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APPOINTMENTS, TRANSFERS & TERMINATION OF
SERVICE
The establishment strength including both the number and designation of
posts in the various categories and scales shall be determined by the
company from time to time.
Temporary additions to the number of posts may be made by such officers
as may be authorised by the company in this behalf.
Appointments to various posts shall be made by promotion or direct
recruitment or by deputation from the Government of Indian or any other
State Governments in accordance with such conditions as the company
determines from time to time.
Every person appointed to a service or post in the company shall undergo
a period of probation as shown below. This period may be extended or
relaxed in respect of employees upto the level of General Manager at the
discretion of the Managing irector. The period of probation of employees
in the level of irector and above may be extended or relaxed at the
discretion of the !hairman.
"or employees in erstwhile Grade # to $ % Six months
"or other employees % &ne year.
'o person shall be appointed to a post without a Medical !ertificate from a
Medical &fficer. The Medical !ertificate must be annexed to the first salary
bill of the person concerned. The form of the !ertificate is given in
Appendix ((.
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An employees of the company is liable to serve or undergo training)
anywhere in or outside India as may be re*uired.
An employee of the company is liable to service of the corporation on
attaining the age of +, years provided that the competent authority may
as- an employee to retire after he attains the age of ++ years on giving
months notice without assigning any reason.
a/ &n attaining the age of ++ years 0 or
b/ &n the completion of 12 years of continuous service%
May be giving months n$otice0 voluntarily retire from service.
3rovided that the voluntary retirement under clause 4b/ shall be
sub5ect to approval of the competent authority.
Note :'otwithstanding anything contained in 6egulation (1) the services of
an employee may) at the option of the Managing irector) and theemployee being found medically fit) be extended by one year at a time
beyond the age of retirement of +, years for an aggregate period not
exceeding two years.
The retirement of an employee shall ta-e effect from the afternoon of the
last day of the month in which the employee attains the age of
superannuation instead of the actual date of superannuation.
a/. The services of an employee may be terminated without assigning any
reason to him7her and without any prior notice but only on the following
grounds not amounting to misconduct under the standing orders)
namely.
4i/ If he7she is) in the opinion of the company 4the 8oard of
irectors of Indian Airlines/ incompetent and unsuitable for
continued employment with the company and such
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incompetence and unsuitability is such as to ma-e his7her
continuance in employment detrimental to the interest of the
company.
&6
If his7here continuance in employment constitutes) in the
opinion of the company 4the 8oard of irectors of Indian
Airlines/) a grave security ris- ma-ing/ his7here continuance
in service detrimental to the interests of the company.
&6
If in the opinion of the company 48oard of irectors in Indian
Airlines/ there is such a 5ustifiable lac- of confidence which
having regard to the nature of duties performed) would ma-e
it necessary in the interest of the company to immediately
terminate his7here services.
c/ 'o employee shall resign from the employment of the company without
giving six months notice in writing to the company of his7her intention to
resign.
3rovided that Managing irector of the !ompany may dispense with or
reduce the period of six months on grounds of continued ill 9 health of the
employee or such other compelling or extraordinary circumstances which in
the opinion of the Managing irector warrant such dispensing with or
reduction in the period of notice0
3rovided further that the company will be at liberty to refuse to accept
termination of his7here services by an employee where such termination is
sought in order to avoid disciplinary action contemplated or ta-en by the
Management.
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PROMOTION AND SENIORITY
An employee of the company will be eligible for promotion to the higher
scale in accordance with the regulations made by the company from time
to time..
The seniority of an employee shall be determined in accordance with the
regulations made by the company from time to time.
Current Charge
An employee when re*uired by the competent authority to hold current
charge of a higher post in addition to his own duties and when such charge
is held for a period of not less than 2 days) shall be entitled to a charge
allowance at the rate of 12 per cent of the minimum of the next higher scale
of pay.
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PAY AND ALLOWANCES
Pay
The scales of pay for various categories of employees are given in
Appendix (.
Alloan!e
The allowances are part of establishment orders and hence not included in
these regulations.
Regulat"on o# Pay an$ Alloan!e%
The pay and allowances of an employee are payable from the date from
which he ta-es charge of the post or service to which he is appointed. If the
charge is service to which he is appointed. If the charge is before (1.22
noon) the pay and allowances shall be admissible from the same day) if at
(1.22 noon or thereafter) they shall be payable from the following day.
In"t"al Pay on Ao"nt'ent
4i/ A new entrant on first appointment to a post on a scale of pay shalldraw the minimum pay of the scale prescribed for the post) unless
the appointing authority issues special orders regarding the fixation
of his initial pay at a higher stage. In cases of promotion or
appointment on a permanent basis) of serving employees to a
higher scale) the basic pay of an employees in the lower scale shall
first be raised by one increment in the scale applicable to the higher
post and then refixed at the corresponding stage in that scale.
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Pro("$e$ that
a/ If the pay so raised is below the minimum of the higher scale) the pay
shall be fixed at the minimum of the higher scale.
b/ If the pay so raised falls below the middle point between two stages the
fixation of pay in the higher scale shall be made at the nearest lower
stage and the difference between the pay so fixed and the pay raisedas above shall be allowed as personal pay to be absorbed in the next
increment.
c/ If the pay so raised falls at or above the middle point between two
stages the fixation in the higher scale shall be made at the next stage.
4ii/ The increment by which the present pay shall be raised under sub:
regulation 4I/) shall be the increment applicable to %
a/ The corresponding stage in the higher scale) if there is such a stage.
b/ The nearest lower stage) if there is no such corresponding stage0
c/ The initial stage) if the pay in the lower scale is below the initial stage of
the higher scale.
4iii/ &n reversion to his substantive post) the employee appointed to
officiate in a higher post) shall be entitled to the pay which would
have been admissible to him had he not been to promoted.
