MEMORANDUM OF SETTLEMENT

Transcription

1 MEMORANDUM OF SETTLEMENT (Under Section 2(p) read with Section 18(1) of Industrial Disputes Act, 1947) read with Rule 62 of the Industrial Disputes Act (Bombay ) Rules BETWEEN The Synthetic & Art Silk Mills Research Association (SASMIRA) Sasmira Marg, Worli, Mumbai AND Sarva Shramik Sangh L.T. Vasahat St. No.3 Dadar (E), Mumbai

2 - 2 - Representing Employer: 1) Mr. Maganlal H. Doshi President 2) Mr. U.K. Gangopadhyay Executive Director Representing Workmen: 1) Mr. Deepak Bhalerao General Secretary 2) Mr. Shishir Dhavle Secretary SHORT RECITAL DEFINITIONS SASMIRA Institute means all activities carried out now and by SASMIRA Institute at Worli except Technical Institute which is aided by Maharashtra Government through Directorate of Technical Education and Powerloom Service Centres at Bhiwandi aided by Central Government. Technical Institute means SASMIRA s Institute of Man-Made Textiles aided by Maharashtra Government. Powerloom Service Centres means SASMIRA s Powerloom Service Centres run at Bhiwandi aided by Central Government. SASMIRA means all the three mentioned above. The Synthetic & Art Silk Mills Research Association (SASMIRA) is registered under the Societies Registration Act Being a deemed Public Charitable Trust the Society is registered under the provisions of Bombay Public Trust Act 1950 and having its office at the address given in the title (hereinafter referred to as the Association ). The workmen are the members of Sarva Shramik

3 - 3 - Sangh, a Recognised Union under the provisions of MRTU & PULP Act for SASMIRA, representing the employees employed at SASMIRA Institute as well as Powerloom Service Centres (hereinafter referred to as the Union.). The earlier settlement dated signed between the parties had expired and accordingly the Union sent intimation of termination of the said settlement vide its letter dated Thereafter the Union also submitted its charter of demands vide its letter dated After submission of the charter of demands by the Union, Management of the Association (hereinafter referred to as the Management ) also vide its letter dated had submitted their charter of demands. After submitting the charter of demands by both the sides, as they could not arrive at any amicable solution. The situation led to initiation of litigation before various authorities at the instance of the Union and its office bearers. Based upon prolonged discussions, both the parties arrived at an amicable Settlement on 6 th August, 2008, providing for issues of immediate concern and for future. Various steps required in compliance of the settlement of 6 th August 2008 were initiated including appointment of Mr. N.J. Thomas as One Man Commission. In the meantime, the final recommendations of the 6 th Pay Commission came to be accepted by the Central Government for its employees. The Union by its letter dated demanded implementation of the said

4 - 4 - recommendations, for SASMIRA employees. The Association by its letter dated explained its view on the said issue. By report dated , Shri N.J. Thomas submitted his report and recommendations for the consideration of the parties. The Union submitted its views on the said report. The parties to the Settlement rediscussed the entire issue of long term settlement, point by point and have arrived at the present settlement after taking into consideration various factors including the acceptance and implementation of 6 th Pay Commission by The Directorate of Technical Education to non-teaching staff of T.I. and other related factors like financial position, future prospects and plans of expansion of activities of SASMIRA etc. The need for improvement in performance at every level including individual employees of every cadre, departments, projects and Sasmira as a whole has been accepted by everybody. Quantitative and qualitative improvement of performance has been accepted as a need of the day. The need for optimum utilisation of the resources and curtailment of avoidable expenses by making necessary alterations in schedule of working in various activities of Sasmira and to bring it at par with such activities was emphasized by the management during discussion. It was also discussed that six days working with staggered weekly off for all employees would be an ultimate requirement for the same. After prolonged and protracted discussions, both the parties have finalised the long term settlement on the terms and conditions which are recorded herein below:

