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8/9/2019 Cda Rules Bpcl
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CONDUCT, DISCIPLINE
AND APPEAL RULES
FORMANAGEMENT STAFF
,
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8/9/2019 Cda Rules Bpcl
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I N D E X
Sl. Contents Page No.
No.
PART I : GENERAL
1. Application 1
2. Denitions 1
3. Interpretation 2
4. Amendments 2
PART II : CONDUCT RULES
1. Scope of Service 3
2. Liability to abide by Rules & Orders 3
3. Observance of Secrecy 3
4. General 3
5. Taking part in demonstration 4
6. Joining of associations by Management Staff 4
7. Connection with Press / Radio, etc. 4
8. Unauthorized communication of information 49. Criticism of Government and the Company 4
10. Gifts 5
11. Dowry 5
12. Private Trade or Employment 6
13. Insolvency and Habitual Indebtedness 6
14. Movable, Immovable and Valuable Property 7
15. Vindication of Acts and Character of Management Staff 9
16. Canvassing of Non-Ofcial or Other Inuences 9
17. Bigamous Marriage 10
18. Management Staff Marrying Foreigners 10
19. Employment of near relatives of the Management Staff
of the Corporation in any company or rm enjoying the
patronage of the Corporation 10
20. Patent for invention made 11
21. Acceptance of Rewards 11
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Sl. Contents Page No.
No.
22. Investment, Lending and Borrowing 11
23. Consumption of Intoxicating Drinks & Drugs 11
24. Evidence Before A Committee Or Any Other Authority 1225. Public Demonstration in Honour of Corporations Management Staff 12
26. Taking Part in Politics & Elections 12
27. Absence From Duty 13
28. Forwarding of Application 13
29. Conviction or arrest of a Management Staff 13
30. Pursuing of Higher Studies and Joining Voluntary Organisations 13
PART III : DISCIPLINE AND APPEAL RULES
A. Misconduct 14
B. Penalties 16
C. Suspension 18
D. Subsistence Allowance 19
E. Treatment of The Period of Suspension 20
F. Procedure For Imposing Major Penalties 20
G. Procedure For Imposing Minor Penalties 25
H. Special Procedure In Certain Cases 25
I. Premature Retirement Of Staff 26
J. Procedure And Contents Of Appeal 26
K. Time Limit 28
L. Withholding of Appeals 28
M. Review of Cases After Appeal 29
N. Miscellaneous 29
Schedule - I : Disciplinary / Appellate / Reviewing Authority 30
Form No. 1 31
Form No. 1 A 34
Form No. 2 35
Form No. 3 36
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BHARAT PETROLEUM CORPORATION LIMITED
CONDUCT, DISCIPLINE AND APPEAL RULES FOR
MANAGEMENT STAFF
PART - 1 : GENERAL
SHORT TITLE AND COMMENCEMENT
1. (a) These rules shall be called Bharat Petroleum Corporation Management
Staff Conduct, Discipline & Appeal Rules, 1976.
(b) These rules shall come into force on November 1, 1976.
APPLICATION
2. These rules shall apply to all Management Staff of the Corporation.
DEFINITIONS
3. In these rules, unless the context otherwise requires:
(a) Management Staff: means a person employed by the corporation in the
management cadre (hereinafter called Management Staff) and includes a
person on deputation to the Corporation.
(b) Corporation: means the Bharat Petroleum Corporation Limited.
(c) Board: means the Board of Directors of the Corporation and includes, in
relation to the exercise of powers, any committee of the Board.
(d) Chairman: means the Chairman or the Chairman & Managing Director of
the Corporation.
(e) Functional Director/ Functional Manager: means the Director/ Manager
in-charge of a Function.
(f) Department Head/ Department Manager: means the head of the
department in the Marketing/ Rening Division.
(g) Disciplinary Authority: means the authorities specied in Schedule I, who
are competent to impose penalties specied in these Rules.
(h) Competent Authority: means the authority empowered by the Board of
Directors or the Chairman by any general or special rule or order to discharge
the function or use the powers specied in the rule or order. Wherever not
specied, the Disciplinary Authority shall be the Competent Authority.
(i) Family: in relation to Management Staff includes wife/ husband, sons,
daughters/ stepsons, stepdaughters (adopted children) of the Management
Staff wholly dependent on him and any other person related, whether byblood or marriage to the Management Staff or to such Management Staffs
wife or husband and wholly dependent on such Management Staff.
1
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(j) Conduct, Discipline and Appeal Rules: means these rules governing
Management Staff as amended from time to time and incorporated as
Conduct Rules in Part II and Discipline and Appeal Rules in Part III.
(k) Public Servant: means and includes a person, dened as Public Servant
under Section 21 of the Indian Penal Code, and/or Section 2 (c) of the
prevention of Corruption Act, 1988 as amended from time to time.
(l) Appellate Authority: means the authorities specied in Schedule I.
(m) Reviewing Authority: means the authorities specied in Schedule I.
(n) Government: means the Government of Central or State or Union
Territories, as the case may be.
(o) Schedule: means the Schedule appended to these Rules.
INTERPRETATION4. If any question arises as to the application or interpretation of these rules, the
Chairman shall decide the same and his decision shall be nal, unless and until
altered by the Board.
AMENDMENTS
5. The Board may amend, modify or add to these rules from time to time and all
such amendments, modications or additions shall take effect from the date
stated therein as if it were part of these rules.
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PART II : CONDUCT RULES
1. SCOPE OF SERVICE
Unless in any case it is otherwise distinctly provided, the whole time of a
Management Staff shall be at the disposal of the Corporation and he shall serve
the Corporation in its business in such capacity and at such place as he may,
from time to time, be directed.
2. LIABILITY TO ABIDE BY RULES AND ORDERS
Every Management Staff shall conform to and abide by the rules incorporated
herein and shall observe, comply with and obey all orders and directions which
may from time to time, be given to him in the course of his ofcial duties by any
person or persons under whose jurisdiction, superintendence or control he may,
for the time being, be placed.
3. OBSERVANCE OF SECRECY
Every Management Staff shall maintain strictest secrecy regarding the
Companys affairs and shall not divulge directly or indirectly any information of
condential nature, either to a member of the public or to any other employee of
the Corporation, not entitled to such information, unless
i. divulging of such information is in accordance with law and usages prevalent in
the Corporation;
ii. he is compelled to divulge such information by judicial or other authority;
iii. he is instructed to do so by his superior authority of the Corporation in the
discharge of his duties.
