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~~ ~~U,tlif cor-coaio.-N 8~ ~~~~~~~ • ['ll'lll ~3(i)] MINISTRY OF AGRO AND RURAL INDUSTRIES NOTIIi1CATION New Delhi, the 26th May, 2003 G.S.R. 433(E).- In exercise of the powers conferred by section 27 of the Khad.i and Village Industries Commission Act, 1956 (61 of 1956), the Commission with the previous sanction of the Central Government, and in partial supersession of the Khadi and Village Industries Commission Employees (Conduct, Discipline and Appeal) Regulations, 1961 (so far as they relates to the regulations of Discipline and Appeal of the employees), except as respects things done or omitted to be done before such supersession, hereby makes the following regulations, namely:-
PART-I· G&l'IERAL
1. Short title and commencement. - (1) These Regulations 1463 01/03-S may be called the Khadi and Village Industries Commission Employees (Classification, Control and Appeal) Regulations,
2003.
(2) They shall come into force on the date of their publication in the Official Gazette.
34 THE GAZETTE OF INDIA: EXTRAORDINARY iPPRT II-SEC. 3(!)J
2. Definitions.- ln these regulations, unless the context otherwise requires .
(a) "Appointing authority" in reiation to <J.n employee rneans-
(i) the authority empowered to make appointments to the service of which the employee is for the time being a member or to the grade of the service in which the employee is for the time being included, or
(ii) the authority empowered to make appointments to the post which the employee for the time being holds, or
(iii) the authority which appointed the employee to such service, grade or post, as the ·Case may be, whichever authority is the highest authority;
(b) "Chairman" means the Chairman appointed';under sub section (3) of section 4 of the Khadi and Village Industries Commission Act, 1956 ( hereinafter referred to as the Act);
(c) "Chief Executive O.er" means Officer appointed under clause (d) section 4 of the Act;
the Chief Executive of sub-section ... (2) of ""'
(d) "Commission" means the Khadi and Village lrtdustries Commission, established under section 4 of the Act;
(e) "Disciplinary authority" means the authority competent under these regulations to impose on an employee m1:v of the penalties specified in clause (i) to (v) of rq:,L' '-' Liun 9 and to institute disciplinary proceedings cJW'" 'l ,cmy employee for the irnpositi(''l Df any of the pcHC<icies specified iii cbc1S. (v1) to (x) of regulation 9 '.· ·ict~·,,,ufng rhat such disciplinary authority is not ,:-o:cnp~tcnt vide t~':.c::>e regulations to i::r:posc any of the !atter penalties;
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(f) "Employee" means any''' person appointed by the Commission.· to aey servk:e, or .post in conneotio~ ~~th the affairs of the Commis<;io':"l, including the employees 'whose services are placed by ~ilc Commission at the disposal of a . Company,' r ·'B~<'ird. ""#.:ink/ ·local authority, an organisation, State Government or the Central Government notwithstanding the fact that his salary is drawn from sources other than that of the Commission;
(g) "Financial Adviser" means the Financial Adviser appointed under clause(c) of sub-section (2) of section 4 of the Act;
(h) "Schedule" means the Schedule to these regulations;
3. Application .-
(1) These regulations shall apply to every employee appointed to any post under the Comr:1ission whether borne on regular or trading or schematic or work charged or project establishment, or any other official whose wages or salary or honorarium are paid by the Commission but shall not apply to-
(a) any person· appointed with specific contractual stipulation that he could be discharged from service on one month's notice,
(b) any person in casual appointment, •
(c) any person appointed on deputation, training, or otherwise from other departments, to whom the rule of parent department shall apply.
(2) Notwithstanding anything contained in sub-regulation(l) above, the Commission may, by order and with previous 36 1BE GAZEITE OF INDIA: EXIRAORDINARY [PART II-SEC. 3(i)] sanction of the Central Government, exclude any class of employees from the application of all or any of these regulations.
PART~ II CLASSIFICATION
4. Classification of Posts . - ( 1) The posts of the Commission shall be classified as follows:- Sr. No. Description of Posts Classification of . posts
1. A post carrying a pay or a Group 'A:
scale of pay with a maximum of not less than Rs. 13,500
2. A post carrying a pay or a Group '8' scale of pay with a maximum of not less than Rs. 9,000 but less than Rs. 13,500
3. A post carrying a pay or a Group 'C' scale of pay with a maximum of not less than Rs.4,000 but less than Rs. 9,000
4. A post carrying a pay or a Group 'D' scale of pay the maximum of which is Rs. 4,000 or less.
(2) Each of the above Groups shall consist of posts and grades of services specified in the Schedule.
(3) All the posts shall be referred ,to in all official communications by the above classification.
(4) All references to Class-!, Class-II, Class-III and Class-IV in all rules, orders, regulations, instructions, schedules, notifications in force, immediately before the commencement of these regulations shall be construed as references to Group "A", Group "8", Group "C" and Group "D" respectively and any reference to "Class or Classes" therein in this context shall be construed as reference to "Group or Groups", as the case may be.
I' I ' [ '1l'T II ~ 3(i)]
PART-Ill APPOINTING AND DISCIPLINARY AUTHORITIES
5. Appointing Authority .- All appointments of employees under the Commission shall be made by the Commission or by the authorities to whom such powers have been delegated by the Commission from time to time.
6. Disciplinary Authority .-
(1) The Commission may impose any of the penalties specified in regulation 9 on any employee.
(2) Without prejudice to the provisions of sub-regulation (1), any of the penalties specified in regulation 9 may be imposed on an employee by the appointing authority or the authority specified in the Schedule in this behalf or by any other authority empowered in this. behalf by a general or special order of the Commission.
7. Authority to institute proceedings.-
(l)The Commission or any other authority empowered by it by general or special order may -
(a) institute disciplinary proceedings against any employee;
(b) direct a Disciplinary Authority to institute d\sciplinary proceedings against any employee on whom that Disciplinary Authority is competent to impose under these regulations any of the penalties ·specified in regulation 9.
(2) A Disciplinaty Authority competent under these regulations to impose any . of the · penalties specified in clauses (i) to (v) of regulation 9 may institute disciplinary proceedings against any employee for the imposition of the any of the penalties specified in clauses (vi) to (x) of regulation 9 notwithstanding that such disciplinary 37 38 ===='T=H:o:E:=G:=AZE=: TTEOF!NDIA EXTRAORDINARY authority is not competent umder these regulations to impose any of the latter penalties.
S.. Suspen'lion . -
PART- IV SUSPENSION •
(1) The appointing authority or any authority to which it J<' subordinate or the disciplinary authority or any other :r-1thoritv empow•":ed in that behalf by the Commission, by d g;:nera! or special order, may place an employee 'under suspensiOn -
(a) where a disciplinary proceeding against him is contemplated or is pending; or
(b) where, in the opinion of the authority aforesaid, he has engaged himself in activities prejudicial to the interest of the security of the State ; or
(c) vvhere a case against him in respect of any criminal •)ffence is under investigation, inquiry or trial :
Provided that, except in case of an order of suspension made by an authority lower than the appointing authority, -:uch authority ~hall forthwith report to the appointing ,. elL(',: .. J ::_v the C!rcumstunce" in Which the order Wa~ mctde,
(2) An employee shall be deemed to have been placed under suspension by an order of appointing authority-
(a) with effect from the date of his detention, if he is detained in custody, whether on a criminal charge or otherwise, for a period exceeding forty-eight • hours;
(b) with effect from the date of his conviction, if, in the event of a conviction for an offence, he is sentenced to a term of imprisonment exceeding forty-eight hours and IS not forthwith · dismissed or removed or compulsorily retired consequent to such conviction.
! II' • • 'Iff@ q;j ~ : "ffiT>m"T'~:::::======= -------------------=---=:·-=-==== -
Explanation .- The period of forty-eight ho1.1rs referred to in clause (b) of this sub-regulation shall be computed from the commencement of the imprisonment after the conviction c.nd for this purpose, intermittent 'periods of imprisonment, if any, shall be taken into account.
i3) Wi-tere a penalty of d:smissd, removal or compulsory ret1rernent IIom :;c1vice imposed upon an employee under suspension is set aside in appe:,.l or on rev it;•;: under these re:gulati•cr.~, <J.iiU :.lK ease is rewitted for further inquiry or action or with any other diredions, the order of his .;.l")e;-,o," •• •. shall be dccrned to have continued in force, on and irom t11e date of the origlfla.l urdcr of dism1ssal, removal or <~ompu!,ory 1 etirement and shall remain in force until further orders.
(4) WheH· c" p~1~a.!t.y of dismissal, removal or compulsory retirement frow service imposed upon an employee is set aside or declared or rendered void in consequence of or by a decision of a Cpurt of Law and the disciplinary authority, on a consideration of the circumstances of the case, decides to hold further inquiry against him on the allegations on which the penalty of dismissal, removal or compulsory retirement was originally imposed, the employee shall be deemed to have been placed under suspension by the appointing authority from the date of the original order of dismissal, removal or compulsory retirement and shall continue to remain under suspension until further orders :
Provided that no such further inquiry shall be ordered unless it is intended to meet a situation where the court has .
passed an order purely on technical grounds without going into the merits of the case.
(5) (a) An order of suspension made or deemed to have , been made under this regulation shall continue to remain in force until it is modified or revoked by the authority competent to do so.
(b) Where an employee is suspended qr is deemed to. have been suspended (whether in connection with any disciplinary proceedings or otherwise) and ;1r;y other disciplina1y proceedings is commenced against him during 39 40 TilE GAZEITE OF INDIA: EXTRAORDINARY [PART II-SEC. 3(i)) the continuance of that suspension, the authority competent to place him under suspension may, for reasons to be recorded by him in writing, direct that the employee shall continue to be under suspension until the termination of all or any of such proceedings.
(c) An order of suspension made or deemed to have been made under this regulation may at any time be modified or revoked by the authority which made or is deemed to have made the order or by any authority to which that authority is subordinate.
PART-V PENALTIES AND DISCIPLINARY AUTHORITIES
9. Penalties .- The following penalties may, for good and sufficient reasons and as hereinafter provided, be imposed on an employee of the Commission, namely :- Minor Penalties -
(i) censure;
(ii) withholding of his promotion;·
(iii) recovery from his pay of the whole or part of any pecuniary loss caused by him to the Commission by negligence or breach of orders;
(iv) reduction to a lower stage in the time-scale of pay for a period not exceeding 3 ·years, without cumulative effect and not adversely affecting his pension.
(v) withholding of increments of pay ;
Major Penalties -
(vi) save as provided for in clause (iv), reduction to a lower stage in the time scale of pay for a specified period, with further directions as to whether or not the employee will earn increments of pay during the period of such reduction and whether on the expiry of I• I' ['ll'TTI ~3(i)] 1463 GIJ03--<i such period, the reduction will or will not have the effect of postponing the future increments of his pay;
(vii) reduction to a lower time-scale of pay, grade, post or service Which shall ordinarily be a bar to · the promotion of the employee to the time scale of pay, grade, post or service from which he was reduced, with or without further· directions regarding conditions of restoration to the grade or post or service frorri which the employee was reduced and his seniority and pay on such restoration to that grade, post or service;
(viii) compulsory retirement;
(ix) removal from service of the Commission which• ·shall
(x) not be a disqualification for future emp' ;ment in the Commission or Government;
dismissal from service which disqualification for future Commission or Government:
shall ordinarily be a employment · m the
Provided that, in every case in which the ·chalige of possession of assets disproportionate to knowa source of income or the charge of acceptance from any person of any gratification, other than legal remuneration, as a motive or reward for doing or forbearing to do any official act is established, the penalty mentioned in clause (ix) or clause (x) shall be imposed:
Provided further that in any exceptional case and for special reasons recorded in writing, any other penalty may be imposed.
Explanation . - The following shall not amount to a penalty within the meaning of this regulation, namely :-
(i) withholding of increment of an employee .on aq'count of his failure to pass any departmental examination which may have been prescribed governing his service condition;
41 • 42 THE GAZETTE OF INDIA: EXTRAORDINARY !PART II-SEC. 3(i))
(ii) stoppage of an employee at the Efficiency Bar in the time scale of pay on the ground of his un-fitness to cross the Bar;
(iii) non-promotion of an employee, whether in a substantive or officiating capacity, after consideration of his case, to a service, grade or post for promotion to which he is eligible;
(iv) reversion of an employee officiating in a higher service, grade or post to a lower Service, grade· or post, on the ground that he is considered to be unsuitable for such higher Service, grade or post or on any administrative ground unconnected with his conduct;
(v) reversion of an employee appointed on probation to any other service, grade or post, to his permanent service, grade or post during or at the end of the period of probation in accordance with the terms of his appointment or the rules, regulations and orders governing such probation;
(vi) replacement of the services of an employee, whose services had been borrowed from a State Government or any authority under the control of a State Government, at the disposal of the State Government or the authority from which the services of such employee had been borrowed ;
(vii) compulsory retirement of an employee in accordance with the provisions relating to his superannuation or retirement ;
(viii) termination of the services-
(a) of an employee appointed on probation, --during or at the end of the period of his probation, in accordance with the terms of his appointment or the rules, regulations and orders governing such probation, or
(b) of a temporary employee, or
(c) of an employee, employed under an agreement, m accordance with the terms of such agreement.
