LIFE INSURANCE CORPORATION OF INDIA (STAFF) REGULATIONS, 1960
These Regulations may be called the Life Insurance Corporation of India (Staff) Regulations, 1960.
Regulation 1 of the Life Insurance Corporation of India (Staff) Regulations, 1960, serves as the short title and application clause, establishing the scope and authority of the Regulations. It provides the formal name under which the Regulations are known and clarifies that they are applicable to all staff of the LIC, framing the legal foundation for the terms and conditions of service of LIC employees [Reg.1; Source: ].
Regulation 1 states that these Regulations shall be called the "Life Insurance Corporation of India (Staff) Regulations, 1960," and that they shall apply to every whole-time salaried employee of the Corporation unless otherwise specified by any contract, agreement, or appointment letter. It also authorizes the Corporation to implement these Regulations through the power vested in the Chairman [Reg.1; Source: ].
The section broadly covers:- All staff employed on a full-time basis in LIC, including officers, clerical staff, and other salaried employees.- It excludes insurance agents and work-charged employees whose salaries are charged to specific properties or works.- It provides the legal basis for framing detailed rules governing employment, discipline, and service conditions [Reg.1; Source: , ["Chairman, L. I. C. of India, Bombay VS Kalangi Samuel Prabhaker"]*].
As a procedural regulation, Reg.1 itself does not prescribe penalties or punishments. However, it lays the groundwork for disciplinary measures under subsequent regulations, such as Regulation 39, which specifies penalties for misconduct, negligence, or breach of discipline [Reg.1; Source: , ["00000008550"]*].
In summary, Regulation 1 of the LIC (Staff) Regulations, 1960, is a foundational statutory provision that defines the title, scope, and authority of the Regulations, establishing the legal framework for the employment, discipline, and service conditions of LIC staff. It ensures the Regulations are enforceable, binding, and consistent with the LIC Act, 1956, providing clarity and authority for the entire staff management system.
They shall apply to every whole-time [salaried]1 employee of the Corporation (in India)2 unless otherwise provided by the terms of any contract, agreement or letter of appointment.
Explanation: Employee excludes insurance agents and work-charged employees whose salaries are charged to particular property/properties or work/works. In the case of a female employee he and his are to be read as she and her.
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1. Notified in Gazette of India, Part-IV dated 18.6.1966.
2. Notified in Gazette of India, Part-III Sec. 4 dated 7.8.1971
In these Regulations, unless there is anything repugnant in the subject or context:-
(a) Act means the Life Insurance Corporation Act, 1956.
(b) Compensatory allowance means an allowance granted to meet personal expenditure necessitated by the special circumstances in which duty is performed (e.g. fixed travelling allowance, conveyance allowance, etc.) and is payable during the period such conditions exist.
(c) Competent authority means the authority specified in Schedule-IV to discharge the functions laid down in these Regulations.
(d) Corporation means the Life Insurance Corporation of India.
(e) Insurer in respect of a transferred employee shall mean the insurer in whose service the employee was workin
The Chairman may, from time to time, issue such instructions or directions as may be necessary to give effect to, and carry out, the provisions of these regulations and in order to secure effective control over the staff employed in the Corporation.
The staff of the Corporation shall be classified as follows:
Class I - Officers
Class II - (Development)1 Officers
Class III - Supervisory and Clerical Staff
Class IV - Subordinate Staff
Appointments including promotions shall be made by the authorities specified in this behalf in Scheduled I.
2(1) All recruitment and promotions shall be made against the vacancies in sanctioned posts.
(2) In making selections and promotions the appointing authority (vide Schedule I) shall be assisted by Committees herein prescribed:
3(i) Posts belonging to Class I:
(a) Posts in the cadre of Zonal Managers and above or equivalent cadres Chairman and three Officers not below the rank of Zonal Manager.
(b) Posts in the cadres of Dy. Zonal Manager/Sr. Divisional Manager, Divisional Manager and equivalent cadres Managing Director and three Officers not below the rank of Zonal Manager.
(c) Posts in the cadres of Assistant Divisional Manager/Sr.Branch Manager and equivalent cadres Three Officers not below the rank of
7(1) Notwithstanding anything contained in these Regulations, a Managing Director, Executive Director (Personnel), a Zonal Manager or a Divisional Manager may employ staff in Classes III and IV on a temporary basis subject to such general or special directions as may be issued by the Chairman from time to time.
2(2) No person appointed under sub-regulation(1) shall only by reason of such appointment be entitled to absorption in the service of the Corporation or claim preference for recruitment to any post.
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7. Notified in Gazette of India, Part-III Sec.4 dated 23.1.1971 and 7.8.1971
No person shall be appointed to the service of the Corporation unless he has been certified by a qualified medical practitioner, approved by the Corporation, to be of sound constitution and medically fit to discharge his duties.
The age of a person at the time of his appointment to the service of the Corporation shall not be less than 18 or more than [30 years]10, provided that the competent authority may relax the upper age in respect of candidates specified in Column (2) of the Table below upto the limit specified in the corresponding entry in Column (3) of the Table:
TABLE
Sl. No.
Candidates
Age limit
(1)
(2)
(3)
All first appointments shall be made on the minimum basic pay of the grade to which the appointment is made, [provided that the competent authority may authorise the grant of advance increments with reference to the circumstances in each case.]9
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9. Notified in Gazette of India, Part-IV dated 18.6.1966
(1) No person who has been dismissed from the service of the Corporation shall be re-employed.
12(2) A person whose services have been terminated otherwise than by way of dismissal may be re-employed with the prior sanction of the Executive Committee in the case of appointments to posts belonging to Class-I and of the Chairman in the case of appointments to posts belonging to Class-II, III & IV.
