REGD. NO. D. L.-33004/99 The Gazette of India EXTRAORDINARY
PART III—Section 4 PUBLISHED BY AUTHORITY No. 344] NEW DELHI, WEDNESDAY, DECEMBER 26, 2001/PAUSA 5, 1923 3961 GI/2001 (1) 2 THE GAZETTF, OF INDIA: EXTRAORDINARY IPARTIII—Suc\4| 3 4 THE GAZETTE OF TNDIA: EXTRAORDINARY [PART III—SEC, 4J 5 6 THE GAZETTEOFTNDIA: EXTRAORDINARY [PART III—SEC. 41 7 8 THEGAZEITEOFINDIAiEXTRAORDINARY [PART QI—SEC. 41 9 3961 GI/2001— 2 10 THE GAZETTE OF INDIA: EXTRAORDINARY PART III—SEC. 41 11 12 THE G AZbTI'E OF INDIA: EXTRAORDINARY [PART M—SKC\ 4] 13 14 IKE GAZETTE OF INDIA: EXTRAORDINARY | PART 111—SEC. 4] 15 16 THE GAZETIEOF INDIA: EXTRAORDINARY [PART Hi—SEC. 4] 17 3961 GI/2001— 3 18 THE GAZETTE OF INDIA: EXTRAORDINARY [PART IE—SEC. 4] 19 20 THEGAZEITEOFINDIA:EXTRAORDINARY [PARTIII—SEC.4] 21 22 THE GAZETTE OF INDIA: EXTRAORDINARY [PAR r El—SEP. 41 23 24 THE GAZETTE OF INDIA: EXTRAORDINARY [Rwi HI—SEC. 4] 25 3961 GI/2001— 4 26 THE GAZETTEOFINDIA: EXTRAORDINARY [PART ITI—SET. 41 27 28 THE GAZETTEOFINDIA: EXTRAORDINARY IPARTIII—SEC.4| 29 TO THE GAZETTE OFINDIA. EXTRAORDINARY | PART HI—SEC. 4] 31 32 THE GAZETTE OF INDIA: EXTRAORDINARY [PAK i III—SEC. 41 33 3961 GI/2001— 5 ^4 THI: GAZETTE OF INDIA. EXTRAORDINARY |PAKI III—SI: ,4 | 35 36 THE GAZETTE OF INDIA; EXTRAORDINARY [PART IE—SEC. 41 37 38 THE GAZETTE OF INDIA: EXTRAORDINARY [PART El— SEC. 4 | "W 40 THE GAZETTE OFTND1A: EXTRAORDINARY [PART 01—SKI .41 41 3961 GI/2001—6 42 THE GAZETTE OF INDIA [EXTRAORDINARY [PART TTI— SEC. 41 43 44 THE GAZE1TB OF INDIA EXTRAORDINARY IP M;I III—Si-" 4| 45 46 THE GAZETTE OF INDIA: EXTRAORDINARY [PART HI—SEC-. 41 47 48 THE GAZETTE OF INDIA: EXTRAORDINARY [PART UI—SEC. 4] 4') 3961 GI/2001—7 50 THE GAZETTEOFTNDIA. EXTRAORDINARY I PART UI—SEC 4] SI 52 THE GAZETTE OF INDIA :EXTRAORDINARY^^_____ IPARTIII—SEC4] S"?
54 THE GAZETTE OF INDIA: EXTRAORDINARY [PART III—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA NOTIFICATION New Delhi, the 26th December. 2001 HRDD/2266/Staff Regulations.—The following is published for general information :— SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA (STAFF) REGULATIONS, 2001 Preamble Regulation No.
Whereas it is felt necessary to frame regulations defining the terms and conditions of service of the staff of the Small Industries Development Bank of India, the Board of the Small Industries Development Bank of India hereby makes the following regulations :
CHAPTER-I PRELIMINARY Short title Application Definitions 1 2 3 These regulations may be called the Small Industries Development Bank of India (Staff) Regulations, 2001.
(1) These Regulations shall apply to -
(i) an employee who is deemed to be appointed by the Small Industries Development Bank of India by reason of sub-sections (1) and (2) of Section 33 of the Small Industries Development Bank of India Act, 1989 (39 of 1989) (hereinafter referred to as "the Act"), and
(ii) every whole time employee of the Small Industries Development Bank of India;
Provided that they shall not apply, except as otherwise provided in these Regulations or to such extent as may be specially or generally prescribed by the Board, to -
(a) the Chairman and Managing Director,
(b) Whole-time Directors
(c) staff employed temporarily or officers or other staff recruited on special contracts, and,
(d) staff employed outside India.
(2) Nothing in these Regulations shall operate to override any special agreement or agreements entered into by the Small Industries Development Bank of India with any of its employees.
In these Regulations, unless there is anything repugnant in the subject or context -
(a) "the Board" means the Board of Directors of the Small Industries Sank and, in relation to any powers exercisable by it, includes the Executive Committee and also any other Committee of Directors;
(b) "the Chairman" means the Chairman and Managing Director of the Small Industries Bank and in relation to the powers exercisable by the Chairman and Managing Director includes a Whole time Director and an Executive Director.
(c) "Chief Accountant" means the Chief Accounting Officer of the Small Industries Bank and, in relation to any powers exercisable by Chief Accountant, includes a Chief General Manager or General Manager or Deputy General Manager in the Accounts Department.
55 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
(d) "the Chief General Manager" means an officer, who, for the time being, holds the office of the Chief General Manager in the Small Industries Bank and in relation to any powers exercisable by the Chief General Manager includes:
(i) a General Manager or a Deputy General Manager, in the respective departments at the Head Office of the Small Industries Bank, who, for the time being, is the officer in charge of a division or a department or a wing, as the case may be, in which the employee concerned is employed or to be employed, and
(ii) a General Manager or a Deputy General Manager, who, for the time being, is the officer in charge of an office of the Small Industries Bank and also such other officer of that office in relation to the powers exercisable by such a General Manager or a Deputy General Manager;
(e) "compensatory allowance" means an allowance granted to meet expenditure necessitated by the special circumstances in which the duty is performed.
(f) "Competent Authority" means
(i) the Chairman, in the case of officers other than officers in Grade 'A' and also includes Executive Directors.
(ii) Whole-time Director or Executive Director in the case of officers lower in rank than the Executive Director but other than officers in Grade 'A', and,
(iii) Chief General Manager in the case of other employees.
It also includes in regard to any matter or power to be dealt with or exercised by the Chairman under these Regulations which has been delegated to any other authority, the authority to whom the disposal of the matter or the exercise of the power has been so delegated;
(g) "duty" includes -
(i) service as a probationer
(ii) period during which an employee is on joining time;
(iii) period during which an employee is on casual leave or special casual leave duly authorised by a competent authority; and,
(iv) any other period specifically classified as duty by the Chairman;
(h) "family" means an employee's spouse and children ordinarily residing with and wholly dependent on the employee;
(i) "Leave pay" means the monthly pay which an employee would have drawn while on duty but for proceeding on leave.
56 THE GAZETTE OF INDIA. EXTRAORDINARY [PART HI—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Board's power to change Regulations Regulation No 4 Pay during leave shall be drawn at full, half or quarter rate of leave pay, as the case may be, according to the kind of leave availed of by the employee, no pay being admissible during extra-ordinary leave;
(j) "pay" means the amount drawn by an employee as -
(i) pay which has been sanctioned for a post held by the employee substantively or in an officiating capacity, or to which the employee is entitled by reason of the position of the employee in a cadre;
(ii) special pay and personal pay;
(iii) any other emoluments which may be specifically classified as pay by the Board;
(k) "personal pay" means an additional pay granted to an employee -
(i) to save the employee from loss of substantive pay in respect of a permanent post due to revision of pay or any reduction of such substantive pay otherwise than as a disciplinary measure; or
(ii) in exceptional circumstances, on other personal considerations;
(I) "the Small Industries Bank" means the Small Industries Development Bank of India established under the Act.
(m) "special pay" means an addition, in the nature of pay, to the emoluments of a post or of an employee granted in consideration of -
(i) the specially arduous nature of the duties; or
(ii) a specific addition to the work or responsibility;
(n) "substantive pay" means the pay to which an employee is entitled on account of a post to which the employee has been appointed substantively or by reason of the substantive position of the employee in a cadre.
The Board reserves the right of changing these Regulations from time to time;
Provided that no new Regulation or alteration in an existing Regulation shall have any force until passed as a resolution of the Board and issued in the form of a circular by the Head Office of the Small Industries Bank.
Provided further, that no new Regulation or alteration in an existing Regulation shall operate to reduce the scale of pay of an employee on which the employee is entitled to draw pay in the substantive capacity on the day the new Regulation or alteration comes into force.
51 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Chairman's power to delegate Power to Interpret and Implement Regulations Regulation No 5 6 The Chairman may delegate to the Chief General Manager, General Manager, Deputy General Manager, or any other officer, subject to such conditions as the Chairman may think fit to impose, all or any powers conferred upon the Chairman by these Regulations with the exception bf the powers conferred by Regulations 20, 21,46 and 48.
