SESSION OVERVIEW

 To familiarize the participants with the

various provisions of the CCS (Leave)
Rules,1972 or CCS (Leave) Second
Amendment Rules 2014 .

 Correct understanding and application of the

CCS (Leave) Rules.

 Widen learner’s knowledge in matters of

Leave.
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 General Principles
Leave cannot be claimed as a matter of right.
The leave sanctioning authority may refuse or
revoke leave of any kind but cannot alter the kind
of leave due and applied for.
Earned leave should not ordinarily denied during
the last ten year of service.
Leave of one kind taken earlier may be converted
into leave of a different kind at a later date at the
request of the official and at the discretion of the
authority who sanctioned the leave.

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 Conversion of one kind of leave into leave of
different kind is permissible only when
applied for by the official while in service
and not after quitting service.
 Leave sanctioning authority may commute
retrospectively periods of absence without
leave into Extra Ordinary Leave.
 No leave of any kind can be granted for a
continuous period exceeding five years.
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 An official on leave should not take up any
service or employment elsewhere without
obtaining prior sanction of the C.A.
 Wilful absence from duty after the expiry of
leave renders a G.S. Liable to disciplinary
action.
 If a G.S. is transferred to foreign service while
on leave, he ceases, from the date of such
transfer, to be on leave and to draw leave
salary.
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  Earned Leave –
1. Credit – Credit is afforded in advance a
uniform rate of 15 days on the 1st of January
and 1st of July every year. The credit to be
afforded will be reduced by 1/10th of EOL
availed and/or period of dies non during
the previous half year, subject to a
maximum of 15 days and to the extent of
such credit only.
2. Accumulation–Can be accumulated up to
300 days in addition to the number of days
for which encashment has been allowed
with LTC. 5
3. While limiting the max. of 300 days, where
the balance at credit is 286-300 days, further
advance credit of 15 days on 1st January/1st
July will be kept separately and set off
against the EL availed during that half year
ending 30th June/31 December. However, if
the leave availed is less than 15 days, the
remainder will be credited to the leave
account subject to the ceiling of 300 days at
the close of that half year.
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4. The credit for the half year in which a G.S. Is
appointed will be afforded at the rate of 2 and a
half days for each completed calendar month of
service.
5. The credit for the half year in which a G.S. is due
to retire/resign will be afforded at the rate of 2
and a half days for each completed calendar
month in that half year up to the date of
retirement/resignation.
6. If the G.S. Retires/resigns/is removed/is
dismissed/dies in the middle of a calendar month,
the EL credited should be reduced at the rate of
1/10th of any EOL taken in that half

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 year and the leave account regularised.
7. While affording credit, fractions of a day
should be rounded off to the nearest day.
8.EL on account of un-availed Joining Time –
Un-availed J.T. i.e. the number of days
admissible reduced by the actual number of
days availed, shall be credited to the earned
leave account subject to conditions.
9. One day J.T. Admissible for transfer within
the same station, if not availed, cannot be
credited to EL account.
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10. EL can be availed up to 180 days at a time.
Half Pay Leave –
1. Credit is afforded in advance a uniform rate of 10
days on the 1st of January and 1st of July every year.
The advance credit for the half year in which the G.S.
is appointed will be at the rate of 5/3 days for each
completed calendar month.
2. The HPL credited every half year will be reduced at
the rate of 1/18th of the period of dies-
non/suspension treated as dies non, during the
preceding half year, subject to a max. of 10 days.

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3. The credit for the half year in which a G.S. is due to
retire/resign will be afforded at the rate of 5/3 days
for each completed calendar month of service in that
half year up to the date of retirement/resignation.
4.HPL can be availed either with or without
medical certificate.
5.While affording credit, fraction shall be
rounded off to the nearest day.

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Commuted Leave –
1. C.L. not exceeding half the amount of HPL
due can be taken on medical certificate.
2. C.L. can be taken without MC –

(a) Up to a max. of 90 days in the entire service

if utilised for an approved course of study
certified to be in public interest.
(b) Up to a max. of 60 days by a female G.S. if it
is in continuation of maternity leave.
(c) Up to a max. of 60 days by a female G.S.
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 with less than two surviving children if she
adopts a child less than one year old.
3. If C.L. is taken, twice the number of days availed
should be debited in the half pay leave account.
4. Where a G.S. granted C.L. quits service
voluntarily without returning to duty, the C.L.
shall be treated as HPL and the excess leave
salary recovered. If the retirement is due to ill-
health incapacitating him for further service or in
the event of death, recovery should not be made.

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5. C.L. may be granted at the request of the G.S. even
when EL is available.
6. CL on medical grounds may be allowed to a GS who
has opted out of CGHS, on the basis of certificates
issued by the Hospitals/Medical Practitioners
approved by the employer of the spouse.

