Thapar Institute of Engineering & Technology

Deemed to be University

Leave Policy
Objective
The Institutes intent is to provide each employee with annual time for vacation, sick, or personal use. It is
understood that employees in the course of their employment will need time off to relax and have a work-
life balance.
However, leave is not a right but at the discretion of the sanctioning authority.

Applicability
The provisions contained in these regulations shall apply to all the employees of the Institute, unless a
separate set of terms have been mutually arrived at between TIET and the employee.
Definitions
1. ‘Leave’ includes Casual, Earned, Academic, Study, Sabbatical, Half-Pay, Commuted, Special, Extra
Ordinary, Maternity and Holiday.
2. ‘Earned Leave’ means: leave earned in respect of periods spent on duty during vacation or otherwise.
3. ‘Half Pay Leave’ means: leave earned in respect of completed years of service calculated according
to the provisions hereinafter contained.
4. ‘Commuted Leave’ means: leave as provided in the service regulations as reproduced below.
5. ‘Completed years’ service’ means: continuous service of the specified duration in the Institute &
includes period spent on duty as well as on deputation and leave including extraordinary leave.
6. ‘Vacation’ Implies both the summer and winter break.
Change in Nature of Leave
The nature of leave due and applied by an employee cannot be altered at the option of the sanctioning
authority, so, while it is open to the sanctioning authority to refuse or cancel leave due and applied for
under this rule, it is not open to them to alter the nature of such leave.
Approving Authorities to Grant Leave
Approval of leave (Except Study Leave) will need to be signed off by up to two levels of authorities as is
described under
1. Recommending authority (RA) – An employee’s immediate supervisor will be the RA. The RA will
ensure the availability of leave balance & continuity of work before recommending the same.
2. Sanctioning authority (SA) –HOD is the Sanctioning Authority. SA will be the final authority for
taking a final decision on the leave application.
Note:
a) RA has the authority to approve or reject leave (citing reasons and inform the employee)
b) After the approval or rejection by RA, the form will be sent to SA.
c) In case the employee is not satisfied with RA’s recommendation, they can escalate to the SA.
d) SA can overrule the recommendation given by RA.
e) In case an employee directly reports to the SA, then there SA will be the direct authority for leave
approval and sanction.
f) Study Leave to the employees of the Institute including the Director will be sanctioned by the Board
of Governors.

P a g e 1 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Commencement and Termination of Leaves

Leave ordinarily begins from the date on which leave is actually availed of and ends on the day preceding
the one on which duty is resumed.
Sundays and other holidays may be prefixed as well as suffixed to leave subject to any limit of absence on
leave prescribed under each category of leave.

Leave Cycle
The Institute follows January to December as its Leave cycle.
Categories of Leaves
Applicable leaves at TIET have been labeled under the following categories (for regular employees):

Type of Leave Teaching Staff Non-Teaching Staff

Nil (for every 2 days worked during
Earned Leave vacation, 1 day EL is credited. 30
Maximum 30 EL can be earned)
Casual Leave 8 8
Special Casual Leave 0 10
Study Leave Yes Yes
Half Pay Leave 20 20
Sabbatical leave Up to 1 yr
Academic Leave 10 0
Compensatory Casual Leave No Yes
Extra Ordinary Leave Yes Yes
Maternity Leave As per the Act As per the Act
Leave (All Employees)
1. Earned Leave
Entitlement: (All regular employees joined on or before 30th June 2015)
Vacation Staff (Faculty): One-day leave is earned for 2 days working during vacation subject to maximum
of 30 days per year. Vacation staff will be entitled for 60 days’ vacation.
Other Staff: 30 days per year
a) For computing earned leave, the period of extra-ordinary leave, without pay leave availed, if any,
shall be excluded from the working days & the actual credit of earned leave shall be granted on pro-
rata basis.
b) The maximum accumulation allowed is 450 days for the entire duration of service.
c) Encashment of earned leave shall be allowed to a maximum of 300 days out of the credit
accumulation of 450 days.
d) Leave preparatory to retirement: Out of the consolidated credit of maximum 450 days, an employee
shall be allowed to avail up to 150 days of leave with pay as LPR.
General Conditions
a) The encashment shall be allowed only in cases of superannuation, voluntary/premature
retirement, resignation and death of the employee while in service.