(1) The power to interpret the Regulations vests in the Chairman who is also hereby empowered to issue such administrative instructions as may ba necessary to give effect to, and carry out the purpdses^Jfthe provisions of these Regulations or otherwise to secure effective control of the staff,
(2) The powers exercisabte by an authority under these Regulations shall also be exercisable by any other authority supenor to that authority.
CHAPTER - II APPOINTMENTS, PROBATION AND TERMINATION OF SERVICE Classification of permanent staff Temporary Staff Authorities empowered to appoint 7 8 Section 1 - Appointments
(1) The permanent staff of the Small Industries Bank shall be classified as follows:
Class I - Officers Class III - Clerical staff }Employee$.ln Class IV - Subordinate staff} workmen cadres
(2) The Board shall specify from time to time the pay of each post or group of posts and the Chairman shall specify the number of posts of officers in each group. The number of new posts created in each grade shall be reported to the Board from time to time.
(1) Notwithstanding anything contained in these Regulations, such officers as may be authorised by the Board in this behalf, may appoint staff on temporary basis subject to such general or special directions as may be issued by the Chairman from time to time.
(2) The terms and Conditions of service of the temporary staff shall be prescribed by the Chairman but in no cas^ shall the terms and conditions so prescribed be more favourable t^an those laid dowri in these Regulations for an appointment carryirig equivalent statqS* or responsibility.
Appointment to the service of the Small Industries Bank shall be made as follows:
(a) to posts of officers in Grade 'D' and above by the Chairman,
(b) to posts of officers in Grades 'C and 'B' by the Chief General Manager, HRDD, Head Office, subject to the approval of the Chairman, 3961 GI/2001— 8 58 THE GAZETTEOF1NDIA: EXTRAORDINARY [PART HI—SRC. 41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Other appointments Appointments to be made on minimum pay of grade Re-employment In the Small Industries Bank's service Regulation No 10 11 12
(c) to posts of officers in Grade 'A' by the Chief General Manager, HRDD, Head Office, subject to such general or special instructions as may be issued from time to time by the Chairman,
(d) to any other post by the Chief General Manager subject to such general or special instructions as may be issued from time to time by the Chairman.
(1) Subject to such general or special Instructions as may be Issued from time to time by the Board, all appointments shall be made as hereinafter provided;
(a) if the post to which the appointment is made is the lowest in the group to which it belongs, direct, and,
(b) in other cases, by promotion
Provided that, the Chairman may, at his discretion, authorise the appointment of candidates possessing special qualifications to a grade higher than the lowest.
(2) Appointment of subordinate staff may be made direct or by promotion as the Chief General Manager may deem fit.
(3) No employee may be transferred from one class to anpther without the specific approval in each case of the Chief General Manager.
All first appointments shall be made on the minimum pay of the grade to which the appointment is made, provided that the Chairman may authorise the grant of not more than four initial increments In the scale of pay fixed for the grade in which the appointment is proposed to be made in the case of a candidate.
(a) who possesses good academic qualifications, or,
(b) who was in the temporary employment of the Small Industries Bank prior to appointment in one of the posts covered by these Regulations, or,
(c) who possesses special experience of value to the Small industries Bank.
(1) No person who has been removed or dismissed or has otherwise ceased to be in the service of the Small Industries Bank may be re-employed without the specific sanction of, and, on such terms and conditions as may be prescribed by the Chairman, subject, in the case of appointments to senior officers' posts in grade 'D' and above, to the approval of the Board.
(2) Except as otherwise provided by the Chairman or the Board at the time of re-employment, these Regulations shall apply to a person who is re-employed in the service of the Small Industries Bank as if the person had entered the service for the first time on the date of such re-employment.
59 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Commencement of service Definition of service Officers in Grade 'C or above (Direct Recruits) Other Officers Other employees Discharge during probation Regulation No 13 14 15 16 17
(1) Except as otherwise provided by or under these Regulations, "service" of an employee shall be deemed to commence from the working day on which the employee reports for duty in an appointment covered by these Regulations at the place and time intimated to the employee by the appointing authority.
Provided that if the employee reports in the afternoon, the service of the employee shall commence from the next following working day.
Explanation: In the case of an employee transferred to the service of the Small Industries Bank from the service of the Industrial Development Bank of India, who elects and is permitted to serve under these Regulations, the "service" of the employee shall be deemed to commence from the date on which the service of the employee commenced or is deemed to have commenced under the Industrial Development Bank of India (Staff) Rules, 1980.
(2) "Service" includes the period during which an employee is on duty as well as on leave duly authorised by a competent authority but does not include any period during which an employee is absent from duty without permission or overstays leave, unless specifically permitted by a competent authority.
Section 2 - Probation An officer in Grade "C" or above directly recruited to the service of the Small Industries Bank shall be required to be on probation for a period which shall not be less than one year and more than two years as may be fixed by the Chairman at the time of appointment of the officer.
An officer other than an officer referred to in Regulation 14 shall, unless selected from the staff of the Small Industries Bank when the probationary service may be dispensed with or curtailed at the discretion of the Chairman, be on probation for two years.
Employees not included in Regulations 14 and 15 shall, on their first appointment in the service of the Small Industries Bank, be required to be on probation for six months.
(1) During the first month of probationary period, an employee shall be liable to be discharged at one day's notice and thereafter at one month's notice or by payment of substantive pay for one day or one month, as the case may be, in lieu thereof
(2) Without prejudice to the provisions of Regulation 25, an officer selected from the staff of the Small Industries Bank and appointed on probation shall be liable to be reverted to the previous grade of the officer without notice or pay in lieu thereof if, in the opinion of the competent authority, the officer fails to show satisfactory promise during the period of probation.
fiO THE GAZETTE OF INDIA EXTRAORDINARY | P \ u ITI—SN 4 | "SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Appointing authority's power to extend probationary period Temporary service In lieu of probation, Determination of service by notice Regulation No 18 19 T i The period of probation of an employee may be extended at the discretion of the appointing authority but in no case may this period exceed -
(a) four years in the case of officers, and;
(b) one year in the case of other employees.
Where an employee has rendered continuous temporary service prior to the appointment in a permanent vacancy, the provisions of Regulations 14 and 16 regarding the period required to be spent on probation may be waived, at the discretion of the appointing authority, to the extent of the period of such temporary service Section 3 - Termination of Service
(1) Subject to the provisions of sub-regulation (4) an employee shall nqtjeave or discontinue the service in the Small Industries Bank without first giving notice in writing of the intention to leave or discontinue the service. The period of notice required shall be -
(a) three months in the case of an employee in Class I, and,
(b) one month rrt the case of an employee in any other class and shall be given to the Chairman in the case of an officer and to the Chief General Manager in othqr cases and, in case of breach of the provisions of this sub-regqlation, the employee shall be liable to pay to the Small Industries Bank as compensation a sum equal to the substantive pay for the period of notice required of the employee;
Provided that the payment of such compensation may be waived at the discretioh of the Chairman or the Chief General Manager, as the case may be Notwithstanding anything contained in the sub-regulation (1) above, no employee will discontinue the employment with the StnaH Industries (Sank unless the resignation is accepted by the competent authority.
(2) The Small Industries Bank may determine the service of any employee after the expiry of the peripd of probation, on giving the ernpfoyee -
(a) three months' notice or pay in lieu! thereof, if the employee is in Class I, and [b) one month's notice or pay in lieu thereof if the employee is in any other class.
61 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No The power to determine the service of an employee shall be exercised by the Chairman with the prior approval of the Executive Committee in the case of an officer other than an officer in Grade 'A' and by the Chief General Manager, HRDD, Head Office, subject to such general or special instructions as may be issued by the Chairman in the case of an officer in Grade 'A' or any other employee.
(3) Nothing in sub-regulation (2) shall affect the right of the Small Industries Bank to-
(a) retire or dismiss an employee without notice or pay in lieu thereof in accordance with the provisions of Regulations 21 and 46; and
(b) determine the service of an employee without notice or pay in lieu thereof on the employee being certified by the Medical Officer of the Small Industries Bank to be permanently incapacitated for further continuous service in the Small Industries Bank
(4) (a) Notwithstanding anything to the contrary contained in sub-regulation (1), an employee against whom disciplinary proceedings are pending shall not leave or discontinue the service in the Small Industries Bank without the prior approval in writing of the competent authority and any notice of resignation given by such an employee shall not take effect unless it is accepted by the competent authority;
* (b) Disciplinary proceedings shall be deemed to be pending against an employee for the purposes of this sub-regulation if the employee has been placed under suspension, either under Regulation 45 or sub-regulation (5) of Regulation 46 of these Regulations or any notice has been issued asking the employee to show-cause as to why disciplinary proceedings should not be initiated against the employee or any charge-sheet has been issued to the employee under Regulation 46 and will be deemed to be pending till final orders are passed by the competent authority.
Explanation 1: The expression 'month' used in this Regulation shall be reckoned according to the English calendar and shall commence from the day following that on which notice is given by the employee or the Small Industries Bank as the case may be.
Explanation 2: A notice given by an employee under sub-regulation
(1) above shall be deemed to be proper only if the employee remains on duty during the period pf the notice, and an employee shall not be entitled to set off any leave earned and not availed of against the period of such notice.
