Posts Tagged ‘Central government women employees’

Menstruation Benefits to Central Government Women Employees

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Menstruation Benefits to Central Government Women Employees

There is no such proposal for grant of any menstrual leave or introduction of any legislation in this regard. However, under the centrally sponsored scheme of Rashtriya Madhyamik Shiksha Abhiyan (RMSA), activities such as adolescent health awareness programme for girls, provision of separate toilet blocks for girls as part of schools and installation of incinerator machine and sanitary napkin & vending machine for girls at schools and girl’s hostels are undertaken for general hygiene management. National Council of Educational Research and Training (NCERT) has developed syllabus on health and physical education for classes I-XII as a follow up of National Curriculum Framework, 2005, which provides adequate space for menstrual hygiene.

Ministry of Health and family Welfare is implementing the scheme for Promotion of Menstrual Hygiene for Adolescent Girls residing primarily in rural areas of the country. Adolescent girls are provided with sanitary napkins at subsidized rates by Accredited Social Health Activists (ASHA’s) within the community and through the platform of Government and Government aided school. Ministry of Drinking Water and Sanitation has also developed National Guidelines on Menstrual Hygiene Management (MHM) which aims to support all adolescent girls and women.

The above information was given by Union Minister of State for Women and Child Development Dr.Virendra Kumar in a written reply in Lok Sabha on 9.2.2018.

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Be the first to comment - What do you think?  Posted by admin - February 13, 2018 at 1:57 pm

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SHe-Box portal set up for registering complaints of sexual harassment of women employees at workplace, of both Government and Private sector

SHe-Box portal set up for registering complaints of sexual harassment of women employees at workplace,  of both Government and Private sector
More than 350 complaints of inappropriate behaviour received by WCD Ministry including those through SHe-Box portal

In order to ensure the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Ministry of Women & Child Development has launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) for registering complaints related to sexual harassment at workplace of all women employees in the country, including government and private employees.

More than 350 complaints relating to inappropriate behaviour have been received in the Ministry which includes complaint received through portal ‘SHe-box‘.

Ministry of Corporate Affairs has been requested for mandatory disclosure of Internal Complaints Committee (ICCs) in the Annual Report of the Companies. Ministry of Corporate Affairs along with the industry bodies, Associated Chambers of Commerce & Industry of India (ASSOCHAM), Federation of Indian Chambers of Commerce and Industry (FICCI), Confederation of Indian Society, Chamber of Commerce & Industry (CCI), and National Association of Software and Services Companies (NASSCOM) have also been requested to ensure effective implementation of the Act amongst their members in private sectors.

This information was given by Minister of State for Women and Child Development, Dr. Virendra Kumar in reply to a question in Rajya Sabha today.

Be the first to comment - What do you think?  Posted by admin - December 21, 2017 at 9:46 pm

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SHe-Box : Online complaint management system titled Sexual Harassment electronic-Box

Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

SHe-Box-Sexual-Harassment-Electronic-Box-DoPT

 F. No. 11013/7/2016-Estt.A-III
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
Establishment A-III Desk

North Block, New Delhi – 110001
Dated 1st November, 2017

OFFICE MEMORANDUM

Subject: Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

The undersigned is directed to say that Ministry of Women & Child Development launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) on 24th July, 2017 for registering complaints related to sexual harassment at workplace. The She-Box is; an initiative to provide a platform to the women working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies and Institutions etc.) to file complaints related to sexual harassment at workplace under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

2. Once a complaint is submitted to SHe-Box, it wiil be directly sent to the Internal Complaint Committee (ICC) of the concerned Ministry / Department/ PSU / Autonomous Body etc. having jurisdiction to inquire into the complaint. The She-Box also provides an opportunity to both the complainant and nodal administrative authority to monitor the progress of inquiry conducted by the ICCs. The SHe-Box portal can be accessed at the link given below:

http://www.shebox.nic.in/

3. Features of the SHe-Box are as under:

(i) SHe-Box is an online Complaint Management System for lodging complaints related to sexual harassment of women at workplace. The steps required for filing of complaint through SHe-Box can be downloaded from the link:

http://www.shebox.nic.in/assets/site/downloads/manual.pdf

(ii) Any woman working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies an.d Institutions etc.) can file complaint related to sexual harassment at workplace through this SHe-Box.

