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OIL PALM INDIA LIMITED
Registered Office: Kottayam

SERVICE RULES FOR OFFICERS

I.        TITLE
These rules may be called ‘Service Rules for Officers of Oil Palm India Limited, 1984. This will be in-force with effect from the date of approval by the Board and subject to the approval of the Government as required.

2.       APPLICABILITY

(i)      These Rules shall apply to whole-time officers of Oil Palm India Limited included in the annexure to these rules except officers under contract unless the contract specifically provides for the applicability of the whole or any part of the rules.
(ii)      These rules shall also not apply to persons engaged for part time or piece work, casual employees, trainees, apprentices advisers and consultants.
(iii)     In the case of Officers who are deputed to Oil Palm India Limited by the Government or other bodies only such provisions as are specifically included and indicated in these rules as so applicable, shall apply. In other respect, those serving the Company on deputation fixed by the parent organization and agreed to by Oil Palm India Ltd.
(iv)     All expressions in the male gender in these rules shall also include their female derivation and expressions in singular will include plural and vice versa, where the context so admits.

3.       DEFINITIONS

In these rules unless there is anything repugnant to the subject or context.

(a)      Company” means Oil Palm India Limited and includes the Estates, Factory and Offices owned and operated by

 

(b)        Estate means an Estate or Estates belonging to Oil Palm India Limited or for which they have got responsibility for management under t lie terms of any agreement.
(c)        Factory’ means a factory owned and operated by die Company including such “utilities as are adjacent or ancillary to the factory.
(d)      “Office” means the Head Office of the Company, any branch office, establishment, factory and includes an estate.
(e)     ‘Head Office” means the administrative  head quarters of the Company.
(f)         Management means the Management of Oil Pain, India Limited.
(g)        “Board” means the Board of Directors of the Company.
(h)      Managing Director” or “M.D.” means Managing Director of the Company who is also Chief Executive of the Company having ultimate responsibility to the Board 1 Directors oft he Company.
(i)       “Employee” means any person engaged fur remuneration by the Company to whom these rules apply.
(j)       Officer means an employee holding any of the posts included in annexure to these rules, and in relation to any powers exercisable by the employee of the Company authorized by the Managing Director to exercise such powers.
(k)     “Government” or ‘State Government” means the Government of Kerala.
I)         “Casual employee” means a person who has not been appointed against any sanctioned post hut who has been, engaged for short assignments.
(m)   “Provisional employee” means is an employee appointed for a definite period (not being appointed under a contract or on deputation) or on condition that he won I d hive to vacate the post on the happening of a specified event like the appointment of a regular employee duly selected, in accordance with these rules.
(n)      “Temporary employee’’ means an employee appointed in a post of continuing nature on a  regular basis (not in provisional Basis) who has not been confirmed in any post under the Company.
(o)      “Regular Employee” means and employee who has been regulated in a post under the Company.
(p)      “Competent authority” in relation to any function means the Officer who is vested with the power to discharge that unction as per the delegation of powers in force, from time to time.
(q)      “Pay/Basic Pay” means the minimum of the scale plus the amount of the increments in that scale granted to an employee at the time of his appointment or subsequently from lime to time.
(r)       “Leave Salary” means the amount paid to an employee on leave.
(s)      Promotion” means the transferring of an employee from one post in a scale of pay to another post in a higher scale of pay, hut shall “01 include simple revision of the scale of pay of a post held by an incumbent.
(t)       Service” includes the period during which an employee is on duty in a post under the Company as well as on leave other than on leave on loss of pay duly authorized hut does not include any period during which an employee is absent form duty without the permission or overstays his leave or joining tulle unless such absence is specially permitted by the competent authority.
Provisional Service’’ is service of a provisional employee.
“Temporary Service” is service, other than provisional service, of an employee, who has not been confirmed in any post on under the Company.
(w)     “Probationary Service” means service of an employee other than provisional service in a permanent post, who has not been continued in any post under the company.
(x)      Officiating Service” means, service in a post on a higher scale of pay to which an employee who has been holding a lower post, is promoted but not confirmed.
 “Family” in relation to employees not governed by the E.S.I. Scheme or the Plantation Labour Act means and includes persons mentioned below, who are wholly dependent on the employee:
(i) Wife/Husband
(ii)    Sons and unmarried and / or widowed daughters.
(iii) Father and Mother
(z)      “Day” means a Calendar day, beginning and ending at midnight but an absence from headquarters which amounts to or exceeds 24 hours shall be reckoned for all purposes as one day at whatever time the absence begins or ends.
4,       OTHER EXPRESSIONS:

