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In exercise of powers conferred by section 42 of the Warehousing Corporations Act,1962 (58 of 1962), the Central Warehousing Corporation, with the previous sanction of the Central Government

Issue Date: 31 December 2024 Published: 31 December 2024
Gazette ID: CG-DL-E-31122024-259756 Download PDF Official source ↗
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                Core Purpose
            

            
Regulations under section 42 of the Warehousing Corporations Act, 1962 notifying the Central Warehousing Corporation (Staff) Amendment Regulations, 2024, restructuring provisions on posts, recruitment, promotion, probation, leave and joining time.

        

        

        
        
        

            

                
                    
                    
                    
                    
                
                Detailed Summary
            

            
This notification (No. CWC/XIV-4/Rectt., dated 23rd December 2024), issued by the Central Warehousing Corporation under section 42 of the Warehousing Corporations Act, 1962 (58 of 1962) with prior sanction of the Central Government, promulgates the Central Warehousing Corporation (Staff) Amendment Regulations, 2024, effective from publication, amending the Central Warehousing Corporation (Staff) Regulations, 1986. The amendments omit clauses (h) and (k) of regulation 2 and omit regulation 4; substitute regulations 5, 6, 8, 9, 10, 15, and 34 to reference newly restructured Appendices governing post creation, appointing authority, recruitment sources, recruitment/promotion procedure, probation, seniority on promotion, and joining time (including entitlements for travel by air/road/rail and House Rent Allowance during transfer); substitute regulation 31 to reference a new Appendix-VI on leave; omit regulation 32 and Appendix-II; and insert new Appendices IV and V covering competent authorities for appointment, disciplinary action, appeals and review (Appendix-I), and detailed recruitment provisions including a grade/pay-scale structure from S-I (Rs. 22,000-78,000) to E-9 (Rs. 150,000-300,000), sources of recruitment (direct recruitment, promotion, deputation, absorption, lateral entry at E-5 level, and campus interviews), notification of vacancies under the Employment Exchange Compulsory Notification of Vacancies Act, 1959, and selection procedures; the appointing authority for E-1 and above is the Managing Director, and for S-VI and below is the Director (Human Resources). The document is truncated in the extracted text before the selection procedure section concludes.

        

        

        
        

            

                
                    
                    
                    
                    
                    
                
                Full Text
            

            
            

                
EXTRAORDINARY
PART III—Section 4
PUBLISHED BY AUTHORITY
No.  1085] NEW DELHI, TUES DAY , DECEMBER 31, 2024/ PAUSHA  10, 1946
CG-DL-E-31122024-259756

(1) (2) (3) (4) (5) (6) (7)
3. (क)

ई-7 I V
ई-8 V
ई-9*

प्रबंधक ई -3 (60000 -180000) ------25%
15% --------                  35% ----- सहायक प्रबंधक  ई -1 (40000 -1400000) ---50%
प्रबंधक ई -3 (60000 -1800000) -----25%

ई-1 (40000 -140000)--------- 50%
एस-VI (32000 -99000)
एस- V (29000 -93000)---100%

CENTRAL WAREHOUSING CORPORATION
NOTIFICATION
New Delhi, the 23 rd December, 2024
No. CWC/XIV -4/Rectt .—In exercise of powers c onferred by section 42 of the Warehousing Corporations
Act,1962 (58 of 1962), the Central Warehousing Corporation, with the previous sanction of the Central Government,
hereby makes the following regulations further to amend the Central Warehousing Corpora tion (Staff)
Regulations,1986, namely: -
1. (1) These regulations may be called the Central Warehousing   Corporation (Staff) Amendment Regulations,
2024.
(2) They shall come into force on the date of their publication in the Official Gazette.
2. In the Central Warehousing Corporation (Staff) Regulations, 1986 (hereinafter referred to as the said
regulations), in regulation 2, clauses (h) and (k) shall be omitted.
3. Regulation 4 of the said regulations shall be omitted.
4. For regulation 5 of the said regulations, the  following regulation shall be substituted, namely: -
“5. Creation of posts. -The authorities competent to create new or additional posts in the Corporation shall be
those specified in sub -paragraph (4) of paragraph 3 of Appendix -IV”.

5. For regulation 6 of t he said regulations, the following regulation shall be substituted, namely: -
“6. Appointing authority. -The authorities competent to make appointments to the grades of posts specified in
sub-paragraph (1) of paragraph 3 of Appendix -IV shall  be those speci fied in sub -paragraph (5) of paragraph
3 of the said Appendix”.
6. For regulation 8 of the said regulations, the following regulation shall be substituted, namely: -
“8. Sources of recruitment. -The sources of recruitment to various posts specified in sub -paragraph (1) of
paragraph 3 of Appendix -IV shall be as specified in paragraph 4 of the said Appendix”.
7. For regulation 9 of the said regulations, the following regulation shall be substituted, namely: -
“9. Procedure for recruitment and promotion. -The procedur e for recruitment and promotion in respect of
various posts in the Corporation shall be as specified in Appendix -IV and Appendix -V respectively”.
8. For regulation 10 of the said regulations, the following regulation shall be substituted, namely: -
“10. Proba tion.-The period of probation in respect of various posts in the Corporation shall be as specified in
paragraph 11 of Appendix -IV and paragraph 5 of Appendix -V”.
9. For regulation 15 of the said regulations, the following regulation shall be substituted, nam ely: -
“15. Seniority on promotion. - The seniority on promotion in respect of various posts in the Corporation shall
be as specified in sub -paragraph (4) of paragraph 3 of Appendix -V”.
10. For regulation 31 of the said regulations, the following regulation s hall be substituted, namely: -
“31. Leave. -The provisions relating to all kinds of leave shall be as specified in Appendix -VI”.
11. Regulation 32 of the said regulations shall be omitted.
12. For regulation 34 of the said regulations, the following regulation sha ll be substituted, namely: -
“34. Joining Time. -(1) When an employee is transferred from one station to another, he shall be entitled to
joining time for seven clear working days for preparation (in addition to Sundays and other public holidays).
(2) If a n employee travels by air, travelling time of one day shall be admissible and in case of road or rail
travel, travelling time of one day shall be admissible for travel of 400 Kms distance or part thereof in excess
of 200 Kms.
(3) Where the transfer is with in the same station and involves change of residence, joining time of one
working day shall be allowed and no journey time shall be admissible.
(4) When an employee is transferred on his own request, the intervening period from relieving at the old
place of posting and joining at new place, shall be regulated by grant of leave applicable to such an
employee.
(5) If an employee reports at the new station without availing full entitlement of joining time, the un -availed
portion of joining time shall be credi ted to the earned leave account (excluding the journey time) subject to
the ceiling limits governing the procedure.
(6) The joining time may be combined with regular leave of any kind or duration, except casual leave.
(7) An employee, during the period of joining time shall be regarded as on duty and shall be entitled to be
paid joining time pay equal to the pay which was drawn before relieving at the previous station and shall also
be eligible for House Rent Allowance as applicable to the old station from which he was transferred”.
13. For Appendix -I of the said regulations, the following Appendix shall be substituted, namely: -
Appendix -I
COMPETENT AUTHORITIES FOR APPOINTMENT, DISCIPLINARY ACTION, APPEALS AND
REVIEW
[See regulations 6, 60, 68 and 69]
Sl.
No. Grade  Appointing
Authority  Authority Competent to
Impose Penalty  Appellate Authority  Reviewing
Authority
Authority  Penalty
(1) (2) (3) (4) (5) (6) (7)
1. E-3 and above  Managing
Director  Managing Director  All Executive Committee  Board of
Directors
2. E-1 and E -2 Managing
Director  Director (Human
Resources)  All Managing Director  Executive
Committee

3.  (a) Regional
Office
(only S -III) Director
(Human
Resources)  Regional Manager
of General
Manager Rank and
below  All Senior General
Manager (Human
Reso urces)  Director
(Human
Resources)
Director
(Human
Resources)  Regional Manager
of Senior General
Manager Rank  All Director (Human
Resources)  Managing
Director
(b) Corporate
Office (S -III
to S-VI) Director
(Human
Resources)  General Manager
(Human
Resour ces) All Senior General
Manager (Human
Resources)  Director
(Human
Resources)
4. S-I and S -II
(a) Regional
Office  Director
(Human
Resources)  Senior Manager  All Regional Manager  Senior
General
Manager
(Human
Resources)
(b) Corporate
Office  Director
(Human
Resources)  Senior Manager  All General Manager
(Human Resources)  Senior
General
Manager
(Human
Resources)
Note:  In the absence of the concerned disciplinary authority, if any higher authority acts as disciplinary authority, then
the next higher aut hority shall act as the appellate authority and reviewing authority, and in case the Board of
Directors acts as disciplinary authority, the appellate authority and reviewing authority shall be Board of
Directors.
14. Appendix -II of the said regulations shall b e omitted.
15. After Appendix -III of the said regulations, the following shall be inserted, namely: -
Appendix -IV
RECRUITMENT
[See regulations 5,6,8,9 and10]
1. Applicability. -This Appendix shall apply to all recruitments in respect of all posts in the Corporatio n, except
those which are to be filled in by the Central Government.
2. Definitions. -In this Appendix, unless the context otherwise requires, -
(a) “competent authority ” means any authority designated in this   regard as per delegation of powers;
(b) “appointing a uthority ”, in relation to a specific post, means the authority, as may be specified in the
respective administrative   orders;
(c) “employee”  means a person who is in whole time service of the Corporation but does not include deputation
or casual or contract e mployees;
(d) “Corporation”  means the Central Warehousing Corporation;
(e) “Board of Directors”  means the Board of Directors of the Central Warehousing Corporation;
(f) “Authorised medical attendant”  means any qualified and registered medical practitioner, practicing
medicine elsewhere and so authorised by the   Corporation; and
(g) “deputation”  means the service of an employee on deputation to any Government or semi -Government
organization or public sector undertaking or autonomous body owned by the Central Government or State
Government or Union territory Administration.
3. Manpower Planning and Creation of Posts. -(1) All employees of the Corporation shall be categorised as
Managerial cadre and Non -Managerial cadre. Designations and pay scales of employees at various levels are as
mentioned below:

