Zonal Railway Training Institute, C. Rly.

, Bhusawal

HO E R E M P L O Y M E N T & R E G U L A T I O N-1931
1. Hours of employment & regulation: Chapter VI-A of the I.R. Act. 1890 amended
time to time, The Rly. servant (Hours of employment) Rule 1931 made there under
and the subsidiary instruction commonly referred to as Hours of Employment
Regulation. Amended in the year 1961 on the report submitted by Justice
G.S.Rajdhyaksha ICS, Adjudicator, and later Shri. N.M.Miyabhoy, Retd. Chief
Justice High Court Gujarat was appointed as Chairman of R.L.T 1969 & the
recommendation was implemented from 1.08.1974
Latest Amended in the year 2005 as Hours of work & Period of Rest -2005
Defination
2. Hours of Employment: Time during which an employee is roistered for duty. It
also included period if in-action but does not included interval and time taken by an
employee in going to and coming from his residence or vice versa.
3. Duty Roster: It is a document which above the duration of hours of employment
and period of rest of the employee.
4. Periodic Rest: The rest which is granted to Rly. servant each week periodically. It
does not include permission to leave head quarter station.
5. Interval/Split shift: Period between two or more spells of duty during which an
employee is free to leave his post/place of work.
6. Period of inaction: Period of time during which the employee must remain present
on duty at the place of work although not exercising physical activity or sustained
attention.
7. Long on: Period of duty over 8 hrs. in the case of “Intensive” workers, over 10 hrs.
in the case of continuous workers and over 12 hrs. in the case of “Essentially
Intermittent” workers.
8. Short off: Period of rest which is less than 12 hrs. in a Roster of 6 hrs. duty, less
than 14 hrs. in a mixed roster of 6 hrs & 8 hrs. duty in case of “Intensive” workers,
less than 10 hrs. in case of “Continuous” worker and less than 8 hrs. in case of “E.I.”
workers. [RB No. E (Adj) 48 (HER) 6, dated 09.04.51]
9. Full night in bed: A person will be said to have had a full night in bed, if he has get
a continuous rest of 8 hrs. Between 10 PM to 6 AM (22 hrs. 6 hrs.). Any part of roster
hrs. of duty which falls between the hrs. of 10 pm to 6 am, shall be treated as night
duty. [RB No. E (Adj) 48 (HER) 6, dated 23.06.49]
10. Preparatory & Complementary Work: Preparatory and / or complementary
work which include taking out & handing over charges, the work which is to be
carried on out side the limit laid down for the general working of a shift. This concept
may be even in case of single shift workers where there may be no handing over or
taking over. If period of P&C less than 15 minutes per day may not be mentioned in
the Roster of such workers, if between 45 minutes & one hour per day be considered
as one hour as period of duty.
11. Sustained Attention: The terms mean mental efforts.

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 Zonal Railway Training Institute, C. Rly., Bhusawal

CLASIFICATION:
All Rly. Servant governed by the HOER are classified under any one of the following
heads. :-
( i )Continues ( ii )Intensive ( iii )Essentially Intermittent ( iv )Excluded

Chart showing Hours of Employment Regulations

Categories Description Posts Statuto Rostered Shift Weekly
ry limit duty rest
limits
Intensive The staff whose work is of strenuous SCOR, Signalers, 45 hrs 42 hrs 6 30
nature involving sustain attention & Telephone & per per hrs consecu-
physical exertion in such a way that wireless operators week week tive hrs
the period of in action or relaxation etc.
do not aggregate 6 hrs or more in a
cycle of 24 hrs or atleast 1 hr in shift
duty of 8 hrs.
Essentially The staff whose duties are of an Waiting Room 75 hrs 72 hrs 12 24
intermittenc intermittence nature bearers, Gateman, per per hrs consecu-
e safaiwala saloon week week tive hrs
attendant etc.
Excluded Stock working in confidential Steno, C.A., No No - For group
capacity, certain staff of medical and Matrons sister ic. limit limit ‘D’ staff
health department staff of railway Asst. surgeons etc. 1 rest of
school, supervisor staff etc. 48 hrs or
2 rest of
24 hrs
each in
fortnight
Continuous Staff not coming under any of the Clerical Staff, Staff 54 hrs 48 hrs 9 30 hrs at
above categories Clerical Staff, Staff Of Locos, Drivers, in a in week hrs. a stretch
Of Locos, Drivers, Guards, TTE Guards, TTE week on avg
in a
month
9 hrs.
daily

Remark : Essential intimated workers not provided with Railway Qtrs. Within
0.5km.from place of work have to work 10 hours a day or 60 hours a week

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Zonal Railway Training Institute, C. Rly., Bhusawal

Payment of overtime :
For extra hours work overtime @ 1 ½ times of the ordinary wages per hour above
roster hours up to statutory limits and 2 times of the ordinary wages per hour beyond
statutory limit.