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 Leave Not Due –
1. May be granted to a permanent GS with no HPL at
credit.
2. Temporary officials with minimum of one year’s
continuous service and suffering from TB, Leprosy,
Cancer or mental illness may also be granted LND.
3. It is granted on MC, Exceptions –
(a) In continuation to maternity leave
(b) To a female GS with less than two surviving
children on adoption of child less than a year old.

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4.LND during the entire service is limited to a
maximum of 360 days.
5. LND will be debited against the HPL that
the GS earns subsequently.
6. It cannot be granted in the case of leave
preparatory to retirement.
7.When a GS granted LND resigns from
service or is permitted to retire voluntarily
without returning to duty, LND should be
cancelled. The resignation or retirement will
take effect from the date on which such leave
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 had commenced and the leave salary should be
recovered.
8. It can be granted to an officer whose leave
account shows a debit balance in consequence
of the grant of LND on previous occasion.

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 Extra Ordinary Leave –
EOL is granted to a GS
(a) When no other leave is admissible
(b) When other leave is admissible, but the GS
applies in writing for EOL
EOL cannot be availed concurrently during the
notice period when going on Voluntary
Retirement.

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 Limit –
1. No leave of any kind can be granted to a GS
for a continuous period exceeding five years.
Subject to this limitation, any amount of EOL
may be sanctioned to a permanent GS
2. For temporary GS, the limit on any one
occasion is
(a) All officials – up to 3 months with or without
MC.
(b) Officials with one year continuous service –
up to 6 months with MC for common
ailments.
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 Up to 18 months with MC for cancer,
mental illness, pulmonary tuberculosis or
pleurisy of tubercular origin and leprosy.
(c)Officials with three or more years
continuous service – up to 24 months,
where the leave is required for the
purpose of prosecuting studies certified to
be in public interest.
(d) Officials belonging to SC/ST – HODs
may grant leave exceeding 3 months for
attending pre-examination training course
notified by Government from time to time.
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3.Two spells of EOL intervened by any
other kind of leave should be treated as one
continuous spell for the purpose of
maximum limit.
4. EOL may also be granted to regularise
periods of absence without leave retro
spectively.

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 Maternity Leave –
1. Admissible to married/unmarried
female GS during –
(a) pregnancy: 180 days from 01.09.2008 –
Admissible only to employees with
less than two surviving children.
(b) Miscarriage/Abortion: Total of 45 days
in the entire service irrespective of
number of children.
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2. The leave is not debited to leave account.
3. It is granted on full pay.
4. It may be combined with leave of any kind.
5. Any leave (including CL up to 60 days and
LND may be taken without MC up to two
years in continuation.
6. Counts as service for increments.
7. Counts as service for pension.

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8. Not admissible for threatened abortion.
9. Admissible only for induced abortion.
Paternity Leave –
Eligibility – Male GS with less than two surviving
children. Also granted on valid adoption of a
child below the age of one year.
Duration – 15 days during the wife’s confinement
i.e. Up to 15 days before or up to 6 months from
the date of delivery of the child and for 15 days
from the date of valid adoption of a child.

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Leave Salary: equal to last pay drawn.
Not to be debited to the leave account. May
be combined with any other kind of leave
except casual leave.
Not to be refused normally.
To be applied up to 15 days before of up to 6
months from the date of delivery or from
the date of valid adoption. If the leave is not
availed of within this period, it should be
treated as lapsed.
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Child Care Leave –
1. Women employees having minor children
may be granted CCL for a maximum of 730
days during their entire service for taking
care of up to two children, whether for
rearing or to look after any of their needs
like examination, sickness etc.
2. CCL shall not be admissible if the child is
18 years of age or older. In respect of
disabled/mentally challenged children , it is
permitted up to the age of 22 years.

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 3. Leave salary equal to the pay drawn
immediately before proceeding on leave is
admissible.
4. CCL shall not be debited against the leave
account.
5. It may be combined with leave of the kind
due and admissible.
Conditions –
1. Requires prior sanction.

2. Intervening holidays will count as CCL as in

the case of EL.
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3. CCL may not be granted in more than 3
spells in a calendar year.
4. There is no requirement of minimum period
for grant of CCL.
5. Should not be sanctioned during probation
period except in cases of extreme situations
and minimal leave should be sanctioned.
6. LTC cannot be availed during CCL.

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Study Leave – 1. Granted to GS with not less
than 5 years of service for undergoing special
course consisting of higher studies or
specialised training in a professional or
technical subject having a direct and close
connection with the sphere of his duties or
being capable of widening his mind in a
manner likely to improve his ability as a civil
servant.
2. Course should certified to be in public
interest.