Grade  Cadre  Designation  Pay scale
(Rs.)
(1) (2) (3) (4)
E-9* (*subject
to creation of
post by the
Central
Government)  Managerial  Executive Director (General)/ Executive Director
(Technical)/ Executive Director (Finance)/ Executive
Director (Engineering)  Rs. 150000 -
300000
E-8 Managerial  Group General Manager(General)/ Group General
Manager(Technical)/ Group General Manager (Finance)/
Group General Manager (Engineering)  Rs. 120000 -
280000
E-7 Managerial  Senior General Manager (Gener al)/ Senior General Manager
(Technical)/ Senior General Manager (Finance)/ Senior
General Manager (Engineering)  Rs. 100000 -
260000
E-6 Managerial  General Manager (General) / General Manager (Technical)/
General Manager (Finance)/ General Manager (Engineeri ng) Rs. 90000 -
240000
E-5 Managerial  Deputy General Manager (General)/ Deputy General
Manager (Technical)/ Deputy General Manager (Finance)/
Deputy General Manager (Engineering)  Rs. 80000 -
220000
E-4 Managerial  Senior Manager (General)/ Senior Manager
(Technical)/ Senior Manager (Finance)/ Senior Manager
(Engineering)/ Senior Manager (Rajbhasha)  Rs. 70000 -
200000
E-3 Managerial  Manager (General) /Manager(Technical)/
Manager(Finance)/Manager  Engineering)/ Manager
(Rajbhasha)/ Manager (Secretarial Service)  Rs. 60000 -
180000
E-2 Managerial  Deputy Manager (General)/ Deputy Manager (Technical)/
Deputy Manager (Finance)/ Deputy Manager (Engineering)/
Deputy Manager (Rajbhasha)/ Deputy Manager (Secretarial
Service)  Rs. 50000 -
160000
E-1 Managerial  Assistant Manage r (General)/ Assistant Manager (Technical)
/Assistant Manager (Finance)/ Assistant Manager
(Engineering)/ Assistant Manager (Rajbhasha)/ Assistant
Manager (Secretarial Service)  Rs. 40000 -
140000
S-VI Non-Managerial  Executive (General)/ Executive (Technical )/ Executive
(Rajbhasha)/
Personal Assistant  Rs. 32000 -
99000
S-V Non-Managerial  Junior Executive (General)/ Junior Executive (Technical)/
Junior Executive (Rajbhasha)/Junior Personal Assistant  Rs. 29000 -
93000
S-IV Non-Managerial  Warehouse Assistant Grade -I/Senior Staff car Driver  Rs. 27000 -
90000
S-III Non-Managerial  Warehouse Assistant Grade -II/ Staff car Driver  Rs. 24500 -
87000
S-II Non-Managerial  - Rs. 23000 -
84000
S-I Non-Managerial  Chowkidar Grade -I/ Senior Safaiwala/
Peon/Chowkidar/Safaiwala/Gardene r/ Helper  Rs. 22000 -
78000
Note:  The above classification is based on the existing scales of pay and shall correspondingly be revised on
revision of pay scales.

(2) Manpower planning shall be done by the Human Resources Department of the Corporate Office in
consultation with the Regional Heads or Divisional Heads with respect to vacancies arising due to
promotions, resignations, terminations, superannuation, death and other reasons.
(3) The Regional Heads or Divisional Heads shall also provide the details of ad ditional manpower requirement,
if any, to the corporate office of the Corporation with adequate justification and duly approved by the
Director concerned.
(4) The following authorities shall create new or additional posts in the Corporation:
Authority  Categor y of post
Board of Directors  Any post upto E -6 level on the scales of pay.
Administrative Ministry*  Any post above E -6 level on the scales of pay.
*As per Department of Public Enterprises guidelines, dated the 4th November, 2008 subject to amendment
from time to time.
(5) The Human Resources Department shall examine and process the manpower requirement for approval of the
appointing authority and the following authorities shall be authorised to approve recruitments and constitute
selection committee:
Grade  Appointing Authority
E-1 and above  Managing Director
S-VI and below  Director (Human Resources)
4. Sources of recruitment. -Recruitment shall normally be made from the following sources:
(a) Direct recruitment {at S -V, E -1, E -3 and E -5 (through Lateral Entry o nly)} process through open
advertisement or through appointed Agency.
(b) Promotion of departmental candidates possessing necessary qualifications.
(c) Deputation from the Central and State Governments, autonomous bodies of Government and other public
sector enter prises as permissible under the regulations.
(d) Absorption of employees -on-deputation from the Central and State Governments, autonomous bodies of
Government and other public sector enterprises.
(e) Lateral entry, at E -5 level, from the Central and State Governme nts, autonomous bodies of Government,
other public sector enterprises and reputed private limited companies or listed public limited companies
with similar pay or gross emoluments.
(f) Campus interviews from reputed institutes approved by the Board of Director s keeping with Government
guidelines, if any.
5. Notification of vacancies and advertisements. -(1) All procedures shall be followed in accordance with the
provisions of the Employment Exchange Compulsory Notifications of Vacancies Act, 1959 (31 of 1959),
depe nding upon the requirement of the posts, and accordingly, the vacant posts shall be notified to the Central
Employment Exchange and displayed on the National Career Service Portal, websites of the Corporation and its
appointed agency.
(2) In addition to above,  the vacancies shall also be notified through publication of advertisement in the
Employment News and in the national or regional dailies.
6. Qualification and other conditions for appointment. -(1) The basic educational qualification, age, experience
and othe r qualifications with limits for each category of posts shall be as specified by the Corporation, by
administrative order, from time to time.
(2) The date of birth entry in the school certificate or Board certificate shall be admitted as proof of age.
(3) Relaxati on in age in case of candidates belonging to the Scheduled Castes or Scheduled Tribes, ex -
servicemen, persons with disability (PwD) and such other categories as may be specified from time to time
by the Central Government.

(4) Internal candidates are also eli gible for direct recruitment provided they have a left -over service of at least
five years in the Corporation on the last date of application and fulfils the essential educational qualification
criteria for the post.
7. Selection. -(1) Candidates shall be call ed for written test or interview for various categories of posts on the basis
of their applications received in response to the advertisements by Human Resources Department or the agency
appointed by the Corporation.
(2) S-V Grade: The selection for the post o f S-V Grade shall be done through written test only. On the basis of
their merit as per the marks obtained by the candidates in written test, preliminary panel shall be prepared.
Number of candidates as decided by the Corporation shall be called provisiona lly for verification of their
original documents and testimonials as per the specified or advertised eligibility criteria. On verification of
documents and testimonials, final panel of candidates found suitable for appointment shall be prepared by
the Huma n Resources Department for approval of the competent authority. On acceptance of the final panel
by the competent authority, offer of appointment shall be issued to empanelled candidates.
(3) E-1 and E -3 Grade : Selection for the post of E -1 Grade shall be done  through written test and interview.
The number of candidates to be called for interview shall normally not exceed five times the number of
vacancies to be filled up. Candidates shortlisted for interview shall be intimated of the date and time and
place of  interview in the specified proforma. Candidates appearing for interview shall produce their
certificates and testimonials, in original, together with ‘no objection' certificates, wherever necessary, failing
which they shall neither be permitted to appear for interview nor allowed to claim travelling allowance.
E-5 Grade: Selection for the post of E -5 Grade shall be done through interview or interaction only.
(4) Selection Committee : The selection committee shall comprise of a minimum of three members. Constit ution
of Selection Committee shall be done as per guidelines of the Central Government issued in this behalf from
time to time.
(1) Wherever a Selection Committee exists or has to be constituted for making recruitment to ten or more
vacancies in any level of p ost or grade in any cadre, it shall have the following composition, namely: -
(a) one member belonging to Scheduled Castes or Scheduled Tribes, one member belonging to Other
Backward Classes category and one member belonging to minority community in such Commi ttees;
(b) one member of the Selection Committee shall be a woman from the general category or from the
minority community or from the Scheduled Castes or Scheduled Tribes or Other Backward Classes
community, failing which a woman member shall be co -opted on t he Committee;
(2) Where the number of vacancies against which selection is to be made is less than ten, no effort should be
spared in finding the Scheduled Castes or Scheduled Tribes, Other Backward Classes officer and the
minority community officer and a wom en officer, for including in such Committees and i f it is not  possible
to find a Scheduled Castes or Scheduled Tribes or Other Backward Classes  woman officer of the requisite
level, a Scheduled Castes or Scheduled Tribes or Other Backward Classes  women off icer below the
requisite level may be nominated recording the reasons thereof.
(5) For the post of E -1 Grade and above, candidates appearing for written test or interview shall be assessed by
the Selection Committee. The Selection Committee shall use such meth ods for assessment as provided for
selection of concerned grade of employees. The committee shall recommend on the rating sheet, the names
of those selected for appointment in the order of merit and the appointing authority, if considers the
recommendation s of the Selection Committee is acceptable, shall pass appropriate order for the
appointment.
(6) The Selection Committee or Human Resources Department shall recommend a panel of names in the order of
merit for retention in case of any future employment. Such a panel shall be valid for a period of one year
and the number of names in the panel shall be limited to the number of vacancies notified.  Equal number of
names in the panel shall be kept under waiting list.
(7) In case of lateral entry in any grade from th e candidates in higher grade or pay, the Selection Committee or
the competent authority, depending upon the merits in the case, may make recommendation or approval for
higher start with grant of increments upto a maximum of five numbers over the minimum sc ale.
8. Reservation. -The instructions of the Central Government issued in respect of reservation from time to time as
applicable upon the Corporation shall be followed.
9. Verification during appointment. -Appointment to every post shall be subject to verificatio n of caste, character
and antecedents of selected candidates, and their physical fitness as certified by an authorised medical attendant
or hospital .

