Establishment Rules

Index
1. Leave Rules

2. Pass rules

3. Seniority and Promotion

4. Conduct and Discipline Rules

5. DAR rules

6. Retirement Benefits

7. Various Rly Acts

8. Industrial Relations

9. Welfare measures and facilities

10. HOER Rules

11. Medical Examination

12. Work Study

13. Official Language Policy

Establishment Rules

I PAY AND ALLOWANCES:

Pay—pay means the amount drawn monthly by a government servant as :
(i) the pay other than special pay or pay granted in view of his personal
qualifications, which has been sanctioned for a post held by him
substantively or in an officiating capacity or to which he is entitled by reason
of his position in a cadre.
(ii) Overseas pay, special pay and personal pay.
(iii) Any other emoluments which may be specifically classified as pay by the
President.

Average pay:- Average pay means the average monthly pay earned during the
12 complete months immediately preceding the month in which the event occurs
which necessitates the calculation of average pay.
Overseas pay:- Overseas pay means pay granted to a railway servant in
consideration of the fact that he is serving in a country other than the country of
his domicile.
Personal Pay:- Personal pay means additional pay granted to a Railway
Servant—
a) To save him from a loss in substantive pay in respect of a permanent
post other then a tenure post due to a revision of pay or to any reduction of such
substantive pay other wise than as a disciplinary measure.

b) In exceptional circumstances, on other personal considerations.

Special Pay- Special pay means an addition, of the nature of pay, to the
emoluments of a post or of a Railway servant, granted in consideration
of—
a) the especially arduous nature of duties./
b) A specific addition to the work or responsibility and includes non practicing
allowance granted to doctors in lieu of private practice.

Presumptive pay of a post—Presumptive pay of a post means the pay to which

railway servant would be entitled if he held the post substantively and were
performing its duties; but it does not include special pay unless the railway servant
performs or discharges the work or responsibility, in consideration of which the
special pay was sanctioned.

Substantive pay:-Substantive pay means the pay other than special pay,
personal pay or emoluments classed as pay to which a railway servant is entitled
on account of a post to which he has been appointed substantively or by reason
of his substantive position in a cadre.
Stepping Up :- Where a senior employee draws lesser pay than his junior
promoted after him, his p pay may be stepped up to the extent of the pay of his
junior from the date of junior’s promotion.

Next below Rule (NBR):- Literally it means promotion equal at least to the
person next below the employee in a seniority group. Such a promotion is granted
only to an employee who is out of his regular line of promotion.

Date of Increment The date of next increment normally falls after a lapse of 12
months but it is made as July 1st subsequent to implementation of VI th pay
commission.

Efficiency bar:-In order to ensure continued efficiency of the employee, he may

be allowed further increase of pay from the stage shown in EB stage in scale. If
he is found fit EB in pay scales for the group D staff has been abolished.

II ALLOWANCES:-
1. Dearness allowance. 2. House rent Allowance
3.City Compensatory Allowance. 4. Transport allowance
5.Night duty allowance 6.Traveling allowance
7. Consolidated T.A. 8.National holiday allowance
9. Conveyance allowance 10.Over time allowance
11.Night patrolling allowance. 12.Construction and project allowance
13.Mileage allowance. 14. Border allowance.
15. Break down allowance. 16.Officiating allowance
17.Training allowance. 18. Remote locality allowance
19. Bad climate allowance 20.Special compensatory hill area
21. Special compensatory tribal/scheduled/agency area allowance.
22. Out turn allowance. 23. Uniform allowance.
24. Washing allowance. 25.Cycle maintenance allowance.
26. Non-practicing allowance 27. Annual allowance to railway Doctors for
research pursuits. 28. Composite transfer grant.
29.Running allowance.

DEARNESS ALLOWANCE:
It is granted to compensate the high cost of living based on the rise in price
index.. The inflation neutralization may be made uniform @ 100% at all levels.
The All India Consumers Price Index for Industrial workers will continue to be the
basis for calculation. The series with base 2001 will henceforth be used replacing
l982 as the base. Government will continue sanctioning additional DA, if it falls
due, every January and July.

NIGHT DUTY ALLOWANCE:-

Night duty allowance is granted to certain categories of staff for actual
performance of duty between 22.00 to 6.00 hours.
HOUSE RENT ALLOWANCE:- This allowance is granted to the Railway servant
in view of the higher rents, they have to pay for private accommodation due to
non-availability of Railway Quarters.

TRANSPORT ALLLOWANCE:- Transport Allowance is granted to compensate the

Railway Employees for the cost incurred on account of commuting between the
place of residence and the place of duty. It depends upon the pay scales and cities
/ towns A-1 /A & Others. Transport allowance is fixed according to the grade pay
being drawn by the employees. Dearness allowance sanctioned from time to time
is also to be allowed on the fixed transport allowance.

TRAVELLING ALLOWANCE:- Traveling allowance is granted for journey on duty,

on first appointment, to attend examination and training. To appear in Hindi
examination, attending Territorial Army camps, to attend court and departmental
enquiries, to attend meeting of departmental council, to appear as witness and
defence counsel in enquiries, when recalled from leave, election duty, on transfer
and retirement. Daily allowance (called traveling allowance) is percentage basis
based on duration. (30% for less than 6 hours, 70% for 6 to 12 hours and 100%
for more than 12 hours)

CONSOLIDATED TA: - Where a staff is required to travel on duty extensively,

instead of giving him TA on duty basis, he may be granted a consolidated TA under
the orders of Railway board. Once sanctioned, the employee will draw it
irrespective of whether he remains out of his headquarters or not. The rate of CTA
is fixed based on average no of days the employee is expected to remain out. It
may be paid throughout the year. It is not to be drawn when the employee is on
leave or is deployed on other stationary duties

NATIONAL HOLIDAY ALLOWANCE;-;It is admissible when one works on a

national holiday even for a part of a day or is on due rest, or is on journey, or is
off duty after booking or is awaiting booking after completion of rest, RPF staff,
casual labor on CPC scales those attending training courses etc are also entitled
to it. The rates of this allowance will be increased by 25%, whenever the DA
payable on the revised pay structure goes up by 50%.

OVER TIME ALLOWANCE: Over time allowance means the payment made to an
employee for work done by him beyond duty hours prescribed statutorily and
includes the payment made under departmental orders for work done by him
beyond or outside normal scheduled working days or working hours. It is paid to
the employees for actual time worked in excess of the maximum hours of
employment laid down.
COMPOSITE TRANSFER GRANT:-

 The Railway servant joined Railway after 01.05.1976 , will be entitled to

composite transfer grant at the rate of one months basic pay in the case of
transfers located at a distance of 20 Kms or more involving change of residence.
In case the employee transports his luggage by VPU, the composite transfer
grant will be at the rate of 80% of the basic pay if a car is carried in the VPU &
the rate is 75% if no car is carried.

 The Railway servant joined Railway prior to 01.05.76, and are entitled to
liberal scale of transportation of personal effects by rail, in terms of Railway
Servant (Pass) rule 1986, will be entitled to composite transfer grant at the rate
of 80% of one month basic pay for Group A, B, C Railway employees and for
group D employees at the rate of 90% of one month basic pay.

 For short distance transfers which are within a distance of 20 kms, the
composite transfer at the rate of one third of one month’s basic pay will be
admissible.

III- LEAVE RULES GENERAL:

a) The employee as a matter of right cannot claim leave. The right to grant or
refuse leaves vests in the authority competent to sanction leave.
b) The leave usually commences on the day charge is handed over & ends on the
day charge is taken over again.
c) Leave sanctioning authority cannot alter the kind of leave due and applied for
except at the written request of the employee.
d) Leave already availed may be converted to another kind of leave on employees
request retrospectively but not after retirement
e) Leave cannot be sanctioned for more than 5 years.
f) Combination of holidays proceeding in or in continuation of leave is permitted
in case of medical certificate of sickness, the holidays will be part of sickness leave.
g) The employee is not permitted to take up any employment during the period
of leave.

KINDS OF LEAVE

a) Leave on Average Pay (LAP)

 It is earned at the rate of 30 days in a year.
 15 days leave is credited in advance on 1st of Jan and 1st of July of each
year.
 Maximum of 300 days can be credited at the time with 15 days to be kept
separate to adjust that one may take in ensuing half year.
 1/10 of the extraordinary leave availed during the previous half year is
debited to the leave account.
 New entrant will be given credit of two and a half days per month of the
half year in which they join.
 Maximum limit of availing LAP at one spell is 180 days.

b) Leave on half average pay:

 It is earned at the rate of 20 days per year.( In two instalments 10 each on
1st January and 1st July in a calendar year)
 No restriction on accumulation.
 It can be availed on medical certificate or otherwise.
 It can be commuted to LAP by surrendering 2 days LHAP for one day
 The amount of leave on half average pay that can be availed of in one spell
irrespective of its being combined with any other kind of leave or not, shall
be limited to 24 months.
 The leave shall be credited to the leave account at the rate of 5/3 days for
each completed calendar month of service which the railway servant is likely
to render in the half year of the calendar in which he is appointed.

c) Commuted leave - When leave on half average pay is converted into half the
period of such leave on average pay on medical ground, such leave is called
Commuted leave. Commutation on medical ground is permitted without any
limit and upto a maximum of 180 days shall be allowed to be commuted
during the entire service where such leave is utilized for an approved course
of study. Leave on half average pay may be commuted to leave on average
pay on medical certificate at the request of an employee even if he has LAP
to his credit. Commuted leave however may not be granted if authority
competent to sanction leave has reasons to believe that railway servant may
not return to duty after expiry of such leave.

d)Leave not Due:- It is an advance cheque & is granted to a permanent

employee, when no other leave is due and there are reasonable prospects of his
coming back to duty/ It is sanctioned to the extent of the LHAP{ one is likely to
earn. Maximum can be sanctioned 360 days in one’s own career and not more
than 90 days at a time and l80 days on medical ground. Temporary employee may
be sanctioned leave not due on medical certificate if the post is likely to last till he
returns and he has completed one year service.

e) Casual leave:-Casual leave is 8 days in a year. Those who are not enjoying
Gazetted holidays may get 10 days. Casual leave can be combined with special
casual leave and with no other leave. It can be granted to any extent due at a
time. Sundays, holidays, restricted holidays can be prefixed or suffixed to casual
leave. It can be taken while on tour.

f) Special Casual leave:-It is granted in the following circumstance

 Scout and guides
 Attending republic day parade, St. John Brigade Athletic tournaments.
 Attending courts as Juniors or assessors.
 Attending Union and federation meeting.
 Attending technical/ scientific Institution meeting.
 Absence for Lok Sahayak Seva.
 Sterilization operations
 For Election to Lok Sabha and Vidhan sabha.
 For RPF annual meet.
 To cooperative society office bearers.
 For Hindi examinations.

g) Compensatory casual leave:

Group C&D staffs excluding supervisory staff are entitled to compensatory off in
lieu of working on Sundays/Holidays. It must be availed within 30 days of the days
on which worked. It is not admissible for working as invigilators in RRB
examinations.