Giber expressions occurring in these rules but not defined herein, shall have the ordinary meanings assign able to them in the respective contexts.
5.         AMENDMENTS:

The Board, may delete, add to or amend any of these rules from time to time; subject to Government approval provided that no new addition or deletion on amendment of an existing rule shall operate to reduce the scale of pay of an employee, in which he has been confirmed on the day a new rule, deletion of a Me, or amendment comes into force

6.         INTERPRETATION:

The power to interpret these rules vests in the Managing Director who is also empowered to issue such administrative instructions or orders as may be necessary to give effect to and supplement these rules.

7.        SAVING CLAUSE:

Nothing contained in these rules shall operate in derogation of any law applicable to an Officer or to the prejudice of any right acquired under an agreement settlement or award for the time being in force, or terms of a contract of service.
PAART II - SERVICE
GENERAL CONDITIONS OF SERVICE
The whole time of an employee of the Company is at disposal of the company  and he may he employed as required by the competent authority without claim for any additional benefit except as provided for in any law regulations, or rules for the time being in force, or having the force of law.
2.         APPOINTMENT:
All appointments shall he made by the Managing Director on the basis of selection made by ‘the Board .

Provisional appointments up to a maximum period of 6 months against post sanctioned by the Board and to the post as per norms prescribed by the Company, may be made by the Managing Director on the basis of selection nude by the Managing Director or Officer to whom this power has been delegated by the Managing Director.

The principles of reservation of appointment adopted by Government from time to time for Scheduled Castes and Scheduled Tribes and other backward communities will be observed in direct recruitments to the services of the Company.

provided that in respect of posts Filled up in consultation with the employment exchanges, the principles of reservation may not he observed where the employment exchanges themselves observe a system of communal rotation.
2.       AGE LIMITS:
No person who has not completed the age of IS shall be eligible for any appointment under the Company. The upper age limit for direct recruitment will be as prescribed under annexure to these rules or 35 years which will be relaxable by three years for candidates belonging to backward classes and by 5 years in the case of Scheduled Castes and Scheduled Tribes, and to the extent of service in armed forces for ex-servicemen, subject to a maximum of 15 years and also to a maximum of 5 years during which the ex-servicemen remained unem­ployed alter discharge from the armed forces.

Provided that the Board of Directors may fix a higher age limit for direct recruitment to any post or cadre of posts as may be considered necessary for expedient from time to time or relax the maximum age limit of any candidate.
Provided further that an employee of the Company may appear or competitive examination or interview or selection as may be conducted for purposes of direct recruitment to the services of the Company, irrespective of age limit.

Note : Age shall be computed as on 1st July of the year in which recruitment is made.
3.       RE-APPOINTMENT
No person who has been dismissed or discharged from service of the Company may he re-employed under the Company.
5.         KINDS OF SERVICE
The Kinds of service may he:

(a) Provisional
(b) Temporary
(c) Probationary
(d) Officiating; and
(e) Regular
6.        PROVISIONAL SERVICES
(i)       Provisional service shall expire on the date mentioned in the appointment order or on the happening of the event, which is mentioned in the appointment order as the occasion for the termination of service, such as a regular appointment being made, or a person’s return from leave. Provisional service may also be terminated on or before the expiry of the above period, at any time without notice and without giving any reason, whether or not such a clause is incorporated in the appointment order.
Provisional appointment will not he on probation. No employee can be confirmed while on provisional service.
(ii)      The provisional employee cannot also he permitted to officiate in any other post; hut if this is desired, the provisional appointment in the earlier post shall be terminated and fresh provisional appointment made in the higher post.
(iii)     Provisional service in any post will neither confer any claim for future appointment either of a provisional character or otherwise nor will this service be counted as regular service of the employee, in case the employee happens to be subsequently appointment in a probationary of officiating capacity, unless the provisional service is regularized retrospectively.
7.       TEMPORARY SERVICE:
i)        Temporary service shall expire on the post ceasing to exist.
(ii)      Appointment to a temporary post will not be on probation. An employee who is confirmed in the grade may be promoted to officiate in a temporary post, in which case he shall revert to his confirmed grade, on the post ceasing to exist, unless he is reverted earlier.
(iii)     Temporary service will not confer on the employee any right for continued service or for appointment in the same or any other post.

