2001. (I) Definition of Casual labour - Casual
labour refers to labour whose employment is intermittent, Sporadic or extends
over short period or continued from one work to another. Labour of this kind is
normally recruited from the nearest available source. They are not ordinarily
liable to transfer. The conditions applicable to permanent and temporary staff
do not apply to casual labour.
Casual labour on Railway should
ordinarily be employed only in the following types of cases.
(a) Casual Labour (Open
Line).- Casual labour are primarily engaged to supplement the regular staff in
work of seasonal or sporadic nature, which arises in the day to day working of
the Railway system. This includes labour required for unloading and loading of
materials, special repair and maintenance of tracks and other structures,
supplying drinking water to passengers during summer months, (recoupment of
man-days lost on account of absenteeism) patrolling of tracks, etc. casual
labour so engaged in the operation and maintenance of railway system is referred
to as open line casual labour, as distinct from project Casual Labour, described
in para (b) infra.
(b) Casual Labour
(Project)- Casual Labour are also engaged on Railways for execution of Railway
projects, such as new lines, doubling, conversion, construction of building,
track Renewals, Route Relay interlocking Railway Electrification, Setting up of
new units etc. Casual Labour so engaged are referred to as “Project Casual
Such of those casual Labour engaged on open line (revenue) works, who continue
to do the same work for which they were engaged or other work of the same type
for more than 120 days without a break will be treated as temporary (i.e. given
“temporary status”) on completion of 120 days continuous employment.
Casual Labour on projects who have put in 180 days of continuous employment on
works of the same type are entitled for 1/30th of the minimum of the appropriate
scale of pay plus Dearness allowance.
Before giving regular scale of pay or 1/30th of the minimum of the scale plus
Dearness Allowance on completion of 120 days or 180 days continuous employment
as the case may be, a preliminary verification in regard to age and completion
of requisite number of days of continuous service should be done by the
assistant officer and the person should also be got medically examined and only
if found fit he should be granted regular scales of pay.
(ii) Grant of temporary status
to project casual labour is regulated by instructions separately issued by the
Railway Board. As far as possible, casual labourers required for new projects
must be taken from amongst those casual labourers. Who have worked on the open
line/projects in the past in preference to outsiders.
(ii) Seasonal labour
sanctioned for specific works of less than 120 days duration. If such labour
is shifted from one work to another of the same type and the total continuous
period of such work at any time is more than 120 days duration, they should be
treated as temporary (i.e. granted “temporary status” after the expiry of 120
days continuous employment.
Note (I)- The term ‘same type of work’ should not be too rigidly interpreted
so as to cause undue hardship 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 implemented in spirit as well as in letter and no casual
labour should suffer in this matter by rigid interpretation of the term. The
various types 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, quarter,
(c) Steel work:- Erection of bridge girders, sheds, shelters, etc.
(d) Earth work:- Foundation bank, platforms, etc.
(e) 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 the same typed
(f) S&T and electrification- All casual labour employed by CTI. CSI
should be treated as doing the same type of work.
Note (2):- “Project for this purpose 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, Route Relay
Interlocking, Railway Electrification etc. which are completed within a definite
time limit. The General Manager/Heads of Departments concerned, in consultation
with the FA&CAO will decide whether a particular open work is a ‘Project’ or
not. If the through track renewals include replacement of lighter section of
Rails by a heavier section or increasing 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 of the Railway and as such irrespective of
any financial limit they 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 a
“Project’. Similarly signaling works like Route Relay Unlocking. Multiple aspect
signaling, etc., and electrical works like electrification, provision of
additional sub stations etc. should be treated as projects.
Note(3):- Labour employed against regular sanctioned posts, which are
vacant whether permanent or temporary shall not be employed on Casual labour
terms. Casual labour should not be employed for work on construction of wagons
and similar other work of a regular nature. Works of a regular nature. Cover
workshops, loco sheds, train lighting establishments, carriage and wagon depots,
yards and stations but exclude labour employed for loading and unloading. As
regards civil engineering, signal and bridge maintenance, casual labour shall
not be employed except for seasonal and fluctuating works, casual renewals and
Note (4).—On the open line, trolleyman should not be Casual labour.
Note (5)—Casual labour should not be engaged in Railway printing press.
Note (6)—Staff employed in unskilled categories for examining the wagons
for water-right repairs during the monsoon season, for supplying water to
passengers during hot weather, etc. should be treated as casual labour.