62 THE GAZETTE OF INDIA: EXTRAORDINARY I PART III—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Superannuation and Retirement Regulation No 21 (1) An employee, shall retire at 60 years of age;
Provided that an employee, who attains the age of superannuation on any day other than the first during, any calendar month, shall retire on the last day of that month.
Provided further that in the case of an employee in Class IV who has reached the age of 57 years, the Small Industries Bank may, at its discretion, retire the employee after giving two months' notice in writing if in the opinion of the competent authority the efficiency of the employee is found to have been impaired;
Provided further that the Small Industries Bank may, at its discretion, retire, in public interest, an employee other than an employee in Class IV, at any time after completion of 50 years of age;
Provided further that in the case of an employee other than an employee in Class IV who has attained the age of 55 years, the continuance in service of such an employee upto the age of 60 years shall be subject to the employee being found suitable to be retained in service.
(2) The power conferred by the provisos to sub-regulation (1) shall be exercised by the Chairman with the prior approval of the Executive Committee in the case of an officer other than an officer in Grade 'A' and by the Chief General Manager, HRDD, Head Office, subject to such general or special instructions as may be issued by the Chairman, in the case of an officer in Grade 'A' and other employees,
(3) An employee who has attained the age of 50 years may voluntarily retire after giving to the competent authority three month's notice in writing.
(4) Without prejudice to sub-regulation (3), an employee governed by the Small Industries Development Bank of India Pension Regulations, 1993 may voluntarily retire at any time after the employee has completed 20 years of qualifying service in the Small Industries Bank as defined in the Small Industries Development Bank of India Pension Regulations, 1993 (including the period, if any, of such service rendered or deemed to have been rendered in Industrial Development Bank of India), (even though the employee has not attained the age of 50 years), after giving to the competent authority three months' notice in writing.
Provided that this sub-regulation shall not apply to an employee who is on deputation or study leave abroad, unless after having been transferred or having returned to India the employee has resumed the charge of the post in India and served for a period of not less than one year.
63 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
Provided further that this sub-regulation shall not apply to an employee wtio seeks retirement from service for being absorbed permanently in an autonomous body or a public sector undertaking to which the employee is on deputation at the time of seeking voluntary retirement.
(5) The notice of voluntary retirement given under sub-regulation (3) or sub-regulation (4) shall not be valid unless it is accepted by the competent authority;
Provided that where the competent authority does not communicate its decision not to accept such notice before the expiry of the period specified in the notice, the retirement shall become effective from the date of expiry of such period.
(6) The competent authority may, if so requested by the employee, retiring pursuant to sub-regulation (3) or (4), as the case may be, waive the notice of voluntary retirement with respect to its full period or part thereof, if the competent authority is satisfied that such waiver will not cause any administrative inconvenience. Such waiver shall, if granted, be subject to the condition that the employee shall not apply for commutation of a part of the pension before the expiry of the period of notice of three months.
(7) An employee, who has elected to voluntarily retire, pursuant to sub-regulation (3) or sub-regulation (4) and has given notice for the purpose, shall not be entitled to withdraw the notice, except with the permission of the competent authority, provided that the request for such withdrawal shall be made before the intended date of retirement.
(8) Notwithstanding anything contained in this Regulation, where an employee has ordinary leave earned but not availed of as on the date of retirement, at the option of the employee, the employee may either bea) permitted to avail of ordinary leave to the credit of the employee as on the date of retirement subject to a maximum of ten months and in that case, the employee will be deemed to retire from service on the expiry of the leave;
OR b) paid a lumpsum amount which would be equivalent to pay as defined in Regulation 3(j) of these Regulations, as on the date of retirement of the employee, for the unavailed ordinary leave to the credit of the employee as on the date of retirement subject to a maximum of ten months plus all allowances normally admissible to the employee concerned during ordinary leave.
64 THE GAZETTE OF INDTA-EXTRAORDINARY IPARI TIL—Sb< .41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
Explanation: "Date of Retirement" means the date on which the employee attains the age of superannuation in accordance with the provision of this Regulation or the date on which the employee is retired by the Small Industries Bank under sub-regulation (1) or the date on which the employee voluntarily retires in terms of sub-regulation (3) or sub regulation (4) as the case may be.
(9) Notwithstanding anything contained in this Regulation or any other Regulation, in case disciplinary proceedings have been initiated against an employee before the employee ceases to be in the service of the Small Industries Bank the disciplinary proceedings may, at the discretion of the Chairman, be thereafter continued and concluded by the competent authority as if the employee continues to be in the service, so however, that the employee shall be deemed to be in the service only for the specific purpose of the continuance and conclusion of such proceedings.
Explanation : 'Disciplinary Proceedings' shall -include a suspension of an employee under Regulation 45 or sub-regulation (5) of Regulation 46 of these Regulations, or any notice issued to an employee asking the employee to show cause as to why disciplinary proceedings should not be initiated against the employee, or any charge-sheet issued to an employee under Regulation 46 of these Regulations and will be deemed to be pending till final order is passed by the competent authority.
CHAPTER - III RECORD OF SERVICE, SENIORITY, PROMOTION AND REVERSION Record of service Seniority Promotion Reversion 22 23 24 25 A record of service shall be maintained by the Small Industries Bank in respect of each employee at such place or places and shall be kept in such form and shall contain such information as may be specified from time to time by the Chief General Manager, HRDD, Head Office.
An employee confirmed in the service of the Small Industries Bank shall ordinarily rank for seniority in the grade according to the date of confirmation of the employee in the grade and an employee on probation shall ordinarily rank for seniority among the employees selected along with the employee in the same batch according to the ranking assigned to the employee at the time of selection.
All appointments and promotions shall be made at the discretion of the Small Industries Bank and notwithstanding the seniority of an employee in a grade, no employee shall have a right to be appointed or promoted to any particular post or grade.
(1) An employee transferred or promoted from one appointment to another shall be liable to be reverted without notice at any time within one year of such transfer or promotion.
(O SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
(2) An employee who has been appointed to officiate in a higher grade or appointment, or whose confirmation in a higher grade or appointment is subject to the employee undergoing probation for any specified period or otherwise, shall be liable to be reverted without notice at any time, when the employee is so officiating or undergoing probation.
(3) Nothing in sub-regulations (1) and (2) shall affect the provisions of Regulation 46.
CHAPTER - IV CONDUCT, DISCIPLINE AND APPEALS Section 1 - Conduct and Discipline Scope of an employee's service Liability to abide by the Regulations & Orders Obligation to maintain secrecy Employees to promote Small Industries Bank's Interests Prohibition against participation In politics and standing for election Prohibition against Joining certain associations & strikes, etc.
26 27 28 29 30 31 Unless in any case it be otherwise distinctly provided, the whole time of an employee shall be at the disposal of the Small Industries Bank, and the employee shall serve the Small Industries Bank in its business in such capacity and at such place as the employee may from time to time be directed.
Every employee shall conform to and abide by these Regulations and shall observe, comply with and obey all orders and directions which may from time to time be given to the employee by any person or persons under whose jurisdiction, superintendence or control the employee may for the time being be placed.
Every employee shall maintain the strictest secrecy regarding the affairs of the Small Industries Bank and the affairs of its constituents and shall not divulge, directly or indirectly, any information of confidential nature either to a member of the public or of the staff of the Small Industries Bank, unless compelled to do so by a judicial or other authority, or unless instructed to do so by a superior officer in the discharge of duties.
Every employee shall serve the Small Industries Bank honestly and faithfully and shall use the utmost endeavours to promote the interests of the Small Industries Bank and shall show courtesy and attention in all transactions and dealings with the officers of Government and the constituents of the Small Industries Bank.
No employee shall take active part in politics or in any political demonstration, or stand for election as member of a Municipal Council, District Board or any other Local or Legislative body, [1) No employee, who is not a 'workman' within the meaning of the Industrial Disputes Act, 1947, shall - 3961 GI/2001— 9 66 THE GAZETTE OF INDIA: EXTRAORDINARY [PART HI—She. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Contribution to the press Employees not to seek outside employment Employment after retirement Regulation No 32 33 34 [i] become or continue to be a member or office-bearer of, or be otherwise directly or indirectly associated with, any trade union of employees of the Small Industries Bank who are 'workmen' within the meaning of that Act, or a federation of such trade unions;
[ii] resort to, or in any way abet, any form of strike or participate in any violent, unseemly or indecent demonstration in connection with any matter pertaining to the conditions of service of the employee or the conditions of service of any other employee of the Small Industries Bank.
(2) In relation to an employee who is officiating in a higher grade or post which is not a grade or post of a 'worVman' as aforesaid, this Regulation shall also apply for so long as such employee is officiating in such higher grade or post.
No employee may contribute to the press anything relating to the affairs of the Small Industries Bank without the prior sanction of the competent authority or, without such sanction, make public or publish any document, paper or information which may come into the possession of the employee in an official capacity.
No employee shall accept, solicit or seek any outside employment or office, whether stipendiary or honorary without the previous sanction of the competent authority.
