Full Text
REGD. No. D. L.-33004/99
EXTRAORDINARY
PART III—Section 4
PUBLISHED BY AUTHORITY
No. 526] NEW DELHI, TUESDAY, SEPTEMBER 1, 2026/BHADRA 10, 1948
CG-GJ-E-05092026-276019
INTERNATIONAL FINANCIAL SERVICES CENTRES AUTHORITY
NOTIFICATION
Gandhinagar, the 25th August, 2026
International Financial Services Centres Authority (Employees’ Service) Regulations, 2026
IFSCA/GN/2026/ 011_. In exercise of the powers conferred by sub-sections (1) and (2) of section 11, read with
section 28 of the International Financial Services Centres Authority Act, 2019, the Authority hereby makes the
following regulations, namely :-
CHAPTER I
PRELIMINARY
Short Title and Commencement
1. (1) These regulations may be called the International Financial Services Centres Authority (Employees’
Service) Regulations, 2026.
(2) They shall come into force on the date of their publication in the Official Gazette.
Applicability
2. (1) These regulations shall apply to every employee appointed by the Authority under sub-section (1) of
section 11 of the Act, including employees on deputation and contract basis.
(2) In case of an employee on deputation, the Competent Authority may, either suo motu or in
consultation with the lending organisation, specify such additional terms and conditions governing the
deputation, as may be considered necessary having regard to the requirements of the Authority or the terms
governing the deputation.
(3) Such additional terms and conditions shall be consistent with these Regulations and the applicable
deputation policy, and shall be binding on the deputationist upon acceptance of the deputation.
(4) These regulations shall not apply, except as otherwise specified herein or to such extent as may be
specifically or generally decided by the Authority, to persons employed temporarily or engaged under any
arrangement other than those expressly provided under these regulations.
Definitions
3. (1) In these regulations, unless there is anything repugnant in the subject or context-
(a) “Absorption” means an employee joined in the services of the Authority on Deputation and
subsequently gets permanently absorbed in the services of the Authority.
(b) “Appointing authority” for different categories of employees shall be as specified under
Schedule-II.
(c) “Act” means the International Financial Services Centres Authority Act, 2019.
(d) “Authority” means the International Financial Services Centres Authority constituted under
Section 4 of the Act.
(e) “Chairperson” means the Chairperson of the Authority and, in relation to the powers
exercisable by him, includes whole-time member of the Authority or a Committee of
Executive Directors or Executive Director or any other officer to whom the powers under
these regulations may be delegated by the Chairperson.
(f) “Compensatory allowance” means an allowance granted to meet expenditure necessitated
by the special circumstances in which the duty is performed.
(g) “Competent Authority” means,
(i) In the case of officers, the Chairperson, which expression shall also include whole-time
member of the Authority or Executive Director or any other officer, in regard to any
matter or power to be dealt with or exercisable by the Chairperson under these
regulations, but which are delegated to her by a general or special order;
(ii) In the case of all other employees, Executive Director as may be specified by a general
or specific order, which expression shall also include, any officer lower in rank, in
regard to any matter or power to be dealt with or exercisable by the Executive Director
under these regulations, but which are delegated to her by a general or special order.
(h) “Dependent” means a person who is wholly dependent upon the employee and whose
monthly income doesn’t exceed the limits as may be specified by the Chairperson from
time to time.
(i) “Deputation” means a temporary posting either to or from the Authority, wherein the
accrual and disbursement of remuneration including pay, allowances, and perquisites,
shall be borne by the borrowing organisation.
(j) “disciplinary authority” means an authority competent under these regulations to impose
any of the penalties specified under these regulations on an employee, and, in respect of
different categories of employees, shall be as specified under Schedule-II.
(k) “duty” includes -
(i) Service as a probationer;
(ii) Any period during which employee is on duty, on joining time, or official tour, or
undergoing training authorised by the Competent Authority; and
(iii) Any period spent on casual leave duly authorised by the Competent Authority.
(l) “external assignment” means the temporary posting to another organisation, including on
secondment, tour on duty or staff exchange programme, wherein the accrual and
disbursement of remuneration including pay, allowances and perquisites would be borne
by the Authority.
(m) “family” means -
(i) Spouse of the employee, whether residing with her or not, but does not include a
legally separated spouse;
(ii) Children or stepchildren of the employee whether residing with her or not, and
dependent wholly on such employee, but does not include children or stepchildren
of whose custody the employee has been deprived of by or under any law; and
(iii) Any other person related to, by blood or marriage to the employee or to her spouse
and wholly dependent upon such employee.
