tag:blogger.com,1999:blog-27079949974436947762024-02-20T07:28:12.280-08:00Departmental InquiryA web space for sharing knowledge; removal of doubts about Departmental Inquiries(for Central Gov.)Unknownnoreply@blogger.comBlogger216125tag:blogger.com,1999:blog-2707994997443694776.post-42672209076807214152018-02-13T22:18:00.003-08:002018-02-13T22:18:39.745-08:00Up-loading of book, Disciplinary Proceedings- Why Administrative Tribunals Interfere?<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">Yashwantrao Chavan Academy of Development Administration (YASHADA) had published the book titled “Disciplinary Proceedings – Why Administrative Tribunals interfere” authored by me in 2007. This book had a Forward by the then High Court Justice Hon. Mr. J. N. Patel who later on became Chief Justice of Calcutta High Court.</span><br />
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<span style="font-size: large;">This book had received a good response and all the copies have been sold out long back. There has been a constant demand from the officers and employees of the State and Central Government to update and re- print this book. However, due to my health related problems and other pre-occupations, it has not been possible for me to update the book and give it for publication. Therefore, the scanned copy of this book is uploaded on my computer blog “ Departmental Enquiry”. The viewers may click on the photo of the book given at the end of this blog.</span><br />
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<span style="font-size: large; font-weight: 700;"> </span><span style="font-size: large; font-weight: 700;"><i>The viewers and readers of the book may please note that the provisions under the Administrative Tribunals Act, 1985 and rules thereunder and also Maharashtra Civil Services (Discipline and Appeals) Rules 1979 and Central Civil Services (CCA) Rules, 1965 mentioned in the book are as they were existing at that point of time and they have not been updated. However, the contents in the chapters such as Protection to civil servants – Article 311 of the constitution, Criminal Proceedings and Disciplinary Proceedings, Scope of interference by Administrative Tribunals, Procedure for conduct of disciplinary proceedings, Appreciation of evidence and preparation of findings, Imposing Penalties, Principles of Natural Justice and instances of their violation, Reasonable Opportunity and instances of its denial, various Case Law, will be quite useful for reference.</i></span><span style="font-size: large; font-weight: 700;"> </span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-36571349747753650032016-04-01T10:40:00.003-07:002016-04-01T10:40:48.645-07:00Retired employee and Criminal Proceedings - sanction for prosecution<div dir="ltr" style="text-align: left;" trbidi="on">
It has been held by the Supreme Court that t<span style="font-family: "arial"; white-space: pre-wrap;">he criminal proceedings can be instituted any time after retirement, i</span><span style="font-family: "arial"; font-size: 14.6667px; white-space: pre-wrap;">n respect of an act of employee (which amounts to an offence under criminal law) or incident taken place while the employee was in service. </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">However the pension whole or in part, permanently or for specific period can be withdrawn or withheld, only if the judicial proceedings are instituted after his retirement in respect of a cause of action which arose or in respect of an event which took place not more than four years before institution of such proceedings.(ref. State of Punjab v/s Kailash Nath, </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">1989 AIR </span><span style="font-family: "arial"; font-size: 14.6667px; white-space: pre-wrap;"> SC 558.)</span><br />
<span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">A sanction of the competent authority is required for </span><span style="font-size: 14.6667px; line-height: 17.6px; white-space: pre-wrap;">prosecuting</span><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"> a public servant under prevention of corruption Act or for the offences under Indian Penal Code. The question is whether such sanction is required while prosecuting a public servant under provisions of Prevention of corruption Act and I.P.C.This question has been once again dealt in the judgement delivered by the supreme court on 17-12-2014 in the case of State of Punjab v/s Labh Singh and has held as under, </span></span><br />
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span></span><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">1) No sanction for prosecution a public servant under provisions of Prevention of Corruption Act 1988 is required if the public servant is retired before the date of </span><span style="font-size: 14.6667px; line-height: 17.6px; white-space: pre-wrap;">cognizance</span><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"> by the Court.</span></span><br />
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span></span><span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">2) The sanction of the competent authority is required when a retired public servant is to be prosecuted under provisions of Indian Penal Code.</span></span><br />
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span></span>
<span style="font-family: "arial";"><span style="font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">The judgement in this case along with the following material relating to the topic has been made available at S.N. 36 under the caption " Disciplinary Proceedings- Important Judgments</span></span><span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">"</span><br />
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span>
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">1) </span><span style="font-family: arial;"><span style="font-size: 14.6667px; line-height: 17.6px; white-space: pre-wrap;">Supreme Court of India judgement in case of S. A. Venkataraman vs The State</span></span><br />
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span>
<span style="font-family: arial; font-size: 14.6667px; line-height: 17.6px; white-space: pre-wrap;">2) Supreme court judgement in case of Manzoor Ali Khan vs</span><span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"> Union Of India & othres</span><br />
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span>
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">3) Article by Advocate Ashok Dhamija</span><br />
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;"><br /></span>
<span style="font-family: arial; font-size: 14.6667px; line-height: 1.2; white-space: pre-wrap;">These judgements and other material can be got downloaded, if required.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-74812180234555390132016-03-12T22:14:00.004-08:002016-03-12T22:14:59.601-08:00Recovery of excess payments made to Government servants<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">At times the excess payments of salaries or pension is made to Government servants including pensioners due to inadvertence or otherwise. The question always arises whether the excess payments made can be recovered or not. </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The issue of recovery of excess payments made to Government servants was considered by the Supreme Court in the case of State of Punjab v/s Raphiq Masih and deliverd a landmark judgement on 18-12 2014. The Department of personnel and training , Government of India considering the said judgement has issued O.M. dated 2-3 2016 giving detailed guidelines regarding recovery of excess payments made. The Government of Maharashtra has bee requested to issue such guidelines early.</span><br />
