This document discusses the history and evolution of rules governing working hours for railway employees in India. It covers key milestones like the Railways Amendment Act of 1931, the Rajadhyaksha Committee Report of 1946, and the Miabhoy Tribunal Award of 1969-1972. The Miabhoy Tribunal addressed issues raised by railway unions regarding classification of workers, weekly working hours, overtime pay, and more. The tribunal's decisions, which included maintaining existing classifications and permitting averaging of hours for certain workers, were accepted by the government. Current rules are based on the Railway Act and Railway Servants (Hours of Employment) Rules of 1961.
The document outlines the Railway Servants (Pass) Rules 1986 which regulate the issuance of passes and privilege ticket orders to railway servants for travel by train. It defines key terms like "railway servant", "pass", and "privilege ticket order". It describes the different types of passes including metal passes, card passes, and cheque passes. It details the entitlements and validity of passes on privilege and duty accounts for various railway employee grades. It also covers post-retirement complimentary passes and other card passes like residential and school passes.
The document discusses selection procedures in Indian Railways. It describes the various methods of selection such as direct recruitment, promotion, transfer, and deputation. Selections in Indian Railways involve both recruitment through agencies like UPSC, RRB, RRC as well as promotions within and across groups. The selection process involves written tests, interviews, and assessment of service records. Promotions to gazetted and non-gazetted posts follow strict eligibility criteria and are decided by departmental promotion committees.
The document summarizes the leave rules for railway services under the Railway Services (Liberalised Leave) Rules, 1949. It outlines the various types of regular leave (LAP, LHAP, sick leave, leave not due), special leave (maternity, paternity, hospital, disability, study, extraordinary), and provisions for leave encashment. Key points include maternity leave of up to 180 days, paternity leave of 15 days, study leave of up to 24 months, and child care leave of up to 2 years for working mothers. Sanctioning authorities and limits for different leaves are also specified.
This document contains a quiz on rules related to railway servant passes. It includes 33 multiple choice questions about definitions related to passes, eligibility criteria for different types of passes, validity periods, authorized companions, and more. The questions cover topics like what constitutes a pass, who qualifies as family, the number of pass sets issued annually, higher class passes given for medical reasons, and competent authorities for addressing pass-related issues. The document provides the question, multiple choice answers, and indicates the correct answer for each question.
The document outlines the permanent negotiation machinery between Indian Railways and railway staff. It establishes staff councils at the divisional and railway levels to discuss issues related to staff welfare and working conditions. It also establishes a three-tier negotiating system - at the divisional, railway board, and tribunal levels - to resolve disputes between railway labor unions and the administration. Issues not resolved at lower levels can be escalated to higher levels, with an ad-hoc tribunal composed of union and administration representatives serving as the final arbiter for important disputes not resolved between the Railway Board and labor federations.
This document outlines the rules and procedures related to disciplinary action and appeals for railway employees in India. Some key points include:
- Discipline & Appeal Rules (D&AR) and Annual Confidential Reports are tools to control subordinates, but D&AR should only be used as a last resort.
- Educate, coach, and motivate staff before considering D&AR. Warnings or expressing written displeasure should be tried in normal situations.
- For D&AR action, the disciplinary authority must apply their full logical mind and ensure no other remedy is available before proceeding.
- The document details the procedures for minor and major penalties, conducting inquiries, framing chargesheets,
Organisation and funtioning of personnel department latestMohandas Poonthiyil
The document provides an overview of the personnel department and its functions on Indian Railways. Some key points:
- Indian Railways has over 1.3 million employees, making it one of the largest employers in the world. The personnel department manages this large workforce.
- The department is responsible for recruitment, training, welfare, industrial relations and other human resource functions. It interprets rules and ensures compliance with labor laws.
- The administrative structure includes the Railway Board, 17 zonal railways divided into 68 divisions. Centralized training institutes provide training.
- The objectives of the personnel department are to utilize human resources effectively, encourage employee contribution, and develop trust between management and workers.
This document discusses the history and evolution of rules governing working hours for railway employees in India. It covers key milestones like the Railways Amendment Act of 1931, the Rajadhyaksha Committee Report of 1946, and the Miabhoy Tribunal Award of 1969-1972. The Miabhoy Tribunal addressed issues raised by railway unions regarding classification of workers, weekly working hours, overtime pay, and more. The tribunal's decisions, which included maintaining existing classifications and permitting averaging of hours for certain workers, were accepted by the government. Current rules are based on the Railway Act and Railway Servants (Hours of Employment) Rules of 1961.
The document outlines the Railway Servants (Pass) Rules 1986 which regulate the issuance of passes and privilege ticket orders to railway servants for travel by train. It defines key terms like "railway servant", "pass", and "privilege ticket order". It describes the different types of passes including metal passes, card passes, and cheque passes. It details the entitlements and validity of passes on privilege and duty accounts for various railway employee grades. It also covers post-retirement complimentary passes and other card passes like residential and school passes.
The document discusses selection procedures in Indian Railways. It describes the various methods of selection such as direct recruitment, promotion, transfer, and deputation. Selections in Indian Railways involve both recruitment through agencies like UPSC, RRB, RRC as well as promotions within and across groups. The selection process involves written tests, interviews, and assessment of service records. Promotions to gazetted and non-gazetted posts follow strict eligibility criteria and are decided by departmental promotion committees.