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 3. The study should be approved by the
authority competent to grant leave.
4. Not granted –
(a) For studies out of India if facilities for such
studies exist in India.
(b) To an official due to retire within three years of
return from the study leave.
(c) To same official with such frequency as to
remove him from contact with his regular work
or cause cadre difficulties owing to his absence
on leave.
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5. Maximum period is 36 months in entire
service. May be granted at a stretch or in
different spells.
6. This leave is not debited against the leave
account. May be combined with any other
leave due.
7. Requisite bonds in the prescribed forms are
required to be executed by the official.
8. Leave salary – (a) outside India: Pay last
drawn plus DA, HRA and study allowance
admissible.
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(b) In India: Leave salary will be equal to pay
last drawn plus DA and HRA. No study
allowance admissible. Stipend, Scholarship or
remuneration for any part-time employment
during the period of study leave should be
adjusted against the leave salary.
- HRA is payable for the first 180 days at the
rates applicable at the last place of duty;
continuance beyond 180 days will be subject to
the production of prescribed certificates.

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9. Officials granted study leave shall not be
paid TA but the President may sanction in
exceptional cases.
10. Cost of fees paid for study shall ordinarily
be met by the GS but in exceptional cases the
President may sanction the grant of such fees.
11. If the GS resigns or does not complete the
course of study, he should refund (a) the actual
amount of leave salary, study allowance, cost
of fees, TA etc.

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 Casual Leave –
1. Not a recognised form of leave. An official on
CL is not treated as absent from duty.
2. Can be combined with Special CL but not with
any other kind of leave.
3. Sundays/Public holidays/RH can be
prefixed/suffixed to casual leave.
4. Can be taken on tour but no DA will be
admissible for the period.
5. Can be taken for half a day also.

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 Casual Leave –
6. Essentially intended for short periods, should
not be normally granted for more than 5 days
at any one time, except under special
circumstances.
7. LTC can be availed during Casual leave.
8. Half day’s CL should be debited for each late
attendance. Late attendance up to an hour for
not more than two occasions in a month can be
condoned by the CA.
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 Casual Leave –
9. In cases where even debiting half days CL does
not ensure punctual attendance of the official,
disciplinary action can be taken in addition to
debiting half days CL
10.Officials who have got only half days CL at
credit, when applying for half days CL for the
afternoon of a day should ensure that they
attend office next day since CL cannot be
combined with EL. However, if due to sickness
or other compelling grounds, he is

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 Casual Leave –
Unable to attend office the next day, combining
with EL can be permitted as an exception.
Special Casual Leave –
1. In sports events

(a) Admissible up to a maximum of 30 days in a

calendar year for attending –
(i) Coaching or training camps of All India
coaching or training schemes.

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 (ii) Coaching or training camps at the NIS,
Patiala.
(iii) Coaching camps in sports organised by the
National Sports Federation/Sports boards
recognised by Government.
(iv) Players injured during sporting events –
SPCL may also be granted to sportspersons
getting seriously injured or being hospitalised
subject to a overall ceiling of 30 days.
2. In cultural activities –
(a) Admissible to employees taking part in the
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 cultural activities like dance, drama, music etc.,
of an All India or Inter State character subject to
overall limit of 30 days.
(b)Admissible to employees participating in
events at Regional, National or International
level organised by GOI/Government
sponsored bodies subject to a maximum of 15
days in a calendar year.
3. Mountaineering/Trekking Expeditions –
Expeditions approved by the Indian
Mountaineering Foundation – 30 days.

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 4. For family planning –
(a) Male employee
(i) Maximum of 5 working days for vasectomy
operation
(ii) Maximum of 21 days for undergoing
recanalization operation.
(iii) Maximum of 3 working days if his wife
undergoes tubectomy, laproscopy operation.
The leave should follow the date of operation.

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 (b) female employee –
(i) Maximum of 10 working days for
tubectomy/laproscopy.
(ii) Maximum of 21 days for undergoing
recanalization operation.
(iii) For one day on the day of operation when her
husband undergoes vasectomy operation.
(iv) Can be extended on account of post
operational complications.

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 5. Union/Association Activities –Up to a
maximum of 20 days in a year is admissible to
(a) Office bearers of recognised Service
Associations.
(b) 10 days to outstation delegates/executive
committee members for attending meetings.
(c)5 days to local delegates for attending meetings.

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 6. Natural Calamities/Bandhs – Admissible to
employees residing at places 3 miles away
from office when they are unable to attend
office due to dislocation of traffic arising out of
natural calamities, bandhs etc. If the
disturbance is due to curfew, SPCL may be
granted irrespective of the distance.
7. During Elections –Employees enrolled as voters
in a constituency but having offices in another
constituency are entitled to a days SPCL on the
day of Election for exercising their franchise.

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8. LTC can be availed during SPCL.

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That’s all

Thanks!!!!

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