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<span style="font-size: large;">The Judgement of the supreme Court and the D.O.P.T.'s office Memorandum dated 2-3-2016 is available at S.N. 30 and 31 respectively in the list under caption "Recent and Important". Those interested can get them downloaded .</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-49431199350078522282016-02-21T08:41:00.002-08:002016-02-21T08:41:54.733-08:00Presentations on C.C.S.(conduct) Rules 1964 & C.C.S.(C.C.A.) Rules 1965<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">Last week I had an opportunity to take two sessions in the Management Development Programme for Group I officers of Meteorological Department( Meteorologist Group II Scientists-B) on C.C.S.( conduct) Rules 1964 & C.C.S.(C.C.A.) Rules 1965. At this time I made a Power point presentation. A copy of the said presentation is made available at serial Number 8 in the list under caption " Disciplinary proceedings- Presentations". Those interested can get it downloaded .</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-78010976012675493832015-11-14T20:31:00.003-08:002015-11-14T20:31:53.691-08:00Daily order sheet or Roznama- Importance of <div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">Daily order sheet or Roznama is very important document in the process of conduct of departmental inquiry.It is a running record of all the important events taken place during the course of conduct of inquiry.The court or tribunal may at times ask the disciplinary authorities to produce the same. In the absence of Daily order sheet it is difficult to ascertain whether the proper procedure was followed during the conduct of inquiry. If the daily order sheet is not maintained , in the absence of any other evidence the court may come to the conclusion that no reasonable opportunity was given to the charge employee and the order of penalty may be set aside.However whenever the dispute arises as to what happened during the inquiry, the statement of the inquiring authority is generally taken as correct as held by the supreme court in the case of Union Of India V/S T.R. Varma ,AIR 1957 Sc 882. The said judgement is available at serial number 35 in the list under the caption Disciplinary Proceedings- Important Judgments.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-40753889633784327162015-11-09T05:58:00.002-08:002015-11-09T05:58:38.545-08:00Disciplinary Proceedings- Presentations<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">I am invited for taking sessions on various aspects relating to Departmental Proceedings, in the various training programmes conducted by reputed training institutes like Yashvantrav Chavan Academy of Development Administration , Pune, National Institute of Defense Financial Management, Pune, Rashtriya Chemicals & Fertilizer's training institute Mumbai etc. While taking the sessions I had made Power Point Presentations which were found to be very useful for the participants as well as myself. These presentations include not only the related topics but also the questions and answers to judge whether the participants have acquired the knowledge which will be helpful to them while dealing withe cases related to disciplinary proceedings. </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">I thought that these presentations will be useful not only for Government employees but also to the of regular and guest faculties which take the sessions on disciplinary proceedings in the training programmes conducted for State Government employees and the Central Government employees. I have therefore uploaded a few presentations on this blog. They can be downloaded by clicking on Presentations under the caption " Disciplinary Proceedings". The viewers may send me their feedback if any to me on my email address, shridhar1941@gmail.com.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-21755909794754886572015-07-30T04:33:00.000-07:002015-07-30T04:33:07.679-07:00Simultaneous Criminal & Disciplinary Proceedings - Practical Guidelines<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">The departmental authorities always face a problem as to whether they should initiate the departmental proceedings when criminal action is taken against employee. The finalization of the criminal proceedings take a long time and it is not desirable to continue the tainted employee unpunished.Therefore the following practical guidelines are mentioned below for the consideration and adoption by the departmental authorities.</span><br />
<span style="font-size: large;">1) Remember that departmental proceedings are different from criminal proceedings, though based on same transaction or incident. Departmental action is for violation of departmental rules.</span><br />
<span style="font-size: large;">2) The question of stay of departmental inquiry does not arise if the charges are different from those in the criminal case.</span><br />
<span style="font-size: large;">3) Issue the charge sheet for departmental proceedings without any delay.</span><br />
<span style="font-size: large;">4) Please see that a charge other than the criminal charge like, breach of specific conduct rule is also included in the charge sheet in addition to a criminal conduct.</span><br />
<span style="font-size: large;">5) Oppose the application for stay of departmental proceedings, if filed by the employee in a court. Please site various court judgments which have ruled that simultaneous proceedings can be initiated.</span><br />
<span style="font-size: large;">6) If the court grants stay , take the steps to get the stay vacated.</span><br />
<span style="font-size: large;">7) Remember that the departmental proceedings can be conducted with the help of certified copies of the documents filed in criminal court.</span><br />
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<span style="font-size: large;">If the above guidelines are followed it will be possible to ensure that immediate action is taken against the erring employees .</span><br />
<br /></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-29494074564784149072015-07-26T07:46:00.000-07:002015-07-26T07:46:01.857-07:00 Acquittal in disproportionate assets case- No immunity from departmental disciplinary action<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">The Supreme Court in case of disproportionate Assets case ( Govt. Of India V/S C. Murlidhar, 1997 Lab IC(SC) 284) has held that the acquittal of the employee in criminal case does not mean that no departmental proceedings can be started against him in respect of the transactions done without intimation or permission of the authorities concerned. It means despite of the acquittal of the employee in case of having disproportionate assets case, the departmental proceedings can be initiated for violation of conduct Rules. </span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-75109237427002108852015-07-23T05:13:00.000-07:002015-07-23T05:13:07.374-07:00Steps for conducting inquiry in case of allegation of Sexual Harassment<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">There are number of instances where there are allegations of sexual harassment against the Government Servants. In most of the offices Complaints committees have been formed but the experience has been that the Chairmen and Members of the complaints committee are not conversant with the procedure of conduct of inquiry with the result the orders imposing penalty against the delinquent employees are set aside by the appellate authorities or the Tribunals/Courts. Therefore the Department of Personnel and Training have circulated " Steps for conducting inquiry in case of allegation of Sexual Harassment" under their O.M. dated 16th July 2015. The said O.M. is made available on this blog at Serial No.10 under the caption "Worth Visiting" in the right side bar.</span><br />
