MASTER CIRCULAR

Master Circular No. 48

Casual Labour

1.
Definition
Engagement of
4.
Age & Educational Qualification
SCREENING FOR ENGAGEMENT OF FRESH FACES
Status
Continuous employment
Wages
Remuneration in the regular scale of pay
Entitlements and Privileges
Seniority
Medical facilities
Supply of Uniforms
Working hours and Periodic rest
Records/Registers
Absorption
Termination/Retrenchment
Payment of Gratuity
Other Provisions.
21.
22.

The instructions issued by the Railway Board from time to time on the subject of
Casual Labour, are contained in several letters. The Railway Board have now
decided to consolidate the various instructions on the subject into a single body as
a master circular, as below, for the information and guidance of all concerned.

Definition :

2. The term Casual Labour refers to Labour, whose employment is seasonal

intermittent, sporadic or extends over short periods. Engagement of
casual labour may be for a short duration on specific works or on Projects,
till such time work is available. Labour of this kind is generally recruited
from the nearest available source.
(Ref: Board's letter No. E(NG)60 CL/13 dated 22.8.1962,
E(NG)II/77/CL/46 dated 8.6.1981)

Engagement of Casual Labour :

3. According to extant policy, the authorised strength of Casual Labour on a

Railway both in the open line and in the Projects, (frozen as on 1.1.84
and) refixed as on 1.1.90, after taking into account factors like the number
of posts created for decasualisation, reduction in gang strength due to
modernisation of track and introduction of machine maintenance,
reduction in Project Casual Labour etc, should not be exceeded and fresh
candidates (fresh faces) should not be engaged from the open market.
However, to meet emergent situations, the ban will not apply and fresh
candidates from the open market if absolutely necessary, should be taken
only with the prior personal approval of the General Manager.

3.1 The above stipulation equally applies to Project Casual Labour also
and CAO(R)'s have also to take prior approval of General Manager
before engaging "fresh faces."

3.2 Casual Labour who have worked on the open line/Project in the past
and who, after discharge, have not been re-employed and are borne
on the live register will be re-engaged first against the requirement
in the order of priority on the basis of the total period of service prior
to their discharge, in preference to candidates from the open market.
Also the re-engagement of discharged Casual Labour, borne on the
live register/supplementary casual labour register referred to in
paras 7.8 and 7.9 of this circular against short term requirements as
in emergencies or against requirements arising from the absorption
of serving Casual Labour in regular Group 'D' posts, should have the
prior personal approval of the General Manager. While seeking his
approval for such re-engagement of discharged Casual Labour, the
number required to be taken from the live register should also be put
up to him. In case of engagement of Casual Labour for specific
emergencies, like restoration of breach etc., the period of their
engagement also should be mentioned along with the number to be
taken.

[Ref: Board's letters No. E(NG)II/80/CL/5 dated 7.6.1984, 20.12.1984,

E(NG)II/88/CL/34 dated 27.12.89,
E(NG)II-88/CL/86 dated 08.12.88 (RBE 268/1988), 14.2.1990,
E(NG)II/89/CL/1 dated 23.2.1990 (RBE 41/1990)
and E(NG)II/89/CL/1 dated 25.10.1990 (RBE 188/1990)]

3.3 Subject to what has been mentioned in paras 3, 3.1 & 3.2 above,
casual labour may be engaged only for the following types of work :
 a. Works of casual nature in the open line establishment, for
which payment to the personnel engaged would be met from
contingencies;
b. Projects irrespective of duration, including execution and
implementation of the expansion and modernisation projects;
c. Seasonal labour sanctioned for specific works of less than 180
days' duration and seasonal labour for hot-weather
establishment like water carrier/ Pankha puller engaged
during summer for a period not exceeding 4 months.

[Ref: Board's letter No. E(NG)II/77/CL/46 dated 8.6.1981

and E(NG)II/78/CL/2 dated 22.11.1984]

4. For purposes of applying the instructions contained in paras 3, 3.1 & 3.2
above, a project should be taken as construction of new lines, major
bridges, restoration of dismantled lines and other major important open
line works, like doubling, widening of tunnels etc., which are completed
within a definite time limit. The GM/HODs concerned, in consultation with
the FA& CAO, will decide whether a particular open line work is a Project
or otherwise. If the through track renewals include replacement of lighter
section of rails by a heavier section or increasing the density of sleepers or
provision of additional depth of ballast etc., these should be treated as
works leading to an improvement in the carrying capacity and as such,
irrespective of any financial limit, should be treated as 'Project'.'Casual
renewals' or other 'through renewals', which do not lead to any
improvement in the carrying capacity of a Railway will, however, not fall
within the definition of 'Project.

4.1 Casual Labour should not be employed:

a. For work on construction of wagons and similar other works of

a regular nature. (Works of a regular nature cover Workshops,
Loco Sheds, train lighting establishments, C&W Depots, Yards
and Stations).
b. For Civil Engineering, Signal and Bridge maintenance works,
except for seasonal fluctuating works, casual and occasionally
renewals;

(Ref: Board's letter No. E(NG)II/74/CL/27 dated 20.06.1974)

c. As trolleyman;
d. In the Printing Presses; and
e. In regular vacancies, whether permanent or temporary, and
for performance of duties related to day-to-day administration.

NOTE: Casual labour may be engaged for

loading/unloading operations at stations and Yards and
also in unskilled categories for examining the wagons
for water tight repairs during the monsoon season.
 [Ref: Board's letter No. PC/RLT/72/89/3(i) dated 17.9.1973,
E(NG)60 CL/13 dated 22.8.1962
and E(NG)II/77/CL/46 dated 8.6.1981]

4.2 Casual labour should not be engaged in skilled and semi-skilled

grades without trade test. Where a panel of trade tested candidates
to be appointed as Casual Labour to cater to the needs on the open
line is not available with the administration, casual labour may be
engaged in Skilled/semi-skilled grades, without a trade test, but
their suitability should be adjudged well before they attain
temporary status. Such engagement in Skilled grades should have
the personal approval of an authority not lower in rank than a
Divisional Engineer. Also the number to be so engaged should be
kept down to the absolute minimum.

[Ref: Board's letters No. E(NG)II/71/CL/83 dated 11.5.1973

and E(NG)II/84/CL/58 dated 20.12.1985]

Age & Educational Qualification :

5. Candidates from the open market to be engaged as fresh casual labour

should conform to the age limit laid down for regular recruitment to Group
'D' posts, Casual labour should, at the time of initial engagement, be below
28 years of age, relaxable by 5 years in the case of Sch. Castes and Sch.
Tribes. They should not be retained beyond 58 years of age. Also they
should possess the minimum educational qualification and other standards
laid down for the particular department.

[Ref: Board's letters No. E(NG)64 CL/25 dated 29.1.1966,

E(NG)II/79/CL/5 dated 16.5.1979
and E(NG)II/88/CL/34 dated 22.4.1988 (RBE 87/1988)]

SCREENING FOR ENGAGEMENT OF FRESH FACES :

6. Candidates to be engaged as casual labour fresh from the open market

should be taken from lists, which should be prepared by each Division
generally once a year, on receipt of the General Manager's sanction for the
engagement of fresh Casual labour. Inclusion of names in the list should
be based on screening by a committee of three officers, one of whom
should be an officer of the Personnel Branch and another from the
Department concerned. Further, one of the members on the Screening
Committee should be from the SCs/STs and one from a minority
community by co-opting a fourth officer, wherever necessary. The unit of
recruitment should normally be the area of location of work where
engagement of Casual Labour is necessary.

MEDICAL EXAMINATION/FITNESS
 6.1 Before a candidate included in the list is engaged as a fresh Casual
Labour, he should be examined for medical fitness for the category in
which he is likely to be absorbed eventually.

[Ref: Board's letter No. E(NG)II/88/CL/34 dated 22.4.1988 (RBE 87/1988)]

SC/ST RESERVATION

6.2 Percentages laid down in favour of Sch. Castes/Sch. Tribes for

recruitment to Group 'D' categories on each Zonal Railway,
Production Unit should be applied in the intake of Casual Labour both
in the Open line and in the Projects. Similarly, while re-engaging
casual labour based on their seniority according to the number of
days of service in earlier spells, Sch. Castes/ Sch. Tribes should be
engaged by going down the list, even if they had rendered lesser
number of days of service so as to achieve the prescribed percentage
of reservation.

[Ref: Board's letter No. 79-E(SCT)15/1 dated 10.3.1979,

80-E(SCT)15/15 dated 26.10.1981,
88-E(SCT)I/28/1 dated 4.10.1988 (RBE 228/1988)
and 89-E (SCT)I/80/23 dated 11.12.1989 (RBE 304/1989)]

EX-SERVICEMEN RESERVATION

6.3 While engaging fresh faces as casual labour for works expected to
last for some months, the orders regarding reservation for
employment of Ex-servicemen should be followed in spirit,
particularly where there is a large intake of personnel as in the case
of new projects.

[Ref: Board's letter No. E(NG)II/84/CL/92 dated 15.12.1984]

6.4 In the matter of engagement of fresh Casual labour from the open
market, except for the intake of Sch. Castes/Sch. Tribes according to
the percentages prescribed, as mentioned in para 6.2 above and
intake of ex-servicemen (6.3 above), no preferential treatment
should be given to anyone including the sons/wards of serving or
retired Railway servants.

[Ref: Board's letter No. E(NG)II/89/CL/NR/27 dated 13.3.1990]

6.5 The provision contained in paras 6 to 6.2 above will not, however, be
applicable in the engagement of fresh casual labour needed in
emergencies like flood relief work, accident relief and restoration of
through communication etc.

6.6 In the matter of re-engagement of discharged Casual labour, the

relevant provisions of the Industrial Disputes Act, 1947 and the rules
framed thereunder should be kept in view, besides maintaining the
 practice of displaying on the notice board about the availability of
fresh employment to the discharged Casual Labour.

[Ref: Board's letter No. E(NG)II/78/CL/2 dated 22.11.1984]

6.7 At the time of re-engagement, the individual's casual labour card in

regards to the entries about his past spells of service should be
checked from the original paid vouchers to the extent possible. If the
past service was in a different unit, the superior should get the
entries in respect of service in that unit checked by making a written
reference to that unit.

[Ref: Board's letter No. E(NG)II/83/CL/74 dated 4.2.1984]

Status :

7. Casual Labour, who continue to do the same work for which they were
engaged initially on the open line or other work of the same type for more
than 120 days without a break, will be treated as temporary, after expiry
of 120 days of continuous employment. For this purpose, the term same
type of work should not be too rigidly interpreted so as to cause undue
suffering to Casual Labour by way of break in service because of a slight
change in the type of work in the same unit. The term 'same type of work'
should be interpreted in spirit as well as in letter and no casual labour
should suffer in this matter. The various types of work, which may be
considered as same type of work, may be grouped, as under:-

a. Track renewals and linking - Ballasting re-sleepering, relaying etc;

b. Masonry and concrete work - work on buildings, bridges, quarters,
platforms etc;
c. Steel work - Erection of Bridge girders, sheds, shelters etc;
d. Earthwork - Foundations, banks, platform etc;
e. Fitting, Smithy, Carpentry and such other artisan work and helpers;
and
f. All work performed by the unskilled casual labour working under
the same I.O.W., P.W.I. and Bridge Inspector etc., should be treated
as doing the same type of work.

