The following official communication from the Office of the Controller General of Defence Accounts to all the Principal Controllers of Defence Accounts/ the Controllers of Defence Accounts shows how the Child Care Leave is sometimes used by maligning its sheer objective:
Controller General of Defence Accounts
Ulan Batar Road, Palam, Delhi Cantt-110010
No. AN/XIV/19404/Leave Matters/Vol. III Dated 25- 8-2011
To
All PCsDA/CsDA
Sub: Sanction of Child Care Leave: Instructions regarding
Consequent upon the implementation of 6th CPC, Child Care Leave to Women Employees of the Central Govt. was introduced w.e.f. 1st September 2008 vide DoP&T OM No.13018/2/2008-Estt.(L) dated 18-11-2008.
2. DoP&T vide their OM No.13018/2/2008-Estt(L) dated 18-11-2008 have further clarified on the subject that Child Care Leave for women employees is meant to facilitate them in taking care of their children at the time of need. However, it should not disrupt the functioning of Central Govt. Offices. It was further clarified by DoP&T that CCL cannot be demanded as a matter of right and under no circumstances can any employee proceed on CCL without prior approval of leave by the leave sanctioning authority.
3. Instances have come to the notice of this HQrs office, where CCL has been used as a means to dodge unpalatable postings or to avoid functioning in a specific office/section and even to proceed abroad, rather than for the purpose for which CCL was introduced. This goes against the spirit of the Govt. orders on the subject. There have also been instances where even IDAS officers have left their offices âin anticipation” of sanction of the CCL.
4. In view of the above, it is requested to all PCsDA/CsDA that the cases of CCL granted to the employees under their jurisdiction may please be reviewed and ensured that the CCL has been genuinely granted for the purpose for which it is meant. It may also be impressed upon all concerned that proceeding on CCL without sanction constitutes misconduct and will invite disciplinary proceedings against the official concerned.
This issues with the approval of CGDA.
Please acknowledge receipt.
Sd/-
Rakesh Sehgal
Jt.CGDA(AN)
Source:www.cgda.nic.in
I think the system of child care leave should be changed. It should only be sanctioned on the ground of severe illness of the child upto a maximum limit of two years. No other ground should be entertained and the leave sanctioning authority have to be satisfied with some medical documents. Its really hard to run a office smoothly due to long absence of employees.
@som
No system if flawless. There are always some loopholes. There are many fault finders in our society too, who always tend to make full use of the drawbacks of a system or policy, vitiating its sanctity. How do you change the mentality of such opportunists!
āĻŦāύā§āϧā§āĻāύ,
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— āĻ
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āϧāĻŋāĻāĻžāĻāĻļ āϏāĻŽāϝāĻŧā§āĻ āϤāĻžāĻ āĻ
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āϤāĻŦā§ āĻšāĻžāϏāĻĒāĻžāϤāĻžāϞāĻā§āϞāĻŋāϰ āĻāĻ āϤāϤā§āϤā§āĻŦ āĻŽāĻžāύāϤ⧠āύāĻžāϰāĻžāĻ āϏā§āĻŦāĻžāϏā§āĻĨā§āϝ āĻĻāĻĢāϤāϰ⧎ āϏā§āĻŦāĻžāϏā§āĻĨā§āϝ āĻ