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<span style="font-size: large;">The persons interested may get it downloaded, if required.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-33536508375384715462015-07-10T10:10:00.002-07:002015-07-10T10:10:07.603-07:00No work yet pay" applies only in case of compulsory waiting for joing duty<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="color: #222222; font-family: "Times New Roman",serif; font-size: 24.0pt; line-height: 107%; mso-ansi-language: EN-IN; mso-bidi-language: MR; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-IN;">Elucidating the principle of ‘No work, no pay’, the bench of Madan B. Lokur
and Kurian Joseph, JJ held that the aforementioned principle is the rule and
it’s exception is ‘no work, yet pay’. Citing the instance of such exception,
the Court said that compulsory waiting period is one such exception and to
qualify for the exception, an employee has to establish that he had made
earnest endeavors and yet that he was not able to join duty for no fault on his
part. Furthermore, he must also show his earnestness to join duty.Voluntary waiting is not covered under exception.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-87699565262414230872015-02-11T09:33:00.000-08:002015-02-11T09:33:04.152-08:00 WHAT IS MISCONDUCT ?<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">There are conduct Rules for State Government Employees and also for Central Government Employees. These Rules provide as to what sort of Conduct is expected from the employees. The employees who do not observe these rules are liable for disciplinary action. However what is misconduct is no where mentioned or explained.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The disciplinary authorites are required to mention in the charge sheet as well as in the statement of allegations the misconduct of the charged emplyee. It is therefore necessary for the disciplinary authorites and all concerned to know the concept and clear cut meaning of " Misconduct. The Supreme court and the High Courts while delivering the judgements relating to disciplinary proceedings have defined the "Misconduct" and has also explained various facets relating to Misconduct. The important judgements in the following 8 cases are uploaded on this blog and they are available at S.No 27 to 34 in the list under cation, " Disciplinary Proceedings - Judgements- Important Judgements.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">It is recommended that all cocerned may get these judgements downloaded and study them carefully so that the concept of Misconduct is clear to them. </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">1) Baldev Singh Gandhi v/s State of Punjab</span><br />
<span style="font-size: large;">2) M.M.Malhotra v/s Union of India</span><br />
<span style="font-size: large;">3) J.J. Mody v/s State of Bombay</span><br />
<span style="font-size: large;">4) Union Of India v/s J. Ahmed</span><br />
<span style="font-size: large;">5) A.L.Kalra v/s P.&E. Corporation</span><br />
<span style="font-size: large;">6) State of Punjab v/s Ram Singh</span><br />
<span style="font-size: large;">7) Union of India v/s K.K. Dhavan</span><br />
<span style="font-size: large;">8) B.C. Chaturvedi v/s Union of India</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-88785449782589098512014-09-25T06:27:00.001-07:002014-09-25T06:27:53.681-07:00Guidelines on framing / amendment/relaxation of Recruitment Rules and Service Rules were<div dir="ltr" style="text-align: left;" trbidi="on">
No.AB-14017/61/2008-Estt.(RR)<br />
Government of India<br />
Ministry of Personnel P.G.& Pensions<br />
Department of Personnel & Trainipg t**<br />
North Block, New Delhi<br />
Dated: 24.09.2014<br />
OFFICE MEMORANDUM<br />
<br />
<br />
Attention is invited to this Department's O.M. No.AB. 140 17/48/20 10-Estt (RR) dated 31St December, 2010 vide which Guidelines on framing / amendment/relaxation of Recruitment Rules and Service Rules were issued.<br />
<br />
2. Department of Personnel & Training, with the approval of thecompetent authority, has decided that henceforth all the Cadre<br />
Controlling Authority of Organized Group 'A' Service, before referring any proposal for framing/amendment in the Service Rules of the Organized<br />
Services, are required to put the proposed amendments/revision in theService Rules on their website for 30 days for inviting comments from<br />
the concerned officers.<br />
<br />
3. Thereafter, taking into account the comments so received, theproposal would be sent to DoPT, UPSC and Ministry of Law for<br />
finalisation.<br />
<br />
4. All the Cadre Controlling Authorities are, therefore, requested to adhere to these instructions scrupulously. Proposal referred to, this<br />
Department without following the aforesaid procedure, would not be entertained.<br />
<br />
<br />
<br />
(Jitendra *l</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-30872918559323473382014-09-18T10:36:00.005-07:002014-09-18T10:45:24.257-07:00Payment of Dearness Allowance to Central Government employees – RevisedRates effective from 1.7.2014<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;"> </span><br />
<span style="font-size: large;"> Office Memorandum 18-9-2014 </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">Subject: Payment of Dearness Allowance to Central Government employees – RevisedRates effective from 1.7.2014.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;"> The undersigned is directed to refer to this Ministry’s Office Memorandum No. No. 1/1/2014-E-II (B) Dated: 27th March, 2014 on the subject mentioned above and to say that the President is pleased to decide that the Dearness Allowance payable to Central Government employees shall be enhanced from the existing rate of 100 % to 107 % with effect from 1st July, 2014.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">2 The provisions contained in paras 3, 4 and 5 of this Ministry’s O.M. No. 1 (3)/2008-E-II(B) dated 29th August, 2008 shall continue to be applicable while regulating Dearness Allowance under these orders.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">3 The additional installment of Dearness Allowance payable under these orders shall be paid in cash to all Central Government employees.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">4 These orders shall also apply to the civilian employees paid from the Defence Services Estimates and the expenditure will be chargeable to the relevant head of the Defence Services Estimates. In regard to Armed Forces personnel and Railway employees separate orders will be issued by the Ministry of Defence and Ministry of Railways, respectively.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">5 In so far as the persons serving in the Indian Audit and Accounts Department are concerned, these orders issue in consultation with the Comptroller and Auditor General of India.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;"> K.D.Sharma</span><br />
