IIITA Recruitment Rules Amended

Amended (Latest)

Indian Institute of Information Technology, Allahabad

RECRUITMENT AND SERVICE
RULES

Deoghat Jhalwa, Allahabad – 211 012 (U.P.), India
Ph: 05322922025, 2922067; Fax: 05322430006, 2431689, 2922144;
Web: www.iiita.ac.in; Email: contact@iiita.ac.in
INDIAN INSTITUTE OF INFORMATION TECHNOLOGY,
ALLAHABAD
Recruitment and Service Rules
CONTENTS
S.N. Para / Sub para Subject Pages
1. 1 Title 6
2. 2 Commencement 6
3. 3 Scope and Applications 6
4. 4 Definition 6
5. 5 Powers and Functions of the 6

Authorities (The Board, The
Chairperson, The Chairman)
5-A Classification of Posts 6
5-A 01 Academic Staff 6-7
5-A 02 Technical Staff 7
5-A 03 Administrative Staff 7
6. 6 Pay Scales 7
7. 7 Qualification for the Staff of the 8

Institute
8. 8.01 Appointments 8
8.02 Reservation 8
8.03 Director's Appointment 8
8.04 Appointment on Deputation 8
8.05 Appointment of Consultants 8
8.06 Appointment on Contract 8
1
8.07 Agreement of Service 8
9. 9.01 to 9.07 Selection Committees 8-10
9.08 Where opinion be evenly divided 10
9.09 to 9.14 Advance Increments 10-11
9-A Adhoc and Contract 11

Appointments on regular Posts
10. 10 Terms and Conditions of Service 11

of Permanent Employees
10.01 Medical Fitness 11
10.02 Probation 11
10.03 Extension of Probation 11-12
10.03.01 Confirmation of Probationer 11
10.04 to 10.07 Restructuring and Termination 11-12
10.08 Re-employment 12
10.09 Service Condition of Temporary 12

Employees
10.10 Medical Facilities 12
10.11 Availing of the Vacations 12
10.12 Conduct Rules 12
11. 11 Suspension, Punishment and 13

Appeals
12. 12-13 Subsistence and other Allowances 13-14
14. 14.01 to 14.06 Revocation, Reinstatement and 14

Conclusion of Suspension
15. 15 Punishment and Appeals 14
15.01 Minor Penalties 14
15.02 Major Penalties 14-15
2
16. 16.01 to 16.02 Authority of Award of 15
Punishment
16.03 Exceptions 15
17. 17.01 to 17.04 Appeals 15-16
18. 18 Pay Fixation 16
19. 19 Direct Recruits 16
19.01 General Procedure 16
19.02 Delay in joining duty 16
19.03 On revival of the lapsed offer 16-17
20. 20. Seniority delinked from 17

confirmation
21. 21 Promotees 17
21.01 General procedure 17
21.02 General/OBC candidates to regain 17

seniority over earlier promoted
SC/ST
21.03 Where promotions are made from 17

different feeder cadres
22. 22 Direct recruits vis-à-vis 17

Promotees
23. 23 Transferees 17
24. 24 Surplus staff 17
25. 25 Deputationist absorbed 17

subsequently
26. 26 Seniority on reversion to parent 17

department
27. 27 Persons who have refused 18

promotions and promoted after
one year
28. 28 Re-employed pensioners 18
3
29. 29 Meritorious sportsmen 18
30. 30 Person under 18

suspension/disciplinary
proceedings
31. 31 Lien 18
32. 32 Increment 18
32 – A Leave and Leave Rule (Schedule- 18

F)
Other Service Matters
(Service Book)
33. 33 Maintenance and Custody 18
34. 34 Certain special entries 19
35. 35 Forwarding of applications for 19

other employment
36. 36 to 39 Residential Accommodation for 19

staff
40. 40 C.P.F. 19
Miscellaneous
41. 41 Relaxation of Rules 20
42. 42 to 44 Residuary Powers 20
45 Transitory Provision 20
46 Interpretations 20
SCHEDULES
1. Schedule-A Standard Pay Scales 21-22

(w.e.f. 01.01.1996)
2. Schedule-B (A) Pay Scale, Qualifications 23-24

and Experience of Faculty
and Scientific/design staff
(B) Supporting Staff 25-29
3. Schedule-C Agreement of Service 30-32

4
4. Schedule-D Medical attendance and treatment 33-38
including reimbursement of
medical expenses incurred by the
members of the staff on
themselves and their families.
5. Schedule-E Conduct Rules 39-43
6. Schedule-F Leave and Leave Rules 44-57
5
Recruitment And Service Rules
INDIAN INSTITUTE OF INFORMATION TECHNOLOGY
ALLAHABAD
1. Title
These rules shall be called Recruitment and Service Rules of IIIT, Allahabad.
2.0 Commencement
These rules came into force with effect from November 18, 1999 when they were approved
by the Board of Governors of IIIT, Allahabad.
3.0 Scope and Applications

(i) These rules shall apply to the regular employees of the Institute.
(ii) These rules are subject to such changes from time to time as may be decided by the
Board of Governors of the Institute.
4.0 Definitions
(a) "Institute" means institute known as the Indian Institute of Information Technology,
Allahabad, registered under the Society Registration Act of 1860.
(b) "Society" means the Indian Institute of Information Technology Society, Allahabad.
(c) "Board" means the Board of Governors of the Institute.
(d) "Chairperson" means the Chairperson of the IIIT Society, Allahabad.
(e) "Chairman" means the Chairman of the Board of Governors of the Institute.
(f) "Director" means the Director of the Institute.
(g) "Registrar" means the Registrar of the Institute.
(h) "Employee" means any person appointed by the Institute and paid from the funds of
the Institute.
(i) "Post" means a post created for the Institute by the competent authority.
(j) "Service" means service of the Institute.
5.0 Powers and Functions of the Authorities

Power and Functions of the Board, the Chairperson and the Chairman
5. Subject to the provision contained in the MoA and the Rules of the Society, powers of the
Board, the Chairperson and the Chairman are given in the byelaws.
5-A Classification of Posts : The posts of the Institute shall be classified as under:
5-A.01 Academic Staff

The Academic Staff of the Institute shall include the following:
Group A: Director, Additional Director, Professor, Associate Professor, Assistant Professor,

Lecturer, Senior Scientific Officer, Chief Design Engineer, Network Manager,
Computer Engineer, Instrumentation Engineer, Senior Civil Engineer and such
other post as the Board may decide from time to time carrying a scale of pay with a
maximum of not less than Rs.13,500/- or equitant revised scale from time to time .
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Group B: Programmer, Asstt. Engineers etc. carrying a scale of pay with a maximum of not
less than Rs. 9000/- but less than Rs. 13,500/-.
Group C: Academic Posts carrying a pay scale with a maximum of over Rs. 4000/- but less
than Rs. 9000/-.
5-A.02 Technical Staff

The Technical Staff of the Institute includes the following:
Group A: Librarian, Dy. Librarian, Maintenance Engineer and other posts as the Board may
decide from time to time carrying a scale of pay with a maximum of not less than
Rs. 13,500/- or equivalent whenever scale is revised, as may be decided by the
Board from time to time.
Group B: All Technical posts carrying scale of pay with a maximum of not less than
Rs.9000/- but less than Rs. 13,500/- or equivalent whenever scale is revised as may
be decided by the Board from time to time.
Group C: All Technical posts carrying scale of pay with a maximum of pay over Rs. 4000/-
but less than Rs. 9000/- or equivalent whenever scale is revised as may be decided
by the Board from time to time.
5-A.03 Administrative Staff

The Administrative Staff of the Institute comprise the following categories of
employees;
Group A: Registrar, Dy Registrar, Asstt. Registrar, Finance Officer, Dy Finance Officer,

Asstt. Finance Officer, Executive Secretary, Audit Officer, PRO carrying scale of
pay with a maximum of not less than Rs. 13,500/- or equivalent whenever scale is
revised as may be decided by the Board from time to time.
Group B: Posts carrying scale of pay with a maximum of not less than Rs. 9000/- but less than
Rs. 13,500/- or equivalent whenever scale is revised as may be decided by the
Group C: Personal Secretary, Personal Assistant, Technical Assistant, Caretaker, Security

Inspector, Office Superintendent, UDC/LDC, Accountant, Dy. Asstt. Accountant,
Lab Assistant, Office Assistant, Driver etc. having pay scale with a maximum over
Rs. 4000/- but less than Rs. 9000/- or equivalent whenever scale is revised as may
be decided by the Board from time to time.
6.0 Pay Scales

The scales of pay and service condition of the staff of the Institute shall be the same as
those in the IITs from time to time. Pay scales prescribed by the Govt. of India on the
recommendations of the Fifth Pay Commission and as applicable w.e.f. January 01, 1996
and approved by the Board are given in Schedule-A.
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7.0 Qualification for the Staff of the Institute
The qualifications for recruitment to various Academic, Technical, and Support Staff posts
of the Institute shall be those prescribed by the Board as in IITs and as amended from time
to time. However, the qualifications as prescribed by the Board for the posts sanctioned by
the Govt. of India and approved by the Board are given in Schedule-B.
8.0 Appointments
8.01 All posts at the Institute shall ordinarily be filled by open advertisement; provided that the
Board shall have the power to decide, on the recommendations of the Director, that a
particular post be filled by invitation or by promotion from amongst the members of the
staff of the Institute or on deputation.
8.02 Reservation
Constitutional provision of reservation shall apply as approved by the Board as per the
Government of India directives from time to time.
8.03 Appointment of Director

The Director of the Institute shall be appointed by the Board of Governors on the advice of
the Central Govt. on such terms and conditions as may be decided by the Central Govt.,
provided that the first Director shall be appointed by the Central Govt.
8.04 Appointment on Deputation

The Institute shall have the power to appoint persons on deputation in the interest of
teaching and Research and other specialized jobs.
8.05 Appointment of Consultants

In the interest of the Institute the Director may, with the approval of the Chairman appoint
professionals, specialists and senior administrative and other technical officers as
consultants on terms laid down by the Board as amended from time to time as per
provisions prescribed by the Central Govt. for terms as may be prescribed / renewed.
8.06 Appointment on Contract

The Board, may appoint eminent persons on contract for a period not exceeding 5 years,
with a provision of renewal for further period on such terms & conditions as may be
decided in each case on merit.
8.07 Agreement of Service

An employee of the Institute shall be required to execute an agreement on the prescribed
Agreement of Service on the proforma given in Schedule C.
9.0 Selection Committees
9.01 Selection Committee for appointments for filling up of posts under the Institute (other than
the posts on contract basis) by direct recruitment or by promotion from amongst the
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members of staff of the Institute shall be constituted in the manner laid down below,
namely:
9.02 For Professor and Associate Professor, the Selection Committee shall consist of:
i) Director - Chairman
ii) Two nominees of the Board, one being an - Members
expert but other than a member of the Board
provided that the expert member must be present.
iii) One expert nominated by the Senate - Member
9.03 For the posts of Assistant Professor, Lecturer, Scientific Officer, Medical Officer,
Programmer etc. the Selection Committee shall consist of:
ii) Two nominees of the Board one being an expert - Member

but other than a member of the Board, provided
that the expert member must be present.
iii) One expert nominee of the Senate - Member

of the Institute.
iv) Head of the Department/ Centre / Division - Member
9.04 For the posts of Librarian, Dy Librarian, Asstt. Librarian, Systems Manager, Network
Manager, Software Manager, MDP Manager, Training and Placement Officer, Head
Continuing Education Centre, the Selection Committee shall consist of:
ii) Two nominees of the Board, one being an expert - Member

but other than a member of the Board
iii) One expert nominee of the Senate - Member

provided that participation of one expert shall be essential
9.05 For the post of the Registrar and the Deputy Registrar, Assistant Registrar, Store Officer,
Estate Officer, Medical Officer, Audit Officer, the Selection Committee shall consist of:
ii) Two nominees of the Board, one being an expert - Member
but other than a member of the Board who must
be present.
iii) Registrar, except for the post of Registrar - Member
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9.06 For the posts not covered in the above categories, the Selection Committee shall consist of:
i) Director or his Nominee - Chairman
ii) A nominee of the Board - Member
iii) Head of the Department/ Centre or Registrar/ - Member

Finance Officer as the case may be
iv) An expert from the staff of the Institute - Member

nominated by the Director
9.07 In case of all other posts, the Director may, at his discretion, constitute such Selection
Committee as may be considered appropriate by him.
9.08 Where Opinion be Evenly Divided

Where, in the meetings of Selection Committee, the opinion of the members is evenly
divided, the Director shall have the right of casting vote.
9.09 Advance Increments