4. GENERAL
Management Staff to promote Corporations interest:
Every Management Staff shall serve the Corporation honestly and faithfully. He
shall use his utmost endeavour to promote the interest of the Corporation and
shall show courtesy and attention in all transactions. Every Management Staff ofthe Corporation shall at all times:
(a) maintain absolute integrity;
(b) maintain devotion to duty; and
(c) do nothing which is unbecoming of a Management Staff of the Corporation.
Every Management Staff of the Corporation shall take all possible steps to
ensure the integrity and devotion to duty of all employees for the time being
under his control and authority.
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5. TAKING PART IN DEMONSTRATION
No Management Staff shall engage himself or participate in any demonstration
which involves incitement to an offence.
6. JOINING OF ASSOCIATIONS BY MANAGEMENT STAFF
No Management Staff of the Corporation shall join or continue to be member ofan association the objects or activities of which are prejudicial to the interest of
the sovereignty and integrity of India or public order or morality.
7. CONNECTION WITH PRESS/ RADIO, ETC.
(a) No Management Staff of the Corporation shall, except with previous
permission of the Chairman, own wholly or in part or conduct or participate in
the editing or management of any newspaper or other periodical publication.
(b) No Management Staff of the Corporation shall, except with the previouspermission of the Chairman or in bonade discharge of his duties, participate
in a radio broadcast or contribute any article or write any letter either in his
own name or anonymously, pseudonymously or in the name of any other
person to any newspaper or periodical.
Provided that no such permission is required if such broadcast or such
contribution is of a purely literary, artistic, civic, social or scientic character.
8. UNAUTHORISED COMMUNICATION OF INFORMATION
No Management Staff shall, except in accordance with general or special order
of the Chairman or in the performance in good faith of the duties assigned to
him, communicate directly or indirectly any ofcial document or any part thereof,
or information to any Management Staff, any other employee or any other person
to whom he is not authorised to communicate such document or information.
Such wrongful communication of information as well as the retention or removal
of any document containing such information is punishable under the Ofcial
Secrets Act (Act. No. XIX of 1923).
9. CRITICISM OF GOVERNMENT AND THE COMPANY
No Management Staff shall, in any radio broadcast or in any document published
under his name or any other person or in any communication to the Press or in
public utterances, make any statement
(a) which has the effect of adverse criticism of any policy or action of the Central
or State Governments or of the Corporation; or
(b) which is capable of embarrassing the relations between the Corporation
and the public.
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Provided that nothing in these rules shall apply to any statement made or
views expressed by a Management Staff of purely factual nature which are
not considered to be of a condential nature in his ofcial capacity or in due
performance of the duties assigned to him.
10 GIFTS
(a) Save as otherwise provided in these rules, no Management Staff of the
Corporation shall accept or permit any member of his family or any other
person acting on his behalf to accept any gift.
EXPLANATION
The expression gift shall include free transport, board, lodging or other services
or any other pecuniary advantage when provided by any person other than a
near relative or a personal friend having no ofcial dealings with the Management
Staff.
NOTE
(a) Management Staff of the Corporation shall avoid acceptance of lavish or
frequent hospitality from any individual or rm having ofcial dealings with
him.
(b) On occasions such as weddings, anniversaries, funerals or religious
functions, when the making of gifts is in conformity with the prevailing
religious or social practices, a Management Staff of the Corporation
may accept gifts from his near relatives but he shall make a report to thecompetent authority if the value of the gifts exceeds Rs.2000/-.
(c) On occasions, as are specied in sub-rule (b), a Management Staff of the
Corporation may accept gifts from his personal friends having no ofcial
dealing with him but he shall make a report to the Chairman if the value of
any such gift exceeds Rs.1000/-.
(d) In any other case a Management Staff of the Company shall not accept or
permit any member of his family or any other person acting on his behalf to
accept any gift without the sanction of the competent authority if the value
thereof exceeds Rs.1000/-.
Provided that when more than one gift has been received from the same
person/rm within a period of 12 months the matter shall be reported to the
competent authority if the aggregate value of the gift exceeds Rs.1000/-.
11 DOWRY
No Management Staff of the corporation shall
(a) give or take or abet the giving or taking of dowry; or
(b) demand, directly or indirectly, from the parents or guardian of a bride or
bridegroom, as the case may be, any dowry.
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EXPLANATION
For the purposes of this rule dowry has the same meaning as in the Dowry
Prohibition Act, 1961 (28 of 1961).
12. PRIVATE TRADE EMPLOYMENT
(a) No Management Staff of the Corporation shall, except with the previous
permission of the Chairman, engage directly or indirectly in any trade or
business or undertake any other employment.
Provided that a Management Staff may, without such sanction, undertake
honorary work of a social or charitable nature or occasional work of a
literary, artistic or scientic nature, subject to the condition that his ofcial
duties do not thereby suffer, but he shall not undertake or shall discontinue
such work if so directed by the Chairman.
(b) Every Management Staff shall report to the Chairman if any member of his
family is engaged in a trade or business or owns or manages an insurance
agency or commission agency.
(c) No Management Staff of the Corporation shall without the previous
permission of the Chairman, except in the discharge of his ofcial duties,
take part in the registration, promotion or management of any bank or other
Company which is required to be registered under the Companies Act, 1956
or any other law for the time being in force or any cooperative society for
commercial purposes.
Provided that Management Staff of the Corporation may without such
sanction, take part in the registration, promotion or/management of a
Consumer/ House Building Cooperative Society substantially for the benet
of the employees of the Company, registered under the Co-operative
Societies Act, 1912 (II of 1912) or any other law for the time being in force
or of a literary, scientic or charitable society registered under the Societies
Registration Act, 1860 (XXI of 1860) or any corresponding law in force.
(d) No Management Staff of the Corporation may accept any fee or any
pecuniary advantage for any work done by him for any public body or any
private person without the permission of the Chairman.
13 INSOLVENCY AND HABITUAL INDEBTEDNESS
(a) A Management Staff of the Corporation shall avoid habitual indebtedness
unless he proves that such indebtedness or insolvency is the result of
circumstances beyond his control and does not proceed from extravaganceor dissipation.
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(b) A Management Staff of the Corporation who applies to be or is adjudged or
declared insolvent shall forthwith report the fact to the Chairman.
14. MOVABLE, IMMOVABLE AND VALUABLE PROPERTY
I Every Management Staff on his rst appointment to any service or post and
thereafter on 1st January of each calendar year shall submit a return of hisassets and liabilities in accordance with the proforma given in Form No.1
giving full particulars regarding -
(a) The immovable/ movable property inherited by him or owned or acquired
by him, held by him on lease or mortgage either in his own name or in
the name of a member of his family or in the name of any other person,
if the immovable property is worth Rs.25,000/- and more and movable
property is worth Rs.20,000/- and more..