8.       PROBATION:
An officer recruitment to the service of the Company on a continuing basis shall be on probation for a period, which shall be one year on duty within a continuous period of two years initially subject to extension for such further periods as may be considered necessary by the Managing Director.
Provided that, in t lie case of officers who serve the Company on absorption from other organizations, on the terms and conditions decided by the Board, the question whether they have to be on probation in the post in which they are absorbed will be decided by the Board.
9.           SENIORITY – GENERAL
The Seniority of any employee appointed to the service of the Company in a post or a grade shall be reckoned in the following manner.
(a)      Subject to clause (b) he low in accordance with the date of order of regular appointment to the post or grade.
(b)      lf more than one employee are appointed through recruitment or by promotion according to the ranking given to them at the select ion or promotion.
(10)      PROMOTION
(i)       No employee has any right for promotion to any post solely on the ground of Ins seniority in service or in any grade or on the ground of his having held additionl charge of a post or having acted in that post or on any other ground. All promotions will be strictly on the basis of selection.
(ii)      A person who is promoted to the Officer cadre shall held the post to which he is promoted in an officiating capacity for a period, upto one year on duty subject to extension of t lie period of probation from time to tine by the Managing Director on grounds of unsatisfactory work.
(iii) No person shall be eligible fir promotion to a post unless he possesses the qualifications prescribed for such post shown against the respective posts in the annexure, and is considered suitable by the appointing authority higher authority. Provided that where promotions to a category are from more than one feeder category and the scales of pay of the feeder categories differ, unless otherwise specifically aid down in these rules, an en) in a lower scale of pay shall he promoted only if a suitable employee in a higher scale of pay possessing prescribed qualifications is not available or such promotion. An employee promoted to category from lo category will not lose rights for promotion to another category for which such lower category is a feeder category, and his service in any higher category will count for purpose of seniority in the lower category.

           The Company shall have a system of performance and conduct apprisal to provide for appointment selection, of personnel, for promotions. The Management shall issue such instructions as may he cons necessary for purposes of performance apprisal of the employees.
II.          REGULARISAT1ON
           At the end of the probation period or after the period for which probation of an officer is extend officer may he regularized, if his performance is satisfactory. Otherwise, lie shall be discharged if the services provisionally or reverted to the lower post from which he was promoted, the Managing Director or any to whom this power has been delegated by him, may order regularization of an employee.
12.     ADDITIONAL CHARGE
           The Managing Director or any officer to whom this power has been delegated by him, may or employee to hold additional charge of any other post, and on issue of such an order he shall attend to the duties that post in addition to the duties of his Own post and shall also be responsible for the due discharge of duties.
13.     ACTING IN A HIGHER POST
           The Managing Director or such officer who is authorized in this behalf by the Managing Director may order an employee in a post on a lower scale of pay, to act in a position a higher scale of pay and, if he does employee shall continue to be in the lower scale of pay not withstanding that he attends to the duties of the higher post. This arrangements may he terminated at any time by the Managing Director. An employee will not be entitled to any right for promotion to a post by reason of having acted in that post previously.

4.       DISCAFIR/REVERSION OF PROBATIONERS & APPROVED PROBATIONERS
           A person whose work and conduct is not found statutory by the appointing authority during the period of his probation may be discharged from service or reverted to the lower category from which he was pro and such discharge or reversion will not he considered as a penal or disciplinary action within the purview of these rules.
           Probationers or approved probationers in a  category may be discharged from service or reverted to a category from which they were promoted in the order of their juniority.
15.     REVERSION OTHER THAN AS A DISCIPLINARY MEASURE:
           An employee, who has been posted to officiate in a higher post, shall he liable to be reverted at an’ without notice and, on such reversion, lie has no right of whatever nature on any future occasion on the ground on his having officiated iii the higher post
6,      RESIGNAIION
6)      An Officer shall not leave or discontinue his service under the company without giving prior notice in writ the Managing Director of his intention to leave or discontinue his service.
           Provided that the Managing Director or any officer to whom this power has been delegated by him, may waive such notice.
(ii)      The period of such notice shall riot be less than three months.
(iii) The Managing director or any officer to whom this power has been delegated by him may at his discretion permit an employee to leave or discontinue his service by paying a sum equal to his pay for the period of notice required if him in lieu of notice or Managing Director may waive the notice period at his discretion.
7.        TERMINAI1ON OF SERVICE OTHER THAN BY WAY OF DISCILINARY MEASURE
(i)          The Managing Director or any officer, to whom this power has been delegated by him, may terminate the service of an employee in provisional or temporary service by giving him 24 hours’ notice or one day’s pay in lieu of notice.
(ii)          An employee, who is on probation may be discharged from service by the Managing Director or any officer to whom his power has been delegated by him, at any time during the period of probation Droll the completion of the period of probation by giving him 30 day’s pay in lieu of notice.
A probationer so discharged from service will not be eligible for pay for remaining period of probation if any after his discharge front service.