The Selection Committee may recommend advance increments limited to five in number in
view of high qualifications, experience and/or other suitabilities of a candidate to the post.
9.10 Notwithstanding anything contained in these Rules, the Board shall have the power to
make appointments of persons trained under “approved” programmes in such manner as it
may deem appropriate. The Board will maintain a schedule of such “approved”
programmes.
9.11 If the post is to be filled by advertisement, the terms and conditions of the post shall be
advertised by the Registrar and all applications received within the date specified in the
advertisement shall be considered by the Selection Committee, provided that the Selection
Committee may for sufficient reasons consider any application received after the date so
specified.
9.12 The Selection Committee shall examine the credentials of all persons who have applied and
may also consider other suitable names suggested, if any, by a member of the Selection
Committee or brought otherwise to the notice of the Committee. The Selection Committee
may interview any of the candidates as it thinks fit and shall at the discretion of its
Chairman cause a written test or test to be held among all or some of the candidates as the
Chairman may think fit and shall make its recommendations to the Board or the Director as
the case may be, the names of the selected candidates being arranged in order of merit.
9.13 No act or proceeding of any Selection Committee shall be called in question on the ground
merely of the absence of any member or members of the Selection Committee. Provided
that if any meeting of the Selection Committee is found necessary, the Registrar shall give
notice of the meeting to the members of the committee at least a fortnight before the date of
the meeting.
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9.14 Unless otherwise provided for under these Rules, a Selection Committee constituted for the
purpose of making recommendations for appointment to a post shall be eligible to exercise
its functions in relation to that post until the time the appointment is made.
9-A Ad-hoc and Contract Appointments on Regular Posts

Where a post is to be filled on ad-hoc or contract basis or by invitation, the Chairman may,
at his discretion, constitute such ad-hoc Selection Committees, as circumstances of each
case may require and the terms and conditions shall be as stipulated in the appointment
letter.
10.0 Terms and Conditions of Service of Permanent Employees
10.01 Medical Fitness

Every appointment shall be subject to the condition that the appointee is certified as being
in sound physical and mental health and is declared fit for service by a medical authority
appointed by the Director.
Provided that the Chairman may, for sufficient reasons, relax the medical requirements in
any particular case or class of cases, subject to such conditions, if any, as may be laid down
by the Chairman.
10.02 Probation
All substantive appointments to posts under the Institute shall ordinarily be made on
probation for a period of one year after which period the appointee, if confirmed, will
continue to hold his office till the end of the month in which he attains the age of
superannuation except when he leaves the appointment of his own or he is removed/
dismissed from the service as a result of departmental proceedings according to the Rules
in force in this regard.
10.03 Extension of Probation

The appointing authority shall have the power to extend the period of probation of any
employee of the Institute for such period as may be found necessary by not more than one
year. Provided that if, it is not formally extended, he shall be deemed to have continued on
a temporary basis and that his services may then be terminable on one month notice or on
payment of a month's salary in lieu thereof.
10.03.01 Confirmation of a Probationer

A probationer may be confirmed after he has successfully completed the period of
probation including any extended period of probation. A formal order of confirmation
shall be issued.
10.04 Restructuring and Termination during Probation

The appointing authority shall have the power to terminate the services of any member of
the staff without notice and without any cause assigned during the period of probation.
10.05 The appointing authority shall have the power to terminate the services of any member of
the staff by giving three months notice or on payment of three months salary in lieu thereof,
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if, on medical grounds, it is certified by the medical authority nominated by the Board, that
his retention in service is considered undesirable by such appointing authority.
10.06 An employee of the Institute may terminate his engagement by giving to the appointing
authority 3 months notice, provided that the appointing authority may for sufficient
reasons, either reduce this period or call upon the employee concerned to continue till the
end of the academic session in which the notice is received.
10.07 The Board shall have the power to restructure the staff requirement of the Institute keeping
in view the needs of time including further recommendation of economy and dispense with
the services of any member by giving to the persons concerned six months notice in writing
or on payment of six months salary in lieu thereof.
10.08 Re-employment
The Board, at its discretion, may consider in the interest of the Institute for any member of
the academic staff or similar other staff, as it may find necessary, to re-employ after the
date of superannuation, may be up to the end of the academic session.
Provided that where it becomes necessary to re-employ any such member beyond the end
of the semester or academic session as the case may be, the Director may with the previous
approval of the Chairman, re-employ any such member for a period up to three years in the
first instance and up to two years thereafter and in no case exceeding the end of the
academic session in which he attains the age of 65 years. Pay in all such cases shall be
fixed the approval of the Board.
10.09 Service Conditions of Temporary Employees

The terms and conditions of the temporary employees will be such as are incorporated in
the appointment order by the appointing authority.
10.09.01 Services of the temporary employees can be terminated by the appointing authority at
any time by giving one month written notice or one-month salary in lieu thereof. A
temporary employee can also leave the service by giving one month's written notice. In
a case where the Director finds necessary, he may waive the requirement in full or in
part.
10.10 Medical Facilities

The employees of the IIIT-Allahabad will be entitled to the medical facilities as are
available to the employees of IIT that are given in Schedule D.
10.11 Availing of the Vacations

The Institute may decide as to the class of the employees of the Institute who shall be
entitled to vacations and the extent thereof.
10.12 Conduct Rules

The Conduct Rules for the employees of the Institute shall be such as are given in
Schedule-E
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11.00 Suspension, Punishment and Appeals
The Director may place an employee of the Institute under suspension.
11.01 Where a disciplinary proceeding against him is contemplated or is pending, or
11.02 Where a case against him in respect of any criminal offence is under investigation or trial.
Provided that where a member of the staff is detained in custody for a period exceeding
forty eight hours, whether in connection with a criminal offence or under any law for time
being in force providing for preventive detention, such employee shall be deemed to have
been placed by the Director under suspension with effect from the date on which he was so
detained.
12.00 Subsistence and other Allowance

During the period of suspension, the employee shall be entitled to the following payments,
namely:
A subsistence allowance at an amount equal to the leave salary which the employee would
have drawn if he had been on leave on half average pay or on half pay and in addition,
dearness allowance, if admissible on the basis of such leave salary.
Provided that where the period of suspension exceeds six months, the Director shall be
empowered to vary the amount of subsistence allowances for any period of the first six
months as follows:
13.01 The amount of subsistence allowance may be increased by a suitable amount not exceeding
50% of the subsistence allowance admissible during the period of the first six months, if, in
the opinion of the Director, the period of the suspension has been prolonged due to reasons
to be recorded in writing not directly attributable to the employee;
13.02 The amount of subsistence allowance may be reduced by a suitable amount, not exceeding
50% of the subsistence allowance admissible during the period of first six months, if, in the
opinion of the Director, the period of suspension has been prolonged due to reasons to be
recorded in writing, directly attributable to the staff member;
13.03 The rate of dearness allowance will be based on the increased, or as the case may be the
decreased amount of subsistence allowance admissible under sub-clauses 13.01 and 13.02
above.
13.04 Any other compensatory allowance from time to time on the basis of pay of which the
employee was in receipt on the date of suspension subject to the fulfilment of other
conditions laid down for the drawal of such allowances.
However, no payment shall be made unless the employee furnishes a certificate that he is
not engaged in any other employment, business, profession or vocation.
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14.0 Revocation, Reinstatement and Conclusion of Suspension
14.01 The effect of revocation, reinstatement and conclusion of suspension of an employee of the
Institute shall be governed by the provisions of relevant rules on the subject framed as in
IIT’s as amended by executive orders issued from time to time.
14.02 When an employee of the Institute who has been dismissed, removed or suspended is
reinstated, the authority competent to order the reinstatement shall consider and make a
specific order:
14.02.01 Regarding the pay and allowances to be paid to the employee of the Institute for the
period of his absence from duty; and
14.02.02 Whether or not the said period shall be treated as period spent on duty with extent
thereof.
14.03 Where such competent authority holds that the employee of the Institute has been fully
exonerated, or in the case of suspension, that it was wholly unjustified, the member of the
staff of the Institute shall be given the full pay to which he would have been entitled had he
not been dismissed, removed or suspended, as the case may be, together with any
allowance which he was in receipt prior to his dismissal, removal or suspension.
14.04 In other cases, the employee of the Institute shall be given such pay and allowances as the
competent authority may prescribe.
Provided that the payment of allowance under clause (14.03) or clause (14.04) shall be
subject to all other conditions under which such allowances are admissible.
14.05 In cases falling under clause (14.03) period of absence from duty shall be treated as a
period spent on duty for all purposes.
14.06 In cases falling under clause 14.04 the period of absence from duty shall not be treated as a
period spent on duty, unless such competent authority specifically directs that it shall be so
treated for any specified purpose.
15.0 Punishment and Appeals

The following penalties may, for good and sufficient reasons, and as hereinafter provided,
be imposed on any employee.
15.01 Minor Penalties

(i) Censure;
(ii) Withholding of promotions;
(iii) Recovery from pay of the whole or part of any pecuniary loss to the Institute caused
by the official's negligence or breach of orders;
(iv) Withholding of future increments of pay.
15.02 Major Penalties

(v) Reduction to a lower stage in the time-scale of pay other than (iii-a);
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(vi) Reduction to a lower time-scale of pay, grade, post or service;
(vii) Compulsory retirement;
(viii) Removal from service, which shall not be a disqualification for future employment
under the Institute.
(ix) Dismissal from service, which shall ordinarily be a disqualification for future
employment under the Institute.
16.0 Authority for Award of Punishments
16.01 No order imposing on any employee any of the penalties specified above as Minor
penalties in clause 15.01 shall be passed by any authority subordinate to that by which he
was appointed and unless the employee concerned has been given an opportunity to make a
representation to the Appointing Authority.
16.02 No order imposing on any member of the staff any of the Major Penalties shall be passed
by any authority subordinate to that by which he was appointed and except after an enquiry
has been held and the member of the staff has been given reasonable opportunity of
showing cause of the action proposed to be taken in regard to him.
16.03 Exceptions
Notwithstanding the above provisions, it shall not be necessary to follow the procedure
mentioned above in the following cases:
16.03.01 Where an employee is dismissed or removed or reduced in rank on the ground of

conduct which has led to his conviction on a criminal charge.
16.03.02 Where the authority empowered to dismiss or remove the person or to reduce him in
rank is satisfied that for some reason to be recorded by that authority in writing, it is not
reasonably practicable to give that person an opportunity of showing cause; or
16.03.03 Where the Chairman is satisfied that, in the interest of the security of the State, it is not
expedient to give that person such an opportunity.
16.03.04 If any question arises whether it is reasonably practicable to give any person an
opportunity of showing cause under clause 16.02 above, the decision thereon of the
authority empowered to dismiss or remove such person or to reduce him in rank, as the
case may be, shall be final.
17.0 Appeals
17.01 A member of the staff aggrieved by any order imposing penalty passed by the Director
against him shall be entitled to prefer an appeal to the Board against the order and there
shall be no further appeal after the decision of the Board.
17.02 No appeal under this Sub-Para shall be entertained, unless it is submitted within a period of
three months from the date on which the appellant receives a copy of the order appealed
against, provided that the Appellate Authority may entertain the appeal after the expiry of
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the said period if it is satisfied that the appellant has sufficient cause for not submitting the
appeal in time.
17.03 The authority to whom an appeal against an order imposing penalty lies under sub-rule (10)
may, on its own motion or otherwise, call for the records of the case in a disciplinary
proceeding, review any order passed in such a case and pass such order as it deems fit as if
the member of the staff concerned had preferred an appeal against such order.
Provided that no action under this sub-rule shall be initiated more than six months after the
date of the order to be reviewed.
17.04 Notwithstanding anything contained in this Rule, the Visitor may, on his own motion or
otherwise after calling for the records of the case, review any order which is made under
this Rule or is appealable thereunder, and
a) Confirm, modify or set aside, the order,

b) Impose any penalty or set aside, reduce, confirm or enhance the penalty imposed by
the order,
c) Remit the case to the authority which made the order or to any other authority
directing such further action or enquiry as he considers proper in the circumstances
of the case, or
d) Pass such other orders as he deems fit; provided that:
An order imposing or enhancing a penalty shall not be passed unless the person
concerned has been given an opportunity or making any representation, which he
may wish to make against such enhanced penalty.
18. Pay Fixation

Pay fixation of the regular employees of the Institute on direct recruitment or deputation,
promotion and any other occasion warranting such fixation, shall be as per rules provided
therefor, and as amended from time to time.
Seniority
19. Direct Recruits
19.01 General procedure – Relative seniority of all direct recruits will be according to the order
of merit in the Select List drawn by Selection Committee. Persons appointed from an
earlier Select List rank senior en bloc to those appointed from subsequent list.
19.02 Delay in joining duty – Persons selected are required to join duty within a specified time
(not exceeding two or three months). Offer letter will make it clear that the offer will lapse,
if they do not join within that time. Seniority will not be affected, if persons join before
specified date. In exceptional cases, there is provision to extend time up to six months. In
that case also seniority will not be affected).
19.03 On revival of the lapsed offer – When a lapsed offer is revived in the public interest and in
consultation with Chairman, person joining after the revival will be shown as junior to all
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the persons in the Select List. If in the meantime, another selection takes place and some or
all of the selected persons join, the person will be junior to all those of such subsequent list.
20. Seniority delinked from confirmation – Seniority of regularly appointed persons will be
in the order of selection and not according to date of confirmation.
21. Promotees
21.01 General Procedure – In the case of promotions by "Selection on merit"/ "Selection-cum