The document summarizes the leave rules for railway services under the Railway Services (Liberalised Leave) Rules, 1949. It outlines the various types of regular leave (LAP, LHAP, sick leave, leave not due), special leave (maternity, paternity, hospital, disability, study, extraordinary), and provisions for leave encashment. Key points include maternity leave of up to 180 days, paternity leave of 15 days, study leave of up to 24 months, and child care leave of up to 2 years for working mothers. Sanctioning authorities and limits for different leaves are also specified.
This document contains a quiz on rules related to railway servant passes. It includes 33 multiple choice questions about definitions related to passes, eligibility criteria for different types of passes, validity periods, authorized companions, and more. The questions cover topics like what constitutes a pass, who qualifies as family, the number of pass sets issued annually, higher class passes given for medical reasons, and competent authorities for addressing pass-related issues. The document provides the question, multiple choice answers, and indicates the correct answer for each question.
The document outlines the permanent negotiation machinery between Indian Railways and railway staff. It establishes staff councils at the divisional and railway levels to discuss issues related to staff welfare and working conditions. It also establishes a three-tier negotiating system - at the divisional, railway board, and tribunal levels - to resolve disputes between railway labor unions and the administration. Issues not resolved at lower levels can be escalated to higher levels, with an ad-hoc tribunal composed of union and administration representatives serving as the final arbiter for important disputes not resolved between the Railway Board and labor federations.
This document outlines the rules and procedures related to disciplinary action and appeals for railway employees in India. Some key points include:
- Discipline & Appeal Rules (D&AR) and Annual Confidential Reports are tools to control subordinates, but D&AR should only be used as a last resort.
- Educate, coach, and motivate staff before considering D&AR. Warnings or expressing written displeasure should be tried in normal situations.
- For D&AR action, the disciplinary authority must apply their full logical mind and ensure no other remedy is available before proceeding.
- The document details the procedures for minor and major penalties, conducting inquiries, framing chargesheets,
Organisation and funtioning of personnel department latestMohandas Poonthiyil
The document provides an overview of the personnel department and its functions on Indian Railways. Some key points:
- Indian Railways has over 1.3 million employees, making it one of the largest employers in the world. The personnel department manages this large workforce.
- The department is responsible for recruitment, training, welfare, industrial relations and other human resource functions. It interprets rules and ensures compliance with labor laws.
- The administrative structure includes the Railway Board, 17 zonal railways divided into 68 divisions. Centralized training institutes provide training.
- The objectives of the personnel department are to utilize human resources effectively, encourage employee contribution, and develop trust between management and workers.
The document discusses various types of pay and allowances for railway employees in India. It defines pay as the monthly amount drawn by an employee for the post held, including overseas pay, special pay, and personal pay. It describes different kinds of pay such as average pay, officiating pay, overseas pay, personal pay, presumptive pay, substantive pay, and special pay. It also discusses various allowances such as dearness allowance, house rent allowance, transport allowance, non-practicing allowance, nursing allowance, and washing allowance. It provides rates and eligibility criteria for these allowances. In the end, it briefly mentions conveyance allowance and mileage allowance for railway employees.
The document contains a quiz on the Railway Servant Discipline and Appeals Rules-1968. It includes 54 multiple choice questions testing knowledge of various aspects of the rules such as which document contains the title of the rules, relevant dates, standard forms used, penalties specified, composition of inquiry boards, treatment of cases after an employee's death, procedures for charge sheets, and rights of employees under suspension. The quiz covers topics like authorities involved, timelines for cases, applicable forms, penalties, rights of suspended employees and more.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the DAR case, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
The document contains a 50 question quiz on Railway Servant Leave Rules. Some of the key details covered in the quiz include:
- Railway employees are entitled to 30 days of LAP and 20 days of LHAP per year.
- Female employees receive 180 days of maternity leave. Paternity leave is 15 days for employees with less than two surviving children.
- The maximum number of LAP days that can be accumulated is 300. LAP is credited at 2.5 days per month.
- Study leave is a maximum of 36 months and special disability leave for accidents is up to 280 days.
- Joining time allowed is 10-15 days depending on distance between stations and travel method.
Lecture given by M.Nageswara Rao, SSO(A)/south central railway, secunderabad on the subject of "Railway classification of expenditure or Railway Allocation rules on 10th September, 2011 at ESTC/Lallaguda, Secunderabad.
1) Initiating disciplinary proceedings against a retired railway employee requires the President's sanction.
2) A Railway Board officer signs the charge sheet on behalf of the President under the Railway Service Pension Rules.
3) "President" in this context refers to the Minister of Railways acting on behalf of the actual President of India.
Allocations and classification in Indian RailwaysNageswara Rao M
1. The document discusses the revised classification of expenditure and earnings for Indian Railways effective April 1, 1979 based on recommendations from a task force.
2. It outlines the major head, sub-major heads, minor heads, and detailed heads for organizing the accounts. The heads are grouped under demands for general superintendence and services, repairs and maintenance, operations, and staff welfare.
