It is mutually agreed by and between the parties that the by ms5QOQyu


									                 MEMORANDUM OF SETTLEMENT
                       Dated 30th August, 2000
 (Modification of Settlements dated 23.5.1989, 4.7.1989 and 5.4.1991)
Under Section 2(P) read with Section 18(1) of the Industrial Disputes
Act, 1947 read with Rule 62(4) of the Industrial Disputes (Bombay)
Rules, 1957.

Representing Employer (1)     Shri Maganlal Doshi
                              The Synthetic & Art Silk Mills’
                              Research Association,
                              Sasmira, Sasmira Marg,
                              Worli, Mumbai- 400 025.
                        (2)   Shri U.K. Gangopadhyay
                              The Synthetic & Art Silk Mills’
                              Research Association
                              Sasmira, Sasmira Marg,
                              Worli, Mumbai- 400 025.
Representing Employees        (1)       Shri D.S. Bhalerao
                                        General Secretary
                                        Sarva Shramik Sangh
                                        C/o. Y.V. Chavan
                                        31, L.T.Vasahat Marg No.3
                                        Dadar, Mumbai- 400 014.
                              (2)       Shri S.D. Dhavle
                              (3)       Shri K.P. Mantri
                              (4)       Shri R.J. Mhatre
                              (5)       Shri S.V. Mohile
                              (6)       Shri S.S. Gawde
                              (Sr.No.2 to 6 employees’
                              representatives of SASMIRA)

                           SHORT RECITAL
The Synthetic & Art Silk Mills’ Research Association (SASMIRA) is a
registered Public Trust registered under Bombay Public Trust Act, and
also a Society registered under Societies Registration Act, 1860 having
its office at SASMIRA, Sasmira Marg, Worli, Mumbai- 400 025.

SASMIRA has signed an agreement dated 4.7.1989 with the majority of
employees whose names are mentioned in the Annexure to the said
Settlement, revising their Pay Scales, D.A. and other benefits. The said
agreement was valid upto 31.12.1991.

Employees who were not covered by the above settlement had been
extended the benefits by mutual consent with effect from 1.4.1989.

The employees who are members of the Sarva Shramik Sangh a trade
union registered under the Trade Union Act, 1926 had represented that
the pay scales of all the employees working in SASMIRA be revised
and demanded that they be paid salaries and allowances at par with
those paid by the Central Government and whereas the Management of
SASMIRA through its President had negotiated on modifications of pay
scale, Dearness Allowance, etc. in the then existing pay scales of
different classes of employees. Both SASMIRA and Sarva Shramik
Sangh (representing at present majority of the workmen and
employees) of SASMIRA had agreed to certain modifications. The said
modifications were discussed from time to time and finally the Union
and the employees entered into an agreement on 5.4.1991. The said
agreement expired on 31.12.1993 and the Union terminated this
settlement as per the provisions of law vide letter dt.2.11.1995.

The Union thereafter served its charter of demand on 2.11.1995. The
representatives of the Union and the Management held various
discussions in respect of the issues detailed in the charter of demand
followed by various litigations and finally the Management and the

Union and the employees have arrived at a settlement on the following
terms and conditions.

The Union Sarva Shramik Sangh approached the Commissioner of
Labour in June 1999. The Signing of this settlement in conciliation was
delayed and the Union informed it’s decision to withdraw the
proceedings pending before the Asstt. Commissioner of Labour and
requested to sign a settlement u/s. 2(P) 18(i) read with Rule 62(4) of
Industrial Disputes Act, 1947, which was found to be proper in the
present situation. Hence the parties are signing this settlement u/s. 2(P)
18(i) of Industrial Dispute Act, 1947 read with Rule 62(4) of I.D. Bombay
Rule, 1956 on the following terms and conditions :

                        TERMS OF SETTLEMENT:

It is hereby agreed by and between the parties as follows :

I     It is mutually agreed by and between the parties the working
      conditions of the employees shall differ depending upon the
      nature of work and depending upon areas of activities of
      SASMIRA. It is further agreed that the Association will deploy its
      staff as deemed necessary, in different divisions under its control.

