ii) Weekly Hours of work, and
(iii) Leave.
12. Cases of individuals shall not be subject to compulsory arbitration.
13. A dispute shall not be referred to arbitration unless it has been considered by the National
Council or the appropriate Departmental Council, as the case may be, and final disagreement
between the two sides has been recorded. If there is a dispute relating to an arbitrable matter in
the lower council, it will be placed before the Departmental council concerned.
14. On a final disagreement being recorded as mentioned in clause 18, the Govt. shall appoint
a Board of Arbitration as soon as possible. The structure of nominee will be as under:-
One from 5 nominee submitted by official side.
One from 5 nominee submitted by staff side. Chairman—
independent will be selected by Minister of Labour.
15. Subject to the overriding authority of parliament, recommendations of the Board of
Arbitration will be binding on both the sides.
If for reasons to be recorded in writing, the Central Govt. is of the opinion that all or any
of the recommendations of Board of Arbitration should on grounds affecting national economy
or social justice be modified, the Central Govt. shall, as soon as may be, lay before each House of
Parliament the report of the Board containing such recommendations together with the
modifications proposed and the reasons therefore, and there upon the Parliament may make such
modifications in the recommendations as it may deem fit. Modification may extend to the
rejection of a recommendation.
16. Orders made by the govt. in pursuance of recommendations of the Board of Arbitration
shall, unless otherwise specified in those recommendations or modified by mutual agreement,
remain in operation for a period of 3 years.

***
CONSTITUTION OF THE NATIONAL COUNCIL

1. Short Title :
This constitution may be called the constitution of the National Council under the scheme for Joint
Consultative Machinery and Compulsory Arbitration for Central Government employees.
2. Application :
Subject to the provisions of the scheme for joint consultative machinery and compulsory
Arbitration this constitution shall cover, as far as may be, all Ministries and Departments of the
Central Government.
3. Objects :
The object of the council is to promote harmonious relations and to secure the greatest
measure of cooperation between the government in its capacity as employer, and the general body
of its employees in matters of common concern and with the object, further of increasing the
efficiency of public services combined with the welfare of those employed.
4. Members of the Council :
(i) The Council of members consists of :
(a) Chairman, The Cabinet Secretary.
(b) i) Members on the official side.
1. Ministry of Railways- Railway Board-Chairman of Member staff or Additional Member staff.
2. Ministry of Railways- Railway Board– Financial Commissioner of Additional Member
Finance.
3. Ministry of Defence ( Secretary Defence )
4. Minsitry of Defence ( Department of Defence Production) – Secretary Defence Production
5. Depatment of Communication – Secretary Communication
6. Department of Communication – Senior Member Posts or Senior Member
Telecommunication, Posts and Telegraphs Board
7. Ministry of Finance – Senior Member Finance ( P & T)
[Link] of Finance – Finance Secretary
[Link] and Auditor General – Senior Deputy CAG [Link] of
Food, Agriculture, CD & Co-poration – Secretary One. [Link] of
Education and Youth Services – Secretary One.
12.,Ministry of Tourism and Civil Aviation – Secretary
[Link] of Home Affairs – Home Secretary
[Link] of Works, Housing and UD –Secretary.
[Link] of Personnel – Secretary.
[Link] of Labour and Employment – Secretrary.
[Link] of Health – Secretary.
[Link] of Personnel – Joint Secretary Estb.
[Link] of Finance – Joint Secretary Personnel
[Link] [Link] to the Govt. of India.
[Link] of Expediture (Defence Division) – [Link] Advisor
[Link] of Personnel – Director (JCA) – Secretary
(ii). Temporary Members :
The Chairman may, from time to time, nominate such number of temporary members belonging
to any ministry/Department of the Govt, of India as together with the Chairman and the permanent
members specified above, will not exceed 25.
(iii) Expert Advisor:
The Chairman may invite expert to the meeting of the National Council, whenever he considers
that the discussion of particular items their advice would be of value.
( C ) Representative of the staff side:
There shall be not more than 60 members on the staff side nominated by the
Associations/Unions/Federations/Confederations recognized for the purpose of representation on
the National Council. The distribution of the staff side seats between the Ministry/Departments
is shown in the Annexure.