Se!on$ary In!re'ent
An employee in erstwhile grade # to (27(1) shall on reaching the maximum
of this scale) be eligible for a further increment for every three years of
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service rendered after reaching the maximum. This increment shall be
granted beyond the maximum of the scale and at the rate last drawn in the
scale.
DELETED
A$(an!e o# %alary h"le ro!ee$"ng on lea(e
An employee proceeding on 3rivilege leave) Maternity ;eave and7or Sic-
;eave shall be eligible to be paid in advance against the salary due for thefull period of the leave sub5ect to the usual deductions e.g. on account of
provident fund subscription) Income 9 tax etc. In case in which the leave
granted to an employee extends beyond the next pay:day) the amount of
advance should also include the pay and allowance due to him) upto the
date of his proceeding on leave.
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TRNAFER AND TO)RS
4i/ As a necessary complement of the crew
4ii/ &n temporary duty 4tour/
4iii/ &n temporary transfer and
4iv/ &n permanent transfer.
above Air:conditioned class 4if available/
&therwise (st!lass
6s. (?(+ to 1=@ "irst !lass
8elow 6s. (?(+ Second !lass
4ii/ 8y sea
8asic pay 43re:6evised/
6s. 1=+ > above eluxe !lass
6s. (?(+ to 6s. 1=@ "irst !lass
All others Economy class
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4iii/ 8y 6oad
Employees will be eligible for mileage allowance at the rates
determined from time to time.
3rovided that no mileage allowance will be admissible when an
employee travels in a transport provided by the company at its own
cost.
In case of 5ourneys performed by Air where there is both a first andeconomy class) the entitlement of class of accommodation shall be as
indicated below%
: &fficers in Erst. "irst !lass
Grade (+ > above 4where available/
: All others Economy class
Te'orary Duty *tour + "th"n In$"a
The employees underta-ing duty tour will be eligible for payment of aily
Allowance7 otel Accommodation as per conditions laid down from time to
time 4Annexure B(C > BIIC/.
The payment of aily allowance shall be governed as under%
For E'loyee% reu"re$ to tra(el -y Ra"l.Roa$.Sea
aily Allowance shall be admissible for the period of stay at outstation. 'o.
.A. will be missible for the period of 5ourney.
"or the day of arrival at the outstation and the day of departure from the
outstation only half daily allowance shall be admissible.
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For e'loyee% reu"re$ to tra(el -y AIR
Employees will be entitled for the payment of daily allowance at the
applicable rates for each day of absence from Drs. The BayC in this case
shall mean a period of 1@ hours or part thereof from the time the outward
5ourney commences to the time the return 5ourney ends at the base station.
Note :A 5ourney is deemed to commence7end as per the scheduled flight
timings of the flight or actual timings of arrival and departure where the
flights are delayed beyond one hour.
Te'orary $uty tour a-roa$
The duty tour underta-en by an employee at a foreign station) will be
sub5ect to the following conditions%:
4i/ The employees going abroad for temporary duty
tour7training7conference) etc. are released foreign exchange by the
6eserve 8an- of India on the basis of the prescribed per diem rates.
The amount of foreign exchange released by 68I is all inclusive.
The employees are re*uired to meet all their expenses in the foreign
country) li-e boarding and lodging) transportation expenses)
incidental expenses and cash allowance from the amount of foreign
exchange so advanced to them. If the stay abroad is for the same
number of days for which foreign exchange had been released to an
employee) then the total expenses shall ) not be more than the
amount of foreign exchange released to him. The rates of cash
allowance may be seen at Annexure 4III/.
4ii/ In the unli-ely event of an employee having to extend his stay
abroad for official purposes) beyond the sanctioned period) he
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should contact his epartmental ead well in advance) so that
release of additional foreign exchange could be arranged for him.
4iii/ nder no circumstances) will payment be made in Indian 6upees)
except payment of Airport Tax in India.
4iv/ In the case of hotel expenditure being less than the amount of
foreign exchange released to an employee) the unspent amount has
to be refunded by the employee) the unspent amount has to be
refunded by the empl$oyee) to the company in foreign currency.
Similarly) in case the stay abroad is for less than the number of days
for which foreign exchange had been released by 6eserve 8an- of
Indian) the employee concerned has to deposits with the company
the untilised amount on foreign currency at the same per diem rates)
at which foreign exchange had been released to him.
In case in which the entitled class of accommodation is not available) the
competent authority may permit the employee to travel by a higher class.
Te'orary Tran%#er + Intern reg"on *E'loyee other than !o!/"t
!re an$ a"r!ra#t eng"neer%0
4i/ The period of temporary transfer shall not exceed ?+ days at a
time. The authority competent to order the transfer for the employee
and may review the posting from time to time. If the competent
authority decides to convert a temporary transfer into permanent
one) the decision will be communicated to the employee. Such an
employee will be allowed a free passage to return to his permanent
ead*uarters and then avail of the privileges and concessions
admissible to him on permanent transfer.
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4ii/ An employee proceeding on temporary transfer will be entitled to
draw travelling allowance in respect of the cost of transportation for
himself in the class of accommodation admissible to him under
regulation ,,.
4iii/ The employee will not normally be entitled to ta-e his family with him
at the companyCs cost) unless the Managing irector in his discretion
and on such conditions as the may deem fit to prescribe ) permits
him to do so.