Seniority" basis, seniority will be in the order of merit list drawn by the DPC. In the case of
promotions by 'seniority-cum-fitness' basis, names of unsuitable candidates will be
removed and the original seniority maintained for the rest.
21.02 General / OBC candidates to regain seniority over earlier promoted SC/ST – In all cases
of promotions taking place from 30-1-1997 as per the seniority list existing on that date, if
SC/ST candidate is promoted to higher post earlier than his senior General/OBC due to
reservation benefit, the senior General/ OBC promoted subsequently will regain seniority
for further promotions.
21.03 Where promotions are made from different feeder cadres – If separate quotas are fixed for
different feeder cadres, separate Select Lists should be prepared for each feeder cadre and
selection made form each list to the extent of quota. Selected candidates will be placed in a
consolidated list in the order of merit keeping in view the prescribed quota. Among persons
in the feeder grades given the same grading, those in the higher scales of pay will rank
senior to those in the lower scales of pay. If separate quotas have not been prescribed, the
combined list will be in the order of merit decided by DPC.
22. Direct recruits vis-à-vis Promotees – Combined Seniority list will be arranged in the
order of selections and keeping in view the quota prescribed. If the number of candidates
selected falls short of the prescribed quota either for promotees or direct recruits, the
shortfall may be made good by appointing direct recruites or promotees, as the case may
be. But these candidates will be shown at the bottom of the combined list. Shortfall will be
adjusted in the next selection.
23. Transferees – In the order of selection for absorption, if specific quotas have been
prescribed for recruits, promotees and transferees – according to the rotation of vacancies
as outlined in 19 to 21 above.
24. Surplus staff – Treated as fresh entrants in the new organization. If two or more
employees are redeployed in an office simultaneously, inter se seniority in their grade in
previous office will be retained.
25. Deputationist absorbed subsequently – Normally seniority will be from the date of
absorption. However, if he had been holding the same or equivalent grade in the
department, seniority will be from the date of deputation or the date of his regular
appointment in the grade in his previous department, whichever is later.
26. Seniority on reversion to parent department – Persons sent on deputation to other

departments are entitled to original seniority in the parent department on reversion.
17
27. Persons who have refused promotions and promoted after one year – Persons on
refusal of promotion will lose seniority and will be shown junior to those promoted prior to
their subsequent promotion.
28. Re-employed pensioners - Those re-employed after superannuation will not form part of
the cadre.
Those retired/discharged before superannuation and re-employed will be treated as direct

recruits and their seniority fixed accordingly.
29. Meritorious sportsmen– When meritorious sports men are selected and appointed, their
seniority will be in the order in which their names appear in the recommendation of the
Selection Committee.
30. Person under suspension/disciplinary proceedings – Original seniority will not be

affected, if completely exonerated and the suspension held unjustified. Promotion will be
given against the first available vacancy. He will be deemed to have been promoted from
the date junior was promoted, for the purpose of counting service in the higher post for
eligibility for promotion to the next higher post.
31. Lien
Lien can be sanctioned to a member of the staff who hold a permanent post in the Institute
for accepting an employment under another employment in India or abroad. An employee
who has completed five years of service after confirmation may be given lien for one year
and he who has completed ten years can be given two years lien.
32. Increment
Increment shall be granted on completion of twelve months of qualified service, unless
withheld by the competent authority.
32-A. Leave and Leave Rules: For Leave and Leave Rules see SCHEDULE – F
Other Service Matters

Service Book
33. Maintenance and Custody – Separate Service Book shall be maintained for every
employee appointed against regular vacancies on the proforma prescribed therefor.
It should be kept in the custody of the Registrar or an Officer assigned the responsibility, in
that regard.
Service Book will remain in the custody of the Institute even after resignation, retirement,
etc., of the official and not to be returned to him. However, if desired, a copy of the Service
Book will be given on payment.
All events in the career of the employee should be recorded and each entry attested by the
Registrar who will ensure that the entries are correct and also that there is no erasure,
overwriting, etc.
18
34. Certain Special Entries
(i) Suspension – Period of every suspension and other interruption of service should be
entered with full details of its duration, reference to Order, etc. Entry should be made
across the page and duly attested.
(ii) Reduction to a lower post – Reason for reduction should be briefly recorded.
(iii) CPF account number – To be entered on the right hand top of Page 1 by means of a rubber
stamp as soon as the official is admitted to CPF.
(iv) CGEGI Scheme – (i) Nomination under the Employees' Group Insurance Scheme will be
pasted in Service Book, duly countersigned by Head of office as and when the scheme is
made applicable.
35. Forwarding of applications for other employment

Applications from employees for employment elsewhere shall ordinarily forwarded except
in cases withheld by the competent authority up to four times in a year excluding
applications to UPSC.
In the case of temporary employees. – an undertaking will be obtained while forwarding

applications, that they would resign in the event of their selection in other Departments.
Residential Accommodation For Staff
36. Every employee of the Institute may be allotted a house within the campus of the Institute
for residential use, if available, in which he shall be required to reside, subject to such
conditions as may be laid down by the Board.
37. An employee of the Institute who has been allotted residential accommodation, shall be
charged licence fee as may be decided by the Board from time to time.
38. In addition to the licence fee, charges for water, electricity and any other service rendered
shall be recovered from the employees at such rates as may be determined by the Director
from time to time.
39. The Board may, allot furnished or unfurnished accommodation without levying any licence
fee or levying such fee at concessional rates to any of staff member or category of staff, if it
considers it necessary to do so in the interest of the Institute.
Explanation: For the purpose of this Rule the expression "allot" means to grant a licence to an
employee of the Institute to occupy a quarter/ house or a portion thereof owned or
leased by the Institute, for use by him/ her as residence during the period of
employment in the Institute.
40. C.P.F.
The employees of the Institute shall be entitled to the benefits of the Contributory
Provident Fund Cum Gratuity Scheme as in the case of IIT Bombay given in Separate
Booklet.
19
Miscellaneous
41. Relaxation of Rules

Where the Director finds that the operation of any of these rules is likely to cause difficulty
in the functioning of the Institute, he may place such cases before the Board of Governors
for relaxation of any rule or rules. The Board of Governors on merit of such case or cases
may relax the requirement (s) of any such rule or rules in a just and equitable manner.
Residuary Powers
42. In cases where urgent action is necessary, the Chairman may exercise the powers of the
Board and the same shall be reported to the Board for ratification.
43. The Director may, with the approval of the Board, delegate any of his powers,
responsibilities and authority vested in him by these rules to one or more members of the
academic or administrative staff of the Institute as he may consider necessary for smooth
and efficient discharge of duties.
44. On all such matters as are not covered under these Rules, the Board shall frame rules,
prescribe procedures from time to time. The orders passed by the Board in this behalf shall
have the force of rules made under the Recruitment and Service Rules of the Institute.
45. Transitory Provision

Till such time as the first Director is appointed and assumes charge, the Officer on Special
Duty shall discharge all functions and responsibilities of the Director enumerated in these
rules.
46. Interpretations
The decision of the Board on all questions relating to the interpretation of the provisions
contained in these Rules shall be final.
20
Schedule – A
(See Rule – 6)
INDIAN INSTITUTE OF INFORMATION TECHNOLOGY,

ALLAHABAD
Teaching Staff
SI. No Name of Post Scale of Pay
1 Director Rs. 25000 (fixed)

2 Professor Rs. 18400-500-22400
3 Associate Professor Rs. 16400-450-20000
4 Assistant Professor Rs. 12000-420-18300
Non-Teaching Staff

1 Registrar Rs. 16400-22400
2 Dy. Registrar Rs. 12000-18300
3 Dy. Librarian Rs. 12000-18300
4 Chief Executive Secretary Rs. 12000-18000
5 Executive Engineer (civil) Rs. 10000-15200
6 System Analyst Rs. 10000-15200
7 Assistant Registrar Rs. 8000-13500
8 Sr. Programmer RS.8000-13500
9 Medical Officer Rs. 8000-13500
10 Assistant Engineer (Elect +Civil) Rs. 7450-11500
11 Programmer Rs. 6500-10500
12 Programmer cum Computer Assistant Rs. 6500-10500
13 Personal Secretary Rs. 6500-10500
14 Accountant Rs. 5500-9000
15 Data Processor/data Operator Rs. 5500-9000
16 Librarian Information Assistant Rs. 5500-9000
17 Computer Operator/Data Operator Rs. 5500-9000
18 PA / Secretary Rs. 5000-8000
19 Multi Functional Assistant Rs. 5000-8000
20 Technical Assistant / Data Processor Rs. 5000-8000
21 Junior Engineer Rs. 5000-8000
22 Computer/ Data Processor Rs. 5000-8000
23 Nurse Rs. 5000-8000
24 Compounder Rs. 4500-7000
25 Care Taker Rs. 4000-6000
26 Junior Steno Rs. 4000-6000
21
27 UDC Rs. 4000-6000
28 Senior Information Assistant Rs. 4000-6000
29 Executive Assistant Rs. 4000-6000
30 Technical Assistant Rs. 4000-6000
31 Deputy Accounts Assistant Rs. 4000-6000
32 Lab Assistant Rs. 3200-4900
33 Computer Assistant (LDC) Rs. 3050-4590
34 Driver Rs. 3050-4590
35 Caretaker- cum-manager Rs. 3050-4590

Group 'D' Employees
Unskilled Rs. 2550-55-2600-60-3200

Semiskilled Rs. 2650-65-3300-70-4000
22
Schedule B (See Rule 7)
Pay Scales, Qualifications and Experience of Faculty Members
S.N. Post / Pay Scale * Essential Qualifications Experience and other conditions of
Service
01. Director An eminent educationist / scientist / technologist
Rs.25000/- (fixed)
02. Professor Ph.D. with first class or Minimum 10 years
equivalent grade at the Teaching/Research/Industrial
(Rs.18400-500-22400) preceding Degree in an experience of which at least 4 years
appropriate branch /discipline should be at the level of Associate
with a very good academic Professor in IITs, IISc. Bangalore,
record throughout. IIMs and NITIE Mumbai at an
equivalent level in any such other
Indian or foreign institutions /
institutions of comparable standards.
03. Associate Professor Ph.D. with first class or Minimum 6 years
equivalent grade at the Teaching/Research/Industrial
(Rs.16400-450-20000) preceding Degree in an experience of which at least 3 years
appropriate branch /discipline should be at the level of Assistant
with a very good academic Professor or equivalent.
record throughout.
04. Assistant Professor Ph.D. with first class or A minimum of three years
equivalent grade at the teaching/research/professional
(Rs.12000-420-18300) preceding Degree in an experience, excluding the experience
appropriate branch gained while pursuing Ph.D.
/discipline with a very good Candidate should have demonstrated
academic record throughout. research capabilities in terms of
publications in reputed journals and
conferences.
* For revised Paybands, see Schedule A
Inserted in May, 2004

Faculty Associate M.Tech or equivalent qualifications from reputed Institutes. Candidates doing research
(10000-325-15000) will be preferred. Those selected will get an opportunity to do Ph.D. and every year
there will be evaluation of performance. After 3 years and completion of Ph.D. they
may be considered for the post of Assistant Professor.
23
General Conditions
[1] Government of India policy on reservation of faculty positions as applicable to IITs,

including that for persons with disability, will apply.
[2] A mere fulfillment of required minimum qualifications and experience does not entitle a
candidate to be called for an interview / discussion.
[3] The Institute reserves the right to fill or not to fill the posts advertised.
[4] No correspondence whatsoever will be entertained from the candidates regarding postal
delays, conduct and result of interview, and reasons for not being called for interview or
selection.
[5] Depending upon the qualification and experience, a higher start / salary may be offered in
deserving cases.
[6] Separate online application must be filled, if a candidate is applying for a faculty position
in more than two Departments / Centres / or Schools.
[7] The candidates called for interview will be paid IInd AC Train fare from their place of
residence / work and back by the shortest route.
[8] Applicants interviewed for a particular post in any area of specialization but not found
suitable may be considered for the lower post in the same area of specialization.
24
B - Supporting Staff
(Except at Sl. Nos. 1 and 2 all other Posts are through Direct Recruitment)
Sl. Posts & Pay Scale Qualifications/Mode of Recruitment