P a g e 2 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

b) The encashment of leave shall be made at the rate of salary paid as on date of superannuation,
voluntary/premature retirement, resignation and death of the employee while in service.
c) For the purpose of encashment, the ‘Salary’ is defined as – Basic pay & includes Dearness
allowance. No other payment/allowances applicable to employees shall be considered as part of
‘Salary’ for determining the amount of leave encashment.
d) No encashment of leave and/or leave preparatory to retirement shall be permissible in case of
termination leading to dismissal.
e) For cases where employee is re-engaged or their term is extended after superannuation, the leave
earned during such period shall not be encashable.
f) During the continuity of service of existing employee (employed before 1st July 2015), if any of the
employee is engaged in alternative category i.e. from vacation staff to non-vacation staff or vice
versa, the rules applicable to revised category shall be applicable from the date of such change &
all previous credits of EL shall be carried forward within & up to the limits prescribed above.
g) The earned leave shall not be credited for giving any paid duty during vacations like exam duty,
summer-term, etc.
h) Minimum one-year service is required, to be entitled for getting earned leave/vacation i.e. in cases
where an employee serves the Institute for a period less than one year, they will not be entitled
for any earned leave.
i) Where the services of an employee are terminated by notice or by payment of salary in-lieu of
notice period or otherwise in accordance with the terms & conditions of their appointment, they
will be granted cash equivalent in respect of earned leave at their credit on the date on which they
cease to be in service subject to maximum limit as applicable to their category.
Entitlement: (All regular recruitments w.e.f. 1st July 2015)
Vacation Staff (Faculty): One-day leave is earned for 2 days working during vacation subject to maximum
of 30 days per year. Vacation staff will be entitled for 60 days’ vacation.
Other Staff: 30 days per year
a) For computing earned leave, the period of extra-ordinary leave, without pay leave availed, if any,
shall be excluded from the working days & the actual credit of earned leave shall be granted on pro-
rata basis.
b) The maximum accumulation allowed will be 120 days.
c) Any credit exceeding the 120 days’ limit shall be encashed on a yearly basis (maximum encashment
can only be for 15 days/year). The total encashment during entire tenure of employee shall be
limited to 300 days (including accumulated earned leave).
d) Teaching staff can encash maximum of 15 days out of the total leave earned during a year. The
balance, if any can be used as vacation.
e) Non-teaching staff can encash 15 days and remaining 15 days can be used as vacation.

P a g e 3 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

General Conditions
a) The encashment will be made on a yearly basis as defined above at the basic salary of that year (1st
July) and will be done on 1st January the following year. In the event that the encashment is in cases
of superannuation, voluntary/premature retirement, resignation & death of the employee while
in service, then it will be made at the rate of salary paid as on date of those events.
b) For the purpose of encashment the ‘Salary’ is defined as – Basic Pay and includes Dearness
Allowance. No other payment/allowances applicable to employees shall be considered as part of
‘Salary’ for determining the amount of leave encashment.
c) No encashment of leave and/or leave preparatory to retirement (LPR) shall be permissible in case
of termination leading to dismissal.
d) For cases where the employee is re-engaged or their term is extended after superannuation, the
leave earned during such period shall not be encashable.
e) During the continuity of service of employee, if any of the employee is engaged in alternative
category i.e. from vacation staff to non-vacation staff or vice versa, the rules applicable to the
revised category shall be applicable from the date of such change and all previous credits of EL
shall be carried forward.
f) The earned leave shall not be credited for giving any paid duty during vacations like exam duty,
summer-term, etc.
g) The entire continuous service shall be counted for encashment of leave.
h) There shall be no leave preparatory to retirement.
i) Minimum one-year service is required, to be entitled for getting earned leave/vacation i.e., in
cases where an employee serves the Institute for a period less than one year, they will not be
entitled for any earned leave.
j) Where the services of an employee are terminated by notice or by payment of salary in-lieu of
notice period or otherwise in accordance with the terms and conditions of their appointment,
they will be granted cash equivalent in respect of earned leave at their credit on the date on which
they cease to be in service subject to maximum limit as applicable to their category
2. Casual leave
Entitlement: Casual leave is not earned by duty and, as such, an employee on casual leave is not treated
absent from duty and their salary is not interrupted. All the regular employees including fixed-term
contract/contract /term appointment etc. are entitled for casual leave.
Casual Leave cannot be claimed as a matter of right & its grant is always subject to the exigencies of service
& to a maximum number of days is a calendar year shown against each category of the staff as below:

