G5-ESTABLISHMENT

CONTENTS
• Organization of personnel Department
• Recruitment
• Training
• Pay and allowances
• Leave Rules
• Pass rules 1986
• Conduct Rules-1966
• DA Rules-1968
• HOER -2005
• Allotment & Retention of Quarter
• PENSION
• WORKMEN’s compensation
• Industrial relations
• Welfare Activities
• Staff benefit fund
• BASICS of HRMS, E-office & RTI
• Grievance redressable mechanism
 GENERAL INTRODUCTION
Definitions of Establishment Rules:
• Establishment rules govern the
recruitment, training, pay and allowances, leave
entitlement, promotion, retirement-cum-death
benefits, other terms and conditions of service
and various welfare and benefits applicable to
Railway servants. (IRAFC – chapter 4, rule 408)
Organization Structure at Railway Board
Organization Structure at Zonal level
Organization Structure at Division level
 STRUCTURE of Personal Non Gazetted
• Chief OS/CWLI/CPI
• OS/WLI/PI
• Sr.Clerk /WI/PI
• Jr.Clerk
 Functional areas of Personnel
Management
• Organizational planning & development
• Staffing and Employment
• Training and development
• Compensation, wages and salary administration
• Employee services and benefits
• Employee records
• Labour relation / Industrial relation
• Employee welfare
• Personnel research and personnel audit
RECRUITMENT RULES
 RECRUITMENT RULES
It determines how a post in the category is to be manned.
Important points of Recruitment Rules are:
1. Various modes of manning: Open source, promotion, etc.
2. Educational qualification
3. Age
4. Physical fitness
5. Verification of character and antecedents before appointment
6. Channel of promotion
7. Training
8. Probation
9. Health certificate
 Types of Services in Indian Railway
contd..
 Group 'A' - Officers
 Group 'B' - Officers
 Group 'C' - Technicians & Supervisors
 Group 'D' - Khalasis/Helpers
 Groups of services in railways and Recruiting

There are FOUR groups of staff on Indian Railways. They are :

 Group 'A' - Selection through UPSC

 Group 'B' - Selection through departmental

examination
 Group 'C' - Selection through RRBs & departmental
examination
 Group 'D' - Selection through RRCs & Zones/GM
 RECRUITING
• Recruitment to Group ‘A’

1. 50%’ is done through UPSC. After being appointed in Group ‘A’ (JS) services, one is promoted to Group ‘A’
(SS), provided, not being rejected for unfit or having less than 4 year service in JS.

2. 50% of vacancies in Group ‘A’ are filled by promotion from Group ‘B’ officers having minimum 3 years of
service.

3. Through ICS- 50%

- IRAS

- IRPS

-IRTS

- RPF - ASC -50% + ex-army - 10% + Inspectors -40%

4. Through IES - 50%

-IRSE

-IRSME - 25 % + SCRA 25% temporarily stopped

-IRSEE

- IRSSE

-IRSS

5. Through CMSE - IRMS - 100%

RECRUITING
 RECRUITING
• Recruitment to Group ‘B’ (master circular no.68 July 2019)

1. Service is made from serving railway employees by the GMs. -

Entirely Departmental recruitment.
2. 70% of the vacancies in some departments will be filled by the
process of selection,
• Eligibility : level 6 and above not less than three years of non-
fortuitous service in the grade
• Exam : 100% objective questions (70-T, 30-NT)
3. 30% by LDCE.
• Eligibility : level 6 and above not less than five years of non-
fortuitous service in the grade
 RECRUITING
• Recruitment to Group ‘B’

• Exam :
• 1.Pre qualifying :100% objective questions (75% pass
marks , 5 times no of vacancies)
• 2. Main: Descriptive 100 marks (60% pass marks)
• No. of vacancies /Employees called : 1:5,2:8,3:10,
more than 4 , 3 times the number of vacancies.
• If SC/ST is not available it may be extended to 5 times
only the SC/ST covered should consider.
 RECRUITING
• Recruitment to Group ‘C’

1. is done either by direct recruitment through RRB or by promotion from the serving
Group ‘D’ employees.

2. RRBs are headquartered at 21 places all over India.

3. A certain percentage of the vacancy are filled by Railways from suitable Group ‘C’ or
Group ‘D’ employees.
• Recruitment to Group ‘D’

1. are made by RRCs under various Zonal Railways.

2. Recruitment in Group ‘C’ and ‘D’ through other channels are on compassionate
grounds, against sports quota, from cultural and artistic talents and from physically
handicapped persons.
 Types of Recruitment

1. Through UPSC
2. Through Railway Recruitment Boards
3. Screening of Casual Labour and Substitutes
4. Appointment on compassionate ground
5. Sports quota
6. Cultural quota
7. Scouts & Guides quota
8. Physically handicapped quota
9. Recruitment of trade apprentice
10. Group ‘D’ recruitment by RRCs
Screening of Casual Labour and Substitutes

• Casual labour /substitutes who have

completed 120 days service. continuous
service but who have over 120 days’ service in
broken periods may also be screened.
• Screening Committee consists of 2 officers -
one departmental officer and the other a
Personnel Officer. One of the two officers
should be from the reserved community.
 Compassionate Appointment:

(i) Appointment given in Group C & D under powers of DRM and GM.
(ii) Death or permanently crippled in course of duty due to accident.
(iii) Death in harness as a result of railway accidents when on Off Duty.
(iv) Medical de-categorisation.
(v) Missing employee for a period of one year.
(vi) Job given to ward/widow/bread earner.

Relaxation in age can be given freely in upper age and 1 year in lower
age with approval of competent authority.
Appointment against Sports quota
 Appointments on the grounds of Cultural
& Artistic Talents
• General Manager is empowered to give
appointments to the extent of 4 persons in a
year either in Group ‘C’ or ‘D’ category on
account of outstanding performance in
cultural and artistic activities.
• Two appointments can be done for Scouts &
Guides.
 Physically Handicapped:
• Physically handicapped can also be given appointments in Group ‘C’ or
Group ‘D’ to the extent of 15% of recruitment in earmarked categories.
In their cases also the relaxation of 5 years in age limit is allowed
• Total intake = 3% of yearly vacancies;

1. 1% blind
2. 1% deaf and dumb
3. 1% orthopedically handicapped
• Based on educational qualifications - intake in Group C & D Nominated
categories - e.g., office clerks, typists, stenos, peons, mali, water women,
announcers, running room bearers etc.
Appointment of Mechanical Apprentices

• Direct recruitment in Group ‘C’ supervisory

category is done by recruitment of Mechanical
Apprentices. The training of Mech.
Apprentices is for a period of 2 ½ years.
 TRAINING
Training is a process of enhancing the aptitudes, skills and
abilities of an employee to perform specific jobs.
Over 220 training institutions are functioning to cater the
training need of staff at all levels.
Types of trainings provided are:
1) Initial training
2) Pre-promotional course
3) Refresher course
4) Special courses
PAY AND ALLOWANCES
As per 7th CPC recommendations, the basic salary of
employees are regularized according to a pay matrix
suggested by the Commission.
This will be w.e.f. 01.01.2016.
The pay matrix approved by Government is shown in the
next slide.
PAY MATRIX w.e.f. 01.01.2016
Rate of Increment: Rate of increment in the revised pay
structure will be 3% of the sum of pay in the Pay Level which
will be rounded off to the next multiple of 100.
 Date of Increment:
a. In case of an employee appointed or promoted in the normal
hierarchy or under MACPS during the period between the 2nd day
of july,2016 and 1st day of January 2017, the first increment shall
accrue on the 1st day of July 2017 and next increment on annual
basis.
b. In case of an employee appointed or promoted in the normal
hierarchy or under MACPS during the period between the 2nd day
of January,2016 and 1st day of July 2016, who did not draw any
increment on the 1st day of July 2016 shall accrue on the 1st day of
January 2017 and next increment on annual basis
Fixation of pay on promotion: In the case of promotion from
one grade pay to another in the revised pay structure, one
increment equal to 3% of the sum of pay in the pay band and the
existing grade pay will be computed and rounded off to the next
multiple of 100. This will be added to the existing pay in the pay
band.
Dearness Allowance: Dearness allowance is sanctioned twice
in a year as on 1st January and 1st July, payable with the salary of
March and September respectively based on the increase in the
average monthly All India Consumer Price Index (AICPIN) and it
is granted to compensate the price hike.
House Rent Allowance: RBE No.71/2017

Rate of HRA as a percentage

Classification of of
Cities / Towns Basic Pay + NPA
(where applicable)

24%
X

16%
Y

Z 8%
1. HRA shall not be less than `5,400 per
month, `3,600 per month and `1,800 per
month calculated @30% of minimum pay
for X (population of 50 lakh & above),
20% for Y (5 to 50 lakh) and 10% for Z
(below 5 lakh) category of cities.
2. HRA shall be revised to 27%, 18% & 9% of
Basic Pay in X,Y & Z cities when Dearness
Allowance (DA) crosses 25% and further
to 30%, 20% and 10% of Basic Pay in X, Y
& Z cities when DA crosses 50%.
 List of cities as per HRA Rules:

