Establishment Notes by Multi Disciplinary Zonal Training Institute Trichy, Southern Railway

1

MULTI DISCIPLINARY ZONAL
TRAINING INSTITUTE
SOUTHERN RAILWAY
TIRUCHCHIRAPPALI

ESTABLISHMENT
RULES

STUDY MATERIAL

2

INDEX
S.No. Subject Page
01 Indian Railways Organizational Set Up 04
02 Single File System 11
03 Personnel Management 13
04 Man Power Planning 15
05 Recruitment 25
06 Appointment on Compassionate Grounds 31
07 Reservation Rules 35
08 Promotions and Selections 45
09 Seniority Rules 60
10 Fixation of Pay, ACP & MACP 63
11 The persons with Disabilities (Equal opportunities, Protection of Rights
and Full Participation) Act, 1995.
74
12 Pass Rules 77
13 Leave Rules 85
14 Hours of work and period of rest rules (HOWPOR / HOER) 93
15 Conduct Rules 99
16 Discipline and Appeal Rules 106
17 Settlement benefits / Pension Rules 113
18 Welfare Measures 119
19 Children Education Allowance 122
20 Industrial Relations, PNM, FNM, JCM, PREM 125
21 Allotment and Retention of Railway Quarters, HRA 130
22 Transfers 139
23 Factories Act 144
24 Employees Compensation Act 148
25 Industrial Disputes Act 150
26 Payment of Wages Act 153
27 Minimum Wages Act 155
28 Trade Unions Act 156
29 Staff Grievances 158
30 Canons of Financial propriety 160
31 Railway Budget 161
32 Audit 164
33 Official Language Policy 166
34 Ex-Gratia Lumpsum Compensation 171
35 Disability Pension / Family Pension 174
36 House Building Advance 177
37 Special Voluntary Retirement Scheme 185
38 New Pension Scheme 186
39 The Right to Information Act 189
40 Pay Bills on Computer 193
41 Composite Transfer Grant 196
42 ational Holiday Allowance 197
43 Personal Computer Advance 198

3

44 Allowances 199
45 Daily Allowance / Travelling Allowance 201
46 Breach of Rest Allowance and Constant Attendant Allowance 204
47 Running Allowance Rules 205
48 Transport Allowance 206
49 Risk and Matrix Allowance 210
50 Technical Resignation 213
51 Legal Matters, Central Administrative Tribunal 218
52 Grievance Redressal Machinery / Nivaran / CPGRAMS 228
53 Store Keeping Procedures 230
54 Works Programme 241
55 Charter 243

4

ESTABLISHMENT RULES
INDIAN RAILWAYS ORGANISATIONAL SET UP
Minister for Railways – Shri Piyush Goyal
Minister of State for Railways – Shri Suresh Chinnasbasappa Angadi
Railway Board: Railway Board was constituted by a resolution of Government of India on
18.02.1905. It is the chief administrative and executive body assisting the Railway Minister in
the discharge of his assignments. Some important functions of the Railway Board are-
Policy Formulation
Planning
Budgeting
Project Implementation
Inter Railway Co-ordination
Inter Ministry Co-ordination

The Railway Board consists of-
CHAIRMAN, RAILWAY BOARD &
[CHIEF EXECUTIVE OFFICER (CEO) –
SHRI SUNEET SHARMA

Chairman Railway Board is responsible for policy decisions, Intelligence, planning, security,
vigilance, public relations etc. CRB also advises the Government of India in the matters of
Railway policy.
MEMBERS
DEPARTMENT NAME
MEMBER (INFRASTRUCTURE)

SANJEEV MITTAL
MEMBER (OPERATIONS & BUSINESS DEVELOPMENT ) SANJAY KUMAR MOHANTY
MEMBER (TRACTION & ROLLING STOCK) RAHUL JAIN
MEMBER (FINANCE) NARESH SALECHA

OFFICER ON SPECIAL DUTY & DIRECTOR GENERAL
DIRECTOR GENERAL (RPF) DIRECTOR GENERAL (RHS)
DIRECTOR GENERAL (HR) DIRECTOR GENERAL (SAFETY)

ADDITIONAL MEMBERS

ADVISERS

5

SECRETARY - Sushant Kumar Mishra

PRINCIPAL EXECUTIVE DIRECTORS,
JOINT DIRECTORS,
DIRECTORS
DEPUTY DIRECTORS
SECTION OFFICERS
STAFF

Attached offices to Railway Board
Research Designs and Standards Organization, Lucknow, Uttar Pradesh.
Railway Liaisons Office with the Directorate-General of Supplies and Disposals, New Delhi.etc.

Subordinate offices to Railway Board
National Academy of Indian Railways, (Railway Staff College) Vadodara, Gujarat.
Indian Railways Institute of Civil Engineering, Pune, Maharastra.
Indian Railways Institute of Signal Engineering Technology, Secunderabad.
Indian Railways Institute of Mechanical and Electrical Engineering, Jamalpur, Bihar.
Indian Railways Institute of Electrical Engineering, Nasik, Maharastra.
Indian Railways Institute of Transport Management, Lucknow, Uttar Pradesh.
Jag Jivan Ram Railways Institute of Railway Protection Force, Lucknow, Uttar Pradesh.
Railway Recruitment Boards - 21
Railway Rates Tribunal.
Railway Claims Tribunal.
Railway Labour Tribunal etc.
Centralized Training Institutions.

Sl.
No.
ZONAL RAILWAYS -
18
HEADQUARTERS STATE DIVISIONS - 68
1 Central Railway Chhatrapathi
Shivaji Maharaj
Terminus, Mumbai
Maharastra Mumbai, Bhusawal, Pune,
Solapur, Nagpur
2 Eastern Railway Kolkotta West Bengal Howrah, Sealdah, Asansol,
Malda
3 East Central Railway Hajipur Bihar Danapur, Dhanbad,
Mughalsarai, Samastipur,
Sonpur
4 East Coast Railway Bhubaneshwar Odisha Khurda Road, Sambalpur,
Rayagada
5 Metro railway Kolkotta West Bengal
6 Northern Railway Delhi, Baroda
House
Union Territory New Delhi, Ambala, Firozpur,
Lucknow NR, Moradabad
7 North Central Railway Allahabad Uttar Pradesh Allahabad, Agra, Jhansi
8 North Eastern
Railway
Gorakhpur Uttar Pradesh Izzatnagar, Lucknow NER,
Varanasi
9 Northeast Frontier
Railway
Maligaon,
Guwahati
Assam Alipurduar, Katihar, Rangiya,
Lumding, Tinsukia
10 North Western
Railway
Jaipur, Rajasthan Rajasthan Jaipur, Bikaner, Ajmer, Jodhpur
11 Southern Railway Chennai,
Tamilnadu
Tamilnadu Chennai, Tiruchchirappalli,
Madurai, Salem, Palakkad,

6

Thiruvananthapuram
12 South Central
Railway
Secunderabad,
Telungana
Telungana Secunderabad, Hyderabad,
anded
13 South Coast Railway Visakhapatnam,
Andhra Pradesh
Andra Pradesh Vijayawada (Waltair merged),
Guntur, Guntakal
14 South Eastern
Railway
Kolkotta, West
Bengal
West Bengal Adra, Chakradharpur,
Kharakpur, Ranchi
15 South East Central
Railway
Bilaspur Chhattisgarh Bilaspur, Raipur, Nagpur SEC
16 South Western
Railway
Hubbali Karnataka Hubbali, Bengaluru, Mysuru
17 Western Railway Churchgate,
Mumbai
Maharastra Mumbai WR, Ratlam,
Ahemedabad, Rajkot,
Bhavanagar, Vadodara
18 West Central Railway Jabalpur Madhya Pradesh Jabalpur, Bhopal, Kota

Each Zonal Railways functions under-
GENERAL MANAGER – Shri JOHN THOMAS

ADDITIONAL GENERAL MANAGER

PCMD, SDGM & CVO, PCOM, PCCM, PCSO, PCE, PCME, PCEE, PCSTE, PFA, PCPO,
PCMM, PCPLO, PCPRO, PCSC.

Zones are further divided into 68 Divisions, Workshops and Extra Divisional Offices. Divisional
administration set up functions under-
DIVISIONAL RAILWAY MANAGER

ADDL. DIVISIONAL RAILWAY MANAGER

CMS, Sr. DEN, Sr.DME, Sr.DEE, Sr. DSTE, Sr.DSO, Sr.DOM, Sr.DCM, Sr.DFM,
Sr.DPO, SR.DMM, DSC, PRO,

SENIOR SCALE OFFICERS
JUNIOR SCALE OFFICERS / ASSISTANT BRANCH OFFICERS , ASSISTANT OFFICERS
SR. SECTION ENGINEERS , CHIEF INSPECTORS / CHIEF OFFICE SUPDT.
STAFF

PRODUCTION UNITS
HODs,
DEPUTY HODs,
SENIOR SCALE OFFICERS AND
JUNIOR SCALE OFFICERS / ASSISTANT- OFFICERS
SR. SECTION ENGINEERS, CHIEF INSPECTORS / CHIEF OFFICE SUPDT.
STAFF

7

UNIT HEADQUARTERS
01 Chittaranjan Locomotive Works, near Mihijam Bihar and
West Bengal Border (Current 3 – Phase Electric
Locomotives Manufactured in CLW.
Chittaranjan, West Bengal
02 Integral Coach Factory. Perambur, Tamil Nadu
03 Diesel Locomotive Works, Diesel Electric Locomotive
WDM2.
Varanasi, Uttar Pradesh
04 Rail Wheel Factory (Wheel & Axle Plant) Yelahanka, Karnataka
05 Rail Coach Cactory. Kapurthala, Panjab
06 Modern Coach Factory Raebareli, Uttar Pradesh

01 Diesel Modernization Workshop, Diesel Component Works,
Diesel Locomotive Modernization Works,
Patiala, Panjab

OTHER IMPORTANT ORGANISATIONS
MTP Metropolitan Transport Project or Metro Railway Project Chennai
COFMOW Central organization for Modernization of Workshops. New Delhi
CORE Central organization for Railway Electrification. Allahabad, Uttar Pradesh
CRIS Centre for Railway information systems. New Delhi
IRCA Indian Railways Conference Association. New Delhi
RITES Rail India Technical & Economic Services Limited. Gurgaon, New Delhi
IRCON
Indian Railways Construction International Limited
(Indian Railways Construction Company Limited)
New Delhi
IRFC Indian Railways Finance Corporation. New Delhi
CONCOR Container Corporation of India Limited. New Delhi
KRCL Konkan Railway Corporation Limited.
CBD Belapur, Navi
Mumbai
DFCCI Dedicated Freight Corridor Corporation of India Ltd. New Delhi
IRCTC Indian Railway Catering and Transport Corporation New Delhi
RAILTEL Rail Tel Corporation of India Limited Gurgaon, New Delhi
CRP Circular Railway Project
RTM Railway Transport Museum
PSU Public Sector Undertakings
CWNCERT
Country Wide Network of Computerized Enhanced
Reservation and Ticketing system
NDLS, BB, HWH & MAS

01 Operating Chief Operations Manager PCOM Sr.DOM
02 Engineering Chief Engineer (Civil) PCE Sr.DEN(Co-ord.)
03 Mechanical Chief Mechanical Engineer PCME Sr.DME
04 Electrical Chief Electrical Engineer PCEE Sr.DEE

8

05 Signal and
Telecommunication
Chief Signal & Telecommunication
Engineer
PCSTE Sr. DSTE
06 Accounts Principal Financial Advisor PFA Sr.DFM
07 Commercial Chief Commercial Manager PCCM Sr.DCM
08 Personnel Chief Personnel Officer PCPO Sr.DPO
09 Stores Controller of Stores PCOS DMM
10 Medical Chief Medical Director PCMD CMS
11 Safety Chief Security Commissioner PCSC DSC
12 Vigilance Senior Deputy General Manager SDGM
13 Audit Principal Chief Audit Officer PCAO Sr.DAO
14 Traction Sr.DTE

Railway Recruitment Boards
A Ahemadabad, Gujarat Allahabad Ajmer 03
B Bangalore, Karnataka Bhopal Bhubaneswar, Odisha Bilaspur 04
C Chennai, Tamilnadu Chandigarh 02
G Gorakhpur, Uttar Pradesh Guwahati 02
J Jammu & Srinagar , Jammu &
Kashmir
01
K Kolkatta, West Bengal 01
M Malda Mumbai Muzafarpur 03
P Patna, Bihar 01
R Ranchi 01
S Secuderabad, Andhara Pradesh Siliguri 02
T Thiruvananthapuram, Kerala 01
Total 21

CONTENTS OF REFERENCE BOOKS
Indian Railway Establishment Manual Volume. I – 1989 Edition.
Chapter Subject
1 Recruitment, Training, Confirmation and Re-employment.
2 Promotion for Subordinate Staff.
3 Seniority.
4 Scales of Pay.
5 Percentage of Posts.
6 Pay, Increment and efficiency bar.
7 Compensatory and other Allowances.
8 Dearness Allowances.
9 Running Allowances.
10 Arrears claim and recoveries of over payment.
11 Advances.
12 Change of ame.
13 Medical De-categorised Staff Alternate Appointment
14 Forwarding of Applications for outside Railways.
15 Terms for Railway Servants, substitutes in Temporary Services.

9

16 Holidays and Special Casual Leave.
Appendix
1 Training of IRAS Probationers.
2 Qualifying examination for Accounts Clerks and Accounts Assistants.
3 Qualifying exam for promotion for Section Officers, Inspector of Station
Accounts and Stores.
4 Promotion, Confirmation for Stock Verifiers.

Indian Railway Establishment Manual Volume II - 1990 Edition
Chapter Subject
17 Railway Quarters and Recovery of Rent.
18 Attachment of Pay and Allowances.
19 Apprentices.
20 Casual Labour.
21 Staff Car.
22 Staff Welfare.
Schooling and Educational Facilities.
Railway Institutes.
Holiday Homes.
Convalescent Homes.
Scouts.
Canteens.
Handicraft Centre and Vocational Training Centres.
24 Co-operative Stores.
24 Grants -in – Aid.
25 Recognition of Service Associations of Railway Servants.
26 Staff Council and Negotiating Machinery.

INDIAN RAILWAY ESTABLISHMENT CODE VOLUME I - 1985
Chapter Subject
1 General
2 General conditions of Service, Recruitment, Promotion.
3 Termination of service.
4 Extension and Re-employment.
5 Leave Rules.
6 Medical Attendance and Treatment Rules.
7 Law suits against Railway Servant.
8 Staff Benefit Fund.

10

9 Provident Fund Rules.
10 State Railway Gratuity.
11 Joining time.
12 Compensation for Injuries and Loss of Personal Property.
Appendix
1 The Railway Services (Conduct) Rules 1966.
2 Submission, Receipts, Transmission of Petition to President.
3 Compassionate Fund of Government Of India.
4 Provident Fund Act.
5 Study Leave Rules.
6 Delegation of Powers by President of India.
7 Concordance.

INDIAN RAILWAY ESTABLISHMENT CODE VOLUME II -1990
Chapter Subject
13 Railway Fundamental Rules Pay and Increments.
14 Dearness and other Compensatory Allowances.
15 Over Time and other Running Allowances.
16 Travelling Allowances.
17 House Rent and Compensatory (city) Allowance.
18 Retirement.
19 Confidential Reports.
20 Foreign Service and Deputation.

SINGLE FILE SYSTEM: The main purpose of the single file system is to have the full picture of
a subject in one file itself.
A Single file contains two parts, namely the correspondence portion on the left hand side
and noting portion on the right hand side. There should be no noting on the letters attached
to the files on the left hand side, except endorsement of Officers calling for file, marking
previous reference numbers and references to other files. A file cover can run upto 300
folios. When a file grows to bigger size, another volume of the file should be opened with a
fresh file cover. These fresh files will bear the same file number and the volume number is also
indicated. The first volume is not marked as Volume I.

11

On the noting side of the file, only foolscap sheets should be used. Both sides of a sheet should
be used for noting. The pages on the noting side are referred to as pre page and the letters on
the left hand side of the file are referred to as Folio.
The filing procedure should facilitate easy collection of information, apart from eliminating
possibility of manipulation at a later date. Folio number should be written in red and rounded at
the right side top corner. In case a letter has more than one sheet, individual folio numbers
should be given to each sheet.
In order to have easy access to letters and their replies, the dealing clerk should mark back
references and forward references on the letters. There may be a reference to an earlier
correspondence in the text of a letter and by underlining the same in red, respective folio
numbers may be indicated. In some cases, the back reference may be in a different file, in such
case the folio number and the case file number should be indicated.
Whenever a letter is put up with a noting, the clerk should examine the issue in the light of
provisions of codes, manual and extant orders duly using their intelligence in analyzing the
issue and come up with suggestions to help the officer to take a decision faster. The noting
should be presented in a logical way and also the events in chronological order. The dealing
clerk should ensure that there are at least one or two blank papers on the PP side while passing
the file from one official to another. The dealing clerk should mend the files, which are damaged,
before putting up the same. While putting up the noting, the folio numbers should be cross
connected to avoid attaching flags. In case a link file is necessary, the folio number and the file
number should be indicated in the noting and the noting should confirm “Linked file
no……………….is attached”. All important letters should reach the concerned file without any
delay.
The letter issued from the file should be condensed preferably in one page. The wording should
be short, but express the meaning fully. Whenever a draft letter is put up for approval in the file,
references to folio number of the earlier correspondence should be indicated on the draft. This
should be continued even at the time of putting up the fair copy for the signature of the Officer.
Railway abbreviations should not be used in the letter addressed to outsiders and the
expression should be courteous. Invariably in all the letters the name and designation of the
officer signing the letter should be mentioned, as the indication increases the sense of
responsibility of the Officer and enhances the credibility of the letter at the receiving end.
Replies to important letters should be dispatched with the approval of the competent authority
duly indicating in the letter that this is issued with the approval of........... If somebody else signs
the letter. Always the office copy of the letter should also have the copies of enclosures.
However if the enclosures are already available in the same file at least the folio number should
be indicated under the enclosure list of the office copy. It is always better to refer the letter no.
of the addressee in a reply letter. The dealing clerk should issue self-contained reminders
without waiting for the instructions from the officers.
In order to avoid the loss of files in transit, when a file leaves a branch and is going to another
branch, movement of the file has to be recorded to locate it later. On the cover of each file, the

12

name of the dealing clerk and the supervisor with their designation may be written. Papers of
same size (A-4) may be used for making letters and notes. While using computer stationery the
perforated edges may be removed so as to get paper of proper size.
All correspondences to SR / PU / Other Units would be through Official NIC email. All
fresh instructions are to be uploaded on the home page of SR / PU / Other Unit website for at
least 15 days and subsequently the same may be transferred to the designated location on the
website. All correspondence to Board and other offices may be made through email, instead of
forwarding hard copies. [PBC No.234/2018]
Advantages of single file system
There is a system of maintaining one file for one subject.
The filing procedure is systematic.
Entire subject is contained in one file.
Correspondences between branches are considerably reduced.
Delay due to interchange of correspondence is avoided.
Views of another branch are obtained in the file.
File linking is reduced.
Workload of the clerk is reduced.
Disadvantages of single file system
Delay due to circulation.
Possibility of loss of file in transit.
Operation of parallel files due to urgency.

PERSONNEL MANAGEMENT AND OBJECTIVES OF PERSONNEL DEPARTMENT: From a
small beginning in 1853, Indian Railway Network today, is the largest Public Sector Undertaking
in our country where around 13 lakhs of employees are working. With the increase in the size
of the Railways and growth consciousness of the workers, Men have become the most
important factor in Railways. Unlike Machines, Human beings act and react favourably or
otherwise when engaged in diverse working conditions and in tiresome jobs.
This may be for want of scope of advancement in one’s career, for want of due attention from
supervisors in matters connected with service conditions or while facing situations, favourable or
unfavorable off the job conditions. Background of all these actions and reactions, favourable or
unfavorable is personnel problems. In order to face the problems with Human approach, it is

13

desirable that a Personnel Department manned by experts on personnel matters would function
in big organizations.
Functions of Personnel Management
Man power planning.
Recruitment.
Training and development.
Placement.
Transfer.
Performance Appraisal.
Promotions and demotions.
Guidance on disciplinary matters.
Wage and salary administration.
Industrial peace.
Grievances redressal and welfare activities.
Incentives and financial aids.
Settlement and pension.
Arranging and maintaining post retirement benefits.

Personnel managers control the human factor in an Industry intelligently for getting the best
result from the workers by developing their capabilities. Personnel Manager aims at creating a
team spirit and sense of discipline amongst workers.
Personnel Officers will relieve the departmental officers from the workload in personnel matters
to the extent possible. However, the departmental officer should have the main say in the
placement of workers to ensure best utilization, economy and efficiency.
The Personnel Officer is also receptive to suggestions given by Departmental Officers on
transfer to maintain efficiency and discipline. The Personnel Officers and Departmental Officers
are jointly responsible for the efficient working of the administration.
Although the Departmental officers are relieved of Personnel work to a great extent after setting
up of Personnel Department, they should also maintain close touch with their employees,
receive their grievances on personnel matters and arrange to dispose of the same with the help
of Personnel Officer duly keeping in view the rules and regulations laid down.
The Personnel Officers are also Welfare Officers who will concentrate on various Welfare
activities such as promotion of sports, management of Holiday Homes, Institutes, Co-operative
societies and canteens etc. Personnel Officer should see that the legitimate interest of the
workers is protected and none of the workers feel that his needs remain unattended to.
Personnel Officers should take utmost care and interest in maintaining Industrial peace, keeping
good relations with trade unions and help in maintaining congenial atmosphere for smooth
working.
Personnel Supervision: Productivity depends on technological factors and job performance.
Job performance is based on morale and motivation to work. A satisfied worker will certainly
help in creating a good morale, but that alone may not lead to high productivity unless it is

14

accompanied by a good motivation, which may be judged only on the workers attitude towards
of the objectives of the organization.
Management should be vigilant towards the attitude of the workers and it should analyze on the
causes for negative approach of the workers in their performance with a view to overcome
them. The management has to analyze and diagnose the needs of the workers for the purpose
of achieving organizational objectives by maintaining close contact with the workers.
Generally Personnel Department’s role is to communicate and implement policies. They should
play an important role by providing the required expertise in maintaining close industrial
relations by liasioning with the Technical Executives.
Personnel Department activities do not end with staffing, once staff are assembled they must be
properly trained to suit the job requirements and also motivated and satisfied. Personnel
Officers need orientation to anticipate future challenges and equip themselves. Thus the role of
Personnel Officers has grown in scope and importance.

MANPOWER PLANNING: Manpower planning is a process which aims to have the right
number of staff at right places with right type of skills at right times to enable the
organization to achieve its short term and long term goals. In other words, manpower planning
is the system, which ensures the manpower availability at a given point of time.
Manpower planning means establishment of job specifications or the qualitative requirements of
jobs to determine the number of people required and to find supply source.
Manpower recruitment is related to matching the personal qualities of employees with the job
requirements.

Job analysis and Job description: Job analysis means analyzing the corporate plans,
objectives, finance, investments, products, marketing etc. with the trend of turnover, promotion
patterns, transfers, qualifications, training, experience, performance standards and performance
actual.

15

Job description includes job design, job specifications, job enlargement, job enrichment, job
responsibilities etc. When these elements are co-related, the job demand is known. Job
analysis, job specification and job design are the important factors involved in human resource
development and manpower planning.

Assessment of Manpower in Railways
In open line, factors like normal wastage, death, deputation, dismissal, creation of assets
and posts, leave reserve, rest givers, yardsticks etc., influences the assessment of
manpower.
In construction projects, performance evaluation and review technique, phasing of work etc., are
used to assess the manpower.
There have been dynamic change in the technology and modernization, electrification,
computerization, mechanization of track maintenance etc. are taking place at fast rate to meet
the challenges of traffic requirements in Indian Railways. To meet the challenges of the
changing environment, systematic manpower planning is essential. Therefore a category-wise
analysis of staff should be carried out, to identify surplus and to arrange manpower in the areas
of need. This adjusts the surplus in one category to other categories, where there is demand.
Manpower planning ensures that the existing manpower is utilized to the maximum possible
extent.
Manpower planning emphasize on training to different categories of staff to improve the skill and
to increase productivity. This step reduces the availability of unskilled staff, increase productivity
and maximize manpower utilization. Regular conversion training programmes reduce the
wastage of manpower due to changeover. The staffs are also deputed for refresher course,
conversion course, promotional course etc. with the aim to develop organizationally effective
personnel with pride in their work and faith in management.
The primary objective of the manpower planning is to ensure the availability of the required skill
and to reduce wastage. When the manpower availability is clearly known arrangements can be
easily made to cater to the additional needs of manpower as indicated in the forecasts.
Normally, the field officers responsible for executing the job are responsible for the manpower
planning.

CONCEPTS IN MAN POWER PLANNING
INTRODUCTION: The factors that constitute any organization that engaged in production or
business are Men, Money, Machines, Materials and Methods. Machines are assets which
depreciate with service and become scrap. Manpower is an asset and able to change, to grow
and to enlarge his value.
MAN POWER PLANNING: Basically MPP involves and locating ‘a job for a man’ as well as
preparing ‘a man for a job’. MPP is a process which aims to have the right number of men at
the right places with right type of skills required to enable the organization to achieve its goal.
The MPP consists of recruitment of men and transforming the men to the organization
requirement. Thus MPP may be defined as a strategy for the procurement, development,
allocation and utilization of human resources.
OBJECTIVES OF MPP
To ensure the human resources currently employed.
To plan future man power needs.
To anticipate reduncies and avoid unnecessary situation.
To determine proper training levels.

16

BENEFITS OF MPP
Reducing man power costs.
Getting best contribution from the employees.
Motivating the existing employees.
Developing the existing manpower.

MPP IN INDIAN RAILWAYS: The efficiency of the railways is expressed in terms of operating
ratio. The OR represents the percentage of working expenses to gross earnings.
OR = Working Expenses x 100
Gross earnings
If the percentage is less than 100 it means the particular zonal railway is making a profit and if
the percentage is more than 100, then the particular railway is making a loss.
The expenses on staff are more and any reduction will make the railway a better operating ratio.
Expenses on account of other components like fuel, material and service cannot be reduced.
OR & MPP
In order to control the expenses on staff, the concept of MPP can be utilized. The concept of
MPP involves (a) Quantity control and (b) Quality Development.
QUANTITY CONTROL: It does not mean to reduce the manpower but aims at having a
potential and effective personnel. To control the quantity of manpower, the following methods
are used in railways:
a) Rightsizing the strength
b) Restriction in intake (1:1 for death cases & 1/3 of NR & VR cases)
c) Benchmarking, Work-study and other MPP tools.
d) Identification of redundancies and effective redeployment.
e) Reclassification.

QUALITY DEVELOPMENT: The quality of the employees can be developed in the following
ways in order to control the expenses on staff:
Training.
Motivation.
Incentives, Awards, etc.
Introduction of GDCE.
Cadre restructuring.
Introduction of DRQ in higher grades.

MPP AUTHORITIES
Railway Boards Member / staff
MPP Directorate
Efficiency & Research Directorate

17

Zonal Headquarters CPO
Nodal Officers nominated for each
Department of the zonal railway
Divisions ADRM
Workshops CWM

BENCHMARKING: The unit transportation cost in the Indian Railway has to be reduced in order
to compete with the ever increasing road transport. The expenses on staff constitute 45% of
the total expenditure. Therefore it is urgently necessary to reduce the expenses on staff.
Bench Mark is a method to reduce the expenses on staff scientifically by rightsizing the
manpower.
CONCEPT OF BENCH MARK
Establishing goals based on best practices in an industry.
Best-in-Class performance is to be studied and implemented in all activity centers to improve
productivity and quality.
It is the search for and implementation of best practices.
It is humble enough to accept that somebody else is better and it is wise enough to learn from
them and then match or even surpass them.
It is one of the tools of TQM to facilitate continuous improvement.

STEPS IN BENCH MARK
Decide what to Bench Mark.
Introduce – System of measurement.
Compare with the Best.
Learn from the Best.
Match or surpass the best.

By comparing with the Best Activity Centre, the available manpower in a particular area can be
identified as LESS or EXCESS. In case of LESS strength, the manpower can be increased and
in case of EXCESS strength, the posts can be surrendered. Thus bench marking offers a
scientific method to increase staff productivity in which everybody wins – the Staff,
Management, Indian Railways, and Nation.
Bench Mark Yard Stick

(1)
(2)

(3)
(4)

(5)

It is a TQM
Continuous learning of worker on the
job
Compare with the Best to Identify ways
to improve
Dynamic – changes with innovations

Economy with increasing work load

It is a Scientific Management
Assumes standard workers with limited
performance
Standard time calculated by conducting
time study
Static – difficult to change

Linear increase manpower with work load

18

VACANCY BANK REGISTER : Due to modernization and computerization in all departments of
Indian Railway, the staff have been rendered surplus. Further due to the introduction of Bench
Mark concept also staff have been rendered surplus.
On the other side, the Indian Railway is expanding and new projects are being started. It leads
to creation of new posts.
Whenever posts are surrendered, the mean pay value is credited into Vacancy Bank. The
vacancy banks are being maintained department wise at the Divisional, Extra-divisional level,
Zonal Railway and Railway Board level. When posts are surrendered, 50% of the mean pay
value credited to Division, 25% to the HQ and 25% to Railway Board level. Posts which are
rendered surplus due to redundant activities will not qualify for accountable in vacancy bank.
The posts in Workshops are created / surrendered on periodical review and therefore monetary
value of surrendered posts should not be credited to the vacancy bank which is similar to
creation / surrender of posts of running staff which is based on Annual Review.
In every proposal for creation of post, the CPO / DPO will indicate the availability of mean pay
value available in the vacancy bank register.
CREATION OF POSTS
(1) The posts can be created in the following:
(a) posts required for maintenance of new assets
(b) new activities arising from changes in the pattern of working / modernization /
technical up gradation including provision of computer.
(2) Posts can be created only with matching surrender in the ratio of 1.5 : 1 (viz.) to say
in term of monetary value, the ratio of the mean pay value of the post to be created
to the posts to be surrendered shall be 1 : 1.5
(3) GM / DRMs have powers to create Group C and D posts.
(4) Powers for creation of posts for Workshops and Extra-divisional units are rests with GM only.
(5) The post has to be created subject to the overall target of 1% reduction in MP.

CREATION OF POSTS
Railway Board has banned creation of all posts of Gazetted and Non-Gazetted staff in the open
line (i.e. on Revenue Account)
The General Managers are permitted to create Non-Gazetted posts with Finance Concurrence
in the under mentioned cases without matching surrenders.
Creation of posts of running category, as a result of review of half yearly Power Plan.
Creation of stipendiary posts of apprentices to be absorbed against regular vacant posts, at the
end of apprenticeship period.
Creation of posts for dealing with claim cases arising out of major Railway accident to the extent
permitted by Railway Board.
Trainee reserve posts for initial recruitment training are allowed to be created for the categories
of Diesel / Electric Assistants / ASM.
General Managers have full powers for the creation of non-gazetted posts for operation and
maintenance of new / additional assets with matching surrender.

19

In Group “B” posts of Civil Engineering, Mechanical Engineering, S&T Engg., Electrical
Engineering and Traffic departments are treated as Safety Categories.
DRMs may be allowed to create non-gazetted Group ‘C’ & ‘D’ posts required for maintenance
and operation of new assets on 1:1 basis i.e. by surrendering 1 post in a particular level and
creating a fresh post in same / lower level with GM’s approval.
For creation of posts of Ticket checking staff, 50% of the matching surrender will be from the
Vacancy Bank of respective GM and balance 50% of matching surrender from Board’s Vacancy
Bank.

VACANCY BANK
For dealing with matching surrenders, a vacancy bank shall be operated at Divisional and
Headquarters.
For the purpose of working out the monetary value of the posts being surrendered only the
mean pay of Pay Matrix – corresponding level and dearness allowance as on the date of
creation / surrender of posts should be taken into account.
Mean Pay of surrender of posts in the Pay level.

Divisional Vacancy Bank
This will be operated by Sr. DPOs / DRMs and vetted by every month by DAOs / Sr.DAOs
concerned.
This account is credited with 75% money value of the surplus posts surrendered.
As a result of initiative and work study undertaken by the division for locating pockets of surplus.
25% of money value of such posts shall be credited to headquarter vacancy bank.
The entire amount on account of closure of steam loco sheds, good sheds, parcel office, yards
or induction of the tamping machines shall be transferred to Headquarters vacancy bank.
DRMs are permitted to create provisionally with the concurrence of associated finance, new
posts in the division for operating and maintaining new / additional assets through Divisional
Vacancy Bank.
Ex-Post facto sanction of General Manager with PFA (FA & CAOs) concurrence shall be
requested in every case.
A monthly report duly signed by Sr.DAO, Sr.DPO and DRM shall be sent to CPO and the PFA
(FA & CAO).

Headquarters Vacancy Bank: All proposals for creation of new posts through Headquarters
vacancy bank shall be examined by HODs and vetted by AGMs before they are sent PFA (FA &
CAO) for finance concurrence.
The HODs shall duly take into account the effect of innovation and sophistication in technology
on the need for the Additional Manpower.
He shall give due regard to the need for improvement in productivity in the context of
progressive modernization and sophistication.
All proposals will require prior sanction of General Manager.
This account will be credited by the account received from Divisional Vacancy Bank as well as
money value of the posts surrendered from the organizations controlled by headquarters.
No post can be created unless matching money value is made available from Divisional /
Headquarters Vacancy Bank. The major proposal for which matching surrenders cannot be
offered by the Zonal Railways should be referred to Railway Board after obtaining PFA (FA &
CAOs) concurrence and personal approval of General Manager.

20

To keep a proper accountable of surplus posts and their utilization a Bank of surplus (Vacancy
Bank) should be maintained as under.

Vacancy Bank Railway Board: 25% of the money value of all posts surrendered in the Zonal
Railways such as Division Workshops and extra Divisional Units can be transferred to Railway
Board for crediting to the Railway Vacancy Bank.
The Scheme of restructuring is to be a self financing and expenditure neutral proposition while
crediting money value in the Railways / Railway Board’s Vacancy Bank, it may be ensured that
surrenders made to the extent of providing matching money value for restructuring are not
credited to the vacancy bank.
RBE No.127/2016 Creation of posts for new assets – “Pool of Surrendered Posts”
Manpower planning requires continuous review of sanctioned strength in view of changes in
technology, working systems and redundancies. It is also necessary to plan judiciously to meet
the requirement of posts for manning and operating new assets, especially in safety categories.
Hence, in respect of currently identified redundancies, there is a need to identify and maintain a
“Pool of Surrendered Posts”. This will help avoid initiating any recruitment action, even
inadvertently, for the posts put in this surrendered pool. Existing instructions provide for
creation of posts through matching surrender and by utilizing the money value available in the
Vacancy Bank with the Zonal Railways / PUs etc. In cases, where the Zonal Railways / PUs are
unable to provide money value on their own, proposals required to be sent to the Railway
Board.
Powers had already been delegated to DRMs to meet the requirement of posts in safety and
operational categories for new assets on a 1:1 basis, with the approval of the General Manager.
[RBE No.45/2016]
In order to empower the Zonal Railways to meet the requirement of additional posts for new
assets and for safety and operational activities within their own resources and taking recourse to
the above new concept of “Pool of surrendered Posts”, the following instructions are issued.
These powers are to be exercised by judicious review of existing and required manpower.
Identification of “Pool of Surrendered Posts”
At the beginning of every financial year, each GM / DRM shall carry out a Zero Based Review of
all posts appearing in the Book of Sanctions, the total workload and decide in consultation with
PHODs / Branch Officers, as the case may be, the posts which are required to be operated and
the posts which are not required to be filled up immediately or are not required to be operated.
Such vacant posts should be identified with due diligence and these should be segregated from
BOS and shown in a separate “Pool of Surrendered Posts”. Concurrently, surrender
memorandum duly indicting therein the Division / Unit, Department, Category / Designation of
the post, Pay Band, Grade Pay, the date of credit to this Pool, without indicating money value of
the post surrendered for those segregated posts, may also be issued before adding the same to
the surrendered pool. If some such posts are currently filled up, action needs to be taken as per
para (B) below.

21

Posts which have been lying vacant for long periods and for which no indents have been placed
and are no longer required to be filled up as per current needs should also be included in this
“Pool of Surrendered Posts” an taken out from the Book of Sanctions (BOS) by issuing
surrender memorandum as mentioned above. All these posts shall be maintained in the “Pool
of Surrendered Posts”. Recruitment action against these posts shall not be initiated.
This exercise should be completed in respect of all departments and categories controlled by
the Division / Railway, within the first month of the financial year i.e. by 30
th
April every year.
A similar exercise to identity the vacancies should be continuously undertaken in the PUs also
and posts identified which are no more required, either due to phasing out / modernization of
production line or outsourcing. These posts should also be taken out from BOS and shown in
“Pool of Surrendered Posts” and concurrent surrender memorandum issued as mentioned
above. The money value of these posts can also be utilized to create the posts in safety /
operational categories for new assets / new PUs / expansion of existing PUs in the same
manner as explained at para (C) below.
While indentifying “Pool of Surrendered Posts” as above, it may be ensured that promotional
prospects of the existing employees, who are having avenue of promotion to these posts as per
recruitment rules, are not adversely affected.
Once identified, certification of “Pool of Surrendered Posts” and revised Book of Sanctions
along with issue of surrender memorandum as mentioned above will be done by Personnel and
Accounts Officers.
A Register listing posts in the “Pool of Surrendered Posts” should be maintained, duly indicating
therein the Division / Unit, Department, Category / Designation of the post, Pay Band, Grade
Pay, the date of credit to this Pool and date of debit from this Pool, by way of withdrawal / re-
designation along with suitable remarks and singed yearly by the Personnel and Accounts
Officers. The format for this register is enclosed as Annexure
Creation of Supernumerary Posts: The posts which may be manned, but which may not be
needed or will not be needed in the near future, should also be identified and converted into
supernumerary posts. Supernumerary posts should be created for not more than 6 months and
the surplus staff should necessarily be re-deployed within this 6 months period. For such of the
supernumerary posts, where surplus staff are re-deployed within this 6 months period, the
substantive posts can be put in the “Pool of surrendered posts” and other posts may be created
only in Safety / Operational categories as are needed for new assets” without routing it through
the vacancy bank as per procedure indicated in para (C) below.
Utilization of “Pool of Surrendered Posts” and Supernumerary Posts: The posts included
in the “Pool of Surrendered Posts”, can be used to create safety category posts needed for new
assets only. In no case can it be used to create non-safety category posts. Posts cannot be
withdrawn from this ‘Pool’, to meet statutory requirements or for Vigilance or Security
organizations etc, as Railway Board alone is competent for creation of posts in these
departments.

22

Safety category posts or other operational posts which are to be created out of this surrendered
pool can be done in the pay band and grade pay as that of the surrendered posts or other posts
in different grade pay as per equivalent money value basis at any given point of time. The
money value of both surrender and creation will be calculated simultaneously and at the time of
creation only as per currently applicable money value and not the historical costs when it was
put in the pool of surrendered posts.
In a Division, utilization of pool of surrendered posts as per ‘A’ and ‘B’ above and creation of
new posts in various grades as per requirement within a unit or from one Unit to another or from
one Department to another, can be done by DRMs with concurrence of associate Finance. This
will now not require GM’s approval as was required by Board’s Letter No. E (MPP) / 2003 / 1 /88
dated 05.04.2006. [RBE No.45/2006]
Utilization of posts included in “Pool of Surrendered Posts” from one Division / Workshop to
another Division / Workshop can be permitted by GM with concurrence of associate Finance.
Board can also order transfer of money value by surrender of posts from “Pool of Surrendered
Posts” from any Zonal Railway / PU to another, when Board decides that the Recipient Zonal
Railway / PU is in need of the same for creation.
Requirement of posts for new Production Units and Workshops which have come up recently,
will be met from Vacancy Bank of the Railways as identified and ordered by the Board.
Posts identified for surrender by Railway Board or identified for surrender due to Work Study
Reports, shall not be used for creation on the basis explained in para (C) herein. On surrender,
their money value shall continue to be credited to the Vacancy Bank as per extant orders with
25% share going to Railway Board.
The accountable of the posts in the “Pool of Surrendered Posts” will be maintained by the CPO
for the Zonal Railway / PU and the Sr. DPO for the Division, as the case may be. The proposals
shall be processed by the Personnel branch and routed through Associate Finance at Divisions
/ Zonal levels as the case may be.
GENERAL
The recognized Unions / Staff Council may be kept informed.
This issues with the concurrence of Finance Directorate of the Ministry of Railways.
PROFORMA of Register “Pool of Surrendered Posts”
Railway: Division / Unit: Department:
S
N
Pos
t
Loca
tion
Contr
olling
Autho
rity
Grad
e &
Grad
e Pay
(VI
PC)
Vaca
nt
Since
(MM/
YYYY
)
Date
transf
erred
to
“Pool
(Ref.
No. &
Rea
sons
for
Tran
sfer
in:

Post
transfe
rred
out of
“Pool”
to
Deptt./
Reaso
ns for
Transf
er out:

Creati
on /
Date
of
Creati
on /
transf
er
Mo
ney
Val
ue
at
the
tim
Utiliz
ed
on
whic
h
Rail
way
Re
ma
rks

23

Date) Not
Nee
ded
Locato
n (Ref.
No.&
Date)
Transf
er as
per
Board
order
e of
Cre
atio
n /
Tra
nsf
er
Divn.
/PU

Hereinafter referred to as “Pool”
Note: 1. Statement will have different pages for different Departments. 2. This Statement
should be updated yearly ad duly singed by Personnel & Accounts. 3. It should be formally put
up GM / DRM periodically.
Calculation of Money Value of posts surrendered and crediting Surplus Bank on implementation
of 7
th
Central Pay Commission [RBE No.133/2016 – PBC No.166/2016]
In view of implementation o 7
th
CPC recommendations w.e.f. 01.01.2016, “For the purpose of
working out the monetary value of the post being surrendered, only the mean pay of the same in
a particular level in 7
th
CPC mentioned in the Pay Matrix and dearness allowance as on date
should be taken into account for calculation of mean value”.
The above is explained with the following illustration of surrender of a post in level-7 of the
7
th
CPC matrix:-
6
th
CPC Pay
Band + GP
Level as per
7
th
CPC Pay
Matrix
Pay
Structure as
per Level
Mean Pay of the level
PB-II 09,300-
34,800
+ Grade Pay
4600
Level -7 44,900 –
1,42,400
44,900 + 1,42,400 = 1,87,300
2 2
= 93,650 +(17%) = 93,650+15,921=1,09,571

PB-II 09,300-
34,800
+ Grade Pay
4200
Level - 6 35,400 –
1,12,400
35,400 + 1,12,400 = 1,47,800 = 73,900
2 2
= 73,900 + (17%) = 73,900+12,263=82,463/-

Money Value = Mean Pay + Dearness Allowance as on relevant date
Similar calculation may be adopted for posts surrendered w.e.f. 01.01.2016 and Vacancy Bank
may be accordingly modified.
RBE No. 52 / 2018 / Revised Policy for Creation of Posts. [RBE No.127 / 2016] Manpower
Planning requires continuous review of sanctioned strength in view of changes in technology,
working systems and redundancies. Therefore, the requirement of posts for new assets and
additional workload, especially in safety categories should be examined judiciously.

24

DRMs had been delegated powers to create posts for new assets in safety categories from the
“Pool of Surrendered Posts” [RBE No. 127 / 2016]
2. There have been requests to further liberalize powers in this regard. The following
instructions are now issued in continuation of [RBE No. 127 / 2016]
(a) GMs may create safety as well as other than safety category posts even for existing
assets by utilizing the ‘Vacancy Bank’. If posts had not been created for such assets
earlier.
(b) DRMs may create safety as well as other than safety category posts from the “Pool of
Surrendered Posts” on a 1:1 basis only for new assets.
(c) Proposals for creations from Board’s vacancy Bank should be sent to Board with a clear
certificate that the Railway / PUs does not have any money value in its Vacancy Bank.
(d) Proposals for creation from Board’s Vacancy Bank sent to Board should have due
justification, with certification of the money value in the vacancy Bank of the concerned
Railway / PU and a certificate that there is no feasibility of surrendering any post on a
1:1 basis also.
3. The above delegation will be reviewed after one year keeping in view the actual creation of
posts done by the Railways. The above powers vested with GMs / DRMs shall not be re-
delegated.
RBE No.198 / 2018: Posts indentified for surrender due to work study reports 15% of the money
value for any post surrendered now onwards though work study reports should be transferred to
Railway Board.
Normally minimum 50% share will be kept for Division and 35% for HQ.
GMs can further increase the share of the Divisions, if they want.
DRMs may create safety as well as other than Safety Category posts from the ‘Pool of
surrendered posts’ on a 1 : 1 basis for new assets as well as existing assets.

RECRUITMENT:-
Group ‘A’: Group ‘A’ officers are recruited through UPSC and are placed in various organized
services of the Railways such as IRPS, IRTS, IRAS, IRSE, IRSME, IRSS, IRSSE, IRSEE, IRMS
etc. Some officers are recruited directly as special class apprentices. They are then imparted
training in Railway Training Centre at Jamalpur. This mode of recruitment is restricted to
Mechanical Department only. Against some isolated posts in Security department direct
recruitment is made through UPSC. Some officers are recruited by special recommendation and
subsequently regularized by UPSC through selection. Eligible Group ‘B’ officers are also
regularly placed in Group ‘A’ in accordance with the prescribed percentage after they are
selected by a Departmental Promotional Committee, which includes an UPSC member.

Group ‘B’: The recruitment to Group ‘B’ service is made through selections from the eligible
Group ‘C’ employees. 70% of the assessed vacancies are filled by regular selection and 30% of

25

the vacancies are filled by LDCE. Group ‘B’ posts in Civil Engineering, Mechanical Engineering,
Electrical Engineering, S&T Engineering and Transportation are treated as safety categories for
the purpose of empanelment, medical examination, etc.
Group ‘C’: Railway Recruitment Board makes majority of the recruitment to Group ‘C’. Normally
such recruitments are made to initial grades. Recruitment is also made by GM on
Compassionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special drive,
etc.
IREM VOL.I, Chapter I, Section-B, Sub-Section III (Recruitment and Training) – Rules
governing the filling up posts in Transportation (Traffic) Department. [RBE No.22 / 2018]
I TRASPORTATION (TRAFFIC) DEPARTMENT
(i) STATION MASTERS
122. (1) The Posts in the category of Station Master in Level-6 Rs.35,400-1,12,400/- shall be
filled as under.
(i) 60% by Direct Recruitment from amongst persons having the qualification of Graduation,
through RRBs.
(ii) 15% by Limited Departmental Competitive Examination (LDCE) from amongst staff working
in Operating and Commercial Departments in Level-1 to 5 with an upper age limit of 45 years
(50 years in case of SC/ST) and qualification of Graduation subject to the condition that staff in
Level-1 have rendered a minimum of 5 years regular Railway Service, shortfall, if any, against
the quota being made good by direct recruitment, and
(ii) 25% by General Selection from amongst employees possessing the qualification of
Matriculation and working as Shunting Jamadars, Shunting Masters, Cabinmen
Grade-1 Switchmen, Sr. Signallers and Sr. Train Clerks in Level-4 and Leverman Gr-
1, Pointsmen – Gr.1, Shuntman Gr.1, Cabinman Gr,II and Train Clerks all level-2
with an upper age limit of 45 years (50 years in the case of SC/ST, shortfall if any,
against if any, against the quota being made good by LDCE at the above. This age
limit will be subject to the exception at Para-3 below. Staff in Level-1 [erstwhile 6
th

CPC GP Rs.1800 may be allowed to appear with qualification of Matriculation
and 5 years of regular service.

[2] Qualifications etc for direct recruitment are as under:
(i) Education: A University degree on its equivalent Diploma in Rail Transport and
Management from the Institute of Rail Transport will be an additional describe
qualification.
(ii) Age: Between 18-30 years.
(iii)Training & Stipend: Training period is 75 days. Stipend Rs.35,400/- [RBE No.133 / 2018]

26

(3) Upper age limit for promotion of Switchmen (and Levermen and Cabinmen, wherever they
are considered in lien of Switchmen) as SM against in lien of Switchmen) as SM against 25%
Quota set apart for them will be 50 years.
(4) Channel of Promotion / Higher grades: The next higher grade posts available in this
category in the normal channel of promotion will be that of Station Superintendent in
Level-7 scale Rs.44,900 -1,42,400 (6
th
CPC GP Rs.4600)
Note: All the posts of Station Superintendent in Level-7 - 44,900 -142400 will be filled up 100%
by promotion through Selection from the feeder grade of Station Master.
RECRUITMENT OF STAFF LEVEL-1: Recruitment to all Group-C (in LEVEL-1) will be done
directly by Railway Recruitment Cell of the Zonal Railways instead of RRB. The Recruitment
Cell at HQ will be headed by Chairman (Dy.CPO) RRC& APO (Recruitment) and assisted by
Group-C staff. Recruitment of all Divisions / Workshops / Production Units and other
organizations falling within the territorial jurisdiction of the Zonal Railway will be clubbed
together and considered as one Recruitment Unit.
Recruitment shall be done at an interval of two years. The vacancy is assessed after
adding anticipated vacancy for the next two financial years on the accrued vacancy as on 1
st
of
April of the year of recruitment. The educational qualification shall be Matriculation or ITI or
equivalent. The age limit for recruitment is 18-28 years (now 28+2+2) and relaxable up to 3
years for OBC and 5 years for SC/ST candidates.
Future recruitments [Level-1 of the Pay Matrix of the 7
th
CPC] (RBE No.31/2018) in Technical
departments (i.e.) Civil, Mechanical, Electrical and S&T Departments) will be made on the basis
of the minimum educational qualifications of 10
th
pass plus National Apprenticeship Certificate
(NAC) granted by NCVT or 10
th
pass plus ITI in terms of instructions issued vide RBE No.73/2017.
[RBE No.148/2018]
Detailed employment notice shall be published in leading local newspapers and an ‘Indicate
Notice’ be published in the Employment News and National Newspapers. Candidates have to
apply on line only along with self attested copies of SC/ST/OBC certificates.
The candidates have to give their option to a maximum of three in order of preference for the
Division / Workshops / Production Units / Other organizations. In case of combined examination
for more than one category, then the candidate should also specify his preference for the posts.
No change of option is permitted at any stage later. Recruitment shall be conducted under the
overall supervision of Chairman/RRC. Question Paper will be set by Chairman/RRC and printed
with questions jumbled in four to five series.
The selection consists of Written Test, Physical Efficiency Test and Medical Examination.
The written examination question paper is consisting of 150 multiple choice objective type of two
hours duration, printed in Hindi, English and Regional language(s). The candidates have to
answer the questions on the duplicate type Optical Mark Reader (OMR) sheets. The evaluation
of answer scripts shall be done through computers. Minimum pass mark is 40% for OC and
30% for SC/ST and OBC candidates

27

PET is a qualifying test and passing of PET is mandatory. The number of candidates called
for PET should be two times the number of vacancies. Call letter shall be sent to candidates 3
weeks prior to commencement of PET under Business Post.. In the PET, male candidates
should be able to run for a distance of 1000 metres in 4 minutes 15 sec in one chance and the
female candidates should be able to run for a distance of 400 metres in 3 minutes 10 sec. in
one chance. The entire proceedings of PET are to be video graphed so as to ensure
transparency and the identification of bonafide candidates taking part in PET. PET will be held
in the Divisions of the concerned Railway and DRM will be overall in-charge for the conduct of
PET. PET will be supervised by Selection Committee of three Assistant Scale Officers
nominated by DRM. More than one Committee can be nominated as per requirement. List of
successful candidates qualifying PET will be signed by each member of the Selection
Committee.
The panel will be based strictly on merit position obtained in the written examination. Currency
of panel shall be for a period of 2 years from the date of publication. The currency of the
panel may be e tended by one year by GM in case of administrative exigencies.
The recruitment to posts in GP 1800 is also made by empanelling the eligible casual labourers,
substitutes, Compassionate Grounds appointment, Handicapped / Cultural/ Sports / Scouts
quota, SC/ST special drive appointment etc.
General conditions (Group C Level): Direct recruitments to Group C (above 1800 Level-1)
posts are made through RRBs. RRB makes recruitment on local/regional or All India basis.
Regional/ local recruitment is resorted for recruitment to lower grade posts for which RRB or
respective Railway Administration issues notifications in English/Hindi/regional language as
decided. All India basis recruitment is resorted for higher grade posts for which notification is to
be issued in all leading newspapers.
Notification of RRB is normally issued during May/June. A time limit of at least 6 weeks is
allowed from the date of advertisement for submitting applications. In the notifications conditions
regarding scheme of examination, scale of pay, qualification, age, number of vacancies,
training, stipend etc., are shown. Application forms of RRB are in English and Hindi.
The Nodal RRB in every Railway makes recruitment for ex-servicemen.
Reservation as prescribed is followed for recruitment of SC/ST/OBC candidates. 4% of
vacancies on identified categories are reserved for physically handicapped employees. A
reservation of 20% of vacancies in Group D (in GP 1800) and 10% of vacancies in Group C
(above 1800 GP) posts are provided for Ex-servicemen. Normal age limit for recruitment is 18 to
25 years and 18 to 28 years for Group D (in GP 1800) and Group C (above 1800 GP) posts
respectively. Age relaxation by 5 years is allowed for SC/ST and by 3 years for OBC
candidates. Serving Government employees also enjoy age relaxation. The age of the
candidate is reckoned at the time of applying and is not considered at the time of joining.

28

A candidate, who has more than one wife living, is not eligible for appointment. A person who is
not able to declare his age should not be appointed in Railways. While entering the date of birth
the source or authority is also to be entered.
Candidates recruited are sent for medical examination before directing them for job or training.
Different Medical classifications are prescribed in the Medical Manual for the purpose of Medical
examination. All appointments are on probation for two years. The probationary period
commences from the date of regular appointment and not from the date of training.
Testimonials are verified at the time of interview and also at the time of joining. SC/ST
candidate failing to produce community certificates are appointed provisionally. Their services
are liable for termination, if they do not produce the community certificate within the time
allowed.
Henceforth for appointment against sports quota in Technician – III, the minimum education
qualification for direct recruitment to the post of Skilled Artisan in Grade Rs1.1,900/- should be
prescribed as 10
th
pass. However, the training period for such Sports quota appointees will be 3
(three) years, unless they pass ITI qualification in the relevant Trade, in which case it will be 6
months. [RBE No.98 / 2019]
MINIMUM EDUCATIONAL QUALIFICATION FOR OPEN MARKET RECRU ITMENT TO
VARIOUS POSTS ON THE RAILWAYS.

Henceforth following categories in Non-Technical Popular Categories (NTPS) will have the
revised qualification as shown in the table below.
Sl. No. Category of Post

GENERAL DEPARMENTAL COMPETITIVE EXAMINATION [GDCE] [RBE No.112 / 2018]
The scheme of GDCE for filling up 25% of the Direct recruitment quota vacancies in
Certain Group “C” categories which have Direct Recruitment quota of 25% or more (except
the categories of Law Assistants, Catering Supervisors and the Accounts Departments)
was introduced w.e.f. 20.08.1993 [RBE No.129 / 1993], initially for a period of one year.
The currency of the scheme has since been extended from time to time and was last extended
upto 31.03.2020. [RBE No.57 / 2018]
Powers have been delegated to GMs to increase the percentage of GDCE from 25% to 50%
of Direct Recruitment quota vacancies in individual cases as per needs. [RBE No.09 / 2002]
GMs have been given powers to increase the percentage of GDCE from 25% upto 50% in
individual cases as per needs. [RBE No.26/2016]
To fill up 25% of net direct recruitment vacancies for which indents are otherwise required
to be placed before RRB.
All Regular railway employees irrespective of depar tment possessing prescribed
qualification for Direct Recruitment working in grades lower than the grades / pay scale
for which GDCE is being conducted are eligible to appear in GDCE selection for all categories.
[RBE No. 72 / 2017 & 129 / 1993]
All Regular railway employees irrespective of department possessing prescribed qualification for
Direct Recruitment working in same grade / pay scale for which GDCE is being conducted are
eligible to appear in selection for GDCE from Non-Safety to Safety category posts as well as

29

Safety to Safety Categories / pay scale for which GDCE is being conducted are eligible to
appear in GDCE selection for all categories. [RBE No. 61/2017, 72 / 2017 & 129 / 1993]
Reservation Quotas prescribed for SC / ST will be applicable for GDCE. [RBE No.129/1993]
Maximum age limits for General Candidates is 40 years and for SC / ST is 45 years. [RBE
No.129/1993]. It has been increased maximum age limit for General Candidates is 42 years,
45 years for OBC and 47 years for SC / ST. [RBE No.165 /2001 and PBC No.206 / 2018]
Regular Group ‘C’ and Group ‘D’ staff of the Production Units who fulfill the stipulated
eligibility conditions are also permitted to appear in GDCE whenever conducted by the Zonal
Railways for filling up the vacancies in different Group ‘C’ categories. The Zonal Railways
should therefore, ensure that copies of notifications of selection under GDCE, whenever issued
by them are invariably endorsed to all the Production Units, so as to enable the employees of
the Production Units also to apply for such selections, through proper channel, along with
eligible employees of the selections, through proper channel, along with eligible employees of
Zonal Railway concerned. [RBE No.09 / 2002]
Examination for all posts is to be conducted in single stage only in view of small number
of Railway employees appearing against the same. [RBE No.60 / 2015]
GDCE will comprise of a written test followed by viva-voce and the panels will be formed
strictly in the order of merit. [Vivo-voce stands deleted lr. Dated 07.08.2003)]
The standard of examination shall be like that of Direct Recruitment to avoid any dilution
of the cadre. If suitable candidates do not become available in adequate number as a result of
GDCE, the shortfall will be made good by direct recruitment through Railway Recruitment
Board.
The GDCE is to be conducted by the RRCs.
The date for GDCE is to be fixed by Railway Recruitment Cells (RRCs) of the Railway in
consultation with CPOs and Chairman of respective RRBs.
Question Papers for GDCE is to be provided by respective RRBs, but evaluation shall be
done by RRCs on the basis of answer keys provided by the former. However, instead of 3
sets of Question Papers, only one set of the same will be provided by RRBs to RRCs for
GDCE. All other recruitment related activities will be performed by Chairman of respective
RRCs. [RBE No.113 / 2014]
Zone of consideration for GDCE will encompass staff belonging to all the Departments /
Branches in a Division / Workshop / Headquarters-Office / Extra Divisional Office / Production
Unit as the case may be subject to their applying through proper channel in response to the
notification for GDCE. [RBE No. 129 / 1993].
Wherever, the vacancies remain unfilled in Promotion Quota, the same may be carried
forward to LDCE / GDCE, if any, and unfilled vacancies of LDCE / GDCE may be carried
forward to direct recruitment quota for the next year / next selection. In case there is no LDCE /
GDCE for that post, the unfilled vacancies may be diverted to direct recruitment quota of the
upcoming year. [RBE No.97 / 2014]
The channel of GDCE and LDCE can be availed by the young, talented and qualified staff
working in lower grades for fast tract progression to higher grades.
A large number of vacancies in the Railways remain unfilled and the Railways are not
making timely use of the scheme of GDCE and LDCE for filling up vacancies, which is adversely
affecting the motivation of the employees.
Railways should ensure making use of these schemes liberally to fill up the vacancies timely by
checking out suitable action plan for the same. [RBE No.112 / 2018]
The currency of the GDCE scheme for a further period of 2 years i.e. upto 31.03.2020. [RBE
No.57/2018]
Railways who want to conduct GDCE online may do so with the condition that expenditure for
conduct of these ONLINE (i.e. computer based test) exams will be borne by Railway itself.
[RBE No.19/2017]

30

Question Papers for GDCE are to be set only in English and Hindi and not in any other
language (s) [RBE No.149 / 2019]

Test
Written test and panel strictly as per order of merit.
Standard of examination will be same as that of RRB.
Seniority in the cadres will be same as that applicable for direct recruitment.

Pay Fixation in case of Running Staff.
Pay element of Running Allowance will not be considered for the purpose of fixation of pay of
running staff on their appointment to the posts under GDCE. [RBE No.186/2005, 132/2006]

APPOINTMENT ON COMPASSIONATE GROUNDS: Appointments on compassionate
grounds are made to the wards of the Railway servants who die while on duty or who are
medically incapacitated or who die in harness while in service or who are missing.
Normally the father of the family is taken as the breadwinner. However in the case where both
the husband and wife are employed in Railways, appointment on compassion is given on
account of the death of either husband or wife whichever occurs first. There is no bar in giving
such appointment to the husband of the female Railway servants on the same conditions.
Appointment on compassionate ground is made preferably to the widow or widower. Where the
widow / widower cannot take up employment, son / daughter / Adopted child / Dependent in the
case of Bachelor / Spinster / Married or widowed or divorced daughter with GMs approval are

31

considered for appointment. Minor son is also considered even though at the time of the event
there is a daughter attained majority and or a major son is already employed.
The benefit of compassionate appointment is not admissible to the near relatives. When
compassionate appointment is given to an adopted son or daughters it should be ensured that it
is legally valid, the adoption is legally recognized under the personal law, governing the Railway
servant, and the adoption process has been completed and has become valid before the death /
incapacitation of the employee.
Grades of appointment: Compassionate appointments are normally made in recruitment of
grades of non-technical popular categories. No appointment on compassionate grounds can
be made in intermediate grade. Appointment on compassionate ground is also not normally
permissible in categories like Traffic / Commercial / Engineering Apprentices where the element
of direct recruitment is proportionately less. Where a candidate is found eligible for Group-C
posts but not offered the same for want of vacancy may also be considered for apportionment in
Erstwhile Group-D posts on the condition that they will be considered for Group-C posts as and
when vacancy arises.
Pay: Pay is fixed as usual in terms of rules in force. However in rare cases of distress pay may
be fixed at a higher stage with the approval of the Railway Board.
Time limits
Normally all the appointments on compassionate ground should be made within five years
from the date of occurrence of the event entitling the ward for compassionate appointments.
This period of five years can be relaxed up to 25 years (by GM) provided that-
The circumstances to the case warrant relaxation of the time limit.
The request is for first son / daughter and is made within two years after attaining majority.
The widow of the employee has not remarried.
The benefit of compassionate appointment was not given at any time to any other member of
the family.

Priority
The following is the priority followed in making appointments on compassionate grounds.
Dependents of employees who die or totally crippled while on duty.
Dependents of employees who die in accidents while in service.
Dependents of employees who are totally incapacitated.

