Payment of ad hoc bonus to Central Government Employees – Revised Clarifications

Query

Clarification

1

Whether the employees in the Following categories are eligible for the benefit of ad hoc bonus, for an accounting year

.

Subject to completion of minimum six months continuous service and being in service as on 31st March of the accounting year.—

(a) Employees appointed on purely temporary ad hoc basis

(a) Yes, if there is no break in service.

(b) Employees who resigned retired from service or expired before 31st March of the relevant year.

(b)As a special case only those persons who superannuated or retired on invalidation on medical grounds or died before 31st March but after complet­ing at least six months regular service during the year will be eligible for the ad hoc bonus on pro rata basis in term of nearest number of months of service

(c) Employees on deputation/ foreign service terms to State Governments, U.T. Governments, Public Sec-tor Undertakings, etc., on 31st March.

(c) Such employees are not eligible for the ad hoc bonus to be paid by the lending departments. In such cases the liability to pay ad hoc bonus lies with the borrowing organisation depending upon the ad hoc bonus/ PLB/ex gratia/incentive payment scheme, if any, in force in the borrowing organisation.

(d) Employees who reverted during accounting year from deputation on foreign service with the organisations indicated in (c) above

(d) The total amount of bonus/ ex gratia received for the accounting year from foreign employer and the ad hoc bonus, if any, due from a Central Government office for the period after reversion will be restricted to the amount due under ad hoc bonus orders.

(e) Employees from State Government/U.T. Admn./ Public Sector Undertakings/Autonomous Organisation on reverse deputation with the Central Government.

(e) Yes, they are eligible for ad hoc bonus to be paid by the borrowing departments in terms of ad hoc orders provided no additional incentive as part of terms of deputation, other than Deputation Allowance, is paid and the lending authorities have no objection.

(f) Superannuated employees who were re-employed.

(b) Re-employment being fresh employment, eligibility period is to be worked out separately for re-employment period; the total amount admissible, if any, for period prior to superannuation and that for re- employment period being restricted to the maximum admissible under ad hoc bonus orders

(g) Employees on half-pay leave / E.O.L. / Leave not due/study leave at any time during the accounting year.

(g) Except in the case of leave without pay the period of leave of other kinds will be included for the purpose of working out eligibility period. The period of E.O.L./dies non will be excluded from eligibility period but will not count as break in service for the purpose of ad hoc bonus.

(h) Contract employees, like resident doctors, consoli­dated salary workers in Registrar-General of India, Research Fellows, etc.

(h) Yes, if the employees are eligible for benefits like dearness allowance and interim relief. Categories not eligible for these benefits would be considered at par with casual labour in terms of ad hoc bonus orders. Research Fellows not being in receipt of emoluments are not eligible for the benefit.

(i) Employees under suspen­sion at any time during the accounting year.

(g) Subsistence allowance given to an employee under suspen­sion for a period in the accounting year cannot be treated as emoluments. Such an employee becomes eligible for the benefit of ad hoc bonus if and when reinstated with benefit of emoluments for the period of suspension, and in other cases such period will be excluded for the purpose of eligibility as in the case of employees on leave without pay.

(j) Employees transferred from one Min./Deptt. / Office covered by ad hoc ‘bonus orders to another within the Government of India or a Union Territory Government or an autonomous body covered by ad hoc bonus orders and vice versa

(j) Employees who are transferred from any of the Ministry/ Department/Office covered by ad hoc bonus orders to another such office without break in service will be eligible on the basis of combined period of service in the different organisations. Those who are nominated on the basis of a limited departmental or open competitive exam. from one organisation to a different organisation will also be eligible for the ad hoc bonus. The payment will be made only by the organisation where he was employed as on 31st March and no adjustments with the previous employer will be necessary.

(k) Employees who are transferred from a Government Department / Organisation covered by ad hoc bonus orders to a Government Department / Organisation covered by Productivity- Linked Bonus scheme or vice versa.

k) They may be paid what would have been paid on the basis of emoluments in ad hoc bonus covered department for the entire year less the amount due as productivity-linked bonus. The amount so calculated may be paid by Department where he was working on 31st March and/or at the time of payment

(l) Part-time employees engag­ed on nominal fixed pay­ment,

(l) Not eligible.

2

What are the emoluments to be taken into account for working out eligibility and quantum of bonus in the following types of cases

In terms of ad hoc bonus orders employees drawing emoluments up to and including Rs. 2,500 per month are eligible for benefit of ad hoc bonus. The points raised are clarified as under

(a) The month in the account­ing year the emolument for which is to be taken into account.

(a) Emoluments admissible as on 31st March or the emoluments last drawn by the employees – who superannuated / expired during the year.

(b) Those who were on E.O.L./ Half-Pay Leave / Study Leave during the month of March.

(b)Emoluments last drawn before proceeding on leave

(c) Those promoted on ad hoc basis to higher posts but who have not completed six months period as in higher post.

(c)The emoluments admissible as on 31st March.

(d) Those who are promoted, draw increment which entitle them to emoluments exceeding Rs. 2,500 per month

(d) The emoluments admissible on 31st March alone will be taken into account for the purpose of determining eligibility and payment of bonus

(e)Types of allowances which will be treated as part of emoluments

(e) Unless otherwise defined in the ad hoc bonus orders for the relevant year, the term “emoluments” will be and include basic pay, personal pay, special pay and dearness allowance, deputation (duty) allowance and will also include additional dearness allowance and interim relief in the case of employees who have not opted to come over to revised scales of pay. It does not include certain other allowances such as house rent allowance, compensatory (city) allowance, special compensatory (remote locality) allowance, bad climate allowance, children education allowance, etc.

(f) Emoluments in the case of pensioners who are re­employed.

(f) The emoluments which the pensioners are entitled as on 31st March (including the por-tion of deduction on account of pension or P.E.G.).

(g) In case of employees of State Government/UT. Government/Public Sector Undertakings, Autonomous Organisations on reverse deputation to Government of India.

(g) Emoluments admissible as on 31st March in the borrowing organisations under Central Government.

3

3. Whether ad hoc bonus is pay
able to casual labour for an
accounting year in the following
cases:—

(a) Those who have put in specified number of days of work in different offices during each of the three years ending with the said accounting year.

(a) The eligibility is to be worked out for three years from the said accounting year backwards. The period of 240 days of work in each of these years may be arrived at by combining the number of days worked in more than one offices of the Government of India, for which bonus, ex gratia or incentive payment has not been earned and received.

(b) Casual labour who were not in work on 31st March.

(b) The condition of being in employment on 31st March as laid down in relevant orders is applicable to regular Government employees and not to casual labour.

c) Those who have put in at least specified number of days of work in each of two years preceding the accounting year but are short of this limit due to regularisation in employment in the said accounting year.

If a casual labour, who has been regularised in the accoun­ting year does not fulfil the minimum continuous service of six months as on 31st March and therefore cannot be grant­ed benefit as a regular em­ployee, he may be allowed the benefit as for a casual labourer provided the period of regular service in the said year if added to the period of work as casual labour works out to at least specified number of days in that accounting year