,. . .\ ; : . : ;·, , l ( ! HIE l>ARGAII COHH1rn:1-: t-:HPLOY1-;1-;s ::;1-:Hv1c1-:s HULi::~ -1 4177 ---- -----------------·-~---·-·- .ln exerfise ot its powers co11lerred lly Sectton 1 1 ( 1 ) o f t he Da r g a h K h w a j a Sa he b Ac t • , I 9 '.'> 'l ( J b o t 1 9 5 ·; ) and bye-laws 25 of the Dar.gah KhwoJe ~ohcb, lly«! - 1.uwa 19513 fr·omecJ under Section 20 of the said Actt the Durgoh Committee hereby makes the following rules :
1. SHOR T TITLE AND COMMENCEm;NT : These Rules may ue called c.MPLOYEES SERVICES RULES -1 977 . II 'lHE liARGAII COMMl l'J'EE They shall come into force on such d£Jte os the Dargah Committ ee may f1x by the issue ot a resolution No.<J dt.
21.5 . 1977. 'l... DEFI NITION In the Rules, unless th~ con.tex t other\,.'i!Je requ1t·t' "Act" means the Dargan Khwaja Saheb Act.,19'>'> (J6 c,f· 9 55) 'Bye-Laws " means the Oargah KhwajE\ Saheb Dye-Laws 19)8 framed under the Act • "Appointing Authority" means the Dargah Committee or any other authority to whom the power of Eppointment may be dekegated by the Dargah Committee.
( d) "Committee" means the Dargah Khwnj,J Saheb Committee constituted under section S ot the Dnrgah Khwnja Suheb Act . ,1955 (J6 of 1955). "Employees" Darga h and not include means .a person paid out of the the Nazim. 1n th employment of DargAh Endo wment, but the does ( fl "Naz1m" means the Nru. im, DarC;;ih Kllo..1:ijfl Snhel, lljn1er appoi.nted by the C:entt-111 \:CJv<.·r ·n1111•11 t 1111 cJ l.'1· ·H•t·t i,q1 fl •>I the Dargah Khwa Ja Saheti Act· ., JlJ"i <, . ( 1:) "l>ir0ct rec ruitment" mf'nn~ r 1:, : n1it1111•11t 1111Hl 1'. ,11111,n.•ise than by promotion or d~plltlltion. { h ) "President" means thP !'resident r·le ,. 11 .. d u11cier :; p c t 1c,11 '/ of the Dargah Khwuju SulH)b Act 111'1'1, ( 1 ) "Vice President" ineons tht• Viet· rre!ii<lcnt <~IE.::t<:d Lin der· sect ion / of the naq?,,1h Kh ... ·11 i11 :-;,i11i::I , /l v t., I <J',S. ·-... -·~·· · 3 . COMPOSITION AND STRENGTH OF THE StRVICE The composition and strength o( the service categories shall be fixed b:r; the. Dargah Committee. For the present, the following will be the various categories of the staff.
(a) Permanent
(b) Temporary ( C) Part time ( d) Her edi tar y
(a) Permanent Statf The empl o yees appointed on a whole time and substantive basis in defined grades of pay against substantive post are include in this category.
(b) Temporary Staff : The person appointed temporarily against substantive or appointed against temporary post are included in this rt Time he staff required for a port t:ime job or tor rmance of duties for a part1culor period are included 1n category.