Type of Leave (Days) Proposed Leave Rules (days)

Casual Leave 08
Special Casual Leave 10 days (for non-teaching staff only)

Minimum Duration: Half Day. Lunch interval shall be the dividing line for the grant of half-day CL.
Maximum Duration: Total period of absence shall not exceed 10 days at a time, including Sundays or
other holidays prefixed and/or suffixed. Casual leave cannot be combined with any other kind of leave
except special casual leave. Saturdays, Sundays & closed holidays can be prefixed and/or suffixed to casual

P a g e 4 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

leave. Public holidays and weekends falling within a period of casual leave shall not be counted as part of
the casual leave.
General Points
a) Casual leave may be granted as & when required at the discretion of the sanctioning authority.
b) Additional 7 days’ casual leave will be allowed to regular security guards of the Institute in lieu of
their duties on Sundays and other holidays.
c) Institute employees enrolled in the Territorial army with the written permission of the Director,
may be granted special casual leave for the period they are required to attend Annual Training
Camps of courses of instruction.
d) Six days’ special casual leave may be granted to employees who undergo sterilization operation
under the family planning scheme.
3. Extra-Ordinary Leave
Extra-ordinary leave shall always be without pay & allowances and may be granted when no other kind of
leave is admissible or when other leave being admissible the employee concerned specially applies in
writing for the grant of extra-ordinary leave. The Director shall be the approving authority for EOL.
Except in the case of a regular employee the duration of extra-ordinary leave on any one occasion shall
not exceed the following limits:
a) Three months for less than three years completed service.
b) Six months, in the case of an employee who has completed three years’ continuous service on the
date of expiry of leave admissible to them under the service regulations and their request for such
leave is supported by a medical certificate.
c) Eighteen months when the employee is suffering from tuberculosis, leprosy, undergone major
surgery etc., and undergoing treatment by a specialist at a registered clinic.
The authority empowered to grant leave may commute retrospectively the period of absence without
leave into extra-ordinary leave. The power of commuting retrospectively period of absence without leave
into extra-ordinary leave is absolute & not subject to the conditions mentioned in sub-clause above.
Counting of Leave for Increment Purposes
Extra-ordinary leave will not count towards increment. The competent authority may in any case in which
it is satisfied that the extra-ordinary leave was taken on account of illness or any other cause beyond the
control of an employee or for pursuing higher scientific and technical studies, direct that the extra-
ordinary leave shall count towards increment. In the case of extra-ordinary leave, the date of increment
shall be advanced by the period of such leave except as provided above.
4. Half Pay Leave
Entitlement: Half pay leave admissible to an employee in respect of each completed year of service shall
be 20 days.
a) Half pay leave may be granted to an employee on medical grounds or for other reasons as approved
by the Director.
b) Provided that in case of a temporary employee no half pay leave will be granted unless the authority
competent to sanction leave is satisfied that the employee will return to duty on the expiry of leave,