' ' ['li'Tll ~3(i)] PARr-VI PROCEDURE FOR WPOSJBG JU.JgR PJPI.U.TJBS
10. Procedure for impor~~g maJor ,peaalU.. . -
(1) No order imposing any of the penalties specified in clauses (vi) to (x) of regulation 9 shall be made ~ after an inquiry held, as far as may be, in the manner provided in this regulation and regulation 11, or in the manner provided by the Public Servants ,(Inquiries) Act, 1850 (37 of 1850), where such inquiry is held under that Act.
(2) Whenever the Disciplinary Authority is of the opinion that there are grounds for inquiring into .the truth of any imputation of misconduct or misbehaviour against an employee, it may itself inquire into, or appoint under this regulation or under the provisions of the Public Servants (Inquiries) Act, 1850, as the case may be, an authority to mquire into the truth thereof.
Explanation. - Where the disciplinary authority itself holds the inquiry, any reference in sub-regulation (7) to sub regulation (20) and in sub-regulation (22) to the inquiring authority srl'lll be "'n.c>trcted as a reference to the Disciplinary Authority.
(3) Where it is proposed to hold an inquiry .against an employee under this regulation and regulation 11, the Disciplinary Authority shall draw up or cavse to be drawn up-
(i) the substance of the imputations of misconduct or misbehaviour into definite and distinct articles of charge;
(ii) a statement of the imputations of misconduct or misbehaviour in support of each article of charge, which shall contain -
(a) a statement of all relevant facts including any admission or confession made by the employee;
44 THE GAZETIE OF INDIA: EXTRAORDINARY \PART II~SEC. J(i)J
(b) a list of documents by which, and a list of witnesses by whom, the articles of charge are proposed to be sustained.
(4) The Disciplinary Authority shall deliver or cause to be delivered to an employee a copy of the articles of charge, the statement of the imputations of misconduct or misbehaviour and a list of documents and witnesses by which each article ot charges is proposed to be sustained and shall require the employee to submit, within such time as may be specified, a written statement of his defence and state whether he desires to be heard in person. ·
(5) (a) On receipt of the written statement of defence, the disciplinary authority may itself inquire into such of the articles of charge as are not admitted, or, if it considers it necessary to do so, appoint under sub-regulation (2), an Inquiring Authority for the purpose, and where all the articles of charge have been admitted by the employee in his written statement of defence, the Disciplinary Authority shall record its findings on each charge after taking such evidence as it may think fit and shall act in the manner laid down in regulation 11.
(b) If no written statement of defence is submitted by the employee the Disciplinary Authority may, itself inquire into the articles of charge, or may, if it considers it necessary to do so, appoint, under sub-regulation (2), an inquiring authority for the purpose.
(c) Where the Disciplinary Authority itself inquires into any article of charge or appoints an inquiring authority for holding any inquiry into such charge, it may, by an order, appoint an employee or a legal practitioner, to be known as the "Presenting Officer" to present on its behalf the case in support of the articles of charge.
,, I I • ['ll'Tll ~3(i)]
(6) The Disciplinary Authority shall, where it is not the inquiring authority, forward to the Inquiring Authority-
(i) a copy of the articles of charge and the statement of the imputations of misconduct or misbehaviour;
(ii) a copy of the written statement of the Defence, if any, submitted by the employee;
(iii) a copy of the statements of witnesses, if any, referred to in sub-regulation (3);
(iv) evidence proving the delivery of the documents referred to in sub-regulation (3) to the employee; and
(v) a copy of the order appointing the "Presenting Officer".
(7) The employee shall appear in person before the Inquiring Authority on such day and at such time within ten working days from the date of receipt by the inquiring authority of the articles of charge and the statement of the imputations of misconduct or misbehaviour, as the Inquiring Authority may, by notice in writing, specify, in thts behalf, or within such further time, not exceeding ten days, as the Inquiring Authority may allow.
(8) (a) The employee may take assistance of any other employee posted in any office either at his headquarters or at the place where the inquiry is held, to present the case on his behalf, but may no.t engage a legal practitioner for the purpose, unless the Presenting Officer appointed by the Disciplinary Authority is a legal practitioner, or, the Disciplinary Authority, having regard to the circumstances of the case, so permits :
Provided that the employee may take the assistance of any other employee posted at any other station, if the Inquiring Authority having regard to the circumstances of the case, and for reasons to be recorded in writing so permits.
(b) The employee may also take the assistance of a retired employee to present the case on his behalf, subject to such conditions as may be specified by the Commission from time to time by general or special order in this behalf.
45 46 THE GAZETIE OF INDIA: EXTRAORDINARY (PART II &c. 3(i))
(9) If the employee who has not admitted any of the articles of charge in his written statement of defence or has not submitted any written statement of defence, appears before the Inquiring Authority, such authority shall ask him whether he is guilty or has any defence to make and .if he pleads guilty to any of the articles of charge, the Inquiring Authority shall record the plea, sign the record and obtain the signature of the employee thereon.
(I 0) The Inquiring Authority shall return a finding of guilt in respect of those articles of charge, to which the employee pleads guilty.
(11) The Inquiring Authority shall, if the employee fails to appear within the specified time or refuses or omits to plead, require the Presenting Officer to produce the evidence by which he proposes to prove the. articles of charge, and shall adjourn the case to a later date not exceeding thirty days, after recording an order that the employee may, for the purpose of preparing his defence -
(i) inspect within five days of the order or within such further time not exceeding five days as the Inquiring Authority may allow, the documents specified in the list referred to in sub-regulation (3);
(ii) submit a list of witnesses to be examined on his behalf;
NOTE. - If the employee applies orally or in writing for the supply of copies of the statements of witnesses mentioned in the list referred to in sub-regulation (3), the Inquiring Authority shall furnish him with such copies as· early as possible and in any case not later than three days before the commencement of the examination of the witnesses on behalf of the Disciplinary Authority.
(iii) give a notice within ten days of the order or within such further time not exceeding ten days as the Inquiring Authority may allow, for the discovery or production of any documents which are· in the possession of the Commission but not mentioned in the list referred to in sub-regulation ($).
I' NOTE. - The employee shall indicate the relevance of the documents required by him to be discovered or produced by the Commission.
(12) The Inquiring Authority shall, on receipt of the notice for the discovery or production of .documents,· forward the same or copies thereof to the authority in whose custody or possession the documents are kept, with a requisition for the production of the documents by such date as may be specified in such requisition:
Provided that the Inquiring Authority may, for reasons to be recorded by it in writing, refuse to requisition such of the documents as are, in its opinion, not relevant to the case.
(13) On receipt of the requ1s1t10n referred to in sub regulation (12), every authority having the custody or possession of the requisitioned documents shall produce the same before the Inquiring Authority:
Provided that if the authority having the custody or possession of the requisitioned documents is satisfied for reasons to be recorded by it in writing that the production of all or any of such documents would be against the public interest or security of the State, it shall inform the Inquiring Authority. accordingly and the Inquiring Authority shall, on being so informed, communicate the information to the employee and withdraw the requisition made by it for the production or discovery of documents.
(14) On the date fixed for the inquiry, the oral and .documentary evidence by which the articles of charge are proposed to be proved shall be produced by or on behalf of the Disciplinary Authority. The witnesses shall be examined by or on behalf of the Presenting Officer and may be cross examined by or on behalf of the employee. The Presenting · Officer shall be entitled to re-examine the witnesses on any points on which they have been cross-examined, but not on any new matter, without the leave of the Inquiring Authority.
The Inquiring Authority may also put such questions to the witnesses as it thinks fit.
' 47 48 TIIEGAZETTEOFINDIA:EXTRAORDINARY (PART II-SEc. 3(i)J
(15) If it shall appear necessary before the close of the case on b~half of the Disciplinary Authority, the Inquiring Authority may, in its discretion, allow the Presenting Officer to produce evidence not included in the list given to the employee or may itself call for new evidence or recall and re examine any witness and in such ease the employee shall be entitled to have, if he demands it, a copy of the list of further evidence proposed to be produced and an adjournment of the inquiry for three clear days before the production of such new evidence, exclusive of the day of adjournment and the day to which the inquiry is adjourned.
The Inquiring Authority shall give the employee an opportunity of inspecting such documents before they are taken on the record. The Inquiring Authority may also allow the employee to produce new evidence, if it is of the opinion that the production of such evidence is necessary in the interest of justice.
NOTE. - New evidence shall not be permitted or called for or any witness shall not be recalled to fill up any gap in the evidence. Such evidence may be called for only when there is an inherent lacuna or defect in the evidence which has been produced originally.
(16) When the case for the Disciplinary Authority is closed, the employee shall be required to state his defence, orally or in writing, as he may prefer. If the defence is made orally, it shall be recorded, and the employee shall be required to sign the record. In either case, a copy of the statement of defence shall be given to the Presenting Officer, if any, appointed.
( 17) The evidence on behalf of the employee shall then be produced. The employee may examine himself in his own behalf if he so ·prefers. The witnesses produced by the employee shall then be examined and shall be liable to cross examination, re-examination and examination by the Inquiring Authority according to the provisions applicable to the witnesses for the Disciplinary Authority.
' ' • 1-163 Gl/03-7
(18) . The Inquiring Authority may, after the employee closes his case, and shall, if the employee has not examined himself, generally question him on the circumstances appearing against him in the evidence for the purpose of enabling the employee to explain any cirtumstances appearing in the evidence against him.
( 19) The Inquiring Au_thority may, after the completion of the production of evidence, hear the Presenting Officer, if any, appointed and the employee, or permit them to file written briefs of their respective case, if they so desire.
(20) If the employee to whom a copy of the articles of charge has been delivered, does not · submit the written statement of defence on or before the d::te specified for the purpose or does not appear in person before the Inquiring Authority or otherwise fails or refuses to comply with the provisions of this regulation, the Inquiring Authority may hold the inquiry ex-parte.
(21) (a) Where a Disciplinary Authority competent to impose any of the penalties specified in clauses (i) · to (v) of regulation 9 [but not competent to impose any of the penalties specified in clauses (vi) to (x) of regulation 9].
has itself inquired into or caused to be inquired into the articles of any charge and that authority, having regard to its own findings or having regard to its decision on any of the findings of any Inquiring Authority appointed by it, is of the opinion that the·penalties specified inclauses
(vi) to (x) of regulation 9 . should be imposed on the employee, that authority shall forward the records' of the inquiry to such Disciplinary Authority as is competent to impose last mentioned penalties.
(b) The Disciplinary Authority to which the records are so forwarded may act on the evidence on the record or ma'y, if 'it is of the opinion that further examination of any of the witnesses is necessary in the interests of justice, recall the witnesses and examine, cross-examine and re-examine the witnesses and may impose on the employee such penalty as it may deem fit in accordance · with these regulations.
49 THE GAZETTE OF INDIA: EXTRAORDINARY [PART 11-&!c. 3(i))
(22) Whenever any Inquiring Authority, after having heard and recorded the whole or any part of the evidence in an inquiry ceases to exercise jurisdiction therein, and is succeeded by anoth~r Inquiring· Authority which has, and which exercises, such jurisdiction, the Inquiring Authority so succeeding may act on the evidence so recorded by its predecessor, or partly recorded by its predecessor and partly recorded by itself :
Provided that if the succeeding Inquiry Authority is of the opinion that further examination of any of the witnesses whose evidence has already been recorded is necessary in the interests of justice, it. :~p.ay recall, examine, cross examine q.nd re-examine any such witnesses as hereinbefore provided.
(23) (i) After the conclusion of the inquiry, a report shall be prepared and it shall contain-
(a) the articles of charge and the statement of the imputations of misconduct or misbehaviour ;
(b) the defence of the emplo)ree in respect of each article of charge ;
(c) an assessment of the .evidence in .respect of each article of charge;
(d) the findings on each article of charge and reasons therefore.
Explanation. - If in the opinion of the Inquiring Authority the proceedings of the inquiry establish any article .of charge different from the original articles of the charge, it may record its findings on such article of charge :
Provided that the findings on such article of charge shall not be recorded unless the employee has either admitted the facts on which such article of charge is' based or has had a reasonable opportunity of defending himself against such article of charge.
