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 in the level of irector. The period of probation of employees

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 ((.

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 the

employee 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

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 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. irector warrant such dispensing with or

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.

PAY AND ALLOWANCES

Pay The scales of pay for various categories of employees are given in Appendix (. Allo an!e The allowances are part of establishment orders and hence not included in these regulations. Regulat"on o# Pay an$ Allo an!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 A&&o"nt'ent 4i/ A new entrant on first appointment to a post on a scale of pay shall draw 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.

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 raised as 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
6

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 the full 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.

TRNAFER AND TO)RS

4i/ 4ii/ 4iii/ 4iv/ As a necessary complement of the crew &n temporary duty 4tour/ &n temporary transfer and &n permanent transfer.

<hile travelling on duty by rail) sea or road) employees will be entitled to the class of accommodation specified below% 4i/ 8y 6ail 8asic 3ay 43re:6evised/ 6s. .1=+ > above Air:conditioned class 4if available/ &therwise (st !lass 6s. (?(+ to .1=@ 8elow 6s. (?(+ 4ii/ 8y sea 8asic pay 43re:6evised/ 6s. .1=+ > above 6s. (?(+ to 6s. .1=@ All others eluxe !lass "irst !lass Economy class "irst !lass Second !lass

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 and economy class) the entitlement of class of accommodation shall be as indicated below% : &fficers in Erst. Grade (+ > above : All others Te'&orary Duty *tour + "th"n In$"a "irst !lass 4where available/ Economy class

The employees underta-ing duty tour will be eligible for payment of aily Allowance7 Aotel 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% re,u"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.

For e'&loyee% re,u"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 ADrs. The B ayC 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

10

should contact his

epartmental Aead well in advance) so that

release of additional foreign exchange could be arranged for him. 4iii/ Ender 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$oyee) to the company in foreign currency. Similarly) in case the stay abroad is for less than the number of days for which foreign exchange had been released by 6eserve 8an- of Indian) the employee concerned has to deposits with the company the untilised amount on foreign currency at the same per diem rates) at which foreign exchange had been released to him. In case in which the entitled class of accommodation is not available) the competent authority may permit the employee to travel by a higher class. Te'&orary Tran%#er + Intern reg"on *E'&loyee other than !o!/&"t !re 4i/ an$ a"r!ra#t eng"neer%0 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 Aead*uarters and then avail of the privileges and concessions admissible to him on permanent transfer.

11

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$0 Total 1aggage allo an!e tra(ell"ng W"th #a'"ly */g%0 6s. 1.@+ and above 6s. (1,+ to 6s. 1.@@ 8elow 6s. (1,+ Pro("$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.
12

hen

W"thout #a'"ly*/g%0 .?2 1=2 (,2

=12 +@2 .?2

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 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 allo an!e tra(ell"ng W"th #a'"ly */g%0 W"thout #a'"ly*/g%0 hen y. Managing irector.

13

6s. 1=?+:.,=+ All others

(,=+ (?22

(122 (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 train7EFG 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 All other employees 6s. .)2227: 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:

14

: 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 Allo an!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.

15

Re%ettle'ent Allo an!e A resettlement allowance will be paid on the following rates%:

1a%"! Pay *Pre2re("%e$0 Epto 6s. (2=$ 8etween 6s. (2?2 > 6s. (@($ 8etween 6s. (@12 > 6s. (=2+

Rate o# Re%ettle'ent Allo an!e 6s. +27: 6s. =+7: 6s. (227:

16

LEAVE
Ca%ual Lea(e 3 An 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(e3 An 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

17

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

18

b/ Temporary employee c/ Apprentices and trainees d/ Employees appointed for a specific pro5ect e/ Employees who resign or whose services are 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/ 4ii/ 4iii/ 4iv/ !asual leave Sic- leave Duarantine leave Special leave granted by the Managing count towards service 4v/ Accident and 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. isability leave on full pay under irector to terminated on

19

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.

20

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 the crew 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. S&e!"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.

21

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/ b/ c/ d/

Tuberculosis ;eprosy !ancer &rganic heart diseases re*uiring hospitaliIation 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 Aospital 4in such cases a certificate from the Aospital Superintendent or any other competent authority of a Government Mental Aospital 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 hospitaliIation or prolonged rest in bed.

22

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 of lease 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

23

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 Aealth 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.