Note (7).—Casual labour should not be employed/ retained in service
beyond the age of 58 years.
Note (8):- Once an individual acquires temporary status after fulfilling
the conditions indicated in para (I) or (iii) above, he retains that status so
long as he is in continuous employment on the railways. In other works, even if
he is transferred by the administration to work of a different nature, he does
not lose the ternporary status.
(2) Should it become necessary to engage additional casual labour, discharged
casual labour, who have not been re-employed they will be re-engaged, against
future requirement in the order of priority on the basis of total periods of
service prior to their discharge. The intake of "fresh faces" as casual labour
is not permitted except where prior personal approval of the General Manager has
been obtained; the power to accord such approval cannot be delegated to a lower
level. The extent instructions issued by the Railway Board from time to time for
regulating and controlling the total strength of casual labour (including those
with temporary status) should be rigidly followed.
(3) In those exceptional cases where engagement of “fresh faces” as casual
labour is authorised personally by the General Manager, the procedure prescribed
in regard to engagement of individuals as casual labour “fresh face” will be
(4) The percentage of reservation for SC/ST laid down for group ‘D” categories
should be followed for recruitment of casual labour, in the manner laid down in
the instructions of the Board, except in the case of those who are required for
emergencies like flood relief work, accident, restoration and relief etc.
(5) In order to provide documentary proof of service, a casual labour should be
given a card. A person wanting to be appointed as a casual labour should be
asked to supply to the administration two passport size copies of his photograph
at the time of his engagement as casual labour. This photograph duly attested by
the competent-authority should be pasted on his service card another copy is the
casual labour register. Casual labour should be asked to deposit Re. 1/- towards
the cost of service card. The following particulars should be indicated by
concerned supervisory official in the service card.
||Name of the employee (in
||Father's Name (in Block
||Date of birth.
||Age at initial casual
employment, year, month.
||Personal mark/s of -
||Date of engagement.
||Date of termination.
||Nature of job on each
||Signature of the Supervisor.
||Name in full (In capital
letters) & Designation of the supervisor.
Note:- These should be cross references to LTI Register/ CL Card Number.
In cases of re-engagement as casual labour previous spell of employment be
checked up by Supervisors concerned including checks from the original paid
The service cards should be in the form of-a booklet and should have stiff card
board binding. On page I on the left side detailed instructions should be
printed for the guidance of casual labourers. These instructions should be in
bilingual form both in English and Hindi In addition. Railways may add a local
language of the area subjects to convenience. The service card should be machine
numbered and account of service cards maintained in divisional office.
Casual labour engaged for short duration like a week or ten days for work of
short duration or for emergencies like restoration of breaches etc., will not,
however, be issued cards, nor their names entered in Casual Labour Register.
(6.1) Loss of the card should be reported to the nearest police station and a
copy of FIR lodged with the police should be given to the Railway authorities on
the basis of which a duplicate card may be issued on a charge of Rs. 2/-. The
issuing authority should satisfy himself that the duplicate is being issued to
the same person to whom the original was issued and failure on his part on this
score would be punishable under D& A rules.
(6.2) Casual Labour Registers will be maintained in accordance with instructions
in this regard issued from time to time by the Railway Board.
2002. Entitlements and privileges admissible to Casual Labour.—Casual Labour are not eligible for any entitlement and privileges
other than those statutorily admissible under the various Acts, such as. Minimum
Wage Act, Workmen's Compensation Act, etc. or those specifically sanctioned by
the Railway Board from time to time.
2003. Breaks in Service.—The following cases of
absence will not be considered as breaks in service for the purpose of
determining 120 or 180 days or 360 days (as the case may be) of continuous
The period of absence of
a workman, who is under medical treatment in connection with injuries
sustained on duty covered by provisions under the Workmen's Compensation
Authorised absence not
exceeding twenty days including three days unauthorized absence, for
personal reasons. Absence of half a day should be reckoned as half a day
In the case of female
casual labour, a period of absence of four weeks (in addition to 20 days
authorised absence) may be allowed for maternity purposes.
On completion of works or
for non-availability of further productive work, when casual labour on
daily wages or in. regular scale of pay or 1/30th of the minimum of the
scale plus Dearness Allowance, is discontinued and employed later when
work is available, such gaps in service will not count as breaks in
service for the purpose of reckoning of continuous service of 120 days or
180 days or 360 days as the case may be. (This provision is effective from
2nd October , 1980).