(iii)         An employee who has been regularized in a permanent post maybe discharged from service on abolition of the post, provided that any discharge order under this clause shall be issued only in accordance with Junioritv.
18.         SUPERANNUATION
Every employee shall retire on the last day of the month in which he completes 58 years of age. An employee may at discretion retire from service at any time after 5 years of service, with the consent of the Managing Director in the case of officers other than Heads of Departments and Superintendents and the Board in the case of Heads of Departments and Superintendents.
19.      RECORD OF SERVICE AND LEAVE ACCOUNT
(i)          A record of service and leave account shall be maintained by the appointing authority in respect of each of the employees and it shall be one, advance requisition, for perusal of the employee concerned. Record of Service and leave account of an employee transferred from the Jurisdiction of one appointing authority to the jurisdiction of another appointing authority will be transferred to tile latter under acknowledgement.
(ii)          Separate files shall be marinated in respect of each employee, in which all imported paper pertaining to his service shall be filed, and this file shall be retained till five years after the termination of service of the employee.
20.      APPLICATION OF RULES, AND AMENDMENTS
Matters in respect of which no provision exists  in these rules shall be decided by the Board from time to time subject to ther approval of Government.
The Board shall be competent to alter add or cancel any of the above rules from time to time subject to the approval of Government giving effect to such alternation, addition or cancellation from date as it deems fit.
21.    DELEGATION OF POWERS
The Board may delegate any of its powers under these rules to a sub committee constituted by the Board or to the Managing Director.
22.    APPOINTMENT OF DEPENDENTS OF EMPLOYEES DYING IN HARNESS
Nothing contained in these rules shall be considered to preclude the Board from making an appointment at its discretion of a dependent wife/husband/son/daughter of an employee of the company who dies in harness and the age limit for initial appointment will not be applicable to such appointments.

Provided that no dependent shall be so appointed unless he posses qualifications if any prescribed for the post and the post is am; initial direct recruitment category for which appointments are normally made by direct recruitment only and in the opinion of the Board the dependent is suitable for the post. The income limits pre­scribed by the Government from time to time will be applicable for the above purpose.
PART III REMUNERATION & PERQUISITES
I.         BASIC PAY
An employee holding any post under the company shall draw such basic pay as may be fixed for the post and if there is a time scale, the stage fixed in the time scale.

  1. Subject to sub – clause (iii) and (iv) below an employee recruitment or promoted to a post carrying a time scale or whose scale of pay has been raised shall be placed as on the date of such event, only at the minimum of the new scale, except where the authority ordering the appointment promotion or revision of pay as the case may be specifically place him at a higher stage.
  2. An employee in a time scale of pay promoted to a promoted to a higher scale of pay shall draw as initial basic pay on the new scale the higher of the following viz.
    1. The maximum of the higher scale and (b) The stage in the new scale next above the amount arrived at by increasing his basic pay in the lower scale on the date of promotion by one increment in such lower  (This shall be the next increment that would have fallen due to him had he continued in that scale or if he had already reached the maximum of that scale, the amount of the last increment in that scale) whether or not the amount thus obtained is a stage in the new scale; and in every such case his next increment in the new scale shall due on completion of the prescribed period (one year in the case of annual increments) in the new scale from the date of promotion. Wherever there is a change of pay in the lower time scale, a re-fixation is allowed.

If an employee who was  not on a time scale of pay is promoted to a time scale of pay, he shall draw as his initial basic pay in such scale such amount as is fixed by the Board; provided however that his total monthly salary shall not be reduced by such promotion and the date of his first increment in the scale shall fall due on the expiry of the prescribed period of eligible service in such scale.