5 - 5 - TERMS OF SETTLEMENT It is hereby agreed by and between the parties as under: I. TECHNICAL INSTITUTE That in view of the acceptance and implementation of bifurcation of Technical Institute and in view of the Clause (I) of Settlement dated 06 th August, 2008, service conditions of Employees of Technical Institute shall continue to govern as provided in the said Settlement dated 06 th August, 2008, modified to the extent of working hours and Leave Rules as set out in Annexure A & B of this Settlement. II. IMPLEMENTATION OF PAY COMMISSION S RECOMMEN- DATIONS : a) The Management has expressed it s concern that it is not possible to implement the recommendations of Pay Commission as declared from time to time. However, as a special case, the Management has agreed to implement the recommendation of 6 th Pay Commission in so far as it relates to the items like revised basic wage scales / pay bands, Grade Pay, revised Dearness Allowance, House Rent Allowance as announced by the Central Government retrospectively from b) Performance being the guiding principal, it is agreed that the Association shall have every right & liberty to take recourse

6 - 6 - to provisions contained in Standing Orders framed under the Industrial Employment (S.O.) Act as well as the Payment of Wages Act and other statutory provisions while granting annual increments. c) As regards the issue of payment of arrears of the revision, payable under clause (a) above, the Management has expressed that the burden of payment of entire arrears from is required to be bifurcated into two parts and for the arrears of revision for the period from to the Association has already approached the Ministry of Textiles. Government of India for additional Grants / payments and upon final outcome thereof, the issue for this period would be discussed and resolved by mutual discussions between the parties to the Settlement. As regards arrears of revision payable from to , it is agreed that the Association shall make the payment of the arrears arising, after adjustment, if any. The employee shall be paid revised salary after the benefit of due fitment as per the norms laid down from d) The implementation of recommendations of Sixth Pay Commission and payment of arrears as above to employees of Sasmira Powerloom Service Centres shall be made upon receiving adequate Grants from the Ministry of Textiles, Government of India and till then they will continue to get D.A. as announced by Central Government from time to time.

7 - 7 - III. OTHER SERVICE CONDITIONS OF THE EMPLOYEES WORKING IN THE DIFFERENT ACTIVITIES OF SASMIRA a) The report of Mr. Thomas which is titled as Personnel Policy submitted to the Association on is hereby accepted with necessary modifications as provided in this settlement under various clauses. Accordingly the service conditions of the employees hence forth shall be governed by the said personnel policy. b) The said Personnel Policy manual also stands amended / modified wherever the applicable statutory provisions provide for better benefits to the employees and wherever the rules and regulations framed by the granting authority provide for different provisions in relation to the items of service conditions covered under the said manual. c) The Personnel Policy manual shall be made applicable on and from d) It is agreed that all Annexures A to D to this Settlement as modified from the previous settlements shall governed various service conditions contained therein and shall be made effective from

8 - 8 - e) It is agreed that provisions regarding Washing Allowance, Leave Travel Allowance, Overtime Wages and Compensatory Off, Working Hours, Leave Rules, Accumulation of Earned Privilege Leave, etc. which are enjoyed as of now shall be continued hereinafter also. However, working hours may be extended for all employees with staggered weekly off for six days a week as and when required after mutual discussion with the union. As regards Mediclaim premium and Medical Allowance, it is agreed that in place of existing practice, the employees shall be eligible and shall be paid the entire amount of ` 1500/- per year only after they produce necessary documentary evidence of enrolment to any of the Mediclaim policy for himself / herself. This shall be made effective from calendar year Such of the employees who have availed part payments under the previous settlements shall also be eligible to the above revision upon compliance. The Management is examining the proposal for introduction of Group Mediclaim Scheme for all the employees and an option would be given to the employees to continue their individual Mediclaim Policy or to join the Group Mediclaim Policy for employees only. In the event of premium thereof being lesser than the existing allowance, the Management shall correspondingly improve upon the sum assured. This exercise shall be completed within six months of signing of this Settlement. f) The employees who have availed Leave Travel Allowance in the block of , before signing of this Settlement shall be paid the arrears on account of implementation of revised basic wages