(iii) Once a complaint is submitted to the SHe-Box, it will directly send the complaint to the Internal Complaints Committee. (ICC) of the concerned Ministry /Department/PSU / Autonomous Body etc; having jurisdiction to inquire into the complaint. The Internal Complaints Committee will take action as prescribed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and update the status of the complaint through ‘Administrator Login

(iv) The status of complaint can be viewed at any time by pressing the tab ‘View Status of Your Complaint’ within SHe-Box.

4. The complaint registered in the She-Box contains only a brief description of the incident of sexual harassment at workplace. The Internal Complaints Committee (ICC) is required to initiate inquiry as prescribed under Section 11 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 read with Department of Personnel & Training’s  O.M. No. 1l013/2/2014-Estt.(A-III) dated 16th July, 2015 by calling upon the complainant to provide detailed complaint along with all the relevant evidences (documentary or otherwise).

5. All the Ministries/Departments are requested to bring the contents of this OM to the notice of all officers and staff working under them. The Ministries/ Departments are also requested to advise the PSEs / Autonomous Bodies under their administrative control to bring the content of SHe-Box to all officers and staff.

6. Hindi version will follow.

(Nitin Gupta)

Under Secretary to the Govt of India

Tel: 23040264

To
The Secretaries of All Ministries/Departments
(as per the standard list)

Source: DoPT

Be the first to comment - What do you think?  Posted by admin - November 2, 2017 at 9:15 pm

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Employment of women and girls in Government organisations/Agencies

Employment of women and girls in Government organisations/Agencies

women-employment-central-government

The Government has been making concerted efforts to encourage the women to join Government service by providing some special facilities as enumerated below:

(i) maternity leave

(ii) child care leave

(iii) child adoption leave

(iv) special allowance to women with disability

(v) provision of crèche facility

(vi) posting of husband and wife at the same station

(vii) special priority in allotment of residential accommodation

(viii) provision for protection of women from acts of sexual harassment

(ix) special Leave connected with inquiry on sexual harassment

(x) age relaxation for appointment of widows, divorced woman and women judicially separated from their husbands and who are not remarried

(xi) special dispensation for woman officers of All India Services of North East cadre

(xii) exemption from payment of fee for examinations conducted by the Union Public Service Commission and Staff Selection Commission.

(xiii) Nomination of a women employee in Department Promotion Committee (DPCs). Institutional mechanisms, besides the Committees to prevent sexual harassment, exist in Government service for redressal of grievances of various nature of the women employees.

(xiv) Association of a lady member in Selection Committee/Board for 10 or more vacancies (at all levels).

This was stated by the Minister of State (Independent Charge) for Development of North Eastern Region (DoNER), MoS PMO, Personnel, Public Grievances, Pensions, Atomic Energy and Space, Dr. Jitendra Singh in written reply to a question by Shri Parimal Nathwani in the Rajya Sabha today.

Be the first to comment - What do you think?  Posted by admin - August 3, 2017 at 5:36 pm

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Cabinet approves Pan India implementation of Maternity Benefit Program

Cabinet approves Pan India implementation of Maternity Benefit Program

The Union Cabinet chaired by the Prime Minister Shri Narendra Modi has given ex-post facto approval to Pan-India implementation of Maternity Benefit Program which now has been extended to all districts of the country w.e.f. 01.01.2017. The Prime Minister in his address to the nation on 31.12.2016 had announced Pan-India implementation of Maternity Benefit Program.