[Ref: Bd's letter No. E(NG)II/71/CL/83 dated 11.5.1973

and E(NG)II/77/CL/46 dated 8.6.1981]

7.1 Casual labour engaged on seasonal specific works of less than 180
days' duration if shifted from one work to another of the same type
(e.g. relaying) and the total continuous period of such work at any
time is of more than 180 days' duration they should be treated as
temporary after the expiry of 120 days of continuous employment.

[Ref: Bd's letter No. E(NG)II/77/CL/46 dated 8.6.1981]

 7.2 Casual water carriers employed during summer season are eligible
for Temporary status on completion of 120 days of continuous
employment. Continuous employment should be reckoned by
counting the total number of days of continuous employment in
various spells of engagement as water carrier in the past,
commencing from the year 1985, provided the gap between any two
spells has been caused due to the season being over or there being
no work. Further, if a person engaged in the previous years is given
an opportunity to work in the hot weather establishment in the
subsequent year and he fails to avail the offer, he will have to start
afresh, in the event of his engagement against in future.

[Ref: Board's letter No. E(NG)II/77/CL/N/4 dated 24.7.1979,

E(NG)II/83/CL/117 dated 25.1.1985 (RBE 33/1985) and 10.12.1985]

7.3 Casual Labour engaged on works which have been sanctioned upto
the 31st March of the year should not be treated as having a break, if
sanction to continue the works is given subsequently and the casual
labour are engaged to finish the work.

[Ref: Board's letter No. PC-72/RLT/69/3(i) dated 12.7.1973]

7.4 Casual Labour employed in Projects on the Railways (also known as

Project Casual Labour) shall be treated as temporary on completion
of 360 days of continuous employment. This will apply to:-

a. Casual Labour on Projects, who were in service as on 1.1.1981.

b. Casual Labour on Projects, who though not in service on
1.1.1981, had been in service earlier and had been re-engaged
after 1.1.1981 with continuous employment of 360 days or
more to their credit prior to 1.1.1981 and
c. Casual Labour on Projects, who though not in service on
1.1.1981 had on re-engagement after 1.1.1981, either
completed or would complete the period of 360 days of
continuous employment.

7.5 Temporary status on these casual labour would be conferred as

shown below:-

Length of Service Date from which would be

(i.e. continuous employment) treated as temporary
(i) Those, who had completed five from 1.1.1981
years as on 1.1.1981
(ii) Those, who had completed three from 1.1.1982
years but less than five years as on
1.1.1981
(iii) Those, who had completed 360 days from 1.1.1983
but less than three years as on
1.1.1981
(iv) Those who complete 360 days after from 1.1.1984 or date on
 1.1.1981 which 360 days of
continuous employment is
completed, whichever is
later.

NOTE: (i) Continuous employment would mean continuous

engagement on the same work or the same type of work
as explained in the earlier paragraphs.

[Ref: Board's letters No. E(NG)II/84/CL/41 dated 1.6.1984,

25.6.1984 and 11.9.1986 (RBE 167/1986)]

(ii) Year for the purpose of determining the extent of service

should be taken as equivalent to 365 days i.e. 5 years/3
years should be equivalent to 1825 days (5 x 365)/1095
days (3 x 365).

[Ref: Board's letter No. E(NG)II/84/CL/41 dated 27.7.1984]

7.6 For purposes of implementing the scheme, each Zonal Railway

should prepare a list showing the Project Casual Labour for each
Division on the basis of length of service, as explained in para 5.2.1
of Board's letter No. E(NG)II/84/CL/41 dated 11.9.1986 (RBE
167/1986) and thereafter prepare a consolidated list as on 1.4.1985
covering all Project casual Labour in employment on the Zonal
Railway/Construction organisation at any time from 1.1.1981
onwards. The list so prepared will form the basis for conferment of
temporary status and also for any subsequent engagement/re-
engagement/discharge.

7.7 The provisions of the scheme as given in para 7.4 above, would also
apply to Project casual labour, who had worked as such prior to
1.1.1981 and also, after discharge due to completion of work of want
of further work had not been re-engaged after 1.1.1981 provided
such labour having submitted written representations by 31st March,
1987, alongwith documentary proof of their earlier engagement i.e.
the following:

a. Name
b. Father's name,
c. Date of birth,
d. Permanent address.
e. Educational qualification.
f. Personal marks of identification,
g. Name of office/deptt. and the place where initially engaged.
h. Reasons for discharge;
i. Where and how employed after discharged;
j. Attested copy of photograph and L.T.I. &
k. Any other proof of having worked as Project casual Labour on
the Railway.
 7.8 The applications received from the Project casual Labour referred to
in para 7.7 above, by 31.03.1987 should, subject to verification in
regard to their genuineness by a Committee of officers on each
Division (Committee to be of the same composition as constituted for
regular appointment to Gr. 'D' posts), be included in a supplementary
list drawn division/deptt. wise. The names of the persons included in
such lists should also be entered in a separate register, called the
Supplementary casual labour register, according to the total length
of service to their credit. Their cases should be considered for re-
engagement in the respective unit of seniority, as may be required,
after the list of Project casual Labour referred to in para 7.6 is
exhausted. For purpose of grant of temporary status, service as
Project casual Labour, already rendered by them will be taken into
account, as and when re-engaged. For absorption in regular
employment it is only the service, which they render, after re-
engagement that will be taken into account. Before re-engagement
they should be subject to medical examination to determine their
fitness for employment on the Railways, having regard to the fact
that they had not been working on the Railways for a number of
years.

[Ref: Bd's letters No. E(NG)II/84/CL/41 dated 2.3.1987 (RBE 39/1987)

and 21.10.1987]

7.9 Open line Casual Labour, who were discharged prior to 1.1.1981 for
want of work or due to completion of work and not re-engaged
thereafter are also eligible to the benefit of consideration, as
extended vide paras 7.7 & 7.8 above, to similarly placed Project
Casual Labour, subject to their having submitted applications
providing the necessary information, by 31.3.1987 and the
applications, after verification, have been found to be genuine. Such
casual labour, however, will be eligible to be considered for
engagement only on the seniority unit in which they were initially
engaged.

(Ref: Board's letter No. E(NG)II/78/CL/2 dated 4.3.1987 (RBE 43/1987)

and 21.10.1987)

7.10 If a Casual Labour retrenched on completion of work or for want of

work does not accept the offer made or turn up for work when offer
is made on availability of fresh work, he loses the benefit of the
previous spell of engagement as casual labour and his services will
start afresh when engaged.

[Ref: Board's letter No. E(NG)II/80/CL/25 dated 2.4.1981]

7.11 When an individual engaged as Casual Labour acquires temporary

status he retains that status, so long as he is in continuous
employment, even if he is transferred to a work of a different nature.

[Ref: Board's letter No. E(NG)II/77/CL/46 dated 8.6.1981]

 7.12 No deliberate break should be caused in the service of casual labour,
when work for their continued service is available.

[Ref: Board's letter No. E(NG)II/80/CL/25 dated 21.10.1980]

Continuous employment :

8. Prior to 21.10.1980, discharge of casual labour either in the open line or

in the Project due to completion of work or non-availability of further
productive work was treated as constituting an interruption for purposes
of reckoning continuous employment. From 21.10.1980, such a discharge
on account of completion of work or non-availability of further productive
work does not constitute an interruption of continuous employment.
Where a casual Labour has been discharged on and from 21.10.1980 in the
above mentioned circumstances and reengaged later, when work is
available the previous spell of service will be reckoned as continuous with
the subsequent spell of service, to determine the eligibility for being
treated as temporary. Gaps to be condoned are not subject to any time
limit.

[Ref: Board's letters No. E(NG)II/80/CL/25 dated 21.10.1980,

2.4.1981, 8.9.1983 and 14.5.1984]

8.1 Service rendered by a casual labour in one unit will not count, if he
joins another seniority unit after completion of work in the former
unit, for purposes of reckoning continuous service towards eligibility
for Temporary status.

[Ref: Board's letter No. E(NG)II/80/CL/25 dated 2.4.1981]

8.2 Absence of the following nature will not constitute an interruption or

break for purposes of determining the continuous employment:

a. Period of absence of a workman who is under medical

treatment in connection with injuries sustained on duty,
covered by the provisions under the W.C. Act;
b. Authorised absence not exceeding 20 days in the case of open
line casual labour inclusive of a period of 3 days of
unauthorised absence for personal reasons;
c. Authorised absence not exceeding 30 days with effect from
1.10.1988 in the case of Project Casual Labour inclusive of
three days of unauthorised absence for personal reasons;
(upto 30.09.1988, the limit was only 20 days).
d. In the case of female casual Labour a period of absence of 4
weeks for maternity purposes, in addition to the authorised
period of absence;
e. Period of extra-ordinary absence if any, when kept under
medical observation - such period being reckoned against the
number of days of authorised absence allowed. In cases,
 where the authorities are forced to inevitably detain casual
Labour for medical observation, even beyond the period of
authorised absence, in individual cases, the absence in excess
of the authorised period may, on merits of each case, be
treated as a authorised absence in excess of the permissible
period, such excess not constituting a break;
f. Days of rest given under the Hours of Employment regulation
or under the provisions of the Minimum Wages (Central) Rules.
g. Days on which the establishment employing the casual Labour
remains closed.

NOTE: (1) Days of rest, days on which the establishment remains

closed would not count against the limit of 20 days/30
days of authorised absence.

(2) Authorised absence covers permission granted by the

supervisory official in charge, to be away from work for
the period specified.

(3) Absence of half-a-day should be reckoned as half-a-day

only.

[Ref: Board's letters No. E(NG)II/71/CL/12 dated 15.05.1971,

E(NG)II/71/CL/83 dated 11.5.1973,
E(NG)II/76/CL/116 dated 21.3.1977,
E(NG)II/79/CL/26 dated 28.7.1979,
E(NG)II/80/CL/19 dated 31.1.1981,
E(NG)II/81/LG-2/28 dated 15.1.1982
and E(NG)II/88/CL/18 dated 1.11.1988 (RBE 251/1988)]

Wages :

9. Casual Labour employed on the Railways belong to either of the following

categories, for purposes of payment of wages:

a. Labour governed by the Minimum Wages Act (Central); and

b. Labour not governed by the Minimum Wages Act.

9.1 Casual Labour, who are engaged in the following scheduled

employments on the Railways are governed by the Minimum Wages
Act (Central):

a. Construction or maintenance of roads or in building operations

including Permanent Way, Docks, Wharfs, Jetties, Bridges,
Tunnels, Overhead Tanks, electric lines and wires in buildings,
fixing up of poles etc;
b. Stone breaking, stone crushing;
c. Maintenance of buildings;
d. Loading and unloading in the Railway Goods Sheds; and
 e. Ash-pit cleaning.