24

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 entire period 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 Aospital 4in such cases a certificate from the Aospital Superintendentor any other competent authority of a Government Mental Aospital 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

25

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 hospitaliIation has the approval of the Medical &fficer of the company. S&e!"al Ca%ual Lea(e A permanent employee or a temporary employee who has completed one years 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 <hen the employee concerned is selected or participation. In respect events of national importance when the sporting events in which participation ta-es place) is held on an Inter:state) inter:Ional basis or inter: called for trial) for such

26

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) Ione 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 steriliIation operation under family planning scheme will be granted special casual leave with pay not exceeding six days. A woman employee who has I.E.!. . insertion may be granted special leave on the day on insertion. A woman employee who undergoes non:puerperal steriliIation 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.

27

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.

28

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. <hen an employee who has exhausted the full period of sic- leave due to him) re*uires more leave on grounds of sic-ness be can be granted privilege7casual leave in continuation of sic- leave. Thus) whilst privilege7casual leave can be availed of either on grounds of sic-ness or for private affairs) sic- leave can be availed of only on grounds of thic-ness. 'ote % Sic- leave) which can be availed of only on grounds of sic-ness can also be granted in continuation of privilege7casual leave irrespective of whether the latter is ta-en on grounds of sic-ness or otherwise. The grant of half a days leave is not allowed to an employee. Any such leave availed of will count as a full day.

29

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 Cre 2 A!!"$ent In%uran!e an$ !o'&en%at"on For Death In%uran!e3 Members 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 viI.%:

30

a/ <hilst flying in the companyCs aircraft or any other licenced aircraft of the standard type belonging to any air transport carriers of%: b/ <hilst travelling in any surface transport provided b? the company or its agents or% c/ "rom contact with any moveable part of the aircraft while it is par-ed on t he ground or by falling down from the aircraft. The company will pay in addition to the insurance coverage specified in (4a/ 4I/ above) a compensation e*uivalent to?2 times the basic pay of the employee concerned to the legal heirs of the deceased employee. For "n;ury.$"%a-le'ent <hen an in5ury from an accident results in disablement the employee concerned will be entitled to disability benefits in accordance with the applicable provisions of sub:clauses 4I/ to 4iv/ below. Such benefits will be computed on t he total of the compensation and insurance amount when the disablement arises in circumstances specified in clause A 4ii/ above and on insurance amount only in other cases%: 4i/ The maximum applicable substated in clause ( 4a/ 4ii/ above) if such in5ury shall) within three calendar months of its occurrence) be the sole and direct cause of the employeeCs death or of the total and irrecoverable lose of sight of both eyes or of two limbs by physical separation at or above the wrist or an-le as the case may be or of such loss of sight of one eye and of such loss of one limb. 4ii/ +2H of the said sum if such in5ury shall) within three calendar months of its occurancy be the sold and direct cause of the total and

31

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. E<tra or$"nary #ly"ng r"%/ !ompensation to the employees other than the member of the flying crew. <hile travelling by air as a necessary complement of the crew. 4i/ An employee other than a member of the flying crew when detailed on the duty as a necessary complement of the crew) be eligible for compensation at the rates as applicable in case of flying crew. 4ii/ <hen an in5ury from an accident results in disablement) the employee concerned will be entitled to disability benefits in accordance with the applicable provisions as mentioned in clause ( 48/ above.

32

4iii/

<hen an in5ury

from an accident results in disablement) the

employee concerned will be entitled to disability benefits in accordance with the applicable provisions as mentioned in clause (48/ above. !ompensation to the employee while travelling by air on duty. An employee travelling by air on duty but not as a necessary complement of the crew) shall be eligible in the event of death or in5ury caused by an accident during or as a result of air 5ourney performed on duty) to compensation as mentioned below%: For $eath ?2 times the monthly basic pay or the compensation admissible under the provisions of the Indian carriage by Air Act) ($=1) whichever is higher. For "n;ury A percentage of the amount of compensation for death e*uivalent to ?2 times by monthly basic pay on the same terms and conditions as laid down in clause ( 48/. !ompensation to the employees while on duty on ground In the event of death or in5ury suffered by an employee as a result of an accident while on duty on ground) compensation will be paid at the under mentioned rates %: For $eath ?2 times the monthly basic ray of the employee. For In;ury A percentage of the amount of compensation for death as in clause 4I/ above on the same terms and conditions as provided in clause ( 48/.

33

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. +2)2227: 6s. 122+ II Employees drawing a basic pay of 6s. 6s. ,2)2227: 122+:1=2+ III Employees drawing a basic pay of 6s. 6s. ()(2)2227: 1=2+:.2.+ IF Employees drawing a basic pay of 6s. 6s. ()+2)2227: .2.+ above. 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

34

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.