( D ) Secretaries:
The official and staff side may each appoint its Secretary of Secretaries from amongst its
representatives.
( E) Leader:
The staff side shall select by simple majority, one of its members as its Leader, who shall hold
that office for a period of one year but shall be eligible for re-election, a vacancy caused by death,
retirement, resignation, transfer etc, will be filled for the unexpired term.
(F) Permanent Secretariat :
i) There shall be a permanent secretariat of the Council under the control of the chairman
ii) No person who is not an employee or an honorably retired employee of the Central Govt.
shall be a member of the Council.
Note : - Government may permit an ex-employee to be a member of a Joint Council after
examining the merits of each individual case.
5. Term of Membership :-
(i) The employees’ organization will nominate their representatives for a term of 3 years; but
there will be no bar to re-nomination. The chairman may; however, permit a change of
representative once in a year if he ceases to be an office bearer of a Association/Union after its
annual election.
(ii) Vacancies caused by death, retirement, resignation, transfer etc. will be filled for the
unexpired term.
Note : - An Association may replace on the Council such of its representatives as have ceased to
be its office bearer at an annual elections or by exigencies such as a vote of no confidence
6. Standing Committees : -
The Council may have the following standing committees :
(A) Industial Standing Committee : It shall deal with matters relating to industrial staff
only and shall be appointed by the council.
(B) Non Industrial Standing Committee : It shall deal with matters relating to non
industrial staffs and shall be appointed by the council.
7. Declaration :
The council may delegate to the standing committee such powers as it may consider necessary
for the expeditious disposal of business.
8. Appointment of committees :
The council and its standing committees may appoint a committee from amongst their members to
study and report on any mattes failing within their scope.
***
ANNEXURE
Vide note 5 clause 5(1) (c )of the Constitution of National Council.
DISTRIBUTION OF STAFF SIDE MEMBERSHIP AMONG MINISTRIES
Sl Name of Ministry/Department No. of Seats Allotted
1. Ministry of Railways 26
2. Department of Communications 7
3. Ministry of Defence 6
4. Ministry of Finance 4
5. Ministry of Works, Housing & U.D. 2
6. Ministry of Supply 1
7. Indian Audit & Accounts Department 2
8. Ministry of Home affairs, Deptt. Of personnel, UPSC,
Deptt. Of Parliamentary affairs, Prime Minister’s
Secretariat, President’s Secretariat, Ministry of Law, 2
Ministry of External Affairs, Department of Petroleum
And Chemicals and Deptt. Of Company Affairs
9. Ministry of Food, Agriculture, C.D. & Cooperation 1
10. Ministry of Edu. & Youth services and Department of
Social Welfare. 1
11. Ministry of Labour, Employment and Rehabilitation. 1
12. Ministry of Tourism & Civil Aviation 1
13. Ministry of Information and Broadcasting 1
14. Department of Mines & Metals 1
15. Department of Atomic Energy 1
16. Ministry of Health
17. Planning Commission & Cabinet Secretariat ( excluding department of personnel.
18. Ministry of Foreign [Link] of
19. Ministry of Industrial Dev. & Internal Trade and Ministry of Steel & Engineering
20. Ministry of Irrigation and Power 1
21. Ministry of Shipping & Transport.
Total : 60
RULE FOR THE CONDUC T OF BUSINESS
The following rules shall govern the conduct of business of the National Council under the
scheme for joint consultative machinery and compulsory arbitration for Central Government
employees :
1. Short Title :
These rules may be called the rules for the conduct of business of the National
Council.
2. Meetings :
(i) The ordinary meetings of the council shall be held as often as necessary, and not less than
once in four months. A notice of an ordinary meeting shall be sent to all members not less than
15 days before the date of meetings
(ii) A special meeting of the Council may be called by the Chairman on his own or on a
request from either the official side or from the leader of the staff side. A notice of such meeting
shall be sent to all members not less than 10 days before the date of meeting.
3. Quorum :
The quorum shall be one third each of the strengths of the official and staff sides.