(n) “leave pay” means the monthly pay including all the allowances which the employee would
have drawn while on duty but before proceeding on leave.
(o) “Medical Certificate” means a certificate from the Medical Officer of the Authority -
Provided that where the Medical Officer of the Authority is not available, a certificate from
a registered medical practitioner may be accepted, subject to the satisfaction of the
Competent Authority;
Provided further that the Competent Authority may, if considered necessary seek a
certificate from a Medical Board constituted by it, to examine the fitness or extent of injury
to an employee.
(p) “Pay” means the amount drawn by an employee as –
(i) Pay which had been sanctioned for a post held by her substantively or in an
officiating capacity, or to which she is entitled by reason of her position in a cadre;
(ii) Special pay and personal pay;
(iii) All such emoluments as are taken into account for the purpose of calculation of
pension and/or contribution to the National Pension System (NPS), as may be
applicable; and
(iv) Any other amount which may be specially classified as pay by the Authority.
(q) “Personal pay” means an additional pay granted to an employee-
(i) To save her for a loss of substantive pay in respect of a permanent post due to a
revision of pay or to any reduction of such substantive pay otherwise than as a
disciplinary measure; or
(ii) In exceptional circumstances, on other personal considerations specific to such
employee.
(r) “service” includes the period during which an employee is on duty or on leave duly
authorised by the Competent Authority, but does not include any period during which an
employee is absent from duty without permission or overstays her leave, unless
specifically permitted by the Competent Authority.
(s) “Special allowance” means an addition, in the nature of an allowance, to the pay attached
to a post or of an employee, granted at the discretion of the Competent Authority, in
consideration of the specially arduous nature of the duties attached to the post or required
to be performed by the employee.
(t) “Special pay” means an addition to the pay of a post of an employee granted at the
discretion of the Competent Authority in consideration of a specific addition to the work
or responsibility.
(u) “Substantive Pay” means the pay to which an employee is entitled on account of a post to
which she has been appointed substantively or by reason of her substantive position in a
cadre.
Explanation.— For avoidance of doubt, it is clarified that:
(i) Substantive Pay shall be construed as basic pay drawn in the pay scale of the post
held substantively by the employee and shall not include special pay, personal pay,
or any other allowances; and
(ii) In cases where an employee is officiating in a higher post or drawing pay in a scale
other than that of the substantive post, Substantive Pay shall mean the pay that the
employee would have drawn had she continued to hold the substantive post and
not been officiating.
(v) “total emoluments” means the aggregate monetary value of all components of
compensation payable to an employee, comprising pay, allowances and benefits
admissible under these regulations.
(w) “total service” includes the period of service rendered within the Authority, in addition to
the service rendered in any other organisation that was taken into account at the time of
the employee’s appointment in the Authority, whether for determining eligibility,
assessing relevant experience, or for any other purpose connected with such appointment.
(x) “year” means a continuous period of twelve months commencing from 1st day of April of a
year and ending with 31st day of March of the next year.
(2) Words and expressions used herein and not defined in these regulations but defined in the Act or
any other regulation made thereunder, shall have the meanings respectively assigned to them in the Act or
those regulations.
(3) For the purpose of these regulations, the words importing the feminine gender shall be taken to
include males and transgender persons, and vice-versa, wherever the context warrants, and singular shall
include plural.
Chairperson’s power to delegate
4. The Chairperson may delegate to the whole-time member of the Authority, Executive Director, Committee of
Executive Directors or any Officer of the Authority, subject to such conditions as she may think fit to impose,
all or any of the powers conferred upon her under these regulations.
Power to implement
5. (1) Subject to the provisions of these regulations, the power to implement these regulations shall vest
with the Chairperson and she shall issue such administrative instructions as may be necessary to give effect to
and carry out the purposes of these regulations or otherwise to secure effective management of human
resources of the Authority.
(2) The powers exercisable by the Competent Authority under these regulations shall also be
exercisable by an authority superior to an authority first mentioned.
(3) The Authority may at its discretion waive or relax the strict application of the provisions of the
regulations.