Provided that where the appointing authority specified in Schedule-I is the Executive Committee or the Chairman, as the case may be, the said authority, and in any other case, with the prior approval in writing of the Managing Director, the appointing authority to the post may re-employ a person who has resigned from service.
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Except as otherwise provided by or under these Regulation, service of an employee shall be deemed to commence from the working day on which an employee reports for duty in an appointment covered by these Regulations at the place and time intimated to him by the appointing authority, provided that he reports before noon, otherwise his service shall commence from the following day.
Explanation: In the case of a transferred employee his service shall be deemed to have commenced from the date on which his service commenced with the insurer.
(1) Persons appointed to posts belonging to Classes I & II shall, on the first appointment in the Corporations service, be required to be on probation for a period of one year from the date of appointment.
(2) Persons appointed to posts belonging to Classes III & IV shall, on the first appointment in the Corporations service, be required to be on probation for 6 months.
(3) Subject to the provisions of any law for the time being in force the appointing authority may, at its discretion, dispense with, reduce or extend the probationary period, but in no case shall the total period of probation exceed
(a) In case of employees belonging to Classes I & II. Two years
(b) In other cases. One year.
14Provi
Deleted.
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2. Notified in Gazette of India, Part-III Section 4 dated 7.8.1971.
(1) An employee promoted to a higher post shall be treated as on probation in the higher post for a period of one year in the case of promotions to posts belonging to Classes I and II and 6 months in other cases. Provided, however, that the competent authority may in its discretion extend the period of probation, but in no case shall the total period of probation exceed-
(a) in the case of promotions to posts belonging to Classes I & II 2 Years.
(b) in other cases 1 year.
(2) An employee on probation shall be liable to be reverted without notice at any time.
(3) During the period of probation an employee retains his lien on his lower post and the period shall count as permanent service for all purposes.
(1) Notwithstanding anything contained in Regulation 7, the competent authority may at its discretion appoint an employee to officiate in a vacancy in a sanctioned post in a higher cadre.
(2) No person appointed to officiate under sub-regulation (1) shall by virtue of such appointment be entitled to any claim for promotion or for any increment in the higher scale.
(3) An employee appointed to officiate in higher post shall be liable to be reverted without notice during the officiating period.
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7. Notified in Gazette of India, Part-III Sec.4 dated 23.1.1971 and 7.8.1971
(1) An employee, other than an employee on probation or an employee appointed on a temporary basis, shall not leave or discontinue his service in the Corporation without first giving notice in writing to the competent authority of his intention to leave or discontinue the service. The period of notice required shall be-(a) three months in the case of an employee belonging to Class I; (b) one month in the case of other employees.
Provided that such notice may be waived in part or in full by the competent authority at its discretion.
In case of breach by an employee of the provisions of the sub-regulation, he shall be liable to pay the Corporation as compensation a sum equal to his salary for the period of notice required of him, which sum may be deducted from any moneys due to him.
(2) The Chai
16(1) An employee belonging to Class III or Class IV and a transferred employee belonging to Class I or Class II shall retire on completion of age 60; but the competent authority may, if it is of the opinion that it is in the interest of the Corporation to do so, direct such employee to retire on completion of 55 years of age or at any time thereafter, on giving him three months notice or salary in lieu thereof.
Provided that an employee who is a member of any approved superannuation fund, as defined in clause (a) of Section 58-N of the Indian Income tax Act, 1922 and which has been recognised and allowed to be continued by the Corporation, shall be permitted upon request to retire before the date of retirement specified in this sub-regulation either (a) on completion of 25 years of service or (b) on completion of 20 years of service, provided he has reached age 50 or (c) on comple
Unless in any case it be otherwise distinctly provided, the whole time of an employee shall be at the disposal of the Corporation and he shall serve the Corporation in its business in such capacity and at such place as he may, from time to time, be directed.
Every employee of the Corporation shall at all times maintain absolute integrity and devotion to duty, shall conform to and abide by these Regulations and shall observe, comply with and obey all orders and directions which may, from time to time, be given to him in the course of his official duties by any person or persons under whose jurisdiction, superintendence or control he may, for the time being, be placed.
No employee shall, while in service or after his retirement, resignation or discharge, except in accordance with any general or special order of his superior officers or Corporation or in performance, in good faith, of the duties assigned to him, communicate directly or indirectly any official documents or information to any employee or any other persons to whom he is not authorised to communicate such document or information.
(1) Save as provided in sub-regulation (3) below, no employee shall, except with the previous sanction of the competent authority, give evidence in connection with any inquiry conducted by any person, committee or authority.
(2) Where any sanction has been accorded under sub-regulation(1) no employee giving such evidence shall criticise the policy or any action of the Corporation or of the Government.
(3) Nothing in this regulation shall apply to-
(a) evidence given at an inquiry before an authority appointed by the Government, by Parliament or by a State Legislature or Corporation: or
(b) evidence given in any judicial inquiry; or
(c) evidence given at any departmental inquiry ordered by the Corporation
Every employee shall serve the Corporation honestly and faithfully and shall use his utmost endeavours to promote the interest of the Corporation and shall show courtesy and attention in all transactions.
[(1) ......................... ]1
(2) It shall be the duty of every employee to endeavour to prevent any member of his family from taking part in, subscribing in aid of or assist in any other manner any movement which tends directly or indirectly to be subversive of the Life Insurance Corporation or of the Government as by law established, and where an employee is unable to prevent a member of his family from taking part in, or subscribing in aid of, or assisting in any other manner, any such movement or activity, he shall make a report to that effect to the Corporation.