No.
1. Essential: (i) PG Degree with at least 55% (or equivalent) in any
discipline from a reputed University / Institution preceded by a
consistently good academic record; (ii) Technical and administrative
experience at an institution of higher education / research
organization for a minimum of 15 years with 08 years should be as
Deputy Registrar or on equivalent post; (iii) Age below 55 years.
Desirable: (i) Ph.D. Degree in Engineering / Technology /
Management from a reputed Institution; (ii) Familiarity with
administrative practices, financial matter, human resource
management, statutory functions and academic activities at
Registrar autonomous educational Institutes. Initially on contract / Deputation
(16400-22400) of 03 years. Further extension subject to satisfactory performance.
2. (i) Post Graduate with at least 55% marks or equivalent, Preference
to the candidate completed / doing Doctorate work. At least 08 years
of experience in automation, computer software, office / and
Dy. Registrar financial management along with 05 years in the payscale of Rs.
(12000-18300) 8000-13500. (ii) Age below 50 years.
3. (i) Master’s Degree in Library Science / Information Science
Documentation at least 55% marks or its equivalent grade of B in
the UGC seven point scale and consistently good academic record.
(ii) 8 years experience as an Assistant University Librarian /
Librarian of reputed Institute. (iii) Evidence of innovative library
services, published work and professional commitment. (iv) Age
Dy. Librarian preferable below 45 years. (v) Desirable: Ph.D. / M.Phil in Library
(12000-18300) Science / Information Science
4. Chief Executive Secretary Post Graduate with Computer software & office management and 10
(12000-18000) years experience in related work.
5. (i) A 1st Class Bachelor’s Degree in Civil Engineering.
(ii) A minimum of 8 years experience in the Civil Construction
works. The candidates having experience of CPWD
procedures, knowledge of Computer Applications and Auto-
CAD Software.
Desirable: Preference will be given to the candidates who
have worked for at least 03 years as senior Assistant
Engineer in the payscale of Rs. 8000-13500. Candidate
should have good knowledge of preparation of estimates,
tender documents, award of work for construction of multi-
storied buildings, maintenance of residential / Institutional
campuses as per CPWD/PWD norms and other associates
issues related with building and construction and good
Executive Engineer (civil) experience to monitor the quality of work including sanitary
(10000-15200) and plumbing works.
25
6. (i) Master Degree in Computer Application / Computer Science
or M.Tech (with specialization in Computer
Application) OR BE/B.Tech in computer engineering /
computer science / computer technology of a recognized
University or equivalent.
(ii) 05 years experience of Electronics Data Processing, out of
which at least 2 years experience should be in
System Analyst programming.
(10000-15200) (iii) Age limit not exceeding 40 years.
7. (i) A Post Graduate Degree with at least 55% or equivalent
grade and 08 years experience in a Govt. educational or
Assistant Registrar similar Govt. Institution (ii) Knowledge of Government
(8000-13500) rules (ii) Age below 40 years
8. (i) PG Degree in Engineering / Science with at least 55% marks
or equivalent
(ii) Strong academic background and work experience of 06
years with computer systems / applications software or
Sr. Programmer computer networks
(8000-13500) (iii) Age below 45 years
9. Essential: (i) Graduate one in Medicine and one in Surgery of a
Recognized University or any recognized equivalent Degree of any
other University or Institution recognized by the Medical Council of
India.
(ii) Must be registered with UP Medical Council or with any
other Council duly constituted by Medical Council of
India.
(iii) Adequate knowledge of Hindi / English
Preferred: (i) Post Graduate qualifications and
Medical Officer experience in Professional work. (ii) Service in rural
(8000-13500) areas. (iii) Age below 40 years
10. (i) BE / B.Tech in Civil Engineering (for AE Civil) / Electrical
(for AE Electrical) from recognized Indian University /
Institute approved by AICTE, with minimum 55%
marks or equivalent grade. (ii) A candidate have served /
serving as a Civil Engineer / Electrical Engineer in
PWD/CPWD may be taken on deputation / contract. (iii)
(a) Desirable for Electrical Engineering: Knowledge
of computer applications, experience in operation &
maintenance of 33KV substation, testing of relays,
switchgears, power transformers and instrument
transformers, planning, design and estimation of a
power system and also internal electrical works of large
infrastructure projects, operation & maintenance of
diesel generator set & AMF panel (b) Desirable for
Civil Engineering: Knowledge of computer
applications & AutoCAD, experience in design &
estimation, construction & maintenance of multi storage
buildings, roads, drains, structural work, interior and all
Assistant Engineer (Elect kinds of finishing works, including sanitary and
+Civil) plumbing works. (iv) Age below 40 years on specified
(7450-11500) date.
26
11. (i) BE / B.Tech (Computer Science) MCA/M.Sc. in Computer
Science / Information Technology with 3 years
Programmer experience in programming.
(6500-10500) (ii) Age below 35 years.
12. (i) BE / B.Tech (Computer Science) MCA/M.Sc. in Computer
Programmer cum Computer Science / Information Technology with 3 years
Assistant experience in programming.
13. (i) Master Degree with 7 years experience in Office
Management, automation & computer knowledge. Out
Personal Secretary of this, at least 3 years experience of working with HOD
(6500-10500) or equivalent level. (ii) Age below 35 years.
14. (i) Master’s Degree in commerce with 03 years experience as
Assistant Accountant OR Bachelor’s Degree in
commerce with 06 years experience as Assistant
Accountant or equivalent post dealing with Finance /
Accountant Internal Audit. (ii) Experience in Central Government
(5500-9000) accounting will be preferred. (iii) Age below 35 years.
15. (i) B.Tech in Computer Science or M.Sc. in Computer Science
/ Information Technology with 03 years experience in
Data Processor/Data Operator Programming / Data Processing. (ii) Age below 35
(5500-9000) years.
16. Essential: (i) Master Degree in Library Science / Information
Science / documentation or equivalent with a minimum of 55%
marks in aggregate, preceded by a consistently good academic
record; (ii) Service experience at a reputed Institute for minimum of
Librarian Information 05 years; (iii) Knowledge of computers, internet and other recent
Assistant advances in library operation and management; (iii) Age below 35
(5500-9000) years.
17. Computer Operator/Data B.Tech / M.Sc. in Computer Science / IT or MCA with at least 1
Operator year experience.
(5500-9000)
18. (i) Second class Bachelor Degree with minimum shorthand
speed of 100 w.p.m. in typing with 3 years relevant
PA / Secretary experience and computer knowledge. (ii) Age below 30
(5000-8000) years.
19. (i) Master Degree with 3 years experience in Office
Management, automation & computer knowledge.
Multi Functional Assistant Proficiency in English typing / shorthand is preferred.
20. Technical Assistant / Data (i) M.Sc. in Computer Science or M.Sc. in other subjects with
Processor 03 years experience in Computer work. (ii) Age below
(5000-8000) 30 years.
27
21. (i) Degree in Electrical Engineering / Civil Engineering with at
least one year field experience OR Diploma in Electrical
Engineering / Civil Engineering with 3 years’ field
experience. Desirable for Civil Engineering: Knowledge
of computer applications, experience in design &
estimation, construction & maintenance of buildings,
roads, drains, structural work, interior and all kinds of
finishing works, including sanitary and plumbing works.
Desirable for Electrical Engineering: Knowledge of
computer applications, experience in operation &
maintenance of 33KV substations, testing of relays,
switchgears, power transformers and instrument
transformers, planning, design and estimation of a
power system and also internal electrical works of large
Junior Engineer infrastructure projects, operation & maintenance of
(5000-8000) diesel generator set. Age below 30 years.
22. Computer/ Data Processor B.Tech in Computer Science or M.Sc. in Computer Science. 2 years’
(5000-8000) experience in Programming / Data Processing.
23. (i). B.Sc. (Nursing) / Post Certificate B.Sc. Nursing qualification
from recognized University. (ii) Certificate in General Nursing and
Midwifery from a recognized Institution.
(iii) Registered ‘A’ grade nurse and midwife with State Nursing
Nurse Council with 03 years experience in a reputed hospital of Govt. /
(5000-8000) PSU / Private Sector. (iv) Age below 30 years.
24. Compounder (i) Degree in Pharmacy OR Diploma in Pharmacy with 03
(4500-7000) years experience. (ii) Age below 30 years.
25. (i) Bachelor Degree in Hotel Management and Catering
Technology with 2 years relevant experience in Hotel /
Guest House or Intermediate with Diploma in Catering /
Hotel Management with 4 years of relevant experience
Care Taker in Hotel / Guest House. (ii) Age below 30 years /
(4000-6000) relaxation as per Govt. of India Rule.
26. Bachelor Degree with minimum speed of 80 w.p.m. in shorthand
Junior Steno and 40 w.p.m. in typing with 2 years relevant experience and
(4000-6000) computer knowledge.
27. Master Degree with minimum shorthand speed of 100 w.p.m., 2
UDC years experience in office automation and computer software and
(4000-6000) office management.
28. Senior Information Assistant Master Degree with 7 years experience in related areas and liaison
(4000-6000) work. Experience of journalism will be preferred.
29. Bachelor Degree with minimum speed of 80 w.p.m. in shorthand
Executive Assistant and 40 w.p.m. in typing with 2 years relevant experience and
(4000-6000) computer knowledge.
30. Technical Assistant M.Sc. in Computer Science or M.Sc. in other subjects with 3 years
(4000-6000) experience in Computer assisted work.
31. Deputy Accounts Assistant Master Degree in Commerce with 2 years experience in Accounts
(4000-6000) work. M.B.A. will be preferred.
32. Lab Assistant B.Tech in Computer / Electronics or B.Sc. Degree / Diploma in
(3200-4900) Engineering with 3 years relevant experience in Laboratories.
33. Bachelor Degree with a minimum speed of 60 w.p.m. in typing with
Computer Assistant (LDC) knowledge of computer and three years relevant experience in
(3050-4590) office.
28
34. Driver 10th Standard pass with 2 years’ work experience. Preference will be
(3050-4590) given to the candidates trained in motor maintenance.
35. Bachelor Degree in Hotel Management and Catering Technology
with 2 years relevant experience in Hotel or Intermediate with
Caretaker- cum-manager Diploma in Catering / Hotel Management with 4 years of relevant
(3050-4590) experience in Hotel.
General Conditions
[1] Government of India Policy on reservation as applicable to IITs, including that for persons
with disability, will apply.
[2] A mere fulfillment of required minimum qualifications and experience does not entitle a
candidate to be called for an interview/ discussion.
[3] The Institute reserves the right to fill or not to fill the posts advertised.
[4] No correspondence whatsoever will be entertained from the candidates regarding postal
delays, conduct and result of interview, and reasons for not being called for interview or
selection.
[5] Depending upon the qualification and experience, a higher start/ salary may be offered in
deserving cases.
[6] Separate online application must be filled, if a candidate is applying for more than one post.
[7] Applicants interviewed for a particular post but not found suitable may be considered for
the lower post in the same area of specialization.
[8] The age limit may be relaxed for 5 years in case of persons serving in Central/State
Govt./Autonomous Bodies (Central/State).
[9] Stringent criteria may be applied for short listing the candidate to be called for interview.
[10] The Institute reserves the right to withdraw any advertised posts at any time without
assigning any reason.
[11] Minimum requirements of qualifications and / or experience can be relaxed in respect of
exceptionally qualified candidates by the selection committee.
[12] The process of selection may be a written test in addition to personal discussion and
interview.
[13] The persons serving in Central/State Govt./Autonomous Bodies (Central/State) may be
taken on deputation /contract for 3 years extendable up to 5 years only. Retired/
Superannuated persons may also be considered for appointment.
[14] The applicants in Government/Semi-Government organizations/Public Sector
Undertaking/Autonomous Organisations must send their applications “Through Proper
Channel”. The applications received without the recommendations of the employers will
not be considered. (Not required for IIIT-A Employees)
[15] Candidates have to produce original documents at the time of before appearing in
Test/Interview.
[16] Any canvassing in any form may lead to cancellation of candidature.
[17] Incomplete applications shall summarily be rejected.
29
SCHEDULE – C
(See Rule 8.07)
(Deemed University)
Form of Agreement of Service
Agreement of service made this …………………….. day of ……………….. two thousand …...
…………………….. between ……………………(herein after called the appointee) of the one
part and the Indian Institute of Information Technology, Allahabad (here in after called the
Institute) of the other part:
WHEREAS the Chairman of the Board of Governors of the Institute has been pleased to approve
the appointment of the appointee on the post of ……………………on regular/ deputation/ contract
basis and the appointee has accepted such appointment upon the terms and conditions hereinafter
set forth;
NOW THESE PRESENTS WITNESSETH and the parties hereto respectively agree as follows:
1) This agreement of service shall be deemed to have been entered into subject at all times to
the provisions of the Recruitment and Service Rules of the Institute as in force from time to
time as applicable to relevant category of employees.
2) The appointee shall be on service under the agreement with effect from …………...
……………… that is date of joining the post till the period set forth in the letter of
appointment provided that in the case of permanent appointee the appointment will last till
the date of superannuation if not terminated earlier.
3) The appointee shall devote his whole time to the service of the Institute and will be subject
to the Conduct Rules and other relevant provisions of Rules and Regulations of the
Institute.
4) Any information obtained by appointee during or in connection with his service and the
work upon which he is engaged shall be treated as secret and confidential and appointee
shall be deemed in all respects, to be subject to the Indian Official Secrets Act, 1923, as
amended from time to time.
5) During the period of his service except in respect of any period of suspension and also of
any period of leave without pay, the appointee shall be entitled subject to the provision of
the Indian Income Tax Act a monthly salary of Rs. ……………… as amended from time
to time by the competent authority provided that if at any time the appointee proceeds on
deputation out of India, his pay and allowances during the period of his deputation will be
such as may be decided by the Board of Governors. In addition, the appointee shall draw
allowances like Dearness Allowance, City Compensatory Allowance etc. as may be
admissible from time to time as per rules of the Institute.
30
6) In the event of the appointee being an employee of any other IIT or any other autonomous
body/ organization and governed under CPF-cum-Gratuity/ GPF-cum-Pension-cum-
Gratuity or any other Scheme, the Institute shall discharge the appropriate liabilities
towards pension contribution/ CPF contribution/ Gratuity according to the Provisions of the
Rules of the Institute subject to such modifications in those provisions as may be made
from time to time.
In case, the appointee is an employee of the Institute he shall continue to be governed by