• “X” Category: Hyderabad, Delhi , Ahmadabad,

Bengaluru, Greater Mumbai, Pune,Chennai
and Kolkatta.
“Y” Category: Vijayawada, Warangal, Visakhapatanam, Guntur,
Nellore,Guwahati, Patna, Chandigarh(panchkula), Durg-Bhilai Nagar,
Raipur,Rajkot, Jamnagar, Bhavnagar, Vadodara, Surat, Faridabad,
Gurgaon,Srinagar, Jammu, Jamshedpur, Dhanbad, Ranchi, Bokaro Steel City,
Belgaum, Hubli-Dharwad, Mangalore, Mysore, Gulbarga, Kozhikode, Kochi,
Thiruvananthapuram, Thrissur, Malappuram, Kannur, Kollam, Gwalior, Indore,
Bhopal, Jabalpur, Ujjain, Amravati, Nagpur, Aurangabad, Nashik, Bhiwandi,
Solapur, Kolhapur, vasaivirar City, Malegaon, Nanded-Waghala,Sangli, Cuttack,
Bhubaneshwar, Rourkela, Pondicherry, Amritsar, Jalandhar, Ludhiana, Bikaner,
Jaipur, Jodhpur, Kota, Ajmer, Salem, Tiruppur, Coimbatore, Thiruchirapalli,
Madurai, Erode, Dehradun, Moradabad, Meerut, Ghaziabad, Aligarh, Agra,
Bareilly, Lucknow, Kanpur, Allahabad, Gorakhpur, Varanasi, Saharanpur, Noida,
Firozabad, jhansi, Asansole, Siliguri, Durgapur
.
 Transport Allowance RBE 80/2017
A / A1 class cities for the purpose of Transport Allowance are as below:
1. Hyderabad 2. Delhi
3. Bangalore 4. Mumbai
5. Chennai 6. Kolkatta
7. Ahmedabad 8. Surat
9. Nagpur 10. Pune
11. Jaipur 12. Lucknow
13. Kanpur 14. Patna
15. Kochi 16. Kozikode
17. Indore 18 Coimbatore
19. Ghaziabad
Transport Allowance:
Rate of Transport Allowance
LEVEL A / A-1 class Other
cities Places
___________________________________________________________
• 9 & above Rs.7200+ DA Rs.3600 + DA

___________________________________________________________
• 3 to 8 Rs.3600 + DA Rs.1800 + DA
___________________________________________________________
• 1 and 2 Rs.36000 + DA Rs.1800 + DA
for 24200/-& above
and for rest Rs1350/-
and 900/- RBE-96/2017
Transport allowance
Physically disabled ( visually, ortho, deaf, dump/hearing
impaired, spinal deformity are paid at Double the rate in no
case less than Rs:2250/- pm.

Transport allowance will not be admissible.

1. During leave for entire calendar month(s)
2. During deputation aboard
3. During Tour
4. During training Period
5. During Suspension
Travelling or Daily Allowance RBE. No: 84/2017:
When an employee is travelling on duty beyond 8Kms from
his headquarter station, he/she is eligible for Travelling
allowance. The rate of which are as under:
Level Rate of Allowance
14 and above Rs.1200

12 to 13 Rs.1000
9 to 11 Rs.900
6 to 8 Rs.800
5 and Below Rs.500

The allowance rates shall increase by 25% whenever

DA increases by 50%.
Travelling Allowance
1. Permanent or consolidated TA: railway servant
whose duties require him to travel extensively.
2. Conveyance Allowance: journeys performed on duty
within a radius of 8 kilometers from Headquarters.
3. Mileage allowance: admissible only for journeys by
road. Performed on own-24/km , autorickshaw-12/km
4. Daily allowance: proceeds on tour beyond a radius of
8 kms. from his headquarter or returns to his
headquarter from a similar distance.
Breakdown Allowance RBE.No.106/2017:
Employees deputed for breakdown duties will be entitled for
this allowance as under.
Category Level Rate of Allowance
Helpers / other Group-D
1 Rs.270 p.m.
staff
Technician Gr.III 3 Rs.405 p.m.
Technician / Supervisors 4&5 Rs.540 p.m.
Sr.Technicians /JEs and
6 & Above Rs.675p.m.
staff in higher scale

The allowance rates shall increase by 25% whenever DA

increases by 50%.
Non- Practicing Allowance(NPA):
In order to compensate Railway Doctors for restriction of
practising privately, an allowance named NPA at a uniform
rate of 20% of the aggregate pay is proposed subject to the
condition that Basic pay plus NPA does not exceed
Rs.2,37,500.
National Holiday Allowance RBE 108/2017:
Non-gazetted employees who do not enjoy public holidays
are entitled for NHA.
NHA rates as per VII CPC recommendation are as
follows. Limited to NON-Gazetted Staff

Level Rate of NHA

1 and 2 Rs.384

3 to 5 Rs.477

6 to 8 Rs.630

The allowance rates shall increase by 25% whenever

DA increases by 50%.
Night Duty Allowance:
NDA is granted to certain staff for performing duty between
22.00 hrs. and 06.00 hrs. Each hour in this period is weighted
equal to 10 minutes. (Basic Pay + DA)/200

1) All Group C & D staff classified as Continuous, Intermittent,

and Essentially Intermittent.
2) Group C & D workshop staff and supervisory staff working
on regular shift duty.
3) Group C staff working in confidential capacity.
4) Running staff who performs night duty away from head
quarters.
5) The ceiling of Basic pay entitlement of NDA shall be
Rs-43600/- RBE no.83/2020

NDA rates are changeable whenever a fresh DA is sanctioned.

Children Education Allowance:MC-17/2019 RBE 147/2017:

It can be reimbursed upto the maximum of Rs.27,000/- per

child per year(2250/-per month) subject to a maximum of 2
Eldest surviving children with expection in case the second
child birth results in twins/multiples.

Divyaang children is paid at double the rate of 4500 /month or

54,000/- per year (RBE 10/2018)

Hostel subsidy can be reimbursed upto the maximum limit of

Rs.6750/- per month per child subjected to the distance
should more than 50KM from the residence.

The upper age limit for Divyaang is 22 years and in case of

other 20years or till passing of 12th class
Running Allowance: This is ordinarily granted to non- gazetted
employees for duties connected with charge of moving trains,
like drivers, guards, etc.
This is paid on kilometerage basis calculated at the rates per 100
kms run or on the basis of per day of 8 hours of duty.
Allowance in lieu of kilometer for every 160 km.
Composite Transfer Grant: RBEno.103/2017
All Class of Railway employees are eligible for this on
transfer from one station to another on administration
ground.
The amount of grant is equal to 80 % one month’s basic pay,
subjected to the distance between old and new HQs should
be more than 20 kms.
ln cases of transfer to stations which are at a distance of
less than 20 kms from the old station and of transfer within
the same city, one third of the composite transfer grant will
be admissible, provided a change of residence is actually
involved.
Composite Transfer Grant:
If husband and wife transfer takes place within six months,
but after 60 days of the transfer of the spouse, 50% of the
transfer grant is allowed to spouse.
Over Time Allowance:
• Railway servant is required to render extra hours of duty beyond the
rostered hours fixed in accordance with HOER or any other rules or
beyond the limits specified for different classes of Railway servant under
HOER, he shall be paid over time for such extra hours of work.
• The supervisory / managerial or confidential staff are not entitled for
this allowance.
•Rate of Over Time Allowance is as under :-
1 Above roster Hours but up to statuary limits - 1 ½ of the ordinary rate
2 Above statuary limits - Double the ordinary rate
 Family Planning Allowance:
Abolished
Some of the other allowances for Railway servants are:
 Conveyance Allowance.
 Washing Allowance.
 Scheduled / Tribal Area Allowance.
 Training Allowance.
 Bad climate Allowance.
 Risk or Hard duty Allowance.
 Cycle allowance.
 PROMOTION
• Promotion includes promotion from a lower grade to a higher
grade, from one class to another and from one group to another
group.
• One should be promoted to a post only if the employee is fit to
perform the duties attached to that post.
• For promotion within group C post, staff in the immediate lower
grade with minimum 2 year service (unless longer period is
stipulated) is eligible.
• Service also include ad-hoc service followed by regularization.
• The condition of two years is to be fulfilled at the time of
promotion.
• If a junior is eligible then senior will also be eligible.
 MACP-MODIFIED ASSURE CAREER PROGRESSION