['Will =3(i)]
(ii) The Inquiring Authority, where it· is not itself the Disciplinary Authority, shall forward . to the Disciplinary Authority the records of inquiry which shall include -
(a) the report prepared by it under clause (i) ;
(b) the written statement of defence, if any, submitted by the employee;
(c) the oral and documentary evidence produced. in the course of the inquiry ;
(d) written briefs, if any,filed by the Presenting Officer or the employee or both during the course of the inquiry; and
(e) the orders, if any, made by the Disciplinary Authority and the Inquiring Authority in regard to the inquiry ..
11. Action on the inquiry report . -
(1) The Disciplinary Authority, if it is not itself the inql.liring authority may, for reasons to be recorded by it ln writing, remit the case to the Inquiring Authority for further inquiry and report and the Inquiring Authority shall thereupon proceed to hold the further inquiry according to the provisions of regulation 10, as far as may be.
(2) The Disciplinary Authority shall forward or cause to be forwarded a copy ·of the report of the inquiry, if any, held by the Disciplinary Authority or where the Disciplinary Authority is not the Inquiring Authority, a copy of the report of the Inquiring Authority together with its own tentative reasons for disagreement, if any, with the findings of the Inquiring Authority on any article of charge· to the employee who shall be required to submit, if he so desires, his written representation or submission to the Disciplinary Authority, within 15 days, irrespective ·of whether the report is favourable or not to the employee.
(3) The Disciplinary Authority shall consider the representation, if any, submitted by the employee and record its findings before proceeding further in the matter as specified in sub-regulations (4). and (5).
51 • 52 THE GAZETIEOF INDIA: EXTRAORDINARY jPART II-SEC. 3(i)]
(4) If the Disciplinary Authority having regard to its findings on all or any of the articles of charge is of the opinion that any of the penalties specified in clauses (i) to (v) of regulation 9 should be imposed on the employee it shall, notwithstanding anything contained in regulation 12, make an order imposing such penalty.
(5) If the Disciplinary Authority having regard to its findings on all or any of the articles of charge and on the basis of the evidence adduced during the inquiry is of the opinion that any of the penalties specified in clauses (vi) to (x) of regulation 9 should be imposed on the employee, it shall make an order imposing such penalty and it shall not be necessary to give the employee any opportunity of making representation on the penalty proposed to be imposed .
12. Procedure for imposing minoJ: penalties . -
(1) Subject to the provisions of sub- regulation (4) of regulation 11, no order imposing on an employee any of the penalties specified in clause (i) to (v) of regulation 9 shall be made except after - '
(a) informing the employee in writing of the proposal to take action against him a.nd of the imputations of misconduct or misbehaviour on which it is propo!sed to be taken, and giving him reasonable opp6rtunity of making such representation as he ma:y wish to make against the proposal ;
(b) holding an inquiry in the manner laid down in sub regulations (3) to (43) of regulation 10 in every case in which the Disciplinary Authority is of the opinion that such inquiry is necessary ; · '·
(c) taking the representation, if any, submitted by the employee under clause (a) and the record of inquiry, if any, held under clause (b) into consideration; and
(d) recording a finding on each imputation of misconduct or misbehaviour.
I ' • ['Will =3(i)]
(2) Notwithstanding anything contained. in clause (b) of sub-regulation (1), if in a case it is proposed after considering the representation, i,f any, made by the employee under · clause (a) of that sub-regulation, to withholcj.
increments of pay and such withholding of increments is likely to affect adversely the amount of pension payable to the employee or to withhold increments of pay for a period exceeding three years or to withhold increments of pay with cumulative effect for any period, an inquiry shall be held in the manner laid down in sub-regulations (3). to (23) of regulation 1 0 before making any order imposing on the employee any such penalty.
(3) The record of the proceedings in such cases shall include·
(i) a copy of the intimation to the employee of the proposal to take action against him;
(ii) a copy of the statement of imputations of misconduct or misbehavior delivered to him;
(iii) his representation, ifany;
(iv) the evidence produced during the enquiry;
(v) the findings on each imputation of misconduct or misbehaviour ; and
(vi) the orders on the case together with the reasons therefore.
13. Communication of Orders . - Orders made by the Disciplinary Authority shall be communicated to the employee who shall also be supplied with a copy of its. finding on each article of charge, or where the Disciplinary Authority is not the Inquiring Authority, a statement of the findings of the Disciplinary Authority together with brief reasons for its disagreement, if any, with the findings of the Inquiring Authority 53 54 1HE GAZE'ITE OF INDIA: EXTRAORDINARY (PART II-SEC. 3(i)]
14. Common Proceedings . -
(1) Where two or more employees are concemed in any case, the Commission or any authoiity competent to impose penalty of dismissal from service on all such employees may make an order directing that disciplinary action against all of them may 'be taken in a common proceeding.
NOTE. - If the authorities competent to impose the penalty of dismissal on such employees are different, an order for taking disciplinary action ih a common proceeding may be made by the highest of such authorities with the consent .of the others.
(2) Any such order shall specifY -
(i)the authority which may function as the Disciplinary Authority for the purpose of such common proceeding;
(ii)the penalties specified in regulation 9 which such Disciplinary Authority shall be competent to impose;
(iii)whether the procedure laid down in regulation 10 and regulation 11 or regulation 12 shall be followed in the proceeding. ·
15. Special procedure in certain cases. - Notwithstanding anything contained m regulations 10 to regulation 14-
(i) where any penalty is imposed on the employee on the ground of conduct which has led to his conviction on a criminal charge, or
(ii) where the Disciplinary Authority is satisfied for reasons to be recorded by it in writing that it is not reasonably practicable to hold an inquiry · in the manner provided in these regulations, or ,, ['li'Tll ~3(i)]
(iii) where the Commission is satisfied that in the interest of the security of the State, it is not expedient to hold any inquiry m the manner provided in these regulations.
The Disciplinary Authority· may consider the circumstances of the case and make such orders thereon as it deems fit :
Provided that the employee may be given an opportunity of making representation on the penalty proposed to be imposed before any order is made in a case under clause (i).
16. Provisions regarding officers lent to State Governments, etc.
(1) Where the services of an employee are lent to another Department or to a State Government or any authorities sub-ordinates. thereto or to a local or other authority or to any organisation under Central Government (hereinafter in this regulation referred as the "borrowing authority"), the borrowing authority shall have the powers of the Appointing Authority for the purpose of placing such employee und~r suspension and of the Disciplinary Authority for the purpose of conducting disciplinary proceeding against him :
Provided that the borrowing authority shall forthwith inform the Commission which lent the services of the employees of the · circumstances leading to the order of suspension of such employee or the commencement of the disciplinary proceeding, as the case may be.
(2) In the light of the findings in the disciplinary proceedings conducted against the employee-
(i) if the borrowing authority is of the opinion that any of the penalties specified in clauses (i) to (v) of regulation 9 should be imposed on the employee, it may, after consultation with the Commission , make such orders on the case as it deems necessary :
I 56 TilE GAZETIE OF INDIA: EXIRAORDINARY [PART II-SEC. 3(i)]
Provided that in the event of· a difference of opinion between the borrowing authority and the Commission, thj! services of the employee shall be replaced at the disposal of the Commission;
(ii) if the borrowing authority is of the opinion that any of the penalti~t~ specified in clauses (vi) to (x) of regulation 9 should be imposed on the employee, it shall replace his services at the disposal of the Commission and transmit to it the proceedings of the enquiry and thereupon the Commission may, if it is the Disciplinary Authority, pass such orders thereon as it may deem necessary, or, if it is not the Disciplinary Authority, submit the case to the Disciplinary Authority which shall pass orders on the case as it may deem necessary:
Provided that before passing any such order, the Disciplinary Authority shall comply with the provisions of sub-regulations (4) and, (5) of )regulation 11.
.E?cplanation. - The Disciplinary Auth()rity may make an order under this clause on the record of the inquiry transmitted to it by the borrowing authority or after holding such further inquiry as it may deem necessary, as far as may be, in accordance with regulationlO.
17. Provisions regarding oftlcera borrcnred from Central/ State Governments, etc.
(1) Where an order of suspension is made or a disciplinary proceeding is conducted against an employee whose services have been borrowed by Commission from Central Government or from a State Government or an authority, subordinate thereto or a local or other authority, the authority lending his services (hereinafter in this regulation referred to as "the lending authority") shall forthwith be informed of the circumstances leading--to the order of the suspension of the employee or of the commencement of the disciplinary proceeding, as the case may be.
•
(2) In the light of the findings in the disciplinary proceeding conducted against the employee, if the Disciplinary Authority is· of the opinion that any of the penalties specified in clauses (i) to (v) of regulation 9 should be imposed on him, it may subject to the provision of sub regulation (4) of regulation 11, after consultation with the lending authority, pass such orders on the case, as it may deem necessary :
Provided that in the event of a difference of opinion between the Commission and the lending authority, the services of the employee shall be replaced at the. disposal of t.he lending authority:
57
(3) Where the Disciplinary Authority is of the opinion that any of the penalties specified in clauses (vi) to (x) of regulation 9 should be imposed on the employee, it shall replace the services of such employee at the disposal of the lending authority and transmit to it the proceedings of~!},, inquiry for such action, as it may deem necessary. · .' •'{
PART- VII APPEALS
18. Orders against which no appeal lies . - 1463 Gl/03-8 Notwithstanding anything contained in this part, no appeal shall lie against -
(i) any order made by the Commission ;
(ii) any order of an interlocutory nature or of the nature of a (step-in-aid of) the final disposal of a disciplinary proceeding, other than an order of suspension ;
(iii) any order passed by an Inquiring Authority in the course of an inquiry under regulation 10.
58 •.
'rHE G§ElUi OF INDIA: EXTRAORDINARY I PART II-SEC. J(i)]
19. Ol"dets against which appellllies . - Subject to the provisions of regulation 18, an employee may prefer an appeal against all or any of the following 6rders, namely ;c
(i) an order of suspension made or deemed to have been made under regulation 8;
(ii) an order imposing any of the penalties specified in regulation 9, whether made by the Disciplinary Autht~tity or by any Appellate or Revising Authority;
(iii) an order enhancing any penalty, imposed under regulation 9 ;
(iv) an order which -
(a) denies or varies to his disadvantage his pay, allowances, pension or other conditions of service as regulated by rules, regulations or by agreement; or
(b) interprets to his disadvantage the provisions of any such rule, fegulation or agreement;
(v) an order -
(a) stopping him at the efficiency bar in the time scale of pay on the ground of his unfitness to cross the bar;
(b) reverting him while officiating in a higher service, grade or post; to a lower service, grade or post, otherwise than as a penalty;
(c) reducing or withholding the pension or denying the maximum pension admissible to him under these regulations;
(d) determining the subsistence and other allowances to be paid to him for the period of suspension or for the period during which he is deemed to be under sUspension or for any portion thereof;
(e) determining his pay and allowance -
(i) for the period of suspension , or
(ii) for the period from the date of his dismissal, removal or compulsory retirement from service, or from the date of his reduction to a lower service, grade, post , timec scale or stage in a time- scale of pay, to the date of his reinstatement or restoration to his service, grade or post ; or ['lJTTII =3(i)]
(t) determining whethel' or not the period from the date of his suspension or from the date of his dismiss~tl, removal, compulsory retirement or reduction to a lower service, grade, post, time -scale or pay or stage in a time scale of pay to the date of his reinstatement or restoration to his service, grade or post shall be treated as_a,period spent on duty for any purpose.
Explanation.- In this regulation -
(i) the expression " employee" includes a person who has ceased to be in the service o{ the Commission ;
(ii) the expression "pension• includes additional pension, gratuity and any other retirement benefit.
20. Appellate Allthorlty . -
(1) An employee, including a person who has ceased to be in the service of the Commission, may prefer an appeal against all or any of the orders specified· in regulation 19 to the authority specified in this behalf either in the Schedule or by a general or a special order of the Commission or where no such C\Uthorlty is ~Specified -
(i) to the Commission where such order is made by any other authority ;
(ii) where such employee is or was holder of a Group 'C' or Group 'D' p()~t. to the authority to whiCh the authority making the order appealed against is immediately subordinate.
(2) Notwithstanding anything q:mtail}e!i in sub-regub.tion ( 1 )-
(i) an appeal against an order in a common preeeeding held under regulation 14 shall lie to the authority' t6-which the authority functioning as the Disciplinary Authority for the purpose of that proceeding is iitunediately sub-ordinate :
/.