CHAPTER II
APPOINTMENTS, PROBATION AND TERMINATION OF SERVICE
Classification and appointment of whole-time employees
6. (1) The whole-time employees of the Authority shall be classified as follows:
(a) Officers (Grade A, B, C, D, E, F and Executive Director); and
(b) Multi-Tasking Staff (Multi-Tasking Staff Grade A, B and C)
(2) The Authority shall specify, from time to time, the pay of each post or group of posts and shall grant
approval for sanction of posts at the level of Executive Director, while the Chairperson shall be the
Competent Authority for sanction of posts up to Grade F.
(3) All appointments in any grade or post shall be made by the appointing authority, and no person shall
have the right to be appointed to any particular post or grade.
Recruitment
7. (1) Recruitment of the whole-time employees to the Authority’s service shall be made in the mode and
manner provided below:
(a) Mode of recruitment, educational and other qualifications, age limits, experience and other
incidental matters thereto shall be as specified in Schedule-I.
(b) Recruitment of officers shall ordinarily be made at the entry level in Grade A by the Competent
Authority:
Provided that, only in cases where suitable candidates are not available in the Authority’s service,
or the exigencies of work so require, recruitment may be made at a higher grade in accordance
with Schedule-I.
(c) Recruitment of whole-time employees shall be conducted through a competitive examination, either
by the Competent Authority or through an external agency engaged by it, comprising written tests,
interview, group discussion, or any combination thereof, as may be determined by the Competent
Authority;
Provided that interview, or group discussion or both, shall not be conducted for the purpose of
recruitment of Multi-Tasking Staff;
Provided that the Competent Authority may, for reasons to be recorded in writing, relax the
manner of recruitment, while ensuring fairness, transparency and merit-based selection.
(d) The Competent Authority shall constitute a Selection Committee comprising such number of
members, including outside experts, as it may determine, for interviewing the candidates;
Provided that appointments to the post of Executive Director shall be approved by the Authority
before an offer of appointment is issued to the selected candidate.
Appointment on Contract or Deputation
8. (1) Notwithstanding anything contained in these regulations, the Competent Authority may appoint
employees on a contractual basis due to exigencies of work, on suitable terms and conditions, subject to such
general or special directions, if any, issued by the Authority from time to time.
(2) The terms and conditions of service of the contractual employees shall be specified by the
Competent Authority, but in no case, unless so determined by these Regulations, the terms and conditions so
specified be more favorable than those laid down in these regulations for an appointment carrying equivalent
status or responsibility.
(3) The Competent Authority may, due to exigencies of work and/or non-availability of suitable
candidates within the Authority’s service, take on deputation basis such employees in Grade B and above
from Government, Statutory Body, Autonomous Organisation, or any other Organizations for a specified
period as decided by the Competent Authority and thereafter employees on deputation may, at the discretion
of the Competent Authority, be offered an opportunity to get permanently absorbed with the Authority on
completion of 2 (two) years of deputation and at such terms and conditions as may be specified by the
Competent Authority from time to time.
(4) In the case of appointment to the post of Executive Director by deputation or on contract, the
appointment shall be approved by the Authority before an offer of appointment is issued to the person to be
so appointed.
Initial appointment and pay fixation
9. (1) All initial appointments shall be made on the minimum pay of the grade to which the appointment is
made.
(2) Notwithstanding anything contained under sub-regulation (1), the Competent Authority may, at its
discretion, grant up to a maximum of four additional increments in the scale of pay corresponding to the
grade of appointment based on the following considerations:
(a) Higher academic qualifications;
(b) Special experience considered to add value to the Authority; or
(c) Total emoluments in the previous employment.
Appointment on deputation and pay protection
10. (1) In case the appointment is made on deputation, the pay shall be fixed so as to protect the last drawn
pay in the parent organisation.
Explanation 1. — Where the pay structure in the Authority is similar to that of the parent organisation, pay
may be fixed with one additional increment; and
Explanation 2. — Where the pay structures are dissimilar, the total emoluments drawn in the parent
organisation may be taken into account and pay may be fixed accordingly to ensure reasonable protection of
total emoluments.
(2) Notwithstanding anything contained in sub-regulation (1), the Competent Authority may, having
regard to the factors specified in sub-regulation (2) of Regulation 9 and at its discretion, grant up to four
additional increments in the pay scale applicable to the grade to which the appointment is made.