• The ACP scheme is recommended as a safety net to deal with

the problem of genuine stagnation and hardship faced by
employees due to lack of adequate promotional avenues.
• There shall be 3 financial upgradations under the MACP scheme
after 10, 20 and 30 years of service.
• This scheme came in to effect from 1.9.2008.
• MACP at 7th Pay commission modified to “Very Good “ for the 3
consecutive APAR.
 Leave Rules
 Leave cannot be claimed as a right. Leave of any kind may
be refused or revoked by competent authority to grant it.
 The leave usually commences on the day charge is handed
over and ends on the day the charge is taken over.
 Leave sanctioning authority cannot alter the kind of leave
due and applied for except at the written request of the
employee.
 Leave already availed may be converted into another kind
of leave on employee’s request retrospectively but not
after retirement
 Leave Rules
 Combination of holidays preceding or in continuation
of leave is permitted, but in case of medical certificate
of sickness, the holidays will be part of sickness
 Employee is not permitted to take up any employment
during the period of leave
 No Railway servant shall be granted leave of any kind for
a continuous period exceeding five years.
 LEAVE RULES
 As Per Schedule-B Part-II of Establishment Matters (Non-
gazetted) Sr. Supervisors, except office staff in PB-2 9300-
34800, GP-4600 and above can sanction earn leave up to 15
days in a calendar year for safety category and 15 days at a
time for non safety Gr. C & D staff working under them.
 Casual Leave:
Casual leave is admissible to employees in all groups,( i.e. A, B, C & D).
 This is granted to enable them to attend sudden/unforeseen needs/requirements.
 Total CL admissible in a calendar year are:
– 8 days - For employees eligible to avail all public holidays, workshop staff,
Institutes, DMOs & ADMOs, apprentices, etc.
– 10 days - To all other employees who are not covered in the above.
 CL cannot be combined with any other leave, except with compensatory leave granted
to group C & D employees.
 Casual leave is not recognized and is not subject to any rule.
 Technically, therefore, a railway servant on casual leave for half a day or full day is not
treated as absent from duty, and his pay is not intermitted.
 Casual leave, however, must not be given so as to cause evasion of the rules regarding –
(i) date of reckoning pay and allowances, (ii) commencement and end of leave, and or
so as to extend the term of leave beyond the time admissible by rule.
Casual Leave (contd):
 Public Holidays including Sundays, closed Saturday and
weekly of falling, within a spell of casual leave will not count
as casual leave
 CL can be granted for half day as per the circumstances.
 An employee is eligible for full quantum of CL even though
he/she is joining service in the second half of the year.
 CL not availed within the calendar year will lapse at the end
of the year, i.e. 31st December.
 SSEs or JEs in independent charge of units has the power
to sanction casual leave.
 SPECIAL CASUAL LEAVE
This leave is allowed
1. For attending to works connected with running/ administration of
Railway men’s co-operative societies. 15 days plus journey time.
2. For promoting small family norms under the family welfare
programme.
Males-
Vasectomy – 6 working days,
Females-
Tubectomy - 14 days, I. U. C. D. insertion for females- one day
3. For participating in sports events - 10/30/90 days.
SPECIAL CASUAL LEAVE
5. For attending trade union/federation meetings.

6. Occasions like voluntary donation of blood.

7. participation in Republic Day parade,

8. unavoidable absence due to civil disturbances, etc.

9. Scouting work – 30 days.

10. For railway employees assisting other railway

employees facing enquiry under Railway services
DAR rules.
11. For participating in cultural activities – 30 days.
 Leave to Apprentices:
 Rule-533 Apprentice JE’s /SE’s (Signal & Telecom /Design) may be granted leave
on full stipend for a period not exceeding 16 days and on half stipend on medical
certificate not exceeding 20 days in any year of apprenticeship..
 Rule-536 Apprentices, other than special class apprentices, may be granted by
the General Manager extraordinary leave (without stipend) under the rules
applicable to temporary railway servants. The General Manager may re-delegate
his powers under this rule to the Heads of Departments and officers in not below
Junior Administrative grade
 Rule-537 (1)In all cases mentioned in rules 531 to 536 leave will be non-
accumulative and no leave shall be granted if it would interfere with the training.

(2) On subsequent absorption, without a break, if the period

of apprenticeship or training as probationer, is treated as service, recalculation of
leave may be allowed as is permissible under the normal operation of the rules.
 LAP - Leave on Average Pay
 Railway servants other than those working in Railway schools are eligible.

 Number of days – 30 days/Year

 Credited to leave account in two installments, 15 days each.

first Jan -15 days & first July 15 days.
 Maximum limit of accumulation – 300 days.

 Encashment admissible at the time of retirement – 300 days.

 Rate of LAP credit – 2 and half days/ month.

(For newly appointed staff - & retiring employees)
 Maximum leave can be granted at a time -120 days within India & 180
days Ex- india leave
 Maximum of 10 days encashment of LAP while in service for maximum of
6 occasion every alternate year
 LHAP - Leave on Half Average Pay
 Number of days entitled - 20 days/Year. It is credited in advance in two
installments. 10 days each on first Jan & first July in a calendar year.5/3 for
every calendar month.
 LHAP may be granted on Medical certificate (Rly or private) on half average
pay.
 Leave on half average pay can be accumulated upto any extent.

 Maximum permitted in one spell - 24 months

 Employee should produce sick/Fit certificate from Medical Officer or a

Railway/ Government AMO.
 If Railway Doctor visit do not materializes, employee may obtain
certificate from RMP if leave applied is for 3 days. For more than 3 days
he should report to Railway Doctor
 Commuted Leave
 Commuted leave not exceeding half the amount of LHAP due may be
granted on medical certificate.
 Leave granting authority shall satisfied that there is reasonable
prospect.
 Twice the amount of LHAP may be debited on leave account.
 LHAP up to a maximum of 180 days shall be allowed to commute
during entire service, if it is utilized for an approved course of study by

the sanctioning authority. (IR Establishment Code Vol. I, chapter

5, Para 527/d)
 Commuted leave may be granted at the request of employee even
when leave on average pay is due to him.
 Leave Not Due:

 It is granted to permanent Railway servant subject to the following conditions:

 Leave not due shall be limited to the number of LHAP, the employee is likely to
earn thereafter.

 Leave not due during entire service shall be limited to a maximum of 360
days out of which not more than 90 days at a time and 180 days in all,
otherwise than on medical grounds.
 Leave not due shall be debited against the half pay leave employee is likely to
earn.
 It may be granted only on medical ground supported by a medical certificate.
 This leave is sanctioned, provided that is sure that the employee will come for
duty and earn that much of LHAP and wipeout the due.
 Extraordinary Leave
 This leave may be granted to Railway employee when no other leave is
due for him.
 The Railway servant applies in writing is other leaves are admisssible.
 This leave shall not exceed 5 years combined with all kinds of leaves in one
spell.
 This leave is neither debited to leave account nor any leave salary is paid
for the period.
 Temporary Railway servant may be granted on any one occasion, 3 months
extraordinary leave with out medical certificate and up to 6 months with
medical certificate
 When he fails to resume duty after expiry of leave, he should be treated as
resigned and to be removed after following the procedure under D & AR.
 Maternity Leave
 A female railway servant (including an apprentice) with less than 2
surviving children may be granted maternity leave.
 Maximum leave can be granted is 180 days.
 After the expiry of the above leave she may be granted commuted
leave for period not exceeding 60 days and leave not due up to a
maximum of two year.
 It shall not be debited against the leave account.
 This leave can also be granted irrespective of number of surviving children in
case of miscarriage or abortion for a period not exceeding 45 days during
entire service.
 Paternity Leave
 This leave is granted to a male Railway servant (including apprentice)
with less than two surviving children for a period of 15 days during the
confinement of his wife.
 This can be availed during the confinement, 15 days before confinement
or within 6 months from the date of delivery of child.
 If it is not availed within 6 months of confinement, it may be treated as
lapsed.
 Temporary railway servant within a period of 135 days of childbirth
 This shall not be debited against the leave account and may be combined
with any other kind of leave.
 Child Adoption Leave
 This leave is granted to an adoptive mother with less than 2
surviving children for a period of 3 months to one year on
adoption of a child less than one year old. 135 days
 This leave can be combined with any other type of leave.
 This leave will not be available to an adoptive mother already
having 2 surviving children at the time of adoption.
 This shall not be debited against the leave account.
 During the period of Child Adoption leave, she shall be paid
leave salary equal to the pay drawn immediately before
proceeding on leave.
 Child Adoption Leave
 The maximum admissible period is as follows:
Age of child: less than a month
: 1 year
6-7 months : 6 months
9 months & above : 3 months
 A male Government servant (including an apprentice) with
less than two surviving children, on valid adoption of a child
below the age of one year, may be sanctioned Paternity Leave
for a period of 15 days within a period of six months from the
date of valid adoption.
 Child Care Leave (CCL) (RBE 64 of 2019)
 Female Railway Servant and Single male railway servant having
minor children may be granted CCL for a maximum period of two
years (730 days) during their entire service for taking care of two
eldest Surviving children.
 This can be availed whether for rearing or to look after any of their
needs like examination, sickness, etc.
 CCL shall be admissible if the child is below 18 years of age and
offspring of any age with minimum disability of 40%.
 During this period, the employee shall be paid leave salary equal to
the pay drawn immediately before proceeding on leave for first 365
days and 80% for the remaining 365 days.
 Child Care Leave (CCL)
 It may not be granted in more than 3 spells in a year and
should not be ordinarily be granted during probation
period(except extreme situation). Incase of single female
railway servant can extend upto 6 spells
 This shall not be debited against the leave account

 CCL may not be granted for a period less than 5 days.

