GURU
GOBIND SINGH INDRAPRASTHA UNIVERSITY
KASHMERE GATE,
DELHI-110006
LEAVE TRAVEL CONCESSION REGULATIONS
1.
Short Title &
Application :-
(1)
These
regulations may be called the Guru Gobind Singh Indraprastha University (Leave
Travel Concession) Regulations.
(2)
These
shall apply to all persons –
(i)
who
are appointed to any post in the University;
(ii)
who
are employed under Central Government or a State Government or any other
University or organisation and who are on deputation with the University;
(iii)
who
are appointed on contract basis; and
(iv)
who
are re-employed after their retirement.
(3)
These
shall not apply to –
(i)
persons
not in whole time employment of the University;
(ii)
persons
in casual and daily rated employment;
(iii)
persons
eligible to any other form of travel
concession available during leave or otherwise.
2.
Admissibility:-
(1)
The
leave travel concession shall be admissible on completion of one year’s
continuous service under the University, provided that in case of the employee
mentioned in categories (ii), (iii) and (iv), it is certified that he is likely
to serve under the University for a period of at least two years in the case of
leave travel concession to home town and at least four years in the case of
leave travel concession to any place in India.
In case of persons, earlier employed
in any other University/ Government department/ autonomous body/ public sector
undertaking, joining the university without any break, the service will be
treated as continuous with the previous service for the purpose of Leave Travel
Concession, provided that he has not availed the Leave Travel Concession for
that block year in the earlier organisation.
(2)
In
the case of officers appointed on contract basis, where the initial contract is
for one year but is later extended, the total duration of the contract will be
taken into account for the purpose of leave travel concession.
(3)
In
the case of persons re-employed, immediately after retirement without any break
the period of re-employment service will be treated as continuous with the
previous service for the purpose of leave travel concession and the concession
allowed for the re-employed period, provided that the leave travel concession
would have been admissible to the re-employed officer had he not retired but
had continued as serving officer.
(4) The leave travel concession shall be admissible during any period of leave, vacation including casual leave, special casual leave, maternity leave.
(5) A period of unauthorised absence due to participation in strike, etc., shall be deemed to cause break in service, unless condoned by the appointing authority, while calculating the minimum period of continuous service.
(6) Not to :- The leave travel concession is Not admissible to :-
(i)
Employees
whose spouses are employed in Indian Railways and National Airlines as they are
entitled for ‘Free Pass’ facility.
(ii) An employee under suspension; however, his family can avail the concession.
(iii) An employee who proceeds on leave but resigns his post without returning to duty.
3.
Scope :-
The leave travel concession
will cover the Employee himself and his family.
4. Definitions :-
In these regulations, unless
the context otherwise requires-
(a)
“a
place in India” will cover any place within the territory of India, whether it
is on the mainland or overseas;
(b)
‘Family’
means :-
(i)
the
Employee’s wife or husband, as the case may be, and two surviving unmarried
children or stepchildren wholly dependent on the Employee, irrespective of
whether they are residing with the Employee or not;
Note :- The “dependency” condition does not apply to the Employee’s spouse.
(ii)
Married
daughters who have been divorced, abandoned or separated from their husbands and are residing with the
Employee and are wholly dependent on the Employee;
(iii)
Parents
and/or stepmother residing with and wholly dependent on the Employee;
(iv)
Unmarried
minor brothers as well as unmarried, divorced, abandoned, separated from their
husbands or widowed sisters, residing with and wholly dependent on the
Employee, provided their parents are either not alive or are themselves wholly
dependent on the Employee.
1.
The
restriction of the concession to only two surviving children or step children
shall not be applicable in respect of (i) those employees who already have more
than two children prior to the coming into force of this restriction, i.e.,
20-10-98; (ii) children born within one year of the coming
into force of this restriction; (iii) where the number of children exceeds two
as a result of second child birth resulting in multiple births.
2.
Only
one wife is included in the term ‘Family’ for the purpose of these Regulations.
3.
It
is not necessary for the spouse and children to reside with the Employee so as
to be eligible for the Leave Travel Concession. The concession in their cases shall, however, be restricted to
the actual distance travelled or distance between the headquarters/ place of
posting of the Employee and the home town/ place of visit, whichever is less.
4.