(d) Hereditary Staff Means the staft entertained on fi)(.ed pay l'or performing specific. duties with the concoss1on thot 1n case ot ft hereditary post falling vacant, pretere nce wil l be given tothe son, grandson, real brother or real brother's son, aged --not ·· 1ess than 18 years, of the per13on who was holdtnR the pos t immediately before the vacancy hud nrisen. Jn ct1se the surv1v 1ng heir is below 18 years of u~~e ll substitute will be nppo inted tor the period upto which the heir hos nttained the age of l8 years. If there 1s no heir or the heir b e not cons idered Sllltable tor appointment by the Commillce the hereditary such f u : ed t 111 ed 1.n post. pos t will be con vcrt 1 ed into a permanent post o n pay as may be determined by the Committee and the manner provided ror recruitmE'nt to permanent ', J • ' (' \ , · : ,., \\"=' ·' . , 5 ,ne\> • r 1• 0 ,11•:1•' ' 1 : , /· ··· .,
4. The designation ot the statf of various categ o r.tes are gi v e n below :- Permanent The permanent staff categories:
( a) St a f f 1 n scale of pay • ( b) Staff on fixed pay. fall in the fol lowing ( a) The permanent statt in scale of pay are as to! l o wing:
1. Assistant Nazim
2. Head Clerk ~ J. Store-Keeper-Superviser 4 . Kamdar (Rent collector) 5 . Accountant
6. P.A. to Nazim , ·. Cashie r 8 . Nazurat Clerk
9. Accountant Clerk cum typist 1 0 . Court Clerk ~1. Record Keeper ; ~'" C ~~a·re taker Guest House ,-:/ ···t,). --v-~~- ;}'.~·-. ,.. N.,;;, .arogha Langer Khana, lntizamia Safa! ;,i • r , - , ,I .:) f ,.r;,\t,..114 . \ · ~- mad er ~~t ,/:/ 5. , ,_P 'on \. t? ·, 1 6 • 1,. t c hma n ,. '), \. I I -~.>, ~J_, );·(~Supervisor Power House - '-,~~, Line men Power House
19. Imams 20 . Hakim 21 . CompoundE:_r
22. Sadar Mudarris 2J . Mudarris
24. Haf i z
(b) The permanent Staff on t1xed pay nre o:; follows · 1 . Moazz1ns 2 • Da i ( Nu r s e ) 3 . Sa b i lies 4 . Sweeper 5 . Ja r o ob Ka s h ,,, D;:n:.J. :, , .. r. ,. '< I S .J.'1(>1, two
PART TIME Saqqa (Water Han) G ha r i s a z ( Wa t chm an ) Gulbardar Topchi Qawwals ( C )
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11. Hutfaz for Khatam-a-Khwaj~an Librarian Imam Masjid Sarai Ch 1shsty Chaman Farrash Jaroobkash for Darul Uloom and Library Nigran, Tayyari Sherni Sandalsaz. HEREDITARY STAFF
1. Cooks (Bawarchi)
2. Wazan Kash J. Distributors of Langer
4. Ghar yali
5. Jaroob Kash Farrashan Fal1tasoz . ' ' 14. Rog han - e-S i yah Theeb
15. Mombattisaz 1 6. Amin Bads ha hi 1 7. Chobdaran
18. Sagzan 1 9. J ha n j - Na wa z
20. Qal anda r 2 l . ()a rn a nawaz 2 2. Ra wanna 5 . GRADES : The scale of pay of the pay fixation formuln the permanent r.11111 t.ogt>the1· with pay of permanent stat I Schedule''B". The stat t have been ~hown In Schedule"A".The of fixed pny hu.-. bt!en shmm tn other thnn per manent staff will continue to get existing r<>muneration, ~Jr,:, t ~; • •. ; C l~ · f]b ... . ):\ ~~:!
6. APPOINTMENT AND AGE :
( a ) The existing statf wilJ be deemed appointment under these Rules. to have been \
Provided that no employee wi J t be plac t! d in an inferior scale or get less pay than whnt he was getting immediately before the commencement oi- thes l! Rule8.
(b ) The new appointment will be made by the "appointing Authority" as defined in rule 2(c) .
( c ) The appointment to the permanent posts ~ill be made (i ) by direct recruitment.
(ii)by promotion.
Provided that in the exigencies of service . Govt servants may be appointed to such posts on deputation terms . Candidates for direct recruitment to the regular posts must not be less than 21 years and more than 28 years of age on the 1st day of January of the year in which the :,;.~~~ applications are invited for service • ./ '~,..,---..,4,1 ' . Provided that the Committee may relax the maximum age .,·,'. "I'\(-·,. ,..,,. .~ ",.., •.• limit in specific cases. -- ,. . ~) 1 ' ' • ' l .... ' I ' il..;')-' ) \ • .,, ' r, - ' ,r. , f":> ,· ( d.~.., , mporary appointments ·).\ .. ...._ ...- 1 ' ;7·There is no age limit tor the temporary appointments but ~ '- '7"' -t, .. ,: . .. ~ .:-~~}~'.-: " the person appointed should be phyAc.:1nlly fit for the .,, ...... --· · job and his appointment wi) I not be for mor~ than one year, subJect to re- appo1ntment for subsequent year provided the Committee rNJULres his s~rvices and he is physically fit fo r the same .
( e ) Part-Ttme appointmen ts: As in Clause ( d) of Rule b .