II    It is mutually agreed by and between the parties and every
      individual employee as far as one is concerned, that the one’s
      pay scale shall be as per the details mentioned in the option form
      submitted by each individual during October, 1997. The payment
      of arrears arising out of implementation of final recommendations
      of Fifth Central Pay Commission in respect of Basic Pay,
      Dearness     Allowance,    House    Rent    Allowance    and      City
      Compensatory Allowance has been made.

III   It is mutually agreed by and between the parties that future
      changes in Basic Pay, Dearness Allowance, House Rent
      Allowance    and    City   Compensatory     Allowance     shall    be

     implemented in accordance with Central Government Pay
     structure from time to time, and SASMIRA will follow Central
     Government Pay Scales for its employees, except for the staff
     taken on rolls on or after 15th March, 1999 of SASMIRA’s Institute
     of Man-made Textiles who will be governed by the pay scales and
     allowances followed by Directorate of Technical Education, Govt.
     of Maharashtra. It is also agreed that financial position of the
     Association will be kept in mind by both the Management and the
     Union while implementing such changes.

IV   It is mutually agreed by and between the parties that revision in
     the pay scales and service conditions of the employees working
     in Sasmira’s Institute of Man-made Textiles shall be effected from
     time to time as per the directives of Directorate of Technical
     Education, Govt. of Maharashtra. It is further agreed that pay and
     allowances, service conditions, norms etc of the Directorate of
     Technical Education, Govt. of Maharashtra will alone be
     applicable to the new employees who are employed in the
     aforesaid Institute on or after 15.3.1999 and they will not be
     entitled to the pay, allowances and other benefits applicable to
     SASMIRA’s other employees.

V    It is mutually agreed by and between the parties that the washing
     allowance to the entitled staff shall be at the rate of Rs.50.00 per
     month with effect from 1st April, 2000.

VI   It is mutually agreed by and between the parties that appropriate
     medical insurance scheme for the employees who opt for the
     same, will be implemented, in consultation with the Union and
     50% of the premium, subject to maximum of Rs.800.00 per year
     per employee will be reimbursed by the Association. It is further
     agreed that existing practice of payment of medical allowance of
     Rs.700.00 per annum payable in two equal installments will

VII    It is mutually agreed by and between the parties that Leave
       Travel Allowance shall be paid once every two years at the rate of
       one month’s basic pay. The L.T.A. shall be payable as per
       Annexure “A” to this settlement.

VIII   It is mutually agreed by and between the parties that overtime
       wages or compensatory off in lieu thereof shall be in accordance
       with Annexure “B”.

IX     It is mutually agreed by and between the parties that the working
       hours shall be governed by Annexure “C” to this Settlement.

X      It is mutually agreed by and between the parties that Leave Rules
       shall be as per Annexure “D”.

XI     It is mutually agreed by and between the parties that the working
       hours for sub-ordinate and maintenance staff and also employees
       engaged in the Workshop shall be from 9.00 a.m. to 5.30 p.m.
       (Lunch break of 30 minutes) with effect from 1.9.2000. A review of
       such working hours will be carried out after three months from the
       date of this settlement and final decision on the working hours of
       the said categories of employees will be taken by the Association
       after review. It is also agreed that staggering working hours of the
       employees may be followed wherever necessary, as decided by
       the Association.

XII    It is mutually agreed by and between the parties that the limit of
       accumulation of earned privilege leaves by an individual who is
       presently on roll of SASMIRA shall be revised to 300 days from
       the previous limit of 240 days with effect from July, 1996.

XIII   It is mutually agreed by and between the parties that no other
       benefit and/or allowances other than covered in the agreement
       shall be payable to employees.

XIV    It is mutually agreed by and between the parties that the
       promotion policy for Sasmira employees shall be as per Annexure
       'E'. It is also agreed that the basic principle of promotion will
       depend on seniority cum merit as assessed from employees’

       performance on the basis of Annual Confidential Report. Central
       Government procedure for initiating, reviewing, etc. of the
       confidential report will generally be followed. Modalities of
       clearing backlog of career advancement/promotion will be
       finalised in consultation with the representing Union signing this
       settlement by October 2000.

XV     This settlement shall remain in force for a period of three years
       with effect from 1st April, 2000.

XVI    It is mutually agreed by and between the parties that the terms
       referred hereinabove are full and final settlement and there shall
       not be any further demand or claim imposing any burden either
       financial or otherwise upon the Management during the pendency
       of this settlement.