(b) Submit information as regards transactions in shares, securities,
debentures and investment in mutual fund schemes etc. if total
transactions exceed Rs.25,000/- during the calendar year in Form
No.1-A.
(c) Intimate to the company about any transactions in movable property
either in his own name or in the name of any member of his family within
one month of such transaction, if the value of such property exceeds
Rs.20,000/- in Form No.2.
(d) Intimate to the company every transaction of acquisition or disposal
of any immovable property by lease, mortgage, purchase, sale, gift or
otherwise either in his own name or in the name of his family within one
month of such transaction, if it is of a value of Rs.25,000/- or more in
Form No.2.
(e) Submit a detailed statement in respect of shares / debentures purchased
under promoters / employees quota as on 1st January of each calendar
year in his own name and also those held in the names of spouse and
dependent children in Form No. 3.
II. No Management Staff of the Corporation shall, except with the previous
sanction of the Competent Authority, enter into any transaction concerning
any movable or immovable property with a person or a rm having ofcial
dealings with the concerned Management Staff or his subordinates.
III. No Management Staff of the Corporation shall make any transactions
except with the specic prior approval of the Competent Authority in writing,in relation to any property leased or mortgaged to the Corporation.
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EXPLANATION
The term every transaction in this sub-rule shall include all transactions of sale
or purchase or any other investments in shares, securities, debenture, term
deposits, PPF, NSCs and investments in Mutual Fund Schemes, etc.
NOTE
Transactions entered into by the spouse or any other member of the family
of a Management Staff out of his or her own funds (including streedan, gifts,
inheritance, etc) as distinct from the funds of the Management Staff in his or her
own name and his or her own right, would not attract the provisions of this Rule
14.
EXPLANATION
For the purpose of Rule 14 the expression movable property includes:
(a) Jewellery, shares, securities, debentures, PPF, NSCs, Term Deposits
and insurance policies annual premium of which exceeds Rs.20,000 or
one sixth of the total annual emoluments received from the Corporation,
whichever is less.
(b) Loans advanced by such Management Staff, whether secured or not.
(c) Motor cars, motorcycles or any other means of conveyance.
(d) Refrigerators, radios, radiograms, television sets or any electronic gadgets,
furniture items, etc.
IV. The Chairman may at any time, by general or special order, require a
Management Staff to submit within a period specied in the order, a full
and complete statement of such movable or immovable property held or
acquired by him or on his behalf or by any member of his family as may be
specied in the order. Such statement, shall, if so required, include details of
the means by which or the source from which such property was acquired.
V. (a) When the Corporation issues shares by way of Initial Public Offer (IPO),
Follow-on Public Offer (FPO), a full-time Director or any Management
Staff involved in the decision making process of xation of price of an
IPO/FPO of shares of the Corporation shall not apply either himself/
herself or through any member of his/her family or through any other
person acting on his/her behalf for allotment of shares (which includes
all types of equity related instruments) in an IPO/FPO of the Corporation,
even out of the category of preferential quota reserved for Employees/
Directors of the Corporation.
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(b) When the Corporation issues shares by way of Initial Public Offer
(IPO), Follow-on Public Offer (FPO), all Management Staff including
full time Directors who are in possession of unpublished price sensitive
information would be prohibited from dealing/transacting either in their
own name or through any member of their family in the shares of the
Corporation. (c) Full-time Director or Management Staff of the Company or any member
of their family or any person acting on their behalf shall not apply for
shares out of any preferential quota reserved for Employees/Directors
of other Companies.
(d) All Management Staff would be required to disclose to the Company
all transactions of purchase / sale in Corporations shares worth
Rs.20,000/-or more in value or existing holding / interest in the shares
of the Corporation worth Rs.20,000/- or more either in his / her ownname or in the name of any family member indicating quantity, price,
date of transaction and nature of interest within 4 working days.
15. VINDICATION OF ACTS AND CHARACTER OF MANAGEMENT STAFF
No Management Staff shall, except with the previous sanction of the Chairman,
have recourse to any court or to the Press for the vindication of any ofcial
act which has been the subject matter of adverse criticism or an attempt of a
defamatory character.
EXPLANATION
Nothing in this rule shall be deemed to prohibit a Management Staff from
vindicating his private character or any act done by him in his private capacity
and where such action is taken, the Management Staff, shall submit a report to
the Chairman, regarding such action.
16. CANVASSING OF NON-OFFICIAL OR OTHER INFLUENCES
(a) No Management Staff shall bring or attempt to bring any political or other
outside inuence to bear upon any superior authority to further his interestsin respect of matters pertaining to his service in the Corporation.
(b) No Management Staff shall approach, directly or indirectly, any foreign
Government or foreign organisation for nancial assistance, for visiting a
foreign country or attending a course abroad, without prior written permission
of the Chairman.
(c) No Management Staff, shall send a representation or advance copy thereof,
on any service matters to any Member of Parliament, Central or State
Minister or any outside authority, save and except as provided in any other
regulations.
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17. BIGAMOUS MARRIAGE
(a) No Management Staff shall enter into or contract a marriage with a person
having a spouse living;
(b) No Management Staff having a spouse living shall enter into or contract a
marriage with any person.
Provided that the Board may permit Management Staff to enter into or
contract any such marriage as is referred to in sub clause (a) or (b) above if
it is satised that
i) such marriage is permissible under the personal law applicable to such
Management Staff and the other party to the marriage; and
ii) there are other grounds for so doing.
18. MANAGEMENT STAFF MARRYING FOREIGNERS
Any Management Staff of the Corporation who has married/ marries a foreigner
will be required to inform in writing his/ her Functional Manager of such marriage
immediately after such marriage has been solemnised, giving the name and
nationality of the foreigner.
19. EMPLOYMENT OF NEAR RELATIVES OF THE MANAGEMENT STAFF
OF THE COPRORATION IN ANY COMPANY OR FIRM ENJOYING THE
PATRONAGE OF THE CORPORATION
(a) No Management Staff shall use his position or inuence directly or indirectly
to secure employment for any person related, whether by blood or marriage,
to the Management Staff or to his/ her wife or husband whether such a
person is dependent on him/ her or not.
(b) No Management Staff shall, except with the previous sanction of the
Chairman, permit his son, daughter or any member of the family to accept
employment with any company or rm with which he has ofcial dealings or
with any other company or rm having ofcial dealings with the Company,
provided that where the acceptance of the employment cannot await
the prior sanction of the Chairman, the employment may be acceptedprovisionally subject to the permission of the Chairman to whom the matter
shall be reported forthwith.