(1) No officer of the Small Industries Bank, who has ceased to be in service whether by retirement, resignation or otherwise, shall, within a period of two years from the date from which the officer finally ceased to be in the service of the Small Industries Bank, accept or undertake a commercial employment except with the previous sanction in writing of the Chairman.
Provided that an officer who was permitted by the Small Industries Bank to take up a particular form of commercial employment during the leave preparatory to retirement of the officer or during refused leave shall not be required to obtain subsequent permission for the continuance in such employment after ceasing to be in the service of the Small Industries Bank.
(2) For the purpose of this Regulation, "commercial employment" means:
[i] employment in any capacity including that of an agent, under a company, co-operative society, firm or individual engaged in trade, commercial, industrial, financial or professional business and also includes a directorship of such a company and partnership of such firm but does not include employment under a body corporate wholly or substantially held or controlled by Government.
[i -.eiting up practice, either independently or as a partner of a firm, as adviser or consultant in n otters in respect of which the officer who has ceased to be in tlie services of the Small Industries Bank - <>7 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Part-time work for outside bodies Employee not to be absent from duty without permission or be late In attendance Regulation No 35 36 [a] has no professional qualification and the matters in respect of which the practice is to be set up or carried on are relatable to the official knowledge or experience of the officer, or, [b] has professional qualifications but the matters in respect of which such practice is to be set up are such as are likely to give the clients of the officer an unfair advantage by reason of the previous official position of the officer, or, [iii] undertaking work involving liaison or contact with the offices or officers of the Small Industries Bank and/or Government,
Explanation. For the purpose of this Regulation, "employment under a co-operative society" includes the holding of any office, whether elective or otherwise, such as that of President, Chairman, Manager, Secretary, Treasurer and the like, by whatever name called in such society.
No employee shall undertake part-time work for a private or public body or a private person, or accept any fee therefor, without the sanction of the competent authority which shall grant the sanction only in exceptional cases when it is satisfied that the work can be undertaken without detriment to the official duties and responsibilities of the employee. The competent authority may, in cases in which it thinks fit to grant such sanction, stipulate that any fee received by the employee for undertaking the work shall be paid, in whole or in part, to the Small Industries Bank.
(1) An employee-shall not be absent from duties without having first obtained the permission of the competent authority, nor shall the employee be absent in case of sickness or accident without submitting a medical certificate acceptable to the Small Industries Bank;
Provided that in the case of temporary indisposition the production of a medical certificate may, at the absolute discretion of the competent authority, be dispensed with.
(2) An employee who absents from duty without leave or overstays leave, except under circumstances beyond the control of the employee for which the employee must tender a satisfactory explanation, shall not be entitled to draw any pay and allowances, during such absence or overstayal, and shall further be liable to such disciplinary measures as the competent authority may impose. The period of such absence or overstayal may, if not followed by discharge under Regulation 17 or termination of services under Regulation 20 or dismissal under Regulation 46, be treated as period spent on extraordinary leave.
(vS THE GAZETTE OF TNDIA: EXTRAORDINARY [PART PI—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Absence from station Acceptance of gifts Giving and taking dowry Restrictions on consumption of alchoholic drinks / drugs Regulation No 37 38 39 40
(3) An employee who is habitually late in attendance shall, in addition to such other penalty as the competent authority may deem fit to impose, have one day of casual leave forfeited for every three days the employee is late in a month. Where no casual leave is due to such an employee, the period of leave to be so forfeited may be treated as ordinary or extraordinary leave as the competent authority may determine.
An employee in Class I and an employee in any other Class if so required by the competent authority, must not be absent from station overnight without obtaining previous sanction from the Deputy General Manager. Such permission in the case of Deputy General Managers and other officers in higher grades shall be obtained from the officer in the next higher grade.
An employee shall not solicit or accept any gift from a constituent of the Small Industries Bank or from any employee of subordinate grade or post.
An employee shall not
(i) give or take or abet the giving or taking of dowry; or,
(ii) demand, directly or indirectly, from the parents or guardians of a bride or bridegroom, as the case may be, any dowry.
Explanation, In this Regulation, the term "dowry" shall have the same meaning as in the Dowry Prohibition Act, 1961.
An employee shall -
(a) strictly abide by any law relating to intoxicating drinks or drugs in force in any area in which the employee may, for the time being, happen to be;
(b) not be under the influence of any intoxicating drink or drug while on duty and shall also take care that performance of duties by the employee at any time is not affected in any way by the influence of such drink or drug;
(c) refrain from consuming, in a public place, any intoxicating drink or drug;
(d) not appear in a public place in a state of intoxication;
(e) not use any intoxicating drink or drug to excess.
69 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Private Trading Speculating in stocks, shares, etc.
Restrictions on borrowings and Investments Employees in debt Regulation No 41 42 43 44
Explanation. For the purpose of this Regulation, the term "public place" would include clubs (even exclusively meant for members where it is permissible for the members to invite non-members as guests), bars and restaurants, public conveyances and all other places to which the public have or are permitted to have access, whether on payment or otherwise.
No employee shall engage in any commercial business or pursuit either on account of the employee or as agent for others, nor act as an agent for an insurance company nor shall the employee be connected with the formation or management of a joint stock company.
An employee shall not speculate in stocks, shares, securities or commodities of any description;
Provided that nothing in this Regulation shall be deemed to prohibit an employee from making a bonafide investment of the own funds of the employee in such manner as the employee may wish,
(1) An employee shall not borrow money from, or in any way be under pecuniary obligation to, a broker or an employee of the Small Industries Bank subordinate in grade or post or any firm or persons having dealings with the Small Industries Bank.
(2) No employee shall make or permit any member of the family of that employee to make any investment which is likely to embarrass or influence the employee in the discharge of official duties.
Explanation: For the purpose of this sub-regulation, the word 'family' includes any relative ordinarily residing with or dependent on an employee.
An employee who is in debt shall furnish to the competent authority a signed statement of the position half-yearly on June 30 and December 31 every year and shall indicate in the statement the steps being taken by the employee to rectify the position. An employee who makes a false statement under this Regulation or who fails to submit the prescribed statement or appears unable to liquidate the debts within a reasonable time or applies for the protection of an insolvency court shall be liable to dismissal.
Explanation - 1 : For the purpose of this Regulation, an employee shall be deemed to be in debt if the total liabilities of the employee exclusive of those which are fully secured exceed the substantive pay of the employee for twelve months.
Explanation -2 : An employee shall be deemed to be unable to liquidate the debts within a reasonable time if it appears that, having regard to the personal resources of the employee and unavoidable current expenses, the employee will not cease to be in debt within a period of two years.
70 THE GAZE1TE OF INDIA: EXTRAORDINARY I PALI I I I—Si ' ,41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Employees arrested for debt or on criminal charge Regulation No 45 (1) An employee against whom a case in respect of any criminal offence is under investigation, inquiry or trial or who is arrested for debt or is detained in pursuance of law, may, if so directed by the competent authority, be considered as being or having been under suspension for such period as the competent authority may direct. In respect of such period, the employee shall be allowed the payment admissible to an employee under suspension under sub-regulation
(5) of Regulation 46.
(2) Any payment made to an employee under sub-regulation (1) shall be subject to adjustment of pay and allowances of the employee which shall be made according to the circumstances of the case and in the light of the decision as to whether such period is to be accounted for as a period of duty or leave;
Provided that full pay and allowances will be admissible only if the employee -
(a) is treated as on duty during such period; and,
(b) is acquitted of all blames or satisfies the competent authority, in the case of his release from detention or the detention being set aside by a competent court, that the employee had not been guilty of improper conduct resulting In detention.
(3) An employee shall be liable to dismissal or to any of the other penalties referred to in Regulation 46 if the employee is committed to prison for debt or is convicted for an offence which, in the opinion of the competent authority, either involves gross moral turpitude or has a bearing on any of the affairs of the Small Industries Bank or on the discharge by the employee of duties in the Small Industries Bank; the opinion of the competent authority, in this respect, shall be conclusive and binding on the employee. Such dismissal or other penalty may be imposed as from the date of committal to prison or conviction of the employee and nothing in Regulation 46 shall apply to such imposition.
(4) Where an employee has been dismissed in pursuance of sub-regulation (3) and the relative conviction is set aside by a higher court and the employee is honourably acquitted, the employee shall be reinstated in service.
Explanation : In this Regulation, committal or conviction shall mean committal or conviction by the lowest court or any appellate court.
(5) Where the absence of an employee from duty without leave or overstayal is due to the employee having been arrested for debt or on a criminal charge or to the employees' having been detained in pursuance of any process of law, the provisions of Regulation 36 shall also apply and for the purposes of that Regulation as so applied, the employee shall be treated as having absented without leave or, as the case may be, overstayed, otherwise than under circumstances beyond the control of the employee.