Re-employment in Authority
11. (1) No person who has ceased to be in the service of the Authority, may be re-employed without the
specific sanction of, and on such terms and conditions as may be specified by the Authority;
Provided that no person shall be re-employed in the Authority if she was removed or dismissed or
compulsorily retired on the grounds of moral turpitude.
(2) Except as otherwise determined by the Authority at the time of her re-employment, these regulations
shall apply to a person who is re-employed in the Authority, as if she had entered the service for the first time
on the date of her re-employment.
Probation
12. (1) An employee directly appointed in any of the specified scales of pay shall be on probation for a
period of two years.
(2) An employee promoted from one grade/scale to another shall be on probation for a period of one
year.
(3) Chairperson may, if considered it necessary, extend the period of probation up to a period of one
year for unsatisfactory performance or reduce or dispense with period of probation for reason to be recorded
in writing.
(4) Save as otherwise provided in these regulations, an employee shall be deemed to have been
confirmed in the post to which she has been appointed or, as the case may be, promoted on successful
completion of the period of probation.
(5) During the first month of her probation, an employee appointed on direct recruitment or on contract
basis may be discharged without assigning any reasons at one day’s notice and thereafter at one month’s
notice or by payment of substantive pay for one day or one month as the case may be, in lieu thereof.
(6) Without prejudice to the provisions of Regulation 20, an employee selected on direct recruitment
basis from amongst the Authority’s employees and on probation, shall be liable to be reverted to her previous
grade without notice or pay in lieu thereof if, in the opinion of the Competent Authority, she fails to show
satisfactory performance during the period of her probation.
Commencement of Service
13. Except as otherwise provided by or under these regulations, “service” of an employee shall be deemed to
commence from the working day on which an employee reports for duty in an appointment at the place and
time intimated to her by the Competent Authority;
Provided that if she reports in the afternoon, her service shall commence from the following working day.
Determination of service by notice
14. (1) An employee shall not leave or discontinue her service in the Authority without first giving notice to
the Competent Authority, in writing of her intention to leave or discontinue the service.
(2) The period of notice required shall be, —
(a) In the case of employees holding the post on regular basis, 90 days;
(b) In the case of employees holding the post on probation, 30 days;
Provided that Chairperson may waive the notice period required under this sub-regulation for the reasons to
be recorded in writing;
Provided further that the employee shall not be entitled to set off any leave earned and
not availed of by her against the period of such notice.
Provided also that for an employee holding the post on probation after the promotion, the period of notice
shall be 90 days.
(3) Where an employee requests waiver of the notice period as required under sub-regulation (2), or seeks to be
relieved before the expiry of such notice period, the Competent Authority may accept such request subject to payment
by the employee to the Authority, by way of compensation, of a sum equal to her substantive Pay for the unserved
portion of the notice period;
Provided that the Chairperson may, for reasons to be recorded in writing, waive the payment of such compensation,
wholly or partly.
(4) Notwithstanding anything contained in sub-regulation (1), the resignation of an employee shall not
be effective unless it is accepted by the Competent Authority.
(5) The Competent Authority may refuse to accept a resignation in following circumstances namely:
(a) If disciplinary proceedings have been instituted against or are proposed to be instituted against the
employee;
(b) If the employee is under an obligation to serve the Authority for a specified period which has not yet
expired;
(c) The employee owes the Authority any sums of money; or
(d) For any other sufficient ground to be recorded in writing.
Explanation 1.—Disciplinary proceedings shall be deemed to be instituted against an employee for the
purposes of this sub-regulation if she has been placed under suspension under these regulations or any notice
has been issued to her asking her to show cause as to why disciplinary proceedings should not be instituted
against her or any charge-sheet has been issued to her under these regulations and will be deemed to be
pending till final orders are passed by the Competent Authority.
Explanation 2.—A notice given by an employee under sub-regulation (1) above shall be deemed to be proper
only if she remains on duty during the period of the notice.
Superannuation and Retirement
15. (1) An employee shall superannuate at 60 years of age;
Provided that the Competent Authority may retire any employee on, or at any time after the completion of 55
years of age or 30 years of total service, whichever is earlier, by giving her 90 days’ notice in writing after
giving the employee an opportunity to file written submissions against such proposal.
(2) An employee, who attains the age of superannuation on any day other than the first day of any
calendar month, shall retire on the last day of the month in which she attains the age of superannuation.