XVII It is mutually agreed by and between the parties to maintain the
       spirit of co-operation and efficient working of the Association.

XVIII It is mutually agreed by and between the parties to maintain
       peace, normalcy and dignity of the Association.

XIX    It is mutually agreed by and between the parties that the present
       settlement supercedes all previous settlements, orders etc. in this
       respect, in so far as specifically provided.

XX     The benefits of this settlement shall be applicable and extended
       to every employee of the Association who signs this settlement in
       token of acceptance of all the terms of settlement in toto.

1. ___________________________ 1.________________________

      (Y.K. KUSUMGAR)                           (D.S. BHALERAO)

2. ___________________________ 2. _________________________
      (M.K. BARDHAN)                            (S.D. DHAVLE)
                                                (K.P. MANTRI)

                                            (R.J. MHATRE)
                                            (S.V. MOHILE)
                                            (S.S. GAWDE)

Mumbai, dated 30th August, 2000.


1. Dr. R.K. Sarkar ______________________

2. Shri P.A. Zachariah ___________________

                                                            Annexure “A”


1.   All the employees, who have completed 2 years of continuous
     service on the date of the leave to be taken, are eligible for L.T.A.
2.   Such employee shall be paid LTA at the rate of one month’s
     Basic Pay and the payment shall be made prior to proceeding on
     such leave or after resumption from leave as per the choice of the
     concerned employee.
3.   The member shall avail of minimum 5 days of any leave other
     than Sick Leave, pre-sanctioned.
4.   LTA shall be admissible in a block of 2 financial years (April-
     March). The present block being April 2000 to March 2002.
5.   The date of commencement of leave is considered for
     admissibility in the particular block of 2 years.
6.   The basic pay will be that of the month in which he proceeds on
     such leave.

                                                             Annexure “B”

Overtime wages shall be paid as follows :
a)    For the employee working in Sasmira:
      For the period upto 48 hours of working in a week, at the rate of
      single-the rate of normal wages.
      For the period over and above 48 hours a week, overtime wages
      shall be paid at the rate of one-and-a-half time of the normal rate
      of wages.
b)    The present practice of calculation of working hours during any
      week and grant of overtime wages shall continue as it is.
c)    Employees will be entitled for overtime wages at the discretion of
      the Association, only if they work extra hours at the Head
      Quarters of the Association or at the place of their permanent
      posting. No overtime wages will be applicable while on official

The following cadres of employees shall not be eligible for overtime
      I.      Lecturers
      II.     Asstt. Lecturers
      III.    Employees in the grade of 5500-175-9000 and above

Compensatory Off (C.O.)
1.    Compensatory Offs shall be credited for minimum one hour and in
      multiples of ½ hour thereafter of extra duty hours on working
      day/weekly off/holidays etc. except for the following staff.
      IV.     Lecturers
      V.      Asstt. Lecturers
      VI.     Employees in the grade of 5500-175-9000 and above
2.    The categories mentioned above, compensatory off shall be
      credited only if more than 3 extra hours is put on duty on any one
      working day/weekly off/paid holidays etc.

3.   The employees should avail of the CO’s within 3 months from the
     date of earning such CO’s.
4.   CO’s can avail for minimum of 4 hours within multiple thereof.
     Whenever the total hours available or not in such multiple, the
     employee can avail CO of such hours over and above highest
     multiple of 4 hours.
5.   CO’s can be combine either with Casual Leave or with PL but not
     with both, or the same period of availing of CO’s.
6.   Employee will be entitled to avail of Compensatory Off, at the
     discretion of the Association, only if they work extra hours at the
     Head Quarters of the Association or their place of permanent
     posting. No Compensatory Off will be applicable while on official

                                                             Annexure “C”
                           WORKING HOURS
I.    Subordinates and Maintenance Staff as also employees engaged
      in the workshop:
             9.00 A.M. to 5.30 P.M.
             Lunch Break of 30 minutes

      (This will be reviewed by the Association after 3 months from the
      date of implementation)
II    All others:
             10.00 A.M. to 5.30 P.M.
             Lunch Break of 30 minutes
      Number of working days in a week will be Five.
III   Lecturers and Teaching Staff may be required to work from 8.30
      A.M. to 5.00 P.M., depending upon the exigencies of work.
IV    Number of working days in a week at PSC I, PSC II and CAD
      Centre at Bhiwandi will be from Monday to Saturday as follows:
             1)     Subordinate, Maintenance Staff as also employees
                    engaged in Pilot Plant:
                    9.00 A.M. to 5.30 P.M.
             2)     All Others: 10.00 A.M. to 5.30 P.M.