10. Induction training on appointment. -(1) Employees  joining the Corporation on appointment shall be provided
with formal or informal induction training. The employee should grasp the functions, policies, regulations and
procedures of the Corporation. The concerned department should do its best to provide relevant information and
guidance to the employee and it is  the responsibility of the new joined employee to learn with zeal and sincerity
and do his best to contribute to the value addition of the Corporation.
(2) Selected Management Trainees shall undergo such training for a minimum duration of one year which can be
extended maximum up to six months as stipulated with the approval of the appointing authority. The
Management Trainees shall be absorbed at the post of E -3 on successful completion of their training.
11. Probation and confirmation. -(1) All initial appointees,  except those on deputation or absorption from Central
and State Governments, autonomous bodies of Government and other public sector enterprises, shall be on
probation for a period of twelve months, extendable by a maximum of another period of twelve mont hs.
Services can be terminated during the period of probation including extended probation period without notice
and without assigning any reason thereof.
(2) An employee shall be confirmed with an order issued on behalf of the competent authority having
succe ssfully completed the probation period. Until and unless the confirmation received, the employee shall
continue to be on probation.
12. Date of increment. -The date of first increment shall be with effect from the first of the month in which twelve
months perio d is completed after the employee has been appointed or promoted. The first increment shall be
released only on successful completion of probation.
13. Pay fixation. -(1) Initial appointment shall be made at the minimum of the respective grade pay scale.
(2) Where ver internal candidates are selected, their pay scale shall be fixed in accordance with the regulation laid
down for the fixation of pay on promotion.
(3) Pay protection shall be given to the candidate joining from other Government organisations or autonomous
bodies or public sector undertakings.
(4) With the approval of the administrative Ministry, Corporation reserves the right to determine the pay scales
and allowances of its employees from time to time.
14. Age of superannuation. -(1) Employee shall superannuate on attaining the age of sixty years on the last day of
the relevant month which is subject to revision as per Department of Public Enterprises guidelines.
(2) An employee, whose date of birth is the first of the month, shall superannuate on the last day of the p receding
month.
(3) The performance of each employee and also his utility to the Corporation shall be reviewed at the age of fifty
and fifty -five years as  provided in the General Conditions of Service. The competent authority has full
powers to order for prema ture retirement of an employee who has attained the age of fifty and fifty -five
years, if he is considered to be inefficient or of doubtful integrity or medically unfit. Corporation shall have
a separate procedure for performance review.
(4) Premature retireme nt is independent of and without prejudice to the right of the Corporation under the
contract of employment to dispense with the services of an employee as prescribed.
15. Power to make procedure. -The Managing Director, with the approval of Board of Directors,  shall lay down the
recruitment procedure in accordance with the recruitment policy from time to time.
16. Interpretation. -If any doubt or difficulty arises in interpreting these regulations or in giving effect to them or if
any lacuna, inconsistency or anoma ly is discovered in their applications, it shall be open to the Board of
Directors to issue general instructions not inconsistent with the Act and the rules and regulations made
hereunder or any instructions issued by the Central Government from time to ti me to the extent it is applicable
to the Corporation for the purposes of removing such doubt, difficulty, lacuna, inconsistency or anomaly.
17. Power for addition or deletion or amendment to be made under this policy shall vest with Board of Directors
subject to sanction and approval of the administrative Ministry, as laid down in sections 41 and 42 of the
Warehousing Corporation Act, 1962 (58 of 1962).
APPENDIX -V
PROMOTION
[See regulations 9, 10 and15]
I. FOR MANAGERIAL CADRE
1. Scope. -(1) Applicable to all Central  Warehousing Corporation officers at Managerial level on regular rolls of
the Corporation in the following grades:

Grade  Designation  Pay scale (Rs.)
E-1 Assistant Manager  Rs.40000 -140000
E-2 Deputy Manager  Rs.50000 -160000
E-3 Manager  Rs.60000 -180000
E-4 Senior Manager  Rs.70000 -200000
E-5 Deputy General Manager  Rs.80000 -220000
E-6 General Manager  Rs.90000 -240000
E-7 Senior General Manager  Rs.100000 -260000
E-8 Group General Manager  Rs.120000 -280000
E-9* (subject to
creation of post at E -9
by the Cen tral
Government)  Executive Director
Rs.150000 -300000
(2) Not applicable to the personnel who are appointed in a  grade for a limited tenure, superannuated persons
reappointed in the Corporation's  service and to other personnel appointed on a purely casual, adh oc or
temporary  basis.
(3) Not applicable to the officers who are on deputation to Central Warehousing Corporation or who retain lien
on the service of the parent organization.
2. Basic principle  and objective. -(1) Central Warehousing Corporation as a Corporatio n subscribe to the
principle of generating growth from within and in pursuance thereof endeavors to achieve synchronization of the
goals and objectives of the organisation with the aspirations for growth and development of the individual
executives.
(2) Centra l Warehousing Corporation hereby declares that it shall be the Corporation's general policy to look
within  the organization for suitable persons with the requisite skill, expertise, merit and  suitability  for
filling  up the Senior Managerial  position.
(3) Notwi thstanding, anything stated above, Central Warehousing Corporation shall take recourse to lateral
entry  at certain levels from outside to the extent considered necessary  to ensure infusion of  new blood
and fresh outlook brought in by specialised or experie nced personnel from  other reputed organisations
or departments or Government bodies with a view to  sustain  the vigor  and vitality  of Central
Warehousing Corporation  as a leading  and a progressive  organisation.
(4) The promotion in the managerial level shall be  as follows:
Grade  Cadre  Percentage of Vacant
post on promotion  Percentage of Vacant
post through Direct
Recruitment
S-VI to E -1 General and Technical  50
(35-Positive Selection and
15-(Limited Departmental
Competitive Examination)  50
E-1 to E -2 All Cadre s 100 Nil
E-2 to E -3 General, Technical and Finance  75 25
E-2 to E -3 Engineering Cadres  100 Nil
E-3 to E -4 All Cadres  100 Nil
E-4 to E -5 All Cadres  90 10
E-5 to E -6, E-6 to
E-7, E-7 to E -8
E-8 to E -9* All Cadres  100 Nil
*Subject to creation of post at E-9 by the Central Government

(5) In order to facilitate the fulfillment of the growth expectations, Central Warehousing Corporation  shall
strive to create and sustain functioning of the managerial level officers in their roles and
responsibilities and to p rovide necessary scope and facilities for development of technical and
managerial skills and capabilities through training, job rotation, opportunities to serve in the field, job
enlargement and job enrichment. The managerial personnel are expected to avai l fully of the
developmental opportunities as mere reliance of length of service may not be sufficient to meet fully
their growth aspirations.
(6) Consistent with and subject to the above principles and Corporation's philosophy , Central Warehousing
Corporation  lays down herein its promotion directives for the managerial personnel with the following
as the objectives:
(a) to motivate and enthuse the officers for better and more effective performance by rewarding them
with the promotions to positions of higher respon sibilities commensurate with their merit, ability
and contribution towards the achievement of the organisational goals and objectives.
(b) to lay down clear and unambiguous principles to regulate promotion of officers to available higher
positions consistent w ith the requirement of the Corporation.
(c) to ensure uniformity, consistency and fairness in the promotion of Corporation's managerial
personnel between various disciplines, regions and establishments of the Corporation.
(d) to communicate to the managerial perso nnel the requirements of performance, merit and other
conditions pre -requisite to promotion and the events and circumstances which might disqualify
them from being promoted.
3. General principles. -(1) Promotion of employees in the next higher grades shall be on the basis of merit,
efficiency, grade -service and suitability or selection. In view of the fact that such merit, efficiency and
suitability or selection can be meaningfully determined on the basis of assessment of performance and
potential over a reason able period, there shall be a minimum period of service in a grade to be called,
“Eligibility Period” and only those employees who complete the minimum period so prescribed shall be
eligible for consideration for promotion to the next higher grade.
(2) The sal ary grades shall be grouped into the following clusters:
Grade  Cluster
E-1 and E -2 I
E-3 and E -4 II
E-5 and E -6 III
E-7 IV
E-8 V
E-9*
*Subject to creation of post at E -9 by the Central
Government  VI
(3) The job responsibilities of various posts in  their salary grades within the clusters have  been clubbed and
shall be completely inter -changeable and availability of a vacancy  shall not  be constraint for
promotions  within the  cluster. Sanctioned strength in  different salary grades in one cluster shall  remain
floating, however, subject to overall  strength  not being  burst. Inter -cluster  promotions  shall  be made
subject  to availability  of vacancies.
(4) Seniority :
(a) The seniority shall not be affected depending upon the overall merit in the panel of the
recomme ndations of Departmental Promotion Committee or Interview panel provided the Officer joins
within the joining time offered.
(b) In case of same date of joining, date of joining in previous grade, followed by joining of the employee
in the organisation and last ly by date of birth shall be the basis for deciding the seniority.
(5) Cases of eligible personnel in the managerial level may be taken up for consideration of promotion at
any time depending upon the availability of vacancies and exigencies of work. Promotion s shall take
effect from the date of assumption of charge of the higher post or the date of issue of order or any