 It may be combined with leave of the kind due and admissible.

 CCL cannot be demanded as a matter of right.

 Study Leave
 Study leave is granted to Railway servants to undergo higher
studies or a technical subject having a direct and close
connection with the sphere of his duty.
 This leave may be granted to Railway servant with five years
regular service including the period of probation.
 The employee should not reach the age of superannuation
within three years from the date which he is expected to return
to duty after the expiry of leave.
 Maximum amount of study leave which may be granted is 12
months at any one time or 24 months in all during entire service.
 Study Leave
• On return from the study leave, the employee has no
option to resign or retire for three years. For this
purpose he will have to execute a bond before
proceeding on leave
• During this leave availed outside India, the employee
shall get leave salary equal to the pay drew while on
duty immediately before proceeding on leave + HRA
and DA as admissible.
• For courses of study in India, the leave salary payable
during study leave shall be equal to the pay + HRA and
DA that the employee draws while on duty
immediately before proceeding on such leave.
 Hospital Leave -omitted
 Hospital leave may be granted to railway servants other than in
group ‘A’ & ’B’, while undergoing treatment for illness of injuries due
to risks incurred in the course of official duties.
 This can be sanctioned on production of medical certificate from an
authorized medical attendant.
 During hospital leave 'Leave salary' will be paid for first 120 days, and
after that leave salary with half pay leave will be given.
 It is not admissible to 'casual labour' but admissible to apprentices.
Special Disability Leave-omitted
 This leave may be granted by competent authority to
temporary or permanent who is disabled by injury caused
unintentionally during his duty.
 The period of leave shall be such as is certified by medical
officer.
 Maximum leave granted can be 24 months.

 This period will be counted as on duty.

 This leave may be combined with any other kind of leave

WRIIL- work related illness and injury
leave RBE. No 64/2019

• Full pay and allowances shall be granted to all

employees during the period of hospitalization.
• Beyond Full pay and allowances shall be granted
to employees for 6 months(except RPF/RPSF).
• Half pay for 12 months beyond 6 months, can
commuted to full pay by debiting LHAP in his
account.
• No LAP and LHAP will be credited during the
period.
Leave Preparatory to retirement
 A Railway servant who is not desirous to encash the LAP at his
credit, at the time of retirement may be permitted to avail the
above before his date of retirement is called leave preparatory.
 The maximum period of leave that can be sanctioned to extent of
leave on average pay due not exceeding 300 days together with
half pay leave due subject to the conditions that such leave extends
upto and includes the day preceding the date of retirement
 This leave can be availed only after the permission of competent
authority
 Leave encashment
 The benefit of encashment of unutilized LAP, at the credit of
employee at the time of retirement shall be admissible upto a
limit of 300 days.
 As per 6th CPC recommendation, both LAP & LHAP shall be
considered for encashment of leave subject to overall limit of 300
days.
 Encashment of leave is admissible at the time of retirement at
superannuation, voluntary retirement, in case of death of
employee while in service (to the family of the deceased), etc.
 Encashment of LAP at the time of availing
Pass/PTO
 Upto 10 days of LAP can be encashed at the time of availing Pass/PTO subject
to the following conditions:
 Balance of at least 30 LAP should be available at the credit of the Railway
employee after taking into account the LAP encashed and LAP taken for this
purpose.
 Total LAP encashed during the total career of a Railway Employee should not
exceed 60 days.
 Successive encashment cannot be made before a minimum period of 2 years
has elapsed.
 Cash equivalent = (Pay in Pay band + GP )+ DA/30 x LAP encashed (max 10 days).

 Calculation will be based on the pay at the time of availing Pass/PTO

 Joining Time
 Joining time is granted to an employee transferred, to
enable him to join at the new station.
 Joining time is permitted when his transfer involves
change of station.
 Joining time is not permitted when any railway employee
is transferred with in the same station.
 This is not admissible to employee transferred at their
own request.
 Joining Time can be combined with vacation, and/or regular
leave of any kind of duration except CL.
 Quantum of Joining time if transfer involves change of station
and change of residence is as follows:

Sl. Distance Between Old & Joining Time

No. New HQ Allowed

1. 1000 Km or less 10 Days

Above 1000 Km &

2. 12 Days
upto 2000 Km

3. Above 2000 Km 15 Days

 Passes Rules 1986
• These rules are applicable for railway servants
under the administrative control of ministry of
railways Except.
– an apprentice engaged under the apprentices act
– A person in the causal employment or employed on
daily wages
– Any person under the administrative control of the
ministry of railways who by a general or special
order is, excluded from the facilities of pass or PTO
under these rules.
 Pass Rules Definitions
• Adopted child means a child for whom there is satisfactory
proof of adoption
• Attendant- a person exclusively employed on salary in the
personal service of a railway servant.
• Dependent relative- in relation with railway servant if
father is not alive
– Mother including a divorced mother.
– Unmarried or widowed sister.
– Brother, step-brother under 21 years , residing and wholly
dependent on railway servant.
– Invalid brother of any age
– Brother >21 years provided bonafide student of a recognised
educational institution.
 Pass rules definitions
• Family
– Spouse whether earning or not
– Son/s < 21 years and are wholly dependent
– Son/s >21 years
• Bonafide student of any recognised educational institution.
• Engaged in any research work and do not get any scholarship/stipend
• Working as an articled clerk under the CA
• Invalid , on appropriate certificate from railway doctor.
__ Unmarried daughters of any age whether working or not
__ Widowed daughters provided they are dependant on the
railway servant
__ Legally divorced daughter who is dependent on the railway
servant.
 Pass rules definitions
• Not more than 2 dependents can be included
in a PASS/PTO subjected to the condition
maximum family/dependent is 5
• This limit not apply If only family members are
included.
 PASSES Rules 1986
 Kinds of passes:
1. Duty pass
2. Privilege pass
3. School pass
4. Post- retirement Complimentary pass
5. Widow pass
6. Residential card pass
7. Special pass: These are issued on
– Medical grounds, Sports accounts, For scouting activities,
Cultural functions, Physically handicapped persons, Passes to staff of
Railway Co-operative societies/Banks etc,.
8. Privilege Ticket Orders
 DUTY PASSES RBE-16/2019
• Duty Pass:
 It is issued to a Railway servant for performing journey
while on duty.
Types of Duty Passes:
 Metal Pass (Gold, Silver, Bronze)
 Cheque Pass
 Duty Card Pass (DCP)
 Emergency Duty Pass (EDP)
 Metal Pass (Gold)
 These are issued to higher officials like... Level 16 and 17

 Chairman Railway Board (CRB) and Members of Railway Board.

 Financial Commissioner, Railway Board

 Director general & General Managers granted apex scale of Zonal Rlys.,
Production Units
 Chief Commissioner of Rly. Safety (CCRS)
 Head of Institutes (GM rank) & other equivalent

 Persons Eligible: Spouse & minor children

 No. of berths eligible: 2 berths in 1A and 2 berths in 2A / 1 berth in 1A and 3

berths in 1A on payment of 1/3 rd diff between 1A and 2A / 4 berths in 2A or
below in normal trains.
 Rajdhani/Duronto – 2 berths in 1A /4 berths in 2A or below

 Sattabdi – 4 berths in EC/4 berth in CC

 Metal Pass (Silver)
 This pass is given to Senior Administrative Grade (SAG) including NF-SAG
officers and above upto HAG Officers in Railway Administration. Level 15
and 14.
 Persons Eligible: Spouse & minor children.
 No. of berths eligible: 1 berth in 1A and 3 berths in 2A / 1 berth in 1A and
3 berths in 1A on payment of 1/3 rd diff between 1A and 2A / 4 berths in
2A or below in normal trains.
 Rajdhani/Duronto – 1 berth in 1A and 1 berth in 2A / 1 berth in 1A and 1
berth in 1A on payment of 1/3rd diff b/w 1A and 2A/ 2 berths in 2A /4
berths in 3Aor below
 Sattabdi – 2 berths in EC/4 berths in CC
Bronze Pass with 1-AC authority/first class
A
• Regular J. A. Grade Officers and upto Selection
Grade. Level 13 and 12
 No. of berths eligible: 1 berth in 1A and 3 berths in 2A / 1
berth in 1A and 3 berths in 1A on payment of 1/3 rd diff
between 1A and 2A / 4 berths in 2A or below in normal trains.
 Rajdhani/Duronto – 1 berth in 1A and 1 berth in 2A / 2 berths
in 2A /4 berths in 3A or below
 Sattabdi – 2 berths in EC/4 berths in CC
 Metal Pass (Bronze)/First Class A

 SS & JS gazetted are eligible. Level -8,9,10,11

 Persons eligible: Spouse, minor children & unmarried daughter.
 No. of berths eligible: 4berths in 1A on payment of 1/3 rd diff
between 1A and 2A / 4 berths in 2A or below in normal trains.
 Rajdhani/Duronto – 1 berth in 2A and 1 berth in 2A on
payment of 1/3 rd diff between 2A and 3A /2 berths in 3A/4
berths in SL and 2S
 Sattabdi – not eligible in EC /2 berths in CC
 Cheque Pass
For Group C - First Class -Level 6 and Above Non Gazetted
 This is issued to individual employees to proceed on duty.