Educational qualifications: Normally the persons seeking appointment on compassionate
ground should fulfill the conditions of the eligibility related to educational qualifications
prescribed for apportionment. However in the cases of merit the Railway Board on the
recommendations of the General Manager can relax it on the conditions-
The prescribed qualification should be acquired in a period of two years.
Such persons will be confirmed only after acquiring the qualification.
Such persons will be considered for promotion only after acquiring the qualification.
Such persons will be ranking junior to all persons promoted before he acquires the prescribed
qualifications.
Matriculation is the qualification prescribed for Level - I and it is relaxed in the case of widows
where they can perform duties satisfactorily.

32

Candidates who have passed 10
th
standard but it is not in possession of technical qualification
i.e. National apprenticeship Certificate (NAC) granted by NCVT or ITI or courses / Trade,
Diploma, the prescribed qualification for technical and commercial (catering) departments, viz.,
Civil Engineering, Mechanical, Electrical, S&T Departments and Commercial Catering Level-I
can be considered for appointment, providing them on job training for a period of six months.
[RBE No.195/2017]
Age relaxations: Persons seeking appointment on compassionate ground should fulfill the
conditions of the eligibility related to age prescribed for appointment. However the upper age
limit may be freely relaxed on merits of the case. The General Manager may also relax the
lower age limit of 18 years in exceptional cases up to one year for Group-C posts. The
Divisional Railway Managers for Erstwhile Group-D posts can make such relaxation. Relaxation
of the lower age limit beyond one year requires the approval of Railway Board.
Procedure: The candidates applying for appointments on compassion will be subjected for a
suitability test by a committee of officers, one of whom will be a Personnel officer. The suitability
is adjudged by a test and it need not be rigid. Failed candidates are given an additional chance
to pass the examination and a third chance is given rarely to widows with the approval of the
General Manager. Appointment is finally made subject to availability of vacancies, medical
examination, production of certificates etc.
General Managers consider the requests for compassionate appointments to the wards of
casual labour who dies while on duty and is eligible for compensation under WCA. Similar
consideration is also shown in the case of a casual labour who has attained temporary status.
Such wards of casual labour are appointed as casual labour or substitute.
Compassionate appointments to the wards of Gazetted officers are considered by the General
Manager.
While making compassionate appointments to the dependents of bachelor / Spinster Pass,
Ration card, report of the Welfare Inspector and the family composition declared by the
employee in the Pass declaration register etc. are verified.
Cases of missing employees are considered after two years provided FIR has been lodged
with Police and it is certified that the employee could not be traced. The benefit is not admissible
where the employee has less than two years of service to retire or where the case appears to
be a fraudulent one or on the grounds that the employee has gone abroad / engaged in terrorist
activities. Payment of settlement dues in the case of missing employees should be delinked
from the appointment.
Authorities competent to make appointments on compassionate grounds: The power to
make compassionate appointments is vested in the General Manager. General Manager may
re-delegate this power to the Divisional Railway Manager and also to Heads of Extra Divisional
Units, who are in Level -1 subject to such control, as he may like to impose on the exercise of
power by those authorities. The wards of missing employee’s also re-delegated to DRM. [RBE
No.145 / 2018] The upper age limit may be freely relaxed on merits of the cases.

33

In the cases of appointments of Group “C” posts the powers may be exercised by the Chief
Personnel Officer in consultation with the Heads of Departments concerned. In the cases of
Group ‘D’ posts the power to make such appointments should be delegated to the Divisional
Railway Managers.
General Manager may also exercise powers in regard to appointment of dependents of
Gazetted Officers on Compassionate grounds provided the appointments are made in the
recruitment grades viz. Office Clerk, Ticket Collectors, Commercial Clerks, etc. etc.
The powers of making appointments on compassionate grounds in normal circumstances have
been delegated to DRMs / CWMs and in certain cases approval from GM / Railway Board
should be obtained. In making appointments on compassionate grounds, Divisional Railway
Managers may relax age limit in the case of appointment to Erstwhile Group ‘D’ posts. Where
ever DRM / CWM is competent to make the appointment on compassionate grounds, they may
grant relaxation in upper age limit also.
General Manager’s permission is to be obtained in the case of-
Appointment to married / divorced / widowed daughter.
Appointment to the wards of Casual Labour.
Appointment to the wards of Gazetted Officers.
Relaxation of lower age limit up to one year. [The lower age limit of 18 years normally required
for appointment in Government may also be relaxed upto one year with the personal approval of
the General Manager]
Third chance to the widows to appear suitability test. etc.

Railway Board’s permission is to be obtained in the case of-
Cases more than 25 years old.
Relaxation of lower age limit beyond one year. [Relaxation of the lower age limit beyond one
year will require the approval of the Ministry of Railways]
Relaxation of educational qualification.
Fixation of higher pay and any other deviations from the normal rules.

DRM / CWM may transfer where the candidate requests for appointment on compassionate
grounds from parent Division / Workshop of Railway servant to other Division / Workshop cases
complete in all respect to the Division / Workshop from their Division / Workshop directly without
routing them through Headquarters of Zonal Railways, where the candidate desires to be
appointed. Admissibility of the compassionate grounds appointment may be examined at
parent Division / Workshop of the ex- Railway servant. All other appointments process to be
duly completed at the accepting unit. [RBE No. 134/2018]

34

RESERVATION RULES
History of Reservation: More than 235 million men and women described as scheduled caste
and scheduled tribes have been suffering for centuries as suppressed classes. They were
denied of human dignity and were treated as bonded labourers. For several centuries the SCs,
STs were subjected to discrimination among human beings and have been prevented from
taking up education, entering places of worship etc. and subjected to exploitation and
humiliation. They were treated as untouchable although they were utilised as labourers for the
society. Thus, though SCs /STs were made to serve the society, they were denied equality with
others. Therefore, were educationally, economically and socially backward in the society.
During the British Rule the Government thought of giving some relief to the suppressed
Scheduled caste along with Anglo Indians, by earmarking certain percentage of vacancies in
Government services by the way of reservation. During this period there was no such

35

reservation in favour of scheduled tribes. Taking in to consideration the very poor status of SCs
and STs in the societies, When India attained Independence, the founders of Constitution made
the following safeguards for the betterment of these communities such as -
Social, Educational, cultural and religious safeguards.
Political safeguards.
Economic safeguards.
Safeguards for public employment in Government services.

Some of the important provisions laid down in the Constitution of India in this regard are listed
below.

Article 14: Equality before law – State shall not deny to any person equality before the law or
equal protection of the laws with in the territory of India.

Article 15: Prohibits discrimination on grounds of religion, race, caste, sex, place of birth, and
makes special provision for the advancement of any educationally backward class or citizens or
the SC/STs.

Article 16: Equal opportunity in matters of public Employment -

1. There shall be equal opportunity for all citizens in matters relating to employment or
appointment to any office under the State.

2. No citizen shall on the grounds of religion, race caste, sex, decent, place of birth,
residence or any of them be ineligible for or discriminated against in respect of any
employment of office under the State.

3. Nothing in this Article shall prevent the State from making any provision for the
reservation of appointments of posts in favour of any Backward Class or Citizen,
which in the opinion of the State is not adequately represented in the service under
the State.
Article 17: Untouchability is abolished and it’s practice in any form is forbidden. Enforcement
of any disability arising out of ‘Untouchability’ shall be an offence punishable in accordance with
the law.

Article 29: Protection of interest of minority: No citizen shall be denied admission in any
educational institution maintained by the State or receiving aid out of State fund on the grounds
of religion, race, caste, language or any of them.

Article 46: The State shall promote with special care educational and economic interest of the
weaker section of the people and in particular for the SCs /STs and shall protect them from
social injustice and all forms of exploitation.

Article 335: Provides that the claims of members of SCs /STs shall be taken into consideration,
consistently with the maintenance of the efficiency of the administration in making the
appointment in services and posts in connection with the affairs of the Union or of a State.

36

Article 339: Provides for the control of the Union over the administration of scheduled areas
and welfare of the SCs/STs, providing appointment of the commission to report or the
administration of the scheduled areas and welfare of the SCs/STs, in the State.
Article 341 & 342: Empowers the President to declare particular castes, race or tribes as
SCs/STs. It also empowers the Parliament to include or exclude any caste, race tribe as SC/ST
by a notification. Under these constitutional provisions reservations in the public services have
been provided for the SCs/STs from 13.09.1950 at the rate of 12.5% & 5% respectively
wherever posts were filled up by open competition on All India basis. Wherever posts were filled
up by recruitment on All India basis otherwise than on open competition, 16 2/3% & 5%
reservation was provided for SC/ST respectively. Even before 13.09.1950, 12.5% reservation
was available for SCs in Government services.
After 1961 census the above percentages were revised as under with effect from 15.03.1970
according to the proportion of population of SCs and STs to the total population.
Recruitment made on All India basis by open competition.
SCs 15% STs 7.5%
Recruitment made on All India basis otherwise than by open competition.
SCs 16 2/3% STs 7.5%
Recruitment made on local/ regional basis:
SCs 15% STs 7.5%

Mandal Commission recommendations: As per the recommendations of Mandal
Commission, 27% of Direct Recruitment Quota vacancies in civil posts/Services under the
Government of India are reserved for other backward classes with effect from 8.9.1993,
certain classes of persons among OBCs as specified in schedule who belong to creamy Layer
are excluded from the purview of this 27% reservation for OBCs.
List of persons coming under creamy layer
1. Persons holding constitutional posts.

2. Persons employed in Group- A service in Central and State Government.

3. Persons employed in Group- B service in Central and State Government.
4. Employees of public sector undertakings holding posts equivalent to Group A & B
service in Central and State Government.

5. Persons employed in Armed Forces including Para-military forces holding the rank of
colonel and above.

6. Professionals such as Doctors, Lawyers, Chartered Accountant, Income tax consultant,
Financial or Management consultant, Civil Engineer, Architect, Computer specialist, Film
artists and other Film professionals, Authors, Sports person, Sports professional, Media
professional or persons in any other vocation of similar status.

7. Persons engaged in Trade, Business and Industry.

37

8. Property owners- Agricultural holdings such as Plantations, Coffee, Tea, Rubber Mango,
citrus, Apple etc., vacant land and buildings in urban areas and urban agglomeration.

9. Income/wealth test.

RBE No.127/2018: Sons and daughters of persons having gross annual income of Rs.1 lakh or
above for a period of three consecutive years would fail within the ‘Creamy layer’ and would not
be entitled to get the benefit of reservation available to the Other Backward Classes.

The aforesaid limit of income for determining the creamy layer status was subsequently raised
to Rs.2.5 lakh, Rs.4.5 lakh Rs.6 lakh and Rs.8 lakh respectively. (CPSE – Central Public Sector
Enterprises)

Application of reservation in Recruitment: In terms of the constitutional provisions,
reservations in public services have been provided for SCs/STs and OBCs in recruitments in the
following cases.
Permanent appointments and appointments likely to become permanent or to continue
indefinitely in recruitment grades or posts both in initial and intermediary grades wherever
applicable.
Temporary appointments in each grade or post including leave vacancies for 45 days or
more.
The percentages reserved for SC/ST/OBCs in various recruitments to be followed with effect
from 08.09.1993 are given below.
Percentage of reservation in Recruitment
Sl.No METHOD OF RECRUITMENT SC ST OBC
1 Regional basis 15% 7.5% 27%
2 All India basis by open competition 15% 7.5% 27%
3 All India basis otherwise than by open
competition
16
2
/3% 7.5% 27%

Normally for any recruitment, basic minimum standard is fixed in case of competitive
examination, merit lists are drawn subject to fulfillment of this basic minimum standard and
candidates are empanelled to the extent of number of vacancies according to the merit order.
The cut off point for the general merit list is normally well above the basic minimum standard. In
the process, those who are empanelled in the general merit list will not be adjusted against the
reserved quota.
Those SC/ST/OBC candidates who could not come in the merit list, but have obtained the basic
minimum standard should be empanelled / appointed against the reserved vacancies. In other
words, those enlisted in the merit list to the extent of unreserved vacancies even if they belong
to SC/ST/OBC, are not counted against reserved vacancies.

38

Relaxation in Recruitment: The following relaxations are admissible in recruitment for
reserved community candidates.
Maximum age limit prescribed for Direct Recruitment is relaxed up to 5 years for SC/ST
candidates 3 years for OBC candidates. In the case of apprentices maximum age is relaxed
up to 30 years. SC/ST candidates are fully exempted from payment of Fees / costs for
admission to any recruitment examination / selection. Free passes are issued to SC/STs to
travel by train when summoned for written test / interview in connection with recruitment.
SC/ST Candidates should be examined / interviewed in separate block.

In the event of non-availability of SC/ST candidates with basic minimum standard, candidates
who have obtained lower position in examination can be recommended except where it is
considered that the minimum standard necessary for maintenance of efficiency is not to be
lowered. If SC/STs are not available as required even by applying the relaxation, candidates of
these communities who fulfill the minimum educational qualification laid down in the
employment notice should be recruited in Non-technical / Quasi-technical categories in Group
‘C’ & Group ‘D’ to be filled by Direct Recruitment without written examination and such
candidates should be given in service training. In respect of written examination, interview, in
order to fulfill the quota earmarked to OBCs relaxation of standards may be provided as in the
case of SC/ST candidates wherever necessary.
In case of SC/ST candidates who appear for interview for recruitment, there will be no
prescribed qualifying marks either for the aggregate or for individual items such as personality,
intelligence, physique, previous experience etc. They shall be asked simple questions to
ascertain whether they are capable of meeting the requirements of the job. The merit list will be
drawn based on the marks obtained in the written test. In certain identified categories where
practical experience has been prescribed as minimum qualification to Group- C categories, it
shall be reduced, relaxed or waived.
Physical standard for appointment as Rakshaks and Sub-inspectors in the Railway Protection
Force of SC/ST candidates are relaxed as under.
COMMUNITY HEIGHT CHEST
EXPANDED
WEIGHT

SC 160cm 76.20cm 50kg
ST 150cm 76.20cm 48kg

While nominating selection committee members for recruitment, a member from SC/ST is also
associated.
Relaxation in Training and Appointment:- SC/ST Apprentices and trainees in the
categories of JEs, SSEs, SSE(C&W) (TXRs) Commercial clerks, Ticket collectors, Account
Clerks, ASMs etc., who do not complete their training successfully in the first attempt are given
second chance with stipend and a third chance without stipend, to enable them qualify in the
training.

39

In respect of Non-safety categories, 10% relaxation of marks is granted in qualifying
examination at the end of training as against the qualifying marks of 50% for the unreserved
and for OBCs. SC/STs are declared as passed provided they obtain 40% of marks.
General Managers are vested with special powers to recruit SC/ST candidates without
reference to RRB to make good the short fall in SCs/STs.
When SC/STs are recruited and directed for medical examination, a special endorsement is
made in the medical requisition as “If He / She is not found suitable for the medical classification
required for the category for which he / she has been recruited, he / she should be further
medically examined and indicated for which category he / she is found fit”, so as to enable the
administration to provide suitable alternative appointment.
As far as possible, they should be posted to a place nearer to their place of residence. If it is
not feasible they may be posted in a place where the administration can provide them quarters.
Even in the case of Casual Labourers / substitutes who have rendered 5 years of service when
found medically unfit for a particular category, they may be accommodated in any other
suitable shortfall vacancies where they are fit.
In recruitment there is no question of de-reservation. In a category where both direct recruitment
and promotional quota are involved, and if there is any shortfall in either of the quota it can be
exchanged and adjusted later, duly making necessary remarks in the reservation roster register.
Supersession of SC / ST employees in Promotion: Supersession means a supersession of
a senior SC/ST employee by a junior employee either reserved or unreserved community. GM
reviews the cases of suppression of SC/ST employees in promotion based on selection.
Supersession of promotion in non-selection posts are reviewed by HOD concerned in Head
Quarters, by DRM in Divisions and by CWM in workshops.
Retrenchment: Any retrenchment is made in the inverse order of the reservation roster
register.
Extent of Reservation in Promotions: There is no reservation of posts for OBCs in the matter
of promotions. In the case of SC/ST employees reservation is permissible for promotions within
Group ‘C’ (in GP 1800) services, promotions from ‘C’ (in GP 1800) to ‘C’, within Group ‘C’ from
Group’ C’ to Group B services and in posts filled by competitive examinations limited to
departmental candidates whether against selection posts of non selection posts, where the
element of Direct Recruitment does not exceed 75%, permanent posts, temporary posts likely to
be made permanent or likely to be continued indefinitely and also for short term vacancies of 45
days or more. Reservation is also to be made wherever adhoc promotions are made
against vacancies of 45 days or more. In respect of Gazetted cadre reservations is
permissible for adhoc promotions of Group ‘B’ Officers to Senior Scale.
Reservation rule is applicable to all vacancies irrespective of the background of occurrence,
whether they are by normal retirement or otherwise or on account of cadre restructuring.

40

Reservation is not applicable for posts filled on tenure basis such as work study inspector,
vigilance inspectors and instructors of training centre. Reservation is also not permissible for
filling up of vacancies of less than 45 days duration, for posts filled by transfers or by
deputation.
SC/ST candidates promoted on their own merit and seniority should not be counted as
reserved candidates. It has been further laid down that SC/ST candidates can be placed on the
panel / select list even in excess of the reserved quota in case such candidates qualify against
general posts on merit / seniority. These SC/ST candidates should be excluded for the purpose
of counting the available SC/ST while computing the reserved quota.
In the case of reserved community employees, it is required to be indicated clearly as to
whether they are empanelled against SC or ST point or against unreserved vacancy based on
merit and seniority. This would enable for an easy compilation by the cadre officer to exclude
those SC/ST who have been empanelled on their own merit and seniority while computing the
available SC/ST candidates and decide the reservation to be made for the selection / suitability
test.
Promotion to non-selection posts: In order to regulate promotion of SC/ST employees in
Railway services post based roster is adopted to ensure the percentage of reservation in
promotion @ 15% & 7.5% for SC/ST respectively.
Promotion from Group-C to Group-B other than Security Department: Promotions are
ordered in the order of seniority after the process of selection and the zone of consideration is
1:3 except in the case of Personnel Department. If SC/STs are not available for consideration
for the reserved vacancies the field may be extended upto 5 times of the number of vacancies
and only SC/ST employees coming within the extended field should be considered.
Pre-promotional training in safety categories: In safety categories, SC/STs required to
attend selection for promotion from Group ‘C’ to Group ‘B’ and within Group ‘C’ are given pre
promotional training for 3 to 4 weeks at MDZTI and other training institutions.
Consideration in selection to safety posts: SC / ST employees securing 60% of marks in
professional ability and 60% in aggregate excluding seniority marks (60% of 85 = 51 marks) are
to be declared as qualified for empanelment / promotion against reserved vacancy.
In the absence of qualified reserved candidates, the reserved shortfall vacancies can be carried
forward to the next year. There is no provision to fill up safety category selection posts on
relaxed standard or on ad-hoc measure from best among the failed SC / ST candidates.
Selection in non-safety categories: Reserved community candidates who qualify without
applying relaxation are to be considered first and for the remaining reserved vacancies SC / ST
employees with relaxed standards are to be considered.
In such cases SC/ST candidates securing 50% of marks in professional ability and 50% in
aggregate excluding seniority marks (50% of 80=40%) are declared as qualified for
empanelment for promotion against the reserved posts.

41

Even after adopting this scheme, if there are reserved vacancies still remaining, such vacancies
should be filled upon ad-hoc measure for a period of 6 months by promoting the best among
failed SC/ST candidates who secured minimum of 20% marks in each item of consideration.
During the period of ad-hoc promotion they should be given in-service training and their
performance should be assessed on completion of 6 months to decide whether they are fit to
continue. If found fit to continue, their names should be placed in the panel at the bottom and if
found unfit they will be reverted.
General conditions applicable to selection & non-selection posts: SC / ST candidates who
have qualified according to their merit / seniority without applying any relaxation and empanelled
/ enlisted to the extent of number of unreserved vacancies should not be counted while
computing reserved community employees.
While filling up of non- selection posts including artisan posts other than safety, there is 10%
relaxation in qualifying marks wherever written test or Trade test is conducted for promotions
against reserved vacancies.
In Trade test, SC/ST employees need to secure only 30 marks out of 60 in practical and 11
marks out of 40 in oral test for promotion against reserved post.
Reversion: Since promotions are made in an order against post earmarked or on replacement
the reversions which become necessary on shrinkage of the cadre should also be made only in
the inverse order.
Postings on promotion: As far as possible SC / ST Employees on promotion may be posted in
the same station or where the Administration can provide Quarters.
Conversion from neither community: The following records are to be produced for
conversion and conversion will be given effect by the administration only from the date of
submission of all these certificates. Publication in local Newspaper. Certificates from the
concerned recognized mutt heads or religious institutions. Gazette publication. Acceptance
certificate from community elders. Revised community certificate from the appropriate
Tahsildar.

Allotment of Railway quarters:- Railway Quarter to the extent of 10% of Type I & II & 5% of
Type III & Type IV belonging to non-essential pool should be allotted to SC/ST employees
working at Head Quarters of the Zonal Railway / Division, production Units and in other areas
where the number of quarters are 50 or more.
For the purpose of allotment, two waiting lists are maintained viz., one general Waiting list for all
employees and another special waiting list for SC / ST for allotment against 10% & 5% quota.
The SC / ST employees, who are senior enough in a general waiting list in their turn, must be
given allotment from the general quota.
The special list will operate only in the accommodation provided on the general Waiting list falls
short as the 10% & 5% as the case may be.
A member of SC / ST should be as far as possible be associated with the Housing Committees
for allotment of quarters.

Educational facilities: The following concessions are given to SC / ST in the matter of
admission to the Educational Institutions run by Railways. 20% of seats (15% for SC and 5% for

42

ST) are reserved for SC / ST with inter change provision between SC / ST, if sufficient
candidates do not apply from one or the other. Where admissions are restricted to candidates
who obtain certain minimum percentage of marks and not merely passing qualifying
examination there may be 5% reduction in the pass mark for the SC/ST candidates.
Miscellaneous concessions: SC / ST employees are permitted to represent their grievances
directly to the National Commission for SC/ST, New Delhi. No prior permission is necessary for
sending such representation.
Separate grievances register for SC/ST should be maintained at all stations and offices to
enable them to record their grievances.
Notice Boards in work spots, office room accommodation with telephone and provision of
informal meetings with officers for redressal of grievances are some of the concessions given to
SC/ST employees.
Post based reservation: Prior to operation of post based rosters w.e.f 10.02.1995. Vacancy
based rosters have been prescribed in order to implement the Government’s policy relating to
the reservation of jobs for Scheduled Castes and Scheduled Tribes. The application of
reservation on the basis of these rosters was called in the question before the courts. The
constitution bench of the Supreme Court in the case of R.K. Sabharwal Vs. State of Punjab as
well as Union of India Vs J.C. Malik had held that the reservation of jobs for SC / ST / OBCs
should apply to the posts and not to the vacancies. The court further held that the vacancy
based rosters can operate only till such time as the representation of the persons belonging to
the reserved categories, in a cadre, reaches the prescribed percentage of reservation.
Thereafter, the rosters cannot operate and vacancies, released by retirement, resignation,
promotion etc. of the persons belonging to the general and the reserved categories are to be
filled by the appointment of the persons from the respective category so that the prescribed
percentage of reservation is maintained at all times.
The Court also held that persons belonging to reserved categories, who are appointed on the
basis of merit and not on account of reservation, are not to be counted towards the quota
meant for reservation.
With a view of bringing the policy of reservation in line with the law laid down by the Supreme
Court, it has been decided that the existing 40 point vacancy based rosters of promotional
categories shall be replaced by post based rosters.
Post based reservation rosters - While preparing the new post based rosters for promotional
categories or grades, the following points of practical importance should always be borne in
mind.
The post-based promotion roster will be effective from 10.02.95.
The names of the incumbents in the grade as on 10.02.1995 are to be entered against the post
based roster and all incumbents are to be fitted in a best fit manner duly ear-marking the

43

reserved candidates against the reserved posts, except where records or other indications are
readily available in respect of any candidate to establish his appointment / promotion was made
only on merit and not due to reservation in which case, such a candidate can be fitted against
general category posts.
If in any particular category / grade, the post based roster is without any excess or shortfall,
further filling up of vacancies will be by replacements, i.e., when a general candidate vacates
the post, the replacement will be by UR. SC by SC & ST by ST.
If in any particular category, there is shortfall; efforts should be made to fill the existing vacancy,
even though caused by vacation of the UR candidates by appointments of the candidate
belonging to reserved community.
Similarly, if there is an excess representation from reserved community, it shall be adjusted in
the ensuing vacancy, even if the vacancy is arising out of retirement or demitting office of a
candidate belonging to the reserved categories.
Principles of preparing post based roster
1. The number of points in the roster shall be equal to the number of posts in the Cadre. In
case there is any increase or decrease in the cadre strength in future, the rosters shall be
expanded or contracted correspondingly.
2. Cadre, for the purpose of roster, shall mean a particular grade and shall comprise the number
of the posts to be filled by a particular mode of recruitment in terms of the codal or manual
provisions or Railway Board’s instructions issued from time to time. Thus in a Cadre of say 200
posts where the recruitment rules prescribed a ratio of 50:50 for direct recruitment and
promotion, 2 rosters, one for direct recruitment and another for promotion each comprising 100
points shall be drawn upon the lines of the respective mode rosters. The cadre also means the
sanctioned posts, temporary posts, work charged posts, supernumerary posts, shadow posts
etc., in the grade.
3. Since reservation does not apply to deputation and transfer where rules prescribe a
percentage of posts to be filled by this method, such number of posts of the grade shall be
excluded while preparing the rosters.
4. In the small Cadre up to 14 posts the method prescribed for preparation of rosters does not
permit the reservation to be made for both the categories of SC/ST. In such cases, reservation
by the way of rotational replacement is to be provided and to achieve this a model roster has
been prescribed by the Railway Board. While providing reservation on rotation it should be
seen that total reservation does not exceed 50%. If rotational point comes to reserved
community resulting in total reservation exceeding 50% the reservation need to be shifted to
subsequent points. The reservation even in single post is held as constitutional and valid.
5. At the time of initial operation of a roster it will be necessary to adjust the existing
appointments in the roster. This will also help in identifying the excesses or shortage, if any, in
respect of categories in the cadre. This will be done starting from the earliest appointment

44

made and making appropriate remarks utilized by SC / ST / General as the case may be against
each point in the rosters as explained in explanatory note appended to model rosters. While
making these adjustments, the appointments of candidates belonging to the SC/ST, which were
made on merit and not due to the reservation, are not to be counted towards reservation. In
other words they are to be treated as general category appointments. Excess, if any would be
adjusted through future appointments and the existing appointments would not be disturbed.
6. Post based rosters, should be prepared with reserved roster points spread over evenly on the
lines of model roster prescribed.
7. The existing instructions regarding single vacancy would not be applicable in the post-based
roster system.
8. Post reserved for SC / ST should not be de-reserved and should be carried forward. It is not
permissible to fill up a post reserved for ST by SC or vice-versa by exchange of reservation
between SC and ST.
9. At any given point of time, the rule of maximum 50% quota will be followed on the cadre as a
whole and not on the basis of individual recruitment where it may happen that all posts may be
falling in share of SCs / STs, due to the application of post based reservation as the posts may
be vacated by these segments only.
10. SC / ST surplus staff adjusted in a new Cadre against unreserved roster points will not be
required to be adjusted against the reserved points, whereas if a reserved points is filled by
surplus staff who has / have been the member of SC/ST the reserved point will be deemed to
be consumed and adjusted against the reserved point in the new roster.
Since recruitment is generally vacancy based, it may happen that the actual number of
promotees and direct recruits in the Cadre does not correspond to the number of posts ear-
marked in the respective reservation roster. For the purpose of calculating representation of
reserved category in a cadre, total number of promotees and direct recruits may be taken in to
account. Rectification of the representation as per prescribed percentage by the prescribed
mode of recruitment at the earliest possible time should however be the ultimate aim.

PROMOTIONS AND SELECTIONS
General: For the purpose of maintaining efficiency in the administration, Railway Board has
classified the posts as selection posts and non-selection posts. Regular promotions are ordered
only against clear vacancies arising due to creation of additional posts, retirement, resignation,
death, promotion to higher grades etc.
For promotions from one grade to another in selection posts as well as non-selection posts
within Group C, whether safety posts or Non-safety posts, the employees should have worked
at least for a period of 2 years in the immediate lower grade in Group C cadre. The period of
adhoc promotions followed by regular promotion without break will be counted for reckoning this
two years qualifying service in the lower grade. In case however, if a junior employee is eligible

45

for consideration for promotion satisfying the conditions of two years in the lower grade, all his
seniors would automatically be deemed to be so eligible. In the case of non-running category, in
the event of non-availability of employees with two years in the lower grade, employees who
have completed one year in the lower grade may be considered for promotion with the personal
sanction of GM provided it is necessary to fill up the higher grade vacancy. Adhoc promotions
against short-term vacancies should be resorted only in exceptional cases for a period not
exceeding four months and where selected candidates are not available. It is unavoidable while
making local arrangements the person available may not be the senior most. All adhoc
promotions should be terminated at the earliest opportunity and where it is not possible
to terminate within four months, approval should be obtained from Headquarters explaining
the circumstances.
Promotions on seniority-cum-suitability basis
Non-selection posts: The GM or HOD may prescribe modalities for assessing suitability. If
they so desire, even for promotion on seniority-cum-suitability basis, a written test can be
prescribed as mode of adjudging suitability. In other cases it is on the basis of perusal of
records such as SR, CR, and performance report. The under lying principle in this type of
promotion is that the staff from feeding category should be considered in proportion of 1: 1 basis
based on seniority and fitness. Assessment of vacancies for suitability test or trade test is
calculated by adding the existing vacancies to the anticipated vacancies for the next 6 months
and to the extent of number of vacancies so assessed, a select list of suitable employees
should be prepared and kept ready for filling up vacancies as and when they arise. The
assessment period is 12 months where the promotion is based on perusal of SR and CR.
In certain categories suitability is to be assessed on the basis of trade test in accordance with
the syllabus prescribed in the trade test manual. Trade test should be conducted periodically
once in 6 months. If an employee has passed the trade test for a particular post, he need not be
tested again for the same.
Trade Test Marks
Marks Qualifying Marks
Oral 40 15
Practical 60 36
Total 100 51
The 10% relaxation of marks in the case of SC/ST employees should be applied only when
required number of such employees qualified without applying relaxation is not available and the
relaxation is permissible only against non-safety categories.
An Assistant Officer of the department assisted by a supervisory official may conduct trade test.
The JAG officer of the department who is the Chairman in the trade test committee should
approve the result of the trade test. If there is no JAG officer in the particular department, the
results should be approved by the DRM or ADRM in divisions and in the case of workshops by
CWM. The trade test results should be published after the approval of the competent authority.

46

An employee failed in the trade test can be tested again only after completion of 6 months from
the date of earlier trade test.
Promotion against selection posts: Selection posts are to be filled up by a positive act of
selection. A clear procedure is laid down for conducting selection. While cadre posts are filled
up from the employees in the immediate lower grade, ex-cadre posts are filled up from among
the staff of the same cadre or more than one cadre.
Procedure for selection: First and foremost thing for conducting a selection is correct
assessment of vacancies. This will be done on the following basis.
Vacancies existing on the date of assessment.
Vacancies anticipated due to retirement, promotion to higher grades, and creation of new posts,
etc., during the next 15 months.
(a+b) above minus number of employees expected to return from deputation and number of
employees borne on the previous panel but not yet promoted shall be the number of vacancies
for the cadre post selection.
In the case of Ex-cadre or General post anticipated vacancies for the next 2 years will be
taken into account along with the existing vacancies. The vacancies assessed should be
segregated for unreserved, SC and ST separately and got approved by the authority who is
competent to approve the selection panel and thereafter it should be notified to the employees
concerned who are being subjected for the selection. The vacancies once assessed and
approved should not be altered on any account thereafter.
Nomination of the selection committee: For all selections, selection committee shall consist
of not less than 3 officers. One of them shall be a Personal officer and another from the
department concerned. Out of the 3 members, one should be from SC/ST community. However,
inclusion of the SC/ST officer in the committee is not necessary when the selection is conducted
for unreserved posts when only general candidates are in the zone of consideration. The
committee will comprise of two department officers and one officer from the personnel
department for selection in departments other than Personnel and two officers of the personnel
department and one officer from another department for selection in Personnel department.
For selections to non-Gazetted posts in Grade Rs.5500-9000 / Grade Pay Rs.4200/- (09300-
34800) / Level - 6 and above, the selection committee will consist of Junior Administrative
Grade officers. However representative from personnel department can be a senior scale officer
who shall nevertheless be equal to other members of the selection committee. For the selection
of OS-II in personnel department, if the personnel officer of the division is not a JA Grade officer
but a Senior Scale Officer, he can be nominated as one of the representatives from the
personnel department along with a JAG grade officer of the personnel department from some
other division or office. For other selection posts the selection committee shall consists of
officers not below the rank of senior scale wherein the representative from the personnel branch
can be an Assistant officer.

47

For Multi Disciplinary Zonal Training Institutes – Selection Committee of 3 JAG officers
will be constituted with the approval of PCPO concerned. Head of the Training Centre will
also be co-opted as fourth member.
For Divisional Training Institutes level – Selection Committee of 3 Sr. Scale Officers will
be constituted with the approval of DRM / ADRM concerned. Head of the Training Centre
will also be co-opted as fourth member. [RBE No.93 / 2018 Old 127 / 2001]
For selection from Group D to Group C service against 33 1/3 % quota, direct recruitment
vacancies in the categories of Office Clerk, TC, TNC and Commercial Clerks, Senior Scale
Officers shall be nominated as selection committee members. None of the members shall be
directly subordinate to another. While nominating the committee members, care should be taken
to avoid inclusion of officers who are close relatives of the employees considered in the
selections.
Where two officers are nominated from one department for a selection, consists of a written
examination, one officer should be nominated for setting question paper and another officer for
valuation of answer papers.
Field of eligibility: In the case of cadre posts, the normal field of eligibility will be three times of
the number to be empanelled. However candidates who belong to one grade below the
selection posts can only be considered. If sufficient number of employees in the grade is not
available, it is not permissible to extend the field of eligibility to the next below grade.
Employees who have not completed 2 years in a grade can also be called and considered in the
selection to the next higher posts. But it should be ensured that they are promoted only after
completion of 2 years in the grade. In other words non-completion of 2 years in the lower grade
is not a bar to appear for selection. In the absence of employees completed 2 years in the lower
grade, employees completed one year may be promoted to higher-grade posts in non-running
category with the personal sanction of GM.
In the case of selection to Ex-cadre or General post, all eligible employees up to two grades
below the selection post, if they satisfy the qualification, can be admitted for the written
examination if they volunteer.
Notification of the selection: The names of eligible staff to be considered for selection should
be notified in the order of seniority, reasonably 3 or 4 weeks in advance of the written test. The
notification should contain the number of vacancies reserved, if any. The syllabus for written test
should also be published.
Written test: The question paper should specifically indicate the marks allotted to each
question and the time allowed for the written test. Choice if any should be specifically indicated.
In respect of higher selection post in a category, about 50% of the total marks should be allotted
for objective type questions. The candidates can be permitted to write examination in Hindi or in
English. In certain selection posts a portion of the question can be answered in regional
language. One supplementary test can be allowed for those who could not attend the original

48

test for reasons beyond their control. The date of supplementary test should also be fixed and
advised while issuing notification for the main written test/selection/examination.
After the conduct of written test, the concerned personnel officer will assign dummy numbers to
the answer book as well as in the fly leaves and remove the fly leaves from the answer book.
The answer book containing dummy numbers (not names of the employees) should be kept in a
sealed cover and the papers sent to the officer nominated for evaluation. Key or model answer
paper prepared by the officer nominated for setting the question paper should also be put in a
sealed cover and handed over to the officer who values the answer papers. The personnel
officer should maintain a register of dummy numbers and the flyleaves should be kept in a
sealed cover. The officer valuing the answer papers should return the same to the personnel
officer along with the summary of marks obtained by each employee.
Candidates securing 60% and above marks in written test are normally declared qualified for
viva-voce test for the posts of Law Assistants, Teachers, Telephone Operators,
Physiotherapists, Stenographers, Chief Typists, Instructors, Hostel Superintendents,
Protocol Inspectors, Receptionists, Publicity / Advertising Inspectors, Photographers /
Cameramen. For other posts, viva-voce is dispensed with and the marks of viva-voce is
included in the Written Test. To safeguard the interest of the senior employees the total marks
obtained in the written examination and the notional marks for seniority should also be the basis
for calling candidates for interview instead of 60% marks for written test alone. For example, if a
candidate secured only 16 marks out of 35 in written test (instead of 21 marks prescribed to
qualify), he will become eligible for viva-voce if he secures 14 marks out of 15 in notional marks
for seniority, thus making up 60% of the total marks prescribed for written test and seniority.
However, the candidate must secure 14 marks out of 15 for vivo-voce to make up 60% of the
total in professional ability. This procedure is not applicable for selection to Ex-cadre or General
post.
Allotment of marks in selection posts

Subject

Marks
Qualifying marks
for General
Community
candidates
Qualifying
marks for
SC/ST
(non safety
posts)
Qualifying
marks for
SC/ST
(safety
posts)
I. Professional ability
Written test -50
{35 + 15(viva-voce)}
50

21

30

17.5 25

21 30

II Record of Service 30 -- -- --
III Seniority 20 -- -- --
TOTAL 100 60 40* 48**
*(50% out of 80) **(60% out of 80)

49

The seniority marks at the time of conducting viva-voce shall be given as per the following
procedure and this has no relevance with that of the notional seniority marks given for deciding
the eligibility for viva-voce.
Maximum seniority marks allotted to the senior most person shall be 20 and the minimum marks
to the junior most person shall be 5 where the number of employees considered for selection is
upto 10 and where the number considered is more than 10, the junior most employee will be
given 3 marks.
The marks between the junior most person and the senior most person will be distributed
proportionately and corrected up to the first decimal. Seniority marks will be allotted only to
those who qualify to appear for viva-voce test. Seniority marks should be given to SC or ST
candidates also.
The committee members are supplied with only one mark sheet and it is their joint responsibility
in deciding allotment of marks for record of service, and other items in the selection. Entries for
the preceding 3 years in SR and CR are taken into account for selection. Marks should be
reduced for adverse entries and punishments and it should be increased for awards and merit
certificates. The members of the committee are fully competent to lay down their own guidelines
and it should be uniformly applied to all the candidates. All members of the selection committee
should jointly assess the candidate’s performance under different headings and only one mark
sheet should be prepared.
The marks sheets prepared by the committee shall be handed over to the Personnel officer who
shall be responsible to compile the results and to prepare list of qualified employees. The
qualifying marks are 60% in professional ability as well in aggregate. Those who secure 80%
and above will be termed “outstanding” and their position should be fixed in the panel in such a
way that they should not supersede more than 50% of their seniors in the field of eligibility. The
SC/ST employees to be considered against reserved posts in safety category are required to
get a qualifying marks of 60% in professional ability and 60% out of 80 marks in aggregate. (by
excluding the marks for seniority = 80 x 60% = 48 marks). In respect of selection to non-safety
category against reserved posts SC/ST candidates should be given a relaxation of 10% marks
in professional ability as well as in aggregate. ( by excluding the marks for seniority = 80 x 50%
= 40 marks). The 10% relaxation of marks for SC/ST for promotion against reserved post
should be applied only when there is shortage of employees to the extent of reserved
vacancies.
The panel should be restricted to the number of vacancies assessed empanelling the senior
most qualified candidates and also considering the candidates secured outstanding position if
their position is coming within the number of vacancies assessed. In respect of non-safety
categories if there is no sufficient number of SC/ST candidates qualified, best among them i.e.,
those who got highest marks but not less than 20% of marks in the written test, viva-voce,
record of service, personality, leadership, address including seniority marks should be
considered for adhoc promotion against reserved vacancies for giving in-service training for a
period of 6 months and on completion of 6 months a performance report should be obtained

50

from the supervisor or controlling officer and if found satisfactory, they should be included in the
bottom of the panel.
In the cases of selection to Ex-cadre posts or General posts, the panel is formed based on the
merit of the employees, i.e., marks obtained. Those who have secured maximum marks will be
empanelled to the extent of vacancies assessed duly arranging their names in the order of
interse-seniority.
The selection proceedings signed by all members including marks sheet should be put up to the
authority competent to approve the panel. The panel should be published as provisional due to
pendency of court cases, if any. The panel is valid for a period of 2 years from the date of
approval. Promotions should be made according to the merit order assigned in the panel duly
observing Reservation rules.
Promotions within Group-D: This is generally on the basis of seniority-cum-suitability. In the
case where a certain standard of literacy is essential, a simple written test is held. In public
dealing categories like corridor coach attendants etc. a viva-voce may be prescribed.
Promotion from Group -D / Level-1 to Group -C by selection against 33 1/3% quota of Direct
Recruitment vacancies:- Vacancies in clerical cadre to an extent up to 33 1/3% (25% in case of
Accounts clerk) are filled up by a selection from among peon, lascar, record sorters,
timekeepers, office watchmen, couriers, Ronieo operators, material checkers and hospital
attendants. Gang men who have passed SSLC fill a portion of the clerical vacancies in the
works branch. Sanitary cleaners of Medical Department who have passed SSLC are also
eligible for consideration against this quota.
In commercial and operating departments, 33 1/3% of the vacancies in the cadre of TCs,
Commercial clerks and TNCs are filled by selection from the Group-D staff of these two
departments and such of those qualified in the selection are absorbed as TC and TNC and in
commercial clerk cadre. However employees having SSLC qualification are only absorbed as
commercial clerks.
Staff will be eligible for promotion against 33 1/3% Quota on completion of 2 years continuous
service in the relevant grade on successful completion of probation period, irrespective of the
fact whether such Staff belongs to GEN/OBC/SC/ST. These instructions will be effective from
21.04.2017. (RBE No.38/2017)
Group D Staff having 2 years of regular service are only eligible for this selection
(Commercial Clerks, Ticket Collectors, Trains Clerks, Office Clerks, Stores Clerks etc.). In
respect of casual labourers attained temporary status and subsequently screened, empanelled
and absorbed against regular vacancies in Group-D posts in these departments, 3 years service
will be counted from the date of temporary status. All eligible candidates should be admitted in
the selection. There should be a written test to assess the professional ability of candidates
followed by a viva-voce. The selection should be conducted every year and in the absence of
sufficient number of qualified candidates, the remaining vacancies will be filled through direct
recruitment.

51

The selection committee should comprise of 3 Senior Scale officers including one
Personnel and the Branch officer. Out of the 3 officers one member should be from reserved
community, otherwise, a fourth member from reserved community may be co-opted either from
the division if available or from adjacent division when SC/ST employees are under
consideration.
The written test should consist of one paper for 3 hours duration divided into two parts, to test
the working knowledge of the Railway servant in English language and the general standard of
intelligence and proficiency through questions in arithmetic, general knowledge pertaining to
Railway and the work he has been acquainted with during his Railway service. Viva-voce is also
conducted to adjudge other factors of suitability.
Marks allotted for Group-D to Group-C selection
Subject Max. Marks Allotted Qualifying Marks
Professional ability (Written test) 85 42.5
Record of service
Total
15
100

50

A candidate securing 25 marks out of 50 in the written test can only be called for the viva-voce.
A candidate securing 50% in professional ability (Written test) and aggregate of not less than
50% (out of 100) are only eligible to be empanelled.
In respect of SC/ST candidates 10% relaxation is available in non-safety categories and they
must secure 40% marks in the written test and 40% marks in aggregate for being placed in the
panel against reserved posts.
The panel should be formed based on combined seniority of the Group D employees qualified in
the test. The panel should have the approval of DRM or ADRM in the case of division, CWM in
workshop, and CPO in Headquarters. The panel is valid for one year from the date of approval.
Promotion from Group-C to Group-B: Vacancies in Group B services are filled up by
promotion from Group C by a process of selection. 70% of vacancies are earmarked for regular
selection and 30% through LDCE.
The vacancies are assessed by taking the existing vacancies, anticipated vacancies for next 2
years plus 30% of the cadre strength of both Group-B and Junior scale including construction
reserve. The vacancies so assessed should be segregated in the ratio of 70% and 30% for
regular selection and LDCE respectively. These vacancies are then distributed to fulfill the
reservation requirement.
Allocation of marks for regular Group- B selection
Subject Maximum Marks Qualifying Marks
One paper on
Professional subject, Establishment &

150 *

90

52

Finance rules
Viva-Voce 25 -
-
30 (including at least
15 marks in record of
service) Record of service 25 15

* Out of 150, the professional subject will carry at least 100 marks.
The Railway Board have decided that the papers on non -professional subjects i.e.
Establishment and Financial rules, General Knowledge and General English etc. shall also be
set and evaluated by the PHODs/HODs of the concerned department and not necessarily by
PFA and CPO.
The field of eligibility is generally 3 times the number of vacancies except in the case of
selection to the post of APO. A number equivalent to the number of candidates who have failed
in the previous two selections will be added to this in the case of selections other than for the
post of APO. If required number of candidates belonging to reserved community are not
available in the field, it will be extended to five times the number of vacancies.
In the case of selection to the posts of APOs, inspectors of PB and ministerial staff of all
departments excluding Accounts and Hindi, who have completed a minimum of 3 years of non-
fortuitous service in the grade pay of Rs.4200/- / Level - 6 and above are eligible to compete
the selection. In the case of ministerial staff of commercial, stores and operating departments,
they have to exercise an option to either seek promotion in their own department or for
promotion as APO. Option once exercised will be final.
Alert notice for written examination, supplementary written examination, vivo-voce and
supplementary viva should be issued as in the case of selection in Group C cadre. Those
securing 80% and above marks in the selection will be classified as outstanding and will be
placed on the top of the panel. Other employees qualified by securing 60% of marks but less
than 80% will be termed as good and placed on the panel duly maintaining their interse position
to the extent of vacancies assessed. There is no relaxation of marks for SC /ST in this selection.
However, in the case of non-safety categories, if sufficient numbers of qualified candidates are
not available, the best among the failed may be recommended for adhoc promotion for a period
of 6 months. Their performance is watched during this period and on completion of 6 months a
report on their performance should be obtained and if found satisfactory, they may be included
in the bottom of the panel.
Limited Departmental Competitive Examination (LDCE):- 30% of the vacancies in Group-B
service in Mechanical Engineering, Civil engineering, Electrical Engineering, S&T, Operating,
Stores, Accounts and Personnel departments are filled by LDCE. Volunteers are called from
among the eligible categories and regardless of the number of vacancies, all eligible staff are
admitted for the selection. Staff who have completed 5 years of regular service in scale Rs.
5000-8000 and above are eligible to compete the selection. In Accounts department, employees
qualified in Appendix III examination are only considered. In LDCE seniority plays no role and
employees are selected based on merit.
Allocation of marks for LDCE

53

Subject Max.
Marks
Qualifying Marks
Professional Paper I
(Professional subject
And General. Knowledge)
150 90
Professional Paper II (Professional subject
and Establishment and Finance)
150 90
Viva-voce 25 -- 30 (including at least 15
marks for record of
service) Record of service 25 15
In both the papers questions on professional subjects should be set at least for a minimum of
100 marks and there will be no separate minimum qualifying marks for any subject.
The selection committee should consist of a minimum 3 HODs including HODs of the
department and CPO. If none of them belongs to SC/ST, a fourth member not lower than JA
grade may be co-opted when SC/ST employees are under consideration. GM is the competent
authority to approve the panel. The Railway Board can only make any amendment in the panel.
Employee’s selected under 70% quota will rank senior to the employees selected under 30%
quota.
Promotion from Erstwhile Group D to C: RB’s Lr. No.E(NG)I/2018/PM I/4 dated 14.12.2018. The
promotion of staff within Group “C” by “Selection” or “Non-Selection” process and Group ‘D’ to
‘C’ is regulated by provision contained in Section ‘B’ of Chapter II of IREM – I. The existing
system of examination conducted for filling up promotional posts has been reviewed by the
Board and to bring objectivity to the selection process. It has been decided as under:
(i) The question paper will henceforth be 100% Objective Type;
(ii) All the questions will be of multiple choice only;
(iii) A large Question Bank may be created from which the questions can be selected
randomly for conducting a Computer Based Test;
(iv) Railways may conduct examination in CBT mode or pen and paper depending on
their preparedness;
(v) If Computer Based Test takes time to implement, the tests may be conducted on
OMR sheets, which shall have a carbon copy, kept in safe custody of officer
nominated by the authority nominating t he Selection Committee at
HQ/Division/PU/Workshop.
(vi) OMR can be evaluated manually. A model answer Sheet shall be given by the paper
setter in a separate cover on conclusion of the examination.
(vii) To ensure the authenticity of the answers, cutting, overwriting, erasing or alteration
of any type in the answer will not be accepted. Zero marks will be given for Answer
having correction / over writing.
(viii) There shall be negative marking for incorrect Answers. One third of the marks
allotted for each question will be deducted for wrong Answers.
(ix) Responsibility for evaluation shall be with the Officer nominated for evaluation.
(x) The system of coding & decoding of answer sheets will continue.

54

(xi) Any selection which has already been notified will be conducted as per the existing
instructions only and the new instructions would apply for those selections which are
notified after the date of issue of these instructions.
The above changes would be applicable to all Departments, except Accounts and RPF, who
deal with their own establishments.
RBE No.187 / 2018: 218 (c) IREM Vol.I: In situation where eligible officers in specified grade are
not available in the unit concerned for selection committee formation, shortfall may be made
good with Senior Scale Officers for selection to the posts carrying Grade Pay 4200 and
above, and Junior Scale officers for selection to the posts carrying Grade Pay 2800 and
below, subject to the condition that none of the members will be subordinate to any other
member of the selection board.
Scheme for filling up the posts Loco Running Supervisors (Chief Loco Inspectors and
Chief Crew Controllers / chief Power Controllers / Chief Traction Controllers – [RBE
No.108/2019]
Posts / Cadre: All Loco Inspectors have already been designated as Chief Loco Inspector (CLI)
in the Grade Pay of Rs.4600/- / Level-7. The posts of Chief Crew Controllers / Chief Power
Controllers / chief Traction Loco controllers (CCCs / CPRCs / CTLCs) which function as in
charge of Crew Lobbies Power Control offices and TLC offices should also be merged with the
posts of CLIs. However, their designation should now be termed as CLI (CCC), CLI (CPRC) or
CLI (CTLC). The up-gradation of the posts of CCCs / CPRCs / CTLCs from the Grade Pay of
Rs.4200/- to Grade Pay of Rs.4600/- / Level -7 should be done after matching surrender for
equivalent savings.
The posts of CLIs (CCC, CPRC,&CLTC) being sensitive in nature, rotational transfers as per
existing norms may be continued with.
The posts of Crew Controller, Power Controller, Traction Loco Controller (CC / PRC / TLC)
deputed to work in shifts in Crew Lobbies, Power Control offices and TLC offices will continue to
remain in Grade Pay of Rs.4,200 / Level-6 and would be filled as per extant procedure of
drafting.
As a result of the merger of the post of CCCs / CPRCs / CTLCs to the posts of CLIs, there
would be a surplus of one drafted CC / PRC / TLC (if not already vacant) in each Crew Lobby,
Power Control Office and TLC office. In such a case, the junior most CC / PRC / TLC in each
Crew Lobby, Power Control Office and TLC office may be repatriated for running duties before
posting of a CLI (CCC) or CLI (CPRC) or CLI (CTLC) as the case may be.
ANNUAL PERFORMANCE ASSESSMENT REPORT
• Confidential Report (APAR) is prepared for Railway employees in Group A, B, C at the
end of each financial year.
• It is written by immediate superior who must take is not account performance of
concerned railway staff over the period.

55

• Senior Subordinates and officers to be given targets in advance and work is to be
reviewed periodically.
• At the end of year Railway employee gives self-assessment along with resume of work
done and reasons for shortfalls.
• Reporting officer must fill up each column and make overall assessment based on
assessment in each column based on actual performance and matters on record.
• Form covers general qualities, professional abilities, integrity, intelligence, tact, industry,
keenness, attitude to SC / ST, to superiors, equals and subordinates, general conduct
and character, sociability, aptitudes and shortcomings etc.
• Whenever an entry is based on actual incident it should be indicated. Resume given by
the employee should also be considered.
• Reporting Officer will submit report to Reviewing Officer who may make his own
assessment and record changes if necessary. Report is finally put up to accepting
authority.
• Adverse entries in the APAR should be communicated to the employees concerned and
his representation if any in this regard shall be considered by the accepting authority that
will pass a speaking order if representation is to be rejected. If accepted adverse
remarks shall be expunged.
• APAR should be written with utmost circumspection, caution and care.
• APAR is in two parts.
• Entries in part II are not communicated.
• Self appraisal should be filled in by Staff in GP 4200 / Level-6 and above who are likely
to be considered for Group B posts.
Merits of Performance Appraisal
• Gives opportunity to the staff concerned to review his own performance through self –
appraisal.
• It is beneficial for the administration for placements, promotion, deputation, training,
career planning growth etc.
• Periodical review of targets and performance.
• PCPOs shall ensure that schedule of writing APAR adhered to.
• No officer under suspension shall be allowed to write / review APAR of subordinates. If
during major part of writing / reviewing he was under suspension.
APAR RB’s lr. No.2018/Trans./Cell/S&T/APAR dated 04.12.2018.
1. The APAR of Non-Gazetted (NG) staff in Level 6 (GP 4200) Section-1, shall be
Reported upon by immediate superior i.e. Senior Supervisor in Level-7 (GP-4600). It
shall be reviewed by Junior Scale Officer / Senior Scale Officer or the next higher
authority.
2. Section-II, for promotion to Group ‘B’ shall be Reported upon by Junior Scale Officer,
Reviewed by Senior Scale Officer & Accepted & JAG / SG / DY. HOD level Officer.
3. The APAR of NG staff in level 6 (GP-4200) shall normally be finalized at JAG / SG / /
Dy.HOD level Officer.

56

4. Other guidelines issued from Board shall remain unchanged and be modified as and
when required.
5. The basic criterion should be that confidential reports should be written by Officers / Staff
who supervise the work of the staff in the lower grades.
6. Assistant Officers are expected to be in direct touch with the staff in two highest scales,
which in the generality of cases are Rs.550-750 and Rs.700-900.
7. Generally, therefore, C.Rs on staff in scale Rs.550-750 and above should be initiated by
an Assistant Officer but there will be exceptions and staff in the lower scales of Rs.470-
750, 455-700, 425-700 and 425-640 / 600 may also have to be covered and their C.Rs
also written by the Assistant Officers.
8. Confidential Reports of other staff should not be initiated by a Supervisor in a scale
lower than Rs.550-750.
SPARROW:
• It is a Personal Format for Officers.
• It is a Official Web Address: http://sparrow.railnet.gov.in/
• SPARROW – 8 Simple Steps to fill your Self appraisal in SPARROW – PPT
• SPARROW – Demo on Online APAR – Video
• 6 Steps to fill up APAR – PDF

Setting of Computer for Sparrow Submission

FOR ASSISTANCE OF PUCHASE OF DSC

• The DSC policy for all Railway units has been provided.
• The process of procurement has been provided.

Links
• Digital Signature Certificate (DSC) policy for
• Railway units
• DSC Installation Guide
• Previous Suppliers of DSC to Stores
• Department

Implementation of SPARROW of SS and JS grade offices
• Letter Copy
• Employee Data format for NIC Mail creation

6 SIMPLE STEPS TO FILL UP YOUR SELF APPRAISAL IN ON -LINE APAR UNDER
SPARROW

Starting the SPARROW Site in Internet Explorer or Mozilla Firefox –
http://sparrow.railnet.gov.in/SPARROW/

Open the browser
Internet Explorer -
Mozilla Fire Box –
NOT on Google Chrome

57

Enter Your NIC Email ID and enter pass ward
Click to Login
Register your DSC (Digital Signature Certificate) in SPARROW
DSC registration requires JAVA Download it from http://java.com/en/download/
To register for DSC Officer must plug in the DSC device and click on DSC Registration
Enter the pin when asked for activating the DSC device

Inbox Sent Delegation User Assistance DSC Verification Support @ Help
Desk

Click on DSC for Registering

Section I – Personal Data Details – Click on Section I to check your personal details
Fill Section II – SELF APPRAISAL OF APAR – Fill all boxes – Click here to forward to Reporting
Authority

Click here to save as Draft Partially filled APAR will be saved if officer want to complete it later.

Re-engagement of Retired Officers
Board (MS, FC & CRB) have approved re-engagement of retired officers in Junior Scale (only)
as consultant in exigencies of the services against the vacant post, the following conditions. PBC
No.231/2018
1. General Managers are empowered to re-engage the retired officers.
2. The Terms of Reference (TOR) of the work to be assigned shall be prepared and
approved by GM and same shall be advertised as part of the application.
3. Railway shall give publicity to such re-engagement, by publishing such requirements on
Railway website with the eligibility criteria & application form.
4. Suitability / Competency of the retired officer shall be adjudged before such re-
engagement by a committee of three PHODs / CHODs / SAG as appointed by GM.
5. While re-engaging such Officers, medical fitness of the appropriate category shall be
obtained from the designated authorities as per existing practices.
6. The period of engagement shall be initially for one year and further extendable as per
requirement.
7. Maximum age limit of the re-engagement shall be 65 years.
8. The engagement of consultant shall not be considered as a case of re-employment.
9. 12 days leave in a calendar year on pro-rata basis is admissible.
10. Re-engaged officer shall not be entitled for requisites such as HRA, CCA, Transport
allowance, Residential accommodation etc. However, when required to travel in
connection with official work, TA / DA admissible to regular employee working in the
same Grade will be admissible.
11. The designation shall be consultant followed by (trade name) i.e. Officer appointed
against the post of ADEN may be designated as Consultant (Engg.).
12. Re-engaged officer shall be given the responsibilities like inspections, supervision,
drawings etc.

58

13. Re-engaged officer shall not be made in charge of the unit like Branch Officer in the
Division or independent in charge in the Construction unit.
14. Re-engaged officer shall not be given the financial and D&AR powers and shall not be
authorized to issue any safety certificate.
15. The consultant shall not divulge any information gathered by him / her during the period
of assignment related to the organization to anyone who is not authorized to know / have
the same.
16. Re-engaged officer shall be discharged immediately on joining of selected candidates(s)
from UPSC or departmental selection or as per the recommendation of PHOD / CHOD
concerned.
17. Monthly remuneration of a retired officers being re-engaged be determined by reducing
Pension from his / her last pay drawn (i.e. Basic Pay + DA)
18. This scheme is experimental in nature and is valid for two years from the date of issue of
the letter.
This issue with the concurrence of Associate Finance of Transformation Cell of Railway Board.
Re-engagement of retired staff on daily remuneration basis in exigencies of service:
Keeping in view the acute shortage of staff in various categories of posts owing to various
reasons and consequent hampering of the Railways/s services, Ministry of Railways (Railway
Board) have decided to permit General Managers to re-engage retired employees with the
following conditions:
(i) Railway should issue necessary notification for such re-engagement by giving wide
publicity through open advertisement so that all may get equal opportunity.
(ii) Re-engaged employees should not have been covered under the Safety Related
Retirement Scheme / Liberalized Active Retirement Scheme for Guaranteed
Employment for Safety Staff (LARSGESS).
(iii) While engaging such staff, medical fitness of the appropriate category should be
obtained from the designated authorities.
(iv) Suitability / competency of the staff should also be adjudged before engaging and the
issue of their safety record should be addressed.
(v) Maximum age limit for such re-engagement shall be 62 years and this limit shall not be
exceeded in case of any retired railway employees during the period of re-engagement.
(vi) While engaging such staff and assigning duties to them, it must be ensured that safety
and other operational requirements are adequately addressed.
(vii) Remuneration to such staff be made as stipulated vide letter dated 11.12.2009. (In each
and every case of engageme3nt of retiree employee, the daily allowances plus full
pension should not exceed the last pay drawn.
(viii) This scheme will be valid upto 14.09.2013.
(ix) Operation of the scheme will be subject to discharge of engaged staff immediately on
joini8ng of selected candidates from RRBs.
This issue with the concurrence of Associate Finance of Transformation Cell of Railway Board.
[RBE No.109/2012]

59

Enhanced the maximum age limit for re-engagement of retire hands to 65 years from the
existing age limit of 62 years. Extended the validity of the scheme of re-engagement of retired
employees, to 01.12.2019 as against the existing validity upto 14.09.2018. [RBE No.193 / 2017, 219
/ 2019, 150 / 2017]
a) All employees who have worked for more than a year as on 16.10.2018 on daily rates in
accordance with terms and conditions under RBE No.219 / 209 and are continuing to be
so engaged presently will be eligible for the monthly rates in terms of the 16.10.2017
(RBE No.150 / 2017[ circular with effect from 16.10.2018. This is subject to (b) below.
b) Where any re-engaged employee’s extant contract specifies in writing an extended
period of validity of more than one year and this spills over beyond 16.10.2018, the
revision in eligibility as per the 2017 rates will be admissible only from such extended
date.
c) Revised terms and conditions will be drawn up accordingly as per (a) and / or (b) above
as applicable. Revised contract will clearly specify the validity as nor more than one
year that can be renewed as per applicable terms and conditions. Other usual
stipulations (including maximum age) will continue to apply. [ PBC No.64 / 2019]
RBE No.08 days leave (on prorate basis) in a calendar year will be admissible to retired
Railway employees re-engaged on contractual arrangements [RBE No.118 / 2019]
Pre-Promotional training must cover the syllabus of the examination to be conducted for
selections to safety category posts and should be imparted, as far as possible the Zonal
Training Schools / system Technical schools for a period of 3-4 weeks. [RBE No.71 / 1991]

SENIORITY RULES: Seniority Rules are given in chapter III of IREM-Vol.I. Application of
seniority rules will arise in cases of appointment, promotion, transfer, punishment, medical de-
categorization and deployment of surplus staff etc.
Seniority in the initial Recruitment Grades l: Normally the seniority of the new entrant is decided
by the date of entry in the grade of appointment and fixation of higher pay in the initial
recruitment grade does not confer any right of acceleration in seniority. In cadres filled by both
direct recruitment, and promotion the seniority is decided by the date of joining in the working
post subject to the maintenance of interse positions. When the date of joining of the new
recruit(s) and promotee(s) happens to be the same they should be put in alternate positions, the
promotee(s) being senior to the direct recruit(s) duly maintaining their interse positions.