[Ref: Board's letters No. E(LL)72/AT/MW/1-2 dated 17.7.1973 and 24.12.1973]

9.2 Casual Labour governed by the Minimum Wages Act (Central) should
be paid -

i. A daily rate ascertained from the local authority or the State

Govt. concerned where necessary; or
ii. If such a rate is not available, a daily wage at 1/30th of the
minimum of the scale of pay plus D.A. as may be applicable to
the corresponding categories of Railway servants; and
iii. If either of the rates as at (i) and (ii) above happens to be
lower than the minimum wages fixed under the Minimum
Wages Act (Central) then at the rate(s) fixed by the
appropriate authority under the Act.

Note:- The rates prescribed by the State Govts. under the Minimum
Wages Act legislated by the respective States will not apply.

9.3 Casual Labour not governed by the Minimum Wages Act (Central)
should be paid on daily rates which should be ascertained from the
local authorities or the State Governments concerned.

9.4 (i) Where there are Municipalities, which have fixed local rates, the
rates fixed by them should be adopted.

Note:- If a casual labour is working within a Municipal area and if

the local Municipality has given a rate for the locality,
payment should be at the rate given by the Municipality
and not at a rate prevailing in the neighbouring locality.

[Ref: Board's letter No. PC-72/RLT/69/3(ii) dated 17.9.1973]

(ii) Where the Municipalities, though existing have not fixed any
rate, or where the Municipalities do not exist, the rate fixed by
the other local authorities such as, the District Magistrate,
District Collector, Dy. Commissioner or the State Govt. should be
adopted.

(iii) Where two different rates are operative one fixed by the
Municipality and the other fixed by the local civil authorities the
higher of the two rates should be adopted.

[Ref: Board's letters No. PC-76/RLT/69/7 dated 21.8.1976

and PC-75/RLT/69/7 dated 13.7.1977]

9.5 Where such local rates are either not available or are not ascertained
or cannot be ascertained for a period of more than 18 months the
Casual Labour should be paid at the rate of 1/30th of the minimum of
 the time scale of pay plus Dearness allowance thereon as payable to
a corresponding category of Railway servant.

[Ref: Board's letter No. PC-72/RLT/69/3 dated 19.11.1973]

9.6 To ensure than the rates fixed by the local authorities from time to
time are not lost sight of, a review of the rates adopted by the
Railway should be undertaken annually, after ascertaining the rates
from the local authorities/ State Government. Rates as fixed or
revised by the local authorities/State Govt. should be adopted
promptly for remunerating the casual Labour on the Railways and in
any case within three months from the date of such fixation/revision
by the local authorities. If due to unavoidable factors/ reasons, more
than 3 months' time is taken on the Railways to revise or refix the
wages, the same at the revised rates should be paid from the date,
immediately following the prescribed three months' limit.

[Ref: Board's letters No. PC-72/RLT/69/3(ii) dated 17.9.1973

and E(NG)II/81/CL/9 dated 21.2.1982]

9.7 For specialised labour employed as Earth moving Plant Drivers,

Mechanics, Drivers, Riveters, Dolly men, Heaters, Bridge Serangs,
Bridge Khalasis for whom local rates are not available and it is also
not possible to engage them at the daily rate derived from the
minimum of the appropriate scale of pay plus dearness allowance,
special rates may be sanctioned by the G.M. in consultation with the
FA&CAO.

9.8 In special cases, where justified, the G.M./CAO(R) may, in

consultation with the FA&CAO fix a rate for casual Labour governed
by Minimum Wages Act or otherwise upto 33 1/3% in excess of the
rate prescribed in the M.W. Act or the rate prescribed by the local
authority. General Managers are also empowered to enhance the rate
of Casual Labour governed by Minimum Wages Act, even in excess of
331/3% of rates fixed under the Act. Such excess, should not,
however, exceed the rate prevalent in the same locality for similar
labour who are not governed by the local authority. Where a still
higher rate is considered necessary the proposal should be referred
to the Railway Board with full justification therefore.

[Ref: Board's letter No. E(NG)66 CL/21 dated 1.2.1967

and E(NG)67 CL/42 dated 4.2.1970]

9.9 Powers to fix wages with reference to the daily rate derived from the
minimum of the appropriate scale of pay plus dearness allowance, in
the cases where the local rate is not available, may be exercised by
the Head of the Deptt. concerned, in consultation with the FA&CAO.

[Ref: Board's letter No. E(NG)66 CL/21 dated 20.2.1967]

 9.10 Casual Labour governed by the provisions of Hours of Employment
Regulations are eligible for wages for the day of periodic rest, if such
a day is preceded for followed by a day/days of absence authorised
or unauthorised.

[Ref: Board's letter No. E(LWA)69/HER/42 dated 26.5.1973]

9.11 Casual Labour not governed by the provisions of M.W. Act, 1948, and
who do not work on the days preceding and following the day of rest
are not entitled to the wages for the day of periodic rest.

[Ref: Board's letter No. E(LWA)67/HER/25 dated 14.5.1968]

9.12 Casual Labour, whose periodic rest day falls on a National holiday
will be allowed one day's extra wages if they are not allowed to avail
an alternative holiday.

[Ref: Board's letter No. E(L)66 HL 1/12 dated 30.12.1966]

9.13 Casual Labour employed on break-down duties are eligible for free
food, higher rate(s) of wages, which may be fixed depending upon
the circumstances, as also TA/DA if otherwise admissible under the
rules as for regular Railway servants.

[Ref: Board's letter No. E(NG)II/69/CL/1 dated 1.3.1971]

9.14 Casual Labour who have worked in the first half of the day, but did
not turn up for work in the second half due to unavoidable
circumstances, should be paid wages for half-a-day for which they
had actually worked.

[Ref: Board's letter No. E(NG)63/CL/4 dated 29.10.1962]

9.15 Casual Labour engaged in scheduled employments on the Railways

(M.W. Act (Central) should be issued wage slips, as provided in Rule
26 (2) of the Minimum Wages (Central) Rules, 1950, before the
disbursement of wages. This is a statutory obligation on the part of
the employer. Similarly wage sheets for such labour should be
maintained.

[Ref Board's letter No. E(LWA)66 AT/MW/1-14 dated 21.12.1966

and E(LL)71/AT/MW/1-1 dated 18.7.1974]

9.16 Irrespective of whether a Casual Labour is a male or female, wages

and other benefits admissible should be allowed without
discrimination.

[Ref: Board's letter No. E(NG)II/83/CL/107 dated 4.6.1984]

Remuneration in the regular scale of pay :

10. Casual Labour, whether in the open line or engaged in Projects, who have
attained temporary status are entitled to the regular time scale of pay
with the benefit of annual increment, D.A., HRA and CCA, wherever
applicable as per rules.

10.1 Casual Labour engaged in Projects, on completion of 180 days of

continued employment are eligible to be treated as monthly rated
workers and should be paid consolidated wages at the rate of the
minimum scale of pay i.e., equal to the minimum of the scale of pay
plus Dearness allowance thereon, without however, the benefit in
increments.

Note:- Till they complete 120 days of continuous service in the case
of open line Casual Labour and 180 days in the case of Project
Casual Labour payment would be at daily rates.

[Ref: Board's letter No. E(NG)II/82/LG 5/4 dated 6.6.1983]

10.2 Before, however, allowing the benefits referred to in paras 10 and

10.1 above, a preliminary verification in regard to age and
completion of the requisite number of days of continuous service
should be made by an Asstt. Officer.

[Ref: Board's letter No. E(NG)II/77/CL/46 dated 8.6.1981]

10.3 Casual Labour, who have attained temporary status and have been
paid in the regular time scale of pay, when reemployed, after having
been discharged either on completion of work or for non-availability
of further productive work, are eligible to be started on the pay last
drawn by them, provided the services were put in after 21.10.1980.

(Ref: Board's letter No. E(NG)II/77/CL/46 dated 18.11.1981 & 12.01.1983)

10.4 In the case of open line, Casual Labour engaged in Skilled categories,
the relevant scale for purposes of determining their wages on
attainment of temporary status will be that applicable to Skilled
artisans. Similarly, Project casual Labour engaged in Skilled
categories will be eligible to draw, on completion of 180 days of
continuous employment, consolidated wages equal to the minimum
of the relevant scale of pay applicable to skilled artisans plus D.A.
thereon. Payment in or with reference to the scale will, however, be
admissible in individual cases, only from the date an individual casual
Labour engaged in a skilled category has passed the prescribed trade
test, if the same happens to be later than the date of attaining
Temporary status/date of completion of 180 days of continuous
employment, as the case may be.

[Ref: Board's letter No. E(NG)II/84/CL/58 dated 20.12.1985]

Entitlements and Privileges :

11. Casual Labour are not entitled to any privileges other than those
statutorily admissible under the Labour Laws such as Minimum Wages Act,
W.C. Act., I.D. Act etc., or those specifically sanctioned by the Board from
time to time.

11.1 Casual Labour, who have attained temporary status are eligible for
all the rights and benefits admissible to Temporary Railway servants,
as laid down in Chapter XXIII of the Indian Railways Estt. Manual,
(1968 Edition) { Chapter XX IREM Vol. II 1990} including the benefit
of application of the Railway Servants Discipline & Appeal Rules. The
entitlements and privileges admissible/allowed to the Casual Labour
are as follows:-

11.2 Casual labour, who have attained temporary status are entitled

a. To be paid in regular scale of pay plus Dearness Allowance,

HRA and CCA wherever admissible, with annual increments;
b. To contribute to the S.R.P.F.,
c. To count half of the service rendered (i) in the case of open
line casual labour after 1.1.1961 (after attaining temporary
status) and (ii) in the case of Project causal labour (after
attaining Temporary status) after 1.1.1981, towards qualifying
service for pensionary benefits on their eventual absorption in
a regular post;

[Ref: Board's letter No. E(NG)II/78/CL/12 dated 14/16.10.1980,

E(NG)II/85/CL/6 dated 28.11.1986 and 19.5.1987]

11.3 Leave :

Temporary Railway servants are entitled practically to the same

leave facilities as are admissible to permanent Railway servants and
the leave earned by the casual Labour after attaining temporary
status and which is at their credit on the date of their absorption in a
regular post will be carried forward to the new post.

[Ref: Board's letter No. E(NG)II/83/CL/SC/9 dated 7.5.1983]

11.4 Advances :

Casual Labour, who have attained Temporary status and have put in
three years of continuous service, are eligible to be granted Festival
Advance/ Flood Advance, on the same conditions as are applied to
the temporary Railway Servants for the grant of such advance,
subject however, to the condition that they furnish two sureties from
permanent Railway servants.
[Ref: Board's letter No. E(NG)II/78/CL/14 dated 22.11.1978 and 27.12.1978]

11.5 Passes & PTO's

Casual Labour with Temporary status also are eligible to the privilege
of passes and PTO's till absorption. Also the continuous service
rendered by them after attaining temporary status will count for the
purpose of post-retirement passes.

[Board's letter No. E(NG)64 CL/25 dated 29.1.1966]

Normally casual labours are recruited locally. But in situations when

local recruitment is not possible due to non-availability and the
labour are recruited away from the site, passes may be issued for the
individuals (not to the family members) on recruitment as also at the
time of their discharge.