<span style="font-size: large;"> Under Secretary to G.O.I.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-11379842984782405592014-09-17T09:03:00.001-07:002014-09-17T09:03:04.691-07:00 Grant of Non-Productivity Linked Bonus (ad-hoc bonus) to Central Government Employees for the year 2013-14.<div dir="ltr" style="text-align: left;" trbidi="on">
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<b>No.7/24/2007/E III (A)</b></div>
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<b>Government of India</b></div>
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<b>Ministry of Finance</b></div>
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<b>Department of Expenditure</b></div>
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<b>E III (A) Branch</b></div>
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New Delhi, the 16th September, 2014</div>
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<b>OFFICE MEMORANDUM</b></div>
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Subject :- <b>Grant of Non-Productivity Linked Bonus (ad-hoc bonus) to Central Government Employees for the year 2013-14.</b></div>
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The undersigned is directed to convey the sanction of the President to the grant of Non-Productivity Linked Bonus (Ad-hoc Bonus) equivalent to 30 days emoluments for the accounting year 2013-14 to the Central Government employees in Groups ‘C’ and ‘D’ and all non-gazetted employees in Group ‘B’, who are not covered by any Productivity Linked Bonus Scheme. </div>
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The calculation ceiling for payment of ad-hoc Bonus under these orders shall continue to be monthly emoluments of Rs. 3500/-, as hitherto. The payment of ad-hoc Bonus under these orders will also be admissible to the eligible employees of Central Para Military Forces and Armed Forces. The orders will be deemed to be extended to the employees of Union Territory Administration which follow the Central Government pattern of emoluments and are not covered by any other bonus or ex-gratia scheme.</div>
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2. The benefit will be admissible subject to the following terms and conditions:</div>
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(i) Only those employees who were in service as on 31.3.2014 and have rendered at least six months of continuous service during the year 2013-14 wIll be eligible for payment under these orders. Prorata payment will be admissible to the eligible employees for period of continuous service during the year from six months to a full year, the eligibility period being taken in terms of number of months of service (rounded off to the nearest number of months).</div>
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(ii) The quantum of Non-PLB (ad-hoc bonus) will be worked out on the basis of average emoluments/calculation ceiling whichever is lower. To calculate Non-PLB (Ad-hoc bonus) for one day, the average emoluments In a year will be divided by 30.4 (average number of days in a month). This will there after be multiplied by the number of days of bonus granted To illustrate, taking the calculation ceiling of monthly emoluments of Rs. 3500 (where actual average emoluments exceed Rs. 3500), Non.PLB (Ad-hoc Bonus) for thirty days would work out to Rs. 3500×30/304=Rs.3453.95 (rounded off to Rs.3454/-).</div>
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(iii) The casual labour who have worked in offices following a 6 days week for at least 240 days for each year for 3 years or more (206 days in each year for 3 years or more in the case of offices observing 5 days week), will be eligible for this Non-PLB (Ad-hoc Bonus) Payment. The amount of Non-PLB (ad-hoc bonus) payable will be (Rs.1200×30/30.4 i.e.Rs.1184.21 (rounded off to Rs.1184/-). In cases where the actual emoluments fall below Rs.1200/- p.m., the amount will be calculated on actual monthly emoluments.</div>
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(iv) All payments under these orders will be rounded off to the nearest rupee.</div>
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(v) The clarificatory orders issued vide this Ministry’s OM No.F.14 (10)—E. Coord/88 dated 4.10.1988, as amended from time to time, would hold good.</div>
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3. The expenditure on this account will be debitable to the respective Heads to which the pay and allowances of these employees are debited.</div>
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4. The expenditure incurred on account of Non-PLB (Ad-hoc Bonus) is to be met from within the sanctioned budget provision of concerned Ministries/Departments for the current year.</div>
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5. In so far as the persons serving in the Indian Audit and Accounts Department are concerned, these orders are issued in consultation with the ComroIler and Auditor General of India.</div>
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sd/-</div>
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(Amar Nath Singh)</div>
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Deputy Secretary to the Govt. of India</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-89899523576835388702014-09-08T07:32:00.000-07:002014-09-08T07:39:15.288-07:00Pensioner and Disciplinary proceedings<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">A few days back a retired officer had come to me for cosultation. The facts of his case were as under,</span><br />
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<span style="font-size: large;">" An order was issued by his immediate superior on the date of his retirement stateing that on the basis of conclusions in the the preliminary inquiry, it has been decided to coduct a regular departmental inquiry for the lapses on his part . Accordingly a regualar charge sheet was served on him after his retirement. However he was granted a provisional pension (and not final pension) and his gratuity was withheld "</span><br />
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<span style="font-size: large;">The query of the officer was whether it was legally valid to grant only provisional pension and withhold the gratuity only on the basis of conclusions in the preliminary inquiry.In order to find the right answer, the provisions in Rule 27 of M.C.S.(D.& A.) Rules 1982 [Similar provision exists in Rule 9 of C.C.S.(pension ) Rules 1972.] as well as various judgements on the point in issue were studied in depth. It was found that the Supreme court has held that the disciplinary proceedings stand instituted only when a regular charge sheet is issued to hold regular departmental proceedings, . Since no regular charge sheet was issued before the date of retirement, No departmental proceedings were pending on the date of retirement and therefore it would have been appropriate and legal to grant final pension and also the gratuity.</span><br />