3. Various demands are described including those for permanent way and works, motive power, carriages and wagons, plant and equipment, operating expenses for rolling stock and equipment, traffic, and fuel. Demands also cover staff welfare, retirement benefits, and miscellaneous working expenses.
This document outlines procedures and guidelines for promoting Railway servants who are under suspension or facing disciplinary/criminal proceedings. Key points:
1. The promotion of those under suspension, facing major penalty charges, or criminal prosecution, will be decided after the proceedings. However, minor penalty charges don't block promotion.
2. Eligible employees must appear for promotion exams. If qualified, their case will be kept in a sealed cover until proceedings conclude.
3. If exonerated, employees will be promoted retroactively. If guilty of minor penalties, they may be promoted after penalty period. Guilty of major penalties face review for continued promotion eligibility.
The document discusses various types of pensions available for government employees in India. It outlines different pensions such as superannuation pension, voluntary retirement pension, pension on absorption in PSU, invalid pension, compensation pension, and more. It then describes the key factors used to calculate the amount of pension - qualifying service, emoluments, calculation of pension amount, retirement gratuity, death gratuity, commutation of pension, family pension, and dearness relief.
The document discusses plans to introduce computer-based examinations for 70% selections and 30% LDCEs for Group B promotions on Indian Railways starting January 2021. It proposes holding a single, computer-based exam for each vacancy cycle testing professional knowledge, rules, and general awareness. CCAs must prepare question banks with at least 5000 questions each for the 70% and 30% exams by November-December 2020. Exams will be held on a single day across zones to improve transparency and reduce complaints and litigation regarding the selection process.
This document outlines the various staff welfare schemes provided by Indian Railways to employees and their families. It discusses the welfare organization structure at the zonal and divisional levels and lists 20 specific welfare activities, including provision of institutes/clubs, children's education allowance, holiday homes, canteens, medical facilities, sports programs, cultural associations, and more. The document also describes the Railway Staff Benefit Fund committees at the zonal and divisional levels and the sources of credit to the fund.
Classification of expenditure recent changes 07.01.2021Nageswara Rao M
This document discusses the classification system used by Indian Railways. It begins by explaining what classification is and providing examples of major heads used in railways for income, expenditure, capital outlay, loans and funds. It then discusses how demands used to be numbered and grouped for revenue and capital. Key changes are highlighted, including converting to a single demand number for the ministry of railways. The document also covers primary units for revenue expenditure, sources of finance for capital expenditure, and changes made to plan heads. Major heads, demands, primary units and plan heads from the past are described and compared to the current system.
Primary units are the objects of expenditure used to analyze government spending. They classify expenditures by cost elements like wages, materials, contracts etc. Some key primary units include salaries under PU 01, materials from stock under PU 27, contractual payments under PU 32, electricity costs under PU 30, and a miscellaneous category under PU 99. In total over 50 primary units are outlined with descriptions of what types of expenditures are allocated to each code.
This document outlines budget demands across 3 segments - revenue demands for staff payments and other payments, works demands for capital and railway funds, and non-budget items. It provides a breakdown of budget allocations by segment and category for review.
This document is a bid document for item number 30 of tender notice MAS/01 of 2014 dated 31-01-2014 issued by Southern Railway. The tender is for repairs to various wards and maintenance of Railway Hospital in Perambur, with an estimated cost of Rs. 45.19 lakhs. Instructions are provided for tenderers downloading and submitting the tender document, including paying the cost of the tender form and depositing the earnest money. Eligibility criteria for experience and annual turnover are also specified for tenders over Rs. 50 lakhs. Documents required to be submitted with the tender are listed.
Indian railways financial accounts, audit inspection & cash imprestNageswara Rao M
This is presentation given on Railways accounts and related subjects by M.Nageswara Rao, Section Officer (Accounts)/South Central Railway, Secunderabad.
Lecture on financial rules control over expenditure classification of expen...Nageswara Rao M
This document provides a summary of a training session on financial rules and expenditure control in the Indian Railways.
The 3-sentence summary is:
The training covered topics like classification and propriety of expenditures, budgetary controls, cost control measures, and standards of financial propriety to ensure funds are spent appropriately and productivity is increased. Financial reviews are conducted monthly to monitor trends in spending against allotments and initiate control steps. Proper estimates, allotments, and approvals are required before expenditures are incurred to follow budgetary and competency guidelines.
- The document discusses India's Leave Travel Concession (LTC) rules for central government employees.
- It outlines the eligibility, entitlements, and procedures for claiming LTC to travel to one's home town or anywhere in India.
- Key points include who qualifies as an employee's family, how advances can be obtained, different travel modes that are reimbursable, and deadlines for submitting claims.
The Occupational Safety, Health and Working Conditions Code, 2020 - Part IIIDVSResearchFoundatio
Key Takeaways:
- Hours of Work and Annual Leave with Wages
- Maintenance of Registers, Records and Returns
- Special Provision Relating to Employment of Women
- Key Changes in the Code
Emplouyment laws and Benefits at Indian RailwaysDhwani Ojha
The document summarizes the organization structure, labor composition, laws governing, and various policies around retirement benefits, wages, leave rules, medical benefits, and unions in Indian Railways. It discusses that railways employees are classified into gazette and non-gazette groups, with management comprising 1.3% and other staff 81.1%. It outlines key laws like the Railways Act 1989 governing carriage of passengers and goods, accidents, and working hours. It also summarizes policies around minimum wages, provident funds, new pension scheme, and medical benefits for railway employees and retirees.
