Yes, when there was no work there is no pay until you submit your explanation to the satisfaction of your boss and the period of absence is regularized from your leave account.Any way absent without intimation is a misconduct and disciplinary action can be instituted for absence without intimation.

Thank you Som saheb for your valuable opinion. I had wanted to communicate the same message that until an explanation is submitted with the appropriate application for grant of leaves,the salary of the employee can be kept on hold. However, as regard humanitarian grounds,I am a little bit conservative. It is the employee’s duty to think about the welfare of his family. He should not do an act which may jeoperdize his job resulting in pecuniary losses or loss of job itself.An adminstrator who enforces the discipline amongst the employees for public good never thinks about the family of a delinquent employee but only about the sound and worthy administration in his office which makes his career. A retired judge had once told me that it is the duty of the employee to think about his family . Yes administrator would sure think if the employee is sick or otherwise has the genuine reason to be absent from his office. But even then an intimation is a must. If an employee does not care about his job, office and has a malingering attitude then he could be termed as a negligent and non serious personnel adversely affecting the performance of office. He is under obligation to be disciplined.He should not think about his rights only. He joins the jobs at the terms and condition of the government and not at his sweet will. So he has to up hold the rule of the office. If he fails then the administration would act in accordance with the law.

An employee may be awarded a minor punishment like (verbal warning or warning in Service Book, though Apex Court has said that warnings are not punishments). Censure or a monetary fine of small amount can also be imposed. In major punishments where the punishment is awarded after drawing up of departmental proceedings, if proved, the employee’s increment may be stopped with or without future benefits from 1 year to 5 years, can be reverted back to a lower rank,salary can also be reduced to a lower pay scale, can be forcibly(compulsorily) retired or dischsrged or dismissed. It depends upon the performance of the duty of the employee and his past records also. In first case harsh punishment is not awarded but if there is the repetation of the same or similar offence then harsher punishment is awarded.

Sir, of an employee has submitted a leave application duly recommended by the controlling officer, but not sanctioned by the head of office, can salary be still stopped? And can earned leave under such circumstance be rejected with out any grounds by the head of the office? what is the course of action required in such cases? please help..