9 - 9 - under this Settlement. However, the date of payment thereof shall be mutually decided. IV. DEVELOPMENTAL ACTIVITIES: The Management has plans for utilisation and development of their existing resources including utilisation of the property / premises for generation of additional funds in the interest of the Association in the long run and the Union has agreed to extend its full co-operation and extend required unhindered support for the said developmental plans, as it will benefit the society at large, including students, textile employees and the organisation etc. V. POWERLOOM SERVICE CENTRES, BHIWANDI a) Bhiwandi Powerloom Service Centres is receiving 100% grants from the Central Government under plan scheme and accordingly based on the said grant the benefits are extended to the employees working at Power Loom Service Centres. It is agreed between the parties that the employees who are appointed at SASMIRA for working in SASMIRA, Worli and deputed to Power Loom Service Centres, shall be accommodated in SASMIRA in case the Power Loom Service Centres is discontinued for any reasons.

10 b) It is further agreed that in case of discontinuation of Power Loom Service Centres for any reason, the decision about the employees who are directly appointed to work at Power Loom Service Centres will be taken mutually after taking into consideration the prevailing circumstances and situation. VI. GENERAL: a) The parties shall endeavour to resolve the disputes/differences, if any, that may arise in future by mutual discussions. b) In view of the above terms of settlement, all the demands as raised by the union vide its charter of demands letter dated and so also charter of demands as submitted by the management vide its letter dated shall stand resolved. c) The arrears if any arising out of this settlement for the period from to shall be paid in two equal instalments i.e. 50% before 31 st March, 2011 and 50% before 30 th September, d) The arrears to T.I. employees in respect of Medical, LTA, etc. payable under the settlement of which have remained uncollected shall be paid to eligible T.I. employees before 31 st March, 2011.

11 e) DONATION: The Union shall submit a Resolution to Management regarding deduction of donation at source and on receipt of the said Resolution, Management agrees to effect deductions towards donation accordingly, however this will not apply to Management category and remit it to the Sarva Shramik Sangh within one week thereof. f) It is agreed that to maintain the spirit of co-operation and efficient working of the Association. It is agreed to maintain peace, normalcy and dignity of the Association. g) Period of Settlement : That these terms of Settlement shall be binding on the parties for a period of five years from the date of signing and any change of the Union or its status of recognition shall not affect the terms of this Settlement h) All other benefits and facilities which are not altered under this Settlement but are enjoyed as of now by the employees shall be continued hereinafter also.

12 IN WITNESS WHEREOF BOTH THE PARTIES HERETO HAVE HEREUNTO SET THEIR HANDS ON THIS SETTLEMENT ON THIS DAY OF JANUARY FOR & ON BEHALF OF SARVA SHRAMIK SANGH FOR & ON BEHALF OF THE SASMIRA D.S. BHALERAO GEN. SECRETARY MAGANLAL H. DOSHI PRESIDENT SHISHIR DHAVLE SECRETARY U.K. GANGOPADHYAY EXECUTIVE DIRECTOR WITNESSES: Copy to: 1. Secretary to the Government of Maharashtra Labour Department Mantralaya, Bombay Commissioner of Labour Kamgar Bhavan, Maharashtra State 1 st Floor, Block-E, C-20, Opp. Reserve Bank of India Bandra-Kurla Complex, Bandra (E), Bombay Deputy Commissioner of Labour (Admn.) Kamgar Bhavan, Maharashtra State 1 st Floor, Block-E, C-20, Opp. Reserve Bank of India Bandra-Kurla Complex, Bandra (E), Bombay The Conciliation Officer Kamgar Bhavan, Maharashtra State 1 st Floor, Block-E, C-20, Opp. Reserve Bank of India Bandra-Kurla Complex, Bandra (E), Bombay Annexure A : Working Hours Annexure B : Leave Rules Annexure C : Overtime / C.O. Annexure D : L.T.A.