The document discusses various types of pay and allowances for railway employees in India. It defines pay as the monthly amount drawn by an employee for the post held, including overseas pay, special pay, and personal pay. It describes different kinds of pay such as average pay, officiating pay, overseas pay, personal pay, presumptive pay, substantive pay, and special pay. It also discusses various allowances such as dearness allowance, house rent allowance, transport allowance, non-practicing allowance, nursing allowance, and washing allowance. It provides rates and eligibility criteria for these allowances. In the end, it briefly mentions conveyance allowance and mileage allowance for railway employees.
The document contains a quiz on the Railway Servant Discipline and Appeals Rules-1968. It includes 54 multiple choice questions testing knowledge of various aspects of the rules such as which document contains the title of the rules, relevant dates, standard forms used, penalties specified, composition of inquiry boards, treatment of cases after an employee's death, procedures for charge sheets, and rights of employees under suspension. The quiz covers topics like authorities involved, timelines for cases, applicable forms, penalties, rights of suspended employees and more.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the DAR case, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
The document contains a 50 question quiz on Railway Servant Leave Rules. Some of the key details covered in the quiz include:
- Railway employees are entitled to 30 days of LAP and 20 days of LHAP per year.
- Female employees receive 180 days of maternity leave. Paternity leave is 15 days for employees with less than two surviving children.
- The maximum number of LAP days that can be accumulated is 300. LAP is credited at 2.5 days per month.
- Study leave is a maximum of 36 months and special disability leave for accidents is up to 280 days.
- Joining time allowed is 10-15 days depending on distance between stations and travel method.
Lecture given by M.Nageswara Rao, SSO(A)/south central railway, secunderabad on the subject of "Railway classification of expenditure or Railway Allocation rules on 10th September, 2011 at ESTC/Lallaguda, Secunderabad.
1) Initiating disciplinary proceedings against a retired railway employee requires the President's sanction.
2) A Railway Board officer signs the charge sheet on behalf of the President under the Railway Service Pension Rules.
3) "President" in this context refers to the Minister of Railways acting on behalf of the actual President of India.
Allocations and classification in Indian RailwaysNageswara Rao M
1. The document discusses the revised classification of expenditure and earnings for Indian Railways effective April 1, 1979 based on recommendations from a task force.
2. It outlines the major head, sub-major heads, minor heads, and detailed heads for organizing the accounts. The heads are grouped under demands for general superintendence and services, repairs and maintenance, operations, and staff welfare.
3. Various demands are described including those for permanent way and works, motive power, carriages and wagons, plant and equipment, operating expenses for rolling stock and equipment, traffic, and fuel. Demands also cover staff welfare, retirement benefits, and miscellaneous working expenses.
This document outlines procedures and guidelines for promoting Railway servants who are under suspension or facing disciplinary/criminal proceedings. Key points:
1. The promotion of those under suspension, facing major penalty charges, or criminal prosecution, will be decided after the proceedings. However, minor penalty charges don't block promotion.
2. Eligible employees must appear for promotion exams. If qualified, their case will be kept in a sealed cover until proceedings conclude.
3. If exonerated, employees will be promoted retroactively. If guilty of minor penalties, they may be promoted after penalty period. Guilty of major penalties face review for continued promotion eligibility.
The document discusses various types of pensions available for government employees in India. It outlines different pensions such as superannuation pension, voluntary retirement pension, pension on absorption in PSU, invalid pension, compensation pension, and more. It then describes the key factors used to calculate the amount of pension - qualifying service, emoluments, calculation of pension amount, retirement gratuity, death gratuity, commutation of pension, family pension, and dearness relief.
The document discusses plans to introduce computer-based examinations for 70% selections and 30% LDCEs for Group B promotions on Indian Railways starting January 2021. It proposes holding a single, computer-based exam for each vacancy cycle testing professional knowledge, rules, and general awareness. CCAs must prepare question banks with at least 5000 questions each for the 70% and 30% exams by November-December 2020. Exams will be held on a single day across zones to improve transparency and reduce complaints and litigation regarding the selection process.
This document outlines the various staff welfare schemes provided by Indian Railways to employees and their families. It discusses the welfare organization structure at the zonal and divisional levels and lists 20 specific welfare activities, including provision of institutes/clubs, children's education allowance, holiday homes, canteens, medical facilities, sports programs, cultural associations, and more. The document also describes the Railway Staff Benefit Fund committees at the zonal and divisional levels and the sources of credit to the fund.
Classification of expenditure recent changes 07.01.2021Nageswara Rao M
This document discusses the classification system used by Indian Railways. It begins by explaining what classification is and providing examples of major heads used in railways for income, expenditure, capital outlay, loans and funds. It then discusses how demands used to be numbered and grouped for revenue and capital. Key changes are highlighted, including converting to a single demand number for the ministry of railways. The document also covers primary units for revenue expenditure, sources of finance for capital expenditure, and changes made to plan heads. Major heads, demands, primary units and plan heads from the past are described and compared to the current system.