(3) An employee may also, if she so desires, and subject to terms of appointment to the contrary, if any,
retire from service on completion of 50 years of age or 20 years of total service, by giving 90 days’ notice to
the Authority in writing.
(4) The Authority may also offer a scheme, subject to such terms and conditions as it may specify, to its
whole-time employees for voluntary retirement from the services of the Authority.
(5) When an employee retires from service either under proviso to sub-regulation (1), or sub-regulation
(3), the Authority may consider grant of compensation on such scale and terms as may be determined by it
from time to time.
(6) The Authority, while determining the terms under sub-regulation (4) shall take into account all
relevant factors including the balance of service left to a retiring employee.
(7) Notwithstanding anything contained in these regulations, where an employee has ordinary leave
earned but not availed of as on the date of retirement, she may, at her option,
(a) be permitted to avail of such leave subject to a maximum of 300 days and in that case the
employee will be deemed to have retired from service on the expiry of such leave;
Provided that in case the employee is permitted to avail of leave on retirement, the expiry
of such leave shall be prior to the superannuation of the employee.
(b) alternatively, be paid a lumpsum amount which would be equivalent to pay as defined
under these regulations as on the date of her retirement, for the unavailed ordinary leave
earned subject to maximum of 300 days, plus all allowances normally admissible to the
employee concerned during ordinary leave, after which she shall retire.
Explanation.— For the purpose of this Regulation, the “date of retirement” means the date on which the
employee attains the age of superannuation in accordance with the provisions of this Regulation or the date
on which she is retired by the Authority under sub-regulation (1) of this Regulation or the date on which the
employee voluntarily retires in terms of sub-regulation (3) or sub-regulation (4) of this Regulation, as the
case may be.
Execution of Bond, etc.
16. Notwithstanding anything contained in these regulations, the Authority shall have the right to obtain
undertakings/bonds from an employee for payment of liquidated damages relating to the expenses incurred
by the Authority on her deputation or training or higher studies or her failure to complete the required number
of years of service in a particular post, as may be specified by the Authority from time to time.
CHAPTER III
RECORD OF SERVICE, SENIORITY, PROMOTION AND REVERSION
Record of Service
17. A record of service shall be maintained by the Authority in respect of each employee at such place or places,
and shall be kept in such form and contain such information as may be specified by the Competent Authority.
Seniority
18. (1) An employee in the services of the Authority shall ordinarily rank for seniority in her grade as
follows:
(a) An employee who joins the Authority on direct recruitment, on the basis of all-India open
competition or internal promotions through switch over to the officer cadre, and is on
probation, shall ordinarily rank for seniority among the employees selected along with her
in the same batch according to the ranking assigned to her at the time of selection;
(b) An employee who joins the Authority on deputation and is subsequently absorbed, shall be
assigned seniority in the relevant post or grade from the date of joining the Authority on
deputation;
Provided that absorption shall be only in the grade to which the employee was initially
appointed on deputation, irrespective of the length of service rendered in that grade either
in the parent organisation or in the Authority, and irrespective of any personal
upgradation of pay scale, that may have been granted to the employee on the basis of such
combined service.
(2) In case an employee on deputation is absorbed in the services of the Authority the period of
deputation of such employee in the Authority’s service shall be counted, as service in the Authority for the
purpose of seniority, promotion, and all other service-related matters;
Provided that no service rendered in the parent organisation prior to deputation shall be counted for the
purpose of seniority in the Authority.
Provided that no benefit, including any financial, retirement or terminal benefit, shall be admissible to such
employee from the Authority in respect of such period to the extent that the same benefit has already been
received or availed of, or is receivable, from the parent organisation.
(3) The period during which an employee is on leave without pay, shall count for the purpose of
seniority, unless the Competent Authority, for reasons to be recorded in writing, specifically directs at the
time of granting such leave(s) that such period shall not be counted for the purpose of seniority;
Provided that where an employee is on leave without pay on the ground of medical exigencies duly
supported by a Medical Certificate, the Competent Authority may consider to treat such period of leave
without pay, for seniority.
(4) The Authority shall, each year, prepare a list of the employees in its service showing their names in
the order of their seniority containing such other particulars and circulate the same among the employees.