(c) No Management Staff shall, in the discharge of his ofcial duties, deal with
any matter or give or sanction any contract to any company or rm or any
other person if any member of his family is employed in that company or
rm or under that person or if he or any member of his family is interested in
such matter or contract in any other manner and the Management Staff shall
refer every such matter or contract to his ofcial superior and the matter or
the contract shall thereafter be disposed of according to the instructions of
the authority to whom the reference is made.
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20. PATENT FOR INVENTION MADE
The Corporations Management Staff, whose duties involve carrying out of
scientic or technical research, shall not apply for or obtain, cause or permit
any other person to apply for or obtain a patent for an invention made by such a
Management Staff save with the permission of the Chairman and in accordance
with such conditions as the Chairman may impose.
21. ACCEPTANCE OF REWARDS
No Management Staff of the Corporation shall, except in the following cases,
accept, without prior approval of the Chairman, a reward from any source:
(a) Premium award for any essay or play in public competition.
(b) Any reward offered for the arrest of a criminal or for special service in
connection with the administration of justice.
(c) Any reward payable in accordance with the provisions of any act or
regulation or rules framed thereunder.
(d) Any reward sanctioned for services in connection with administration of the
Customs and Excise laws.
(e) Any fees payable to the Management Staff for duties which he is required
to perform in his ofcial capacity under any special or local law or by order
of Government.
22. INVESTMENT, LENDING AND BORROWING
No Management Staff of the Corporation shall, save in the ordinary course
of business with a bank, the Life Insurance Corporation or a rm of standing,
borrow money from or lend money to or otherwise place himself under pecuniary
obligation to any person with whom he has or is likely to have ofcial dealings
or permit any such borrowing, lending or pecuniary obligation in his name or for
his benet or for the benet of any member of his family.
23 MANAGEMENT STAFF OF THE CORPORATION SHALL(a) strictly abide by any law relating to intoxicating drinks or drugs in force in
any area in which he may happen to be for the time being;
(b) not be under the inuence of any intoxicating drink or drug during the course
of his duty and shall also take due care that the performance of his duties at
any time is not affected in any way by the inuence of such drink or drug;
(c) refrain from consuming any intoxicating drink or drug in a public place;
(d) not appear in a public place in a state of intoxication;(e) not use any intoxicating drink or drug to excess.
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For the purpose of this rule, public place means any place or premises
(including clubs, even exclusively meant for members, where it is permissible to
invite non-members as guests, bars and restaurants, conveyance) to which the
public have or are permitted to have access, whether on payment or otherwise.
24. EVIDENCE BEFORE A COMMITTEE OR ANY OTHER AUTHORITY
(a) Save as provided under sub-rule (c) no Management Staff of the Corporation
shall, except with the previous permission of the Chairman, give evidence
in connection with any enquiry conducted by any person, committee or
authority.
(b) Where permission has been accorded under sub-rule (a) no Management
Staff giving such evidence shall criticise the policy or any action of the
Central Government or of a State Government or of the Corporation.
(c) Nothing in this rule shall apply to
i) evidence given at any enquiry before an authority appointed by the
Government, Parliament or a State Legislature;
ii) evidence given in any judicial enquiry;
iii) evidence given in any departmental enquiry.
25. PUBLIC DEMONSTRATION IN HONOUR OF CORPORATIONS
MANAGEMENT STAFF
No Management Staff shall, except with the previous permission of the Chairman,
attend any complimentary or valedictory address or accept any testimonial or
attend any meeting or entertainment held in his honour or in the honour of any
other employee of the Corporation provided that nothing in this rule shall apply
to:
(i) A farewell entertainment of a substantially private and informal character
held in honour of the management Staff or any other employee on
the occasion of his retirement or any person who has recently quit the
Companys services, or
(ii) Acceptance of simple and inexpensive entertainment arranged by public
bodies and institutions.
26. NO MANAGEMENT STAFF OF THE CORPORATION SHALL
(a) Be an Ofce Bearer of a political party or an organisation which takes part
in politics.
(b) Take part in or assist in any manner in any movement/ agitation or
demonstration of a political nature.
(c) Take part in an election to any legislature or local authority, and,
(d) Canvass in any election to any legislature or local authority.
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27. ABSENCE FROM DUTY
(a) No Management Staff shall absent himself from duty or be late in attending
ofce or leave the station without having rst obtained the permission of the
Competent Authority.
Provided that, in the case of unavoidable circumstances where availingof prior permission is not possible or is difcult, such permission may be
obtained later subject to the satisfaction of the Competent Authority that
such a permission could have not been obtained.
(b) No Management Staff shall ordinarily absent himself in case of sickness or
accident without submitting a proper medical certicate.
Provided that, in the case of temporary indisposition or sickness of a casual
nature, the production of a medical certicate may be dispensed with.
(c) If a Management Staff overstays beyond the period of leave originally
granted or subsequently extended or is otherwise absent beyond 21 days
continuously without prior permission of or intimation to the Competent
Authority, empowered to grant him leave, he shall be treated to have
voluntarily abandoned the Corporations services and the Competent
Authority may pass orders accordingly, without the necessity of disciplinary
proceedings under the CDA rules of the Corporation. A communication
relating to such order having been passed by the Competent Authority shall
be sent to the staff concerned at the last known address on record.
28. FORWARDING OF APPLICATION
No Management Staff shall forward his application for employment or his
application for the award of a fellowship or scholarship for studies directly to
any authority unless the application is sponsored by the Corporation and he is
permitted to take up such employment, fellowship or scholarship.
29. CONVICTION OR ARREST OF A MANAGEMENT STAFF
A Management Staff convicted by a court of law or arrested shall at once report,
in writing, the fact of his conviction or arrest to his immediate superior authority
who in turn shall report the same to the Chairman.
30. PURSUING OF HIGHER STUDIES AND JOINING VOLUNTARY
ORGANISATIONS
(a) A Management Staff may, with the prior permission of the Head of his
Department, join an educational institution or a course of study outside
normal duty hours provided that such pursuit does not detract from efcientdischarge of his ofcial duties.
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(b) Subject to the conditions laid down in (a) above and any other condition that
may be prescribed by the Management, a Management Staff may join the
following or any other organisations as may be prescribed:
i) Home Guards, National Voluntary Corps;
ii) Territorial Army;
iii) Auxiliary Air Force and
iv) Bharat Sevak Samaj
PART III : DISCIPLINE AND APPEAL RULES
A. MISCONDUCT
Without prejudice to the generality of the term misconduct, the
following acts of omission and commission, inter alia, shall be treated as
misconduct:
1. Theft, fraud, forgery, embezzlement, misappropriation, dishonesty
in connection with the business or property of the Corporation or of
property of another person within the premises of the Corporation.