Tran%ortat"on o# er%onal e##e!t%
The employees will also be reimbursed the actual cost of transpiration by
the goods train and where the two stations are not connected by train) by
the cheapest mode of surface transport of his personal effects not
exceeding the limits shown below%:
1a%"! Pay *Pre2Re("%e$0 Total 1aggage alloan!e hen
tra(ell"ng
W"th #a'"ly */g%0 W"thout #a'"ly*/g%0
6s. 1@+ and above =12 ?2
6s. (1,+ to 6s. 1@@ +@2 1=2
8elow 6s. (1,+ ?2 (,2
Pro("$e$ that
4a/ The competent authority may permit transportation of such effects in the
companyCs own services in which case the limits will be deemed to be
inclusive of free baggage allowance permissible under its tariffs and the
transportation will be made as and when and to the extent that space
and load are available in the aircraft.
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4b/ 'o costs other than those of actual transportation such pac-ing)
unpac-ing) storage) insurance) handling agent charges and the li-e will
be borne by the company.
Per'anent Tran%#er
An employee on permanent transfer will be entitled to draw travelling
expenses or free passages for himself and his family in the class of
accommodation admissible as per regulation ,, and ,$) sub5ect to the
conditions as given in regulations $+.
Travelling expenses or free passages and transportation of house:hold
effects in respect of the family of an employees who is transferred
permanently from one station to another will be admissible if the family
5oins the employee at the new station within a period not exceeding six
months from the date the employee is relieved from the old station. In
exceptional circumstances 6egional irector or Secretary in respect of staff
at head*uarters may extend this period by three months. Any extension
beyond $ months will re*uire prior approval of the y. Managing irector.
Tran%ortat"on o# Per%onal e##e!t%
The employee will be reimbursed the actual cost of transportation by the
goods train and where the two stations are not connected by train) by the
cheapes mode of surface transport of his personal effects not exceeding
the limits shown below.%:
S!ale o# Pay *Pre2Re("%e$0 Total 1aggage alloan!e hen
tra(ell"ng
W"th #a'"ly */g%0 W"thout #a'"ly*/g%0
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6s. 1=?+:,=+ (,=+ (122
All others (?22 (122
Tran%ortat"on o# Car. S!ooter on er'anent tran%#er%
An employee shall be reimbursed the actual cost of transporting Motor:
car7Scooter7Motor:cycle by goods train7EF wagons from the old to the
new station of posting on production of receipt 4a/.
'o cast other than f actual transportation such as pac-ing) unpac-ing etc.will be borne by the company. The expenditure incurred on pac-ing)
unpac-ing) etc. by an employee on permanent transfer) shall be
reimbursed as under%:
Tran%#er to In$"an #ro' a #ore"gn %tat"on
Actual expenditure incurred on pac-ing unpac-ing insurance) etc.) will be
reimbursed to employees on reporting to Indian from a foreign station) on
the expiry of permanent posting) sub5ect to the following limits.
: Employees in the pay scale of 6s. 1=?+:,=+ > above 6s. )2227:
All other employees 6s. 1),227:
Transfer from one station to another within Indian and to any foreign
station.
6eimbursement of expenses for the actual expenditure on pac-ing)
unpac-ing and insurance) etc. on transfer from one station to another
station in India and to any foreign station) on permanent transfer) sub5ect to
the following limits.
: Employee in the pay scale of 6s. 1=+?:,=+ > above. 6s. 1)2227:
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: All other employees 6s. ()?227:
The reimbursement of the actual expenditure will made on production of
receipt 4s/. In case receipts are not produced) the re:imbursement will be
restricted tot he 1+H of the above amount based on self:certification.
Out%tat"on Alloan!e
An employee on permanent transfer from one station to another will be
eligible for an Boutstation allowanceC follows%:
a/ "ull daily allowance for first @+ days at the rate applicable.
b/ (2 days daily allowance every month for months thereafter.
The payment of daily allowance for permanent transfer will be sub5ect to
the conditions as laid down in this regard.
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Re%ettle'ent Alloan!e
A resettlement allowance will be paid on the following rates%:
1a%"! Pay *Pre2re("%e$0 Rate o# Re%ettle'ent Alloan!e
pto 6s. (2=$ 6s. +27:
8etween 6s. (2?2 > 6s. (@($ 6s. =+7:
8etween 6s. (@12 > 6s. (=2+ 6s. (227:
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LEAVE
Ca%ual Lea(e 3An employee shall be eligible for casual leave to the extent
of (2 days in a calender year either for private affairs or on grounds of
sic-ness. This shall not be accumulated. 'ormally not more than three
days causal save will be granted at a time in two consecutive months.
!asual leave can be combined with extraordinary leave i.e. leave without
pay and allowances. Except as provided in 6egulation (+@) !asual ;eave
can not be combined with any other -ind of leave.
Pr"("lege Lea(e3An employee shall be eligible for 2 days privilege leave
for every (( months of service. This leave is cumulative upto 22 days.
The leave account of an employee will be written up in retrospect only once
for each period of eleven months service) by adding 2 days to the opening
balance as on the first day of the period and deduction therefrom total
leave availed of during the period.
En!a%h'ent o# Lea(e
Sub5ect to the provision of sub:regulation 41/) an employee on Indian scale
of pay shall be eligible to encash privilege leave in accordance with the
following conditions) namely%:
Regulat"on% 456A *I0
a/ The encashment of privilege leave shall be allowed at the option of the
employee.
b/ The maximum number of days for which less can be encashed shall be
half of the privilege leave lying at the credit of an employee on the date
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of encashment reduced by one yearCs entitlement to be retained at the
credit of the employee.
c/ Encashment of privilege 9 ;eave shall be allowed only once in a
financial year%
d/ "or the purpose of encashment of privilege leave) only pay as counting
for provident fund contribution and additional dearness allowance shall
be ta-en into account.
e/ The rate of encashment per day shall be calculated on the basis of the
emoluments specified in condition4d/ and drawn by an employee in the
month preceding the month in which the applies for encashment).
ivided by thirty.
f/ 'o encashment of privilege leave shall be permissible to an employee
during the period of his suspension from service.
g/ 'o deduction other than income:tax shall be made from the amount
payable if the encashment is for a period less than thirty days%
h/ The amount payable towards the privilege leave allowed to be
encashed shall no the rec-oned as pay for any purpose including
provident fund contribution.
i/ The period of privilege leave permitted to be encashed shall not be
rec-oned for the purpose of earning privilege leave or any other -ind of
leave.