Normal trains – 1 berth in 2A/3A/SL/2S.

Rajdhani/Duronto – 1 berth in 3A/SL/2S
Shatabdi -1 CC
For Group C –Second Class A pass –Level 2 to 5

 This is issued to individual employees to proceed on

duty.
Normal trains – 1 berth in 3A/SL/2S.
Rajdhani/Duronto – 1 berth in SL/2S
 Cheque Pass
For Group D –Second Class/sleeper class –Level 1

 This is issued to individual employees to proceed

on duty.
Normal trains – 1 berth in SL/2S.
Rajdhani/Duronto – 1 berth in SL/2S
Duty Card Pass:
 Given for frequently moving staff on official duties.
 The coverage of area is mentioned in the pass.
 These are issued by CPO on recommendation of concerned in-
charge officer.
 The columns are to be filled with signature at the time of
traveling.
Emergency Duty Pass:
 Given to staff proceeding on duty occasionally or during
emergencies.
 Issued by the in-charge JE/SE/SSE.
 PRIVILEGE PASSES
 These passes are issued to the serving employees on his/her request for
their personal use.
 These passes are debited to the pass account of the individual employee.
 Level 17 – CRB& BOARD MEMBERS, DGs& GMs –Entitled for First Class
A pass white in colour -6 sets per year
 No. of berths eligible: 2 berths in 1A and Extra berths in 1A on payment
of 1/3 rd diff between 1A and 2A / All eligible members in 2A and below
in normal trains.
 Rajdhani/Duronto – 2 berths in 1A /2 berths in 2A/ 4 berths in 3A/ AEM
in SL and 2S
 Sathabdi – 2 berths in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 16 – GMs & other Equivalent Officers–
Entitled for First Class A pass - 6 sets per year
 No. of berths eligible: 1 berth in 1A and Extra berths in 1A on
payment of 1/3 rd diff between 1A and 2A / All eligible members
in 2A and below in normal trains.
 Rajdhani/Duronto – 1 berths in 1A and 1 extra berth in 1A on
payment of 1/3 rd diff between 1A and 2A /2 berths in 2A/ 4
berths in 3A/ AEM in SL and 2S
 Sattabdi – 2 berths in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 15,14 - NF-SAG to HAG Officers–Entitled for
First Class A pass - 6 sets per year
 No. of berths eligible: AEM in 1A on payment of 1/3 rd diff
between 1A and 2A / All eligible members in 2A and below in
normal trains.
 Rajdhani/Duronto – 1 berths in 1A for self and AEM berth in
1A on payment of 1/3 rd diff between 1A and 2A /2 berths in
2A/ 4 berths in 3A/ AEM in SL and 2S
 Sattabdi – 1 berths in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 13,12,11 – Senior scale to Selection grade
officers - Entitled for First Class A pass - 6 sets
per year
 No. of berths eligible: AEM in 1A on payment of 1/3 rd diff
between 1A and 2A / All eligible members in 2A and below in
normal trains.
 Rajdhani/Duronto – NE in 1A /2 berths in 2A/ 4 berths in 3A/
AEM in SL and 2S
 Sattabdi – NE in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 10,9,8 – Other group A & B officers -
Entitled for First Class A pass - 6 sets per year
 No. of berths eligible: AEM in 1A on payment of 1/3 rd
diff between 1A and 2A / All eligible members in 2A and
below in normal trains.
 Rajdhani/Duronto – NE in 1A /1 berths in 2A/ 2 berths in
3A/ AEM in SL and 2S
 Sattabdi – NE in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 6 and Above – Non-Gazetted - entitled for
First class -01 set up to 5 years and 3 sets after
completion of 5 years.
 No. of berths eligible: AEM in 1A on payment of full difference of
fare b/w this class and the next lower class of respective train /
All eligible members in 2A and below in normal trains.
 Rajdhani/Duronto – NE in 1A /1 berths in 2A/ 2 berths in 3A/
AEM in SL and 2S
 Sattabdi – NE in EC/2 berth in CC
 PRIVILEGE PASSES
• Level 5 – Non-Gazetted - entitled for second class A -
01 set up to 5 years and 3 sets after completion of 5
years.
 No. of berths eligible: NE in 1A/ AEM in 2A on payment of full
difference of fare b/w this class and the next lower class of respective
train /All eligible members in 3A and below in normal trains.
 Rajdhani/Duronto – NE in 1A /NE in 2A/NE in 3A/ 4 Berths in SL and 2S

 Sattabdi – NE in EC/NE in CC
 PRIVILEGE PASSES
• Level 4 to 1 – Non-Gazetted - entitled for
second/sleeper class -01 set up to 5 years and 3 sets
after completion of 5 years.
• 01 set second class A pass in lieu of 1 set
second/sleeper class even with less than 5 years.
 No. of berths eligible: NE in 1A,2A/ AEM in 3A on payment of full
difference of fare b/w this class and the next lower class of
respective train /All eligible members in SL in normal trains.
 Rajdhani/Duronto – NE in 1A ,2A,3A/ 4 Berths in 2S

 Sattabdi – NE in EC/NE in CC
 Normally male children below 21 years of age and female children up
to their marriage are entitled to include in the pass.
 Male children who are above 21 years of age can be included if
he/she is a bonafide student of recognised educational institutions or
engaged in any research work.
 When there is alternate routes between a start station and
destination station, employee may prefer the shortest or direct route.
 The longer route may be preferred, if the distance does not exceed
15% above the direct route.
 Break journey is permitted only where it is mentioned in the pass and
an endorsement is to be taken on the backside of pass from the
station where the journey is broken.
 If both husband and wife are Railway servants, passes are granted for
both of them on each others account.
 Apprentices are also entitled for passes as admissible to serving
employees but not issued to the families.
Privilege Ticket Order (PTO):
 With this ticket, an employee can travel by paying 1/3rd of the
actual fare.
 PTOs can be exchanged from any station on Indian Railway.
 Number of PTOs entitled for:
Group A & B : 4 sets per year.
Group C & D : 4 sets / year.
 Validity: Five months.
 No. of persons: Whole family members.
 Dependents: Two persons.
 No. of persons are limited to five if dependents are included.
School Passes and school card passes:
 School passes are issued to son and daughter of a railway
employee, on production of a bona-fide certificate from the
recognised educational institution.
 Every child is eligible for three sets or 6 half sets of passes in a
calendar year.
 The passes are issued between place at which either parent is
residing to school/college and back.
 These are in addition to privilege passes and are debited under
the heading “On School Account”.
 In case of a boy under 18 years and a girl of any age, the parent
or Guardian can be included in the pass.
 The school passes are also having validity of five months as in
the case of privilege pass.
 Given up to the age of 21, beyond 21 years for which child
pursuing internship in MBBS
 Entitlement of school passes:
Category Entitlement
1. Group ‘A’ & ‘B’ (Gazetted) 1st class A

2. Group ‘C’ & ‘D’ (Non-

gazetted)
(i) In Level 6 and above
1st Class
(ii) In level 5
IInd Class ‘A’
(iii) In level 5 and below
IInd / Sleeper Class
 Post – Retirement Complimentary Passes: RBE-16/2019
 An employee retired from Railway service is entitled for post
retirement passes.
 Group ‘A’, ‘B’ & ‘C’ employees may be granted passes for him and his
family ( wife and children only).
 Group ‘D’ employee is eligible for passes for self and wife only and
not children.
 Admissibility of number of passes are:
Category Service Eligibility
1 Group A & B More than 20 yrs Three Sets
2 Group C More than 20 yrs Two Sets
3 Group D More than 20 yrs Two Set
 Residential Card Pass: RBE 145/2011
 For the staff whose residence is away from the work place and
in the same town are eligible.
 It is granted between the nearest Rly. station of employee's
residence and nearest Rly. station of his place of work.
 Entitlement of class of passes will be the same as in the case of
privilege and school passes.
 No attendant is allowed in residential card pass.
Special Passes:
Special pass may be issued to family members or dependent
relatives on:
 Medical grounds
 Sports account
 For attending RRB
 Scouting activities
 Attending Courts / departmental enquiries
 Physically handicapped persons
 To staff of Railway Co-operative Societies / Bank
 To Railway staff under suspension
Penalty for loss of passes:
1. Metal passes: Gold Rs.10950/-
Silver Rs.3028/-
Bronze Rs.2557/-
2. Duty card pass: I / I-A Rs.35/-
2nd class Rs.12.50
3. Duty cheque pass: I / I-A Rs.10/-
2nd class Rs.5/-
4. Privilege pass: I / I-A Rs.10/-
2nd class Rs.5/-
5. Residential / I / I-A Rs.35/-
school card pass: 2nd class Rs.12.50
ADVANCES
 Advances are of two types:
(1) Interest bearing advances:
a) For purchase of conveyance (except cycle
advance)
b) For construction/purchase of house/flat, etc.
c) For purchase of personal computer -50000/-
(2) Non-Interest bearing advances:
Abolished
Allotment of quarters
and
Recovery of Rent
The allotment of quarters to staff are controlled by GM’s Office at the
headquarter or zonal headquarters and in the division by DRM’s Office.
After reporting to duty at workplace, one has to register for allotment of
quarter at that particular station.
The register is maintained by “Housing Allotment Committee” in
Divisional /headquarter level under chairmanship of SPO with members
from staff, each union and representatives from SC&ST.
Officers holding the posts classified as ‘essential’ shall be considered for
out-of-turn allotment of quarters.
For staff who are required to stay close to their workplace to meet the
emergencies, certain quarters at all stations are earmarked for them.
The staff applying for allotment of quarters are allotted the same
on priority basis according to registration.
There are reservation for allotment of quarters to SC & ST to the
extent of 10% for type-I & II where the number of quarters is more
than 50 and 5% for type-III & IV
No Railway servant shall sublet his/her quarter without the
approval of DRM or the HODs.
The staff violating these orders should be charged market rent or
penal rent after finalization of DAR inquiry.
Entitlement of Railway Quarters:

Type of
Sr.No. Description
Quarter
1 GP less than or equal to Rs.1800 Type - I

2 GP more than 1800 and upto 2400 Type - II

3 GP more than 2400 and upto 4200 Type - III

4 GP more than 4200 Type – IV

5 Gazetted officers in GP less than 6600 Type – IV

Type – IV
6 Gazetted officers with GP 6600
(special)
Gazetted officers with GP above 6600
7 Type – V
 Recovery of rent is according to the type and area of quarter.
 On transfer from one station to another station the quarter at
former station can be retained upto 2 months on normal rent.
 On educational basis, or on medical/sickness ground, the
retention may be granted upto 6 months.
 Retention may be granted upto the completion of academic year
on request from the employee, but on payment of double the
normal rent, or penal rent decided by competent authority shall
de deducted.
 Retention may be granted upto 4 months for an employee who
retirees from service on payment of Normal rent
Railway Services Conduct Rules
1966
A Railway servant shall at all times:
 Maintain absolute integrity.
 Maintain devotion to duty.
 Do nothing which is unbecoming of a railway servant
 Supervisory in-charges should see that the staff under
his control should maintain devotion to duty and
integrity.
 Should not disclose official sensitive matters to
anybody not related with the proceedings.
 Should not participate in politics/election campaigns.
 Should not join in associations/unions which are banned
by the law/government.
 Should not participate in public demonstrations.
 Should not use official influence to promote private
affairs/businesses.
 Should not comment on such matters which may
endanger the sovereignty of the government.
 Should not contribute matters relating to the
administration in press/media.
 Should not criticize the administration / government.
 Should not give evidence relating to the government.
 Should not communicate the official papers/
documents to any other person not relating to the
official transaction.
 Should not indulge in money laundering
 Shall not accept gifts without the sanction of the
government, if the value exceeds:
 Rs.1500/- for Group ‘A’ & ‘B’ officers and
 Rs.500/- for Group ‘C’ & ‘D’ employees.
 Should not entertain dowry.
 Should not practice private trade/employment.
 Should not sub-let the official accommodation.
 Should not borrow / lend money from private
unrecognized agencies.
 Should not practice such things as insolvency/ habitual
indebtedness.
 Should not do any thing which is against law.
 Should not be under intoxication/drugs in public places.
 Should not engage children under 14 years for work.
 Should not enter into illegal relationships/marriages.
 Should not give false statements/evidences before any
official / administrative bodies.
 Should not discriminate staff for caste.
 Should not use un parliamentary language while on
duty with anybody either staff or public.
 Should not do sexual harassment of working women.
 Supervisory staff who are working in PB-2 with Grade
Pay of 4600/- or above are required to submit an
annual return of their immovable property.
 Railway servants
(Discipline & Appeal) Rules
1968
 Constitutional Provisions
Art. 310 – Central Government employees hold their
positions during the pleasure of the President, who is in
control of their discipline.
Art. 311(1) – No civil servant shall be dismissed or
removed from service by an authority subordinate to the
authority who appointed him.
Art. 311(2) - No civil servant shall be dismissed or removed
from service or reduced in rank without an enquiry in which
he is informed of the charges against him and is given a
reasonable opportunity to be heard about these charges.
 Principle of Natural Justice
This principle elaborate the reasonable opportunity which should
be given to the charged employee.
Chief Justice S.R.Sinha of the Supreme Court of India has suggested
the following guidelines:
 Nobody can be a judge in his own cause.
 None should be condemned without being heard.
 All decisions should be made in good faith.

 This rules came into force from 1st October, 1968.

 Shall apply to every Railway servant except members of All-India
services and RPF.
 Appointing Authority
The authority to make appointments to the Railway service is
called appointing authority. (CPO in case of JE/SSE).
 Disciplinary Authority
The authority competent, who is having the power to impose
penalties in normal cases.
 For imposing a major penalty such authority will be Appointing
authority.
 Any authority who can impose a penalty under DAR Rules can
impose a minor penalty.
 For initiating a Disciplinary proceeding, an authority who is
competent to impose a minor penalty may issue the charge
sheet. But on finding out that the punishment required to be
imposed is not within his competence he should forward the case
to competent authority
 Appellate Authority
 One who is at higher rank than the disciplinary authority as
per hierarchy.
 Inquiry authority
• The official nominated by the Disciplinary authority to
conduct disciplinary enquiry is the Inquiry authority. It
could be the Disciplinary Authority itself or a single
officer/supervisor or a committee of two or more officers.
• This authority should be impartial, unconnected with the
case and not lower in rank to the charged employee or
the officer who held the fact finding enquiry except in
Accident/ Vigilance/ SPE cases.
- Where there is a case of sexual harassment, the
Complaints Committee established for enquiring into it
shall be deemed to be the inquiring authority.
 Defence Counsel
 The charged employee may present his case with the help
of another person who is known as Defence Counsel.
 Defence Counsel could be another employee or a retired
Railway employee or a Trade union official of a recognized
union but should not be a legal practitioner and should
not be associated with the case in his official capacity.
 Nomination of Defence Counsel should be made within 20
days from the date of appointment of Inquiry Authority.
 Suspension

1. Suspension means the suspension of official activities of a

Railway servant.
2. Suspension is not a penalty.
3. A Railway servant may be placed under suspension, if
disciplinary proceeding against him is contemplated or
pending.
 Subsistence Allowance

 Allowance admissible to a suspended employee equal to

half of the monthly pay without any regular allowances for
a period of three months.
 The time allowed for appealing to the Appellate Authority
after receiving notice imposing penalty is 45 days.
 Authority competent to suspend

• Any authority who has been empowered to place the

employee under suspension.
1. Gr. C and D employees may be placed under suspension by
Junior Scale and Group B officers.
2. Sr. Supervisors may suspend Group D staff.

3. Group A & B officers by Railway Board, GM/AGM, DG/RDSO,

DG/NAIR, CAO.
4. PHOD may suspend Group B officers and Group A Jr Scale.
 Penalties
Minor Penalties
1. Censure.
2. Withholding of promotion for a specified period.
3. Recovery from the salary towards damages/loss caused to Railway
Administration.
a) Withholding of privilege passes or PTOs or both.
b) Reduction to lower stage in the time scale of pay by one stage
not exceeding 3 years without cumulative effect.
4. Withholding of increments for a specific period with/without
cumulative effect.
Major Penalties
1. Reduction to a lower stage for a specified period with or
without cumulative effect.
2. Reduction to a lower scale of pay, grade or post with or
without cumulative effect.
3. Compulsory retirement (retirement benefits applicable).
4. Removal from service, which shall not be a disqualification for
future-employment under the Government or Railway
Administration.
5. Dismissal from service, which shall ordinarily be a
disqualification for future employment under Government or
Railway Administration.
Types of Standard Forms:
 SF-1 : Used for placing an employee under suspension.
 SF-3 : Used to claim subsistence allowance by the
suspended employee.
 SF-4 : Used for revoke from suspension of an employee
 SF-5 : Used for imposing major penalty
 SF-7 : Used for appointing an enquiry officer
 SF-8 : Used for appointing presenting officer
 SF-11: Used for imposing minor penalty
 Procedure for imposing minor penalties
1. A memorandum in Standard From 11 shall be issued.
2. On receipt of defence of the employee a minor penalty may be
imposed by the disciplinary authority.
3. However in following cases an inquiry as for a major penalty shall
be conducted.
- Withholding increments for a period exceeding 3 years.
- Withholding increment with cumulative effect for any period.
- Withholding promotion.
- When the penalty will affect the retirement dues of the employee.
- Where the disciplinary authority feels that a detailed enquiry has to
be conducted.
 Procedure for imposing major penalties
1. Issue of memorandum of charges in SF5 and provide copies of
documents for their inspection.
2. Obtain and consider statement of defence.
3. Appoint enquiry officer, if charges are not admitted. Send records of
the case to the Inquiry Officer.
4. Inquiry Officer will allow a defence counsel where asked for.
Additional documents when relevant should be allowed. Perusal and
extracting from the list of documents relied upon should be
permitted.
5. Inquiry Officer will decide modalities of enquiry, decide defence witnesses to be
called for, fix calendar for inquiry and sort out other preliminary matters.
 Based on evidence on record, the Inquiry officer shall draw his
findings and inquiry report and send it along with records of
case and records inquiry to the Disciplinary authority.
 A copy of the Inquiry Report should invariably be given to the
charged employee and his defense, if submitted, should be
considered before any further action is taken.
 The Disciplinary authority shall consider the report and may
accept it or draw its own finding or remit it or ask for fresh
inquiry.
• If it is decided to impose a penalty which is within its competence,
the Disciplinary authority shall issue notice of imposition of
penalty, other wise forward the case to the competent authority.
 Report should consists of:
- Articles of charge and statement of imputations.
- The defense of employee
- Assessment of the evidence
- Finding on each article of charge and reason therefore.
 Order of penalty imposed.
 APPEAL
• The appeal against punishment lies to the Appellate
Authority, who is usually the next higher authority to whom
the disciplinary authority is subordinate.
• The limitation is a period of 45 days from the date of order of
punishment. Delay on sufficient causes may be condoned.
• A single person should appeal in his own name. The appeal
should be addressed to the appellate authority only. It should
not be in a disrespectful or improper language.
• In case of major penalty to subordinate staff. A personal
hearing may be granted by the appellate authority.
• The decision in appeal cases may be setting aside,
reducing, confirming or enhancing the penalty. In cases
of enhancement, a reasonable opportunity will be given to
make a representation.
• Normally there is no second appeal. It is permitted only
in case of Gr. D staff who has been dismissed, removed
or compulsorily retired.
Hours Of Employment Regulation