Primary units are the objects of expenditure used to analyze government spending. They classify expenditures by cost elements like wages, materials, contracts etc. Some key primary units include salaries under PU 01, materials from stock under PU 27, contractual payments under PU 32, electricity costs under PU 30, and a miscellaneous category under PU 99. In total over 50 primary units are outlined with descriptions of what types of expenditures are allocated to each code.
This document outlines budget demands across 3 segments - revenue demands for staff payments and other payments, works demands for capital and railway funds, and non-budget items. It provides a breakdown of budget allocations by segment and category for review.
This document is a bid document for item number 30 of tender notice MAS/01 of 2014 dated 31-01-2014 issued by Southern Railway. The tender is for repairs to various wards and maintenance of Railway Hospital in Perambur, with an estimated cost of Rs. 45.19 lakhs. Instructions are provided for tenderers downloading and submitting the tender document, including paying the cost of the tender form and depositing the earnest money. Eligibility criteria for experience and annual turnover are also specified for tenders over Rs. 50 lakhs. Documents required to be submitted with the tender are listed.
Indian railways financial accounts, audit inspection & cash imprestNageswara Rao M
This is presentation given on Railways accounts and related subjects by M.Nageswara Rao, Section Officer (Accounts)/South Central Railway, Secunderabad.
Lecture on financial rules control over expenditure classification of expen...Nageswara Rao M
This document provides a summary of a training session on financial rules and expenditure control in the Indian Railways.
The 3-sentence summary is:
The training covered topics like classification and propriety of expenditures, budgetary controls, cost control measures, and standards of financial propriety to ensure funds are spent appropriately and productivity is increased. Financial reviews are conducted monthly to monitor trends in spending against allotments and initiate control steps. Proper estimates, allotments, and approvals are required before expenditures are incurred to follow budgetary and competency guidelines.
- The document discusses India's Leave Travel Concession (LTC) rules for central government employees.
- It outlines the eligibility, entitlements, and procedures for claiming LTC to travel to one's home town or anywhere in India.
- Key points include who qualifies as an employee's family, how advances can be obtained, different travel modes that are reimbursable, and deadlines for submitting claims.
The Occupational Safety, Health and Working Conditions Code, 2020 - Part IIIDVSResearchFoundatio
Key Takeaways:
- Hours of Work and Annual Leave with Wages
- Maintenance of Registers, Records and Returns
- Special Provision Relating to Employment of Women
- Key Changes in the Code
Emplouyment laws and Benefits at Indian RailwaysDhwani Ojha
The document summarizes the organization structure, labor composition, laws governing, and various policies around retirement benefits, wages, leave rules, medical benefits, and unions in Indian Railways. It discusses that railways employees are classified into gazette and non-gazette groups, with management comprising 1.3% and other staff 81.1%. It outlines key laws like the Railways Act 1989 governing carriage of passengers and goods, accidents, and working hours. It also summarizes policies around minimum wages, provident funds, new pension scheme, and medical benefits for railway employees and retirees.
This document outlines the Punjab Travelling Allowance Rules. It defines key terms related to travelling allowance such as tour, transfer, family, and headquarter. It describes the different types of travelling allowances - permanent travelling allowance, conveyance allowance, mileage allowance, and daily allowance. It provides the rates for conveyance allowance, mileage allowance, and daily allowance. It also discusses rules around travelling allowance for training, transfer, retirement, and preparation of travelling allowance forms.
This document outlines the Pakistan WAPDA Leave Rules for WAPDA Employees from 1982. Some key points:
- It establishes the rules for earning, accumulating, and granting different types of leave for regular WAPDA employees, including leave on full pay, half pay, leave not due, special leave, and maternity leave.
- Authorities competent to grant leave are outlined in Appendix I. Maximum periods for different types of leave that can be granted at one time are specified, such as 120 days without a medical certificate or 180 days with a medical certificate.
- Leave is earned at the rate of 4 days for every calendar month of duty rendered. There is no maximum limit on accumulated leave. Te
Chapter 31 - Hours Worked - Field Operations HandbookSwartzSwidler
The Field Operations Handbook (FOH) is an operations manual that provides Wage and Hour Division (WHD) investigators and staff with interpretations of statutory provisions, procedures for conducting investigations, and general administrative guidance. The FOH was developed by the WHD under the general authority to administer laws that the agency is charged with enforcing. The FOH reflects policies established through changes in legislation, regulations, significant court decisions, and the decisions and opinions of the WHD Administrator. It is not used as a device for establishing interpretative policy.
This document establishes the policy for rest periods, clean-up time, and lunch breaks for Field Operations employees at OC Animal Care. It specifies that employees are allowed two 15-minute rest periods per 10-hour shift, with restrictions on when they can be taken. Employees are also permitted up to 15 minutes of paid time at the end of each shift for clean-up activities. Lunch breaks are 30 minutes and are unpaid time for employees, though supervisors will assign times and try to accommodate missed breaks. The policy outlines specific procedures for taking rest periods, clean-up time, and lunch breaks.
The Motor Transport Workers Act, 1961 establishes regulations regarding working hours, wages, welfare facilities, and safety standards for motor transport workers in India. Some key points covered in the Act include:
- It applies to motor transport undertakings employing 5 or more workers and extends across all of India.