the CPF-cum-Gratuity Scheme or GPF-cum-Pension-cum-Gratuity Scheme whichever is
applicable as immediately prior to this appointment and shall be entitled to the benefits of
the scheme for the period of his service under this contract as per CPF/GPF General Rules.
7) Notwithstanding anything hereinbefore contained the appointee shall unless otherwise

decided by the Institute be entitled to receive the whole or in part as may be determined by
the Institute the benefits of any improvements in the revision of scale of pay and in
retirement benefits that may be effected by the Institute subject to the date of these presents
in the terms and conditions of the service of members of the branch of Institute, service to
which he may for the time being belong, the decision of the Institute in respect of such
improvement in the terms and conditions of their service of appointee shall operate so as to
modify to that extent the provisions of these presents.
8) The appointee shall be entitled to leave as admissible to the employees of the Institute
under the Recruitment and Service Rules as amended from time to time.
9) The appointee shall be eligible for privilege in relation to medical attendance and treatment
as provided for in the relevant Rules of the Institute.
10) The appointee shall be paid traveling expenses for joining the Institute as admissible
to an Officer of the Central Government of equivalent rank under the Transfer T.A.
Rules of the Central Government deeming the appointment of the appointee as on
transfer in the public interest.
If the appointee is required to travel in the interests of Institute work, he shall be entitled to
traveling allowance on the scale provided for in the T.A. Rules of the Institute in force
from time to time. Similarly the appointee shall be entitled to leave travel concession for
visiting his hometown and anywhere in India as per the rules of the Institute.
11) Any amount received by the appointee from books and articles published by him at his cost
shall be left to him as an encouragement for continuing his work in that line. He would also
be allowed to do consultancy and retain benefits of the same as per rules laid down by the
12) The services of appointee may during the period of agreement be terminated by the
Institute at any time by three calendar months notice in writing given at any time during
service under this contract without any cause assigned. Provided always the Institute may
in lieu of the notice herein provided to give the appointee a sum equivalent to the amount
of his basic pay for three months.
31
The appointee may terminate his service by giving to the Institute three calendar months
notice in writing.
13) In respect of any matter for which no provision has been made in this agreement the
appointee will be governed by the rules and regulations made hereinafter or any
modification thereof for the time being in force.
14) In all matters, the mutual rights and objections of he parties hereto shall be governed by the
Rules of the Institute, for the time being in fore, which shall be deemed to be incorporated
herein and shall be as such as part of this agreement as if they were reproduced herein, and
by the provisions of the MoA and Rules of the IIIT Society Allahabad.
IN WITNES WHEREOF on the day and the year first above written, the Director of the
Institute has hereinto set his hand and the appointee has hereinto set his hand.
Signed and delivered for the Indian Director

Institute of Information Technology Indian Institute of Information
………….. by the Chairman, Board Technology …………………
of Governors of the Institute. ………………………………
In the presence of Signature of

Witness with addresses.
Signed and delivered by the said ……………………………….

appointee.
IIIT …………………………
In the presence of Signature of
Witness with addresses.
32
SCHEDULE – D
(See Rule 10.10)
INDIAN INSTITUTE OF INFORMATION TECHNOLOGY, ALLAHABAD
MEDICAL ATTENDANCE AND TREATMENET INCLUDING REIMBURSEMENT OF

MEDICAL EXPENSES INCURRED BY THE MEMBERS OF THE STAFF ON
THEMSELVES AND THEIR FAMILIES.
1) The provisions contained in this schedule shall apply to all the employees of the Institute but
they shall not apply to –
a) Those members of the staff who are on leave or deputation abroad,

b) Retired members of the staff, and
c) Work-charged staff, who have not put in continuous service of one year and are not
employed on monthly rates of pay, staff paid from contingencies, daily labourers and part-
time employees.
2) For purpose of reimbursement of medical expenses, members of the staff shall be grouped as
under:
1) Those holding posts carrying a scale of pay, the initial

salary of which is Rs.5000/- p.m. or above except the Gr. A
Secretary to the Director and Superintendents of
Sections.
2) The Secretary to the Director, the Superintendents of

Sections and all those holding posts carrying a scale of Gr. B
pay, the initial salary of Rs.4000/- p.m. or above but less
than Rs.5000/- p.m.
3) Those holding posts carrying a scale of pay the initial Gr. C

salary of which is less than Rs.4000/- p.m.
3) In this schedule unless there is anything repugnant in the subject or context –
a) “Authorized Medical Attendant” means –
1) In respect of members of the Institute belonging to Gr. Medical Adviser of

A the Institute and in his
absence the Medical
Officer of the
Institute.
2) In respect of members of the Institute belonging to Gr. B
3) In respect of members of the Institute belonging to Gr.C. Medical Officer of the
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Institute.
4) In respect of members of the Institute on duty or on a) For those
leave in India (out-side headquarters) belonging to
Group “A” of para
2. Chief or
Principal Medical
Officer of
Government in a
District of
Presidency
Surgeon or
Government
Medical Officer or
equivalent rank in
a city.
b) For those
belonging to
Group “B” and
“C” of para 3:
Assistant Surgeon of
Govt. in a District or
Govt. Medical Officer
of equivalent rank in a
city.
b) “Hospital” means the hospital recognized by the Board of Governors as hospital for the purpose
of these provisions.
c) The term ‘family’ shall mean wife or husband of a member of staff, as the case may be, and
parents, children and step-children wholly dependent on the members of staff.
d) The term “leave” includes vacation.
4. Cost of reimbursement of expenses incurred by the members of the staff in connection with
medical attendance and treatment of themselves and their families will be reimbursed in
accordance with the scale prescribed by the Board from time to time.
Note:- An advance for medical treatment in respect of a member of the staff or of his family
who is an indoor patient in a hospital may be granted on the same terms and conditions
as are mentioned above.
5. i) Medical attendance includes attendance at the residence of the staff or at the

consulting room of the authorized medical attendant by arrangement with him.
ii) Medical treatment means the use of all medical and surgical facilities available at
the hospital, in which the individual is treated and it includes –
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a) employment of such pathological, bacteriological, radiological or other methods
as are considered necessary by the authorized medical attendant.
b) the supply of such medicines, vaccines, sera or other therapeutic substances as
are ordinarily available in the hospital;
c) the supply of such medicine, vaccines, sera or other therapeutic substances not
available in hospital but can be had in the state or state-aided hospital;
d) such accommodation as is ordinarily provided in the hospital and is suited to his
status;
e) such nursing as is ordinarily provided to inpatients by the hospital;
f) Specialist consultation on the advice of the authorized medical attendant.
g) It does not include diet or provision at the request of the member of the staff of
accommodation superior to that to which he is entitled in accordance with sub-
clause (d) above.
Note 1: The refund of the cost of preparations, which are not medicines but are primarily
foods, tonics, toilet preparations or disinfectants as issued by Director General of
Health Services from time to time is not admissible.
Note 2: Refund in respect of mixtures prescribed by the Authorized Medical attendant will be
allowed till such time the Institute has its own dispensary for such purposes.
Note 3: In the case of hospitals the tariffs of which indicate a flat inclusive charge per diem,
40 percent thereof should be reckoned as charges for board and lodging. Out of this
40 percent, half should be considered as charges for diet and the other half for
accommodation.
Note 4: ‘Diet charges paid at Hospitals for officials drawing pay less than Rs.400/- p.m. in
ordinary cases and Rs.640/- p.m. for Tubercular and Mental diseases are allowed.
The cost of any special articles of diet not ordinarily provided by the hospitals to its
in-patients is, however, not refundable.
6. Dental treatment is not covered by the rules but if the diagnosis of the physiological or other
disability from which a member of the staff is suffering indicates that teeth are the real source
of disturbance, he is entitled to free dental treatment provided it is of a ‘major’ kind such as
treatment of a jaw bone disease wholesale removal of teeth, etc. It does not include scaling of
teeth, treatment for Pyorrhea and gingivitis or the free supply of artificial denture or treatment
from a private dentist or outside the hospital even on the advice of the authorized medical
attendant.
7. No reimbursement of expenses for provision of spectacles is admissible.
8. No reimbursement of charges for special nursing will be admissible unless it is certified by the
authorized medical attendant and Medical Superintendent of the Hospital that their services
were absolutely essential.
Note:- Such cases of special nursing will be decided on merits having regard to the nature of
the disease and where hardship in involved. In such cases a member of the staff should
35
bear up to 25 percent of his monthly pay, for the period for which special nursing was
necessary the rest being borne by the Institute.
9. If the authorized medical attendant is of opinion that the case of a patient is of such a serious or
special nature as to require medical attendance by some person other than himself, he may:-
a) send the patient to the nearest Specialist or other Govt. Medical Officer, by whom, in his
opinion medical attendance is required for the patient, or
b) if the patient is too ill to travel, summon such specialist or other Govt. Medical Officer to
attend upon the patient.
10. A patient sent under clause (a) of paragraph 9 shall on production of a certificate in writing by
the authorized medical attendant in this behalf be entitled to traveling allowance for the
journeys to and from the headquarters of the specialist or other Government Medical Officer.
11. A specialist or other Govt. Medical Officer summoned under clause (b) of Paragraph 9 shall on
production of a certificate in writing by authorized medical attendant in this behalf be entitled
to traveling allowance for the journey to and from the place where the patient resides.
12. Traveling allowance admissible under paragraph 9 shall be calculated as for a journey on tour
but no daily allowance for halts will be admissible. If an escort be necessary on the advice of
the authorized Medical Attendant he may be paid T.A. as admissible under the Institute’s T.A.
Rules.
13. Where a member of the staff or the member of his family is entitled to treatment in a hospital
free of charge under the Schedule on the advice of the authorized medical attendant any
amount paid by him on account of such treatment shall, on production of such certificate in the
form to be prescribed by the Board of Governors in this behalf, be reimbursed to him by the
Institute.
14. If the authorized medical attendant is of the opinion that owing to the severity of the illness, a
patient (member of the staff) cannot be given treatment at the authorized hospitals, the patient
may receive treatment at his residence.
15. In the cases referred to in paragraph 14 of the individual receiving treatment at his residence he
shall be entitled to receive towards the cost of such treatment incurred by him a sum equivalent
to the cost of such treatment as he would have been entitled, free of charge, to receive under
this schedule if he had not been treated at his residence.
Note: Claims for sums admissible under paragraph 15 shall be accompanied by a

certificate in writing by the authorized medical attendant stating:-
a) his reasons for the opinion referred to in paragraph 14 and

b) the cost of similar treatment referred to in paragraph 15.
16. Members of the staff and their families will also be entitled to the reimbursement of the
expenses in connection with the treatment of tubercular diseases to the extent as is prescribed
by the Board from time to time.
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17. In the case of families of members of the staff cost of special medicines (including mixture)
will be reimbursable only when they are prescribed for the patient by the authorized medical
attendant when the patient is attended to either in the hospital or at the consulting room of the
authorized medical attendant when the patient is under-going treatment at the out-patients
department or as indoor patient of the hospital on the recommendation of the authorized
medical attendant.
Note i) Family of a member of the staff accompanying him on duty, leave vacation may
consult a Govt. doctor of the status of the authorized medical attendant of the
member of the staff as provided under paragraph 3(4) for the member of the staff
himself;
ii) The concession contained in note (i) above is not to be given in a case where a
member of the staff while proceeding on tour, leave, vacation, takes a member of
his family along with him with the intention of obtaining treatment in a place other
than at his headquarters.
18. Charges for services rendered in connection with medical attendance and/ or treatment of a
member of the family of a member of the staff should be paid by him to the hospital
authorities. The Institute will reimburse the cost of medical attendance and/ or treatment on the
production of the hospital bills, duly countersigned, save in the case of such bills of
Government hospital by the authorized medical attendant.
Note: The authorized medical attendant of the family of a member of the staff is the
same as the authorized medical attendant of the member himself.
18A. The family of a member of the staff who could not be provided with living accommodation
within the Institute campus or who is on duty or on leave in India (outside headquarter) may
receive medical treatment as an indoor or outdoor patient in a State or State aided Hospital.
19. Medical attendance and treatment by arrangement with the authorized medical attendant at a
consulting room maintained by him shall be deemed to be medical attendance and treatment
at a hospital.
20. Medical treatment shall include confinement of a lady staff member or the wife of male staff
in a hospital, pre-natal and post-natal treatment at the residence of the member of the staff is
not allowed.
Note : Anesthetic fees & charges for pre-natal and post-natal treatment received at the
hospital or at the consulting room of the authorized medical attendant including
the cost of medicines prescribed are reimbursable .
21. The following instructions shall also be adhered to in submitting bills for reimbursement of
medical expenses:
i) The bills should be duly supported by requisite receipts, cash memos, prescriptions,
essentiality, certificates and other relevant documents as prescribed by the Board of
Governors from time to time.
37
ii) It should be ensured that the cost of medicines claimed for reimbursement are not those
included in the list of excluded medicines and preparations as shown in the Central Govt.
Compilation of Medical Attendance Rules and Orders, as amended from time to time.
iii) Necessary vouchers and receipts should be attached to the bill in support of claims for
reimbursement of charges for tests, conducted or treatment afforded in hospitals e.g. X-
Ray, Blood tests etc.
iv) It should be ensured that hospital bills for treatment as in-patient show the allocation of
charges under medical attendance, bedding, diet, nursing, special nursing and medicines
and that only admissible medicines are claimed.
v) Reimbursement of the cost of medicines of Indian systems of medicine and Homeopathy