The employees at Bhiwandi will work six days a week with the proviso
that the employees will take alternate Saturday off and the same will be
staggered among the staff in such a way that services in PSC I, PSC II
and CAD Centre will be available on all Saturdays. The pattern of
staggering will be decided by the Association. Fifth Saturday, if any, in a
particular calendar month will be working day for all employees at

                                                             Annexure “D”
                                LEAVE RULES
      The Leave Rules shall be called the Synthetic & Art Silk Mills’
Research Association (Leave) Rules 2000.
1.    Interpretations:
1.1   “Association” shall mean the Synthetic & Art Silk Mills’ Research
      Association, Mumbai.
1.2   “Employees” means any person in employment of the Association
      or salaried officer of the Association.
1.3   Words imparting masculine gender shall include feminine gender
      and vice versa.
1.4   Words imparting singular number shall include the plural number
      and vice versa.
1.5   “Pay” shall mean unless explained for any specific purpose the
      basic pay.
2.    Classification of Leaves
      i)      Casual Leave
      ii)     Privilege Leave
      iii)    Vacation
      iv)     Sick Leave
      v)      Leave without Pay
      vi)     Maternity Leave
      vii)    Study Leave
      viii)   Special Leave

3.    General Principles
3.1   Leave cannot be claimed as a matter of right
3.2   The leave sanctioning authority may refuse, revoke or curtail
      leave of any kind as situation or exigencies of service might
      demand. However, such an action by the Association shall not be
3.3   It is not open to the sanctioning authority to alter the kind of leave
      due and applied for.

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

3.8   An employee is liable to disciplinary action, if he remains absent
      without sanction of leave or overstayed of leave without proper
      sanction. Such leave may be treated as leave without pay for
      such periods and periods will not be counted for increment.
3.9   All leave records and calculations of leave will be according to
      calendar year, and will generally be calculated from 1st January of
      each year. However, if any employee joins after January of the

      relevant year, he may be considered to avail of his leave
      proportionately, at the discretion of the Association.
4.    Casual Leave (CL)
4.1   All employees shall be granted 8 casual leaves in a calendar
      year. This will be effective from 1.1.2001.
4.2   Not more than 4 casual leaves shall be allowed during the 1st half
      of the calendar year and the balance casual leave shall be
      allowed in the 2nd half of the calendar year. Exception, if any, may
      be made at the discretion of the management.
4.3   Casual leave shall not be prefixed or suffixed with privilege leave
      and cannot be combined with joining time.
4.4   Casual leave can be prefixed and/or suffixed to public
      holidays/weekly off/compensatory off/sick leave and in such
      cases the leaves/holidays falling during the period of casual leave
      will not be counted as paid of casual leave provided the casual
      leaves was pre-sanctioned.
4.5   Casual leave can be taken for half-day also and the lunch interval
      shall be the dividing line for such leave.
4.6   An employee shall not avail casual leave exceeding 3 days at a
      time. However, limit of 3 days may be extended on the merit of
      the case, at the discretion of the sanctioning authority.
4.7   Casual leave will not be allowed to be accumulated and to be
      carried forward to the next year and will not be encashable.
4.8   Late coming on 4 occasions in a calendar month of maximum of
      30 minutes on each occasion will be allowed. Any additional
      incidence of late coming on expiry of 4 occasions will attract
      deduction of ½ day casual leave on each occasion. No privilege
      leave or sick leave will be allowed to avail by any employee
      against late coming.
5.    Privilege Leave (PL)
5.1   Privilege Leave (earned leave) will be earned by the employee in
      addition to any other leave he is entitled to at a rate of 1 day for
      every 11 years of his service subject to a maximum of 33 days in
      a calendar year.