P a g e 5 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

except in the case of an employee who has been declared completely and permanently incapacitated
for further service by a medical authority.
c) In case of leave preparatory to retirement ‘Leave not due’ may be granted to an employee in
permanent service for a period not exceeding 360 days during their entire service. However, this leave
shall not exceed 90 days at a time except in the case of illness of the employee themselves where it
can be extended to 180 days. Such leave shall be debited against the half pay leave the employee may
earn subsequently.
Note: Leave not due shall be granted only if the authority empowered to sanction leave is satisfied that
there are reasonable prospects of the employee returning to duty on the expiry of the leave and shall be
limited to the half pay leave he is likely to earn thereafter.
5. Commuted Leave
Entitlement: 20 Half Pay
Minimum Duration: Half day
Commuted leave not exceeding half the period of half pay leave may be granted on medical certificate to
an employee subject to the following conditions:
a) When the commuted leave is granted twice the period of such leave shall be debited against the half
pay leave due.
b) Commuted leave may be granted for half a day at a time.
c) The employee shall obtain approval from the competent authority. However, the commuted leave
for 3 days or more shall have to be accompanied by the medical certificate from a Registered Medical
Practitioner.
d) The commuted leave during the entire period of service shall be limited to a maximum of 240 days.
e) The total duration of earned leave and commuted leave taken in continuation shall not exceed 240
days. Provided that no commuted leave may be granted under this para unless the authority
competent to sanction leave is satisfied that the employee will return to duty on its expiry.
6. Maternity Leave
All women employees including regular/fixed-term, etc. are entitled for maternity leave on full pay
provided they do not have (02) two or more living children. The maximum period of maternity leave
entitled to women employees shall be 26 weeks without the necessity of production of a medical
certificate. Extension if any, beyond 26 weeks shall, however, be permitted by the grant of leave of the
kind due. Any leave applied for in continuation of maternity leave will be granted only it is supported by
a medical certificate from a competent medical authority.
Maternity leave not exceeding six weeks because of miscarriage or abortion shall be admissible only in
those cases where a women employee has only one living child. The others having two or more children
shall not be entitled to avail of this concession, but if required can be sanctioned, leave of the kind due on
the production of a medical certificate.

P a g e 6 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Maternity Benefits to various categories of employees are as under:

SN Category Maternity Benefit reference Maternity Benefits
1 Regular Employees As per Institute’s Regulations 26 weeks
Fixed Term Employees
2 As per Maternity Act 1961 26 weeks
not covered under ESI
Fixed Term Employees
3 As per ESI Act 26 weeks
covered under ESI
The maternity leave policy will subject to changes from time to time as per the Maternity Act.
7. Study Leave
Entitlement: All regular employees. Only eligible twice during one’s career.
Minimum Duration: 10 days
Maximum Duration: The leave shall not be granted for more than three years in one spell.
a) Study leave may ordinarily be admissible to the regular employees of the Institute to pursue a
special course of study or investigation of scientific nature, or a sponsorship by the Institute for
undergoing any specialized course or training in the interest of the Institute. Provided that except
in exceptional cases at the discretion of the Board, study leave shall be granted only:
i. in the fields in which the interest of the Institute shall be served, and
ii. in such disciplines for which suitable facilities do not exist in the Institute.
b) Study leave shall not be granted to any employee of the Institute having less than five years’ service
in the Institute or who has attained the age of 50 years. It shall not be admissible to the employees
other than those on regular roles.
c) The upper age limits may be relaxed on recommendation of the Director provided the employee
can serve the institute for periods indicated in the bond, after their return from study leave.
d) The teacher on study leave shall not take up, during the period of that leave, any regular/fixed-term
contract/contractual in any other organization in India or abroad; they shall, however, be free to
receive a scholarship, fellowship or bursary other than their regular employment;
e) The study leave shall be granted by the Director.
f) No separate allowance including TA/DA would be admissible to the employee for the period of the
study leave.
g) An employee granted study leave shall be entitled to keep the residential accommodation allotted
to them in the campus for the period of absence on payment of usual rent.
h) The faculty on study leave shall submit a yearly progress report to the Head of the
Department/Concerned Dean. If the report does not reach after one-month of the completion of
one-year tenure, the payment of leave salary may be deferred until the receipt of such report. A
consolidated report should be submitted after return from leave.
i) The employee on study leave will be entitled for full salary, including increments & DA increases.
j) An employee of the Institute who avails study leave shall be required to execute a Bond, on the
prescribed form, with two sureties to serve the Institute after their return from study leave for a
period as indicated below:

P a g e 7 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Period of Study leave Period for which bond is to be executed