āϧāĻŋāĻāϰā§āϤāĻž āĻŦāĻŋāĻļā§āĻŦāϰāĻā§āĻāύ āĻļāϤāĻĒāĻĨā§āϰ āϏāĻžāĻĢ āĻāĻĨāĻž, âāĻā§āĻāĻŋ āĻāĻāĻāĻž āĻĒā§āϰāĻŋāĻāĻŋāϞā§āĻ⧎ āĻā§āĻāĻŋ āĻĨā§āĻā§ āĻāĻžāĻāĻā§āĻ āĻŦāĻā§āĻāĻŋāϤ āĻāϰāĻž āϝāĻžāϝāĻŧ āύāĻžā§ˇ āϤāĻžāĻ āϏāĻāĻļā§āϞāĻŋāώā§āĻ āĻšāĻžāϏāĻĒāĻžāϤāĻžāϞāĻā§āĻ āĻŦāĻŋāĻŦā§āĻāύāĻž āĻāϰ⧠āĻā§āĻāĻŋ āĻŽāĻā§āĻā§āϰ āĻāϰāϤ⧠āĻšāĻŦā§ā§ˇâ āϤāĻžāĻāϰ āĻŽāϤ, āĻā§āĻāĻŋāϰ āĻāύā§āϝ āĻĒāϰāĻŋāώā§āĻŦāĻž āĻŦāĻŋāĻā§āύāĻŋāϤ āĻšāϞ⧠āĻšāĻžāϏāĻĒāĻžāϤāĻžāϞāĻā§āϞāĻŋāϰ āϝāĻĨāĻžāϝā§āĻā§āϝ āĻŦā§āϝāĻŦāϏā§āĻĨāĻž āύā§āĻāϝāĻŧāĻž āĻāĻāĻŋāϤ⧎ āĻĒā§āϰāϝāĻŧā§āĻāύ āĻšāϞā§, āϏā§āĻŦāĻžāϏā§āĻĨā§āϝāĻāĻŦāύā§āĻ āĻāĻžāύāĻžāύ⧠āĻšā§āĻ āϏāĻŽāϏā§āϝāĻžāϰ āĻāĻĨāĻžā§ˇ āĻā§āĻāĻŋ āϝāĻāύ āĻĒā§āϰāĻžāĻĒā§āϝ āϤāĻāύ āĻĻā§āĻāϝāĻŧāĻž āĻšāĻŦā§ āύāĻŋāĻļā§āĻāϝāĻŧāĻ⧎ āĻāĻŋāύā§āϤā§āϤ āϏā§āĻ āϏā§āϝā§āĻā§āϰ āĻ
āĻĒāĻŦā§āϝāĻŦāĻšāĻžāϰ āĻāϰāĻž āĻšāϞ⧠āĻāĻŽāĻžāĻĻā§āϰ āĻŽā§āĻļāĻāĻŋāϞ āĻŦāĻžāĻĄāĻŧā§ā§ˇ āĻāϰ āĻĻā§āĻāĻā§āϰ āĻŦāĻŋāώāϝāĻŧ āĻšāϞ āĻ
āϧāĻŋāĻāĻžāĻāĻļ āϏāĻŽāϝāĻŧ āĻ
āĻĒāĻŦā§āϝāĻŦāĻšāĻžāϰāĻ āĻšāϝāĻŧ⧎
āĻā§āϤāĻā§āĻāϤāĻž āϏā§āĻŦā§āĻāĻžāϰāĻ – āĻāĻāϏāĻŽāϝāĻŧ āϏāĻāĻŦāĻžāĻĻāĻĒāϤā§āϰ
Source: … =173754796 (Google may not understand Bangla)
This is the difference between “Rule” and “Accepted Norms”. Rule stipulates that Child Care Leave CANNOT BE DEMANDED AS A MATTER OF RIGHT (as is true for other leaves) while Norm treats it as a legitimate demand. Who cares! Bosses are also human beings. They are supposed to have sympathy. Most of the Govt. offices run under some accepted norms in many cases.
Dear friends,
There is a rumor spread among the female employees of H & FW Dept, Govt of WB that the CCL has been stopped by the central govt and those who has already taken the same could be converted in to EL.
Friends please let it discuss the authenticity of the news. Its urgent…
This is the difference between “Rule” and “Accepted Norms”. Rule stipulates that Child Care Leave CANNOT BE DEMANDED AS A MATTER OF RIGHT (as is true for other leaves) while Norm treats it as a legitimate demand. Who cares! Bosses are also human beings. They are supposed to have sympathy. Most of the Govt. offices run under some accepted norms in many cases.
You are right. The provision of this Leave has been created keeping in mind the real need of a mother to take care of her child. Now if it is found that the misuse of it has become a practice hampering the Service of the Government to the common mass, point (vii) of the order is to be considered and if the Leave Sanctioning Authority is satisfied that the applied Leave is not an urgent one, it may be denied.
Dear friends,
There is a rumor spread among the female employees of H & FW Dept, Govt of WB that the CCL has been stopped by the central govt and those who has already taken the same could be converted in to EL.
Friends please let it discuss the authenticity of the news. Its urgent…
When it’s a rumor, it’s a rumor. Since an Order of Ch.C.L. (CCL is Compensatory Casual Leave by the way) from the State Government is in existence, leave already taken on the basis of it can not be converted to E.L.
Provision of CCL has not been abolished by the Central Govt.