[Board's letter No. E(NG)60/CL/13/ dated 29.11.1962]

a. Since Casual labours have not been absorbed against regular

posts, they are not entitled to the benefit of widow/widower
passes.
b. Casual labour are entitled to get 6 sets of PTO instead of 4 sets
till their absorption.

[Authority Board's letter No. E(W)85PSS-8/2 dated 12.12.1989 (RBE 308/1989)]

11.6 Hospital Leave:

Hospital leave in terms of Rule 753-R.I (19710/ Rule 554 RI (1985)

will be admissible to casual labour, who have attained temporary
status, as allowed to temporary Railway Servants.

[Ref : Board's letter No. E(NG)II/78/CL/8 dated 7.8.1978]

11.7 Incentive under F.W. Programme:

Casual labour who have become entitled to payment in regular time

scale of pay are eligible to the grant of incentive increment for
following the small family norms under the Family Welfare Scheme.

[Ref: Board's letters No. 80/H/FW/7/1 dated 7.2.1980,

80/H/FW/7/1 dated 30.12.1984 and 3.8.1985]

Daily rated casual labour, both male and female, are eligible for
wages for the days of absence due to the following:

1. Vasectomy operation - Male - For a maximum of six working

days.
2. Non-puerperal Tubectomy – Female - For a maximum of
fourteen working days.
 3. Insertion of I.U.D - Female - For one working day.

Benefit will be admissible only to those, who have been in continuous

employment for at least three months, before undergoing
sterilisation operation/ I.U.D. insertion and who are likely to
continue thereafter for atleast three months. Full wages should be
claimed for the days of absence, subject to the maximum limit
prescribed and debited to contingencies under the grant provided by
the Min. of Health, Govt. of India. For those not fulfilling the
conditions relating to the extent of service prescribed, payment of
the normal compensation money will only be admissible.

[Ref: Board's letters No. 66/H(FW)/6/74 dated 15.3.1972

and 78/H (FW)/9/5 dated 15.2.1979]

Further, when admitted as indoor patient in the hospital for post

vasectomy complications, free diet is admissible.

[Ref: Board's letter No. 65/H(FP)/6/74 dated 7.6.1973]

11.8 Relaxation in age limit for direct recruitment in Group 'C' Posts.

Casual Labour/Substitutes who have put in 3 years (at one stretch or

in broken periods) are granted age relaxation upto the period service
put in as Casual Labour/Substitutes subject to the age relaxation
limit 40 years in the case of general candidates and 45 years in the
case of SC/ST not being exceeded.

(Ref: Board's letters No. E(NG)II/75/CL/85 dated 03.01.1976

and E(NG)II/79/CL/17 dated 28.04.1979
and E(NG)II/91/CL/71 dated 25.07.1991 (RBE 134/1991)

11.9 Productivity Linked Bonus

Casual Labour who have attained temporary status and Project

casual labour on completion of not less than 180 days of continuous
service are eligible to be paid Productivity linked bonus.

[Ref: Board's letter No. E(P&A)II/79/PLB/1 dated 24.1.1980]

However, Casual labour entitled to Productivity linked bonus as per

orders in force, but injured on duty and placed on sick list and paid
half-monthly payment as applicable under the Workman's
compensation Act, 1965 are not entitled to be paid the Productivity
linked bonus.

[Ref: Board's letter No. E(P&A)II/82/1/PLB/6 dated 10.1.1984]

11.10 Holidays:
 Casual Labour with temporary status is eligible for fifteen days of
casual leave in a calendar year besides nine holidays effective from
1.1.80 inclusive of the three National holidays. Prior to 1.1.1980,
they were entitled to only three National holidays.

[Ref: Board's letters No. E(LR)III/78/HL I/4 dated 22.5.1979 and 23.2.1980]

Casual Labour engaged in Projects, who are treated as monthly rated

workers and paid consolidated wages equivalent to the minimum of
the time scale of pay plus Dearness allowance thereon, are entitled,
on completion of 180 days of continuous service to nine holidays in a
calendar year, inclusive of three National holidays.

[Ref: Board's letter No. E(NG)II/82/LG 5/4 dated 6.6.1983]

Where due to compulsions of work, such Casual Labour is required to

work on National holidays, they are eligible to be paid monetary
compensation (National holiday allowance) as per the rate(s) in
force from time to time, subject to their satisfying the prescribed
conditions.

[Ref: Board’s letter No. E(NG)II/76/CL/63 dated 22.1.1977]

Casual Labour engaged on daily rate of pay are entitled to three

National holidays only, provided they are in service on the day
preceding the National holiday and are also in service on the day
following the National holiday. In case the following day happens to
fall on the periodic day of rest, they should be in service on the next
working day. The National holidays should be treated as paid
holidays.

[Ref: Board's letter No. E(LL)62 HL 1/3 dated 17.1.1964]

On the day of polling during elections to the Lok Sabha/State

Legislature, Casual Labour should be given facilities for casting votes
but they are not entitled to a paid holiday.

[Ref: Board's letter No. E(L)67 HL/3 dated 27.4.1967]

11.11 Compassionate engagement of wards:

If a Casual labour dies, due to accident while on duty, the General

Manager may consider requests from his (deceased C.L.) ward for
engagement as a Casual Labour or as a Substitutes, provided the
casual labour concerned is eligible for compensation under the
Workmen's Compensation Act, 1923. The power in this behalf should
be exercised by the G.M. personally and should not be delegated
lower down.

[Ref: Board's letter No. E(NG)II/84/CL/28 dated 4.5.1984]

 The General Manager may also exercise his personal discretionary
power in the case of death of a Casual labour with temporary status
dying in harness i.e. during the employment with the Railways, other
than the cases of death due to accident, for engaging a suitable and
eligible ward of the deceased. This engagement will be as a Casual
labour or as a Substitute only. The General Manager is required to
exercise the powers personally in this behalf in a judicious manner
taking into account the features of the cases i.e. whether they
constitute to extreme hardship meriting special consideration.

(Ref: Board's letters No. E(NG)II/84/CL/28 dated 31.12.1986 (RBE 256/1986)

6.12.1989 & 06.12.1990 (RBE 233/1990)]

11.12 MATERNITY LEAVE

Female casual Labour with temporary status will be entitled to all

benefits of maternity leave irrespective of their length of temporary
status service, as admissible to female temporary Railway servants
under Rule 551-RI, effective from 25.6.1991.

[Ref: Board's letter No. E(P&A)I-90/CPC/LE-9 dated 25.6.1991( RBE 119/1991)]

Female casual labour without temporary statuses are, however, not

entitled to the grant of maternity leave. In their case a period of 4
weeks may be allowed as authorised absence for maternity purposes
in addition to other normal absence periods permissible.

[Ref: Board's letter No. E(NG)II/77/CL/1 dated 30.4.1977

and E(NG)II/89/CL/SE/41 dated 28.9.1989]

11.13 Compensation for temporary disablements

11.13.1 Casual labour including daily rates labour, who suffer

temporary disablement on duty are eligible to be paid half-
monthly payment as compensation at the rates prescribed
ion the Workmen's Compensation Act.

[Ref: Board's letter No. E(NG)II/77/CL/2 dated 8.11.1978]

11.13.2 GMs are empowered to sanction the cost of/supply of

artificial limbs to such casual labour not on temporary
status who are involved in accidents arising out of duty/in
the course of duty. This power cannot be delegated further.

[Ref: Board's letter No. 70/H/9/25 dated 28.11.1970]

11.14 Grant of Daily Allowance

Casual Labour, wherever have to be unavoidably sent on duty out of

their Hqrs station to a place more than 8 KMs. away from Hqrs.
station are entitled to be paid Daily allowance as per rules, at the
 rates specified from time to time. The instructions linking the rates
of daily allowance with the classification of cities for grant of CCA is
applicable to casual labour also.

[Ref: Board's letter No. E(NG)II/80/CL/22 dated 28.10.1981

E(NG)II/86/CL/34 dated 20.1.1987 (S C Rly)
and Board's letter No. E(NG)II/78/CL/29 dated 21.09.1978]

11.15 Educational Assistance:

Casual labours with temporary status, who have put in not less than
3 years service are entitled for educational assistance.

[Ref: Board's letter No. E(W)90-EDI-8 dated 04.02.1991]

11.16 Night Duty Remuneration :

Casual Labour engaged on night duty will be eligible for additional

remuneration, for each hour of night duty performed between 22.00
hrs. and 6.00 hrs. at 2% (two percent) of the daily wages per each
hours of night work. For this purpose 30 minutes and above will be
rounded off to one hour and less than 30 minutes will be ignored.

[Ref: Board's letter No. E(NG)II/80/CL/18 dated 29.7.1983 and 7.10.1983]

Seniority :

12. Service prior to absorption in the regular cadre will not count for
seniority, which will be determined on the basis of their regular
appointment after due screening/selection vis-à-vis other regular Railway
servants, subject to the provision that if the seniority of certain individual
Railway servants has already been determined in any other manner
pursuant to Judicial decision or otherwise, the same shall not be altered.

(Ref: Board's letter No. E(NG)II/83/CL/SC/9 dated 7.5.1983 and Para 2511(a) of
IREM)

Medical facilities :

13. All Casual Labour, whether employed in open line or Project are eligible for
medical facilities for self only in the out-patient departments.

[Ref: Board's letter No. E(NG)II/77/CL/2 dated 3.5.1978]

 13.1 In certain special circumstances as mentioned below, casual labour
(and not their family members) may also be given free indoor
medical treatment facilities.

a. When they sustain injuries in accident cases, as specifically

provided for in the relevant Acts for e.g., in Workmen's
Compensation Act; and
b. When they are employed at sites not within easy reach of non-
Railway medical facilities or when such facilities, though
available are grossly inadequate.

In special cases, when the patient is confined to bed, medical

attendance and treatment may be given at the residence also.

[Ref: Board's letter No. E(NG)II/77/CL/46 dated 18.11.1981]

Supply of Uniforms :

14. Casual labour as have completed one year of continuous service after
attaining temporary at status are eligible to the supply of Uniforms, if they
are working in categories eligible for the supply, e.g., Gangmen attached
to mechanised maintenance).

[Ref: Board's letter No. E(W)87 UN 1/14 dated 26.7.1990]

Working hours and Periodic rest :

15. All Casual labour is entitled to a weekly day of rest with pay. For purposes
of hours of work, periods of rest and payment of overtime allowance etc.,
their classification would follow the category in which they are employed
and will be regulated in accordance with the Hours of Employment
regulations. Such of those as are governed by the Minimum Wages Act will
be governed by the provisions of the Act and the rules framed there under.

[Ref: Board's letter No. E(NG)60 CL/13 dated 22.8.1962, 1.9.1962

and E(NG)II/76/CL/116 dated 21.3.1977]

Casual labour who are governed by the Minimum Wages Act are entitled to
a weekly day of rest after they have worked in the scheduled employment
under the same employer for a continuous period of not less than 6 days.