• 59 ' ---' TilE GAZETI'EOFINDIA: EXI'RAORDINARY
Provided that where such authority is sub-ordinate tc the Commission in respect of an employee for whom Commission is the Appellate Authority in terms of clause (i) of sub-regulation (1), the appeal shall lie to the Commission.
(ii) where the person who made the order appealed against becomes, by virtue of his subsequent appointment or otherwise, the Appellate Authority in respect of such order, an appeal against such order shall lie to the authority to which such person is immediately subordinate.
(3) An employee may prefer an appeal against an order imposing any of the penalties specified in regulation 9 to the Commission, where no such appeal lies to it under sub regulation (1) or sub-regulation (2), if such penalty is imposed by any authority other than the Commission, on such employee in respect of his activities connected with his work as an office bearer of an association, federation or union, participating in the Joint Consultation and Compulsory Arbitration Scheme.
21. Period or limitation. or appeals , · No appeal preferred under this part shall be entertained unless such appeal is preferred within a period of forty-five days from the date on which a copy of the order appealed against is delivered to the appellant :
Provided that the Appellate Authority may entertain the appeal after the expiry of the said period, if it is satisfied that the appellant had sl,l[ficient cause for not preferring the appeal in time.
22. Form and contents or appeal . -
(1) Every person preferring an appeal shall do so separately and in his own name.· ·
(2) The appeal shall be presented to the authority to whom the appeal lies, and a copy shall be forwarded by the appellant ,. ~o the authority, which made the order . ['li'Til ~3(i}] appealed against. It shall contain all material statements and arguments on which the appellant relies, shall not contain any disrespectful or improper language, and shall be complete in itself.
(3) The authority which made the order appealed against shall, on receipt of a copy of the appeal, forward the same with its comments thereon together with the relevant records to the Appellate Authority without any unavoidable delay, and without waiting for any direction from the Appellate Authority.
23. Consideration of appeal . -
(1) In the case of an appeal against an order of suspension, the Appellate Authority shall consider whether in the light of the provisions of regulation 8 and having regard to the circumstances of the case, the order of the suspension is justified or not and confirm or r~voke the order accordingly.
(2) In the case of an appeal against an order imposing any of the penalties specified in regulation 9 or enhancing any penalty imposed under the said regulation, the Appellate Authority shall consider -
(a) whether the procedure laid down in these regulations has been complied with and if not, whether such non-compliance has resulted in the violation of any provisions of the Constitution of India or in the failure of justice ;
(b) whether the findings of the Disciplinary Authority are warranted by the evidence on the record; and
(c) whether the penalty or the enhanced penalty imposed is adequate, inadequate or severe ;
and pass orders -
(i) confirming, enhancing, reducing or setting aside the penalty; or 61 62 THE GAZETTE OF INDIA: EXTRAORDINARY [PART II-SEC. 3(i)]
(ii) remitting the case to the authority which imposed or enhanced the penalties or to any other authority with such direction· as it may deem fit in the circumstances of these cases :
Provided that -
(i) if such enhanced penalty which the Appellate Authority proposes to impose is one of the penalties specified in clauses (vi} to (x) of regulation 9 and an inquiry under regulation 10 has not already been held in the case, the Appellate Authority shall, subject to the provisions of regulation· 15, itself hold such inquiry or direct that such inquiry be held in · accordance with the provisions of regulation 10 and thereafter, on consideration of the proceedings of such inquiry and make such orders as it may deem fit ;
(ii) if the enhanced penalty which the Appellate Authority proposes to impose is one of the penalties specified in clauses (vi) to (x) of regulation 9 and an inquiry under regulation 10 has been held in the case, the Appellate Authority shall make such orders as it may deem fit after the appellant has been given a reasonable opportunity of making a representation against the proposed penalty ; and
(iii) no order imposing an enhanced penalty shall be made in any other case unless the appellant has been given a reasonable opportunity, as far as may be in accordance with the provisions of regulation 12, of making a representation against such enhanced penalty.
(3) In . an appeal against any other order specified in regulation 19 ,the Appellate Authority shall consider all the circumstances of the case and make such orders as it may deem just an equitable.
['li'TII-=3(i)]
24. Implementation of orders in appeal . - The authority which made the order appealed against shall give effect to the orders passed by the Aappellate Authority.
25. ReVision .-
PART- VIII REVISION AND REVIEW
(1) Notwithstanding anything contained in these regt.ilations-
(i) the Commission ; or
(ii) the Appellate Authority, within six months of the date of the order proposed to be revised ; or
(iii) any other authority specified in this behalf by the Commission by a general or special order, and within such time as may be .prescribed in such general or special order ;
may at any time, .either on its own motion or otherwise call for the records of any inquiry and revise any order made under these regulations from which an appeal is allowed, but from which no appeal has been preferred or from which no appeal is allowed, and may:-
(a) confirm, modify or set-aside the order ; or
(b) confirm, reduce, enhance or set aside the penalty imposed by the order, or impose any penalty where no penalty has been imposed ; or ·
(c) remit the case to the authority which made the order to or any other authority directing such authority to make such further inquiry as it may consider proper in the circumstances of the case; or
(d) pass such other orders as it may deem fit :
63 THE GAZETIE OF INDIA: EXTRAORDINARY
Provided that no order imposing or enhancing any penalty shall be made by any revising authority unless the employee concerned has been given a reasonable opportunity of making a representation against the penalty proposed and where it is proposed to impose any of the penalties specified in the clauses (vi) to (x) of regulation 9 or to enhance the penalty imposed by the order sought to be revised to any of the penalties specified in those clauses, and if an inquiry under regulation 10 has not already been held in the case, no such penalty shall be imposed except after an inquiry in the manner laid down in regulation 10 subject to the provisions of regulation 15 .,
(2) No proceeding for revision shall 1ile commenced until after-·
(i) the expiry of the period of limitation for an appeal, or
(ii)the disposal of the appeal, where any such appeal has been preferred.
(3) An application for revision shall be dealt with in the same manner as if it were an appeal under these regulations.
26. Review . - The Commission may, at any time, either on its own motion or otherwise review any order passed under these regulatiohs, when any new material or evidence which could not be produced or was not available at the time of passing the order under review and which ilas the effect of changing the nature of the case, has come;:, or has been brought to its notice:
Provided that no order imposing or enhancing any penalty shall be made by the Commission unless the employee concerned has been given a reasonable opportunity of making a representation against the penalty proposed or where it is proposed to impose ·any of the major penalties specified in regulation 9 or to enhance .the minor penalty imposed by the order sought to the reviewed to any [ 'l1'T II W"'l!" 3( i) ] of the major penalties and if an inquizy under regulation 10 has not already been held in the case, no such penalty shall be imposed except after inquiring in the manner laid down in the regulation 10, subject to the provisions of regulation 15.
PART IX MISCELLANEOUS
27. Service of orders, notices, etc. - Evezy order, notice and other process made or issued under these regulations shall be served in person on the employee concerned or communicated to him by registered or speed post. "'_
28.Power to relax time-limit and to condone delay . - Save as otherwise expressly provided in these regulations, the authority competent under these regulations . to make any order may, for good and sufficient reasons or if sufficient cause is shown, extend the time specified in these regulations for anything required to be done under these regulations or condone any delay,
29. Removal of doubts . - ' 1463 Gl/03-9 ( 1) Any proceedings under the Khadi and Village industries Commission Employees (Conduct, Discipline and Appeal) Regulations, 1961 pending at the commencement of these regulations shall be continued and disposed of, as far as may be, in accordance with the provisions of these regulations, as if, such proceedings were proceedings under these regulations.
(2) Nothing in these regulations shall be construed as depriving any person to whom these regulations apply, of any right of appeal which had accrued to him under the 65 66 l1ffi GAZETIE OF INDIA: EXIRAORDINARY [PART II-SEC. 3(i)] regulations, notification or orders in force before the commencement of these regulations.
(3) An appeal pending at the commencement of these regulations against an order made before such commencement shall be considered and orders thereon shall be made, in accordance with these regulations as if such orders were made and the appeals were preferred under these Regulations.
(4) As. from the commencemeiH of these regulations any appeal or application for review against any orders made before such commencement shall be preferred or made under these regulations, as if such orders were made under these regulations: ,,-.,
Provided that nothing in these regulations shall construed as reducing any period of limitation for any appeal or review provided by any regulation in force before the commencement of these regulations.
30. Interpretation - If any question arises relating to the interpretation of these regulations, it shall be interpreted in accordance with the provisions of the Central Civil Services (Classification, Control and Appeal) Rules, 1965 and related orders and decision of the Government of India.
SCHEDULE ( See regulation 2 (h) TABLE SHOWING DESCRIPTION OF POST UNDER REGULAR ESTABLISHMENT. APPOINTING AUTHORITY.
AUTHORITY COMPETENT TO IMPOSE PENAL TIES AND APPELLATE AUTHORITY IN RESPECT OF THE POSTS OF THE COMMISSION.
S.No. Description of Post Appointing Authority Authority competent to impose penalties and Appellate Authority penalties which it may impose (with reference to item numbers in regulation 9) Authori_ty Penalties
1. 2. 3. 4. 5. 6
1. Joint Chief Executive Officer Commission Commission All -
2. Deputy Chief Executive Officer
3. Prindpal Sdentific Officer Chairman (For minor penalties) Commission (for minor Ol toM penalties) (i) to (v)
4. Director :;~ Chairman Chairman All penalties Commission
5. Chief Scientific Officer Chief Executive Officer ( For minor penalties) Chairman (for minor {i) to (v) penalties) (i) to (v)
6. Deputy Director
7. Senior Sdentific Officer Chief Executive Ot:icer Chief Executive Officer All penalties Chairman
8. Civil Engi near Joint Chief Executive (For minor penalties) Chief Executive Officer (for · Officer/Deputy Chief (i) to (v) minor Penalties) (i) to (v) Executive Officer .
~ ~ 1::1 ~ "' ~· .......
!
~ ~ I >'l
9. Senior Hindi Officer Chief Executive Officer
10. Assistant Director
11. Research Officer
12. Hindi OffiCer
13. Senior Personal Assistant
14. Accounts Officer Rnancial Adviser
15. Superintendlnt Joint Ch~f Executive Officer/Deputy Chief Executive Officer 16 Caretaker
17. Law Officer
18. Senior Translator
19. Junior Engineer
20. Sanitary inspector
21. Fuel ChemistfBio.Chemist
22. Accountant
23. Development Officer/Designer
24. Librarian (Publicity)
25. Junior scientific Officer
26. Sub-Editor Chief Executive OffiCer All Penalties Joint Chief Executive (For minor penalties) Officer/Deputy Chief (i) to (V) Executive Officer Financial Adviser All penalties Joint Chief Executive (For minor penalties) Officer/Deputy Chief (i) to (v) Executive Officer Joint Chief E cecutive All penalties Officer/ Deputy Chief Executive Officer Director (For minor penalties)
(i) to (v) - -- - Chairman Chief Executive Officer(for minor Penaltiesl(i) to (v) Chairman Financial Adviser ( for minor penalties)
(i) to (v) Chief Executive Officer Joint Chief Executive Officer/ Deputy Chief Executive Officer (for minor penalties) (i) to (v) I - II g) I I ffi !
~ i ~ ~ ~ ~ ;
w " '
27. Photographer-Cum-Darkroom Assistant Joint Chief Executive Joint Chief Executive All Penalties Chief Executive Officer . .