No hrs. of work prescribed for Excluded worker but shall be granted a rest of not less
than 48 consecutive hrs. each month or a rest not less than 24 consecutive hrs. each for
night.

SPECIAL INSTRUCTION REGARDING RUNNING/TRAVELLING

STAFF
The hrs. of work of Loco & Traffic running staff should be calculated from
“signing on” to “signing Off” for the purpose departure of calculating total hrs. of work
for Over Time Payment.

BASES OF REST:
Rest for running staff is based on total duty performed which should be
reckoned from “signing on” to “signing off”
At Head Quarter –
For duty of less than 8 hrs. 12 hrs.
For duty of 8 hrs. or more 16 hrs.
If out station -
For duty of less than 8 hrs. 06 hrs.
For duty of 8 hrs. or more 08 hrs.
For duty of less than 5 hrs. Equivalent to the hrs. of duty performed plus
one hrs.
If any staff employed on duties at Hd. Qrs. Such as shunting operation, sub
urban train, Ballast train have fixed roster hrs. will not be eligible to the
liberalized Hd. Qrs. rest.
Duty at a stretch: The duty hrs. at a stretch of the running staff from the
time of “signing on” to “signing off” should be restricted to 10 hrs. The staff
will not claim relive within 10 hrs. of there duty at a stretch which running, In
exceptional Circumstances duty at a stretched can be of 12 hrs. but relief is to
be provided after 12 hrs.
Running staff should not normally be away from head quarters for more than
three days at a stretch.

Ceiling limit of a trip: The ceiling limit of a trip should be kept within 14
hrs. including the time of “Signing on” & “Signing off”

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Zonal Railway Training Institute, C. Rly., Bhusawal

JOB ANALYSIS
Classification of a work is assigned by job analysis. There are 04 methods of job analysis.
1. Rough Assessment method: By analysis the quantum of work and time required
to complete the work by rough assessment.
2. Representative method: By representation of one place/station, quantum of work
with the work load of other place/station.
3. Issuance of certificate by Executive officer: Certificate given by Executive
officer by analysis the quantum and nature of work.
4. Factual Job analysis: The factual job analysis is the best method to fix the
classification under HOER, the job analysis is conducted to review the existing
classification. If it is on demand of staff side or otherwise it should be conducted for
72 consecutive hrs. & if it is done by administration as a review and the result of 1st
day show no changes then need not to be proceed further and if it shows the change
of classification then it should be conducted for 72 consecutive hrs.
During the job analysis the period of Action as per duty list provided and inaction is to be
noted. The following guide line be observe during factual job analysis.:-
1. It is under taken without previous intimation and warning.
2. Work is closely and personally watched continuously throughout a period of duty and
in faithfully reproduced.
3. The person whose work is watched is not be disturbed by the analyzer.
4. Analyser should study the work intelligently to be able to discuss with Executive
officer if required.
5. The actual time of action and inaction to be noted. While recommending the “EI”
classification. In action period less then 5 minutes should be ignore.
Before conducting job analysis the following should be ensure:
1. The collection of date should be objective.
2. There should be normal work load, during the period of job analysis.
3. Duty list of question should carefully be read out and the period of action only be
taken as allow in duty list.
4. Past record (6 months or 1 year) should be consulted in view to obtain correct result
and to watch the normal work load.
After completion of job analysis, the date in matter, job analysis sheet should be
discussed with Senior Supervisor concerned. If any comment if should be incorporated in
the job analysis
The report on the basis of job analysis sheet should be prepared for recommendation of a
clarification. It should be got agreed with the executive officer. If any clarification
warrants change then the proposal should be sent to concerned Account department for
its concurrence. After concurrence, it should be sent to DRM for his approval.
On approval of DRM, the recommendation should be sent to “P” Branch in HQ’s office,
who, in turn will sent it to concerned HOD. If the HOD agree with the recommendation
then it will be sent for concurrence of FA&CAO. On behalf of GM, CPO can accept the
recommendation, if it is down graded the classification i.e. “I” to “C” or “C” to “EI”. If it
is up gradation then the GM’s approval required.

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