The Maternity Benefit Program will provide compensation for the wage loss in terms of cash incentives so that the women can take adequate rest before and after delivery and not be deprived of proper nutrition.

The total cost of the proposal for the period from 01.01.2017 to 31.03.2020 including Central and State Government share isRs.12,661crore. Government of India’s share during the period 01.01.2017 to 31.03.2020 comes to around Rs. 7932 crore.

Objective of the Scheme

  1.         To provide partial compensation for the wage loss in terms of cash incentives so that the woman can take adequate rest before and after delivery of the first living child.
  2.       The cash incentives provided would lead to improved health seeking behaviour amongst the Pregnant Women and Lactating Mother (PW&LM) to reduce the effects of under-nutrition namely stunting, wasting and other related problems.

 Target Group

All eligible Pregnant Women and Lactating Mothers (PW&LM), excluding the Pregnant Women and Lactating Mothers who are in regular employment with the Central Government or State Government or Public Sector Undertakings or those who are in receipt of similar benefits under any law for the time being. It has been decided to give the benefit of Rs.5000/- to PW&LM in three installment for the birth of the first live child by MWCD and the remaining cash incentive as per approved norms towards Maternity Benefit under existing programmes after institutional delivery so that on an average, a woman will get Rs.6000/-.

Conditions and installments

Pregnant Women and Lactating Mothers who are eligible will receive a cash benefit of Rs.5,000/- in three installment at the following stages as specified in the table given below:

Cash Transfer Conditions Amount(in Rs.)
First installment ·   Early Registration of Pregnancy. 1,000/-
Second installment ·   Received at least one antenatal Check-up (after 6 months of pregnancy) 2,000/-
Third installment ·   Child birth is registered.·   Child has received first cycle of BCG, OPV, DPT and Hepatitis-B or its equivalent/substitute.     2,000/-

The eligible beneficiaries would continue to receive the remaining cash incentive as per approved norms towards Maternity Benefit under existing programmes after institutional delivery so that on an average, a woman will get Rs. 6000/-.

Mode of cash transfer to the Beneficiaries

The conditional cash transfer scheme would be in DBT mode.

Background:

The Government of India is committed to ensure that every woman gets adequate support and health care during pregnancy and at the time of delivery and every newborn is immunized on time which is the foundation for better health of the mother and the newborn. Normally, the first pregnancy of a woman exposes her to new kinds of challenges and stress factors. Hence, the scheme intends to provide support to the mother for safe delivery and immunization of her first living child. The improved health care seeking behaviour of the PW&LM would lead to better health status for the mother and the child.

PIB

Be the first to comment - What do you think?  Posted by admin - May 18, 2017 at 5:52 am

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Women to get 26 weeks maternity leave, President nod to new law

Women to get 26 weeks maternity leave, President nod to new law

New Delhi: Women employees will now be able to get paid maternity leave of 26 weeks, up from 12 weeks, as per a new law.

President Pranab Mukherjee has given assent to the Maternity Benefit (Amendment) Act, 2017 that has made changes in some of the provisions of over 55-year-old law entitling certain benefit to women employees.

The new law makes it mandatory for every establishment with fifty or more employees to have the facility of creche within a prescribed distance.

The employer is also bound to allow four visits a day to the creche by a woman.

Every establishment shall intimate in writing and electronically to every woman at the time of her initial appointment regarding every benefit available under the new law, the statute says.

An employer can also permit a woman to work from home after she has availed maternity leave.

“In case where the nature of work assigned to a woman is of such nature that she may work from home, the employer may allow her to do so after availing of the maternity benefit for such period and on such conditions as the employer and the woman may mutually agree,” it says.

The law also allows maternity leave of 12 weeks for a woman who adopts a child below the age of three months, and for commissioning mother (a biological mother who uses her egg to create an embryo implanted in any other woman).