13 Annexure A WORKING HOURS I. Subordinates and Maintenance Staff as also employees engaged in the workshop: 9.00 A.M. to 5.30 P.M. Lunch Break of 30 minutes Number of working days in a week will be Five. II Lecturers and Teaching Staff, Non-teaching Staff and Staff exclusively working for teaching activities and educational work may be required to work from 7.30 A.M. to 8.00 P.M., depending upon the exigencies of work with staggering working hours and weekly off with Six days Week. III All others: A.M. to 5.30 P.M. Lunch Break of 30 minutes Number of working days in a week will be Five. IV Number of working days in a week at PSC I and PSC II at Bhiwandi will be from Monday to Saturday as follows: 1) Subordinate, Maintenance Staff as also employees engaged in Pilot Plant: 9.00 A.M. to 5.30 P.M. 2) All Others: A.M. to 5.30 P.M. The employees at Bhiwandi will continue to work six days a week with the proviso that the employees will take alternate Saturday off and the same will be staggered among the staff in such a way that services in PSC I and PSC II will be available on all Saturdays. The pattern of staggering will be decided by the Association. Fifth Saturday, if any, in a particular calendar month will be working day for all employees at Bhiwandi.

14 V. The employees except those belonging to watch and ward department and those working during staggered working hours shall have the benefit and advantage of 30 minutes flexible working timing at the commencement and completion of working hours and it is mandatory for every employee to complete his daily working hours within the flexible timing, as prescribed above. In view of this flexible working timing, the earlier provisions in relation to late coming, early leaving, and concession for time to attend banking work are hereby discontinued with effect from All the employees shall strictly follow the revised timing i.e. flexi time between 9.00 A.M. to 9.30 A.M. and corresponding completion between 5.30 P.M. to 6.00 P.M. as also flexi time between A.M. to A.M. and completion between 5.30 P.M. to 6.00 P.M.

15 Annexure B LEAVE RULES The Leave Rules shall be called the Synthetic & Art Silk Mills Research Association (Leave) Rules Interpretations: 1.1 Association shall mean the Synthetic & Art Silk Mills Research Association, Mumbai. 1.2 Employees means any person in employment of the Association or salaried officer of the Association. 1.3 Words imparting masculine gender shall include feminine gender and vice versa. 1.4 Words imparting singular number shall include the plural number and vice versa. 1.5 Pay shall mean unless explained for any specific purpose the basic pay. 2. Classification of Leaves i) Casual Leave ii) Privilege Leave iii) Vacation iv) Sick Leave v) Leave without Pay vi) Maternity Leave vii) Study Leave viii) Special leave 3. General Principles 3.1 Leave cannot be claimed as a matter of right 3.2 The leave sanctioning authority may refuse, revoke or curtail leave of any kind as situation or exigencies of service might demand. However, such an action by the Association shall not be unreasonable. 3.3 It is not open to the sanctioning authority to alter the kind of leave due and applied for.

16 Leave of one kind taken earlier may be connected into leave of different kind at a later date at the request of the employee and at the discretion of the authority who granted the leave. 3.5 An employee will be allowed to suffix and/or prefix any holiday/holidays to the leave to be availed. However any intervening holiday/holidays including weekly off/offs during the period of leave will be counted as part of the leave period and shall not be excluded except in the case of casual leave and compensatory offs. 3.6 An employee shall apply in writing to the Association for availing of the leave in the prescribed form available with the office of the Association. Such application shall be made in advance and employee shall not proceed on leave without prior sanction by the Association. However, the Association may in special cases, sanction leave on the application made on the eve of proceeding on leave or ex-post facto. No employee will leave the place of work without punching his attendance card during the duty hours. 3.7 If any employee, after proceeding on leave requires an extension thereof, an application for the purpose shall be made to the Association well in advance of the expiry of the leave and ensure that Association has sanctioned the leave sought for. A written reply either of the grant or the refusal of the leave may be sent to the employee at the address in the records of the Association given by the applicant. However, failure to receive a reply from the Association will not be treated as valid reason for the applicant to proceed on leave without confirmation. 3.8 An employee is liable to disciplinary action, if he remains absent without sanction of leave or overstayed of leave without proper sanction. Such leave may be treated as leave without pay for such periods and periods will not be counted for increment.