One year or less One year
More than one year Equal to the period of study leave
k) Bond Value: Bond so executed will be equal to twice the value of the salary plus allowances paid
during the study leave period of absence. In case the employee is not paid salary during study leave
the bond value will be the average of last three months’ gross salary multiplied by the number of
months of absence.
l) If an employee fails to serve the Institute after their return from study leave for the full or part of
the period mentioned above, they shall pay to the Institute liquidated damages equal to full pay &
allowances for the unserved portion of the bond period plus interest thereon at the prevailing bank
rate on fixed deposit for one year if the payment is not made promptly on demand.
m) No employee having availed study leave once shall be entitled to this leave again before completing
the Bond period.
n) Not more than 20% of the staff in a department shall be granted study leave at a time subject to a
maximum of two.
o) Study leave will not be admissible for enhancing basic qualifications, including a PhD/PG degree.
However, the regular employees can be granted one semester study leave (semester-off) on the
recommendation of the concerned head. The heads of the units should satisfy themselves that the
normal work of the unit does not suffer by the approval of such a leave.
Leave (Teaching Staff)
1. Academic Leave
Entitlement: Regular Teaching Staff. 10 days per year.
Director may grant up to the limit of 10 days in an academic year leave of absence from duty in connection
with the following:
a) To deliver academic lectures at a university or a college or any professional institutes.
b) To attend meetings of UGC, DST, AICTE & other govt. bodies where the faculty member is invited.
c) To inspect academic institutions attached to a University/Board
d) To attend an academic conference, seminars, workshops or any other work of an academic or
technical nature.
This leave needs to be substantiated with proper documents.
2. Sabbatical Leave
Purpose: The purpose of sabbatical leave is to promote professional improvement and intellectual growth
of faculty to enhance the quality of education & research at TIET.
Entitlement: Regular Teaching Staff. Maximum 2 years during one’s career.
Sabbatical leave may be granted for one or more of the following objectives, namely:
a) to conduct research or advanced studies in India or abroad;
b) to write text books, standard works and other literature;
c) to visit or work in industrial concerns and technical departments of the government to gain practical
experience in their respective fields;
d) to visit or work in a university, industry or government research laboratories in India or abroad.

P a g e 8 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

e) Any other purposes for the academic development of the staff member, as approved by the Board.
A faculty can avail two years’ sabbatical leave during their entire career. The period of sabbatical leave
shall not exceed one year at a time including vacations, if any, but the Director may grant, in addition,
any other leave up to a maximum of 120 days, which an employee might have earned during service
of the Institute.
The grant of sabbatical leave shall be subject to the following conditions, namely:
a) The sabbatical leave shall be granted to regular faculty only after completion of 7 years of service.
b) A faculty interested in proceeding on sabbatical leave would be required to intimate their intensions
in writing to the concerned HOD at least one semester in advance.
c) The workload of the faculty will be distributed among remaining staff. However, in exceptional
cases temporary substitutes may be employed.
d) While recommending sabbatical leave the HOD would be required to certify that alternative
arrangements have been made for sharing of academic, research and project activities and other
institutional duties and commitments of the faculty during their absence.
e) A faculty having a sponsored research project at TIET for more two years will only be allowed for
sabbatical leave after completion of the project.
f) At the time of availing sabbatical leave, faculty should have at least 3-years of service before
superannuation.
g) Sabbatical leave cannot begin or end in the middle of a semester.
h) The faculty would be required to specify the purpose of visit and the nature of work proposed, and
how the sabbatical work would contribute to their professional development and hence, benefit
the institute.
i) The sanctioning authority of the sabbatical leave shall be the Director, and the same will only be
approved based on the institute’s ability to manage teaching workload and other exigencies during
the period of the absence of the faculty.
j) Not more than 1% of the faculty (rounded off to the next higher integer) may be on sabbatical leave
at a time.
k) A member of the academic staff shall, during the period of sabbatical leave, be paid full salary and
allowances as admissible under the rules of the Institute but they shall not be entitled to any
travelling allowance or any extra allowance in India or abroad.
l) The employee on leave will be entitled for full salary, including increments & DA increases.
m) The period of leave shall also count as service for purposes of retirement benefits provided that the
teacher rejoins the institute before the expiry of their leave.
n) A member of the academic staff shall not undertake, during the period of sabbatical leave, any
regular/fixed-term contract/contractual under any other organization in India or abroad; they shall,
however, be free to receive a scholarship, fellowship or bursary other than their regular
employment, however prior permission should be taken before receiving such amounts.
o) A member of the academic staff availing sabbatical leave shall furnish a bond in the prescribed from
to serve the institute for a minimum period of three years on return to duty.