2. Taking or giving bribes or any illegal gratication.
3. Possession of pecuniary resources or property disproportionate to the
known sources of income by the Management Staff or on his behalfby another person, which the Management Staff cannot satisfactorily
account for.
4. Making use of ones position in the Corporation to inuence business
associates or others connected with the Corporations business for
personal gains.
5. Giving false information regarding ones name, age, fathers name,
qualications, previous service or any other matter germane to
the employment at the time of employment or during the course ofemployment.
6. Acting in a manner prejudicial to the interest of the Corporation.
7. Wilful insubordination or disobedience, whether or not in combination
with others, of any lawful and reasonable order of his superior.
8. Absence without leave or over-staying the sanctioned leave without
sufcient reasons or proper or satisfactory explanation.
9. Habitual late or irregular attendance.
10. Neglect of work or negligence in the performance of duty including
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malingering or slowing down of work.
11. Wilful damage to any property of the Corporation or to work in process.
12. Interference or tampering with any safety devices installed in or about
the premises of the Corporation.
13. Drunkenness or riotous or disorderly or indecent behaviour in thepremises of the Corporation or outside such premises where such
behaviour is related to or connected with the employment.
14. Gambling within the premises of the establishment.
15. Smoking within the premises of the establishment where it is prohibited.
16. Collection without the permission of the Competent Authority of any
money within the premises of the Corporation except as sanctioned by
any law of the land for the time being in force or rules of the Corporation.
17. Commission of any act which amounts to a criminal offence involving
moral turpitude.
18. Purchasing properties, machinery, stores, etc. from or selling properties,
machinery, stores, etc. to the Corporation without express permission in
writing from the Competent Authority.
19. Going on illegal strike or abetting, inciting, instigating or acting in
furtherance thereof.
20. Breach of rules duly notied or violation of procedures laid down in
connection with the Corporations business.
21. Abetment of or attempt at abetment of any act which amounts to
misconduct.
22. Commissioning of any act subversive of discipline or good behaviour.
23. Non-observance of any safety precautions or rules on the subject.
24. Being found in possession of matches, lighter, fuses or any other
appliances used for producing ignition or explosion within Plant/Installation/Aviation/Depot premises and breach of any other petroleum
rules duly notied.
25. Engaging in trade within the premises of the establishment including
lending or borrowing money to and from other employees of the
Corporation during working hours.
26. Unauthorised use of Corporations premises, quarters or land.
27. Threatening abusing or assaulting and/or obstructing employees in thedischarge of their duties or instigating other employees to act against
the Corporation.
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28. Taking part in subversive activities.
29. Malicious or false allegations against a Management Staff or any other
employee of the Corporation.
30. Breach of laws applicable to the establishment or of Rules made
thereunder.31. Violation of conduct rules made by the Corporation.
32. Tampering with or unauthorised destruction of the ofcial records of the
Corporation.
33. Unauthorised disclosure of secret/ ofcial information in the records of
the Corporation.
34. False claims on account of travelling expenses, Medical expenses, etc.
35. Committing nuisance on the premises of the Corporation.
36. Holding or attempting to hold any meeting not connected with the
ofcial business on the premises of the Corporation without the
previous permission of the Corporation or except in accordance with
the provision of any rule or law for the time being in force.
37. Incurring debts to an extent considered excessive by the management.
38. Absence from the appointed place of work or leaving station without
permission from the Competent Authority or sufcient cause.
39. Refusal to accept a charge sheet or order or any other ofcial
communication.
NOTE
The above instances of misconduct are illustrative in nature and not exhaustive.
B. PENALTIES
The following penalties may be imposed on a Management Staff, as
hereinafter provided, for misconduct committed by him or for any other
good and sufcient reasons:
(1) Minor Penalties:
(a) Censure/ Warning;
(b) Withholding of increments of pay for a specied period without
cumulative effect;
(c) Withholding of promotion for a specied term upto 6 (six) months.
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(2) Major Penalties:
(a) Withholding of increments of pay with cumulative effect;
(b) Reduction of pay upto 3 (three) lower stages in time scale for
one year without cumulative effect and not adversely affecting his
terminal benets;(c) Reduction to a lower stage(s) with cumulative effect;
(d) Recovery from pay or such other amount as may be due to him of
the whole or part of any pecuniary loss caused to the Corporation
by negligence or breach of orders or the acts of omission and
commission;
(e) Withholding of promotion for a specied term of more than 6 (six)
months;
(f) Reduction to a lower grade;
(g) Compulsory retirement;
(h) Removal from service which shall not be a disqualication for future
employment;
(i) Dismissal from service which shall ordinarily be a disqualication
from future employment.
EXPLANATION
The following shall not amount to a penalty within the meaning of this rule,
namely:
i. Withholding of one or more increments of a Management Staff on account
of his work being found unsatisfactory or not being of the required standard.
ii. Non-promotion of a Management Staff, whether in an ofciating capacity or
otherwise to a higher grade for which he is found unsuitable.
iii. Reversion of a Management Staff ofciating in a higher grade or post to
a lower grade or post on the expiry of the term, or on the ground that he
is considered, after trial, to be unsuitable for such higher grade or post or
on administrative grounds even if the same may be unconnected with his
conduct.
iv. Reversion of a Management Staff appointed on probation to another grade
or post to his previous grade or post during or at the end of the period
of probation, in accordance with the terms of his appointment or rules ororders governing such probation.
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v. Termination of the Service of a Management Staff appointed
(a) on probation, during or at the end of the period of the probation in
accordance with the terms of his appointment, or the rules or orders
governing such probation:
(b) in a temporary capacity under a contract or agreement of the expiration
of the period for which he was appointed or earlier in accordance with
the terms of his appointment:
(c) under a contract or agreement in accordance with the terms of such
contract or agreement.
vi Premature retirement of a Management Staff on attaining the age of 50
years on grounds of medical untness, inefciency or doubtful integrity
under Rule I of these rules.
vii Voluntary abandonment of Corporations service in terms of sub-rule (c) ofRule 27 of the Conduct Rules in Part II.
C. SUSPENSION
(1) The Competent Authority, the Functional Director / Functional Manager, or
Department Head/ Department Manager or the Disciplinary Authority or any
other Authority empowered on that behalf by the Management may place a
Management Staff under suspension:
(a) pending enquiry proceedings against him contemplated or initiated;
(b) where a case against him in respect of any criminal offence is under
investigation or trial.