(H.O.E.R.)
 HOER
The H.O.E.R will apply to all non-gazetted railway servants
including casual labour and substitutes.

CLASSIFICATION OF RAILWAY SERVANTS

1. Intensive
2. Essentially Intermittent
3. Excluded
4. Continuous
 Intensive
The employment of a Railway Servant shall be said to be `intensive'
when it has been declared to be so by the Competent Authority on the
ground :
(a) Strenuous nature of work tending to cause mental or physical strains
and
(b) Continuous application to such work with little or no periods of
relaxation.
 The staff covered in this category are signal maintainer/telephone
operator/wireless operators, cabin men, section controllers, etc.
 The statutory limitation of hours of work for this class of workers is 45
hours a week on the average in any month.
 The Standard hours of duty are limited to 42 hours a week.
 They shall be granted a periodical rest of not less than 30 consecutive
 Essentially Intermittent
 The staff whose daily hours of duty include periods of inaction
aggregating 6 hours or more during which although they are
required to be present on duty but not called upon to display either
physical activity or sustained attention are declared as “Essentially
Intermittent”.
 This category includes waiting room bearers, sweepers, “C” class
gatemen, caretaker of rest houses, etc.
 The statutory limitations of hours of duty is 75 hours a week.
 The rostered hours of duty is 72 hours.
 They must have a rest of minimum 24 consecutive hours in a week
including a full night.
 Excluded
The employment of a Railway servant is said to be `excluded' if he
belongs to any one of the following categories:
i) Railway servants employed in a confidential capacity,
ii) Armed guards or other personnel subject to discipline similar to
that of the armed Police Forces,
iii) Staff of Railway schools imparting technical training or academic
education,
iv) Such staff as may be specified as Supervisory staff by the Central
Government by rules made under Section 71-E,
v) Such categories of staff of the Health and Medical Department as
may be specified by the Central Government by rules made under
Section 71-E,
vi) Stenographers attached to Officers at the rank of Junior
Administrative
 Continuous

 The staff who are neither classified as intensive nor

Essentially Intermittent or Excluded, are treated as
Continuous workers.
 Staff such as Guards, Drivers, T.T.Es, Clerks, Typists, etc. are
included in continuous category.
 The statutory limitation of hours of duty for such staff is 54
hours a week.
 The Standard hours of duty are limited to 48 hours a week.
 They may be allowed a rest of 30 consecutive hours each
week.
 Statutory Hours
Statutory hours are the maximum hours of work that a worker may
be asked to perform without payment of overtime at full rate.
The statutory hours for a week for different class of workers are:
Intensive workers : 45 Hours
Continuous workers : 54 Hours
E.I. workers : 75 Hours
The daily statutory limit can be calculated by dividing the above by 6.
Intensive workers : 7.5 Hours
Continuous workers : 9 Hours
E.I. workers : 12.5 Hours
 Rostered Hours of Duty
 These are the duty hours for which a roster has been
prescribed for an employee/category of employees.
 These includes:
1) Standard hours
2) Time for Preparatory & Complimentary works
3) Additional hours (in case of EI workers)
 Standard hours:
Intensive : 42 hours a week
Continuous : 48 hours a week
Essentially Intermittent : 48 hours a week
 Taking standard hours, P&C time and additional hours, the rostered
hours in a week can be as under:
Category Standard Hrs. Additional Hrs. P&C Total
Intensive 42 0 3 45
Continuous 48 0 6 54
E.I. 48 24 3 75
 The roster of employees should be framed and displayed at their
work place in a good manner, such that It can be provided during any
inspection of labour enforcement / staff welfare officers.
Preparatory and complimentary works
 No Railway servant classified as Intensive, Continuous or
Essentially Intermittent shall be called on duty unless one has
had a rest of not less than 12, 10, 8 consecutive hours,
respectively after completion of the previous tour of duty.
 The classification of staff is subject to change in accordance with
quantum of work from time to time.
 The Railway Board has decided that job analysis for 3
consecutive days, i.e. 72 hours should be conducted to assess
the work load of any category for review of classification under
H.O.E.R.
 General Manager’s sanction is necessary for change of
classification.
 REST GIVERS
 A provision to avoid hardship in the movement of work as a result of
providing periodic rest to the staff.
 The rest givers relieve the staff to enjoy their periodic rest .The
number of rest givers will be as follows:
 Intensive Workers: Separate rest givers are not required as the staff
concerned get the rest automatically in cyclic order.
 Continuous Workers: One rest giver is required for every six staff
whether working in one shift, two shifts or three shifts in cyclic order.
 Essentially Intermittent workers: The proportion of rest givers will be
6:1, 3:1 or 5:2 as per circumstances depending on condition and
place of work.
RULE no.13 Compensatory periods of rest: No Railway
servant in respect of whom an exemption has been made
under rule shall be required to work for more than fourteen
days without a period of rest and shall be provided with
compensatory rest within this period
 Further Rules
 As far as possible, separate rest givers shall be provided for ‘C’ and
‘E.I.’ staff so that their classification may be same as those whom they
relieve.
 If a rest giver gives periodic rest partly to ‘C’ and partly to ‘E.I.’ staff
his classification for the purpose of weekly rest should be considered
as that of the staff whom he relieves for major portion of the week.
 If the period is equally divided, he should be treated as ‘Continuous’.
 Overtime
 Payment of overtime is granted to the staff who are required to work
more than the ceiling limit of hours of employment.
 Payment of overtime should be restricted as far as possible, but it is
considered essential in some circumstances.
a) To avoid serious interference with the ordinary working of the
Railway during accidents or urgent work is required to be done.
b) On certain occasions like:
- Staff detained on duty to work in special cases.
- Staff detained on duty due to absence of others due to sickness,
court attendance, departmental exams, grant of emergent leave,
etc.
- Staff detained on duty owing to late running of trains.
- Over-stay on duty vice staff attending joint or other
enquiries.
Important Rules related to Over time
1) The overtime allowance is paid at the rate of 1½ times the
ordinary rate of pay if overtime worked is within the limits
of rostered hours and the statutory hour.
2) Where the overtime worked is beyond the statutory limit,
payment will be made at twice the ordinary rate.
The hourly rate of overtime is calculated on the basis of rostered hours
over the period of averaging.
The period of averaging will be:
(a) 2 weeks in the case of workers in “Intensive” and “Continuous”
classification and “Essentially Intermittent” workers in the categories
of class C gatemen, caretakers of rest houses, saloon attendants, etc.
(b) 1 week in case of “Essential Intermittent” workers other than those
in (a) above.
 The principle of averaging will apply only to the following
groups of workers governed by H.O.E.R.
1) Running staff
2) Operating staff
3) Shift workers
4) Workers connected with the above three categories.
- Workers other than above will be excluded from
averaging.
 Register of extra hours of work
The particulars of all extra hours of work done by Railway servant
beyond the prescribed rostered hours of duty shall be recorded in a
register.
Display of Rules and Notices
(a) Where the Railway servant works, notices specifying the
classification of employment, duration of their hours of
employment , period of rest and rosters.
(b) In each station or other establishment, a copy of chapter XIV of
the Indian Railways Act 1989 and these rules in English, Hindi
and local language.
 Pension
A Railway servant retiring in accordance with the provisions of
the Pension Rules, before completing qualifying service of ten
years shall not be entitled to get pension.
Three types of pension are there: Superannuation pension,
Family pension and Voluntary Retirement pension.
Once a Government servant has rendered the minimum
qualifying service of 20 years, pension shall be paid at 50% of
the emolument or average emoluments received during the
last 10 months, which ever is more beneficial to him.
The revised calculation of pension is with effect from 2nd
September 2008.
Pension is calculated on Basic and Dearness Pay only.