4. Agenda :
(i) A member describing inclusion of a subject in the agenda of a meeting will communicate
the subject together with an explanatory memorandum where necessary, to the secretary, official
or staff side, as the case may be, at least eight weeks in advance of the
meeting. The Secretary concerned shall make sure that the subjects suggested fall within the
purview of the Council and, thereafter, place the draft agenda before the Chairman not less than
7 weeks before the due date of the meeting, for his approval to their inclusion in the agenda. If
any item suggested by a member is not included in the agenda, the member concerned shall be
informed of the fact and the reasons therefore.
(ii) The agenda for an ordinary meeting shall be circulated to all the members not less than 30
days before the meeting.
(iii) The agenda for a special meeting shall be circulated simultaneously with the notice of the
meeting.
(iv) Business not on the agenda may only be taken up with the permission of the chairman.
(v) A matter disposed of by the Council in any manner will not be placed on the agenda during
the following 12 months, unless for any special reason the chairman of the council directs
otherwise.
5. Minutes :
The minutes of a meeting will be drafted under the directions of the Chairman at the
meeting and approved by the council. They will thereafter be circulated to the members of the
council.
(i) Decisions : The official side will conclude matters at the meeting of the council and will
not reserve them for latter decision by the govt., subject to the final authority of the cabinet;
agreements reached between the two sides of the council will become operative.
(ii) If there is no agreement between the two sides, the matter may be reported to a committee
of the council for further examination and report. But, if final disagreement is recorded and the
matter is one for which compulsory arbitration is provided, it shall be referred to arbitration if so
desired by the other side. The Chairman of the council shall make a report to the labour Ministry
for reference to the Board of Arbitration within a week of the final disagreement being recorded.
In other cases, the Govt. will take action according to its own judgement.
6. Publication of Statements :
Only statements issued under the authority of the Council shall be published; such
statements shall be as useful and informative as possible.
7. Standing Committees :
(i) The standing committees shall frame their own rules of procedure subject to the approval
of the council. The Standing committed shall not, however take final decisions on any subjects
that came before them, and shall transmit their conclusions to the council for decision except
where powers have been specially delegated to them by the Council under Article 9 of the
Constitution of the National council.
(ii) The Standing Committees and their members shall not give publicity to their
recommendations and any statements for publicity shall only issued from the National Council in
this manner prescribed in Rule 7.
***
Demonstration – [Rule 7 of Appendix of IREC –I (the Rly. servicees Conduct Rules)] No
railway servant shall engage himself or participate in any demonstration which is prejudicial to the
interests of the sovereignty and integrity of India, the security of the State, friendly relations with
foregin states, publc order, decency or morality, or which involves contemp of court, defamation or
incitement to an offence.
Provisions regarding demonstration, meetings, processions etc by Rly servants/unions are as
under
1. Where peaceful and orderly meetings or demonstrations are held during the lunch interval
without obstructing in any manner the free passage to and from the office, there would be no
objection to the holding of such meetings or demonstrations nor would the participating staff
render themselves liable to disciplinary action thereby. The same position will apply in respect
of peaceful and orderly meeting and demonstration during half an hour interval prior to the start
of working hours and the half an hour interval succeeding the close of working hours.
2. Demonstration, meetings and processions, which are orderly and peaceful and are held outside
office premises and outside working hours, should not be interfered with.
3. The wearing of badges while at work should not be interfered with unless the badges have
inscriptions or slogans which may offend against the interests of the sovereignty and integrity of
India. The colour of the badge or arm band should not be considered in any case.
4. Demonstration or the raising of slogans or other such disorderly conduct should not be
permitted within office premises and disciplinary proceedings should be started against those
found indulging in such action within office premises.
5. It will be in order to take disciplinary action in respect of demonstration anywhere, even far
away from office premises and at any time even on a holiday, resorted to by a railway servant,
even in the capacity of a Trade Union worker, if that activity could be proved to be one falling
within the prohibitive activities listed in this rule.
6. The principle of ‘No work No Pay’ should not be circumvened in any way icluding by grant
of leave to a railway servant for the period of absence caused due to participation in a strike.
7. If an application for casual leave is presented by a railway servant specifically for the purpose
of participation in a demonstration, it is open to the competent authority to refuse casual leave for
this purpose. If in spite of refusal, and employee absents himself from duty, he can be treated to
have been unauthorisedly absent, with all the attendant consequences of unauthorised absence.