Explanation: For purpose of the regulations in this chapter members of the family in relation to an employee include-
(i) the wife, child or step-child or such employee whether residing with him or not, and in relation to an e
3No officer of the Corporation shall engage himself or participate in any demonstration which involves incitement to an offence nor shall he resort to or abet any form of strike.
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3. Notified in Gazette of India, Part-IV dated 11.9.1965.
(1) No employee shall, except with the previous sanction of the Corporation, own wholly or in part, or conduct or participate in the editing or managing of any newspaper or other periodical publication.
(2) No employee shall, except with the previous sanction of the [Chairman or any other authority empowered by him]4 in this behalf, or in the bona fide discharge of his duties, participate in a radio broadcast or contribute any article or write any letter either anonymously or in his own name or in the name of any other person to any newspaper or periodical.
Provided that no such sanction shall be required if such broadcast or such contribution is [occasional and is]4 of a purely literary, artistic or scientific character.
Provided further that this regulation will not apply to any statement to
(1) No employee or class of employee shall, except with the approval of the Corporation, engage directly or indirectly in any trade or business.
(2) No employee shall, except with the previous sanction of the Corporation, take part in the registration, promotion or management of any bank or other company registered under the Indian Companies Act or any other law for the time being in force.
[Provided that an employee may take part in the registration, promotion or management of Cooperative Societies under Co-operative Societies Act or any other law for the time being in force, which have been formed mainly by the employee of the Corporation and for their benefit]4
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4. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
No employee shall accept, solicit or seek any outside employment or office whether stipendiary or honorary, without the previous sanction of the competent authority.
No employee shall undertake part-time work for a private or public body or a private person or accept fee therefor without the sanction of the competent authority which shall grant sanction only in exceptional cases when it is satisfied that the work can be undertaken without detriment to his official duties and responsibilities. The competent authority may, in cases in which it thinks fit to grant such sanction, stipulate that any fees received by the employee for undertaking the work shall be paid, in whole or part to the Corporation.
8[Provided that no employee of the Corporation shall be permitted to act as an insurance agent and no employee shall allow his/her spouse and dependent children or dependent step-children, whether residing with him/her or not, to act as an insurance agent.]
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(1) An employee shall not absent himself from his duties without having obtained the permission of the competent authority, nor shall he absent himself in case of sickness or accident without submitting a medical certificate satisfactory to the competent authority.
Provided that in case of unforeseen emergency an employee may be allowed to avail of one days casual leave without prior sanction, subject to the condition that the competent authority is promptly advised of the circumstances in which prior sanction could not be obtained.
Provided further that in the case of temporary indisposition the production of a medical certificate may, at the absolute discretion of the competent authority, be dispensed with.
4(2) an employee who absents himself from duty without leave or overstays his leave s
No employee shall absent himself from his station overnight, except on duty, without the prior sanction of the competent authority.
(1) No employee shall, except with the sanction of the Chairman, accept or permit his wife or any other member of his family to accept from any person any gift of more than a trifling value.
(2) If the question arises whether any gift is of a trifling value or not, or where an employee is in any doubt whether a gift offered to him is of a trifling value or not a reference shall be made to the Chairman by such employee and the decision of the Chairman thereon shall be final [under these regulations]2.
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2. Notified in Gazette of India, Extraordinary, Part-II sec.3 sub-sec.(i) dated 13.12.1993
(1) No employee shall speculate in any investment.
Explanation: Habitual purchase or sale of securities of notoriously fluctuating values shall be deemed to be speculation in investment within the meanings of this sub-regulation.
(2) No employee shall make or permit his wife or any member of his family to make an investment likely to embarrass or influence him in the discharge of his duties.
(3) If any question arises whether a security or investment is of the nature referred to in sub-regulation (1) or sub-regulation (2), the decision of the Corporation shall be final [under these regulations]2.
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2. Notified in Gazette of India, Extraordinary, Part-II sec.3 sub-sec.(i) dated 13.12.1993
(1) No employee shall, except with the previous sanction of the competent authority, lend money to any person possessing land or valuable property within the local limits of his authority, or on interest to any person.
Provided that an employee may make an advance of pay to a private servant or give a loan of small amount free of interest to a personal friend or relative, even if such person possesses land within the local limits of his authority.
(2) No employee shall, save in the ordinary course of business with a bank or a firm of standing, borrow money from or otherwise place himself under pecuniary obligation to any person within the local limits of his authority, or any other person with whom he is likely to have official dealings, nor shall he permit any member of his family, except with the previous sanction of the competent auth
An employee shall so manage his private affairs as to avoid habitual indebtedness or insolvency. An employee who is in debt shall furnish to the competent authority a signed statement of his position half-yearly on the 30th June and 31st December, and shall indicate in the statement the steps he is taking to rectify his position. An employee who makes a false statement under this regulation or who fails to submit the prescribed statement or appears unable to liquidate his debts within a reasonable time or applies for the protection of an insolvency court shall be liable to [disciplinary action.]4
Explanation: 1. For the purpose of this regulation an employee shall be deemed to be in debt if his total liabilities exclusive of those which are fully secured or those taken from the Employees Co-operative Credit Society exceed his salary for 6 months.
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:.-(1) No employee of the Corporation shall except with the previous knowledge of the competent authority, acquire or accept either in his name or in the name of any member of his family, any immovable property or any interest therein by lease, mortgage, purchase, sale, gift or otherwise or dispose of the same in any manner.
(2) No employee of the Corporation shall, except with the previous sanction of the competent authority, enter into any transaction concerning any immovable or movable property with a person or a firm with whom he has or had official dealings.