71 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Penalties Regulation No 46 (1) Without prejudice to the provisions of other Regulations, an employee who commits a breach of the Regulations of the Small Industries Bank, or who displays negligence, inefficiency or indolence, or who knowingly does anything detrimental to the interests of the Small Industries Bank or in conflict with its instructions, or who commits a breach of discipline or is guilty of any other act of misconduct, shall be liable to the following penalties:
(a) reprimand;
(b) delay or stoppage of increment or promotion;
(c) demotion to a lower post or grade or to a lower stage in the incremental scale;
(d) recovery from pay of the whole or part of any pecuniary loss caused to the Small Industries Bank by the employee;
(e) compulsory, retirement, provided the employee has reached the age as specified in Regulation 21 of these Regulations.
(f) removal from service, which shall not be a disqualification for future employment in the Small Industries Bank.
(g) dismissal.
(2) No employee shall be subjected to the penalties (b), (c), (d) (e),
(f) or (g) of sub-regulation (1) except by an order in writing signed by the Chairman in the case of an officer other than an officer in Grade 'A' or the Chief General Manager in the case of an officer in Grade 'A' and other employees and no such order shall be passed without the charge or charges being formulated in writing and given to the said employee so that the employee shall have reasonable opportunity to answer them in writing or in person, as the employee prefers, and in the latter case, the defence of the employee shall be taken down in writing and read to the employee;
Provided that the requirements of this sub-regulation may be waived, if the facts on the basis of which action is to be taken have been established in a Court of Law or Court Martial or where the employee has absconded or where it is for any other reason impracticable to communicate with the employee or where there is difficulty in observing them and the requirements can be waived without injustice to the employee. In every case where all or any of the requirements of this sub-regulation are waived, the reasons for so doing shall be recorded in writing.
(3) Notwithstanding anything contained in sub-regulation (2) or in any other Regulation, if employees of the Small Industries Bank are involved jointly in an incident and disciplinary proceedings are sought to be initiated against them and the Chairman is of the opinion that 72 THE GAZETTE OF TNDTA: EXTRAORDINARY [PARI TTT— SKT 4j SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No having regard to the facts and circumstances of the case, the competent authority in respect of them should be the same, the Chairman may direct that the competent authority in such a case shall be the competent authority in relation to the highest ranking employee involved in the incident and a common enquiry shall be held into the charges against the employees concerned and the delegation under sub-regulation (4), of the enquiry under this Regulation and the procedure, with the exception of the final order, shall be in favour of the same enquiry officer.
(4) The inquiry under this Regulation and the procedure, with the exception of the final order, may be delegated, in case the employee against whom proceedings are taken is in Class I, to any employee in Class I who is in a grade higher than such employee and in the cases of other employees to any employee in Class I.
Provided that if the competent authority, keeping In view the grade of the employee in Class I against whom the proceedings are to be initiated, considers it necessary to do so, the inquiry under this Regulation and the procedure, with the exception of the final order, may be delegated to an outsider from one of the following categories:
(i) a retired District or High Court Judge; or,
(ii) a practising senior lawyer having practised law for not less than 20 years; or,
(iii) a retired senior officer of a public sector bank or financial institution; or
(iv) an enquiry officer nominated by the Central Vigilance Commission.
(5) An employee may be placed under suspension by the officer empowered to pass the final order under this Regulation. During such suspension, the employee shall receive subsistence allowance equal to:
(i) the substantive pay of the employee plus fifty percent of allowances thereon for first six months of suspension; and,
(ii) the substantive pay of the employee plus seventy five percent of allowances thereon for the period of suspension beyond six months.
Provided that the enhanced rate of subsistence allowance prescribed under clause (ii) shall be admissible only if the enquiry is not delayed for reasons attributable to the employee concerned or any of the representatives of the employee.
73 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
Provided further that if no penalty under clauses (b), (c), (d), (e), (f), or (g) of sub-regulation (1) is imposed, the employee shall also be paid the difference between the subsistence allowance and the emoluments which the employee would have received but for such suspension, for the period the employee was under suspension, and that, if a penalty is imposed on the employee under any of the said clauses, no order shall be passed which shall have the effect of compelling the employee to refund such subsistence allowance. The period during which an employee is under suspension shall, if the employee is not dismissed from the service be treated as period spent on duty or leave as the officer who passes the final order may direct.
(6) Notwithstanding anything contained in this Regulation or any other Regulation, the following additional provisions shall apply where it is alleged that an officer has been guilty of corrupt practices, namely:
(i) Where it is alleged that an officer is possessed of disproportionate assets or that the officer has committed an act of criminal misconduct or where the investigation and proof of the allegation would require the evidence of persons who are not employees of the Small Industries Bank or where, in the opinion of the Chairman, the investigation into the allegations cannot be conveniently undertaken by the Small Industries Bank, the investigation into the allegations may, with the approval of the Chairman, be entrusted to the Central Bureau of Investigation or the Central Vigilance Commission or any other such agency as may be approved by the Chairman;
(ii) if, after considering the report on the investigation, the competent authority is satisfied that there is a prima facie case for initiating disciplinary proceedings against the officer, the competent authority may send the investigation report to the Central Vigilance Commission or such other authority as may be decided by the Chairman in this behalf, for its advice as to whether disciplinary proceedings Should be taken against the officer concerned;
(iii) if, after considering the advice of the Central Vigilance Commission or other authority, as the case may be, the competent authority is of the opinion that disciplinary proceedings should be initiated against the officer concerned, then notwithstanding the provisions of sub-regulation (4), the enquiry under this Regulation may be entrusted to a Commissioner for Departmental Enquiries, or any other person who may be nominated by the Central Vigilance Commission for this purpose;
3961 GI/2001 —10 74 THE GAZETTE OF INDTA: EXTRAORDINARY |PARI LII—SEC.4| SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Right to appeal Appellate authorities Conditions which an appeal should satisfy When appeals may be withheld Regulation No 47 48 49 50
(iv) the Enquiry Officer shall submit the report to the competent authority and the report.shall be forwarded by the competent authority to the Central Vigilance Commission for its advice as to whether the charge or charges, as the case may be, can be considered to have been established and the penalty or penalties to be imposed under sub-regulation (1) hereof. The penalty or penalties to be imposed shall be decided by the competent authority after considering the advice of the Central Vigilance Commission,
Explanation:
For the purpose of this sub-regulation an employee shall be deemed to be guilty of corrupt practices if the employee has committed an act of criminal misconduct as defined in Section 13 of the Prevention of Corruption Act, 1988, or the employee has acted for an improper purpose or in a corrupt manner or had exercised or refrained from exercising the powers with an improper or corrupt motive.
Section 2 - Appeals An employee shall have a right of appeal against any order passed by a superior authority which injuriously affects the interests of the employee.
An appeal shall liela] in the case of an officer other than an officer in Grade 'A' to the Board not including the Executive Committee or any other Committee of Directors; and [b] in the case of an officer in Grade 'A' and other employees to the Chairman Every appeal shall comply with the following requirements:
[a] it shall be written in English or in Hindi or if not written in English or in Hindi, be accompanied by a translated copy in English or Hindi and shall be signed, [b] it shall be couched in polite and respectful language and shall be free from unnecessary padding or superfluous verbiage, [c] it shall contain all material statements and arguments relied on and shall be complete in itself, [d] it shall specify the relief desired, and [e] it shall be submitted through the proper channel.
An appeal may be withheld by the competent authority if it- [a] does not comply with the requirements of Regulation 49, or, [b] is illegible or is unintelligible, or, [c] deals with a matter which does not concern the employee personally, or, 15 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Grounds for withholding the appeal to be communicated to the appellant Appeal must be forwarded to the appellate authorities with due despatch No appeal lies against order withholding appeal Appeals not to be addressed to Directors Appeals, representations and petitions not to be addressed to outside authority or person Joint Petitions Regulation No 51 52 53 54 55 56 [d] repeats an appeal already rejected by the authority to whom the appeal is addressed and does not, in the opinion of the competent authority, disclose any new points or circumstances which afford grounds for reconsideration, or, [e] is not preferred within six months of the date of the order against which the appeal is made and no reasonable cause is shown for the delay; or, [f] is addressed to an authority to which no appeal lies under these Regulations, In every case in which an appeal is withheld, the competent authority shall inform the appellant the fact of withholding the appeal and the reasons for withholding it.
An appeal which is not withheld under Regulation 50, shall be forwarded to the appellate authority with the comments of the competent authority as soon as possible.
No appeal shall lie against the withholding of an appeal by a competent authority.
Appeals shall not be addressed to the Directors personally and any such action shall be deemed a breach of discipline.
No employee shall address any appeal, representation or petition to any outside authority or person in respect of a matter pertaining to the service of the employee in the Small Industries Bank. Addressing such appeals, representations or petitions shall be deemed a breach of discipline, The provisions of Regulation 49 to 55 shall also apply, to the extent they are relevant, to petitions which concern more than one employee and are preferred jointly by a class or group of employees or by an association or union of employees recognised by the Small Industries Bank. A joint petition shall not be entertained if it relates to- [a] a subject on which the Chief General Manager is competent to pass orders and no application for redress has been made to the Chief General Manager, or, [b] a matter regarding the redress of which a specific procedure has been prescribed under any rule or instruction issued by the Small Industries Bank, or, [c] an individual and is not submitted by that individual. i 76 THE GAZETTE OF INDIA: EXTRAORDINARY [PART HI—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No •
CHAPTER - V PAY, ALLOWANCES AND OTHER CONCESSIONS Section 1 - Pay and Allowances When accrue and payable When not payable for part of a month When cease All employees to be graded Adjustment of pay and allowances on change of charge, when takes effect Two persons not to be appointed to a post at the same time 57 58 59 60 ' 61 62 Subject to the provisions of these Regulations, pay and allowances shall accrue from the commencement of the service of an employee and shall become payable on the afternoon of the last working day of each month in respect of the service performed during the said month.