- It defines terms like motor transport worker, running time, and subsidiary work.
- It specifies maximum working hours of 8 hours per day and 48 hours per week for adults, and limits of 6 hours including breaks for adolescents.
- It mandates facilities like canteens, restrooms, uniforms, medical care, and first aid kits.
- It provides for overtime wages, annual leave, payment of wages,
The document outlines the leave rules for employees of the Pakistan Water and Power Development Authority (WAPDA) as amended up to 2001. It details rules regarding earning and accumulation of leave, types of leave (full pay, half pay), maximum leave allowed before retirement (365 days), and encashment of leftover leave. Authorities for granting leave are listed in Appendix 1. The rules apply to regular WAPDA employees but exclude those on deputation, contract, or with less than 3 years service.
Sysco dvd orientation best driver resourcesneedtofinish
Drivers must accurately log their hours of service to avoid violations and fill out log books correctly. Key requirements include taking a 30 minute break before 7.5 hours of driving, having 10 consecutive hours off between shifts, and not driving after 11 hours or accumulating over 70 hours in 8 days. Failing to follow these hours of service rules can result in fines, tickets, or being shut down.
LEAVE RULE FOR CENTRAL GOVERNMENT EMPLOYEE BY S L TIWARI WELFARE INSPECTOR .pptxsltiwari1976
This document provides details on various leave rules for Indian Railway employees as per the Indian Railway Establishment Code (IREC) Volume 1. It discusses different types of leaves such as Leave on Average Pay (LAP), Leave on Half Average Pay (LHAP), Commuted Leave, Leave Not Due (LND), Extra Ordinary Leave (EOL), Maternity Leave (ML), Paternity Leave (PL), Child Care Leave (CCL) and others. It outlines eligibility and accumulation limits for LAP and provides authorities for sanctioning different durations of leave. It also summarizes rules for leave encashment at retirement and during service.
Mc8.apprentices act,1961 & training of apprentices in railway establishmentsAbhey Dogra
This document provides a consolidated summary of instructions regarding the Apprentices Act of 1961 and the training of apprentices in India. It discusses key topics such as the purpose and extent of the act, categories of apprentices, recruitment sources and qualifications, training procedures, stipends, and testing/certification. The main points are:
- The Apprentices Act regulates apprenticeship training in designated trades to develop skilled labor. It applies to railway workshops, production units, and other facilities.
- There are three categories of apprentices: trade, technician, and graduate engineers. Recruitment comes from employment exchanges, SC/ST organizations, ITIs, and railway employee wards.
-
This document provides details about employment opportunities for Group C posts in the Military Engineer Services. It lists 480 tentative vacancies across various categories and locations in India. The key information provided includes:
- Written examinations will be tentatively held on 14 February 2016. Location and other details will be provided in call letters.
- Vacancies are reserved for candidates from various categories including UR, OBC, SC and ST according to government rules.
- The pay scale is Rs. 5200-20200 with a grade pay of Rs. 1800.
- The age limit is 18-27 years as of the closing date for all applicants. Relaxations are provided to candidates from reserved categories as per government rules.
Contributi dei parlamentari del PD - Contributi L. 3/2019Partito democratico
DI SEGUITO SONO PUBBLICATI, AI SENSI DELL'ART. 11 DELLA LEGGE N. 3/2019, GLI IMPORTI RICEVUTI DALL'ENTRATA IN VIGORE DELLA SUDDETTA NORMA (31/01/2019) E FINO AL MESE SOLARE ANTECEDENTE QUELLO DELLA PUBBLICAZIONE SUL PRESENTE SITO
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
RFP for Reno's Community Assistance CenterThis Is Reno
Property appraisals completed in May for downtown Reno’s Community Assistance and Triage Centers (CAC) reveal that repairing the buildings to bring them back into service would cost an estimated $10.1 million—nearly four times the amount previously reported by city staff.
United Nations World Oceans Day 2024; June 8th " Awaken new dephts".Christina Parmionova
The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Donate to charity during this holiday seasonSERUDS INDIA
For people who have money and are philanthropic, there are infinite opportunities to gift a needy person or child a Merry Christmas. Even if you are living on a shoestring budget, you will be surprised at how much you can do.
Donate Us
https://serudsindia.org/how-to-donate-to-charity-during-this-holiday-season/
#charityforchildren, #donateforchildren, #donateclothesforchildren, #donatebooksforchildren, #donatetoysforchildren, #sponsorforchildren, #sponsorclothesforchildren, #sponsorbooksforchildren, #sponsortoysforchildren, #seruds, #kurnool
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHOChristina Parmionova
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
2024: The FAR - Federal Acquisition Regulations, Part 38
1434541179514 hoer rules 30.1.12
1.
2. RAILWAY SERVANTS(HOURS OF EMPLOYMENT)
RULES’ 1961 have been amended by introducing RAILWAY
SERVANTS(HOURS OF WORK & PERIOD OF REST)
RULES 2005 by the notification (GSR NO.75)dt. 28.02.05 in
exercise of powers conferred by section 136 of the Railway
Act’1989(24 of 1989)
These rules may be called the RAILWAY SERVANTS
(HOURS OF WORK & PERIOD OF REST) RULES’2005.