(3) Every employee of the Corporation shall, immediately report to the competent authority every transaction of movable property if the value of such property exceed Rs.10,000 in the case of an employee holding any Class I or Class II posts or Rs.5,000 in the case of an employee
(1) The appointing authority or any authority to which it is subordinate or any other authority empowered in that behalf (vide Schedule IV) may place an employee under suspension-
(a) where a disciplinary proceeding against him is contemplated or is pending; or
(b) where a case against him in respect of any criminal offence is under investigation or trial.
(2) An employee who is detained in custody, whether on a criminal charge or otherwise, for a period exceeding 48 hours shall be deemed to have been suspended with effect from the date of detention, by an order of the appointing authority, and shall remain under suspension until further orders.
(3) Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an employee
An employee under suspension shall be entitled to subsistence allowance as specified hereunder:-(a) Where the enquiry is domestic, for the first 90 days of suspension, 50% of the salary which the employee would have drawn had he been on privilege leave; 75% of the salary thereafter.
Provided that where such enquiry is prolonged beyond a period of 90 days for reasons directly attributable to the employee, the subsistence allowance shall, for the period exceeding 90 days, be reduced to 1/4th of such salary.
(b) Where the enquiry is conducted by an outside agency, for the first 180 days of suspension, 50% of the salary he would have drawn had he been on privilege leave; 75% of the salary thereafter.
Provided that where such enquiry is prolonged beyond a period of 180 days for reasons directly att
When the suspension of an employee is held to be unjustified or not wholly justified; or when an employee who has been dismissed, removed or suspended is reinstated, the disciplinary, appellate, or reviewing authority, as the case may be whose decision shall be final, [under these regulations]2 may grant to him for the period of his absence from duty-
(a) if he is honourably acquitted, the full pay and allowances which he would have been entitled to if he had not been dismissed, removed or suspended, less the subsistence allowance;
(b) if otherwise, such proportion of pay and allowance as the disciplinary, appellate or reviewing authority may prescribe.
In a case falling under clause (a), the period of absence from duty will be treated as a period spent on duty. [In a case falling under clause
(1) Without prejudice to the provisions of other regulations, [any one or more of]* the following penalties for good and sufficient reasons, and as hereinafter provided, be imposed [by the disciplinary authority specified in Schedule-I]* on an employee who commits a breach of regulations of the Corporation, or who display negligence, inefficiency or indolence or who knowingly does anything detrimental to the interest of the Corporation, or conflicting with the instructions or who commits a breach of discipline, or is guilty of any other act prejudicial to good conduct
(a) Censure;
4(b) Withholding of one or more increments either permanently or for a specified period;
(c) recovery from pay or such other amount as may be due to him of the whole or part of any pecuniary loss caused to the Corpo
Regulation 39 of the Life Insurance Corporation of India (Staff) Regulations, 1960, outlines the disciplinary actions that can be taken against employees for various breaches of conduct. This regulation serves as a framework for maintaining discipline and accountability within the organization.
Regulation 39 specifies the types of penalties that can be imposed on employees for misconduct, negligence, inefficiency, or any breach of the Corporation's regulations. It categorizes penalties into minor and major categories, allowing for a range of disciplinary actions.
The scope of Regulation 39 extends to all employees of the Life Insurance Corporation of India, covering various forms of misconduct and inefficiency. It provides a structured approach to disciplinary actions, ensuring that employees are held accountable for their actions.
Penalties under Regulation 39 can range from censure to demotion or other disciplinary actions. The severity of the punishment is determined based on the nature of the breach and the employee's previous conduct.
Every employee shall have a right of appeal to the appellate authority specified in Schedule I against an order imposing upon him any of the penalties specified under Regulation 39. An appeal against an order of suspension passed under Regulation 36 shall lie to the authority to which the authority which made or is deemed to have made the order of suspension is immediately subordinate. Notwithstanding anything contained in this regulation and subject to the provisions of the Life Insurance Corporation Act, Rules and Regulation no appeal [to the Corporation]2 shall lie against an order made by the Corporation under Regulation 36 or Regulation 39.
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4. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
2. Notified in Gazette of India, Extraordinary, Part-II sec.3 sub-sec.(i
No appeal under this chapter shall be entertained unless it is submitted within a period of three months from the date on which the appellant receives a copy of the order appealed against.
Provided that the appellate authority may entertain the appeal after the expiry of the said period if it is satisfied that the appellant had sufficient cause for not submitting the appeal in time.
(1) Every person submitting an appeal shall do so separately and in his own name.
(2) The appeal shall be addressed to the authority to whom the appeal lies, shall contain all material statements and arguments on which the appellant relies, shall not contain any disrespectful or improper language and shall be complete in itself.
Every appeal shall be submitted through the authority which made the order appealed against.
Provided further that a copy of the appeal may be submitted direct to the appellate authority.
(1) The authority which made the order appealed against may withhold the appeal if-
(i) it does not comply with any of the provisions of Regulation 42; or
(ii) it is not submitted within the period specified in Regulation 41 and no cause is shown for the delay; or
(iii) it is a repetition of an appeal already decided and no new facts or circumstances are adduced.
Provided that an appeal withheld under this sub-regulation shall be returned to the appellant and if resubmitted within one month thereof after complying with the provisions of Regulation 42 shall not be withheld.
(2) Where an appeal is withheld the appellant shall be informed of the fact and the reasons therefor.
(1) The authority which made the order appealed aginst shall, without any avoidable delay, transmit to the appellate authority every appeal which is not withheld under Regulation 44 together with its comments thereon and the relevant records.
(2) The authority to which the appeal lies may direct transmission to it of any appeal withheld under Regulation 44 and thereupon such appeal shall be transmitted to that authority together with the comments of the authority withholding the appeal and the relevant records.