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<span style="font-size: large;">The relevant judgements on the subject have been uploaded on this blog at S.No. 26 in the list under the caption " Disciplinary Proceedings- Important Judgements." Those interested can get them downloaded.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-63717043890989666262014-08-29T06:19:00.001-07:002014-08-29T06:19:11.480-07:00Fixation of pay of State Government Employees on their appointment in Central Government – Dopt order<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="box-sizing: border-box; font-weight: 700;">Fixation of pay of State Government Employees on their appointment in Central Government</span>, <span style="box-sizing: border-box; font-weight: 700;">subsequent to implementation of CCS (RP) Rules, 2008.</span></div>
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<span style="box-sizing: border-box; font-weight: 700;">No.12/1/2009-Estt (Pay-I)</span><br style="box-sizing: border-box;" /><span style="box-sizing: border-box; font-weight: 700;">Government of India</span><br style="box-sizing: border-box;" /><span style="box-sizing: border-box; font-weight: 700;">Ministry of Personnel, Public Grievances and Pensions</span><br style="box-sizing: border-box;" /><span style="box-sizing: border-box; font-weight: 700;">Department of Personnel & Training</span></div>
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New Delhi the 28th August, 2014</div>
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<span style="box-sizing: border-box; font-weight: 700;">OFFICE MEMORANDUM</span></div>
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Subject:<span style="box-sizing: border-box; font-weight: 700;"> Fixation of pay of State Government Employees on their appointment in Central Government, subsequent to implementation of CCS (RP) Rules, 2008.</span></div>
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The undersigned is directed to say that the method of fixation of pay of State Government employees on their appointment under the Central Government has been spelt out in this Department’s OM No.12/1/94-Estt(Pay-I) dated 24 March, 1994, 3rd January, 1996 and OM NO.13/2/99-Estt (Pay-I) dated 18.6.2001.</div>
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2. The question of fixation of pay in cases of appointment from State Govt. to Centrat Govt. consequent upon revision of pay scales on acceptance of the recommendations of the VI Central Pay Commission in the revised pay structure has been considered in consultation with the Department of Expenditure and the President is pleased to decide that in cases of appointment of State Government employees in Central Government on or after 1.1.2006, pay will be fixed in the following manner:-</div>
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(a) Where the State Government has revised the Pay scales of their employees on the pattern of VI Central pay Commission at the base index of 115.76 as per AICPI (IW) 2001 series w.e.f. 1.1.2006 the pay of these State Government employees on their appointment under the Central Government would be fixed as follows:</div>
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(i) When the appointment is to a post carrying higher Grade Pay, one increment equaI to 3% of the sum of the pay in the existing grade pay will be computed and rounded off to the next multiple of 10. This will then be added to the existing pay in the pay band. The grade pay corresponding to the higher post will thereafter be granted in addition to this pay in the pay band. In cases where the appointment involves change in pay band also, the same methodology will be followed. However. if the pay in the pay band after adding the increment is less than the minimum of the higher pay band to which the appointment is takihg place, pay in the pay band will be stepped up to such minimum.</div>
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(ii) Where the appointment is to a post involving identical Grade Pay, the individual shall continue to draw the same pay.</div>
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(b) Where the State Government have revised the pay scales of their employees after 1.1.2006 beyond the base index of 115.76 as per AICPI (IW) 2001 series, basic pay of the employees is to be determined first in the Central Scale by reducing the element of DA, ADA, IR etc. granted by the State Government after 1.1.2006 (beyond the base index of 115.76 as per AICPI (IW) 2001 series) and thereafter the pay would be fixed as provided in the clause (i) &(ii) under sub para (a) above.</div>
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(c) Where the state Government have either not revised or revised the pay scale of their employees on or after 1.1.2006 below the base index of 115.76 as per AlCPl (IW) 2001 series, basic pay of these employees shall be determined first in the Central scale, by adding the element of D.A. ADA upto base index of 115.76 as per AICPI (IW) 2001 series granted by the State Government and thereafter their pay would be fixed as provided in the clause (i) &(ii) under sub-para (a) above.</div>
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3. These orders are applicable to employees of the State Government and local bodies under the State including Emergency Divisional Accountants/Divisional Accountants / local bodies under the State Government appointed under Central Government on or after 1.1.2006.</div>
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4. In so far as the employees serving in the Indian Audit and Accounts Department are concerned, these orders issue after consultation with the Comptroller and Auditor General of India.</div>
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5. Hindi version will follow.</div>
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sd/-<br style="box-sizing: border-box;" />(Mukesh Chaturvedi)<br style="box-sizing: border-box;" />Director (Pay)</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-45758914983292913422014-07-24T04:38:00.003-07:002014-07-24T04:38:53.839-07:00Dopt Orders on Consolidated instructions on Probation/Confirmation in Central Services<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">The D.O.P.T. has issued Consolidated instructions on Probation/ Confirmation in Central Services vide O.M. dated 21 st July 2014. The said O.M. alongwith the consolidated instructions are available on this blog under caption " Orders / Circulars/ Notifications issed for C.C.S.employees.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-28904726053865973982014-07-16T22:36:00.002-07:002014-07-16T22:48:11.246-07:00Guidelines on treatment of effect of penalties on promotion — role of Departmental Promotion Committee Central Government Departments<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">The department of personnel and training has issued very important and detailed guidelines as regards the effect of penalties imosed against an employee on his/her promotion and also the role of Departmental Promotion Comittee, vide office Meomorandum dated 24 th April 2014.</span><br />