The entitlement of 26 weeks paid leave under the law is only for first two children. A woman with two or more children will be entitled to 12 weeks of maternity leave, says the law which will apply to all establishments employing 10 or more people.

The statute that will help approximate 1.8 million women workforce in organised sector, has amended Maternity Benefit Act, 1961 that regulates grant of maternity benefit to women employees in certain establishments.

The Maternity Benefit (Amendment) Bill was passed by Lok Sabha on March 9 and Rajya Sabha on March 20.

India is at third position globally in terms of the number of weeks of maternity leave after Canada (50 weeks) and Norway (44 weeks).

The president gave his assent on Monday.

PTI

Be the first to comment - What do you think?  Posted by admin - March 29, 2017 at 6:45 pm

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Central Civil Services (Conduct) Rules 1961 – Guidelines regarding prevention of sexual harassment of women at the workplace

No.11013/7/2016-Estt.A-III
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel & Training
Establishment A-III Desk

North Block, New Delhi,
Dated the 22 nd December, 2016

OFFICE MEMORANDUM

Subject:- Central Civil Services (Conduct) Rules 1961 – Guidelines regarding prevention of sexual harassment of women at the workplace – regarding.
The undersigned is directed to refer to the DoPT OM number No.11013/2/2014-Estt.A-III, dated the 16th July, 2015 etc., vide which need for effective mechanism to ensure that inquiries in the case of allegations of sexual harassment are conducted as
per the prescribed procedure and that they are monitored have been issued. Recently, a meeting was held under the Chairmanship of Minister, Women and Child Development wherein concern was expressed that the inquiries in such cases are
taking unduly long time. It has, therefore, been decided that the following further steps may be taken to ensure that the inquiries are conducted expeditiously and the aggrieved women are not subjected to victimization:

(1) As already conveyed vide OM dated 2nd February, 2015 all Ministries/Departments shall include in their Annual Reports information related to the number of such cases and their disposal.

(2) As far as practicable, the inquiry in such cases should be completed within 1 month and in no case should it take more than 90 days as per the limit prescribed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

(3) It should be ensured that the aggrieved women are not victimized in connection with the complaints filed by them. For a period of five years after a decision in a proven case of sexual harassment, a watch should be kept to ensure that she is
not subjected to vendetta. She should not be posted under the Respondent, or any other person where there may be a reasonable ground to believe that she may be subjected to harassment on this account. In case of any victimization the complainant may submit a representation to the Secretary in the case of Ministries/Departments and Head of the Organization in other cases. These representations should be dealt with sensitivity, in consultation with the Complaints Committee, Ministries/Departments and Head of the Organization in other cases. These representations should be dealt with sensitivity, in consultation with the Complaints Committee, and a decision taken within 15 days of the submission of the same.
(4) All Ministries/Departments shall furnish a monthly report to the Ministry of Women and Child Development giving details of number of complaints received, disposed of and action taken in the case.

(Mukesh Chaturvedi)
Director (E)
Tele: 23093176

DoPT Order 2016

Be the first to comment - What do you think?  Posted by admin - December 27, 2016 at 12:43 pm

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Implementation of leave provision under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 — Reg.

Central government sexual harassment victim employees now get 90 days paid leave

No. 13026/2/2016-Estt(L)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training

Old JNU Campus, New Delhi 110 067
Dated: 14.07.2016

OFFICE MEMORANDUM 

Subject: Implementation of leave provision under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 — Reg.

Consequent to the enactment of the ‘Sexual Harassment of Women at  Workplace (Prevention, Prohibition and Redressal) Act, 2013′, this Department is  considering issuing instructions for the grant of leave to the aggrieved woman during  pendency of inquiry up to a period of three months in addition to the leave which she  is otherwise entitled to.