is also admissible.
22. Bills for reimbursement of medical expenses from the members of the staff of the Institute
shall be countersigned by the Director of the Institute and the Director may, at his discretion,
delegate this work to the Deputy Director and the Registrar.
Note: The Director shall be the controlling authority in respect of his own medical
attendance bills.
38
SCHEDULE – E
(See Rule 10.12)
CONDUCT RULES
1. General
1.01 Every employee shall at all times maintain absolute integrity and devotion to duty, and also
be strictly honest and impartial in his official dealings.
1.02 An employee should at all times be courteous in his dealings with other members of the
staff, students and members of the public.
1.03 Unless otherwise stated specifically in terms of appointment, every employee is a whole-
time employee of the Institute, and may be called upon to perform such duties as may be
assigned to him by the competent authority, beyond scheduled working hours and on
holidays and Sundays. These duties, inter-alia, shall include attendance at meetings of
committees to which he may be appointed by the Institute.
1.04 An employee shall be required to observe the scheduled hours of work, during which he
must be present at the place of his duty.
1.05 Except for valid reasons and/ or unforeseen contingencies no employee shall be absent
from duty without prior permission.
1.06 No employee shall leave station except with the previous permission of proper authority,
even during leave or vacation.
1.07 Whenever leaving the station, the employee shall inform the Head of the Department to
which he is attached, or Director, if he is himself the Head of the Department, the address
where he would be available during the period of his absence from station.
2. Taking part in Politics and Elections
2.01 No employee shall take part in politics or be associated with any party or organization
which takes part in political activity; nor shall he subscribe in aid or assist in any manner
any political movement or activity.
2.02 No employee shall canvass or otherwise interfere or use his influence in connection with or
take part in any election to legislative body or local authority.
Provided that an employee of the Institute qualified to vote at such election may exercise
his right to vote but where he does so, he shall give no indication of the manner in which he
proposes to vote or has voted.
39
3. Connection with Press or Radio or Patents
3.01 No employee shall, except with the previous sanction of the competent authority, own
wholly or in part, or conduct, or participate in the editing or managing of any newspaper or
other periodical publications.
3.02 No employee shall, except with the previous sanction of the competent authority or any
other authority empowered by it in this behalf, or in the bonafide discharge of his duties,
participate in a radio broadcast or in any Television programme or contribute any article or
write any letter either anonymously or in his own name or in the name of any other person
to any newspapers of periodical.
Provided that no such sanction shall be required if such broadcast or such contribution is of
a purely literary, artistic or scientific character.
Note: Subject to the restrictions noted below members of the staff are at liberty, without any
sanction as contemplated in paragraphs above, to publish their original scientific works
in journals of repute in India and abroad. If, however, they wish to indicate their official
designations in the articles they want to publish, previous sanction of the competent
authority will be necessary.
Such articles must be strictly confined to purely scientific subjects and should not touch
upon administrative matters. They shall be free from all political things. Publication of
articles relating to India's boundary areas and the tribal population in such area is
prohibited without previous permission of the competent authority.
4. Criticism of the Institute

No employee shall, in any radio broadcast or in any document published anonymously or in
his own name or in the name of any other person or in any communication to the press or in
any public utterance, make any statement of fact or opinion:
4.01 Which has the effect of an adverse criticism of any current or recent policy or action of the
Institute; or
4.02 Which is capable of embarrassing the relations between the Institute and the Central
Government or any State Government or any other Institution or Organization or members
of the public.
5. Evidence before Committee or any other Authority
5.01 Save as provided in sub-paragraph (5.03) below, no employee shall, except with the
previous sanction of the competent authority, give evidence in connection with any inquiry
conducted by any person, committee or authority.
5.02 Where any sanction has been accorded under sub-paragraph (5.01) no employee giving
such evidence shall criticize the policy or any action of the Institute or the Central
Government or any State Government
40
5.03 Nothing in this paragraph shall apply to:-
5.03.01 Evidence given at any inquiry before any authority appointed by the Institute, by
Parliament or by a State Legislature; or
5.03.02 Evidence given in any judicial enquiry; or
5.03.03 Evidence given in any departmental enquiry ordered by the Institute authorities.
6. Unauthorized Communication of Information

No employee shall, except in accordance with any general or special order of the competent
authority or in the performance in good faith of the duties assigned to him, communicate,
directly or indirectly, any official document or information to any person to whom he is not
authorized to communicate such document or information.
7. Gifts
No employee shall, except with the previous sanction of the competent authority, accept or
permit his wife or any other member of his family to accept from any person other than
relations any gift or more than trifling value. The interpretation of the term 'trifling value'
shall be the same as laid down in the Government Servants Conduct Rules.
8. Private Trade Employment

No employee shall, except with the previous permission of the competent authority, engage
directly or indirectly, in any trade or business any private tuition or undertake any
employment outside his official assignments.
Provided that the above restrictions shall not apply to academic work and consultative
practice undertaken with the prior permission of the Director which may be given subject
as regards acceptance of remuneration as may be laid down by the Board.
9. Investments, Lending & Borrowing
9.01 No employee shall speculate in any business nor shall he make or permit his wife or any
member of his family to make, any investment likely to embarrass or influence him in the
discharge of his official duties.
9.02 No employee shall lend money at interest to any person nor shall he borrow money from
any person with whom he is likely to have official dealings.
10. Insolvency, Habitual Indebtedness and Criminal Proceedings
10.01 An employee shall so manage his private affairs as to avoid habitual indebtedness or
insolvency. When an employee is found liable to arrest for debt or has recourse to
insolvency or when it is found that a moiety of his salary is continuously being attached, he
may be liable to dismissal. An employee who becomes the subject of legal proceedings for
insolvency shall forthwith report full facts to the Institute.
41
10.02 An employee who gets involved in some criminal proceedings shall immediately inform
the competent authority through the Head of the Department to which he is attached,
irrespective of the fact whether he has been released on bail or not.
An employee who is detained in police custody whether on criminal charge or otherwise

for a period longer than 48 hours shall not join his duties in the Institute unless he has
obtained written permission to that effect from the Head of the Institute.
11. Moveable, Immoveable and Valuable Property

Every member of the staff shall, on first appointment in the Institute service and thereafter
at such intervals as may be prescribed by general or special orders of the competent
authority submit return in such form as the Institute may prescribe in this behalf of all
immoveable property owned, acquired or inherited by him or held on lease or mortgage,
either in his own name or in the name of any member of his family or in the name of any
other person.
12. Vindication of Acts and Character of employees

No employee shall, except with the previous sanction of the competent authority, have
recourse to any court of law or to the press for the vindication of any official act, which has
been the subject matter of adverse criticism or an attack of defamatory character.
Provided nothing in this rule shall be deemed to prohibit an employee from vindicating his
private character or any act done by him in his private capacity.
13. Marriage etc

An employee intending to marry a person who holds a citizenship of another foreign
country shall seek prior permission of the competent authority.
No employee who has wife living shall contract another marriage without first obtaining
the permission of the Board notwithstanding that a subsequent marriage is permissible
under the personal and religious law for the time being applicable to him and violation of
these rules will lead to immediate dismissal from the Institute service.
14. Representations
14.01 Whenever an employee wishes to put forth any claim, or seeks redress of any grievance or
of any wrong done to him, he must forward his case through proper channel, and shall not
forward such advance copies of his application to any higher authority, unless the lower
authority has rejected the claim, or refused relief, or the disposal of the matter is delayed by
more than three months.
14.02 No employee shall be signatory to any joint representation addressed to the authorities for
redress of any grievance or for any other matter.
14.03 Punishment, Appeals etc.

An employee shall be governed by the provision of the relevant rules regarding imposition
of penalties for breach of any of these rules preference of appeals against any such action
taken against him.
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14.04 Interpretation
The decision of the Board on all questions relating to the interpretation of these provisions
shall be final.
43
SCHEDULE-F
(See Rule-32 - A)
Leave and Leave Rules
General Leave
1. Leave not a matter of Right

Leave cannot be claimed as a matter of right and when the exigencies so demand leave of
any description may be refused or revoked by the authority empowered to sanction it.
2. Authority empowered to sanction Leave

Applications for all kinds of leave shall be made on the proforma prescribed therefore
whenever not prescribed on plain paper giving all necessary information.
Application for leave shall be addressed to the Chairman Board by the Director and to the
Director by other members of the staff. In the case of casual leave, application should be
addressed to the Head of the Department of the Section In-charge concerned
Leave may also be sanctioned by the Subordinate Officer to whom the power has been
delegated by the Director in that behalf.
The Board may sanction leave to the Director, but the Director can avail himself of casual
leave on his own authority.
3. Commencement and Termination of Leave

Leave shall ordinarily begin from the date on which leave as such is actually availed of and
ends on the day preceding the one on which duty is resumed.
Sundays and other holidays or the vacation may be prefixed as well as suffixed to leave,
subject to any limit of absence on leave prescribed under each category of leave.
4. Combination of Leave
Except as otherwise provided in the Schedule, any kind of leave under these provision may
be granted in combination with or in continuation of any other kind of leave, subject to any
limit on the aggregate period of absence as may be prescribed in such cases.
5. Grant of Leave beyond the Date of Retirement and in the event of Resignation
No leave shall be granted beyond the date on which a member of the staff must
compulsorily retire.
Provided that the authority empowered to grant leave may allow any member of the staff
who had been denied earned leave in whole or in part on account of exigencies of service,
the whole or any portion of the earned leave so denied even though it extends to a date
beyond the date on which such member of the staff must compulsorily retire.
Provided further that a member of the staff whose service has been extended in the interest
of public service beyond the date of his compulsory retirement, may be granted earned
leave as under:
44
5.01 During the period of extension any earned leave due in respect of the period of such
extension, and to the extent necessary the earned leave which would have been granted to
him under the preceding proviso had he retired on the due date of retirement;
5.02 After the expiry of the period of extension
a) The earned leave which could have been granted to him under the preceding proviso,
had he retired on the due date of retirement, diminished by the amount of such leave as
availed of during the period of extension;
b) Any leave earned during the period of extension as has been formally applied for as
preparatory to final cessation of his duties in sufficient time during the period of
extension and refused to him on account of exigencies of public service;
c) In determining the amount of earned leave due during the period of extension, the
earned leave, if any, admissible under the preceding proviso shall be taken into account.
Note: For the purpose of this paragraph, a member of the staff may be deemed to have been
denied leave only if a sufficient time before the date on which he must compulsorily
retire or the date on which his duties finally cease he has either formally applied for
leave and been refused it on the ground of exigencies of service or has ascertained in
writing from the sanctioning authority that leave if applied for would not be granted on
the aforesaid ground.
5.03 If any employee of the Institute resigns, he shall not be granted either prior or subsequent to
his resignation, any leave due to his credit provided that the Director, may, in case, grant
leave to an employee prior to his resignation if, in the opinion of the Director, the
circumstances of the case justify such grant of leave.
6. Conversion of one kind of leave into another kind

a) At the request of member of the staff the sanctioning authority may convert any kind of
leave including extraordinary leave, retrospectively into leave of a different kind which
may be admissible as on the day on which the member of staff proceeded on leave; but
the member of the staff cannot claim such conversion as a matter of right.
b) If one kind of leave is converted into another, the amount of leave salary and
allowances admissible shall be recalculated and the arrears of leave salary and
allowances paid or amount overdrawn recovered, as the case may be.
7. Rejoining of Duty on return from Leave on Medical Grounds