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<span style="font-size: large;">The guidelines in this O.M. will be useful for the guidance of the Central Government Deaprtments /employees. The same may be got downloaded from the site of D.O.P.T.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-30319624701392233632014-07-07T09:43:00.001-07:002014-07-07T09:43:00.056-07:00Grant of Stagnation Increment in Pre-revised Pay Scale to those who reached maximum of pre-revised pay scale more than one year before 1.1.2006 and were in receipt of stagnation increments prior to 1.1.2006<div dir="ltr" style="text-align: left;" trbidi="on">
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No.F-10/2/2011-E.III (A)</div>
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Government of India</div>
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Ministry of Finance</div>
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Department of <span class="IL_AD" id="IL_AD5" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">Expenditure</span></div>
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E-III(A) Branch</div>
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North Block, New Delhi-110 011</div>
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Dated the <span class="IL_AD" id="IL_AD2" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">4th July</span>, 2014.</div>
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OFFICE MEMORANDUM</div>
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Subject: Central Civil Services (Revised Pay) Rules, 2008 – application of the first proviso to Rule 10 <span class="IL_AD" id="IL_AD3" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">in case</span> of those who had been <span class="IL_AD" id="IL_AD11" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">granted</span> stagnation increment(s) in the pre-revised <span class="IL_AD" id="IL_AD4" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">pay scales</span></div>
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The undersigned is directed to invite a reference to the first proviso to Rule 10 of the CCS (RP) Rules, 2008, which provides that in the <span class="IL_AD" id="IL_AD6" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">case of</span> persons who had been drawing at the maximum of the existing scale for more than a year as on the 1st day of January, 2006, the next increment in the revised pay structure shall <span class="IL_AD" id="IL_AD10" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">be allowed</span> on the 1 st day of January, 2006.</div>
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2. Attention is also invited to the Clarification No.5 contained in this Ministry’s OM No.1/1/2008-IC dated 29.1.2009, clarifying that in all cases where a Government Servant has been granted an increment (whether normal annual increment or stagnation increment) after January, 2005, no increment will be allowed on 1.1.2006 at the time of fixation of pay in therevised pay structure.</div>
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3. It has now been brought to the notice of this Ministry that the pay of those employees who had reached the maximum of their pre-revised pay scale and had also been grantedstagnation increment(s) prior to 1.1.2006 in the <span class="IL_AD" id="IL_AD8" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">applicable</span> pre-revised pay scales, came to be fixed at a lower stage vis-à-vis the employees who had drawn pay at the maximum of the same pre-revised pay for a period of more than <span class="IL_AD" id="IL_AD12" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">one year</span> as on 1.1.2006 and had been allowed one increment in [he revised pay scale as on 1.1.2006 as per the first proviso to Rule 10 of the CCS (Revised Pay) Rules, 2008.</div>
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4. The matter has been considered and the President is pleased to decide that, in partial modification of this Ministry’s aforesaid OM No.1/1/2008-IC dated 29.1.2009, the increment on 1st January, 2006, as envisaged under the first proviso to Rule 10 of the CCS(RP) Rules, 2008, shall be allowed to those employees also who had reached the maximum of the applicable pre-revised pay scale more than one year before 1.1.2006 and were in receipt of stagnation increment(s) in the applicable pre-revised pay scale as admissible in terms of the orders in vogue prior to 1.1.2006, provided their pay in therevised pay structure was fixed on 1.1.2006 with reference to the same pre-revised pay scale exactly as per the Fitment Table prescribed in this Ministry’s OM No.1/1/2008-IC dated 30th August, 2008.</div>
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5. In so far as persons serving in the Indian Audit and Accounts Department are concerned, these orders issue after consultation with the Comptroller and Auditor General of India.</div>
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6. Hindi version of this Office <span class="IL_AD" id="IL_AD1" style="background-attachment: scroll !important; background-clip: initial !important; background-color: transparent !important; background-image: none !important; background-origin: initial !important; background-position: 0% 50%; background-repeat: repeat !important; background-size: initial !important; border-bottom-color: rgb(0, 0, 255) !important; border-bottom-style: dotted !important; border-bottom-width: 1px !important; color: rgb(0, 0, 255) !important; cursor: pointer !important; display: inline !important; float: none !important; padding: 0px 0px 1px !important; position: static;">Memorandum</span> is attached</div>
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Sd/-</div>
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(Amar Nath Singh)</div>
<div style="margin: 0px; padding: 0px; text-align: right;">
Deputy Secretary to the Government of India</div>
</blockquote>
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<div class="nr_related_placeholder" data-permalink="http://www.gconnect.in/orders-in-brief/pay-allowances/pay/grant-stagnation-increment-pre-revised-pay-scale.html" data-title="Grant of Stagnation Increment in Pre-revised Pay Scale" style="color: #333333; font-family: 'Droid Sans', sans-serif; font-size: 14px; line-height: 22px; margin: 0px; padding: 0px; text-align: justify;">
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<a href="http://www.circular.gconnect.in/gc-pdf/ccsrp2008stagnationincrement04072014-pdf" style="color: #08508a; text-decoration: none;" target="_blank" title="Grant of Stagnation Increment in the pre-revised Pay Scale to those who were in receipt of stagnation increment in the pre-revised Scale">Download Department of Expenditure, Ministry of Finance office memorandum No.F-10/2/2011-E.III (A) dated 04.07.2014</a></div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-91420181729070404192014-07-01T10:02:00.000-07:002014-07-01T10:02:16.739-07:00Civil Services Examination- Frequently asked questions & Answers<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">There are number of young students who want to appear for Civil Services Examination and make their career in Public Service. They require information on various aspects related to the said examination. They have number of questions in their mind which need answer. </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The Department of Personnel & Training considering the felt need , has prepared Frequently asked questions and their replies for the benefit of all those desirous of appearing for the said examination. These Frequently asked questions with their replies are available on this blog at S.No. in the list under caption " Recent and Important ". Those interested get it downloaded.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-41774480629324643102014-06-18T04:36:00.001-07:002014-06-18T04:36:58.463-07:00Dopt Orders on Posting of Government employees who have differently abled dependents<div dir="ltr" style="text-align: left;" trbidi="on">