h) Maternity leave:
A female railway employee with less than two surviving children may be granted
maternity leave. It is a full pay leave not debited to any account and granted as
under:
 For confinement—180 days from commencement.
 Female casual worker – 4 weeks.
 Ad-hoc employees, if their employment is likely to continue till they come
back to service, may be granted on the basis of medical certificate.
 Maternity leave may be combined with any other kind of leave (any leave
including leave not due) up to a maximum of one year may be granted in
continuation of maternity leave, if applied for without medical certificate.
 Women casual labors who have attained temporary status are also granted
this leave.
 For miscarriage/abortion—45 day during entire service, irrespective of
number of surviving children

b) Paternity leave:- A male employee (including an apprentice) with less than

two surviving children may be granted Paternity leave for 15 days. It should not
be availed 15 days before or up to 6 months from the date of delivery of the child.
It such leave is not availed of with in this period, it shall be lapsed. Paternity leave
may be granted to Casual labour who have attained temporary status.

c) Hospital leave: It is granted to all staff excluding group A and B for illness or
injury directly due to risks incurred in course of official duties. It is based on
Railway Doctors’ medical certificate and is sanctioned for such periods as may be
considered necessary. For first 120 days leave salary will be as on LAP and for
remaining period as on LHAP. It may be combined with any other kind of leave
due provided that total period does not exceed 28 months.
d) Special disability leave: A Non-debitable leave up to 24 months (in one or
more spells) may be granted to an employee who had been injured by an injury
caused intentionally by some one or has arisen due to performance of his duties.
The injury must manifest itself within 3 months of its occurrence. A medical
certificate is necessary. It can be combined with other kinds of leave. In case
those covered by WC act, leave salary be reduced to the extent of compensation
payable. It counts for pension. It is not debited to leave account.

e) Extra ordinary leave: It is granted when no other leave is due or when

the employee applies for it. No leave salary is given in this. It may be combined
with others. Any kind of leave may be converted into it or it may be converted to
any other leave retrospectively by competent authority. It can not exceed 5
years at a stretch for permanent and 3 months for temporary staff ( 6 months
with medical certificate). Temporary employees suffering from leprosy, T.B.
Cancer etc may be granted up to 18 months.

f) Study leave: Study leave for higher studies in subjects having direct bearing
on one’s sphere of studies, upto 12 months at a time and 24 months in entire
career, not debitable to his account may be sanctioned on his filling Requisite
Bonds. Total absence on study leave and other leave should not exceed 28 months
at a stretch. Leave salary for study outside India will be pay last drawn plus DA,
HRA and study allowance. For course in India it will be pay last drawn plus DA and
HRA. Any stipend scholarship received should be adjusted against. One who does
not resume after study leave, or having resumed quits service within 3 years or
does not complete/pass the necessary course, will have to refund the cost incurred
by government.

g) Child Care Leave:

Women employees having minor children may be granted child care leave by
competent authority for a maximum period of two years(ie 730 days) during their
entire service for taking care up to two children whether for rearing or to look
after any of their needs like examination, sickness etc. Child care leave shall not
be admissible if the child’s age is 18 years or more. During the period of such
leave, the women employees shall be paid leave salary equal to the pay drawn
immediately before proceeding on leave. It may be availed in more than one
spell. Child care leave shall not be debited against the leave account. It may be
allowed for third year as Leave not due (without production of medical certificate).
It may be combined with leave of the kind due and admissible. The child care
leave is admissible for two eldest surviving children only.
IV - PASS RULES KINDS OF PASSES:

1. DUTY PASS:- This pass is issued to the railway employees in order to facilitate
the performance of duty and is generally issued when an employee has to travel
from one station to another either to carry out his transfer or in connection with
some other official works.
2. WIDOW PASS:- This pass is issued to the widow to the railway employees,
who were in railways service on or after 12-03-1987 and expired on or after that
date whether after their retirement or during service and had opted for the scheme
or were automatically governed under the schemes.
3. RESIDENTIAL CARD PASS:- This pass is issued to a railway servant for
performing Rail journey from the place of residence to the place of his work.
4. SPECIAL PASS:- This pass is issued to Railway servants, family members or
dependent relatives as the case may be on –
a) Medical grounds.
b) Sports accounts.
c) For attending children camp or scouts camp
d) Cultural functions
e) On any other occasion which the ministry of railway or a railway
administration deems fit.
5. POST RETIREMENT COMPLEMENTARY PASS:
This pass is issued to a railway servant after retirement or after he ceases to be a
railway servant.
 Gazetted officer 20 to 25 yr service 2 sets per year.
 Gazetted officer over 25 yr of service 3 sets per year.
 Group C staff 20 to 25 years service. 1 set per year.
 Group C over 25 year service 2 sets per year
 Group D over 20 year service (self & wife only) 1 set per year.

6. SCHOOL PASS: - passes for journey of student son/daughter are admissible

in addition to privilege pass, when the child studies in a school away from
employees headquarters. Six single journey passes per child per year may be
issued. Guardian may be included in school pass for a girl of any age and a boy
under 18 years.
7. PRIVILEGE PASS: - this pass is issued to the railway employees as a privilege
to travel on the railway with or without their families. Classes of pass as per pay
limit are as under.
(i) Group A and Group B (Gazetted) ; I class A
(ii) Non gazetted group B and Group C employees:-
A) (i) Grade Pay 4200 and above - AC 2-Tier
(ii) Grade Pay 2800 - AC 3-Tier
(iii) Grade Pay 1900 - 1 set AC 3-Tier and 2 sets Sleeper Class
While performing journey on duty all the employees below grade pay of
4200 are eligible to travel in AC 3-Tier.

A) Number of Privilege passes and PTO due per year:

Note: Two sets of PTO are reduced for availing the benefit of widow passes.

B. period of availability of Privilege passes:

 Single journey pass 4 months from date of issue.
 Return journey pass 4 months from date of issue.
 Single journey PTO 4 months from date of issue.
 Return journey PTO 4 months from date of issue.
 Settlement pass 1 year from date of issue.
 Kit wagon pass 1 month from date of issue.

C. BREAK JOURNEY:- pass holder can include any number of stations for break
journey in the pass. As unscheduled break journey can be made and endorsed by
SM/TC on the pass.

D. Luggage allowance on Privilege passes:

1) 1 A and ACC 140 kg per adult (1/2 per child)
2) I 70 kg per Adult (1/2 per child
3) II 40 Kg per adult( ½ per child)

NOTE:- Bicycles, scooters, etc may be allowed as free allowance on pass.

E. Family for passes:

Spouse of a railway servant whether earning or not
i) Son or sons who have not attained the age of 21 years and are wholly
dependent on the railway servant.
ii) Son or sons of the age of 21 and above who are
o Bonafide students of any recognized educational institution.
o Engaged in any research work and do not get any scholarship/stipend
o Working as an articled clerk under the Chartered Accountant
o Invalid, on appropriate certificate from Railway Doctor.
iv)Un married daughters of any age whether earning or not.
v) Widowed daughters provided they are dependent on the railway servant.
v) Legally divorced daughter who is dependent on the railway servant.

F. DEPENDENT: maximum number of two dependents can be included in the

family pass. If,so the maximum number of persons is restricted to five excluding
servants. Dependent means widow mother, unmarried or widow sister and brother
less than 21 years provided father is not alive, married daughter who is wholly
depended on the employee.

G. PASSES BY SHORTEST ROUTE:

Normally passes are issued by shortest route but,
a) If two alternate route are available, passes may be issued wither route
irrespective of the distance.
b) If longer route is quicker, passes may be issued by the quicker route
c) Passes may be issued for longer route, if the distance does not exceed
the distance via the shortest route by more than 15%.

V - Seniority and Promotion

SENIORITY:

Seniority means the relative positions of an employee in the cadre to which he

belongs. Once fixed such a position may undergo changes in certain
circumstances.

2. Seniority on Initial Appointment_

 Direct recruits on joining a working post get seniority as per their merit in
Recruitment Board panel.
 Where they undergo training in training school before joining working post,
the merit figure obtained in the training school will determine their seniority.
 Those recruited on special quotas like sports etc. get seniority from the date
of their recruitment.
 Where date of joining is same for two or more persons, the earlier born will
rank senior.
 Among the direct recruits and departmental promotees, seniority will be as
per date of joining but their inter-seniority will not be disturbed. If there is
any quota or rota rule in the recruitment, it will be observed.
3. Seniority on Promotion:

 In selection posts, the merit position in the panel will determine seniority.
 In suitability posts original seniority of lower post will be maintained among
promotees.
 Those who refuse promotion may lose seniority.

4. Seniority on transfer:

 In case of transfer in the exigencies of service, the seniority is not affected.

 In transfer on one’s own request to a new seniority unit one gets the lowest
position on the date of joining the new unit.
 On mutual transfer the junior of the two retains his own seniority whereas
the senior loses his seniority to the extent of the junior.

D Seniority on Penalties: In case of reduction to lower grade, one is placed

above all in the lower grade. On completion of penalty he gets his original position,
unless otherwise ordered. Withholding of increment does not affect the seniority
of a Railway servant.

5. Seniority on change of category.

 When permitted on administrative grounds, one may carry his seniority.
 In case of absorption of medically de-categorized people length of service
in equivalent or higher grade will determine the seniority.
 In change on one’s own request one will be placed at the bottom.

PERFORMANCE APPRAISAL AND CONFIDENTIAL REPORTS

1. An annual assessment report called a confidential report is maintained for staff

(other than Group D).
2. This is written annually for each financial year.
3. It is written by the immediate superior who must take into account all
performance (good or bad) of the concerned officer over the period under report.
4. The new system of performance appraisal requires the senior subordinate
officers to be given targets in advance and the work is reviewed periodically.
5. At the end of the year he gives his self assessment along with a resume of good
work and reasons for not doing the allotted work.
6. The form covers general qualities, professional abilities, integrity, intelligence
tact, industry, keenness, attitude to SC/ST, to superiors, equals & sub-ordinates,
general conduct and character, sociability, aptitudes and shortcomings, etc.
7. Where ever an entry is based on an actual incident, it should be indicated.
8. Adverse entries shall be communicated to the employee and his representation
if any shall be considered by the accepting authority, who will pass a speaking
order, if representation is to be rejected.
9. If accepted, the adverse remark shall be expunged.
10. The system of CR is a very powerful tool for various purposes like placements,
promotions, deputation, training, career planning and growth, EB crossing etc.
11. Thus CR should be written with utmost circumspection, caution and care.

VI -PROMOTION

Promotion from Group D to Group C:

A prescribed percentage in nominated group C categories is to be filled by

promotion of group D employees on the basis of selection. Selection comprises of
a written examination and there will be no viva voce in the selection. It will consist
of written test of 85 marks and record of service 15 marks. The question paper
comprises of questions to test ones knowledge of his work. Railways general
knowledge and general English paper will be set in bilingual form and may be
answered in Hindi. Staff having three years service will be eligible, may appear in
the test. Panel is formed on the basis of seniority.