Provided that an employee proceeding on leave other than extraordinary leave for a period not less than one month shall be paid In advance one month's pay and allowances if the employee applies therefor.
Pay and allowances shall not be payable for a part of a month to an employee who leaves or discontinues service during a month without due notice unless such notice has been waived by a competent authority.
Pay and allowances shall cease to accrue as soon as an employee ceases to be in service. In the case of an employee who is dismissed from service, the pay and allowances shall cease from the date of dismissal of the employee. In the case of an employee who dies while in service, the pay and allowances shall cease from the day following that on which the death occurs.
Every employee shall have a post in one of the grades fixed for each of the categories of staff which will be considered as the substantive grade of the employee and to which the employee shall revert when the employee is not - [a] under suspension, or, [b] on leave or deputation, or [c] holding a temporary or a probationary post or officiating in another grade.
An employee shall commence to draw the pay and allowances of a post to which the employee is appointed as from the day on which he assumes the duties of the post if the charge of the post is taken before noon on that day and from the following day if the charge is taken over in the afternoon on any day.
Except as otherwise provided in these Regulations, -no two persons may be appointed to, or draw the pay and allowances of, a post at the same time.
77 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Employees on transfer Admlsslbility of allowances Overtime allowance Increments when accrue Regulation No 63 64 65 66 When an employee is transferred from one post to another, the employee shall, during any interval of duty between the dates of handing over charge of the old post and taking over charge of the new post, draw the pay and allowances of the old or the new post, whichever are less.
Allowances shall be payable to employees only if the employees are actually at the time fulfilling the conditions subject to which the allowances are admissible.
[1] Notwithstanding the fact that the whole time of an employee is at its disposal, the Small Industries Bank may grant overtime allowance, not counting as pay, to an employee, other than an employee in Class I, if the employee is required to work on Sundays or holidays or to put in extra hours on working days in connection with the work of the Small Industries Bank.
[2] The rate at, and the circumstances in which such allowance may be drawn shall be determined by the Board.
(1) In an incremental scale, the increment shall accrue on the completion of each specified period of service on each stage of that scale, whether such service be probationary, officiating or substantive.
Provided that an employee shall draw the increment on the first day of the month in which it would fall due irrespective of the actual date of its accrual.
Provided, however, that - [i] an increment accruing to an employee during leave of any kind specified under Regulation 74 except casual leave shall be granted only from the date of resumption of duty on return from such leave;
pi] the date from which an advance or enhanced increment is to be granted to an employee due to passing of certain examinations shall be determined in accordance with the relevant rules and regulations;
and [iii] an increment withheld as a measure of penalty shall be granted only from the date on which the penalty ceases.
(2) Sanction to draw increments shall be given by the competent authority.
7H THE GAZETTE OF INDIA EXTRAORDINARY | PAKI I I I—SM- 4 | SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
(3) Where, consequent upon the grant of extraordinary leave without pay and allowances and not counting for increment, the normal increment is postponed, such postponed increment shall be granted from the first day of the relevant month irrespective of the day on which it actually falls due; and, in the case of initial appointment or promotion to a higher post, any increment in the substantive or the officiating grade shall be granted from the first day of the month in which it falls due even if thereby the normal incremental period of twelve months is not completed.
(4) Where an employee is appointed to officiate in a higher grade, service in the higher grade shall count for increments under sub-regulation (1) in the substantive grade as well as in the higher grade and if in between the two grades there is an intermediate grade in which the employee was officiating or would have been appointed to officiate had the employee not been so appointed in the higher grade, also in the intermediate grade.
(5) If an employee officiating in a higher grade proceeds on leave, such period of leave, inclusive of the day preceding the day on which the employee reports for duty, if such preceding day is not a working day, shall count for purposes of increment in the same way as period of duty in the higher grade, unless directed otherwise by the competent authority, although, in terms of Regulation 60 the employee would have reverted to the substantive grade with effect from the date of proceeding on leave,
Explanation For purposes of this sub-regulation, leave does not include extraordinary leave without pay and allowances and not counting for increments.
(6) The period during which an employee is on leave without pay shall not count for increments unless otherwise specifically authorised by the competent authority for reasons to be recorded in writing.
(7) No increment may be withheld except as a disciplinary measure under Regulation 46 and each order withholding an increment shall state the period for which it is withheld and whether the postponement shall have the effect of postponing future increments.
Provided that if in an incremental scale there is an efficiency bar, an employee shall not draw increments above that bar until certified fit to do so by the Chairman in the case of officers and by the Deputy General Manager in other cases. On each occasion on which an employee is allowed to pass an efficiency bar which has previously been enforced, the employee shall be placed in the incremental scale at such stage as the authority competent to remove the bar may fix provided that such stage shall not be higher than that at which the employee would draw pay had the bar not been enforced and further that no increment granted on the removal of a bar shall have retrospective effect.
79 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Premature increments Refixation of pay on appointment on probation On confirmation Officiating pay Regulation No 67 68 69 The Chairman may, in exceptional circumstances, and subject to such general or special instructions as may be issued by the Board, grant premature increment or increments to an employee provided that the grant of such premature increment or increments to an officer shall require the approval of the Board in each case,
(1) The pay of an employee on appointment on probation from one grade to another shall be initially fixed at the minimum in the scale of higher grade, the difference between the pay so fixed and substantive pay of the employee in the old scale, if the latter be more, being treated as personal pay;
(2) On confirmation in the higher grade, the pay of the employee shall be fixed at the stage in the higher grade which is next above the substantive pay the employee would have drawn in the old grade as on the date of confirmation if such pay be higher than the pay drawn by the employee at the time of confirmation in the higher grade.
(1) Subject to such special or general instructions as may be issued from time to time by the Small Industries Bank, the officiating pay of an employee shall be fixed in the manner indicated in sub-regulation
(2) and (3).
(2) An employee who is appointed to officiate in a higher grade shall, on such appointment, draw an officiating pay equal to the difference between the employees substantive pay in the old scale and the stage in the scale of pay of the post in which the employee is appointed which is next above the substantive pay in the old scale or if the employee is already officiating in an intermediate grade, the employee shall draw an officiating pay equal to the difference between the pay obtained by the employee in the intermediate grade and the stage in the scale of pay of the post in which the employee is now appointed which is next above the pay in the intermediate grade; provided that when the promotion is of a temporary nature and the circumstances of the promotion so justify, the Chairman may fix the pay of an employee at an amount less than that admissible under this Regulation.
(3) If an employee reverts and is reappointed to officiate in that higher grade, the earlier officiating service of the employee in the higher grade will be taken into account for fixing the officiating pay of the employee and for permitting the employee to draw increments in the officiating grade in terms of sub-regulation (1) of Regulation 66.
«> I'HF' GAZETTE OF INDIA EXTRAORDINARY IP ,|.., III—Si 41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Reflxation of pay on transfer from one scale of pay to another Leave and retirement fare concessions Grant of honoraria, special pay, special Increments or other concessions Domicile Regulation No 70 71 72 73 When an employee is transferred from one scale of pay to another and such transfer does not involve the assumption of duties or responsibilities of greater importance, the initial pay of the employee on the new scale shall be at a stage which is equal to the substantive pay of the employee in the old scale, or if there is no such stage in the new scale, the stage next below that pay and personal pay equal to the difference, such personal pay to be drawn until such time as it is absorbed by subsequent increments in the new scale.
Section 2 - Other concessions The leave and retirement fare concessions shall be admissible to an employee in accordance with the scheme as may be approved by the Board from time to time.
(1) The Board may determine the terms and conditions under which honoraria, special pay or special increments may be granted to an employee for graduation or for holding the National Diploma in Commerce or for passing the examinations held by an Institute of Bankers, or for holding or acquiring similar other qualifications.
(2) No concessions, which are not covered by these Regulations, shall be granted except with the special sanction of the Board.
(1) Every employee shall on appointment declare in Form C of Regulation 109, the domicile of the employee in writing to the Chief General Manager if the employee is in Class I or to the Deputy General Manager if the employee is in any other class and if such domicile is not the place of birth, the employee must establish the same to the satisfaction of the appropriate authority.
(2) No employee who has once indicated the place of domicile, shall be allowed to alter the same unless the employee satisfies the appropriate authority that the change is necessitated by a bona fide reason.
81 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
CHAPTER - VI LEAVE AND JOINING TIME Section 1 - General Regulations relating to Leave Kinds of leave Authorities empowered to grant leave Power to refuse leave or recall an employee on leave Lapse of leave on cessation of service Earlier return from leave Commencement and termination of leave Obligation to furnish eave address 74 75 76 77 78 79 80 Subject to the provisions of these Regulations, the following kinds of leave may be granted to an employee:
(a) Casual leave and special casual leave;
(b) Ordinary leave,
(c) Sick leave,
(d) Special leave,
(e) Extraordinary leave,
(f) Maternity leave,
(g) Accident leave.