( f) Hereditary: Sub ject to the pr ov1s1 ons c ontni11e<1 1n Huie J( d) appointments t o hereditary posts ta) ling vu c ant f o r any reason wi ll b e mc1de fro lTil amongst the heirs . l n the category of heir o nl y the s o n, P,rll n d1wn, reo .1 b rother and real b ~other's son wil l he coun Le d . i,..~' . \':"i_\ ·' - {1 l'-~0 "' tg) The candidates for appointment to the· service must be : tr) a citizen ot India
(ii) He should be of good moral character. He should produce a certificate of good character from the \ Principal, Academic Officer of the University or College in which he was last educated and of two reponsible persons not connected with the University or College and not related to him. - 7. QUALIFICATIONS : Execpt the temporary, part time and hereditary services for which the Nazim will notify the qualifications at the time of recruitment, the qualification for the regular staff will be the following : Assistant Nazim : Graduate -Must have nt least five years \ administrntive t-xperience in any Govt. Oft1ce, lncnl body or ft well estal>l1sh.-d fLrm. Head Cle rk: Normally there wi I J be no d1r·r<.·t recr.ui tmf!nt to Accountant the post. The .clt>rk of the Upp"r 0 1viai on having at least five years, experiencl" wi 11 b~ pro111oted. .,,·:'·\!\~. < .• J. .. ... .... ...... 4 _ ... ~ A clerk of l.owe1· 1>1vision hoving et least five years' service will be promoted . If found su1.table.In case of direct recruitment he must ; . . "\ ( ' ; . . ,1. ' .. ,·· ,, .... v" . ...... ~· be B.Com.with sufficient experience. i ~ .. . ~ I .,-1 , \ ) In . . ri --.. U e,r v 1 s 1 on Clerk : . , '\. .1 - /.I clerk of Lower Division having at . ' y - . -s' / . · ·~::...!-~~:!:>~t'vice will be promoted it found suitable. . . .. , 1 east five years' ln case of direct recruitment he must be graduate with sufficient experience . ( l o wer Division Clerk Intermediate or Higher Secondary. P . A. to Naz1m : Intermediate or Hight•r Scc.:on dory. l'hf' ~peed in shnrthand and typewriting will be ns notifiect hy 1!11• N11zin1. Supervi s o r The Daroghn or !hf' C lerk n t l.ow<>r 1Jivis1ou (Who ever muy he S<:n1or with 11t IP.nst 'i >·eors s ervtce exper1ence wi I l be prom o ted. Darogha : Inte,rmed1ate or l!igher Seconday. l<Bmdar Lntermediate o r Highe r Seconday. Imam : Good Qar-1,having pussed "Dorse Ni2a 1111"o r equivalen. ;.,. ... . ,,.. .. >-.... .. /-t11.; d ('I,, Dnrgah 1\1 ., . ' k A J .:,[;•1.1 S.ihr.!b IVI · /l .. ~w~"¥ ',;. "')" ';:) . \:.' , V ' I I ;:, ' -~ ... ~ot,.\~ 1,.f:-1,\.:., •· ~ ,, Hoazzin: Should be able to call Azan correctly and with good Arabic tone. Sadar Hudarris ot Darul Uloom: Intermediate or Higher knowledge of , .Seconday with Arabic, persian and "Diniyat". Hafiz of Darul Uloom: A "Hatiz" ot Quran Sharif with correct pronunciation. Hakim of Unani Shafakhana: Should have a certificate ot a Recognised Tibbia College. Compounder of Unani ShafaKhana: Should have experience ot "Dawa Sazi".
8 . RETIRl::MENT: ! ;~ ~~. I . ..( \ The age of retirement will be 5H years provided tt~t t
(i) The Commi tte may in itii d1screction allow the [mama, Moazzins, Hakim and teaching ataf f ot Darul Uloom to continue in service upto the age of b) yea~a_!.l_ct..JDa.y allow turther extension it the incumbent to be physically tit and efficient. con tinuea employee The Committee has a right to retire an at the age of 55 years tor which a notice will be given to him one month before sue h re t i rem en t .
(b) Hereditary staff will also retires at the age of 58 years, but the suitability and fitness of the hereditary staff will be jud&ed at the age of 58 years and extension of service may be granted to him,il 1n tlw opinion of the Committee he ts co11s1clerecl tn he I i.t. h 9 .PROHATI ON: The member of the regular staft newly appointed will be on probation for a period of one year and his service may be tereminated without any notice if he is found unfit for the Job, provid ed that the appointing may 'extend the period of probation for another six mon ths. 11 , .,d Clork f);lf\Pll I . ' I ' s l 'l'lb .1- . . , ,,, .. 1 O. METHOD OF RECRUITMENT:
(i) The vacancy will b e notit1ed by the Naz1m by a f f i x in g a no tl c e in t he Da r go ti O ff i c e g i v in g a t least \ fifteen days tor filing th~ application.