17 All leave records and calculations of leave will be according to calendar year, and will generally be calculated from 1 st January of each year. However, if any employee joins after January of the relevant year, he may be considered to avail of his leave proportionately, at the discretion of the Association. 4. Casual Leave (CL) 4.1 All employees shall continue to be granted 8 casual leaves in a calendar year. 4.2 Not more than 4 casual leaves shall be allowed during the 1 st half of the calendar year and the balance casual leave shall be allowed in the 2 nd half of the calendar year. Exception, if any, may be made at the discretion of the management. 4.3 Casual leave shall not be prefixed or suffixed with privilege leave and cannot be combined with joining time. 4.4 Casual leave can be prefixed and/or suffixed to public holidays/weekly off/compensatory off/sick leave and in such cases the leaves/holidays falling during the period of casual leave will not be counted as paid of casual leave provided the casual leaves was pre-sanctioned. 4.5 Casual leave can be taken for half-day also and the lunch interval shall be the dividing line for such leave. 4.6 An employee shall not avail casual leave exceeding 3 days at a time. However, limit of 3 days may be extended on the merit of the case, at the discretion of the sanctioning authority. 4.7 Casual leave will not be allowed to be accumulated and to be carried forward to the next year and will not be encashable. 4.8 Late coming will attract deduction of ½ day casual leave on each occasion. No privilege leave or sick leave will be allowed to be availed by any employee against late coming. 5. Privilege Leave (PL) 5.1 Privilege Leave (earned leave) will be earned by the employee in addition to any other leave he is entitled to at a rate of 1 day

18 for every 11 days of his service subject to a maximum of 33 days in a calendar year. 5.2 For purpose of calculating the PL due to an employee his probation period of service with the Association, if any, will be taken into account. 5.3 Ordinarily an employee shall be granted privilege leave for a minimum period 4 (four) days at a time but not more than three occasions in a calendar year. In case of special circumstances, the Association may consider granting PL on more than the limit prescribed. 5.4 In case employees who join/retire/resign/removed/dies in the middle of a calendar year credit will be afforded at a rate of 2 ¾ days for each completed calendar month of services subject to a maximum of 33 days in a calendar year. While affording credit, fraction of a day should be rounded off to the nearest day e.g. 7 ½ days to be rounded off as 8 days. 5.5 Privilege leave can be accumulated upto 300 days. 5.6 An employee may be granted PL for a continuous period of only upto 120 days at a time. Exception may be considered on the merits of the circumstances by the Association. However, PL may be availed at a time upto 300 days in the case of leave preparatory to retirement. 5.7 An employee shall be entitled to encash his PL accumulated to his credit at the end of his services under the Association at the rate of pay last drawn by way of leave salary. 5.8 An employee should get his PL sanctioned at least 10 days in advance from the date of his proceeding on leave, unless in case of urgent cases or in unforeseen circumstances, a shorter notice may be acceptable at the discretion of the Association. 5.9 Casual leave cannot be prefixed or suffixed to PL Holidays/weekly offs can be prefixed or/and suffixed to PL but in all other cases when weekly offs/holidays fall between the

19 st and the last days of the leave period it (they) shall be counted as part of the leave taken The Association may in case of exigencies of services, call back any employee from leave for duty and in such case it shall be the duty of such employee to resume duty forthwith. However, such employee in such an event shall be entitled to the travelling and incidental expenses for such rejoining the duty in case he was out of station at the time when he is called back to resume duty While granting the leave, the leave sanctioning authority will take into account the employees convenience. However, the authority will also have to ensure that proper manpower exist for work at any given time in such department of the Association and regulate the number of employees availing PL at the same period An employee will be allowed to proceed to PL after completion of one year of his service to the Association PL will not be credited to vacation staff unless specified under rules for vacation. 6. Vacation 6.1 Categories of vacation staff. (a) Principal, (b) Lecturers (c) Asstt. Lecturers, (d) Lab. Assistants in Education Department (e) Supporting staff such as Lab. Attendants, Cleaners etc., utilised for teaching purposes (f) all other staff as will be specified during appointment or notified later. 6.2 No PL will be credited to vacation staff in any year in which he avails of the full vacation. 6.3 Vacation will be of minimum 60 days in one calendar year, depending on the Teaching/Instructions schedule in the Education Department of the Association. 6.4 If in any year, he does not avail himself of any vacation as is prevented from enjoying more than 15 days of vacation, PL