The power to grant leave shall vest in the Chairman in the case of employees in Class I and, subject to such general or special directions as may be issued by the Chairman, in the Chief General Manager in the case of other employees, and, except as provided in these Regulations or in any directions issued by the Chairman, all applications for leave shall be addressed to the authority empowered to grant leave.
Leave cannot be claimed as of right. When the exigencies of the service so require, discretion to refuse or revoke leave of any description is reserved to the authority empowered to grant it, and an employee already on leave may be recalled by that authority when it considers this necessary in the interests of the service.
Leave earned by an employee lapses on the date on which the employee ceases to be in service.
Unless permitted to do so by the authority which granted the leave, an employee on leave may not return to duty more than fourteen days before the expiry of the period of leave granted.
(1) The first day of leave of an employee is the working day succeeding that upon which the employee hands over charge.
(2) The last day of leave of an employee is the working day preceding that upon which the employee reports for duty.
An employee shall, before proceeding on leave, intimate to the competent authority the address while on leave, and shall keep the said authority informed of any change in the address previously furnished.
3961 GI/2001—11 82 THE GAZETTE OFINDIA. EXTRAORDINARY [PART 111—Sir.41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Station to which an employee should report on return When medical certificate of fitness may be demanded Leave not admissible to an employee under suspension When applications hould be submitted Scale on which ordinary leave Is earned Regulation No 81 82 83 84 85 An employee on leave shall, unless otherwise instructed to the contrary, return for duty to the place at which the employee was last stationed.
The authority empowered to grant leave may require an employee who has availed of leave for reasons of health to produce a medical certificate of fitness from the Medical Officer of the Small Industries Bank or any other qualified medical practitioner acceptable to the Small Industries Bank before the employee resumes duty even though such leave was not actually granted on production of a medical certificate.
Leave may not be granted to an employee under suspension or against whom proceedings are pending under Chapter IV of these Regulations.
Section 2 - Ordinary Leave
(1) In the case of employees in Class I, applications for ordinary leave shall be submitted as indicated below:
Period during which ordinary leave is required 1 January to March April to June July to September October to December Date before which applications should be submitted 2 September 30 of the preceding year December 31 of the preceding year March 31 of that year June 30 of that year In the cases of employees other than employees in Class I, applications for ordinary leave shall ordinarily be submitted at least one month before the date from which leave Is required.
(2) Applications which do not satisfy the requirements of sub-regulation (1) may be refused without stating the reason.
(1) Ordinary leave shall be earned at one-eleventh part of duty.
(2) In calculating ordinary leave earned by an employee, an account shall first be taken of the complete periods of eleven months during which the employee has been on duty since the date of last return from leave and the employee allowed credit in the leave account for one month for each period of eleven months of duty as shall be admissible to the employee under sub-regulation (1); thereafter, an account shall be taken of the balance, if any, of the period of duty left over and the employee allowed credit in the ordinary leave account with one day for every eleven days of duty rendered.
Fractions of a day of ordinary leave earned shall be taken as a full day, if amounting to half a day or more and shall be ignored if amounting to less than half a day.
S3 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Ordinary leave due Limits upto which ordinary leave may be earned or taken Pay during ordinary leave Casual leave Special Casual leave Regulation No 86 87 88 89 90 The ordinary leave due to an employee is the period which the employee has earned, diminished .by the period of leave actually taken by the employee.
The period of ordinary leave which can be availed by an employee at one time is the actual balance of ordinary leave to the credit of the employee subject to a maximum often months.
Provided that if, at least three months before the date on which an employee shall have earned leave for the maximum period, the employee has formally applied for leave and the leave has been refused or the employee has ascertained in writing that leave, if applied for, will not be granted-, such an employee may be permitted to earn leave in excess of the maximum aforesaid, upto the date specified by the Chairman.
An employee on ordinary leave shall draw pay equal to the leave pay of the employee.
Section" 3 - Casual, Special Casual, Sick, Special, Extraordinary, Maternity and Accident Leave
(1) Casual leave may be granted to an employee upto a maximum of fifteen days in each calendar year by the authority competent to grant such leave, provided that not more than seven days of casual leave may be taken continuously, that the state of work permits and that no appointment is required to replace the employee on casual leave and provided that public holidays may not be combined with casual leave in such a way as to increase the total absence at any one time beyond ten days, any casual leave which is extended beyond these limits being treated as ordinary leave in respect of the entire period.
Casual leave may not be granted in combination with any other kind of leave except special casual leave.
(2) Notwithstanding anything contained in sub-regulation (1), the Chairman may authorise the appointment of a substitute for an employee on casual leave, when a substitute is necessary to carry out the duties of the post during the absence, however short, of the employee.
Notwithstanding anything contained in Regulation 89, the Chairman may permit the grant of special casual leave to an employee when the absence of the employee from duty is necessitated by - 1 (i) orders from the authorities empowered to issue quarantine orders not to attend office in consequence of any infectious disease in the family or household of the employee; or,
(ii) reason of an employee in Class IV having sustained bodily injury while on duty and the absence is supported by a certificate from the Medical Officer of the Small Industries Bank, or, U THEGAZETTEOFINDIAiEXTRAORDINARY [PART IE—SEC, 41 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Sick and Special leave, limit upto which may be granted Regulation No 91
(iii) reason of the employee who is a member of the Auxiliary Force India, Home Guards, ARP, or other Civil Defence Organisation or any other official organisation of a similar nature having to attend an annual camp or a training course; or
(iv) other exceptional circumstances necessitating the grant of casual leave in excess of the prescribed limits;
2 (i) reason of the employee having to attend as a delegate, a meeting of. an Association recognised by the Small Industries Bank upto 21 days in any one calendar year;
(ii) reason of an employee participating in sports or events of national or international importance or any other sports or events approved by the Chairman upto 45 days in any one calendar year.
Explanation 1: Except in respect of special casual leave sanctioned in terms of Regulation 90(1)(iv), the total period of casual leave granted under Regulation 89(1) and the special casual leave granted under Regulation 90(1) in any one calendar year shall in no case exceed 30 days and if the grant of leave under the said Regulation shall result in such total period being extended beyond 30 days any period of absence in excess of 30 days shall be treated, subject to the provisions of Regulation 91(2) as ordinary, sick, special or extraordinary leave, as the employee concerned may request and as may be admissible to the employee.
Explanation 2 : In computing casual leave under sub-regulation (1) of Regulation 89 and special casual leave under Regulation 90 intervening public holidays shall not be reckoned as days of casual leave or special casual leave as the case may be.
(1) During the full period of service, an employee may be granted special leave on private affairs for a period not exceeding twelve months and sick leave on medical certificate for a period not exceeding eighteen months, and if considered advisable in the interest of the Small Industries Bank, the Board may grant additional sick leave in special cases. Special leave shall not ordinarily be sanctioned to an employee if ordinary leave is admissible.
Provided that an employee may be granted special leave If suffering from a disease requiring prolonged treatment and no ordinary leave or sick leave is due to the employee and the employee is also not eligible for advance sick leave.
Provided further that in the case of an employee, other than an employee in Class I, production of medical certificate shall not be insisted upon if sick leave to be granted does not exceed four days and the competent authority is satisfied with the bonafides of the reasons for grant of such leave.
85 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 When grant requires sanction of a higher authority Pay during sick and special leave Extraordinary Leave Regulation No 92 93 94
(2) In case an employee is absent from duty on account of quarantine, the Small Industries Bank may, at the request of the employee, treat such absence upto a maximum period of three months as ordinary, sick or special leave if such leave is otherwise admissible. Special leave admissible under sub-regulation (1) may be availed of even if ordinary leave is admissible.
The grant of sick or special leave to an employee, other than an employee in Class I, who has already exhausted sick or special leave, as the case may be, proportionate to the length of service of the employee and the grant of special leave to undertake a special course of study shall require the sanction of the Chief General Manager.
Sick and special leave shall be on half leave pay, which, in the case of special leave, shall be reduced, except with the special sanction of the Board, to one quarter of leave pay after six months;
Provided that where an employee has served the Small Industries Bank for at least a period of three years, the employee may, on request, be permitted to avail of, during the full period of the service of the employee, sick leave on leave pay upto a maximum of nine months, such leave on leave pay being entered in the sick leave account of the employee as twice the period of leave availed of by the employee.
Explanation : For the purpose of this proviso service includes continuous temporary service rendered by an employee prior to confirmation
(1) Without prejudice to the provisions of sub-regulations (2) and (3) of Regulation 36 extraordinary leave may be granted to an employee by the competent authority when no ordinary leave is due and when, having regard to length of service of the employee, sick or special leave is not considered justified by the competent authority. Except in exceptional circumstances, the duration of extraordinary leave shall not exceed three months on any one occasion and twelve months during the entire period of service of an employee.
(2) The competent authority may grant extraordinary leave in combination with, or in continuation of, leave of any other kind admissible to the employee, and may commute retrospectively periods of absence without leave into extraordinary leave.