(2) The suspension order shall take effect immediately on communication
thereof and thereafter the suspended Management Staff shall not leave the
station without written permission of the Authority suspending him.
(3) A Management Staff who is detained in custody on criminal charge for a
period exceeding one week shall be deemed to have been suspended fromthe date of detention until further notice.
(4) The suspended Management Staff is required to record his attendance
at the usual specied time and place daily unless otherwise specically
instructed.
NOTE
No leave shall be normally granted to a Management Staff under suspension.
(5) Where penalty of dismissal or removal from service imposed upon aManagement Staff under suspension is set aside in appeal or review under
these regulations but the relevant Authority decides to remit the case for
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further inquiry or action, the original order of suspension shall be deemed
to remain in force on and from the date of the original order of dismissal or
removal and until further orders.
(6) Where a penalty of dismissal or removal from service imposed upon a
Management Staff under suspension is set aside or declared or rendered
void in consequence of or by a decision of a court of law and the DisciplinaryAuthority on consideration of the circumstances of the case decides to
hold further inquiry against him on the allegations on which the penalty of
dismissal or removal was originally imposed, the Management Staff shall be
deemed to have been placed under suspension from the date of the original
order of dismissal or removal and until further orders.
NOTE
(a) An order of suspension made or deemed to have been made under this
rule shall continue to remain in force until it is modied or revoked by
the Authority competent to do so.
(b) An order of suspension made or deemed to have been made under
this rule may at any time be modied or revoked by the Authority which
made or is deemed to have made the order.
D. SUBSISTENCE ALLOWANCE
(1) (a) The suspended Management Staff, during the period of suspension,
shall be entitled to a subsistence allowance equal to half of the salary
(i.e. Basic plus Dearness allowance(s) plus Ad hoc pay, if any, plus CCA
plus HRA) normally admissible to the Management Staff.
(b) In case of prolonged suspension, after a period of 4 months, the
Management may review the case and permit payment of CCA and
HRA at full rates, if deemed t.
(2) Where the period of suspension exceeds 6 months, the amount of
subsistence allowance may be increased by suitable amount not exceeding50% of the subsistence allowance payable during the period of the rst 6
months at the discretion of the Competent Authority.
(3) The amount of subsistence allowance may reduce to 25% of the subsistence
allowance initially payable if, in the opinion of the Competent Authority, the
period of suspension has been prolonged due to reasons, to be recorded in
writing, directly attributable to the Management Staff under suspension.
(4) The suspended Management Staff shall not, during the period of suspension,
take up any employment, profession or any other vocation with any otherorganisation on any terms.
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(5) If a Management Staff is arrested by the Police on criminal charge and bail
is not granted, no subsistence allowance is payable. On grant of bail, if the
Competent Authority decides to continue the suspension, the Management
Staff concerned shall be entitled to subsistence allowance from the date he
is granted bail.
(6) If during the period of suspension, a Management Staff retires by reason ofhis attaining the age of superannuation no subsistence allowance shall be
paid to the Management Staff from the date of his retirement.
(7) No subsistence allowance shall be paid to the suspended Management
Staff if he fails to record his attendance at the usual specied time and place
daily.
E. TREATMENT OF THE PERIOD OF SUSPENSION
If the suspension of a Management Staff is held to be unjustied or not whollyjustied or if the Management Staff who has been dismissed, removed or
suspended is reinstated, the Competent Authority, whose decision shall be nal,
may grant him for the period of his absence from duty
(a) if he is exonerated, full salary and allowances to which he would have
been entitled if he was not dismissed, removed or suspended, less the
subsistence allowance already paid to him;
(b) if otherwise, such proportion of salary and allowances as the Competent
Authority may prescribe;
(c) in a case falling under sub-clause (a) above, the period of absence from duty
will be treated as a period spent on duty. In a case falling under sub-clause
(b) above, it will be treated as period spent on duty unless the Competent
Authority, whose decision will be nal, directs otherwise.
F. PROCEDURE FOR IMPOSING MAJOR PENALTIES
Subject to the provisions of Rule H below:
(1) The Disciplinary Authority or an Authority as specied in Schedule I may
impose any of the penalties specied in Rule B above. Provided that no
order imposing any major penalties specied in Rule B shall be made
except after an inquiry is held in accordance with these rules.
(2) Whenever the Disciplinary Authority is of the opinion that there are grounds
for inquiry into the truth of any imputation of misconduct or misbehaviour
against a Management Staff, it may itself inquire into or appoint any other
public servant (hereinafter referred to as Inquiring Authority) to inquire into
the truth thereof.
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(6) The Management Staff may take the assistance of any other Management
Staff of the Corporation, or any Public Servant (only in respect of cases
where the Presenting Ofcer appointed is a public servant) but shall
not engage a legal practitioner for this purpose unless the case is being
presented by a legal practitioner or a Prosecuting Ofcer of the Central
Bureau of Investigation or a Government Law Ofcer (such as LegalAdviser, Junior Legal Adviser).
(7) On the date xed by the Inquiring Authority, the Management Staff shall
appear before the Inquiring Authority at the time and place specied in the
notice. The Inquiring Authority shall ask the Management Staff whether he
pleads guilty or has any defence to make and if he pleads guilty to any of
the charges, the Inquiring Authority shall record the plea, sign the record
and obtain the signature of the Management Staff concerned thereon. The
Inquiring Authority shall return a nding of guilt in respect of those charges
to which the Management Staff pleads guilty.
(8) If the Management Staff does not plead guilty, the Inquiring Authority shall
adjourn the case to a later date not exceeding 7 days, after recording an
order that the Management Staff may, for purpose of preparing his defence;
i) Inspect the documents listed with the charge sheet;
ii) Submit a list of additional documents and witnesses that he wants to
examine;
iii) Be supplied with the copies of the statements of witnesses, if any, listed
in the charge sheet.
NOTE
Relevancy of the additional documents and the witnesses referred to in
sub-clause 8 (ii) above will have to be given by the Management Staff
concerned and the documents and the witnesses shall be summoned if the
Inquiring Authority is satised about their relevance to the charges under
inquiry.
(9) The Inquiring Authority shall ask the Authority in whose custody or
possession the documents are kept, for the production of the documents on
such date as may be specied.
(10) On receipt of the requisition under sub-rule (9) the Authority having the
custody or possession of the requisitioned documents, shall arrange to
produce the same before the Inquiring Authority on the date, place and time
specied in the requisition. Provided that the Authority having the custody or
possession of the requisitioned documents may claim privilege if productionof such documents will be against the public interest or the interest of the
Corporation. In that event, it shall inform the Inquiring Authority accordingly.