prospective or retrospective date as may be specified in the promotion order. However, to enable
promotions taking effect in a planned and rat ional manner and to ensure that anomalies and
unavoidable widening of inter -se differences are kept down to the minimum, promotion of employees
within clusters shall normally be made effective from standard date.
(6) The standard dates and other matters relati ng to eligibility shall be regulated as under:
(a) For promotions within the clusters
Meetings of the Departmental Promotion Committee (DPC) shall be held once in a year, normally
during month of May -June. The employees shall be considered for promotion on com pletion of
eligibility period of service in the grade. The eligibility of the employees shall be determined as on
30th June of the year and promotion of the candidates found suitable shall take effect from the
standard date of promotion i.e., 1st July fall ing after completion of the eligibility period.
(b) For promotions from one cluster to another cluster
In case of promotions from one cluster to another, the Departmental Promotion Committee (DPC)
meeting shall be held once in a year during the month of May - June wherein the candidates
completing eligibility period as on 30th June of the year shall be considered. However, the
promotion of the empaneled employees shall take effect from the date of assumption of charge.
Also, an outside expert of eminence experie nce, in the related field, shall be included in the panel
to conduct personal interaction.
(7) Due consideration and weightage shall be given to the employees for the period spent in field units as and
where applicable.
(8) Competent authority reserves the right t o constitute Special Departmental Promotion Committee (DPC) or
Review Departmental Promotion Committee (DPC) at any time in case of special circumstances.
4. Limited  Departmental  Competitive  Examination (LDCE). -(1) The objective of Limited  Departmental
Compet itive Examination (LDCE) is to encourage extra -ordinary brilliant and talented employees at
operational level by affording them suitable opportunities for securing accelerated promotions in their
career and thus enthuse and motivate others to develop simil ar potentials, skills, abilities and capacities.
(2) The operational level staff who are eligible as per Channel of Promotion and offer themselves  for
consideration against vacancies available for Limited  Departmental  Competitive Examination (LDCE)
as per laid  down percentage  shall  be required  to qualify Limited  Departmental  Competitive  Test.
5. Probation. -(1) All officers  promoted  to the next grade  shall  be placed  on probation  for a period  of one year
from the date of assumption of charge in the next higher grade . The period  of probation  may be extended
at the discretion  of the competent  authority  but shall  not be extended by more than one year.
(2) Officers promoted to the higher grade, shall be issued a formal order of  confirmation on satisfactory
completion of the probation period or the extended  period of probation, as may be applicable. The
officer shall be deemed to be on  probation  until  so confirmed  in writing.
(3) If during the probation period or extended period of probation, the performance of  the officer  is not
found  satisfactory  or upto the standard  required  for the promoted post, he shall be reverted back to the
pre-promotion grade.  After reversion, the employee shall not be considered for promotion to the higher
grade for a period of  one year from the  date of reversion.
(4) The officer shall be considered for confirmation to the promoted grade on securing at least ‘Very Good’
performance rating during the probation period.
6. Reservation  for Scheduled Castes or Scheduled Tribes. - The directives of the Central Governme nt with
regard to the reservation of posts of  Scheduled Castes or Scheduled Tribes candidates in the matter of
promotion shall be kept  in view  while  effecting promotions  of employees.
7. Non-functional up -gradation. -(1) To avoid stagnation and promote the des erving employees who are
otherwise not promoted for want of vacancies.
(2) Applicable for non -functional up -gradation from post of E -2 to E -3, E-4 to E -5, E-6 to E -7 and E -7 to E -8.
(3) All employees who complete the eligibility criteria for promotion from post of  E-2 to E -3, E-4 to E -5, E-6 to
E-7 and E -7 to E -8 who could not be promoted for want of vacancy may be granted non -functional up -
gradation to the post subject to suitability and fitness for promotion.
(4) The non -functional up -gradation shall be granted with change in designation along with specifying non -
functional (NF) e.g., Senior Manager (NF), Senior General Manager (NF).

(5) The up -gradation granted shall be a purely Non -Functional Up -gradation, personal to the employee and it
would not bestow any right to th e employee to claim promotion or deputation benefits based on Non -
Functional Up -gradation in such a manner.
(6) All prescribed eligibility criteria and promotional requirements shall remain same as laid down for
promotion.
(7) The pay on up -gradation shall be fixe d as per general regulations pertaining to fixation of pay on promotion.
Dearness Allowances (DA), House Rent Allowances (HRA) and Allowances (cafeteria) shall also be paid.
(8) All other perquisites, benefits and status applicable to the upgraded post shall be granted on regular
promotion only.
(9) The powers under Delegation of Powers (DoP) applicable to the promoted grade shall be exercised by the
employee on regular promotion only.
(10) As and when the normal vacancies in the grade arise, the employees shall be co nsidered for regular
promotions as per the normal guidelines. However, at the time of promotion, the pay in the grade shall not
be fixed again for employees who have been granted up -gradation under these orders. The subsequent
promotion of such employees s hall be considered from the date of regular promotion in the grade.
8. Power to amend. -(1) Power to amend these regulations shall vest with the Board of Directors, subject to
sanction and approval of the administrative Ministry, as laid down in sections 41 an d 42 of the Warehousing
Corporations Act, 1962 (58 of 1962).
(2) The Managing Director, with the approval of  Board of Directors, shall  formulate appropriate procedure for
promotion.
9. Interpretation. - If any doubt or difficulty arises in interpreting these regul ations or in giving effect to them or if
any lacuna, inconsistency or anomaly is discovered in their applications, it shall be open to the Board of
Directors to issue general instructions not inconsistent with the Act and the rules and regulations made her eunder
or any instructions issued by the Central Government from time to time to the extent it is applicable to the
Corporation for the purposes of removing such doubt, difficulty, lacuna, inconsistency or anomaly.
10. CHANNEL  OF PROMOTION  AT MANAGERIAL CADRE .-
(1) GENERAL (COMMERCIAL/ IT/HR) AND TECHNICAL  CADRE:
Executive Director E -9* (150000 -300000)
Vacancy based – 5 years in E -8 (Personal interaction)
General Manager E -8 (120000 -280000)
Vacancy based – 4 years (Personal interaction)
Senior General Manager E -7 (100000 -260000)
Vacancy Based – 4 years (Personal interaction)
General Manager E -6 (90000 -240000)
4 Years – Suitability
Deputy General Manager E -5 (80000 -220000) ------ 10% (Lateral Entry)
Vacancy Based – 4 years (Personal interaction)
Senior Manager E -4 (70000 -200000)
4 years - Suitability
Manager E -3 (60000 -180000) ------- 25%
Vacancy Based – 3 years (Personal interaction)
Deputy Manager E -2 (50000 -160000)
3 Years (Suitability)
15% ---------  35% ----- Assistant Manager E -1 (40000 -140000) ---50%
LDCE
Employees in
grades S -V and
S-VI with 6
years’ service  In Grade S -VI
with 5 years’
service
through
positive
selection
Direct Recruitment
*SUBJECT TO CREATION  OF POST AT E -9 BY THE CENTRAL GOV ERNMENT.