5.2   For purpose of calculating the PL due to an employee his
      probation period of service with the Association, if any, will be
      taken into account.
5.3   Ordinarily an employee shall be granted privilege leave for a
      minimum period 4 (four) days at a time but not more than two
      occasions in a calendar year. In case of special circumstances,
      the Association may consider granting PL on more than 2
5.4   In case employees who join/retire/resign/removed/dies in the
      middle of a calendar year credit will be afforded at a rate of 2 ¾
      days for each completed calendar month of services subject to a
      maximum of 33 days in a calendar year. While affording credit,
      fraction of a day should be rounded off to the nearest day e.g. 7
      ½ days to be rounded off as 8 days.
5.5   Privilege leave can be accumulated upto 300 days.
5.6   An employee may be granted PL for a continuous period of only
      upto 120 days at a time. Exception may be considered on the
      merits of the circumstances by the Association. However, PL may
      be availed at a time upto 300 days in the case of leave
      preparatory to retirement.
5.7   An employee shall be entitled to encash his PL accumulated to
      his credit at the end of his services under the Association at the
      rate of pay last drawn by way of leave salary.
5.8   An employee should get his PL sanctioned at least 10 days in
      advance from the date of his proceeding on leave, unless in case
      of urgent cases or in unforeseen circumstances, a shorter notice
      may be acceptable at the discretion of the Association.
5.9   Casual leave cannot be prefixed or suffixed to PL.
5.10 Holidays/weekly offs can be prefixed or/and suffixed to PL but in
      all other cases when weekly offs/holidays fall between the 1st and
      the last days of the leave period it (they) shall be counted as part
      of the leave taken.
5.11 The Association may in case of exigencies of services, call back
      any employee from leave for duty and in such case it shall be the

      duty of such employee to resume duty forthwith. However, such
      employee in such an event shall be entitled to the travelling and
      incidental expenses for such rejoining the duty in case he was out
      of station at the time when he is called back to resume duty.
5.12 While granting the leave, the leave sanctioning authority will take
      into account the employees convenience. However, the authority
      will also have to ensure that proper manpower exist for work at
      any given time in such department of the Association and
      regulate the number of employees availing PL at the same period.
5.13 An employee will be allowed to proceed to PL after completion of
      one year of his service to the Association.
5.14 PL will not be credited to vacation staff unless specified under
      rules for vacation.
6.    Vacation
6.1   Categories of vacation staff.
      (a) Principal, (b) Lecturers (c) Asstt. Lecturers, (d) Lab. Assistants
      in Education Department (e) Supporting staff such as Lab.
      Attendants, Clearners etc., utilised for teaching purposes (f) all
      other staff as will be specified during appointment or notified later.
6.2   No PL will be credited to vacation staff in any year in which he
      avails of the full vacation.
6.3   Vacation will be of minimum 60 days in one calendar year,
      depending     on      the   Teaching/Instructions   schedule   in   the
      Education Department of the Association.
6.4   If in any year, he does not avail himself of any vacation as is
      prevented from enjoying more than 15 days of vacation, PL will
      be admissible to him in respect of that particular calendar year as
      specific in the PL rules.
6.5   If in any year, he could avail of only a portion of the vacation, he
      will be entitled to PL in such proportion of 30 days, as the number
      of days of vacation not taken bears to the full vacation.
6.6   The non-availing of vacation should be due to orders from a
      higher authority asking him to render his duties during vacation

6.7   Vacation can be combined with any leave other than CL but the
      total duration of vacation and those leave combined should not
      exceed 120 days at a time.
6.8   For availing accumulation/encashment of PL by vacation staff the
      rules laid down for the same in PL rules will be followed.
7.    Sick Leave
7.1   Sick leave shall be granted to all employees and those
      employees who have put in one year of continuous service for the
      Association. New entrants will be given sick leave in proportion to
      his service period.
7.2   The sick leave admissible to a member in respect of each
      calendar year shall be 14 days or 28 half days or 14 days with full
      pay and 28 days of half pay basis, with effect from 1.1.2001.
7.3   More than 2 days sick leave at a time shall be supported by
      medical certificate issued by a Registered Medical Practitioner.
      The Association will have a right to insist on medical certificate
      from a medical practitioner appointed by the Association.
7.4   Resumption of duty on expiry of sick leave will be permitted only
      on production of a certificate of physical fitness from a Registered
      Medical Practitioner to the satisfaction of the Association.
7.5   Sick Leave may be allowed to be accumulated to the extent of
      180 days (full pay). All accumulated leave in excess of this will be
      considered as having lapsed and will stand forfeited.
7.6   Sick leave for half day may be granted only when there is no CL
7.7   An employee shall be entitled to take CL or PL in continuation of
      the SL if the SL to his credit is exhausted.