The benefits of encashment of privilege leave shall not be admissible to%:
a/ Employee on contract0
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b/ Temporary employee
c/ Apprentices and trainees
d/ Employees appointed for a specific pro5ect
e/ Employees who resign or whose services are terminated on
disciplinary grounds
f/ Employees on deputation.
A temporary employee) although he earns privilege leave from the
date of his appointment) shall be eligible to avail of the leave only
after he has completed one years service.
4i/ !asual leave
4ii/ Sic- leave
4iii/ Duarantine leave
4iv/ Special leave granted by the Managing irector to
count towards service
4v/ Accident and isability leave on full pay under
6egulation (+.
4vi/ Special leave for in5uries caused during sporting
activities.
4vii/ !ompensatory leave i.e. a day of in lieu of attending on
a normal duty Boff dayC.
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The leave salary admissible to an employee for the duration of privilege
leave) shall in addition to his 8asic 3ay and personal pay) include the other
allowance as decided from time to time.
S"!/ Lea(e
4i/ "lying crew% A member of flying crew shall be eligible for 1(
days sic- leave in a calendar year.
4ii/ &ther employees% All other employees 4except flying crew/shall be eligible for sic- leave of 12 days on half pay which
may be commuted to (2 days on full pay for each calendar
year.
A!!u'ulat"on o# S"!/ lea(e
4i/ "lying crew% The member of flying crew may carry over to the
next calendar year any unvailed portion of sic- leave not
exceeding $ days per calendar year sub5ect to the condition
that the leave thus accumulated shall not exceed ,2 days at
any time.
4ii/ &ther Employees% The sic- leave can be accumulated upto
(12 days with full pay and may be availed on half pay for
double the period i.e. 1@2 days. In the case of permanent
employees or temporary employees who have completed one
yearCs service may be granted 12 days sic- leave on half pay
and (2 days on full pay at any time during the year. A
temporary employee with less than a years service shall be
eligible for grant of sic- leave on pro:data basis.
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Me$"!al Cert"#"!ate
4I/ "lying !rew % Member of flying crew) who reports sic- and is
thus unable to report for duty at the appointed time) shall
furnish a certificate by the Medical &fficer in support of his
re*uest for sic- leaves. In places where there is no Medical
&fficer available) the !ertificate may be obtained from a
6egistered medical practitioner of Allopathic system of
medicine. The medical certification shall be submitted by thecrew as early as possible without avoidable loss of time.
4II/ &ther Employees% Sic- leave for a period exceeding 1 days
shall be supported by Medical !ertificate from either the
Medical &fficer of the company or a Medical practitioner 4or
Allopathic system of Medicine/ duly approved by the
company.
Se!"al S"!/ Lea(e
Special sic- leave will be admissible to employees at the rates and
in the circumstances specified below%%:
4i/ "lying !rew % The member of the flying crew shall for
ma5or or prolonged illness exceeding 2 days or where he has to
undergo a surgical operation) or in the event of an accident involving
personal in5ury be eligible for the grant of special sic- leave at the
rate of (+ days on "ull 3ay and allowances for each completed year
of service. This leave can be accumulated upto a maximum of (,o
days at a time.
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4ii/ &ther Employees % To all other employees at the rate
of 2 days on full 8asic 3ay for each completed year of service
sub5ect to a maximum of (,2 days during the entire period of
service) in cases where the employee is suffering from %:
a/ Tuberculosis
b/ ;eprosy
c/ !ancer
d/ &rganic heart diseases re*uiring hospitaliation and or
prolonged rest in bed.
e/ 3aralysis of vascular) ineffective or degenerative origin
affecting one or more limbs 4but not including minor paralysis li-e bells
palsy.
f/ Significant mental illness treated in a Government Mental
ospital 4in such cases a certificate from the ospital Superintendent or
any other competent authority of a Government Mental ospital
empowered to issue such a certificate shall be accepted by the
company) sub5ect to the approval of the same by the Medical &fficer of
the company.
g/ &n the recommendations of the Medical &fficer of the
company) special sic- leave may also be granted in cases where the
employee is suffering from the following diseases or ailments or in5ury
re*uiring hospitaliation or prolonged rest in bed.
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h/ Any other ma5or illness or in5ury re*uiring hospitalisation
continuously for a period of three months or more provided such
hospitalisation ha the approval of the Medical &fficer of the company.
Special sic- leave can be availed of%
a/ "lying crew% in case of flying crew only when the normal sic- leave)
casual leave and privilege leave in excess of =+ days are exhausted.
b/ &ther employees % In the case of other employees after all types oflease admissible to the employees on full pay are exhausted.
A!!"$ent an$ D"%a-"l"ty Lea(e
An employee sustaining a in5ury caused by an accident arising out of and
in the course of his employment) or by illness incurred 4I/ during the course
and in conse*uence of the due performance of the duties assigned to him)
or 4ii/ in the performance of any particular duty which has the effect of
increasing his liability to illness beyond the ordinary ris- of attending the
normal duties assigned to him% may on production of a medical certificate in
the prescribed form be granted accident and disability leave upto a
maximum of one hundred and twenty days.
uring the period of leave granted under sub:regulation 4I/ the employee
shall be entitled to his full pay % provided that an employee who is unable to
resume duty after the expiry of the leave granted under this regulation)
may be granted) at the discretion of the Managing irector) an extension of
such leave on full pay for a period not exceeding two hundred and seventy
four days) if a medical and constituted by the company for the purpose)
recommends such extension. The company shall meet the cost of medical
treatment of the employee as certified by the Medical &fficer) for an in5ury
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suffered by an employee in the due performance of his duties and not
arising out of his negligence or default.