(2) FINANCE CADRE:
Executive Director E -9* (150000 -300000)
Vacancy based – 5 years in E -8 (Personal interaction)
General Manager E -8 (120000 -280000)
Vacancy based – 4 years (Personal interaction)
Senio r General Manager E -7 (100000 -260000)
Vacancy Based – 4 years (Personal interaction)
General Manager E -6 (90000 -240000)
4 Years – Suitability
Deputy General Manager E -5 (80000 -220000) ----10% (Lateral Entry)
Vacancy Based – 4 years (Personal intera ction)
Senior Manager E -4 (70000 -200000)
4 years - Suitability
Manager E -3 (60000 -180000) -----25%
Vacancy Based – 3 years (Personal interaction)
Deputy Manager E -2 (50000 -160000)
3 Years (Suitability)
Assistant Manager E -1 (40000 -140000) -----100%
Direct Recruitment
A *SUBJECT TO CREATION  OF POST AT E -9 BY THE CENTRAL GOV ERNMENT.
(3) ENGINEERING CADRE:
Executive Director E -9* (150000 -300000)
Vacancy based – 5 years in E -8 (Personal interaction)
Group
General Manager E -8 (120000 -280000)
Vacancy based – 4 years (Personal interaction)

Senior General Manager E -7 (100000 -260000)
Vacancy Based – 4 years (Personal interaction)
General Manager E -6 (90000 -240000)
4 Years – Suitability
Deputy General Manager E -5 (80000 -220000) ----10% (Lateral Entry)
Vacancy Based – 4 years (Personal interaction)
Senior Manager E -4 (70000 -200000)
4 years - Suitability
Manager E -3 (60000 -180000)
Vacancy Based – 3 years (Personal interaction)
Deputy Manager E -2 (50000 -160000)
3 Years (Suitability)
Assistant Manager E -1 (40000 -140000) -----100%
Direct Recruitment
*SUBJE CT TO CREATION OF PO ST AT E -9 BY THE CENTRAL GOV ERNMENT.
(4) SECRETARIAL SERVICE CADRE:
Manager E -3 (60000 -180000)
Vacancy Based – 3 years (Personal interaction)
Deputy Manager E -2 (50000 -160000)
3 Years (Suitability)
Assistant Manager E -1 (40000 -140000)
(On promotion from S -VI, 100%)
(5) RAJBHASHA CADRE:
Senior Manager E -4 (70000 -200000)
4 Years (Suitability)
Manager E -3 (60000 -180000)

Vacancy Based – 3 years (Personal interaction)
Deputy  Manager E -2 (50000 -160000)
3 Years (Suitability)
Assistant Manager E -1 (40000 -140000)
(On promotion from S -VI, 100%)
Note:
(i) Officers of Technical cadre in E -4 Grade with MBA or equivalent degree recognized by University Grant
Commission (UGC) or All Ind ia Council for Technical Education (AICTE) may opt to migrate to General
cadre in E -5 Grade on promotion, subject to fulfilling all requisite criteria for promotion.
(ii) Years indicated above are only for the purpose of determining the eligibility for promotio ns.
(iii) Percentage of direct recruitment or normal promotion are only indicative and may vary from time to time
based on the organizational requirement.
(iv) The years for eligibility may also be altered as per requirement.
(v) Intermediate induction by way of direct r ecruitment or deputation may be ordered at any level depending on
organisational requirement.
(vi) Provided that the Board may relax, by order, any of the provisions, in relation to the points (i) to (v)
mentioned above, for a class or category of persons, if i n their opinion it is necessary or expedient so to do.
II. NON -MANAGERIAL CADRES
3. Scope .-(1) Applicable to all Central Warehousing Corporation Non -Managerial cadres on regular rolls of the
Corporation in the following grades:
Grade  Cadre  Designation  Pay scale (Rs.)
S-VI Non-Managerial  Executive (General)/ Executive (Technical)/ Executive
(Rajbhasha)/
Personal Assistant  Rs. 32000 -99000
S-V Non-Managerial  Junior Executive (General)/ Junior Executive
(Technical)/ Junior Executive (Rajbhasha)/Junior
Personal Assi stant  Rs. 29000 -93000
S-IV Non-Managerial  Warehouse Assistant Grade -I/Senior Staff car Driver  Rs. 27000 -90000
S-III Non-Managerial  Warehouse Assistant Grade -II/ Staff car Driver  Rs. 24500 -87000
S-II Non-Managerial  - Rs. 23000 -84000
S-I Non-Managerial  Chowkidar Grade -I/ Senior Safaiwala/
Peon/Chowkidar/Safaiwala/Gardener/ Helper  Rs. 22000 -78000
(2) Not applicable to the personnel who are appointed in a  grade for a limited tenure, superannuated persons
reappointed in the Corporation's  service and to other p ersonnel appointed on a purely casual, ad hoc or
temporary  basis.
(3) Not applicable to the employees  who are on deputation to Central Warehousing Corporation or who retain
lien on the service of the parent organization.
2. Objective of promotion policy. -The obj ective of the Corporation’s promotion policy for employees in the non -
managerial cadres is to be provided, keeping in view the organization requirement, adequate growth opportunity
consistent with merit and suitability.
3. General  principles. -(1) Promotion of  employees in the next higher grades shall be on the basis of merit,
efficiency, grade -service and suitability or selection. In view of the fact that such merit, efficiency and
suitability or selection can be meaningfully determined on the basis of assessm ent of performance and
potential over a reasonable period, there shall be a minimum period of service in a grade to be called,

“Eligibility Period” and only those employees who complete the minimum period so prescribed shall be
eligible for consideration f or promotion to the next higher grade.
(2) The following salary grades shall be grouped into the following clusters:
Grade  Cluster
S-V and S -VI I
(3) The job responsibilities of various posts in the salary grades within the clusters have  been clubbed and
shall b e completely inter -changeable and availability of a vacancy  shall not  be constraint for
promotions  within the  cluster. Sanctioned strength in  different salary grades in one cluster shall remain
floating subject to overall  strength  not being  burst. However,  inter -cluster  promotions  shall  be made
subject  to availability  of vacancies.
(4) The standard dates and other matters relating to eligibility date etc. shall be regulated as under:
(a) For promotions within the cluster
Meetings of the Departmental Promotion Commi ttee (DPC) shall be held once in a year, normally
during the month of May -June. The Employees shall be considered for promotion on completion
of eligibility period of service in the grade. The eligibility of the employees shall be determined as
on 30th June of the year and promotion of the candidates found suitable shall take effect from the
standard date of promotion i.e., 1st July falling after completion of the eligibility period.
(b) For promotions from one cluster to another cluster
In case of promotions f rom one cluster to another, the Departmental Promotion Committee (DPC)
meeting shall be held once in a year during the month of May -June wherein the candidates
completing eligibility period as on 30th June of the year shall be considered. However, the
prom otion of the empaneled employees shall take effect from the date of assumption of charge.
(5) Due consideration and weightage shall be given to the employees for the period spent in field units as and
where applicable.
(6) Competent authority reserves the right to constitute Special Departmental Promotion Committee (DPC) or
Review Departmental Promotion Committee (DPC) at any time in case of special circumstances.
4. Eligibility period. - While the normal period of eligibility shall be as indicated in the channel of promotion but
keeping in view the special requirements of the organisation in this fast -expanding phase when it may be
considered desirable to fill vacancies in higher grades with employees from within rather than resorting to
recruitment from outside, the  eligibility period may be relaxed at the sole discretion of the Board of Directors.
5. Probation. -(1) All employees  promoted  to the next grade  shall  be placed  on probation  for a period  of one
year from the date of assumption of charge in the next higher grad e. The period  of probation  may be
extended  at the discretion  of the competent  authority  but shall  not be extended by more than one year.
(2) Every employee promoted to the higher grade, shall be issued a formal order of  confirmation on
satisfactory completion of the probation period or the extended  period of probation, as may be
applicable. The employee shall be deemed to be on  probation  until  so confirmed  in writing.
(3) If during the probation period or extended period of probation, the performance of  the employe e is not
found  satisfactory  or upto the standard  required  for the promoted post, the employee shall be reverted
back to the pre -promotion grade.  After reversion, the employee shall not be considered for promotion
to the higher  grade for a period of  one year from the  date of reversion.
(4) The employee shall be considered for confirmation to the promoted grade on securing ‘Very Good’
performance rating during the probation period.
6. Reservation  for Scheduled Castes or Scheduled Tribes. - The directives of the Centr al Government with
regard to the reservation for  Scheduled Castes or Scheduled Tribes candidates in the matter of promotion to
the post of Assistant Manager (E -1) through positive selection or Limited Departmental Competitive
Examination shall be kept  in view while  effecting promotions  of non -managerial cadre employees.
7. Power to amend. -(1) Power to amend these regulations shall vest with the Board of Directors, subject to
sanction and approval of the administrative Ministry, as laid down in sections 41 and 42 of the Warehousing
Corporations Act, 1962 (58 of 1962).
(2) The Managing Director, with the approval of  the Board of Directors, shall  formulate appropriate procedure
for promotion.
8. Interpretation. - If any doubt or difficulty arises in interpreting these reg ulations or in giving effect to them or if
any lacuna, inconsistency or anomaly is discovered in their applications, it shall be open to the Board of

Directors to issue general instructions not inconsistent with the Act and the rules and regulations made h ereunder
or any instructions issued by the Government from time to time to the extent it is applicable to the Corporation
for the purposes of removing such doubt, difficulty, lacuna, inconsistency or anomaly.
9. CHANNEL  OF PROMOTION  OF NON -MANAGERIAL CADRE. -
Assistant Manager (General)/Assistant Manager (Technical)/
Assistant Manager (Rajbhasha)/ Assistant Manager (Secretarial Service)
E-1 (40000 -140000) --------- 50%
Five year at S -VI (35% Positive Selection)/ Six years at S -V and S -VI (15% Limited Depar tmental Competitive
Examination)
Executive (General) / Executive (Technical)/ Executive (Rajbhasha)/
Personal Assistant
S-VI (32000 -99000)
4 years in S -V (Suitability)
Junior Executive (General) /Junior Executive(Technical)/Junior Executive (Rajbhasha)/
Junior Personal Assistant
S-V (29000 -93000) ---100%
(Direct Recruitment)
Note:
(i) Promotion of the employees in S -I grade and below S -V grade shall be regulated as mentioned below:
From  To Eligibility
Grade  Designation  Grade  Designation
S-IV Warehouse Assistant Grade -I  S-VI Executive (General)  4 years.
Senior Sta ff Car Driver   -
S-III Warehouse Assistant Grade -II  S-IV Warehouse Assistant Grade -I 3 years.
Staff Car Driver  S-IV Senior Staff Car Driver  8 years.
S-II - S-III  Warehouse Assistant Grade -II 3 years. experience
with typing skill
and passed
matricu lation  S-I Chowkidar Grade I  / Chowkidar
Senior Safaiwala / Safaiwala
Peon
Helper
Gardener
(ii) Years indicated above are only for the purpose of determining the eligibility for promotions.
(iii) Percentage of direct recruitment or norma l promotion are only indicative and may vary from time to time
based on the organisational requirement.
(iv) The years for eligibility may also be altered as per requirement.
(v) Intermediate induction by way of direct recruitment/deputation may be ordered at any  level depending on
organizational requirement.