Children
of divorced, abandoned, separated from their husbands or widowed sisters are
not included in the term ‘Family’.
5.
A
member of the family whose income from all sources, including pension,
temporary increase in pension but excluding dearness relief on pension or
stipend, etc. does not exceed Rs. 1500 per month is deemed to be wholly
dependent on the Employee.
(c)
“home
town” means the town, village or any other place declared as such by the
Employee and accepted by the University.
If both husband and wife are University employees, they can declare
separate home towns independently.
5. Change Of Home Town
:-
The home town once declared and accepted by the
University shall be treated as final.
In exceptional circumstances, the University may authorize a change in
such declaration provided that, such a change shall not be made more than once
during the service of the Employee.
6. Declaration
of place of visit under leave travel concession to any place in India:-
When the concession to visit any place in India is proposed to be availed of by an Employee or any member of the family of such Employee, the intended place of visit shall be declared by the Employee in advance to the sanctioning authority. The declared place of visit may be changed before the commencement of the journey with the approval of sanctioning authority, but it may not be changed after the commencement of the journey.
7. Types of Leave Travel Concession :-
(a) The leave travel concession to home town shall be admissible irrespective of the distance between the headquarters of the Employee and his home town, once in a block of two calendar years, such as 1998-99, 2000-2001.
(b) The leave travel concession to any place in India shall be admissible irrespective of the distance of the place of visit from the headquarters of the Employee, once in a block of four calendar years, such as 1998-2001.
Provided that in the case of an Employee to whom Leave travel concession to home town is admissible, the leave travel concession to any place in India availed of by him shall be in lieu of, and adjusted against, the leave travel concession to home town available to him at the time of the commencement of the journey.
(c) An employee (married or unmarried) whose family lives away from his headquarters at his home town may, in lieu of all concessions under this scheme, including the leave travel concession to visit any place in India once in a block of four years which would otherwise be admissible to him and members of his family, choose to avail of leave travel concession for self alone to visit the home town every year instead of having it for self and family once in two years. In such cases, he and his family will lose the right of LTC to anywhere in India.
8. Counting
of Leave Travel Concession against particular blocks :-
An employee and members of his family availing of leave travel concession may travel in different groups at different times during a block of two or four years, as the case may be. The concession so availed of will be counted against the block of two years of four years within which the outward journey commenced, even if the return journey was performed after the expiry of the block of two years or four years.
9.
Carry Over of Leave
Travel Concession :-
An employee who is unable to avail of the leave travel concession within a particular block of two years or four years may avail of the same within the first year of the next block of two years or four years. If an employee is entitled to leave travel concession to home town, he can carry forward the leave travel concession to any place in India for a block of four years only if he has carried forward the leave travel concession to home town in respect of the second block of two years within the block of four years.
10.
Place to be visited
by employee and members of his family under Leave Travel Concession to any
place in India :-
(1) Employee and/or member(s) can visit home Town or “any place in India” in the same block :- In the same block of two years, some members of the family can avail the concession to visit home town, while others for visiting “any place in India”.
(2) An employee and each member of his family may visit different places of their choices during a block of four years. It shall not be necessary for members of family of an Employee to visit the same place as that visited by the Employee himself at any time earlier during the same block.
11.
Entitlement :-
(1) For travel under the scheme of leave travel concession the entitlement shall be as under :-
(A) Journey by Air/ Rail
Pay Range Rs. 18,400 and above :- Air Economy (Y) class by National Carrier or AC First class by train at their option.
|
Pay Range |
Shatabdi Express |
Rajdhani Express |
Other Trains |
|
Rs. 16,400 and above, but less than Rs. 18,400 |
Executive class |
AC First class |
AC First class |
|
Rs. 8,000 to Rs. 16, 399 |
AC Chair car |
Second AC 2-tier sleeper |
Second AC 2-tier sleeper |
|
Rs. 4,100 to Rs. 7,999 |
-do- |
AC 3-tier sleeper |
First class/ AC 3-tier sleeper/ AC chair car |
|
Below Rs. 4,100 |
Not entitled |
Not entitled |
Second sleeper class |
All employees who are entitled to travel on LTC by First class / AC 3-tier sleeper/ AC chair car may, at their discretion, travel by AC 2-tier sleeper in cases where any of the trains connecting the originating and destination stations concerned by the direct shortest route do not provide these three classes of accommodation.