Non-performance of work
on days of rest given under the Hours of Employment Regulations or under
the Minimum Wages (Central) Rules, 1950 and on days on which the
establishment employing the labour remains closed, does not constitute a
break nor will it be counted against the limit of twenty days referred to
in (b) above.
The term "authorized
absence" for this purpose covers permission granted by the supervisory
official in charge to be away from work for the period specified.
2004. Notice of Termination of service.— Except
where notice is necessary under any statutory obligation, no notice is required
for termination of service of casual labour. Their services will be deemed to
have been terminated when they absent themselves or on the close of the day.
Note-: In the case of a Casual Labour who has obtained temporary status
after completion of prescribed period of continuous employment, the period of
notice will be determined by the rules applicable to temporary railway servants.
Casual labour should not be deliberately discharged with a view to causing an
artificial break in their service. Where casual labourer have to be terminated
due to non-availability of work for them the unit for their retrenchment will be
that of an Inspector and Supervisor (as the case may be) in the case of casual
labour on, the open time. For project casual labour on Zonal Railways, the unit
for this purpose will be the Division-wise and Department-wise as per
instructions issued by the Railway Board. Casual labour diverted from one unit
to another will rank junior-most in the new unit.
2005. Entitlements and Privileges admissible to
Casual Labour who are treated as temporary (i.e. given temporary status) after
the completion of 120 day or 360 days of continuous employment (as the case may
be).— (a) Casual labour treated as temporary are entitled to the rights
and benefits admissible to temporary railway servants as laid down in 'Chapter
XX III of this Manual. The rights and privileges admissible to such labour also
include the benefit of D&A Rules. However, their service prior to absorption in
temporary/permanent/regular cadre after the required selection/ screening will
not count for the purpose of seniority and the date of their regular
appointment after screening/selection shall determine their seniority vis-a-vis
other regular/temporary employees. This is however, subject to the provision
that if the seniority of certain individual employees has already been
determined in any other manner, either in pursuance of judicial decisions or
otherwise, the seniority so determined shall not be altered.
Casual labour including Project casual labour shall be eligible to count only
half the period of service rendered by them after attaining temporary status on
completion of prescribed days of continuous employment and before regular
absorption, as qualifying service for the purpose of pensionary benefits. This
benefit will be admissible only after their absorption in regular employment.
Such casual labour, who have attained temporary status, will also be entitled to
carry forward the leave at their credit to new post on absorption in regular
service. Daily rated casual labour will not be entitled to these benefits.
(b) Such casual labour who acquire temporary status, will not, however, be
brought on to the permanent or regular establishment or treated as in regular
employment on Railways until and unless they are selected through regular
Selection Board for Group D Posts in the manner laid down from time to time.
Subject to such orders as the Railway Board may issue from time to time, and
subject to such exceptions and conditions like appointment on compassionate
ground, quotas for handicapped and ex-serviceman etc. as may be specified in
these orders they will have a prior claim over others to recruitment on a
regular basis and they will be considered for regular employment without having
to go through employment exchanges. Such of them who join as Casual labour
before attaining the age of 28 years should be allowed relaxation of the maximum
age limit prescribed for group ‘D’ posts to the extent of their total service
which may be either continuous or in broken periods.
(c) No temporary posts shall be created to accommodate such casual labour, who
acquire temporary status, for the conferment of attendant benefits like regular
scale of pay, increment etc. After absorption in regular employment, half of the
service rendered after attaining temporary status by such persons before regular
absorption against a regular/ temporary/ permanent post, will qualify for
pensionary benefits, subject to the conditions prescribed m Railway Board's
letter No. E(NG)II/78/CL/12 dated 14-10-80. (Letter No. E(NG) II/85/CL/6 dated
28-11-86 in the case of Project casual labour).
(d) Casual labour who have acquired temporary status and have put in three years
continuous service should be treated at par with temporary railway servants for
purpose of festival advance/Flood Advance on the same conditions as ARE
applicable to temporary railway servantS for grant of such advance provided they
furnish two sureties from permanent railway employees.