Promotion
19. (1) Subject to the provisions of these regulations, all promotions, upgradation and switchover shall be
governed by the policies laid down by the Authority from time to time;
Provided that an employee, who has put in a minimum of 3 years of service in any post or grade, when
promotion opportunities arise, shall be eligible for consideration of promotion to a higher post;
Provided further that an employee in any grade in the cadre of MTS who possesses requisite qualifications
may be considered for switch over to the Grade A officer position against such vacancies, which shall be
10% of total vacancies arising in a calendar year, as may be notified by the Competent Authority, subject to
such employees qualifying in a departmental test and interview in such manner as may be decided by the
Competent Authority. Provided also that if such vacancies are not filled up on account of non-availability,
non-suitability or any other reason, the same may be filled up through any other mode specified under these
regulations.
Explanation 1. — Where promotions are made on the basis of recommendations of a Departmental
Promotion Committee (DPC), the seniority of an officer assessed as ‘fit’, in the promoted grade shall be same
as in the feeder grade from which they are promoted.
Explanation 2. — A person who is superseded by a junior shall not, if subsequently promoted, be entitled to
claim seniority in the higher grade over such junior who had superseded him.
(2) All promotions shall be against vacancies in sanctioned posts and shall be based on-
(a) Seniority, merit and suitability in the cases of officers;
(b) Seniority cum fitness in the cases of Multi-Tasking Staff.
(3) For the purpose of promotions, the Competent Authority shall constitute a Departmental Promotion
Committee comprising such number of persons including external expert(s) which may, if so decided by the
Competent Authority, conduct interviews for recommending the employees for promotion.
Provided that in the case of promotions to the post of Executive Director, the Committee shall consist of
Chairperson, two other members of the Authority and two external members to be nominated by the
Chairperson.
Reversion
20. An employee promoted from one grade to another shall be on probation for a period of one year and may,
during such period, be reverted to the grade from which she was promoted, if her performance is found to be
unsatisfactory or for any other reasons to be recorded in writing;
Provided that the Competent Authority may, at its discretion, give one month’s advance notice before
effecting such reversion.
CHAPTER IV
PAY, ALLOWANCES AND OTHER BENEFITS
Pay, Allowances and Other Benefits
21. (1) The Authority shall, at its discretion, determine from time to time, the pay and
allowances applicable to different categories of employees.
(2) The Authority may, at its discretion, frame, from time to time, such schemes and allow such other
benefits for the welfare of the employees, at such terms and conditions, as it may determine.
When accrue and payable
22. Subject to the provisions of these regulations, pay and allowances shall accrue from the commencement of
the service of an employee, and shall become payable on the afternoon of the last working day of each month
in respect of the service performed during the said month;
Provided that employee proceeding on ordinary leave other than extraordinary leave for a period not less than
one month may be paid in advance one month’s pay and allowance if she applies therefor.
When not payable for part of a month
23. Pay and allowances shall not be payable for part of a month to an employee who leaves or discontinues her
service without due notice during a month, unless such notice period has been waived by the Competent
Authority.
When allowance to cease
24. Pay and allowances shall cease to accrue from the date an employee ceases to be in service.
Explanation 1. — In case an employee is dismissed, removed or compulsorily retired from the Authority’s
service, the pay and allowances shall cease from the date of her dismissal, removal or compulsory retirement,
as the case may be
Explanation 2. — In the case of an employee who dies while in service, they shall cease from the day
following the day on which the death occurs.
Admissibility of allowances
25. Allowances shall only be payable to the employees who fulfill the conditions subject to which the allowances
are admissible.
Compensatory allowance
26. (1) Notwithstanding the fact that the whole-time employee is at the disposal of the Authority, compensatory
allowance, not counting as pay, may be granted to an employee who is required to work on holidays or to put
in extra hours on working days in connection with the Authority’s work.
Provided that the Competent Authority may permit an employee to take compensatory leave in lieu of
compensatory allowance payable on account of the work carried out on a holiday.
(2) The rate at and the circumstances under which such allowance may be paid shall be determined by
the Chairperson.
Increments
27. (1) In an incremental scale, the increment shall accrue on an annual basis at each stage of that scale,
irrespective of whether such service is probationary, officiating or substantive;
Provided that in the case of an employee appointed on deputation, the date of annual increment in the
Authority shall ordinarily be determined with reference to the date of joining the services of the Authority;
Provided further that where an employee is deputed from an organisation whose pay structure is similar to
that of the Authority, and fixation of the date of increment on the basis of the date of joining the Authority
results in a reduction of the pay last drawn in the lending organisation, the date of increment admissible in the
lending organisation shall continue to apply for the period of deputation, so as to avoid any pecuniary loss to
such employee;
Provided also that the benefit of increment shall be admissible from the first of the month in which such
increment accrues, irrespective of the actual date of accrual.