(1) In the case of an appeal against an order of suspension, the appellate authority shall consider whether in the light of the provisions of Regulation 36 and having regard to the circumstances of the case the order of suspension is justified or not and confirm or revoke the order accordingly.
(2) In the case of an appeal against an order imposing any of the penalties specified in Regulation 39, the appellate authority shall consider-
(a) whether the procedure prescribed in these Regulations has been complied with, and if not, whether such non-compliance has resulted in failure of justice;
(b) whether the findings are justified; and
(c) whether the penalty imposed is excessive, adequate or inadequate, and pass orders-
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(1) An employee may appeal against an order which-
(a) denies or varies to his disadvantage his salary or other conditions of service as regulated by any orders, regulations, rules or agreements; or
(b) interprets to his disadvantage the provisions of any such orders, regulations, rules or agreements, to the Corporation if the order is passed by the authority which made the orders or regulations or rules or agreements, as the case may be, or by any authority to which such authority is subordinate, and to the authority which made such orders or regulations or rules or agreements if the order is passed by any other authority.
(2) An appeal against an order-
(a) stopping an employee at the efficiency bar in the time-scale on the ground of his unfitness
(1) Notwithstanding anything contained in these Regulations, the Corporation may, on its own motion or otherwise, after calling for the records of the case, review any order which is made or is appealable under these regulations, and
(a) confirm, modify or set aside the order;
(b) impose any penalty or set aside, reduce, confirm or enhance the penalty imposed by the order;
(c) remit the case to the authority which made the order or to any other authority directing such further action or inquiry as it considers proper in the circumstances of the case; or
(d) pass such other orders as it deems fit.
Provided that an order imposing or enhancing a penalty shall not be passed unless the person concerned has bee
An employee whose appeal under these Regulations has been rejected by the appellate authority subordinate to the Chairman, or in whose case such appellate authority has enhanced the penalty either on appeal under Regulation 40 or on review under Regulation 48(2) ay address a memorial to the Chairman in respect of that matter within a period of 6 months from the date the appellant received a copy of the order of such appellate authority.
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4. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
(1) No employee shall bring or attempt to bring any political or outside influence to bear upon any superior authority to further his interests in respect of matters pertaining to his service in the Corporation.
(2) No appeal, petition or memorial shall be addressed by any employee to the Members of the Corporation personally or to any outside authority or an authority not prescribed in these Regulation or in the Life Insurance Corporation Act.
(1) The scales of pay, dearness allowance and other allowances (wherever payable) applicable to the employees of the Corporation in India shall be as prescribed in Schedule II hereto.
2(1A) The basic pay and other allowance admissible from time to time to an employee belonging to Class II shall be regulated in accordance with the provisions contained in Schedule III.
(2) Where the scales of pay, dearness allowance or other allowances applicable to the employees of the Corporation or any class of them are revised in pursuance of any award, agreement or settlement, or otherwise, the method of fixation of pay in the new scales, the eligibility for the benefit of revision, the date from which the revision shall apply, and other matters connected therewith or incidental thereto shall be regulated by Instructions issued by the Chairman in this
(1) An employee shall commence to draw the salary of a post to which he is appointed fro the date he assumes charge of the post if such charge is assumed in the forenoon, and from the following day if the charge is assumed in the afternoon; and shall cease to draw the same from the day he relinquishes charge, if the charge is relinquished in the forenoon and from the following day if the charge is relinquished in the afternoon.
Provided that in the case of an employee who dies while in service, salary shall cease to be payable with effect from the day following that on which death occurs.
1(2) Notwithstanding anything contained in sub-rule(1) an employee assuming charge of higher post on promotion may, at his option, choose any date which shall be within a period of 12 months from the date of taking charge, to have fixation of his salary
When an employee is transferred from one post to another, he shall, during any interval of duty between the date of his handing over charge of the old post and the date of his taking over charge of the new post, draw the salary and allowances [of the old post]2.
Explanation: When an employee is transferred from a post in India to a post in a foreign territory or from a post in one foreign territory to a post in another foreign territory, he shall start drawing the salary of the new post from the date of embarkation to the new territory and shall cease to draw from that date the allowances attached to the old post. On retransfer to India such employee shall cease to draw salary and other allowances admissible to him on service overseas from the date of disembarkation in India and shall begin to draw from that date the salary and allowances of the post in India.
(1) Save as provided by these Regulations, a compensatory allowance attached to a post will cease to be drawn by an employee when he vacates the post.
(2) A compensatory allowance should ordinarily be drawn only by an employee actually on duty, but the Corporation may grant compensatory allowance or a portion thereof, subject to the provisions of Regulation 70, in addition to leave salary as prescribed in Regulation 69, during the period of leave or any part thereof.
Notwithstanding the fact that the whole time of an employee is at the disposal of the Corporation, the Corporation may [sanction overtime payments]2 to an employee belonging to Class III or Class IV who is required to work on Sundays or holidays or to put in extra hours on week days in connection with the Corporations work, subject to the provisions of the local enactments.
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2. Notified in Gazette of India, Part-III Sec.4 dated 22.4.1976.
(1) The following service shall count for increment:-
(a) Service excluding periods spent on extraordinary leave in a post on a scale of pay counts in that scale, as well as in the time scale in which employee holds lien.
(b) Service excluding periods spent on extraordinary leave in a higher post counts for increment in a lower post.
(c) Period spent on foreign service counts for increment.
(d) Service in another post of the same rank, service on deputation and leave other than extraordinary leave, and extraordinary leave if directed by the (Competent Authority)3 in terms of Regulation 69(4) counts for increment in the time-scale in which the employee is borne or on which he holds a lien.