[Ref: Board's letter No. E(Trg.)68 Adj/29 dated 17.12.1963]

However, for a period of five years from 15.5.1985 the provisions of

Sections 13 & 14 of the minimum Wages Act relating to hours of work and
overtime will not apply to the daily rated casual labour on the Railways
 engaged in the Constructions or maintenance of Permanent Way, subject
to the condition that the exempted casual labour are governed by the
Hours of Employment Regulations, 1961.

[Ref: Board's letter No. E(LL)84/AT/MW/1-5 dated 7.6.1985 (RBE 159/1985)]

Records/Registers :

16.

(a) Service Card:

This is commonly referred to as the Casual labour Card and should be

in the form of booklet (like a passport book of the size 4" to 6") with a
stiff card board binding. Every individual engaged as Casual labour
should, on his appointment be given the casual labour card, which
should be retained by him as documentary proof of his service. The
card should contain the following:-

i. Page 1 on the left side should carry instructions for the guidance of
casual labour. The instructions should be in bilingual form, both in
Hindi and in English. In addition, instructions may also be given in a
local language of the area, if convenient.
ii. A machine-number on the card.

(An account of the Casual labour cards should be maintained in the

Divisional office indicating the particular field unit to which a card
has been issued and the worker in whose favour it has been issued).

iii. Information indicating

1. Name of the individual (in block letters)
2. Father's name
3. Date of birth
4. Age at initial casual employment - Year and month
5. Personal mark(s) of identification
6. Date of engagement
7. Date of termination
8. Nature of job on each occasion
9. Signature of the Superior
10. Name in full (Capital letters) & Design. of Supervisor

For purpose of providing a Card, each individual before his engagement as

casual labour, should deposit a sum of Rupee One and also copy of his
photograph in passport size. The photo, after attestation by the competent
authority, should be pasted in the space provided for the purpose in the
Casual Labour card.

The casual labour card will be an accepted document of identification of

the casual labour at all times for all purposes. It should not be lost. In the
 event of loss, a report should be lodged by the concerned casual labour
with the nearest Police station and a copy of the FIR should be given to
the Railway. A duplicate card may be issued thereafter on a charge of
Rupees Two. The issuing authority should ensure that the duplicate card is
is issued to the same person to whom the original was issued. Any failure
in this regard is liable to render the Railway servant concerned for action
under the D&A Rules.

The casual labour card, after preparation will be in the custody of the
Supervisor in charge of the unit and will be given to the casual labour at
the time of discharge/ retrenchment. Whenever taken back/re-engaged,
the card should be taken back from them and after entering the date of re-
engagement, the Supervisor in charge should retain the same in his
custody. When casual labour attain temporary status, their casual labour
cards should be secured with the Service Book opened for the respective
individuals. Entries of service in the card, under each subordinate should
be made without fail before discharge. Periods of authorised absence, not
constituting a break in continuity for purposes of conferring temporary
status, should be shown as service.

Officers of the Personnel Branch and officers of the employing department

should conduct test checks regularly to guard against malpractices in the
preparation and issue of cards like forging of signatures, issue of bogus
cards, making unauthorised or fictitious entries of past service etc.
Similarly before re-engaging any individual as casual labour on the basis
of his claim of previous engagement as per casual labour card, the
employing supervisor should satisfy himself that the card produced is
genuine.

Casual labour card need not be prepared and issued to the casual labour,
who are engaged for a very limited period, say a week or ten days or a
fortnight for work during emergencies like restoration of breaches, flood
relief, accident relief operations etc.

(Ref: Board's letters No. E(NG)63 CL/42 dated 24.3.1964,

E(NG)II/71/CL/5 dated 30.11.1971,
E(NG)II/78/CL/30 dated 13.9.1978,
E(NG)II/79/CL/7 dated 13.3.1979,
E(NG)II/83/CL/74 dated 4.2.1984,
E(NG)II/80/CL/5 dated 10.12.1984
and E(NG)II/84/CL/24 dated 24.9.1987]

(b) Service book

This will be opened alongwith leave account for every individual casual
labour on his/her attaining temporary status. Besides containing the
bio-data and other relevant details of service rendered as casual
labour, the service book should also carry a reference at the top to the
LTI register number, live register number and the casual labour card
number of the individual concerned. The service book should be
maintained thereafter just as it is done in respect of regular Railway
servants.
[Ref: Board's letter No. E(NG)II/89/CL/1 dated 23.2.1990 (RBE 41/1990)]

(c) Left hand Thumb Impression Register

In each unit of engagement of Casual Labour, a register of specimen

thumb impression of each casual labour should be maintained,
providing for the following:

1. Sl. No
2. Name & Designation
3. Father's name
4. Permanent home/residential address
5. Rate of pay
6. Date of appointment
7. Age of appointment / D O B
8. Date of final discharge/date of absorption
9. Date of first working as C.L./attaining temporary status
10.Whether SC/ST/Ex. Serviceman
11.Casual Labour Card No
12.Service Register number (in the case of those with temporary
status),
13.Live register No.
14.Rolled thumb impression of the casual labour with attestation of
the appointing authority.

Entries should be made only once and in a running order based on the
date of engagement. The thumb impression should be got examined by
the Finger Print Examiner in due course of time.

[Ref: Board's letters No. E(G)63 FR 1/1 dated 11.2.1964

and E(NG)II/89/CL/1 dated 23.2.1990 (RBE 41/1990)]

(d) Live register:

The names of all open line casual labour, employed in a unit should be
entered in a register (to be maintained unit-wise), entry in the
register being made strictly in the order of the individual taking up
casual appointment at the initial stage.

In the case of Project casual labour, the register will be maintained as

per the territorial jurisdiction of the Division, including all the
departments.

The register should have the following :-

1. Sl. No
2. Name & Designation
3. Father's name
4. Date of Birth
5. Educational Qualification
6. Personal marks of identification
 7. Whether SC/ST/Ex. serviceman
8. Age at initial casual employment
9. Unit in which initially engaged.
10.Date of giving monthly rate scale
11.Date of absorption
12.L.T.I. register number
13.Casual Labour Card No
14.Service Register number
15.Permanent address

The live register will be a running record of the casual labour, working
in a particular unit/Division in the case of Project casual labour, and
also of those discharged casual labour waiting for re-engagement, but
will exclude the names of the casual labour no longer entitled to be
kept in the live register i.e.,

i. the names of casual labour who have been absorbed in regular

posts;
ii. the names of casual labour who were discharged prior to
1.1.1981 and not re-engaged thereafter for any reason;
iii. the names of discharged casual labour who do not report for
duty when called on two occasions on the availability of work.

The names of casual labour who are engaged for a very short duration
viz., on occasions like restoration of breaches, through
communication, accident relief etc., are however, not required to be
included in the live register.

The live register should be maintained in duplicate and one copy from
each unit should be lodged with the Divisional Office. In the case of
Railway establishment other than the Zonal Railways, one copy should
be with a nominated officer and the other with the respective
units/supervisors. The register maintained in the units should be
updated from time to time and reviewed annually, preferably during
the first quarter of the year, to ensure proper maintenance, as per the
instructions in force. The register maintained should also be
scrutinised by a senior Gazetted Officer, at least once annually after
the review has taken place, if not at the beginning and close of the
year as is normally required, to ensure that no unauthorised entries
are made, and signed by him in token of the scrutiny. A note should
also be kept in the register as to when and by whom it had been
checked.

The copy of the register maintained in the Divisional office should be

updated once a year or atleast once in two years from the copy in the
field units, after a verification of the authenticity of the
additions/deletions, if any made in the field registers.

The names of all casual labour borne on the live casual labour register,
alongwith other relevant particulars like father's name, unit in which
employed, LTI register number etc., should be computerised and
printouts secured.
[Ref: Board's letters No. E(NG)63/CL/13 dated 16.9.1963,
E(NG)II/78/CL/2 dated 21.2.1984 & 22.11.1984,
E(NG)II/78/CL/2 dated 25.4.1986 (RBE 82/1986),
E(NG)II/87/CL/38 dated 12.6.1987
and E(NG)II/78/CL/2 dated 08.12.1988]

(e) Supplementary live register:

The names of casual labour, both in the open line and in the Projects
who were discharged prior to 1.1.1981 for want of work or due to
completion of work and not re-engaged thereafter and who had
applied by 31.03.1987, claiming the benefit of inclusion in the
seniority list prepared by the Administration for provision of
employment will, after a verification of genuineness of the claims, by a
committee of officers on each Division, be entered in the
supplementary live register. For full details, para 7.7. to 7.9 above
may be seen. The registers will be separate for the open line casual
labour and the Project casual labour. The individuals borne on the
supplementary live registers will have no preference over those borne
on the live registers for purposes of consideration for absorption, re-
engagement.

[Ref: Board's letters No. E(NG)II/84/CL/41 dated 2.3.1987 (RBE 39/1987),

E(NG)II/78/CL/2 dated 4.3.1987 (RBE 43/1987),
E(NG)II/84/CL/41 dated 20.3.1987 (RBE 58/1987)
and E(NG)II/78/CL/2 dated 21.10.1987]

Absorption :

17. All vacancies in Group 'D' posts, barring the following, becoming available
upto 30.6.1992 would, as per the extant ad-hoc arrangement, be filled
from amongst casual labour and substitutes empanelled on the basis of
screening:

i. Vacancies against which appointment on compassionate grounds is

done;
ii. Vacancies provided for recruitment of Sports persons and artists;
iii. Vacancies reserved for recruitment of ex-service personnel;
iv. Vacancies in Diesel & Electric Loco sheds &
v. Vacancies in workshops in the Mech Deptt

Note : Due to special requirements of workshops in the Mech Deptt.,

vacancies in Gr. 'D' are filled, as per the instructions contained in
Board's letter No. E(NG)II/73/CL/41 dated 23.8.1973, inclusive of
transfer of Railway servants who volunteer from other departments
and transfer of Gangmen and Stores Khalasis against a prescribed
limit. The resultant vacancies in other departments are available for
the absorption of casual labour and Substitutes.
[Ref: Board's letters No. E(NG)II/84/CL/92 dated 15.12.1984
and E(NG)II/84/CL/5 dated 22.6.1990]

17.1 On the Northeast Frontier Railway vacancies in Group 'D' should be

filled to the extent of 50% from amongst casual labour and the rest
through the Employment Exchange.

17.2 Absorption i.e. appointment against a regular vacancy, will be on the

basis of screening and not by selection. The Screening Committee
should at least consist of three members including an officer
belonging to SC/ST community and another to minority community.

[Ref: Board's letters No. E(NG)II/70/CL/28 dated 20.7.1970,

E(NG)II/79/CL/16 dated 27.4.1979
and E(NG)II/83/RR 1/7(i) dated 01.06.1983]

17.3 While drawing screened panels for absorption against normal Group
'D' vacancies, the Screening Committee should ensure intake of
SCs/STs confirming to the percentages of reservation prescribed in
their favour. In the event of shortfall in the intake of SCs/STs, the
deficiency should be made good through Direct recruitment.