2 Promotion with in group C

Promotions within Group C are made through a process of selection or non-
selection. Selection post are post/grade which have been declared as such by
Railway board. Other than these selection posts are non-selection post.
Promotion on Selection Posts:
1. Selection post shall be filled by a positive act of selection made with the help of
selection Boards from amongst the staff eligible for selection.
2. A selection Board, with 3 Officers conducts the proceedings.
3. The assessment of vacancies for selection post within the cadre will include the
existing vacancies and those anticipated during the course of next 15 months.
4. For ex-cadre post, actual vacancies plus those anticipated in the next two years
should be taken into account.
5. In regard to selection posts, selections will be conducted annually in a regular
manner.
6. The staff in the immediate lower grade with a minimum of 2 years of service in
that grade will only be eligible for promotion.
7. The selection for promotion to a selection post shall be made on the basis
primarily of merits.
8. Eligible staff upto 3 times the number of staff to be empanelled will be called
for written and/or viva voce test.
9. Professional ability is judged by written test 35 marks and viva voce 15 marks.
10. There will be no viva voce in departmental examinations except in case of
selection for promotion to post in categories of law Assistant, Physiotherapists,
Telephone operator and Teachers.
11. In this situation 15 marks allotted for Viva Voce will be added to written test.
12. For general selection posts for which staff of different categories/department
are eligible, mark for seniority is not allowed.
13. Factors and their weightage for the selection are:
a. Professional ability (Written test + Viva test.) ------------------------ 50
b. Personality/address/leadership/academic /technical qualification---- 20
c. Record of service. ---------------------------------------------------------- 15
d. Seniority.--------------------------------------------------------------------- 15.
b. Promotion on Non-Selection posts:
Promotion on non-selection posts is considered on the basis of seniority cum
suitability. The suitability is determined by the competent authority based on
record of service or written/oral test or departmental examination or trade test,
as laid down. A senior person is passed over only when declared unfit. For
promotion within group C categories one must tender a minimum of two years of
service in the immediate lower grade for being eligible. In case of Junior Accounts
Assistant where the passing of App II is essential, the two years rule will not apply
Relaxation may be considered by GM/RB in special cases of administrative
interest.

AD-HOC PROMOTIONS:
In purely short term vacancies in excess of 45 days ad-hoc promotions may be
ordered. Where ad-hoc promotions are found inescapable, these may be ordered
only for a short duration upto 4 months.

PROFORMA PROMOTIONS
An officer out on deputation or training and whose turn for promotion has come
in his own cadre may, by a special order, be allowed a proforma promotion and
granted the pay provided the officer is other wise fit for promotion and the vacancy
exceeds 90 days.

VII - CONDUCT AND DISCIPLINE Railway service (Conduct ) Rules—1966

Main features of the rules are:

1. Every Railway servant shall all times maintain absolute integrity, devotion to
duty & do nothing, which is unbecoming of a Railway servant.
He shall not misuse his power in the judgment of the case unless is instructed by
his superiors. The oral instructions of the superior must be confirmed later in
writing.
2. No Railway servant shall in the performance of his official duties, act in a
discourteous manner, in his official dealings with the public or otherwise adopt
dilatory tactics or wilfully cause delays in disposal of the work assigned to him.
3. Act in accordance with Gov. policies regarding age of marriage preservation of
environment, protection of wildlife and cultural heritage, prevention of crime
against women.
4. No railway servants shall indulge in any act of sexual harassment of any woman
at her work place. The in charge of a work place shall take appropriate steps to
prevent sexual harassment to any woman at such work place.
5. No Railway servant will use his position or influence to secure employment for
any member of his family.
6. No railway servant shall be a member / office bearer of a political party. He will
not take part in any manner in any political activity or movement.
7. No railway servant shall associate himself with any organization, the objects or
activities of which are prejudicial to the sovereignty and integrity of India.
8. No railway servant shall except with the previous sanction of the Government,
won wholly or in part, or conduct or participate in the editing of management of
any newspaper or other periodical publication or electronic media.
9. No Railway servant shall criticize the policy or any action of government.
10. No Railway servant shall give evidence in connection with, any enquiry
conducted by any person, committee or authority unless having sanction of
Government. But he can communicate and give information in accordance with
Right to Information Act 2005.
11. No railway servant shall communicate any official document or information to
any un-authorized person.
12. No railway servant shall acquire moveable/immoveable property beyond one’s
known means.
i. On his first appointment submit a return of his assets and liabilities, giving
full particulars regarding—
a. Immovable property inherited owned/acquired or lease/mortgage by him
or his family
b. Shares, debentures and cash including bank deposits inherited by him or
owned, acquired, or held by him;
c. Other movable property inherited by him or owned, acquired or held by
him
d. debts and other liabilities incurred by him directly or indirectly.
ii. The above rule shall not ordinarily apply to Group ‘D’ railway servants,
but the Government may, in appropriate cases, direct any of such railway servants
or any class of such railway servants.
iii. In every return, values of items of movable property worth less than Rs.
10,000 may be shown as a lump sum. The values of articles of daily use such as
clothing, utensils, crockery, books and the like, need not be included in such
return.
iv. Where a railway servant already belonging to a service or holding a Post
is appointed to any other government or Railway service or post, he shall not be
required to submit a fresh return under this clause.
v. Every railway servant included in Group A or Group B shall submit an
annual return prescribed by the Government in this regard giving full particulars
regarding the immovable property the inherited by him or owned or acquired by
him or held by him on lease or mortgage either in his own name or in the name
of any member of his family or in the name of any other person.
vi. No railway servant shall, except with the previous knowledge of the
Government acquire or dispose of any immovable property by lease, mortgage,
purchase, sale, gift or otherwise either in his own name or in the name of any
member of his family:
vii. Provided that previous sanction of the Government shall be obtained by
the Railway servant if any such transaction is with a person having official dealings
with him.
viii. Where a railway servant enters into a transaction in respect of movable
property, he shall, within one month, report the same to the Government, if the
value of such property exceeds twenty thousand rupees in the case of a railway
servant holding any Group A or B post or a Temporary Gazetted Officer or fifteen
thousand rupees in the case of a railway servant holding any Group C or Group
D post:
ix. Provided that previous sanction of the Government shall be obtained by
the Railway servant if any such transaction is with a person having official dealings
with him.
x. Purchase of items of movable property for giving presents at the time of
marriage will be regulated by rule like any other transactions in movable property
xi. The powers of the Government exercised by—
General Manager and the Chairman, Railway Rates Tribunal, in respect of both
gazetted and non-gazetted officers and Senior Deputy General Managers on
Zonal Railways in respect of gazetted officers below the Senior Administrative
Grade and non-gazetted officers.
xii. The Government, at any time by general or special order, require a
railway servant to furnish, within a specified period, a full and complete statement
of such movable or immovable property held or acquired by him or on his behalf
or by any member of his family. Such statement shall, include the details of the
means by which, or the source from which, such property was acquired.
xiii. Government may exempt any category of railway servants belonging
to Group ‘C’ or Group ‘D’ from any of the provisions.
xiv. ‘movable property’ includes—
(a) Jewellery, insurance policies the annual premium of which exceeds Rs.
10,000/- or one-sixth of the total annual emoluments received from
Government, whichever is less, shares, securities and
debentures;
(b) All loans, whether secured or not, advanced or taken by Govt servant.
(c) Motor cars, motor cycles, horses, or any other means of conveyance;
and
(d) Refrigerators, radios, radiograms and television sets.
xv. “Lease” means, except where it is obtained from, or granted to, a person
having official dealings with the railway servant, a case of immovable property
from year to year or for any term exceeding one year or reserving a yearly rent.
13. No Railway servant shall give or take or demand dowry.
14. No. Railway servant shall engage in any trade or business or undertake any
other employment.
15. No Railway servant shall speculate in any stock, share or other investments.
16. Railway servant shall so manage his private affairs so as to avoid habitual
Indebtedness or insolvency
17. No Railway servant shall accept gift or lavish or frequent hospitality from any
Individuals, firms etc., having official dealings.
i. “gift’ shall include free transport, boarding, lodging or other service or
any other pecuniary advantage provided by any person other than a near relative
or personal friend having no official dealings with the govt. servant.
ii. A casual meal, lift or other social hospitality shall not be deemed to be a
gift.
iii. A Railway servant shall avoid accepting lavish hospitality or frequent
hospitality from any individual, industrial or commercial firms, organizations, etc.
having official dealings with him.
iv. On occasions such as weddings, anniversaries, funerals or religious
functions, when the making of gift is in conformity with the prevailing religious
and social practice, a Railway Servant may accept gifts from his near relatives or
from his personal friends having no official dealings with him, but shall make a
report to the Government, if the value of such gift exceeds –
a. Rs 7,000 in the case of a Railway servant holding any group ‘A’ post;
b. Rs 4,000 in the case of a Railway servant holding any Group ‘B’ post;
c. Rs 2,000 in the case of a Railway servant holding any Group ‘C’ post; and
d. Rs 1,000 in the case of a Railway servant holding any Group ‘D’ post.
v. In any other case, a Railway servant shall not accept any gift without the
sanction of the Government if the value exceeds –
a. rupees one thousand and five hundred in the case of Railway servants
holding any Group ‘A’ or Group ‘B’ post; and
b. rupees five hundred in the case of Railway Servants holding any Group
‘C’ or Group ‘D’ post.

vi. Railway Servant , being a member of the Indian delegation or otherwise, may
 receive and retain gifts from foreign dignitaries if the market value of gifts
 received on one occasion does not exceed rupees one thousand . In all other
 cases, the acceptance and retention of such gifts shall be regulated by the
 instructions issued by the Government in this regard from time to time.
vii. A Railway Servant shall not accept any gifts from any foreign firm which is
either contracting with the Government of India or is one with which the Railway
servant had, has or is likely to have official dealings. Acceptance of gifts by a
Railway servant from any other firm.
18. No Railway servant shall appear in a public place in a state of
intoxication not consume any intoxicating drink or drug while on duty. He shall
strictly abide by the law relating to intoxicating drinks or drug in force in any area.
19. No railway servant shall practice un-touch ability in any form or manner.
20. No Railway servant shall contract bigamous marriage.
21. No railway servant shall bring any political influence or other influence
in respect of his service matters.
22. No railway servant shall stay as guest with foreign diplomats or foreign
nationals nor shall invite them to stay with him as his guests in India.

VIII - Railway servants (Discipline and Appeal) Rules-1968;

Authority under Disciplinary Rules;

1 APPOINTING AUTHORITY: Appointing authority means the authority to made

appointments to the service of which the railway servants is, for the time being,
a member or the grade or the service in which the Railway servant is for time
being included.
2. DISCIPLINARY AUTHORITY:- Disciplinary authority in relation to the
imposition of a penalty on a Railway servant, the authority competent, to impose
on him penalty is as per schedule in normal course and in case of imposing major
penalties such authority would be Appointing Authority.
3. ENQUIRY AUTHORITY: The official who is nominated by the Disciplinary
Authority to conduct the disciplinary enquiry is the Inquiry Authority
4. DEFENCE COUNCIL: The charged employee may present his case with the
help of another person who is known as Defence Counsel or Defence Helper.
Defence council should not be a legal practitioner and should not be associated
with the case in his official capacity.