  1. If the scale of pay of a post is revised and the incumbent holding that post is already drawing as basic pay  an amount equal to or higher than the minimum of the new scale, he will draw as initial basic pay in the scale in stage next above his basic pay on the date of revision, irrespective of whether the previous basic pay was a stage in the new scale or not.  He may however at his option retain his old pay until the date on which he has earned his next or any subsequent increment in the old scale. The option once examined will be final.
  2. An officer who holds full additional charge of post for more than 14 working days may be paid as charge allowance, in addition to his basic pay, a sum not exceeding one fifth of the minimum basic pay of the post which he holds additionally for the period of additional charge. An officer holding additional charges of current duties of an additional post for more than 14 days will be paid 10% of the minimum of the scale of pay of the additional post for the period of such additional charge. Additional charge under these provisions will be ordinarily be limited to three months, which may be extended by the Managing Director from time to time in exceptional circumstances.
  3. Where an employee is transferred from one post to another, he shall during the interval of duty, between the date of his handing over charge of the old post and the date of his taking over charge of the new post which shall not exceed the joining time admissible, draw, the basic pay of the old or the new post, which ever is less.

2.         INCREMENTS

  1. In an incremental scale, the increment in basic pay shall accrue on the completion of each specified period of service on each stage of that scale, whether such service is provisional, temporary probationary, officiating or confirmed.

(ii) Officiating service of an employee in a higher scale will count for increment in the scale of pay of the post from winch he is promoted as well as in the higher grade in which he is officiating.
(iii)       The period of service of an employee spend on extra-ordinary leave on loss of pay except the period sanctioned on medical grounds, will not count for increment.
(iv)       Increment shall be sanctioned by the Managing Director or any officer to whom this power has been delegated by him. Increments shall ordinarily be sanctioned as a matter of course, unless the employee is informed prior to the date on which it Falls due that it will not be sanctioned on grounds of unsatisfactory work.

(v)        The Board, on grounds specifically recorded may sanction to an officer holding a post in a time scale premature increments within the scale is a recognition of outstanding ability at any time and when such premature increment is give the next increment would fall due on which the premature increment was granted. Such advance increments shall not effect the seniority of any other employee of the company.
3,       WHEN ACCRUES AND WHEN PAYABLE
Subject to the provisions of these rides for pay of an officer shall accrue from the date of commencement of his service and shall become payable in the last working day of each month in respect of services performed during the said month.
Increments falling due and sanctioned to an officer who is confirmed, will fall due on the first of the calendar month in which it becomes payable; when an officer is on probation, increment will become due only after completion of probation.
4.         CONTRIBUTORY PROVIDENT FUND
Subject to the provisions of the contributory Provident Fund Act and Rules the company will have a scheme of contributory Provident Fund in which the employer’s contribution will be up to 81/3 percent of the emoluments of the employee as defined for the purpose in the ERF. Act, waiving a ceiling of Rs. 1600/- stipulated in the Act.
5.         TERMINATION
The company may at any time terminate the services of an officer giving three months notice or the payment of wages in lieu of such notice.

The services of a probationer and a trainee may be terminated without notice and without assigning any reason thereof.
6.       RESIGNATION                      -
An officer can resign from the services of the company alter giving three months’ notice in writing or on payment of three months salary in lieu of such notice. The Managing Director may at his discretion waive the notice period.
7.       GRATUITY
           The maximum amount of gratuity payable shall be Rs. 36,000/-
           Subject to the payment of Gratuity Act 972 and rules there under at the tine of terminal ion of service of an officer otherwise than on a disciplinary measure, gratuity shall be payable at the following rates. The salary for the purpose of gratuity shall mean, total emoluments of the employee including basic pay and DA but doesnot include HRA, Bonus, Overtime etc.
In the case of death, the amount of gratuity will be calculated as shown below:- (subject to the maximum amount being limited to Rs. 36,000/-)

(a)      During the first year of service                                           :    Two months’ salary
          (h)      After one year but before three years service         :    Four months’ salary
          (c)      After completion of three years service
                    but less than five year                                              :    Six months’ salary
          (d)      After completion of five years service
                    but less than ten years                                            :    Eight months’ salary
         (e)      After completion of ten years or more service        :    One months’ salary for every
                                                                                                           completed year of service subject
                                                                                                          to a maximum of 20 months salary.

An officer with a continuous and completed service of three years or more becoming at any time physically disabled

:

One months’ salary for every completed year of service subject to a maximum of twenty months’ salary.

 

 

 

On registration of an officer after five years continuous service

:

One months’ salary for every completed year of service

 

 

 

On termination of the service of an officer by the company

:

Half months’ salary for every completed year of service subject to a maximum of 20 months salary.

 

 

 

On retirement by super annuation or voluntary retirement or relief after a period of contract.

:

One month’s salary for every completed year of service subject to a  maximum of 20 month’s salary.