2. In this regard, it is proposed to insert/incorporate a new Rule in the CCS  (Leave) Rules, 1972. The new rule may read as follows:

Special Leave connected with inquiry on sexual harassment — Leave up to a maximum of 90 days may be granted to an aggrieved female Government Servant on the recommendation of the Internal Committee or the Local Committee, as the case may be, during the pendency of inquiry under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

(2) The leave so granted to the aggrieved woman under this rule shall not be debited against the leave account.”

(Navneet Misra)
Under Secretary to the Government of India

Copy to: NIC, DoPT for uploading on the website of the Ministry.

Be the first to comment - What do you think?  Posted by admin - July 17, 2016 at 8:17 pm

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Women Employee needs Eight month maternity leave to be thought through

Women Employee needs Eight month maternity leave to be thought through

 

New Delhi: Women and child development minister Maneka Gandhi’s proposal to extend three-month maternity leave to eight months needs to be thought through.

Women and Child Development Minister Maneka Gandhi

There is no doubt that newborns need their mothers, but extending maternity leave for eight months is not the right solution.

No company or government can afford an employee to be away for eight months, and if they are made to do so, they may not be eager to hire or promote women.

Encouraging mothers with young children to remain in the workforce is a challenge no company or government has worked out yet.

Last year, Facebook and Apple came under criticism when they offered cash incentives to their female employees to freeze and store their eggs. This, the companies claimed, was done so that women could focus on their careers.

But this idea has not caught on yet, and with many people doubtful about tampering with the ‘natural order’ it is not likely to do so anytime soon.

So what is the solution? There is no ideal one, but what is clear is the government must give companies some leeway.

Training a new person, employing them for eight months and getting rid of them when the woman returns to work is unfair to the employee, the company and to the woman herself.

Why? Because one cannot assume in today’s fast moving world, that her role would have remained the same as it was eight months ago. New skills may be required.

Therefore it is better to ask pregnant women upfront if they would like to return to work post-pregnancy. If they do, they must devote a certain number of hours to work.

The government must support this by helping to set up creches, and allowing women to work part time from home. This is better than having a woman return to work after eight months.

Via: tkbsen

Be the first to comment - What do you think?  Posted by admin - August 27, 2015 at 6:09 am

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Paid leave for sexual harassment victims

Paid leave for sexual harassment victims

Instructions have been issued by this Department vide Office Memorandum dated 27.11.2014 regarding Alignment of Service Rules with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013. As per para 6 of the said Office Memorandum, the Complaint Committee will have the powers to recommend to the employer (a) to transfer the aggrieved woman or the charged officer to any other workplace; or (b) to grant leave to the aggrieved woman up to a period of three months, which will be in addition to the leave she would be otherwise entitled to.

As per Section 9 of Chapter IV of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, any aggrieved woman may make, in writing, a complaint of sexual harassment at workplace to the Internal Committee within a period of three months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident.

The Committee may, for the reasons to be recorded in writing, extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the woman from filing a complaint within the said period.

This was stated by the Minister of State for Personnel, Public Grievances and Pensions and Minister of State in the Prime Minister’s Office Dr. Jitendra Singh in a written reply to a question by Shri P.Nagarajan and Shri B. Vinod Kumar in the Lok Sabha today.

Be the first to comment - What do you think?  Posted by admin - August 13, 2015 at 2:07 am

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Maternity Benefit Act for Women Employees

Maternity Benefit Act for Women Employees

The main provisions of the Maternity Benefit Act are:

i) No employer shall knowingly employ a woman in any establishment during the six weeks immediately following the day of her delivery or her miscarriage. Also, no woman shall work in any establishment during the six weeks immediately following the day of her delivery or her miscarriage.

ii) Every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence immediately preceding and in- cluding the day of her delivery and for the six weeks immediately following that day.

iii) No woman shall be entitled to maternity benefit unless she has actually worked in an establishment of the employer from whom she claims maternity benefit, for a period of not less than eighty days in the twelve months immediately preceding the date of her expected delivery.

iv) The maximum period for which any woman shall be entitled to maternity benefit shall be twelve weeks, that is to say, six weeks up to and including the day of her delivery and six weeks immediately following that day.

v) No deduction from the normal and usual daily wages of a woman entitled to maternity benefit shall be made by reason only of –

(i) the nature of work assigned to her by virtue of the provisions of the Act; or
(ii) breaks for nursing the child allowed to her under the provisions of the Act.

vi) If a woman works in any establishment after she has been permitted by her employer to absent herself for any period, during such authorised absence, she shall forfeit her claim to the maternity benefit for such period.

