West Bengal government hikes child care leave for working mothers
Chief Minister Mamata Banerjee recently declared that women teachers of government-aided schools and colleges and women staffers in state government undertakings will now get two years of child care leave. The child has to be less than 18 years of age and the leave can be taken in phases.
“In 2012, the Trinamool government had announced the child-care leave facility for state government employees and now the employees of the undertakings and aided schools and colleges will also get the advantage. It will help more than 1 lakh women employees,” Banerjee said.
Women in Jadavpur welcomed this initiative. Speaking in this regard, Anindita Ghosh, a professor in Jadavpur University, Said, “This comes as a blessing for all working mothers. We can attend our child’s needs in proper manner. Giving birth to the child is not just the thing. We needed leaves to take care of their examinations, growing up and sickness.”
Women are allowed to avail themselves of CCL to take care of up to two minor children. They can take this leave whether for rearing or to look after any of their needs like examination and sickness.The state finance department had announced that during the CCL, women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. The CCL would not be granted for more than thrice in a year and not for less than 15 days at a stretch.
In 2008, the Central government had introduced CCL for its women employees for a maximum period of two years, based on the on recommendations of the Sixth Pay Commission.
Input from http://www.iamin.in/en/ | |
Showing posts with label CHILD CARE. Show all posts
Showing posts with label CHILD CARE. Show all posts
Tuesday, July 21, 2015
West Bengal government hikes child care leave for working mothers
Thursday, December 11, 2014
Kinds of Leave admissible for Central Government Employees:
Kinds of Leave admissible for Central Government Employees:
1. Earned Leave:
The credit for earn leave will awarded at a rate of 15 days on the 1st of January and 1st of July every year. It can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC. Maximum of 180 days at a time can be availed in the case of Earned Leave. Some exceptions are also there.
Earned leave exceeding 180 days but not exceeding 300 days at a time may be granted to Group 'A' and Group 'B' officers, if at least the quantum of leave in excess of 180 days is spent outside India, Srilanka, Bangladesh, Nepal , Pakistan , Bhutan Burma. This leave may be taken at at time upto 300 days as leave preparatory to retirement.
2. Half Pay Leave
Half pay leave is calculated at 20 days for each completed year of service. For eg, if you are in service for 2 years , you will be having a total of 40 days of half pay leave. The service inculdes periods of duty and leave including extraordinary leave with or without MC. Half pay leave can be availed with or without MC(Medical Certificate). From 1st January 1986, half pay leave is credited in advance at the rate of 10 days on the 1st of January and 1st of July every year.
3.Commuted Leave:
Commuted leave not exceeding half the amount of half-pay leave due can be taken on medical certificate. Up to a maximum of 90 days can be taken during the entire service without medical certificate where such leave is utilized for an approved course of study certified to be in university interest.
It can be taken up to a maximum of 60 days can be granted to a female employee in continuation of maternity leave without medical certificate and upto a maximum of 60 days can be granted without medical certificate to a female employee with less than two living children, on adoption of a child less than one year old. Commuted leave may be granted at the request of the employee even when earned leave is due to him.
4. Leave Not Due
Leave not due is granted when there is no half-pay leave at credit and the employee requests for the grant of Leave Not Due. Temporary officials with one year’s service and suffering from TB, Leprosy, Cancer or Mental illness may also be granted LND if the post from which the official proceeds on leave is likely to last till his return.
It is granted only medical certificate if the leave sanctioning authority is satisfied that there is a reasonable prospect of the employee returning to duty on its expiry. It may be granted without medical certificate in continuation of maternity leave. and may be granted without medical certificate to a female employee with less than two living children, on adoption of a child less than one year old. The amount of leave should be limited to the half-pay leave that the employee is likely to earn subsequently. Leave not due during the entire service is limited to a maximum of 360 days and due will be debited against the half-pay leave that the employee may earn subsequently.
5. Maternity Leave
Maternity leave is granted to women government employees.
1) Pregnancy: 180 days – Admissible only to employees with less than two surviving children. 2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service. However, any such leave taken prior to 16.6.1994 will not be taken into account for this limitation. Admissible irrespective of number of surviving children. Application to be supported by a certificate from a registered medical practitioner for NGOs and from AMA for GOs. The materntiy leave is not debited to leave account and full pay is granted. It cannot be combined with any other leaves and counts as service for increments and pension.