In the case of an employee who is governed by the wor-menCs
compensation act and7or the 'ational ealth Insurance Scheme) the pay
and allowances paid to him during such leave shall be sub5ect to
ad5ustment of any compensation or benefit admissible under the aforesaid
act and7or scheme.
Study leave % An employee may be granted study leave by the Managing
irector at his discretion on the merits of each case) on such terms and
conditions as he may deem necessary.
Duarantine leave % An employee may) on a *uarantine certificate issued by
a medical authority approved by the Managing irector) be granted leave
of absence from duty for a period not exceeding 2 days.
Duarantine leave is to be granted in cases of cholera) smallpox) plague)
diphtheria) typhus fever) cerebrospinal meaning it is and measles.
Maternity leave % A female employee shall be eligible for the grant of
maternity leave on full pay for a period which may extend upto + days.
Extraordinary leave %In exceptional circumstances to be recorded by the
sanctioning authority and when (2 leave of any other -ind is admissible
under these regulations to a permanent employee or a temporary
employee who has completed one years continuous service) he may be
granted Extraordinary leave i.e. leave shall not exceed $2 days at a time.
3rovided that the Managing irector may on compassionate grounds
permit any part or whole of such leave to be treated as leave with pay
debatable to employeeC future leave account.
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A temporary employee with less than one years service is eligible for the
grant of extraordinary leave under the above circumstances upto a
maximum of (+ days.
Any employee suffering from the illness7diseases as mentioned hereunder)
may in addition tot he leave referred to in regulation (@ or (@@ as the case
may be). Granted extra ordinary leave i.e. leave without pay and
allowances at the rate of 2 days for every year of services. The period of
this extra ordinary leave shall however) not exceed 1=2 days in the entireperiod of service.
a/ Tuberculosis
b/ ;eprosy
c/ !ancer
d/ &rganic heart diseases re*uiring hospitalisation and or prolonged rest
in bed.
e/ 3aralysis of vascular) ineffective or degenerative origin affecting one or
more limbs 4but not including minor paralysis li-e bells palsy/.
f/ Significant mental illness treated in a Government Mental ospital 4in
such cases a certificate from the ospital Superintendentor any other
competent authority of a Government Mental ospital empowered to
issue such a certificate shall be accepted by the company) sub5ect to
the approval of the same by the Medical office of the company.
g/ &n the recommendations of the Medical &fficer of the company)
special sic- leave may also be granted in cases where the employee is
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suffering from the following diseases or ailments or in5ury re*uiring
hospitalisation or prolonged rest in bed.
h/ Any other ma5or illness or in5ury re*uiring hospitalisation continuously
for a period of three months or more provide such hospitaliation has
the approval of the Medical &fficer of the company.
Se!"al Ca%ual Lea(e
A permanent employee or a temporary employee who has completed oneyears service) who is a sportsman of All 9 India repute and who ta-es part
in sporting events) tournaments and matches of national or international
importance held either in Indian or abroad shall be eligible for the grant of
special casual leave sub5ect to the conditions mentioned in clauses 4I/ and
4ii/ below%:
The total period of special casual leave shall not exceed 2 day in any one
calendar year. Any period of absence in excess of 2 days should be
treated as regular leave of the -ind admissible under the service
6egulations. This leave can be combined with regular leave but not with
ordinary causal leave.
The special casual leave may be allowed only.
"or participation in sporting events of national or international importance0
and
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circle basis and the employee concerned ta-es part in the event in a team
as a duly nominated representative on behalf of the state) one or circle as
the case may be) or.
In respect of an event in a recognised sport in a tournament organised
under the authority of the Indian Airlines or
In respect of any other event or tournament in which the Indian Airlines
decides to enter its official team.
Employee who undergoes steriliation operation under family planning
scheme will be granted special casual leave with pay not exceeding six
days. A woman employee who has I..!.. insertion may be granted
special leave on the day on insertion.
A woman employee who undergoes non:puerperal steriliation operation
maybe granted special casual leave not exceeding (@ days at a stretch.
7eneral !on$"t"on% regar$"ng all /"n$% o# lea(e
'o -ind of leave be claimed as of right. The authority empowered to grant
leave has the discretion to refuse or revo-e leave according to the
exigencies of the companyCs wor-.
All leave shall be applied for in writing addressed to the appropriate
authority within the time prescribed by the relevant regulation.
Sunday7wee-ly off day or a holiday falling at the beginnign or at time end
of the leave period or both shall not be counted as part of the leave. A
Sunday7wee-ly off day or a holiday falling between the first and the last day
of the leave period shall be counted a part of the leave ta-en.
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If leave is refused) postponed or revo-ed) the reason thereof shall be
communicated to the employee concerned.
Sub5ect to the provisions of sub regulation 41/ all leave at the credit of an
employee shall lapse on the date of retirement or termination of service or
when his resignation is accepted by the authority.
An employee retiring on superannuation or voluntarily retiring under
clauses 4a/ or 4b/ or regulation (1 shall be eligible to encash the unutilised
privilege leave and sic- leave standing to his credit at the time of his
retirement sub5ect to the conditions) as specified against each%
PRIVILE7E LEAVE
The leave salary which an employee is entitled to encash shall be limited
to 22 days and shall be paid in one lump sum as one time settlement.
The authority competent to grant leave shall also be authorised to grant
encahsment of privilege leave at the credit of an employee on the date of
his retirement.