28. Printing Manager Offi<;er /Deputy Chief Officer I Deputy Chief ! Executive Officer Executive Officer ( 29. Senior Artist ( Stenographer (Selection Grade) ~ 30. ' Director (For minor
31. Economic lnvestigator-1 penalties) Joint Chief Executive
32. Lecturer (i) to (v) Officer /Dy.Chief Executive Officel(,for
33. Steno -1 (English /Hindi) minor Penalties)(i) to (v)
34. Assistant Chemist/Assistant Foreman
35. Assistant Accountant/Auditor-If Senior Cashier
36. Mechanic
37. Technical Assistant i
38. Craft Teacher ;!!
39. Junior Translator
40. Junior Sub-Editor ~
41. Economic lnvestigator-11/Statistician
42. Exhibition Assistant I
43. Legal Assistant
44. Artist
45. Assistant Development Officer/ Assistant Development Officer-Ill Charge man/Supervisor -1/Spinning • Instructor/Analyst $ •
46. Assistant Lecturer (HRD) Joint Chief Executive Joint Chief Executive Officer /Deputy Chief Officer I Deputy Chief All Penalties Chief Executive Officer
47. Assistant Librarian Executive Officer Executive Officer Director (For minor Joint Chief Executive penalties) Officer /Deputy Chief
(i) to (v) Executive Officer (for minor penalties (i) to (v)
48. Supervisor-11 Director Direc;tor All Penalties Joint Chief Executive Officer/ Deputy Chief Executive Officer
49. Upper Division Clerk Deputy (For minor Director (for minor I
50. Auditor-11 Director/Assistant Penalties) penalties) (i) to (v)
51. Driver Director (i) to {v)
52. Senior Cook 53 Steno-11 (English/Hindi) 54, Assistant Care Taker
55. Fitter
56. Foreman
57. Lower Division Clerk
58. Carpenter '
59. Skilled Artisan
60. Supervisor -111/Mistry
61. Library Assistant ~
62. Electrician (JBCRI Wardha) Director
63. Assistant Supervisor
64. Drivers
65. Artisans/Auditor-11/Worker/Fitter/Mistrry
66. Instructor
67. Qualified Mechanic
68. Cook
69. Cine Operator
70. Plumber
71. Lab Attendant
72. Flyer
73. Weaving/Sizing Guide/Weaver 74 Artisan-IVA
75. Potter
76. Carpenter
77. Daftaly
78. Lab Attendant
79. Watchman-cum-cook
80. HelperfT apper - Director All Penalties Deputy (For minor Director/Assistant Penalties) Director (i) to (v) - • Joint Chief Executive Officer/ Deputy Chief Executive Officer Director (for minor penalties) {i) to (v) ~ ~ 1:::
~ "' IS ~ ~ ~ j I _, -
81. Apiary Assistant Director Director All Penalties Joint Chief Executive
82. Helper/Gardener/ Store Officer! Deputy Chief - Executive Officer Attendant!Watchman
83. Lab Boy Deputy (For minor Director (for minor
84. Worker-IV-B Director/Assistant Penalties) penalties) (i) to (v)
85. Watchman Director (i) to (v)
86. Watchman-cum/Attendant!Worker- Grade-11 Helper
87. Peon
88. Kiln Attendant/Skilled Labour
89. Cane Weaver 90 Sweeper - - - --- - - - - -· - ---------- - - - - Note: For the posts which are not covered in the Schedule or to be created from time to time the appointing authority, authority competent to impose penalties and appellate authority shall be the same authorities as are provided for posts of equivalent pay scales in this Schedule.
(6) ...
• i::l ~ !
~ ~ ~ ~ ~ ?
;
w IS L ~ ~ "' ~ a ii I :;
S.No.
1.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
TABLE SHOWING DESCRIPTION OF POST UNDER CANTEEN CADRE. APPOINTING AUTHORITY. AUTHORITY COMPETENT TO IMPOSE PENAL TIES AND APPELLATE AUTHORITY IN RESPECT OF THE POSTS OF THE COMMISSION Description of Service Appointing Authority Authority competent to impose . penalties Appellate Authority and penalties which it may impose (with reference item numbers in regulation 9) Authority Penalties
2. 3. 4. 5. 6 Manager (Canteen) Director Director All Penalties Joint Chief Executive OfliceriOeputy Assistant M<mager Chief Executive Officer Halwai \:. :-., Coupon Clerk Deputy Director/ (For1n1nor Director (for minor penalties) Assistant Director Penalties) (i) to (v) Cook (I) to (v) Assistant Halwai Coffeeffea Maker Bearer Sweeper """' \ Wash Boy 0 Note: For the posts whith are '•vt covered in the Schedule or to be created from time to time the appointing authority, authority competent to impose P' ,lties and appellate authority shall be the same authorities as are provided for posts of equivalent pay scales in thi$ Schedule. · • ~ ~ ~ ~ "" IS ' ~ ' ~ ~ ~ I ;:;!
TABLE SHOWING DESCRI!PllON OF POST UNDER MAAKEnNG ACTMTIES. APPOINTiNG AUTHORITY .. AUTHORITY COMPETENT TO iMPOSE PENAL nES AND APPEUATE AUlliORITY IN RESPECT OF THE POSTS OF THE COMMISSION ..
s-:No.j DeScriptiol1 of.~ n ~liltil'!; ~ I ~ilr itlllllhljl.l!4leut liD ... ...- pen:Aiies amd :: Aa•• 1 5 AliAIIIuiity 1:
:i ol -~>"' " •• •• ·- .,
1.
1.
2.
:;
4. : OliiEf Exii!II:IIIWe ,j «Fm lllilmo: pe:Wiiiesl I CltnaiiNAaii far miioof pe~llilllies (i) lwihai!iil!y "I-. I I ! Pemrailies I :
2. 3l • II 5. ' r :1 M IP'elrides .• 6 1 : CoumatisslioJa General M<n~ - --1 ~ Manager -I/ A$Stamit Geme!;il 1 1 1 Manager · i' Manager/~ !lliiteCimr .I M anager-lllilb:iitstant l!lllledlmr :~ 5 ,_ , Accounts ~ ·r , ,. ., ,. ;: ~-_ _ --~-(11-~ m_ "") _ _ _ . __ ::_~o "'"_ » I . ·j :. . •:
6.
7.
8.
9.
10.
11.
12.
Accountant-' H Accountant Casher Accounta~s 1 Assistant Malliilgt!ll ii Ole! &er;JIIli.-e IO!Iiia:er ' _:f aef &a:diwe . ~~ M li"em.:alles ~~ Clwiilmao _ 'i 'I Oillic::ef I I I' l! _ _ 'j ¢!For 1>'11inoe' pel :a lies ) II Chief &ecullitfe 01ker b I ' _ j:t;:e=::~f~llo(V) jm-PaiO!Iies(i)m(V)· !j ~ 'I &eQJI!e 01ker I• jl . I• Designer ,: Jlnilliti Cllmef. &ll!tlue : .Jlmiaill C1M!f Execullille 1 M IPei allis ·I Oiielf &ec:ullive Olicer II Designer-Oliiiii-CJ:AIIe :' iOIIIhJ:ev'~iltf ~ : ~DeplityCihll!!f :' 11 i DeveloprT!ed ();~kef [ &t!ICI/IIif~ OJ!iftte1 : &etllile Olli:er :j l il J Ge!Eiall •ta .....,- I 1! ..
,, (Fm llllia!a' pee I es) \(ij .. 11)1_ twl .
1 Jlliinl Chef &ec:uliille I Oli!:erilleplly Chef Execullitre 11- Ollc:es for minor Pl!lliilllies) i' (~) tiD (It) ' il-.11 , ..... _, 1:
I :1 ~ :1~ l'!m IO )> ':!:;I :I~ ';;!
1 0 ·tl., iil9 !,lg '> tl - r1 1 E -1~~ !:'> ''i'o !1;:~ :·!c !!lz .,.1> '+I ;::a ·'··-< _l!i i ~ ~ li!l I! if ,if ,It-;;
I > ''x ',--:1 -'1·,== :,'~" 1:~ '·~ L::
.~ ' ' 14 -t5 t-f() 1~ .._.n ., ' r;;
iS --:\:
19 ~~· ;:p \i"l ~~ \j ,, 23 '"T" i ~4
2.~ '-t!
; 4ft} /ri Z?{;
2.'> ~~ ,-:
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3_1 J;'
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.. ,,_ God~r' fr.urar~;~ M:=t.n.a:ge~ ~~~iu~~m~Dis1qner '-' ' ·'·-" ~l ~~~'~}/gf? t~c~aw~;e <:..f!""c 1rv;:n~ ~"'"" 1ucp;:rrc;o; Se;~~ 1;~1;:, ... :::? (J '-.- i.,,,·,_.,,lv-.-::1: ..
~\91!!3\\~~ff\l';lt;f1';G?.I!\'Ial'l ~'t~~G~~~I[l.l:rJ'c:iL'-''-'\~:.'~:-~.oit_;
, ~~'f!.~,\~!'gi>sh'H'"d"i' : ~~rF:<rc.tC();sm'!'i!P""' officer ~~!fiftt cJ!,u_,;-_;,) . ~i\'~'lf -1!1 ~rr1t;;~rj,t.,~W~ash''"' !' _, ____ ~ •. J~,-- ,, .
~~li'JI~~~lt:f1i{Mfl$11'"' ~I · ~.~<.m!ant Ass•SI;;lr,l,t C . Je< ;',;'la.btf'r [_1'-~- '>i\...·'-''--~1:;:._-, ,_)~~---'2• : ~-~Jt~~ter~ts\~-i-~-f~;·_~:-_- y;r:;,:,:?~~, ~ ·:
Ass: ~:'t ~I nch.¥ge; :; ":esma~ -t F.;>.·;·,_,;;_,;:,. (-'·••:' "· .,_~ i'p:;ilpffl!]~ 'lf?~:"5/l$,; ·-- ' -- - ' · .
. $l,LJ:;1R.!;~i?_..,.~~ -~;--i ' ! ) ,;.. ·-- - --· r.r;.c:-)~_~.:.:~ ._,' ~- "~ Ja.1nr Chtef Executrrve Offecer ';jip,-·;
.
' ., --·- ·---·· -----·- -----------· 1 Ch.ef ExeaJ!J,•.te Officer Jo•nt Chref Executwe Alii Penallres Offi.ceriOepllty Choef E"'ecuwe.Of!'lcer I General Manager {._:'5 . .i<~l~):
[1 For~lru .. -•.or-· ~-n~~~ipl Jo-,n-t -C-hue-f-Execu-c:clic-ve ___ _ i iol to lVI · : OfficeriDepuly Chief Exeotllllve ' •. Officer 1. lor mioor penalrties) !;j (;"I ·"'~ i_L;;;J)L U~~USi?3<-::
1 !II! ro i"!
; i; ;_::; . " .
,·;· :·;'~· ·,·:)l ;_<J!li\.> t:-:_-:.)2':l:.c:.:_;
C.{i_l<f..-', -~t ';·;c-\ ;;;~-;;_ C ,:__;. UlrJ.;;:
:;,~!;..:; c t= :~;:-;c '1 ;!-'' rc-' ------ t::·.-~~- '~;+At--:::~---- - .. -. --· (:._· ' • .';! ~-;.' _:;;:; t: ,_( .. { .-;J;I\;;:; "' I~ , .. -·-1- .I I !~ 111~ I , ~ I t II ···-~ \ I v !\: :( ;•':::."
i '!~) I ·~ !,[~.·· 1'1~ '.1~ jl.~.,~.
1:1 h jl:_..
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·-~~·a lil.•.i· I i[l,• .. :
' li;ii :~.-- !'
, ___ , ·'·•;,..
I I r -.1>--.11 ·I ";o, .. -~, ~----~--
32. Cashier Joint Chief Executive
33. Decorator Officer I 34. Driver Grade-l
35. Electrical Foreman I 36. Electrical Supervisor
37. Foreman/Mechani (Assistant Development Officer)
38. Head Cashier
39. lncharge Technical
40. Junior Manager
41. Manager-11
42. Mechanic Foreman
43. Mechanic Operator
44. Quality Inspector
45. Readymade lncharge/Senior Cutter/Artist/Junior Cutter
46. S.Q.C Investigator
47. Sales lncharge
48. Salesman
49. Salesman/Girls-1 "'··-f"~o/..!.- Joint Chief Executive All Penalties Officer/Deputy Chief Executive Officer General Manager (For minor penalties)
(i) to (v) ' ,_ Chief Executive Officer Joint Chief Executive Officer/Deputy Chief Executive Officer (for minor penalties)
(i) to (v) ' oi ~ ~ ~ ~ ;;;:
~ E3 z ~ V> 50 51 52 53 54 55 56 I I Shift Supervisor (Assistant Development Off1cer) Shop floor lncharge-11 Senior Cotton Selector Store Clerk/Purchase lncharge/ Storekeeper -I Supervi~or-1 Turner/Superintendent./Manage Instructor j 57 i .Vastragar lncharge ~- 58~ccqunt Clerk/ Storekeeper/ S-u- 1 1 -II/ Steno I 59. 1 Account Clerk-cum-Cashier 60 : Accounts Clerk 61 ' Accountant-IV 62 Cash1er 63 Cash1er/(Upper DIVISIOn Clerk) 64 F:tter 65 Godown keeper 66 Ju·n:or Cash1er 6/ Jun:or Cotton Selector ~_:iH Mectlanlcai-cum-Eiectnc~an Joint Chief Executive Officer s-1 nior -·-----+- .
isor I General Manager /Director (Marketing) I i I I i ' Joint Chief Executive All Penalties Officer/Deputy Chief Executive Officer General Manager (For minor· penalties)
(i) to (v) r--f General All Penalties Manager/Director j (Marketing) 1 Manag~~;;Assistant ~minor 1 General penalties) I • · Manager/Manager- (1) to (v) 11/Deputv Director I ' ---- -------··-- Chief Executive Officer Joint Chief Executive Officer/Deputy Chief Executive Officer (for minor penalties) (i) to (v) Joint Chief Executive Officer/Deputy Chief Executive Officer General Manager/Director (Marketing) (for minor penalties) (i) to (v) ···------------ ------- I ~ ~ -T ~ '-' I~ .::;
~ ~ ~ ~ I lr :::~ 5'1 71] 71' -r;_ 73 74 75 76 71 -;<!