The above said statement is the part of undermentioned Lok Sabha Q&A:-

GOVERNMENT OF INDIA
MINISTRY OF LABOUR AND EMPLOYMENT
LOK SABHA

STARRED QUESTION NO 167

ANSWERED ON 09.03.2015

AMENDMENT TO MATERNITY BENEFITS ACT

167 . Pal Shri Jagdambika

Will the Minister of LABOUR AND EMPLOYMENT be pleased to state:-

(a) the key provisions of the Maternity Benefits Act, 1961;

(b) whether the Government has any proposal to bring amendments to the Act;

(c) if so, the details thereof and the reasons therefor; and

(d) the time by which the proposed amendments are likely to be implemented along with the extent to which the same would be beneficial for working women in the country?

ANSWER

MINISTER OF STATE (IC) FOR LABOUR AND EMPLOYMENT (SHRI BANDARU DATTATREYA)

(a) to (d): A statement is laid on the Table of the House.

STATEMENT RERERRED TO IN REPLY TO PARTS (a) TO (d) OF LOK SABHA STARRED QUESTION NO.167 FOR 09.03.2015 BY SHRI JAGDAMBIKA PAL REGARDING AMENDMENT TO MATENITY BENEFITS ACT.

(a): The main provisions of the Maternity Benefit Act are: —As mentioned above

(b): No, Madam.

(c) & (d): Does not arise in view of facts mentioned at (b) above.

Source: http://164.100.47.132/LssNew/psearch/QResult16.aspx?qref=12590

Be the first to comment - What do you think?  Posted by admin - March 16, 2015 at 9:49 am

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Central Government women employees can get 730 days leave for child care: Supreme Court

Central Government women employees can get 730 days leave for child care: Supreme Court

The Supreme Court on Tuesday held that a woman employee of central government can get uninterrupted leave for two years for child care, which also includes needs like examination and sickness. A bench of justices SJ Mukhopadhaya and V Gopala Gowda set aside the order of Calcutta High Court which had held that Central Civil Services (Leave) Rules do not permit uninterrupted CCL(Child Care Leave) for 730 days.

“On perusal of circulars and Rule 43-C, it is apparent that a woman government employee having minor children below 18 years can avail CCL for maximum period of 730 days i.e. during the entire service period for taking care of upto two children. The care of children is not for rearing the smaller child but also to look after any of their needs like examination, sickness etc,” the bench said.

It said that CCL even beyond 730 days can be granted by combining other leave if due and the finding of the High Court was based neither on Rule 43-C nor on guidelines issued by the central government. The court passed the order on a petition filed by a woman government employee Kakali Ghosh challenging government’s decision not to grant her leave of 730 for preparing her son for secondary/senior examinations.

She had first approached Central Administrative Tribunal Calcutta for getting leave. The tribunal had ordered in her favour but the High Court reversed the order after which she moved the apex court.

The apex court set aside the High Court’s order. “We set aside the impugned judgement dated September 18, 2012 passed by the Division Bench of Calcutta High Court, Circuit Bench at Port Blair and affirm the judgement and order dated April 30, 2012 passed by the Tribunal with a direction to the respondents to comply with the directions issued by the Tribunal within three months from the date of receipt/ production of this judgement,” it said.

Source: www.ibnlive.in.com

3 comments - What do you think?  Posted by admin - April 16, 2014 at 10:31 am

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