Constitutional Provisions
Article 310 states that the central Govt employees are working under the
President.
Article 311(1), no civil servant shall be removed or dismissed from service by an
authority subordinate to the authority who appointed him.
Article 311(2), no civil servant shall be removed or dismissed from service or
reduced in rank without an inquiry in which he is informed of the charges against
him is given a reasonable opportunity to be heard about those charges.

PRINCIPLES OF NATURAL JUSTICE:

1. That every person, whose civil rights are effected must have a reasonable notice
of the case one has to meet.
2. That one must have a reasonable opportunity of being heard in defence.
3. That the hearing must be by an impartial tribunal i.e who is neither directly or
Indirectly a party to the case
4. That the authority must act in good faith i.e reasonably but not arbitrarily

SUSPENSION :
Suspension is not a penalty. An authority who is not competent to place an
employee under suspension may suspend him, but immediately report to the
competent authority who will confirm the order. The suspension continues till the
order of suspension is modified or revoked by the competent authority that placed
the employee under suspension, or by the higher authority.
Subsistence Allowance is granted to employee under suspension, equal to leave
salary on half average pay and allowance admissible on such pay. Deduction of
PF, courts attachment and fines cannot be recovered. House rent, water charges,
diet charges, electric charges, re-payment of advance, station debits, income tax
etc will be recovered. Recoveries other than these such as co-operative society’s
dues, institutes fee, LIC premium, school fee etc. may be made on written request
of employee. The amount of subsistence allowance may be increased up to 50%
after 3 months, if in opinion of the authority, the period of suspension has been
prolonged for reasons not directly attributable to the railway employee. The
amount may even be reduced up to 50% of subsistence allowance after 3 months,
if in opinion of the authority, the period of suspension has been prolonged for
reasons directly attributable to the Railway employee.

a) An employee may be placed under suspension:

 When a disciplinary proceeding is contemplated or pending against him.
 When engaged in activities prejudicial to the interest of the state.
 When a criminal case is pending for investigation, inquiry or trial.
b) An employee shall be deemed to have been suspended:
 If he remains in police custody for exceeding 48 hours.
 If he is convicted for an offence and sentenced to imprisonment for a
period exceeding 48 hours and is not forthwith dismissed , removed or
 Compulsorily retired consequent to such conviction.
c) Other circumstances of deemed suspension

1. When a penalty of dismissal, removal or compulsory retirement, imposed on an

employee under suspension, is set aside on appeal or revision and the case is
remitted for further inquiry or action, the order of his suspension shall be deemed
to have continued in force from the date of original order or dismissal etc.
2. When a penalty of dismissal, removal or compulsory retirement, imposed upon
an employee, is set aside or declared void by a Court of law and when the
disciplinary authority decides to hold a further inquiry in the same case. The
employee shall be deemed to have been placed under suspension by the
competent authority with effect from the date of original order of dismissal etc.

EFFECTS OF SUSPENSION:
 The suspended employee remains a Government employee for all practical
Purposes. Various service conditions remain applicable to him.
 The last place of duty will continue to be his head quarter. The request for
a change in Headquarters may be granted.
 An employee under suspension cannot be promoted. But he will be called
for selection. His result will be kept in sealed cover and a provisional panel
will be published. He will be considered for promotion after finalization of
the disciplinary proceedings.
 Forwarding of application for deputation, assignment foreign training are
not permitted.
 Resignation will be accepted normally.
 The right of voluntary retirement is not freely available.
 No leave will be sanctioned.
 Traveling allowance may be allowed if inquiry is held at an outstation.

PENALTIES:
The following penalties under DAR, for good and sufficient reasons, ,may be
imposed on a
Railway servant.
A. MINOR PENALTIES:
 Censure.
 Withholding of promotion for a specific period.
 Recovery from pay of the whole or apart of any pecuniary loss caused to
the Railway Administration by his negligence.
 Withholding of passes or PTO or Both.
 Reduction to lower stage in time scale for not more than 3 years without
cumulative effect & not affecting adversely his retirement dues.
 Withholding of increments (with or without cumulative effect.)
B. MAJOR PENALTIES
 Reduction to a lower stage in the time scale of pay for a specified period,
with further directions as to whether on the expiry of such period,. The
reduction will or will not have the effect of postponing the future
increments of his pay.
 Reduction to a lower time scale , grade, post or service with or without
further directions regarding conditions of restoration to the grade or post
or
service from which the Railway servant was reduced and his seniority and
pay on such restoration to that grade, post or service.
 Compulsory retirement.
 Removal
 Dismissal.
These are Not Penalties
With holding of increment for failure to pass the departmental examination.
 Stoppage at Efficiency Bar for failure to cross it.
 Non promotion when eligible & considered but not found suitable
 Reversion to lower post, grade or service when considered unsuitable
after promotion.
 Reversion at the end of promotion as per rules of probation.
 Replacement when service borrowed from another department.
 Compulsory retirement as per rules.
 Termination after probation or other conditions when made as per service
agreement.
 Discharge for in-efficiency for failure to pass standards of physical fitness
or reduction of employment.

Special Procedure in Some cases:

Where the normal procedure cannot be followed under the circumstances of the
case, it may be desirable to follow a special procedure under Rule 14 of D&A Rules.
(i) Where any penalty is imposed on the employee on the ground of conduct
which has led to his conviction on a criminal charge; or
(ii) Where the disciplinary authority is satisfied, for reasons to be recorded
by it in writing that it is not reasonably practicable to hold an inquiry according to
the rules; or
(iii) Where the President is satisfied that in the interest of the security of
state, it is not expedient to hold an inquiry according to the rules.

Procedure for imposition of Minor Penalty:

communicated to him on prescribed standard Form No.11.Along with the charge

sheet a statement of allegations is also supplied mentioning therein the charges
in detail and also the basis on which the charges have been framed and a list of
documents relied upon, should also be supplied to the delinquent employee. The
period within which the employee should submit his explanation is specified in
the charge sheet, which is usually 10 days.

for service on him, it shall on the written statement of two persons to the effect
that this refusal was witnessed by them or on an advice from the post office to
the effect that the addressee refused delivery of the registered postal cover, be
deemed to have been served on him.
-sheet the delinquent employee may request
the disciplinary authority for permission to inspect and take extract from the
documents mentioned in the list accompanying the charge-sheet and also the
additional documents which are relevant to the charges framed against him but
have not been relied upon by disciplinary authority. Then after getting permission
of the disciplinary authority, delinquent employee will inspect and take extract
from document.

submit his written statement of defence to disciplinary authority within the

prescribed time. The written statement of defence should clearly contain the
defence of the delinquent in regard to each of the charges.

the delinquent employee, if it is proposed in the following cases an enquiry as for

a major penalty shall have to be held:
(i) Imposition of withheld of increment temporarily (WIT) for a period exceeding
three years
(ii) Imposition of withheld of increment permanently(WIP) for any period
(iii)Where the penalty will affect the retirement dues of the employees
(i) Incase where the disciplinary authority feels that a detailed enquiry should be
held.

representation if any , made by the delinquent servant and also the record of
enquiry if any and
shall determine the particular minor penalty, that should be imposed on the
delinquent employee. If the penalty determined by such authority is the one when
it cannot be imposed on the railway servant concerned, it shall pass on the papers
for orders to such authority which is competent to do so.

imputation of misconduct or misbehaviour and should also consult the UPSC, if

necessary, before awarding the penalty. The disciplinary authority should pass
speaking order i,e, should give reasons therefore.

concerned on prescribed for, signed by the authority imposing the penalty, over
its own designation. Brief reasons for holding the employee guilty should also be
communicated to him. In cases where it is decided by the disciplinary authority
not to take any further action such decision should also invariably communicated
to delinquent railway servant within two months of the date, the decision is taken,
so that the railway servant is not kept in suspense.
In case the delinquent railway servant does not submitted his written
statement of defence within the prescribed time without genuine and sufficient
cause, the disciplinary authority may consider the case and pass the necessary
orders imposing the penalty, as deemed fit.

PROCEDURE FOR IMPOSING MAJOR PENALTIES:

rges in SF 5 and provide copies of documents of their
inspection.

documents, when relevant should be allowed. Perusal and extracting from the list
of document relied upon should be permitted.

called for, fix calendar for inquiry and sort out other preliminary matters.

+ The charges will be explained to the employee. Documents may be produced as

required.
+ The charged employee will be asked to state if he accepts or denies the charge,
will take defence counsel or will defend his case himself
+ The prosecution witnesses,, cited in the charge sheet, will be examined. Then
cross-examination of each witness by the charged employee or his counsel.
Examination on any point of cross-examination, if necessary.
+ The defence witness, if any may then be examined, cross-examined and re
examined.
+ The charged employee will be permitted to state his defence.
+ Inquiry authority may question the charged employee on the circumstances
appearing against him in the evidence.
+ The charged employee will be permitted to state his defence.

inquiry
report & send along with records of case and records of inquiry to the Disciplinary
Authority.
copy of the inquiry reports should invariably be given to the charged employee
and his defence should be considered before any further action is taken.

its own finding or remit it or ask for fresh inquiry.

Disciplinary authority shall issue notice of imposition of penalty, otherwise forward

the case to competent authority.
NOTE: In all cases where consultation of UPSC is necessary, it should be consulted.

Appeal:

next higher authority to whom the disciplinary authority is subordinate.

days from the date of order of punishment.
Delay on sufficient causes may be condoned.

to the appellate authority only. It should not be in a improper language.

ajor penalty to subordinate staff, a personal hearing may be
granted by the appellate authority.
aside (b) reducing (c)
confirming (d) enhancing the penalty. In case of enhancement, reasonable
opportunity will be given to make a representation.

staff who has been dismissed, removed or compulsory retirement.

REVISION
revising authority should not be below the rank of JA grade officer. The
appellate authority may become the revising authority if no appeal was made.

revised, if it was proposed to enhance the penalty or modify it to the detriment of

the employee. It will not be made after more than one year if the penalty was to
be reduced or cancelled. These time limit do not apply if revision was to be made
by President or Ministry or the Chief Executive.

Reasonable opportunity will be given in case of enhancement of punishment.

REVIEW
Where a new fact comes to notice which is likely to affect substantially the
decision in the case, the President of India may review the case. President may
make this review at any time on his own motion or on a reference made to him.
He may pass any orders in the case as deemed fit. If it proposed to enhance the
penalty, a reasonable opportunity will be given to the employee to submit his
representation.

X - RETIREMENT BENEFITS
Retirement Benefits: Benefits to all staff on death/retirement as follow:

Voluntary provident fund deposit money.

ount under deposit linked insurance scheme.

death/disablement

ssistance.

Retirement Gratuity:
In case of retirement, when the employee has rendered minimum of qualifying
service of five years it is paid @ ¼ months pay per each completed half year of
the service subject to a maximum of 16-1/2 months pay or Rs.10lacs, whichever
is less.
Service Gratuity: For service less than 10 years no pension is paid. Only service
gratuity at the rate of one month’s emoluments for each completed year of service
shall be paid and no reduction will be made whether retirement is on personal
grounds or medical grounds.