(ii) All the applicants will be called before the Commi ttee or the Nazim as the ca1e may for interview and written teet as may l,e contid•red necessary. The candidate obtaining the tngh•at marks and being otherwise aui table \ii ll be appointed on probation. The same procedure will be applied 1n filling temporary poat and such hered1tar post of which the incumbent has been dismissed from the services or has lett no son,grandson, real brother or real brother's son of the age of 18 years or above. (i1i)The persons appointed wit! produc e a medical certificate within fifteen days of the order of appointment and will not be aJlowed to Join the service without such a certiticate.
11. The allocation ot work between the employees "'1ill be scale of pay will be as shown 1n Schedule"A" The employees will get the annual increments admissible to him except when he 1s on probation or has reached the stage of effi c iency bar 1n the scale.
(b) In case o t probation he will get no increment unless he 1s subsequently absorbed. In the stage of efficiency bar, increment will be allowed only after the . competent authority has passed order s of crossing the ef(iciency bar.
(c) In special dases the Committee moy allow advance increments.
13 . When an employee 1s appoi.nted to another post which i nvo lves assumption ot duties nr responsihititics of ~reater importance than those attachinp, to the 1111st: heJct l>y 111m f\t. the time of appointment, his initial pAy shall be (ixnL r, , 1 ~ I ', Datg .ii1 :-.·: v .1 : h b ' . .), , (I ,., J tvf LH I "' ' ;. '{) .'- . a.-: th~ 1l 1 ~-:..,, ;;;m ~ t 'th• s ~ a \ t ·1._,., ::- t ~ h-• t'I t ._ ~, t , \ ( his pay 1n the previous post 11• leas than the minimum ot the new post.
(ii) at the stage ot the scale of p11y of the new poet next., above his pay in the appointment to the poet ,if his pay in the previous post ia equal or more than the minimum of the scale of pay ot the new post .
14. The holder of a post, the pay scale o f which is revised shall be treated as · if he wea appointed to the new post on the new pay, and unless the Comittee lays down special pay fixation formula tor regulating suc h caae, h11 pay will be fixed in accordance with Rule 11.
15.HONORARIUM: Normally all the regular and the temporary stetf, having been in one year's service will be paid honorar1ume equal to half of the pay in Urs Sherif provided that the Nazim ia satisfied that the members of the staff had rendered good service during Urs Sharif. The Committee may award honorarium to the person recommended by the Nazim on any other occa11on1 ~--;;;;;~ labour of the statt . romotion from one post to another post will be made the o rders of the Committee. LH SC IPLIN~: Every employee shall di s c.harge hlS duty end assignment with integrity, loyalty and promptness.
(b) Every employee shall be obedient t o his superiors and shal l a behave courteously with the members ot the pub lic and also with the co lleagues and subo r di nates.
(c) Every employee shall observe the rules, reg.ulations and orders , that may be prescr ibed by the Camm i t t ee.
(d) The whole time of an employee is nt the d1spoasl of Dargah Endowmwnt ond he shall b ,• at work punctuall at the time fixed a n d/or notttied to him. An employee who 1s llbsent without l'er101asi on trom h11 place of work shnll he subject 1 11 such d 11J cip l1 nary action as the oppo 1nting nuthor1 I y mny de em f i t. ·"J - . • , ,:fo.1rl <": INk OQ1<_1nh 1, 1• • -i I S,iheb AJ ;.. , ,_ ,i ( e) Save when required by law, an employee shal 1 not be wit ho ut sanction of the Committee or such officer as may be authorised by It communicate directly or indirectly to any person any document or any particu!a(s contained therein or any information \ which has come into his possession as an employee of I the Darga h Endowment, except where such communication is necessary in the discharge of his duties as an employee of the Dorgah Endowment.