It shall come in to force from the date of publication In
the gazette i.e . dt. 28.02.2005
3. * To regulate the hours of
employment
* To regulate the period of rest
* To regulate the payment of
overtime for extra hours
performed beyond hours of
employment
4. This rule applies to all non gazetted
Employees working in the railways except
the followings
A. RPF staff
B. Staff governed under Factory act, Indian
shipping corporation act,Mining act.
C. Casual labours governed under Minimum
Wages act.
6. (1) HOURS OF EMPLOYMENT
Means period during employment
consisting of—
# Period of action
# period of inaction
# Period of handing over & taking
over of charge
7. Contd…
(2) PERIOD OF INTERVAL
Period between spells of duties
during which employee can leave
duty place.
(3)FULL NIGHT—Period between 10.00
PM to 6.00 AM
(4) NIGHT DUTY– Duty between 10.00
PM to 6.00 AM
8. (5)ROSTER-
Means a document which shows the
hours that Rly. Servant is expected to
be on duty everyday, daily as well as
weekly rest & break between spells of
duty in day besides other particulars.
(6) LONG ON
Means period of duty over
# 8 hours in Intensive roster
# 10 hours in Continuous roster
# 12 hours in EI roster
9. Means period of rest which is—
1. In the case of Intensive worker
A. Less than 12 hours in a roster of 6 hour duty.
B. Less than 14 hours in a mixed roster of
six and 8 hrs. duty.
2. Less than 10 hours in the case of
continuous worker.
3. Less than 8 hours in the case of EI
worker
10. SUSTAINED ATTENTION :
This implies mental effort, when a Railway servant
is called upon to display high levels of concentration
and or physical activity.
For example , a Pointsman waiting for the arrival
of a train after setting points is required to give
sustained attention . Similarly a SM/ASM is required to
pay sustained attention from the time of line clear
till the arrival of the train etc.
11. SPLIT DUTY :
It means duty in two or more spells with intervening
breaks each of half or more hour necessitated by
exigencies of work and when the employee is free
to leave his place of duty. Intervals for rest and
Meals shall not be breaks for the purpose of split-duty
12. COMPETENT AUTHORITY FOR
CLASSIFICATION
OF EMPLOYMENT
* PRESCRIBED AUTHORITY
The powers to declare the employment of
railway servant as INTENSIVE, ESSENTIALLY
INTERMITTENT or CONTINUOUS are vested
with the Head of Railway Administration.
He can delegate the power to CPO.
APPEAL AGAINST CLASSIFICATION LIES TO
RLC WITH IN 90 DAYS OF DECLARATION AND
THEN SECRETARY TO GOVT. OF INDIA
IN THE MINISTRY OF LABOUR
13. HOURS OF WORK IN DIFFERENT
CLASSIFICATIONS
1. INTENSIVE (I)
(A) NATURE OF WORK :-
STRENUOUS NATURE OF WORK INVOLVING
CONTINUOUS MENTAL OR PHYSICAL ATTENTION
WITH LITTLE OR NO PERIOD OF RELAXATION.
(B) PERIOD OF IN-ACTION:-
(I) DO NOT AGGREGATE ONE HOUR OR MORE
IN A SHIFT OF 8 HOURS. OR
(II) DO NOT AGGREGATE 6 HOURS OR MORE IN A
CYCLIC ROSTER OF 24 HOURS.
(C) WEEKLY ROSTERED HOURS – 42 HOURS
(D) STATUTORY LIMIT – 45 HOURS
(E) HOURS OF WEEKLY REST-30 HOURS
14. (A) NATURE OF WORK :-
PRESENCE AT DUTY PLACE IS ESSENTIAL BUT IT IS NOT
NECESSARY THAT WORKER PERFORMS OR DISPLAYS
ANY PHYSICAL ACTIVITY OR SUSTAINED ATTENTION
(B) PERIOD OF IN-ACTION:-
AGGREGATE 6 HOURS OR MORE DURING 12 HOURS DUTY
INCLUDING ONE PERIOD OF ONE HOUR OR 2 PERIODS OF HALF
AN HOUR OF INACTION.
(C) WEEKLY ROSTERED HOURS –
(A) STAFF WHO ARE POSTED ON ROAD SIDE STATIONS AND
PROVIDED WITH HOUSING FACILITIES WITHIN 0.5 KM-
72 HOURS OTHERWISE 60 HOURS.
(B) STAFF WHO ARE POSTED OTHER THAN ROAD SIDE
STATION-60 HOURS
(D) STATUTORY LIMIT – 75 HOURS
(E) HOURS OF WEEKLY REST :- 24 HOURS INCLUDING “
NIGHT IN BED”
15. 3. CONTINUOUS (C)
(A) NATURE OF WORK
NOT SO BUSY LIKE “INTENSIVE” WORKER AND NOT SO
RELAXED LIKE “ EI” WORKER– AVERAGE WORK LOAD
(B) PERIOD OF INACTION :-
NOT MORE THAN 2 HOURS DURING 8 HOURS DUTY.
(C) WEEKLY ROSTERED HOURS
– 48 HOURS
- 40 HOURS FOR MINISTERIAL STAFF WORKING IN
ADMINISTRATIVE OFFICES OR BIG UNITS
(D) STATUTORY LIMIT- 54 HOURS.