Formula for Calculation of Pension Amount:

Amount = 50% of Avg. emoluments

The amount of pension shall be subject to minimum of

Rs.9000/- and maximum upto 50% of the highest pay.
The quantum of pension available to the old pensioners
shall be increased as follows:
Additional quantum of
Age of pensioner
pension
From 80 years to less than 85 years 20% of basic pension

From 85 years to less than 90 years 30% of basic pension

From 90 years to less than 95 years 40% of basic pension

From 95 years to less than 100 years 50% of basic pension

100 years or more 100% of basic pension

The Pension sanctioning authority should ensure that the

date of birth and age of the pensioner should be invariably
indicated in the Pension Payment Order.
 DCRG (Death Cum Retirement Gratuity)
1. Retirement gratuity:
This is payable to the retiring Government servant.
A minimum of 5 years qualifying service and eligibility to
receive service gratuity/pension is essential to get this one
time lump sum benefit.
There is no minimum limit for the amount of gratuity. The
retirement gratuity payable is 16½ times the Basic Pay, subject
to a maximum of Rs. 20 lakhs.
Gratuity increase by 25 % whenever 50% increase in DA
2. Death Gratuity:
This is a one-time lump sum benefit payable to the widow/widower
or the nominee of a permanent or temporary Railway servant
dying in harness.
Maximum amount of Death Gratuity admissible is Rs. 20 lakhs
w.e.f. 1.1.2016.Entitlement of death gratuity:
Length of service Rate of Gratuity
Less than one year 2 times of monthly emoluments
One year or more but 6 times of monthly emoluments
less than 5 years
5 years or more but less 12 times of monthly emoluments
than 11 years
11 years or more but less 20 times of monthly emoluments
than 20 years
20 years of more Half of emoluments for every completed 6
monthly period of qualifying service subject
to a maximum of 33 times of emoluments.
3. Service Gratuity:
A retiring Railway servant will be entitled to receive service
gratuity (and not pension) if total qualifying service is less than
10 years.
Admissible amount is half month’s basic pay last drawn for
each completed 6 monthly period of qualifying service.
There is no minimum or maximum monetary limit on the
quantum.
This one time lump sum payment is distinct from and is paid
over and above the retirement gratuity.
 New Pension Scheme (NPS)
NPS replaced the existing pension system for newly recruited staff
joined Railway service on or after 1.1.2004.
You will be allotted a unique 16 digit Permanent Retirement Account
Number (PRAN). This unique account number will remain the same for
the rest of your life. You will be able to use this account and this unique
PRAN from any location in India.
The NPS has two tiers – Tier - I and Tier – II.
Contribution to Tier-I is mandatory, for all Government employees
joining service on or after 1.1.2004, whereas Tier-II will be optional and
at the discretion of Government employees.
Under Tier-I, employees will have to make a contribution of 10%
of his Basic pay + DA which will be deducted from his salary bill
every month and The Government will make an equal matching
contribution.
No withdrawal is permissible from Tier-I account.
Tier-II contributions will be kept in a separate account that will
be available for withdrawal at the option of the employee.
An independent Pension Fund Regulatory and Development
Authority (PFRDA) will regulate the account.
Exit from the Tier-I of the scheme will be normally on attaining
the age of 60 years or after.
At normal exit, it would be mandatory for the employee to
invest 40% of savings in an annuity from an IRDA regulated
Life Insurance Company.
If the employee is leaving the scheme before 60 years of age,
the investment for annuitization would be 80% of the pension
wealth.
Each employee will get an annual statement containing the
details of opening balance, monthly contribution,
Government’s contribution and interest earned.
Workmen's Compensation Act
(1923)
Objectives: The Act, aims to provide workmen and/or their
dependents some relief or compensation in case of
accidents arising out of and in the course of employment
and causing either death or disablement (partial or total) of
workmen.
Scope and Coverage: The Act extends to the whole of India.
It applies to workmen employed in factories, mines,
plantations, transport establishments, construction work,
railways, ships, circuses, & other hazardous.
The Act does not apply to members of Armed Forces of the
Union & workmen who are covered by the ESI Act, 1948.
Commissioner: Commissioner means a Commissioner for
Workmen’s Compensation appointed under Sec.20
Dependant: Dependant means any of the following relatives of a
deceased workman, namely:
(I) A widow, a minor legitimate or adopted son and unmarried
legitimate or adopted daughter, or a widowed mother.
(II) If wholly dependant on the earnings of the workman at the time
of his death, a son or a daughter who has attained the age of 18
years and who is infirm.
(III) And any of the following were wholly or partly dependent on
the workman at the time of his death & a paternal grandparent
if not the parent of the workman is alive.
Employer: “Employer" includes any body of persons whether
incorporated or not; Any managing agent of an employer; and
The legal representative of a deceased employer.
Disablement: Disablement means loss of capacity to work or to
move.
Disablement of workman may result in loss or reduction of his
earning capacity.
In the later case, he is not able to earn as much as he used to
earn before his disablement.
Disablement may be (1) partial, or (2) total.
Further total disablement may be (i) permanent, or (i)
temporary.
Partial disablement: This means any disablement which
reduces the earning capacity of a workman as a result of some
accident. It may be temporary or permanent.
Temporary partial disablement means any disablement which
reduces the earning capacity of a workman in any employment
in which he was engaged at the time of the accident resulting
in the disablement.
Permanent partial disablement is one which reduces the
earning capacity of a workman in every employment which he
was capable of undertaking at that time of injury.
Total disablement: ‘Total disablement’ means such
disablement, whether of a temporary or permanent nature,
which incapacitates a workman for all work which he was
capable of performing at the time of the accident resulting in
such disablement.
Wages: ‘Wages’ includes any privilege or benefit which is
capable of being estimated in money, other than a travelling
allowance or any travelling concession or any pension or
provident fund or a sum paid to a workman to cover any
special expenses entailed on him by the nature of his
employment.
Employer’s Liabilities For Compensation: An employer is liable to pay
compensation to workman for:
1. Personal injury by accident - An employer is liable to pay
compensation to workman if personal injury is caused to him by
accident arising out of & in the course of his employment.
2. Occupational diseases - workers employed in certain occupations
are exposed to certain diseases which are inherent in those
occupation.
Employer is not Liable For Compensation:
(a) in respect of any injury which does not result in the total or partial
disablement of the workman for a period exceeding three days;
(b) in respect of any injury, not resulting in death or permanent total
disablement, caused by an accident which is directly attributable to -
(i) the workman having been at the time under the influence of
drink or drugs, or
(ii) the willful disobedience of the workman to an order expressly
given, or to a rule expressly framed, or
(iii) the willful removal or disregard by the workman of any safety
guard or other device which have been provided for the purpose of
securing the safety of workmen.
Amount Of Compensation: The amount of compensation
payable to a workman depends on the nature of injury caused
by accident, the monthly wages of the workman concerned,
and the relevant factor for working out lump sum equivalent of
compensation amount as specified in Schedule IV.
There is no distinction between an adult and a minor worker
with respect to the amount of compensation.
Compensation For Death: In case of death resulting from
injury, the amount of compensation shall be equal 50% of the
monthly wages of the deceased workman multiplied by the
relevant factor or an amount of Rs 80,000/- whichever is more.
Example: A workman is employed in a factory on a monthly wage
of Rs 3000.
While working he met with an accident and dies on oct 2000.
His date of birth is July 18 , 1970.
The amount of compensation payable to his dependent would be
50% x monthly wages x Relevant factor of age or 80,000
whichever is higher.
In the case here, 50% x 3000 x 207.98 = 3,11,970/-
Since Rs 3,11,970/- is more than 80,000/- the compensation
payable to him shall be Rs.311,970/-
Compensation For Permanent Total Disablement is 60% of the
monthly wages of the injured workman multiplied by the
relevant factor or Rs 90,000/- thousand whichever is more.
In the case of above employee:
Compensation = 60% x 3000 x 207.98 = Rs.3,74364/-
Relevant factor for calculation of the amount of compensation
is specified in schedule-IV of the act.
List of occupational diseases is specified in schedule-III.
Schedule-II indicates list of category of workman entitled for
compensation under the act.
Schedule-I indicates the percentage of loss of earning capacity
for various types of injuries.
Service Register (SR)
 Service Register
 This is maintained for all non-gazetted employees.
 Every event pertaining to service of an employee is
recorded, like promotions, awards, charge sheets,
suspensions, punishments and reasons thereof etc.,
 It is shown to the employee every year and required to
be signed by him.
 This register is maintained by personal department.