35

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.

36

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 recogniIed 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 $ay0 Epto 6s. (@($ "rom 6s. (@12 to1(2@ "rom 6s. 1(2+ to 1$?@ 6s. 1$?+ and above 6s. .1+ 6s. @+2 6s. ++2 6s. =22

37

In case the employee has been hospitaliIed in any of the following hospitals7institutes) he will be allowed an additional 1+H enhancement over and above rates) if need be% !ity elhi 'ame of the Aospital (/ Sir Ganga 6am) 1/ Mool !handa Aospital) ./ 8atra Aospital0 8ombay (/ 3.K. Aindu5a) 12 Kaslo-) ./ 'anavati) @/ 8reach !andy Aospital0 !alcutta (/ !alcutta Medical 6esearch Institute) '.A&me) ./ <oodland Aospital0 Madras (/ Apollo) 1/ Fi5aya Aospital. 1/ 8elle Falue

Patholog"!al Or ?2Ray E<a'"nat"on A Medical officer may as- a local hospital or recogniIed institution or a 3rivate 3ractitioner to carry out such pathological and7or J:ray examination as may be considered necessary by him. !hargers for such examination will be borne by the !ompany. Con%ultat"on W"th S&e!"al"%t% A Medical officer may) when considers it necessary) send an employee to a local hospital oar recognised institution or a private practitioner for specialist advice) e.g.) in regard a diseases of the eye) nose) throat) ear or for dental treatment. Such consultation shall also include the testing of eye sight for glasses sub5ect to the condition that artificial dentures) hearing aids) etc.) <hen recommended by the Specialist) shall be procured by the

38

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 authoriIed 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 Aospital 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 authoriIed) endeavour to provide the patient with free hospitaliIation in a Government Aospital or an approved Sanatorium as the case may be. Annual Me$"!al E<a'"nat"on O# Sta## O# The Age O# 68 Year% Or A-o(e Staff &f The Age &f @+ Lears &r Above Are Entitled To A complete medical chec-:up annually by the Medical officer of the company. Such a routine annual chec-:up will be accompanied by an J:ray of the chest 43.A.
39

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 immuniIation 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. Aence the medical facilities as provided in the Service 6egulations cannot be availed of by the casual and daily rated staff. Aowever) 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
40

provide only first aid treatment) which re*uires immediate attention. 4Aow 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 haIards 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/.

41

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 employmentMs 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. <ithholding of increments or promotion. f. 6eduction to a lower post or grade or to a lower stage in the time:scale) including stoppage at efficiency bar) if any. g. 6emoval from the service of the company. h. ismissal without retirement benefits in part or full.

42

E<&lanat"on% The termination of service of an employee % a. Appointed on probation) during or on the expiration of the period of such probation. b. Appointed on temporary basis) during or on the expiration of the temporary period. c. Appointed under contract) in accordance with or on the expiration of such period of contract. Shall not be deemed to be removal or dismissal within the meaning of this rule. The authority competent to impose the punishments mentioned in 6ule (= and the corresponding appellation authority are shown in schedule. The competent authority may at any time administer a warning to an employee for a minor misdemeanor. 'o formal proceedings shall be necessary in such cases. Any punishment) including warnings) with brief reasons for the same imposed on an employee at any time shall be conveyed to him in writing and be brought on his personal record with the least possible delay. The competent authority as mentioned in the schedule I may suspend an employee at any stage pending in*uiry into his conduct. The reference to the circumstances of each case. The order of suspension shall also specify the subsistence allowance) if any) which may be allowed to an employee under suspension.

43

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. Ae 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. <hen any complaint against an employee is received) a preliminary in*uiry may be made) if considered necessary) by competent authority. If the preliminary in*uiry reveals that the complaint is well founded) the employee concerned shall be as-ed to explain his conduct with regard to the complaint against him. <hen there is a prima facie case against an employee or the explanation referred to in rule 1+ is unsatisfactory) the competent authority shall ta-e cogniIance of the case and pass orders for initiation of disciplinary proceedings) which will be conducted as follows % a. The grounds on which it is proposed to ta-e action against the employee should be reduced into definite charges with a statement of salutation enumerating all the facts and circumstances on which the decision to start proceedings against him was ta-en.