(vi) Provided that the Board may relax, by order, any of the provisions, in relation to the points (i) to (v)
mentioned above, for a class or category of persons, if in their opinion it is necessary or expedient so to do.
Appendix -VI
LEAVE
[See regulations 31]
1. Scope and application. - This Appendix shall apply to all the regular employees of Central Warehousing
Corporation appointed in connection with the affairs of the Corporation, but shall not apply to pers ons in casual
or daily -rated or part -time employment and persons employed on contractual basis unless otherwise specified in
the term of their contracts.
2. Definitions. - In this Appendix, unless the context otherwise requires, -
(a) competent authority means the  authority specified as per Delegation of Powers, competent to grant of leave;
(b) completed years of service  or “one year’s continuous service” means continuous service of specified
duration under the Corporation and includes the period spent on duty as well  as on leave including
extraordinary leave;
(c) “Corporation”  means the Central Warehousing Corporation established under section 3 of the Warehousing
Corporations Act, 1962 (58 of 1962);
(d) “corporate office” means the registered office of the Corporation loca ted at 4/1, Siri Institutional Area,
August Kranti Marg, Hauz Khas, New Delhi or any place specified as corporate office by the Corporation;
(e) “date of superannuation”,  in relation to an employee, means the afternoon of the last day of the month in
which th e employee attains the age prescribed for retirement under the terms and conditions governing his
services:
Provided that an employee whose date of birth is the first of the month shall superannuate from service
on the afternoon of the last day of the pre ceding month on attaining the age prescribed for superannuation
under the terms and con ditions governing his services;
(f) “disability” means “specified disability”, “benchmark disability”, and “disability having high support needs”
as referred to in the Righ ts of Persons with Disability Act 2016 as amended from time to time;
(g) “employee”  means a person who is in the whole -time service of the Corporation but does not include a
person engaged by the Corporation on daily wages;
(h) “Managing Director”  means the Mana ging Director of the Corporation;
(i) “management trainee” means any person engaged by the Corporation as a management trainee in the
Corporation;
(j) “probationer” means  a person who is serving the Corporation on Probation or on extended period of
probation, fo r a defined period; and
(k) “registered medical practitioner” means a medical practitioner who is registered under the relevant law for
the time being in force..
3. Right to leave. -Leave shall not be claimed as a matter of right. When the exigencies of Corporat ion work so
required, leave of any kind may be refused or revoked by the competent authority.
4. Earned  leave. -(1) The leave account of every employee shall be credited with earned leave, in advance, in
two installments of fifteen days each on the first day of January and July of every calendar year. Only one
earned leave account shall be maintained for all employees irrespective of any grade.
(2) The leave at the credit of an employee at the close of the previous half -year shall be carried forward to
the next h alf-year, subject to the condition that the leave so carried forward plus the credit for the half -
year do not exceed the maximum limit of 300 (three hundred) days.
(3) Where the earned leave at the credit of the employee as on the last day of December or Ju ne is 300
(three hundred) days or less but more than 285 (two hundred and eighty five) days, the advance credit
of 15 (fifteen) days earned leave on first day of January or July to be afforded in the manner indicated
under sub -paragraph (1) of paragraph 4 above shall instead of being credited in leave account be kept
separately and first adjusted  against the earned leave that the employee takes during that half -year and

the balance, if any, shall be credited to the leave account at the close of the half -year, subject to the
condition that balance of such earned leave plus leave already at credit do not exceed the maximum
limit of 300 (three hundred) days.
(4) The maximum earned leave that may be granted at a time shall normally be forty -five days.
(5) Earned leav e shall be credited to the leave account of an employee at the rate of 2½ (two and half) days
for each completed calendar month of service which he is likely to render in a half -year of the calendar
year in which he is appointed.
(6) When an employee is due to retire or resigns or dismissed or removed from the service or dies while in
service, credit of earned leave shall be allowed at the rate of 2½ (two and half) days per completed
calendar month of service.
(7) If an employee has availed of extraordinary leav e or some period of absence has been treated as dies
non in a half -year, the period shall not be reckoned for credit of EL to his leave account.
(8) While affording credit of earned leave, fractions of a day shall be rounded off to the nearest day.
(9) An emplo yee cannot avail half a day earned leave.
5.  Half pay  leave. -(1) The half pay leave account of every employee shall be credited with half pay leave in
advance, in two installments of 10 (ten) days each on the first day of January and July of every calendar
year.
(2) The leave  shall be credited to the said leave account at the rate of 5/3 days for each completed calendar
month of service which he is likely to render in the half year of the calendar year in which he is appointed.
(3) When an employee retires or resi gns or dismissed or removed from service or dies while in service, credit
of half pay leave shall be allowed at the rate of 5/3 days per completed calendar month of service.
(4) If an employee has availed of extraordinary leave or some period of absence has b een treated as dies
non in a half -year, the period shall not be reckoned for credit of half pay leave to his leave account.
(5) While affording  credit of half pay leave, fraction of a day shall be rounded off to the nearest day.
(6) The half pay leave may be gra nted on medical certificate or on private affairs .
6.  Casual  leave. -(1) An employee is entitled to avail 8 (Eight) days casual leave in a calendar year in addition
to two restricted holidays.
(2) Employees with disabilities shall be allowed maximum of 12 ( twelve) days casual leave in a calendar
year.  The additional benefit of 04 (four) days casual leave shall be granted in the  form of Special
Casual Leave.
(3) Casual leave for the first year of the service and during the year of retirement will be calculated  on
proportionate basis in case the employee joins after the first day of January.
(4) Not more  than 5 (Five) days casual leave will be granted in one spell.
(5) An employee may avail casual leave for half a day also, lunch interval being taken as dividing tim e.
(6) Sundays and public holidays  do not form part  of casual  leave  and can be prefixed or suffixed to casual
leave.
(7) Casual leave cannot  be combine d with any other  kind of leave except Special Casual Leave and
Restricted Holiday.
(8) Casual leave cannot be com bined with joining time
(9) If an employee having only half a day’s casual leave at his credit avails it in the afternoon of a day and
is unable to resume duty on the next working day due to sickness or other compelling grounds, he may
be permitted to combine  half-a-day’s casual leave with regular leave by way of exception:
Provided that, an employee having only half a day’s casual leave at his credit who has applied for
regular leave shall not be permitted to avail of the half a day’s casual leave on the afte rnoon on the day
preceding  the commencement of his leave.
7. Commuted leave. -(1) Commuted  Leave  shall  be granted  only on medical  grounds  or for an approved course
of study provided adequate balance of leave is available in half pay leave. When  the commuted  leave  is
granted,  twice  the amount  of such  leave  will be debited against the half pay leave due to the employee. The
maximum admissible  period  of such  leave  during  the entire  service  will not exceed  180 (one hundred and
eighty) days (without submission of m edical certificate).