(3) No pay and allowances shall be admissible during the period of extraordinary leave and the period spent on such leave shall not count for increments,
Provided that, in cases where the sanctioning authority is satisfied that the leave was taken on account of illness or for any other cause beyond the control of the employee, it may direct that the period of extraordinary leave may count for increments, 3961 GI/2001 —12 86 THE GAZETTE OF INDIA: EXTRAORDINARY IPARTIII—SEC.4 | SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Maternity leave Accident leave for employees When may be granted Pay and allowances during joining time Period for which admissible Regulation No 95 96 97 98 99
(1) Maternity leave which shall be on leave pay may be granted to a female employee for a period not exceeding six months on any one occasion and twelve months during the entire period of service of the employee.
(2) The competent authority may grant leave of any other kind admissible, in combination with, or in continuation of, maternity leave if the request for its grant is supported by a certificate from the Medical Officer of the Small Industries Bank or any other medical practitioner acceptable to the competent authority.
(1) Accident leave may be granted to an employee who sustains injury in the course of the performance of duties for the period for •A/hich leave is certified by the Medical Officer of the Small Industries Bank or any other medical practitioner acceptable to the competent authority to be necessary for recovery from the injury.
(2) Accident leave would also be admissible to an employee who is on official tour in connection with the work of the Small Industries Bank;
Provided that the grant of such leave shall be limited to the period, which is necessary for recovery from the injury as certified by the Medical Officer of the Small Industries Bank or a Government or Municipal doctor, or, any other doctor acceptable to the competent authority.
(3) The competent authority m^y, at the option of the employee, grant any other kind of leave as admissible to the employee for the period so medically certified and also in combination with, or in continuation of, accident leave.
(4) An employee on accident leave shall draw pay equal to leave pay for the first four months thereof and half leave pay for the rest of the period.
Section 4-Joining Time
(1) Joining time may be granted to enable an employee to -
(a) join a new post to which the employee is appointed while on duty in the old post; or,
(b) join a new post on return from leave of not more than four months' duration or, although the duration of leave exceeds four months, the employee has not had sufficient notice of appointment to the new post.
(2) Joining time shall not be granted when no change in the headquarters of an employee is involved.
The pay and allowances of an employee during joining time shall be determined in accordance with Regulation 63.
Joining time which may be allowed to an employee shall not exceed ten days, exclusive of the number of days spent on travelling.
87 SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 How calculated Special Casual leave In lieu of joining time Overstayal after joining time Regulation No 100 101 102 In calculating joining time admissible to an employee, the day on which the employee is relieved from the old post and Saturday, Sunday and public holidays following the day of relief, shall be excluded.
Where an employee on transfer from one centre to another does not avail of joining time or the joining time has been curtailed due to exigencies of service of the Small Industries Bank, the employee may be allowed to avail of special casual leave in lieu of joining time to the extent of the unavailed joining time subject to a maximum of ten days at any time after reporting at the new centre but before the completion of a period of six months from the date of reporting at the new centre or such extended period as may be agreed to by the Small Industries Bank provided the employee had advised the Small Industries Bank to this effect before proceeding on transfer. Sundays / holidays prefixed to special casual leave in lieu of joining time shall be excluded but Sundays / holidays intervening in such special casual leave shall be reckoned as special casual leave.
An employee who does not join the post within the joining time allowed to the employee shall be deemed to have committed a breach of Regulation 36.
CHAPTER - VII MEDICAL ATTENDANCE Ordinary medical attendance provided by the Small Industries Bank 103 Ordinary medical attendance shall be provided by the Small Industries Bank for its employees. Fees not included in ordinary medical attendance may be paid by the Small Industries Bank only in exceptions' Nrcumstances, and at the discretion of the Chairman in the case ot < aployees in Class I, and the Chief General Manager in other cases.
Explanation : Ordinary medical attendance shall not be deemed to include hospital fees (other than fees for medical attendance), or nursing charges.
CHAPTER - VIII TRAVELLING AND HALTING ALLOWANCES Travelling & Halting Allowances 104 Travelling and Halting Allowances shall be paid to the employees according to such rates and on such terms and conditions as may be approved by the Board from time to time.
88 THE GAZETTEOFINDIA: EXTRAORDINARY [PART HI—SEC. 4] SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
CHAPTER - IX FOREIGN SERVICE Deputation of employees to Join military service Deputation of employees to other services 105 106 The terms and conditions subject to which an employee may be permitted to join military service shall be determined by the Board.
Without prejudice to the provisions of Regulation 105
(1) no employee of the Small Industries Bank may be deputed to serve under any other employer without the approval of the Chairman who shall determine the duration of such deputation and the terms and conditions on which the deputation shall take effect;
Provided that no employee may be transferred to foreign service against the will of the employee.
(2) where the services of an employee of the Small Industries Bank are placed at the disposal of a foreign employer, it shall be a condition of the deputation that the foreign employer shall, during the period of such deputation, bear the entire cost of the services of the employees including the following viz.-
(a) pay during joining time,
(b) travelling allowances to enable the employee to join the appointment under the foreign employer and to return to the appointment in the Small Industries Bank on the termination of deputation,
(c) leave earned during the period of deputation,
(d) the employer's contribution to the employee's account in the Provident Fund of the Small Industries Bank, and,
(e) if tne employee is entitled to pension under the rules of the Small Industries Bank, an amount, as may be determined by the Chief General Manager, sufficient to cover the liability of the Small Industries Bank towards the pension for the period the employee is on deputation.
In addition, the foreign employer may also be required to make a contribution towards any gratuity or other sum for which the employee may become eligible on retirement, on such scale as may be fixed by the Chief General Manager, HRDD, Head Office.
w SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001 Regulation No
CHAPTER - X MISCELLANEOUS Obligation to subscribe to the Provident Fund Obligation to subscribe to Insurance scheme or Fund Instituted by the Small Industries Bank Declarations to be signed by the employees 107 108 109 Unless otherwise directed, by the Board or the Chairman, every employee shall become a member of the Small Industries Development Bank of India Employees' Provident Fund and shall agree to be bound by the Regulations of the Fund.
It shall be incumbent on every employee bound by these Regulations to subscribe to any insurance scheme or fund that may be instituted by the Small Industries Bank for the benefit of its employees and their families and to be bound by the regulations of the said scheme or fund:
Provided that nothing contained in this Regulation shall serve to curtail any superannuation benefits which may otherwise be admissible to an employee;
Provided further that nothing contained in this Regulation shall require an employee to subscribe to the said scheme or fund if the employee is exempted from so doing under the rules of the said scheme or fund.
(1) Every employee to whom these Regulations apply, or who exercises option to come under them shall subscribe to declarations in Forms A and B appended.
(2) The declaration referred to in Regulation 73 shall be made by an employee in Form C appended.
<X) THE GAZETTE OF TNDIA: EXTRAORDINARY [P\k i FIT— SF.C. 4] FORM-A (Regulation 109) DECLARATION TO BE BOUND BY THE STAFF REGULATIONS Place:
Date :
I hereby declare that I have read and understood the Small Industries Development Bank of India (Staff) Regulations, 2001 and I hereby subscribe to and agree to be bound by the said Regulations.
Name in full Nature of appointment Date of appointment Signature Date Witness:
Name Designation Signature Date 01 FORM-B (Regulation 109) DECLARATION OF FIDELITY AND SECRECY Place:
Date:
I do hereby declare that I will faithfully, truly and to the best of my skil and ability execute and perform the duties required of me as officer or other employee (as the case maj be) of the Small Industries Development Bank of India and which properly relate to the office or positior held by me in or in relation to the said Small Industries Bank.
I further declare that I will not communicate or allow to be communicated to any person nol legally entitled thereto any information relating to the affairs of the Small Industries Bank or to the affairs of any person having any dealing with the Small Industries Bank nor will I allow any such person to Inspect or have access to any books or documents belonging to or in the possession of the Smal Industries Bank relating to the business of the Small Industries Bank or the business of any person having any dealing with the Small Industries Bank.
[ Signature' Name in full Nature of appointment Signed before me.
Signature Name Designation Date l >2 IHE GAZFTTE OF INDIA: EXTRAORDINARY [PART 111—Stir. 41 FORM-C (Regulation 109) DECLARATION OF DOMICILE Place:
Date:
1, the undersigned, having been appointed to the service of the Small Industries Development Bank of India, hereby declare .- (Place) in (district) as my place of domicile.
2. * The above is my place of birth.
OR * The above Is not my place of birth. My place of birth is (place) in (district) but (place) has been declared as my place of domicile for the reasons given below:
(Signature) Name in full Nature of appointment Date of appointment Signed before me Signature Name Designation Date *Note: Strike out whichever is not applicable P. B. NIMBALKAR, Chairman and Managing Director [ADVT lll/IV/139/2001 /Exty ] IVink-d by ilio Mimas>-i. t invi of India I ' I ^ S , Knuj Road. Ma\,ipnn. New lX.lhi-lHi(u,-i and I'nMishal by tilt' Conlinllci nl I'ubl IL-.I1 inns Delhi- I I (W)M