6. Paternity Leave
A male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife. During the period of such leave he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may be combined with other kind of leave as in the case of Maternity Leave.
7. Study Leave
Study leave may be granted to all government employees with not less than five years’ service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant.
The course for which the study leave is taken should be certified to be of definite advantage to govt from the point of view of public interest and that particular study should be approved by the authority competent to grant leave. The official should submit a full report on the work done during study leave. Maximum of 24 months of leave is sanctioned. In the case of CHS officers 36 months of leave can be granted at a stretch or in different spells. Study leave will not be debited to the leave account and may be combined with other leave due. Study leave is not granted for studies outside India if facilities are available in India and to an official due to retire within 3 years of return from the study leave.
8. Extra Ordinary Leave
Extraordinary leave is granted to a Government servant when no other leave is admissible or when other leave is admissible, but the Government servant applies in writing for extraordinary leave.
Extraordinary leave cannot be availed concurrently during the notice period, when going on voluntary retirement and EOL may also be granted to regularize periods of absence without leave retrospectively.
9. Casual Leave
In a calendar year eight days of casual leave is permissible.
Casual leave is not a recognized form of leave and is not subject to any rules made by the Government of India. An official on Casual Leave is not treated as absent from duty and pay is not intermitted. (i) Casual Leave can be combined with Special Casual Leave/vacation but not with any other kind of leave. (ii) It cannot be combined with joining time. (iii) Sundays and Holidays falling during a period of Casual Leave are not counted as part of Casual Leave. (iv) Sundays/public holidays/restricted holidays/weekly offs can be prefixed/suffixed to Casual Leave. (v) Casual Leave can be taken while on tour, but no daily allowance will be admissible for the period. (vi) Casual Leave can be taken for half day also. (vii) Essentially intended for short periods. It should not normally be granted for more than 5 days at any one time, except under special circumstances. (viii) LTC can be availed du ring Casual Leave. (ix) Individuals appointed and joining duty during the middle of a year may avail of Casual Leave proportionately or to the full extent at the discretion of the Competent Authority.
10. Child Care Leave
Woman employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of 730 days (2 years) during their entire service for taking care of up to two children., whether for rearing or to look after any of their needs like examination, sickness, etc.
Conditions for Child Care Leave 1. Child care leave shall not be admissible if the child is eighteen years of age or older equal to the pay drawn immediately before proceeding on leave. 2. It can be availed in more than one spell. 3. It can not be debited against the leave account. 4. It may be combined with leave of the kind due and admissible.
11. Hospital Leave:
Hospital leave is admissible to Group 'C' employees whose duteis involve handling of dangerous machinary, explosive materials, poisonous drugs and perfomance of hazardous taks and to Group 'D' Employees.
Medical certificate from an authorized medical attendant is necessary for grant of this leave. This hospital leave may be combined with any other kind of leave due and admissible, provided total period of leave does not exceed 28 months.
12. Vacation Department Staff leave Entitlement
The leave entitlements of employees of Vacation Departments (ie departments where regular vacations are allowed during which those serving in them are permitted to be absent from duty) are the same as those serving in non-vacation Departments except in respect of 'earned leave'.
No earned leave will be admissible to a govt servant of a vacation Department in any year in which he avails of the full vacation. The vacation can be combined with casual leave.
13. Special Disability Leave
Special disability leave admissible to all employees when disabled by injury intentionally or accidentally inflicted or caused in or in consequence of the due performance of official duties or in consequences of official position. The disability above should have manifested within three months of the occurrence to which it is attributed and the person disabled had acted with due promptitude in bringing it to notice. The leave sanctioning authority, if satisfied as to the cause of the disability, may relax the condition and grant leave in cases where disability has manifested more than three months after the occurrence of its cause.