P a g e 9 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

p) If the faculty decides to not return to TIET at the end of the leave, they will have to pay back the
entire salary paid to them during the period of absence. This will also include house rent and any
other payments made towards children/spouse education (including subsidy, fee waiver).
3. Vacation and Leave Salary
a) An employee of the Institute entitled to vacation shall be eligible for pay and allowances at full rates
during the period of vacation.
b) An employee who proceeds on earned leave is entitled to leave salary equal to the last drawn salary
in the month preceding the commencement of the leave.
c) An employee on half pay leave or leave not due, is entitled to leave salary equal to half the amount
admissible under point 3 (b) above.
d) An employee on commuted leave is entitled to leave salary equal to the amount admissible under
point 3 (b) above.
e) An employee on extra-ordinary leave is not entitled to any leave salary.
Leave (Non-Teaching Staff)
1. Compensatory Casual Leave
Entitlement: ATS-1 to ATS-5.
Minimum Duration: Half Day
Maximum Duration: Not more than 3 days of compensatory casual leave can be availed of at a time.
Compensatory Casual Leave will be given to employees in-lieu of having worked on
Holidays/Saturday/Sunday. Compensatory Casual Leave can be availed of within 90 days of the day in-
lieu of which it is claimed and will lapse after that. It can be suffixed and/or prefixed to Casual Leave and
Special Casual Leave, Saturdays, Sundays and other holidays.
Above staff may be called on holidays only when it is very necessary with prior permission of the HOD.
Leave Encashment to Fixed-term/Contract Staff
1. Only three years’ contract/fixed-term staff will be eligible for earned leave.
2. 15 days earned leave will be given to the staff in a year.
3. Minimum one-year service is required to avail leave.
4. At the end of three years’ term, 50% of the balance leave shall be encashable.
5. If an employee leaves the institute before the completion of three years’ term, no leave
encashment shall be given to them
General Points (All Categories)
1. Limit of total absence: No employee shall be granted leave that will keep them continuously absent
from duty for a period exceeding three years. An employee ceases to be in the service of the institute,
if they are continuously absent from duty for a period exceeding three years.
2. Application of leave: The person applying for leave shall mention all contact details including
address, mobile/phone number on the leave application form.
3. Leaves taken on medical grounds: Every application for leave on medical grounds, if it is more than
three days, must be accompanied by a medical certificate from the institute’s medical officer or from
a registered medical practitioner having qualification not less than MBBS. Director, may, at his/her

P a g e 10 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

discretion, secure a second medical opinion from the institute’s medical officer or chief medical
officer. The fee, if any, to be charged for second medical opinion shall be paid by the institute.
The mere submission of an application for leave does not mean that the leave has been sanctioned;
the applicant should await orders of the competent authority or sanctioning authority and proceed
on leave only after it has been duly sanctioned by the said authority. Except in the case of emergency
an employee who absents from duty without proper permission of the competent authority is liable
to have their absence from duty without leave.
4. Rejoining work on return from leave on medical grounds: Employee granted leave on medical
grounds shall be required to produce a medical certificate of fitness before resuming duty.
5. Leave cannot be claimed as a matter of right. When the exigencies of the service so require,
discretion to refuse or cancel leave of any description is reserved with the authority empowered to
grant it.
6. The nature of leave due and applied for by an employee cannot be altered at the option of the
sanctioning authority, so, while it is open to the sanctioning authority to refuse or cancel leave due
and applied for under this rule it is not open to them to alter the nature of such leave.
7. Leave ordinarily begins from the date on which leave is actually availed of and ends on the day
preceding the one on which duty is resumed.
8. Sundays and other holidays may be prefixed as well as suffixed to leave subject to any limit of
absence on leave prescribed under each category of leave.
9. All kinds of leave, other than earned leave, shall automatically lapse on the date of actual retirement
or resignation of an employee.
10. Continuous temporary service followed by permanent service without any break shall be included
in permanent service for the purpose of computation of all kinds of leave.
11. If an employee overstays leave, they shall forfeit all salary during the time of their remaining
absence & if they overstay their leave for more than a fortnight their services are liable to be
terminated
Acceptance of Employment during Leave
An employee on leave may not take any service or accept any employment (including the setting up of a
private professional practice as consultant, accountant, coaching, teaching, tuition or legal practitioner,
etc.) without obtaining the prior sanction of the appointing authority in writing
Forms
1. Annexure - XXXXIV (Application form – Earned, Commuted & Half-Pay leave; EOL (without pay))
2. Annexure - XXXXV (Application form – Casual & Special Leave, Compensatory Off, Restricted Holiday)
3. Annexure – XXXXVI (Application form – Academic & Duty Leave)
4. Annexure – XXXXVII (Leave Encashment – Fixed term employee)