60

The candidates who are required to undergo training on their appointment to take up the
working post their seniority will be decided based on their marks obtained in the training
institutions. In the case where candidates from the same RRB batch were not sent for training in
their turn due to administrative reasons their position / marks will be clubbed with the candidates
of appropriate batch for determining their seniority.
When a candidate has not joined duty within a reasonable time allowed by the administration he
is placed below all the candidates selected in the same examination and has joined already.
When confirmation is followed by a probationary period without break the date of appointment is
the date of commencement of such probationary period. In respect of employees where the
date of appointment to the grade is same, the date of entry into the grade next below
determines the seniority. If both these dates are also the same then the date of entry in each
lower grade in the order down to the lower grade determines the seniority. If these dates are
also identical then the relative date of birth shall decide the seniority, the older person being
senior.
Seniority on Promotion: Employees promoted earlier to higher grades shall be senior to those
promoted later. In practice in the case of promotion to a non-selection post date of promotion /
date of joining as the case may be decide the seniority. In case of promotion to a selection post
the persons of an earlier panel rank senior to all those belonging to subsequent panel. Seniority
on promotion is further subject to rules on regulation of seniority of the reserved community
employee promoted by virtue of application of reservation rules ahead of senior general
community employees. In the case of trade test an employee who fails in the earlier attempt
ranks junior to the employees including his juniors who have been absorbed against regular
vacancies.
Seniority on Transfer: The date of promotion or the date of appointment regulates seniority of
the Railway servants transferred on administrative grounds. Railway servants transferred on
mutual exchange from one cadre to another takes the seniority of the junior among them.
Railway servants transferred on their own request are placed below, to all existing confirmed,
temporary and officiating Railway servants in the new cadre.
Seniority on Medical disablement: The disabled / medically de-categorized Railway servants
on absorption in alternative posts in equivalent grades are assigned seniority with reference to
the length of service rendered by them in equivalent or corresponding grade before being
declared medically unfit. However, it should be ensured that they are not kept above the
erstwhile seniors if absorbed in the cadre from where they were promoted. The cases
recommended by medical authorities for change of category on medical grounds are treated as
staff transferred on their own request.
Seniority on Punishments: In Reduction to lower service, grade, post or time scale where the
order imposing penalty does not specify the period of reduction coupled with an order declaring
the Railway servant permanently unfit for promotion the question of re-promotion or
determination of seniority will not arise.

61

Where the period of reduction is not specified in the order imposing the penalty the Railway
servant shall be deemed as reduced for an indefinite period (i.e.) till such time on the basis of
his performance subsequent he is reconsidered for re-promotion. On re-promotion the seniority
is determined by the date of re-promotion. In all such cases person loses all his original
seniority.
In case where the penalty has been ordered for a specific period the employee concerned
should be re-promoted automatically to the post from which he was reduced. In such case the
seniority of the employee in the lower grade on reduction is fixed with reference to his position
where he would have been but for the promotion to the high post or grade.
The seniority in the original service / post is determined in terms of the conditions of restoration.
Where the reduction is not to operate to postpone future increments the Railway servant on re-
promotion is given the seniority / position where he would have been but for the penalty. Where
the reduction is to operate to postpone future increments the Railway servant on re-promotion is
given the seniority / position by giving credit for the period of service rendered by him in the
higher service prior to reduction.
When a Railway servant is reduced from a higher grade or post or service without any direction
as to whether the period of penalty will operate to postpone future increments or not, it will be
deemed as a penalty without the effect of postponing future increments. The seniority of the
employee in the lower grade is fixed with reference to his position where he would have been
but for the promotion to the high post or grade. The Railway servant on re-promotion is given
the seniority / position where he would have been but for the penalty.
While persons who seek transfer on request basis will continue to be assigned bottom seniority
in new unit / cadre as per the extant procedure, the service rendered by them in the old unit may
be reckoned for determining their eligibility wherever a minimum length of service is prescribed
as a condition for promotion including promotion to General Posts in the new unit, subject to the
condition that the service so allowed to be counted does not exceed the length of service of
their immediate senior in the new unit; and
The benefit of counting of service at (i) above will be applicable only in those cases where the
staff join the new unit on request transfer in the same category of posts. For example this
benefit will be admissible in a case where an SM in the old unit joins on request transfer in
another unit as SM but not in a case where a Commercial Clerk in the old unit joins on request
transfer in another unit as Office Clerk. [RBE No.34/2006]

62

FIXATION OF PAY: Some of the important occasions, which warrants fixation of pay of a
Railway Servant, are as under-
Initial appointment.
Promotion.
Transfer.
Absorption in alternative post on medical unfitness.
Appointment to ex-cadre post.
Appointment of running staff in stationary post.
Punishment etc.

Fixation of pay on Appointment: On initial appointment the pay of a Railway servant is fixed
at the entry level of the pay in the running pay band at which the pay of the direct recruits to a
particular post carrying a specific grade.
Example: In the case of a person appointed as ASM his initial pay will be Rs.8560/- PB1 with
grade pay Rs.2800/-

63

Fixation of pay on Promotion: Fixation is allowed on promotions from one grade to another
and also depending on assumption of higher responsibilities. In respect of promotions involving
higher responsibilities, the pay may be fixed as follows:
One increment equal to 3% of the sum of pay in the pay band and grade pay in the existing
grade will be computed and rounded off to the next multiple of Rs.10 and added to the pay in
the pay band and the grade pay to the promotional post will be granted. The same
methodology followed for promotions involving two pay bands. However if the pay band after
adding one increment is less than the minimum of the higher pay band to which promotion is
taking place, pay in the pay band will be stepped up to such minimum.
In the case of promotion from PB4 to HAG+, after adding one increment the pay in the pay band
and grade added and the resultant will become their basic pay. This shall not exceed
Rs.80,000/-, the maximum of the scale. For those who in receipt of NPA the pay plus NPA
should not exceed Rs.85,000/-.
The employee is also given a chance of option for fixation of pay either from the date of
promotion or after drawl of annual increment in the lower post.
The option for fixation of pay cannot be exercised in the case of appointment on deputation, ex-
cadre posts and ad-hoc promotions. In respect of ad-hoc promotions followed by regular
promotions without break the employee is given one month time to exercise option from the
date of regular promotions.
Fixation of pay on transfer: If an employee is transferred on administrative grounds the
substantive pay drawn in the old post will be protected.
In the case of an employee holding higher post on regular basis and has completed 24 months,
is transferred at his own request to a lower grade his pay should be fixed at the same stage in
the lower grade, subject to the maximum of the lower grade. If there is no such stage available
in the lower grade the pay should be fixed at the stage next below duly allowing the difference
as personal pay absorbable in future increments / increases of pay.
In the case of an employee who seeks transfer at his request to a lower post from which he was
promoted the pay will be fixed at a stage where he would have been but for the promotion.
Fixation of pay on absorption in alternative post due to medical unfitness: The pay of the
medically de-categorized / incapacitated Railway servant on absorption in an alternative posed
will be fixed at a corresponding stage previously drawn in the post held by them on regular
basis. For running Staff the grade of absorption is determined by adding 30 % of pay element to
the minimum and maximum of the scale. If the scale of so arrived is not identical with an
existing scale of pay the same may be replaced by an equivalent scale of pay. Pay fixation for
running staff on absorption is based on the basic pay drawn in the old post plus 30% of basic
pay as pay element. If the basic pay so arrived does not correspond to any stage in the scale of
absorption the pay maybe fixed at the stage next below duly allowing the difference as personal
pay absorbable in future increments / increases of pay.

64

Similarly if the pay arrived by adding pay element exceeds the maximum of the scale of
absorption the pay should be fixed at the maximum duly allowing the difference as personal pay
to be absorbed in future increments / increases in pay. The personal pay allowed will be taken
for the calculation of DA, CCA, and HRA.
Fixation of pay on appointment to ex-cadre post: Railway servants on appointment to ex-
cadre posts are entitled for the pay scale attached to the ex-cadre post. If the ex-cadre post
carry higher scale of pay fixation will be done as in the case of promotion but the benefit of
option for fixation of pay after drawl of increment in the lower post is not admissible.
Fixation of pay on appointment from one ex-cadre post to another ex-cadre post: In the
event of appointment from one ex-cadre post to another ex-cadre post carrying identical scale of
pay, the pay in the subsequent ex-cadre post should not be less than the pay drawn in the
previous occasion. The period spent in the stage in the previous occasion also account for
increments.
On second or subsequent appointment to ex-cadre posts carrying higher scale of pay, the pay
should be fixed with reference to the cadre post and if the pay so fixed is less than the pay
drawn in the previous ex-cadre post the difference may be allowed as personal pay absorbable
in the future increments / increases of pay, provided the employee had opted for ex-cadre pay
scales in both the occasions.
Fixation of pay on repatriation from ex-cadre post: On repatriation to cadre post the pay of
the Railway servant is fixed with reference to the pay admissible in the cadre post.
Fixation of pay for running staff absorbed in a stationary post: In the case of absorption of
running staff in stationary posts, the pay should be fixed by adding 30% to the pay of the
employee in the running cadre subject to the minimum and maximum of the stationary post.
Fixation of pay on punishments: When a reduction to a lower post or time scale is ordered
the Railway servant may be allowed to draw the pay not exceeding the maximum of the lower
post and the pay so fixed should not exceed the pay which would have been allowed in that
post under normal circumstances.
If the reduction to a lower post or time scale is ordered without the effect of postponing future
increments, the Railway servant on restoration will be entitled to the pay which would have been
drawn but for the penalty. If the penalty operates to postpone future increments the period of
penalty will not qualify for increments on restoration.
If the reduction to a lower post or time scale is ordered for an indefinite period the employee
may be re-promoted as and when the authority competent to order promotion to the original
post consider the same. On re-promotion the pay of the Railway servant is fixed as in the case
of a fresh entrant with reference to the pay drawn in the reduced grade.
Fixation of pay of Trackmen on transfer to other departments: The pay in such occasions
is fixed at the stage equivalent to the pay drawn as Trackman. If there is no such stage the pay
is fixed at the stage next below duly allowing the difference as personal pay to be absorbed in

65

future increments or increases in pay provided that he is confirmed as Trackman and has
completed two years of regular service. In all other cases fixation is made taking in to
consideration of the completed years of service as Trackman.
Fixation of pay in case of employees who seek transfer to a lower post under FR 15(a):
In case of transfer of a Government servant to a lower Grade Pay under FR 15(a) on his / her
own request w.e.f. 01.01.2006, the pay in the Pay Band will be fixed at the stage equal to the
pay in Pay Band drawn by him / her prior to his / her appointment against the lower post.
However, he / she will be granted the Grade Pay of lower post. Further, in all cases, he / she
will continue to draw his / her increment(s) based on his pay in the Pay Band + Grade Pay
(lower).
In case of transfer to a lower Level of post in the Pay Matrix under FR 15(a) on his / her own
request w.e.f. 01.01.2016, the pay of the Government Servant holding a post on regular basis
will be fixed in the revised pay structure at the stage equal to the pay drawn by him / her in the
higher Level of post held regularly. If no such stage is available, the pay will be fixed at the
stage next below in the lower Level with respect to the pay drawn by him / her in the higher
Level of post held regularly and the difference in the pay may be granted as personal pay to be
absorbed in future increment(s). If maximum of the vertical range of pay progression at the
lower Level in which he / she is appointed, happens to be less than the pay drawn by him / her
in the higher level, his / her pay may be restricted to that maximum under FR 22(I)(a)(3) and this
order takes effect from 01.01.2016. [RBE No.32/2017]
Stepping-up of Pay: As a result of fixation of pay due to promotion or MACP or revision due to
pay commission, the pay of junior employee of same seniority unit may occasionally higher than
senior employee who got promotion/MACP earlier to the same grade. In such cases the pay of
senior employee may be stepped up at par with his junior from date of drawl of revised pay by
junior subject to the following further conditions.
Both the junior and senior employees should belong to the same cadre and the posts in which
they have been promoted or appointed should be identical and in the same cadre;
The scales of pay of the lower and higher posts in which they are entitled to draw pay should be
identical; and
The apprentices and trainees (Non-Gazetted) will draw the revised rates of Dearness
Allowance appropriate to the revised rates of stipend. The revised rates of stipend will take
effect from 01.08.2016. [RBE No.198/2008, 08/2017. 133/2018]
S&T Department
S.No. Category Training
Period
Grade Pay in
VI CPC Pay
Structure
[Rs.]
Corresponding
Revised Pay
level in the 7
th

CPC Pay Matrix
Revised rates of
stipend in the
corresponding Pay
level [Rs.]
01 Telephone Operator Less than
one year
1900 2 19900
02 Signal Maintainer One Year 1900 2 19900
03 Signal Maintainer Eighteen 2400 4 21700 [22400 in

66

months the second year]
04 Telecommunication
Maintainer Grade III
One year 1900 2 19900
05 Wireless Maintainer
Grade III
One year 1900 2 19900
06 Jr. Engineer (Signal)
(Diploma Holder)
12 months
(52 weeks)
4200 6 35400
07 Sr. Section Engineer
(Signal)(Degree Holder)
12 months 4600 7 44900
08 Jr. Engineer (Telecom)
(Diploma Holder)
12 months
(52 weeks)
4200 6 35400
09 Sr. Section Engineer
(Telecom) (Degree
Holder)
12 months
(52 weeks)
4600 7 44900
10 Jr. Engineer (Workshop)
(Diploma Holder)
12 months
(52 weeks)
4200 6 35400
11 Sr. Section Engineer
(Workshop)
12 months 4600 7 44900

Civil Engineering Department
S.No. Category Training
Period
Grade Pay in
VI CPC Pay
Structure
[Rs.]
Corresponding
Revised Pay
level in the 7
th

CPC Pay Matrix
Revised rates of
stipend in the
corresponding Pay
level [Rs.]
12 Jr. Engineer (Works)
(Diploma Holder)
One Year 4200 6 35400
13 Sr. Section Engineer
(Works)(Degree Holder)
Upto One
Year
4600 7 44900
14 Jr. Engineer (Permanent
Way) (Diploma Holder)
One Year 4200 6 35400
15 Sr. Section Engineer
(Permanent Way)
(Degree Holder)
Upto One
Year
4600 7 44900
16 Junior (Bridge) Two years 4200 6 29200 [30100 in
the second year]
17 Sr. Section Engineer
(Bridge)(Degree Holder)
One Year 4600 7 44900
18 Jr. Engineer (WS)/JE
(TM/TT)
One Year 4200 6 35400
19 Sr. Section Engineer
(Engg./WS/SSE(TM/TT)
One Year 4600 7 44900
20 Design Assistant (Degree
Holder)
Upto One
Year
4200 6 35400

Mechanical & Electrical Departments
21 Junior Engineer (W.S) One Year 4200 6 34500
22 Sr. Section Engineer
(W.S)
One Year 4600 7 44900
23 Sr. Section Engineer
(Electrical)
One Year 4600 7 44900
24 Junior Engineer
(Electrical)
12 months
(52 weeks)
4200 6 34500
25 Sr. Section Engineer
(Degree Holder)
One Year 4600 7 44900
26 Junior Engineer (Diploma 12 months 4200 6 34500

67

Holder (52 weeks)
27 Motorman One year 4200 6 35400
28 Assistant Loco Pilot (Elec.) 17 weeks 1900 2 19900
29 Assistant Loco Pilot
(Diesel)
17 weeks 1900 2 19900

Drawing Office
30 Junior Engineer (Drawing /
Design) (Civil Engg.
Deptt.) (Diploma Holder)
52 weeks 4200 6 34500
31 Junior Engineer (Drawing /
Design) (Mech. / Elect.
And S&T Deptt.) (Diploma
Holder)
52 weeks 4200 6 34500
32 Sr. Section Engineer
(Drawing & Design )
(Degree Holder)
One Year 4600 7 44900

C.M.T.
33 Chemical & Metallurgical
Assistant
One Year 4200 6 34500

Artizans
34 Technician Gr.III (with
Matric qualification)
Three years 1900 2 18000 (18500 in 2
nd

year and 19100 in 3
rd

year)
35 Technician Gr.III (with ITI
qualification or
Apprenticeship
qualification in Non-
Railway Estt.)
Six months 1900 2 19900

Stores Department
36 Junior Engineer (Printing)
(Diploma Holder)
Eighteen
months
4200 6 29200 (30100 in the
second year)
37 Sr. Section Engineer
(Printing)
One Year 4600 7 44900
38 Depot Material
Superintendent
Six months 4200 6 35400

Traffic and Commercial Departments
39 Commercial Apprentices 80 days 4200 6 35400
40 Commercial Clerks 20 days 2000 3 21700
41 Ticket Examiner 36 days 1900 2 19900
42 Train Clerks 18 days 1900 2 19900
43 Traffic Signallers Upto One
Year
2000 3 21700
44
45 Goods Guards 30 days 2800 5 29200
46 Traffic Apprentices for
absorption in scales as
Station Masters, Asstt.
Yard Masters, Traffic
Inspectors & Section
300 days 4200 6 35400

68

Controllers
47 Enquiry-Cum-Reservation
Clerks
26 days 2800 5 29200

RPF / RPSF
48 Trainee Sub Inspector 9 months 4200 6 35400
49 Trainee Constable 9 months 2000 3 21700

PAY MATRIX (CIVILION EMPLOYEES)
PAY
BAND
GRA
DE
PAY
5200-20200 9300-34800
1800 1900 2000 2400 2800 4200 4600 4800 5400
Level 1 2 3 4 5 6 7 8 9
1 18000 19900 21700 25500 29200 35400 44900 47600 53100
2 18500 20500 22400 26300 30100 36500 46200 49000 54700
3 19100 21100 23100 27100 31000 37600 47600 50500 56300
4 19700 21700 23800 27900 31900 38700 49000 52000 58000
5 20300 22400 24500 28700 32900 39900 50500 53600 59700
6 20900 23100 25200 29600 33900 41100 52000 55200 61500
7 21500 23800 26000 30500 34900 42300 53600 56900 63300
8 22100 24500 26800 31400 35900 43600 55200 58600 65200
9 22800 25200 27600 32300 37000 44900 56900 60400 67200
10 23500 26000 28400 33300 38100 46200 58600 62200 69200
11 24200 26800 29300 34300 39200 47600 60400 64100 71300
12 24900 27600 30200 35300 40400 49000 62200 66000 73400
13 25600 28400 31100 36400 41600 50500 64100 68000 75600
14 26400 29300 32000 37500 42800 52000 66000 70000 77900
15 27200 30200 33000 38600 44100 53600 68000 72100 80200
16 28000 31100 34000 39800 45400 55200 70000 74300 82600
17 28800 32000 35000 41000 46800 56900 72100 76500 85100
18 29700 33000 36100 42200 48200 58600 74300 78800 87700
19 30600 34000 37200 43500 49600 60400 76500 81200 90300
20 31500 35000 38300 44800 51100 62200 78800 83600 93000
21 32400 36100 39400 46100 52600 64100 81200 86100 95800
22 33400 37200 40600 47500 54200 66000 83600 88700 98700
23 34400 38300 41800 48900 55800 68000 86100 91400 101700
24 35400 39400 43100 50400 57500 70000 88700 94100 104800
25 36500 40600 44400 51900 59200 72100 91400 96900 107900
26 37600 41800 45700 53500 61000 74300 94100 99800 111100
27 38700 43100 47100 55100 62800 76500 96900 102800 104400
28 39900 44400 48500 56800 64700 78800 99800 105900 117800
29 41100 45700 50000 58500 66600 81200 102800 109100 121300
30 42300 47100 51500 60300 68600 83600 105900 112400 124900
31 43600 48500 53000 62100 70000 86100 109100 115800 128600
32 44900 50000 54600 64000 72800 88700 112400 119300 132500
33 46200 51500 56200 65900 75000 91400 115800 122900 136500
34 47600 53000 57900 67900 77300 94100 119300 126600 140600
35 49000 54600 59600 69900 79600 96900 122900 130400 144800

69

36 50500 56200 61400 72000 82000 99800 126600 134300 149100
37 52000 57900 63200 74200 84500 102800 130400 138300 153600
38 53600 59600 65100 76400 87000 105900 134300 142400 158200
39 55200 61400 67100 78700 89600 109100 138300 146700 162900
40 56900 63200 69100 81100 92300 112400 142400 151500 167800

PAY
BAND
GRA
DE
PAY
15600-39100 37400-67000 67000-
79000
75500-
80000
80000 90000
5400 6600 7600 8700 8900 10000
Level 10 11 12 13 13A 14 15 16 17 18
1 56100 67700 78800 123100 131100 144200 182200 205400 225000 250000
2 57800 69700 81200 126800 135000 148500 187700 211600
3 59500 71800 83600 130600 139100 153000 193300 217900
4 61300 74000 86100 134500 143300 157600 199100 224400
5 63100 76200 88700 138500 167600 162300 205100
6 65000 78500 91400 142700 152000 167200 211300
7 67000 80900 94100 147000 156600 172200 217600
8 69000 83300 96900 151400 161300 177400 224100
9 71100 85800 99800 155900 166100 182700
10 73200 88400 102800 160600 171100 188200
11 75400 91100 105900 165400 176200 193800
12 77700 93800 109100 170400 181500 199600
13 80000 96600 112400 175500 186900 205600
14 82400 99500 115800 180800 192500 211800
15 84900 102500 119300 186200 198300 218200
16 87400 105600 122900 191800 204200
17 90000 108800 126600 197600 210300
18 92700 112100 130400 203500 216600
19 95500 115500 134300 209600
20 98400 119000 138300 215900
21 101400 122600 142400
22 104400 126300 146700
23 107500 130100 151100
24 110700 134000 155600
25 114000 138000 160300
26 117400 142100 165100
27 120900 146400 170100
28 124500 150800 175200
29 128200 155300 180500
30 132000 160000 185900
31 136000 164800 191500
32 140100 169700 197200
33 144300 174800 203100
34 148600 180000 209200
35 153100 185400
36 157700 191000
37 162400 196700
38 167300 202600
39 172300 208700
40 177500

70

ASSURED CAREER PROGRESSION SCHEME (V -PC): The V PC has recommended ACP to
deal with the problems of genuine stagnation and lack of promotional avenues.
ACP replaces the existing career advancement plan “Insitu promotions”.
Though ACP provide for advancement in career, Railway should continue its efforts to improve
promotional prospects through cadre review, restructuring etc.
ACP provides for two financial up gradation on completion of 12 and 24 years of service as a
remedy for lack of promotion and isolation of post without promotional avenue.
ACP is applicable to all in general except CLs including CLs attained temporary status,
substitutes, and adhoc/contract employees.
Regular service for ACP means the service that is counted for regular promotions.
ACP is not related to vacancies, but is financial up gradation.
Next higher grades to be given under ACP are given in annexure to the circular.
The highest grade provided for ACP is Rs.14300-18300.
There should be a screening committee similar to the promotional (selection) committee
nominated for considering the cases coming up for ACP. These committees will deal matured
cases during January and July every year.
GM’s have been advised to save money to minimize financial commitment on account of ACP.
For doctors, a scheme called “Dynamic assured career progression mechanism” has been
recommended similar to ACP.
As ACP is financial up gradation and not a functional promotion, posts need not be created.
The designation of the employee does not change due to ACP.
Financial up gradations after 12 and 24 years are given, when no regular, LDCE promotions
were availed. The period of 12/24 years has to be calculated from the date of appointment as
direct recruit.
Norms fixed for regular promotions like benchmark, TT, exams, DAR clearance etc., are to be
ensured while ordering ACP. However conditions like seniority in higher grade, stepping up, and
reservation rules are not applicable in ACP.
Fixation of pay, option for fixation after drawl of increments and minimum fixation benefit of
Rs.100/- as applicable for promotions are admissible under ACP.But the same are not
admissible at the time of regular promotion.
Grant of ACP is treated as unqualified acceptance to regular promotion. If the regular promotion
is refused, normal debarment rules are applicable and debarred period will not be considered
for second ACP.
Regular service rendered in the previous cadre will also be considered for ACP.
The status of DA under D&A rules will be with reference to the higher scales granted under ACP
and not with reference to designation or seniority unit of the employee.
Promotions granted earlier from one lower grade to higher grade, later merged together shall
not be deemed as promotion.
Two ACP is permissible straightaway to the employees who have already rendered 24 years of
service.
Selection grade/insitu promotion given to an employee will not be taken as promotion for the
grant of ACP.
While granting ACP, next higher scale as available in cadre is to be given. However in the case
of isolated posts next higher scale as recommended is given.
In case of change of department/cadre, total regular service rendered in the same grade is
taken for consideration.
In a cadre, if recruitment rules provide for filling up of vacancies also by LDCE, 12/24 years of
service will be calculated from the date of promotion by LDCE. Promotions earned by
departmental selection shall be deemed as promotion.

71

Group B scales under ACP should be allowed with the approval of GM.
In case of Ex-servicemen, regular Railway service only will be taken for calculation of 12/24
years of service.
ACP will be given effect from 1.10.99,where an employee has completed 12/24 years of service
prior to 1.10.99.
If two financial up gradations are given simultaneously at a time, fixation for I & II ACP should be
made one after the other to ensure maximum benefit to the employee.
Second ACP is admissible only on completion of 24 years of regular service and not on
completion of 12 years of service from the date of promotion.
Terminal benefits should be calculated on pay scales granted under ACP.
For staff working in other areas on Deputation / Ex. cadre, financial up gradation is allowed on
notional basis from the dates due and on regular basis from the date of repatriation. The same
condition is applicable to the employees on Training / Leave.
Casual Labour service even with temporary status will not be considered.
33. Isolated post for ACP means a post having neither feeder post nor a Promotional post.
If Cadre / Hierarchy is limited to two grades, pay scale available in similar cadre may be allowed
with the approval of head quarters.

Modified Assured Career Progression Scheme (VI PC)
There shall be three financial up gradations counted from the direct entry grade on completion
of 10, 20 and 30 years of service respectively. MACP will be admissible whenever a person
spent 10 years continuously in the same grade pay.
MACPS envisages merely placement in the immediate higher grade pay in the hierarchy of
recommended grade pays and in cases where regular promotion is not between two successive
grade pays, the higher grade pay attached to the next promotion post is admissible only at the
time of regular promotion
MACPS would be admissible upto the highest Grade pay of Rs.12000/- in PB4.
Benefit of pay fixation is granted at the time of financial up gradation as like regular promotion
but no further fixation of pay at the time regular promotion. Wherever there is change in Grade
pay after promotion in the cadre the difference of grade pay is allowed.
Promotions/ACP granted in the past within the merged grades (pre revised) shall be ignored for
the purpose of granting up gradations under MACPS.
Promotions earned in the post carrying same grade pay in the promotional hierarchy as per
Recruitment Rules shall be counted for the purpose of MACPS.
Regular service for the purpose of MACPS shall commence from the date of joining in direct
entry grade. The adhoc / contract period, training period spent on pre-appointment shall not be
counted for reckoning. 50% of CLR service with temporary status may be taken for the purpose
of reckoning.
Regular service shall include all periods spent on deputation / Foreign Service, study leave and
all other leave duly sanctioned the competent authority.
On grant of MACP there shall be no change in the designation or higher status but benefits such
as HBA, Rly.Qrs shall be permitted.
No reservation orders / roster shall apply to MACPS.
MACP shall be purely personal to the employee and there shall be no additional financial up-
gradations for senior employees on the ground that the junior in the grade has got higher
grade/pay under the MACPS.
In the matter of disciplinary/penalty proceedings grant of benefit under MACPS shall be subject
to the rules governing normal promotion and regulated under the provisions of D&A Rules.
Pay drawn in the Pay band and the Grade pay allowed under MACP shall be taken at the basis
for determining the terminal benefits in respect of retiring employee.

72

In case of surplus and appointed in new organization in the same grade/lower grade the regular
service rendered in the previous organization shall be counted for the purpose of granting
MACP.
In case an employee after getting promotion/ACP seeks unilateral transfer to a lower
grade/post, he will be entitled only for 2
nd
and 3
rd
MACP as the case may be from the date of his
joining the new post.
If a regular promotion was ordered and refused by the employee before eligible for MACP, no
up gradation shall be granted. However after granting MACP if the employee refuses
promotion, it shall not be ground for withdrawing financial up gradation. However he shall not
be eligible for further MACP till he agrees for promotion and the next up-gradation shall also be
deferred to the period of debarment due to the refusal.
Employees on deputation need not be reverted for the benefit of financial up-gradation. They
may exercise fresh option to draw the pay in PB & GP of the post held by them or MACP
admissible, whichever is beneficial to them.
GDCE will be treated as DRQ and LDCE as promotional quota (except in cases where DRQ
quota filled through LDCE by special orders) for grant of 3 MACPs.

MACPS [RBE No.155/2016] Introduction – VII CPC
Modified Assured Career Progression Scheme was introduced with effect from 01.09.2008.
In pursuance of the recommendations of the Sixth Pay Commission, [RBE No.101/2009],
Subsequent amendments / clarifications were issued and these instructions are in force with
effect from 01.09.2008.
The 7
th
Central Pay commission has recommended inter-alia as follows.
MACP will continue to be administered at 10, 20 and 30 years as before.
In the new Pay Matrix, the employee will move to immediate next level in hierarchy. Fixation of
pay will follow the same principle as that for a regular promotion in the Pay Matrix.
MACPS will continue to be applicable to all employees up to Higher Administrative Grade (HAG)
level except members of Organized Group ‘A’ Services.

Salient Features:
The Government has considered and the above recommendation. It has accepted the same.
The existing Scheme will be substituted by the following words:-
There will be three financial up gradations under the MACPS as per 7
th
CPC. Counted from the
direct entry grade / level on completion of 10, 20 and 30 years respectively. Or 10 years of
continuous service in the same level in the Pay Matrix, whichever is earlier.
The MACPS envisage merely placement in the immediate next higher level in the Pay Matrix.
The level in the Pay Matrix at the time of financial up-gradation under the MACPS can. In
certain cases be different than what is available in the normal hierarchy at the time of regular
promotion in one’s own AVC.
In such cases, the higher level in the Pay Matrix attached to the next promotion post in the
hierarchy of the concerned cadre / organization will be given only at the time of regular
promotion.
Benchmark for performance appraisal for promotion and financial up-gradation under MACPS to
be enhanced from ‘Good’ to ‘Very Good’
For grant of financial up-gradation under the MACPS, the prescribed benchmark would be ‘Very
Good’ for all the posts.
These changes will come into effect from 25
th
July, 2016 i.e. from the date of resolution notified
by Department of Expenditure, Ministry of Finance regarding acceptance of the
recommendations of the 7
th
CPC.
MACPS where it was due earlier to 25.07.2016, but not decided yet due to Administrative delay,
will be decided as per criteria prevalent at that time. Cases that became due on or after

73

25.07.2016, will be decided as per new criteria. However, Past cases, decided otherwise, need
not be re-opened.
The comprehensive MACP Scheme on acceptance of Seventh Central Pay Commission
recommendations will be issued separately. [DOP&Ts OM No.35034/3/2015-Estt.(D) dated
28.09.2016]

THE PERSONS WITH DISABILITIES (EQUAL OPPORTUNITIES, PROTECTION OF RIGHTS
AND FULL PARTICIPATION) ACT 1995 :- The enactment of “The Persons with Disabilities
(Equal Opportunities, Protection of Rights and Full Participation) Act 1995” has necessitated
modifications in the existing scheme of absorption in alternative employment of staff medically
de-categorized. In terms of the provisions of the Act, the procedure followed in Railways for
absorption of medically de-categorized employees has been revised as given under. Provisions
of the Establishment Code and Manual have been suitably amended to accommodate the
principles of the Act.

Accordingly if a Railway servant who fails in vision test or otherwise by virtue of disability
acquired during service and becomes physically incapable of performing the duties of the posts
which he occupy his should not be dispensed with of reduced in the rank but should be shifted
to some other post with the same pay scale and service benefit.
The Act also provides that there shall be no discrimination in the matter of promotion merely on
the grounds of physical disability. This will apply to the categories of staff who have been
recruited from the open market against the vacancies reserved for recruitment of physically
handicapped and the staff who acquire disability while in service and are absorbed in suitable
alternative employment. Such Staff will be considered for promotion in their turn based on their
eligibility and suitability with others in the selection / suitability / trade test, for promotion to
higher grade post.

74

(Consequent on the recommendation of the 6
th
Pay Commission that the number Casual Leave
available for employees with disabilities should be 12 days as against 8 days for other
employees. The additional benefit of 4 days leave should be granted in the form of Special
Casual Leave. Sanction of the Ministry of Railways is accordingly conveyed for grant of Special
Casual Leave for 4 (four) days in a calendar year to Railway employees with disabilities as
defined in the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full
Participation) Act, 1995, for specific requirements relating to the disability of the official. These
orders take effect from 1
st
September, 2008.
[RBE No.201/2008])
ABSORPTION OF MEDICALLY DISABLED STAFF IN ALTERNATIVE EMPLOYMENT : A
Railway Servant who fails in vision test or acquire disability during service becomes incapable of
performing the duty of the post he occupies, should not be dispensed with or reduced in rank
but should be shifted to some other post with the same pay scale and service benefit. Such
medically incapacitated Railway Servant forms two groups, viz.,
Those who are completely unfit for service in any post.
Those who are unfit for further service in the post they are holding, but fit for service in the lower
category.
Employees of both the types cease to perform the duty of the post from the date declared
medically unfit. They are to be absorbed in alternate post in equivalent grade or kept in special
supernumerary post in the same grade in which the employee was working on regular basis.
Supernumerary post lasts till regular absorption is made and equivalent pay scales are allotted.
The designation of the employee does not change when the employee is in the supernumerary
post pending absorption and effort is made by the administration to find an alternative job
carrying the same pay scale. The supernumerary post stands abolished as soon as absorption
in alternative job is made.
Disabled / medically de-categorized staffs are absorbed in alternative post in allied categories
where their background and the experience can be better utilized. While finding alternative post
for absorption of disabled and medically de-categorized staff it is ensured by the administration
that the interest of other staff are not adversely affected and no reversion of any officiating
Railway servant is made. Disabled and medically de-categorized Railway servant is not only
absorbed within the unit, division or department but also in other Unit, division or department.
In respect of staff who are unfit in all categories, they may be absorbed in the post identified as
suitable for employment of physically handicapped persons and fresh recruitment to that post
from open market from amongst physically handicapped withheld. In case the alternative post
is not carrying the requisite pay scale, a supernumerary post is created in the appropriate scale
of pay for the adjustment of the employee. The supernumerary post so created to accommodate
the disabled and medically incapacitated employee shall stand abolished as soon as a suitable
post in the appropriate scale is found or on vacation of the post as the case may be.

75

On creation of supernumerary post, a committee with Personnel and Branch officer concerned
should be nominated to identify alternative job. The departmental officer, under whom the
medically de-categorized employee was working, is responsible to find out suitable alternative
appointment and the Personnel officer shall monitor and ensure that those who were absorbed
against supernumerary are accommodated in suitable alternative post at the earliest. The
alternative job need not be in the recruitment grade but can be in promotional grade also.
The employee may also apply for a particular job, which is likely to be suitable for him. The
decision taken on such application must be intimated to the employee.
A register containing the names of employees medically disabled and de-categorized, date of
incapacitation, post last held, educational qualification, medical category now considered fit,
details of supernumerary post, date of alternative absorption, scale of pay fixed, etc., should be
maintained for reference. This register is to be referred while filling every post to ensure quick
absorption of medically incapacitated employees.
Consequent to implementation of the revised rules, question of grant of leave till absorption
does not arise. However, such staff may be allowed to avail leave due to them whenever
needed.
Pay of the medically unfit or de-categorized employee on absorption will be fixed in the same
scale of pay, at the stage corresponding to the pay previously drawn. 30% of pay is added to
the minimum and maximum of the scale of pay of the previous post to determine the scale of
pay for running staff on absorption. It is added to the basic pay previously drawn while fixing the
pay on absorption. If the basic pay so arrived does not correspond to any stage in the grade of
absorption, the pay is fixed at the stage just below, duly allowing the difference as personal pay
absorbable in future increments and increases in pay. In such cases the personal pay will count
for the grant of DA, HRA, CCA etc.
Medically de-categorized and unfit employees on absorption are allowed seniority with
reference to the length of service rendered on regular basis in the equivalent or corresponding
grade. However it should be ensured that they are not placed above their erstwhile seniors, if
absorbed in the cadre where from they were promoted. Past services rendered by them will
count for all purposes.
The instructions applicable to medical unfit and de-categorized staff are not applicable to the
staff recommended for a change of category on medical grounds and such cases are treated as
request transfer.

76

PASS RULES: Definitions - Family means (includes) –
Wife or husband whether earning or not. Unmarried daughters provided she is residing with and
wholly dependent on the employee.
Sons below 21 years of age.
The age limit will not apply to bonafide students of recognized institutions, Research scholars
not in receipt of stipend, Invalid and Articled clerk under Chartered Accountants.

Dependant relative when father is not alive-
Widowed mother is residing with and wholly dependent on the employee.
Unmarried or Widowed or Divorced Sister is residing with and wholly dependent on the
employee.
Brother below 21 years of age.
The age limit will not apply to bonafide students of recognized institutions, Research scholars
not in receipt of stipend, Invalid and Articled clerk under Chartered Accountants.

Guardian means - An adult family member or a dependent relative or paid nurse or a
governess or an attendant.

Attendant means - A person exclusively employed on salary in the personal service of the
employee.

77

Wholly dependent means - A person who does not have an income of more than 15% of the
basic pay of the employee or Rs.9,000/- + DA admissible on current rate, whichever is more.
Pass means - An authority given by Railway to a person permitting him to travel by train freely.
PTO means - An authority issued in favour of a Railway servant to be exchanged for a
passenger ticket on payment of 1/3
rd
of the actual fare.
Single journey Pass means - A pass issued from starting station to a destination station.
A set of Pass means - A pass issued to an employee or his family or both for one outward and
one return journey.
Year means - A calendar year.
KINDS OF PASSES
METAL PASS CARDPASS CHEQUEPASS

METAL PASSES
GOLD SILVER BRONZE

CARD PASSES
DUTYCARDPASS RESIDENTIAL CARDPASS
SCHOOLCARDPASS PROVISIONCARDPASS
ENGINEPASS

CHEQUE PASSES
PRIVILEGEPASS DUTYPASS
TRANSFERPASS SCHOOLPASS
PASSES FOR SPORTS PERSONS MEDICALPASS
EMERGENCYDUTYPASS KITPASS
PASS TO SCOUTS AND GUIDES WIDOWPASS
POSTRETIREMENTPASS

Routing of passes
By direct and shortest route.
By the longer route if the distance by longer route is less than the distance by shortest route
plus 15% of the shorter route.
Quicker route.
Alternative routes.

Cheque passes - Cheque passes are issued on duty, privilege, transfer, school, retirement,
and medical grounds. It can be availed either for an onward journey or for a return journey. In
medical passes the attendant can travel in the same class along with the patient. Higher class
pass is also given on medical grounds.
Entitlement for privilege passes and PTOs [RBE No.120 / 2019 & PBC No.167 / 2019]

78

Category

(1)
Class of Privilege Pass
(PP) and Privilege
Ticket Order (PTO)
admissible
(2)
No. PP and PTO admissible
in a calendar year
(3) (4)
Status
(I)
PLPM
(II)

(I) Gzetted Cadre
(a) CRB & Board Members 17 First Class ‘A’ 6 Sets 4 Sets
(b) DGs & GMs
(c) GMs & other equivalent
officers
16 First Class ‘A’ 6 Sets 4 Sets
(d) HAG Officers
(including NF-SAG)
15 First Class ‘A’ 6 Sets 4 Sets
(e) SAG Officers
(including NF-SAG)
14
(f) Selection Grade Officers 13 First Class ‘A’ 6 Sets 4 Sets
(g) JAG Officers 12
(h) Sr. Scale Officers 11
(i) Other Group ‘A’ & ‘B’
Gazetted Officers
10 First Class ‘A’ 6 Sets 4 Sets
9
8
(2) Non-Gazetted Cadre 6 &
above
First Class 01 set upto the
end of 5
th
year
of railway
service and 03
sets thereafter
04 sets
5 Second Class ‘A’
4 Second / Sleeper Class
3
2
1
Note:
(i) 6 sets of PTOs instead of 4 sets shall continue to be admissible to railway servants
in all PLPMs who had joined Railway service before 12.03.1987 and not opted for
Widow Pass facility.
(ii) The travel entitlements shall continue to be in accordance with the administrative
instructions issued in this regard from time to time.
(iii) The upgraded pass facility i.e. 01 Set of Second Class ‘A’ Pass in lieu of 01 Set
of Second / Sleeper Class Pass to serving railway employees in PLPM 1,2,3 & 4
even with less than 05 years of railway service shall continue.
School Pass
Category Entitlement
Status PLPM be issued with the class of pass which the railway
servant is entitled as on privilege account. However,
the children of railway servants studying in Oak Grove
School, Jharipani, who are not ordinarily entitled to First
Class Passes, may, as a special case, be issued First
Class Passes from theri homes to Dehradun at the
beginning of school session and back to their homes at
the conclusion of the school session. The above
provision equally applies for their up and down journeys
during authorized vacations. On these occasions, First
Class passes may also be issued to the escorts (school
(1) Group ‘A’ & ‘B’
Gazetted Officers
8 to 17
(2) Non – gazetted
Cadre
1 to 6 & above

79

teachers) for their up and down journeys.

School Card Pass
Category Entitlement
Status PLPM The class of pass will be same as admissible to railway
servant on privilege account. (1) Group ‘A’ & ‘B’
Gazetted Officers
8 to 17
(2) Non – gazetted
Cadre
1 to 6 & above

Residential Card Pass
Category Entitlement
Status PLPM The class of pass will be same as admissible to railway
servant on privilege account. (1) Group ‘A’ & ‘B’
Gazetted Officers
8 to 17
(2) Non – gazetted
Cadre
1 to 6 & above
Note: No attendant is allowed on Residential Card Passes.
DUTY PASS [RBE No.120 / 2019 & PBC No.167 / 2019]
Category

(1)
Class of Privilege Pass (PP) and
Privilege Ticket Order (PTO)
admissible
(2)
Status
(i) ON DUTY
PLPM
(ii)

(I) Gzetted Cadre
(a) (i) CRB & Board Members including FC
(ii) DGs & GMs granted Apex Scale
(iii)Chief Commissioner of Railway Safety
17 Gold Pass
(b) GMs & other equivalent officers 16 Silver Pass
(c) HAG Officers (including NF-SAG) 15
(d) SAG Officers (including NF-SAG) 14
(e) Selection Grade Officers 13 Bronze Pass / First Class ‘A’
Pass (with I-AC authority) (f) JAG Officers 12
(g)

Other Group ‘A’ & ‘B’ Gazetted Officers 11 Bronze Pass / First Class ‘A’
Pass 10
9
8
(2) Non-Gazetted Cadre 6 & above First Class Pass
5 Second Class ‘A’
4
3
2
1 Second / Sleeper Class Pass
Note:
(i) Officers in PLPM 8, 9, 10 & 11 shall continue to be issued Bronze Pass / First Class
‘A’ Card Pass with validity for travel only over Zonal Railways on Indian Railways as
per existing conditions.
(ii) The travel entitlements shall continue to be in accordance with the administrative
instructions issued in this regard from time to time.

80

II Column No. (i) under item No.V of Schedule-I (Pass on Transfer) governing entitlement of Kit
passes to Group ‘A’, ‘B’ & ‘C’ Railway Servants.
Sl. No. Category PLPM
(a) Railway servants in PLPM 12 to 17
(b) Railway servants in PLPM 06 to 11
(c) Railway servants in PLPM 05
(d) Railway servants in PLPM 01 to 04

Note: The entitlements and other terms & conditions as detailed to RSPR 1986 shall continue.
Railway servants Passes per year PTOs per
year
Group A & B 6 sets 4 sets
Special class apprentices 2 sets 4 sets
Group C & D 1 set up to 5 years and 3 sets beyond 4 sets
The second Class A Pass holders are entitled to travel by AC 3 Tier class in trains other than
Rajdhani / Shatabdi trains. The IInd class A Pass is of yellow in colour.
Currency of Passes and PTOs (01.05.2013)
Single journey pass 5 months
Return journey pass 5 months
PTOs 5 months
Settlement pass 2 months
Kit and wagon pass 1 month

Luggage allowance
Pass Adult Child
IA 140kgs 70kgs
I class 70kgs 35 kgs
II ClassPass 50kgs 25kgs
Attendant 50kgs 25kgs

One set of privilege PASS/PTO or both may be issued within 5 months before commencement
next year in the current year with currency of pass from 1
st
January of the next year in the next
year account. Such passes valid for 5 months from date of issue only.
Un-availed passes of the previous year may be issued in the current year and the validity is
restricted up to the date had it been issued on the last day of the previous year.
Passes and PTOs are issued to both husband and wife when both of them are Railway
employees.
Unmarried female Railway servant can avail their passes and PTOs either in her account or in
her parent’s account. The option may be changed at any time provided the competent authority
is satisfied that the change of option does not give undue advantage to her.

81

In respect of employees officiating in higher grade the passes and PTOs are allowed in the
class and number to which they are entitled in the higher officiating posts, including the leave
periods provided it is certified that he would have continued to be officiating in the higher post
but for the leave.
Not more than two dependants can be included in a privilege pass or PTO subject to the
condition that the total number of persons in the pass or PTO is limited to five. If family
members are only included in the privilege pass there is no restriction in regard to the number of
persons to be included.
Passes on transfer account can be issued for self, family, dependent relatives including father
who are wholly dependent on the Railway Servant and residing with him. Passes may be issued
to the family and the dependent relatives to settle in a place other than the new station of the
employee and he is eligible for separate pass to join duty at the place to which he has been
transferred. There is no limit as to the number of persons to be included in the transfer pass.
Kit passes are issued to employees for the carriage of households from the old station to the
new station or another station where the employee wants to settle his family.
School cheque pass is given to the wards of an employee who are studying at a station away
from the Headquarters of the employee to join either of the parents during vacation. It is also
issued for some more study related purposes. Guardian is included in school pass when issued
to boys up to 18 years of age and girls of any age. It is issued up to 6 singles per year in the
class in which the Railway servant is eligible on privilege account.
Settlement pass is given to the Railway servant at the time of his settlement to the place of his
choice. It should be availed within one year from the date of retirement. There is no limit for the
number of persons to be included in the pass.
Cheque passes are also issued on sports account. In such case if anyone of the member of the
team is eligible for I class all other members of the team are also given I class pass.
Medical passes are issued on the recommendations of the Medical authorities for attending
hospitals. An employee can be issued with higher class of pass on medical grounds with an
attendant in the same class at the discretion of the medical authority. “In case of minor children
(i.e. boys under the age of 15 years and girls under the age of 18 years), if referred to outstation
hospitals for medical treatment. Special Passes in favour of (i) railway servant or his /her
spouse, (ii) minor child requiring treatment and (iii) a Medical Attendant (who may be a family
member or dependent or any other person) will be issued. The pass will ordinarily be issued for
the class of entitlement of the railway servant on privilege account or in higher class, if
otherwise admissible under these rules.” [RBE No.104 / 2018]
Emergency duty Pass is issued to the employees to perform official duties on emergency.
Supervisory officials are authorized to issue EDP (Normally issued with maximum 7 days in
advance & within local railway only)

82

Post retirement complimentary passes - Post retirement complementary passes are issued
after the retirement of the Railway Servant. Railway service is alone considered for allowing
retirement passes. In the year of retirement the number of passes issued to the retired
employee is limited to the total number of passes admissible to him while in service. PRCP is
admissible at the following rates-
Post retirement complementary passes are issued after the retirement of the Railway
Servant with 20 years of service. [RBE No.132/2013] [RBE No.135/2018] [PBC No.89/2018]
For counting of half of the period of past non-railway service rendered by the lateral entrants in
non-railway departments or establishments to determine their eligibility to PRCP subject to the
condition that the Said period of past non-railway service has been counted along with the
railway service for pensionary benefits. It was also made clear that the number of PRCPs of
such lateral entrants shall be at par with those railway servants who have retired with minimum
20 years qualifying railway service. Railway employees who retired on or after 01.01.2006 were
made entitled to the following PRCP facility.
Category No. Of PRCPs admissible in one
year
Group A & B With railway service of 20
years or more
3 Sets
Group C 2 Sets
Croup D 2 Sets

The lateral entrants who have retired or ceased to be a railway servant w.e.f. 01.01.2006 after
having rendered 20 years or more of qualifying service (i.e. either railway service plus half of the
period of past non-railway service counted along with railway service for pensionary benefits or
railway service exclusively) are entitled to the number of PRCPs
PRCPs / Widow Passes, as per revised entitlement, shall be admissible to the employees
retired / deceased on or after 01.01.2006.
The weightage of 05 years in qualifying service for PRCP on voluntary retirement shall be
discontinued. Railway employees having railway service of 20 years or more shall be allowed
to get full sets of PRCP.
Widowed daughters & Legally widowed daughters may be included in PRCP / Widow Pass as
eligible member of “family”, provided they are dependent on PRCP / Widow Pass holders,
without insisting on co-residency criteria. [RBE No.110 / 2018]
Widow pass: Widow Pass scheme came into force from 12.03.1987. All Railway Servants who
have been appointed on or after 12.03.1987 are automatically covered under the scheme.
Employees who were in service on 12.03.1987 were given a chance to opt for the scheme by
surrendering two sets of PTOs. Widow pass scheme is also applicable to widowers.
The widow pass scheme has now been extended to employees appointed prior to 12.3.1987 on
payment of Rs.250/-. Widow passes are allowed at the rate of half the quantum of retirement
eligibility. In the case of a Railway servant who dies while in service with lesser service, it will be

83

deemed that the employee has completed the minimum required service for grant of post
retirement pass and widow passes are issued accordingly.
PBC No. 233/2018 - Whenever a railway servant is called for special felicitation / reward / award
specifically by Railway Board Members and above for exemplary acts of devotion to work,
display of valor, conduct, etc. (other than routine work), a First Class ‘A’ “Special Duty Cheque
Pass” in favour of Railway Servant along with spouse valid for travel in 1-AC Class of all trains
may be issued from the place of posting to the place of special felicitation / reward / award &
back, irrespective of the railway servant’s duty pass entitlement. Accordingly, the Pass issuing
Authority of the railway servant is directed to issued First Class ‘A’ “Special Duty Cheque
Pass” in favour of Railway servant along with spouse with the endorsement for travel in 1-
AC Class of all trains including Rajdhani / Shatabdi / Duronto Express trans. Such Pass shall
be valid for 15 days from the date of issue.
Special Passes: A special pass may be issued to family members or dependent relatives on:
(a) Medical grounds.
(b) Sports account
(c) For Scouting Activities.
(d) For attending Courts.
(e) Physically challenged persons.
(f) Passes to staff of Railway Co-operative Societies / Bank.
(g) On any other occasion which the department of Railways or a Railway Administration
deems fit.
(h) Passes for attending meeting of SBF.
(i) Passes to Railway servants under suspension.
(j) Issue of passes to Contractors and the Staff Working with the Contractors.
(k) Grant of Two set of passes and one Set of Privilege Ticket Order Per year to Licensed
Porters.
(l) Grant of One Set of complimentary Cheque Pass and one set of PTO to the non-railway
Staff of Commission of Railway Safety.
6
th
CPC orders
Entries for issue of II Class ‘A’ passes should invariably be made in red ink in the Pass
registers even in the offices where issue of passes is computerized.
The Second Class ‘A’ pass may be issued to the eligible employees as per their entitlement only
on their specific request for the same.
In terms of the extant, the holder of IInd Class ‘A’ pass shall be entitled to travel by AC-3 tier
class in trains other than Rajdhani / Shatabdi / Duronto Express trains.
II Class A’ Pass is of Yellow Colour.
The Railway employees who are already entitled to Ist Class Passes, shall continue to draw Ist
Class Passes, irrespective of their eligibility in terms of RBE No.03 / 2011 orders.

84

THE RAILWAY SERVICES (LIBERALISED LEAVE) RULES 1949 : Liberalized leave rules
came into force from 01.02.1949.
The following are the Kinds of (Recorded Leave) under leave rules.
Leave on Average Pay (LAP)
Leave on Half Average Pay (LHAP)
Commuted Leave (CTL)
Leave Not Due (LND)
Extraordinary Leave (EXL)
LAP: Railway servants are eligible for 30 days of LAP every year. It is credited in advance to
the leave account in two installments at the rate of 15 days each on 1
st
of January and July
every year. In case of appointment or retirement in any part of a half-year credit shall be given
at the rate of 2 ½ days per month. In case of periods of absence, EXL, suspension and Dies-
Non etc. 1/10
th
of such period will be debited to the LAP account. Maximum LAP that can be
sanctioned at a time is limited to 180 days. During the period of LAP normal salary is
admissible.
Maximum accumulation of LAP is limited to 300 days. In addition to 300 days of LAP at credit,
advance credit of LAP for the next half year will be kept separately. Leave availed during the
half year will be first adjusted from the additional 15 days kept in the leave account.

85

Rule 525 (RBE No.64/2019) Leave on Average Pay applicable to School Staff (1) (a) The leave
account of every Railway servant who is serving in a Railway School such as teacher, principal,
headmaster, librarian, laboratory assistant or a waterman shall be credited with Leave on
Average Pay, in advance, to two installments of five days each on the first day of January and
July of every Calendar year. (b) In respect of any year in which a Railway servant avails a
portion of the vacation, he shall be entitled to additional Leave on Average Pay in such
proportion of twenty days, as the number of days of vacation not taken bears to the full
vacation, not taken bears to the full vacation, provided the total Leave on Average Pay credited
shall not exceed thirty days in a calendar year. (c) If, in any year, the Railway servant does not
avail any vacation, Leave Average Pay will be as per Rule 523 instead of clauses (a) and (b).
Senior Supervisors eligible for Grade Pay GP2. When a Group-C or Group-D Railway
servant resigns from Railway service after giving the necessary notice and requests for grant of
leave during the period of notice, he may be granted leave as applied for and due to him
concurrently with the period of notice provided that such leave does not extend beyond the date
on which the notice expires. (a) Safety Categories: Senior Supervisors (except office staff)
eligible for Grade Pay upto Rs.4200 and above can sanction leave i.e. LAP / LHAP upto 15
days in a Calendar year to Group C and D Staff working under them. (b) Non-Safety
Categories: Sr. Supervisors eligible for Grady Pay upto 4200 / 4600 holding independent
charge (except office staff) are delegated / vested with powers for grant of 15 days LAP / LHAP
at a time to Group C and D staff of non-safety categories working under them subject to the
condition that payment of OTA is not involved. JAG/ Full Powers Sr. Scale / Full powers upto 45
days Jr.Scale / Asst. Officer Full powers upto 30 days subject to not demanding relief.
LHAP: Railway servants are eligible for 20 days of LHAP every year. It is credited in two
installments of 10 days each on 1
st
of January and July every year. In the case of appointment
or retirement in any part of a half-year credit shall be given at the rate of 5/3 day per month.
There is no maximum limit specified for accumulation of LHAP. Half pay is admissible during the
period of LHAP.
In case of periods of absence, EXL, suspension and Dies-Non etc. 1/18
th
of such period will be
debited to the LHAP account. For overstay after expiry of leave, LHAP will be debited to an
extent up to the period of overstay and if LHAP is not available for the purpose the same will be
treated as EXL. School staff are also eligible for 20 days LHAP in lieu of 10 days LAP w.e.f.
01.09.2008. Rule 526 (RBE No.64 / 2019) Leave on Half average Pay – 1 (a) A Railway servant,
Permanent or Temporary other than one who is serving in a Railway School shall be entitled to
Leave on Half Average Pay of 20 days in respect of each completed year of service - 3(1) The
account of Leave on Half Average Pay of every Railway servant (other than a Railway servant
serving in a Railway School) shall be credited with Leave on Half Average Pay in advance, in
two installments of ten days each on the first day of January and July of every Calendar year.
CTL: Conversion of LHAP into half of such leave with full pay is called CTL. It is permissible on
medical grounds without any limit. 180 days of LHAP can be commuted in the entire service for
study. Normal salary is paid during CTL. If employee resigns or retires from service on his own
without joining duty, the CTL sanctioned will be reverted as LHAP and difference in salary is

86

recovered. However, if the retirement or termination is forced upon or if the employee dies
while on CTL, the period of CTL need not be reverted in to LHAP and salary already paid will
not be recovered. School staff are not eligible for CTL.
LND: LND is granted to permanent employees up to 360 days in the entire service on medical
grounds, when the employee has no LAP or LHAP at his credit. LND is granted against the
future earnings of LHAP. It is granted only when there is reasonable prospect on the employee
returning to duty on expiry of the leave to earn and adjust the LND sanctioned. Pay admissible
on LHAP is allowed during the period of LND. School staff are not entitled for LND.
If the employee resigns or retires while on LND, the LND granted is cancelled and the salary
already paid is recovered. If the retirement is forced upon the employee or death occurs while
on LND, salary already paid will not be recovered.
LND may also be granted to temporary employees with one year of service, up to 360 days in
the entire service for treatment of TB, cancer and leprosy provided that there is every possibility
of the employee returning to duty after expiry of the leave to earn and adjust LND sanctioned.
EXL: EXL is sanctioned to a Railway servant having no LAP or LHAP at credit or when the
employee specifically applies for EXL even when he is eligible for LAP or LHAP. Permanent
employees are eligible for EXL up to a maximum period of 5 years at a time.
EXL for Temporary employees: Temporary employees are granted EXL up to three months
without medical certificate at a time and up to six months on production of medical certificate,
provided they have put in a minimum of one year service on the date of expiry of leave. They
are also eligible for EXL up to 18 months for treatment of TB, leprosy, cancer, and mental
infirmities and up to 24 months for prosecuting studies, provided the employee has completed
three years of service including the leave period.
Special kinds of Leave
552 Work Related Illness and Injury Leave - The authority competent to grant leave may
grant Work Related Illness and Injury Leave (herein after referred to as WRIIL) to a Railway
servant (whether permanent or temporary, who suffers illness or injury that is attributable to or
aggravated in the performance of her or his official duties or in consequence of her or his official
position subject to the provisions contained in rule 521 of these rules, on the following
conditions, namely: (1) Full pay and allowances shall be granted to all employees during the
entire period of hospitalization on account of WRIIL. (2) Beyond hospitalization, WRIIL shall be
governed as follows: (a) A Railway servant (other than of RPF / RPSF) full pay and allowances
for the six months immediately following hospitalization and Half Pay for twelve months beyond
the said period of six months. The Half Pay period may be commuted to full pay with
corresponding number of days Leave on Half Average Pay debited from the employees leave
account. (b) For Officers RPF / RPSF full pay and allowances for six months immediately
following the hospitalization and full pay only for the next twenty four months. (c) For personnel
below the rank of officer of the RPF / RPSF full pay and allowances, with no limit regarding
period. (3) In the case of persons to whom the Workmen’s compensation Act, 1923 applies, the

87

amount of leave salary payable under WRIIL shall be reduced by the amount of compensation
paid under the Act. (4) No Leave on Average Pay or Leave on Half Average Pay shall be
credited during the period that employee is on WRIIL. The sub-rules to Rules 525,526 and
551(E) not mentioned herein, remain unchanged. This order shall take effect from 14the
December, 2018.
Maternity Leave: Maternity Leave is granted to female Railway servants with less than 2
surviving children. It is granted up to 180 days per occasion during the period of confinement
and up to 45 days for miscarriage / abortion in the entire service. Maternity leave can be
combined with other leave up to two years without production of medical certificate [RBE
No.158/2008]. Normal salary is allowed during the period of Maternity Leave.
551 (E) - Child Care Leave (RBE No. 64 / 2019) – (1) Subject to the provisions of this rule, a
female Railway servant and single male Railway servant may be granted Child Care Leave by
an authority competent to grant leave for a maximum period of seven hundred and thirty days
during entire service for taking care of two eldest surviving children, whether for rearing of for
looking after any of their needs, such as education, sickness and the like. (2) For the purposes
of sub-rule (1), “Child” means (a) a child below the age of eighteen years; or (b) an offspring of
any age with a minimum disability of forty percent as specified in the Government of India in
Ministry of Social Justice and Empowerment’s Notification No.16-18 – 97-N 1.1, dated the 1
st

June, 2001. (3) Grant of Child care leave to a female Railway servant and a single male
Railway servant under sub-rule (1) shall be subject to the following conditions, namely – (i) it
shall not be granted for more than three spells in a calendar year; (ii) It shall not ordinarily be
granted during the probation period except in case of certain extreme situations where the leave
sanction authority is satisfied about the need of Child Care Leave to the probationer, provided
that the period for which such leave is sanctioned is minimal. (iv) Child Care Leave may not be
granted for a period less than five days at a time. (4) During the period of child care leave, a
female Railway servant and a single male Railway servant shall be paid one hundred percent of
the salary for the first three hundred and sixty five days, and at eighty percent of the salary for
the next three hundred and sixty five days. (5) Child Care Leave may be combined with leave
of any other kind. (6) Notwithstanding the requirements of productions of medical certificate
contained in rule 527 or sub-rule (1) (ii) of Rule 528, leave of the kind due and admissible
(including commuted Leave not exceeding sixty days and leave not due) upt a maximum of one
year, if applied for , be granted in continuation with child care leave granted under sub-rule(1).
(7) Child Care Leave shall not be debited against the leave account. Explanation – “Single
Male Railway Servant” means – an unmarried or widower or divorcee Railway servant.
Child Adoption Leave: Female railway servants, with less than two surviving children, on
adoption of a child, granted leave upto 180 days as Child Adoption Leave. She is eligible for
leave salary equal to pay drawn immediately before proceeding on leave. It may be combined
with any other kind of leave including LND and CTL not exceeding 60 days without production of
Medical Certificate, for a period upto one year reduced by the age of the adopted child.
Paternity Leave: Paternity Leave is granted to male Railway servants with less than 2 surviving
children for a period up to 15 days during the period of confinement of their wife. It is not

88

debited to the leave account of the employee. PL should be availed in one spell within 6
months from the date of delivery and up to 15 days prior to the date of delivery. PL should not
normally be refused to. Normal salary is allowed during the period of PL. Casual labour attained
temporary status are also granted PL up to 15 days and it should be availed by them within 180
days from the date of delivery.
Study Leave: Study Leave is granted to the Railway servants with 5 years of regular service,
for higher studies and training connected to his duties. Railway servants availing SL must have
a minimum of 3 years (5 years for 36 months SL) of service to serve on return. SL is granted on
the consideration that it is advantageous to the Government. It is granted up to 12 months in
general and in special cases up to 24 months and 3 years for PG medical courses. SL can be
combined with other leave (other than EXL) up to 28 months in general and for Ph.D. up to 36
months. Railway doctors with 2 years’ service (including probation) are eligible for study leave
for PG course of 3 years provided they execute a bond to serve 5 yrs on return from leave. GM
or PHOD can sanction study leave for study with in India and by Railway Board for study
abroad. [RBE No.156/2018]
Pay + DA minus stipend, scholarship and remuneration is paid as leave salary during the period
of Study leave. Payment of House Rent Allowance and Compensatory (City) allowance to
Railway Employees during Study Leave is to be regulated. Employees proceeding on study
leave are entitled to House Rent Allowance for first 180 days of the study leave and continuation
of these allowances beyond 180 days is subject to the production of certificates prescribed in
Para 1707 (iii) of IREC.II.
During study leave availed outside India, a Railway servant shall draw leave salary equal to the
pay that the railway servant shall drew while on duty immediately before proceeding on such
leave, in addition to Dearness Allowance and House Rent Allowance as admissible. During
study leave availed in India, a Railway servant shall draw leave salary equal to the pay that the
Railway servant drew while on duty immediately before proceeding on such leave. In addition
to Dearness allowance and House Rent Allowance as admissible. House Rent allowance as
admissible and the Dearness Allowance, no other allowance shall be paid to a Railway servant
in respect of the period of study leave granted to him. [RBE No.156/2018]
Casual Leave: CL is not regarded as a leave under leave rules. Railway servants who avail
public holidays are entitled for 8 days of CL and others are entitled for 10 days of CL every year.
CL can be combined with holidays and rest days. Un-availed CL lapses at the end of the year.
Disabled railway servants are eligible for 4 days additional CL per calendar year wef
01.09.2008. All Sr. Supervisors eligible for Grade Pay up to Rs.4200/- or above also authorized
to sanction ordinary Casual Leave as applicable in a year to Group ‘C’ & ‘D’ staff working under
them. [Rule 236 of IREC Vol.I]
Special Casual Leave: SCL is granted to Railway servants who are in Scouts, Guides, St.
John Ambulance, and Territorial Army for attending camps and rallies. It is granted to sports
persons for participating in tournaments and coaching camps. It is granted to representatives of
recognized Trade Unions for attending FNM, PNM, and Executive committee meetings.
Defence helpers for appearing in DAR cases are also granted SCL. Railway Servants who are

89

in the managing committee of Cooperative Societies, Stores, Canteen, Institute etc., are granted
SCL to attend their meetings. SCL is also sanctioned to cover up absence due to bandh,
Curfew, flood etc. The maximum limit of SCL to Railway sportspersons has been increased
from 200 days to 330 days in a year for training under centre of Excellence trainees. SCL up to
5 days per year for attending Yoga/spiritual/meditation with pass (without TA/DA) would be
admissible for participants. All Sr. Supervisors eligible for Grade Pay up to Rs.4200/- or above
also authorized to sanction ordinary Casual Leave as applicable in a year to Group ‘C’ & ‘D’
staff working under them . [Rule 236 of IREC Vol.I]
Encashment of LAP during service: Railway servants can encash LAP up to 10 days at the
time of availing of Pass/PTO for a maximum of 60 days during the entire service. A balance of
at least 30 days of leave on average pay should be available to his credit after taking into
account the period of encashment as well as leave availed of. The encashment is granted once
in a two year block commencing from 1.09.2008 to 31.08.2010 and next commence from
1.9.2010 to 31.8.2012 and would follow similar pattern. In addition to that, the employees are
also eligible for encashment of LAP up to 300 days at the time of retirement. These orders are
effective from 01-09-2008. Employees who have availed leave encashment while availing Pass
/ PTO can claim arrears on the leave so encased if their Pay & Dearness Allowance has been
revised retrospectively. [RBE No.161/2008, 15/2011, 141/2014, 48/2017 – PBC No.181/2008, 217/2014, PBC
No.185 / 2016] [Rule 540-A]
The cash equivalent shall be calculated as follows namely:-
Cash equivalent = Basic Pay admissible on the date of
availing of Railway Pass + DA X No. of days of LAP Maximum of
10
30
No House Rent Allowance or Transport Allowance shall be payable:
The period of leave encased shall not be deducted from the quantum of leave en-cashable
under Rule 550
In case of Running Staff, the calculation of leave encashment upto 10 days will be done in the
same manner as in the case of leave salary in terms of Rule 25 (i) (k) of “The Rules for the
payment of Running and other Allowances to the Running staff on Railways, 1981” [ RBE
No.10/2015]
An illustration of the above is shown below:
(i) Basic Pay in general = Basic in Pay Band + Grade Pay (6
th
CPC) Basic Pay in
7
th
CPC
(ii) Basic Pay of running staff = 130% of BP = (A)
(iii) DA rate in general = DA%
(iv) DA for running staff = DA % of (A) = (B)
(v) Leave encashment for 1 day = A + B

90

30
JAG / Sr.Scale / Jr.Scale / Asst. Officers Full powers. Accounts concurrence is not necessary.
Powers upto the full entitlement in respect of Officers working under their control. Encashment
of LAP is permitted upto a maximum of 10 days at a time. The total leave, so encashed during
the entire career shall not exceed 60 days in the aggregate. A balance of at least 30 days of
LAP should be available to his / her credit after taking into account the period of encashment as
well as leave availed of. Successive encashment cannot be made before a minimum period of
two years has elapsed. Encashment of LAP, as above, is to be allowed at the time of availing of
Railway Privilege Passes /PTOs (for running staff and station master RB’s Lr.
No.F(E)III/2008/LE-1/1 dt 12.12.2008 may be referred to). The cash equivalent shall be
calculated as follows. Pay in the respective PB plus Number of grade pay admissible on the
date days of LAP of availing of Railway Pass plus Cash equivalent = DA admissible on that date
X 30 House Rend allowance or Transport allowance should not be taken into account for the
above calculation) The period of leave en-cashed shall not be deducted from the quantum of
leave en-cashable under Rule 550. Competent authority’s sanction for the leave encashment
and equivalent leave availed simultaneously, should be advised to the Bill Drawing Officer
concerned for certification, issue of Memorandum, leave account, Service Register entries and
payment. Rule 540-A
Ex-INDIA LEAVE: [PBC No.113/2017] Deputation / Delegations abroad of Officials and / or
non-Official sponsored by government of India - Ex-India Leave. In case of Official visit /
tour abroad (including training and excluding Study Leave) where the period of deputation is
less than eight (08) days, the Government Official may be granted ex-India Leave for a
maximum period of four (04 days). In respect of official visit / tour abroad including training for
more than eight days, the limit of 50% ex-India leave will continue. During ex-India leave the
closed holidays “Saturday and Sunday” etc, may be allowed to be pre-fixed / suffixed as the
case may be subject to the condition that no extra financial implications like payment of Hotel
charges / per-diem allowance etc. are involved. Delegation of Powers to the State
Governments and Ministries / Departments of the Government of India in cases of Members of
All India Services proceeding abroad on ex-India leave (excluding Study Leave)’ wherein it is
provided that in case of official visits of a duration less than 8 days, the limit of 50% may be
relaxed and ex-India Leave upto a maximum 4 days may be granted.
JOINING TIME: Joining Time is granted to the Railway servants on transfer to enable them to
join new post either in the same station or in the new station.
It is not admissible for temporary transfer.
Railway servants are eligible for joining time to take up employment on reduction of
establishment or on discharge provided the orders are received while working in old post,
otherwise the break will be treated as joining time without pay up to 30 days.
Serving Railway servants, State and Central Government employees are entitled for joining time
on appointment to Railways through competitive examinations. Temporary Railway servants
with less than 3years of service are eligible for joining time without pay.

