CHILD CARE LEAVE (CCL)
Child Care Leave (CCL) was not contained under the CCS (Leave) Rules, 1972, but is a new type of leave introduced and recommended by the sixth CPC for the central Govt. employees and came into effect from 01/09/2008 vide DOPT OM No. 13018/2/2008-Estt.(L), dated 11/09/2008.
Following are the provisions regulating CCL –
1. Admissible to women employees having minor children. Alternatively, CCL shall not be admissible if the child is eighteen years of age or older.
2. May be granted by an authority competent to grant leavefor a period of two years (i.e. 730 days) during the entire service. CCL may also be allowed for the third year as leave not due (without production of medical certificate) and regulated as per Rule 31.
3. CCL may be combined with leave of the kind due and admissible.
4. During the period of CCL, the woman employee shall be paid leave salaryequal to the pay drawn immediately before proceeding on leave.
5. Granted for taking care of children for rearing or to look after any of their need like examination, sickness, etc. However, the employee need not submit any proof in support of her requirement.
6. Admissible for two eldest surviving children only. That is, CCL shall not be admissible to the third and any subsequent child even if the child may be below eighteen years of age. [OM No. 13018/2/2008-Estt.(L), dated 29/09/2008]
7. CCL is to be treated like EL and sanctioned as such. Consequently, Saturdays, Sundays, Gazetted holidays, etc. falling during the period of leave would also count for CCL, as in the case of EL. [OM No. 13018/2/2008-Estt.(L), dated 18/11/2008]
8. CCL cannot be demanded as a matter of right. Under no circumstances can an employee proceed on CCL without prior and proper approval of the leave by the leave sanctioning authority. [OM No. 13018/2/2008-Estt.(L), dated 18/11/2008]
9. CCL may be availed in more than one spell. However no spell may be less than fifteen days and may not be granted for more than 3 spells in a calendar year. [OM No. 13018/2/2008-Estt.(L), dated 07/09/2010]
10. CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal. [OM No. 13018/2/2008-Estt.(L), dated 07/09/2010]
NOTE – All these provisions take effect from 01/09/2008 irrespective of issue of the O.M.’s. Earned Leave, if any, availed by women employees before availing CCL subsequent to the issue of the OM 13018/2/2008-Estt.(L) dated 18/11/2008 may be adjusted against CCL, if so requested by the employee.
Following are the provisions regulating CCL –
1. Admissible to women employees having minor children. Alternatively, CCL shall not be admissible if the child is eighteen years of age or older.
2. May be granted by an authority competent to grant leavefor a period of two years (i.e. 730 days) during the entire service. CCL may also be allowed for the third year as leave not due (without production of medical certificate) and regulated as per Rule 31.
3. CCL may be combined with leave of the kind due and admissible.
4. During the period of CCL, the woman employee shall be paid leave salaryequal to the pay drawn immediately before proceeding on leave.
5. Granted for taking care of children for rearing or to look after any of their need like examination, sickness, etc. However, the employee need not submit any proof in support of her requirement.
6. Admissible for two eldest surviving children only. That is, CCL shall not be admissible to the third and any subsequent child even if the child may be below eighteen years of age. [OM No. 13018/2/2008-Estt.(L), dated 29/09/2008]
7. CCL is to be treated like EL and sanctioned as such. Consequently, Saturdays, Sundays, Gazetted holidays, etc. falling during the period of leave would also count for CCL, as in the case of EL. [OM No. 13018/2/2008-Estt.(L), dated 18/11/2008]
8. CCL cannot be demanded as a matter of right. Under no circumstances can an employee proceed on CCL without prior and proper approval of the leave by the leave sanctioning authority. [OM No. 13018/2/2008-Estt.(L), dated 18/11/2008]
9. CCL may be availed in more than one spell. However no spell may be less than fifteen days and may not be granted for more than 3 spells in a calendar year. [OM No. 13018/2/2008-Estt.(L), dated 07/09/2010]
10. CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal. [OM No. 13018/2/2008-Estt.(L), dated 07/09/2010]
NOTE – All these provisions take effect from 01/09/2008 irrespective of issue of the O.M.’s. Earned Leave, if any, availed by women employees before availing CCL subsequent to the issue of the OM 13018/2/2008-Estt.(L) dated 18/11/2008 may be adjusted against CCL, if so requested by the employee.