(e) Casual labour engaged on works, who attain temporary status on completion of
120 days continuous employment on the same type of work, should be treated as
temporary employees for the purpose of hospital leave in terms of Rule 554-R-I
A casual labour who has attained temporary status and has been paid regular
scale of pay, when re-engaged, after having been discharged earlier on
completion of work or for non-availability of further productive work, may be
started on the pay last down by him. (This shall be effective from 2nd October
2006. Absorption of Casual Labour in regular vacancies.— Absorption of
casual labour in regular Group ‘D’ employment may be considered in 'accordance
with instructions issued by the Railway Board from time to time. Such absorption
is, however, not automatic but is subject, inter-alia, to availability of
vacancies and suitability and eligibility of individual casual labour and rules
regarding seniority unit method of absorption etc. decided by the Railway
(ii) (a) Casual Water men for summer season shall be eligible for temporary
status on completions of 120 days of continuous employment.
(b) For this purpose, various spells of engagement as casual water man may be
aggregated provided the gap between two spells of employment has been caused due
to season being over and/or there being no work for them in such establishment
provided further that if a person engaged in the previous years is given an
opportunity to work in the same hot weather establishment in the subsequent year
but he fails to avail of that opportunity, he will have to start afresh in the
event of his being so engaged again in future seasons. These provisions are
effective from the summer season of 1985. (E(NG)II/83/CL/117 dt. 25-1-85).
(iii) As long as it is established that a casual labour has been enrolled within
the prescribed age limit, relaxation in upper age limit at the time of actual
absorption should be automatic and guided by this factor. In old cases where the
age limit was not observed, relaxation of age should be considered
sympathetically. The DRM’s may exercise such powers to grant relaxation in age
2007. Employment of Casual labour in skilled categories.— (1) Normally
Casual labour should not be appointed in skilled categories without a trade
test. A panel should be maintained by the open line to cater to the needs of the
casual labour in semi-skilled and skilled categories. Where no panel of suitable
candidates is available, engagement in semi-skilled or skilled categories may be
done without trade test but it should be ensured that their suitability for
semiskilled or skilled grade is adjudged well in time before they attain
(Board’s No. E(NG) II/CL/83 dt. 11-5-73)
(2) When casual labour are engaged in skilled categories, the relevant scale for
the purpose of determining their wages (as per orders regulating wages of Casual
labour) will be that applicable to skilled artisans. On attaining temporary
status they shall be paid in that scale. Similarly for Project Casual Labour in
skilled categories with 180 days continuous service, consolidated wags shall be
at the minimum of the scale of pay applicable to artisans plus DA. Payment on
this basis will be admissible however, from the date of passing prescribed trade
test if the same is later than the date of attaining temporary status or date of
completion of 180 days, as the case may be, from whichever date is later. No
casual labour in skilled category can be engaged without the approval of an
authority lower than a Divisional Engineer.
(Bd’s No E(NG)II/84/CL/58 of 20-12-85)
Note- Past eases decided otherwise than in term of the letters dated
26-12-85 cited above or in terms of final orders of a court of competent
jurisdiction, shall not be re-opened. Where, however, a person was continuing as
a casual labour in a skilled category on 20.12.85 (date of issue of the said
letter) his case will be regulated prospectively in terms of the provisions of
the said letter (dated 20-12-85).
(3) Casual labour engaged in work charged establishment of certain Departments
who get promoted to semi-skilled, skilled and highly skilled categories due to
non-availability of regular departmental candidates and continue to work as
casual employees for a long period, can straightaway be absorbed in regular
vacancies in skilled grades provided they have passed the requisite trade test,
to the extent of 25% of the vacancies reserved for department promotion from the
unskilled and semi-skilled categories. These orders also apply to the casual
labour who are recruited directly in the skilled categories in work charged
establishments after qualifying in the trade test.
(4) (a) Casual labour should be subjected to medical examination as early as
possible and preferably before grant of temporary status, Continued retention in
employment is subject to qualifying in the prescribed medical examination. When
casual labour who have put in six years service, whether continuous or in broken
periods, are included in a panel for appointment to Group D posts and are sent
for medical examination for first appointment to regular service, the standard
of medical examination should not be the one that is required for first
appointment but should be the appropriate standard as prescribed for
re-examination during service.
(b) Such of the Casual labour as are found, on, medical examination, unfit for
me particular category for which they are sent for medical examination despite
the relaxed standard prescribed for re-examination, may be considered for
alternative category requiring a lower medical classification subject to their
suitability for the alternative category being adjudged by the screening
Committee, to the extent it is found possible to arrange absorption against
alternative posts requiring lower medical- classification.