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(11) On the date xed for the inquiry, the oral and documentary evidence by
which articles of charges are proposed to be proved shall be produced
by or on behalf of the Disciplinary Authority. The witnesses produced by
the Presenting Ofcer shall be examined by the Presenting Ofcer and
may be cross-examined by or on behalf of the Management Staff. The
Presenting Ofcer shall be entitled to re-examine the witnesses on anypoints on which they have been cross-examined but not on a new matter
without the leave of the Inquiring Authority. The Inquiring Authority may
also put such questions to the witnesses as it thinks t.
(12) Before the close of the case for or on behalf of the Disciplinary Authority
or the Competent Authority, the Inquiring Authority may, in its discretion,
allow the Presenting Ofcer to produce documents and/or witnesses not
included in the list of documents and/or the list of witnesses communicated
with the charge sheet or may itself call for new evidence or recall or re-
examine any witness. In such a case, the Management Staff shall be
given opportunity to inspect the documentary evidence before it is taken
on record or to cross-examine a witness, who has been so summoned.
(13) When the case for the Disciplinary Authority or the Competent Authority is
closed, the Management Staff shall be asked to present his defence and
produce evidence.
(14) The Management Staff may examine himself on his own behalf if he so
prefers. The witnesses produced by the Management Staff shall then be
examined and shall be liable to cross-examination and re-examination
according to the provisions applicable to the witnesses for the Disciplinary
Authority. The Management Staff shall be entitled to re-examine any of its
defence witnesses on any new matter only with the leave of the Inquiring
Authority. The Inquiring Authority may also put such questions to the
defence witnesses as it thinks t.
(15) The Inquiring Authority may, after the Management Staff closes his
case, and shall, if the Management Staff has not examined himself,
generally question him on the circumstances appearing against him in the
evidence for the purpose of enabling the Management Staff to explain any
circumstances appearing in the evidence against him.
(16) The Management Staff concerned shall be supplied with a copy of the
proceedings of the day, after conclusion of the days sitting.
(17) After the completion of the production of the evidence the Management
Staff and the Presenting Ofcer may le written briefs of their respective
cases, within 15 days of the date of completion of the production of
evidence.
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(18) If the Management Staff does not submit the written statement of defence
referred to in sub-rule (3) on or before the date specied for the purpose
or does not appear in person or through the assisting Management Staff
of the Corporation or a public servant as provided in sub-rule (6) above,
or otherwise fails or refuses to comply with any of the provisions of those
rules, the Inquiring Authority may hold the inquiry ex-parte.(19) Whenever the Inquiring Authority, after having heard and recorded
the whole or any part of the evidence in an inquiry, ceases to exercise
jurisdiction therein and is succeeded by another Inquiring Authority which
has, and which exercises, such jurisdiction, the Inquiring Authority so
succeeding may act on the evidence so recorded by its predecessor or
partly recorded by its predecessor and partly recorded by itself. Provided
that if the succeeding Inquiring Authority is of the opinion that further
examination of any of the witnesses whose evidence has already been
recorded is necessary in the interest of justice, it may recall, examine,
cross-examine and re-examine any such witnesses as herein-before
provided.
(20) i. After the conclusion of the inquiry, report shall be prepared and it shall
contain:
(a) a gist of the charges;
(b) a gist of the defence of the Management Staff in respect of each
charge;
(c) an assessment of the evidence in respect of each charge;
(d) the ndings on each charge and the reasons therefor.
EXPLANATION
If in the opinion of the Inquiring Authority the proceedings of the inquiry establish
any charge different from the original charge, it may record its ndings on such
charge; Provided that the ndings on such charge shall not be recorded unless the
Management Staff has either admitted the facts on which such charge is based
or has had a reasonable opportunity of defending himself against such charge.
ii. The Inquiring Authority, shall forward to the Disciplinary Authority or the
Competent Authority the record of inquiry which shall include:
(a) the report of the inquiry prepared by it under sub-clause (I) above;
(b) the oral and documentary evidence produced in the course ofinquiry;
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(c) written briefs referred to in sub-rule (17), if any, and
(d) the orders, if any, made by the Disciplinary Authority or the
Competent Authority and the Inquiring Authority in regard to the
inquiry.
(21) The Disciplinary Authority or the Competent Authority, may for reasons tobe recorded by it in writing remit the case to the Inquiring Authority for fresh
or further inquiry and report and the Inquiring Authority shall thereupon
proceed to hold the further inquiry according to the provisions of this rule
as far as may be.
(22) The Disciplinary Authority or the Competent Authority shall, if it disagrees
with the ndings of the Inquiring Authority on any charge, record its reasons
for such disagreement and record its own ndings on such charge, if the
evidence on record is sufcient for the purpose.
(23) If the Disciplinary Authority or the Competent Authority having regard to
its ndings on all or any of the charges is of the opinion that any of the
penalties specied in Rule B should be imposed on the Management
Staff it shall, notwithstanding anything contained in Rule G, make an
order imposing such penalty.
(24) If the Disciplinary Authority or the Competent Authority, having regard to
its ndings on all or any of the charges, is of the opinion that no penalty
is called for, it may pass an order exonerating the Management Staffconcerned.
G. PROCEDURE FOR IMPOSING MINOR PENALTIES
(1) Where it is proposed to impose any minor penalties specied in Rule
B, the Management Staff concerned shall be informed in writing of the
imputations of misconduct or misbehaviour against him and given an
opportunity to submit his written statement of defence within a specied
period not exceeding 15 days or such extended period as may be granted
by the Disciplinary Authority and the defence statement if any, submitted bythe Management Staff shall be taken into consideration by the Disciplinary
Authority for passing orders together with reasons therefor.
(2) The Disciplinary Authority or Competent Authority shall communicate in
writing the order awarding minor penalty to the concerned Management
Staff.
H. SPECIAL PROCEDURE IN CERTAIN CASES
Notwithstanding anything contained in Rule F or G, the Chairman or the Boardmay impose any of the penalties specied in Rule B in any of the following
circumstances:
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(1) The Management Staff has been convicted on a criminal charge or on the
strength of facts or conclusions arrived at by a judicial trial; or
(2) Where the Chairman is satised that it is not reasonably practicable or
necessary to hold an enquiry in the manner provided in these rules; or
(3) Where the Chairman is satised that in the interest of security of theCorporation, it is not expedient to hold an enquiry in the manner provided in
these rules.