91

Joining time commences from the date of relief if the charges are handed over in the forenoon
and from the next day if the charges are handed over in the afternoon.
The joining time is calculated from old head quarters or tour station for all purposes.
Not more than one day joining time is admissible for transfer within the same station or where
no change of residence is involved. Same station for this purpose includes areas falling within
the localities of Municipality, Corporation, Suburban limits, Cantonment and other notified areas.
Joining time on account of transfer is admissible provided if change of residence is involved with
reference to the distance between old and new station. It is allowed at the following rate.
1000 Kms. Or less 10 days
More than 1000 Kms 12 days
More than 2000 Kms 15 days *
(*In the case of travel by air, joining time will be limited to 12 days.)
Distance means the actual distance and not the weighted distance for the joining time.
Extension of joining time is allowed in special circumstances to Gr. C & D employees up to 30
days by DRM/HOD. Railway Board can allow extension beyond 30 days.
Extensions are calculated by adding eight days for preparation plus reasonable transit time,
holidays, allowance for unavoidable detention due to disruption to transport, strike, natural
calamities and time spent for catching connecting trains etc.
When holidays follow joining time, it is deemed as extended one.
When transfer order is modified by posting the Railway servant to a new station during transit, a
fresh spell of joining time from the following day of the receipt of revised order is admissible.
Un-availed joining time can be credited to the LAP subject to the restrictions on the
accumulation of LAP.
SCL in lieu of joining time is not admissible.
Joining time can be combined with all kinds of leave, vacation and holidays. It cannot be
combined with CL and SCL.
Joining time is regarded as duty. Railway servants on joining time are eligible for Pay, DA, HRA,
and CCA etc. as drawn in the old post.
The old station is the head quarters of the Railway servant during joining time.
At the time of deputation joining time will be allowed as provided in the Department /
Organization of joining unless different provisions are agreed mutually.
JOINING TIME

92

• For transfer in administrative interest from one station to another and appointment to
permanent posts filled by competitive exam.
• Commences on the day one relinquishes charges.
• Not admissible if change of station is not involved.
• Joining time is allowed based on the actual distance between old and new headquarters
as follows:-
01 1000 KMs or less 10 days
02 More than 1000 KMs 12 days
03 More than 2000 KMs 15 days

• In rare cases joining time can be extended by competent authority.
• In case an employee on request transfer is relieved in the eve of holiday and join new
station forenoon after Holiday they may be deemed to have availed the holiday and no
leave may be debited.
• In temporary transfer only actual transit time will be allowed.
• Un-availed Joining time may be credited to LAP account.
• Joining time can be combined with other leave excluding CL.
• Salary – that before relinquishing if on promotion.
• Overstayal of Joining Time will not be duty and will not count for increment.
• Holidays after Joining Time will extend it to the extent.

HOURS OF EMPLOYMENT REGULATIONS / HOURS OF WORK AND PERIOD OF REST
Introduction: The formation of the International Labour Organization in the year 1919 has paved
the way for various enactments on the labour welfare all over the world. This mighty
organization, in its first conference held at Washington had recommended the Government of
India to adopt the principles of 60 hours of work per week. The General Conference of ILO held
at Geneva during the year 1921, aimed at providing weekly rests in the industrial undertakings.
In order to implement the provision of the Washington and Geneva Conventions, the
Government of India incorporated the rules regulating hours of employment and periodic rest to
Railway employees in the Indian Railways Act 1890 and by an amendment in the year 1930,
which was soon followed by the issue of Railway Servants (Hours of Employment) Rules, 1931
on the basis of chapter VI – A of the Indian Railways Act, 1890. On representations made to
the Government of India, for the modification of this rule, duly accepting the recommendations
made by the Hon’ble Justice G.S. Rajadhaksha, I.C.S. who was appointed as an adjudicator,
on matters of Hours of Work, Periodic Rest, Leave Reserve, etc., the Government of India
issued the Railway Servants (Hours of Employment) Rules, 1951. Subsequently the Indian
Railways Act was amended in the year 1956 incorporating the recommendations of the
Adjudicator and the Railway Servants (Hours of employment) Rules 1961 was issued.

93

Thereafter on the basis of recommendations made by Railway Labour Tribunal in the year 1969,
(Miabhoy Tribunal) on a review, orders revising the rules in regard to Hours of Work, Overtime,
Periodic Rest etc. have been issued by the Government of India in the year 1974, with effect
from 01.08.1974.
The Hours of Employment Regulations consists of-
Statutory provisions contained in Railways Act 1989.
The Railway Servants (Hours of Work & Period of Rest) Rules, 2005.
Subsidiary instructions issued by Railway Board.

Objective: It regulates the hours of employment and makes provisions for periodic rest and
overtime allowance to Railway employees.
Applicability: Hours of Employment Regulations are applicable all Non-Gazetted Railway
servants including Casual Labourers and Substitutes, excepting those who are governed by the
Factories Act, Mines Act, Minimum Wages Act and the Merchant Shipping Act.
Classifications: All Non-gazetted Railway Servants are classified into four classifications
namely-
Intensive
Essentially intermittent
Excluded and
Continuous

Intensive: The employment of a Railway servant is said to be Intensive when it has been
declared to be so by the prescribed authority on the ground that it is of strenuous in nature
involving continued concentration or hard manual labour, with little or no period of relaxation.
The duty should involve sustained and strenuous attention or hard physical exertion. In a cycle
of 24 hours of duty, the period of inaction or relaxation should be less than six hours in
aggregate and in a period of 8 hours shift the period of inaction, rest or relaxation should be less
than one hour in aggregate. The term sustained attention implies mental effort. For example, a
pointsman waiting for the arrival of the train after setting points requires to give sustained
attention.
E.g. Traffic Section Controllers, Cabin Station Masters of busy stations and Telephone
Operators of busy Telephone Exchanges
Essentially Intermittent: The employment of a Railway servant is said to be Essentially
Intermittent when it has been declared to be so by the prescribed authority on the ground that
the daily hours of duty of the Railway servant normally includes periods of inaction aggregating
6 hours or more, including at least one such period of not less than one hour or two such
periods of half an hour each, during which the Railway servant is not called upon to display
either physical activity or sustained attention. While assessing the workload of the EI workers,
the period of inaction of less than 5 minutes should be counted as duty.
E.g. WRA, RRA, SCP, CNC, ‘C’ Class level crossing Gate Keepers, Bungalow Lascars, Saloon
Attendants, Care Takers of rest houses, etc.
Excluded: The employment of a Railway servant is said to be excluded, if he belongs to any
one of the following categories.
Staff employed in confidential Capacity.

94

Armed guards or other personnel employed in similar discipline.
Staff classified as Supervisors.
Staff of Railway Schools imparting technical or academic education.
Health visitors, Extension Educators, Matrons of Railway hospital, Sisters in- charge of
operation theatres, having no shift duty.

Continuous: The employment of a Railway servant is said to be continuous when it has not
been classified either as Intensive or as Essentially Intermittent or as Excluded. E.g. Office
Clerks, TTE, Drivers, Guards, Trackman etc.
Important Provisions of HOER

Classification
Normal
Duty
Hours/Day
Normal Duty
Hours/Week
Statutory
limit per
Week

Periodic Rest

Continuous
8/10 Hours.

48+3(P&C)
and
48+6 (P&C)
Hours.

54Hours.
30 consecutive hours.
Running Staff - 4 periods of not less
than 30 consecutive Hours or 5
periods of not less than 22
consecutive Hours each including one
full night in bed per month.
Intensive 6/8 Hours. 42+3 (P&C)
Hours
45Hours. 40 consecutive Hours.

E.I. (*)
8 standard
Hours + 4
additional
Hours.
48 + 24
Hours + 3
(P&C) Hours.

75Hours.
24 consecutive Hours Including a full
night in bed.

E.I. (**)
8 standard
Hours + 2
additional
Hours.
48 + 12 Hours
+ up to 6
Hours of P&C

75Hours.
24 consecutive Hours including a full
night in bed.
Excluded Provisions related to rostered hours per day and per week, statutory limit, periodic
rest are not prescribed.
(*) In respect of employees working in way side stations provided with quarters within 0.5 kms
and care takers of Rest houses, waiting rooms and reservoirs, c-class level crossing Gate
Keepers, Saloon Attendants, Bungalow Lascars, irrespective of their head quarters and whether
they have been provided with quarters or not. (**) In respect of employees working in important
stations and those who are working in wayside stations not provided with quarters within 0.5
kms.
Preparatory and Complementary work : If the time taken for preparatory and or
complimentary work, is 15 minutes or more on each occasion it should be included in the
rostered hours subject to the maximum of statutory limits prescribed. In the case of Railway
servants classified as continuous the P&C time between 15 to 45 minutes will be taken as half
an hour and 45 minutes to one hour as one hour. In the case of Intensive and EI the P&C time
between 15 to 30 minutes will be treated as half an hour.

95

Long on: It is a period of duty (exclusive of the period or periods of interval) for long hours and
spreads over 8 hours in the case of Intensive, over 10 hours in the case of continuous and over
12 hours in the case of EI.
Short off: It is a period of rest between the end of one rostered duty and the beginning of the
following rostered duty. It is less than 12 hours in a roster of 6 hours and less than 14 hours in
a mixed roster of 6 hours and 8 hours, in the case of intensive and less than 10 hours in the
case of continuous and less than 8 hours in the case of EI classification.
Long on and Short-off should be avoided while framing the roster.
Split shift: It means a shift, which is punctuated with intervals. During intervals the employee is
free to leave the work spot. Splits of duty should not exceed three in all with the number of
intervals being two. Any interval of less than half an hour should be treated as duty. If there are
three spells of duty, quarters should be provided.
Spread over: It is a period that includes spells of duty and periods of intervals. As far as
possible, the spread over should not exceed 16 hours, provided, the rest between 22 hours and
6 hours, is not broken. It should be limited to 14 hours if the rest between 22 hours and 6 hours
is broken.
Duty hours for Running Staff: Running staff are classified as continuous under HOER. There
is no prescribed roster for Running staff and they normally work on link basis in a deemed roster
up to 104 hours in a fortnight, with a statutory limit of 108 hours.
Duty at a stretch for Running Staff: The following instructions govern the Duty at a stretch for
Running Staff.
The overall duty at a stretch for Running Staff should not ordinarily exceed 11 hours from
Signing on to Signing off and they are entitled to claim relief thereafter.
The running duty at a stretch should not ordinarily exceed 09 hours from the departure of the
train and Running staff are entitled to claim relief thereafter.
In operational exigencies the running duty may be extended beyond 09 hours within a overall
limit of 11 hours, provided a notice has been given to the staff by the Controller before
completion of 8 hours of running duty.
If a train does not reach within the overall limit of 11 hours its normal crew changing point or
destination of the train or the place where a relief has been arranged and such point is
approximately one hour journey away, the staff shall be required to work up to that point.
In exceptional exigencies like accident, flood, agitation, equipment failure, etc. the Running staff
may be required to work beyond the limits prescribed above. In such cases, the Controller
should suitably advise the staff.
In order that the running staffs are aware of their beat at every crew head quarters or station
and normal crew change point, the normal beat of the running staff should be prominently

96

displayed on the notice board. Such notices should be put up in each lobby of the loco Shed,
station or any of the places where running staff are required to Sign on or Sign off.
Compensatory Rest: A Railway servant exempted from the provisions of grant of periodical
rest shall, as for as possible be granted compensatory rest for the period of rest he has
foregone, within one month.
Overtime: For the purpose of calculating overtime, the Railway servants are classified into two
groups namely Averaging group and Non Averaging Group.
Averaging Group: Staffs performing train passing duties and shift duties are coming under this
group E.g., Driver, Guard, TTE etc.
Non-Averaging Group: Office clerks, Trackman etc. are coming under this group.
Calculation of OTA: OTA is calculated for duty beyond the rostered hours and up to the
statutory limit @ 1.5 times of the hourly rate of pay and for duty hours beyond statutory limit @ 2
times of the hourly rate of pay.
Job Analysis: Classification of employees as Intensive, Continuous or Essentially Intermittent
is decided by a method of job analysis. Job analysis is conducted for a period of 72 consecutive
hours. CPO is the competent authority to order classification and change in classification.
Classification will take effect from the date of completion of the job analysis when the time lag
between the date of demand and the date of completion of the job analysis is less than six
months. When the time lag between the date of demand and the date of completion of the job
analysis is between six months and one year, the date of effect of the revised classification will
be fixed based on merit but not later than the date of completion of job analysis.
Appeal against classification or reclassification should be addressed to the Regional Labour
Commissioner. Compliance on the decision of RLC should be addressed to the Ministry of
Labour and Employment.
Notices to be Displaced
Notification specifying the classification of the Railway servants, duration of hours of
employment and period of rest.
Copy of chapter XIV of Railways Act 1989 and an extract of HOER 1961 in Hindi and English.
Registers to be maintained: Attendance register, Register of Abrogated rest, Register of extra
hours worked etc. are to be maintained in work spots.
Leave Reserves
Operating staff 16 2/3% to 30 %
Running staff 15% to 30%
Commercial staff 15% to 25%
Office clerks 12.5%

97

Group D staff and Technicians etc. 12.5%

Rest Giver

Intensive
No RG is required when P&C time is not included in the roster and
One RG is required for every 12 employees when P&C time is
included in the roster.
Continuous One RG for every 6 employees.

E.I
One RG for 6 employees or one RG for 3 employees or
2RG for 5 employees depending on their place of duty and provision
of quarters.

NIGHT DUTY ALLOWANCE: [RBE No.036/2018] The hourly rate of NDA shall be equal to
{(Basic Pay + Dearness Allowance) / 200} which would be admissible to eligible categories of
non-gazetted Railway Servants classified under Chapter XIV of the Railway Act, 1989 read with
the Railway Servants (Hours of Work and Period of Rest) Rules, 2005 for work put in during the
period from 22.00 hours to 06.00 hours. The rate should be worked out separately for each
employee. The present formulation of weight age of 10 minutes of every hour of duty
performed between the hours of 22.00 hours and 06.00 hours would continue. The grant of
NDA shall be subject to furnishing of a certificate by the Supervisor concerned that Night Duty is
essential. The revised rate of NDA shall be admissible with effect from the 1
st
of July, 2017.
OVERTIME ALLOWANCE : The Basic Pay and DA element for the purpose of OTA may be
antedated to 01.01.2016 and other elements constituting emoluments for the purpose of OTA
viz. HRA and Transport allowance etc shall be taken into account at revised rates w.e.f
01.07.2017 as per 7
th
CPC recommendations. [RBE No.41 / 2018]

98

THE RAILWAY SERVICES (CONDUCT) RULES , 1966: Railway servants are expected to
maintain and keep up a disciplined and respectful life. Provisions in this regard are given in
“The Railway Services (Conduct) Rules, 1966”. This rule is placed in Appendix I of Indian
Railway Establishment Code-Volume I.
RULE 1: Title
RULE 2: Definitions
Government means for-
Gazetted Officers of Railway Board. President.
Gazetted Officers of Zones & Other units. Railway Board.
Non-Gazetted Staff of Railway Board. Secretary, Railway Board.
Non-Gazetted Staff of Zones and Production
units.
General Manager.
Non-Gazetted Staff of other units under Railway
Board.
Head of Offices.
Generally the powers of President, Railway Board, and General Manager are delegated to their
subordinate authorities. However powers on rules related to politics, election, evidence,
subscriptions, demonstrations, private trade, investments, marriage, press and other media etc.
are exercised by Railway Board.

99

Railway servant means a person holding a post, which is under the administrative control of the
Railway Board and it includes a person whose services are lent by Railways and it excludes a
person whose services are borrowed by Railways
Family means Husband or Wife residing with the Railway servant, sons, daughters, step sons
and step daughters wholly dependent on the Railway servant and any other person related to
Railway servant by blood or marriage and wholly dependent on the Railway servant.
RULE 3: Para (1) Every Railway servant shall maintain at all times-
(i) Absolute integrity.
(ii) Devotion to duty.
(iii) Do nothing, which is unbecoming of a Railway or Government servant.
iv) commit himself to and uphold the supremacy of the Constitution and democratic values;
(v) defend and uphold the sovereignty and integrity of India, the security of the State, public
order, decency and morality;
(vi) maintain high ethical standards and honesty;
(vii) maintain political neutrality;
(viii) promote the principles of merit, fairness and impartiality in the discharge of duties;
(ix) maintain accountability and transparency;
(x) maintain responsiveness to the public, particularly to the weaker section;
(xi) maintain courtesy and good behaviour with the public;
(xii) take decisions solely in public interest and use or cause to use public resources efficiently,
effectively and economically;
(xiii) declare any private interests relating to his public duties and take steps to resolve any
conflicts in a way that protects the public interest;
(xiv) not place himself under any financial or other obligations to any individual or organisation
which may influence him in the performance of his official duties;
(xv) not misuse his position as railway servant and not take decisions in order to derive financial
or material benefits for himself, his family or his friends;
(xvi) make choices, take decisions and make recommendations on merit alone;
(xvii) act with fairness and impartiality and not discriminate against anyone, particularly the poor
and the under-privileged sections of society;

100

(xviii) refrain from doing anything which is or may be contrary to any law, rules, regulations and
established practices;
(xix) maintain discipline in the discharge of his duties and be liable to implement the lawful
orders duly communicated to him;
(xx) maintain confidentiality in the performance of his official duties as required by any laws for
the time being in force, particularly with regard to information, disclosure of which may
prejudicially affect the sovereignty and integrity of India, the security of the State, strategic,
scientific or economic interests of the State, friendly relation with foreign countries or lead to
incitement of an offence or illegal or unlawful gain to any person;
(xxi) perform and discharge his duties with the highest degree of professionalism and dedication
to the best of his abilities. [RBE No.01 / 2015]
Para (2) Every supervisor shall take all possible steps to ensure integrity and devotion to duty
of all Railway servants working under him.
Railway servants while performing their duties or at the time of exercising their powers shall act
to their best judgement except when acting on the orders of superiors.
Directions of official supervisor should be in writing except where oral orders are unavoidable.
Superiors shall confirm the oral order in writing later.
Railway servants acting on oral orders shall seek confirmation and superior should confirm it in
writing.
Para 3(A): Promptness and Courtesy: Every Railway servant shall be more courteous in their
performance and shall not resort to willful delay and dilatory tactics.
Para 3(B): Observance of Government Policies : Every Railway servant shall act in
accordance to Government policies related to protection of national heritage, environment,
wildlife, age of marriage and prevention of crime against women.
Para 3(C): Prohibition of Sexual Harassment of working women: No Railway servant shall
indulge in sexual harassment of women at her working place and every supervisor should take
all possible steps to prevent sexual harassment against women at her work place.
RULE 4: Employment of Near Relatives of the Railway servant: No Railway servant shall
use the official influence in securing employment to any member of his family in any company or
firm.
No Group ‘A’ officer shall except with the previous sanction of the administration permit his
son/daughter or dependants to accept employment in any other company or firm where he has
official dealings and where the employment cannot wait, the employment can be accepted
subject to permission and with a report to administration.

101

A Railway servant as soon as he becomes aware about the employment of his family
member in a company or firm, intimate the same to the administration and also state whether he
has official dealings with that company or firm.
No Railway servant should deal with any company or firm, where he or his family member is
interested and has to refer the matter to administration for further instruction.
RULE 5: Taking part in Politics and Elections: No Railway servant shall be a member of any
political party or organization taking part in politics or in election. He should also prevent his
family member from taking part in any movement against the Government.
Doubts on the point whether a party is a political party or whether any movement or activity
of a party or organization is subversive, the decision of the Government is final.
No Railway servant shall canvas or influence or take part in election to legislature or local
body.
RULE 6: Joining of Association or Union: No Railway servant shall form or join any
association or union the objective of which is against the interest or integrity of the Government
or public order or morality.
RULE 7: Demonstration: No Railway servant shall engage in any demonstration which is
against the integrity of India, the security of the State, friendly relations with foreign states,
public order, decency, morality or which involve contempt of Court or defamation.
RULE 8: Connection with the Press or Radio or any Electronic Media: No Railway servant
shall except with the previous sanction of the Government own wholly, or in part or conduct or
practice in the editing or management of any newspaper or periodical or publication or any other
electronic media. But prior permission is not required where the participation is purely literary,
scientific, artistic or for bona fide discharge of official duties. In such occasions it should be
made clear by the Railway servant that the views expressed are his own and not that of the
Government.
RULE 9: Criticism of Government: No Railway servant shall speak or write either in his
name or otherwise any matter that has the effect of criticizing the Government and its policies,
which is capable of embarrassing the relation between Central and State Government and
foreign States.
RULE 10: Evidence before Committee: No Railway servant shall give evidence in any enquiry
conducted by any person or committee or authority except with the previous permission of the
Government. Previous permission is not necessary to give evidence in an enquiry conducted by
the Department, Government, or Judiciary. Railway servant on being permitted to give
evidence shall not criticize the policies of the Government.
RULE 11: Communication of Official Information: Every railway servant shall, in
performance of his duties in good faith, communicate information to a person in accordance with
the Right to Information Act, 2005 and the rules made thereon.

102

Provided that no railway servant shall, except in accordance with any general or special order of
the Government or in performance in good faith of the duties assigned to him, communicate,
directly or indirectly, any official document or any part thereof or classified information to any
railway servant or any other person to whom he is not authorized to communicate such
document or classified information.
RULE 12: Subscription: No Railway servant shall except with the previous sanction of the
Government ask or accept any contribution or associate in raising funds or collections for any
purpose.
RULE 13: Gifts: No Railway servant shall accept or permit any member or any other person
acting on his behalf to accept any gift.
Gift under this provision includes free transport, boarding, lodging or any other service provided
by any person other than near relative or personal friends having no official dealings. A casual
and other inexpensive hospitality shall not be deemed as gift.
Railway servant shall avoid lavish and frequent hospitality from an individual or firm etc. having
official dealings with him. Gifts may be accepted in religious functions, wedding anniversaries,
etc. where presentation of gift is an accepted custom, up to a limit of - [RBE No.01 / 2015]
Group A Rs.25000/-
Group B Rs.15000/-
Group C Rs.7500/-
Railway servant should make a report to the administration if the value of the gift exceeds the
limits. In any other case gift shall not be accepted if the value exceeds the limit of- [RBE No. 30 /
2020]
Group A & B Rs.5,000/-
Group C & D Rs.2,000/-
Railway servant shall not accept gift from foreign companies or dignitaries having official
dealings with him.
RULE 13(A): Dowry: Dowry means property or valuable security given or agreed to be given
by a party as consideration to marriage to the other party. Giving or taking or demanding dowry
is prohibited.
RULE 14: Public Demonstration in honour of a Railway servant : No Railway servant
except with the prior sanction of the Government shall receive complimentary or valedictory
address or testimonials. This restriction is not applicable to a simple informal farewell parties
and inexpensive entertainments arranged by a public body or institutions.
RULE 15: Private Trade or Employment : No Railway servant except with the previous
sanction engage directly or indirectly in any trade, business, employment or support insurance
agencies or take part in promotion of bank or co-operative society or participate/associate in
radio / television programmes. Such previous sanction is not necessary to undertake honorary,
social, charitable, artistic, scientific work or to participate in sports as amateur.

103

Railway servant should make a report to the administration if any of his family member or
relative is engaged in trade, business etc.
RULE 15(A): Sub-letting and Vacation of Government Accommodation : No Railway
servant shall sublet or lease or otherwise allow occupation of the Railway accommodation
provided. A Railway servant shall vacate the Government accommodation on cancellation of
the allotment within the time limit allowed.
RULE 16: Investment, Lending and Borrowing: Railway servant shall avoid speculation in
stock, share or other investment. Frequent purchase or sale of share or other investment is
deemed as speculations.
RULE 17: Insolvency and Habitual Indebtedness: Railway servant shall manage his private
affairs well and report legal proceedings if any, instituted against him for recovery of debt due or
insolvency. Justification should be given in the report to prove that the insolvency or
indebtedness is due to unforeseen circumstances and is not due to extravagance or dissipated
habits. The report should be submitted to the authority empowered to dismiss him for further
orders.
A Railway servant who moves to court to declare him insolvent shall apply to HOD or other
authority specified, for permission. Second permission to seek insolvency shall be granted only
by GM or HOD under intimation to Railway Board. Permission is granted on merits or action will
be taken to dismiss or remove the employee from service. A Railway servant who seeks
insolvency without permission or arrested for debt is liable for termination.
A Railway servant whose moiety is frequently attached or attached for more than 2 years or
attached for a sum, which could not be recovered in 2 years, is liable for termination and should
not be retained in service under normal circumstances.
RULE 18: Movable and Immovable Properties: Every Railway servant at the time of his
appointment should file a return on his assets and liabilities and Group A and B officers should
submit a similar return every year. The administration may at any time require a Railway servant
to file a return on his assets and liabilities.
Every Railway servant shall enter in to a transaction to acquire or dispose of any immovable
property by the way of sale, purchase, lease, mortgage, and gift etc. only with the previous
knowledge of the administration. But prior sanction is necessary for any such transaction with a
person having official dealings.
Supervisory staff of Group “C” in Grade Rs.4,600/- / Level-7 on railways are also required to
submit an annual return of their immovable property under Rule 18 of Railway Services
(Conduct) Rules, 1966. [RBE No.107 / 2009]
Every Railway servant shall make a report to the administration in respect of transaction to
acquire or dispose of movable property within one month, if the value of the property exceeds
two months basic pay. But prior sanction is necessary for such transaction with a person
having official dealings.

104

RULE 18 (4): An intimation may be sent to the prescribed authority in respect of all Government
Servants, if the total transactions in shares, securities, debentures, mutual funds scheme etc.
exceeds six months basic pay of Government servant during the calendar year (to be
submitted by 31
st
January of subsequent calendar year). [RBE No.167 / 2019]
RULE 18(A): Transaction on Immovable Property in Foreign country or with Foreigner:
Previous sanction is necessary to acquire or dispose of immovable property situated outside
India or to enter into a transaction with a foreigner, foreign Government, or foreign organization
etc.
RULE 19: Vindication of act and character of Railway servant: No Railway servant shall
have recourse to Court or press for vindication of any official act without the previous sanction of
the Government. Previous sanction is not necessary for vindication of private character, but
intimation is to be given.
RULE 20: Canvassing of non-official or other Influence: No Railway servant shall bring or
attempt to bring political or other influence to further his interest.
RULE 21: Restriction regarding Marriage: No Railway servant shall enter into or contract a
marriage with a person having a spouse living. No Railway servant having a spouse living shall
enter into or contract marriage. These restrictions are not applicable where a separate Personal
law governs the Railway Servant or the other party to marriage or there are special grounds for
doing so.
RULE 22: Consumption of Intoxicating Drinks or Drugs: No Railway servant shall be under
the influence of any intoxicating drinks or drugs during the course of his duty and refrain from
consuming such drinks or drugs in public places. Railway servant shall not consume
intoxicating drinks or drugs in excess. Railway Servant who performs train-passing duty shall
not consume intoxicating drinks or drugs within 8 hours of commencement of his duty.
RULE 22 A: Employment of Children: No Railway servant shall employ to work any child
below 14 yrs. of age.
RULE 23: Interpretation: President is empowered to interpret the conduct rules.
RULE 24: Delegation of Powers: Powers of the Government are delegated to authorities.
RULE 25: Repeal and Savings
RULE 26: Obligation to abide all Administrative Instructions: Every Railway Servant shall abide
all administrative instructions
Delegation of Powers of General Manager on Railway Services (Conduct) Rules, 1966, under
Rule 18 (2( & (3) In respect of intimation / sanction of transaction of immovable / movable
properties of Gazetted Officers the powers of GM are delegated as under: PBC No.155/2016.
(1) All Officers upto SG-DGM
(2) All Officers of SAG / NF SAG /NF HAG – AGM

105

(3) PHODs /CHODs would continue to be noted / sanctioned by GGM

THE RAILWAY SERVANTS (DISCIPLINE & APPEAL) RULES, 1968
Title and Commencement: The Railway servants (Discipline and Appeal) Rules 1968 came into
force from 01.10.1968.
Application
It is applicable to all Railway servants except-
Members of Railway Protection Force.
Casual Labourers not attained temporary status.
Apprentices, who are with Railways under Apprentice act, 1961.
Members of All India Services.
Any person for whom special exemption is made by the President of India.

Suspension: Suspension means debarring a person from doing duty for a temporary
period. Suspension is not a penalty and should be resorted to sparingly.
The order of suspension or deemed suspension is valid only for a period of 90 days. If
required, the suspension may be extended, after a review, before expiry of 90 days. The
review shall be done by the Competent Authority on the recommendation of the Review
Committee constituted for the purpose. The extension for a period not exceeding 180 days at a
time.
The Review Committee will be constituted by the Appellate Authority and would comprise of the
Suspending Authority and two Officials not lower in rank than the Suspending Authority.

106

Circumstances to keep an Employee under Suspension
Where a disciplinary proceeding against an employee is initiated or contemplated or pending.
Where the disciplinary authority is of the opinion that the employee is engaged in activities
prejudicial to the interest of the security of the State or committed an offence involving moral
turpitude or serious dereliction of duty resulting in considerable loss to the Government.
Where a case against him in respect of a criminal offence is under investigation or enquiry or
trial.
Circumstances to keep an Employee under Deemed Suspension
1) When detained by the police for a period exceeding 48 Hours.
2) When convicted by Court of Law on criminal charges for a period exceeding 48 Hours until
appropriate steps are taken to dismiss/ remove/ compulsorily retire the convicted Railway
servant.
Where a penalty of removal / dismissal / compulsory retirement imposed upon a Railway
servant is set aside either departmentally or by Court, with further directions to proceed and
decide once again, from the date of the order of removal/ dismissal/ compulsory retirement till
finalization of the case the employee will be deemed under suspension.
Entitlements and Restriction during Suspension
Railway servant placed or deemed under suspension is -
Paid subsistence allowance.
Not allowed to perform duty.
Not paid salary.
Not granted leave.
Allowed to avail hospital treatment.
Not permitted to leave Head quarters, without permission.
Issued Passes as admissible and 2 sets of PTOs at the discretion of the competent authority on
special circumstances.
Considered for promotion to selection or non-selection posts, but promoted after revocation /
finalization of the case.
To surrender RCP, DCP.
Allowed RTF, Educational Assistance, School Pass.
Allowed to retain Quarters.
Permitted to attend PNM, but PNM passes will not be issued.

Subsistence Allowance: Railway servants under suspension are paid an amount equal to
leave salary on LHAP plus DA admissible and compensatory allowances in full as subsistence
allowance.

Subsistence allowance is revised after 90 days and thereafter at regular intervals. On revision
it will be increased or decreased to an extent up to 50% of the subsistence allowance
initially granted. Payment of subsistence allowance is always subject to a minimum of 25% and
a maximum of 75% of Basic Pay due to revision. Subsistence allowance should be arranged
without fail as it is paid for the subsistence of the family.

107

Deductions from the Subsistence Allowance
Authorized Unauthorized Optional
Income Tax. Court Attachment. Insurance Premium.
House Rent. PF/VPF. School Fees.
Advance from PF. Club Fees.
Diet Charge, Electricity
Charge.
Payment to Cooperative
Society and Stores.
Loans and Advances. Medical Fees.
Debits.

Rule 6: Minor Penalties
Censure.
Withholding of promotion for a specific period.
Recovery from pay of the whole or part of any pecuniary loss caused by the employee to the
Government or Railway administration by negligence or breach of orders.
Withholding of Privilege Passes or PTO(s) or both
Reduction to lower stage in a time scale of pay by one stage for a period not exceeding 3 years,
without cumulative effect and not adversely affecting pension.
Withholding of increment for a specific period with further directions as to whether on the expiry
of such period, this will or will not have the effect of postponing his future increments of his pay.

Major Penalties
Reduction to a lower stage in a time scale of pay for a specific period, exceeding 3 years or
cumulative or affecting pension.
Reduction to a lower time scale of pay, grade, post or service, for a specific period which shall
be a bar for promotion during the penalty to the post from which reduced with further directions
on completion of specific period regarding a) conditions of regaining original seniority on and
restoration to the grade or post or service from which the Railway servant was reduced and b)
the period shall operate to postpone future increments of his pay and if so t0 what extent.
Compulsory retirement
Removal from the service, which shall not be a disqualification for future employment under the
Government or Railway administration.
Dismissal from service, which shall ordinarily be a disqualification for future employment under
the Government or Railway administration.

Stages of Disciplinary Proceedings:
Preliminary consideration by D.A to determine whether there is a prima facie ground to
contemplate DAR action.
Service of charge memorandum in the prescribed form.
Consideration of the defence statement submitted by the employee and taking decision as to
whether an enquiry under DAR is warranted.
Appointment of Inquiry Officer.
Appointment of Presenting Officer, to present the case on behalf of the administration in SPE /
vigilance / important cases.
Conduct of enquiry and submission of report and findings as to whether the charges against the
employee are proved or not.

108

Supply of a copy of enquiry report to the delinquent giving a chance to make further written
defence.
Consideration of the written defence with the enquiry report by DA.
Decision of the case to be recorded by the DA in the form of speaking order setting out the
reasons leading to his decision.
Service of penalty advice under the signature of DA duly incorporating his speaking order,
specifying the Appellate Authority and the time for appeal.

Procedure for Imposing Minor Penalty
Charge memorandum (SF11) is issued. On the reverse of the Charge sheet imputation of
misconduct should be mentioned.
On receipt of the Charge Sheet, the charged official should submit defence statement within 10
days.
D.A should consider the Defence statement and should record whether he accepts the defence
or not.
If the defence statement is not submitted in time, the case can be dealt ex parte.
If the defence statement is not accepted, reasons in the form of speaking order is recorded and
a particular minor penalty is also specified for imposition.
Penalty advise in the prescribed form is served to the charged official duly incorporating the
speaking order and specifying the appellate authority and time allowed for the appeal (45 days)

Procedure for Imposing Major Penalties
The charged official is given a copy of the charge sheet in the prescribed proforma along with a
statement of imputations of misconduct, list of documents relied upon to prove the charges and
a list of witnesses by whom the charges are proposed to be sustained.
The charged official is given reasonable time to submit his defence.
On receipt of the defence, an enquiry is held in respect of the charge not admitted.
The DA himself may inquire or may appoint an Inquiry Officer to inquire the charges.
Presenting officer is appointed in important vigilance or CBI or SPE cases for presenting the
case on behalf of the administration.
The charged official may be permitted to avail the assistance of another Railway servant serving
or retired from the same Railway or a recognised trade union official to present the case on his
behalf.
The charged official may engage a legal practitioner if the presenting officer is a legal
practitioner or with the permission of DA.
The charged official is also permitted to inspect the documents specified in the list of annexure
to the charge sheet, and any other document relevant to the case.
In the inquiry the witness of both sides are examined, cross-examined and if necessary re-
examined.
After the examination of witnesses the charged official may state his defence orally or in writing.
Oral defence should be recorded and got signed. A copy of the defence should be given to the
Presenting officer.
If the charged official has not examined himself, the Inquiry officer should generally examine
him, to enable him to explain the circumstances appearing in the evidence against him.
The entire proceedings should be recorded and got signed at every page by all concerned, (i.e)
the charged official, Inquiry officer and the witnesses involved.
If the charged official does not attend the enquiry it should be conducted ex parte and all the
stages of the enquiry have to be passed through.

109

The Inquiry Officer should hear the arguments of both sides or permit them to file written briefs.
He should first take the brief from the presenting officer, supply a copy of the same to the
charged employee to take the reply brief of the latter.
On completion of the inquiry, the enquiry officer should send copy of enquiry proceedings in the
form of a report along with his findings.
The enquiry report should contain:
- The articles of charge and the statement of imputations of misconduct or misbehaviour;
- The defence of the Railway servant in respect of each article of charge.
- Assessment of the evidence in respect of each article of charge and;
- The findings on each article of charge and the reasons thereof.
The DA may accept the findings of the Inquiry Officer or disagree and record his findings on the
basis of the evidence on record and make a final order as deems fit.
If the DA is competent to impose only any one of the minor penalties, having regard to his
decisions and the findings, is of the opinion that a major penalty is to be imposed, the records of
the Inquiry are forwarded to the higher competent Disciplinary Authority, for taking a decision.

Appeal: When the affected party feels aggrieved and desire that his case is to be referred to a
higher authority for reconsideration he can prefer Appeal. While issuing the penalty advice the
DA should specify the Appellate Authority and the time limit allowed for appeal. Normally 45
days time is allowed for preferring appeal and the appellate authority may relax the time limit for
satisfactory reasons. Where the DA who imposed the penalty later becomes Appellate Authority
by virtue of promotion he should not act as Appellate authority. In such cases the employee
should be advised to submit appeal to the next higher authority.
The appeal should be complete and contain all materials, statements and arguments, which the
appellant relies and should not be couched in disrespectful and improper language.
Appeal forwarded through or countersigned by a practicing advocate or Defence helper should
not be entertained. The appellant may request for a personal hearing before disposal of his
appeal, especially when the penalty of dismissal, removal, compulsory retirement, reduction or
withholding of increment is imposed on him. If the personal hearing is not agreed to, it is to be
recorded with reasons. The employee may avail the assistance of the Defence helper during the
personal hearing.
On receipt of appeal the Appellate Authority should consider:
Whether the procedure laid down in the rules has been compiled with.
Whether the findings of the DA is warranted on the strength of the evidences on record.
Whether the penalty imposed or enhanced is adequate or inadequate or severe.
And records his findings in the form of speaking order by-
Confirming, enhancing, reducing or setting aside the penalty; or
Remitting the case to the authority, which imposed or enhanced the penalty or to any other
authority with such direction as it may deem fit in the circumstances of the case.
Pass any other order as deems fit to the case.

Revision Petition Under Rule 24: A Group C Railway servant who has been dismissed,
removed or compulsorily retired from service may after disposal of his appeal and within 45
days thereafter, apply to the General Manager for a revision of the penalty. In his
application he may also request the GM to refer the case to RRT for advice. On receipt of such

110

request the GM shall refer the case to RRT with all relevant records. However this procedure is
not applicable in a case where the GM or Railway Board is the Appellate Authority.
Similar facility is available for Group D Railway servants who can refer their case to the DRM or
the senior most Administrative Grade Officer for disposal. This procedure is not applicable in a
case where the DRM or senior most Administrative Grade Officer or any other higher authority,
as the case may be is the Appellate Authority.
Revision petition under Rule 24 has to be dealt in the same manner as normal revision is dealt.
No further revision lies under Rule 25 once GM/DRM etc. have disposed of a revision
application under Rule 24.
Revision
The president.
The Railway Board.
The General Manager.
The DRM in case where no appeal has been preferred to him.
Any other authority not below the rank of Dy. HOD in the case of the Railway servant working
under his control.
Either on their own motion or otherwise call for the records and revise any order. Revision
commences only after the disposal of appeal where an appeal has been preferred or after
expiry of the time limit allowed for appeal where no appeal has been preferred. No power of
revision is available to an authority, where it has already considered the case and to an
authority unless it is higher than the appellate authority. Revision should be dealt in the same
manner as appeal is dealt.
No order imposing or enhancing a penalty shall be made under revision unless the Railway
servant has been given reasonable opportunity to defend. Where it is proposed to impose or
enhance a penalty under revision, no such penalty shall be imposed without an enquiry
wherever it is necessary.
Railway Board or the GM or an authority of the status of the GM can undertake revision when
they are higher than the Appellate Authority and by President even when he is the Appellate
Authority without any time limit.

Review: President at any time either on his own motion or otherwise review any order passed
under these rules when new material or evidence which could not be produced or was not
available at the time of passing the orders. In the process of review the employee should be
given reasonable opportunity of making a representation against the penalty of enhancement in
nature. If an enquiry has not been held no such penalty should be imposed except after
conducting an enquiry in the manner laid down subject to the provisions of Rule 14.
Whenever a petition / memorial / representation is submitted to the President of India the
procedure stipulated in Appendix II of IREC-Vol.I should be followed. Some of the important
guidelines given in this respect are-
Sl.
No.

STANDARD FORMS FOR USE IN DISCIPIINARLY PROCEEDING
FORMS NO.
SUBJECT
TOTAL

01 Order of Suspension 01
02 Order of deemed suspension. 02

111

03 Certificate to be furnished by suspended Railway employee 03
04 Revocation of suspension 04
05 Charge sheet for Major Penalty 05
06 Refusing of permission to inspect the documents 06
07 Appointment Of Inquiry / Board Officer 07
08 Appointment of presenting officer 08
09 NOT PRINTED 09
10 Disciplinary action in common proceeding. 10
10(b) Appointment of enquiry officer in common proceeding. 11
10(c) Appointment of presenting officer in common proceeding charge sheet for
minor penalty.
12
11 Charge sheet for minor penalty 13
11 (b) Charge sheet for initiation of minor penalty in case where inquiry 14
11(c) For making disciplinary action for minor penalty where the charge sheet of
manor penalty was initially issued.
15
12 Memorandum where action is proposed under Rule – 14 (i) 16
13 Permission from president for action taking against the retire Railway.
employee.
17
14 Charge for retired Railway employee 18

Petition and other documents accompanying should be in the official language of the Union or in
any of the regional language as given in the 8
th
schedule to the constitution.
Translation in official language shall be furnished wherever necessary.
The petition must contain all material statements and arguments the Railway servant relies
upon.
The petition shall be submitted to the prescribed authority through the head of office to which he
belongs. The head of office on receipt of the petition shall forward it through the official channel
together with the remarks and statement of facts and evidences etc.
Petitions received may be transmitted or withheld in accordance with the rules of the transaction
of businesses of the Government of India.
DAR correspondences related to Officers and retired Railway servants may be transmitted in
the prescribed proforma.

112

SETTLEMENT BENEFITS / PENSION RULES - Pension is a retirement benefit paid monthly to
a Railway servant on retirement from service. Staff on completion of 60 years of age has to
retire from service on superannuation. A person born on 2
nd
or subsequent date retires on the
last date of the month in which he was born on completion of service. A person born on the 1
st

of any month retires on last date of the previous month.
Voluntary Retirement - A person who has completed 20 years of qualifying service or more
can retire voluntarily by giving 3 months notice if he is permanent and by giving one month
notice if he is temporary Railway servant. Competent authority can waive notice period with
Accounts concurrence.
Pension Scheme - Pension scheme was introduced on 01.04.57. The liberalized pension rules
are applicable all Railway Servants appointed on or after 16.11.57.
Retirement Benefits:
PF and VPF contribution with interest.
Retirement gratuity or death gratuity.
Pension.
Commutation of pension.
Family pension in the case of death.
Group insurance amount in the case of death while in service.
Savings amount under group insurance scheme.
Cash equivalent to leave salary.
Composite transfer grant.

113

Settlement pass, kit and wagon pass.
Post retirement complimentary pass and Widow pass.
PLB for the service rendered prior to retirement or death.
Retention of Railway quarters for four months on normal rent.
Retention of Railway quarters up to two years on normal rent in the event of death while in
service.
RELHS and DLI.
Gold Plated Silver Medal
Social Security Scheme

Compensation Pension - Compensation pension is granted to an employee who is discharged
from service due to abolition of a permanent post unless appointed in another post.
Invalid Pension - Invalid pension is granted to an employee when he opts for retirement due to
medical unfitness or medical de-categorization.
Retiring Pension - Retiring pension is granted to an employee who is permitted to retire after
55 years of age or 30 years of service or after 20 years of qualifying service under voluntary
retirement scheme.
Superannuation Pension - Superannuation pension is granted to an employee who retires on
attaining the age of superannuation.
Calculation of Pension - Pension is calculated at 50% of last basic pay or average
emoluments ( last 10 months) whichever is beneficial in all cases subject to a maximum of 50%
of the highest basic pay and minimum of Rs.9,000/- per month. In the case of running staff the
basic Pay is enhanced by 55%.
Qualifying Service - Qualifying service means the total service minus non-qualifying service, if
any. To reckon the service as qualifying for pension, the service should be permanent and
substantive under the Government. Temporary and officiating service without break followed by
confirmation in the same or another post shall count in full as qualifying service. Some of the
non-qualifying services are-
Service in non-pensionable employment.
Service as casual labour on daily rate.
Service paid from contingency.
Service rendered before attaining age of 18 years.
Periods of EXL availed other than on medical grounds.
Periods of suspension, unless treated otherwise.
When Foreign Service contribution for grant of pension is neither received nor waived.

The entire period of training of Group - C and D employees who are required to undergo initial
training before taking charge of the post shall count as qualifying service. In the case of casual
labourers absorbed after attaining temporary status, their service from the date of temporary
status to the date of absorption will count to the extent of 50% as qualifying service. In the case
of substitutes their service after completion of 4 months will qualify for pension. Qualifying
service is worked out in blocks of six monthly periods and any fraction of 3 months and above is

114

treated as a six monthly period. Maximum qualifying service for pension is limited to 33 years
and a minimum of 10 years of qualifying service is necessary to earn monthly pension.
Average Emoluments - Average emolument means the Basic Pay drawn by the employee
during the last 10 months immediately preceding the date of quitting service. During the period
if the employee was on LHAP, EXL or suspension, the period should be ignored and an equal
earlier period in which the employee has availed full salary is included for working out average
emoluments. When an employee retires on a day other than the last day of the month exact 10
months from the date of quitting should be taken for calculating average emoluments. When an
employee is on leave during the last 10 months and earned an increment in that period, though
not drawn it shall count for average emoluments provided it had become due during the first 180
days of leave.
In the case of erroneous reversion the pay fixed on re-promotion, even on proforma basis shall
count for calculation of average emoluments.
The quantum of pension shall be increases for old age pensioners as follows:
Age of the pensioners Additional pension
80 – 85 years 20% of basic pension
85 – 90 years 30% of basic pension
90 – 95 years 40% of basic pension
95 – 100 years 50% of basic pension
100 years or more 100% of basic pension

Commutation of Pension - Pension can be commuted to an extent up to 40% without medical
examination, if preferred within one year. The value of commutation is depending on the age of
the employee as on the next date of birth and to calculate it the age factor is given in
Commutation rules.
Retirement Gratuity - It is a lump sum payment paid at the time of retirement. It is calculated on
the pay last drawn at the time of retirement and D.A. admissible there on. A minimum of 5 years
of qualifying service is necessary to allow the benefit. In the case of running staff the pay is
enhanced by 55% of the basic pay as pay element representing running allowance.
The Retirement Gratuity payable will be equal to ¼ th of the emoluments for each completed six
monthly period of qualifying service subject to a maximum of 16 ½ times of the emoluments.
The amount in no case shall exceed Rs.20 lakhs.
As per Rule 924 (iii) of IREM-I that is still valid, 55% of Basic Pay is reckoned as add on pay
element for calculation of pension and DCRG of the Running Staff. Calculation of retirement
benefits of the running staff may be made as per extant Rule 924 (iii) of IREM-I on the revised
basic pay in the 7
th
CPC. [PBC NO.08/2017]
Death Gratuity - Death Gratuity is payable at the following rates in the event of death of the
Railway servant.

115

Qualifying service Gratuity
Less than one year. 2 Times of Emoluments.
One year or more but less than 5 years. 6 Times of Emoluments.
5 years or more but less than 11 years. 12 Times of Emoluments.
11 years or more but less than 20 years. 20 Times of Emoluments.
20 years or more. Half of the emolument for every completed six
monthly period of qualifying service subject to a
maximum of 33 times of emoluments, provided the
amount is not exceeding Rs. 20 lakhs.
Service Gratuity- Railway Servants who retire from service with less than 10 years of qualifying
service is not entitled for pension. In such cases, a lump sum payment called Service Gratuity
is granted in lieu of pension provided the employee has completed a minimum of 6 months of
service. It is paid at the rate of half a month’s emolument (Basic Pay + DA) for each competed
6 monthly period of service. In the case of running staff the basic Pay is enhanced by 55%.
The maximum limit of all kinds of gratuity is Rs.20 Lakhs. With effect from 2-9-08 the benefit of
adding qualifying service for the purpose of computation of pension is withdrawn.
Cash Equivalent to Leave Salary - It is a lump sum payment paid at the time of retirement or
death for the LAP + LHAP at credit subject to a maximum of 300 days (LAP + LHAP). In the
case of running staff the basic pay is enhanced by 30%. When a railway servant is having 300
days of LAP, he is not eligible for encashment of LHAP. But when a railway servant is having
LAP of less than 300 days, he can encash LHAP up to (300 – LAP) days. To make up the
shortfall in LAP commutation of LHAP is not permissible. These orders are effective from 01-
09-2008.
Encashment of LHAP = (Half Pay + DA) x LHAP (300 – LAP)
30
Family Pension - It is calculated at a uniform rate of 30% of basic pay subject to a minimum of
Rs.9,000/- and maximum of 50% of highest basic pay in the Government.
Enhanced Family Pension - It is 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 10 years without any upper age limit.
In case of death of a pensioner, old rule will apply.
Double of family pension or
50% of the Basic Pay last drawn whichever is less.
It should be further ensured that the payment in no case fall less than the original pension of the
employee. In the case of an employee entitled for compensation under WCA it will be worked
out @ 1.5 times of the family pension.
Additional quantum of family pension to the family pensioners will be allowed as follows:
Age of the family pensioners Additional pension
80 – 85 years 20% of basic pension

116

85 – 90 years 30% of basic pension
90 – 95 years 40% of basic pension
95 – 100 years 50% of basic pension
100 years or more 100% of basic pension

Payment of Family pension and Enhanced Family Pension.
To the widow or widower till their lifetime or remarriage whichever is earlier.
Then to the wards in the order of their birth up to the age of 25 years for sons and up to the date
of marriage or 25 years of age for daughters whichever is earlier.
If a son or daughter is invalid, it is paid in their turn first and then shifted to all other eligible
wards in their order of birth.
Then it is reverted back to the invalid son or daughter till their lifetime. A medical certificate from
the Railway Doctor should be produced for this purpose.
Where there is more than one legally wedded wife the family pension is paid in equal shares.
Family pension to a minor child is paid through a guardian.
Relief on Pension- The Dearness relief as and when notified to compensate the rise in cost of
living is calculated on gross pension.

Deposit Linked Insurance - On the death of the Railway servant the PF at credit is paid to the
family with interest. In the preceding three years from the date of death, if PF is maintained at
an average balance prescribed, an amount equal to the average balance or Rs.60000
whichever is more is paid as DLI subject.
Group Insurance Scheme - CGEGIS was introduced on 01.01.1982.A sum of Rs.120, Rs.60,
Rs.30is recovered every month towards GIS contribution from Group A, B, and C employees
respectively. The recovery is apportioned at the rate of 70% towards savings and 30% for
insurance. In the event of the death of the Railway servant, the family is paid a sum of
Rs.120000, Rs.60000, or Rs.30000 as the case may be as insurance amount. The savings
accumulation with interest is paid in both superannuation and death cases.
Disbursement of Pension - Pension is disbursed through ationalized Banks and Treasuries.
It is also arranged through Post Offices in the absence of Bank or Treasury.
Forfeiture of Pension - Pension is forfeited in full or in part for conviction or misconduct of the
pensioner.
Retired Railway Employees Liberalized Health Scheme – 1997 - [RELHS-97] In terms of
Board’s letter No.2003/H/28/1/RELHS dated 12.10.2009, joining RELHS is mandatory for all
retiring Railway employees. The retiring officers / staff unwilling to join this scheme should
clearly submit his / her unwillingness in writing in the declaration proforma.
Retiring / retired Railway Servant, who has put in a minimum of 20 years of Railway Service is
eligible for enrolling himself as a beneficiary in this Scheme and subsequently modified as
irrespective of service requirement 20 years service is not required for death / medically de-
categorized cases. A medical card is issued for this purpose.
Ministry of Health vide letter No.11011/11/2016/CGHS (P) / EHS dated 09
th
January, 2017 has
revised the rates of monthly contribution for availing the CGHS facility. The Pensioner also has

117

to make contribution to avail medical facility of CGHS. Pensioner have an option to get their
CGHS contribution on an annual basis (twelve months) or by making contribution for ten years
for getting a pensioner CGHS card with life time validity. The similar scheme for retired railway
employees is “Retired Employees Liberalized Health Scheme” (RELHS)
PBC No.26/2017:- Subscription rates of RELHS. The rate of contribution to join RELHS shall
be last month’s basic pay drawn or the subscription rate indicated at different levels (as per 7
th

CPC) enumerated below in the table below, whichever is lower.
S.N. Levels in the Pay Matrix as per 7
th
CPC Subscription rate to join RELHS in Rs.
01 Level 1 to 5 30,000/-
Level 6 54,000/-
Level 7 to 11 78,000/-
Level 12 and above 1,20,000/-
The revised rate of subscription as above shall be applicable to those railway employees who
shall be retiring and joining RELHS on or after the date of issue of this letter (23.02.2017)
No.2017/II/28/I/RELHS dated 23.02.2017, those who have already retired and are not member
of RELHS shall be governed by the rules which were prevalent at the time of their retirement.
PBC No.117/2018: The revised rate of subscription for joining RELHS would be effective from
01.01.2016 in place of 23.02.2017. The excess amount, if any, deducted from the railway
employees’ family pensioners who retired / sanctioned pension from 01.01.2016 to 22.02.2017
(both dates are inclusive) may be refunded.
Pensionary benefits of medically de-categorized running staff who opt for voluntary retirement:
Whenever a medically de-categorized running staff governed by RS(PR) 1993, who has
rendered the prescribed qualifying service, opts for Voluntary Retirement either on his own or
within a period of one month from the date of offer of the first alternative post, his pension may
be computed with addition of 55% Pay element. This 55% benefit will be reckoned after
deducting the 30% Pay Element fixation benefit if granted already as per Board’s letter dated
05.10.2011 referred.
In case such staff does not give option of Voluntary Retirement within the outer limit period of
one month specified herein above, it will be deemed that the staff has accepted the alternative
appointment offered and in this case, retirement benefits will be governed by extant instruction
on the issue whenever he superannuates or opts for Voluntary Retirement thereafter.
The period of one month to opt for Voluntary Retirement for those medically de-categorized
running staff, who have already been offered the alternative posts, will start from the date of
issue of this letter. [RBE No.137/2016 – 183/2016]

118

WELFARE MEASURES: Railways the biggest employer in the country maintains welfare
organization to look after the welfare of the Railway Servants in all Zonal Railways and
Production units. The welfare organization is functioning under the Personnel officers assisted
by the Welfare Inspectors and Personnel Inspectors.
The welfare measures introduced in Railways may be broadly classified as Educational,
Residential, Medical, Sports, Recreation and Miscellaneous facilities.
School Facilities: ATP, Primary, High, and Higher Secondary Schools are run by Railway to
cater to the educational needs of the wards of the employees.
Book Bank: Book Banks are functioning with objective of providing Technical, Engineering and
Medical books to the wards of the Railway employees on loan basis. Financial assistance is
granted to Book Bank by SBF whenever necessary.
Reimbursement of Cost of Textbooks: Group D staff are eligible for reimbursement of the
cost of textbooks from SBF at a prescribed rate or the actual cost of the book whichever is less.
Scholarship: Scholarship is given from CSBF to the wards of the employees studying
professional courses.
Children Education Allowance & Hostel Subsidy: Railway servants are eligible for
Reimbursement of Children education allowance subject to a maximum of Rs.27,000/- per year
per child. Tuition fees, Cost of books/Note books, School uniform 2 sets and one pair of shoes
etc. can be included.
Railway servants are eligible for Hostel subsidy at the rate of 6,750/-per month per child where
the ward(s) in the Hostel of a Residential School away from a station to which he is posted and

119

or is residing. It is not admissible in respect of the child to whom educational allowance is
drawn. Both CEA and Hostel subsidy cannot be availed simultaneously for the same child. The
rates are increased by 25% when DA increased by 50%.
Subsidised Hostels: Subsidised Hostels are run by Railway at important linguistic areas for
the benefit of the children of the Railway employees whose parents are working at wayside and
remote stations.
Residential Facilities: Railway quarters are allotted for essential and non-essential staff
depending on the availability. Nearly 35% of the Railway servants are provided with Railway
quarters. HBA is sanctioned to purchase a flat, plot and to construct houses. The IRWO is
constructing houses for serving and retired Railway servants on no profit and no loss basis.
Holiday Homes: Holiday homes are provided at places of tourism importance for the benefit of
the Railway servants. In Southern Railway Holiday homes are available at Kodaikkanal,
Kannyakumari, Kurtrolam, Rameswaram, Mysore, Coonoor, Ooty, Madurai, Tiruchchirappalli
and Palani. Railway employees can also avail Holiday homes available in other Railways
without any restriction.
Medical Facility: The Medical department of the Railway takes care of the health of both
serving and retired employees. Hospitals with sophisticated equipments and special facilities for
treatment of particular illness are identified for expert treatment. Homeopathy dispensaries are
also available at Railway Hospitals.
Reimbursement of Medical Expenses: Railway employees and their dependents are eligible for
free Medical facilities at Railway hospitals and Health units. In the absence of such Hospitals or
Health Units near the place where they fall ill, they are eligible for treatment in Government and
Recognized hospitals in exceptional situations. In such cases reimbursement of medical
expenses is considered on adequate justification and recommendation of Authorized Medical
Attendants and Chief Medical Director.
The GM is empowered to reimburse the Medical claim in full when the treatment is taken at
Government Hospitals and can consider the reimbursement of medical expenses up to Rs.
50,000/- when the treatment is taken in recognized Hospital or Dispensary run by the
Philanthropic organization. The GM is also empowered to consider the reimbursement of
Medical expenses up to Rs. 30,000/- when the treatment is taken in Private Hospitals in
emergency. All other Medical claims are to be referred to Railway board.
Unmarried sons over 21 years of age without an upper age limit, even if not a student or
invalid, provided his is wholly dependent on and resides with the Railway employee.
Sports Facility: Railway Sports Control Board and Railway Sports Associations look after the
development of sports activities in Railways. Lump sum grants are given periodically to the
sports associations from SBF.
Scouting: Railway State Bharath Scouts and Guides are affiliated to the National Scouting
Headquarters. Financial assistances are granted from SBF for scouting activities.