8.    Leave Without Pay
8.1   When no other leave is admissible, leave without pay may, in
      exceptional circumstances, be granted to him at the rate of one
      month for every completed year of service but subject to a
      maximum of 180 days.

      An employee shall be allowed to remain on leave without pay for
      a period not exceeding 180 days during the entire period of his
      service under special circumstances such as his own sickness,
      sickness in the family and for such other special reasons. Such
      leave without pay shall be permitted on having exhausted other
      leave due to him. The Association reserves the right to refuse
      such leave without assigning any reason and it cannot be claimed
      as a matter of right.
8.2   When an employee is on leave without pay, he will not be entitled
      to any allowances whatsoever for the entire period of such leave.
8.3   Leave without pay shall not be counted as “service” and the
      yearly increment due to such an employee will be advanced in
      proportion to leave without pay taken thereon.
NOTE :- Subject to any statutory provisions relating to leave for the time
      being in force, all leave, whether privilege leave, casual leave or
      leave without pay, will be granted at the convenience of the
      Association and nothing will limit the free discretion of the
      Association to refuse, revoke or curtail such leave as the
      exigencies of the Association’s business may require.

9.    Maternity Leave
9.1   A married female member who is in service of the Association at
      least for a period of 1 year shall be entitled to maternity leave, on
      medical certificate, for 90 days with full pay provided that she is
      not gainfully employed or serves elsewhere. The employee can
      proceed on such leave 4 weeks in advance to the probable date
      of confinement. An application in writing should be made in this
      respect to the Association duly supported by a certificate by a
      Medical Practitioner.
9.2   Any leave except CL could be allowed to be suffixed in
      continuation of the maternity leave.

9.3   A certificate of physical fitness from a competent medical
      authority should be produced at the time of joining the service
      after expiry of the maternity leave.
9.4   Benefits of maternity leave shall be granted only twice during the
      entire period of service in the Association.
9.5   Female employee shall be entitled for 6 weeks leave for
      miscarriage/abortion on two occasions.
10.   Study Leave
10.1 An employee may be granted study leave at the discretion of the
      Association for a maximum period of three years provided the
      member is proceeding on leave for further studies and the
      knowledge that he would acquire be beneficial to the Association.
      The employee proceeding on such leave will have to execute a
      bond with the Association for continuing his services after
      completion his studies for a minimum period of 3 years and if he
      fails to so serve the Association after completing study leave he
      shall forthwith repay all the pay and allowances paid to him by the
      Association during study leave.
10.2 An employee shall be entitled for study leave after completing a
      minimum of five years’ continuous service with the Association
      and not earlier.
10.3 During the period of the study leave, a member shall be entitled to
      draw 1/3rd of the pay and allowances dawn by him at the time of
      proceeding on such leave with a maximum ceiling of Rs.2,000/-
      per month.
11.   Special Leave (Full pay unless specified)
I.    (a) Hospitalisation or disability or injury caused in or in
      consequence of, the due performance of his official duties or in
      consequence of this official position and certified by an authorised
      Medical Practitioner to be directly due to the performance of the
      particular duty.
      (b) Such leave shall be for maximum 24 months.
      (c) It may be combined with any other leave except CL thereafter,
      provided the total period of leave does not exceed 28 months.

       (d) It will not be counted as break in service.
       (e) The leave salary for the first period of 120 days will be full pay
       and thereafter for the remaining period it will be half pay.
II.    Participating in :
       Sports event of State or Inter State level and National level
       training/coaching camps, Mountaineering/trekking approved by
       Indian Mountaineering foundation or Youth Hostels Assn. of India.
       30 days maximum in a calendar year.
III.   Natural & other calamities :-
       Unable to attend duty due to dislocation of traffic as a result of
       natural calamities, strike, Bandh etc.     Those who could reach
       Sasmira will not be entitled for OT/CO etc. Such leave will be
       restricted to maximum of 4 occasions in a calendar year.
IV.    Blood donation to recognised Blood Banks or to patient needing
       blood on working day.
V.     Office bearers of the Union entering into this settlement for
       attending meetings and other activities outside SASMIRA may be
       granted Special Leave upto 40 man hours per annum.              Such
       leave shall be pre-sanctioned by appropriate authority on the
       basis of request of the Union in writing on each occasion in
       addition to application by the concerned office bearer(s).
       Besides, one member designated by the Union in writing, will be
       allowed additional 15 manhours to attend court cases, if any,
       involving the Association.