[Ref: Board's letters No. E(SCT)74 CM 15/7 dated 27.4.1974 & 9.10.1974
and 88-E(SCT)I/28/1 dated 4.10.1988 (RBE 228/1988)]

17.4 For purposes of screening and absorption, the instructions provide as

follows:-

a. Casual labour employed in Projects should, as a rule, be

considered for appointment on a regular basis against
vacancies in Group 'D' posts required for operation and
maintenance of new assets created viz., new lines,
conversions, doubling, major yard remodeling i.e. the posts to
be filled exclusively from Casual labour who have worked at
the Project stage; An exception can be made, if there are open
line casual labour in the area covered by the local recruitment
units of the Inspector, who have worked for longer periods,
than the Project casual labour.

[Ref: Board's letter No. E(NG)II/72/CL/11 dated 7.3.1972]

b. Project casual labour are also eligible to be considered for

appointment on any section of the open line and their
consideration is not limited to the immediate area of the
construction only. The total service as a casual labour should
decide eligibility for consideration as between open line and
Project casual labour.

[Ref: Board's letter No. E(NG)II/72/CL/11 dated 3.5.1972]

 c. A Division should be treated as a unit. Having, however, regard
to the situation and varied practices on the Railways in regard
to absorption of casual labour, it has been left to the individual
Railways to evolve suitable guidelines, in consultation with
recognised labour, for absorption of both Project casual labour
and open line casual labour in regular employment, against
normal vacancies as well as in posts sanctioned for
decasualisation, in an equitable manner.

[Ref: Board's letter No. E(NG)II-88 /CL-109 dated 17.2.1989 (RBE

53/1989)]

17.5 After working out the vacancies in Gr. 'D' to be provided for the
absorption of casual labour in regular employment in accordance
with the instructions in force, a list of casual labour eligible to be
considered should be drawn equal to the number of vacancies
worked out plus 25% thereof. In drawing the list, only those who are
borne on the current casual labour register, excluding those who had
been absent on two occasions when called for screening earlier,
should be considered. The list should be prepared in the order of
seniority of all eligible casual labour* in the unit of screening which
may be fixed by the Railway, based on the total service/ cumulative
aggregate service.

(*including those referred to in paras 17.6 & 17.7)

(Ref: Board's letter No. E(NG)II/78/CL/18 dated 21.02.1984,

E(NG)II/79/CL/2 dated 3.3.1982
and E(NG)88/CL/18 dated 01.10.1988 (RBE 250/1988)]

17.6 Casual labour working in the offices of the Railway Recruitment

Boards should also be considered for absorption on the basis of
screening along with other open line casual labour in the Division,
where the office of the RRB is located.

[Ref: Board's letter No. E(NG)II/81/RSC/48 dated 15.10.1981]

17.7 Casual labour engaged seasonally viz. water carriers /Pankha puller
etc., should also be considered for screening for absorption along
with others based on their total length of service.

[Ref: Board's letter No. E(NG)II/77/CL/N/4 dated 24.7.1979]

17.8 Casual labour engaged in work-charged establishments, who are

promoted to semi-skilled, skilled and highly skilled grades due to
non-availability of departmental candidates and continue to work as
such for a long period, may be absorbed in regular vacancies in
skilled grades to the extent of 25% of the vacancies in the open line
reserved for departmental promotion from the un-skilled and semi-
skilled categories, provided they have passed the requisite trade test.
Those so absorbed in skilled categories will be placed below the
 departmental promotees. This facility of absorption will also apply to
the casual labour, who were engaged initially directly in the skilled
categories in work-charged establishments, after qualifying in the
trade test.

[Ref: Board's letter No. E(NG)62 CL/36 dated 16.1.1963,

E(NG)II/73/CL/70 dated 13.6.1974
and E(NG)II/82/CL/6 dated 18/19.11.1983]

17.9 At the time of screening of casual labour relaxation in age should be

automatic if it is established that the individual was within the
prescribed age limit and had been more or less regularly working. In
old cases, where the age limit was not observed, relaxation of age
should be considered sympathetically. The CPOs, DRMs and the Chief
Engineers (Construction) are competent to grant the relaxation in
age.

[Ref: Board's letter No. E(NG)II/79/CL/5 dated 16.5.1979,

E(NG)II/83/CL/NR/39 dated 29.9.1980, 10.10.1980 & 19.5.1983]

17.10 Relaxation of age to the extent of service rendered as Casual labour

in skilled/ highly skilled grades (Gr. 'C') is admissible at the time of
consideration of their cases for regularisation in Gr. 'C' skilled/
Highly skilled grades.

[Ref: Board's letter No. E(NG)II-74 CL/26 dated 25.2.1975]

17.11 As per the requirement prescribed, casual labour will be eligible to

be considered for absorption against Group 'D' vacancies in all the
wings of the Electrical, Mechanical, in the workshops of the S&T
Departments, only if they have the minimum qualification of ITI or
they are Course completed Act Apprentices. However, this
requirement has been kept in abeyance upto 30.06.1992.

(Ref: Board's letter No. E(NG)II/84/CL/85 dated 31.7.1985 (RBE 222/1985)

& 13.9.1985
and E(NG)II/84/RR 1/26 dated 4.9.1986 (RBE 159/1986),
15.12.1988 (RBE 271/1988) & 15.07.1991 (RBE 132/1991)

17.12 Physical fitness of the casual labour who are proposed to be

absorbed should be considered i.e. they should be in good bodily
health and free from any deficiency/ defect, likely to interfere with
or affect the efficient performance of the duties of the post to which
they may be appointed after absorption. Subject to what has been
mentioned in paras 17.13 to 17.15, casual labour empanelled for
absorption should be medically examined in the appropriate
category before absorption.

17.13 If the casual labours have been medically examined, at the time of
initial engagement in the appropriate medical category, they need
not be examined any further at the time of their regularisation.
 However, they will have to be examined regarding the periodicity of
examination while in service, as required for regular employees. As
per extent rules, these examinations will require the Railway
servant to have medical standard(s) as applicable at the time of re-
examination during service. The casual labours are now to be
medically examined preferably before they are given temporary
status for the category in which they are to be eventually absorbed.

[Ref: Board's letter No. E(NG)II/87/CL/89 dated 4.1.1988 (RBE 3/1988)]

17.14 Casual Labour, who have rendered a minimum of 6 years of service,

whether continuous or in broken periods and who are empanelled
for regular appointment and who have not been medically examined
earlier should be sent for medical examination which should be a
relaxed standard as prescribed for medical re-examination of
Railway servants during service.

[Ref: Board's letter No. E(NG)II-71/CL/84 dated 13.12.1972 & 10.5.1973

and E(NG)II/80/CL/29 dated 29.8.1983]

17.15 Such of the casual labour as have rendered a minimum of 6 years of

service are found on medical examination, unfit for the particular
category for which they are sent for medical examination, despite
the relaxed standard applied, may be considered for an alternative
category requiring a lower medical classification, subject to the
possibility of absorption in an alternative category with lower
medical classification existing and the individual concerned is
adjudged suitable to be absorbed in the alternative category.

[Ref: Board's letter No. E(NG)II-71/CL/84 dated 13.12.1972 & 10.5.1973]

17.16 Casual labour with temporary status, who are medically

decategorised due to injuries sustained by them in the course of
duty, could get their names registered in the special Employment
Exchanged for the physically handicapped. If their names are so
registered as physically handicapped in the said Exchange, their
candidature would be considered by the Rly. administration, along
with other eligible physically handicapped candidates nominated by
the special Employment Exchange and vocational rehabilitation
centres as and when the next recruitment against the quota for the
physically handicapped, takes place.

[Ref: Board's letter No. E(NG)II/88/CL/68 dated 17.9.1990]

17.17 Casual labours, who have attained temporary status, when called
for screening may be issued passes for their journey wherever
involved and the periods spend for the purpose may be treated as
duty.

[Ref: Board's letter No. E(NG)II/82/CL/W/5 dated 21.4.1983]

 17.18 Casual labour with temporary status on absorption in regular group
'D' posts will be allowed fixation of pay as follows:-

a. Those drawing pay in identical grades will have their pay

fixed with reference to the last pay drawn;
b. Those working in semi-skilled and skilled grades but
absorbed in group 'D' unskilled grades will have their pay
fixed by granting increments in the unskilled grade with
reference to their earlier service as casual labour in higher or
equivalent grades.

[Ref: Board's letter No. E(NG)II/76/CL/79 dated 5.11.1976]

17.19 Casual labour engaged in the MPTs at Bombay, Delhi and Madras
should be considered for absorption on the Central, Northern and
Southern Railways respectively alongwith the open line casual
labour and project casual labour of the respective Railways.

They should also be considered for absorption against the posts in

Group 'D' sanctioned for maintaining the assets created by these
MTP Organisations as and when the posts are actually sanctioned.

[Ref: Board's letter No. E(NG)II/84/PO/MTP/13 dated 13.2.1985]

17.20 The staff of cooperative societies, canteen, commission

vendor/Bearers etc. can be considered for regular absorption in
Group 'D' after eligible Casual Labour and substitutes have been
considered, i.e. in the list of screening, they will be below all casual
labour and substitutes.

[Ref: Board's letter No. E(NG)III/77/RR 1/5 dated 26.08.1977]

Termination/Retrenchment :

18. Except, where notice is required to be served under any statutory

obligation, no notice is required for the termination of the services of
casual labour. Their services will be deemed to have been terminated
when they absent themselves.

Where retrenchment is necessary, due to non-availability of work, the unit

for their retrenchment will be the unit of their recruitment i.e. the
Inspector or the establishment of the Senior Subordinate viz., IOW, PWI,
S.M., Tfc Inspector, L.F., as the case may be. The junior most will be
retrenched first, subject to what has been mentioned in para 18.9. Casual
Labour diverted from one unit to another will rank junior most in the new
unit. On projects, the jurisdiction of the XEN will be the unit for
retrenchment.

[Ref: Board's letter No. E(LL)71/AT/ID/1-7 dated 22.1.1974]

 18.1 In the case of casual labour who has attained temporary status,
termination of services otherwise than due to completion of work or
want of work or due to being rendered surplus requires the
procedure prescribed under the Disc. & Appeal Rules to be followed.

18.2 In terms of the provisions of the Industrial Disputes Act, a worker

means any individual doing either Manual or clerical or technical
work and includes all casual labour employed on the Railways i.e.
open line, Project and Construction. For purposes of effecting
retrenchment, wherever it becomes necessary, the unit concerned
should prepare and display seniority list(s) of the particular
categories of Casual Labour employed therein including those who
have attained temporary status.

18.3 Notice

Casual labour, who have worked for a period of not less than 240
days in the preceding twelve calendar months should be given a
notice of one month in writing as per the proforma prescribed
indicating the reasons for retrenchment or paid in lieu of such
notice, wages for the period of notice. One month's notice as
required under the relevant provisions of the I.D.Act should
invariably be given rather than payment of wages in lieu of notice.
The total service rendered by casual labour under different
subordinates in a Division or under a Personnel Office would count
for the purpose of providing the retrenchment benefits.