A member of the staff who has been granted leave on medical certificate shall be required
to produce a medical certificate of fitness before resuming duty.
8. Rejoining of Duty before the Expiry of Leave
a) Except with the permission of the authority, which granted the leave, no member of the
staff on leave may return to duty before the expiry of the period of leave granted to
him.
45
b) Leave should always be applied for and sanctioned before it is taken, except in cases of
emergency and for satisfactory reasons.
c) Continuous temporary service followed by permanent service without any break shall
be included in permanent service for the purpose of computation of leave.
9. Kinds of Leave
The following kinds of leave shall be admissible to members of the staff:
9.01 Casual Leave

9.02 Special Casual Leave
9.03 Half-Pay Leave
9.04 Commuted Leave
9.05 Earned Leave
9.06 Extraordinary Leave
9.07 Maternity / Paternity Leave
9.08 Hospital Leave
9.09 Quarantine Leave
9.10 Leave not due
9.11 Sabbatical Leave
10. Casual Leave

a) Casual leave is not earned by duty. A member of the staff on casual leave is not treated
as absent from duty and his pay is not intermitted. Casual leave cannot be claimed as of
right and its grant is always subject to the exigencies of services and subject to a
maximum of 8 days in the aggregate in a calendar year for those entitled to 17 holidays
and 10 days not entitled to 17 days holidays.
b) Casual leave may be granted at the discretion of sanctioning authority as and when
occasion arises, provided that the total period of absence including Sundays and other
holidays intervening, prefixed or suffixed shall not ordinarily exceed public holidays,
restricted holidays, weekly offs, five days at a time. Sundays and holidays, whether
intervening, prefixed or suffixed, shall not be counted as casual leave.
c) Casual leave cannot be combined with any other kind of leave except special casual
leave and vacation.
d) Casual leave can be taken while on tour, but no daily allowance will be admissible for
the period.
e) Individuals appointed and joining duty during the middle of a year may avail of casual
leave proportionately of the full extent at the discretion of the competent authority.
46
11. Special Casual Leave
Special casual leave, not counting towards ordinary casual leave, may be granted to a
member of the staff when he is:
a) Summoned to serve as a Juror or Assessor or to give evidence before a court of law as a

witness in a civil or a criminal case in which his private interests are not at issue;
b) Deputed to attend a reference Library of other Institutes or Conferences and Scientific

gatherings of learned and Professional societies in the interest of the Institute;
c) Required to be absent for any other purpose approved by the Director, such as General
Elections, Family Planning, Natural Calamites, Bundles etc as decided by the Director.
d) The periods of such leave admissible in a year shall ordinarily not exceed fifteen days
but should, however, be sufficient to cover the period of absence necessary. The
conditions under which such leave will be granted will, if necessary, be laid down by
the Board.
12. Combination of Special Casual Leave with Casual Leave or Regular Leave is permissible
but not with both simultaneously.
13. Half Pay Leave

a) The Half pay leave admissible to a member of the staff in respect of each completed
year of service shall be 20 days. For this purpose service includes periods of duty and
leave including extraordinary leave with or without M.C. but does not include periods
of Suspension treated as 'dies non', overstayed of leave/ Joining time.
b) From 01.01.1996, half pay leave is credited in advance at the rate of 10 days on the 1st
of January and 1st of July every year. The advance credit for the half year in which an
employee is appointed will be at the rate of 5/3 days for each completed calendar month
of service he is likely to render in the half year in which he is appointed.
c) The half pay leave to be credited every half year will be reduced at the rate of one-
eighteenth of the period of 'dies non'/ suspension treated as 'dies non' during the
preceding half year subject to a maximum of 10 days.
d) The credit for the half year in which the employee is due to retire/ resigns will be
afforded at the rate of 5/3 days for each completed calendars month of service in the
half year up to the date of retirement/ resignation.
e) The credit for the half-year in which an employee is removed/ dismissed from service
or dies in service will be afforded at the rate of 5/3 days per completed calendar month
of service.
f) Half pay leave may be granted to a member of the staff on medical certificate or on
private affairs. No half pay leave may be granted to a member of the staff in temporary
appointment except on medical certificate.
47
Provided that in case of a temporary member of staff, no half pay leave will be granted
unless the authority competent of sanction leave is ready to believe that the officer will
return to duty on the expiry of the leave, except in the case of an officer who has been
declared completely and permanently incapacitated for further service by medical
authorities.
14. Commuted Leave

a) Commuted leave not exceeding half the amount of half pay leave due can be taken on
medical certificate.
b) Commuted leave can be taken without medical certificate
I. Up to a maximum of 90 days in the entire service if utilized for an approved

course of study certified to be in public interest.
II. Up to a maximum of 60 days by a female employee if it is in continuation of

maternity leave.
III. Up to a maximum of 60 days by a female employee with less than two living
children if she adopts a child less than one year old.
c) Commuted leave can be granted only when the leave sanctioning authority is satisfied
that there is a reasonable prospect of the employee returning to duty on its expiry. So it
cannot be granted as leave preparatory to retirement.
d) If commuted leave is taken, twice the number of days availed should be debited in the
half pay leave account.
e) Where an employee granted commuted leave quits service voluntarily without returning
to duty, the commuted leave shall be treated as half pay leave and the excess leave
salary recovered. If the retirement is by reason of ill-health incapacitating him for
further service or in the event of death, recovery should not be made.
f) Commuted leave may be granted at the request of the employee even when earned
leave is available.
15. Earned Leave
Leave Entitlements for Vacation Department Staff

a) The leave entitlements of employees of Vacation Departments (i.e., departments where
regular vacations are allowed during which those serving in them are permitted to be
absent from duty) are the same as those serving in non-Vacation Departments except in
respect of 'earned leave'.
b) No earned leave will be admissible to an employee of a Vacation Department in any

year in which he avails of the full vacation.
48
c) If, in any year, he does not avail himself of any vacation or is prevented from enjoying
more than 15 days of vacation, earned leave will be admissible to him for that year as to
an employee of a non-Vacation Department.
d) If, in any year, he avails of only a portion of the vacation, he will be entitled to earned
leave in such proportion of 30 days, as the number of days of vacation not taken bears
to the full vacation. This proportionate 'earned leave' is not admissible to temporary
employees for the first year of their service.
e) For the above purpose 'Year' means twelve months of actual duty and not 'calendar
year'.
f) The non-availing of vacation should be due to a general or a special order of a higher

authority asking him to forgo the vacation.
g) In addition to 'earned leave' as in Paras. (b), (c) & (d) above, the leave account of an
employee of the vacation Department will be credited with 5 days of 'earned leave' on
the 1st of January and July every year. The credit to be afforded will be reduced by
1/30th of any period of extraordinary leave and / or dies non during the previous half-
year subject to a maximum of 5 days. When a person is appointed or has ceased to be in
service, the credit for that half-year will be allowed at 5/6th day for each completed
month of service likely to be rendered/ rendered in that half-year.
h) Vacation can be combined with any kind of leave; but the duration of vacation and
earned leave combined should not exceed 180 days (or 240 days, as the case may be )
at a time.
i) Vacation can be combined with casual leave.
j) The facility of crediting the unavailed portion of joining time is also admissible to
persons serving in Vacation Departments.
16. Earned Leave Admissible to Members of the Non-Vacation Staff

a) Credit – Credit will be afforded in advance at a uniform rate of 15 days on the 1st of
January and 1st of July every year. The credit to be afforded will be reduced by 1/10th of
extraordinary leave availed and/ or period of dies non during the previous half-year,
subject to a maximum of 15 days and to the extent of such credit only.
b) Accumulation – Earned leave can be accumulated up to the maximum 300 days at any
point during the service period.
c) While limiting the maximum of 300 days, where the balance at credit is 286-300 days,
further advance credit of 15 days on 1st January/ 1st July will be kept separately and set
off against the EL availed of during that half-year ending 30th June/ 31st December.
d) The credit for the half-year in which an employee is appointed will be afforded at the
rate of 2½ days for each completed calendar month of service which he is likely to
render in the calendar half-year in which he is appointed.
49
e) The credit for the half-year in which an employee is due to retire or resigns from the
service will be afforded at the rate of 2½ days for each completed calendar month in
that half-year up to the date of retirement/ resignation.
f) The credit for the half-year in which an employee is removed/ dismissed from service
or dies in service, will be afforded at the rate of 2½ days per completed calendar month
up to the end of the calendar month preceding the calendar month in which he is
removed/ dismissed/ dies.
g) If an employee retires/ resigns/ is removed/ is dismissed/ dies in the middle of a

calendar year, the earned leave credited should be reduced at the rate of 1/10th of any
extraordinary leave taken in that half-year and the leave account regularized.
h) While affording credit, fraction of a day should be rounded off to the nearest day, e.g.
7½ days to be rounded as 8 days.
i) E.L. on account of Unavailed Joining Time – Unavailed joined time i.e., the number
of days admissible (subject to a maximum of 15 days) reduced by the actual number of
days availed, shall be credited to the earned leave account subject to the following
conditions:
I. The employee is ordered to join the new post without availing full admissible
joining time; or
He proceeds alone to the new place and joins the post without availing full joining
time and takes his family later within the permissible time for claiming traveling
allowance for the family.
II. The credit of earned leave plus the unavailed joining time credited should not
exceed 300 days.
III. The concession of showing advance credit separately in the leave account is not
applicable and the unavailed joining time plus earned leave at credit should be
limited to 300 days.j)
j) One day joining time admissible for transfer within the same station, if not availed,
cannot be credited to the EL account.
k) Earned leave can be availed up to 180 days at a time.
Exception
(a) Earned leave exceeding 180 days but not exceeding 240 days at a time may be
granted to Group 'A' and Group 'B' Officers, if at least the quantum of leave in excess
of 180 days is spent outside India, Bangladesh, Bhutan, Burma, Sri Lanka, Nepal and
Pakistan.
50
(b) Earned leave may be taken at a time up to 300 days as leave preparatory to
retirement.
17. Extraordinary Leave (EOL)

a) Extraordinary leave shall always be without leave salary and may be granted when no
other kind of leave is admissible or when other leave being admissible, the member of
the staff concerned specifically applied in writing for the grant of extraordinary leave.
b) Extraordinary leave cannot be availed concurrently during the notice period, when
going on voluntary retirement.
Limit
(1) No leave of any kind can be granted to an employee for a continuous period
exceeding five years. Subject to this limitation, any amount of EOL may be
sanctioned to a permanent employee.
(2) For temporary officials, the limit on any one occasion is –
(ii) All Officials – Up to 3 months with or without medical certificate.
(iii) Officials with a minimum of one year's continuous service - Up to 6 months

with medical certificate for common ailments.
Up to 18 months with medical certificate for Cancer, mental illness, pulmonary

tuberculosis or pleurisy of tubercular origin, tuberculosis of any part of the body
and leprosy.
(iv) Officials with three or more years' continuous service – Up to 24 months, where
the leave is required for the purpose of prosecuting studies certified to be in
public interest.
(3) Two spells of extraordinary leave, intervened by any other kind of leave, should be
treated as one continuous spell for the purpose of applying the maximum limit.
(4) EOL may also be granted to regularize periods of absence without leave
retrospectively.
c) The period of extraordinary leave shall not count for increment except when such
leave is granted due to sickness on medical certificate or for pursuing higher studies,
provided that in case of any doubt whether the extraordinary leave taken was for
pursuing higher studies or not, the decision of the Chairman shall be final.
d) Where an employee other than a permanent employee fails to resume duty on expiry
of the maximum amount of extraordinary leave granted to him or where such an
employee who was granted a lesser amount of extraordinary leave than the maximum
amount admissible to him, remains absent from duty for any period which, together
with the period of extraordinary leave granted to him exceeds the limit up to which he
could have been granted extraordinary leave under sub-rule (a), he shall, unless the
51
Board in view of the exceptional circumstances of the case otherwise determine, be
deemed to have resigned his appointment and shall cease to be in Institute
employment.
e) The authority empowered to grant leave may commute retrospectively the period of
absence without leave into extraordinary leave.
Note: The power of commuting retrospectively periods of absence without leave into
extraordinary leave is absolute and not subject to the conditions mentioned above.
18. Maternity
a) Admissible to married/ unmarried female employees during -
(i) Pregnancy: 135 days. – Admissible only to employees with less than two
surviving up to children.
(ii) Miscarriage/ abortion (induced or otherwise): Total of 45 days in the entire

service excluding any such leave taken prior to 16-6-1994. admissible
irrespective of number of surviving children. Application should be
supported by a certificate from a Registered Medical Practitioner.
b) Maternity Leave is not debited to the leave account. It is granted on full pay. It may
be combined with leave of any other kind. Any leave (including commuted leave up
to 60 days and leave not due) may be taken without medical certificate up to one
year in continuation.
c) Maternity Leave counts as service for increments and it counts as service for
pension. This leave shall not be admissible for 'threatened abortion'.
19. Paternity Leave
a) Male staff members with less than two surviving children shall be eligible to
Paternity Leave for not more than 15 days during wife’s confinement.
b) Paternity leave can be combined with any other kind of leave except casual leave. It
can be applied up to fifteen days before or up to six months from date of delivery.
20. Hospital Leave
a) Hospital Leave is admissible to –