(2) [Subject to
(1) On appointment to a higher grade, the basic pay of an employee shall be initially fixed at one stage above that stage in the higher scale which is next above his basic pay in the lower scale.
Provided, however, that where the basic pay in the lower scale is a stage in the higher scale, the basic pay shall be fixed at the stage in the higher scale which is next above his basic pay in the lower scale.
Provided further that the basic pay shall be fixed at the minimum of the higher scale where such fixation results in an increase in basic pay of at least one grade increment obtaining at the minimum of the higher scale.
(2) Subject to such conditions as may be imposed from time to time, a personal allowance may be granted to employees promoted to a higher cadre in consideration of the loss in r
No employee of the Corporation shall be entitled to profit sharing bonus. However, the Corporation may, having regard to the financial condition of the Corporation in respect of any year and subject to the previous approval of the Central Government, grant non-profit sharing bonus to its employees in respect of that year at such rate as the Corporation may think fit and on such terms and conditions as it may specify as regards eligibility for such bonus.
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5. Notified in Gazette of India, Part-III Sec.4 dated 26.5.1978.
The Corporation may sanction ad hoc grants where the circumstances require it. The Corporation may also sanction bonus commission to its Development Officers depending upon business. [The Corporation may also sanction merit awards and incentive payments to employees in accordance with such schemes as it may approve from time to time.]4
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4. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
Renumbered as 81A
____________________________
4. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
(1) All employees of the Corporation, excluding the Building Maintenance Staff such as watchmen, liftmen, sweepers and cleaners who are not transferred employees shall be entitled to those holidays which are declared by the respective State Governments/Central Government as holidays under the Negotiable Instrument Act, 1881, but excluding such holidays as are expressly declared for the purpose of enabling banks to close their account.
(2) The Building Maintenance Staff who are not transferred employees shall be granted seven holidays in a calendar year.
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1. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
Subject to the provisions of these Regulations the following kinds of leave may be granted to an employee:
(1) Casual Leave (5) Maternity Leave
(2) Privilege Leave (6) Special Leave
(3) Sick Leave (7) Quarantine Leave
(4) Extraordinary Leave
The following general principles shall govern the grant of leave to the employees:-
(a) Leave is earned by duty or service.
(b) It cannot be claimed as a matter of right.
When the exigencies of service of Corporation so require discretion to refuse or revoke leave of any description is reserved to the authority empowered to grant it.
Explanation : Sanction of leave may not be presumed and leave asked for should not be availed of unless it has been specifically sanctioned.
(c) [All leave lapses at the time of retirement, death, discharge, dismissal, resignation or termination for any reason whatsoever.]2
(d) An employee on leave may not take up any service or ac
(1) An employee may be granted casual leave upto a maximum of 15 days during the period of 12 months from 1st July to 30th June.
(2) Notwithstanding what is stated in sub-regulation (1) in the case of an employee who is governed by sub-regulation (1) of Regulation 60A in respect of holidays he may be granted additional casual leave for the number of days by which the holidays declared under the Negotiable Instruments Act in a calendar year fall short of 23 days and such leave may be availed of during the period of six months from the 1st January of the following calendar year.
(3) Subject to the provision contained in first proviso to Regulation 64 any casual leave or additional casual leave not availed of by an employee shall lapse at the end of the 30th June each year.
(4) Casual leave can b
(1) The amount of privilege leave earned shall be one-eleventh part of duty. Duty means the period spent in the service of the Corporation but excludes periods of leave of any kind except casual leave and quarantine leave.
(2) The period of privilege leave which can be accumulated by any employee is [240]3 days. Leave up to a maximum of 120 days may be sanctioned at any one time.
Provided, however, an employee may be granted the full leave to his credit, subject to a maximum of [240]3 days, preparatory to retirement.
4(3) Notwithstanding anything contained in clause (c) of Regulation 61, in the event of death of an employee while in service a payment equal to the employees salary for the period of privilege leave to his credit as on the date of his death [ ]5 shall be allowed to the nominee in
An employee shall be entitled to sick leave on medical certificate at the rate of one month for each completed year of service subject to a maximum of sixteen months throughout the service [in the Corporation]5
1Provided that the casual leave and the additional casual leave admissible to an employee under sub-regulation (1) and (2) of Regulation 62 and not availed of by him shall be converted into additional sick leave on full pay upto a maximum of two months or on half pay upto a maximum of four months during the entire period of his service to be availed of by him on medical certificate.
1Provided further that if an employee is suffering from any of the [major diseases of cancer, leprosy. T.B., paralysis, mental diseases, brain tumor, cardiac ailments or kidney diseases]6 he may be allowed special sick leave on half pay for a period no
Extraordinary leave may be granted to an employee when no leave is due to him under these Regulations. Except in exceptional circumstances the duration of extraordinary leave shall not exceed three months on any one occasion and 12 months during the entire period of an employees service. A competent authority may commute retrospectively periods of absence without leave into extraordinary leave.
The competent authority may grant to a female employee maternity leave for a period which may extend upto 3 months subject to a maximum of 12 months during the entire period of an employees service.
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6. Notified in Gazette of India, Extraordinary, Part-II Sec.3 Sub-Sec.(i) dated 25.09.1989
(1) The Chairman may, at his absolute discretion, grant special leave to any employee. Such leave shall not be debited to any leave account.
1(2) The Chairman may also direct by Instructions issued in this behalf that special leave may be granted to employee for (i) injury from accidents arising from and in the course of employment, (ii) undergoing sterilisation operations, (iii) participating in tournaments or (iv) any other purpose whether of the same nature or not, specify the duration of leave for any purpose and the condition subject to which such leave may be granted and delegate the authority to any officer [not below the rank of Assistant Divisional Manager]7 to grant the leave.