18. Offences are classitied 1n two categories, viz, ( i) Minor lapses
(ii) act of misconduct 19, Minor lapses are as follows :
( 1) Late and irregular attendance ot, more than three occasions in a month, ( ii) Absence without prior permission ,
(iii) Asking for extension ot leave without sufficient cause , ( iv) Untidiness and so1venltness , ( v) Minor negligence in the discharge . -;.1,-- -~ ( vi) Laxity and lack of promptness /,ff' J~---~ assignments. l' 1•rr -,-~~>)j·-.(vli) Instances of lack of normal courtesy towards ot duties • 1n attend1~g to ,·•,,, \S .a '\ !f vf l.3 , .• colleagues and subordinates, :t. ( · itvJ ~ · I • , • , c .•. ( ,;f · ~' .' " /v111JD1scourtesy and und1gn1f1ed behaviour With the ~ , ,,-, , I 1 :.~, ' .·'; members of the public(Not am ounting to insolence " .... ";.} ..... ·-' ~~. - ji ~~ il\1 \~ ~I or insult) ·~ Note Note I.Any ot the above instances ot lapaes may at the di .scretion ot the c ompetent authority be regarded as an act of mis c onduct according to the circum.stances and gravity of the situation. :2. The list is onJy indicative ot what could be deemed as minor lapse. The I 111t iB rtot complete or exhausti v e 11nd t he Commit tee muy mttke such mod i f i ca t i o n s 1 n t he I i s t a R mo y b e d e em P. d nec essary.
20 . The fol101.·ing are regarded as n e t of 111 1sconduc:t ( l ) Abuse o r m 1 s use o f mat e r in 1 s u n cl r r o pe n i es of Da r g a h En do wm ~ n t . - 'f-. ' ' \?,. c t,.\\ )~£. · ( 2 ) Causing loss ot materials and propertie, of Dargah 10 ,,_,-: 1 " ,• ){ '· .. ,I,:; ,·· : -. . ' ~ J. l Endowment . (J ) Collusion with any person with a v iew to deprive the Dargah Endowmen t of its rev enues and other dues.
( 4) Negligence resulting in or likely to result in lo•• t:o the Dargah Endowment .
(5) Causing damage to the property of the Dargah Endowment or failure to prevent damage to or loss oE Dargah Endowment's prop,erty when prevention was reas onable nec essary and po ssible .
(6) Ind i scipline . t 7) Insubo rdinati on, insolence, i mpertinence, r ude and un c ivil behav iour.
( 8 ) Disob edienc e o t any order of President or President . the Na z 1m, Vi c e ( 9 ) Theft, a c count, embezzlement, fraud, falsificating of tampering with otficiaJ of trust, connection m1sappropriat1on with the affairs Dargah Endowment. or 0 t ' do cum en ts , breach duhonesty in property of the ( l O) Act o f disloyalty to the Dargah Endowment or Oargah Administration . Unauthorised dis c l osure o t any o f ticial doc ument or intormat1on a cquired in the c ourse of duty • Gross negligen c e of duty. Absence from duty exceeding one week without the grant 'Of leave. Making a false statement or a false complaint.
Note :- The list 1.s only indicat1.ve of what could be deemed as an act of misconduc t. The li,t La not complete or exhaustive, and the Committee may make such n o tification tn t he 11st a, may be . deemed n e c essar y. Ac t of mor11l turpitude o r such of the 1rrep,u Jori t 1es o r dlll•nc ~s comm itted by a n emp l oyee no t t nc l urled 1n t he l i st b ut commo nl y or p, enerally kno wn 11 r u n d er~t oo d t o b e gainst t h e ctrnn o ns o t R1111 d beha v i o ur ttnd c11sci p line moy be d e emed tr, hAv ~ been 111 c l ucl ed in t h is l ist. Ll . Procedure tor dea l ing with mt n or l aps e1:1 :- \.l i ~hout pr e judic e t o t he p r ov 1s1 on o f ~ ye- La ws .IJ( k ) ) I~ \. J I .... D,119.11, . /\ I /, •"•tJ /10 ~ 1\t, "' If ot minor laps es Nazim, who may inf l1ct ( a) Warning
(b) Reprimand \
(c) Censure may be dealt with sumtoaril>· by the the tollow1ng punishment :- {d) withholding of increment for a period not exceeding six month without cumulative effect. An employee on whom any of the punishment may be inflicted by the Na~im may appeal to the Commttt ee through the Naz1rn within 30 days of the communication of orders.