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<strong>No.42011/3/2014-Estt.(Res.) </strong><br /><strong>Government of India </strong><br /><strong>Ministry of Personnel, Public Grievances and Pensions </strong><br /><strong>Department of Personnel and Training</strong></div>
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North Block, New Delhi<br />Dated the 6th June, 2014</div>
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<strong>OFFICE MEMORANDUM</strong></div>
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Sub: <strong>Posting of Government employees who have differently abled dependents – reg.</strong></div>
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There has been demand that a Government employee who is a care giver of the disabled child may not have to suffer due to displacement by means of routine transfer/rotational transfers. This demand has been made on the ground that a Government employee raises a kind of support system for his/her disabled child over a<br />period of time in the locality where he/she resides which helps them in the rehabilitation.</div>
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2. The matter has been examined. Rehabilitation is a process aimed at enabling persons with disabilities to reach and maintain their optimal physical, sensory, intellectual, and psychiatric or a social functional level. The support system comprises of preferred linguistic zone, school/academic level, administration, neighbours, tutors/special educators, friends, medical care including hospitals, therapists and doctors, etc. Thus, rehabilitation is a continuous process and creation of such support system takes years together.</div>
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3. Considering that the Government employee.who has disabled child serve as the main care giver of such child, any displacement of such Government employee will have a bearing on the systemic rehabilitation of the disabled child since the new environment/set up could prove to be a hindrance for the rehabilitation process of the child. Therefore, a Government servant who is also a care giver of disabled child may be exempted from the routine exercise of transfer/rotational transfer subject to the administrative constraints. The word ‘disabled’ includes<br />(i) blindness or low vision<br />(ii) hearing impairment<br />(iii) locomotor disability or Cerebral Palsy<br />(iv) leprosy cured<br />(v) mental retardation<br />(vi) mental illness and<br />(vii) multiple disabilities.</div>
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4. Upbringing and rehabilitation of disabled child requires financial support. Making the Government employee to choose voluntary retirement on the pretext of routine transfer/rotation transfer would have adverse impact on the rehabilitation process of the disabled child.</div>
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5. This issues with the approval of MoS(PP).</div>
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6. All the Ministries/Departments, etc. are requested to bring these instructions to the notice of all concerned under their control.</div>
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sd/-<br />(Debabrata Das)<br />Under Secretary to the Govt. of India</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-57803804199743334982014-06-09T09:29:00.000-07:002014-06-09T09:29:02.487-07:00Holidays to be observed by Central Government offices during 2015<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">Central Government Administrative Offices located outside Delhi / New Delhi shall </span><span style="font-size: large;">observe the following holidays compulsorily in addition to three holidays as per para </span><br />
<span style="font-size: large;">below: </span><br />
<span style="font-size: large;"><br /></span><span style="font-size: large;">1. REPUBLIC DAY </span><br />
<span style="font-size: large;">2. INDEPENDENCE DAY </span><br />
<span style="font-size: large;">3. MAHATMA GANDHI'S BIRTHDAY </span><br />
<span style="font-size: large;">4. BUDDHA PURNIMA </span><br />
<span style="font-size: large;">5. CHRISTMAS DAY </span><br />
<span style="font-size: large;">6. DUSSEHRA (VIJAY DASHMI) </span><br />
<span style="font-size: large;">7. DIWALI (DEEPAVALI) </span><br />
<span style="font-size: large;">8. GOOD FRIDAY </span><br />
<span style="font-size: large;">9. GURU NANAK'S BIRTHDAY </span><br />
<span style="font-size: large;">to. IDU'L FITR </span><br />
<span style="font-size: large;">11. IDU'L ZUHA </span><br />
<span style="font-size: large;">12. MAHAVIR JAYANTI </span><br />
<span style="font-size: large;">13. MUHARRAM </span><br />
<span style="font-size: large;">Lt. PROPHET MOHAMMAD'S BIRTHDAY (ID-E-MILAD) </span><br />
<span style="font-size: large;"><br /></span><span style="font-size: large;">3.1. In addition to the above 14 Compulsory holidays mentioned in para 2, three holidays </span><span style="font-size: large;">shall be decided from the list indicated below by the Central Government Employees </span><span style="font-size: large;">Welfare Coordination Committee in the State Capitals, if necessary, in consultation with </span><br />
<span style="font-size: large;">Coordination Committees at other places in the State. The final list applicable uniformly to </span><span style="font-size: large;">all Central Government offices within the concerned State shall be notified accordingly and </span><span style="font-size: large;">no change can be carried out thereafter. It is also clarified that no change is permissible in </span><span style="font-size: large;">regard to festivals and dates as indicated. </span><br />
<span style="font-size: large;"><br /></span><span style="font-size: large;">1. AN ADDITIONAL DAY FOR DUSSEHRA </span><br />
<span style="font-size: large;">2. HOLI </span><br />
<span style="font-size: large;">3. JANAMASHTAMI (VAISHNAVI) </span><br />
<span style="font-size: large;">4. RAM NAVAMI </span><br />
<span style="font-size: large;">5. MAHA SHIVRATRI </span><br />
<span style="font-size: large;">6. GANESH CHATURTHI / VINAYAK CHATURTHI </span><br />
<span style="font-size: large;">7. MAKAR SANICARANTI </span><br />
<span style="font-size: large;">8. RATH YATRA </span><br />
<span style="font-size: large;">9. ONAM </span><br />
<span style="font-size: large;">10. PONGAL </span><br />
<span style="font-size: large;">n. SRI PANCHAMI / BASANT PANCHAMI </span><br />
<span style="font-size: large;">12. VISHU/ VAISAKHI / VAISAKHADI / BHAG BIHU / MASHADI UGADI / </span><br />
<span style="font-size: large;">CHAITRA SUKLADI / CHETI CHAND / GUDI PADAVA isT NAVRATRA / </span><br />
<span style="font-size: large;">NAUROZ/CHHATH POOJA/ICARVA CHAUTH.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-14810026260928109582014-06-07T08:59:00.001-07:002014-06-07T08:59:36.524-07:00Child Care Leave Clarification by DoPT: Removal of requirement of minimum period of 15 Days<div dir="ltr" style="text-align: left;" trbidi="on">