XI - Pension
1. 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 pension
but he shall continue to be entitled to service gratuity.
2. Linkage of full pension with 33 years of qualifying service shall be
dispensed
with. Once a railway servant has rendered the minimum qualifying service of
twenty years, pension shall be paid at 50% of the emoluments or average
emoluments whichever is more beneficial to the railway servant.
3. In cases where railway servant becomes entitled to pension on
completion of 10 years of qualifying service in accordance with rule 69[2] of the
pension rules, pension in those cases shall also be paid at 50% of the emoluments
or average emoluments whichever is more beneficial to the railway servant.
4. The revised provisions for calculation of pension in Para 2 and Para 3
above shall come into force with effect from 2nd September, 2008 and shall be
applicable to railway servants retiring on or after that date. The railway servants
who have retired on or after 1.1.2006 but before 2nd September, 2008 will
continue to be governed by the rules/orders which were in force immediately
before coming into effect of these orders.
5. The amount of pension shall be subject to a minimum of Rs.3500/- and
maximum up to 50% of highest pay in the government [The highest pay in the
Govt. is Rs.90,000 since 1.1.2006].
6.the provisions of clauses [a] to [c] of sub rule[2] of rule 69 of the pension
rules shall stand modified to the extent mentioned in Para 1 to pat 5 above. The
other provisions contained in rule 69 shall continue to apply.
7.The quantum of pension available to the old pensioners shall be increased
as follows.

Age of the Pensioner Additional quantum of 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 authorities should ensure that the date of birth and age
of a pensioner is invariably indicated in the pension payment order to facilitate
payment of additional pension by the pension disbursing authority as soon as it
becomes due. The amount of additional pension will be shown distinctly n the
pension payment order. For example, in case where a pensioner is more than 80
years of age and his pension is Rs.10,000 p.m. the pension will be shown as
(i) Basic pension = 10,000 and additional pension = Rs.2,000 p.m. The pension
on his attaining the age of 85 years will be shown
as (i) Basic pension = 10,000 and (ii) additional pension = 3,000 p.m.

Addition to Qualifying Service: In view of the revised provisions for

computation of pension in para 5 above, the extant benefit of adding years of
qualifying service for the purpose of computation of pension shall stand withdrawn
with effect from 2nd September, 2008. Rule 45 and 66 of the pension rules shall
stand modified to this extent. Linkage of full pension with 33 years of qualifying
service is dispensed w.e.f. 02.09.2008

Family Pension 1964:

1. Family pension shall be calculated at a uniform rate of 30% of basic pay
in all cases and shall be subject to a minimum of Rs. 3500/- per month and
maximum of 30% of the highest pay in the Government (Rs.90, 000). Rule 75[2]
relating to family pension, 1964 under pension rules shall stand modified to his
extent.
2. The enhanced family pension under rule 75[4][i][a] shall be payable to
the family of a railway servant who dies in service from the date of death of the
railway servant for a period of ten years, without any upper age limit. Rule
75[4][i][a] shall stand modified to this extent. There will be no change in the
period for payment of enhanced family pension to the family in the case of death
of a pensioner.
3. The quantum of family pension available to the old family pensioners
shall be increased as follows:
Age of the Family Pensioner Additional quantum of family pension
From 80 years to less than 85 years 20% of basic family pension
From 85 years to less than 90 years 30% of basic family pension
From 90 years to less than 95 years 40% of basic family pension
From 95 years to less than 100 years 50% of basic family pension
100 years or more 100% of basic family pension

Commutation of Pension:
1. A Government servant shall continue to be entitled to commute for a
lump sum payment up to 40% of his pension.
2. The revised table of commutation value for pension will be used for all
commutation of pension which becomes absolute after 02.09.2008. In case of
those pensioners, in whose case commutation of pension became absolute on or
after 01.01.2006 but before 02.09.2008, the pre-revised table of commutation
value for pension will be used for payment of commutation of pension based on
pre-revised pay / pension.
Value of Commutation = Commutation Value (X) 12 (X) amount of pension.
After 15 years of retirement or from the date of commuting pension, which ever
is earlier, the employee will start getting full pension again.

Constant Attendant Allowance: In case of pensioners who retired on disability

pension under the Railway Services (Extraordinary Pension) rules, 1993 for 100%
disability (where the individual is completely dependant on somebody else for day
to day functions) a constant attendant allowance of Rs.3000/- p.m. shall be
allowed in addition to the disability pension, on the lines existing in Defense
Forces.

XII - Provident Fund

It is a fund in which monthly subscription of an employee @ 8.33% of his pay is
received and held on his account with interest accruing on such subscription to
the fund is compulsory. The amount standing at the credit of the subscriber is
payable on the termination of his service or on his death while in service. An
employee is permitted to have advances/withdrawal from his P.F. Account on
certain grounds like marriage, sickness, higher education, construction of a house,
purchase of conveyance etc.

XIII - Encashment of leave

The ceiling on accumulation of LAP is 300 days. The encashment of unutilized LAP
on superannuating is 300 days. On resignation or quitting the service, half of LAP
at his credit subject to a maximum of 150 days. Encashment of LAP of 10 days at
the time of availing railway passes/PTOs while in service, once in two years subject
to a maximum of 60 days during the entire career, introduced. This is subject to
[1] availing at least an equivalent duration of LAP
[2] balance of at least 30 days of LAP remaining at credit after period of
encashment as well as leave availed of
[3] Only pay in the pay band, grade pay and DA admissible on that date without
any HRA / Transport Allowance will be paid as leave encashment. Railway servants
directly engaged in running of trains viz. all the running staff including drivers,
assistant drivers, motormen, shunters, guards etc. and station masters / assistant
station masters are exempt from the requirement of availing of passes and equal
duration of LAP for availing the benefit of encashment of 10 days of LAP.

XIV - Group Insurance scheme.

This scheme is compulsory to all railway employees, the benefit of an insurance
cover to help their families in the event of death while in service. A portion of the
subscription is credited to the insurance fund and the other portion to the saving
funds in the ratio of 30:70. The amount of saving fund with interest is payable to
the employee on termination of service or to his family in case of his death in
addition to the amount of insurance cover.

XV - Voluntary retirement:
Voluntary retirement is permissible if only one has put in a minimum of 20 years
of qualifying service, by giving three months notice. The employee will be eligible
for full pension. Linkage of full pension with 33 years of qualifying service is
dispensed w.e.f. 02.09.2008

IX - PAYMENT OF WAGES ACT, 1936.

This Act aims at securing prompt and regular payment of wages without any
arbitrary deductions, to certain class of persons employed in Industrial
employment including Railway either directly or through a sub-contractor, by a
person fulfilling agreement with Railway & employing or having employed twenty
or more persons on any day of the preceding 12 months. It applies to employees
whose wages are less than Rs.6500 per month.

a. Important Provisions:
i) Wages shall be paid on working day.
ii) Wages shall be paid in current coins or currency notes and not in
kind.
iii) Wages shall be paid within 7 and 10 days of the expiry of wages
period where less than 1000 and more than 1000 or 1000 persons
are working respectively.
iv) When the employment is terminated, wages shall be paid before the
expiry of the 2nd day after termination.
v) Wages do not include traveling allowance or concession value of
house accommodation or any contribution paid to any pension and
PF or gratuity payable on the termination of employment.

b. Deductions:
No Unauthorized deductions shall be made. The following are the authorized
deductions:
i) Fines for acts and omissions as notified, after a show cause.
ii) Deduction on account of absence from duty.
iii) For damage to or loss of goods expressly entrusted to the employed person
for custody or for loss of cash through or default.
iv) Deduction for amenities or services supplied by employer.
v) Deduction for housing accommodation provided.
vi) Deduction for recovery of advances and adjustment of over payment of
wages.
vii) Deductions of income tax.
viii) Deduction required by the order of court.
ix) Subscription for PF & repayment of PF advance.
x) Payment of co-operative stores and credit societies.
xi) Recovery in respect of theft or loss of cash for which the employee is
responsible.
xii) Contribution to LIC and Insurance scheme framed by Government.
xiii) Contributions to National Defence Fund, Prime Minister’s Relief Fund, etc.
xiv) Incorrect rebates or refunds.
xv) Use of Railway clubs, institutes-supply of water, electricity, conservancy,
Hospital diet charges etc.
xvi) Land licensing fee for grow more food.
xvii) Any welfare fund set up by the employer.
xviii) Any other deduction with the written authority of the employee.
c) Extent of Deduction:
The deductions shall not exceed 75% of wages where payment towards co-
operative societies is to be made and shall not exceed 50% of wages in other
cases.

XVI - FACTORIES ACT-- 1948

This Act lays down the obligation of the occupier of a factory in the matters of
cleanliness of the premises, disposal of wastes and effluents, maintenance of
proper ventilation and temperature, prevention of over crowding, provision of cool
drinking water, latrines and Urinals, fencing of machinery, maintenance of
machines in safe condition, pre-cautionary measures against fire hazard,
provisions of washing facilities, fixing of weekly holidays and payment of overtime
allowance, prevention of accidents etc
A) factory is a place where manufacturing operations are carried out with or
without power, where on 10 or more worker are working on any day the
preceding 12 months and in any part of which a manufacturing process is
being carried out with the aid of power or any premises where on 20 or
more are working on any day of preceding 12 months and in any part of
which a manufacturing process is being carried out without the aid of power
and it should be registered with state government and license obtained.
B) Occupier means the persons who has ultimate control over the affair of
factory and in case such affairs are entrusted to a manager such manager
shall be deemed to be the occupier.
C) Worker is a person employed in a factory either for wages or otherwise, who
is engaged for manufacturing operation, or any kind of work incidental to or
connected with manufacturing process. Children below the age of 15 years
should not be employed in a factory or workshop.
D) Hours of work: 48 hours in a week, 9 hours in a day, Period of work shall
not exceed 5 hours at a time, an interval of ½ hours shall be given. The spread
over including the rest period shall not be more than 10-1/2 hours in a day.
Over time shall be paid at the rate of twice his ordinary rate of wages and not
more than 60 hours in a quarter. No women should work between 7 p.m to 6
a.m.
E) Rest Day: If a worker works continuously for 6 days he shall be entitled for
one day rest and is the rest cannot be given then 11th day must be granted
rest. Rest can be granted either 3 days advance or three days later. Normally
rest should fall on Sunday.
F) Other provisions: First Aid Box for every 150 workers. One Ambulance for
more than 500 workers, a welfare Officer for more than 500 workers and
provisions of canteen for more than 250 workers.

XVII - MINIMUM WAGES ACT- 1948:

This Act aims at securing minimum rates of wages in those categories where
wages are low in order to prevent exploitation of unorganized labor. It lays down
the procedure for regulating the hours of works and the payment of wages,
including the overtime, so as to ensure prompt payment and specifies the
deduction that can be made from the wages of the workers. So far as Railway
Administration is concerned, the minimum wages act applies to casual workmen
in employment:-
a) On the construction or maintenance of roads or in building operations; and
b) In stone breaking or stone crushing.
c) In other goods godowns, stone houses for loading and unloading operations.