22. Procedure for dealing with act of misconduct :- Without prejudice to the provision ot Bye-Law 7(bJ & lJ(k) an employee charged for an act & misconduct s ha 11 be suppll ed with a copy of the charge sheet and ·caLled upon to show cause, betore the Nazim by a specified date. Apart from s howing cause in writing the employee may wi th the permission · of Naz1m be permitted to adduce oral evidence of detence witness, if any, the Nazim will prepare a report giving his opinion on each charge . If 1n the opinion o t the Nazim the charge is p~oved, he will also suggest punishment that may be imposed. The entire records of the proceedings together with · ·, ·~tJft~ Naz im' s r,epor t and r ecommendat ion.s s ha 11 be placed before .. ..... -..... • ., ' .:,... · ~he -~~rnrn1ttee for orders. ") y ·~ ,' ,l '. I') "\ y- , •. ,.
23. ,' '··B~NALITIES: r, tr' :, · · ' , ',:-,ffter Jhe proceedings have ··r , .. _, . ., m1;rn~,.._9r provided in Rule 21 and been conduct ed the Committee u in the a satistied .·: . .:!_ ~ 1 t\.!Jat the charge/charges is/ere . -_, .. . .. proved, the fol lowing . /) penalties may be imposed
(i) Withholding of increments with c omu laLi ve etfect. { ii) Reduction to a lower post or I ime s cale, or to a lower stage 1n a time scale. (.iii) Imposition of fine. { 1v) Recovery trom pny of the wtwle o r part ut uny pecun1ory lo s s caused to th e llurgoli Fnd o low'111ent by negligence or breoch of orders.
( v ) Suspension (v1 ) Remo val from sE-rv1ce ( v11)Disrn1 s sal trom ~er v ice.
Provided that in c a s e i n whi c h the c harges pr1mo f ttcle g rave, the Committee may p lace on employee under suspension b efore the proceedings have been tormally initiated or :cl - . H<>n rl C:1,..tk f"l :>r\; : 11 Kl : \• · ·· 11 S,1heb or- · ~ \: '.)r,,.lt concluded.
24. During the period of suspension the employees will get subsistence grant equal to half pay end the allowance, it any admissible on that a~ount. '.l!> . In case in which an employee 1a placed under 1u1pen 1 ion pending final disposal of the proceedings by the Committee,but after such disposal he ia held to be innocent, he would get fully pay and allowance to which he would be entitled, had he not been placed under suspension. ln all other cases he would get the amount spec\tied in Rule 23. 2 b. ADVANCE: An employee who haa rendered not leas than ::, years service, may be granted loan equal to one month's pay to be - - - - --.~- -· ------- • re4unded in -~~~~:- eq~~-·- ~onthly 1.nstalments •• ~• ~I),. In case~of employees, who have rendered service qua l.i f ying for gratuity, the loan ma_r.__ t?e -~dvanced, upt o the --"' - . -·- - ---- of three fourth ~ { the gr'!,tuity: The loan will be monthly instalments . the types of c a ses Nazim will be the competent se ot sudden retir ement, death or di •ab1lity ot the ving obta1.ned loan, the recovery ma y be ruade froll\ 'ear including gratuity etc due to him and a ny amount ~~~ ~a~1ning due even after the deduction will be reHlised und er the normal laws relating to the recovery of loan.
Provided that in B genuine case the Committee may grant loan to an employee who has not completed iive years service, it two permanent emloyees stand as surety. 2/.GRATUITY: An employee who retires or dies atter having rendered s a tisfactory service tor a pertod of not less than ten year.a wil l be gran t ed gratuit y. The gratuity will be equal to six months' pay t or the fir s t ten yenrs and f o r every sub sequent , _)'.'~~ r he will b e · given_ odditi.onol _ half _month's _poy, subJect , .. J; <;> __ a___!!l_~ im~ __ o_! ___ four.!_~_<:_n months pay. The gratuity will be sanctioned by the Commi t tee. ·~· s; :J Id_- ~ I I
28.SECURITY FROM CERTAIN EMPLOYEES OF THE COHHITTEE: This wi 11 be governed by Bye-Law 2 6 of Dargft h Khwa ja Saheb Bye-Laws 1958. ,.,,,,...- 1 -2 9 . SE NIOR I TY : The seniority will be determined by the date of nppointment, and 1n case of two or more persona having been oppointed on the same date seni ority will be determined on the basis of age, educ ational quali fi cnrion and previous experience if any. JO.RESIGNATION: An employee may resign his post be tenderin g hia regisgnation before the Nazim and attesting the same in his presence. He wi 11 be responsible to continue to work until his resignation is accepted and he makes over charge of all records to the Nazim or any person authorised by him in this beha 1 f.