                    
8.       MEDICAL EXPENCES REIMBURSEMENT
(1)      Scope

The Managing director or any officer to who this power is delegated by the Managing Director may pass hills of the following nature produced by the employees who are not covered by the ESI or Plantation Labour Act connected with medical consultation, attention or treatment for him/and/or any member of his family viz.
(a)      Bill for consultation/medical attendance from an authorized medical practitioner.
(b)      Bills for Medicines, etc. supplied by or certified as bought under prescription by the company Medical Officer/ Medical Officer approved by the company other than tonics and other medical preparations for improvement of General health.

(c)      Bills from approved Medical Institutions. Provided that in units where company has its own arrangements for medical attention. Such facility shall alone be utilized and only in cases where the doctor concerned has recommended treatment elsewhere or purchase of medicines outside due to non-availability, the connected bills will he considered for reimbursement, Managing Director may give special sanction for Ayurverdic & Homo if  necessary.
2)       The company may specifically authorize Medical Officer/Officers or medical institutions for consultation, attention or treatment of the employees in which case the employees shall get the hills for reimbursement certified by such medical officer/officers or institutions. The company may frame separate rules for medical care in this regard.
(3)      Hospital stoppages/rent for accommodation in hospitals or adjuncts will be reimbursable at the discretion of the Managing Director.
(4)      PASSING BILLS
The authority empowered to pass Medical reimbursement bills shall exercise proper care to sect that the privilege is not misused and shall refuse all claims in which the bonafides are not established to his satisfaction, lie may also refer any claim to any authority for the purpose of convincing himself about its bonafides.
(5)      POWER TO ISSUE INSTRUCTION
The Managing Director is authorised to issue further instructions regulating the  reimbursement of medical expenses.
PART IV - LOAN AND ADVANCES TO EMPLOYEES
I)        TYPES OF ADVANCES
The following types of advances may be granted to officers of the company, by the Managing Director, subject to availability of sufficient funds.
(a)        ADVANCES BEARING INTEREST
i)           Advance for purchase of motor cycle/ Scooters.
ii)          Advance for purchase of car.
(b)        ADVANCE NOT BEARING INTEREST
i)           Advance of pay and IA on transfer.
ii)          Advance of TA on tour.
(2)        ADVANCE OF PAY ON TRANSFER
The Managing Director may grant advances to the Officers of the Company who are under orders of transfer from one station to another. Such advances shall not exceed one months’ pay of employees concerned. The advance of pay shall he recoverable in not more than three monthly installments commencing form the month in which an employee draws his full month’s pay on taking - over charge of the new post.
(3)        ADVANCE OF T.A. ON TOUR
The Managing Director may grant advance equal to the traveling allowance on tour as admissible tinder the rules. The advance shall be adjusted in the Calendar month succeeding the month in which tour advance is sanctioned by presentation of the TA bill and any amount due shall be refunded by the employee.
In the case of temporary officers of the company advance may be given at the discretion of the Managing Director subject to the following further condition.
That the officer is likely to remain in service for a period sufficient to recover the amount due from him
PART  V - LEAVE JOINING TIME AND HOLIDAY
1.         KINDS OF LEAVE
Subject to the provisions of these rules the following kinds of leave may be granted to an employee of the company.
.    Casual Leave.
b.  Earned Leave
c.  Sick Leave
d.  Maternity Leave.
e.  Extra Ordinary Leave.
f.   Leave on Loss of pay.
2.         PRIOR SANCTION NECESSARY
Except iii the case of leave on medical grounds an officer shall not avail himself of leave of any anture or absent himself from duty without prior sanction. If any employee absents himself on medical grounds for more than 3 days at a time in the case of officers at the registered office and 3 days in the case of officers in the estate, the sanctioning authority may refuse to sanction the leave unless a certificate from an authorized medical practi­tioner is produced showing a reasonable justification for the absence on medical grounds.
3.         GRANTING LEAVE AND RE-CALLING FROM LEAVE
Leave cannot he claimed as a matter of right and may be refused in the exigencies of service. The Manag­ing Director or any officer, to whom this power has been delegated by him, may grant leave to an employee and may also cancel it subsequently before the employee has proceeded on leave. An employee, who has already proceeded on cave, may be recalled by the authority competent to sanction the leave.
4.         LEAVE ADDRESS
An employee shall, before proceeding on leave intimate to the authority granting the leave, his address while on leave, and shall keep the said authority informed of any change in the address previously furnished.

