PRESENTATION
ON
SERVICE (CONDUCT) REGULATIONS, 1988.
CDCA REGULATIONS, 1987.
K.E.Pradeep, M. Com., MBA (Finance)
DISCIPLINE
Discipline is the Management action to enforce
the organizational standards. The
organizational standards may be the know/
expressed. Standards means corporate
objectives as well as maintain absolute
integrity, maintain devotion to duty, hard work
and sincerity. In this respect, erstwhile KEB
has issued regulations namely,
THE KEB EMPLOYEES’ SERVICE
(CONDUCT) REGULATIONS, 1988.
DISCIPLINARY ACTION AND PROCEDURE
Disciplinary action is a tool in the hands of theManagement. In case this tool is not handled properlyand carefully it may adverse affect to the Management.In this respect, erstwhile KEB has issued regulationsnamely,
THE KEB EMPLOYEES’ CLASSIFICATION,DISCIPLINARY, CONTROL AND APPEALREGULATIONS 1987.
Prior to this said Regulations KCS (CCA) Rules, 1957was in force.
Every board employee shall at all time:
- maintain absolute integrity
- maintain devotion to duty
REGULATION 3
GIFTS (Reg.14)
- No Board employee shall accept, or permit any
member of his family, or any person acting on his
behalf to accept, any gift.
- On the occasions, such as weddings, anniversaries,
funerals or religious functions, may accept gifts from
his near relatives and shall make a report to the
Board if the value of any such gift exceeds;
– Rs.1000/- : Group-A & Group-B post;
– Rs. 500/- :Group C-post; and
– Rs.250/- :Group D post
POLITICAL AND OTHER INFLUENCES (Reg.18)
No Board employee shall bring/attempt
to bring any political/official/other
pressures for altering/amending any
orders of transfer/promotion/similar
orders made in the interest of Board
service.
PROPER USE OF AMENITIES (Reg.19)
No Board employee shall misuse
amenities provided for him by the
Board to facilitate the discharge of
his public duties.
?
?• e.g.
• Vehicle facilities.
• Uniforms
• Free lighting facilities. (8.5.1997)
• Medical facilities.
• Telephone Mobile facilities
MOVEABLE, IMMOVEABLE AND VALUABLE PROPERTY ( Reg.23)
REGULATION 23(1):
Every board/ KPTCL employee shall submit
Assets & liabilities statement for every year
after closer of calendar year.
Continued…..
REGULATION 23(2)
No Board employee shall, except with the
previous permission of the prescribed
authority, acquire or dispose of any
immovable property by lease, mortgage,
purchase, sale, gift or otherwise either in his
own name or in the name of any member of his
family.
Continued…..
REGULATION 23(3)
Every Board employee shall report to the
prescribed authority every transaction
concerning moveable property owned or held
by him either in his own name or in the name
of a member of his family, if the value of such
property exceeds Rs.5, 000/- in the case of
Group-A or Group-B post or Rs.3, 000/- in the
case of Group-C or Group D post.
SECOND MARRIAGE (Reg. 27)
- No Board employee who has a wife living
shall contract another marriage without
obtaining the permission of the Board
- No woman Board employee shall marry any
person who has a wife living without first
obtaining the permission of the Board.
DOWRY (Reg.32)
No Board Employee shall-
- give or take or assist the giving or taking of
Dowry.
- Demand directly or indirectly from the parents
or guardians of a bride or bridegroom as the
case may be.
Acts & Omissions Shall Be Treated As
Misconduct:
• Taking or giving bribes.
• Willful in disobedience with his superior(s).
• Absence without leave or over staying the sanctioned
leave.
• Furnishing false information regarding name, age,
father’s name, qualifications, caste at the time of
employment.
• Habitual late comings or irregular attendance.
• Negligence in the performance of duty
• Encouraging casteism or communalism.
Continued…..
• Damage to any property of the Board.
• Gambling within the premises of the Board.
• Smoking within the premises of the Board
• Sleeping while on duty.
• Conviction in any court of law for any criminaloffence.
• Refusal to work on holidays or on closed days orextra hours when required to do so in exigenciesof the Board’s work.
• Falsification of Board records, impersonation orforgery.
Speciality of Time 70 Years of Life
All are Equal.
Doesn’t wait.
You can’t store.
You can’t hold.
You can’t save.
It continuously process.
25 Years - Sleep
8 Years –Study
6 Years – Rest and Illness
7 Years – Leave and
Entertainment
5 Years – Traveling
4 Years – Eating
3 Years – Preparation for
the above
12 Years – Work – to achieve
CDCA REGULATIONS SHALL BROADLY CLASSIFIED IN TO 9 PARTS
PART I -GENERAL
PART II -CLASSIFICATION
PART III -APPOINTING AUTHORITIES
PART IV -SUSPENSIONS
PART V -PENALTIES AND DISCIPLINARY
AUTHORITIES
PART VI -PROCEDURE FOR IMPOSING PENALTIES
PART VII -APPEALS
PART VIII -REVISION AND REVIEW
PART IX -MISCELLANEOUS
SCHEDULES (I TO VIII)
GENERAL
• Appointing authority: Means the authority empowered to make
appointments to the service.
• Disciplinary authority: Means the authority competent to
impose penalty.
• Employee: Means the employee appointed on monthly rate of pay in any
permanent establishment.
• Application: These regulations apply to all employees appointed on
monthly rate of pay in any permanent establishment.
CLASSIFICATION (Reg. 5)
e.g. Mr. X is an JE, his BP is Rs.23080/- in the time scale Rs. 11750-360-
13910-420-16850-510-18890-570-20600-620-23080-700-25180-760-28220-850-29070
Mr. Y is an AE, his Basic pay is Rs.25780/- in the time scale Rs.18380-510-18890-570-20600-620-23080-700-25180-760-28220-850-30770-920-32610.