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1. Notified in Gazette of India, Part-III Sec.4 dated 7.8.
Quarantine is leave of absence from duty necessitated by orders not to attend office in consequence of the presence of infectious diseases in the household of a Corporation employee. Such leave may be granted by the competent authority on the certificate of a Medical or Public Health Officer for a period not exceeding 21 days, or, in exceptional circumstances, 30 days. Any leave necessary for quarantine purposes in excess of this period shall be treated as ordinary leave. A Corporation employee on quarantine leave is not treated as absent from duty. When the employee himself is suffering from infectious disease, he shall not be entitled to quarantine leave. He shall be entitled only to privilege, sick or extraordinary leave, as the case may be.
Notes: 1. The term Medical or Public Health Officer occurring in this regulation includes Medical Officer-in-Charge of any Government (Civi
(1) Casual Leave: An employee on casual leave shall be treated as on duty for the purpose of leave salary.
(2) Privilege Leave: An employee on privilege leave shall, during the period of privilege leave, draw leave salary equal to the salary he drew on the day preceding the date on which he proceeded on leave.
1(3) Sick Leave: Sick leave will only be on half pay and an employee on half pay sick leave shall draw half of the aggregate of basic pay, special pay, personal pay, personal allowance and functional allowance, if any. In addition he shall also draw dearness allowance, additional dearness allowance, house rent allowance, city compensatory allowance, adjustment allowance and hill allowance (where payable) appropriate to half the aggregate of basic pay and special pay. Any period of sick leave on half pay may be converted into sick l
The competent authority may [subject to such Instructions as the Chairman may issue from time to time]1 permit an employee on leave to draw compensatory allowance or a portion thereof in addition to leave salary if it is satisfied that the whole or considerable part of the expenses to meet which the allowance was given continued during leave.
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1. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
(1) Joining time may be granted to an employee to enable him-
(a) to join a new post to which he is appointed while on duty in his old post; or
(b) to join a new post on return from leave of not more than four months duration, or although the duration of leave exceeds four months, the employee has not had sufficient notice of his appointment to the new post.
(2) Joining time shall be regarded as duty for the purpose of these Regulation and the salary during joining time shall be regulated in accordance with Regulation 53.
(1) Not more than one day is allowed to an employee in order to join a new post when the appointment to such post does not necessarily involve a change of residence from one station to another. A holiday counts as a day for the purpose of this sub-regulation.
(2) For transfers involving change of station, six days are allowed for preparation and, in addition, a period to cover the actual journey calculated as follows:
(a) An employee is allowed
(i) For the portion of the journe y which he travel by air-craft. Actual time occupied in the journey.
(ii) For the portion of the journey which he travels or might travel- One day for each
By railway 400 Kilometers)
Joining time cannot be claimed as a matter of right. It may be curtailed at the discretion of the competent authority.
Explanation : where the joining time is curtailed the competent authority may grant special leave, not exceeding the period of joining time curtailed, to enable an employee to go back to his previous place of duty for winding up his establishment or for any other connected purpose.
An employee who does not join his post within the joining time allowed to him, except under circumstances beyond his control, shall not be entitled to any pay or leave salary after the end of the joining time. Wilful absence from duty after the expiry of joining time may be treated as a breach of these Regulations for the purpose of Regulation 39.
(1) No employee of the Corporation shall be sent on foreign service except with the approval of the Chairman.
Provided that no employee shall be sent on foreign service against his will.
(2) Transfer to foreign service should ordinarily not be granted unless-
(a) the duties to be performed are such that they should necessarily be performed by an employee of the Corporation or involves such technical knowledge, experts in which are not readily available from other sources;
(b) that transferee at the time of transfer holds a permanent post in the Life Insurance Corporation;
(c) the terms granted are not so greatly in excess of remuneration which an employee would receive in the service of the Corporation as
(1) Every employee of the Corporation, other than an employee on probation or an employee appointed on temporary basis or an employee who is contributing to an approved Superannuation fund, shall contribute to the Provident Fund at 8 1/3 per cent of the aggregate of his [basic pay including special pay]1 and if he is a transferred employee, on that portion of the personal pay which shall be equal to the amount by which his [basic pay including special pay]1 from time to time in the Corporation falls short of his [basic pay including special pay]1 as on 31.8.1956. The Corporation shall contribute to the Fund every month an amount equal to the actual contribution of each member subject to a maximum of 8 1/3 per cent of the aggregate of the [basic pay including special pay]1 and if he is a transferred employee, on that portion of the personal pay which shall be equal to the amount by which his [basic pay including special pay]1
(1)6 (a) A permanent employee who has been in continuous service of the Corporation (including service with the insurer) for not less than 15 years (excluding period of probation or temporary service in respect of employees recruited on or after 1.9.1956); and
6(i) whose services are terminated by the Corporation for any reason whatsoever; or
(ii) who voluntarily resigns from the service of the Corporation;
or
(b) a permanent employee-
(i) who dies while in the service of the Corporation;
(ii) who retires from the service of the Corporation; or
(iii) whose services are determined either due to continued illness or a
(1) Employees who are members of an approved Superannuation Fund shall be governed by the rules of such fund.
(2) In the case of transferred employees who were eligible to pension benefits under the rules of the insurer and who were not members of an approved Superannuation Fund, pension may be granted in respect of service prior to 1.9.1956 on a suitable basis to be determined by the Corporation.