5.         CERTIFICATE OF FITNESS
The officer who sanctioned the leave may require an employee who has availed himself of reasons of health to produce a medical certificate of fitness before he resumes duty even if such leave was not actually granted on a medical certificate.
6.         NO LEAVE DURING SUSPENSION
Leave may not be granted to an employee under suspension or against whom disciplinary proceedings are pending, during the period of suspension or pendency of proceedings.
7.         WHEN PAYABLE
The leave salary due to an employee for the period of Earned leave, or maternity leave properly sanctioned to him may he disbursed on the day on which he proceeds on leave or on any subsequent day, at the discretion of the sanctioning authority.
8.         CASUAL LEAVE
(i)      Casual leave maybe granted to an officer who is confirmed, up to a maximum of 7 days in each calendar year may be combined with Sundays and other authorized holidays, but the resulting period of absence from duty at any one time including holydays and Sundays shall not exceeds 5 days Officers in provisional service temporary officers during their first year of service shall be eligible for casual leave of 7 days for a full calendar year hut shall avail of casual leave only in proportion to the service put in by them bears to the full year. Casual leave cannot be carried over from one calendar year to the next.

  1. In computing casual leave, intervening Sundays and holidays shall not be reckoned as days of casual leave.
  2.  Casual leave will be treated as duty on officer may draw pay and allowance during days spent on casual leave in the same manner as on duty.

9.         EARNED LEAVE
(i)      Earned leave shall accrue to a confirmed officer at the rate of the one day for every eleven days of service including Casual Leave. Earned leave shall cease to accrue when the leave at credit aggregates to 45 days.
(ii)      An employee in a post or posts carrying a scale of pay is entitled to pay and D.A at rates last drawn during the period of earned leave.
(iii)     An employee will be allowed to surrender mid encash Earned Leave of not less than 10 days from leave to his credit in excess of 15 days, thrice in a year.
(iv)     An employee leaving the service of the company otherwise than as a disciplinary measure will he entitled to drow and amount equivalent to leave salary for the period of earned leave at his credit.
10.     WHEN TO APPLY
(i)      Applications for Earned leave, maternity leave and extra-ordinary leave shall be submitted it least 15 days before the date from which leave is required (in the case of maternity leave, the probable into by which leave might be required), provided that the sanctioning authority may sanction the leave not with standing the applica­tion being submitted late.
(ii)      Applications which do not satisfy the requirement of clause (i) of this rule may he refuced without reason being assigned.
11.       COMMENCEMENT AND TERMINATION OF LEAVE

  1. The first day of an employee’s leave is the working day on which he makes overcharge. If he does so in the

F.N.. if he makes over charge in succeeding working day.
(ii)       The last day of a” employee’s leave is the working day on which he returns to duty, if he does so in the AN and if he returns to duty in the FN the proceeding working day.
(iii)     A substitute appointed in a leave vacancy shall he considered to he on duty in that post during the of leave as defined in Clauses (i) and (ii) of this rule for the period of his actual duty,
12.       EARLIER RETURN FROM LEAVE
(i)       Unless he is permitted to do so by the authority competent to grant his leave, an employee on leave than casual leave shall not return to duty before the expiry of the period of leave granted to him.
13.     STATION OF RETURN FROM LEAVE

An employee on leave shall, unless instructed to the contrary, return for duty to the post and place at he was last stationed.
4.         SICK LEAVE
(I)                      During the full period of his service a permanent officer may be granted sick leave on medical certificate for a period calculated at the rate of 30 days for each completed year of service. Un availed portion of sick up to a maximum of 15 days in year will he allowed to be carried forwared to be availed in subsequent provided that such accumulation will not he permitted exceeding 180 days.
Provided that applications for such medical leave shall be accompanied by a Medical Certificates fro Company Officer or Medical Officer approved by the Company when the period of leave exceeds 5 or 3 mentioned in Clause 2 above
Provided further that the authority sanctioning the leave may in case of doubt, require the employee to appear before Medical Officer of its choice and decide on the sanction or refusal or the leave based on medical opinion.
15.       MATERNITY BENEFITS
Maternity benefits for a married female officer will be in accordance with the provisions of the Matt benefit act.