[Ref: Board's letter No. E(L)58 AT 4/10 dated 26.12.1959]

18.4 No notice is required, if the retrenchment is under an agreement,

which specifies a date for the termination of service. A direct
written communication to the casual labour concerned will be
necessary, wherever the engagement is for a specific period.

18.5 Retrenchment Compensation:

Upon termination of service on due notice or payment of wages in

lieu of notice period, compensation as laid down in Section 25(F) of
the I.D. Act i.e. compensation equivalent to 15 days' average pay
for each completed year of service or any part thereof in excess of 6
months, is payable to casual labour, who have been employed for
not less than 240 days in the preceding 12 months in

a. Construction work or a project which has been going on for a

period of more than two years; and
b. Other than construction work or project.

18.6 Casual labour should be deemed to have completed continuous

service for one year under an employer if he has worked for 240
days (calculated in terms of Section 25(B)(2) of the I.D. ACT) in a
period of 12 month proceeding the date with reference to which
 calculation in to be made, even though the casual labour might not
have been in service for the whole year. Similarly, service rendered
in excess of 6 months with not less than 120 working days therein
will count as the whole year. However, in a service of more than 6
months, if the casual labour have not put in actual work for not less
than 120 days, compensation will not be payable for that period and
the casual labour will be eligible to be paid only for the completed
years of service.

Retrenchment compensation, where due, should invariably be paid,

at the time of retrenchment.

[Ref: Board letter No. E(L)58 AT 4/10 dated 26.12.1959,

E(LWA)67 AT/ID/1-16 dated 20.1.1968,
E(LL)81/AT/ID/1-18 dated 23.2.1982
& E(LL)72/AT/ID/1-2 dated 5.3.1973]

18.7 In case of refusal by any casual labour to accept the retrenchment

compensation a certificate from three or four witnesses, who may
include co-workers and other Railway servants employed, may be
recorded on the voucher with the date, mentioning that the casual
labour concerned, who was tendered retrenchment compensation
refused to accept the same. An intimation to this effect should be
sent to the LEO(C)/ALC(C) of the area immediately.

[Ref Board's letter No. E(LL)80/AT/ID/1-31 dated 31.8.1982]

18.8 Where the services of casual labour who have worked under
employers for not less than one year are terminated following their
failure at the screening done for regular employment. the
conditions precedent to retrenchment as laid down in the relevant
sections of the I.D. Act have to be complied with.

[Ref: Board's letter No. E(LL)78/AT/ID/1-26 dated 21.12.1978]

18.9 While effecting retrenchment of casual labour, ordinarily the

principle of 'last come first to go' should be adopted, in terms of the
provisions of Section 25-G of I.D. Act. The employer may however,
depart from this principle for reasons to be recorded in writing.

Thus, at the time of retrenchment if junior Sch. Caste/ Sch. Tribes

have to be protected from retrenchment when there is deficiency in
their representation, such a protection will be justified and this
reason will have to be recorded while retrenching the seniors in
preference to the junior Sch. Castes/Tribes.

[Ref: Board's letter No. E(LL)76 AT/ID/1-16 dated 17.2.1978]

If no quota for the representation of Sch. Castes/Sch. Tribes was

kept in view in the recruitment of casual labour at the initial stage,
it would still be open to the Administration to fix quota within
 reasonable limits at the time of retrenchment for purposes of
protection of Sch. Castes/Tribes.

[Ref: Board's letter No. E(LL)76/AT/ID/1-16 dated 23.11.1978]

18.10 Sixty days before a unit is expected to discharge or retrench casual

labour/is expected to close down, intimation should be given to the
nearest Employment Exchange on the prescribed proforma, * if
alternative employment for them on the Railways is unlikely, so as
to enable the Employment exchange to render employment
assistance if possible, even before they are discharged.

(* Prescribed vide Min. of Labour's O.M. No. EE1/9/44/71 dated

25.05.1972 circulated with Board's No. E(NG)II/72/CL/72 dated
26.8.1972)

18.11 If a Survey Project is closed down for any reason whatsoever,

Casual labours who have been in continuous service for not less
than one year in the said Survey Project immediately before the
closure, will be entitled to retrenchment notice and compensation in
accordance with the provision of the Industrial Disputes Act.

[Ref: Board's letter No. E(LL)77/AT/ID/1-23 dated 28.6.1979]

18.12 Retrenchment compensation need not be paid, to the discharged

casual labour, who after discharge, are immediately offered re-
engagement under the same employer in the same area/locality
within a radius of 5 miles/ 8 kms. and who refuse to accept the
same.

18.13 The Railway Administration should gear up machinery in following

the provision of I.D. Act, so that statutory provisions of I.D. Act are
followed while terminating the services of Railway Employee/
casual labour to avoid huge expenditure towards compensation,
wages etc.

[Ref: Board's letter No. E(LL)82AT/ID /1-39 dated 5/11.05.1989 (RBE

122/1989)]

Payment of Gratuity :

19. All casual labour on the Railways whether on daily rates or on monthly
wage are eligible, on demitting service due to superannuation, retirement,
retrenchment, resignation, death or disablement, to the payment of
gratuity, as may be due in accordance with the provisions of the Payment
of Gratuity Act, 1972. The payment of gratuity would be applicable to all
cases from 16.9.1972 viz., the date of commencement of the Act/
Legislation which provided for the benefit. The procedure for dealing the
 claims pertaining to the period from 16.9.1972 to 25.2.1986 has been
spelt out.

[Ref: Board's letter No. E(LL)85 AT/GRA/1-1 dated 26.2.1986 (RBE 46/1986)
and E(LL)86/AT/GRA/1-2 dated 06.11.1990 (RBE 199/1990)]

19.1 Gratuity is payable to casual labour employed seasonally i.e. hot

weather water carrier, water tightening staff etc., engaged for short
duration. Gratuity under the Payment of Gratuity Act is admissible,
in addition to retrenchment compensation payable under the
Industrial Disputes Act.

[Ref: Board's letter No. E(LL)86 AT/GRA/1-2 dated 7.8.1989 (RBE 199/1989)]

Other Provisions:

20.

i. It is not necessary to create temporary posts to accommodate

casual labour, who have acquired temporary status, for allowing the
attendant benefits like regular time scale of pay, annual increment
etc.

[Ref: Board's letter No.E(NG)64 CL/25 dated 4.9.1965]

ii. Labour shall not be employed against regular vacancies, whether

permanent or temporary, on casual labour turns.

[Ref: Board's letter No. E(NG)64 CL/23 dated 12.10.1965]

iii. If casual labour with temporary status fails to resume duty on

expiry of maximum period of extra-ordinary leave granted to him or
where he is granted a lesser period of leave than the maximum
admissible and his continuous absence exceeds the maximum limit
upto which he could have been granted leave under sub-rule(1) of
Rule 732 R.I. (1971), his services may be terminated after the
service of notice, as is required in the case of temporary Railway
servants, duly keeping in view Rule 149- R.I. (1971) and also after
complying with the relevant provisions of I.D. Act, 1947 wherever
applicable, treating the case as one of retrenchment from service
for reasons other than availability of work and intimation given to
the concerned authorities under the I.D. Act, 1947.

[Ref: Board's letter No. E(NG)II-88/CL/13 dated 12.1.1989 (RBE

15/1989)]

iv. There should be an effective watch over the strength of total casual
labour force on a system and efforts should be made to bring about
 a steady reduction. To monitor the progress in this direction, while
no 'fresh face' should be engaged without the prior personal
approval of the General Manager and similarly no offer of
reengagement of discharged labour borne on the live register
should be made without the G.M's prior personal approval, as a
further check each supervisor should certify under his signature in
the muster sheets, as to whether any names not figuring in the
previous bill have been included. Wherever new names have been
included, the details thereof along with the authority for their
engagement should be furnished in a statement to accompany the
bill. In the Accounts Office, the inclusion of the certificate by the
Supervisors concerned should be verified, Also a few test checks
should be conducted by the concerned authorities to verify the
correctness of inclusions made from live registers and the sanctions
issued for their engagement as well as the engagement of fresh
faces wherever done. Failure/lapses in this behalf should be
seriously viewed and action under D&A Rules initiated against the
Railway servant responsible.

[Ref: Board's letter No. No. E(NG)II/88/CL/113 dated 16.5.1989]

v. Casual labour are not eligible to become members/office bearers of

the recognised Unions on the Railways as they are not Railway
servants in terms of Rule 102 (13) - Estt. Code Vol. I.

[Ref: Board's letter No. E(LR)I/80/UTP/4 dated 25.6.1987 to Northern

Railway]

vi. The practice of entrusting establishment work to casual

labour/substitute Khalasis in executive offices is to be stepped
forthwith.

[Ref: Board's letter No. E(G)82/ALI/9 dated 20.08.1985 (RBE 244/1985)]

vii. The continuous temporary service rendered by Project casual labour

also, prior to their absorption, can be counted towards the
qualifying service for the purpose of promotion from Group D to
Group C and the same will be admissible only if the same is
rendered on similar fields. In respect of open line casual labour the
same benefit was extended vide Board's No. E(NG)/64/CL/25 dated
25.07.1964.

[Ref: Bd's letter No. E(NG)II/85/CFP/3 dated 31.07.1987 (RBE 196/1978)]

21.

i. While referring to this master circular the original

letters/references mentioned herein should be read for a proper
appreciation. This circular is only a consolidation of the existing
 instructions and should not be treated as substitutes of the original
letters. In case of doubt, the original letters should be relied upon
as authority;
ii. The instructions contained in the original letters referred to have
only prospective application, unless indicated otherwise; and
iii. If any letter, having a bearing on the subject which has not been
superseded, has been lost sight of in the preparation of this master
circular, the said letter, which has been missed through oversight,
should not be ignored but should be treated as valid and operative.

22.

The letters relied upon for the preparation of this master circular have
been indicated in the enclosure.

List of Letters, with reference number and date, relied upon for the Master
Circular.