Tours on official business may be sanctioned by an officer not below the rank of a Divisional Manager [or such lower authority as may be so authorised by the Chairman]7. The rates of travelling allowance and halting allowance and the conditions under which they become payable shall be regulated in accordance with Schedule V.
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7. Notified in Gazette of India, Part-III Sec.4 dated 4.11.1978.
The competent authority may transfer an employee from one department to another in the same office or from one office of the Corporation to another office.
The Corporation may grant foreign allowance, local allowance, childrens education allowance and kit allowance to its employee posted abroad and provide them free furnished accommodation or grant appropriate house rent allowance and also grant them such other allowances as may be decided upon from time to time by the Corporation.
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8. Notified in Gazette of India, Part-III Sec.4 dated 23.04.1977
The Corporation may grant medical benefits to its employees in accordance with such scheme or schemes as it may approve from time to time.
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6. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
The Corporation may provide conveyance facilities to its employees and/or grant loans for the purchase of conveyances subject to the provisions of section 27A(1)(m) of the Insurance Act as applied to the Life Insurance Corporation of India.
(1) The Corporation may, subject to such conditions as may be laid down by the Corporation from time to time, grant travel allowance to its employees for travel to home-town during leave. Provided that the aforesaid allowance for travel during leave to any place other than home town may be availed by the employees, subject to such conditions as may be specified by the Corporation.
10(2) The Corporation may, subject to such conditions as may be laid down by the Corporation from time to time, on death or retirement of an employee belonging to Class-I and Class-II, grant reimbursement of travelling expenses to his family or the employee and his family, as the case may be, for travel to home town.
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9. Notified in Gazette of India, Part
The Corporation may grant such entertainment facilities to its employees belonging to Class II as may be decided by the Corporation from time to time.
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10. Notified in Gazette of India, Part-IV dated 8.1.1966.
Every employee shall intimate his full residential address to the office in which he is working and any change in the address previously furnished. All communications sent to the last address so intimated to the office shall be deemed to have been properly sent to him.
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6. Notified in Gazette of India, Part-III Sec.4 dated 7.8.1971.
The Executive Committee may, in the interest of the Corporation, for reasons to be specified in its resolution, relax any of the provisions of these Regulations in individual cases.
The Life Insurance Corporation of India (Staff) Regulations, 1956 are hereby repealed.
1 SCHEDULE - I
(See Regulations 6, 39 & 40)
APPOINTING, DISCIPLINARY AND APPELLATE AUTHORITIES
Category of employees Appointing Authority 4Disciplinary Authority (For all Penalties) Appellate Authority
2(a) Class I:
Posts in the cadres of ZM and above and equivalent cadres: Executive Committee Executive Committee Corporation
Posts in the cadres of DZM/Sr.DM/DM and equivalent cadres : Chairman Chairman Executive Committee
Posts in the cadres of ADM/Sr.BM and equivalent cadres : Managing Director Managing Director Chairman
SCHEDULE - II
(See Regulation 51)
SCALES OF PAY, DEARNESS ALLOWANCE AND OTHER ALLOWANCES APPLICABLE TO THE EMPLOYEES OF THE CORPORATION IN INDIA
Consequent to the amendment to LIC Act, 1956 in the year 1981 the Pay Scales and other service conditions of the employees of the Corporation are determined by the Central Govt. in exercise of the powers conferred upon them by Section 48 of the said Act. Accordingly, the Central Govt. has made following three separate rules regulating pay scales and certain other service conditions in respect of Class-I Officers, Development Officers and Class-III and Class-IV employees respectively.
1. Life Insurance Corporation of India Class-I Officers (Revision of Terms and Conditions of Service) Rules, 1985.
SCHEDULE - III
SPECIAL PROVISION RELATING TO CLASS-II DEVELOPMENT OFFICERS
(See Regulation 51(1A))
Consequent to the amendment to LIC Act, 1956 in the year 1981 the Pay Scales and other service conditions of the employees of the Corporation are determined by the Central Govt. in exercise of the powers conferred upon them by Section 48 of the said Act. Accordingly, the Central Govt. has framed following Rule regulating certain provisions relating Class-II Development Officers:
Life Insurance Corporation of India Development Officers (Revision of Certain Terms and Conditions of Service) Rules, 1989.
The said rules are enclosed herewith as Annexure-6.
SCHEDULE - IV
COMPETENT AUTHORITIES
Reg. No. Nature of Power Authority Extent of Power
110
[.........]
211
To grant advance increments. D(P) In respect of employees belonging to Classes II, III & IV.
Chairman In respect of appointment in Class-I in the cadres of AAO/ABM and equivalent cadres.
Corporation In other cases.
216(1)
To extend the period of Probation. Appointing Authority. 4In respect of all Class-III and IV employees, Class-II Officers and Class-I Officers upto
1SCHEDULE - V
TRAVELLING & DAILY ALLOWANCES (SEE REG.79).
(Please see Annexure-7)
1. TOURS:
(1) Employees of the Corporation proceeding on tour in India shall be entitled to travel by train in the class of accommodation as given below, if the places are connected by train:
Employees belonging to
Class of Accommodation Train.
(i) CLASS I:
(a) ZMs and above ACC
(b) Dy.ZMs/Sr.D.Ms an
SCHEDULE - VI3
FORM
LIFE INSURANCE CORPORATION OF INDIA
STATEMENT OF IMMOVABLE PROPERTY FOR THE YEAR (AS ON 1ST JANUARY)
1. Name of the Officer/Officials (in full) ______________________________________________
2. Present Post held _____________________________________________________________
3. Place of Posting ______________________________________________________________
4. Present Pay _________________________________________________________________
Name of the Distt. Sub-Division Taluka and Village in which property is situated Name and details of If not in own name,
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