                                                               Annexure - E

 Promotional terms, Procedure and Career Advancement Scheme

1.0   Promotion

      1.1     Promotions of staff of SASMIRA will be made in two

      channels vis.,

              (a)   Carrier      Advancement    Scheme         followed    by

                    AICTE/DTE so as to give parity with respect of T.I.

                    Staff of SASMIRA.

              (b)   Regular Promotion against vacancies.

      Provisions & methodology of the two channels are as follows:

1.2         Carrier Advancement

              (a)   Carrier Advancement for R & D and technical staff

                    provides for movement of

                    (i)    Present substantive post to present post

                           (Senior Scale)

                    (ii)   Present post (Senior Scale) to Present Post

                           (Selection Grade)

              (b)   For promotion under Career Advancement Scheme,

                    (i)    the    candidate    must     have     consistently

                    satisfactory performance          appraisal reports,

                    (ii)   Assessment and selection would be made by a

                           Selection    Committee     constituted   by     the

                           Council of SASMIRA.

                   (iii)   Work content and duties of the candidate

                           selected/promoted under Career Advancement

                           Scheme shall remain the same as that of the

                           substantive post he/she is occupying.

1.3   Present substantive post to present post (Senior Scale)

      R & D and technical staff member will be eligible for placement in

      the Senior Scale, thorough a process of selection if he/she has:

            Completed at least 8 years of service after regular

      appointment in the present substantive post. However, in the first

      phase, only those will be considered who has completed 16 years

      of service in the present grade. Such senior scale of pay will be

      implemented without retrospective effect i.e. the senior scale will

      be applicable from the date of his/her clearance by the Selection


1.4   Present post (Senior Scale) to present Post (Selection Grade)

      An employee placed in the senior scale who has a master's

      degree and 8 years experience after granting senior scale and

      has consistently satisfactory performance appraisal report will be

      eligible to be placed in the selection grade, subject to the

      clearance by the Selection Committee.

1.5   Career Advancement Schemes for employees other than

      R & D/technical staff

      Such employees will have one time promotion to be entitled for

      next senior scale after completion of 12 years in the present post,

      subject to the fulfillment of condition given above as 1.2(b).

2.0   Regular Promotion

      Apart from promotions pertaining to Career Advancement

      Scheme, regular promotions will be made for 50% vacant posts

      with the following norms:

             (a)    Seniority

             (b)    Consistent satisfactory performance over the period

                    on the basis of Annual Performance Appraisal


             (c)    Minimum period of 5 years service after confirmation

                    in the present post.

2.1   Recommendation for regular promotion would be based on the

      following criteria:

             (a)    Staff members who have been consistently 'good' in

                    both quantum and quality of work and also possess

                    best    conduct   and   work   behaviour    would   be

                    considered. The staff members who would be rated

                    as 'good' or 'very good' or 'outstanding' according

                    confidential report in respect of every of the above

                    factors will be recommended for promotion in 5 years

                    from the last promotion/recruitment, where as it

      would be 7 and 9 years respectively for overall rating

      of 'average' or 'below average'. Rating of work

      content is predominantly based on the requirement of

      next higher position.

(b)   In cases of lapses on the part of the staff with respect

      to 'work behaviour' or 'work content', the promotion

      will be deferred.

(c)   The posts of Scientists, Assistant Director, Deputy

      Directors etc. are 'selection grade' posts to which

      normal promotion policy as specified above is not

      applicable. As a general rule, the promotion to these

      posts was entirely based on exceptionally good

      performance of the staff.

(d)   Staff acquiring higher educational qualifications

      during their service are given due consideration,

      provided such degree/diploma is related to their

      present nature of work.

(e)   For promotion to clerical grades, the staff should

      possess some computer knowledge. In exceptional

      cases, however, where the candidate is already

      handling clerical jobs, he/she may be considered.

(f)   Regular promotions will be given based on 50% of

      the   vacant    posts    available   in   the   respective



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