120

Recreational Facilities: Railway Institutes and Clubs are functioning at various stations.
Financial assistance is given from SBF for these institutes and clubs towards recurring and non-
recurring expenditures.
Holiday Camps: Holiday camps for employees / children and sometimes exclusive camps for
women employees to places of tourism importance and hill stations are organised with the
assistance of SBF.
Children Sport or Treat: Children Sport or Treat is conducted with the assistance of SBF in
major Railway colonies periodically.
Kalyanamandapam: Kalyanamandapam / Marriage Halls / Community Centers are constructed
by Railways at important Railway colonies for the use of Railway Employees.
Handicraft Centres: Railways run Handicraft centre’s in major colonies. Classes are
conducted to the female members of the Railway servant’s family on stitching cloths. They are
later allowed to stitch cotton Railway uniforms on payment. Thus the spare time of the family is
better utilized and the income is augmented.
Financial Assistances: Employees suffering from TB, Cancer and Leprosy are given
assistance from SBF @ Rs.5/- per day subject to a maximum of Rs. 150/- per month. SBF also
grant financial assistances for the loss of pay on medical grounds, purchase of spectacles, loss
of property due to natural calamities, carriage of dead bodies etc.
Staff Benefit Fund: SBF is intended mainly for the benefit of the non-gazetted staff. No other
department of Central Government provides this type of fund for the welfare of their staff. The
committees constituted at Zonal and Divisional level maintains the fund. SBF is generated in the
month of April every year from the money available in various heads like fines, forfeited Bonus
and PF, unclaimed wages lying under suspense for a longer time. In addition, a sum of Rs.800/-
(RBE 83 / 2014, PBC No. 124 / 2014 w.e..f. 01.04.2014) per head and a sum equal to 50% of the
expenses incurred for granting scholarships in the previous year are also contributed from
Railway revenue. Assistance is given for Education, Recreation, loss of wages due to sickness,
women empowerment activities, natural calamities, to run Homeopathy & Ayurvedic
dispensaries, sports & cultural activities etc.
Canteen: Statutory and Non-Statutory Canteens are run by Railway at important places to
provide refreshment and lunch to the employees at their working place.
Ayurvedic / Homeopathic dispensaries under Staff Benefit Fund: Monthly honorarium for
Ayurvedic / Homeopathic and month subsidy on medicines on the same being run by the Staff
Benefit Fund Committees.
8 hours duration Rs.11,250/- and 4 hours duration Rs.7,500/- w.e..07.07.2017. [ RBE No.62 / 2018]
Annual allotment for “Indigenous System of Medicine” under SBF (under which Homeopathic
and Ayurvedic dispensaries function) at Rs.36/- per capita, if found inadequate to meet the
increase in requirement of funds on account of the above revision in the honorarium, the
additional expenditure (necessitated due to revision) under these orders would also be met
through re-appropriation from the head “Medical Services” as additional ad hoc contribution to
the SBF, and, accordingly, the Medical Budget would be suitably augmented from Revenues.

121

Hence PCPOs would advise CMDs about the additional funds required on this account so that
the same could be reflected in the budgetary estimates.

Railway Minister’s Welfare and Relief Fund: Railway Employees are granted financial
assistance from this fund for situations of exceptional nature like.
Premature death of Railway men.
Death of Railway men in accident while on Duty.
Sickness of Railway men or their dependents.
Purchase of motorized equipment by physically Handicapped.
Employees affected by natural calamities.

Compensation and Pensioners Benefits: Compensation in case of death or disablement due
to accident under WCA, Pension, Family Pension, DCRG, encashment of Leave salary, Post
retirement passes, RELHS etc. are some of the important benefits extended to the Railway
servants.
Family Welfare: Maternity Leave, Paternity Leave, SCL for promoting small family norms,
Family Planning Allowance and half percent reduction of interest in HBA are some of the
incentives extended in family welfare area.
CHILDREN EDUCATION ALLOW ANCE: [RBE No.114 / 2018, Master Circular No.17 / PBC No.186 /
2019] Assistance to Railway employees for education of their children.
(a) The reimbursement of Children Education Allowance / Hostel subsidy can be claimed only
for the two eldest surviving children with the exception that in case the second child birth
results in twins multiple birth. In case of failure of sterilization operation the CEA / Hostel
Subsidy would be admissible in respect of children born out of the first instance of such failure
beyond the usual two children norm.
(b) The amount for reimbursement of Children Education allowance will be Rs.2,250/- per
month (fixed) per child. The amount of Rs.2,250/- is fixed irrespective of the actual
expenses incurred by the Govt. Servant. In order to claim reimbursement of CEA, the Govt.
servant should produce a certificate issued by the Head of the Institution for the period
year for which claim has been preferred. The certificate should confirm that the child
studied in the school during the previous academic year. In case such certificate cannot be
obtained, Self – attested copy of the report card or self attested fee receipts; including e-
receipts(s); confirming indicating that the fee deposited for the entire academic year can be
produced as a supporting document to claim CEA. The period year means academic year i.e.
twelve months of complete academic session.
(c) The amount of ceiling of Hostel Subsidy is Rs.6,750/- pm. In order to claim reimbursement
of Hostel Subsidy for an academic year, a similar certificate from the Head of Institution
confirming that the child studied in the school will suffice, with additional requirement that the
certificate should mention the amount of expenditure incurred by the Government servant
towards lodging and boarding in the residential complex. In case such certificate cannot be
obtained, self – attested copy of the report care and original fee receipts(s) e-receipts
which should indicate the amount of expenditure incurred by the Government servant towards

122

lodging and boarding in the residential complex can be produced for claiming Hostel Subsidy.
The expenditure on boarding and lodging or the ceiling of Rs.6.750/- as mentioned above
whichever is lower shall be paid to the employee as Hostel Subsidy. The period year will mean
the same as explained above in clause (b) of this para.
(d) The reimbursement of Children Education Allowance for Divyaang children of government
employees shall be payable at double the normal rates of CEA prescribed above in clause (b)
i.e. Rs.4,500/- per month (fixed)
(e) The above rates ceiling would be automatically raised by 25% every time the Dearness
Allowance on the revised pay structure goes up by 50%.
(f) The Hostel Subsidy and Children Education Allowance can be claimed concurrently.
(g) In case both the spouses are Government servants, only one of them can avail
reimbursement under Children Education Allowance and Hostel Subsidy.
(h) The imbursement of CEA and Hostel Subsidy will be done just once in a financial year
after completion of the financial year.
(i) Hostel Subsidy is applicable only in respect of the child studying in a residential educational
institution located at least 50 kilometers from the residence of the Government Servant.
(j) The reimbursement of Children Education Allowance and Hostel Subsidy shall have
no nexus with the performance of the child in his class. In other words, even if a child
fails in a particular class, the reimbursement of Children Educational Allowance / Hostel
Subsidy shall not be stopped. However, if the child is admitted in the same class in another
school, although the child has passed out of the same class in previous school or in the
mid-session, CEA shall not be reimbursable.
(k) If a Government servant dies while in service, the Children Education Allowance or Hostel
Subsidy shall be admissible in respect of his / her children subject to observance of other
conditions for its grant provided the wife / husband of the deceased is not employed in service
of the Central Govt. / State Government, Autonomous body, PSI, Semi Government
Organization such as Municipality, Port Trust Authority or any other organization partly of fully
funded by the Central Govt. / State Governments. In such cases the CEA / Hostel Subsidy shall
be payable to the children till such time the employee would have actually received the same,
subject to the condition that other terms and conditions are fulfilled. The payment shall be
made the office in which the Government servant was working prior to his death and will
be regulated by the other conditions laid down in this OM.
(l) In case of retirement, discharge, dismissal or removal from service, CEA, Hostel
Subsidy shall be admissible till the end of the academic year in which the Government
servant ceases to be in service due to retirement, discharge, dismissal or removal from service
in the course of an academic year. The payment shall be made by the office in which the
government servant worked prior to these events and will be regulated by the other conditions
laid down in this OM.

123

(m) The upper age limit for Divyaung children has been set at 22 years. In the case of
other children the age limit will be 20 years or till the time of passing 12
th
class whichever is
earlier. There shall be no minimum age.
(n) Reimbursement of CEA and Hostel Subsidy shall be applicable for children from
class nursery to twelfth including classes eleventh and twelfth held by Junior Colleges or
schools affiliated to Universities or Boards of Education.
(o) CEA is allowed in case of children studying through “Correspondence or Distance
Learning” subject to other conditions laid down herein.
(p) The CEA and Hostel subsidy is admissible in respect of children studying from two classes
before class one to 12
th
standard and also for the initial two years of a diploma certificate
course from Polytechnic, ITI, Engineering College, if the child pursues the course after
passing 10
th
standard and the Government servant has not been granted CEA / Hostel Subsidy
in respect of the child for studies in 11
th
and 12
th
standard.
(q) In respect of schools institution at nursery, primary and middle level not affiliated to
any Board of education, the reimbursement under the Scheme may be allowed for the
children studying in a recognized school institution. Recognized school / Institution in this
regard means a Government school or any education institution whether in receipt of
Government Aid or not recognized by the Central or State Government or Union Territory
Administration or by University or a recognized educational authority having jurisdiction over the
area where the institution school is situated.
(r) In case of a Divyaang child studying in an institution i.e. aided or approved by the Central /
State Govt. or IT Administration or whose fees are approved by any of these authorities, the
Children Education Allowance paid by the Govt. servant shall be reimbursed irrespective of
whether the institution is ‘recognized’ or not. In such cases the benefits will be admissible till the
child attains the age of 22 years.
(s) The CEA is payable for the children of all Central Government employees including citizens
of Nepal and Bhutan, who are employees of Government of India, and whose children are
studying in the native place. However, a certificate may be obtained from the concerned Indian
Mission that the school is recognized by the educational authority having jurisdiction
over the area where the institution is situated.
(t) The Children Education Allowance or Hostel Subsidy shall be admissible to a Govt.
servant while he / she is on duty or is under suspension or is on leave (including extra
ordinary leave), Provided that during any period which is treated as ‘dies- non’ the Govt.
servant shall not be eligible for the CEA / Hostel Subsidy for that period.
These above instructions would come into effect from 1
st
July, 2017.

124

INDUSTRIAL RELATIONS IN RAILWAYS : Transport plays a very significant and important
role in the modern civilization as well as in the economic development. The economic
development of a country especially an underdeveloped country like India mostly depends upon
its mode of transportation. In India, Railways are the most utilized means of transportation.
Indian Railways is one of the biggest employers in the world who employs more than 17 lakhs of
employees.
Industrial Harmony: No nation can survive without industry and technology in the modern
technological age. Economic progress depends upon industrial harmony for the simple reason
that; industrial harmony leads to co-operation between employers and employees, which result
in more productivity guaranteeing all round prosperity of the country. In the interest of good and
healthy management, relation between labour and management in the Railways should be
peaceful and harmonious.
Labour Movement in India: The trade Union movement in India had been the child of
Industrial development. Even though the labour force could not develop till the First World War,
the employers, who were strong formed themselves chamber of commerce, to safeguard their
interest and it could greatly influence the Government policies from time to time.
The first Industrial labour organization was formed in 1918 among textiles workers at Madras,
under the leadership of Mr. H.P.Wadia, the father of the Indian Labour Movement. Between
1919 and 1953 many unions were formed. In 1920 the AITUC (All India Trade Union Congress)
came into existence, blessed by the Indian National Congress. In 1922, the All Indian Railway
men’s Federation was formed to which the Railway unions were affiliated.
As a landmark in the history of Indian Trade Union movement, Trade union Act was enacted in
1926, which gave legal recognition to the registered trade unions.

125

In 1947, there was a split in the AITUC, which resulted in the formation of another union,
called Indian National Trade Union Congress (INTUC).
In 1947, the Govt. of India had enacted Industrial Dispute Act, to safeguard the interest of the
working class. Simultaneously to the formation of INTUC, in 1947 INRWF was also formed in
Railways. (Indian National Railway Workers Federation). In 1953 AIRF and INRWF joined
together and formed NFIR (National Federation of Indian Railway men). But in 1956 AIRF came
out and started functioning separately.
Trade Unions of Non- Gazetted
NATIONAL LEVEL INDIAN RAILWAY LEVEL
AITUC- 1920 AIRF 1922
INTUC – 1947 INRWF – 1947
HMS NFIR –1953 (AIRF+ INRWF)
NFIR and AIRF- 1950

Trade Unions of Gazetted Officers
All India Officers Federation.
Indian Railway Promotee Officers Association.
Recognition of Trade Unions
Chapter XXV of IREM lays down the following conditions for recognition of the Unions.
The Unions must be registered under Indian Trade Union Act 1926.
It must consist of a distinct class of Railway Employees and must not be formed on the basis of
any caste, tribe or religion.
All Railway Employees of the same class must be eligible for membership. It should not be
sectional.
Its membership should not be less than 30% of the total number of non-gazetted staff employed
on the Railway concerned.
It should not engage in subversive activities.
Secret Ballet System

Facilities extended to Recognized Unions: Recognition entitles the trade union to discuss
with the Railway Administration on matters of importance and right to negotiate across the table.
Special Casual Leave is given to the representatives for attending meetings of Unions and
federations and also for attending PNM, FNM Meetings. Other benefits given to them are-
Complimentary Railway Passes to the office bearers and Passes for attending meeting of
Unions and federations, PNM and FNM.
Railway accommodation for Union Officials.
Railway Telephone in union Offices.
Allotment of Notice Boards for union purposes.
Allowing employees on deputation to trade unions.
Facilities for collection of subscription near the place of employment.

Unrecognized Unions: There are a large number of unrecognized Unions and Associations
functioning in Railways. Majority of these are Sectional Unions functioning on individual

126

Railways catering to the needs of a particular section of employees. Whenever representations
are received from unrecognized unions they are given due consideration and appropriate action,
as deemed necessary has to be taken. However it is the policy of the administration neither to
enter into correspondence nor negotiate with these unions.
Permanent Negotiating Machinery: PNM was set up in the year 1952 and came into force
from 1.1.52. It aims to maintain contact with labour and to resolve disputes and differences,
which may arise between Railway Labour and Administration. Collective bargaining, across the
table negotiations and give and take policy are the main principles behind PNM. The machinery
is to work, in three tiers, viz.
Levels of Meetings- Railway level: The recognized Unions having access to the Divisional
Officers and Officers at Zonal Head quarters including GMs.
Railway Board level: The Federations with the Railway Board take up Matters not settled at
Railways level.
Adoc Tribunal level: Where agreement is not reached between the Federation and Railway
Board in matters of importance, it is referred to an adhoc Railway tribunal comprising of
representatives of Railway Labour and administration presided over by a neutral Chairman.
Periodicity of Meetings
Division and Extra Division Once in two months
Zonal Railways Once in three months
Railway Board Once in three months

Subjects for Discussion: Disciplinary matters, individual cases of promotions, transfers etc.
cannot be included for discussions. Questions relating to pay scales, allowances etc., will only
be discussed between Federations and Railway Board and not at lower levels. Subjects, which
are within the powers of Officers, are only to be included. Matters not settled at any level may
be raised in the next level. 30 new subjects are allowed for discussion in a meeting. It would
be open to the Government to accept or reject or modify the decision of the adhoc tribunal. The
Federations should not raise the same issue for two years where the Government has accepted
the Tribunal’s decision. But in case in which the Government have rejected or modified the
decision of the tribunal the issue can be raised at the end of one year.
FNM: Fort-Nightly meetings are conducted at Head quarters by SPO/ Labour and by DPO or
APO at Division and Extra Division. Issues affecting employee’s seniority, fixation of pay
etc.are discussed and settled in these meeting. Union representatives not exceeding 6 can
attend the meeting. SCL is granted to the Union representatives to attend FNM.
JCM & CA: On the recommendation of II pay Commission, the Central Government
established a machinery for joint consultation and compulsory arbitration. JCM & CA came into
force from October 1966. It started functioning in Railways from 1968.The objective of the
machinery is to promote harmonious relation and for securing co-operation between the

127

Government in its capacity as employer and its employees in matters of common concern for
further increasing the efficiency in public service.
The machinery functions in three tiers.
National Council deals with matters affecting all Central Government employees.
Departmental Council deals with matters affecting the staff of a particular Ministry. The scope of
the council will include all the matters relating to the conditions of service, work and welfare of
employees and improvement of efficiency and standards of work. The scheme provides
compulsory arbitration on three subjects viz. pay and allowances, Weekly hours of work and
Leave.
Regional Council is not functioning in Railways.
Generally outsiders are not permitted to participate in departmental council. But in Railways not
more than two outsiders for each federation are allowed. Number of JCM meetings has been
reduced in Railways since the PNM scheme continues side by side. The subjects discussed in
the PNM Meetings are not to be discussed in JCM departmental council meetings and vice-
versa.
National Council
Official side 5 to 10 members
Staff side Up to 30 members

The Head of the respective Ministry will act as Chairman. CRB acts as Chairman in Railways.
Workers Participation in Management:- Whitely Committee in UK during 1917 has
recommended that workers should be given opportunity to participate in the discussion for-
Promoting productivity for the general benefit of the organization, employees and the
community.
Giving employees a better understanding of their role in the organization in the process of
production.
Satisfying the workers urge of self expression, to achieve industrial peace, better relationship
and cooperation.

In Railways, workers participation is in practice for a long time by associating the
representatives of trade unions in different areas like-
Staff benefit fund committee.
Quarters committee.
Housing committee.
Running room advisory committee.
Canteen management committee.
Hospital visiting committee.
Labour advisory committee
Executive committees of Railway Institutes and clubs.
Workshop productivity councils etc.

128

In addition in the area of workers participation in management, corporate enterprise groups of
management and labour have been formed at Railway Board, Zonal Railway and Divisions,
which is now being called as Participation of Railway Employees in management.
PREM at Railway Board
Four representatives each from two Federations.
Two representatives of All India Officers Federations.
Two representatives of Indian Railway Promotee Officers Association.
On official side Chairman, Member, Additional members and Secretary, Railway Board.
Representatives from AISC/STREA & OBCREA

PREM at Zonal Railway: Four representatives each from recognized unions affiliated to all
India Railway men’s Federation and National Federation of Indian Railway men.
Two representatives of the Association affiliated to the All India Officers Federation.
Two representatives of the Association affiliated to Indian Railway Promotee Officers
Association.
GM and all Heads of Departments.

PREM at Division: It is constituted in the same manner as constituted in the Zonal Head
Quarters.
Objectives of PREM
Evaluate the functioning of the Railway and exchange data, ideas, ways and means for
improving the efficiency and viability of the organization.
Appraise the investment programme particularly in regard to housing and welfare services.
Identify the areas and devise methods for maximizing organizational effectiveness, use of
technology and towards building up of the image of Railways as service organization.

Joint Councils and Shop Councils: During 1975 the Ministry of Labour introduced Shop
councils at Shop and department level and Joint council at organizational level in manufacturing
and mining industries to function as a step towards workers participation in management. The
Shop and Joint councils consist of equal representatives from management and the workers. In
Railways these councils are functioning in Production Units with a view to maintain good relation
among employees in production units.

129

ALLOTMENT AND RETENTIO N OF QUARTERS : One of the benefits to which a Railway
servant is entitled is provision of residential accommodation, on payment of standard rent, which
is at a subsidized rate. For the purpose of assessment of rent, Railway quarters are classified
into different types according to the standard of accommodation.

The work regarding allotment of Railway quarters is done by departmental officer / supervisor.
However Railway quarters at Head quarters pool will be allotted by the SPOs in
consultation with branch officers. Newly constructed quarters when released for occupation,
the allotment shall be made only after getting approval from GM / DRM as the case may
be.

Types of Accommodation and Eligibility
Sl.No Category of Staff Entitlement
1 Up to GP 1800 Type I
2 GP 1900- 2400 Type II
3 GP 2800- 4200 Type III
4 Non gazetted above 4200 GP Type IV
5 Gazetted with less than GP 6600 Type IV
6 Gazetted with 6600 GP Type IV spl.
7 Gazetted with more than GP 6600 Type V

General Conditions: Normally Railway quarters are allotted on the basis of essentiality.
Railway Board has prescribed a list showing the percentage of essentiality for various
categories.

130

Applications for allotment of Railway quarters, from staff should be registered in the order of
priority. Separate priority lists should be maintained for essential and non-essential staff with
remarks as SC / ST against the name of registrants.
Interchange of quarters between two departments shall be permitted only with the prior
consent of the branch officer concerned. Allotment of quarters from a pool to a person of
another pool should be on exchange basis with the consent of the branch officers.
When a quarters fall vacant and ready for allotment, requests for change of quarters from staff
eligible should be conceded first. Under any circumstances, quarters should not be kept vacant.
Supervisor is responsible to allot quarters as and when the quarters fall vacant.
If a Railway servant is transferred to a station within the same station or belt area where
quarters are pooled together, quarters need not be vacated unless the employee is transferred
out of the area.
Allotment of quarters on out of turn, should be done on the basis of the date of registration / as
per priority in out of turn register to be maintained for the purpose. However it is up to the
discretion of the competent authority to allot quarters on the merit of the case. Out of turn
allotments are also made on medical grounds.
In the case where two employees of opposite sex who are in occupation of two separate
quarters at the same station, marry one another the allotment will be regulated as under.
No Railway servant shall be allotted Railway quarters if the spouse has already been
allotted a quarters at the same station unless such quarters is surrendered.
They should surrender any one of the quarters within one month after the marriage. If the
quarters is not surrendered within one month time it shall be deemed that the allotment has
been cancelled on expiry of such period.
Regularization of Railway Quarters in favour of the Family Members: When a Railway
servant who has been allotted Railway quarters retires from service or dies while in service his
son / daughter / wife is allotted a Railway accommodation on out of turn basis, provided
The family member is also eligible for the type of Railway accommodation.
The family member was sharing accommodation with the Railway servant retiring / deceased for
at least six months and has not claimed HRA during the period.
Neither the retiring employee nor a member of the family owns a house in the same place.
None of the family member is already in occupation of a Government accommodation.

Allotment of Quarters to SC /ST Railway Employees
A reservation of 10% in type I & II and 5% in type III & IV quarters are provided in favour of SC
/ ST employees in all areas where the number of quarters is 50 or more.
Representatives of SC /ST employees should also be included in the housing allotment
committee in all places where it exists.
A separate register showing the details of quarters allotted to SC / ST employees, as per
the points prescribed should be maintained and checked periodically.

131

The reservations in allotment of quarters in favour of SC / ST will apply only in non-essential
categories.
The senior SC /ST employee who is in the general list will be given allotment from the general
pool. The special list and percentage of reservation will become operative only in the event of
shortfall in the accommodation provided for SC / ST from the general list.
Sharing of Accommodation
Railway servants allotted with residential accommodation can share accommodation with
relatives or other Railway servants with the permission of administration. Such sharing of
accommodation will be permitted on the following conditions.
No Railway servant vacates his quarters for the purpose of sharing other quarters.
By this sharing no other suitable Railway quarters at the station is rendered vacant.
When an outsider is permitted to share the accommodation with the Railway servant, the
Railway servant will be considered as the occupier.
Permission to share the quarter does not confer any right of regularization in favour of the
person sharing it.

Retention of Railway Quarters on Permanent Transfer: The Railway servants on transfer
from one station to another, which necessitates change of residence, may be permitted to retain
the Railway accommodation at the former station for a period of two months on payment of
normal rent. On the request on educational or sickness account, the period of retention may be
extended for a further period of six months on payment of double the rate of normal rent.
Further extension beyond the six months may be granted only on educational ground to
cover academic session on payment of double the rate of normal rent.
Beyond the permitted period no further extension will be allowed on any ground. A certificate
from Railway Doctor should support requests for retention of Railway quarters on the grounds of
sickness of self or a family member. Similarly for retention on educational grounds certificates
from educational authorities should be produced.
Retention of Railway Quarters on Temporary transfer: An employee on temporary transfer
may be permitted to retain the Railway quarters at the previous place of postings during the
entire period of transfer on payment of normal rent.
In case where the temporary transfer is made a permanent one, the Railway employee may be
allowed to retain the Railway quarters in the previous station for a further period as admissible
on permanent transfer from the date in which the employee is informed about the permanent
transfer.
Retention of Railway Quarters on Deputation: Railway employee while proceeding on
deputation to any PSU including those of the Railways are permitted to retain quarters for a
period of two months on payment of normal rent from the date in which they have joined the
public sector unit.
Retention of Railway Quarters by Apprentices: Serving employees who are selected as
apprentice either departmentally or through RRB may be allowed to retain the Railway quarters
at the station from where he proceeds for training, during the period of his apprenticeship.

132

Retention of Railway Quarters by Surplus Staff: Railway servants who have been rendered
surplus and employed in a place other than their previous place of working should be permitted
to retain their quarters on payment of normal rent for a period of three years or up to the
date on which quarters is allotted to them in the new station, whichever is earlier.
Retention of Railway Quarters on Retirement: The Railway servant on retirement including
voluntary retirement / premature retirement / retirement on medical invalidation may be
permitted to retain the Railway accommodation for a period of four months on payment of
normal rent and for the next four months on educational or sickness ground on payment
of double the normal rent.
Retention of Railway Quarters on the Death of the Railway servant: In the event of the
death of the Railway servant, the family members are permitted to retain the Railway quarters
for a period of two years on payment of normal rent.
Retention of Railway Quarters on Resignation / Dismissal / Removal: The employee who
resigns from service or is dismissed or removed from service may be permitted to retain the
Railway quarters for a period of one month on payment of normal rent.
The General Managers of the Railways be delegated the powers to allot the surplus quarters
to employees posted at other stations. [RBE No. 43 / 2012]
A relaxation of six months in retention of Railway quarter to the wards / spouse of the missing
Railway employee where employee is missing and compassionate appointment begins after 02
years from the date of missing / lodge of F.I.R. With the approval of the General Manager of
the concerned Railway, in cases where finalization of compassionate appointment gets delayed
thereby making the maximum period of retention on normal rent as three (1 + 1 + ½ + ½)
years. [RBE No. 21 / 2012]
The retention of Railway accommodation at the previous place of posting in favour of Officers /
Staff posted to ECR and NWR. The retention of 08 months (02 months on normal rent & 06
months on special license fee) granted in cases of normal transfer, is also applicable beyond
the date upto which the special relaxation is granted. [RBE No.43 / 2012]
Withholding of Gratuity for non Vacation of Quarters after Retirement: For unauthorized
retention of Railway accommodation after retirement the Railway administration should take the
following steps to discourage such retention-
“No claim certificate” should not be given unless the Railway servant has vacated the Railway
quarters on retirement and has cleared all the dues on rent, electricity etc.
The entire amount of retirement / death gratuity should be withheld for non vacation of quarters.
The amount withheld should remain with the administration in the form of cash to enable he
release of the same immediately on vacation of quarters.

One set of post retirement Pass should be disallowed for every month of unauthorized
retention of Railway quarters by the retired staff and a show-cause notice to this affect may be
issued to the employee before with holding the pass.

133

PBC No.114/2018: The flat rates of license fee (Standard Rent) for residential accommodation
over the Indian Railways were last revised w.e.f. 01.01.2009. Ministry of Railways have now
decided to revise the license fee (Standard Rent) for residential accommodation, all over the
Indian Railways w.e.f. 01.07.2010, 01.10.2013 and 01.07.2016, as shown in the Annexure-A,B,
and C respectively.
The revised rates which were due w.e.f. 01.07.2010, 01.07.2013 and 01.07.2016 respectively
and will remain in force till further orders.
The revision shall not apply to sub-standard accommodation.
Orders for revision of rent recoverable in regard to leased accommodation will be issued
separately.
Immediate action may please be taken to be given effect to these orders and compliance may
be reported.
Annexure-A
REVISED FLAT RATES OF LICENCE FEE FOR DIFFERENT TYPE OF RAILWAY
ACCOMMODATIONS W.E.F. 01.07.2010
TYPE Slab of Plinth Area Rate of Licence Fee w.e.f.
01.01.2009
Revised rates of Licence Fee
w.e.f. 01.07.2010
I Upto 25 Sq.m. 43 60
25-30 Sq.m. 54 76
30-35 Sq.m. 65 91
Above 35 Sq.m 71 99

II Upto 45 Sq.m. 86 120
45-50 Sq.m. 99 139
50-55 Sq.m. 109 153
Above 55 Sq.m 119 167

III Upto 60 Sq.m. 152 213
60-65 Sq.m. 164 230
65-70 Sq.m. 175 245
Above 70 Sq.m 189 265

IV Upto 80 Sq.m. 224 314
80-90 Sq.m. 249 349
90-100 Sq.m. 277 388
100-120 Sq.m 326 456
Above 120 Sq.m 413 578

V Upto 150 Sq.m. 614 860
150-200 Sq.m. 770 1078
200-250 Sq.m. 1087 1522
250-300 Sq.m 1242 1739
300-350 Sq.m 1537 2152
Above 350 Sq.m 1843 2580

134

Note: (i) For servant’s quarters and garages allotted, following flat rates may be recovered.
Quarters Rate of Licence Fee w.e.f.
01.01.2009
Revised Rate Licence Fee
w.e.f. 01.07.2010
Servant quarter 40 56
Garages 28 39

(iii) Rates of licence fee for Type-IV quarters will also apply to officer’s Transit flats.
Annexure-B
REVISED FLAT RATES OF LICENCE FEE FOR DIFFERENT TYPE OF RAILWAY
ACCOMMODATIONS W.E.F. 01.07.201 3
TYPE Slab of Plinth Area Rate of Licence Fee w.e.f.
01.01.2010
Revised rates of Licence Fee
w.e.f. 01.07.2013
I Upto 25 Sq.m. 60 72
25-30 Sq.m. 76 91
30-35 Sq.m. 91 110
Above 35 Sq.m 99 120

II Upto 45 Sq.m. 120 145
45-50 Sq.m. 139 170
50-55 Sq.m. 153 185
Above 55 Sq.m 167 200

III Upto 60 Sq.m. 213 255
60-65 Sq.m. 230 280
65-70 Sq.m. 245 300
Above 70 Sq.m 265 320

IV Upto 80 Sq.m. 314 375
80-90 Sq.m. 349 420
90-100 Sq.m. 388 465
100-120 Sq.m 456 550
Above 120 Sq.m 578 700

V Upto 150 Sq.m. 860 1030
150-200 Sq.m. 1078 1295
200-250 Sq.m. 1522 1830
250-300 Sq.m 1739 2090
300-350 Sq.m 2152 2580
Above 350 Sq.m 2580 3100

Note: (i) For servant’s quarters and garages allotted, following flat rates may be recovered.
Quarters Rate of Licence Fee w.e.f.
01.01.2010
Revised Rate Licence Fee
w.e.f. 01.07.2013
Servant quarter 56 70
Garages 39 50

135

(iv) Rates of licence fee for Type-IV quarters will also apply to officer’s Transit flats.
Annexure-C
REVISED FLAT RATES OF LICENCE FEE FOR DIFFERENT TYPE OF RAILWAY
ACCOMMODATIONS W.E.F. 01.07.201 6
TYPE Slab of Plinth Area Rate of Licence Fee w.e.f.
01.01.2013
Revised rates of Licence Fee
w.e.f. 01.07.2016
I Upto 25 Sq.m. 72 86
25-30 Sq.m. 91 109
30-35 Sq.m. 110 132
Above 35 Sq.m 120 144

II Upto 45 Sq.m. 145 174
45-50 Sq.m. 170 204
50-55 Sq.m. 185 222
Above 55 Sq.m 200 240

III Upto 60 Sq.m. 255 306
60-65 Sq.m. 280 336
65-70 Sq.m. 300 360
Above 70 Sq.m 320 384

IV Upto 80 Sq.m. 375 450
80-90 Sq.m. 420 504
90-100 Sq.m. 465 558
100-120 Sq.m 550 660
Above 120 Sq.m 700 840

V Upto 150 Sq.m. 1030 1236
150-200 Sq.m. 1295 1554
200-250 Sq.m. 1830 2196
250-300 Sq.m 2090 2508
300-350 Sq.m 2580 3096
Above 350 Sq.m 3100 3720
Note: (i) For servant’s quarters and garages allotted, following flat rates may be recovered.
Quarters Rate of Licence Fee w.e.f.
01.01.2013
Revised Rate Licence Fee
w.e.f. 01.07.2016
Servant quarter 70 84
Garages 50 60

(i) Rates of licence fee for Type-IV quarters will also apply to officer’s Transit flats.
The flat rent has been revised for the Railway Accommodation w.e.f. 01.07.2010, 01.07.2013 &
01.07.2016. The new revised rent should be given effect in the current salary bill for those in
occupation of Railway accommodation.

136

For those Railway Employees who have vacated the Railway accommodation including the
retired employees. The amount that should be recovered from them should be advised to the
concerned serving / retired employees giving them a target date to remit the amount due falling
which the same should be advised to the pension drawee bank to recover from relief.
A general norm of 10 % increase in licence fee effective from 1
st
July every year
(first such increase is due w.e.f. 01.07.2017 and thereafter as on 01.07.2018
retrospectively and so on over the existing licence fee as on 30
th
June of the each year)
be effected to ensure earlier recoveries of enhanced licence fee till further revision. [Rly.
Bd’s lr No.F(x) I-2002 / 11 / 2 dt. 11.03.2019]

HOUSE RENT ALLOWANCE: On the recommendations of the 7
th
CPC relating to HRA, the
admissibility of HRA shall be as under: [RBE No.71 / 2017]
Classification of
Cities, Towns
Rate of House Rent allowance per month as a
percentage of Basic Pay only
X 24%
Y 16%
Z 08%

The rates of HRA will not be less than Rs,5400/-, Rs.3600/- and Rs1800/- at ‘X’, ‘Y’, & ‘Z’ class
cities respectively.
The rates of HRA will be revised to 27%, 18% and 9% for ‘X’, ‘Y’, & ‘Z’ class cities respectively
when Dearness Allowance crosses 25% and further revised to 30%, 20% and 10% when DA
crosses 50%.
The term ‘basic pay’ in the revised pay structure means the pay drawn in the prescribed pay
levels in the Pay Matrix and does not include Non-Practicing allowance (NPA) etc. or any other
type of pay like special pay, etc.
In the case of running staff HRA will continue to be calculated on the basic pay plus 30% pay
element till further orders.
The list of cities classified as ‘X’, ‘Y’ and ‘Z’ issued vide Bd’s letter dated 24.09.2015, for the
purpose of grant of House rent Allowance is enclosed.
Special orders on continuance of HRA at Delhi (‘X’ class city) rates to railway employees posted
at Faridabad, Ghaziabad, NOIDA and Gurgaon, at Jalandhar (‘Y’ class city) rates to Jalandhar
Cantt., at ‘Y’ class city rates to Shillong, Goa & Port Blair and HRA at with Chandigarh (‘Y’ class
city) to Panchkula which have been allowed to continue and S.A.S. Nagar (Mohali) at par with
Chandigarh (‘Y’ Class City) shall continue till further orders. These orders shall be effective
from 1
st
July, 2017.

LIST OF CITIES / TOWNS CLASSIFIED FOR GRANT OF HOUSE RENT ALLOWANCE TO
RAILWAY EMPLOYEES
Sl. No. STATES / UNION
TERRITORIS
CITIES
CLASSIFIED AS
“X”
CITIES CLASSIFIED “Y”
01 ANDAMAN &
NICOBAR ISLANDS
________ ____________
02 ANDHARA Hyderabad (UA) Vijayawada (UA), Warangal (UA), Greater

137

PRADESH /
TELANGANA
Visakhapatnam (M.Corpn.), Guntur (UA), Nellore
(UA)
03 ARUNACHAL
PRADESH

04 ASSAM Guwahati (UA)
05 BIHAR Patna (UA)
06 CHANDIGARH Chandigarh (UA)
07 CHATTISGARH Durg-Bhilai Nagar (UA), Raipur (UA)
08 DADRA & NAGAR
HAVELI
______
09 DAMAN & DIU ___________
10 DELHI Delhi (UA) ________
11 GOA _______
12 GUJARAT Ahmadabad (UA) Rajkot (UA), Jamnagar (UA), Bhavnagar (UA),
Vadodara (UA), Surat (UA)
13 HARYANA Faridabad* (M. Corpn.), Gurgaon (UA)
14 HIMACHAL
PRADESH
_________
15 JAMMU & KASHMIR Srinagar (UA), Jammu (UA)
16 JHARKHAND Jamshedpur (UA), Dhandbad (UA), Ranchi (UA),
Bokaro Steel City (UA),
17 KARNATAKA Bengalore /
Bangaluru (UA)
Belgaum (UA), Hubli-Dharwad (M.Corp.),
Mangalore (UA), Mysore (UA), Gulbarga (UA)
18 KERALA Kozhikode (UA), Kochi (UA),
Thiruvananthapuram (UA), Thrissur (UA),
Malapppuram (UA), Kannur (UA), Kollam (UA)
19 LAKSHADWEEP _________
20 MADHYA PRADESH Gwalior (UA), Indore (UA), Bhopal (UA), Ujjain
(M.Corp.)
21 MAHARASHTRA Greater Mumbai
(UA), Pune (UA)
Amravati (M.Corp.), Nagpur (UA), Aurangabad
(UA), Nashik (UA), Bhiwandi (UA), Solapur
(M.Corp.), Kolhapur (UA), Vasai Virar City
(M.Corp.), Malegaon (UA), Nanded-Waghala
(M.Corp.), Sangli (UA)
22 MANIPUR
23 MEGHALAYA
24 MIZORAM
25 NAGALAN
26 ODISHA Cuttack (UA), Bhubaneswar (UA), Raurkela (UA)
27 PUDUCHERRY Puducherry / Pondicherry (UA)
28 PUNJAB Amritsar (UA), Jalandhar (UA), Ludhiana
(M.Corp.)
29 RAJASTHAN Bikaner (M.Corp.), Jaipur (M.Corp.), Jodhpur
(UA), Kota (M.Corp.), Ajmer (UA)
30 SIKKIM
31 TAMILNADU Chennai (UA) Salem (UA), Tiruppur (UA), Coimbatore (UA),
Tiruchirappalli (UA), Madurai (UA), Erode (UA)
32 TRIPURA
33 UTTAR PRADESH Moradabad (M.Corp.), Meerut (UA), Chaziabad*
(UA), Aligarh (UA), Agra (UA), Bareilly (UA),
Lucknow (UA), Kanpur (UA), Allahabad (UA),
Gorakhpur (UA), Varanasi (UA), Saharanpur
(M.Corp.), Noida* (CT), Firozabad (NPP), Jhansi
(UA,

138

34 UTTARAKHAND Dehradun (UA)
35 WEST BENGAL Kolkotta (UA) Asansol (UA), Siliguri (UA), Durgapur (UA)
• Only for the purpose of extending HRA on the basis of dependency.
Note: The remaining cities / towns in various States / UTs which are not covered by
classification as “X’ or “Y” are classified as “Z” for the purpose of HRA.

TRANSFERS - Transfer means a change of Headquarters of a Railway servant and it is not a
punishment.
Temporary Transfer - When the transfer is temporary the same should be mentioned in the
transfer order. In such cases the employee is entitled to TA/DA for a period of 180 days after
which the transfer will become permanent. The employee will continue to draw HRA/CCA at the
rates admissible in respect of his old headquarters. He can retain the Railway quarters at the
old station.
Permanent Transfer - In the case of permanent transfer ordered on administrative ground the
employee is eligible for Composite transfer grant, joining time, pass on transfer account,
advance of pay equal to one month basic pay. Employees are also transferred to other seniority
units on administrative grounds on complaints from Vig/CBI/SPE etc.
Request Transfer - When a transfer is ordered at the request of the employee, transfer
privileges are not admissible. However, in the case of periodical transfer where request of the
employee is accepted composite transfer grant is paid. If the order is silent about the nature of
the order, it will be construed that it is ordered on administrative grounds. In respect of request
transfer from one station to another within the same seniority unit, transfer orders are issued on
priority basis.
Periodical Transfer - Staff occupying sensitive posts and who come in contact with the public,
contractors etc. are to be transferred once in every 4 years. In case of clerical staff working in
sensitive posts rotational transfer from one section to another or one seat to another will meet
the requirement of the periodical transfer.
Mutual Transfer - Mutual transfer may be allowed even in the intermediate grade where there
is no element of direct recruitment. In mutual transfer the employees are given the seniority of
the junior. Mutual Transfer if permitted only between the same Communities.

139

Transfer of Trade Union Officials - Proposal for transfer of an office bearer should be advised
to the union concerned to make alternative arrangements. Union should be allowed to bring the
proposal to the notice of DRM/CWM or GM later, if necessary.
In the case of periodical transfer where GM decides not to cancel the order the transfer may be
kept pending till next election, subject to a maximum period of one year. If an office bearer is
transferred from one section / department within the same office there is no need to inform
union.
Transfer of union officials on the recommendation of CBI / SPE, can be decided only if the GM
has seen the papers.
The procedure of advising union about transfer is not necessary in the case of request transfer.
Information as usual is to be given to the union in the case of promotional transfer.
Comprehensive Transfer Policy – Exemption from 5 years service condition - [RBE
No.12/2017 / PBC No.17/2017]. In the case of non-gazetted Railway employees, no inter
railway transfer requests will be considered till completion of five (05) years of joining Railway.
The following categories of transfers in the case of non-gazetted staff will be exempted from the
condition of a minimum of five (05) years service.
Transfers sought on mutual exchange basis;
Transfers sought on spouse ground;
Railway servants who are care-givers to a disabled child and
Physically handicapped Railway servants.

In terms of the provisions contained in Para 231 of IREC Vol.I Divisional Railway Managers
may transfer erstwhile group “D” employees Grade Pay Rs.1800/- Level 1 (Peons, Track
Maintainers, Khalasi, Unskilled and semiskilled, etc) from one department to another or from
one Division to another. [RBE No.121 / 2007, 120 / 2018]
Divisional Railway Managers may also transfer Non-gazetted Railway employees working in
Level-2 and above from one department to another for Divisional controlled posts subject to the
condition that requests should not be entertained for change of category to Commercial and
other non-technical popular categories like Clerk, Accounts Clerk, Ticket Collector, Commercial
Clerk, Senior Clerk, Junior Accounts Assistant, Commercial Apprentice, Traffic Apprentice,
ECRC etc. (Chapter -2)
Chief Workshop Managers (CWM) has to confer upon the same powers in respect of staff
working under their control. [RBE No.206 / 2018]
Comprehensive policy on Mutual Transfer of non-gazetted staff on the Zonal Railways –
RBE No.8 / 2019 – PBC No.4 / 2019, 228 / 2010, 143, 90 / 2018, 181 / 2017, 193 / 2007, 144 / 2007, 81 / 2006, 2005
/ 2001.
Policy instructions regulating transfer on Mutual Exchange basis and assignment of seniority
thereafter are contained in the Rule 230 or IREC Vol.I and Para 310 of IREM Vol.I.

140

2. Definition: Any Railway servant who is member of Railway services of a Railway Division /
Unit can seek Mutual transfer with the employee of another Railway Unit / Division working in
same grade or by reverting willingly and unconditionally (if working in higher / different grades)
subject to provisions contained in Para 226 of IREC Vol.I.
3. Powers: DRMs / have full powers to effect Mutual transfer of divisionally controlled post.
CWMs are vested with full powers for Workshop controlled posts. As regards Head Quarter
controlled posts, the General Manager is competent authority or any lower authority to which
powers have been delegated.
4. Assignment of seniority on transfer on Mutual Exchange basis:-
4 (i) [Code Provision]: In such cases, the senior of the two employees will be given the place
of seniority vacated by the junior employee. The junior on joining the new unit will be allowed to
retain his former seniority and shall be placed into the seniority below the persons having the
same seniority. ( Para 230 of IREC Vol.I]
4 (ii) IREM Provisions:- Railway servants transferred on mutual exchange from one cadre of a
division, office or railway or railway to the corresponding cadre in another Division, office or
railway shall retain their seniority on the basis of the date of promotion to the grade or take the
seniority of the railway servants with whom they have exchanged, whichever of the two may be
lower. (Para 310 of IREM Vol. refers)
4 (iii) Corresponding Cadre:- The General Managers of the Zonal Railways themselves or
the lower authority to whom powers have been delegated may decide whether it is
corresponding cadres of the two employees seeking mutual transfer.
4 (iv) No backtracking once Mutual Exchange agreed:- Since mutual transfers are ordered
with the consent of both the parties, it should be made clear right at the time of forwarding
applications for mutual transfer that not request for backtracking from Mutual exchange
arrangement will be entertained under any circumstances. [RBE No.53 / 2006]
5. Community Restrictions:-
(i) Hon’ble High Court of Kerala at Ernakulam vide their under dated 07.06.2005 in O.P.
No.2150 / 02 while partially upholding the under of CAT. Ernakulam Bench dated 31.12.2001 in
OA No.851 / 1999 held that mutual transfers should be allowed between staff belonging to the
same category (i.e. General with General, SC with SC and ST with ST). Subsequently in OA
No,612 / 2005 the CAT, Ernakulam Bench directed that the Railway Board should decide the
policy arising out of High Court of Kerala’s order dated 07.06.2005 referred to in this para, as
expeditiously as possible.
(ii) In the light of the above, Ministry of Railways have decided that in order to maintain the
balance in the post based rosters with reference to reservations prescribed for SC and ST
staff and to avoid hardship to staff in the feeder grade in the matter of their promotion, transfers
on mutual exchange basis should be allowed between employees belonging in the same
category (i.e. General with General, SC with SC and ST with ST). However, transfers on

141

bottom seniority in recruitment grades need not be restricted with reference to points in the post
based rosters. The procedure being followed generally in this regard to adjust shortfall excess
in future may continue. But such transfers should be allowed only repeat only against vacant
direct recruitment quota posts and not against promotion quota posts. The above instructions
do not in any way alter the existing procedure as down by this Ministry regarding operation
maintenance of post based rosters. [RBE No.107 / 2007]
6. In the context of the above instructions, the following doubts had been raised:-
i) Whether the restriction does not apply to employees belonging to OBCs as the same has not
been mentioned in the instructions ibid: and
ii) Whether the restrictions on mutual transfer will apply when such transfers take place in
recruitment grades.
6.1. The matter had been considered carefully and clarified item-wise as under –
i) There being not reservation in posts filled by promotion for OBCs the term “General” should
include OBCs also. In other words, staff belonging to General / OBC categories may contract
mutual transfers with staff belonging to General / OBC.
ii) In view of the fact that the instructions dated 14.08.2007 do not impose any restriction on
transfer on request on bottom seniority in recruitment grades, mutual transfer in the recruitment
grades will also be allowed without restriction provided:-
a) The posts in the grade are entirely filled by direct recruitment from open market:
b) In case where posts in the grade are partly filled by promotion and partly by direct
recruitment, both the employees seeking mutual transfer should have been recruited
directly from the open market: the intention being that both of them should be borne in
the post based rosters maintained for direct recruitment. In others words, if one or
both the employees are borne in the post based rosters maintained for promotion, the
restriction on mutual transfer as per instructions dated 14.08.2007 will apply. [RBE
No.134 / 2007]
6.2. List of Documents:
Mutual Transfer Rules
• Railway servants transferred on mutual exchange from one cadre of a division, office or
railway to the corresponding cadre in another division, office or railway shall retain their
seniority on the basis of the date of promotion to the grade or take the seniority of the
railway servants with whom they have exchanged, whichever of the two may be lower.
• Minimum service - There is no minimum service conditions in case of Mutual Transfer.
• Composite Transfer Grant - not admissible in case of Mutual Transfer.
• Sportspersons - For transfer of sportsperson recruited against sports quota at least 5 years
service on the Railways, including probation period is required. When sportspersons request
for transfer on mutual basis and when both employees are sportsperson 5 years minimum
service is not applicable.
• Backtracking of orders of transfer on mutual exchange should not be done under any
circumstances.

142

• Seniority - In case of Transfer on mutual exchange basis employee get own seniority or
seniority of the employee with whom the exchange takes place, whichever of the two is
lower.
• Efforts should be to upload information regarding transfer requests through Rail-Net for
inter-Division and intra-Division transfers.
• Forwarding Applications - Request for mutual transfers should be processed / accepted
as soon as they are received.
• Relieving - Once the transfers are accepted, the employees concerned should be relieved
immediately without waiting for the other unit to relieve the employee first.
Mutual transfer between Different Community
• Mutual transfers should normally be allowed between staff belonging to the same category
(i.e., General with General, SC with SC and ST with ST). Term General in this case include
OBC also as there is no reservation in posts filled by promotion for OBCs.
• Mutual transfers in the recruitment grades will also be allowed without any restriction
regarding community in following cases: [a] the posts in the grade are entirely filled by
direct recruitment from open market; e.g. the category of Staff Nurse or [b] Where posts in
the grade are partly filled by promotion and partly by direct recruitment, both the employees
seeking mutual transfer should have been recruited directly from the open market. But such
transfers should be allowed only against vacant direct recruitment quota posts and not
against promotion quota posts. [Ref 6 & 8]
References
1. Indian Railway Establishment Manual Vol I Rule 310
2. Railway Board’s letter No. (Rep)I-2006/Transfer/Misc./1 dated 25-8-2008
3. Indian Railway Establishment Code Rule 1642 4. (RBE No. 23/2011) 5. [RBE No.200/09]
6. (RBE No.107/2007)
7. High Court of Kerala at Ernakulam order dated 07.06.2005 in O.P.No.2150/02
8. (RBE No.134 /07) 9. (RBE No.156 /07) 10. (RBE No.53/2006 )
11. Board's letter No.E[REP]I-06/Transfer/Misc/1 dated 23-10-06

143

FACTORIES ACT 1948: The Government of India has enacted this Act during 1948 to provide
safeguard to the workers against exploitation by the employers and to ensure their safety,
health, and welfare. This Act also provides minimum period of rest, payment of wages for extra
hours of duty and enjoins on the employer certain obligation towards the employee.
Factory - means any premises including the precincts thereof, wherein 10 or more workers are
working or were working in any day during the preceding 12 months and in any part of which a
manufacturing process is being carried on with the aid of power or any premises wherein 20 or
more workers are working or were working on any day during the preceding 12 months and in
any part of which a manufacturing process is being carried on without the aid of power.
It does not include a mine, a mobile unit of the armed forces of the Union, a Railway running
shed, a Hotel or a Restaurant.
The following units are coming under Factories Act in Southern Railway.
Loco Works / PER. Central Workshop / GOC.
Carriage Works / PER. S&T Workshop / PTJ.
Electrical Workshop / PER. Central Workshop / MYS.
Clothing Factory / PER. Engineering Workshop / AJJ.
Railway Printing Press / TPJ, RPM. Tools & Plant Depot / GOC.
Electrical Traction Workshop / TBM, AVD. Waterworks / TPJ.
Electrical Repair Depot/PGT.
Workmen-means a person employed either directly or through an agency including a contractor
with or without the knowledge of the principal employer, whether for remuneration or not, in any
manufacturing process or cleaning of any part of the machinery or premises used for
manufacturing process or any other kinds of work incidental to or connected with the
manufacturing process.

144

Adult - means a person who has completed 18 years of age.
Adolescent - means a person who has completed 15 years of age but not completed 18 years
of age.
Child - means a person who has not completed 15 years of age.
Manufacturing process - means a process of making, repairing, altering, ornamenting,
finishing, packing, oiling, cleaning, washing, breaking up or demolishing or otherwise or
adjusting any article or substance with a view to use for sale, transport, delivery or disposal or
pumping oil, water or sewage or any other substance or generating, transforming or transmitting
power or composing type for printing, printing by letter press or other similar process or book
binding or constructing, reconstructing , repairing, refitting, refinishing or preserving or storing
any article in cold storage.
Occupier - means the person who has ultimate control over the affairs of the factory. If such
affairs are entrusted to a Manager, such Manager shall be deemed as Occupier of the factory.
In the case of a factory owned or controlled by the Central Government or State Government or
Local Authority, the person appointed to manage the affairs of the factory shall be deemed to be
the Occupier.
Inspectors: State Government by notification in the Official Gazette, appoint a Chief inspector
and Inspector of factories under this Act. Inspectors will have their jurisdiction defined and the
Chief Inspector will exercise the powers of an inspector throughout the State.
Working Hours: No adult worker shall be required or allow work in a factory for more than 9
hours in a day or 48 hours in a week. The working hours should not exceed 5 hours at a
stretch without an interval of at least half an hour.
No woman shall be employed in any factory except between the hours of 6 A.M. to 7 P.M.
There shall be no change of shift in respect of women except after a weekly holiday or any other
holiday.
No adult worker shall be required to work on any factory or any day on which he has already
been working in any other factory, except in such circumstances as may be prescribed.
No Adult worker shall be required or allowed to work in any factory otherwise than in
accordance with the notice of periods of work for adults displayed in the factory and the entries
made before hand against his name in the register of adult workers of the factory.
Even with exemptions made by the State Government in regard to the total number of hours of
work, including extra hours worked on payment of over time in any week shall not exceed 60
hours and no worker shall be allowed to work overtime for more than 7 days at a stretch and
the total number of extra hours of work in any quarter shall not exceed 75 hours.
Spread Over: The periods of work inclusive of intervals shall not be spread over more than 10
½ hours in a day, provided that the chief inspector may for reasons to be specified in writing
increase the spread over to 12 hours.

145

Weekly Holidays: An employee shall not be required to work on a Sunday ordinarily, but if for
any reason working on Sunday is necessary he must be given compensatory rest within three
days before or after the Sunday.
Compensatory Holidays: In no case an adult shall be required to work for more than 10 days
consecutively without a holiday. Where shift duty is carried on, the period of rest shall
commence from the time the shift ceases and should continue uninterrupted for 24 hours.
Wages for Over Time: Whenever a worker works in a factory for more than 9 hours in a day
or for more than 48 hours in a week is entitled for OTA at the rate of double of normal
wages. OTA is calculated either on daily or weekly basis, whichever is more favourable to the
employee. Wages for the purpose OTA includes pay, dearness pay, dearness allowance, city
compensatory allowance, house rent allowance, ration subsidy etc.
Health
1 The factory must be kept clean and free from effluvia arising from any drain, privy and other
nuisance.
2 Accumulations of dirt and refuse shall be removed daily.
3 The floors of every workroom should be washed and disinfected once in a week.
4 Where floor is liable to get wet in the course of work, effective means of drainage should be
provided.
5 Inside walls and partitions, ceilings, tops of rooms and staircases etc, if painted with
washable paints or varnish should be repainted or re-varnished once in five years and
cleaned once in 14 months. If painted or varnished otherwise it should be repainted or
varnished once in 14 months.
6 Arrangements for provision of latrines and urinals should be made separately for male and
female workers at convenient places. Spittoons should be maintained in clean and hygienic
condition.
7 Effective provision should be made for prevention of glare from the source of light or by
reflection from smooth surfaces.
8 Formation of shadows to such an extent to cause eyestrain should be avoided.
9 Effective arrangements should be made for the supply of sufficient drinking water. If in a
factory where more than 250 employees are employed water cooler to be provided.

Safety
1 Every part of prime mover, head race, trail race of water wheel or turbine, stock bar of lathe
which projects beyond the head stock should be securely fenced.
2 Every set of screw, bolt or key of revolving shaft, spindle or pinion should be sunk or
encased or effectively guarded to prevent danger.
3 No woman or child shall be allowed in any factory to clean, lubricate or adjust any part of
machinery while in motion or to work between fixed and moving part of any machinery in
motion.
4 Trained adult male worker wearing tight fitting clothes should only be permitted to examine,
lubricate or adjust the machinery in motion.
5 No young person should be allowed to work on dangerous machine unless he has received
training to work in the machine or he is under adequate supervision by a competent
person.
6 Suitable devices for cutting off the power in emergencies should be provided.

146

7 Hoists, lifts, lifting machines, chains, ropes etc., used for lifting machines, raising or
lowering persons, goods or materials must be of good construction, adequate in strength
and free from defects.
8 Cooling glass, goggles, masks should be supplied to protect eyes wherever necessary.
9 Effective precautions against fire should be made.
10 Where one thousand or more workers are employed in a factory with the risk of injury
or occupational diseases the occupier should employ safety officers as advised by State
Governments.
11 No women or children should be employed in a factory for pressing cotton with cotton
opener.
12 In every factory where hazardous substances are handled, a safety committee consisting
of equal number of representatives of workers and management should be set up to
promote co-operation and to review the measures taken under safety and health
provisions.
13 A numbers of other safety provisions in regard to explosives, inflammables, dust and
fumes, combustibles etc., are also laid down in the Act.

Welfare
1 Adequate and suitable facilities for washing should be provided separately for male and
female workers at convenient places.
2 Suitable places for drying wet cloths and for keeping they should be provided.
3 Suitable arrangements for sitting should be made for all workers require work in standing
position to avail rest, whenever possible.
4 First Aid boxes or cub boards equipped with necessary contents should be maintained at
the rate of one for every 150 workers under the charge of a trained person
5 Ambulance room with a qualified nurse should be maintained, where more than 500
workers are employed.
6 Where more than 250 workers are employed a canteen should be provided.
7 Where 30 or more women are employed, crèche should be maintained to keep the
children below the age of 6 years.
8 Where 500 or more workers are employed, welfare officers should be appointed.
9 Where 150 or more workers are employed adequate shelter, rest and lunchroom should
be maintained

Notices and Registers
1 Notices of accidents resulting in death or injury preventing the worker in resuming duty
during next 48 hours should be sent to chief inspector immediately. In railway workshops the
Section Engineers concerned are responsible to send the report to the workshop Medical
Officer and with their endorsement it should be sent to the Civil Authorities duly signed by
the Works Manager.
2 When a worker contracts a disease specified in the schedule of the Act, the Manager of the
factory shall send notice as prescribed by the State Government.

147

3 The following notices, registers etc. should also be maintained in a factory.
Notice specifying the maximum number of workers working in a room.
Notice of cancellation of holidays.
Notice of periods of work for adults.
Abstracts of the Act and the Rules.
Name and address of Inspector and certifying surgeon.
Posters regarding health, safety and welfare of workers.
Register of cleanliness.
Register of examination of machinery.
Register of examination of hoist and lifts.
Register of adult worker.
Attendance Register.
Overtime Register.
Register of accidents and dangerous occurrences.
Register of compensatory holidays.

Special Rules for Workshop Staff in Railway: The Railway employees covered by the term
‘worker’ in terms of the Factories Act are governed by the rules of Indian Railway Mechanical
Code. Certain provisions of the Code are-
1 Section Engineers and Junior Engineers in charge of the shop floor should be present in
their shops at least 5 minutes before final whistle for start of work sounds.
2 The Workshop gates and ticket office will be open half an hour before the work commences.
Tickets will be issued to the workers not earlier than 15 minutes prior to the commencement
of work at each period and these will be returned within 15 minutes after the work closes.
3 Worker coming late by half an hour or less during the first period should loss wages for half
an hour. Those coming late by over half an hour will not be allowed to enter the Workshop
during the first period and should lose half day wages and worker coming late during the
second period should not be allowed to work and should also lose half day wages.
4 Leave may be earned and sanctioned on half a day basis.
5 Workers are entitled for 15 days of paid holiday inclusive of 3 National holidays and not
more than 5 unpaid holidays and 8 days of Casual Leave.
6 Payment to the workers in workshop is to be made through pay envelope or pay boxes at
the close of second period of the work on payment day.
7 Worker sent on duty to out station will be paid OTA at single rate for their engagement
beyond the normal shop hours.
8 Whenever a worker is employed beyond shop hours in the interest of administration OTA is
admissible under Factories Act. But when such extra working does not entitle him to earn
overtime under the Act, the worker will be allowed to get the benefit of earning the
departmental OTA at the rate of 1/208
th
of monthly pay for every hour of extra work.