I. PREMATURE RETIREMENT OF STAFF
(1) A Staff who has attained the age of 50 years and is considered to be
medically unt, inefcient or of doubtful integrity may be prematurely retired
by the Competent Authority.
(2) The criterion for judging medical untness, inefciency or doubtful integrityof Management Staff proposed to be prematurely retired is as follows:
(a) Medical untness
i) If Management Staff has been on sick leave continuously for more
than 6 months (after exhausting all available leave, including
Special Sick Leave, etc.), his case may be referred to a medical
board for a thorough medical examination and report on:
- the disease he is suffering from;
- whether it is curable or incurable;
- whether the disease is infectious/ contagious;
- in case of curable disease, whether, the staff is likely to be t
to resume normal duties within a period of 18 months.
ii) If the Management Staff is not t to resume duties within a period
of 18 months and in case of Management Staff suffering from an
incurable and infectious/ contagious disease or suffering from
lunacy or mental derangement and whose services cannot be
utilised by the Corporation or whose attendance is likely to pose a
health hazard to others, as may be certied by the Medical Board,
premature retirement will be considered by the Competent Authority
on recommendations of the concerned Functional Director.
iii) The above continued absence from duty would be where it occurs
in addition to all leave (Sick Leave, Special Sick Leave, etc.), which
has already been availed by the Management Staff for the same
illness.
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iv) This premature retirement on medical grounds is independent
of and without prejudice to the right of the Corporation under
the contract of employment to dispense with the services of the
Management Staff on one months notice on any grounds including
inter alia on grounds of medical untness in case of Management
Staff who might not have attained the age of 50 years.
v) Wherever the Management Staff is prematurely retired on medical
grounds, he would be entitled to ex-gratia amount equivalent to 1 1/2
months emoluments (Basic + DA + Adhoc, wherever applicable), for
each completed year of service, or the monthly emoluments at the time
of retirement multiplied by the balance months of service left before
normal date of retirement, whichever is less. For e.g., Management
Staff who has put in 24 years of service and has only one year of
service for normal retirement will get ex-gratia payment of only 12
months emoluments and not 36 months emoluments. This amount
would be in addition to any other benets as would have been due on
normal retirement.
b) Inefciency-
Inefciency would be evaluated on the basis of the Appraisal Reports of
the Management Staff. Where the Management Staff has secured US
rating for a consecutive period of 5 years, the case may be considered
for premature retirement on the recommendations of the Functional
Director, provided that during this period of 5 years, his reports have
been written by at least two different superiors. If not, an opportunity
would be afforded to the individual staff to be assessed by another
superior for at least a year, if not more.
c) Doubtful integrity
Management Staff who gets an adverse comment consecutively for 5
years on his integrity in his Annual Performance Appraisal Report onthe basis of proven instances of misconduct during each year may be
recommended for premature retirement.
(3) All cases of premature retirement would be decided by the COMPETENT
AUTHORITY ONLY.
(4) Management Staff on premature retirement would be entitled to all the
normal retirement benets which would have been due to them had they
superannuated in the normal course.
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SCHEDULEI
(SeePartIII-RuleF
-RuleM)
BHARATPETROLEUMCORPORATIONLIM
ITED
SCHEDULEOFDISC
IPLINARYAUTHORITY
/APPELLATEAUTHORITY/REVIEWINGAUTHO
RITY
SR.
NO.
GRADEOFTHE
MANAGEMENT
STAFF
NATU
REOF
PENA
LTY
DISCIPLINARYAU-
THORITY
APPELLATE
AUTHORITY
REVIEWING
AUTHORITY
REMARKS
1
JOBGROUPSA
TOD
a)All
Penalties
other
than
dismissal
b)Dis
missal
FUNCTIONALH
EAD
OFTHEREGION/
DEPARTMENT,
SBU
/ENTITYHEAD(In-
cumbentsforallt
hese
positionsshould
not
bebelowtheran
kof
GM)
FUNCTIONAL
DIRECTOR
FUNCTIONAL
DIRECTOR
CHAIRMAN
CHAIRMAN
CHAIRMAN
1.Anyauth
orityhigher
thantheDi
sciplinaryAu-
thoritymay
alsoimpose
anyofthethepenalties
specifedin
thisSchedule.
2.Wheretheauthority
specifedin
thisSchedule
doesnothaveincumbent
inthatposi
tion,thepow-
ersmayex
ercisedbythe
higherauth
ority.
3.Applicat
ionstothe
Reviewing
Authoritycan
bemadeonlyincaseof
majorpena
lties.
2
JOBGROUPSE
ANDF
a)AllPenal-
tiesotherthan
dismissal
b)Dis
missal
FUNCTIONAL
DIRECTOR
CHAIRMAN
CHAIRMAN
BOARD
CHAIRMAN
BOARD
3
JOBGROUPS
G/H&I
Allpenalties
CHAIRMAN
BOARD
BOARD
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FORM No.1
STATEMENT SHOWING DETAILS OF IMMOVABLE /MOVABLE PROPERTY &
LIABILITIES ON FIRST APPOINTMENT AND ALSO 1ST JANUARY OF EACH
CALENDAR YEAR
(Pl. refer Rule 14 I)
NAME / EMP NO _______________________________________
DESIGNATION _______________________________________
ORGANIZATION _______________________________________
DATE OF JOINING _______________________________________
BASIC PAY _______________________________________
ASSETS : (e.g. Lands, House, Shops, other Buildings etc.)
A. IMMOVABLE PROPERTY (Worth Rs.25,000/- & more) :
Sl.
No.
Details/De-
scription of
property &its location
(see notes
1&4 below)
House /
Building /
Land No.
If not in own
name, state
in whosename held
and his / her
relationship,
if any to the
employee
How and
when
acquired(see notes
2 & 5
below)
Value
of the
property(see note
3 below)
Total
annual
incomefrom the
property
Remarks
1 2 3 4 5 6 7
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- 2 -
B. MOVABLE PROPERTY (Worth Rs.20,000/- & more) :
Details of
property
Held in whose
name(s)
Date of
purchase
Purchase
valueRs.
From whom
purchased*
Source of
nanceAmount
Source
Rs.
(a) (b) (c) (d) (e) (f)
TOTAL
* State whether relative / person having ofcial dealing giving full name and address.
C. LIABILITIES ( PL.indicate the amount of liability,particulars of the institution/
person etc.)
1. Liabilities to Banks/Financial Institutions :
2. Liabilities to Friends / Relatives :
3. Other Liabilities, if any :
. 3/-
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-- 3 --
(Notes for Form No.1)
Note 1 If the