S"!/ Lea(e
a/ Encashment of sic- leave will be permitted upto a maximum number of
days for which the accumulation is allowed i.e. (12 days.
b/ The encashment of sic- leave will only be permitted if the employee
has a minimum balance of +2 H of the permissible ceiling i.e. ?2 days
standing to the credit of the employee at the time of his retirement. In
other words if the accumulated sic- leave is less than ?2 days at the
time of retirement no encashment will be allowed and such leave will
lapse.
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c/ In case of a deceased employee) the condition of minimum balance of
+2H shall not apply. The legal heir 4s/ of the deceased maybe paid the
amount of encashment of sic- leave irrespective of the number of days
at the credit of the deceased employee.
'ote % "or the purpose of encashment of privilege leave and sic- leave pay
counting as pay for the purpose of provident fund only shall be ta-en into
account.
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COMPENSATION
Regulat"on% *48924:50
6egulations (+$ to (?1 of Indian Airlines EmployeesC Service 6egulations
dealing with payment of compensation to the employees have been
recasted as under %:
7eneral Con$"t"on
Any compensations payable by the company under these 6egulations will
be sub5ect to deduction to the extent of any insurance amount) damages or
compensation recoverable by an employee or his legal representatives)
heirs or successors as t he case may be from any air transport carrier or
other surcease or under the wor-menCs compensation Act) Employees
State Insurance Act) or other laws) enforced in India or outside. Any
amount recoverable by an employee on his own or his legal
representatives) heirs or successors as the case may be under any
personal insurance policy ta-en out by an employee will not be ta-en into
account while computing the compensation payable by the company.
Fly"ng Cre2 A!!"$ent In%uran!e an$ !o'en%at"on
For Death
In%uran!e3Members of flying crew are insured for a sum of 6s. +.22 la-hs
against ris- of death or personal in5ury by accident on a world:wide 1@
hours basis.
!ompensation % If death is caused whilst on duty by an accident in any of
the circumstances specified below vi.%:
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a/
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irrecoverable loss of sight of one eye or of one limb by physical
separation at or above the wrist or an-le as the case may be.
4iii/ If such in5ury shall be the sole and direct cause of the employeeCs
temporary disablement) then) so long as he is totally disabled from
following his usual employment and attending to business of any
-ind) the company shall pay per wee- decimal point ? per cent
42.?H/ of the said sum for a period not exceeding +1 4fifty two/
wee-s.
4iv/ If such in5ury) whilst not falling under sub:clause 48/ 4iv/ above be
the sole and direct cause of the employee becoming permanently)
totally and absolutely incapacitated from following his usual
employment and attending to business of any -ind) then so long as
he is so totally and absolutely incapacitated the company shall) on
satisfactory proof) pay five per cent 4+H/ of the said sum per annum
for a period not exceeding 12 years provided that the company may)
at its option commute such payments by paying the employee a
lump sum not exceeding one hundred per cent 4(22H/ of the said
sum.
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4iii/
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7RO)P INS)RNACE SC=EME
The Group Insurance Scheme envisages payment of lump sum
compensation to the nominee or in its absence to legal heirs of the
employees in case of death of the employee while in service) at the
following scales%:
7rou Pre2re("%e$ %!ale% A'ount o#
In%uran!e !o(er
I Employees drawing a basic pay below
6s. 122+
6s. +2)2227:
II Employees drawing a basic pay of 6s.
122+:1=2+
6s. ,2)2227:
III Employees drawing a basic pay of 6s.
1=2+:2+
6s. ()(2)2227:
IF Employees drawing a basic pay of 6s.
2+ above.
6s. ()+2)2227:
The payment of compensation under this scheme shall be sub5ect to the
following conditions%:
4i/ In the event of death of an employee covered under the wor-menCs
compensation Act) or the employees State Insurance Act) or any
other applicable law in force in India) his7her nominee7heirs as the
case may be shall be entitled for payment of the amount due under
the applicable act or the amount under the scheme) whichever is
higher.
4ii/ This scheme will be applicable to the permanent employees on
Indian scales of pay who dies while in service irrespective of
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whether he dies on duty or off duty. Employees under contract
service7deputation to IA will not be covered under this scheme.
4iii/ In the event of death of an employee the Insurance amount will be
paid to his7her nominee7nominees or in the absence of valid
nomination to his7her legal heirs.
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MADICAL FACILITIES
(?.Medical facilities will be provided for the employees of the !omponent
as laid down un 6ules (?@ to (=2. 'o member of the employeeCs family is
eligible for any of these facilities for whom a !ontributory "amily Medical
Scheme has been laid down separately.
Me$"!al Atten$an!e An$ Treat'ent
a/ Employees are entitled to free medical con solution at the !ompanyCs
ispensary during such consulting hours as may be notified from time to
time.
b/ An employer desirous of consulting a Medical officer at his 4employeeCs/
residence shall have to pay the transport expense for 5ourneys to and
from the employeeCs residence.
c/ All medicines prescreens prescribed by the !ompanyCs Medical officer
shall be dispensary where maintained will be -ept open for the duration
of the shifts and a *ualified pharmacist will be -ept open for the duration
of the shifts and a *ualified pharmacist will be on duty throughout.
d/ In exceptional cases when it is not possible to dispense the prescription
at the !ompanyCs ispensary due to non:availability of medicines or
company dispensary being closed) an employee may) with the perior
approval of the Medical officer get the prescriptions dispensed at a local
!hemistCs shop) approved for the purpose. The cost of such medicines
will be reimbursed to the employee) who will present the !ash Memo
duly counter signed by the Medical officer to the "inance eptt.
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Note: The !ompany shall not provide such patent medicines as tonecs)
cough drops etc. The cost of such medicines when prescribed by the
employee.
=o%"tal">at"on
As far as possible arrangements will be made with the local
hospitals7institutions recognised by the !ompany for %:
(/ Indoor treatment including surgical operations)
1/ 3athological or J:ray examinations
/ !onsultation with specialists.