31.SPECIAL PAY AND ALLOWANCE: The Committee may grant special pay for performing _ .. --.:;:~·-==----~dous nature of duties or for specific addition to duties. , ., C O /t,f H."' . 1 . 1 ,' ···;, .,..- - ~ J.1,-~, spec1a pay w1l not be more than 20'1. of the actual pay . . , r ·, . ( '/ . ( ;>~ , .:. :~ t.w ~ "W 1,., ~ ; ~ .:;0'l'\ 1 eave RULES: cannot be cluimed as of right. l>iacr-et ion to \ ,-- ..
1. '- .... ref':1,Je or revoke leave of any descr-iption 1a reet:rved to the .:;'l":rM:~whori ty empowered to grnnt it. '~:..-~
33. (1) leaves to which an employee may be eligible is classified as under :- ( a ) Leave on average pay,
(b) Leave on half average pay.
( c) Commuted leave.
( d ) Extr-aordinary leave.
( e ) Casual leave.
(2) Save in the case of casuol leave, on e kinR of leave may be granted in combination with any other kir1d of leave. J4 . LEAVE ON AVERAGE PAY:
(1) The leave on average poy admissible to nn employee 1n permanent employ,nent will be one eleventh of the p eriod ·-·· - spent on duty.
(2) An employee will cease to earn such leave when the leave on average pay avoil as to 120 days. Leave on average pay may be allowed upto a maximum ot <JO days at any t\me, provided that leave on average pay may be allowed upto a maximun of 120 days at any one time on medical ground.
(3) The leave on average pay admissible to an employee not in permanent employ will be at half the rates specified in sub Rules (1 and (2).
Provided that an employee not in permanent employment will be entitled to leave on average pay after he has been continuously in serv1.ce for a period of not lee1 than one year. JS. Leave on half average pay will be earned by a permenent employee at the rate of 20 days for each year of completed , service, subject to a maximum of accumlation of 60 days.Such 1 eave may ·be al lowed upto a maximum of 30 days at any one time on private affaists and 60 days · at, any one time on medical grounds. , .··:>~:-, Explanation: ....... .; . .. .... The term "completed service under the the period spent on year of service means Dargah Administration leave other than caaua l . ': \ ...... , .: · · . 1 '"r eave. r, ., •. t I ·· :. .~ :_ :;,~~c:: ~~~~~~s ., :·, V · ' , ,r ~ _.., . ... _36 . "/ Commuted leave : At his option a permanent employee can -:,.;._;:-2._,~.; ; .~ave the half average pay leave due to him converted into · · half the amount of full average pay leave. Such converted leave will be termed "converted leave". [t will be granted only on medical certificate subject to a maximum of 60 day, during the entire service. J7 . ( a) Extraordinary Jenve without pay mny be granted only t o a permanent employee in special circumsttrncea:- ( i ) When no other leave is due under these Hules, o r ( ii ) When other leo v es bein~ a dmis s 1b le, the employee concerned aplie s 1n writ in~ t o r th~ grnnt of extraordinary leav e.
( b ) For every c om pleted year of service a permanent e mpl o yee will be ent i tle t o ]0 days extrAorc.Jinary leuv e, but suc h a leave may all o wed u pt o 9 0 days on ony one occard on.[n -,'-...l • \. I,, '- D dr ~i-, . ' l _ A J {\, . · ..... ,.ab •ER :;, -r • • "\_ • ' (" ,. \( I !• : - C .~" " , j special circumstances extraordinnry lenve 111oy he granted b y the Committee in relaxation of the Rule l·:xtraordinory leave may be allowed in combination with any other kind of leave other than casual leave. I
38. (a) Casual leave ts not recognised os leave due or earned, and the pay forthe days of absence of an employee on casual leave shall be drawn as if he was on duty. Casual leave may not be combined with any other kind of leave and should not extend to more than fourteen days during one Calender year .
Note: Person appointed during the course of a yea r should be granted casual 1 eave 1n proportion to t he number of months ( part of a month to be treated as fu 1 1 month) they are employed 1 n tha t year.