44

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) removal or reduction in ran- the competent authority will pass final orders on the
45

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. <hen the punishment proposed is dismissal) removal or reduction in ran-) a copy of the proceeding and en*uiring officers report exuding recommendations) if any) in regard to the punishment made by the en*uiring officer) will be sent to th@e employee charged) as-ing his to show cause by a specific date allowing his at least one wee-Ms time why the particular punishment be not imposed on him. In case the punishing authority differs with the recommendations of the en*uiring officer the points of disagreement) together with a brief statement of grounds thereof shall also be supplied to the employee concerned. &n receipt of his explanation) the punishing authority should pass final orders after considering the explanation carefully. The procedure detailed in para .2 will not be necessary. a. <here a person is dismissed or removed or reduced in ran- on the ground of conduct which has led to his conviction on a criminal charge and b. &r where the punishing authority is satisfied that for some reasons to be recorded by the authority in writing it is not reasonably practicable to give to that person an opportunity to show cause. <hen an employee against who disciplinary action is contemplated has abscond or where of r any other reason it is not practicable to communicate
46

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. <hen an employee under suspension is ac*uitted honorably of all the charges against him) he shall receive full pay and allowances for the period under suspension in lieu of the subsistence allowance already paid t him. <hen however an employee under suspension is not honourably ac*uitted on any one or more charges or is given the benefit of doubt) the competent authority shall decide what pay and allowances if any) the period of suspension. The competent authority shall also decide as to what portion of the period of suspension for which full pay and allowances are not autopsied) shall be treated as a period spent on duty. Every employee shall have the right of appeal to the authority specified in schedule I) !olumn @ within one month of the service of the order. The appellate authority shall not be bound to admit fresh evidence or accord a personal hearing to the employee concerned but may do either in its discretion. An authority higher than the appellate specified in column @ of schedule I) may review a case at any stage either on his on motion or on the application of the employee concerned on grounds of material irregularity and vary the punishment awarded in any manner within his competence.

47

<hen the reviewing authority proposes to enhance the punishment a notice shall be issued as-ing the employee to show cause as to why the punishment should not be enhanced in the manner proposed. The employee shall be allowed a reasonable period within which his explanation should reach the reviewing authority. The explanation) if

received within the specified period) shall be ta-en into consideration before final orders are passed by the reviewing authority.

48

WORAIN7 =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 yearMs 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 companyMs contribution to the fund shall) however) be limited to (2 per cent of his provident fund pay. The companyMs 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.

49

7RAT)ITY
Co''en!e'ent an$ %!o&e This chapter shall be deemed to have come into force on the ( st Kanuary) ($,?) and accordingly the benefit thereunder shall) sub5ect to the other provisions of this chapter be admissible to employees who have ceased to be in the service of the company on or after that date. The provisions of this chapter shall not apply and the benefits thereunder shall not be admissible to or in relation to % a. !asual) temporary) non:regular and part time employees. b. Government servants and other employed on deputation terms. c. Employees on contract basis d. Apprentices and trainees e. 6e:employed persons. f. Employees appointed for a specified pro5ect. Con$"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 employeeMs 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

50

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 monthMs emoluments for complete half year of *ualifying service sub5ect to a maximum of .. times the employmentMs provided the account of death gratuity shall in no case exceed on la-hs rupees. <hen an employee moves from Indian airlines to another public sector enterprises with the consent of both the managementMs i.e.) Indian Airlines and the enterprise to where he has moved) and there is not brea- in service) the company 4IA/ would extinguish its liability towards gratuity payment in respect of service rendered by the concerned employee by ma-ing lump:sum payment e*uivalent to the gratuity earned by him to the latter as if the employee has retired from its service on the date of transfer under the rules applicable to him. The minimum *ualifying service of + years would not be invo-ed when such transfer ta-es place with the consent of the both the employees. In respect of the central government employee who have been appointed in Indian Airlines on permanent7immediate absorption basis the previous service rendered under the government should into be ta-en into account while computing the *ualifying service for payment of gratuity .

51

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

52

automatically become invalid in the event of is subse*uently ac*uiring a family. E<&lanat"on M"amilyM for the purposes of this regulation shall include the following % a. <ife in the case of male employee0 b. Ausband in the case of female employee0 c. Sons0 d. Enmarried daughters0 including step children and adopted children. e. <idowed daughters0 f. 8rothers below the age of (, years and unmarried and widowed sisters0 including step brother and step sisters. g. "ather h. Mother i. Married daughters0 and 5. !hildren of predeceased son -. <ife of a pre:deceased son. If the employee dies without ma-ing a valid nomination or where the nomination has become invalid) the gratuity payable on death shall be paid in the manner indicated below %

53

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.

54