1. No. E(L)58 AT 4/10 dated 26.12.1959

2. No. E(NG)60 CL/13 dated 22.8.1962
3. No. E(NG)60 CL/13 dated 1.9.1962
4. No. E(NG)63/CL/4 dated 29.10.1962
5. No. E(NG)62 CL/36 dated 16.1.1963
6. No. E(NG)63/CL/13 dated 16.9.1963
7. No. E(Trg.)68 Adj/29 dated 17.12.1963
8. No. E(LL)62 HL 1/3 dated 17.1.1964
9. No. E(G)63 FR 1/1 dated 11.2.1964
10.No. E(NG)63 CL/42 dated 24.3.1964
11.No. E(NG)64 CL/25 dated 4.9.1965
12.No. E(NG)64 CL/23 dated 12.10.1965
13.No. E(NG)64 CL/25 dated 29.1.1966
14.No. E(LWA)66 AT/MW/1-14 dated 21.12.1966
15.No. E(L)66 HL 1/12 dated 30.12.1966
16.No. E(NG)66 CL/21 dated 1.2.1967
17.No. E(L)67 HL/3 dated 27.4.1967
18.No. E(LWA)67 AT/ID/1-16 dated 20.1.1968
19.No. E(LWA)67/HER/25 dated 14.5.1968
20.No. E(NG)II/70/CL/28 dated 20.7.1970
21.No. E(NG)II/71/CL/5 dated 30.11.1971
22.No. E(NG)II/72/CL/11 dated 7.3.1972
23.No. 66/H(FW)/6/74 dated 15.3.1972
24.No. E(NG)II/72/CL/11 dated 3.5.1972
25.No. E(NG)II/72/CL/72 dated 26.8.1972
26.No. E(NG)II-71/CL/84 dated 13.12.1972
27.No. E(LL)72/AT/ID/1-2 dated 5.3.1973
28.No. E(NG)II-71/CL/84 dated 10.5.1973
29.No. E(NG)II/71/CL/83 dated 11.5.1973
30.No. E(LWA)69/HER/42 dated 26.5.1973
31.No. 65/H(FP)/6/74 dated 7.6.1973
32.No. PC-72/RLT/69/3(i) dated 12.7.1973
33.No. E(LL)72/AT/MW/1-2 dated 17.7.1973
34.No. E(LL)72/AT/MW/1-2 dated 24.12.1973
35.No. E(NG)II/73/CL/41 dated 23.8.1973
36.No. PC-72/RLT/72/89/3(i) dated 17.9.1973
37.No. PC-72/RLT/69/3(ii) dated 17.9.1973
38.No. PC-72/RLT/69/3 dated 19.11.1973
39.No. E(LL)72/AT/MW/1-2 dated 24.12.1973
40.No. E(LL)71/AT/ID/1-7 dated 22.1.1974
41.No. E(SCT)74 CM 15/7 dated 27.4.1974
42.No. E(NG)II/73/CL/70 dated 13.6.1974
43.No. E(LL)71/AT/MW/1-1 dated 18.7.1974
44.No. E(SCT)74 CM 15/7 dated 9.10.1974
45.No. E(NG)II-74 CL/26 dated 25.2.1975
46.No. PC/76/CL/79 dated 21.8.1976
47.No. E(NG)II/76/CL/79 dated 5.11.1976
48.No. E(NG)II/76/CL/63 dated 22.1.1977
49.No. E(NG)II/76/CL/116 dated 21.3.1977
50.No. E(NG)II/77/CL/1 dated 30.4.1977
51.No. PC-75/RLT/69/7 dated 13.7.1977
52.No. E(LL)76 AT/ID/1-16 dated 17.2.1978
53.No. E(NG)II/77/CL/2 dated 3.5.1978
54.No. E(NG)II/78/CL/8 dated 7.8.1978
55.No. E(NG)II/78/CL/30 dated 13.9.1978
56.No. E(NG)II/77/CL/2 dated 8.11.1978
57.No. E(NG)II/78/CL/14 dated 22.11.1978
58.No. E(LL)76/AT/ID/1-16 dated 23.11.1978
59.No. E(LL)78/AT/ID/1-26 dated 21.12.1978
60.No. E(NG)II/78/CL/14 dated 27.12.1978
61.No. 78/H (FW)/9/5 dated 15.2.1979
62.No. 79-E(SCT)15/1 dated 10.3.1979
63.No. E(NG)II/79/CL/7 dated 13.3.1979
64.No. E(NG)II/79/CL/16 dated 27.4.1979
65.No. E(NG)II/79/CL/5 dated 16.5.1979
66.No. E(NG)II/77/CL/N/4 dated 24.7.1979
67.No. E(NG)II/79/CL/26 dated 28.7.1979
68.No. E(LL)77/AT/ID/1-23 dated 28.6.1979
69.No. E(P&A)II/79/PLB/1 dated 24.1.1980
70.No. 80/H/FW/7/1 dated 7.2.1980
71.No. E(LR)III/78/HL 1/4 dated 23.2.1980
72.No. E(NG)II/83/CL/NR/39 dated 29.9.1980
73.No. E(NG)II/78/CL/12 dated 14/16.10.1980
74.No. E(NG)II/80/CL/25 dated 21.10.1980
75.No. E(NG)II/80/CL/19 dated 31.1.1981
76.No. E(NG)II/80/CL/25 dated 2.4.1981
77.No. E(NG)II/77/CL/46 dated 8.6.1981
78.No. E(NG)II/81/RSC/48 dated 15.10.1981
79.No. 80-E(SCT)15/15 dated 26.10.1981
80.No. E(NG)II/80/CL/22 dated 28.10.1981
81.No. E(NG)II/77/CL/46 dated 18.11.1981
82.No. E(NG)II/81/LG-2/28 dated 15.1.1982
83.No. E(NG)II/81/CL/9 dated 21.2.1982
84.No. E(NG)II/79/CL/2 dated 3.3.1982
85.No. E(LL)81/AT/ID/1-18 dated 23.2.1982
86.No. E(LL)80/AT/ID/1-31 dated 31.8.1982
87.No. E(NG)II/82/CL/W/5 dated 21.4.1983
88.No. E(NG)II/83/CL/SC/9 dated 7.5.1983
89.No. E(NG)II/83/CL/NR/39 dated 19.5.1983
90.No. E(NG)II/82/LG 5/4 dated 6.6.1983
91.No. E(NG)II/80/CL/18 dated 29.7.1983
92.No. E(NG)II/80/CL/29 dated 29.8.1983
93.No. E(NG)II/80/CL/25 dated 8.9.1983
94.No. E(NG)II/80/CL/18 dated 7.10.1983
95.No. E(NG)II/82/CL/6 dated 18/19.11.1983
96.No. E(P&A)II/82/1/PLB/6 dated 10.1.1984
97.No. E(NG)II/83/CL/74 dated 4.2.1984
98.No. E(NG)II/78/CL/2 dated 21.2.1984
99.No. E(NG)II/84/CL/28 dated 4.5.1984
100. No. E(NG)II/80/CL/25 dated 14.5.1984
101. No. E(NG)II/84/CL/41 dated 1.6.1984
102. No. E(NG)II/83/CL/107 dated 4.6.1984
103. No. E(NG)II/80/CL/5 dated 7.6.1984
104. No. E(NG)II/84/CL/41 dated 25.6.1984
105. No. E(NG)II/84/CL/41 dated 27.7.1984
106. No. E(NG)II/78/CL/2 dated 22.11.1984
107. No. E(NG)II/80/CL/5 dated 10.12.1984
108. No. E(NG)II/84/CL/92 dated 15.12.1984
109. No. E(NG)II/80/CL/5 dated 20.12.1984
110. No. 80/H/FW/7/1 dated 30.12.1984
111. No. E(NG)II/83/CL/117 dated 25.1.1985(RBE 33/1985)
112. No. E(NG)II/84/PO/MTP/13 dated 13.2.1985
113. No. E(LL)84/AT/MW/1-5 dated 7.6.1985(RBE 159/1985)
114. No. E(NG)II/84/CL/85 dated 31.7.1985(RBE 222/1985)
115. No. E(NG)III/84/CL/85 dated 13.9.1985
116. No. 80/H/F(W)7/1 dated 3.8.1985
117. No. E(NG)II/83/CL/117 dated 10.12.1985
118. No. E(NG)II/84/CL/58 dated 20.12.1985
119. No. E(LL)85 AT/GRA/1-1 dated 26.2.1986(RBE 46/1986)
120. No. E(NG)II/78/CL/2 dated 25.4.1986(RBE 82/1986)
121. No. E(NG)II/84/RR 1/26 dated 4.9.1986(RBE 159/1986)
122. No. E(NG)II/84/CL/41 dated 11.9.1986(RBE 167/1986)
123. No. E(NG)II/85/CL/6 dated 28.11.1986
124. No. E(NG)II/84/CL/28 dated 31.12.1986(RBE 256/1986)
125. No. E(NG)II/84/CL/41 dated 2.3.1987(RBE 39/1987)
126. No. E(NG)II/78/CL/2 dated 4.3.1987(RBE 43/1987)
127. No. E(NG)II/85/CL/6 dated 19.5.1987
128. No. E(NG)II/87/CL/38 dated 12.6.1987
129. No. E(LR)I/80/UTP/4 dated 25.6.1987 (N. Railway)
130. No. E(NG)II/84/CL/24 dated 24.9.1987
131. No. E(NG)II/84/CL/41 dated 21.10.1987
132. No. E(NG)II/88/CL/18 dated 1.11.1988(RBE 251/1988)
133. No. 88-E(SCT)I/28/1 dated 4.10.1988(RBE 228/1988)
134. No. E(NG)II/88/CL/34 dated 22.4.1988(RBE 87/1988)
135. No. E(NG)II-84/RR-1/26 dated 15.12.1988(RBE 271/1988)
136. No. E(NG)II-88/CL/13 dated 12.1.1989(RBE 15/1989)
137. No. E(NG)II-88 /CL-109 dated 17.2.1989(RBE 53/1989)
138. No. E(NG)II/88/CL/113 dated 16.5.1989
139. No. E(LL)86 AT/GRA/1-2 dated 7.8.1989(RBE 199/1989)
140. No. E(NG)II/89/CL/SE/41 dated 28.9.1989
 141. No. E(NG)II/84/CL/28 dated 6.12.1989
142. No. 89-E (SCT)I/80/23 dated 11.12.1989(RBE 304/1989)
143. No. E(NG)II/88/CL/86 dated 14.2.1990
144. No. E(NG)II/89/CL/1 dated 23.2.1990(RBE 41/1990)
145. No. E(NG)II/89/CL/NR/27 dated 13.3.1990
146. No. E(NG)II/84/CL/5 dated 22.6.1990
147. No. E(NG)II/88/CL/68 dated 17.9.1990
148. No. E(W)87 UN 1/14 dated 26.7.1990
149. No. E(NG)II/86/CL/34 dated 20.1.1987

Supplementary Circular and subsequent letters from Railway Board.

Railway Board's Letter No. E(NG)II/92/CL/27 dated 27.07.1993 (RBE 111/93) :-

Benefit of medical treatment to the family members of Casual Labour with
temporary status in open line/project.

Supplementary Circular No 2 - Revised Rate of Daily Allowance vide Railway

Board's letter No. E(NG)II/90/CL/1, dated 03.02.1994 (RBE 8/1994).

Supplementary Circular No. 3- Filling of Group 'D' (Class IV) vacancies by

empanelment of Casual Labour and Substitutes — Extension of screening
procedure - No. E(NG)II/84/ CL/85, dated 11.1.1995 (RBE 3/1995).

Supplementary Circular No. 4 - Clarification on promotion of casual Labour -

No. E(NG)II/93/CL/RE/116 dated 29.05.1995 (RBE 49/1995).

Supplementary Circular No. 5 - Engagement and absorption of Project Casual

Labour of Extra-Zonal Workcharged Organisations - E(NG)II/94/CL/RE/8 dated
27.07.1995 (RBE 75/1995).

Supplementary Circular No. 6 - Designation of Casual Labour -

No. E(NG)II/95/CL/54. dated 13.10.1995 (RBE 116/1995).

Supplementary Circular No. 7 - Engagement and absorption of Project Casual

Labour of Extra-Zonal Workcharged Organisations - E(NG)II/95/CL/55 dated
2.11.1995 (RBE 122/1995)