I9t 00 M &2 53 a4 85 86 87 Qua!:r,t-;· l'rs':~...:-::i"c---:.1 Sa::es~a~-G v:s-~'· Sal:esm.a:r-ir ~:..as--:F Senloc sa:'esg.:"
Strefl'llo>k~ou;rrrts C:'.c~.:Sk::i!·ea -~crker 1 Si!<ma-11 Sien-a -I~ ( T l'il''Sti Stor-eh<l!eller S!areli<eeper Ac:caurrts Clerk Sl!crel<eeoer-U , SIJpe!VI•SOt~ll ~p~r Oivrs1on Clerl< '•(Salesmanc'iiJ :' upper'ON;stOO'am ' 1 Acooonlartt) Upper El!i.'1Siari Cletk - ( Cas/'TJer'-1!)
, Assistant Stmekeeper BHac:kS!ltlk'IJ!i l:;arrpenter ~~ Cierl« TypiSt Genera, ~\l,tanag:en OL•"'.e:::::c:-
1. Mari<eong,_ -f . -.L ~~~~~-~~-----"'-----"-'~~-:- GE"'tr:-al. ~.:ian:ager-' D:.r;-ec-tc.r .. 1\WarJ~; e:<:!:rg .j f.olianager-!iAssos!a!l-1 Ge(l!€"'~ Ma"aqec; M~er-"VIk!J~>I¥ Or!ll'"e<::tor ··;'
, r·.
'':;:· ---~:,r P~aPtJ~:es-- ------- JC,irtt c~~efE>;oc~t,~-e - OOr:er:;.-o.ep~~f Ctri.e:'f E:teo.J~lil~e Oi'f<:er r{FOii"murr;or penal!lesi l•fr ro 1v» -~·., :;.-c·_· , __ .
: Geoerai~ Manager:tDmrecb~ ' iMalr'i:et•ng'l l,lfot minor, pen-a~es" 1•1 1o !'~~ ":---r'; .,,- ,;;;:- :i :·!
1.·:
' '.'!
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90. Jumor Sailesmnanv/Gurls ·: ~~ · ..• 91 . L ................ "''-'• I '• . I .
. ower,_,..,....,,""""'"' I .,_ . """'-' "----" .IF .. Ge---• ,....__.._ , 1 ··-. . • • : • . ! '"""'""9f'I_,.I/,..,.,.!Sii;E:litt """'"""'"" (I m mlml1' jpelllJallliesj """.,. Mainagelr''-'"""""""' 1 • L ..
91. I L?"':er Oiviisiioo Ole!rkl ~ll":t1Jl!S1)) ·, 'I' ~AM\ai!IB!llf!lr-;rW~ !Ill ID I'< I {MairlkeliH11'!1l lfm mm- 'i Iii' :
93. ·· Lower Divisrion Oertl<i~.N , Oilediolr pernal~l «•» ID lv) I:
.-:_-;:· ,~-~:,hl<.' ' ' '94. Salesman I -... -,
95. SalesmaniGirlls-m -, ,-· 96 I 97 Saiesman.:.JIIJtml!llf II~ , st6re ~~~;I amt1 Oerti<-oumm- Typist ' -~ ~}' .
''ll~ j li~ I I 98
99.
i 100.
i 101.
j1b2.
103.
104 I 105.
106 ' ~ ,: ' ' • ' -; ' •• - ·- " J Store C•leir1t.
lt; .,-. '-: ., ;_:., ,T)m~k~0~~" Turner -_-- __;; '-'i t YP ist1oe.1< '· :- .:.. __ ,_ Welder \ivireman Daltary ~ '- "].
Driver/Helper I ' . • Helper --~_::.._ _______ _ ,,.,.
1 11 II '•: >:C i _-.,. · . .--·J'!:
11 •1[ 11,' _,:_\.,-.. · ,/'.' il:
~;:
~ 1101- Ti-lelperiPacker j 108 I Attendant 1109 i Chowk1dar I 110 I Flayer I !
I 111 I Helper
1112. i Helper and Peon-cum- Watchman
113. I Helper Assembly
114. Helper Fitter
115. Helper M.C.Operator
116. Helper MC Shop
117. Helper Tinsmith
118. Helper Tumer
119. Helper Welder
120. Helper/Carpenter
121. MaZadur /
122. Mechanic-Ill
123. Packer
124. Peon
125. Peon/Watchman ~ General. - -·-·l General Manager/ D~rector All Penalties Joint Chief Executive Manager/Director (Marketing) Officer/Deputy Chief (Marketing) Executive Officer --------------· Manager-1/Assistant General (For minor penalties) General Manager/Director Manager/Manager-11/Deputy (i) to (v) (Marketing) (for minor Director penalties) (i) to (v) ~ I I !
~ "'"'~~:-:.._ .,, .. , '-1 ;~ \:,, •,' ~ ~ ® z ~ I~ - ~ w IS ~ ~ Cl f ~ ~ : :::: - ~ "' 1'3
126. Peon-cum-Watchman General General Manager/ Director All Penalties Joint Chief Executive ' ~
127. Salesman-IV Manager/Director (Marketing) Officer/Deputy Chief (Marketing) Executive Officer 128 Shop Assistant
129. Storekeeper ' Manager-1/Assistant (For minor penalties) General Manager/Director
130. Sweeper I General Manager/Manager- (i) to (v) (Marketing) (for minor
131. Sweeper/Watchman 11/Deputy Director penalties) (i) to (v)
132. Tanner/Master/Fiesher!Watchman/
1133.
Helper/Worker/Packer Watchman ~
134. Watchman Packer ~- ~ • Note: For the posts which are ntit covered in the Schedule or to be created from tim'O to time the appointing authority, authority competent to impose penalties and appellate. authority shall be the same authorities as are p:-ovi<kO for post of equivalent pay scales in this Schedule. I iF No. A-12034n/2002-KVIC] A. P. PAD HI, Jt. Secy.
~ L 82 THE GAZETTE OF INDIA: EXTRAORDINARY \PART !l-SEC. 3(i)} ~ 'it fu:;ffi, 26 "!{, 2003 .
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3. '('lll!IJ<(OJ.- ( I) 3WWrcnr 9<:'0Cfi &>4i11D ~ Wi<f-
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29. '64'11(8 ... ~'Wj'q'anf~ 111· ~,.~ ~tt"Ni"'' .. {!&tiQ 11 )~.- ~ ~ ~ ~ v ~ ~"! l. ~ illl'lCfi ~ 'CfiTlf ~~ ft;rcl: ~ill I~ ;rft 'Cfitrrr I \IX) THE GAZETIE OF INDIA: EXTRAORDINARY . !PART Il-Silc. 3(i)J
30. f.:l<f:;:H.- <lK~ fclf.l;ql{i ~ Rcf"l"'! -B-~mmq d<"'Y"'"t mcrr t m ~ {h~;q f*lfcl<"J i1crr ( 3ll"l'(UI) f.!<:rq,l964 affi" 'qffif 'EI«"f>l( ~ ~ -::ill~'in mfc!f.<~~ 3lj'EII< f.l<f"l1 fcnc:rr "11o:•11 1 NOTIFICATION New Delhi, the 26th May, 2003 ['l>!.u. «-1203417/2002- in -.IT~ mJ '<· '"· 'll>i!, ~ "!lf.;q G.S.R 434(Ek-.In exercise of the powers conferred by section 27 of the Khadi and Village Industries Commission Act, 1956 (61 of 1956), the Commission with the previous sanction of the Central Government and in partial supersession of the Khadi and Village Industries Commission Employees (Conduct, Discipline and Appeal) Regulations, 1961 (so far as they relates to the regulations of conduct of the employees), except as respects things done or omitted to be done before such superses~ion, hereby makes the following-regulations, namely:-
1. Short title, commencement and application. -
(1) These Regulations may be called the Khadi llfld Village Industries Commission Employees (Conduct) R~gulations,
2003.
(2) They shall come into force on the date of their publication in the Official Gazette.
(3) They shall apply to every person appointed to any post ·~m~4'J' •he Commission, whether borne on regular or tradib.g or "chematic or work charged or project establishment, including a casual employee, or any other official whose wages or salary or honorarium are paid by the Commission.
l ' • ,
2. Definitions . - In these regulations, unless the context otherwise requires,-
(a) "Chairman" means the Chairman appointed under sub section (3) of section 4 of the Khadi and Village Industries Commission Act, 1956. (hereinafter referred to as the Act);
(b) "Chief Executive Officer" means the Chief Executive Officer appointed under clause (d) of sub-section (2) of section 4 of the Act;
(c) ·c~mmission" means the Khadi I!Ild Village Industries Commission established under section 4 of the;
(d)"Competent authority" means the Appointing authority or Disciplinazy authority as defmed under regulation 2 of the Khadi and Village Industries Commission Employees (Classification, Control and Appeal) Regulations,2003 or any other authority declared by the Commission as such from time to time.
(e) "Employee" means any person appointed by the Commission to any service or post in connection with the affairs of the Commission; including the employees whose services are placed by the Commission at the disposal of a Company, Board, Bank, local authority, an organisation, State Government or the Central Government not-withstanding the fact that his salazy is drawn from sources other than that of the Commission.
(f) "Member of the family" in relation to an employee includes.-
(i) the wife or husband, as the case may be, of the employee, whether residing with the employee or not but does not include a wife or husband, as the case may be, separated from the employee by a decree or order of a competent court ;
(ii) son or daughter or step/son or step-daughter of the employee and wholly dependent on him, but does not 101 THE! OAZBTI'E OF INDIA: EXTRAORDINARY [PART II-Ssc, 3(i)J include a child or step-child who is no longer in any way dependent on the employee or of whose custody the employee has been deprived by or under any law;
(iii) Any other person related, whether by blood or marriage, to the employee or to the employee's wife or husband and wholly dependent on the employee.
(g) "Pre1crlbed authority " means .-
(i) Chairman, in the case of employees holding the post of Joint Chief Executive Officer, Deputy Chief Executive Officer and Principal Scientific Officer;
(ii) The appointing authority, as defined in the Khadi and Village Industries Commission Employees (Classification Control; and Appeal) Regulations, 2003, for other categories of employees._
3. GENERAL. •
(1) Every employee shall at all times-
(i) maintain absolute integrity ;
(ii) maintain devotion to duty ; and ·
(iii) do nothing which is unbecoming of an employee.
(2) (i) every employee holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of all the employees for the time being under his control and authority. .
(ii) no employee shall, in the performance of his official duties, or in exercise of powers conferred on him, act otherwise than in his best judgment except when he is acting under the direction of his official superior .
(iii) the direction of the official superior shall ordinarily be in writing. Oral directions to subordinates shall be avoided, as far as possible. , Where. the issue of oral direction becomes unavoidable, the official superior shall confirm it in writing immediately thereafter.
(iv) An employee who has received oral direction from his official superior shall seek confirmation of the same in writing as early as possible, whereupon it shall • be the duty of the official I!IUperior to confirm· the direction In writing.
(v) ~very employee 11hall observe regulations of procedure and other regulations framed by the Commi1111ion and al11o circulan and instruction• issued by the competent authority from time to time.
(vi) Every employee shall wear khadi or polyvutra durin(~ the period of hill service under the Commi1111ion.
&gJsngtiqn 1. • An employee who habitually fa!l11 to perform the tuk auigned to him within the time 11et for the purpo11e and with the quality of performance expected of him shall be deemed to be lacking in devotion to duty within the meaning of cltUJI!Ie (ii) of I!IUb=regulation ( 1).
J:glangtion 11, = An employee who is habitually not punctual or frequently remains ab11tmt without prior permi1111ion •hall be deemec:! to be not maintaining devotio.n to duty within the meaning of clause (ii) of sub-regulation ( 1).
IJCplqnqtCqn 111, • Nothing in elau11e (ii) of sub-regulation (2) shall be con11trued al'l empowering an employee to evade his responsibilities by seeking instructions from, or approval of, a !!Uperior officer or authority when 11uch in11tructionl!l are not necessary under the 11cheme of dl11tribution of· power• and responsibilities.
4. Promptness and Courtesy · No employee •hall =
(a) in the performance or hill official dutiell, act' in ll discourteou11 manner;
(b) in hill official dealing• with the public or otherwise adopt dilatory tactic• or willfully cause delays in di11ponl of work uslgned to him.