Note :- Entitlement by Rajdhani/ Shatabdi Trains would be
applicable in cases where journey is actually undertaken by these trains and
not for determining entitlement on notional basis. Both ends of the journey, i.e., place of start of the journey and
the destination should be directly connected by Rajdhani/ Shatabdi Express.
(B) Journey by Sea or by River Steamer :-
|
Pay Range |
Entitlement |
|
|
A & N Islands and Lakshadweep Islands
(Shipping Corpn. Of India) |
Others |
|
|
Rs. 8,000 and above Rs. 6,500 and above, but less than Rs. 8,000 Rs. 4,100 and above, but less than Rs. 6,500 Below Rs. 4,100 |
Deluxe class First / “A” Cabin class Second/ “B" Cabin class Bunk class |
Highest class If there be two classes only on the steamer, the lower class If there be three classes, the middle or the second class. If there be four classes, the third class. The lowest class |
(C) Journey by Road :-
|
Pay Range |
Entitlement |
|
(i) Rs. 18,400 and above |
Actual fare by any type of public bus, including air-conditioned bus: OR at prescribed rates for AC Taxi/ Taxi (AC Taxi when the journey is actually performed by AC Taxi) for journey to the places not connected by rail, subject to condition that the claim shall be restricted to the bus fare by entitled class or the fare actually paid, whichever is less. |
|
(ii) Rs. 8,000 and above, but less than Rs. 18,400 |
Same as at (i) above with the exception that journeys by AC Taxi will not be permissible. |
|
(iii) Rs. 6,500 and above, but less than Rs. 8,000 |
Same as at (ii) above with the exception that journeys by air-conditioned bus will not be permissible. |
|
(iv) Rs. 4,100 and above, but less than Rs. 6,500 |
Actual fare by any type of public bus other than air-conditioned bus : OR at prescribed rate for autorickshaw for journey to places not connected by rail, subject to condition that the claim shall be restricted to bus fare by entitled class or the fare actually paid, whichever is less. |
|
(v) Below Rs. 4,100 |
As at (iv) above with the condition that the claim shall be restricted to the bus fare by ordinary bus. |
Note :-
In all cases of travel by AC
Taxi, Taxi or Autorickshaw production of fare receipt will be necessary.
(2) Journey by road :-
(i) Where a public transport system as aforesaid does not exist, the assistance will be regulated as in case of journeys undertaken on transfer.
(ii) Re-imbursement shall not be admissible for journey by a private car (owned, borrowed or hired), or a bus, van or other vehicle owned by private operators.
(3) By Air :-
(i) An employee may travel by air between places not connected by rail, where an alternative means of travel is either not available or is more expensive.
(ii) If journey between places connected by rail is performed by air, claim will be restricted to fare of the entitled class by rail other than Rajdhani / Shatabdi Express.
(4) In regard to places in territory of India connected by shipping services, the entitlement of an Employee to travel by ship will be regulated as in the case of journeys by ship undertaken on transfer.
12.
Reimbursement:-
(i) Reimbursement under the leave travel concession scheme shall not cover incidental expenses and expenditure incurred on local journeys. Reimbursement for expenses of journey shall be allowed only on the basis of a point to point journey on a through ticket over the shortest direct route.
(ii) Journeys from a station other than the duty station:- The employee will be entitled to the concession from the place of residence to the place visited/ home town but restricted to the entitlement from his duty station to the place visited/ home town by the shortest route.
(iii) To home/ declared destination and back :- In every case the journey should be to the home/ declared destination and back, but it need not necessarily commence from or end at the headquarters of the Employee either in his own case or in the case of the family. But the assistance admissible will be the amount admissible for the actual distance travelled, limited to the amount that would, have been admissible had the journey been performed between the headquarters and the ‘home’ of the Employee or declared destination.
13. Forfeiture
of claim:-
A claim for reimbursement of expenditure incurred on journey under Leave Travel Concession shall be submitted within three months after the completion of the return journey, if no advance had been drawn. Failure to do so will entail forfeiture of the claim and no relaxation shall be permissible in this regard.
14. Grant
of advance and adjustment thereof :-
(i) Advance may be granted to Employees to enable them to avail themselves of the leave travel concession. The amount of such advance in each case shall be limited upto 90% of the estimated amount which University would have to re-imburse in respect of the cost of the journey both ways.