20 will be admissible to him in respect of that particular calendar year as specific in the PL rules. 6.5 If in any year, he could avail of only a portion of the vacation, he will be entitled to PL in such proportion of 30 days, as the number of days of vacation not taken bears to the full vacation. 6.6 The non-availing of vacation should be due to orders from a higher authority asking him to render his duties during vacation period. 6.7 Vacation can be combined with any leave other than CL but the total duration of vacation and those leave combined should not exceed 120 days at a time. 6.8 For availing accumulation/encashment of PL by vacation staff the rules laid down for the same in PL rules will be followed. 7. Sick Leave 7.1 Sick leave shall be granted to all employees and those employees who have put in one year of continuous service for the Association. New entrants will be given sick leave in proportion to his service period. 7.2 The sick leave admissible to a member in respect of each calendar year shall be 15 days with effect from Half day sick leave is allowed to be enjoyed for not more than 6 occasions in a calendar year. 7.3 More than 2 days sick leave at a time shall be supported by medical certificate issued by a Registered Medical Practitioner. The Association will have a right to insist on medical certificate from a medical practitioner appointed by the Association. 7.4 Resumption of duty on expiry of sick leave will be permitted only on production of a certificate of physical fitness from a Registered Medical Practitioner to the satisfaction of the Association.

21 Sick Leave may be allowed to be accumulated to the extent of 180 days (full pay). All accumulated leave in excess of this will be considered as having lapsed and will stand forfeited. 7.6 Sick leave for half day may be granted only when there is no CL due/entitled. 7.7 An employee shall be entitled to take CL or PL in continuation of the SL if the SL to his credit is exhausted. 8. Leave Without Pay 8.1 When no other leave is admissible, leave without pay may, in exceptional circumstances, be granted to him at the rate of one month for every completed year of service but subject to a maximum of 180 days. An employee shall be allowed to remain on leave without pay for a period not exceeding 180 days during the entire period of his service under special circumstances such as his own sickness, sickness in the family and for such other special reasons. Such leave without pay shall be permitted on having exhausted other leave due to him. The Association reserves the right to refuse such leave without assigning any reason and it cannot be claimed as a matter of right. 8.2 When an employee is on leave without pay, he will not be entitled to any allowances whatsoever for the entire period of such leave. 8.3 Leave without pay shall not be counted as service and the yearly increment due to such an employee will be advanced in proportion to leave without pay taken thereon. NOTE :- Subject to any statutory provisions relating to leave for the time being in force, all leave, whether privilege leave, casual leave or leave without pay, will be granted at the convenience of the Association and nothing will limit the free discretion of the Association to refuse, revoke or curtail such leave as the exigencies of the Association s business may require.

22 Maternity Leave 9.1 A married female member who is in service of the Association at least for a period of 1 year shall be entitled to maternity leave, on medical certificate, for 90 days with full pay provided that she is not gainfully employed or serves elsewhere. The employee can proceed on such leave 4 weeks in advance to the probable date of confinement. An application in writing should be made in this respect to the Association duly supported by a certificate by a Medical Practitioner. 9.2 Any leave except CL could be allowed to be suffixed in continuation of the maternity leave. 9.3 A certificate of physical fitness from a competent medical authority should be produced at the time of joining the service after expiry of the maternity leave. 9.4 Benefits of maternity leave shall be granted only twice during the entire period of service in the Association. 9.5 Female employee shall be entitled for 6 weeks leave for miscarriage/abortion on two occasions. 10. Study Leave 10.1 An employee may be granted study leave at the discretion of the Association for a maximum period of three years provided the member is proceeding on leave for further studies and the knowledge that he would acquire be beneficial to the Association. The employee proceeding on such leave will have to execute a bond with the Association for continuing his services after completion his studies for a minimum period of 3 years and if he fails to so serve the Association after completing study leave he shall forthwith repay all the pay and allowances paid to him by the Association during study leave An employee shall be entitled for study leave after completing a minimum of five years continuous service with the Association and not earlier.