I. Observance of Government's polloles · Every employee shall, at all times • 103 104 THE GAZETI'E OF INDIA: EX1RAORDINARY !PART 11-S~ec. 3(i)l
(i) act m accordance with the Government's policies regarding· age of marriage, preservation of environment, protection of wild life and cultural heritage ;
(ii) observe the Government's policies regarding prevention of crime against women.
6. Prohibition of sexual harrassment of working women -
(1) No employee shall indulge in any act of sexual harassment of any woman at her work place.
(2) Every employee who is· incharge of a work place shall take appropriate steps to prevent sexual harassment to any woman at such work place.
Exolanation :- For the purpose of this rule, "sexual harassment includes such unwelcome sexually detetmined behaviour, whether directly or otherwise, as -
(a) physical contact and advances;
(b) demand or request for sexual favours;
(c) sexually coloured remarks;
(d) showing any pornography; or
(e) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
7. Employment of near relatives of employees.
employee of the Commission - ( 1) No shall secure use his position or influence directly or indirectly to employment for any member of his family in any society, institution, company or firm.
(2)(i) No Group 'A' or Group 'B' Officer shall, except with the previous sanction of the pre&cribed authority. permit his son, daughter or other dependant, to accept employment in any society, institution, company or firm with which he has official dealings or in any other society, institution, company or firm having official dealings with the Commission :
Provided that where the acceptance of the employment cannot await prior permission of the prescribed authority or is otherwise considered urgent, the matter shall be reported to the prescribed authority and the employment may be accepted provisionally subject to the permission of the prescribed authority.
(ii) An employee shall, as soon as he becomes aware of the acceptance by a member of his family of an employment in any society, institution, company or firm, intimate sl:lch acceptance to the prescribed authority and shall also intimate whether he has or has had any official dealings with that society, institution, company or firm.
(3) No employee shall in the discharge of his official duties deal with any matter br give or sanction any contract to any society, institution, company 01: firm or any other person if any member of his family is employed in that society, institution, company or firm or under that person or if he or any member of his family is interested in such matter or contract in any other manner and the employee shall refer every such matter or contract to his official superior and the matter or contract shall thereafter be disposed of according to the instructions of the authority te whom the reference is made.
8. Taking part in politics and elections.-(!) No employee shall be a member of, or be otherwise associated with any political party or any organisation which takes part in politics nor shall he take part in, subscribe in aid of, or assist in any other manner, any political movement or activity.
(2) It shall be the duty of every employee to endeavour to prevent any member of his family from taking part in, subscribing in aid of, or assisting in any other manner, any movement or activity which is, or tends directly or indirectly to be, subversive of the Government as by law established and where an employee is unable to prevent a member.
of his family from taking part in, or subscribing in aid of, or assisting in any other manner, any such movement or activity, he shall make a report to that effect to the Commission.
(3) If any question arises whether a party is a political party or whether any organisation takes part in politics or whether any movement or activity falls within the scope of sub-regulation (2), the decision of the Commission thereon shall be final.
1~63 GU03-14 105 HXi THE GAZETIEOF INDIA: EXTRAORDINARY [PART IT-SEc. J(i)]
(4) No employee shall canvass or otherwise interfere with or use his influence in connection with, or take part in, an election. to any legislature or local authority:
Provided that an employee qualified to vote at such election · may exercise his right to vote, but where he does so, he shall give no indication of the manner in which he propo::~es to vote or has voted :
Provided further that an employee shall not be deemed to have contravened the provisions of this ·sub-regulation by reason only that he assists in the conduct of an election in the due performance of a duty imposed on him by or under any law for the time being in force.
Explanation . - The display by an employee on his person, vehicle or residence of any electoral symb9l shall amount to using his influence in connection with an election within ·the meaning of this sub-regulation.
9. Joining of association by employees.- No employee shall join, or continue to be a member of an associ(l.tion the objects or activities of which are prejudicial to the interests of the Commission or the interest of the sovereignty and integrity. of India, or public order or morality.
10. Demonstration and strikes.- No employee shall-
(i) engage himself or participate in any demonstration, which is prejudicial to the interests of the Commission, or the sovereignty and integrity of the India, the security of the State, friendly relations with foreign States, public order, decency or morality, or which involves contempt of court, defamation or incitement to an offence, or
(ii) resort to, or in any way abet any form of strike or coercion or physical duress in connection with any matter pertaining to his service or the service of any other employee. ·
11. Connection with press or other media.- (1) No employee shall, except with the previous sanction of the Commission, own wholly or in part; or conduct or participate in the editing or management of ,any newspaper or other periodical publication or electronic media.
(2) Nothing in· sub-regulation (1) shall appiy in case an employee in the bonafide discharge of his official duties publishes a book or participates in a public media.
['1T'TII ~3(i)]
(3) An employee publishing a book or participating in a public media shall at all times make it clear that the views expressed by him are his own and not that of the Commission.·
12. Criticism of Commission or Government.- No employee shall in any radio broadcast, telecast through any electronic media,. or in any document published in his own name or anonymously, pseudonymous or in the name of any other person or in any communication to the press or in any public utterance, make any statement of fact or opinion -
(i) which has the effect of an adverse criticism of any current or recent policy or action of the Commission or Central Government or a State Government : .
Provided that, nothing contained in this clause shall apply to bonafide expression of views by an employee as an office-bearer of a trade union or association of employees for the purpose of safeguarding the conditions of service of such employees or for securing an improvement thereof, or
(ii) which is capable of embarrassing the relations between the Commission and the Central Government or Government of any State or between the Central Government and the Government of any State, or
(iii) which is capable of embarrassing the relations between the Central Government and the Government of any foreign State:
Provided that nothing in this regulation shall apply to any statements made or views expressed by an employee in his official capacity or in the due performance of the duties assigned to him.
13. Evidence before any Committee or any other ~uthority.- (1) Save as provided in sub-regulation (3), no employee shall, except with the previous sanction of the Chief Executive Officer, give evidence in connection with any inquiry comlucted by any person, committee or authority.
(2) Where any sanction has been accorded under sub-regulation ( 1), no employee giving such evidence shall criticise the policy or 107 THE GAZEITE OF INDIA: EXIRAORDINARY (PART 11-SEc. 3(i)] any action of the Commission or of the Central Government or of a State Government.
( 3) Nothing in this regulation shall apply to-
(a) evidence given at an inquiry before an authority appointed by the Commission or Central Government, Parliament or a State Legislature; or.
(b) evidence given in any judicial e'nquiry; or
(c) evidence given at any departmental enquiry ordered by authorities subordinate to the Commission.
14. Unauthorised communication of information.- No employee shall, except in accordance with any general or special order of the Commission or in the performance in good faith of duties assigned to him, communicate, directly or indirectly, any official document or any part thereof or information to any employee or any other person to whom he is not authorised to communicate such document or information.
Explanation . - Quotation by an employee of or from any letter, circular or office memorandum or from the notes on any file, to which he is not authorised to have access, or which he is not authorised to keep in his personal custody or for personal purposes, shall amount to unauthorised communication of information within the meaning of this regulation.
15. Subscriptions.- No employee shall, except with the previous sanction of the prescribed authority, ask for or accept contributions to, or otherwise associate himself with the raising of, any funds, or other collections in cash 'or in kind in pursuance of any object whatsoever.
!6. Gifts . - ( 1) Save as otherwise provided in these regulations, no '·: Il fJloyee shall accept, or permit any member of his family or ;mv other perso'1 acting on his behalf to accept any gift.
·. ·. • ?. 'nation . - The expression 'gift' shall include free transport, ·ng. lodging or other service or any other pecuniary advantage ·' d by any person other than a near relative or personal friend i1aving no official dealings with the employee.
any action of the Commission or of the Central Government or of a State Government.
( 3) Nothing in this regulation shall apply to -
(a) evidence given at an inquiry before an authority appointed by the Commission or Central Government, Parliament or a State Legislature; or.
(b) Evidence given in any judicial enquiry ; or
(c) Evidence given at any departmental enquiry ordered by authorities subordinate to the Commission.
14. Unauthorised communication of information.- No employee shall, except in accordance with any general or special order of the Commission or in the performance in good faith of duties assigned to him, communicate, directly or indirectly, any official document or any part thereof or information to any employee or any other person, to whom he is not authorised to communicate such document or information.
EXPLANATION . - Quotation by an employee of or from any letter, circular or office memorandum or from the notes on any file, to which he is not authorised to have access, or which he is not authorised to keep in his personal custody or for personal purposes, shall amount to unauthorised communication of information within the meaning of this regulation. ·
15. Subscriptions.- No employee ~hall, except with the previous sanction of the prescribed authority, ask for or accept contributions to, or otherwise associate himself with the raising of. any funds, or other collections in cash or in kind in pursuance of any object whatsoever.
16. Gifts .- (1) Save as otherwise provided in these regulations, no employee shall accept, or permit any member of his family or any other person acting on his behalf to accept any gift.
EXPLANATION . - The expression 'gift' shall include free transport, boarding, lodging or other service or any other pecuniary advantage provided by any person other than a near relative or personal friend having no official dealings with the employee.
109 IIO Tiffi GAZEITE OF INDIA: EXIRA ORDINARY [PART U-SEe. 3(i)J Note I :- A casual meal, lift or other social hospitality shall not be deemed to be a gift.
Note II:- An employee shall avoid accepting lavish hospitality or frequent hospitality from any individual, industrial or commercial firms, organisations, etc., having official dealings with him.
(2) On the occasions such as weddings, anniversaries, funerals or religious functions, when the making of the gift is in conformity with the prevailing religious and social practice, an employee may accept gifts (the value of which does not exeeed rupees five thousand or the limit as may be modified from time to time) from his near relatives or from his personal friends having no official dealings with him, but shall make a report to the Commission, if the value of such gift exceeds-
(i) rupees five thousand in the case of an employee holding any Group 'A' post ;
(ii) rupees three thousand in th,e case of an employee holding any Group 'B' post;
(iii) rupees one thousand in the case of an employee holding any Group 'C' post ; and
(iv) rupees five hundred in the case of an employee holding any Group 'D' post.
(3) In any other case, an employee shall not accept any gift without the sanction of the prescribed authority if the value exceeds-
(i) rupees one thousand in the case of employees holding any Group 'A' or Group 'B' post ; and
(ii) rupees two hundred and fifty in the case of employees holding any Group 'C' or Group 'D' pOst.
(4) Notwithstanding anything contained in sub-regulations (2) and (3), an employee, being' a member of the Indian delegation or otherwi.!;e, may receive and retain. gifts from foreign dignitaries, if the market value of gifts received on one occasion does not exceed rupees one thousand. In all other cases, the acceptance and. retention of such gifts shall be regulated by the instructions issued by the Commission in this regard from time to time.
•
(5) An employee shall not accept any gifts from any foreign firrtJ.
which is either contracting with the Commission or is one with which the employee had, has or is likely to have official dealings. Acceptance of gifts by an employee from any other firm shall be subject to the provisions of sub-regulation (3).
17.Dowry.- No employee shall -
(i) give or take or abet the giving or taking of dowry; or
(ii) demand directly or indirectly, from the parent or guardian of bride or bridegroom, as the case may be ' any dowry.
Explanation . -- For the purpose of this regulation "Dowry" has the same meaning as in the Dowry Prohibition Act 1961 (28 of 1961).
lS.Public demonstrations in honour ;)( employees.- No employee shall, except with the previous sanction of the Commission, receive any complimentary or valedictory address, or accept any testimonial, or attend any meeting or entertainment held in his honour; or in the honour of any other employee:
Provided that nothing in this regulation shall apply to -
(i) a farewell entertainment of a substantially private and informal character held in honour of an employee or any other employee on the occasion of his transfer or retirement or any' person who has recently quitted the service of the Commission ; or (iit the acceptance of simple and inexpensive entertainments arranged by public bodies or institutions.