The important provisions of this act are as follows:

1 Wage period should be fixed for the payment of wages at intervals not exceeding
one month
2. Wages should be paid on a working day with in 7 and 10 days of the end of the
wage period if less than 1000 and 1000 or more persons are employed
respectively.
3. Wages of persons discharged should be paid not later than 2nd working day
after the discharge but the retrenchment compensation due if any, shall be paid
at the time of the retrenchment of the work man in accordance with the provisions
of the industrial Dispute Act, 1947.
4. The wages of an employed person should be made to him without deduction of
any kind except those authorized under the Act.
5. If an employee work more than maximum number of hours fixed, he would be
entitled to overtime at double the ordinary rate of wages.
6.The rate of wages admissible to workers in the various localities are fixed by
Central Government, Ministry of labor (by issue of notification for the five zones,
A, B-1,B-2,C and D and are to be reviewed by that authority at suitable intervals
not exceeding five years.
7.DRM and GM are empowered to sanctioned daily rates by 20% ,33 1/3%
respectively over the rates notified by the Ministry of Labor.

XVIII - EMPLOYEES COMPENSATION ACT, 1923

It provides for payment of compensation to workers in case of accidents involving
Injuries to them or to their dependents in case of death. The act also provides for
a machinery to deal with claims of the workers.

* Compensation when payable:

Compensation is payable when the accident causing death/injury arose “out of
and in course of employment”. In case of injury it must cause a disablement for a
period of at least 3 days. In case of temporary disablement the employee is
entitled to half monthly payment, and in case of permanent disablement or death
to a lump-sum amount on the basis of workmen’s monthly wages calculated as
per Schedule IV given in the act. The compensation is also payable for such
disabilities/death caused due to occupational diseases as given in schedule III of
the act.

Employer’s pleas not to be applicable:

In a claim of compensation for injury an employer may take pleas like:
1. The workman was under the influence of drug or drinks.
2. Willful disobedience of orders or disregard of rules made for safety of workers.
3. Willful removal or disregard of any safety guard or devise.
These pleas however are not applicable in case of the death of the workman.

Important Features:
By a recent change in the Act following important features have been added:
1. The term ‘Workmen’ is replaced by ‘Employee’.
2. the amount of compensation will now be related to a ”relevant factor”. What is
a relevant factor has been given in Schedule IV.
3. Amount spent on medical treatment shall not be deemed as a payment or
allowance received by worker;
4. All the employees are covered under this act except Group B and Group A
officers. A new and more comprehensive Schedule III of “occupational diseases”
has been given.

Liabilities for compensation: arises in case of:

 Death
 Permanent total disablement.
 Permanent partial disablement
 Temporary partial or total disablement.

Calculation of Compensation: Compensation will be calculated as under:

–(Minimum of
Rs.1,20,000) and Rs.5000 for funeral expenses;
permanent total disablement—60% of emolument X relevant factor
(Minimum Rs. 1,40,000)
—Proportionate percentage of item (ii)
above will be paid.

Wage Limit: Where the monthly wages of workman exceed Rs.8, 000, then his
monthly wages for the purpose of calculation of compensation shall be deemed to
be Rs.8,000 only.

XIX = INDUSTRIAL DISPUTES ACT 1947

This act makes provision for the investigation and settlement of industrial
disputes that may arise in an industry between employer and workmen or between
workmen and workmen, which is connected with employment or non-employment
or terms of employment or with conditions of labor of any person and certain other
purposes.

XX - INDUSTRIAL RELATIONS
Trade Union Act, 1926
1. Objective: The Act provides for registration of trade unions. It clarifies privileges
of registered trade unions and Rules etc.
2. Registration of Unions: Seven persons can together apply for the registration
of the union.
3. Provisions in the Rules of a trade Union: A trade union should frame its Rules
before registration. They should include Name, Objective, Purpose on which
funds are to be spent, list of members, facilities for inspection of this list by
members, subscription, conditions in which members get or forfeit benefits,
Executive committee, Safe custody of funds, Dissolution, subscription should not
be more than Rs 1 per month per member. Outsiders should not be more than
50% on the executive.
4. Privileges of trade unions.: A registered trade union is a corporate body. It can
sue or can be sued. It can purchase property. It can be sued for breach of
agreement but it has protection in trade disputes and cannot be prosecuted. In
certain cases it has immunity from civil suits.
5. Annual returns: A trade union is required to file an annual return including its
receipts and payments, list of office bearers, modification in rules etc.
6. Facilities to trade unions: Recognition by management representation in various
committees, representation on labour conference, facilities of land, office,
telephone, notice board, collection of subscriptions, meetings, etc.

INDUSTRIAL RELATIONS MACHINERY ( TRADE UNIONS)

Indian railways have two federations NFIR (National Federation of Indian

Railwaymen) affiliated to Indian National Trade Union Congress
AIRF (All India Railway Mens federation) affiliated to Hind Mazdoor Sabha.

I P.N.M. (Permanent Negotiating Machinery)

Both the recognized unions have a system of negotiations with the administration
at the following three levels since 1st January 1952
(i) Zonal Railways – Divisional/Workshop & Head quarters
(ii) Railway Board
(iii) Adhoc Tribunal

S.no Level Period Chairman Convenor

1 Division/Workshop One in two months DRM/Head of workshop DPO
2 Head quarters Once in three months General Manager CPO
3. Railway board Once in three months Member (staff) Advisor (IR)
Number of items of agenda for these meeting – 30
Number of Union Representatives – 20 (15 at workshop level)
Both the unions hold these meeting with administration separately. The agenda is
furnished 21 days before the date of meeting facilities of Special CL and travel
passes are given to union representatives.

Adhoc Tribunal: In case of disagreement with railway board on some important

issues, the matter may be placed before this tribunal which has its chairman a
retired Justice of High Court or Supreme Court and equal number of
representatives of both administration and employees. Tribunal decision may be
accepted/not accepted or modified by the board. Unions will not raise the same
issue within two years of decision or one year of non-acceptance/modification.

II Joint Consultative Machinery (JCM)

Objective: Promoting harmonious relations and securing the greatest measure of
cooperation between the Government in its capacity as employer and the general
body of its employees in matters of common concern and with the object further
of increasing the efficiency of the public service.
Levels of functioning: It will function at three levels- National, Department &
Regional

III Corporate Enterprise Group (CEG)

This scheme of workers ‘participation in Management was introduced in 1972 at
three levels Rly Board, Zonal HQ and Divisions. It is named as PREM

IV PREM (Participation of railway Employees in Management)

Labour is the back bone of any organization. For efficient working of any system
the relationship between the management and labour should be cordial. Then only
targets of high production can be achieved. Workers participation in the
management promotes better understanding goodwill and cooperation between
management and labour. It reduces tensions and conflicts and promotes industrial
peace.

Objectives:-
1. Humanization of the work place.
2. Promotion of the productivity.
3. Improvement of quality.
4. Reduction of costs.
5. Elimination of accidents.
6. Frictionless operation.
7. Job satisfaction
8. Better performance.

In order to have a better and systematic participation of labour in management

for improvement in the working system and to improve efficiency a corporate
enterprises group was set up in the ministry of railways in 1972. Later the same
was replaced by ‘PREM’

In PREM meeting matters pertaining to the improvement in the working system

will be discussed, recommended and appropriate changes are made for improving
efficiency.
The PREM is organized in Railways at three levels. They are

Railway Board level , Zonal level and Divisional level

There should be 4 meeting in year (i.e. once in 3 months). Five recognized trade
unions participate in PREM meeting. They are
1. Railway Officers Association
2. Railway Promotee Officers Association
3. RPF association
4. NIRF (Board level) SCRES (South Central Rly Employees Sangh)
5. AIRF (Board level) SCRMU (South Central Rly Mazdoor Union)

Railway Board Level meeting:-

4 members each from recognized trade unions (ie NIRF,AIRF)
2 members each from officers association will attend from official side chairman,
members and Secretary Rly Board will attend. Cabinet Secretary will act as
chairman as
JCM

Zonal Level Meeting

4 members each from recognized trade unions, 2 members each from all India
Officiers federation and Indian Rly Promotee officers association will attend the
meeting. From official side GM, all HODs will attend the meeting. GM will act as
chairman and DGM will act as secretary. (AGM/PHODs are co ordinators for
conduct the PREM meeting)

Divisional level meeting

Leaders from the recognized trade unions nominated by the unions will participate
in the meeting along with the divisional secretary and Divisional President of the
trade unions.

From official side DRM will act as chairman and Sr.DPO/DPO as Secretary and all
other divisional officers will attend the meeting.
Facilities to PREM members
1. Railway phone with STD facility
2. Photo copying machine (Xerox machine)
3. Electronic type writer.
4. Secretarial assistance
5. Accommodation for the office
6. Special CL, Passes for attending meeting.
On Railway the trade unions are participating in the following fields
1. PREM
2. SBF (Staff Benefit Fund)
3. Quarters Committees (for fixing priorities)
4. Colony Committee (Railway colonies)
5. Joint councils and staff councils at workshop
6. FNM (Fortnight meeting at divisional level for payment item meetings)
7. Surrender of posts (Surplus staff)
8. Joint meetings (Both organization)
9. Canteen management committee
10. Hospital Committee
11. JCM,PNM
12. Railway safety committee
13. Cleanliness committee (Rly hospital/colonies)
14. Labour advisory committee for programmes of staff amenities.

XXI - WELFARE MEASURES AND FACILITIES.

Various welfare measures provided by the Railway to the Railway employees
and their families are given below:-
1. Medical and health care.
2 Contributory health scheme and liberalized health scheme.
3. Co-operatives.
4 Railway subsidized hostels at 20 selected stations.
5. Staff benefit fund.
6. Educational assistance.
7. School uniforms for children.
8. Holiday homes.
9. Social welfare centers.
10. Children tours and camps.
11. Employees tours/camps.
12. Scouting and girl guiding.
13. Various measures for blind and other physically handicapped persons.
14. Handicraft centre.
15. Sports and cultural activities, institutes , clubs etc.
16. Crèches for children of working women/
17. Own your home schemes in certain railways.
18. Employment training scheme for employees children
19. Mahila Samithies in major colonies.
20. Children parks.
21. Community centers.
22. Adult education scheme
23. Railway minister relief fund.
24. Canteens.
25. Schools for employees children.
26. Hostel for women employees/trainees.
27. Reimbursement of tuition fees.

Reimbursement of tuition fees: is revised to maximum of Rs.1,000 per

month from 01.09.2008 subject to annual ceiling of Rs.18,750/- for children of
railway employees from nursery to 12th class held by junior colleges or schools
affiliated to universities or boards of education subject to a maximum, of 2
children. Hostel subsidy revised from Rs.300 to Rs.3000. However both hostel
subsidy and children education allowance cannot be availed concurrently.

XXII - HOURS OF EMPLOYMENT REGULATIONS

Hours of employment regulation determines and regulates the hours of
employment of the workers, necessary periods of rest between two periods of
works, weekly rest overtime allowance etc.