In$oor Treat'ent & Ioeratu"n%
A medical officer) may) when he considers it necessary refer an employee
to a local hospital or recognied institution for indoor treatment or surgical
operation. The cost shall be berne by the !ompany.
The type of accommodation to be provided in the hospital7institution is
given below and it re*uires the prior approval of the !ompanyCs Medical
officer
1a%"! Pay *Pre2re("%e$0 Roo' Charge% *In!lu%"(e o# $"et
!harge% er $ay0
pto 6s. (@($ 6s. 1+
"rom 6s. (@12 to1(2@ 6s. @+2
"rom 6s. 1(2+ to 1$?@ 6s. ++2
6s. 1$?+ and above 6s. =22
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In case the employee has been hospitalied in any of the following
hospitals7institutes) he will be allowed an additional 1+H enhancement over
and above rates) if need be%
!ity 'ame of the ospital
elhi (/ Sir Ganga 6am) 1/ Mool !handa ospital)
/ 8atra ospital0
8ombay (/ 3.K. indu5a) 12 Kaslo-) / 'anavati) @/ 8reach !andy
ospital0
!alcutta (/ !alcutta Medical 6esearch Institute) 1/ 8elle Falue
'.&me) /
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employee at his own expense. The !ompany will bear the consultation fee
or examination charges or the cost of dental treatment. The dental
treatment as authoried in these rule covers only the extraction of teeth
and gum treatment.
The company will however reimburse the cost of spectacles 4including the
cost of lens/ to the extent of 6s. 227: sub5ect to the following conditions0 :
(/ The reimbursement shall be allowed sub5ect to ceiling of 6s. 227: on
production of receipt.
1/ The expenditure will be reimbursed only when it is recommended and
certified by I.A. Medical officer.
/ The benefit will be admissible only once in three years.
In the cash of an employee suffering or suspected to be suffering from any
of these diseases) the Medical officer will send him either full particular
field for expert opinion and treatment. If the specialist or the ospital thus
constituted recommends ambulatory treatment) such treatment will be
given by the Medical officer of the !ompany on the periodical advice given
by the Specialist7Institution. The company shall on the advise of its Medical
officer and to the extent of the period of leave due and7or authoried)
endeavour to provide the patient with free hospitaliation in a Government
ospital or an approved Sanatorium as the case may be.
Annual Me$"!al E
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view/ and an Electro !ardiogram. other radiological or pathological
examinations can also be underta-en if according to the Medical officer
specific indications warrant so) during such a chec-:up.
I''un">at"on Aga"n%t D"%ea%e%
3eriodically the company arranges at its various dispensaries for the
immuniation of etc employees against diseases lo-e Small pox) !holera
and Typhoid.
Me$"!al Fa!"l"t"e% For Te'orary E'loyee%
The Medical facilities applicable to permanent employees of the company
are also applicable to temporary employees.
Me$"!al Fa!"l"t"e% For Ca%ual An$ Da"ly Rate$ E'loyee%
Service 6egulations do not apply to casual and daily rated employees.
ence the medical facilities as provided in the Service 6egulations cannot
be availed of by the casual and daily rated staff. owever) they may be
given) when necessary) emergency first aid treatment.
The above is sub5ect to the Award of the 'ational Industrial Tribunal
according to which the casual and daily rated staff on will become eligible
for the same benefits to which a permanent employee of the !ompany is
entitled as per the Indian Airlines 6egulations.
Me$"!al Fa!"l"t"e% For E'loyee% Co(ere$ )n$er The E@S@I@ S!he'e
An employee for whom the company as also the employee pays
contribution to the EmployeesC State Insurance Scheme) should invariably
avail of the medical facilities provided by the E.S.I. authorities irrespective
of the nature of the disease. The Medical officer of the company can
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provide only first aid treatment) which re*uires immediate attention. 4ow
ever) it has now been decided that Indian Airlines staff covered by the
E.S.I. Scheme of the Government of India) who are exposed in their normal
course of duty to Industrial haards can have their chest J:rayed once a
near at the expense of the Indian Airlines. Such an investigation however
should be underta-en only with the permission of the Medical &fficer of the
Indian Airlines/.
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DISCIPLINE AND APPEALS
Any one or more of the following punishments may) for god and sufficient
reasons and as hereinafter provided) be imposed on an employee of the
company %
a. !ensor) to be conveyed in writing with reasons for the same.
b. "ine) as provided in the 3ayment of wages act and applicable to
employees governed by the factories act.
c. "orfeiture of employments payable for a period not exceeding three
days and applicable to employees up to and including grade (1 only.
d. 6ecovery for the pay of the whole or part of any pecuniary loss caused
to the company by the default or breach of orders or negligence of the
employee himself or of another employee for whom he has stood
surety.
e.
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If an employee is arrested by the police on a criminal charge and bail is not
granted) he shall be deemed to be under suspension automatically from
the date of his arrest and suspension orders should issue accordingly.
An employee who has been suspended) is not entitled to any salary during
the period of suspension. e may) however) be granted) at the discretion of
the competent authority) a subsistence allowance not exceeding 1+ per
cent of his basic pay plus dearness allowance last drawn.
An employee) who has been suspended) except in cases covered by 6ule
11) shall not absent himself from the station during the period of
suspension) except with the written permission of the authority that ordered
the suspension.
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b. The charges should be communicated to the official concerned in the
form at Appendix I) along with the order of suspension if any) and he
should be as-ed to put in) by a prescribed date) a written statement of
his defiance) and to state whether he desires to be heard in person)
cross:examine witnesses appearing against his and to adduce oral
evidence in his decency. &ne wee- at least should be allowed for
submitting written statement at least should be allowed for submitting
written statement of defiance) including details about cross in person.