EMPLOYEE’S’ COMPENSATION ACT 1923 : The word workman / workmen should be
substituted by EMPLOYEE / EMPLOYEES’: ECA is an act, which safeguards certain classes
of employees against the risk in employment and payment of compensation for injuries
sustained by them in accidents.
Aim

148

To provide for payment of compensation to certain classes of workers for injuries / death caused
due to accidents, arising out of and in the course of employment.
To regulate the payment of compensation according to the nature and result of the accidents.
To prescribe the procedure to be followed in the payment of compensation.
To evolve suitable machinery has been to ensure proper implementation of the provisions of the
Act.
Definitions - Employee: In relation to Railways it means all Railway servants as defined in
“The Railways Act 1989” not permanently employed in any Administrative District, Divisional,
Sub Divisional or offices and in clerical capacity.
Wages: Wages means all remuneration expressed in terms of money or capable of being
expressed in terms of money. It excludes traveling allowance, contribution to PF by the
employer, amounts given to cover special kind of expenses and services. Wages for purpose
of calculation of compensation will be limited to Rs.8, 000.
Employer: Employer means anybody or persons or any managing agent of the employer or any
legal representative of deceased employer.
Accidents: Accident means an unexpected event happening without design even though there
may be negligence on the part of the workmen.
Circumstances under which Compensation is Payable
Where a personal injury caused to workmen is lasting a period of more than 3 days.
The injury is caused as a result of accident.
The accident has arisen out of and in the course of employment (out of refers to the place of
accident and in the course of refers to the time of accident).
Injury has resulted in disablement or death.

Circumstances under which Compensation is not payable.
In respect of any injury, which does not result in the total or partial disablement of
workmen for a period, exceeding 3 days.
In respect of any injury (excluding death) caused by accident which is directly attributable to-
The influence of Drink or Drug at the time of accidents.
Willful removal or disregard of safety appliances.
Willful disobedience of safety instructions.

Disablements
Partial Total
Temporary Permanent Temporary Permanent
Reduce the earning
capacity of the workmen in
any of the employment he
was capable of performing
at the time of accident.
Reduce the earning
capacity of the workmen in
every employment he was
capable of performing at the
time of accident.
Incapacitate the
workmen in all
types of work.

Incapacitate the
workmen in all
types of work.

Compensation under the Act

149

Temporary Partial Permanent Total Permanent Death
No compensation.
HMP is payable during
the period of
treatment. (25% of
wages)
Compensation is worked out
for total permanent
disablement and allowed
proportionately based on
LEC %.
60% of wages
multiplied by age
factor or
Rs.1,40,000/-
whichever is more.
50% of wages
multiplied by age
factor or
Rs.1,20,000/-
whichever is more.

Schedules
Schedule-I
Part-I List of total disablement with loss of earning capacity.
Part-II List of partial disablement with loss of earning capacity.
Schedule-II List of workmen.
Schedule-III List of occupational diseases.
Schedule-IV Age relevant factor.

INDUSTRIAL DISPUTES ACT 1947
Aim
Investigation and settlement of Industrial Disputes.
Smooth working of the Industries.
Well being of workers.
Promotion of the growth of industries.
Promotion of cordial relationship between
Employer- Employee.
Employee- Employee and
Employer- Employer.

Definitions
Award means an interim or final determination of an Industrial Dispute by Labour court or
Industrial Tribunal or National Tribunal. In other words it means decision of the third party to
whom dispute is referred.
Industry means a systematic activity carried on by the co-operation between the employer and
the workmen for the production, supply or distribution of goods or services with a view to satisfy
human needs whether with profit motive or not or whether capital is invested or not. But it does
not include agricultural operations, hospitals, educational institutions, khadi or village industries,
charitable institutions, social or philanthropic institutions, sovereign functions, club, co-operative
societies etc.
Industrial Disputes means a dispute or a difference between
Employer- Employee
Employee- Employee and
Employer- Employer connected with
Employment or Non employment or
Terms of employment or
The condition of labour.

150

Lockout means temporary closing of a place of work or suspension of work or refusal by an
employer to continue to employ any number of persons employed by him.
Retrenchment means termination of the services of the workmen by the employer for any
reason what so ever otherwise than as a punishment excluding voluntary retirement,
superannuation, total medical unfitness etc.
Lay off means failure or inability or refusal of an employer on account of shortage of fuel or
power or raw materials or accumulation of stock or breakdown or natural calamity or for any
other connected reason to give employment to a workmen whose name is borne on the muster
roll of his establishment.
Strike means cessation of work by a body of persons employed in industry acting in
combination or concerted refusal or refusal under common understanding of any number of
persons who are or have been so employed, to continue to work or to accept employment.
Wages means all remunerations capable of being expressed in terms of money which would be
paid as per the conditions of employment whether expressed or implied, including DA, HRA, TA,
incentives, supply of light and water, medical attendance, concessional supplies etc. It excludes
bonus, pension, contribution to PF, gratuity etc.
Workmen means any person including an apprentice employed in an industry to do any skilled,
unskilled, supervisory, clerical, technical, manual work for hire or reward excluding persons
employed in Army, Navy, Air force, Police and those in managerial and administrative capacity.
Public Utility Services means Railways, Roadways, Airways used for carriage of passengers,
port and dock, safety organization in an industry, Post, Telegraph and Telephone services,
industry which supply power, water and light, public conservancy and sanitary system etc.
Appropriate Government means the Central Government for an industry owned by the Central
Government and in all other cases it is the State Government.
Authorities Constituted to Resolve Dispute.
Grievance Settling Authority: Every employer is at the obligation under the Act to set up a
grievance settling authority. These authorities will receive grievances from workers, Trade
Unions and Associations for follow up and redressal of grievances.
Works Committee: Equal number of representatives of employer and employee will constitute
the committee. They deal on matters of common interest and resolve the difference of opinion
especially regarding amenities and promote good relations.
Conciliation Officer: He is nominated by a notification in the official gazette by the Government
for mediation and settlement of industrial disputes. The notification will specify the jurisdiction
and period of operation.

151

Board of conciliation: The appropriate Government by notification constitutes board of
conciliation for settlement of Industrial dispute. The board consists of a neutral Chairman and 2
or 4 members from both worker and management side.
Court of Enquiry: The appropriate Government by notification constitutes Court of Enquiry with
a Chairman and one or more independent members to investigate and resolve industrial
disputes.
Labour Court: The appropriate Government by notification constitute Labour Court for
adjudication of industrial disputes relating to-
Legality of an order passed by an employer.
Interpretation of the order.
Correctness of removal / dismissal / discharge.
Withdrawal of concession.
Legality of strike / lockout.

The Labour Court consists of a presiding officer who should be a judge of High court or District
judge or Additional District judge for at least 3 years or held judicial office in India for at least 7
years or a Presiding officer of a Labour court in India for at least 5 years.
Tribunal: The Appropriate Government by notification may appoint Tribunal to settle Industrial
disputes. No person shall be appointed to the Tribunal unless he is or has been a judge of High
court or District judge or Additional District judge for at least 3 years. Tribunals normally
consider disputes connected to wages, allowances, leave, working hours etc.
National Tribunal: The Central Government by notification may appoint National Tribunals for
adjudication on matters of national importance or on matters concerned to more than one State.
Prohibition of Strikes and Lockout
No strike or lockout should be done in breach of contract.
No strike or lockout should be done during the pendency of conciliation and seven days after
conciliation.
When a dispute is being dealt by Labour court, Tribunal, National Tribunal and 2 months after
settlement.
During the period in which settlement or award is in operation.
No employee in public utility service shall go on strike without 6 weeks advance notice, or during
pendency of conciliation.

Procedure for Retrenchment: Retrenchment should be based on the guidelines given in
section 25F of the Act. If an employee has served one year, one month notice or payment in lieu
of notice should be given and no such notice is necessary if the terms of employment provides
so. In addition, 15 days wages should be given for every completed year of service or any part
thereof in excess of three months.
Penalty for Illegal Strikes and Lockouts
Commenced by workmen- One month imprisonment or a fine of Rs. 500 or both.
Commenced by employer - One month imprisonment or a fine of Rs 1000 or both.
Instigation by an individual - Six months imprisonment or a fine of Rs 1000 or both.
Wilful extension - One month imprisonment or a fine of Rs 1000 or both.

152

THE PAYMENT OF WAGES ACT 1936 amended on 2017 February 15
th
.
Aim
To secure regular, prompt and cash payment.
To fix wage period.
To regulate the deductions made from the wages.
The main objective for the introduction of the Payment of Wages Act 1936, is to avoid
unnecessary delay in the payment of wages and to prevent unauthorized deductions from the
wages may 22 2018

This Act may be called Payment of Wages (Amendment) Act, 2017. It shall deemed to
have come into force from 28
th
Day of December 2016.
For section 6 of the payment of wages act, 1936, the followin g section shall be
substituted. (6.) All waged shall be paid in current coin or currency notes or by cheque or
by crediting the wages in Bank Account of the employee.
Application: The act is applicable to all Railway employees, and persons employed in industrial
establishments, and others whose wages are less than Rs. 24,000 per month.
Wages: Wages means all remunerations paid whether by the way of salary, allowances or
otherwise. The term wages includes the following-
Basic pay.
Officiating allowance.
Leave salary.
Overtime allowance.
Special Compensatory allowance.
House Rent allowance.
Increment.
Payment in lieu of notice period.
Payment for piecework.
Running allowance etc.

153

Wages does not include TA, bonus, housing accommodation, services and amenities provided,
contribution paid by the employer towards pension or gratuity, value of free passes and PTOs,
value of rent free quarters, value of medical attendance, subsistence allowance etc.
Responsibility of Payment of Wages
The employer is responsible for the payment of wages to persons employed by him.
Payment of wages should be made on a working day.
Payment of wages should be in coins or currency in vogue.
Payment in kind is not permissible.

Wage Period: Employer is responsible to fix the wage period for arranging payment and in no
case the wage period shall exceed one month.
Payment Day: Where there are less than 1000 employees, the wages should be paid before
the expiry of the 7
th
day after the last day of the wage period. Where there are 1000 or more
employees, the wages should be paid before the expiry of the 10
th
day after the last day of the
wage period.
If the employer terminates the employment, the wages earned should be paid before the expiry
of the second working day from the date of termination.
Authorized Deductions: Wages of an employee should be paid without deduction except
those authorized under the act. Deductions should not exceed 75% of wages, if deductions
towards co-operative / consumer society are made and it should not exceed 50% of
wages in other cases.

The authorized deductions are-

Fines.
Subscriptions to Provident fund.
Salary for absence from duty.
Damage or loss of goods expressly entrusted to the employee or for loss of money for which the
employee is accountable.
Amenities and services.
Income tax.
Court attachments.
Payment to co-operative societies.
Insurance premium.
House rent and allied charges.
Loans and advances.
Station and Stores debits.
Prime Minister’s relief fund.
National defence fund.
Recovery of losses sustained by a railway administration.

Notices
Number of persons employed.
Wage period.
Date of payment.
Abstract of the Payment of Wages Act.

154

Registers
Fines.
Deductions.
Wages.
Advances.

Inspectors
The Inspector of Factories, Labour Inspectors and CIRM officials functions as Inspectors under
the Act.

Punishment for breach of acts.
• Delay in payment, non-payment or unauthorized deductions, penalty upto Rs.7,500/-
(minimum Rs.1,500/-)

In addition to ordering payment of wages or refunding the unauthorized deductions, the
authority may award compensation not exceeding 10 times the unauthorized deductions and not
exceeding Rs.2,000/- if payment is delayed.

• In all other cases, viz, non-display of notices, non – maintenance of register of fines,
register of deductions for damage or loss and duplicate copy of pay-sheet or time-book,
the employer is liable to be fined upto Rs.7,500/- (minimum Rs.1,500/-)

Penalties

Failure of payment / delayed payment / unauthorized deductions - Rs.500/-
Failure to display notices / registers - Rs.200/-

THE MINIMUM WAGES ACT , 1948
Aim
To secure minimum rates of wages in employments where wages are low.
To prevent exploitation of unorganized labour.
To ensure prompt payment of wages and overtime.
To stipulate working hours.

Application: The Act is applicable to the workers who are not governed by “The Payment of
Wages Act” and “The Factories Act”. The Minimum Wages Act is applied mainly in areas like
road construction, building operations, stone breaking, stone crushing etc.
Road construction or building operations covers new constructions, repairs and maintenance of
existing roads, buildings, bridges, tunnels, culverts, etc. The workers employed in construction
of permanent by in Railways are also governed by this Act.

Wages Fixation: Wages for workers employed in Scheduled employments listed in the Act is
fixed by the Central Government (Ministry of Labour) and it is revised once in 5 years. In
Railway local rate is fixed and it is revised every year. The Local rate fixed by the Railway is
enhanced by 20 % to 33% in emergencies by DRM/GM with the concurrence of accounts. In the
event of more than one local rate being available the highest rate is paid.

Responsibility of Payment: The employer is responsible for prompt payment of wages to all
workers including contract labour employed under him.

155

Wage Period and method of Payment: Wage period not exceeding one month is fixed for
payment of wages. Wages should be paid on a working day within 7 days after the wage
period, if the number of persons employed is less than 1000 and within 10 days in other cases.

Wages of persons discharged from service should be paid before the close of the second
working day after the discharge. Wages should be paid without deductions of any kind except
those authorized. Payment of wages in kind is prohibited.

Hours of Work: The hours of work should not be more than 9 hours in a day and 48 hours
in a week. The spread over should not be more than 12 hours in a day. Workers should
not be employed for more than 10½ hours continuously.

Over Time Allowance: Over time Allowance is calculated at twice the rate of ordinary
wages for extra hour worked exceeding 9 hours in a day or 48 hours in a week.

Weekly Rest: One day rest with wages should be given to the worker every week. CR and
OTA are admissible for working on rest days.

Notices
Rate of minimum wages fixed.
Abstract of the Act.
ame and address of the Inspector in English, Hindi and regional language.
Claims
Within 6 months.
Penalty
Breach of provisions and working hours - 6 months imprisonment or a fine of Rs. 500.
Failure to maintain of registers- a fine of Rs.500/-

THE TRADE UNIONS ACT, 1926 (AMENDED IN 1947)
A trade union is a continuous association of wage earners for the purpose of maintaining and
improving the conditions of workers and their lives.
With establishment of mills in Bombay, Ahmadabad and Madras Labours accumulated there.
The mill owners treated them as material / resource and not as human being. Some persons
who may be formed as humanitarians started taking interest in their welfare. But as there was
no law in the country giving right to labour for formalities, trade unions, the activities of labours
were treated as criminal offence and they were put under jails and sometimes they were
punished for trade unions activities.
After a good deal of struggle, the Trade Union Act was passed in the year 1926.
Factors responsible for the growth of Trade Unions:
(a) Economic conditions due to First World War.
(b) Many soldiers returned home and needed jobs.
(c) Due to growth of many leaders and Social reforms.

156

(d) Due to International Labour office in India.
(e) Success of Russian Revolution.
Unions in India
1. All India Trade Union Congress (AITUC) (by Commission),
2. Indian National Trade Union Congress (INTUC) (by Congress),
3. Hindu Mazdoor Sabha (Socialist),
4. Bharatiya Mazdoor Sangh (BJP),
5. Central of Indian Trade Union,
6. All-India Railwaymen Federation,
7. National Federation of Indian Railwaymen, and
8. Baharati Railway Mazdoor Sangh.
Functions of the Trade Unions: The functions can be divided in following three categories.
1. Intra-Mutual function: Within the walls, adequate wages and allowances, better
conditions of work to reduce the hours of work. Adopted methods strikes, collective
bargaining, negotiations and boycotts.
2. Extra-Mural function: Strikes, demonstrations, helping the workers at the time of
distress in strikes and lockouts, Running schools, libraries, canteens, indoor and outdoor
games.
3. Political Activities: Taking active part in politics. This is not allowed in India.
Advantages of Trade Unions:
(a) A boon for working class,
(b) Brings all-round improvements in working conditions,
(c) Brings industrial peace.
(d) Safeguards against the possibility of exploitation of the workers.
Disadvantages:
(a) Workers go on strike on flimsy grounds,
(b) Hostile attitude towards improvements and improved method of production,
(c) Go slow policy reduces the national income,
(d) Creates artificial scarcity of labour.
Salient feature of the Trade Unions Act, 1926:
1. This act was passed in 1926 to be implemented from 01.06.1927.
2. Any seven or more persons can form an Association and get registration.
3. The Registrar can withdraw or cancel the registration of Union.
4. Legal protection shall be given to Union office-bearers against criminal proceedings but
that must be for union work only.
5. The union may raise separate funds other than subscriptions on purely voluntary basis
for promotion of social or political interest.
6. Unions are to define their aim and objects for its constitution and maintain and get audit
of accounts.
7. The Registrar can inspect the accounts and the unions’ books at any time.

157

8. If a Union(s) indulges in – (a) unfair practices, (b) go for irregular strike, or (c) submit
false statements, the punishment would be total withdrawal of recognition.
9. If employer (a) interferes in the working of the union, (b) influences against the union (c)
discriminates with any officer of the union, or (d) refuses to negotiate of deny privileges
to the unions, he is liable to be fined to the extent of Rs.1,000/-.
10. Rights and liabilities of trade union and the purpose for which the union fund may be
utilized have been defined in Chapter III of the Act.
The Indian Railways have extended the following facilities and concessions to the official of the
recognized Trade Unions.

• Right of correspondence with the administration.
• Holding of formal meetings under the PNM procedure.
• Informal contacts with the Officers.
• Grant of Card Passes to Office-bearers.
• Grant of cheque passes.
• Grant of special Casual Leave.
• Facilities for office accommodation.
• Provision of telephones
• Facilities for use of Railway Telegraph.
• Facilities to leave office as also Head Quarter during office hours.
• Facilities for holding meetings on railway premises.
• Use of Railway Notice Boards.
• Facilities for collection of subscription at Pay Points.
• Protection against transfer of office bearers.
• Supply of administrative circulars, Calendars, booklets, etc.
• Medical facilities.
• Deputation of railway servants to recognized unions’
• Facilities for accommodation while attending PNM meetings, Shifting of Offices, sheds,
workshops etc.
• Matters represented by recognized unions.

Dealing with Un-recognized Trade Unions
There are many trade unions functioning amongst railway servants, most of which through
registered under the Indian Trade Unions Act, 1926 but are not recognized by the Government.

In dealing with such unrecognized unions, it is the policy of the Government not to have
meetings with them as also any communication received from them are neither to be
acknowledged nor replied. However staff grievances received through them, should be dealt
with in proper manner at appropriate level.

Matters relating to communal reservations in recruitment, promotion or other grievances of SC /
STs raised by the all-India SC / STs Railway Employees Association and its zonal branches
through correspondences, should be acknowledged, examined and appropriate action taken
promptly.

Recognition of Associations or Unions:

158

Grant and continuance of recognitions rest in the discretion of Government, but recognition
when granted will not be withdrawn without due cause and without giving opportunity, to the
association to show cause against such withdrawal.

Recognition will not ordinarily be granted or continued to any association unless it complies with
the following conditions:

(i) It must consist of a distinct class of Railway servants and must not be formed on the
basis of any caste, tribe or religious denomination or of any group within sections of
such case, tribe or religious denomination.
(ii) All Railway servants of the same class must be eligible for membership.
(iii) It must be registered under the Trade Unions Act.

Staff grievances: Indian Railways being the largest Public and National enterprises are
looking after their prime responsibility of welfare of staff with a view to bring improvement in the
employees and to protect their legitimate interest and rights by redressing their genuine
grievances.
In short, the grievances of Railway employees could be either from management policy or from
working conditions of the Railway employees. Thus grievances can be attributed to either
general or individual nature.
Grievances of general nature which are of common interest of the employees are seniority,
promotions, transfers, payment of wages and overtime, housing medical sanitation,
schools, holiday homes, institutes or accommodation. These grievances are discussed
with the leaders of Trade Unions in the Permanent Negotiating Machinery at the appropriate
level and if not settled at the Zonal level, these are referred to AIRF / NFIR for settlement. In
case there is still disagreements, the matters can be referred to Adhoc Tribunal, where an
award is given which is not binding on any of the representatives. It is open to Government to
accept or reject or modify the decision of the Tribunal. Matters settled shall not be opened
again by the Unions for the period of two years. Where the Government have rejected or
modified the matters can again be raised at the end of the year.
The matters relating to condition of service, welfare of the employees, improvement of efficiently
and standard work are discussed in the meeting of Joint Consultative Machinery and no
individual cases shall be entertained by Councils. If there is to agreement between JCM and
Railway Administration, the matter is referred to Board of Arbitration and the decision of the
Board of Arbitration is binding on both the parties. Only Parliament can change the decision.
The individual grievances are normally redressed by the Welfare Inspectors or by
representation to the concerned official, through proper channel. In the case of dissatisfaction,
representation can be made to channel. As per procedure in vogue, the representation from
staff should be replied within a period of one month’s time.
Labour Inspectors of the Central Government have also to visit Workshops, Stations, Yards
and other units to get the information in regard to working hours, periodical rest, non-
payment of wages and overtime. They submit their inspection notes to the concerned

159

Railway authority for compliance. The Railway authorities have to attend the grievances of staff
and genuine grievances are redressed under intimation to the Regional Labour Commissioner.
Regular meetings are also held between Railway Administration and Labour Enforcement
Officer in order to review the grievances reported by L.E.O. and action taken to redress the
same.
Thus, it would be seen that proper machinery exists for attending the grievances of Railway
personnel.
Some trade unions have raised slogans for trade union in one Industry. At present, there are
two recognized trade unions on railways and many other trade unions are also functioning
without recognition by the Administration. Trend indicates Government supporting the idea of
one industry, one union. If it happens Railway employees will get right to elect their
representatives by recruitment.
THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970.
Important provisions of the Act are as under –
1. The Central Government, in order to regulate the employment of contract labour,
brought out the Contract Labour (Regulation and Abolition) Act, 1970 and the Rules
made there under in 1971 effective from 10.02.1971.
Some of the important provisions of the Act and the rules made there under are reproduced
below for convenience sake:
2. (1) Applicability – It applies –
(a) To every establishment in which 20 or more workmen are employed or were
employed on any day of the preceding 12 months as contract labour, and
(b) To every contractor who employs or employed on any day of the preceding 12
months 20 or more workmen.
Notes: (i) The Central government may, by notification in the Official Gazette, apply this Act to
any establishment on contractor employing less than 20 workmen. (ii) The above provision
shall not apply to establishment in which work is performed only of an intermittent or casual
nature.
(2) Workman – A workman shall be deemed to be employed as “Contract Labour” in or in
connection with the work of an establishment when he is hired in or in connection with such
work by or through a contractor, with or without the knowledge of the Principal employer.
(3) Contractor –

160

CANNONS OF FINANCIAL PROPRIETY
In exercise of financial powers,
the sanctioning authority must pay due regard to the following principles –
The expenditure should not prima facie be more than the occasion demands, and every
Railway servant should exercise the same vigilance in respect of expenditure incurred from
public money, as a person of ordinary prudence would exercise in respect of the expenditure of
his own money.
No authority should exercise its powers of sanctioning expenditures, to pass an order, which will
directly or indirectly be to its own advantage.
Public money should not be utilized for the benefit of a particular person or a section of the
community unless
The amount of expenditure involved is insignificant or
The claim for the amount could be enforced in a court of law or
The expenditure is in pursuance of a recognized policy/custom.
The amount of allowances such as travelling allowance, granted to meet expenditure of a
particular type, should be so regulated that the allowances are not on the whole a source of
profit to the recipients.
Note: Proposals involving financial implications, except those, which have been exempted,
should be referred to the accounts for their advice.

RAILWAY BUDGET
Introduction: Article 112 (1) provides that the President shall, in respect of every financial
year, cause to be laid on the table of both the Houses of Parliament a statement of estimated
annual receipts and expenditure. This is called the Annual Budget. The Hon’ble Minister for
Railways presents the Railway Budget in Parliament during the month of February in advance of
the General Budget. The financial forecasts in the budget serve as a useful tool of management
and to enable better appreciation, Performance Budgeting has been introduced. This seeks to
present budget in terms of important functions and activities. Every spending and earning
authority gives figures, but the Accounts Branch does scrutiny and compilation. The budget
estimate should, as far as possible, be accurate.
Elements of Railway Budget: The Budget contain-
A review of the preceding year including the actual receipts and expenditure /
An estimate of Receipts and Expenditure of the coming year.
Proposals, if any, for meeting the requirements of the coming year.
Gross Receipts
Coaching Earnings. (Less refunds).
Goods Earnings (less refunds).
Sundry other Earnings viz. Telegraph, Rent, Toll, Commercial publicity, Catering, Sale
Proceeds, Interest, Maintenance charges on account of sidings, Saloons, Postal Vehicles etc.
Expenditure: The expenditures are of two types viz.

161

Charged expenditure - Pay, Allowances etc. which are charged upon the Consolidated Fund of
India as sanctioned by the President.
Voted expenditure - Items proposed to be met from the consolidated Fund of India for which
proposals are sent in the form of Demands for Grants for vote by Parliament.
Demands for Grants
Sl.No Activity D.No Details
1 Policy formulation common to all
Railways.
1
2
Railway Board.
Misc. Expenditure.
2 General Superintendence and
Service.
3 General Superintendence and
Managements.
3 Repairs and Maintenance. 4
5
6
7
Permanent Way and Works.
Motive Power.
Carriage and Wagon.
Plants and Equipment.
4 Operating expenses. 8
9
10
Rolling Stock.
Traffic.
Fuel.
5 Staff Welfare, Retirement
Benefits & Miscellaneous.
11

12
13
Staff Welfare, Miscellaneous Working
expenses.
PF, Pension.
Retirement benefits.
6 Railway Funds and payment to
General Revenues.
14

15
Appropriation to DRF and
Pension Fund.
Dividend to General Revenues &
Repayment of Loans.
7 Works. 16 New lines, Doubling, Gauge
Conversion, Rolling stock, Track
Renewals, Bridge works, Traffic
facilities,
S & T Works, M & P, staff
Quarters etc.

NOTE: Demand 1 to 15 pertains to Revenue Demand 16 pertains to Capital.
Appropriation Bill: After the Demands for Grants are voted by parliament, Appropriation bill is
introduced to provide for appropriation of money required to meet the expenditures. When this
bill is passed, Railway Board through Budget Order makes allotments to each unit.
Re-appropriation: Re-appropriation means transfer of funds originally assigned to a specific
object to supplement funds to another object. Railway Board have full powers to transfer funds
from one sub-head to another within a Grant but not from one Grant to another in respect of
Voted and Charged expenditure. But transfer between Voted and Charged expenditure is not
permissible. In respect of Demand No.16 Re-appropriation is totally not admissible.
Budget Reviews: The purpose of Budget review is-
To review the progress of expenditure with Budget grant.

162

To estimate the actual requirements for the remaining period of the year and modify
requirements to meet the needs.
To enable the Railway Board for redistribution of funds among Railways.
Factors that contribute to revision of requirements are-
Inflationary trend in price levels of materials and labour affecting contracts and other
expenditure.
Change in the scope of work necessitating preparation of supplementary estimate.
In Railway the Budget reviews are done in three stages viz.
August Review in August.
Revised Estimate (including Budget Estimate).
Final Modification in February.

Consolidated Fund of India and Contingency Fund: All earnings and expenditures forms
part of Consolidated fund of India. Unforeseen expenditures like protection of life and property,
restoration of lines due to accidents etc. is met from the Contingency Fund held by the
President and Post facto sanction of Parliament is obtained to recoup Contingency fund.
Demands and Grants: Proposals sent in the form of Demands for Grants for voting by
Parliament to meet expenditures from the Consolidated fund of India are known as Demands
and when the demands are granted by Parliament, it is known as Grants.
Allotment: When Demands for Grants are voted by Parliament and charged expenditure is
sanctioned by the President appropriation bill is passed. When Board allots the money to
subordinates it is known as allotment.
Budget Order: Railway Board communicates the allotment through an order, which is called as
Budget Order.
Conclusion: The Budget is a statement of estimated receipts and expenditure. To make it
realistic for achieving the targets, functions and activities a close monitoring is called for.

AUDIT
Introduction: The money used for the welfare of the people is public money. The authority
empowered to spend this money is answerable to the Parliament. A check is needed to ensure
proper utilization of the fund to ensure that it serves the purpose. This check is known as Audit.
In Railways Auditing is done by two means viz. Internal and External Auditing.
Internal Audit: Internal Auditing is done by Accounts office. It is done for the purpose of giving
financial advice, to consider proposals involving finance, to maintain accounts, and to formulate
Railway Budget. In the process records are scrutinized, Stores and tools & Plants are verified,
executive orders involving finance are verified, and traffic earnings and accounts are checked to
avoid loss of revenue.
External Audit - The Comptroller & Auditor General of India (CAG) controls External
Auditing. All expenditures incurred from Consolidated fund of India are subjected to External
Auditing. The Director of Railway Audit of Railway Board assisted by Chief Audit Officers,

163

Divisional Audit Officers, are responsible for the external auditing in Railways. It is a post-audit
and in the process the records and accounts are scrutinized. Their functions are-
Auditing sanctions involving finance.
Auditing Rules and General orders involving finance.
Auditing Tender documents involving finance.
Auditing Accounts maintained by Accounts Department.
Inspection of Records and Vouchers.
Auditing estimates prepared for projects.
Checking internal audit mechanism and to ensure the accounting system adopted is suitable
and adequate for its purpose
Communication from Audit.
Specific Reports- related to more important and serious irregularities noticed.
Audit Notes- on irregularities related to Accounts Branch in Part- I and II.
Inspection Reports- on irregularities related to Executives and Stations in Part-I and II.
Petty Objections.

Disposal of Audit Reports: Audit reports should be promptly attended to and reply sent. Audit
Note Part-II, Inspection Report Part- II are closed at Accounts level. Audit Note Part-I and
Inspection Report Part-I are to be replied to Audit through the Accounts office.
Special letters and Notes or Objections or Factual Statement: These relate to important
cases noticed during regular audit and inspections meriting inclusion in the Audit Report to the
CAG. Prompt action at higher levels is called for in these cases. Failure to do so will lead to
inclusion of a Draft Para in the Audit Report to CAG. Draft Para is a serious report of Audit and
reply to be sent within 8 weeks by the Executive and Accounts covering the following aspects.
History of the case with copies of relevant records.
Sentence-wise remarks.
Chronological summary of the case where there is an unusual delay.
Remedial action taken and
Disciplinary action taken or proposed on the individual lapses referred.

Conclusion: The audit report of CAG is and considered by the Public Accounts Committee and
presented to Parliament. So Audit Reports are given prompt attention.

164

OFFICIAL LANGUAGE POLICY
CONSTITUTIONAL PROVISIONS FOR LANGUAGES
Article 120: Language to be used in Parliament: Business in Parliament shall be transacted
in Hindi or in English. The Chairman of the Council of States or Speaker of the House may
permit any member to address the House in his mother tongue.
Article 210: Language to be used in the State Legislature: Business in the Legislature of a
State shall be transacted in the Official Language of the State or in Hindi or in English.
Article 343 (i): Official Language of the Union: The Official Language of the Union shall
be Hindi in Devanagari Script with international form of Indian Numerals.
The English Language shall continue for all official purposes of Union for a period of 15 years
from the commencement of the Constitution.
Article 344: Commission & Committee of Parliament on Official Language: The President
shall, on expiry of five years from the commencement of the Constitution and thereafter on
expiry of 10 years from such commencement, by order, constitute a Commission, which shall
consist of a Chairman and other members representing the different languages specified in the
Eighth Schedule. It shall be the duty of the commission to make recommendations to the
President as to
The progressive use of Hindi language.
Restriction on the use of English language for all or any of the official purposes of the Union.

Clause 4 of Article 344 of Indian Constitution provides that a parliamentary Committee shall be
constituted, consisting of 30 members, of whom 20 shall be the members of Lok Sabha and 10
of the Rajya Sabha for examining the recommendations of the commission.
Article 345: Official Language of a State: The Legislature of a State, by law, may adopt any
one or more languages in use in the State or Hindi as the Official Language of the State.
Article 346: Official Language for Communication between one State and another or
between a State and the Union: The Official Language of the Union shall be the Official
Language for communication between one State and another State and between a State and
the Union.
Article 347: Special provision relating to Language spoken by a section of the population
of a State: If a substantial portion of the population of a State desires the use of any language
spoken by them, to be recognized by the State, then the President, if he is satisfied, may direct
such language shall also be officially recognized throughout the State.
Article 348: Language to be used in Supreme Court, High Courts and for Acts, Bills etc.
All proceedings in the Supreme Court, High Courts and the authoritative texts of all Bills, Acts,
etc. shall be in English.

165

The Governor of a State may, with previous consent of the President, authorize the use of Hindi
or Official Language of the State, in proceedings in the High Court of that State.
Article 350: Language to be used in the Representations for redressal of Grievance &
Special Officer for linguistic minorities: Every person shall be entitled to submit a
representation for the redressal of any grievance to any Officer or Authority of the Union or a
State in any of the languages used in the Union or in the State, as the case may be.
Article 351: Directive for Development of Hindi Language: It shall be the duty of the Union
to promote the spread of Hindi language to develop it so that it may serve as a medium of
expression for all the elements of the composite culture of India and to secure its enrichment by
assimilating without interfering with its genius, the term, style and expressions used in
Hindustani and in the other languages of India, specified in the Eighth Schedule and by drawing,
wherever necessary or desirable, for its vocabulary, primarily on Sanskrit and secondarily on
other languages.
OFFICIAL LANGUAGE CO MMISSION & COMMITTEE OF PARLIAM ENT ON OFFICIAL
LANGUAGE
Constituted Under Article 344: The President of India constituted Official Language
Commission in 1955. The Chairman of the Commission was Sri B. G. Kher.
To review the recommendations made by the Official Language Commission, the President
appointed a Committee of Parliament on Official Languages in 1957, which consisted 10
members from the Rajya Sabha and 20 members from the Lok Sabha. Shri Govind Vallabh
Pant was the Chairman of this Committee.
EIGHTH SCHEDULE (Referred in Articles 344 and 351)
Assamese Konkani Sanskrit
Bengali Maithili Sindhi
Bodo Malayalam Sanskrit
Dogri Manipuri Tamil
Gujarathi Marathi Telugu
Hindi Nepali Urdu
Kannada Oriya
Kashmiri Punjabi

OFFICIAL LANGUAGES ACT, 1963 (Important Points)
Short Title and Commencement.
Definitions.
3. Continuance of English Language for official purposes of the Union and for use in Parliament.
(3) Hindi and English languages shall be used for -

166

Resolutions, General Orders, Rules, Notifications, Administrative & Other Reports or
Press Communiqués issued or made by Central Government / Ministry / Department or
Corporation or Company owned / controlled by the Central Government.
Administrative and other Reports and Official Papers laid before any House of
Parliament.
Contracts and Agreements executed, and Licenses, Permits, Notices & Forms of Tender
issued, by or on behalf of the Central Government / Ministry / Department or Corporation
or Company owned / Controlled by Central Govt.
Committee on Official Language: A committee on Official Language shall be constituted after
10 years from the date on which Section 3 comes into force, consisting of 30 members, of
whom 20 shall be members of House of the People and 10 shall be members of the Council of
States. The committee shall review the progress made in the use of Hindi for the Official
purpose of the Union and submit a report to the President.
5. Authorized Hindi Translation of Central Acts etc.
6. Authorized Hindi Translation of State Acts in Certain Cases.
7. Optional use of Hindi or other Official Language in Judgement etc. of High Courts.
8. Power to make Rules.
9. The provisions of Section 6 and 7 shall not apply to State of Jammu & Kashmir.
OFFICIAL LANGUAGES RULES, 1976 (Important Points)
1. Short title, extent and commencement. They shall extend to the whole of India.
Definitions
Region A Bihar, Haryana, Himachal Pradesh, Madhya Pradesh, Rajasthan & Uttar
Pradesh , Jharkand, Uttrakhand, Chatishgarh and Union Territories of Delhi &
Andaman Nicobar islands.
Region B Gujarat, Maharashtra & Punjab and Union Territory of Chandigarh, Diu &
Damon, Dadra & Nagarhaveli
Region C Other than A & B above.

3. Communications to States etc. other than to Central Government Offices.
4. Communications between Central Government Offices.
5. Replies to communications received in Hindi.
6. Use of both Hindi and English

167

Both Hindi and English shall be used for all documents referred to in Sub section (3) of
Section 3 of O.L. Act and It shall be the responsibility of the officer signing such documents to
ensure that such documents are made or issued both in Hindi and English.
7. Application, Representations etc.
8. Noting in Central Govt. Offices.
9. Proficiency in Hindi.
10. Working knowledge of Hindi.
11. Manuals, Codes and Other procedural literature, Articles of Stationary etc.
12. Responsibility for Compliance
(1) It shall be the responsibility of the Administrative Head of each Central Govt. Office–
To ensure that the provisions of Official Language Act and Rules are properly complied with and
To device suitable and effective check points for this purpose.
(2) The Central Govt. may from time to time issue instructions to its employees and Officers for
the due compliance of the provisions of the Official Language Act and Rules.
TRAINING
Ministry of Home Affairs is looking after the functions of imparting Hindi training to Central Govt.
employees. Hindi Teaching Scheme (HTS), which is a wing under Department of Official
Languages of Ministry of Home Affairs, is conducting three types of Hindi courses viz. Prabodh,
Praveen and Pragya.

The normal duration of each course is Six months.
The classes are of three types, Regular, Intensive & Correspondence.
Normally, the classes are conducted during Office hours.
For appearing in the Examinations, employees are granted Special Casual Leave and are
eligible for TA, as per extant orders.
To encourage the Hindi training, the employees are granted Cash Awards and incentives as
under.

Cash Award
Examination Marks between
55% to 59%
Marks between
60% and 69%
70% and
above Marks
Prabodh Rs.400 Rs.800 Rs.1600
Praveen Rs.600 Rs.1200 Rs.1800
Pragya Rs.800 Rs.1600 Rs.2400
Lumpsum Award (For Private candidates only) – Employees, who write the examinations
through their own efforts and those appearing the examinations through Correspondence

168

Course will be treated as private candidates and they are eligible for Lumpsum Cash Award, as
under.
Examination Amount
Prabodh Rs.1600
Praveen Rs.1500
Pragya Rs.2400
Personal Pay: On passing Prabodh Examination, Personal Pay equivalent to one increment is
granted for 12 months. The awards granted on passing Hindi Examinations are exempted
from Income Tax.
Extra Work Allowance: Consequent upon the decisions taken by the government on the
recommendations of 7
th
CPC relating to revision of allowances, the President is pleased to
abolish Library Allowance (payable as a Special Allowance to the teachers entrusted with
additional charge of library work in railway schools which do not have separate post of Librarian)
as a separate allowance. The eligible employees will now be governed by the newly proposed
“Extra Work Allowance”, which shall be governed as under:
(a) Extra Work Allowance will be paid at a uniform rate of 2% (two percent) of the basic pay
per month.
(b) An employee shall receive this allowance for a maximum period of one year, and there
should be minimum gap of one year before the same employee is deployed for similar
duties again.
(c) This allowance shall not be combined i.e., if the same employee is performing two or
more such duties and is eligible for 2% (two percent) allowance for each add on, then
the total Extra Work Allowance payable will remain capped at 2% (two percent) of basic
pay.
The other terms and conditions for grant of Special Allowance contained in Board’s letters
No.E(P&A)I-99/SP-/Genl.1 dated 22.07.1999 will remain unchanged.
These orders shall be effective from 1
st
July, 2017. [RBE No.206 / 2017]
As far as selection for promotion from Group ‘C’ to Group ‘B, posts is concerned, 10% of marks
is to be prescribed for Official Language Policy and Rules out of total 100 marks. [PBC
No.168/2019]

169

EX-GRATIA LUMPSUM COMPENSATION TO THE FAMILIES OF CENTRAL GOVERNMENT
CIVILIAN EMPLOYEES WHO DIE IN HARNESS

In the context of increasing militancy and extremist activities, the Government has found the
necessity to rationalize the payment of compensation and pensionery awards in cases of death
or disablement that occurs in extra-ordinary circumstances. The responsibility of rationalizing
the existing orders was given to the Fifth Pay Commission.

In super session of all previous orders on payment of ex-gratia lump sum compensation, the
Fifth Pay Commission has recommended the revised rates of ex-gratia lump sum compensation
and pensionery awards.

While revising the rates of compensation factors like hardships and the risks involved in duty,
intensity of the tragedy, deprivations to the family, expectations of the employer etc. were taken
for consideration.

The families of Central Government civilian employees including Railway employees who dies
in harness in specified circumstances on account of Government service especially when the
loss is attributable to their Service are eligible for the benefits like ex--gratia lump sum
compensation, family pension / disability pension at liberalized rates.

The ex-gratia lumpsum compensation, family pension / disability pension are payable at
liberalized rates to all Railway servants including those who are governed by WCA and RPF
personnel. However the compensation paid under WCA should be deducted from the ex-gratia
lump sum compensation.

Accordingly the families of the Railway servants who die in harness in the performance of
bonafide official duties are eligible for ex-gratia lump sum compensation at the following rates.

RBE No.139/2016: Ex-Gratia lump sum compensation has been modified. In the case of
families of Railway servants who die in performance of their bonafide official duties
Under various circumstances
Circumstances Amount Rs.
a Death occurring due to accidents in the course of performance of duties. Rs.25 lakhs
b Death in the course of performance of duties attributed to acts of violence by
terrorists, anti-social elements etc.
Rs.25 lakhs
c Death occurring in border skirmishes and action against militants, terrorists,
extremists, sea pirates
Rs.35 lakhs
d Death occurring while on duty in the specified high altitude, un accessible
border posts, etc. on account of natural disasters, extreme weather
conditions.
Rs.35 lakhs
e Death occurring during enemy action in war or such war like engagements,
which are specifically notified by Ministry of Defence and death occurring
during evacuation of Indian National from a war torn Zone in foreign country.
45 Lakshs

These orders are applicable in the case of Railway servants who die in harness on or after
01.01.2016.

170

The compensation is intended to provide additional security and insurance to the employees
who perform in trying circumstances and are exposed to different kinds of risks.
The admissibility for compensation is to be decided by the administrative units in consultation
with respective financial advisers. The power of sanction of ex-gratia lumpsum compensation in
Railway is vested with the Railway Ministry and it cannot be further dedicated.
These rules came into force from 1.8.1997 and are applicable to all cases of death in harness
occurring on or after 1.8.1997 and old cases are to be dealt with in accordance to the previous
instructions.

Conditions
Death should have occurred in the specified circumstance, in actual performance of duty.
Connection between the death and performance of duty should be established.
Though the powers to sanction lump sum compensation have been delegated to all
administrative Ministries, the concerned financial advisers should satisfy themselves that the
conditions are satisfied.
If the medical report could not be secured to prove the nexus / connection between the death
and performance of duty, direct / circumstantial evidences can be considered and the benefit of
doubt if any should go in favour of the employee.
In the case of accidents to commercial aircrafts resulting in the death of the employee, the
compensation is not admissible because in these cases compensation is paid by the airlines
concerned in terms of international conventions.
Compensation is payable in the case of accidents to service aircraft resulting in the death of the
employee. In such cases a bond is to be executed indemnifying the Government against any
other claims.
If the death is attributable to the violence by terrorists, anti-social elements etc, the cause of the
agitation / demonstration / protest resulting in violence and details about the participants will not
be considered while allowing the claim. In such cases, causes like coercion, prevention from
doing duty, any act done or attempted to be done by the Government servant in due discharge
of duties, the official position will determine payment of compensation.
Compensation for death on account of enemy action, war, action against terrorist etc. is payable
to the family provided the death is directly caused in actual field operations. Compensation is
also allowed where employees are kidnapped and killed to spread fear.
Illustrations are shown in the guidelines issued and any specific case which do not fall within the
scope, but warrants special consideration and doubt of any sort should be referred for decision
from the Department of Personnel and Pensioners welfare.
As this compensation is paid to the families, factors like default or contributory negligence on
the part of the Government servant will not be considered.
Issues that have not been specifically covered under these instructions should be decided in
terms of Extra-ordinarily Pension Rules.
Ex-gratia compensation is payable in addition to other benefits like liberalized pensionery
benefits, CPF, CGEGIS etc.
The lumpsum compensation paid will not be taxable under income tax act.
Ex-Gratia Lumpsum Compensation (EGLC) is to be sanctioned to the family of as Railway
Employee who die in harness in the performance of their bonafide official duties. The
compensation is intended to provide an additional insurance and security to the family of the
deceased. The cases should be settled within a maximum period of three months. [dated
01.05.2007 PBC No.55 / 2013].

Railway Board has delegated the powers of sanctioning EGLC to DRMs / CWMs (under item
No.61and letter dated 24.07.2018] on the revised MSOP. [PBC No.208 / 2019]

171

S.N. Authority /
Level
Activity Time limit
01 S&WI of
the section
Submit preliminary report on the accidental death. Obtain the
application for EGLC from the family of the deceased and
handover the same to Supervisor concerned for certification of
Family Composition. Correctness of claim etc. S&WI / Ch.S&WI
should follow the case till the payment of EGLC.
Within 15
days from
the date
of death.
02 Senior
Supervisor
/
Supervisor
Sr. Supervisor has to forward the application for EGLC with all
relevant documents (viz. all concerned message copy of muster
roll, co-worker / eye witness statement three member /
committee report FIR, Police Inquest Report, Post Mortem
Report, Death certificate) duly, certified and countersigned by a
Gazetted Officer of the department concerned to Branch Officer.
(three member committee should consist of supervisor
concerned, SS / SMR of other nearest station and another
Senior Supervisor nominated by Branch Officer)
Within 30
days from
the date
of death.
03 Branch
Officer
Should scrutinise the correctness of the claim for ex-gratia
lumpsum compensation an certify as to whether the death of the
employee occurred in the actual performance of bonafide official
duties and whether casual connection is established between
the occurrence of death and the performance of duly complete
set of papers should be sent to Personnel Branch for further
action.
Within 35
days from
the date
of death.
04 Personnel
Branch of
Division /
Workshop
The section dealing with the EGLC / WCA should scrutinise the
set of applications with relevant documents and certifications as
to whether the death occurred in the actual performance of
bonafide official duties and establishment of casual connection
between the death and performance of duty and certify the
admissibility of EGLC as per rules and further process for
occurrence of associate finance.
Within 45
days from
the date
of death.
05 Divisional
Finance /
Workshop
Accounts
Scrutinise the set of applications with documentary proof
certification of Branch Officer etc. and concur the proposal for
sanction of EGLC.
Within 55
days from
the date
of death.
06 Personnel
Branch of
Division /
Workshop
On receipt of finance concurrence the proposal should be put up
for sanction of DRM / CWM. On receipt of sanction from DRM /
CWM sanction memorandum should be issued duly marking a
copy to the family and a pay order sent to Associate Finance for
payment to the claimants with a declaration form the claimants
that no other compensation is received in respect of the present
claim.
Within 65
days from
the date
of death.
07 Divisional
Finance /
Workshop
Accounts
Arrange payment to the entitled family members(s) through
NEFT duly making endorsements in Service Register of the
deceased employee.
Within 75
days from
the date
of death

As per RBE No.14 / 2006, legal heir ship certificate from revenue authorities need not be
insisted, when there are no rival claims.

172

Sr. DPOs / DPOs / WPOs should maintain a time table and monitor cases personally to ensure
timely grant of EGLC to the bereaved family. Delay, if any, in the process should invariably be
explained in a report to PCPO.

DISABILITY PENSION / FAMILY PENSION : The Fifth Pay Commission has recommended
various relief packages under Extra-ordinary Pension Rules, to deal the situations of death /
disability of Central Government civilian employees while in service in specified circumstances.
In these specific and different circumstances exgratia lumpsum compensation, Family Pension
and Disability Pension as the case may be are payable at higher rates.
For determining compensation and pension in such cases, the situations leading to death /
disability are broadly classified into 5 categories as follows.
Category Situations leading to Death /Disability.
A atural causes not attributable to Government Service. e.g chronic ailments,
prolonged illness, accidents etc.
B Causes attributable or aggravated due to Government Service. e.g. extreme
working conditions, occupational diseases etc.

C
Accidents in the performance of duties. e.g. Accident while travelling on duty in
Government vehicle / public transport / aircraft, mishap at sea, electrocution
while on duty etc.
D Acts of violence by terrorist, antisocial elements etc. Whether while on
performance of duty or not.
E Action against terrorists, anti social elements, War like situation, Enemy
action, border skirmishes including kidnapping, explosion of mines etc.

Family Pension / Disability Pension under Extra Ordinary Pension Rules
Categor
y
Family Pension Disability Pension
1 2 3
A Normal entitlement under pension
Rules
Normal entitlement under pension Rules.

173

B and C

1. 40% of basic pay subject to a
minimum of Rs. 4550, where the
Railway servant was not holding a
pensionable post.
2. 60% of basic pay subject to a
minimum of Rs.7000, where the
Railway servant was holding a
pensionable post.
3. Payable to the widow during lifetime
or up to remarriage. If the widow dies or
remarries it is payable to the children in
the same rate and in the manne r
prescribed in Pension Rules.
4. Dependent parents, brothers and
sisters are paid
family pension at half the rate
admissible to widows.
1.Normal Pension and Gratuity as
admissible under Pension Rules.

Plus
2. Disability Pension equal to 30% of
basic pay for 100% disability. In the case
of lower disability it should be calculated
proportionately.
3.If the disability is 60% or more, the total
Pension (Pension / Service Gratuity +
Disability Pension) should not be less
than 60% of basic pay subject to a
minimum of Rs. 7000.

Category Family Pension Disability Pension
1 2 3

D

1. Equal to last month’s basic pay
till lifetime or remarriage.
2. In the event of remarriage at
normal rate as prescribed in
Pension Rules till lifetime.
3. If the Railway servant is not
survived by widow but by children
only, all children together are
eligible for Rs.60% of basic pay,
subject to a minimum of
Rs.7000.and if he dies as bachelor /
widower without a child, dependent
pension is allowed to parent @ 75%
of pay (if both parents are alive)
and @ 60% (if only one of the
parent is alive)
1. Pension and Gratuity on the basis of his
pay on the date of invalidation but
counting service upto the date in which he
would have retired under normal
circumstances.
Plus
2. 30% of pay towards Disability Pension,
subject to the condition that both the
elements of pay should not be less than
80% of pay for total (100%) disability. In
the case of lower disability it should be
calculated proportionately.

E
1.Same as prescribed for the
category “D”.

1. Pension and Gratuity on the basis of his
pay on the date of invalidation but
counting service upto the date in which he
would have retired under normal
circumstances.
2.100% of pay (last month’s basic pay)
towards Disability Pension, subject to the
condition that both the elements of pay
should not be more than 100% of pay for
total (100%) disability. In the case of lower
disability it should be calculated
proportionately.

174

Note: If a Railway servant is retained in service in spite of disability, he shall be paid lumpsum
compensation in lieu of disability pension by arriving at the capitalised value of the disability
pension with reference to the commutation table. i.e. (Lumpsum compensation = Disability
Pension x 12 x Commutation Factor)
Assessment of Disabilities
A Medical Board should assess the disability. The assessment will be treated as final unless
the employee appeals for review and such appeals will be considered by an authority to whom
the authority constituting Medical Board is subordinate. When review Medical Board is
nominated, the assessment of disability made by them is binding on all parties. The employee
should not be directed to appear before Medical Board now and then to ensure that the
disability continues. The extent of disability is treated as follows for calculations.
Disability Assessed To be Rounded off to
Less than 50% 50%
Between 50-75% 75%
Between 76-100 % 100%

Power of Sanction and other Conditions
Railway Board is alone empowered to sanction Disability / Family pension under Extra Ordinary
Pension Rules. Cases not covered under the guidelines should be referred to Railway Board to
take up the case to the Department of pension and pensioners welfare. Grant of Disability /
Family pension under liberalised schemes do not affect the eligibility for Death / Retirement
Gratuity, employers contribution under SRPF Rules, CGEGIS etc.

175

HOUSE BUILDING ADVANCE (VTH CPC)
House building advance is sanctioned to Railway employees, for purchase of ready built house,
construction of house and repayment of loan etc.
Eligibility: All permanent Railway servants are eligible for HBA.
A temporary Railway servant with ten years of service is eligible for HBA provided he
owns the plot and the construction can be completed and property mortgaged within the period
of his service in Railways.
Officers of All India Services on deputation to Railways for at least six years are also eligible for
HBA.
Conditions
The Railway servant should not have availed loan from other Government agencies.
In the case of employees governed by the Payment of Wages Act, it should be ensured that the
deduction is not likely to exceed the limits and the recovery is possible in the usual way
prescribed under the Act.
If both husband and wife are employed in Railways HBA shall be sanctioned for any one of
them. Similarly if husband / wife is employed in Railways and the other in State or Central
Government / PSU / Local body, it should be ensured that HBA is availed by any one of them. In
such cases the pay drawn by both of them will be taken for calculating the cost ceiling.
If the land / house is owned jointly by husband and wife, HBA is admissible only if they agree to
mortgage the property.HBA is allowed to Railway servants under suspension on collateral
security.
HBA is also sanctioned for repayment of loans availed from Government / Private sources for
house building provided all other conditions are satisfied and it has been specifically permitted
by the administration.
HBA is admissible to Railway servants provided neither the Railway servant nor the spouse /
ward owns a house already. However this condition is relaxed in exceptional circumstances
where the Railway servant-
Owns a house in village, but wish to settle in the town.
Owns a house jointly with relatives.
The Railway servant on availing HBA should execute indemnity bond, mortgage deed,
promissory note as the case warrants. The floor area of house constructed should be at least 22
sq.mtrs. This condition will not be insisted upon where the flat / house is constructed on plans
approved by Municipality or Corporation. For flats and ready built houses HBA is admissible for
outright purchase only.
Cost ceiling, up to which permission is given for construction, will be worked out at the rate of
200 times of the basic pay and it should not be infringed. However 25% of relaxation in cost
ceiling will be allowed in deserving cases. If PF final withdrawal is availed along with HBA for
house building / purchase, it should be ensured that the cost ceiling is not exceeded.

Purpose
Railway employees are granted HBA to-
Acquire plot and construct house thereon.
Purchase plot from co-operative agency and to construct house.
Enlarge the living accommodation.
Purchase ready built house/flat.
Repay loan taken from the Government or private sources for construction of house.
Construct residential part of the building in a shop cum residential complex.
Purchase of Ready Built House/ Flat

HBA for ready built house / flat is admissible provided the house / flat is new and unlived. The
condition that new and unlived can be ascertained by the date of approval of the plan, the date

176

of commencement of construction, bills and receipts issued by Municipality / Corporation and
enquiries with the neighbours etc. The house / flat purchased is to be evaluated by a registered
value and the employee has to arrange for evaluation and pay the fees if any.
Quantum of HBA: For construction or outright purchase of house / flat HBA is sanctioned to an
extent up to 34 times of pay in the pay band or actual cost of the house / flat or Rs.7.5 lakhs
whichever is less. In the case of enlargement the advance is admissible to an extent up to 34
times ofpay in the pay band or actual cost of the renovation or Rs.1.8 lakhs whichever is less.
HBA will be further restricted to the repaying capacity.
Rate of Interest
Simple interest as prescribed from time to time is charged on HBA. 2.5% of penal interest is
charged for violation of the conditions prescribed and 0.5% of reduction in interest is allowed for
promoting small family norms. The interest is charged at the following rates w.e.f.1.4.2004.
Amount of Advance Interest
Up to Rs.50, 000 5 %
Up to Rs.1, 50,000 6.5 %
Up to Rs.5, 00,000 8.5 %
Up to Rs.7, 50,000 9.5 %

Repaying Capacity
Retirement Repaying Capacity
Retiring after 20 years. 40% of the basic pay.
Retiring between 10 to 20 years. 40% of the basic pay & 65% of the DCRG if
necessary.
Retiring within 10 years. 50% of the basic pay & 75% of the DCRG if
necessary.

Disbursement
Purchase of land and
construction of house
Construction of house Purchase of ready built
house / flat
1 2 3
20% for purchasing plot. 50% of the advance on
mortgaging the land and
house to be built.
Entire amount in one
lumpsum.
30% of the balance of the
advance on mortgaging the
land and house to be built.
50% of the advance on the
building reaching the plinth
level.

**
1 2 3
40% of the balance of the
advance on construction
reaching the plinth level.

**

**
Balance of the advance on
construction reaching the
roof level.

**

**

177

Note: In the case of enlargement of living accommodation the entire amount of advance will be
paid in one lumpsum.
Time Limits
Purchase of land Purchase of house Purchase of flat Construction of
house
2 Months. 3 Months. 1 Month. 18 Months.
Construction and Maintenance
Construction should be in accordance with the approved plan, specification and estimates.
Deviations are allowed only with the permission of the sanctioning authority.
Railway servants should certify that the construction has reached the plinth or roof level as the
case may be while applying for payment.
Administration may carry out inspections to verify whether the construction has reached as
declared.
Construction should be completed within 18 months from the date of payment of first installment
failing which the Railway servant should refund the advance in lumpsum.
The time limit allowed for construction may be extended by the sanctioning authority upto 1 year
in deserving cases and Railway Board can allow relaxation beyond.
Construction completion should be reported to the administration.
The employee at his own cost should insure the house for a sum not less than the amount of
advance against the damage by fire, floods, lightning, earthquake etc. till the advance is fully
repaid.
The insurance may be arranged for the entire period of repayment or for every year. In the case
of yearly policy the administration should ensure the insurance coverage.
The house must be maintained in good condition and free from encumbrances.
The Railway servant should pay taxes to the Government / Municipality regularly. The Railway
servant should furnish a certificate to the effect that the taxes have been paid upto date. False
declaration will render the Railway servant liable for disciplinary action and the administration
may also direct the Railway servant to refund the advance with interest.
Annual / periodical inspections may be carried out by the administration and the Railway servant
should provide all necessary assistance during inspections.

Repayment of Advances
In monthly installments.
Not more than 180 towards principal.
Not more than 60 towards interest.

In the case of a Railway servant availing advance is having lesser service, which cannot
accommodate all the installments, the recovery can be made from the Gratuity.
If the Railway servant ceases to be in service other than normal retirement or if he dies before
repayment, the entire amount is payable to the Government immediately. Railway Board in
deserving cases may permit the Railway servant / his successor / surety, as the case may be to
refund the advance in suitable installments. Failure on the part of Railway servant or his
successor will entitle the Government to enforce mortgage.
If the Railway servant is unable to undertake construction after drawal of advance, the entire
amount of advance should be refunded in lumpsum. However in deserving cases the advance
may be allowed to be refunded in installments.

178

Recovery can be effected from salary / leave salary / subsistence allowance bills. It cannot be
withheld or postponed except with the previous approval of the Railway Board. If a portion of the
advance is adjusted from the Gratuity due to the death of the Railway servant, no interest
should be charged on the balance beyond the date of death. The property will be reconveyed
only after the repayment of HBA.
Commencement of Recovery
Purchase of land and
construction of house
Purchase of
ready built
house / flats
Construction of house Enlargement of
living house
From next month after
completion of construction or
24 months after payment of
the first installment whichever
is earlier.
From next
month after the
payment of
advance.
From next month after
completion of construction
or 18 months after payment
of the first installment
whichever is earlier.
From next
month after the
payment of
advance.
Procedure for availing HBA
Application should be submitted in the prescribed form through proper channel with the
following documents.
Declaration in regard to the ownership of the property.
Copy of the Sale Deed.
Copy of the Lease Deed if the property is on leasehold.
Layout plan of the site.
Consent letter from the seller in the case of purchase of land or flat / ready built house.
Opinion of the public pleader about the property.
Approved Plan.
Estimate and schedule of construction.

The administration will then scrutinize the application and verify the documents. Opinion of the
Law branch is also obtained to ensure whether the Railway servant enjoys absolute right over
the property and the marketable title of the property is clear.
Certification from the accounts branch is obtained on the repaying capacity of the Railway
servant to work out the period of recovery. Property will then be mortgaged to facilitate sanction
of advance. After, all the initial formalities are over, formal sanction memorandum is issued
subject to priority and availability of funds. Verification of the currency of the plan and estimate,
distribution of funds, inspection of construction, etc. are the other important stages in the
process.
HOUSE BUILDING ADVANCE RULES (HBA) – 2017 [RBE No.183 / 2017]
1. Grant of House Building Advance for Central Government employees is regulated in terms of
rules and regulations laid down from time to time by the Ministry of Housing & Urban Affairs
erstwhile Ministry of Urban Development, These rules are as under.
2. Purpose: House Building Advance (HBA) is admissible to an employee for only one of the
following purposes –
i. Constructing a new House on the plot owned by the employee or spouse either
jointly or individually.

179

ii. Purchasing a plot and constructing a house thereon.
iii. Purchasing a plot under co-operative schemes and constructing a house / flat
thereon or acquiring a house through membership of Co-operative Group Housing
Societies.
iv. Purchase / Construction of house under the self-financing schemes of Delhi,
Bangalore, UP Lucknow etc.
v. Outright purchase of a new ready-built house / flat from Housing Boards.
Development authorities and other statutory or semi-Government bodies and from
registered builders i.e. registered private builders architects house building societies
etc. but not from private individuals.
vi. Expansion of living accommodation of an existing house owned by the employee or
jointly with spouse. The total cost of the existing structure {excluding cost of land}
and the proposed additions should not exceed the prescribed cost ceiling under
these rules.
vii. Repayment of loan or advance taken from a Government or HUDCO or private
sources even if the construction has commenced subject to certain conditions.
viii. Existing employees who have already taken Home Loans from Banks and other
financial instructions are allowed to migrate to this scheme subject to fulfilment of
extant conditions.
ix. Constructing only residential portion of the building on a plot earmarked for a shop-
cum residential plot in a residential colony subject to prescribed cost ceiling.
3. Eligibility
i. All permanent government employees.
ii. All other employees with a least 5 years continuous service provided they do not
hold permanent appointment under a State Government and the sanctioning
authority is satisfied about their likely retention in service till the house is built and
mortgaged.
iii. Members of all India Services deputed for service under the Central Government /
Company, Association / Body of individuals whether incorporated or not which is
wholly or substantially owned or controlled by the Central Government or an
International Organization and autonomous body not controlled by Government or
Private Body.
iv. Employees of Union territories and North East Frontier Agency.
v. Staff / Artistes of the All India Radio who fulfil the condition prescribed at (ii) above
and have been appointed in long term contracts extending to the age as per extant
rules.
vi. Central Government employees on deputation to another Department or on Foreign
Service Such cases to be processed by the Head of the Office of the Parent
Department.
vii. Extant rules for eligibility conditions of Ex-Servicemen and of central government
employees under suspension remains unchanged.