(E) HOURS OF WEEKLY REST – 30 HOURS
16. 4. EXCLUDED (EX)
EXCLUDED IS THE CATEGORY FOR WHICH NO PROVISIONS HAVE
BEEN MADE IN RESPECT OF “ HOURS OF EMPLOYMENT”, PERIOD
OF WEEKLY REST AND PAYMENT OF OVER TIME ALLOWANCE
THE FOLLOWING STAFF COME UNDER EXCLUDED CATG.
(1) ALL SUPERVISORS
(2) STENOGRAPHERS, CA/PA
(3) CIPHER OPERATOR
(4) MATRONS, SISTER-IN-CHARGE, MIDWIVES, LADY
HEALTH VISITORS , F. P. FIELD WORKERS, NURSES CUM MIDVIVES
(5)PROJECTIONISTS
(6) RAIWLAY SCHOOL TEACHERS
(7)INSTRUCTORS WORKING IN TRAINING CENTRES
17. Classification R/Hrs. P&C S/Hrs. Rest Aver.Period
INTENSIVE 42 3 45 30 Hrs 14 days
ESSENTIALLY 60 4.5 64.5 24 Hrs 07 days
INTERMITENT 72 3 75 Incl.
Full night
CONTINUOUS 48 6 54 30 14 days
EXCLUDED - - - 48/24
STANDARD DUTY HOURS FOR VARIOUS
CLASSIFICATION
18. Principle of Averaging and Payment of Overtime
Allowance
The hourly rate of OT will be worked out on the basis of
rostered hours over the period of averaging. The period
of averaging will be: two weeks in the case of workers in
the intensive, and continuous classification and one
week in the case of EI workers.
The principle of Averaging will apply to the following
categories.
a) Running Staff,
b) Operating Staff,
c) Shift workers &
d) those whose work is connected with the work of
above three categories.
Principle of Averaging :
19. Where Railway servant is required to render extra hours of
duty beyond the rostered hours, he shall be paid overtime
for such extra hours of work.
• For excess hours of work rendered by a Railway
Servant beyond rostered hours upto statutory hours
payment of OT shall be made at one and half times
the ordinary rate of pay.
• For excess hours rendered beyond statutory hours,
Payment of OT shall be made at twice the ordinary
rate of pay.
Payment of Overtime:
20. CALCULATION OF OVERTIME:
The hourly rate of overtime shall be worked out on the basis of
rostered hours over the relevant averaging period as under.
(i) Hourly rate of Pay
(for staff governed
by Averaging
Principle
Period of averaging
No. of rostered hours
of work in the
averaging period
X 1/30 of monthly
ordinary rate of
pay.
(ii) Hourly rate of
pay ( for those not
governed by
Averaging Principle)
No. of daily rostered
Hours of work
X 1/30 of monthly
ordinary rate of
pay
21. Periodical rest
(1) R.S. who belongs to intensive or Continuous category
shall be granted every week commencing on a Sunday,
Rest of not less than 30 consecutive hours and whose
employment is EI, shall be granted rest of not less than
24 hrs. consecutive hours including a full night.
(2) No R. S. classified as “I” “C” or E.I shall be called on
duty unless he has had a rest of not less than 12,10,8,
consecutive hours respectively through the Rest givers.
22. (3) Locomotive/Traffic Rg staff shall be granted each month
a rest of at least five periods of not less than 22 hrs. or
a rest of at least four period of not less than 30 hrs.
including full night. The hours of shall be calculated from
“signing on” to “signing of”.
(4) The locomotive and traffic running staff shall not
normally be away from Hqtrs. For three or four days
at a stretch and the periodic rest for such staff shall be
given at Hqtrs. which shall include a night in bed,
and as far as possible be once in every 10 days.
23. Compensatory period of the Rest
No Railway Servant in respect of whom in exemption has
been made under rule 9 shall be require to work for more
than fourteen days without a period of rest and shall be
provided with compensatory rest within this period.
24. DUTY HOURS OF LOCO AND TRAFFIC RUNNING STAFF
(1) The running duty should not ordinarily exceed ten hours
at a stretch
(2) Such staff is entitled to claim rest after performing 12hrs
of duty provided they have given 2 hrs notice to the
controller.
(3) The duty at a stretch should be computed from actual
departure of the train for purpose computing duty of
10 or 12 hrs.
(4) For the purpose of overtime payment ‘ the hours of
work shall be calculated from “Signing on” to Signing off”
(5) Night duty should not normally be performed by R.G. Staff
For more than 6 night at a stretch.
25. Rest to loco and Traffic Running Staff.
1 Rest at Head quarters
a) For running duty of less than 8 hrs….12 hrs..
b) For running duty of 8 hrs. or more…. 16 hrs..
Note: R.G. staff shall not be called upon to go out before
availing 6 hrs. rest unless it is absolutely necessary
in the case of accidents and breakdowns.
26. Rest to loco and Traffic Running Staff.
(2) Rest of Out stations:
For running duty of 8 hrs or more …8hrs.
(3) The interval between short trips shall be treated
as duty, it is equal to or less than one hour plus
time allowed for train or engine attendance after
the trip and before the trip.