(16)     EXTRA ORDINARY LEAVE
           (i)            Subject to administrative convenience extra – ordinary leave may be granted to an officer in exceptional circumstances upto a maximum of 180 days at a time under the sole discretion of the Managing Director when no  other kind of leave is admissible to him Such cave shall not ordinarily he granted accept in exceptional circumstances to be recorded in writing and will not he treated as service for purposes of retirement or other se benefits except to the extent specified tinder rule 20.
           (ii)           An employee may he granted extra-ordinary leave in combination with on in continuation of leave other kind admissible to him.
(iii)             No leave salary or allowances are admissible during the period of extra - ordinary leave.
17.       JOINING TIME AND JOINING TIME PAY

An employee transferred from one post to another involving charge of station will be allowed three days as joining time within the state. During the joining time he will be  eligible for the pay of the pay of the post held him prior to the transfer, or of the post to which he is transferred whichever is less.
18.       ELIGIBILITY TO COUNT LEAVE FOR PURPOSES OF  RFTIREMENT BENEFITS
Leave with out pay and allowance in excess of 90 days ata time not count as service for purpose of retirement benefits of an employee.
19.       HOLIDAYS
Holidays for employees of any unit the Co. shall be the same as determined under the standing orders for workmen. This will be addition to a weekly holiday as admissible under the Factories Act/Plantation Labour Act and rules framed there under. Holiday for the officers at the registered office shall be the same holidays declared by the State Government as holidays except 2nd Saturdays. In addition to that every alternative Saturdays shall also be a holiday for the Registered Office.
PART VI - TRAVELLING ALLOWANCE

1.         GENERAL
           (i)      Traveling allowance is an allowance granted to cover the expenses in-curred in performing journeys in the interests of the Company. TA. is not mended to be source of profit and an Officer is expected to travel by the class or accommodation for which T.A is admissible to him
           (ii)     An Officer who has been promoted with retrospective effect or whose scale of pay has been raised with retrospective effect shall not been titled to any extra T.A, in respect of journeys already performed by him before the date of the order sanctioning such promotion or revision.

(iii)    An officer in transit from one post to another ranks in the grade to which the lower of the two posts would entitle him.
(iv)    No T.A will he payable for journeys within the Head Quarters town or within S 1CM from the place of duty.
2.         CLASSIFICATION OF OFFICERS INTO GRADES FOR PURPOSES OF T.A WILL BE AS FOLLOWS
            Grade I      Heads of Departments! Superintendents! Senior Medical Officer.
            Grade II     Other Officers Viz, Asst. Superintendent, Sr. Construction Engineer, Mechanical Engineer, Junior Mechanical Engineer, Welfare Officer, Accounts Officer etc.

3.         TRAVELLING ALLOWANCE
                      JOURNEY BY RAIL
            All officers are entitled to Ist class railway Fair.
                      JOURNEY BY ROAD
                        Managing Direct or and al officers who own car and are permitted by the managing Director to travel in it in the interest of the Company will be allowed mileage at rate as followed by Government from time to time for journeys in car Where journeys are performed in bus ‘actual bus ‘are for the journey will be allow

                      JOURNEY BY AIR
Managing Director and Heads of Department in the Head Office and Superintendents may travel by air and will be given actual plane fare. The officers authorized under these rules to travel by air will he allowed to take air travel insurance up to Rs.1 lakh which will be reimbursed by the company on production of receipts. Cancellation charges will he borne by the company only in genuine eases.
DISTANCE
The distance will be calculated between the owns on the basis of central points. In the case of Estates, the central point will be Estate Office. When officers go to cities, owns and estates on duty, journeys within limits of such cities etc. Will not be eligible for the payment of TA hut taxi charges will he reimbursed. But where in the interest of the work of the company an officer is to undertake such journeys the details of such journeys shall be specifically mentioned in the TA Bill and the Managing Director may permit to draw the milege or the reimbursement of such taxi charges fully or partially. The Managing Director’s decision in the mailer will be final.
DAILY ALLOWANCE
The Officers in Oil Palm India Limited are entitled to daily allowance at a rate 15% above rate applicable to the corresponding grade of officers in Government as per standing orders. The Managing Director will he given only the same rate as allowed fur the grade I officers of the Company.
For journey outside the state, in addition to daily of Rs. 70/- per day. the Managing Director will be paid actual room rent with a ceiling of Rs. 200/- per day in Bombay, Delhi, Culcutta and Madras and for other places in addition to the daily allowance of Rs.65/- actual room rent subject to a ceiling of Rs. 95/— will be paid.
In the case of Grade I and Grade II officer, in addition to the daily allowance, they will he paid actual room rent subject to a ceiling of Rs. 25/- per day in major cities like Bombay Delhi, Culcutta and Madras and for other places outside the state in addition to daily allowance, they will be paid actual room rent subject to a ceiling of Rs. 60/- per day,

TRANSFER TA AND SHIFTING ALLOWANCE TO OFFICERS