180

Note: In cases where both the spouses are central government employees and are both
eligible for grant of House Building Advance, the advance will be admissible to both of them
jointly / separately.
4. Cost Ceiling Conditions –
Cost of the house to be built / purchased {excluding the cost of plot) should not exceed ‘39
times of the basic pay of the employee subject to a maximum of Rs.1.00 Crore only. In
individual cases, if the Administrative Ministry is satisfied on the merits of the cost ceiling
may be relaxed upto a maximum of 25% by the Head of the Department.
5. Amount of Advance
i. Only on advance shall be sanctioned to the government servant during his / her
entire service.
ii. The maximum amount of advance shall be
(a) 34 months basic pay subject to a maximum of Rs.25.00 lakhs only (Twenty five
lakhs) or cost of the house / flat or the amount according to repaying capacity
whichever is the least for construction / purchase of new house / flat.
(b) For expansion of existing house the amount of HBA will be limited to 34 months
basic pay subject to maximum of Rs.10.00 lakhs only (Rs.Ten lakhs) or the cost
of the expansion or the amount according to repaying capacity, whichever is the
least.
(c) The amount of the advance shall be restricted to 80% of true cost of the land and
construction of house or cost of expansion of living accommodation. In the case
of construction in rural areas. This can be relaxed and 100% can be sanctioned
if the Head of the Department certifies that the concerned rural area falls within
the periphery of town or city.
6. Repaying Capacity: For the purpose of calculating the admissible loan amount the
repayment capacity of the central government employee shall be calculated as below.
a In cases of employee retiring after 20 years. 40% of basic pay
b In cases of employee retiring after 10 years but
not later than 20 years.
Upto 40% of basic pay 65% of DCRG
may also be adjusted.
c In cases of employee retiring within 10 years. Upto 50% of basic pay DCRG upto 75%
can be adjusted

7. Applicable Rate of interest and Methodology of Recovery of House Building
Advance.
i. The interest on House Building Advance for the financial year 2017-2018 onwards
shall be 8.50%. This shall be reviewed every three years to be notified in
consultation with Ministry of Finance.
ii. The methodology of recovery of HBA shall continue as per the existing pattern of
recovery of principle first in the first fifteen year s in not more than 180 monthly
instalments and interest thereafter in next five years in not more than 60 monthly

181

instalments. The advance carries simple interest from the date of payment of first
instalment.
iii. All cases of subsequent tranches / instalments of HBA being taken by the employee
in different financial years shall be governed by the applicable rate of interest in the
year in which the HBA was sanctioned in the event of change in the rate of interest.
Note: The clause of adding a higher rate of interest at 2.5% (two point five percent) above the
prescribed rate during sanction of House Building Advance as reproduced below stands
withdrawn.
Sanction should stipulate the interest 2.5% over and above the scheduled rates with the
stipulation that, of conditions attached to the sanction including those relating to the recovery of
amount are fulfilled completely to the satisfaction of competent authority a rebate of interest
of the extent of 2.5% will be allowed.
8. Disbursement:
i. Advance for purchase of ready built house can be paid in one lump sum as soon as
the applicant executes an agreement in the prescribed form. The employee should
ensure that the house is purchased and mortgaged to the Government within 3
months of drawl of the advances.
ii. Advance for purchase construction of new flat may be paid either in one lump sum or
in convenient instalments at the discretion of the Head of Department. The
employee should execute the agreement in prescribed form before the advance / first
instalment of advance is paid to him / her. The amount drawn by the employee
should be utilized for the purchase / construction of the flat within one month.
iii. Advance for construction / expansion of living accommodation etc. shall be payable
in two instalments of 50% each. The first instalment will be paid after the plot and
proposed house / existing house is mortgaged and the balance on the construction –
reaching plinth level.
iv. Advance for expansion to be carried out on the upper storey of the house will be
disbursed in two instalments first instalment on executing the mortgage deed and the
second instalment on the construction reaching root-level.
v. In the case of advance for purchase of plot and construction of house the advance
will be disbursed as below.

a) Single Storeyed House: After agreement in prescribed form in executed on
production of surety bond 40% of the advance or actual cost will be disbursed for
purchase of plot. The balance amount will be disbursed in two equal instalments
first after the mortgage is executed and second on the construction reaching
plinth level.
b) Double Storeyed House: 30% of advance for cost of plot will be disbursed on
executing the agreement. The balance amount will be disbursed in two equal
instalments the first on executing the mortgage deed and the second on
construction reaching plinth level.

182

9. Mortgage and Creation of Second Charge
(a) House shall be mortgaged or The of President of India. However the employee, if he
wishes to take a second charge to meet the balance cost of the house / plot or flat from
recognized financial institutions then he / she may declare the same and apply for NOC
at the time of the applying for HBA. NOC second charge will be given along with
sanction order of HBA. The total loan form HBA and from all other sources cannot be
beyond ceiling cost of the house as defined under para 4 above.
(b) In case HBA is availed by both husband d / wife jointly.
(i) HBA Mortgage paper insurance paper and other papers regarding property shall be
submitted on of the loan sanction authorities of their choice.
(ii) A No Objection Certificate may be obtained from the 2
nd
loan sanctioning authority.
(iii) The property mortgaged to be to behalf of President of India shall be re convened on
the prescribed from to the central government employee concerned for their
successors in interest as the case may be after the advance together with interest
thereon has been repaid to Government in full and after obtaining No Demand
Certificate in respect of HBA in respect of HBA loan sanctioned by the 2
nd
loan
sanctioning authority.
10. Insurance
(a) Immediately on completion of construction / purchase of house / flat, the employee shall
insure the house with the recognized institutions as approved by Insurance Regulatory
and Development Authority (IRDA) for not less than the amount of advance and shall
keep it so insured against damage by fire, flood and lightning till the advance together
with interest thereon is repaid in full and deposit and policy documents with the Head of
the Department (HOD). Renewal of insurance will be done every year and premium
receipts produced for inspection of the HOD regularly.
(b) Panel interest of 2% over and above existing rate of interest will be recovered from the
employee for those periods which are not covered by insurance of the house.
11. Migration: For existing House Building Advance beneficiaries who wish to migrate a
separate order for migration to the revised House Building Advance rules will be issued shortly.
12. Extant Rules: Apart from the above stated changes in relevant sections in the earlier
version of House Building Advance rules all other extant rules shall continue to apply till further
orders.
The revised orders are effective from 09.11.2017

183

SPECIAL VOLUNTARY RETIREMENT SCHEME
This scheme was introduced on 4-8-2004 for permanent Group C and D employees who
have been declared surplus (medically de-categorized or otherwise) and placed in a
supernumerary post and also cannot be redeployed and the employee have more than 5 years
of residual service. Under this scheme the railway servant should give notice within 3 months
after a period of one year from the date he/she is declared surplus. Zonal Railway / Production
Unit is considered as one unit for the purpose of providing alternative employment. CPO have
to certify non-availability of alternative employment, which is a precondition for retirement under
this scheme.
The railway servant is eligible for an ex-gratia amount equal to Pay + DP for the number of days
worked out on the basis of length of service as follows:
35 days for each completed year and
25 days for each remaining year.
For any part of a year, the number of days will be worked out on the basis of 365 days. The ex-
gratia amount will be further subject to the following conditions:
Total number of years to be counted for payment of ex-gratia should not exceed 33 years.
No weightage of additional service given for the purpose of calculation of ex-gratia.
The ex-gratia amount is subject to a minimum of Rs.25, 000.
The ex-gratia amount should not exceed the sum of the Pay + DP that the employee would
draw at the prevailing level for the balance of service left before superannuation.
The ex-gratia amount will be paid in lump sum.
The ex-gratia amount upto Rs.5,00,000 will be exempted from Income Tax.
The payment of ex-gratia will be in addition to the normal retirement. A weightage of 5 years to
the qualifying service shall be added under RSPR provided the railway servant has rendered a
minimum of 15 years of service on the date of declaration of surplus / medically de-categorized.

184

NEW PENSION SCHEM E: A new restructured defined contribution pension system was
introduced from 01-01-2004 for all new entrants, known as New Pension Scheme. The existing
Railway Services (Pension) Rules, Commutation of Pension Rules, Extraordinary Pension
Rules and State Railway Provident Fund Rules are not applicable to the new entrants joining
railway service from 01-01-2004. For the new recruits in the offer of appointment itself it should
be mentioned that they are governed under New Pension Scheme.
SALIENT FEATURES OF NPS: This system is mandatory for all new recruits from 01-01-2004.
The monthly contribution is 10% of {Basic Pay+ DA}. The 14% of amount will be matched
by the Railways. Both the amount will be deposited in a non-withdrawable tier-I account. No
amount towards PF should be deducted. In addition to the above pension account, railway
servant may also have a tier-II account at his option. The railway will not make any
contribution to tier-II account. The employee can withdraw a part or whole of the amount in tier-
II account at any time.
Recoveries towards the contribution to tier-I account will commence from the first of the month
following the month in which the employee has joined the service. At the time of appointment,
every railway servant have to furnish, in the prescribed format, the details of name,
designation, scale of pay, pay, date of birth, nominee for the fund, etc. Each Bill Drawing
Officer have to consolidate the above details in respect of all the railway servants who have
joined during the previous month and sent it to the associate bill-passing Accounts Officer by
7
th
of each month.
On receipt of the above information, the Accounts Officer will allot a unique 16 digit
Permanent Pension Account Number as under:
1
st
to 4
th
digits - calendar year in which the account is opened
5
th
digit - Ministry code (Railways-5)
6
th
to 8
th
digits - Zone / Production Unit code
9
th
to 11
th
digits - Accounts Unit code
12
th
to 16
th
digits - Employee number (running from January to December)

Once PPAN allotted will not be changed. The Accounts Officer will maintain an index register
with all details and enter the PPAN allotted to the new entrants. The PPAN allotted will be
intimated to the employee. The Accounts Officer will consolidate the details of new entrants in
the prescribed format and send it to FA&CAO by 12
th
of each month.
When the railway servant is transferred from one accounting unit to another, the balance in the
tier-I account will not be transferred. However, in the LPC the PPAN, the month up to which the
Employee’s contribution and Railway’s contribution has been transferred to Pension Fund will
be indicated. If the employee is transferred during the month, the recovery under this scheme
will be made by the office which draws salary. If the employee dies while in service the entire
accumulation under tier-I account will be given to the spouse / dependent.
At the end of each financial year, an annual statement showing the details of deduction and
contribution made by the railways along with the interest allowed is prepared. The encashment
of leave salary is admissible on account of retirement / death. Under this scheme, the Charge

185

Allowance will be included in the pay. In case of running staff, 30% of pay will be included in the
pay.
Partial Withdrawal: Purpose:
Higher Education for wards
Marriage of adopted child/child
House Building
Treatment
Conditions:
Amount: Tier-1 account Max 25% of employee’s contribution
Minimum 10 years contribution prior to withdrawal
Maximum 3 times in entire service
A Minimum interval of 5 years between two subsequent withdrawals.

Exit from NPS: General:
Cannot be attached by court without the permission from NPS Trust.
Cannot be pledged as security for loan etc. without permission from NPS Trust.
President (as in other service conditions) can withheld for pecuniary loss ( T-1)
No settlement if judicial / departmental inquiry is pending till finalization.
In case of sanction of additional disability pension to transfer or adjust T-! savings to
government on taking acceptance unconditionally from deceased or family member in writing.
To stop recovery & contribution 3 months before retirement.
No default annuity scheme
Nomination Must & Only ECS Transaction.
Settlement:
Superannuation:
Up to 2 Lakhs Lump sum Payment No Pension
More than 2 Lakhs 60% - Lump sum
40% - Annuity Purchase **
Pension paid by NSDL
** If not opted for 60% withdrawal, to get
in writing and settlement at the age of
70 years.

VR/Resignation
Up to 1 Lakh Lump sum No pension
Above 1 lakh 20% Lump sum
80% - Annuity Purchase **

Pension paid by NSDL.
**To contribute NPS till attains the age
for purchase of fund.

Death:
Up to 2 Lakhs Lump sum payment to
Nominee
No Pension
Above 2 lakhs 20% Lump sum
80% - Annuity Purchase **
Pension to Nominee

Pension is Payable in the order - Subscriber, spouse, living mother and living father. After all the
persons, purchase price shall be returned to son/daughter/legal heirs.

186

PFRDA – Pension Fund Regulatory & Development Authority. [PBC No.201 /2019]

187

THE RIGHT TO INFORMATION ACT, 2005
INTRODUCTION: The Constitution of India has established a democratic Republic. Democracy
requires an informed citizenry and transparency of information which are vital to its functioning
and also to contain corruption. Based on the above objectives, the Government of India
introduced the Right to Information Bill 2005. The two houses of Parliament passed the Bill and
after received the assent of the President, the Act comes into force on 12-10-2005. Now, all
citizens (including public servant) have a right to information.
APPLICATION: It is applicable to all the public authoritie4s except the intelligence and securing
organizations as mentioned in the second schedule of the Act.
DEFINITIONS
‘INFORMATION’ means any material in any form including records, documents, memos, e-
mails, opinions, advices, press releases, circulars, orders, log books, contracts, reports, papers,
samples, models, data material held in any electronic form and information relating to any
private body which can be accessed by a public authority under any other law for the time being
in force.
‘PUBLIC AUTHORITY’ means any authority or body or institution of self-government
established or constituted –
By or under the Constitution.
By any other law made by Parliament,
By any other law made by State Legislature,
By notification issued or order made by the appropriate Government, and includes any – (i)
body owned, controlled or substantially finances, (ii) non-Govt. Organization substantially
financed, directly or indirectly by funds provided by the appropriate Government.
‘RECORDS’ includes-any document, manuscript and file any microfilm, and facsimile copy. Any
reproduction of images in the microfilms and any other material produced by a computer or any
other device.

‘RIGHT TO INFORMATION’ includes the right to – inspection of work, documents, records;
taking notes, extracts or certified copies of documents or records, taking certified samples of
materials, Obtaining information in the form of diskettes, floppies, tapes, video cassettes or in
any other electronic mode or through printouts.
‘THIRD PARTY’ means a person other than the citizen making a request for information and
includes public authority.
OBLIGATIONS OF PUBLIC AUTHORITES - Every public authority-
(1) To maintain all its records duly catalogues and indexed.
(2) To ensure that all records are computerized and connected through a network all over the
country for easy access.
(3) To publish and update the following particulars:- organization, functions and duties, the
powers and duties of its officers and employees, the procedure followed in the decision making

188

process, the rules, regulations, instructions, manuals and records, the participation of public in
policy formation or implementation, statement of the boards, councils, committees, a directory
of officers and employees, the monthly remuneration of the officers and employees,
budgetary allocation with particulars of all plans, proposed expenditure, and reports on
disbursement made, the manner of execution of programmes with details of beneficiaries, the
particulars of recipients of concessions, the details of information available, the facilities
available to citizens for obtaining information, including working hours of a library or reading
room, if maintained for public use, the names and designations of the Public Information
Officers.
(4) To publish all relevant facts while formulating important policies or announcing the decisions
which affect public.
(5) To provide reasons for its administrative or quasi-judicial decisions to affected persons.
(6) To provide as much information suo moto, so that the public has minimum resort to the use
of this Act to obtain information.
(7) To disseminate the information through notice boards, newspapers, public announcements
and electronic media,
(8) To ensure that the information is easily accessible and made available lto the public free or
at the prescribed cost.
(9) To designate the Public Information Officer and Assistant PIO to provide information to the
citizens.
(10) To designate an officer as Appellate Authority to consider appeals, if any, arising out of the
decision of the PIO.

OBTAINING INFORMATION : A person, who desires to obtain information, can apply in writing
or through electronic means in English or Hindi or in the official language of the area along with
the prescribed fees to the PIO specifying the particulars of the information sought for. They are
not required to indicate the reason for seeking the information.
Where the information is held by another Public Authority or the subject matter is connected
with the functions of another public authority, the application should be transferred to such
authority within five days from the date of receipt of the application duly informing the applicant.
The PIOs are required to give information within 30 days from the date of application. However,
where the information required is connected with the life or liberty of a person, the information
should be provided within 48 hours of the receipt of the request.
Where a request has been rejected shall communicate to the applicant –
the reasons for the rejection, the period within which an appeal against such rejection may be
preferred, the particulars of the Appellate Authority

CATEGORIES OF INFORMATION NOT OPEN TO DISCLOSE (Sec. 8 & 9 )
information, disclosure of which would affect the security, sovereignty and integrity of India,
strategic, scientific or economic interests of the State, relation with foreign state or lead to
incitement of an offence.
Information which has been expressly forbidden to be published by any court of law or Tribunal
or the disclosure of which may constitute contempt of court,
Information, the disclosure of which would cause a breach of privilege of Parliament or the
State Legislature, Information including commercial confidence, trade secrets or intellectual
property.
Information available to a person in his fiduciary relationship.

189

Information received in confidence from foreign Government.
Information, the disclosure of which would endanger the life of any person.
Information which would impede the process of investigation or apprehension or
prosecution of offenders.
Cabinet papers including records of deliberations of the Council of Ministers, Secretaries
and other Officers

FEE: The Central Government has made the RTI (Regulation of Fee and Cost) Rules, 2005. As
per these rules, a request for obtaining information should be accompanies by an application
fee of Rs.10-00 in cash or by DD / Cheque payable to the Accounts Officer of the Public
Authority. For providing information the following charges shall be levied:
Rs.2 per page
Actual charge or cost price of a copy in larger size paper,
Actual cost or price for samples or models,
For inspection of records, no fee for the first hour and a fee of Rs.5 for each 15 minutes
thereafter,
Rs.50 per diskette or floppy.
The fee shall be reasonable and no such fee shall be charged from the persons who are of
below poverty line.

APPEALS: The Act provides for appeals against the decision of the PIO. Any person, who
does not receive a decision from the PIO within the specified time or is aggrieved by the
decision, may prefer an appeal to the Appellate Authority.
Second appeal can be preferred to the Central / State Information Commissions against the
decision of the Appellate Authority within 90 days. In the appeal proceedings before the
Commission, the onus to prove that the denial of request was justified shall be on the PIO who
denied the request. The appeal shall be disposed of within 30 days (extendable to 45 days) and
the decision of the Commission in this regard shall be binding.
PENALTIES: At the time of deciding ay complain or appeal, if the Commission is of the opinion
that the PIO has without any reasonable cause, refused to receive an application for information
or has not furnished information within the time specified or may impose on the PIO a monetary
penalty of Rs.250 each day till application is received or information is furnished subject to a
maximum of Rs.25,000 in the following circumstances:
when refused to receive application, when failed to furnish information within the specified time,
when malafidely denied the request for information, when knowingly given incorrect, incomplete
or misleading information, when destroyed the information which was the subject of the request,
when obstructed in any manner in furnishing the information.
The PIO shall be given reasonable opportunity of being heard before any penalty is imposed on
him.

When the Commission is of the opinion that the PIO has without any reasonable cause and
persistently failed to act it shall recommend for a disciplinary action against the PIO.

^^^^

190

PAY BILLS ON COMPUTER : Pay bills and its accompaniments are now processed in
computer for payment in majority of the establishments in Railways.
In the beginning all the employees are allotted a staff number in 8 digits including a self-
checking digit. This number should not be changed during the service and it remains as staff
identification number in all records.
When a new bill unit is brought under computerized pay roll, master data of all employees of the
bill units is prepared as at the end of the previous month, and the data is put on master tape.
The bill-preparing units in the prescribed formats indicate changes in the current month in
respect of all bill units under computer pay roll system. The input properly prepared in the
required format is key punched and the data is edited on the computer. Error records and
control figures are prepared for verification. After all the errors are removed and controls tallied,
the input data is processed on computer to generate the pay bills and other connected
statements.
The pay rolls are prepared in three copies and the first copy is submitted to accounts and it
becomes paid voucher later. The second copy is retained as office copy by the bill preparing
unit and the third copy is distributed as pay slip to the employees. The bill preparing units check
up whether the changes given have been correctly incorporated for printing. In case of any
discrepancy, necessary manual changes are made in the printed pay rolls and are attested by
officer in charge before forwarding the same to accounts department. These alterations are also
taken as corrections to the computer files.
The bill preparing units are responsible for the correct preparation of input data after taking into
account all relevant information’s regarding entitlement to pay and allowances of the employees
concerned. They are also responsible to see that changes advised by them for the month have
been duly incorporated in the computer pay roll. Calculations including totals need to be
checked by them.
The pay roll mechanization cell and the computer cell have combined responsibility to ensure
that the input data given by the bill-preparing units have been correctly converted into computer
files and is duly processed along with the master data for preparation of pay rolls and connected
statements. Computer bills are verified through the internal check in Accounts office as done for
manual bills.
Where preparation of pay bills on the computer has been found impossible due to unavoidable
reasons the pay bill should be prepared manually in the prescribed form separately for Gazetted
and Non-gazetted staff by the pay bills preparing units and sent along with relevant documents
and statements, to the accounts office for internal check and payment.
The following statements are prepared as accompaniment to the pay rolls.
Debit summary.
Credit summary.
Memorandum of differences.
Statement of PF recovery.

191

Absentee statement.
Statement of refund of advances, advance wise.
Statement of society deposits and refund of loans.
Rent recovery statement.
Electricity charges statement.
Statement of other recoveries, type wise.
PF subscriptions and repayment of advances to PF.
List of workshop debits, stores debits and station debits.
Recoveries toward Co-operative Stores and Society.
Subscription to Institutes.
Railway doctor fee payable on contract system.
Diet charges.
LIC policies.
Income-tax schedule.
Group Insurance recovery statement.
Certificates required for the purpose of claiming certain allowances.

Memorandum of Differences: It is a statement, which briefly explains the causes of
differences between the gross amount of pay charged in the current month and that of last
month’s pay bill in respect of each employee.
Absentee Statement: Absentee statement shows the period of leave, unauthorized absence
for all the employees. CL availed is not shown in the statement.
Wage Period: Wage period is normally a month. Different wage periods are fixed for Railway
employees working at different areas. By fixing different wage periods, constant flow of bills,
regular internal check of all the bills, better utilization of ministerial and cash office staff are
achieved. Normally change of wage period is not normally permitted.
However, in rare cases to arrange salary in advance due to festivals etc. wage period is
changed with permission of Headquarters and Accounts concurrence.
Assumed Attendance: Pay bills are actually prepared a few days before the end of the wage
period, on the basis of assumed attendance for the remaining days of wage period. The period
of assumed attendance is fixed in consultation with Accounts. In the event of an employee’s
death or termination of service the bills are not processed for regular payment as a matter of
precaution to adjust recoveries, if any.
Last Pay Certificate: When a Railway servant is transferred from one jurisdiction to another, or
in settlement cases, LPC is prepared in the prescribed form and sent to the Accounts office
concerned. LPC shows the pay and allowances drawn in the last month up to which the
employee has been paid. It also includes details of recoveries effected, the recoveries to be
effected, balance installments, occupation of quarters, arrears to be claimed, as drawn
particulars, PF number etc. LPC facilitates prompt drawl of wages in the absence of service
records.
Objections: Prompt attention is to be given to the objections communicated by the Accounts or
Audit officer. All objections related to personal claims raised by the Accounts officer or by the

192

Audit department, whether accepted or not, should be immediately communicated to the
employee’s concerned, so that the question of writing off of the amounts on the ground that they
are more than one year old may not arise, and in case if it is eventually decided that the
objections are correct and the amount disallowed are to be recovered.
All disallowances or objectionable items noticed in establishment claims are communicated
through disallowance list in the prescribed form. Disallowances may be due to-
Want of sanctioned estimates.
Excess over sanctioned estimates.
Want of sanction for appropriations.
Excess over sanctioned appropriations.
Irregular personal claims.
Absence of vouchers.
Breach of financial rules.
Acceptance of provisional allocation for estimate.

PLB: [RBE No.154/2018] The President is pleased to sanction Productivity Linked Bonus (PLB)
equivalent to 78 (Seventy Eight) days wages without any ceiling on wages for eligibility for the
financial year 2017-2018 to all eligible non-gazetted Railway employees (excluding all RPF /
RPSF personnel). Where, wages exceed Rs.7000/- per month, Productivity Linked Bonus will
be calculated as if the ‘wages’ are Rs.7000/- p.m.
‘Wages’ for the purpose of calculating Productivity Linked Bonus shall include ‘Basic Pay’ as
defined in the Railway Services (Revised Pay) Rules, 2016 and dearness allowance drawn
during the financial year 2017-2018. Other conditions of eligibility, method of calculation of
wages, etc., shall remain unchanged.
In the case of eligible employees who were not placed under suspension, or had not quit service
/ retired / expired during the financial year 2017-2018 or were on leave where leave salary
admissible is not less than that admissible on leave on average pay, be paid an amount of
Rs.17,951/- towards Productivity Linked Bonus for the financial year 2017-2018. In the case of
employees other than those mentioned above, the amount of Productivity Linked Bonus may be
calculated in accordance with the extant instructions on the subject.
Further, in relaxation to the provisions in Rules 905 (2), 908 and 909 of State Railway Provident
Fund Rules, as contained din Chapter 9 of R-1 / 1985 edition (2003 Reprint edition), such of the
subscribers to the SRPF as are entitled to Productivity Linked Bonus may, if they so desire,
deposit the whole or part of the amount admissible under the Scheme in their respective State
Railway Provident Fund Accounts.
Disbursement of Productivity Linked Bonus for the financial year 2017-2018 to all eligible non-
gazetted Railway employees mentioned in Para 1 above should be made on priority in the same
mode as payment salary before the ensuing Puja / Dussehra holidays.
RBE No. / PBC No. FINANCIAL YEAR No. OF DAYS MAX. WAGES AMOUNT
Rs.
164 / 2006 2005 - 2006 65 2,500 5,342

193

129 / 2007 2006 - 2007 70 2,500 5,753
142/ 2008 2007 - 2008 3,500
173 / 2008 “ 73 3,500 8,399
173 / 2009 2008 - 2009 75 3,500 8,630
147 / 2010 2009 – 2010 77 3,500 8,860
134 / 2011 2010 - 2011 78 3,500 8,975
118 / 2012 2011 - 2012 78 3,500 8,975
101 / 2013 2012 – 2013 78 3,500 8,975
106 / 2014 2013 – 2014 78 3,500 8,975
121 / 2015 2014 – 2015 78 3,500 8,975
114 / 2016 2015 – 2016 78 7,000 17,951
134 / 2017 2016 – 2017 78 7,000 17,951
154 / 2018 2017 – 2018 78 7,000 17,951
155 / 2019 2018 - 2019 78 7,000 17,951

DEARNESS ALLOWANCE
01 2% of basic pay per month with effect from 01.07.2016 RBE No.131 / 2016
02 4% “ 01.01.2017 RBE No.030 / 2017
03 5% “ 01.07.2017 RBE No.137 / 2017
04 7% “ 01.01.2018 RBE No.039 / 2018
05 9% “ 01.07.2018 RBE No.132 / 2018
06 12% “ 01.01.2019 RBE No.037 / 2019
07 17% “ 01.07.2019 REE No.172 / 2019
08

COMPOSITE TRANSFER GRANT : It has been introduced with effect from 1.10.97, based on
the recommendation of the V Pay Commission.
The scheme has replaced the transfer grant and packing allowance payable on transfer.
It is not admissible in the case of temporary transfer ordered for a period not exceeding 180
days.
It is not admissible in the case of request / mutual transfer ordered at the request of the
employee.
In the absence of specific mention about the nature of the transfer (as temporary / request) in
the order, it should be taken as one carrying the sanction of competent authority for payment of
composite transfer grant.
It is admissible for administrative transfers including periodical transfer even if the request of the
employee has been conceded.
It is admissible only when there is a change in residence as a result of transfer.
TA / DA hitherto paid on account of transfer are no longer payable as they are subsumed in this
scheme.
It is not treated as income for the purpose of income tax.
Facility of using Railway labour for packing household kit is not permissible now.
It should not be linked with vacation of Railway quarters provided at old headquarters. The grant
is payable if the Railway servant makes some arrangements for residing at new headquarters.
In the event of retirement it is admissible only on vacation of quarters and it also not paid to the
retired Railway servants staying in quarters regularized to their son / daughter.
It is payable to retired Railway servants staying away from his family members in whose name
the quarter has been regularized.

194

TA entitlements on Transfer TA on Transfer includes 4 components: (A) Travel entitlement
for self and family (B) Composite Transfer and Packing Grant (CTG). (C) Reimbursement of
charges on transportation of personal effects (D) Reimbursement of charges on transportation
of conveyance.
Quantum [RBE No.103/2017, 117/2017] These orders shall take effect from 1
st
July, 2017.
Transfer to a place beyond 20 KMs. Transfer to a place up to 20 KMs.
The Composite Transfer Grant shall be paid at
the rate of 80% of the last months’ basic pay in
case of transfer involving a change of station
located at a distance of or more than 20 KMs
from each other. Further, NPA shall not be
included as part of basic pay while determining
entitlements for CTG
In cases of transfer to stations which are
at a distance of less than 20 KMs from
the old station and of transfer within the
same city, one third of the composite
transfer grant will be admissible,
provided a change of residence is
actually involved.

In cases where the transfer of husband and wife takes place within six months, but after 60 days
of the transfer of the spouse, fifty percent of the transfer grant on transfer shall be allowed to the
spouse transferred later. In case both transfers are ordered within 60 days, the existing
provisions shall continue to be applicable in case of transfers after a period of six months of
more. Other rules precluding transfer grant in case of transfer at own request or transfer other
than in public interest, shall continue to apply unchanged in their case.
The ‘Pay Level’ for determining the TA / DA entitlement is as indicated in the Railway Services
(Revised Pay) Rules, 2016.
The term ‘Pay’ in the level for the purpose of these orders refer to Basic Pay drawn in
appropriate Pay Level in the Pay Matrix as defined in Rule 3(8) of Railway Services (Revised
Pay) Rules, 2016 and does not include Non-Practicing Allowance (NPA) or any other type of
pay like special pay etc.
Claims beyond 6 months / 1 year from serving and retired employees respectively should be
referred to head quarters for GM’s approval. (revised in VI-PC)
NATIONAL HOLIDAY ALLOWANCE
NHA is admissible only for those who do not enjoy public holidays and who are required to work
on National Holidays.
NHA is not admissible for Gazetted officers.
RPF staff are not entitled for NHA as they are paid compensation for working on holidays.
Office staff are not eligible for NHA even when they work on National Holiday.
It is payable to an employee on rest.
It is paid to a Railway servant who has performed only a part of the duty on the National
Holiday.
It is payable to the Running staff waiting on duty on National Holiday.
It is paid to Running staff on light duties on National Holiday.

195

Running staff who are waiting, to be booked for duty after completion of their rest including
periodic rest are entitled for NHA.
Relieving staff are entitled for NHA when they are traveling on duty to headquarters / duty
stations on the National holiday.
TA personnel while on embodiment are eligible for NHA.
NHA is paid at the following rate.
The non-gazetted staff, who do not enjoy public holidays and booked on duty on National
Holidays are compensated as under, effective from 01.07.2017 [RBE No.108 / 2017].

LEVEL IN THE PAY MATRIX [VIICPC] RATE ALLOWANCE [PER DAY] Rs.
1 and 2 384
3 to 5 477
6 to 8 [limited to non- zetted staff] 630
There should be a strict control and supervision on booking staff for duty on national holidays.
So, minimum requirement to suit all occasions should be worked out for every unit with
accounts concurrence and the same is to be used to exercise control.
TA / DA paid for outstation duty has no connection to payment of NHA.
The rates of this allowance will further increase by 25 percent each time DA rises by 50 percent.
The revised rates of allowance shall be admissible with effect from the 1
st
July, 2017.

Personal Computer Advance (VII-CPC) [RBE No.10/2017]
Personal Computer Advance is introduced in 7
th
CPC.
The quantum is Rs.50,000/- or actual price of PC, whichever is lower.
All Governments servants are eligible [Eligibility Criteria]
The Computer Advance will be allowed maximum five times in the entire service.
The other terms and conditions governing the grant of PCA shall remain unchanged.
The other interest bearing advances relating to Motor Car Advance and
Motor Cycle / Scooter / Moped Advance will stand discontinued.
The interest free advances are concerned, Bicycle and
Warm Clothing advances stands abolished for Railway employees.
Orders relating to other interest free advances will be issued separately by concerned
Directorate
The revised orders are effective from 07.10.2016.
Other Conditions:
This advance is entitled after a period of 3 years from the date of drawl of the earlier.
PC will be required to be mortgaged in the name of the President.
For this purpose GFR FORM -24 may be used by substituting with the words as “Personal
Computer.
GFR FORM of agreement may be used by substituting with the words as “Personal Computer”
Make Model and chassis No. of the Personal Computer may be extend in the Mortgage Deed.
An application for the grant of advance for the purchase of a PC shall be required to make in
GFR Form-27.
No advance for payment of custom duty on the Personal Computer shall be sanctioned.
It shall be recovered in such number of equal monthly installments as the Government servant
may elect but not exceeding 150.
Total recoveries on account of all advances including computer advance taken by a
Government Servant shall not exceed 50% of the total emoluments.

196

Simple interest at such rates as may be fixed by Government from time to time. Interest @
11.5% for the years 2006-2007. [ PBC No.184/2006, 231/2007, 100/2011, 09/2014, 210/2017]
All other conditions laid down laid down in the GFR, 1963 regulating the same will apply to the
advance which may be sanctioned for the purchase of a Personal Computer.

DRESS ALLOWANCE:
The Uniform - related allowances being paid to Railway employees as admissible included Kit
Maintenance Allowance, Shoe Allowance, Uniform Allowance and Washing Allowance. [RBE
No.141/2017]
These Uniform-related allowances have been subsumed into a single Dress Allowance
The President is pleased to approve payment of this Dress Allowance to the categories of
employees and at the rates listed below.
S.No Category of employee Rate Rs-
01 Officers of RPF / RPSF 20,000/ per annum
02 Personnel Below Officer Rank of RPF, Station Masters of Indian
Railways.
10,000/- per annum
03 Other Categories of staff who were supplied Uniforms and are
required to wear them regularly like Trackmen Running Staff of
Indian Railways, Staff Car Drivers, MTS, Canteen Staff of Non-
Statutory departmental Canteens, etc
5,000/-
04 Nurses 1,800/-

With this notification of Dress Allowance, existing-uniform related allowances including those for
maintenance & washing of uniforms, will no longer be payable separately. Existing orders of
payment of such separate uniform –related allowances including Shoe Allowance therefore
stand superseded.
With the payment of this Dress Allowance, categories of staff who were earlier being provided
Uniforms, with henceforth not be provided with Uniforms.
The amount of Dress Allowance shall be credited to the salary of entitled employees directly
once a year in the month of July.
This allowance covers only the basis uniform of the employees, any special clothing like the
fluorescent clothing provided to Trackman of Indian Railways will continue to provided by the
Ministry as per existing norms.
The rates of Dress Allowance will go up by 25% each time Dearness Allowance rises by 50%.
These orders shall take effect from 01
st
July, 2016.
The following conditions are necessary for any category to receive the Dress Allowance as
recommended by 7
th
CPC.
(a) The personnel of the said category should be required to wear a specific uniform daily
(excluding any special clothing) as a part of their duty as specified by the Dress
Regulations of Ministry of Railways.
(b) The personnel of the said category should have had been receiving uniform material and
associated allowances like Uniform Allowance, Washing Allowance, Kit Maintenance
Allowance, Shoe Allowance etc. prior to 1
st
July, 2017 i.e. date of admissibility of Dress
allowance.

197

(c) The personnel of the said category should have ceased to be granted the uniform
materials and associated allowances w.e.f. the date of issue of RBE No.141/2017. [PBC
No.137/2019]

NURSING ALLOWANCE: Consequent upon the decisions taken by the government on the
recommendations of the 7
th
CPC relating to revision of allowances, the President is pleased to
sanction the revision of existing rate of Nursing Allowance to the Nursing Personnel of all
categories at all levels, working in Railway Hospitals and registered under the Indian Nursing
Council Act, subject to the following conditions and as per the details given below: [RBE
No.166/2017]
Sl. No. Allowance Existing Rates Revised rate as per 7
th
CPC
01 Nursing Allowance Rs.4,800/- per month Rs.7,200/- per month
(a) Nursing allowance will not be treated as a part of pay as already decided vide Ministry of
Railways’ order dated 17.09.1998
The revised rates of Nursing Allowance shall be admissible with effect from the 01 of July, 2017.
The rates of Nursing Allowance will go up by25% each time the Dearness Allowance payable on
revised pay scale rises by 50%.
OPERATION THEATRE ALLOWANCE: [RBE No.207/2017] Consequent upon the decision
taken by the Government of India on the recommendations of the 7
th
CPC relating to revision of
allowances, the President is pleased to revise the rate of Operation theatre Allowance
[Special Allowance renamed as Operation Theatre Allowance] to Rs.540/- per month to the
Nursing Personnel working in the following specialized areas in Railway Hospitals under the
Ministry of Railways:-
(a) All Major Operation Theatres
(b) All Intensive Care Units / Intensive Care Treatment areas.
(c) Coronary Care Units / Cardiac Catheterization Laboratories.
(d) Dialysis Unit / Ward and Transplant Units / Wards.
(e) Intensive Care Units for Burns.
(f) Tetanus Wards and Rabies Wards.
(g) Paediatric Nursery / neonatal Units.
2. Operation Theatre Allowance admissible to nursing personnel is subject to the following
conditions:
(i) the allowance shall be paid to the nursing personnel for such period only when the
concerned staff is actually working in the specified areas. The minimum period for working in
the specialized areas will be two to three years.
(ii) No Nursing Officer with less than one year of service is to be posted for duty in these areas.
(iii) This allowance is restricted to 35% of the total staff strength of nursing staff of any hospital.
The revised rates of Allowance shall be admissible with effect from the 1
st
of July, 2017.

198

DAILY ALLOWANCE / TRAVELLING ALLOWANCE : IREC VOL.1615] [RBE No.80/2018: It is a
uniform allowance for each day of absence from HQ to cover expenses incurred by the railway
servant due to such absence.
Seventh Central Pay Commission relating to Daily Allowance entitlements on Railways, the
rates of Daily Allowance on tour as admissible to Railway employees may be revised as under-
Sl. No. 7
th
CPC Level Entitlement
01 14 and above Rs.12,00/-
02 12 and 13 Rs.1000/-
03 9 to 11 Rs.900/-
04 6 to 8 Rs.800/-
05 5 and below Rs.500/-

These Daily Allowance rates will go up by 25/- every time the DA goes up by 50%.
The ‘Pay Level’ for determining the Daily Allowance entitlement is as indicated in the Railway
Services (Revised Pay) Rules, 2016.
The term ‘Pay’ in the level for the purpose of these orders refer to Basic Pay drawn in
appropriate Pay Level in the Pay Matrix as defined in Rule3(8)of Railway Services (Revised
Pay) Rules, 2016 and dos not include Non - Practicing allowance (NPA) or any other type of pay
like special pay etc.
However, if the Daily Allowance entitlements, in terms of the revised entitlements now
prescribed result in a lowering of the existing entitlements in the case of any individual, groups
or classes of employees, the entitlements, particularly in respect of mode travel class of
accommodation etc.shall not lowered.
The will instead continue to be governed by the earlier orders on the subject till such time as
they become eligible, in the normal course, for the higher entitlements.
The claims submitted in respect of journey made on or after 1
st
July, may be regulated in
accordance with these orders. In respect of journeys performed prior to 1
st
July 2017, the
claims may be regulated in accordance with previous orders 01.12.2008.
It may be noted that no additional funds will be provided on account of revision on Daily
Allowance entitlements. It may therefore be ensured that permission to official travel is given
judiciously and restricted only to absolutely essential official requirements.
These orders shall take effect from 1
st
July, 2017.
The rates of conveyance charges admissible for Auto rickshaw as per the gazette Notification
issued by State Government of Tamil Nadu & Kerala are detailed below.

ROAD MILEAGE ALLOWANCE FOR AUTO RICKSHAW (PBC No.76 / 2018)

For Tamil Nadu [Ref. Notification GOMs No.772 Home (Transport – III) 16
th
Oct. 2014.
01 Minimum Charge for first 1.8 KMs Rupees twenty five only
02 For each additional Kilometre Rupees twelve only
03 Detention charge Rupees three and fifty paise only for every five minutes
04 Night Service charges (between 11.00
PM and 05.00 AM)
In addition to the total fare calculated at the above rate,
an additional charge of fifty percent of the total fare

For Government of Kerala [Ref. GO(P)74/2014/Tran Dated 17
th
Oct. 2014.
(a) For Corporation areas of Thiruvananthapuram, Kollam, Kochi, Thrissure and Khozikode
and in major towns of Kannur, Palakkad & Kottayam
01 Minimum charge for first 1.5 Rupees twenty only

199

KMs
02 For each additional kilometre Rupees Ten only and Rupee One for every one hundred or part
thereof
03 Detention charge Rupees 10 for every 15 minutes of part there of subject a
maximum of Rs.250/- per day
04 Night Service charge (between
10 PM and 5 AM
An Additional charge at the rate of 50% of the above rate of fare
charges
(b) For those areas not specified under item (a); During day time between 5 AM to 10 PM
an additional charge at the rate of 50% of the charge shown in the meter in excess of the
minimum charge when onward journey alone is performed and metered journey when
return journey is also performed.

It is granted for each completed day of absence from the HQ reckoned from mid night to mid
night. When the journey commences and ends on the same calendar, it is granted at the
following proportion of the daily allowance.

Absence from HQ % of DA
(1) does not exceed 6 consecutive hours
(2) does not exceed 12 consecutive hours
(3) exceeds 12 consecutive hours
30
70
100

If the period of absence from HQ falls on two calendar days, it is treated as 2 days, even the
absence does not exceed 24 hours and the Daily Allowance for each day is granted. (Rule
1615 IREC-II)

It is admissible on holidays and Sundays occurring during the period of tour. It is not admissible
during Casual Leave and Restricted Holiday. However, in case of ½ a day CL while on tour
may be allowed to draw half of the normal daily allowance of that day. Full daily allowance is
granted while on tour away from HQ where board or lodging are not provided upto 180 days and
beyond 180 days no such allowance is admissible. (Rule 1617, 1618 IREC-II)

While calculating the rate of daily allowance, train’s arrives late less than 15 minutes, the time in
the Railway Time Table may be taken as the time of arrival of the train.(Rule 1620 IREC-II)

When a railway servant makes a journey by road on tour, is eligible for (i) road mileage, (ii) daily
allowance and (iii) toll tax.

Travelling Allowance is admissible in the following circumstances:
For journey on tour (Rule 1619 – 1640 IREC-II)
For journeys at or near HQ (Rule 1641 IREC-II)
On transfer in public interest involving change of residence (Rule 1642 IREC-II)
On temporary transfer upto 180 days (Rule 1642 IREC-II)
Travel to hill station on duty (Rule 1655 IREC-II)
Journeys to attend examination (Rule 1656 IREC-II)
When recalled to duty before expiry of leave and the leave thereby curtailed by not less than
one month (Rule 1664(1) IREC-II)
A railway servant on retirement / family members of deceased employee (Rule 1666(2)
IREC-II)
When a retired railway servant undertakes a journey to attend a departmental inquiry instituted
against him pertaining to his service period (Rule 1666(5) IREC-II)

200

When a retired railway servant undertakes a journey to an outstation for perusal of documents
for preparation of his defence in a disciplinary case instituted against him (Rule 1666(6) IREC-
II)
Journeys to attend court of law (Rule 1667 IREC-II)
Railway servants under suspension to attend departmental inquiry (Rule 1672-R-II)
When a Railway Medical Officer is called to render medical assistance to a railway servant or
his family at outstation (Rule 1684 IREC-II)
Journey on a course of training (Rule 1685 IREC-II)
Journeys to attend a leaves (Rule 1688(1) IREC-II)
Journey to attend conferences, congresses / meetings (Rule 1689 IREC-II)
MPs when attending meetings of RUCC / DUCC / ZRUCC
Journeys for attending selection board of UPSC (Rule 1692 IREC-II)
Journeys in connection with SJAB (Rule 1691 IREC-II)
Journeys to attend meetings of Railway Institutes, etc. (Rule 1690 IREC-II)

Travelling allowance is not admissible in the following cases:
For the journey to join first post in railway service (Rule 1652 IREC-II)
On transfer where no change of residence is involved (Rule 1642(4) IREC-II)

On temporary transfer beyond 180 days (Rule 1649 (ii) IREC-II)
Journeys during leave or when proceeding or returning from leave (R.1662/R-II)
Employees who are dismissed / removed from service (Rule 1666(4) IREC-II)
Railway servants under suspension to attend departmental inquiry if the inquiry is held at his
own request (Rule 1672 IREC-II)
For the journey to procure health certificate on first appointment to Government services (Rule
1674 IREC-II)
For the journey to visit a Railway Doctor for treatment (Rule 1673 IREC-II) to those trainees
whose normal HQ are at the place of training itself (R.1685 (ii)/R-II)

1. The claim of a Railway servant to Travelling Allowance / Daily Allowance on Tour /
Transfer / Training / Journey on retirement, is forfeited or deemed to have been
relinquished if the claim for it is not preferred within 60 days succeeding the date of
completion of the journey.
2. In respect of claim for Travelling Allowance for journey performed separately by the
officer & member of his family, the date should be reckoned separately for each journey
and the claim shall be submitted within 60 days succeeding the date of completion of
each individual journey. Similarly, TA claim in respect of transportation of personal
effects and conveyance shall be submitted within 60 days succeeding the date on which
these are actually delivered to the Railway servant at the new station.
3. The date of submission of the claim shall be determined as indicated below:
(i) In the case of officers who are their own
Controlling Officer.
The date of presentation of the claim at
the Cash Section.
(ii) In the case of officers who are not their
own Controlling Officer.
The date of submission of the claim to
the Head of Office / Controlling Officer.

4. In the case of claims falling under category 3(ii), which are presented to the Cash
Section after a period of 60 days succeeding the date of completion of journey, date of

201

submission of the claim will be counted from the date when it was submitted by the
Railway servant to the Head of Office / Controlling Officer with in prescribe time limit of
60 days.
5. A claim for Travelling Allowance of a Railway servant which has been allowed to remain
in abeyance for a period exceeding one year should be investigated by the Head of the
Department concerned. If the Head of the Department is satisfied about the
genuineness of the claim on the basis of the supportive documents and there are valid
reasons for the delay in preferring the claims, the claims should be paid by the Drawing
& Disbursing Officer or the Accounts Officers, as the case may be, after usual checks.

BREACH OF REST ALLOWANCE - The High Power Committee, constituted to review the duty
hours of running staff and other safety related categories made its recommendations on various
aspects related to working hours of these categories. The recommendations have been duly
considered by the Board and the following decisions relating to Breach of Rest Allowance have
been made:
The provisions contained in Rule 10 regarding Breach of Rest allowance in the “ The Rules for
the Payments of Running and other Allowances to the Running Staff on Railways, 1981” are
reiterated. Breach of rest whether at Headquarters or at out station should be permitted only in
emergent situations like accidents, natural calamities and national emergencies subject to
operational exigencies.
There should be no Breach of Rest Allowance for breach of rest at outstations. It will, however,
continue to be admissible for breach of rest at Headquarters.
There should be no Breach of Rest Allowance for breach in for breach in periodical rest.
However, if need does arise for curtailment of periodical rest, it should permitted only if the
running staff has availed a complete night in bed during the periodical rests.
The present rates for payment of Breach of Rest Allowance will continue.
Cases of breach of rest should be regularly monitored at a sufficiently high level in Divisional
Offices and Zonal Offices. [RBE No135/2016]

CONSTANT ATTENDANT ALLOWANCE: Introduced in 6th CPC.
Railway employees who retired under Railway Services (Extra - ordinary Pension) Rules 1993
for 100% disability where the person is completely dependent on somebody else for day to day
functions. The Constant Attendant Allowance is paid in addition to the disability pension.
Rs.3000/- per month in addition to disability pension shall be paid.
Paid only if only if disability is attributable of or aggravated by service.
Not payable for any period during which pensioner is an intimate or in patient of a government
institution or hospital.
Payment shall be made on the basis of declaration submitted to Pension Disbursing Authority.
Those retired before 01.01.2006 fulfilling the conditions also are eligible.
The allowance will be raised by 25% as DA goes up by50%.
Rs.3,000% wef 01.09.2008.
Rs.3,750/ wef 01.01.2011.
Rs.4,500 wef 01.01.2014.
The CAA has been increased by a factor 1.5 i.e. to Rs.6,750/- per month with effect from
01.07.2017.

202

Running Allowance Rules under IREM -1 Rule 913 (i) (a). “When running staff are put to
officiate in a “running post” for 30 days or less, they shall be entitled to pay as admissible in the
lower grade plus Running allowance at the rates and on the condition applicable to the higher
grade in which they officiate enhanced by 15% (except in the case of Second Firemen put to
officiate as First firemen and Engine cleaners put to officiate as Second Firemen for whom the
enhancement will be by 30%) of the kilometerage actually performance for every such higher
grade”. [RBE No.62 / 2019 PBC No.91/2018
The pay element in Running Allowance for running staff would be 30% of the basic pay under
the |Railway Services (Revised Pay) Rules, 2016 for computation of the specified benefits
excluding retirement benefits. For the purpose of computation of retirement benefits of running
staff, an additional quantum of 55% of basic pay under the Railway Services (revised Pay)
Rules, 2016 would be reckoned.
In the case of Loco Inspectors governed by the scheme contained in Board’s letter dated
25.11.1992, an additional quantum of 30% of basic pay under the Railway (Revised Pay) Rules,
2016 whould be reckoned for the purpose of computation of pensionary benefits only.
The rates of Kilometreage allowance and Allowance in lieu of kilometreage (ALK) for running
staff in the Railway Services (Revised Pay) Rules, 2016 shall be as indicated below.
Sl.
No.
Category Grade
Pay /
Level
Rates of Kilometreage
Allowance (per 100
KMs) (in Rs.)
Rates of ALK
(per 160
KMs.) (in Rs.)
(1) (2) (3) (4) (5)
LOCO RUNNING STAFF
01 Loco Pilot (Mail) 4200/ 6 530 848
02 Loco Pilot (Passenger) / Sr. Motorman 4200/ 6 525 840
03 Loco Pilot (Goods) 4200/ 6 520 832
04 Loco Pilot (Shunting) Gr.I 4200/ 6 403 645
05 Loco Pilot (Shunting) Gr.II 2400/ 4 391 626
06 Sr. Fireman-I, Sr. Asst. Loco Pilot (Diesel /
Elect.)
2400/ 4 391
251 (Shunting)
626
07 Fireman-I, Asst. Loco Pilot (Diesel / Elect.) 1900/ 2 376 / 242 (Shunting) 602
08 Sr. Second Fireman 1900/ 2 376 / 242 (Shunting) 602
09 Second Fireman 1800/ 1 317 / 189 (Shunting) 507

TRAFFIC RUNNING STAFF
01 Mail Express Guard 4200/ 6 480 768
02 Sr. Passenger Guard 4200/ 6 475 760
03 Sr. Goods Guard 4200/ 6 475 760
04 Goods Guard 2800/ 5 470 752
05 Sr. Asst. Guard / Sr. Brakesman 2400/ 4 280 448
06 Asstt. Guard / Brakesman 1900/ 2 267 427

The rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance and Trip
Allowance payable to the running staff in the Railway Services (revised Pay7) Rules, 2016.
Allowance in lieu of Running Room Facilities
Category Revised Rates (in Rs.)

203

Loco Pilots 112
Guards 112
Loco Pilots (Shunting) 81
Firemen / Asstt. Loco Pilots (Diesel / Electric) 70
Brakesmen / Assistant Guards 70

Shunting Duty Allowance
Category Revised Rates (in Rs.)
Loco Pilots 104
Guards 82
Firemen / Asstt. Loco Pilots (Diesel / Electric) 73

Trip Allowance to Running staff working on High Speed Trains
Category Revised Rates (in Rs.)
Loco Pilots 75
Co-Driver (if approved) – Loco Pilot (Passenger) 56
Mail / Express Guard 56
Asst. Guard / Brakesman 37
The running staff may be granted the above named allowances at the above rates w.e.f.
01.07.2017 or from the date they elect in come over to the Railway Services (Revised Pay
Rules, 2016, whichever is later. The other terms and conditions for sanction of the above
named Allowances shall remain unchanged.
Additional Allowance to Running Staff: [RBE No.85/2017] The President has revised the
rates of Additional Allowance granted to certain categories of Running Staff viz., Loco Pilot /
Mail /Express, Loco Pilot Passenger / Motorman, Guard / Mail / Express and grant of Additional
Allowance as some other categories of Running Staff viz. Loco Pilot Goods and Sr. Passenger
Guard at the following rates.
i Rs.2,250/- per month to Loco Pilot Mail / Express
ii Rs.1.125/- per month to Loco Pilot Passenger / motorman
iii Rs.1,125/- per month to Guard Mail / Express
iv Rs. 750/- per month to Loco Pilot Goods
v Rs. 750/- per month to Sr. Passenger Guard
Dearness Allowance will be payable on this allowance. However, it will not count for pension
benefits. The category of “Tower Wagon Drivers” is not eligible for the grant of Additional
Allowance.
TRANSPORT ALLOWANCE: The President is pleased to decide that Transport Allowance
shall be admissible to Railway employee at the following rates –
Employees
drawing pay in Pay
Level
Rates of Transport Allowance per month
Employees posted in the
Cities as per Annexure
Employees posted at all
Other Places
9 and above Rs.7,200/- + DA thereon Rs.3,600/- + DA thereon
3 to 8 Rs.3,600/- + DA thereon Rs.1,800/- + DA thereon
1 & 2 Rs.1350/- + DA thereon Rs.900/- + DA thereon

204

The grant of Transport Allowance shall be subject to the following conditions:
The allowances shall not be admissible to those employees who have been provided with the
facility of Government transport.
In respect of those employees not who opt to continue in their pre-revised Pay –structure / Pay
Scales, the corresponding Level in the Pay Matrix of the post occupies on 01.01.2016 as
indicated in Railway Services (Revised Pay) Rules, 2016would determine the allowance under
these orders.
In respect of the categories viz. Visually impaired, Orthopedically handicapped, deaf and
dumb / hearing impaired, spinal deformity, shall continue to be paid Transport Allowance
at double the normal rates, subject to fulfillment of the stipulated conditions, which shall, in no
case, be less than Rs,2,250/- p.m. plus applicable rates of Dearness Allowance.
Officers drawing pay in Levels 14 and above in the Pay Matrix, who are entitled to the use of
official car shall be given the option to avail car facility or to draw Transport Allowance at the
rates of Rs,15,750/- plus D.A. thereon, the option examined by the administrative. In case, an
officer opts to draw Transport Allowance Rs.15,750/- p.m. plus D.S. thereon, he / she will not be
allowed to change his / her option during the remaining period of his / her current assignment. In
the case of the employees presently availing of the facility of workmen trains, an option is to be
given to the employees as a group to either avail themselves of the existing facility or to switch
over to the payment of transport allowance as admissible under these orders.
3. In the case of the employees presently availing of the facility of workmen trains, an option is
to be given to the employees as a group to either avail themselves of the existing facility or to
switch over to the payment of transport allowance as admissible under these orders.
4. Admissibility of Transport Allowance during the following circumstances:
(a) During Leave: The allowance will not be admissible for the calendar month(s) wholly
covered by leave.
(b) During deputation abroad: The allowance will not be admissible during the period of
deputation abroad.
(c) During tour: If an employee is absent from the Headquarters / Place of Posting for full
calendar Months(s) due to tour, he / she will not be entitled to Transport Allowance
during that / those calendar month / months. However, if the absence does not cover
any calendar month(s) if full. Transport Allowance will be admissible for full month.
(d) During training treated as duty: The allowance may be granted during such training.
If no Transport facility / Travelling Allowance / Daily Allowance is provided for attending
the training institute. During official tour in the training course, the allowance will not be
admissible when the period of the tour covers the whole calendar month. Also, during
training abroad, no Transport allowance will be admissible when the period of such
training covers the whole calendar month.
(e) During inspection / survey duty by Members of Special Parties within the city but
exceeding 8KMs, from the Headquarters OR during continuous field duty either in or

205

outside the Headquarters: Transport Allowance is given to compensate for the
expenditure incurred for commuting for both to and from between the place of duty and
residence. In case when one gets Road Mileage / /Daily Allowance or free
transportation for field / inspection / survey duty or tour for a period covering the whole
calendar month, he / she will not be entitled to Transport Allowance during that calendar
month.
(f) To vacation staff: Vacation staff is entitled to Transport Allowance provided no free
transport facility is given to such staff. However, the allowance shall not be admissible
when such vacation spell, including all kinds of leave, covers the whole calendar
month(s).
(g) During suspension: As a Government employee under suspension is not required to
attend office, he / she is not entitled to Transport Allowance during suspension where
suspension covers full calendar month(s). This position will hold good even if the
suspension period is finally treated as duty. Where suspension period covers a calendar
month partially. Transport Allowance payable for that month shall be reduced
proportionately.

These orders shall be effective from 1
st
July, 2017.
RBE No.117 / 2018: Persons with disabilities employed in Central Govt. regarding grant of
Transport Allowance as per 7
th
CPC rates, are eligible to draw Transport Allowance at double
the normal rates + DA thereon, irrespective of whether they are residing within the campus
housing the place of work and residence or Govt. or private accommodation within one KM of
Office.
Transport Allowance (VI-PC) Based on the recommendations of VI PC, with effect from 1-9-
08, the transport allowance is revised as follows:
The allowance is also admissible to those employees, who are provided with Government
accommodation within the distance of 1Km. or within the campus housing the place of work and
residence. In the case of Trackman of engineering department, the distance of 1 km is
measured from the toolbox.
In case of employees who are presently availing the facility of RCP and School Card Passes are
eligible for this allowance from the date of surrendering of such passes. .
Railways servants availing workmen special / trains have to give an option to avail train services
or transport allowance.
Transport allowance will not be allowed during the period of absence from duty exceeding 30
days due to leave, training, tour etc. Transport allowance is not taken as income for
calculation of income tax.
RBE No.14 / 2019: Transport Allowance at double the normal rates is admissible to Hearing
impaired employees also in addition to employees who are both deaf and dumb.

206

Transport Allowance at double the normal rates would be admissible to the ‘Hearing Impaired
employees having loss of sixty decibels or more in the better ear in the conversation range of
frequencies as per Persons with Disabilities (Equal Opportunities, Protection of Rights and Full
Participation) Act, 1995.
The admissibility of Transport Allowance at double the normal rates to above categories of
employees is subject to recommendation of the Head of ENT Department of a Railway or
Government Civil Hospital and fulfillment of other conditions applicable in respect of other
disabilities mentioned in [RBE No,111 / 2008]
These orders would be effective from 19.02.2014.
HOSPITAL PATIENT CARE ALLOWANCE AD PATIENT CARE ALLOWANCE – [RBE No.01 /
2008, 15 / 2018]
• Grant of Group ‘C’ & ‘D’ (non – ministerial) staff Railway employees working in Railway
Hospitals & Health Units / Clinics.
• It shall be subject to fulfilment of the following conditions.
• The grant of these allowances shall be limited to the following categories of Group C & D
(non-ministerial) railway employees working in railway hospitals and health units / clinics.
• Radiographer.
• Pharmacists (except exclusive Store Pharmacists and not involved in dispensing of
medicines)
• Laboratory Staff,
• Medical Technicians required coming to direct physical contact with patients (ECG,
EEG, Cardiac Pump, Dialysis etc.)
• Ambulance Drivers.
• Operation Theatre Assistants
• Attendants / Ayahs
• Ambulance Cleaners
• Stretcher bearers
• Safaiwalas
• Dental Hygienists. [RBE No.89 / No.2015] w.e.f.09.01.2018 [RBE No.13 / 2018]
• Physiotherapists / Occupational Therapists.
(b) Hospital Patient Care Allowance shall be admissible to the above specified Group C& D
(Non – Ministerial) railway employees working either in (i) railway hospitals having 30 beds or
more (ii) Super speciality railway hospitals having 10 beds or more,
(c) Patient Care Allowance shall be admissible to the above specified Group C & D (non-
ministerial) railway employees working either in (I) railway hospitals having less than 30 beds, or
(II) railway hospitals having less than 10 beds,, or (iii) railway health units / clinics.
(d) Hospital Patent Care allowance would be admissible @ Rs.700/- p.m. to the above specified
Group-C [Non-Ministerial] railway employees and @ 695/- p.m to the above specified Group D
(Non-Ministerial) railway employees.

207

(e) Patient Care Allowance would be admissible @Rs.690/- p.m. to the above specified Group
C & D (non – ministerial) railway employees.
(f) Hospital Patient Care Allowance / Patient Care allowance would be admissible
w.e.f.01.01.2008.
(g) Night Duty Allowance and / or Risk Allowance, if admissible to the above categories of staff,
shall cease to be admissible to them w.e..f. 01.01.2008.
Board has decided to double the existing rates for payment of HPCA / PCA to all eligible
Group’C’ ‘D’ (Non-Ministerial) employees working in Railwa6y Hospitals would be automatically
raised by 25% every time the Dearness Allowance and Health Units / Clinics w.e.f. 01.09.2008.
The amount of HPCA / PCA would be automatically raised by 25% every time the Dearness
Allowance on the revised pay structure goes up by 50%. This is subject to the following terms &
conditions. [RBE No.15/2013]
(i) HPCA / PCA may be admissible in case the individual proceeds on leave / training
for less than one calendar month.
(ii) HPCA / PCA may not be admissible in case the individual proceeds on leave /
training for more than one calendar month.
(iii) HPCA / PCA should not be admissible case of unauthorized leave.
Hospital Patient Care Allowance (HPCA) / Patient Care Allowance (PCA) have been introduced
on the Railways [RBE No.01/2008]. Subsequently, on implementation of 6
th
CPC was revised vide
RBE No.15 / 2013, 74 / 2013]. It shall be admissible only to existing eligible ”C” and “D” (Non-
Ministerial) Railway employees as per R1H3 of the newly proposed Risk and Hardship Matrix
(Rs.4100 for level 8 and below and Rs.5300 for level 9 and above). The revised rates of HPCA /
PCA shall be admissible with effect from the 1
st
of July, 2017. [RBE No.15 / 2018]

RISK AND MATRIX ALLOWANCE: [RBE No.110 / 2017] Risk and Hardship Matrix is revised the
special Level Crossing (LC) Gate Allowance to Track Maintainers deployed for manning any of
the Engineering Gates to be paid as per cell R3H3.
This allowance will be Rs.1,000/- per month upto level 8 in Pay Matrix (VII CPC) and Rs.1,200/-
per month for Level 9 and above in Pay Matrix (VII CPC).
The rate of this allowance will further increase by 25% each from DA rises by 50%. The revised
rates of allowance shall be admissible with effect from the 1
st
July, 2017.
It is only the category of “Track Maintainer’s” (that of track maintainers I, II, III, IV) who are
eligible for payment of Risk and Hardship Allowance in terms of RBE No.87 / 2017.
Apart from Track Maintainers not other category of Railway employees has bee included for
payment of the Risk and Hardship Allowance.