After the written statement of the employee has been received the in*uiring
officer shall give him a personal hearing if the employee has re*uested the
same. In case the employee has desired in his written statement or the
in*uiry officer considers it necessary witnesses will be called and examined
on such of the allegations as are not admitted in the explanation. The
person charged shall be allowed to produce documentary evidence in his
defense) to cross:examine the witnesses appearing against his and to
examine any witnesses in his defense. All the proceedings will be recorded
by the in*uiring officer. 8ut the encoring officers may in his discretion
refuse to call any witness for sufficient reasons which should be recorded
in writing.
The competent authority shall have the power to exclude any evidence
which in his opinion is irrelevant or is intended to delay and7or defeat the
proceedings.
The en*uiring officer shall draw:up a report containing his findings with
grounds thereof and the penalty proposed to be imposed) and in case b
himself is not the competent authority) shall submit his report to he
competent authority unless the punishment proposed is dismissal) removalor reduction in ran- the competent authority will pass final orders on the
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report of the en*uiring officer awarding such of the punishments specified
in rule (= as may be 5ustified in his opinion. If however he is of the opining
that the case deserves a punishment higher than what the is competent to
award) he shall forward the case to the higher competent authority for
orders which shall dispose of the case without further preliminaries and as
if the entire proceedings had been carried out by that authority.
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with him) the competent authority may) after full scrutiny of all the available
evidence bearing on the case) pass such orders as he may deem fit.
An employee may be permitted) if he so desired to have under his owned
arrangements the assistance of a NfriendN during the course of the en*uiry.
Such a NfriendN must be an employee of company. 'o outside
representation shall be permitted in any circumstances.
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WORIN7 =O)RS
All employees except the member of flying crew will) according to the
nature of duties assigned to and performed by them) be classified) from
time to time into the following two categories %
a. Those observing , hours wor- per wee- including a daily brea- of half
an hour on all wor-ing days except Saturdays.
b. Those observing @@ hours wor- per wee- including a daily brea- of half
an hour on all wor-ing days 4except Saturdays for non:shift employees/.
The actual hours of daily wor- shall be such as are notified from time to
time by the regional director at region.
RETIREMENT 1ENEFITS
Every employee who has completed one years continuous service shall)
sub5ect to the regulations to be made hereafter in this behalf) contribute to
the contributory provident fund each month a minimum of (2 per cent and a
maximum of 12 per cent of his provident fund pay. The companys
contribution to the fund shall) however) be limited to (2 per cent of his
provident fund pay.
The companys contribution to the fund is payable to the employee after
five years of membership of the fund. Sub5ect to this an the other
regulations to be made hereafter in this behalf) all the accumulated balance
to the credit of an employee on the day he ceases to be an employee of
the company) is payable to him or his nominee or nominees or executors.
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7RAT)ITY
Co''en!e'ent an$ %!oe
This chapter shall be deemed to have come into force on the ( stKanuary)
($,?) and accordingly the benefit thereunder shall) sub5ect to the other
provisions of this chapter be admissible to employees who have ceased to
be in the service of the company on or after that date.
The provisions of this chapter shall not apply and the benefits thereunder
shall not be admissible to or in relation to %
a. !asual) temporary) non:regular and part time employees.
b. Government servants and other employed on deputation terms.
c. Employees on contract basis
d. Apprentices and trainees
e. 6e:employed persons.
f. Employees appointed for a specified pro5ect.
Con$"t"on%
Sub5ect to the conditions hereinafter mentioned) an employee or his
beneficiary) as the case may be) shall be eligible for gratuity upon the
employees ceasing to be in the service of the company in any of the
following circumstances) namely %
a. &n Superannuating.
b. &n : 4i/ retirement under regulation (10
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4ii/ resignation) dismissal or removal from services0 or
4iii/ ischarge on abolition of post0 after completion of + years
continuous service excluding periods of leave without pay.
c. eath whilst in service or termination of services on grounds of
permanent incapacity due to holiday or mental infirmity.
d. Service of 12 years and more half a months emoluments for complete
half year of *ualifying service sub5ect to a maximum of times theemployments provided the account of death gratuity shall in no case
exceed on la-hs rupees.
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No'"nat"on%
Every employee shall as soon as may be after appointment in the
company) ma-e a nomination in such from as may be prescribed by the
managing 3irector conferring on one or more persons of his family the right
to receive any gratuity that may be sanctioned under these regulations) in
the event of his death while in the service or before it has been paid. In the
case of employee have in family) the nomination may be made in favour of
person or persons) or a body of person corporate or incorporate. 3rovided
that if at the time of ma-ing the nomination) the employee has the family)
the nomination shall not be in favour of any person or persons other than
the member of his family.
If a member nominates more than one member under sub:clause 4(/ he
shall specify in the nomination the amount of share payable to each of the
nominees in such manner as to cover the whole of the amount payable as
gratuity.
An employee may at any time cancel) or modify a nomination by notice in
writing0 3rovided that the employee shall) alongwith such notice) send a
fresh nomination made in accordance with the provisions of this regulation.
An employee may provide in the nomination %
i/ that in the event of any nominee producing the employee) that right
conferred upon that nominee shall pass to such other person or
persons as may be specified in the nomination0
ii/ That the nomination shall become invalid on the happening of a
contingency specified therein. 3rovided that if at the time of ma-ing
the nomination the member has no family) the nomination shall
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automatically become invalid in the event of is subse*uently
ac*uiring a family.
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i/ "irstly) to one or more surviving members of the family as specified
in clauses 4a/ to 4d/ of the explanation to sub:regulation 4@/) in e*ual
shares0
ii/ Secondly) if there is no surviving member as specified in clauses $a/
to 4d/ than to one or more surviving member of the family as
specified in clauses 4e/ to 45/ of Explanation to sub:regulation 4@/) in
e*ual shares.