(2) All employees  of the Corporation are allowed to avail commuted leave (by commuting half pay leave) for
three days at a stretch for his sickness without production of medical certificate, subject to a maximum limit
of ten days in any c alendar year, out of half pay leave in his account.
(3) For sickness beyond  three days, the employee shall have to produce a Medical Certificate (MC) from a
registered medical practitioner for availing commuted medical leave.
(4) The employee availing medical l eave or commuted leave beyond three days shall be required to produce
Fitness Certificate (FC) from the registered m edical  practitioner or attending physician or clinic or hospital.
8. Leave not  due.-(1) Leave not due shall be granted only if no other kind o f leave is available in leave account
of the employee. Leave not due may be granted in case of exigencies on personal or medical grounds.
(2) Leave not due may be granted to an employee limited to a maximum of 360 (three hundred and sixty) days
during the en tire service  and shall  be further limited,  at any one time,  to one half of the amount of half -
pay leave an employee is likely to earn during the remaining period of the service or 30 (thirty) days,
whichever is less.
(3) In case the employee  is on probation,  he is not entitled  to avail  leave  not due.
(4) If an employee resigns during the leave not due, leave will be cancelled and leave salary paid towards
leave not due will be recovered.
(5) After  having availed leave not due, if an employee resigns or retires, on h is return and before earning
such leave, an employee has to refund the leave salary to the extent, the leave has not been earned.
Leave salary will not be recovered, if an employee retires on the ground of ill -heath or in the case of
death.
9.  Extra -ordina ry leave. -(1) An employee may be allowed to avail of extraordinary leave when no other
leave  is admissible  or when  other  leave  is admissible  but extraordinary leave  is applied  for. Extraordinary
leave  for period  in excess  of three  months and up to three ye ars may be allowed on medical grounds for
diseases which require prolonged treatment or for pursuing higher studies. An employee  is not entitled  to
draw  any pay or allowances  during  this type of  leave.
(2) An employee shall not be granted extraordinary leave for more than two months on one occasion except
for reasons stated  above.
(3) Extra -ordinary leave on educational grounds cannot be claimed, however, such leave  may be granted to
employees subject to the following terms and conditions:
(a) The leave is to under go, in India or abroad, for a special course of study consisting of higher studies or
specialized training in a professional or a technical subject which may enhance the knowledge and
skills of the employee or to undertake a course of training of such natu re.
(b) It is to be ascertained that the proposed course of study or training shall be of advantageous from the
point of view of the Corporation interest.
(c) The course is Government recognized.
(4) Extra Ordinary Leave on educational grounds shall not generally b e granted for persuasion  of studies abroad
for which adequate facilities exist in India.
(5) On completion of course of study, the Employee shall submit to the authority which granted him the leave,
the certificates of examination  course indicating the date o f commencement of course with the remarks, if
any, of the authority or in -charge of course study of the Institute concerned.
(6) An employee who is granted extra -ordinary leave on educational grounds should be required to execute a
bond in the specified forma t. If an employee who is granted leave for pursuing higher studies fails to rejoin
his duty after expiry of extra -ordinary leave or resigns or retires or otherwise quits services without
returning to duty at any time during the three years from the date of  expiry of extra -ordinary leave, or fails
to serve the Corporation for a minimum period of 3 (three) years he shall be required to pay to the
Corporation:
(a) an amount equal to Basic Pay, Dearness Allowance, ad -hoc or interim relief, if any, that he would h ave
drawn for a period of 3 (three) years on return from leave or three lakh rupees whichever is more.
(b) actual expenses, if any incurred by the Corporation or institution or foreign government in connection
with the course of study, together with interest thereon at rates for the time before his resignation is
accepted or permission to retire or to his quitting service otherwise is granted.

Note:  However, the condition of bond will not be applicable for Board L evel Appointments through PESB.
(7) The duration of extra -ordinary leave on educational grounds shall not exceed 3 (three) years during  the entire
period of an employee’s service. However, it shall not be more than 2 (two) years on one occasion except in
exceptional cases with the sole discretion of the competent authority. Such leave may be permitted to be
availed in one spell or more subject to overall ceiling of 3 (three) years.
(8) Extra -ordinary leave on educational grounds however may be combined with other kinds of leave due and
admissible to an emplo yee in a manner that the grant of such leave in combination with any other leave shall
not exceed 36 (thirty -six) months at one instance.
10. Maternity  leave. -(1) The female employees of Corporation with less than two surviving children may be
granted materni ty leave by an authority competent to grant leave for a period  of 180 (one hundred and eighty)
days from the date of its commencement.
(2) During  such period, she shall be paid leave salary equal to the pay drawn immediately before proceeding
on leave.
(3) Mater nity leave not exceeding 45 (forty -five) days may also be granted to a female employee
(irrespective of the number of surviving children) during the entire service of that female employee in
case of miscarriage including abortion on production of medical c ertificate.
(4) Maternity  leave shall not be debited against the leave account and can be combined with other types of
leave except casual leave.
11.  Paternity  leave. -(1) A male employee with less than two surviving children, may be granted paternity
leave by t he competent authority for a period of 15 ( fifteen ) days, during the confinement of his wife for
childbirth, i.e., up to 15 (fifteen) days before, or up to 6 (six) months from the date of delivery of the child.
(2) During the period of such leave, he shall be  paid at the rate of pay drawn immediately before proceeding
on leave. Paternity leave shall not be debited against the leave account and may be combined with any
other kind of leave except casual leave.
(3) Paternity leave may be availed in two spells.
12. Leave on child adoption. -(1) A male employee with less than two surviving children, on valid adoption  of a
child below the age of one year, may be granted paternity leave, for a period of 15 (fifteen) days within a period
of 6 (six) months from the date of su ch adoption of the child.
(2) A female employee, with less than two surviving children, on valid adoption of a child below the age of one
year may be granted child adoption leave for a period of  180 (one hundred and eighty) days immediately
after the date of adoption.
(3) During the period of child adoption leave, he shall be paid leave salary equal  to the pay drawn immediately
before proceeding on leave.
(4) The child adoption leave shall not be debited against leave account and may be combined with leave of any
other kind.
Note:  “Child” will include a child taken as ward by  the employee, under the Guardians and Wards Act, 1890 (8 of
1890) or the personal Law applicable to that employee, provided such a ward lives with the employee and
is treated as a member of the  family and provided such employee has, through a special will, conferred
upon that ward the same status as that of a natural born child.
13. Special Casual leave. -
(1) For family planning: For male employees:
(a) Maximum of 5 (five) working days admissible for vas ectomy operation. If he undergoes the said
operation for a second time due to failure of the first, another five working days will be admissible
on the production of medical certificate.
(b) Maximum of 21 (twenty -one) days for undergoing recanalization operat ion.
(c) Maximum of 3 (three) working days if his wife undergoes tubectomy, laparoscopy or
salpingectomy operation. The leave should follow the date of operation.
(2) For family planning: For female employee:

(a) Maximum of 10 (ten) working days admissible for tube ctomy or laparoscopy. If she undergoes the
operation for a second time due to failure of the first, maximum of 10 (ten) working days will be
admissible for the second time.
(b) Maximum of 10 (ten) working days admissible for salpingectomy operation after Medi cal
Termination of Pregnancy (MTP). Not admissible if maternity leave is availed.
(c) Admissible for 1 (one) day on the day of Intrauterine Contraceptive Device (IUCD) or Intrauterine
Device (IUD) insertion or reinsertion.
(d) Maximum of 21 (twenty -one) days adm issible for undergoing recanalization operation.
(e) Admissible for 1 (one) day on the day of operation when her husband undergoes vasectomy
operation.
(3) Leave during elections. -
(a) During General elections or by -elections to Lok Sabha or State Assembly, employ ees enrolled as voters
in a constituency but having offices in another constituency may be given sufficient time to cast their
votes or a day’s special casual leave on the day of election in their home constituency to enable them to
exercise their franchis e if their offices are not closed on that day.
(b) During Panchayat or Municipals elections, orders issued by the local authority or Election Commission
of India, from time to time, shall be followed.
14. Disability leave (Work Related Illness Injury Leave (WRI IL)). -(1) The authority  competent to grant leave
may grant special disability leave to an employee who suffers illness or injury that is attributable to or
aggravated in the performance of his official duties or in consequence of his official position.
(2) Full pay and allowances shall be granted to the employee during the entire period of hospitalization on
account of WRIIL.
(3) Beyond  hospitalisation, leave salary during WRIIL shall be governed as under, namely: –
(a) employees shall be paid full pay and allowances  for 6 (six) months immediately following
hospitalisation.
(b) half pay leave for 12 (twelve) months beyond the initial period of 6 (six) months mentioned in
paragraph (a) of sub -paragraph (3) of paragraph 14 above.  The half pay leave period may be commuted
to full pay with corresponding number of days of half pay leave debited from the employee’s leave
account.
(4) No earned leave or half pay leave shall be credited during the period  an employee is on WRIIL.
(5) Corporation reserve the right for medical examination  of the employee at any stage while granting disability
leave.
15. Compensatory  holiday. -(1) Employees  who are called upon to work on Sunday or public holiday shall be
allowed 1 (one) day compensatory holiday for each full day of work done.
(2) Compensatory  holiday is to be earned before being availed.
(3) Compensatory  holiday is allowed to the non -managerial employees in the grade of S -I to S -VI.
(4) Compensatory  holiday so credited for work done on Sunday or public holiday should be availed within the
next 3 (three) months following the day the employee was called for duty.
(5) Un-availed  compensatory  holiday shall automatically lapse at the end of the time limit mentioned in sub -
paragraph (4) of paragraph 15 above.
(6) Compensatory  holiday will be allowed to be prefixed or  suffixed with casual leave or r estricted  holiday.
(7) Not more than 3 (three) days c ompensatory  holiday can be sanctioned or availed at a time.
16. Leave to management trainees (MT). -(1) Management trainees shall not be entitled to any regular leave as any
other employee of the Corporation.
(2) Management trainees shall be allowed a maximum of 8 (eight) days of casual leave during a calendar year.
(3) In case of emergency or exigency, such as medical problems and other unavoidable circumstances, they can
be permitted to avail maximum of 30 (thirty) days leave without pay on production of satisfactory proof, to
their controlling authority.  Leave beyond 30 (thirty) days, in exceptional circumstances, may be granted