208

Revised the grant of Risk and Hardship Allowance to Track Maintainers – I, II, III, IV of Indian
Railways as per Cell R3H2 Rs.2,700/- for level 8 and below and Rs.3,400/- for level 9 and
above of Risk and Hardship Matrix. This order shall take effect from 01
st
July, 2017. (RBE
No.87/2017)
Revised the rate of Risk allowance Rs.135/- per month with effect from 01
st
July, 2017. The
categories / staff engaged in the jobs who are eligible for grant of Rist allowance is amended
with this letter.
The categories who are in receipt of HPCA / PCA are not eligible for grant of Risk Allowance.
RBE No.34/2018: Track Maintainers selected and posted as Gatemen in Engineering Gates
who are eligible for the Special LC Gate Allowance would continue to get their Risk and
Hardship Allowance also. Such Special LC Gate allowance however will be paid only for the
period the Track Maintainer remains actually posted as Gateman.
RBE No.32 / 2018: List of categories / staff engaged in the following jobs are eligible for grant
of Risk Allowance.
1. Those directly engaged in spray painting.
2. Those directly engaged in galvanizing tanks effluent treatment plant, manufacturing of
insulation components including hazarders channel etc.
3. Those directly engaged in use of electrotypes.
4. These directly exposed to matrix dust, fumes generated from rush bakers smoke from
the furnace, carbon burst shops.
5. These directly working in Melting shop in all founder’s where scrap is used.
6. Moulding shop in Rail Wheel Factory / Bangalore.
7. Those directly engaged in chrome plating.
8. Safaiwalas directly working in underground drams / sever pipes, cleaning of man-hour.
9. Safaiwalas directly working in sewerage treatment plant in workshops.
10. Mabm Khalasis directly engaged in spraying pesticide handling, acids anti larval drags
etc.
11. Chest clinic staff.
12. X Ray Attendants.

Additional Post Allowance: The existing allowances viz. Acting Allowance and Dual Charge
Allowance have been abolished as a separate allowance and the eligible employees are now to
be governed by the newly proposed Additional Post Allowance. [7 CPC recommendation RBE No.128 /
2018 / PBC No. 12 /2017, 50/2018]
An employee formally appointed to hold full charge of the duties of a higher post, in addition to
the duties of his own post, will be entitled to draw the pay that would be admissible to him if he
was appointed to the higher post on regular basis OR 10 percent of his present Basic Pay per
month, as Additional Post Allowance, which is more beneficial, provided the sum total of his
Basic Pay and Additional Post Allowance does not exceed the Apex Pay i.e. Rs.2,25,000/-

209

An employee formally appointed to hold full charge of the duties of a post on similar level as his
own post, in addition to the duties of his own post, will be entitled to draw 10 percent of his
present Basic Pay per month, as Additional Post Allowance, provided the sum total of his Basic
Pay and Additional Post Allowance does not exceed the Apex Pay.
No additional Post Allowance should be paid to an employee who is appointed to hold current
charge or the routine duties of an additional post, irrespective of the duration of current charge.
The allowance will be admissible only if the duration of additional charge exceeds 45 days.
The arrangement cannot continue for a particular vacant post for more than 1 year and for a
particular employee for more than 6 months at a stretch. In addition, there shall be a minimum
gap of 1 year between two such successive appointments of a particular employee.
Additional Post Allowance will be granted to Junior Commissioned Officers (JCOs) of the Army
& equivalent in Navy and Air Force for holding appointment of Captain & equivalent and Major &
equivalent. Para 645 to 650 of IREM Vol.I which are not modified by provisions of this OM will
continue.
Additional Post Allowance will not be granted to an employee for holding additional charge of
lower post. These orders shall be effective from 1
st
July, 2017.

210

TECHNICAL RESIGNATION : The undersigned (Mukesh Chaturvedi) Director is directed to
refer to this Department’s OM of even number dated the 26
th
December 2013 on the above
subject and to say that guidelines / instructions regarding Technical Resignation have been
issued from time to time. It is now proposed to further consolidate these instructons, as the
Department conditions to receive frequent references on these issues.
2.1. TECHNICAL RESIGNATION & LIEN – Consolidated guidelines [RBE No.21/2017 / PBC
No.35/2017]:
2.1.1. The resignation is treated as a technical formality where a Government a servant has
applied through proper channel for a post in the same or some other Department, and is on
selection, required to resign the previous post for administrative reasons. The resignation will
be treated as technical resignation if these conditions are met, even if the Government servant
has not mentioned the word “Technical” while submitting his resignation. The benefit of past
service, if otherwise admissible under rules; may be given in such cases. Resignation in other
cases including where competent authority has not allowed the Government servant to forward
the application through proper channel will not be treated as a technical resignation and benefit
of past service will not be admissible. Also, no question of benefit of a resignation being treated
as a technical resignation arises in case of is being from a post held on ad hoc basis.
2.1.2. This benefit is also admissible to Government servants who have applied before joining
the Government service and on that account the application was not routed through proper
channel. The benefit of past service of past service is allowed in such cases subject to
fulfillment of the followings:
(i) The Government servant should intimate the details of such application immediately on their
joining;
(ii) The Government servant at the time of resignation should specifically make a request,
indicating that that his is resigning to take up another appointment under the Government for
which he applied before joining the Government service,
(iii) The authority accepting the resignation should satisfy itself that had the employee been in
service on the date of application for the post mentioned by the employee, his application would
have been forwarded through proper channel.
2.2. Carry forward of Leave benefits:
(i) In terms of Rules 9(2) of the CCS (Leave) Rules,1972, Technical resignation shall not result
in the lapse of leave to the credit of the Government servant. The balance of balance of utilized
Child Care Leave (CCL) as well as all other leave of the kind due & admissible will be carried
forward.
(ii) As per rule 39-D of the CCS (Leave) Rules 1972, in case of permanent absorption in PSUs /
Autonomous Bodies / State Government etc., the Government servant shall be granted cash
equivalent of leave salary in respect of EL &HPJ at his credit subject to overall limit of 300 days.

211

2.3. Carry Forward of LTC: Entitlement to LTC may be carried forward in case of a Central
Government Servants who joins another post after having submitted Technical Resignation. In
case of a Government Servant who resigns within 8 years of his appointment and joins another
post in the Government after Technical Resignation, the Government Servant will be treated as
a fresh recruit for a period of of his appointment and joins another post in the Government after
Technical Resignation, the Government Servant will be treated as a fresh recruit for a period of
8 years from the date of his initial appointment under Government. Thus if a Government
Servant joins another Department after serving in Government for 4 years, he will be treated as
a fresh recruit for 4 years in the new Department.
2.4. Pay Protection, eligibility of past service for reckoning of the minimum period for
grant of Annual Increment. In cases of appointment of a Government to another post in
Government on acceptance of technical resignation, the protection of pay is given. Thus, if the
pay fixed in the new post is less than his pay in the post he holds substantively, he will draw the
presumptive pay of the pay he holds substantively as defined in FR 9 (24). Past service
rendered by such a Government servant is taken into account for reckoning of the minimum
period for grant of annual increment in the new post / service / cadre in Government under the
provisions of FR 26 read with Rule 10 of CCS (RP) rules, 2016. In case the Government
servant rejoins his earlier posts, he will be entitled to increments for the period of his absence
from that post.
2.5. GPF transfer: Transfer of GPF on technical resignation would be governed by Rule 35 of
the General Provident Fund (Central Services) Rules, 1960.
2.6. Seniority: On technical resignation, seniority in the post held by the Government servant
on substantive basis continues to be protected. However, in case of a Government servant
deciding to rejoin his substantive post, the period spent in another department which he had
joined after submitting his technical resignation will not count for minimum qualifying service for
promotion in the higher post.
2.7. Applicability of Pension Scheme: In cases where Government servants, who had
originally joined government service prior to 01.01.2004, apply for post in the same of other
Departments and on selection they are asked to tender technical resignation, the past services
are counted towards pension if the new post is in a pensionable establishment in terms of Rule
26(2) of CCS (Pension) Rules, 1972. They will thus continue to be covered under the CCS
(Pension) Rules, 1972 even if they join the new post after 01.01.2004.
2.8. New Pension Scheme: In case of ‘Technical Resignation’ of Government servant
covered under Nation Pension System (NPS), the balance standing to their Personal
Retirement Account (PRA) along with their PRAN will be carried forward to the new office.
2.9. Transfer of Service Book from parent Department to present Department: As per
SR – 198, the Service Book is to be maintained for a Government servant from the date of his /
her first appointment to Government service and it must be kept in the custody of the Head of
Office in which he is serving and transferred with him from office to office.

212

2.10. Need for Medical Examination: In cases where a person has already been examined
by a Medical Board in respect of his previous appointment and if standard of medical
examination prescribed for the new post is the same, then he need not be required to undergo a
fresh examination.
2.11: Verification of Character & Antecedents: In the case of a person who was originally
employed in an office of the Central Government, if the period intervening between date of
discharge from his previous office and the date of securing a new appointment, is less than a
year, it would be sufficient if the appointing authority, before making the appointment, satisfies
itself by a reference to the office in which the candidate was previously employed that (a) that
office have verified his character and antecedents; and (b) his conduct while in the employ in
that office did not render him unsuitable for employment under Government, if however, more
than a year has lapsed after the discharge of the person from his previous office, verification
should be carried out in full / fresh.
3.1. Lien:
3.1.1: Lien is defined in FR 9 (13). It represents the right of a government employee to hold a
regular post, whether permanent or temporary either immediately or on the termination of the
period of absence. The benefit of having a lien in a post / service /cadre is enjoyed by all
employees who are confirmed in the post / service / cadre of entry or who have been promoted
to a higher post, declared as having completed the probation where it is prescribed. It is also
available to those who have been promoted on regular basis to a higher post where not
probation is prescribed under the rules, as the case may be.
3.1.2. The above right will, however, be subject to the condition that the junior most person in
the cadre will be liable to be reverted to the lower post / service / cadre if at any time the number
of persons so entitled is more than the posts available in that cadre / service.
3.2 Lien on a post: A Government servant who has acquired a lien on a post retains a lien
on that post –
(a) While performing the duties of that post;
(b) While on Foreign Service, or holding a temporary post or officiating in another post;
(c) During joining time on transfer to another post, unless he is transferred substantively to a
post on lower pay in which case his lien is transferred to the new post from the date on which he
is relieved of his duties in the old post;
(d) While on leave; and
(e) While under suspension.

A Government servant on acquiring a lien on a post will cease to hold any lien previously
acquired on any other post.

3.3. Retention of lien for appointment in another central government office / State
Government.

(i) A permanent Government servant appointed in another Central Government
Department / Office / State Government has to resign from his parent department
unless he reverts to that department within a period of 2 years, or 3 years in

213

exceptional cases. An undertaking to abide by this condition may be taken from him
at the time of forwarding of his application to other departments / offices.
(ii) The exceptional cases may be when the Government servant is not confirmed in the
department / office where he has joined within a period of 2 years. In such cases he
may be permitted to retain the lien in the parent department / office for one more
year. While granting such permission, a fresh undertaking similar to the one
indicated above may be taken from the employee.
(iii) Timely action should be taken to ensure extension / reversion / resignation of the
employees to their parent cadres on completion of the prescribed period of 2/3 years.
In cases, where employees do not respond to instructions, suitable action should be
initiated against them for violating the agreement / undertaking given by them as per
(i) and (ii) above and for termination of their lien. Adequate opportunity may,
however, be given to the officer prior to such consideration.
(iv) Temporary Government servants will be required to severe connections with the
Government in case of their selection for outside posts. No lien will be retained in
such cases.

3.4 Termination of Lien
3.4.1. A Government servant’s lien on a post may in no circumstances is terminated even
with his consent if the result will be to leave him without a lien upon a permanent post.
Unless his lien is transferred, a Government servant holding substantively a permanent post
retains lien on that post. It will not be correct to deny a Government servant lien to a post he
was holding substantively on the plea that he had not requested for retention of lien while
submitting his Technical Resignation, or to relieve such a Government servant with a
condition on that no lien will be retained.

3.4.2. A Government employee’s lien on a post shall stand terminated on his acquiring a lien
on a permanent post (whether under the Central Government or a State Government)
outside the cadre on which he is borne.

3.4.3. No Lien shall be retained:
a. where a Government servant has proceeded on immediate absorption basis to a post
or service outside his service / cadre / post in the Government from the date of absorption;
and
b. on foreign service / deputation beyond the maximum limit admissible under the
orders of the Government issued from time to time.

3.5. Transfer of Lien: The lien of a Government servant, who is not performing the duties of
the post to which the lien pertains, can be transferred to another post in the same cadre,
subject to the provisions of Fundamental Rule 15.

3.6 Joining Time, Joining Time Pay & Travelling Allowance.
Provisions relating to joining time are as follows:

3.6.1. For appointment to posts under the Central Government on results of a competition and /
or interview open to Government servants and others, Central Government employees and

214

permanent / provisionally permanent State Government employees will be entitled to joining
time under the CCS (Joining Time) Rules, 1979. Joining Time will be included as qualifying
service in the new job.

3.6.2. A Government servant on joining time shall be regarded as on duty during that period
and shall be entitled to be paid joining time pay equal to the pay which was drawn before
relinquishment of charge in the old post. He will also be entitled to Dearness Allowance, if
any, appropriate to the joining time pay. In addition, he can also draw compensatory
allowances like House Rent Allowance as applicable to old station from which he was
transferred. He shall not be allowed Conveyance Allowance or permanent Travelling
Allowance.

3.6.3. For appointments to posts under the Central Government on the basis of results of a
competition and / or interview open to Government servants and others, Central
Government employees and permanent / provisionally permanent State Government
employees shall be entitled to Transfer Travelling Allowance (TTA). However, temporary
Central Government employees with less than 3 years regular continuous service would not
be entitled for TTA, as they are not entitled joining time pay under Joining Time Rules.

4. All Ministries / Departments are requested to bring the instructions / guidelines to the
notice of all concerned.

215

LEGAL MATTERS (COURT CASES)
Central Administrative Tribunal (CAT) - The parliament by constitutional Amendment No.42
provided for establishment of tribunals vide article 323A of the constitution of India on 27
February 1985. Tribunals were established with effect from November 1, 1985 by Central
Government. Article 323A provided that, parliament may by law provide for the adjudication or
trial by administrative tribunals for disputes and complaints with respect to recruitment and
conditions of service of persons appointed to public services and posts in connection with the
affairs of the union or of any state or of any local or other authority within the territory of India or
under the control of the Government of India or of any, corporation owned or controlled by the
Government.

Since Central Government has established administrative tribunals w.e.f. November 1, 1985 as
such all cases pending in different high court on service matters covered by the jurisdiction of
Tribunals were transferred to the Tribunals.

Objects of CAT - Speedy and inexpensive adjudication or trial of disputes or complaints
regarding recruitment and conditions of service of Central Government Employee’s.

Who are covered under the Act - All employees of All India Services, members of Civil
services of the Union, Persons holding Civil posts under Union, Persons holding civil posts
connected with defence or in the defence services.

Who are excluded under the Act - Members of all Armed Forces, Navy and Air Force, officer
or employee of Supreme Court and High Courts, Secretarial Staff of Parliament, Persons
governed by Industrial dispute act in respect of matters governed by the said Act.

Constitution of CAT - The headquarter of CAT is at New Delhi and called as principal Bench
and other benches are at all over country where there is a seat of High Court. The head of
Principal bench is a chairman (who must be a judge sitting or otherwise) assisted by 4
member’s out of which 2 are judicial and the two are administrative. In other benches, the head
is Vice-chairman and out of members at least one shall be judicial. Chairman and Vice-
chairman retire at the age of 65 years where as other members retire at the age of 62 years.

Benches and Jurisdiction - On 1st November 1985, Principle bench of CAT was established
at Delhi and the circuit benches were established initially at 4 other places thereafter number of
circuit benches were increased and at present 17 circuit benches are working within the territory
of India. The following are the details or benches along with their jurisdiction.:-
SN Bench Jurisdiction of the Bench
1. Principal Bench
(New Delhi)
Union Territory of Delhi
2. Ahmedabad Bench State of Gujarat
3. Allahabad Bench State of Uttar Pradesh, excluding 12 districts mentioned
under S.No. 4 which are under the jurisdiction of Locknow
Bench.
4. Lucknow Bench Lucknow, Hardoi, Kheri, Rai Bareilly, Sitapur, Unnao,
Faizabad, Bahraich, Barabanki, Gonda, Pratapgarh and
Sultanpur.
5. Bangalore Bench State of Karnataka
6. Calcutta Bench State of Sikkim and West Bengal and Union Territory of

216

Andaman & Nicobar Islands.
7. Chandigarh Bench State of Jammu & Kashmir, Haryana, Himachal Pradesh and
Punjab and the Union Territory of Chandigarh.
8. Cuttack Bench State of Orrisa.
9. Ernakulam Bench State of Kerla and Union Territory of Lakshadweep.
10. Guwahati Bench State of Assam, Manipur, Meghalaya, Nagaland, Tripura,
Arunchal Pradesh and Mizoram.
11. Hyderabed Bench State of Andhra Pradesh.
12. Jabalpur Bench State of Madhya Pradesh.
13. Jodhpur Bench State of Rajasthan, excluding 11 districts mentioned in
S.No.14 which are under the jurisdiction of Jaipur Bench.
14. Jaipur Bench Ajmer, Alwar, Bharatpur, Bundi, Jaipur, Jhalawar, Jhunjhunu,
Kota, Sawai Madhopur, Sikar & Tonk.
15. Madras Bench State of Tamil Nadu and the Union Territory of Pondicherry.
16. Bombay Bench State of Maharashtra, Goa and the Union Territory of Dadra
& Nagar Haveli.
17. Patna Bench State of Bihar.

Powers of the Tribunals - Under section 22 of CAT Act, it has got all the powers exercisable
by all courts (except by supreme court under article 136). It shall also have powers in respect of
contempt of itself. It shall not be bound by Indian Penal Code procedure but have the same
powers as Civil Courts for summoning witnesses, discovery of documents, evidence on affidavit,
reviewing of its own decisions.

Language of the Tribunal - English, but parties may file documents in Hindi if they so desire.
Bench may, in its discretion permit the use of Hindi in proceedings However, the final order shall
be in English.

Tribunals’ power to punish for contempt - Under section 17 of Tribunals Act 1985, A tribunal
shall have and exercise same jurisdiction, powers and authority in respect of contempt of itself
which a High Court has under the contempt of courts Act 1971.

Application to Tribunals - Under section 19 of CAT Act, a person aggrieved by any order
pertaining to any matter within the jurisdiction of a tribunal may make an application to the
tribunal for the redressal of his grievance, under section 20 of CAT Act, one has to exhaust
departmental remedy available to him under service rules for redressal of his grievance. A
tribunal shall not ordinarily admit an application unless it is satisfied that the applicant had
availed of all the remedies available to him under the relevant service rules as to redressal of
grievances.

Limitation - Under section 21 of CAT Act, one can file an application before CAT as under:-
1. Within one year from the date of last order passed from which the applicant is aggrieved.
2. Within one year after waiting for 06 months for disposal of an appeal / representation given
to department. The limitation of one year will start on expiry of 06 months of filing a
representation, which has not been disposed off.

Interim Orders - Under section 24 of CAT Act 85, CAT has been delegated with powers of
granting Interim relief to the applicants subject to the following conditions. :-
(a) Copies of such application and of all documents in support of the plea for such interim order
are furnished to the party against which such application is made or proposed, and

217

(b) Opportunity is given to such party to be heard in the matter.
Tribunal may dispense with the above requirements and pass an interim order as an
exceptional measure if it is satisfied, for reasons to be recorded in writing.

Review petition - Tribunal has the same powers of review of its decisions as are vested in Civil
Court under the code of civil procedure. Review petition can be filed within 30 days of the
communication of order. Review petitions lie only when there is a glaring omission, patent
mistake or grave error in the judgment and will be disposed off by the same bench which
passed the order either by circulation or after hearing the parties.

Appeal against the order of CAT - The person not satisfied with decision of CAT may go for
appeal in divisional bench of respective high court against the order of CAT from which he is
aggrieved. Along with Appeal, he has to file a stay petition also for staying the operation of order
of CAT. This appeal is to be filed within reasonable time. Normally it is 90 days from the date of
communication of order. (Earlier the appeal against the order of CAT was filed in Hon Supreme
Court of India. But now as per the orders passed by Hon Supreme Court in S. Chandra Kumar’s
case, the appeal is filed in High Court).

Special Leave Petition (S.L.P.) - It is a petition being filed in the supreme court of India against
the order of Hon High Court by the person not satisfied with the decision of High Court within
90 days from the date of communication of order of High Court. It is filed along with
application for stay of order of High Court. In Railway, the Powers regarding filing of SLP rests
with Railway Board. As such divisional officer of Division forward the proposal of S.L.P. to their
Head Quarters Office and if Head Quarter Office is satisfied with the proposal, than they
approach Railway Board for filing SLP.

Court cases under various Welfare Labour Acts - Apart from the cases filed before the
CAT by the Central Govt. Employee in connection with the service matters, the Railway
administration has to defend the other cases also filed by the employees.

The cases under the various welfare labour acts are being filed in different courts for e.g. under
the Railway act the matter are being filed before the Railway Magistrate. Matters under the
payment of wages are being filed before the payment of wages authority and the matters under
the workmen compensation act are being filed before workman compensation commissioner for
compensations in case of death or of any injury caused to the employee during the course of
employment.

The cases under the Industrial disputes Act are to be filed before Assistant Labour
Commissioner and competent labour tribunal.

Various Courts - The following are the various courts, the pending cases therein are to be
defended by the Rly. Administration.
1. Supreme Court of India
2. High Courts
3. Central Administrative Tribunals
4. District and Munsif Courts
5. Railway claims Tribunals
6. Labour Courts
7. Arbitrator
8. Estate Officer Court

218

9. Income Tax & Sales Tax authorities
10. Motor Accident claims Tribunal

Procedure:
On receipt of notice from any court, the following procedure is to be adopted for contesting the
case effectively.
i) Appointment of Railway Advocates:- It is to be appointed by the cadre officer
immediately on receipt of court notice.
ii) Signed vakalatnama by the authority competent in favour of Rly advocate is to be given to
Rly advocate for contesting the case in favour of Railways.
iii) Rly Advocate is to be provided with written statement of concerned court case for drafting
reply to the court case along with relevant documents reference of which is given in written
statement.
iv) On receipt of reply drafted by Rly. Advocates, the reply is to be checked and got signed by
the competent authority. It is to be ensured the reply to court case is to be filed in time and
as far as possible it must be filed on first hearing.

Labour Enforcement Officer (L.E.O.):
L.E.O. is appointed under the regional labour commissioner (R.L.C.) central and working under
the direction of Assistant labour commissioner (A.L.C.) central. The duties and the main
functions of L.E.O. is to inspect various locations where the labour are employed, to ensure on
behalf of labour commissioner that labour are recruited and discharged in accordance with the
provisions made in the various labour laws and the extract of labour laws (P.W.A., M.W.A.,
H.O.E.R. and I.D. Act) are displayed at the site of work as required under the provisions of act.
The irregularities, if any noticed during his inspection are intimated to the official concerned.

Fee Payable to Government Counsel before various High Courts and before various
Benches of Central Administrative Tribunals but excluding the High Court of Bombay
and Calcutta with effect from 10
th
July, 2009.
SN Item of Work Revised Fee
1 i) Assistant Solicitor
General of India of India in
different High Courts and
Central Government
Standing Counsel of Delhi
High Court.
Retainer Fee
Assistant Solicitors General of
various High Courts excluding
Bombay and Calcutta High Courts
CGSCs of Delhi High Court.
Rs. 3000/- per month.
2 i) Assistant Solicitors
General of India of India in
different High Courts/
Central Govt. Standing
Counsel of Delhi High
Court / Central Govt.
Counsel / Pleader in
different High Courts
i) Civil or Criminal Writ Petitions
under Article 226 & 227 of the
Constitution, Contempt Petitions,
Criminal / Civl Revision Petitions,
Reference to the High Court under
Sales Tax Act and Banking
Company Petitions.
Rs. 1500/- per effective
hearing

Rs. 300/- per non-
effective hearing
(subject to maximum of
five hearings in a case)
ii) Petitions under Article 132 or
133 of the Constitution in Civil or
Criminal Cases.
Rs. 1,500/- per effective
hearing (subject to max.
of Rs. 3000/- in a case)
iii) Original Suits, Civil Appeal
from Decrees in Suits and
proceedings including second
Ad. Valoram / regulation
fee (subject to maximum
of Rs. 30,000/- in a

219

appeal and land acquisition
appeal except LPA from Petitions
under Article 226 & 227 of the
Constitution (including drafting
fee)
case).
iv) Company Petitions To be regulated by the
rule contained in
Appendix (iii) of the
Company (Court) Rules,
1959.
v) Drafting of pleadings – counter
affidavits / returns / answer to Writ
Petitions / Grounds of Appeal and
application for leave to appeal to
the Supreme Court.
Rs. 900/- per pleading
vi) Drafting of Civil Misc.
applications to petitions under the
Indian Succession Act, Contempt
of Court proceedings and other
proceedings of an original nature
Rs. 750/- per petition.
vii) Civil Misc. petitions, forma
paupers, transfer petitions and
other civil misc. petitions of routine
nature
Rs. 300/- per petition
viii) consultation / conference fee Rs. 300/- per conference
(subject to maximum of
4 conferences in a case)
ix) Appearance before the High
Court in application under Section
34 & 37 of the Arbitration and
Conciliation Act, 1996

x) Appearance before Arbitrator /
Umpires etc.
Rs. 1500/- per effective
hearing

Rs. 300/- per- non-
effective hearing
(subject to a maximum
of 5 hearing in a case).

Rs. 300/- per non-
effective hearing
(subject to a maximum
of 5 hearings in a case)
Railway Board’s letter No. 2007/LC/17/2 dated 10.07.2009

Fee payable to Railway Advocate in CAT

220

1) Civil or criminal writ Petitions
under Article 226 & 227 of the
constitution or Special
Appeals from orders made in
such petitions.

If in case hearing on writ Petition
goes on for more than 3 days.
Rs 2250/- Per Case.

Rs 375/- Per Case per day but not more than refresher
fee.
2) Petitions under Article 132 or 133
of Constitution in Civil & criminal
cases.
Rs. 300/- Per Case.
3) Civil or criminal Revision Petitions Rs. 1050/- Per Petition.
4) Civil Miscellaneous Applications
or Petitions under Indian
Succession Act, Contempt.
Rs. 750/- Per Case.
5) Reference to the High Court under
Sales Tax Act and Banking
Company Petitions.
Rs. 1050/- Per Case or amount fixed by Court whichever
is higher.
6) Examination of title deeds. 2% of the amount or minimum Rs. 120/- Maximum Rs.
1200/-
7) Civil Miscellaneous Petition Rs. 300/- Per Petition.
8) Written Opinion Rs. 450/- Per Petition.
9) For drafting, pleading written
statement in suits & counter
Affidavits / Returns Answers to
the writ Petitions
Rs. 750/- Per Pleading.
10) Appeal under foreign Exchange
Regulation Act 1998
Rs. 1800/- Per Appeal.
11) For attending arbitration cases of
Railways at their headquarters
the Counsel will be entitled to a
fee of Rs. 240/- for the first hour
and Rs. 120/- Per Half hour of
hearing, thereafter provided,
however that no fee will be
payable where a case is
adjourned for reasons personal to
him or after advance notice to
him.

For appearance in the case in Subordinate Court at the
Headquarter will be paid Rs. 750/- for the first day and
Rs. 450/- for each subsequent day.

Out of Headquarter – when the counsel is required to go
out of headquarter in connection with Railway Litigation,
he will be entitled to daily fee of Rs. 1200/- Per Day.

Travel / Hotel expenses: Lump sum amount of Rs. 300/-
for conveyance charges & Rs. 600/- Per day maximum
for hotel or actual.

CENTRAL ADMINISTRATIVE TRIBUNAL - Introduction: In order to appreciate in proper
perspective and the need for handling the original applications filed before various Benches of
the CAT, we have to dwell little on the circumstances under which Tribunal came into being, its
function and powers.
Article 323 A (1) was added to the Constitution in 1976 which empowers the Parliament to set
up Tribunals for dealing with disputes and complaints with respect to recruitment and conditions
of service of persons appointed to Public service and posts in connections with the affairs of the

221

Union. The Administrative Tribunal Act 1985 was accordingly enacted by Parliament. The
composition of the Tribunal, qualification and mode of appointment of its presiding officers and
members has been laid down in the Act. The Administrative Tribunal functions as an alternative
and not as a supplementary to the High Court.
After the Tribunal was constituted, the jurisdiction of civil courts including High courts was
excluded and the Tribunal is now the final arbiter as far as recruitment and service matters of
the Government Servants are concerned. The Tribunal was set up with a view to dispose of the
cases with speed and expedition and to improve the quality of justice. Justice V.S. Malimath,
said cases were seen by courts earlier, “With a legalistic angle alone, without having proper
understanding of the Administrative angle.” This has been removed by inclusion of an
Administrative member in each Bench. This should be fully exploited while filing reply statement
by bringing out clearly administrative orders to stress the facts as to why the prayer of the
applicant cannot be allowed.
Application: A person aggrieved by any order pertaining to any matter can make an
application to the Tribunal for redress of his grievances. The Jurisdiction of the Tribunal extends
not only to the actual employment but also relating to recruitment.
An application is not to be admitted unless the applicant has exhausted all remedies available to
him under the relevant service rules as to the redress of grievances. However, this rule is not
absolute and the Tribunal may entertain an application in extraordinary circumstances.
A person is deemed to have availed of all the remedies available to him if a final order has been
made by the Government or other authority or officer or other person competent to pass such
order under such rules, rejecting any appeal preferred or representation made by such person
in connection with the grievances.
When no final orders has been made by the Govt. or any authority or officer or other person
competent to pass such order with regard to appeal preferred or representation made by such
person, if a period of six months, from the date on which such appeal was preferred or
representation was made, has expired.
The Act further lays down the limitation period beyond which the Tribunal would not entertain an
application under normal circumstances.
Procedure: The Tribunal is not bound to follow the procedure laid down in the code of civil
procedure 1908, but shall be guided by the principles of Natural Justice. The Tribunal has the
power to regulate its own procedure and shall decide every application made to it as
expeditiously as possible. The parties to the dispute may appear in person or be represented by
a lawyer before the Tribunal.
The Supreme Court has held in a case between Union of India Vs. Parmananda that the
Tribunal must confine itself to the limits of judicial review. The appeal against the decision of the
Administrative Tribunal is prescribed under Article 136 of the Constitution.

222

No interim orders, Whether by way of injunction or stay or in any other manner shall be made on
an application unless copy of the application along with other documents are furnished to the
party against whom such an application is made and opportunity is given to such party to be
heard in the matter. As an exceptional measure however, the Tribunal can dispense with the
above procedure.
Despite the legal provisions being contrary, exparte interim orders staying administrative actions
or orders are issued in many cases. The law says that exparte order can be issued in
exceptional circumstances valid for 14 days. The demand of the law is that the administration
should approach CAT within 14 days to put across their point of view and to try for the vacation
of such interim stay orders.
As soon as an application is filed before the CAT, arrangements should be made to receive
application along with accompanying documents relied upon (Annexure) through the nominated
Railway Advocate. It would be also better if an Inspector of Personnel Branch is deputed to CAT
in the forenoon every day. The application can be opposed at the Admission stage itself inter-
alia on the following grounds viz.
Time limitation
Non exhaustion the remedies available
Territorial jurisdiction of the Bench
Non impleading proper persons as respondents
Pendency of Similar dispute in any other Tribunal or Court.
Applicant is not eligible to approach CAT
Any other legal or administrative aspects

This course will be possible particularly, if the Railway office is situated in the same place where
the Tribunal functions or where a Personnel Officer has been nominated to exclusively deal with
such cases.
In terms of Rule 12 of the CAT (procedure) Rules 1987, each respondent intending to contest
the application shall file in triplicate the reply to application and the documents relied upon in
paper-book form with the Registry within one month of the service of notice of the application on
him. In reply the respondent shall specifically admit, deny or explain the facts stated by the
applicant in his application and may also state such additional facts as may be necessary. The
documents shall also be filed along with the reply. A copy of the reply along with the documents
shall be served on the applicant or his legal practitioner and file proof of such service in the
registry. The Tribunal may allow filing of the reply after the prescribed period. In the
circumstances, utmost endeavour should be made to file the reply statement within one month
from the date of receipt of O.A. As a first step, arrangements should also be made for the quick
transmission of the O.A. as soon as the Law Officer or Personnel Inspector or Railway Advocate
receives it. It is also now common that some of the Benches of the CAT, after giving one or two
extensions, impose fine on the respondents for not filing the reply statement in time, which is
most embarrassing to the individual Officer, as well as to the Administration.
Preparation of Reply Statement: At the outset it should be examined as to whether first of all
the O.A. should be contested from the following angle.

223

Why the prayer cannot be allowed.
The implications by allowing the prayer.
Whether any extent orders of the Board or Headquarters are violated.
Whether the time, energy and money spent in defending the O.A is worth the cause. If it is
decided to contest, then the reply statement is to be prepared.

Usually the procedure followed in the office is to prepare parawise remarks along with brief
history of the case and sent it to the R.A who is supposed to make it in legal parlance and
return. This will be faired and again sent to R.A duly signed for filing. The Personnel Officer can
prepare the reply statement to avoid delay.
It is worth recalling at this stage the advice of Justice V.S. MALINMATH, given while
inaugurating the “workshop on CAT” at RailwayStaffCollege, Vadodra, that “In most of the
cases, you (Railways) have lost because of your view-points, your facts, your problems are not
placed before the Tribunal in proper perspective”.
The points to be born in mind while preparing the reply statements are-
All the points given earlier by the administration while opposing.
Full history of the case i.e. Administration’s side story should be indicated coherently, cogently
and chronologically bringing out as to why and how the relief sought for by the applicant could
not be allowed and its implications. The arguments against the grounds or points brought out by
the applicant.
Other similar cases decided in favour of the administration by the same Tribunal or any judicial
forum.
If any case is cited in the O.A, arguments as to how they are not relevant.
If any orders of the Railway Board or Head quarters are assailed or where the Railway Board or
Head quarter’s officers have been impleaded as respondent, then the draft reply statements
should be approved by CPO.
Where in any DAR or transfer case, the executive officer is impleded as a respondent, it is
better to show the papers to the branch officers and his approval obtained.
Copies of all documents, rules, letters, etc, quoted in the reply statement are enclosed as
annexure R1, R2 etc.
It should be ensured that the Railway Advocate files the reply before the CAT and also delivers
immediately a copy to the advocate of the applicant. In DAR cases, where the applicant has
filed O.A challenging the penalty without exhausting the remedies available to him these should
be brought out very clearly.
In administrative transfer cases, the circumstances under which the transfer was ordered should
be brought out in detail. In one administrative transfer case of an officer even the vigilance

224

report was shown to the members of the Bench to prove the bonafide intention of the
Administration in ordering the transfer.
Gist of decisions in CAT cases published by the Railway Board on various subjects can be
made use of. The counter has to be signed by the Personnel Officer.
Action to be taken in Contempt Cases: The tribunal has been vested with the powers as a
High Court to punish for contempt. The sentence for contempt may be imprisonment or fine. So
utmost care should be bestowed in processing contempt proceedings. As soon as the contempt
notice is received, all the contempters are to be informed by name at once. The reply statement
approved by the contempters and vetted by Law officer and Railway advocate should be filed.
The manner in which orders of the CAT have been complied with should be brought out clearly.
Conclusion: Now with the awareness among the staff and easy access to the Tribunal, there
has been tremendous increase in litigations in the Tribunal. In 60% to 70% of the cases
decisions of the administration are upheld. However it is better for the administration that every
Railway servant feels contended and free from frustration. Cases, which have been filed, should
be contested most effectively with the points of the Administration projected in proper
perspective to enable to the Tribunal to appreciate and uphold the stand of administration.

225

Grievance Redress Machinery / NIVARAN

Government of India encourages people to move towards a Cashless Economy. This can be
achieved by use of debit, credit cards, electronic payment gateway systems such Immediate
Payment Service [IMPS], National Electronic Funds Transfer [NEFT] and Real Time Gross
settlement [RTGS] in India. The advantages to citizens of a country in a Cashless Economy
are:
• Risk of loss of cash while carrying is avoided.
• Facilitate exact payment and reduce transaction costs.
• Convenience in payment and management of utility bills, purchases and other financial
transactions.
• It helps to authenticate financial transactions and maintain proper record facilitating
better tax compliance and increasing tax base.
• Digital payments indirectly reduces expenditure by reducing need for printing of currency
notes and its transportation.
• Electronic transactions helps in curbing corruption and black money flow, thereby
helping in economic growth of the country.
• Lesser use of cash prevents money laundering and better tax compliance.
• Increased tax base would result in greater revenue for public welfare activities.
• Indian Railways seeks your cooperation and support in helping the Government and the
nation in creating a cashless digital economy.

CPGRAMS
• One platform where can lodge Grievances for Quick Redress.
• Centralized Public Grievance Redress and Monitoring System. (CPGRAMS) is an online
web-enabled system over NICNET developed by NIC, in association with Directorate of
Public Grievances (DPG) and Department of Administrative Reforms and Public
Grievances (DARPG).
• CPGRAMS is the platform based on web technology which primarily aims to enable
submission of grievances by the aggrieved citizens from anywhere and anytime (24X7)
basis to Ministries / Departments / Organizations who scrutinize and take action for
speedy and favorable redress of these grievances.
• Tracking grievances is also facilitated on this portal through the system generated
unique registration number.

Issues which are not taken up for redress
• Subjudice cases or any matter concerning judgment given by any court.
• Personal and family disputes.
• RTI matters.
• Anything that impacts upon territorial integrity of the country or friendly relations with
other countries.
• Suggestions.

NIVARAN
• It is an additional on line facility for registering grievances relating to service matters.
• Its progress shall be monitored by highest authority right upto Railway Board and
Hon’ble Minister for Railways
REGISTER
• A person who wants to lodge a grievance shall have to register as a User and obtain
Login / User ID and Password.

226

• After obtaining the Log / User ID the person can register the grievance as per prescribed
format.
• On successful completion the system would generate a unique registration number. The
unique registration number should be retained for accessing the system in future.
MOBILE PHONE
• While it is desirable that the person lodging a grievance possesses a mobile phone and
email account for faster and more reliable communication, you can lodge your grievance
even without them.
STATUS
• The person can track the status of grievance by using the Unique Registration number.
• The person can intervene to make observation / reminder besides seeing the action
taken on the grievance by different authorities.
NATURE OF GRIEVANCE
• Nivaran provides for lodging complaints arising out of service related issues which have
been broadly classified under 6 categories. Under one of these categories further
subcategories of grievance can be selected for quick transmission to the concerned
authority.
• If none of the categories appears to be suitable, the person can select ‘other’ category
and lodge the complaint.
TIME LINE FOR DISPOSAL
• The management has laid down a time limit of 60 days from day of registration for
disposal of grievances unless on account of exception reasons.
DISPOSAL
• When the case is disposed off, a message would be sent on the registered email id and /
or registered mobile number. The complaint can see status by logging in the system.
EXAMINE
• The grievance would be forwarded to the authority concerned with the subject matter as
described in the complaint.
APPEAL
• If a grievant is not satisfied with the disposal, he/she can lodge an appeal with the help
of original Registration number.
• The grievance can be entered by clicking on ‘Appeal’ button which would be examined
by a higher authority.
• Time limit for disposal appeal is 45 days.

227

STORE KEEPING PROCEDURES

FUNCTIONS OF STORES DEPARTMENT
• Ascertaining the requirements materials of all departments
• Purchase, stocking & distribution of materials.
• Providing the materials of Right quality & quantity at Right time in most efficient,
economical & expeditious manner. Procured from Right source at right price
preservation.
• Inventory control, standardization, variety reduction, value analysis of stores, in the
custody.
The materials used in Stores Department can be divided into two categories. They are
1. STOCK ITEMS 2. NON STOCK ITEMS
Standard Classification of Stock items in Stores Department:
(1) The stock items have been divided into 75 major groups.
(2) Each items is identified by an eight-digit code structure which is called Price Ledger
Number(PLNo.)
(3) Example: PL No. 79 03 078 6
• First two digits represent Main Group : 79
MAIN GROUP CLASSIFICATION
00 – 09 Steam locomotive parts & fittings
10 – 19 Diesel loco parts & fittings
20 – 29 Electric loco parts & fittings
30 – 39 Carriage, Wagon, EMU, Railcar Parts & fittings
40 – 49 Electrical Stores
50 – 59 Signals & Telecommunication Stores
60 – 69 Engineering Plant machinery & parts.
70 – 99 General Stores

§ Next two digits represent Subgroup: 03 (Woolen cloth)
§ Next three digits represent Sr. No. : 078
§ Last digit is check digit: 6 (Calculated using formula Modulus 11)
TENDERS
Calling or Offering quotations in the prescribed format for supply of materials or
execution of work or fabrication of raw materials are called tenders.

228

All the purchases made by Railways are governed by IRS Terms and General / special
conditions of contract. It also governed by
1. Indian Contracts Act, 1872.
2. Sale of Goods Act, 1930.
3. Sales Tax Act.
4. Central Excise Act.
5. Import trade control Act and Customs Duty Act.
6. Arbitration and consolation Act.
7. VAT.
8. GST

STAGES BEFORE TENDERING: Demand Forecasting for stock items (based on
Consumption and Vetted ZBBAAC which is forwarded for all items by all consignees every year)
Preparation of NS indent duly framing correct specification for the item. The Non Stock indents
should be submitted with:
a) Description in full with correct specification.
b) Obtain NS certificate from the feeding depot.
c) Funds Certification.
d) Approximate cost and value.
e) Proper allocation.
f) Last purchase details.
g) Pink book Number in case of capital expenditure.
h) DS8 No. in case of replacement supply.
i) Signed by authority competent.
j) Rate reasonability.
k) Justification.

DELEGATION OF POWERS FOR SIGNING N.S. INDENTS (REVENUE)
Sl.No. VALUE IN
Rs.
INDENTING
OFFICER
CONTROLLING
OFFICER
APPROVING
OFFICER
INANCE CON
-CURRENCe
1
Upto 1
Lakh
Sr.Supervisor /
Asst. officer
Asst. officer
SS officers /
JAG / SG officers
Not required

2 1 Lakh to 5 Asst. officer Sr. Scale JAG / SG officers Required

229

Lakhs
3
05 Lakh to
15 Lakhs
Asst. officer /
Sr. Scale
JAG / Branch
officer

CWM / ADRM /
SAG
Required
4
15 Lakhs
to 45
Lakhs
Sr. Scale
Branch
officer /JAG
CWM / ADRM /
SAG
CHOD / PHOD Required
5
Above 45
Lakhs
“
HAG
(PHOD)
AGM Required

POWER FOR TENDER ACCEPTANCE
PURCHASE POWERS OF DEPOT OFFICERS (Rs.)
FOR STOCK ITEMS FOR NON STOCK ITEMS
AMM 5 Lakshs 5 Lakhs
SMM & ABOVE 10 Lakshs 10 Lakhs
POWERS OF HAD QUARTERS PURCHASE OFFICERS (Rs.) W / O TC
FOR STOCK & NON STOCK ITEMS
AMM 5 LAKHS
SMM 10 LAKHS
Dy. CMM 10 LAKHS to 50 Lakhs
POWERS OF HEAD QUARTERS OFFICERS (Rs.) WITH TC
FOR STOCK & NON STOCK ITEMS
Dy. CMM 50 LAKHS TO 01 CRORE
CMM 01 CRORE TO 10 CRORES
PCMM 10 CRORES TO 200 CRORES
AGM 200 CRORES TO 500 CRORES
GM ABOVE 500 CRORES

The indent should be scrutinized for correctness at Stores Office. The purchase officer is
decided based on the tender value. The mode of tender is selected by the Purchase Officer
based on the nature and urgency of the items.
TYPES OF TENDERS FOLLOWED IN INDIAN RAILWAYS
SL. NO. TYPE OF TENDER VALUE IN RS.
1 Bulletin Tender
Floated for demand value Less than 25 lakhs
2 Limited Tender
3 Open Tender
Floated for demand value More than 25 lakhs
4 Special Limited Tender
5 Single Tender Irrespective of value
6 Open Tender More than 25 Lakhs

LIMITED TENDER

230

It is also floated for value less than 25 lakhs.
Invitation of tenders from limited number of firms is called Limited Tender. It is decided by the
purchase officer if
i. Item urgently required ( urgency expressed in writing)
ii. Only selected firms only available for that item
iii. Only for selected items ( like safety)
Number of firms will be selected by the purchase officer in rotational manner duly
including last successful supplier.
Separate tenders form books are available for LT.
OPEN TENDER
It is floated for value more than 25 lakhs. All the demands value more than 25 lakhs demand are
generally made through Open Tender.
Invitation of tender in most public manner possible through advertisements is called Open
tender. It is also called Advertised tender. It OT is called for internationally then it is called
Global Tender.
All the details of the demand is published in the form of tender notice in all news papers and
periodicals approved by Directorate of Visual Publicity, coming under Ministry of Information and
Broadcasting.
This tender is open to all the suppliers hence the supplier has to pay EMD (Earnest Money
Deposit) along with the tender forms which should be available in Web and also in purchase
section.
All the non urgent demands are generally procured through Open tender.

SPECIAL LIMITED TENDER
It is floated for value less than 25 lakhs. The conditions and procedure for SLT is same as
LT except
• The reasons for going SLT is to be recorded by officer incharge. However it is not
require for safety items where approval is alreadly given.
• The proposal should be vetted by accounts,

231

SINGLE TENDER
Invitation of tender from one single firm is called ST. it is resorted to following situations,
1. extreme urgency requirement for the items
2. item is proprietary items
3. consignee is already offered PAC
PAC = Proprietary Article Certificate
It is a certificated given by the consignee for requirement of particular brand or make.
The power for signing PAC is as under:
Assistant officer Upto Rs. 01 Lakh
Sr. Scale 01 Lakhs to 05 Lakhs
JAG Selection grade Officer 05 Lakhs to 15 Lakhs
SAG Officer 15 Lakhs to 25 Lakhs
PHOD More than 25 lakhs
When clear PAC(certifying 6 C ) is given then the Purchase Officers will have normal
purchase powers.
Powers of Officers for single tender when PAC is not given
1 Depot Officer Upto Rs. 2000 /-
2 Depot Officer (super market etc.) Upto Rs. 5000 /-
3 Dy. CMM Upto Rs. 5000 /-
4 COS / CMM in normal circumstances Upto 1 lakh
5 COS / CMM in emergency situations Upto 2 lakh

GLOBAL TENDER
It Open Tender is called for internationally then it is called Global Tender. GM has full powers to
accept Global tender and release foreign exchange with accounts concurrence. Once
permission is granted by GM, COS is authorized to finalise purchase involving foreign exchange
upto Rs. 1 crore with FA & CAO concurrence.
TENDER COMMITTEE
All the purchases value more than 5 0 lakhs should be concluded based on the
recommendations of the duly constituted Tender Committee. It is a 3 member
committee(Stores, consignee & accounts) constituted for recording recommendations in TC
Minutes. The recommendations of the TC members should be accepted by the authority
competent. The accepting authority decision is final.

232

CONSTITUTION OF TENDER COMMITTEE
VALUE
ACCEPTED
BY
MEMBER
STORES
MEMBER
CONSIGNEE
MEMBER
ACCOUNTS
FROM TO
50 LS 1 CRS JAG Sr. SCALE Sr. SCALE Sr. SCALE
01 CRS 10 CRS CMM JAG JAG JAG
10 CRS 200 CRS PCMM SAG SAG SAG
200 CRS 500 CRS PCMM HAG HAG HAG
ABOVE
200
CRORES
25 CRS AGM HAG HAG HAG

6. STAGES AFTER ACCEPTANCE
1. PO draft is prepared by purchase office
2. It is vetted by accounts if value exceeds value > 8 Lakhs for non safety items.
3. It is vetted by accounts if value exceeds value > 15 lakh for safety items.
4. PO release after assessing PO NO. and date.
5. PO copies dispatched to all concerned.
OTHER IMPORTANT POINTS
Bearer Tenders, Urgent tenders and postal tenders are also the different form of Limited
Tenders which is issued based on the urgency/ immediate/ vital nature of items.
INVERNTORY CONTROL
Inventory means the value of stores held under stock in various depots including scrap and
various suspense heads.
All stocks on hand with the stores department of the Railway represents funds that are blocked
up and unproductive. While stocks should be such that the stores required by the consumers at
any time are available readily, they should also be as minimum as possible, so that the blocked
up capital is kept low.
The term inventory control refers to the method by which inventory holding is regulated within
the pre determined limits stipulated by the administration from time to time. IC is the modern

233

method of planning, forecasting and storing without hindering the production and distribution of
right quantity and quality materials. It is a systematic method of What, When, Where and How
much to procure and how much to keep in stock within a period of time.
Prime Objective of an Inventory Control:
• To keep down the investment of the inventory
• Reduce inventory carrying cost and inventory ordering cost
• Providing satisfactory service to the consumer by balanced flow of materials with the
least cost
• No out of stock and no over stock
• To minimise the idling of men / machines / materials.
The inventory control is effected through
1. Proper care in forecasting of demands
2. Proper care in provisioning
3. maintaining optimum level of inventory
4. Identification of surplus stores and their disposal
5. Variety deduction
6. Care in introduction of new items of stocking
7. Disposal of over stocks
8. Value analysis, standardisation & cost analysis
9. Make or buy decision
10. Speedy disposal of scrap and other obsolete materials
11. Disposal of stock sheets
12. Clearance of suspense accounts
13. Making out suitable policy and procedure having an impact on inventory control
14. Maintaining EOQ in procurement
Implementation of Inventory control
The management requires up to date information regarding the position and stock status
of the items and to take immediate remedial/corrective action to be initiated if anything goes
wrong in the middle of action. This job is done by the computer at the earliest possible. It also
helps the administration to adopt the principles management by exception.

234

The computer helps the management for making an effective inventory control mainly in
these four areas.
1) Action – often associated with unforeseen circumstances that call for emergency
action ie. when stocks reach danger level
2) Review – periodic feed back to facilitate the review required to keep the inventory
target.
3) Planning – inter –depot and inter –railway transfers are arranged.
4) Policy – deciding on recoupment policy, delegation of powers, inventory
levels/safety stock etc. this paved the way to the identification of areas for critical
examination.
5) Ways and means – Integration and team work, simplified office procedures.
Efficiency of Inventory Management system is generally measured by two parameters.
1. Service Level – This is the percentage of compliance of demands of users. This
level is set up by top management top provide 100% of service level by meeting out
the demands of the user/customer in the most economic way.
2. Inventory Turn Over Ratio – This is the measure of average stock held in stores at
a time. It is measured in percentage based on this formula.
Turn Over Ratio (TOR) = Average value of stocks of all materials held in stock
Total value of issues made during the year.
Closing Balance X100
TOR in % = -------------------------------------------------------------------------
Total value of issues made form 1
st
April to 31
st
March
INVENTORY CONTROL TO OLS: Various tools used for control the inventory.
1) ABC analysis – Items are classified as A,B,C on the basis of Annual consumption value.
2) VED analysis – to ensure higher service level, the items are classified as vital, essential and
desirable based on the functional utility of ithe consuming department.
3) Value engineering – It aims at greatest value on the money spent. Value is different from
cost. Value is a combination of various things ie quality, service and price. While cost is a

235

measure of the effort of the manufacturer in making the product, value is dependent on what the
product does.
4) Variety reduction – it is also called rationalisation. By this process all non standard and non
rationalised sizes whose demand are nil or meagre are completely eliminated. It reduces unit
cost, Inventory Carrying cost and reduction in inventory holding and results in purchase of large
quantities of fewer times. It helps for standardisation and implication of materials.
ABC ANYLYSIS
This technique is popularly known as ‘Always better Control’ or the ‘Alphabetical
Control’. This analysis is the principle of selective control of inventories.
It is a modern technique used as a tool in Material Management department for
inventory control. It is invented by Micheal Perado and Implemented by H.F. Dickie. This
analysis helps the Manager to have better control and more output in controlling the budget.
Category Type of control % of Items qty. % in value
A Always control 10 % 70 %
B Better control 20 % 20 %
C Control 70 % 10 %
10 % of the total items which are occupying 70 % of the total budget are called A
category items 20 % of the total items which are occupying 20 % of the total budget are called B
category items 70 % of the total items which are occupying 10 % of the total budget are called C
category items

70 %
90 %
100 %
10 % 30 % 100 %

236

MECHANICS OF ABC ANALYSIS;
• The list of items used in a financial year is made along with cumulative value in the
descending order from high value to low value.
• That cumulative value reaches 70 % of the total budget a line is dropped below the
time and all the items above this line is called ‘A’ category items.
• The same type of line is made for 20 % of total value (total 90 % value of the budget)
which identifies the ‘B’ category items.
• All the items below the line is identifies to ‘C’ category items.
ANNUA USAGE VALUE LIMIT: (Southern Railway / 2019-2020)
Category Annual usage value
A Category More than 44 Lakhs
B Category From 8 Lakh to 44 Lakhs
C Category – Below 8 lakhs
SALIENT FEATURES OF THIS ANALYSIS:
§ This analysis depends on only annual usage value.
§ This analysis reviewed every year.
§ This analysis made on Zonal Railway basis at IC section.
OBJECTIV
ES
A ITEMS B ITEMS C ITEMS
Extent of control Very strict Moderate Loose
Reviewed by PCMM / CMM DY.CMM SMM / AMM
Period of review Monthly Once in 3 months As when required
Maximum 3 months quantity 6 months quantity 12 months quantity
Over Stock Stock more than 6 Stock more than 12 Stock more than 24 months

237

months requirement months requirement requirement
Accounts stock
Verification
Once in 6 months Once in 12 months Once in 24 months
Accounts vetting By HQ finance No vetting. Vetting
only when the AAC
increased by > 10 %
No vetting. Vetting only
value increased more than
the C category limit
Advantages of the ABC analysis
1. Helps to have best control over the capital locked in the form of materials.
2. It helps the Manager to have a Selective control over Inventory.
3. It reduces the percentage of out of stock by providing optimum stock in selective
inventory.
4. Purchasing as and when required and phased deliveries based on actual needs may
leads to maximum control over budget.
5. It helps to achieve maximum service level at minimum inventory
Disadvantages of the ABC analysis
1. The analysis does not care about vital and safety nature of the items.
2. The analysis does not consider the unit cost of the items.
3. The earlier review may lead to obsolete the stock.
FINANCIAL CONTROL OVER STORE EXPENDITUR E
1. The control on expenditure against the funds granted for the purchase of stores under
Stores Suspense is carried out through the Maintenance of funds register. All the
expenditures through Non stock indent, Provisioning, Tabulation statement & purchase
order are vetted by accounts office for funds availability and pursuance of policies.
2. The progress of debits against the allotment under Stores Suspense & Manufacturing
Suspense and the credits under the suspense are reviewed by accounts every month.
3. The progress of debit and credit every month is prepared by the Stores Accounts Officer
in the budget format and put up to the PCMM to enable him to regulate the purchases
and the receipts as well as issues or to revise the budget estimates.
4. All the proposals involving financial implications except those, which have been
specifically exempted for this purpose, should be referred to Finance Branch for advice
for concurrence before these are sanctioned.
OBJECTIVES

238

1. The expenditure on purchase is limited to the allotment and that there is no excess
purchase. The expenditure is restricted for specific purposes for which the funds are
obtained. This control is exercised prior to expenditure and also during the progress of
expenditure.
2. No commitment can be entered into beyond the allotment under purchase.
3. Exchequer control is exercised on the booking of expenditure and flow of cash, which
helped greatly to regulate the purchases in accordance with Budget Grant.

WORKS PROGRAMME
It is prepared by CE with the consent of GM for creation, acquisition and replacement of assets
of the concerned Railway.
It is the expected programme for works submitted 18 months in advance for the construction
work which form part of demand number 16..
It is prepared work wise along with chargeable to funds in two headings.
1. Track works 2. Other than track works
The works programme classified into
Petty Works - < 5 lakhs – Other than track work } DRM
> 10 lakhs – track works } level

2. Preliminary Works programme < 30 Lahks – both works – GM level
30 Railway board level

The works programme prepared in 2 parts submitted in first week of September.
1. New projects 2. In progress
Each new project should consist plan, proposal, financial justification, detailed
estimate, approximate cost, rate of return etc.
Normally works depends on public demand, public representation, consultative
committee recommendation, and operational requirements and also demand
from staff & union.
For projects more than 50 crores detailed traffic survey and engineering survey
should be conducted.
Projects value more than 3000 crores examined by work-study team of Railway
Board.
Each project should consist plan head of work. Normally sanitation and platform
extension should given top priority.
Machinery and Plant programme not included in Works Programme.
Various funds for works programme are OLWR, DF, DRF, SRSF, Revenue fund,
P.A. fund, Accident compensation fund, and Safety fund.
Allocation for capital work is
First two digit Next two digits Next two digit Last two digits
16 Source of fund Plan head Main / sub head
• List of plan heads
11 New lines 12 Purchase of new lines
13 Restoration of new lines 14 Gauge conversion
15 Doubling 16 Traffic facilities

239

31 Track renewals 32 Bridge works
33 S & T works 53 Electrification projects
42 Work shop 51 Staff quarters
52 Staff amenities

• Stages in works programme
- Advance planning
- Preliminary works programme
- Railway board discussion
- Annual works programme
- Supplementary sanction
- Out of turn sanction – GD form
- Urgency certificate
• Works programme consists of
Part I - Description of New projects
II - Pink Book
III - Green Book – all safety related works – from SRSF –
LAW - Divisional works programme
Zonal works programme
Format of works programme
Volume I - Work in progress
II - New works other than track works
III - Track works
IV - Annexures

240

CHARTER OF COMMITMENTS OF VARIOUS ACTIVITIES ON ESTABLISHMENT MATTERS
[RBE No.157 / 2017]
S.
N.
ITEM TIME LINE
01 Redressal / Disposal of Staff grievances
representations received in different portals
like Single Window Cell, CPGRAM, NIVARAN
(including cases of Re-Fixation, seniority,
MACP, Arrears, Promotion, etc)
30 Working Days from receipt of Application.
02 Personal interview with DRM Same Day (If DRM is not available, then interview
will be with ADRM concerned)
03 Compassionate Appointment. Cases Approved at Divisional
Level
90 days
Cases Requiring Approval
from HQ.
60 Days in
Division + 30
Days in HQ.
04 Payment of Settlement Dues Superannuation; On date of retirement.
VRS / Death / Resignation: 60 Days (for non-
disputed cases only)
05 Promotion through Selections and Suitability. Within one year of issue of previous panel.
06 NOC for own request transfer including
mutual transfer.
Disposal of Application within 15 Working Days of
receipt (Either forwarding of application or
rejection of case).
07 Sending call letters to candidates selected
through RRB and RRC including verification
of panel from RRB / RRC.
Within 30 Working Days of operation of panel.
08 a)Approval of various types of Advances /
Loans
b)Disbursal of Advances / Loans & Arrears
after approval.
Administrative Sanction within 7 Working Days.

With salary in the next billing cycle (as applicable).
09 P.F. Withdrawal Administrative approval of competent authority
within 7 working days receipt of application.

Disbursal to be done within 7 days from the date
of approval.
10 Issue of P.F. Statement Same Day
11 Viewing of Service Record. Once a year
12 N.O.C. for Higher Education, Property
Transaction, Passport, Deputation.
14 Working Days from receipt of Application
where vigilance clearance is not required & 30
Days in other cases.
13 Disposal of D&AR Cases. Major – 150 Days, Minor – 31 Days
14 Issue of Pass / PTO. 1 Working Day
15 Sanction & Payment of CTG / OT / TA Sanction within 45 Working Days from date of
receipt of claim from employee.
Disbursal to be done with salary in the next billing
cycle (as applicable).
16 Provision of Essential Amenities for Staff. Provision of Ladies Toilet and
Changing Room in offices
where there are more than 5
female employees working.
By March 2018.
White washing of office
buildings (including Station)
Every year
Filtered Water for identified /
nominated offices.
Within 60 days of
issue of charter.
Fans and Desert coolers in Within 60 days of

241

identified / nominated offices. Issue of charter.
Provision of PC & internet
connectivity as per stipulated
norms.
Within 6 months
of issue of
charter.
17 Disposal of Leave applications. a)Casual Leave:

1 Working Day
b) LAP / Maternity Leave /
Paternity Leave.
07 Working Days
c)Ex- India. 30 Working Days
18 Issue of Seniority List Once Every Year

Establishment Notes by Multi Disciplinary Zonal Training Institute Trichy, Southern Railway

About This Presentation

Slide Content

Tags

Categories

Download

Quick Actions

Statistics

Related Slideshows

Establishment Notes by Multi Disciplinary Zonal Training Institute Trichy, Southern Railway

About This Presentation

Slide Content

Slide 1

Slide 2

Slide 3

Slide 4

Slide 5

Slide 6

Slide 7

Slide 8

Slide 9

Slide 10

Slide 11

Slide 12

Slide 13

Slide 14

Slide 15

Slide 16

Slide 17

Slide 18

Slide 19

Slide 20

Slide 21

Slide 22

Slide 23

Slide 24

Slide 25

Slide 26

Slide 27

Slide 28

Slide 29

Slide 30

Slide 31

Slide 32

Slide 33

Slide 34

Slide 35

Slide 36

Slide 37

Slide 38

Slide 39

Slide 40

Slide 41

Slide 42

Slide 43

Slide 44

Slide 45

Slide 46

Slide 47

Slide 48

Slide 49

Slide 50

Slide 51

Slide 52

Slide 53

Slide 54

Slide 55

Slide 56

Slide 57

Slide 58

Slide 59

Slide 60

Slide 61

Slide 62

Slide 63

Slide 64

Slide 65

Slide 66

Slide 67

Slide 68

Slide 69

Slide 70

Slide 71

Slide 72

Slide 73

Slide 74

Slide 75

Slide 76

Slide 77