23 During the period of the study leave, a member shall be entitled to draw 1/3 rd of the pay and allowances dawn by him at the time of proceeding on such leave. 11. Special Leave (Full pay unless specified) I. (a) Hospitalisation or disability or injury caused in or in consequence of, the due performance of his official duties or in consequence of this official position and certified by an authorised Medical Practitioner to be directly due to the performance of the particular duty. (b) Such leave shall be for maximum 24 months. (c) It may be combined with any other leave except CL thereafter, provided the total period of leave does not exceed 28 months. (d) It will not be counted as break in service. (e) The leave salary for the first period of 120 days will be full pay and thereafter for the remaining period it will be half pay. II. Participating in : Sports event of State or Inter State level and National level training/coaching camps, Mountaineering/trekking approved by Indian Mountaineering foundation or Youth Hostels Assn. of India. 30 days maximum in a calendar year. III. IV. Blood donation to recognised Blood Banks or to patient needing blood on working day. It is agreed and understood that the benefits and rights available to the employed committee members of the Union as provided under the M.R.T.U. & PULP Act, 1971 shall be followed.

24 OVERTIME Annexure C Overtime wages shall be paid as follows : a) For the employee working in Sasmira: For the period over and above 48 hours a week, overtime wages shall be paid at the rate of one-and-a-half time of the normal rate of wages. b) The present practice of calculation of working hours during any week and grant of overtime wages shall continue as it is. c) Employees will be entitled for overtime wages at the discretion of the Association, only if they work extra hours at the Head Quarters of the Association or at the place of their permanent posting. No overtime wages will be applicable while on official tour. The following cadres of employees shall not be eligible for overtime wages: I. Lecturers II. Asstt. Lecturers III. The employees belonging to Head of the Department and other Managerial categories. Compensatory Off (C.O.) 1. Compensatory Offs shall be credited for minimum one hour and in multiples of ½ hour thereafter of extra duty hours on working day/weekly off/holidays etc. except for the following staff. I. Lecturers II. Asstt. Lecturers III. The employees belonging to Head of the Depart ment and other Managerial categories

25 The categories mentioned above, compensatory off shall be credited only if more than 3 extra hours is put on duty on any one working day/weekly off/paid holidays etc. 3. The employees should avail of the CO s within 3 months from the date of earning such CO s. 4. CO s can avail for minimum of 4 hours within multiple thereof. Whenever the total hours available or not in such multiple, the employee can avail CO of such hours over and above highest multiple of 4 hours. 5. CO s can be combine either with Casual Leave or with PL but not with both, or the same period of availing of CO s. 6. Employee will be entitled to avail of Compensatory Off, at the discretion of the Association, only if they work extra hours at the Head Quarters of the Association or their place of permanent posting. No Compensatory Off will be applicable while on official tour.

26 Annexure D LEAVE TRAVEL ALLOWANCE (SASMIRA LTA RULES 2011) 1. All the employees, who have completed 2 years of continuous service on the date of the leave to be taken, are eligible for L.T.A. 2. Such employee shall be paid LTA at the rate of one month s Basic Pay and the payment shall be made prior to proceeding on such leave or after resumption from leave as per the choice of the concerned employee. 3. The member shall avail of minimum 5 days of any leave other than Sick Leave, pre-sanctioned. 4. LTA shall be admissible in a block of 2 financial years (April- March). 5. The date of commencement of leave is considered for admissibility in the particular block of 2 years. 6. The basic pay will be that of the month in which he proceeds on such leave.