Note - Exercise of pressure or influence of any sort on any employee · to induce him to subscribe towards any farewell entertainment if it is of a substantially private or informal character and the collection of subscriptions from Group 'C' or Group 'D' employees under any circumstances for the entertainment of any employee not belonging to Group 'C' or Group 'D', is forbidden.
lll 112 THE GAZEITE OF INDIA: EXTRAORDINARY [PART 11-SEc. 3(i)J
19. Private trade or employment. - (1) Subject to the provisions of sub-regulation (2), no employee shall, except with the previous sanction of the Chief Executive Officer -
(a) engage directly or indirectly in any trade or business; or assist directly or indirectly in the promotion of a society or trust or cooperative society receiving financial assistance from the Commission or Khadi and Village Industries Board;
(b) negotiate for, or undertake, any other employment; or
(c) hold an elective office, or canvass for a candidate or candidates for an elective office, in any body, whether incorporated or not; or
(d) canvass in support of any business of insurance agency, commission agency, etc. owned or managed by any member of his family; or
(e) take part except in the discharge of his official duties, in the registration, promotion or management of any Bank or other Company registered or required to be registered, under the Companies Act, 1956 (1 of 1956) or any other law for the time being in force, or of any Co-operative society for commercial purposes;
(f) participate in or associate himself in any manner in the making of-
(i) a sponsored media (radio or television) programme ;
or
(ii) a media programme commissioned by Government media but produced by a private agency ; or
(iii) a privately produced media programme including video magazine :
Provided that no previous permission shall be necessary in case where the employee participates in a programme produced or commissioned by Government media in his official capacity.
•
(2) An employee may, without the previous sanction of the Chic:
Executive Officer , -
(a) undertake honorary work of a social or charitable nature;
or
(b) undertake occasional work of a literary, artistic or scientific character;or
(c) participate in sports activities as an amateur; or
(d) take part in the registration, promotion or management (not involving the holding of an elective office) of a literary, scientific or charitable society !liJI, of a club or similar organisation, the aims or objects of which relate to pr\)motion of sports. cultural or recreational activities, registered under the Societies Registration Act, 1860 (21 of 1860), or any other law for the time being in force; or
(e) take part in the registration, promotion or management (not involving the holding of elective office) of a co operative society substantially for the· benefit of the employees, registered under the Co-OperatiYe Societies Act, 1912 (2 of 1912) or any other law for the time being in force :
. Provided that -
(i) he sh :1ll discontinue taking part in such activities, if so directed by the Commission ; and
(ii) in a case falling under clause(d) or clause (e) of this sub-regulation, his officiat duties shall not suffer thereby and he shall, within a period of one month of his taking part in such activity, report to the Commission giving details of the nature of his pa1·tici pation.
(3) E\'<en employee shatl report to the Commission if any member of his family is engaged in a trade or business or owns or manages an !flsurance agency or comnusswn agency.
(4) E\·cry employee shall report to the Commission if any member of his family has promoted or is office-bearer of any inst:tutions 1~6.~ Gl/03-15 113 • 114 1HE GAZE'ITE OF INDIA: EXTRAORDINARY coming under the purview of the Commission or Khadi and Village Industries Board.
(5) . Unless otherwise provided by general or special orders of the Commission, no employee shall accept any fee for any work done by him for any private or public body or any private person without the sanction of the prescribed authority.
Explanation. .- . The term 'fee'' used here shall have the meanmg assigned to it in fundamental Rdle 9 (6-A).
20. Sublettiq and vacation ot Commission accommodation, - (I) Save as otherwise provided in any other law for the time being in force, no employee shall sublet, lease or otherwise allow occupation by any other person of the commission accommodation which has been allotted to him.
(2)An employee shall, after the cancellation of his allotment of Commission accommodation vacate the same within the time limit prescribed by the allotting authority.
21. Investment., lending and borrowering.· (1) No employee shall speculate in any stock, share or other investment :
Provided that nothing in this sub-regulation shall apply to · occasional investments made through stock brokers or ot]:ler persons duly authorised and licensed or whb have obtained a certificate of registration under the relevant law.
Explanation.- Frequent purchase or sale or both, of shares, securities or other .investments. shall be deemed to be speculation within the meaning of this sub-regulation.
(2) No employee shall make, or permit any member of his farriily or any person acting on his behalf to make, any investment, which is likely to embarrass or influence him in the discharge of his official duties. For this purpose, any purchase of shares out of the quotas reserved for Directors of Companies or tJ:ieir friends and associates shall be deemed to be an investment which is likely to embarrass the employee.
I ·• ['Will ~3(i)] '1m! 11i1 'U1II'l'l : 3H11><R•I
(3) If any question arises whether any transaction is of the nature referred to in sub-regulation (1) or sub-regulation (2), the decision of the Commission thereon shall be final. • •
(4) (i) No employee shall, save in the ordinary course of business with a bank or a public limited company, either himself or through any member of his_ family or any other person acting on his behalf,-.
(a) lend or borrow or deposit money, as a pfins::ipal or an agent, to, or from .or with, any person or firm or private limited company within the local limits of his authority or with whom he is likely to hav~ official dealings or otherwise place himself under any pecuniary obligation to such person or firm or private limited compariy; or
(b) lend money to any person at. interest or in a manner whereby return in money or in kind is charged or paid :
•
Provided that an employee may give to, or accept from a relative or a personal friend a p_urely temporary loan of a small amount free of interest, or operate credit account with· a bonafide tradesman or make an advance of pay to -his private employee:
Provided further, that nothing in this sub-regulation shall apply in respect of any transaction entered into by an employee with the previous sanction "of the prescribed authority.
(ii) When an employee is· appointed or transferred to a post of such nature as would involve him in the breach of any of the provisions of sub-regulation (2) or sub-regulation (4), he shall forthwith report the circumstances to the prescribed authority and shall thereafter act in accordance with such order as may be made by such authority.
.
22. Insolvency and habitual indebtedneas. · An employee shall so manage his private affairs as to avoid habit~al inc,iebtedness or insolvency. -An employee against whom any legal proceeding is instituted for the recovery of any debt due from him or for•adjudging him as an insolvent, shall forthwith report the full facts of the legal proceedings to the prescribed authority.
115 llo ==========~THE~~G~AZ~~E~l =IE~O~F=IND~=IA~: EXTRA==· =O=RD=IN=AR=Y======'(P'==AR=:T=:Il::::=S:=;E=:c.0'3~(i)] NOTE. - The burden of proving that the insolvency or indebtedness was the· result of circumstances which, with the exercise of ordinary diligence, an employee could not have foreseen, or over which he had no control, and had not proceeded from extravagant or dissipated habits, shall be upon the employee.
Movable ,immovable and valuable property.- (1) (i) Every employee shall on his first appointment submit a return of his assets and liabilities, in· such form as may be prescribed by the Commission, giving the full particulars regarding - · ·
(a) the immovable property inherited by him, or owned or acquired by him or held by him on lease or mortgage, either in his own name or in the name of any membey of his family or in the name of any other person ;
(b) shares, debentures and cash deposits inherited by him or acquired, or held by him ;
including bank similarly owned,
(c) other movable property inherited by him or similarly owned, acquired or held by him ; and
(d) debts and other liabilities incurred by him directly or indirectly.
NOTE 1 .- Sub-regulation (1) shall not ordinarily apply to Group 'D' emf'oyccs hut the Chief Executive Officer may direct that it shall apply ro any such employee or class of such employees.
NOTE 2 .- In all returnti, the values of items of movable property WOJ:th less than rupees ten thousand may be added and shown as ;::. lumpsum. The value of articles of daily use :;uch as clothes, utensils, crockery, books, etc., need not be mcluded in such return.
(ii) Every employee holding any post included in Group A and Group '8' shall submit an annual return in such form as may be prescribed by the Commission in this regard giving full particulars regarding the immovable property inherited by him or owned or acquired by him or held by him on lease or • " • [ '11'1 II ~ 3(i)] mortgage either in his own name or in the name of any member of his family or in the name of any other person. This return shall be filed by 31st January for the previous calendar year.
(2) No employee shall, except with the previous knowledge of the prescribed authority, acquire or dispose of any immovable property by lease, mortgage, purchase, sale, giff or otherwise either in his own name or in the name of any member of his family :
Provided that the previous sanction of the prescribed authority shall be obtained by the employee if any such transaction is with a person having official dealings with him.
(3)Where an employee enters into a transaction in respect of movable property either in his own name or in the name of the member of his family, he shall, within one month from the date of such transaction, repbrt the same to the pres~ribed authority, if the value of such property exceeds rupees fifteen thousand in the case of an employee holding any Group 'A' or Group '8' post or rupees ten thousand in the case of an employee holding any Group 'C' or Group 'D' post :
Provided that the previous sanction of the prescribed authority shall be obtained by the employee if any such transaction is with a person having official dealings with him.
(4) The Commission or the prescribed authority may, at any time, by general or special order, require an employee to furnish, within a period specified in the order, a full and complete statement of such mov.able or immovable property held or acquired by him or on his behalf or by any member of his family as may be specified in the order.
Such statement, shall, if so required by the Commission· or by the prescribed authority, include the. details of the means by which, or the source from which, such property was acquired.
(5) The Chief Executive Officer may exeiijpt any category of employees belonging to Group 'C' or Group 'D' from any of the provisions of this regulation except sub-regulation (4).
Explanation 1.· For the purposes of this regulation the expression 'movable property' includes - 117 118 · THE GAZEITE OF INDIA: EXTRAORDINARY [PART II-SEC. 3(i)]
(a) jewellery, insurance policies, the annual premia of whjch exceeds rupees ten thousand - or one-sixth of the total an-nual emoluments received from Commission, whichever is less, shares, securities and debentures ;
(b) all loans, whether secured or not; advanced or taken by the employee ;
(c) motor cars, motor cycles, horses or any other means of conveyance; and
(d) refrigerators, radios, electric and electronic items.
Explanation II.- For the purposes of this regulation 'lease' means, except where it is obtained from, or granted to, a person having official dealings with the employee, a lease of immovable property from year to year or for any term exceeding one year or reserving a yearly rent.
24. Restriction in relation to acquisition and disposal of immovable property outside India and transaction with foreigners, etc . . - Notwithstanding anything contained in sub regulation (2) of regulation 23, no employee shall, except with the previous sanction of the prescribed authority -
(a) acquire, by purchase, mortgage, lease, gift or otherwise, either in his own name or in the name of any member of his family any immovable property situated outside India ;
(b) dispose of, by sale, mortgage, gift or otherwise or grant any lease in respect of any immovable property situated outside India which was acquired or is held by him either in his own name or in the name of any member of his
(c) family;
enter into any transaction with any foreigner, foreign Government, foreign organisation or concern, - ( i)
(ii) for the acquisition, by purchase, mortgage, lease, gift or otherwise, either in his own name or in the name of any member · of his ·family, or any immovable property ;
for the disposal of, by sale, mortgage, gift or otherwise, or the grant of any lease in respect of any immovable property which was acquired or is held ..
.-- , ['li'TII =3(i)] by him either in his ciwn name or in the name of any member of his family.
25. Vindication of acts and character .- (1) No employee shall, except with the previous sanction of the prescribed authority, have recourse to any Cour( or to the press for the vindication of any official act which has been the subject matter of adverse criticism or an attack of defamatory character:
Provided that if no such sanction is received by the employee within a period of three months from the date of receipt of his request, by the Commission, he sha~ be free to assume that the permission as sought for has been granted to him. ·
(2) Nothing in this regulation shall be deemed to prohibit an employee from vindicating his private character or any act done by him in his private capacity ·and where any action for vindicating his private character or any act done by him in private capacity is taken, the employee shall submit a report to the prescribed authority regarding such action.
26. Canvassing o·r non-official or other outside influence. - No employee shall bring or attempt to bring any political or other outside influence to bear upon any superior authority. to further his interests in respect of matters pertaining to his service under the-Commission.
27. Restriction regarding marriage .- (1) No employee shall enter into, or contract, a marriage with a person having a spouse living ;
and no employee having a spouse living, shall enter into, or contract, a marriage with any person :
Provided that the Commission may permit an employee to enter into, or contract, any such marriage if it is satisfied that -
(a) such marriage is permissible under the personaliaw applicable to such employee and the other party to the marriage ; and
(b) there are other grounds for so doing.
(2) An employee who has married or marries a person other than of Indian nationality shall forthwith intimate the fact to the Commission.
ll'!
120 THE GAZETTE OF INDIA: EXTRAORDINARY [PART II-SEC. 3(i)]
28. Consumption of int01dcating drinks and drugs - No employee shall consume any intoxicating drink or drugs provided that nothing in this regulation shall apply to an employee who has been advised for reasons of health by medical practitiOner authorized m this behalf by the Commission to take any such drinks or drugs as medicine.
29. Prohibition regarding employment of children bE'low fourteen years of age.- No employee shall employ to work any child below the age of fourteen years.
30. Interpretation.- If any question arises relating to the interprt>tation of these regulatioJls, . .,it shall be interpreted in accordance with the Central Civil Services (Conduct) Rules, l9fl4 and related orders and decision of the Government of India.
[F. No. A-12034ni2002-KVIC] A. P. PADHI, Jt. Secy.
Printed by the Manager, Go'\1. of India Press, Ring Road, Mayapuri, New Delhi-110064 and Published by the Controller of Publications, Delhi-110054.
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