(i) Such Group 'C' employees whose duties involve handling of dangerous
machinery, explosive materials, poisonous drugs and the like, or performance of
hazardous tasks; and
(ii) Group 'D' employees,
While under medical treatment in a hospital or otherwise for illness or injury
directly due to risks incurred in the course of official duties.
52
b) Medical Certificate from an Authorized Medical Attendant is necessary for the
grant of this leave. Hospital Leave may be granted for such period as the authority
granting the leave may consider it necessary. It may be combined with any other
kind of leave due and admissible, provided the total period of leave does not exceed
28 months. Hospital Leave is not debited to the leave account.
21. Quarantine Leave
a) Quarantine leave shall be granted when a member of staff is precluded under orders
of the competent medical authority from attending office in consequence of an
infectious disease in his family or household. Such leave can be granted only on the
certificate of a medical or public health officer. Maximum duration of Quarantine
leave shall ordinarily be twenty-one days and may be extended up to thirty days in
exceptional circumstances. Any absence beyond these limits has to be treated as
regular leave. A member of staff on Quarantine leave shall not be treated as absent
from duty and his pay shall not be interrupted.
b) Quarantine leave is not admissible if the member of staff himself is suffering from
an infectious disease.
c) Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebrospinal

Meningitis can be treated as infectious diseases for the grant of Quarantine leave. In
the case of Chicken-pox, however, no Quarantine leave can be granted unless the
Health Office considers that in view of some doubt about the nature of the disease
there is reason for grant of such leave.
22. Leave Not Due (LND)

a) Leave Not Due may be granted to a permanent employee with no half-pay leave at
credit. Temporary officials with minimum of one year's service and suffering from
TB, Leprosy, Cancer or Mental illness may also be granted LND if the post from
which the official proceeds on leave is likely to last till his return.
b) It is granted on medical certificate if the leave sanctioning authority is satisfied that

there is a reasonable prospect of the employee returning to duty on its expiry.
c) It may be granted without medical certificate –

(a) In continuation of maternity leave.
(b) To a female employee with less than two living children on adoption of
child less than a year old.
d) The amount of leave should be limited to the half pay leave that the employee is
likely to earn subsequently.
e) During the entire service it is limited to a maximum of 360 days.
f) It will be debited against the half pay leave that the employee earns subsequently.
g) It cannot be granted in the case of 'Leave preparatory to retirement'.

53
h) When an employee granted leave not due resigns from service or is permitted to
retire voluntarily without returning to duty, the leave not due should be cancelled.
The resignation or retirement will take effect from the date on which such leave had
commenced and the leave salary should be recovered.
i) Where an employee, who having availed himself of Leave Not Due, returns to duty
but resigns or retires from service before he has earned such leave, he shall be liable
to refund the leave salary to the extent the leave has not been earned subsequently.
It can be granted to an officer whose leave account shows a debit balance in
consequence of the grant of LND on a previous occasion.
23. Sabbatical Leave

a) Sabbatical leave may be granted for one or more of the following objects, namely:
1) To conduct research or advanced studies in India or abroad;
2) To write textbooks, standard, works and other literature;
3) To visit or work in Industrial concerns and technical departments of
Government to gain practical experience in their respective fields;
4) To visit or work in a University, Industry or Government research laboratories
in India and abroad; and
5) Any other purpose for the academic development of the staff member, as
approved by the Board of Governors.
Provided that Sabbatical leave shall be admissible to a member of the academic staff –
(i) After the completion of six years' continuous service, or more, with the
Institute,
(ii) Where he avails of special leave, after the completion of six years service or
more with the Institute after his return from such special leave.
b) The grant of sabbatical leave shall be subject to the following conditions, namely:
(a) The period of sabbatical leave shall not exceed one year at a time including
vacations, if any, but the Board may grant in addition any other leave up to a
maximum of 120 days which the member might have earned during the service
at the Institute.
(b) A member of the academic staff shall, during the period of sabbatical leave, be
paid full salary and allowances as admissible under the normal rules but he shall
not be entitled to any traveling allowance or any extra allowances in India or
abroad;
(c) No substitute shall be appointed in the vacancy and his work shall be shared by
the other members of the faculty;
(d) A member of the academic staff shall not undertake during the period of
sabbatical leave, any regular appointment under any other organization in India
54
or abroad; he shall however, be free to receive a scholarship or fellowship or
bursary or any other an-hoc honorarium other than his regular employment;
(e) A member of the academic staff availing sabbatical leave shall furnish a bond in
the prescribed form to serve the Institute for a minimum period of three years on
return to duty.
(f) There shall be a gap of at least 5 years between the two sabbatical leave.
24. Vacation and Leave Salary

1. An employee of the Institute entitled to vacation shall be eligible for pay and
allowances at full rates during the period of vacation.
2. (a) Except as provided in sub-para (b) below, a member of staff on earned leave, is
entitled to the leave salary equal to the average monthly pay drawn during the 10
complete months immediately preceding the month in which the leave commences or
the substantive pay to which he is entitled immediately before the commencement of
the leave whichever is greater.
(b) A member of the staff proceeds on earned leave shall be entitled to leave salary
equal to the pay drawn immediately before proceeding on leave".
3. A member of the staff on half-pay leave is entitled to leave salary equal to the half the
amount specified in sub-para 2(a) or 2(b), as the case may be, subject to a maximum of
Rs.750.00 provided that the limit will not apply if the leave is on medical certificate.
4. A member of the staff on commuted leave is entitled to a leave salary equal to twice
the amount admissible under sub rule (3).
25. Leave Salary

1. Leave salary shall be paid during Earned Leave, Commuted Leave, Paternity
Leave, Maternity Leave and Hospital Leave. – based on his pay drawn immediately
before proceeding on leave.
2. During half pay leave or leave not due or Hospital leave beyond 120 days. – Leave
salary is admissible equal to half the amount of leave salary on earned leave.
3. During Extraordinary leave. – There is no entitlement to leave salary.
4. For purpose of Leave salary 'pay' means 'pay' as defined in FR 9 (21) and includes
Deputation Allowance and NPA/ Stagnation increment.
26. Leave Salary Advance

(a) All officials including those on foreign service are eligible to leave salary advance if
the leave taken is for not less than 30 days.
(b) It is limited to the leave salary including allowances, for the first 30 days of leave after
deducting the recoveries, e.g., Income Tax, GPF subscription, recovery of advance of
GPF, house rent, recovery of other advances, etc.
55
(c) Leave salary advance is recovered in full from the leave salary bill. Balance, if any, will
be recovered from the next month's pay or leave salary. If the period of leave falls in
two months, the advance will be adjusted in two installments, viz., a part of the advance
will be adjusted in the first month to the extent of leave salary drawn and the balance in
the next bill.
27. Limit of Total Absence

A member of staff ceases to be in the service of the Institute if he is continuously absent
from duty for five years, whether with or without leave, unless such absence is absence on
foreign service in India.
28. Cash equivalent of Leave Salary in Certain Cases

In case an employee dies while he is in service, the cash equivalent of the leave salary that
the deceased employee would have got had he gone on earned leave on the date of death
shall be given to his family subject to a maximum of leave salary for 300 days.
29. Increment during leave

If an increment falls during leave, other than casual leave, the effect of increase in pay shall
be given from the day following the date of expiry (last date) of the leave as such, without
prejudice to the normal date of increment.
30. Encashment of Earned Leave

The authority competent to sanction leave should automatically grant lumpsum cash
equivalent of leave salary admissible for the number of days of earned leave at the credit of
the employee on the last day of his service, subject to a maximum of 300 days including
the number of days, for which encashment was availed along with LTC.
Encashment of Earned Leave shall be admissible in the following cases:
(1) On retirement after attaining the age of superannuation;
(2) When the service is extended in public interest beyond superannuation, after
extension;
(3) When an employee retires on superannuation while under suspension or while

disciplinary or criminal proceedings are pending against him, the whole or part of
cash equivalent of leave salary may be withheld to meet recoveries from him
possibly arising on conclusion of the proceedings. On conclusion of the
proceedings, payment may be released after adjustment of Government dues, if any;
(4) On termination of service by notice/ payment of pay and allowances in lieu of

notice or otherwise in accordance with the terms and conditions of his appointment;
(5) On termination of service of officials re-employed after retirement. In this case, the
maximum will include the period for which encashment of leave was allowed at the
time of previous retirement and also encashment availed with LTC.
(6) When an employee is invalided from service on medical grounds;

56
(7) When an employee resigns or quits service on his own accord, the lump-sum cash
payment will be only to the extent of half of the earned leave at his credit subject to
a maximum of 150 days including the number of days for which encashment was
availed along with LTC, on the date of cessation from service;
(8) It is also admissible

a) On premature retirement
b) On voluntary retirement
c) On compulsory retirement as a measure of penalty when no reduction in
pension is ordered.
31. Encashment of half pay leave

Officials covered by 30.01.01, 30.01.08 and 30.01.09 above and those permanent/ quasi-
permanent employees retired on invalidation will be entitled also to cash equivalent of half
pay leave at their credit. Encashment of earned leave up to 300 days (including the number
of days for which encashment was availed along with LTC) should, as usual, be allowed in
their cases, even if the period goes beyond their normal date of superannuation. If,
however, the benefit of encashment of half pay leave is also availed of, the period of HPL
plus EL should not extend beyond their normal date of superannuation. This restriction is
not applicable to those retiring on superannuation. The cash equivalent for half pay leave is
subject to reduction on account of pension, relief on pension and pension equivalent of
Retirement Gratuity. If the cash equivalent of half pay leave falls short of the total of
pension, pension equivalent of Retirement Gratuity and relief on pension, cash equivalent
for the half pay leave is not payable.
32. Death while in service

If an employee dies while in service, the cash equivalent of leave salary for earned leave
and half pay leave due and admissible to the deceased on the date immediately following
the date of death will be paid to his family. The cash equivalent for earned leave will be
restricted to 300 days including the number of days for which encashment was availed
along with LTC. Family pension, dearness relief on family pension and pension equivalent
of death gratuity will be deducted from the cash equivalent for half pay leave.
33. Leave Travel Concession

Leave Travel Concession shall be admissible to the employees of the Institute as in the case
of employees of the IIT’s.
57

IIITA Recruitment Rules Amended

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S.N. Para / Sub para Subject Pages

3. 3 Scope and Applications 6

5. 5 Powers and Functions of the 6

5-A Classification of Posts 6

5-A 01 Academic Staff 6-7

5-A 02 Technical Staff 7

5-A 03 Administrative Staff 7

7. 7 Qualification for the Staff of the 8

8.03 Director's Appointment 8

8.04 Appointment on Deputation 8

8.05 Appointment of Consultants 8

8.06 Appointment on Contract 8

9. 9.01 to 9.07 Selection Committees 8-10

9.08 Where opinion be evenly divided 10

9.09 to 9.14 Advance Increments 10-11

9-A Adhoc and Contract 11

10. 10 Terms and Conditions of Service 11

10.01 Medical Fitness 11

10.03 Extension of Probation 11-12

10.03.01 Confirmation of Probationer 11

10.04 to 10.07 Restructuring and Termination 11-12

10.09 Service Condition of Temporary 12

10.10 Medical Facilities 12

10.11 Availing of the Vacations 12

10.12 Conduct Rules 12

11. 11 Suspension, Punishment and 13

12. 12-13 Subsistence and other Allowances 13-14

14. 14.01 to 14.06 Revocation, Reinstatement and 14

15. 15 Punishment and Appeals 14

15.01 Minor Penalties 14

15.02 Major Penalties 14-15

17. 17.01 to 17.04 Appeals 15-16

18. 18 Pay Fixation 16

19. 19 Direct Recruits 16

19.01 General Procedure 16

19.02 Delay in joining duty 16

19.03 On revival of the lapsed offer 16-17

20. 20. Seniority delinked from 17

21.01 General procedure 17

21.02 General/OBC candidates to regain 17

21.03 Where promotions are made from 17

22. 22 Direct recruits vis-à-vis 17

24. 24 Surplus staff 17

25. 25 Deputationist absorbed 17

26. 26 Seniority on reversion to parent 17

27. 27 Persons who have refused 18

28. 28 Re-employed pensioners 18

30. 30 Person under 18

32 – A Leave and Leave Rule (Schedule- 18

33. 33 Maintenance and Custody 18

34. 34 Certain special entries 19

35. 35 Forwarding of applications for 19

36. 36 to 39 Residential Accommodation for 19

41. 41 Relaxation of Rules 20

42. 42 to 44 Residuary Powers 20

1. Schedule-A Standard Pay Scales 21-22

2. Schedule-B (A) Pay Scale, Qualifications 23-24

(B) Supporting Staff 25-29

3. Schedule-C Agreement of Service 30-32

5. Schedule-E Conduct Rules 39-43

6. Schedule-F Leave and Leave Rules 44-57

3.0 Scope and Applications