P a g e 11 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Annexure-XXXXIV
Application Form: Leave –(EL)

Applied for Earned Commuted Half Pay EOL (Without Pay)

Name : Designation :
Department/Section : Purpose of Leave :
Phone / Mobile No. :
Dates of Leave Applied For Period of Station Leave (If Required)

From : To : From : To :

Address During Outstation Leave :

Details Regarding Arrangement for Classes (If Applicable) :

Date : Signature of Applicant :

Recommended / Not Recommended Recommended / Not Recommended

In Charge / Supervisor Signature of HOD :

Recommendations of the Dean of Academic Affairs (Only for Faculty)

NOTE: Leave on Medical Grounds exceeding 3 days should be supported by Medical Certificate Dean (Academic Affairs)

Official Use: Human Resources

Leave Admissible (No. of days)

Earned Leave Commuted Leave Half Pay Leave

Recommended for approval as stated below:

No. of Days Type of Leave From To

Earned Leave
Commuted Leave
Half Pay Leave
EOL Without Pay Leave

Office Remarks (If Any): Sanctioned / Not Sanctioned

Dated Verified by CHRO Sanctioning Authority

P a g e 12 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Annexure-XXXXV
Application Form: Leave (CL)

Applied for Casual Special Compensatory Restricted Holiday

Name : Designation :
Department/Section : Purpose of Leave :
Phone / Mobile No. :

Dates of Leave Applied For Period of Station Leave (If Required)

From : To : From : To :

Address During Outstation Leave :

Details Regarding Arrangement for Classes (If Applicable) :

Date : Signature of Applicant :

For Official Use Only

Total leave admissible during the year : Leave already taken during the year :
Leave applied for : Balance Leave :
Office Remarks (If Any) :

Recommended / Not Recommended Sanctioned / Not Sanctioned

Dated Verified by In Charge / Supervisor / HOD Sanctioning Authority

NOTE: (a) Director is the competent authority to sanction the above types of leaves for Deans & Heads of Departments/Schools/Centers/Sections
(b) HOD is the competent authority to sanction the above types of leaves for remaining faculty/staff in their respective Departments/
Schools/Centers/Sections

P a g e 13 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Annexure-XXXXVI
Application Form: Leave (Academic)

Applied for Academic Duty

Name : Designation :
Department/Section : Purpose of Leave :
Phone / Mobile No. :

Dates of Leave Applied For Period of Station Leave (If Required)

From : To : From : To :

Address During Outstation Leave :

Details Regarding Arrangement for Classes (If Applicable) :

Date : Signature of Applicant :

For Official Use Only

Total leave admissible during the year : Leave already taken during the year :
Leave applied for : Balance Leave :
Office Remarks (If Any) :

Recommended / Not Recommended Sanctioned / Not Sanctioned

Dated Verified by In Charge / Supervisor / HOD Sanctioning Authority

NOTE: Director is the competent authority to sanction the above types of leaves

P a g e 14 | 15
 Thapar Institute of Engineering & Technology
Deemed to be University

Annexure-XXXXVII
Leave Encashment (Fixed Term Employee)

Name : Designation :
Department/ Section : Date of Joining :
Date of Encashment :

Earned Details [Number(s)]

Maximum Accumulation : Total Credit (Earned Leave) :

Leave Availed : Entitlement for Leave Encashment :

Balance as on Date/Days :

For Pre Audit

Date Initiated by CHRO AR(IAC)

Recommended Approved
Not Recommended Not Approved

Date CHRO DIRECTOR

P a g e 15 | 15