Classification of Workers under HOER:

1. INTENSIVE: An employment is intensive when declared to be so, on grounds

that it is of strenuous nature involving continued mental and physical strain or
hard manual labour with title or no period of relaxation. The staff covered by the
class include Signallers, Telephone and wireless operators, section controllers etc
who declare as such.
2. ESSENTIALLY INTERMITTENT: An employment is essentially intermittent
when it is declared to be so , on grounds that daily hours of duty normally include
periods of inaction aggregating to six hours or more including at least one such
period of not less than one hour or two such periods of not less than half an hours
each during which the employee may be on duty but is not called upon to display
either physical or sustained attention , The staff covered by the class include
waiting room bearers, caretakers of rest houses, C class gateman, saloon
attendants ,Bungalow peons etc.
3. EXCLUDED: The employment of railway servant is said to be excluded if he
belongs to the categories of supervisory staff, those in confidential capacity armed
guards, staff imparting technical training or academic education, specified staff of
Health and Medical department and categories of group D staff as may be specified
by the prescribed authority. For excluded staff no statutory maximum limit for the
hours of employment has been prescribed but he should not absolve the railway
administration of their responsibility, on humanitarian grounds, of seeing that
unreasonable conditions are not imposed. There is no provision for rest to the
excluded staff except in cases of D excluded staff.
4. CONTINUOUS: An employment is continuous except when it is Excluded or
declared to be intensive or Essentially intermittent. The staff covered by the class
includes Guards, Drivers, clerks, Gangman, Mate, PWiS etc.
XXIII - MEDICAL EXAMINATION
Periodical Re-examination of serving Railway employees:-
1) In order to ensure the continuous ability of Railway employees in class A-1, A-
2, A-3, B-1 and B-2 to discharge their duties with safety, they will be required to
appear for re-examination at the following stated intervals throughout their
service.
(A) Category A-1, A-2 and A-3:-
(i) At the termination of every period of four years, calculated from the date of
appointment, until they attain the age of 45 years, and then every two years until
the age of 55 years and then there after annually, until the conclusion of their
service.
(ii) If an employee in Medical category A has been periodically medically examined
at any time within two years prior to his attaining the age of 45, his next medical
examination should be held two years from the date of the last medical
examination and subsequent medical examinations every two years until years
and then annually thereafter until retirement. If however such an employee has
been medically examined at any time earlier than two years prior to his attaining
the age of 45 years, his next medical examination should be held on the date he
attains the age of 45 and subsequent medical examinations every two years
thereafter.
(B) Category B-1 and B-2:- On attaining the age of 45 years, and thereafter at
the termination of every period of 5 years.
(C) Category C-1 and C-2:- Will not be required to undergo any re-examination
during the course of their service, unless specifically directed.
(D) Any Railway employee in service may be required to undergo tests for vision
and general physical examination in the event of his failure to comply with signals.
(E) Work shop staff and artisan staff in Loco shed and C&W depots would be
exempt from P.M.E s except when such staff are promoted to depots requiring
higher medical examination from safety angle.
(F) Special Medical Examination : The staff in the categories A-1, A-2, A-3
should be sent for special medical examination in the interest of safety under the
following circumstances unless they have been under the treatment of a Railway
Medical Officer.:-
(a) Having undergone any treatment or operation for eye irrespective of the
duration of sickness.
(b) Absence from duty for a period in excess of 90 days. In case of A-1, A-2 and
A-3 an employee may be asked to give an undertaking to his supervisor when
reporting back to duty after leave or absence, irrespective of the period, that he
has not suffered from any eye disease or undergone an eye operation

WORK STUDY
Work study is a term used to embrace the techniques of method study and work
measurement, which are employed to ensure the best possible use of human and
material resources in carrying out a specific activity.
Work study is basically concerned with productivity since it is used to increase
the amount produced from a given quantity of resources without further capital
investment except, perhaps on a very small scale.
Method study and work measurement are the two techniques applied in work
study. MS and WM are therefore, closely linked. MS is concerned with the
reduction of work content of the operation. WM is concerned with the investigation
and reduction of ineffective time and subsequent establishment of time standards
for operation on the basis of work content as established by the MS.

METHOD STUDY: It is systematic recording and critical examination of existing

and proposed ways of doing work, as a means of developing and applying easier
and more effective methods and reducing costs. MS consists of six basic steps:
a) Select b)Record c) Critical Examination d) Develop e) Install
f) Maintain.

a) SELECT:- The factors are to be kept in view before selecting a job for study; i)
Economic factor ii) Technical factor iii) Human reaction.

b) RECORD:- After a job has been selected for the study, the important step is to
record all the facts related to the existing method The whole procedure depends
on the accuracy with which the facts are recorded because it provides the basis
for critical examination and development of the method. It is therefore the record
must be clear and concise. “Record the facts as they are and not as they appear
to be or said to be”. RECORDING TECHNIQUES: a) Charts b) Diagrams c)
Models d) Motion and film analysis.

c) CRITICAL EXAMINATION:- Critically examine the recorded facts / events in a

sequence. The CE is achieved by means of two sets of detailed questions. (a)
Primary question (b) Secondary question. The questioning sequence fallows a
well established pattern of examination. i) Purpose for which ii) Place at which
c) Person by whom d) Means by which e) Sequence at which the activities are
undertaken.

d) DEVELOP:- Once a new method has been proposed after critical examination,
prepare the same on a flow process chart so that it can be compared with the
existing method. It is essential in order to show that the improvements are factual
and it is important. Therefore that all the activities are portrayed in the same
scale and at the same level.

e) INSTALL:- The proposed method is installed in two stages;

i) Preparation and ii) Implementation.
(i) Preparation:- When a method is developed it shall be
implemented as per the planning duly fixing a target time for each stage. The
program of the work shall be checked, such a checking of all the necessary
plants, tools and equipments are available as per the plan.
(ii) Implementation:- During the initial period and after installation a close watch
should be kept so that the problems amounts with the proposed method are
carefully studied and remedied if necessary.

f) MAINTAIN:- Once the new method has been installed, it should be maintained
in its specified form and the workers should not be allowed slip back in to the old
method or introduce elements not allowed for unless there is very good reason
for doing so.

WORK MEASUREMENT: WM is the application of techniques designed to

establish the time required to carry out a specified work for a qualified worker at
the defined level of performance. WM techniques find the time required to do a
job by a qualified operator working at a standard pace and using the standard
method. The following are various commonly employed Work Measurement
techniques. i) Time Study ii) Production Study iii) Synthesis Method iv) Analytical
Estimating.

1. TIME STUDY: It is employed for evaluating works of short duration and

repetitive type of work. Calculations of active and inactive periods are taken and
approximate relaxation allowances are added and ineffective or unproductive
time is eliminated.

2. PRODUCTION STUDY: It is employed for work of long duration and larger

elements and for post mortem of work study data. In this time required can be
evaluated considering the activity time and improvements can be made
accordingly when inactivity is more.

3. SYNTHESIS STUDY: It involves comparison of work items with already existing

data available from previous similar work done, and time is worked out for which,
no specific study is made or conducted.

4. ANALYTICAL METHOD: It is employed where the work is non repetitive in nature

and longer duration and the normal time for most of the elements is estimated by
a person who has sound training in work measurement and a wide practical
experience of the type of work to be estimated.

PRODUCTION AND PRODUCTIVITY

PRODUCTION: Production means in general producing goods for services or
converting raw materials into finished products by applying various required
processes. The word production merely implies OUTPUT. To increase output
management can apply the following techniques.

o Increase in raw materials

o Increase in number of shifts
o Increase in number of machines
o Increase in man power
Thus output can be increased by increasing input (men, materials, equipment’s
etc). The concept of work study is not merely increasing production but is mainly
applied to achieve more productivity. Therefore it can be said that work study
(method study and work measurement) is applied for achieving more productivity.

PRODUCTIVITY: As per PRK Menon “Productivity implies the development of

an attitude of mind and constant urge to find better, cheaper, easier, quicker and
safer ways of doing a job or manufacturing a product and providing services”.
Productivity is the quotient obtained by dividing output by input (factors of
production) PRODUCTIVITY = OUTPUT / INPUT

In this way, it is possible to speak of productivity of capital, material, man

power etc. according to which the output is being considered in relation to input.

The term productivity is different from production. It is misunderstood by

many a people that larger the production, greater the productivity. It is not true.
Production is concerned with activity of producing goods for services, where as
productivity is concerned with efficient utilization of resources. Productivity in the
sense producing more with same resources (with or without little addition to input
or producing same with less resources).

PRODUCTIVITY BY MEN: It can be achieved by concentrating on the

performance of workers. More can be achieved by deputing right person for the
right job, providing training to workers and reducing idle man hours.

PRODUCTIVITY BY MACHINES: It can be achieved by utilizing the services of

trained and experienced operators to handle the machines, so that more can be
manufactured with the same machine concentrating on its proper maintenance
and attending to its defects and break down immediately and also by reducing
machine idle hours.
PRODUCTIVITY BY MATERIAL: Productivity can be achieved by procuring good
quality raw materials by redesigning the job and using skilled worker for a job
thereby wastages can be reduced.

Official Language Policy: Constitutional Provision

On 14th September, 1949 Hindi Was accepted as Official Language of the Union
by the Constitutional Assembly to include in the Constitution of India which was
promulgated on 26 th January, 1950. We celebrate Hindi Day (Hindi Divas) on 14
th September, every year. Provisions regarding Official Language are contained in
Article 120 (1), 210(1) and 343 to 351 of the constitution.

Article 120 : Business in Parliament shall be transacted in Hindi or in English

Article 210 : Business in the Legislature of a State shall be transacted in the
Official Language or Languages of the State or in Hindi or in
English.
Article 343(1): The Official Language of the Union shall be Hindi in Devanagari
script. The form of numerals to be used for the official
purposes of the union shall be the international form of Indian
numerals.
Article 343(2): For a period of 15 years from the commencement of this
constitution, the English Language shall continue to be used for all official
purposes of the Union for which it was being used immediately
before such commencement.

Article 343(3) - Parliament may by law provide for the use of the English language
after 14-15 years for such purposes as may be specified in the law.
Article 344 - The president shall constitute a commission after five years from the
commencement of the constitution and thereafter ten years from
such commencement. The duty of the commission shall be to make
recommendations to the president as to:
(a) The progressive use of the Hindi Language for the Official purposes of the
Union.
(b) Restrictions on the use of English Language for all or any of the Official
purposes of the Union.
(c) The official language for communication between Union and State or between
One State and another.

There shall be a constitutional committee consisting of thirty members of whom

twenty shall be from Lok Sabha and ten from Rajya Sabha. It shall be the duty of
the Parliamentary Committee to examine the recommendations of the commission
so constituted.

Article 345 - The Legislature of States by law can adopt one or more languages as
Official Language or Languages of the State.

Article 346 - Official Language for communication between one state & the Union.

Article 347 - Provides for special provision relating to language spoken by a

Section of the population of a state.

Article 348 - deals with languages to be used in the Supreme Court and in the
High Courts and Acts, bills etc. The authoritative of bills Act, ordinances,
orders regulations and bye-laws issued under the constitution shall be
in English language.

Article 349 - No bill to be introduced for amendment of the language unless

president gives sanction after considering the recommendation of the
commission and the committee constituted for the purpose.

Article 350 - deals with language to be used in representation for redressal of

grievances.