Special disability leave is also admissible when disabled by illness incurred in the performance of any particular duty, which has the effect of increasing liability to illness or injury beyond the ordinary risk attaching to the civil post held, under the same condition.This disability should be certified by an Authorised Medical Attendant to be directly due to the performance of the particular duty. Maximum of 24 months of leave may be granted. May be combined with any other leave. Will count as service for pension. Will not be debited to the leave account. 14) Child Adoption Leave: Child adoption leave is granted to Female employees, with fewer than two surviving children on valid adoption of a child below the age of one year, for a period of 180 days immediately after the date of valid adoption. | |
Wednesday, June 11, 2014
CHILD CARE LEAVE(CCL)-LATEST CLARIFICATION FROM DOPT
CHILD CARE LEAVE(CCL)-LATEST CLARIFICATION FROM DOPT
No.13018/6/2013-Estt.(L)
Government of India
Ministry of Personnel, Public Grievances and Pension
[Department of Personnel & Training]
New Delhi, the 5th June, 2014
OFFICE MEMORANDUM
Subject: Child Care Leave (CCL) in respect of Central Government Employees as a result of Sixth Central Pay Commission recommendations - Clarification - regarding.
The undersigned is directed to refer to this Department's O.M. No.13018/2/2008-Estt.(L) dated 11/09/2008 regarding introduction of Child Care Leave(CCL) in respect of Central Government employees.
Subsequently, clarifications have been issued vide OMs dated 29.9.2008, 18.11.2008, 02.12.2008 and dated 07.09.2010. Child Care Leave at present is allowed for a minimum period of 15 days. References have been received from various quarters seeking a review of this stipulation.
2. The matter has been considered in consultation with Department of Expenditure, and it has been decided to remove the requirement of minimum period of 15 days’ CCL. There is no change as regards other conditions of this leave.
3. These orders take effect from the date of issue of this Office Memorandum.
4. Hindi version will follow.
sd/-
S.G. Mulchandaney)
Under Secretary to the Government of India
Source:www.persmin.nic.in | |
Monday, April 7, 2014
Will the 7th CPC Extend Child Care Leave for Male Employees Too?
Will the 7th CPC Extend Child Care Leave for Male Employees Too?
Child Care Leave, introduced by the 6th CPC, was a boon for women employees.
Women employees have for long, been entitled to Maternity Leave. The 90 days paid leave granted as maternity leave was extended to 135 days by the 5th CPC. The 6th CPC further increased it to 180 days.
Based on the very reasonable request presented by ATMAJA (Association of Adoptive Parents), the Government announced ‘Child Adoption Leave’ for female employees in 2006. Orders were issued to grant 135 days leave for female employees who adopt child upto one year of age.
The 6th CPC introduced a family welfare privilege for female employees. Consequent upon the decisions taken by the Government on the recommendations of the 6th CPC relating to Maternity Leave and Child Care Leave, the Central Govt decided that the existing provisions of Maternity Leave enhanced to 180 days.
Leave of the kind due and admissible (including commuted leave for a period not exceeding 60 days and leave not due) that can be granted in continuation with Maternity Leave provided in Rule 43(4)(b) shall be increased to 2 years.
Women employees having minor children may be granted Child Care Leave for a maximum period of two years (i.e. 730 days) during their entire service for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc.
Only female employees were entitled to these leaves in order to provide health care and education supervision requirements for her two children. Although there were difficulties in implementing this decision, the announcement was welcomed by women employees.
But this also created a sense of longing among the male employees.
Were they not concerned about their family’s welfare?
Was their presence not required in health and education related issues of their children?
‘Why are we being denied this allowance?’. Men employees were wondered.
But some male staff themselves wondered, it is impossible to give the same privilege to male employees too, who constitute 90% of the government workforce.
One could also hear demands that if not 730 days, at least half of it should be given to the male employees.
Some suggest that the allowance should be made in genuine cases after necessary enquiries.
Some also suggest that in cases where the husband and wife are employed, the leave should be given to both.
Everybody has a right to demand…!
The request to give this privilege to men who have lost their wives, to look after their children sounds very reasonable.
Children who have lost their mothers require the care and presence of their fathers.
Will the 7th CPC consider this demand?
Source: www.employeesnews.in
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Friday, May 17, 2013
Implementation of VI CPC recommendations - Clarification on Children Education Allowance.
Implementation of VI CPC recommendations - Clarification on Children Education Allowance.
Government of India
Ministry of Defence
Subject: Implementation of VI CPC recommendations - Clarification on Children Education Allowance.
Reference Air HQ letter No. Air HQ/23996/1/PP&R-I dated 28 February, 2012 seeking clarification whether children born after failure of sterilization operation resulting in multiple births will be entitled for Children Education Allowance.