(ii) If the family travels separately from the Employee, the advance may also be drawn separately to the extent admissible.
(iii) The advance may be drawn both for the forward ad return journeys at the time of commencement of the forward journey, provided the period of leave taken by the Employee or the period of anticipated absence of the members of the family does not exceed three months. If this limit is exceeded, then the advance may be drawn for the outward journey only.
(iv) If the limit of three months is exceeded after the advance had already been drawn for both the journeys, one half of the advance should be refunded to the University forthwith.
(v) The advance should be refunded in full, if the outward journey is not commenced within 30 days of the grant of advance. However, in cases where reservations can be made thirty-five days before the proposed date of the outward journey and advance is granted accordingly, the Employee should produce the tickets within ten days of the drawal of the advance, irrespective of the date of the commencement of the journey.
(vi) Where an advance has been drawn by the Employee, the claim for reimbursement of the expenditure incurred on the journey shall be submitted within one month of the completion of return journey. On an Employee’s failure to do so, he shall be required to refund the entire amount of advance forthwith in one lumpsum and the claim will be treated as one where no advance is sanctioned. Further, penal interest @ 2% over GPF rate of interest on the entire advance from the date of drawal to the date of recovery will be charged. No request for recovery of the advance in instalments shall be entertained.
15.
L.T.C. for Escort
:-
Escort to single handicapped employee – L.T.C. is admissible to an escort accompanying a handicapped Employee proceeding on Leave Travel Concession journey provided that–
(a) the nature of physical disability is such as to necessitate an escort.
(b) The physically handicapped employee does not have an adult family member.
(c) Any other employee entitled to L.T.C. does not accompany the physically handicapped employee on the journey.
(d) Prior approval of the competent authority is obtained on each occasion.
(e) Concessions, if any, allowed by the Railways/ Bus services should be availed.
16. Encashment of Earned Leave at the
time of availing L.T.C. :-
The Employee will be permitted to encash ten days earned leave at the time of availing of Leave Travel Concession, subject to the conditions that :-
(a) the total leave so encashed during the entire career does not exceed 60 days in the aggregate;
(b) earned leave of at least an equivalent duration is also availed of simultaneously by the employee;
(c) a balance of at least 30 days of earned leave is still available to the credit of the employee after taking into account the period of encashment as well as leave; and
(d) the period of leave encashed shall be deducted from the quantum of leave that can be normally encashed by him at the time of superannuation.
17. Fraudulent claim of Leave Travel
Concession :-
(1) If a decision is taken by the Disciplinary Authority to initiate disciplinary proceedings against an Employee on the charge of preferring a fraudulent claim of leave travel concession, such Employee shall not be allowed the leave travel concession till the finalization of such disciplinary proceedings.
(2) If the disciplinary proceedings result in imposition of any of the penalties specified in the relevant rules, the Employee shall not be allowed the next two sets of leave travel concession in addition to the sets already withheld during the pendency of the disciplinary proceedings. For reasons to be recorded in writing, the Controlling Authority can also disallow more than two sets of leave travel concession.
(3) If the Employee is fully exonerated of the charge of fraudulent claim of leave travel concession, he shall be allowed to avail of the concession withheld earlier as additional set(s) in future block years but before the normal date of his superannuation.
Explanation :-
For this purpose, leave travel concession to home town and leave travel
concession to any place in India as specified in clauses (a) and (b) of Rule 7
shall constitute two sets of the leave travel concession.
18.
Sanctioning
authority :-
Sanctioning authority will be Registrar (Admn.) provided that leave of the appropriate duration is sanctioned by the competent authority.
19.
Interpretation :-
If there is any doubt regarding any of the provisions in these regulations, the interpretation or clarifications as provided in Govt. of India’s L.T.C. rules will be applicable.
20.
Power to relax :-
Same as otherwise provided in these regulations, where University is satisfied that the operation of any of these regulations causes undue hardship in any particular case, the University may, by order, for reasons to be recorded in writing, dispense with a relax the requirements of that regulation to such extent and, subject to such exception and conditions as it may consider necessary for dealing with the case in a just and equitable manner.
Provided that no such order shall be made except with the concurrence of the Board of Management.
***********
BOM Resolution – 10.12 dated 9.6.2000