with the approval of Managing Director.
(4) Where leave w ithout pay is sanctioned to a management trainee, the training period shall be extended
proportionately.
17. Child care leave (CCL). -(1) A woman employee having minor children below the age of 18 (eighteen) years,
may be granted child care leave by the compe tent authority to grant leave, for a maximum period of 730 (Seven
hundred and thirty) days during entire service for taking care of two eldest surviving children, whether for
rearing or for looking after any of their needs, such as education, sickness and the like.
(2) Leave towards child care with first 365 (three hundred and sixty -five) days leave on 100 percent leave salary
and 80 percent leave salary for the next 365 (three hundred and sixty -five) days shall be allowed.
(3) The condition of 18 (eighteen) year s of the child shall not apply in case a female employee has unmarried
disabled child having minimum disability of 40 percent.
(4) Child care leave may be extended to single male parents who may include unmarried or widower or divorcee
employee.
(5) The employee  can avail the child care leave in 3 (three) spells in a calendar year. However, single female
employee may avail child care leave in 6 (six) spells in a calendar year. The leave sanctioning authority may
relax up to a maximum of three spells beyond the ex isting three spells in a calendar year, to female
employees and single male  employees, in case their child is admitted in a hospital as inpatient.
(6) Child care leave shall not ordinarily be granted during the probation period except in case of certain extr eme
situations where the leave sanctioning authority is satisfied about the need of child care leave to probationer,
provided that the period for which such leave is sanctioned is minimal.
(7) Child care leave may not be granted for a period less than five da ys at a time.
(8) Child care leave may be combined with leave of any other kind.
(9) Leave Travel Concession may be availed by an employee while on child care leave.
18. Encashment of earned  leave. -(1) Encashment of earned leave to be permissible maximum twice in a  calendar
year with minimum of 10 (ten) days at a time.
(2) Earned leave to be encashed in each case shall be subject to the employee keeping a residual earned leave of
minimum 30 (thirty) days credit at the time of encashment of leave.
(3) This benefit  shall not be reckoned  as wage or salary,  while  working  out gratuity , provident  fund, bonus,
etc.
(4) At the time of superannuation  or if the employee is permitted to resign or retire otherwise than on
disciplinary grounds, the employee shall be entitled to enca sh earned leave due to the credit of the
employee .
(5) Encashment  of half pay leave  shall be  permissible  on superannuation  and death  subject to the under
mentioned  conditions:
(a) the encashment of earned leave and half pay leave will be subject to overall ceilin g of 300 (three
hundred) days  (both  earned  leave  and half pay leave  clubbed  together).
(b) the half pay leave will only be permitted for encashment to make the shortfall in earned  leave.
(c) To make up the shortfall in earned leave, no commutation of half pay le ave would be  permissible.
(6) Encashment  of leave  will be as per Basic Pay and Dearness Allowance (DA) at the time of payment of
leave encashment but  shall  not include House Rent Allowance,  acting or officiating  allowance  and
other allowances or bonus, if  any.
(7) Leave encashment shall be calculated on the basis on 30 (thirty) days month.
19. Recall to  duty. -(1) An employee can be recalled to duty from leave by the competent authority  due to
exigencies  of service.
(2) In such  an event,  the employee  will be treated  as on duty from the day employee  start for the station, for
which the employee has been ordered to proceed and to get reimbursement of actual  travelling
expenses  incurred  by the employee  as per the entitlement.

20. Carry forward of earned leave or half -pay lea ve in certain cases. - In case of transfer of an employee from
Central Warehousing Corporation to another Central Public Sector Enterprise and vice versa is effected with the
consent of the management concerned, the concerned employee could be allowed the b enefit of transfer
expenses, carry forward of leave (earned leave or half pay leave). The transferer organisation should, however,
liquidate its liability by making a lump sum payment to the borrowing organization in respect of the leave salary
for earned leave or half pay leave standing to the credit of the employee on the date of his transfer from one
enterprise to another.
21. General. -(1) An employee is expected to apply leave at least 15 (fifteen) days in advance and obtain written
approval from the compe tent authority before going on leave. This is to give the management enough time to
make the necessary arrangements to avoid dislocation of work.
(2) Un-authorized  absence  from duty may render the employee for disciplinary action.
(3) The allowances applicable under the concept of “Cafeteria Approach” shall not be payable during the period
of paternity leave, maternity leave, child care leave and adoption leave.
(4) An employee, who is dismissed or removed from service and is reinstated on appeal  or revision, shall  be
entitled to count for leave his service prior to dismissal or removal, as the case may be.
(5) At the request of an employee, the authority which granted him leave may commute the leave
retrospectively into leave of a different kind which  was due up to en d of the calendar year and
admissible to him at the time the leave was granted, but the employee cannot claim such commutation
as a matter of right.
(6) Except  as otherwise provided, any kind of leave may be granted in combination with or in continuation
of any other kind of leave, except casual leave.
(7) When an employee avails any kind of leave except casual leave, intervening holidays  will be treated as
leave; however, public holidays can be prefixed or suffixed.
22. Interpretation. - If any doubt or difficulty  arises in interpreting these regulations or in giving effect to them or if
any lacuna, inconsistency or anomaly is discovered in their applications, it shall be open to the Board of
Directors to issue general instructions not inconsistent with the Act and  the rules and regulations made hereunder
or any instructions issued by the Government from time to time to the extent it is applicable to the Corporation
for the purposes of removing such doubt, difficulty, lacuna, inconsistency or anomaly.
23. Power to ame nd.- Power to amend these regulations shall vest with Board of Directors subject to sanction and
approval of the administrative Ministry, as laid down in sections 41 and 42 of the Warehousing Corporation Act,
1962 (58 of 1962) .
Dr. SIDHARTH RATH , Genera l Manager (Personnel)
[ADVT. -III/4/Exty./ 853/2024 -25]
Note:  The principal regulations were published in the Gazette of India, Extraordinary, Part -III, section 4 vide
notification No. CWC/XIV -4/Estt., dated the 28th February, 1986 and subsequently amended vide the
following notification numbers:
1. CWC/XIV -4/Estt. Dated 1st April, 1987
2. CWC/XIV -4/Estt. Dated 19th June,1987
3. CWC/XIV -4/Estt. Dated 19th June,1987
4. CWC/XIV -4/Estt. Dated 29th January, 1988
5. CWC/XIV -4/Estt. Dated 24th June,1988
6. CWC/XIV -4/Rectt. Dated 9th June,1989
7. CWC/XIV -4/Rectt. Dat ed 24th November,1989
8. CWC/XIV -4/Rectt. Dated 15th October,1990
9. CWC/XIV -4/Rectt. Dated 26th October,1990
10. CWC/XIV -4/Rectt. Dated 30th November,1990
11. CWC/XIV -4/Rectt. Dated 21st December,1990
12. CWC/XIV -4/Rectt. Dated 8th February,1991
13. CWC/XIV -4/Rectt. Dated 17th May,1991
14. CWC/XIV -4/Rectt. Dated 4th October,1991

15. CWC/XIV -4/Rectt. Dated 18th December,1992
16. CWC/XIV -4/Rectt. Dated 29th December,1992
17. CWC/XIV -4/Rectt. Dated 17th February,1993
18. CWC/XIV -4/Rectt. Dated 8th March,1994
19. CWC/XIV -4/Rectt. Dated 28th March,1995
20. CWC /XIV -4/Rectt. Dated 14th November,1995
21. CWC/XIV -4/Rectt. Dated 30th April, 1996
22. CWC/XIV -4/Rectt. Dated 28th May,1998
23. CWC/XIV -4/Rectt. Dated 19th April,1999
24. CWC/XIV -4/Rectt. Dated 10th June,1999
25. CWC/XIV -4/Rectt. Dated 2nd December, 2002
26. CWC/XIV -4/Rectt. Da ted 27th February,2004
27. CWC/XIV -4/Rectt. Dated 30th July, 2004
28. CWC/XIV -4/Rectt. Dated 28th January, 2005
29. CWC/XIV -4/Rectt. Dated 1st February, 2006
30. CWC/XIV -4/Rectt. Dated 31st March, 2006
31. CWC/XIV -4/Rectt. Dated 28th November, 2006
32. CWC/XIV -4/Rectt. Dated 28th November, 2006
33. CWC/XIV -4/Rectt. Dated 18th July, 2008
34. CWC/XIV -4/Rectt. Dated 17th February, 2011
35. CWC/XIV -4/Rectt. Dated 17th January, 2014
36. CWC/XIV -4/Rectt. Dated 11th April, 2014
37. CWC/XIV -4/Rectt. Dated 28th October, 2014
38. CWC/XIV -4/Rectt. Dated 21st Septem ber, 2015
39. CWC/XIV -4/Rectt. Dated 30th November, 2015
40. CWC/XIV -4/Rectt. Dated 30th December, 2015
41. CWC/XIV -4/Rectt. Dated 23rd September, 2016
42. CWC/XIV -4/Rectt. Dated 18th December, 2019
43. CWC/XIV -4/Rectt. Dated 18th December, 2019
Uploaded by Dte. of Printing at Government of India Press, Ring Road, Mayapuri, New Delhi -110064
and Published by the Controller of Publications, Delhi -110054.

                

                
                
                
            

            
        


        
        

        
        
        

            

                

                    
                        
                    
                

                

                    
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