Mr. Z is an AEE, his BP is Rs.20600/- in the time scale Rs. 20600-620-23080-700-25180-760-28220-850-30770-920-35370-1060-43850.
CLASSIFICATION (Reg. 5)
Group-A : Minimum pay Rs.20600/- and above in
the time scale.
Group-B : Minimum pay Rs.18380/- and above
but below Rs.20600/- in the time scale.
Group-C : Minimum pay Rs.9050/- and above but
below Rs,18380/- in the time scale.
Group-D : Pay below Rs.9050/- in the time scale.
CAT - I – Rs. 27460 & above
CAT – II – Rs. 20030 to 27459
CAT - III – Rs. 14750 to 20029
CAT - IV – Below Rs. 14750
SUSPENSIONS (Reg.8)
• Suspension can be ordered by the Appointing
Authority or any Authority to which it is subordinate
when:
– departmental inquiry is contemplated or is pending: or
– criminal case is under investigation or trial.
Provided that, where the order of suspension is made
by an authority, which is lower than the appointing
authority, such authority shall report to the appointing
authority the circumstances in which the order was
made.
• Deemed suspension: if an employee is detained in
custody, for a period of exceeding forty-eight hours.
SUSPENSIONS (Reg.8)
During suspension Period:
employee is eligible for substantive allowance at therate of:
– Half of Basic Pay
– DP on subsistance allowance
– DA on subsistance allowance
– Other allowance on substance allowance
– HRA admissible from time to time on original (BP+DP) at the time of suspension.
– CCA admissible from time to time on original BP at the time of suspension.
Q. Mr. X, AEE was under suspension for 5 months drawing which suspension allowance at 50% as his pay w.e.f 1.9.2007.
Basic Pay 10000/- Annual Increment due on 1.12.2007
Calculate the suspension allowance to employee for the month of Jan-2008
SUSPENSIONS (Reg.8)
• During suspension Period:
– employee is not eligible to promotion
– employee is not eligible for any increments.
– employee is not eligible to take voluntary retirement.
– employee is not eligible for foreign tour.
– Employee is not entitled to any travelling allowance benefits
(Joining time, advance pay, TA, transfer grant etc.,) on
transfer by reinstatement. However, the benefits of travelling
allowance could be extended, when the employee is
exonerated of all the charges against him and period
suspension is treated as on duty( B16/9759/1986-87 dated
20.01.1993).
SUSPENSIONS (Reg.8)
During suspension Period:
Provided that Where the period of suchsuspension exceeds six months:
- the subsistance allowance for any periodsubsequent to the period as first six monthsas follows.
– > Can be enhanced upto 75% after 6 months if theproceedings are delayed not on account of theemployee,
– > Can be reduced upto 25% after 6 months if theproceedings are delayed on account of theemployee.
MINOR PENALTIES:
i) Fine in the case of Group-D Board employees
ii) Censure:
iii) Withholding of increments, with or without cumulative effect;
iii) a) withholding of promotion
iv) Recovery of any pecuniary loss caused by negligence orbreach of orders
iv) a) Reduction to a lower stage in the time scale of pay for aperiod with a specific direction as to whether or not the Boardemployee will earn increments of pay during the period ofsuch reduction with reference to the reduced pay or whetherthe pay shall remain constant and with a further directionwhether on the expiry of the period of penalty the reductionwill or will not have the effect of postponing the future
increments of his pay.
MAJOR PENALTIES
v) Reduction to a lower time scale of pay, grade or
post or service
vi) Compulsory retirement
vii) Removal from service which shall not be a
disqualification for future employment
viii) Dismissal from service, which shall ordinarily be
a disqualification for future employment
PROCEDURE FOR IMPOSING MAJOR PENALTIES (Reg.11)
1) Issue of Notice.• - Articles of Charges
• - Statement of Imputation of misconduct
• - List of documents
• - List of witnesses
2) Examination of reply.
3) Appointment of Enquiry Officer and casePresenting Officer.
4) Examination of findings.
5) Issue of Final Show Cause Notice.
6) Final Order.
PROCEDURE FOR IMPOSING MINOR PENALTIES (Reg.12)
1. Issue of Notice.
2. Examination of reply.
3. Final Order.
SPECIAL PROCEDURE IN CERTAIN CASES: Reg. 14
Penalty can be imposed without conducting departmental
enquiry if a Board employee:
- is convicted on a criminal charge [after issuing of notice]; or
- absconding or does not take part in the inquiry or where for
any reasons to be recorded in writing it is impractible to
communicate with him or for reasons to be recorded in writing,
the disciplinary authority is satisfied that it is not reasonably
practicable to follow the procedure prescribed in the said
regulations, or
- where the Board is satisfied that in the interest of the security
of the Board it is not expedient to follow such procedure, the
disciplinary authority may pass such orders thereon as it deems
fit;
APPEALS
No appeal shall be made against any order passed bythe Board.
Every board employee shall be entitled to appeal tothe order passed by the Disciplinary authorities.
Appeal shall be submitted within a period of 3months from the date of the order.
Appellate authority may pass orders against theorder passed by Disciplinary authority:
Set aside or reducing or modify or confirming orenhancing or remitting back with such directions.
REVISION & REVIEW (BOARD’S POWER TO REVIEW Reg.26):
The Board is only the authority to review any order
which is made under these Regulations, and may pass
orders against the order passed by Appellate authority:
Set aside or reducing or modify or confirming or
enhancing or remitting back with such directions.
provided that no application by a Board employee for
reviewing an order in disciplinary proceedings
imposing any penalty other than those specified in
clauses (vi) to (viii) or Regulations 9 and in respect of
which an appeal is provided shall lie.