(b) Holidays may be both prefixed and affixed to ca s ua l leave , and the intermediate hol idnys, l'n 11 i11~ wi t hin A period o f ca s u a l l e_o v e , m o y n o t: b e c o u n I e d 11 ~ p u ,. 1 o f I <! LI v e h u t t he total period of absence incJudin~ 111 I suc:h hol id£1ys: shou l d not exceed ten days at ~ time • . ·\\~~::.~--:.~~ (c) Casual Jeave cunnot he t:luin11Pd 11H of r· i~ht, and on , · ·. --'. :· e:ro_p' lfyee must apply, for a n d obtain pr1•>r sonction of the ., comp_e,ent authority, unless exempted in exciraor dinary circumstonces . · Y ,,
39. /taff of Darul Ul oom, on_l,.,y' be entitled to casual . ·:~;...· from s uch prior sanct·ion who avail of long vacntion, l eove and extrao r dinary leave, wi l l Pr ovided that permanent staff of medica l ground . leav e on average pay muy bo allowed to a Dai:-ul Ul oom upto ten dnys 1n o yea r on 1~0 . F.xcept commuted require the sanction leave ond extroordinnry leave, which of the Commit· tee, nil otl1er kind of leave will be sanctioned by tlw Na1im 111 hi s clisc,·f't io11.
41 .TRAVELLING ALLOl.//\NCI . : Travelling allowancP will I><· nd111, .-,~11l,l1· t11 1111 1•11q,l1Jy1·t'. if he performs journey 011L!iid{·" rn d ius of five trtilf•s l)f the Dargnh . Provided that t111 <?mµloy<'e who hos to 111ov, i ubout frequently within a radius of five miles of the Dnrgah for the performance of his duties, rnay be given l\ctual conveyance - ) I • ;·'s: · ·'-,~ . . ,, , H,;;,, : r1,, k Oarg,tl1 1· .••. ·. , ,j.1 ~.theb AJMER ~, !\ \ ',. n1'rG r· ' allowance subject to a maximum of Rs . 20/- 1n a month. 42, The employees tr-avelling outside Ajmer on duty will get second class railway fare both wuy~ 01· wlwn tl'l1vel lin~ by Bus, the actual ' Bus fare of the lowest cl11as. They wi lJ 'al s o be entitled to halting llllowonce Al lhe rnl c• in<lic11ted below for each day :spent on the work of the !Jo r gnh including the days spent on travellin~. ~ upto Rs . 150/- Exceeding 150/ - Ha 1 t: i ng o I I ow1mce per d~ Rs. l./- R s. 4/ - For halt in cities with population exceeding 8 lacs the rate of halting allowance will be double of the above amount. Rules for the re-imbursment uf medical cla 1rnB of Dargah Employees: ------ ----------- --------------------- ------- ------- -- ---
1. These rules will app l y to Dargah Emp l uymees, _ their: families and depentant pa.rents (excluding Haur-oosi Staff). /..-- :..~· c _o_~~~~In case of emergency, the pdvate nuthorised doctors ma y l'f V ,,,., ~ ., . ~ 1 ~r" b~·.e nsuted but their treotm,c-n1· wi 11 he only for ·1 days, ,. <:J ( ,P\S ," whi~h i 11 be reimbur- s eel. l:z• ~ . ; < \ ' . \ ,..... J. ,.>'- . ' e Penal of authorised doctors 1s 08 under -~r'' (i) Dr. Hehra
(ii) Dr. Nand La l
(iii) Dargah Unani Shafa Khana
(iv) Dr. Vats, Dargah lfomeopethic. Dispensary.
(v) Ayurvedic Hospital, Laungia.
(vi) Dr. Dhandrn Pruk11sh Ojhn.
4 . The Medi c ines prescril>(•d by the Covt.llosritAl/Dispensary wil I be r-eimp!Jrsed.
5 . Limjt of reimbltrsement of medical bills will he 5% of/ the basic salary of all the employees escept for JJeons and Safaiwalas in whose case it wil I be 10% of their s"lary . G. Bills ex c eeding the limit will rcqu11· e the~ 1rn11 c: rion of Dargah Committee. . --{. . ,, :;,~~ Hnnrt l: 'P. rk Oargah klw,, j.J Srihob AJ M !;t-l ·---- ( 1 8)
7. Re-imbursement wil I be from within the sanc:rioned budget of the Dargah Commi ttec. -------------- -- Resolution No.' 15 dt.J/11/1974 leave of this Amendments in DSER -1977. Resolution No.15 dt. 28/11/1977 Rule 41 Resolution No.9 dt. 20/3/1979 Rules No.7,9,26 Resolution No.- dt . 11,12/8/1985 Rules 16,27 Resolution No.7 dt. 29/12/1986 Rules ----- ~ · c/ ---:.-\--·c; • ----RMr1 Clerk Darg ri ll I" .. - j.1 S ~nab , ' .. -·'