2. The matter has been examined in the Ministry in consultation with DOP&T. It is stated that re-imbursement of Children Education Allowance/Hostel Subsidy in respect of child/children born at the time first birth resulting in twins or multiple births after failure of sterilization operation is permissible.
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(P.S.Walia )
Under Secretary to the Govt. of India
Source: www.cgda.nic.in
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Tuesday, April 2, 2013
FAQ on Special Allowance for child care for women with disability
FAQ on Special Allowance for child care for women with disability
Department of Personnel and Training issued clarification orders on special allowance for child care for women with disability as Frequently Asked Questions... Special Allowance for child care for women with disability Sl. No. / Frequently asked Questions / Answer 1. Whether the women employees with disabilities are entitled for special allowance for child care at double the rates for multiple births at the time of first child birth? No. In case of multiple births at the time of first child birth, the woman employee shall not be entitled to this allowance at double the rates for multiple births. 2. Whether the allowance would be admissible for the 3rd child in case either of the first two children i.e. first child or the 2nd child expires before the attaining the age of two years? It is clarified that the grant of Special Allowance for the child care for women with disabilities is admissible for two years from the birth of the child so long as the woman employee does not have more than two surviving children. Source : www.persmin.nic.in [http://ccis.nic.in/ | |
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Child Care Leave to women employees of Public Sector undertakings - Dopt
Child Care Leave to women employees of Public Sector undertakings - Dopt
Department of Personnel and Training has issued clarification order from time to time pertaining to all subjects for Central Government employees, the recent order clarified in the respect of Child Care Leave to women employees of Public Sector Undertakings...
Child Care Leave
Sl. No. / Frequently asked Questions / Answer
1. Whether women employees of Public Sector undertakings/ Bodies etc. are entitled to CCL?
Orders issued by DOPT are not automatically applicable to the employees of Central Public Sector Undertakings/ Autonomous Bodies, Banks, etc. It is for the PSUs/ Autonomous Bodies to decide the applicability of the rules/instructions issued for the central Government employees to their employees in consultation with their Administrative Ministries.
2. Whether Govt. servant can be permitted to leave station/go abroad while on CCL?
Child care leave is granted to a woman employee to take care of the needs of the minor children. If the child is studying abroad or the Government servant has to go abroad for taking care of the child she may do so subject to other conditions laid down for this purpose.
3. What is the intention behind the instruction that CCL is to be treated like EL and sanctioned as such?
The intention is that CCL should be availed with prior approval of leave sanctioning authority and that the combination of CCL with other leave, if any, should be as per the restriction on EL. ' The restriction of the limit of 180 days at a stretch as applicable in the case of EL will not apply in case of CCL. The other conditions like CCL may not be granted for less than 15 days or in more than 3 spells etc., will apply. {Rule 43-C}
4. Whether child care leave has been extended to female industrial employees?
Child Care leave has been extended to all civilian female industrial employees covered by the CCS(Leave) Rules, 1972 subject to the conditions provided in rule 43- C of the CCS(Leave) Rules, 1972, as amended from time to time.{OM No. 12012/2/2009-Estt.(L) dated 01-08-2012 }
Source: www.persmin.nic.in
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Tuesday, March 19, 2013
BSNL Orders on CCL : Grant of Child Care Leave to women employees of BSNL
BSNL Orders on CCL : Grant of Child Care Leave to women employees of BSNL
CORPORATE OFFICE
PAT SECTION
Bharat Sanchar Bhawan,
H. C. Mathur Lane, New Deihi-01
BHARAT SANCHAR NIGAM LTD.
(A Government of India Enterprise)
OFFICE ORDER
NO.1-33/2012-PAT(BSNL)/CCL
Dated, the 08-03-2013
Subject :- Grant of Child Care Leave to women employees of BSNL (absorbed / directly recruited / deputationists / deemed deputationists).
Approval of the Management Committee of the Board is, hereby, conveyed for grant Child Care Leave to women employees of BSNL (absorbed/directly recruited/deputationists / deemed deputationists) as per the provisions of DOP&T OM No.13018/2/2008-EStt.(L) dated 11.09.2008 and subsequent clarifications issued by DOP&T.
2. These orders shall take effect from the date of issue.
Hindi version will follow.
sd/-
(Sheo Shankar Prasad)
Assistant General Manager (Pers.V)
Source: www.bsnleuchq.com [http://www.bsnleuchq.com/ | |
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