44. (1) An employee shall be entitled to sick leave, on production of medical certificate, at the rate of twenty (20) days for every year of service subject to a maximum of five hundred and forty (540) days during the full period of her service; Provided that additional sick leave may be granted, if it is considered necessary in the interest of the Authority; Provided further that the production of a medical certificate may not be insisted upon where sick leave does not exceed three (0... ... ...

43. (1) An employee may be permitted to encash ordinary leave once in every calendar year for a minimum period of ten (10) days and maximum of thirty (30) days, subject to the condition that she has to her credit a minimum balance of one hundred and eighty (180) days ordinary leaves or more after encashment; Provided that in case of an employee other than employee who has joined the services of the Authority through direct recruitment in Grade A or as Multi-Tasking Staff and whose total s... ... ...

42. (1) An employee shall be entitled to ordinary leave at the rate of thirty (30) days for every year of service subject to a maximum accumulation of three hundred (300) days. (2) Such leave shall be credited to the ordinary leave account of the employee half yearly on 1st April and 1st October respectively in each year at the rate of fifteen (15) days for every six (06) months of service rendered by such employee. (3) Where an employee has to her credit two hundred and eighty six (28... ... ...

41. (1) The following employees shall be eligible to apply for special hardship leave: (a) An employee confirmed in the services of the Authority and having completed five years of service in the Authority: Provided that special hardship leave before completion of five years of service may be sanctioned in exceptional circumstances for the purposes provided in sub-regulation (4), on an application by such employee and upon recommendation of the approving authority in accord... ... ...

40. (1) Notwithstanding anything contained in Regulation 39, the Chairperson may grant special casual leave to an employee in the following circumstances: (a) When the absence from duty is necessitated by orders from the authorities empowered to issue quarantine orders not to attend office in consequence of any infectious disease to the employee or her family or household. (b) When an employee is unable to attend her duties due to a bodily injury sustained while on duty and... ... ...

39. (1) An employee shall be eligible for casual leave up to a maximum of twelve (12) working days in each calendar year; Provided that no employee may take casual leave for less than half (1/2) day or more than five (05) days at a time; Provided further that public holidays may not be combined with casual leave in such a way as to increase the absence from office at any one time beyond twelve (12) days, in which case the entire period of such absence will be treated as Ordinary Leave.... ... ...

38. Leave may not be granted to an employee under suspension or against whom disciplinary proceedings are pending. =============... ... ...

37. The Competent Authority may require an employee, who has availed of leave on medical grounds for a period of more than three days, to produce a medical certificate of fitness before she resumes duty even though such leave was not actually granted on the basis of a medical certificate. =============... ... ...

36. An employee on leave shall, unless otherwise instructed to the contrary, return for duty to the place at which she was stationed before proceeding on leave. =============... ... ...

35. An employee shall, before proceeding on leave, intimate to the Competent Authority her location(s) and contact details while on leave, and shall keep the Competent Authority informed of any change in her location(s) previously furnished. Explanation : The term location in this regulation is intended to cover the broad location of the employee such as a state (in case of travel within India) or Country (in case of travel outside India). =============... ... ...

34. (1) The first day of an employee's leave shall be the first working day immediately succeeding the last working day on which she had reported for duty. (2) The last day of an employee's leave shall be the working day immediately preceding the day on which the employee resumes duty upon return from leave. =============... ... ...

33. (1) Leave cannot be claimed as a matter of right. (2) The discretion to refuse or revoke any kind of leave is reserved with the Competent Authority, and an employee already on leave may be recalled by the Competent Authority when it considers so necessary due to work exigencies or otherwise in the interest of the Authority. (3) The employee may join the duty before the expiry of the sanctioned leave, with intimation to the Competent Authority. (4) Save as otherwise specifically ... ... ...

N.J.JAMADAR, J. For the Applicant : Mr. Taraq Sayed with Ms. Ashwini Achari For the Respondent : Mrs. Aruna S. Pai, Spl. P.P. For the State : Mr. Prashant Jadhav, APP P.C. 1. Heard the learned Counsel for the parties. 2. The applicant who is arraigned in F.No.NCB/MZU/CR-92/2021 for the offences punishable under Sections 21(b), 22(c), 28 and 29 of the Narcotic Drugs and Psychotropic Substances Act, 1985, has preferred this application to enlarge him on bail. 3. A specific inf... ... ...

32. The power to grant leave shall vest in the Competent Authority. =============... ... ...

Leave entitlement includes casual, ordinary, sick, special, maternity or paternity, extraordinary, accident, study, compensatory, and other Authority-specified special leave. Leave pay is drawn at the full or half rate applicable to the leave type, but no pay is admissible during extraordinary leave.

30. (1) Every employee shall, on her appointment, declare her domicile in writing to the Authority, and if such domicile is not her place of birth, she must establish the same to the satisfaction of the Competent Authority. (2) No employee who has once indicated her domicile, shall be allowed to alter the same unless the employee satisfies the Authority that the change is bona-fide and in no case may an employee be permitted to change her domicile in such a manner as to increase the cost ... ... ...

Promotion to a higher grade retains the existing increment date where the employee has not reached the maximum of the pre-promotional incremental scale. If the employee has reached that maximum, the next promotional-grade increment is due one year from actual promotion. Where a post-scale benefit, including personal allowance or stagnation increment, would accrue in the pre-promotional grade within that year, the promotional-grade increment becomes due on the date that benefit accrues.

28. (1) Subject to such special or general instructions as may be issued by the Authority, the pay of an employee appointed through direct recruitment, or from one grade in the Authority to another, shall initially be so fixed in the scale of pay of the post in which the employee is appointed that it is not less than her substantive pay. (2) On confirmation in the higher grade, the pay of an employee shall be fixed at such appropriate stage as may be decided by the Competent Authority. ... ... ...

Annual increments accrue yearly irrespective of probationary, officiating, or substantive service. Deputed employees ordinarily receive increments based on their Authority joining date, subject to protection of the lending organisation's increment date where necessary to avoid pecuniary loss. Leave without pay generally does not count unless authorised, while higher-grade officiating service counts for relevant increments. Withholding is limited to disciplinary action, and stagnation increments may be granted at the final scale stage.

Compensatory allowance, excluding pay, may be granted to a whole-time employee required to work on holidays or extra hours on working days for the Authority's work. Compensatory leave may be permitted instead of allowance for holiday work. The Chairperson determines the payment rate and circumstances for payment.