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<strong>No.13018/6/2013-Estt.(L)</strong><br /><strong>Government of India</strong><br /><strong>Ministry of Personnel, Public Grievances and Pension</strong><br /><strong>[Department of Personnel & Training]</strong></div>
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New Delhi, the 5th June, 2014</div>
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<strong>OFFICE MEMORANDUM</strong></div>
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Subject:<strong> Child Care Leave (CCL) in respect of Central Government Employees as a result of Sixth Central Pay Commission recommendations – Clarification – regarding.</strong></div>
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The undersigned is directed to refer to this Department’s O.M. No.13018/2/2008-Estt.(L) dated 11/09/2008 regarding introduction of Child Care Leave(CCL) in respect of Central Government employees.</div>
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Subsequently, clarifications have been issued vide OMs dated 29.9.2008, 18.11.2008, 02.12.2008 and dated 07.09.2010. Child Care Leave at present is allowed for a minimum period of 15 days. References have been received from various quarters seeking a review of this stipulation.</div>
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2. The matter has been considered in consultation with Department of Expenditure, and it has been decided to remove the requirement of minimum period of 15 days’ CCL. There is no change as regards other conditions of this leave.</div>
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3. These orders take effect from the date of issue of this Office Memorandum.</div>
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4. Hindi version will follow.</div>
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sd/-<br />S.G. Mulchandaney)<br />Under Secretary to the Government of India</div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-8103738140272847622014-06-02T23:47:00.001-07:002014-06-02T23:47:55.839-07:00Can the minor penalty be imposed simply considering the reply to the charge sheet issued for imposing a major penalty, without holding a fulfledged departmental inquiry.<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">The question as to whether it is obligatory on the
part of the Disciplinary Authority to conduct a full fledged
departmental inquiry even if, after considering the reply of the
delinquent, the authority decides to impose a minor penalty, for which
no full fledged departmental inquiry is required., was considered by the
Supreme court in the case of <i>D.H.B.V.N.L. VIDYUT NAGAR, HISAR & OTHERS V/S SINGH GULIA.</i></span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;"><br />Yashveer
was an employee of Haryana Electricity Board.He was issued a charge
sheet for imposing a major penalty. After considering the replies of the
employee a minor penalty of stoppage of one increment without future
effect was imposed. An appeal filed by him against the same was
dismissed by the appellate authority. Yashvir after ten years filed a
civil suit for a declaration that the order imposing minor penalty is
illegal and void. The said suit came to be dismissed. An appeal was
filed against the said order in the court of District judge.The district
judge held that imposition of minor penalty without holding regular
departmental inquiry is bad in law and the order of civil judge was set
aside and suit was decreed in favour of the employee- Yashvir. Aggrieved
by the said order the Board filed an appeal to High Cort of Punjab
& Haryana. The high court rejected the appeal holding that the Board
should not have imposed the minor punishment without holding full
fledged inquiry. Aggrieved by the said order the Board filed an appeal
to the Supreme Court.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The Supreme Court after hearing the arguments of both the parties held that
the employee was given the opportunity when a charge sheet was issued
for imposing major penalty and the Board considering the reply has
imposed minor penalty and that no full fledged inquiry is necessary before imposing a minor penalty. The appeal was allowed and the order of the District judge and High Court was set aside.</span><br />
<span style="font-size: large;"><br /></span>
<i><span style="font-size: large;">The
above mentioned judgement is available on this blog at serial number 16
in the list the caption " Recent and Important." the same can be got
downloaded, if required.</span></i></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-2707994997443694776.post-10707072776240881852014-05-21T10:39:00.001-07:002014-05-21T10:39:04.235-07:00Acquittal in a criminal case does not entail in automatic reinstatement of an employee dismissed after holding a regular disciplinary proceedings inspite of identical charges<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large;">A question is always raised as to whether the employee dismissed from service following disciplinary proceedings , is liable to be reinstated on aquttal by a criminal court on the ground of identity of charges in the departmental as well as criminal proceedings. This question has been squarely answered by the Supreme Court in the judgement delivered on 28-11-2013 in the case of State of West Bengal v/s Shanakr Ghosh.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The respndent was charged with offences under Indian Penal Code read with provisons in Arms Act. He was arrested and in jail for about 3 months and later released on bail. He was suspended and a regular disciplinary proceedings were held . The charges in the departmental proceedings and criminal proceedings were almost identical. As a result of disciplinary proceedings the employee came to be dismissed from service. His appeal was also dismissed.Later on criminal case he was aquitted. He approached the tribunal praying for issue of directions to reinstate him in view of his aquittal.His prayer was allowed and his reinstatement was ordered.The state government filed an appeal to West Bengal High Court and the same came to be dismissed. The state Government being aggrieved, filed an S.L.P. to the supreme court challenging the order of the tribunal and High Court.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The supreme court after hearing the arguments and going through the evidence and the judgment in criminal case found out that it was not a clean and honorable acquittal and held that on the basis of such acqittal, the reinstatement of an employee dismissed from service after holding regular departmental proceedings cannot be ordered. The supreme court held as under, </span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">" Even if there is identity of charges levelled against the respondent before the criminal court as well as before the Enquiry officer, an order of discharge or acquittal of a police offcer by a criminal court shall not be a bar to the award of the departmental punishmnet." and the appeal filed by the state government was allowed and the orderes of the Tribunal and the High court was set aside.</span><br />
<span style="font-size: large;"><br /></span>
<span style="font-size: large;">The above said judgement is available on this blog under caption "Recent and Important ". The same can be downloaded for study. </span><br />
<div>
<span style="font-size: large;"><br /></span></div>
</div>
Unknownnoreply@blogger.com0