Article 351 - deals with Directive for development of Hindi language to promote
the spread of the Hindi language to develop it so that it may serve as a
medium of expression for the composite culture of India to secure its
enrichment by assimilating without interfering with its the genius forms,
style and expressions used in Hindustani and in the other languages
of India.
(VIII)Eight Schedule Languages

1. Assamese 2. Oriya 3. Urdu

4. Kannada 5. Kashmiri 6. Gujarati
7. Tamil 8. Telugu 9. Punjabi
10. Bengali 11. Marathi 12. Malayalam
13. Sanskrit 14. Sindhi 15. Hindi
16. Manipuri 17. Konkani 18. Nepali
19. Bodo 20. Maithili 21. Dogri 22. Santhali

THE OFFICIAL LANGUAGE ACT 1963 AMENDED IN 1967.

Section 3 (1) deals with the continuation of English language in addition to Hindi
for Official purposes of the union and for use in parliament.

Section 3(2) deal with the provision of Hindi or English language used for the
purpose of communication between Ministry or Department or Office of Central
Government and any corporation or company owned or controlled by Central Govt.
Translation of such communication in Hindi or English shall be provided till such
date as the staff concerned, Ministry, Department, Office or Corporation or
Company have acquired working knowledge of Hindi.

Section 3(3) deals with the provision of both Hindi & English languages shall be
used for Resolutions, General Orders, Rules, Notifications, Administrative or other
reports or press communique, Contracts and agreements executed and licences,
permits, notices and forms of tender issued by the offices.

Section 3 states that the Central Government may by notification in the official
gazette make rules for carrying cut the purpose of this Act.

Resolution 1968-- Intensive & Comprehensive Programme should be prepared

and implemented by the government of India for accelerating the spread and
development of Hindi in collaboration with the State Government.

SALIENT FEATURES OF OFFICIAL LANGUAGES RULES 1976

In excercise of the powers conferred by section 8 of the Official Language Act,

1963, the Central Government has made the following rules. With a view to
implement the Official Language Policy, regions namely "A B C" have been
constituted in the country.

A region- Bihar, Haryana, Himachal Pradesh, Madhya Pradesh, Rajastan and

Uttar
Pradesh and Delhi & Andaman Nicobar.(Uttranchal, Jharkhand &
Chattisgarh.)
B region- Gujarat, Maharashtra, Punjab & Union Territory of Chandigarh, Dadar
& Nagar Haveli and Daman & dieu
C region- States and Union Territories other than those referred to in A& B
regions.

Rule 1 deals with the title and Rule 2 regarding the definitions of words
such as Act "Employee", Notified office, Proficiency etc., used in the rules.
3. Communications to states etc., other than Central Government offices.
Communications from Central Government Offices to states and Union territories
in A&B region be normally in Hindi. For states, Union territories in the region "C"
shall be in English (Office includes individual also).

4. Communication between Central Government offices situated in "A" shall be in

Hindi and for offices situated in "B" & "C" may be in Hindi and English or in such
proportion determined from time to time.

5. Replies to communications received in Hindi - Replies to communications in

Hindi shall be in Hindi.

6. Use of both Hindi and English for all documents referred in Section 3(3) of 1963
Act and it shall be responsibility of the persons signing such documents to ensure
that such documents are made executed or issued both in Hindi and in English.

7. Applications, Representations- Employee may submit an application, appeal or

representation in Hindi or in English.

8. Noting-- An employee may record a note or minute on a file in Hindi or in

English without being himself required to furnish a translation there of in the other
language.

9. Proficiency in Hindi--Matriculation or any equivalent or higher examination with

Hindi as the medium of instruction or Hindi as an elective subject in degree.

10. Working knowledge of Hindi- Matric with Hindi as one of the subject i.e.., Ist
language or pragya pass or declaring himself having working knowledge in Hindi.

11. All Manuals, codes, other procedural literature Article of Stationary, Forms &
Headings of registers, all name plates, sign boards letter heads and other items
of Stationery written, printed or inscribed for use shall be in Hindi & English.

12. Responsibility for compliance--

(1) to ensure implementation of the provision of the Act.
(2) to devise suitable and effective check points.
(3) to issue of Directions from time to time.
VARIOUS AWARD SCHEMES FOR USE OF RAJBHASHA HINDI

Railway Board's Individual Cash Award Scheme:-

Every year 6 to 8 Officers/Employees are awarded for doing commendable &
maximum work in Hindi by Railway Board at All India Hindi Week Celebrations.
These awards are given by the Railway Minister.

Every award winner gets Rs.1,500/- in cash and a certificate.

General Manager's Individual Cash Award Scheme:-

Every year on the eve of South Central Railway's Hindi Saptah Celebrations 10
Officers / 30 Employees are awarded for doing commendable and maximum
official work in Hindi. These awards are given by the General Manager.
Officers -- 1,200/-
Staff -- 1,000/-

Home Ministry's Award Scheme:-

The particulars of the scheme are as follows:-
1. All officers and employees working in South Central Railway can
participate in the competition under this scheme.
2. Officer / Employees working in regions:
"A"& "B" "C"
for writing minimum for writing minimum
20,000 words in Hindi per year 10,000 words in Hindi per year.

Awards to be given:-
1.Two first prizes : Rs.1600/-each
2.Three Second prizes : Rs.800/-each
3.Five third prizes : Rs.600/-each
Note:- Under this scheme minimum 10 participants should be there from any
Unit/Section/Office.

Collective Cash Award Scheme:-

Under this scheme 3 departments are awarded for doing commendable and
maximum work in Hindi.

Particulars of the award:-

First prize : 9,000/- (for 6 employees Rs.1500/- for each employee)
Second prize : 6,000/- (for 5 employees Rs.1200/- for each employee)
Third prize : 4,000/- (for 5 employees Rs.800/- for each employee)
Award For writing original Hindi books on Technical Subjects.

1. Lalbahadur Shastri Award Scheme

Every year following 3 cash awards are distributed by Railway Board to such
of genius Railwaymen who write original Hindi books on technical subjects:-
First prize : Rs.15,000/-
Second prizes : Rs.7,000/- each
Third prizes : Rs.3,300/- each
Three consolation prizes: Rs.2,500/-each
Apart from this copies of the awarded books are purchased for the Railway Hindi
libraries.

Cash award scheme for writing story, Novel and poetry in Hindi:

1. Premchand Award Scheme:-

Every year premchand awards are given to the best story books or novels in Hindi.
First prize: Rs. 15,000/-
Second prize Rs. 7,000/-
Third prize: Rs. 3,300/-
2. Maithilisharan Gupta Award:-
Every year Maithilisharan Gupta award are given for best poetry books in Hindi.
First prize: Rs. 15,000/-
Second prize Rs. 7,000/-
Third prize: Rs. 3,300/-
Indira Gandhi Rajbhasha Award Scheme:-
Every year following 3 awards are distributed to the writers of the best Hindi
books on Official working:-
First prize: Rs.40,000/-
Second prize Rs.30,000/-
Third prize: Rs.20,000/-
Consolation Prize Rs.10,000/-
Rajiv Gandhi Rajbhasha Award Scheme:-
Every year following awards are distributed to the writers of the best Hindi books
on Gyan Vigyan(Technical):-
First prize: Rs.2 lakhs/-
Second prize Rs.1.25 lakhs/-
Third prize: Rs.75,000/-
Consolation Prize- Rs.10,000/-
Award Scheme for writing Original books on subjects related to
economics in
Hindi :-
First prize Rs 50,000/-
Second prize Rs 40,000/-
Third prize Rs 30,000/-
Award Scheme for writing Original books in Hindi in the field of new and
renewable sources of Energy :-
First prize Rs 50,000/-
Second prize Rs 30,000/-
Third prize Rs 20,000/-

TRAINING:

Incentives regarding Hindi / Hindi Typing / Hindi Stenography Training:-

(Only for those officers / employees who do not possess working knowledge of
Hindi)
The Officers / employees of group "A","B" and "C" who pass the above
examinations conducted under the Hindi teaching scheme with creditable marks
are awarded in the following manner.

Lumpsum award:

On passing prabodh / Praveen / Pragya /Hindi Typing/Stenography examination

under the Hindi Teaching Scheme by own efforts the officers and employees are
awarded in the following way:-
Prabodh: Rs.1600/-, Praveen: Rs.1500/-,
Pragya2400/-, Hindi Typing Rs1600/-,
Hindi Stenography 3000/-
Hindi Examination of voluntary Hindi organisations, which are recognised by
Government of India as equivalent to Matric or higher Rs.600/-

Cash Award:
Having Secured Prabodh Praven Pragya
70% Or More marks 1600/- 1800/- 2400/-
60% Or More marks 800/- 1200/- 1600/-
55% Or More marks 400/ - 600/- 800/-
in addition personal pay equal in amount to one increment for 12 months.

For Passing Hindi Typing and Stenography Examinations:

Typing Stenography Amount
97% 95% and above marks 2400/-Rs
95% 92% Or More marks 1600/-Rs
90% 88% Or More marks 800/-Rs

Typewriting:-
In addition personal pay equal in amount to one increment for 12 months.

Stenography:-
In addition, Stenographers whose mother tongue is not Hindi are given personal
pay equal in amount to two increments for the first 12 months and one for the
next 12 months on passing Hindi Stenography examination.

Hindi Essay, Elocution, Noting and Drafting Competitions:-

Hindi Essay, Elocution, Noting and Drafting Competitions are conducted at Zonal
& Railway Board level and the Hindi Typewriting competition is conducted only at
Zonal level. All these competitions are conducted once in a year.

Awards are given in the following manner:-

For Hindi, Essay, Elocution and Noting and Drafting Competition:-

Prizes Zonal level Rly Board level

First prizes Rs 2000/- Rs 3000/-
Second prizes Rs 1600/- Rs 2500/-
Third prizes Rs 1200/- Rs 2000/-
Consolation Prize Rs.800/- (3 Prizes) Rs 1500/- (5 Prizes)
These competitions are held in July & August

For Hindi Typewriting Competition-Zonal Level:-

First prize Rs 300/-
Second prize Rs 200/-
Third prize Rs 100/-

Railway Minister Hindi Essay Competition:-

For writing best essays pertaining to Railway subject following awards are
distributed:-
First prizes Rs 6000/-
Second prizes Rs 4000/-
Competition is held in January

Railway Yatra vritant Award Scheme :

For writing a best report / narrative on Railway journey experience, following
awards are distributed:-
First prize Rs 4000/- Second prize Rs 3000/- Third prize Rs 2000/-

Incentive allowance to Typists and Stenographers:-

English Typists and English Stenographers are allowed on certain conditions
incentive allowance of Rs.80/- and Rs.120/- per month respectively for doing Hindi
Typing and Hindi Stenography work.

Incentive Scheme for Officers giving dictation in Hindi:-

All the officers who have been provided Stenographic assistance and who
generally give dictation, can participate in this scheme.
Hindi Speaking officers for giving dictation in Hindi for a minimum of 20,000
words per calendar year. Non Hindi speaking officers for giving dictation in Hindi
for a minimum of 10,000 words per calendar year.
Amount of award Rs.1000/- for each officer. Two awards for each office.
Note:- The Officers / Employees working in Hindi Organisation will not be eligible
to participate in any of the above competitions.