Explanation.— For the removal of doubts, it is clarified that an increment shall be admissible only in the pay
scale in which the officer was actually drawing pay on the date of accrual of such increment, irrespective of
any subsequent change in grade or scale.
(2) Officiating service in a higher grade will count for increments in an employee’s substantive grade as
well as in the higher grade in which she is officiating and if there is an intermediate grade between the two in
which she would have officiated had she not been appointed to officiate in the higher grade, also in the
intermediate grade.
(3) The period during which an employee is on leave without pay shall not count for increment, unless
so authorized by the Competent Authority, for reasons to be recorded in writing:
Provided that where an employee is on leave without pay on the ground of medical exigencies duly supported
by a medical certificate from a registered medical specialist, the Competent Authority may consider to treat
such period of leave without pay for increment.
(4) Sanction to draw increments shall be given by the Competent Authority.
(5) No increment may be withheld except as a disciplinary measure under Regulation 87, and each
order withholding an increment shall specify the period for which it is withheld and whether such
withholding shall have the effect of postponing future increments:
Provided that if an employee is in a scale having efficiency bar, she shall not draw increments above that bar
until she has been certified fit to do so by the Competent Authority;
Provided further that each occasion on which an employee is allowed to pass an efficiency bar which has
previously been enforced against him, she shall be placed in the incremental scale at such stage as the
Competent Authority may fix;
Provided also that such stage shall not be higher than that at which she would draw her pay if the bar had not
been enforced against her, and no increments granted on the removal of a bar shall have a retrospective
effect.
(6) The Chairperson may grant stagnation increments to an employee who has reached the last stage in
the scale concerned.
Re-fixation of pay
28. (1) Subject to such special or general instructions as may be issued by the Authority, the pay of an employee
appointed through direct recruitment, or from one grade in the Authority to another, shall initially be so fixed
in the scale of pay of the post in which the employee is appointed that it is not less than her substantive pay.
(2) On confirmation in the higher grade, the pay of an employee shall be fixed at such appropriate stage
as may be decided by the Competent Authority.
(3) Subject to such special or general instructions as may be issued by the Authority, the pay of an
employee on appointment to officiate in the higher grade or on promotion from lower grade to higher grade
shall be fixed in the manner specified in sub-regulation (4).
(4) The pay of an employee on appointment to officiate in the higher grade or on promotion shall be
fixed in the manner specified below:
(a) In the case of appointment in higher grade on promotion, the employee shall, on such
appointment, draw pay at the stage in the higher grade which is equal to or next above the
pay notionally arrived at by increasing the actual pay drawn in the lower grade, by one
increment at the stage at which such pay is drawn.
(b) Where an employee, immediately before her appointment in the higher grade, was drawing
pay at the maximum of the scale of pay applicable to the lower grade, her pay in the
revised higher grade be fixed at the stage in the higher grade which is equal to or next
above the pay notionally arrived at by increasing her actual pay in the lower grade by one
increment equal to the last increment in the lower grade.
Provided that when the promotion is of a temporary nature and the circumstances of the
promotion so justify, the Competent Authority may fix the pay of an employee at an
amount less than that admissible under this Regulation.
(c) If such employee is reverted to the lower grade and is re-appointed in that higher grade, her
earlier service in the higher grade will be taken into account for fixing her pay and for
permitting her to draw increments in the higher grade in terms of regulation 27.
Provided that after having reached the maximum of the incremental scale in the pre promotional grade, in case where the officer promoted was due to receive any post scale
benefits, such as personal allowance and stagnation increment in the pre-promotional
grade within one year from the date of actual promotion, the date of increment in the
promotional grade shall be the date of accrual of such post scale benefit.
Grant of increment on promotion grade
29. (1) Without prejudice to anything contained in regulation 27, an employee promoted to a higher grade
shall be entitled for increment as below:
(a) Before reaching the maximum of the incremental scale in the pre-promotional grade, the
date of the next increment in the promotional grade shall be the date of increment as
existing in the pre-promotional grade;
(b) After having reached the maximum of the incremental scale in the pre-promotional grade,
the date of the next increment in the promotional grade shall be the date one year from the
date of promotion:
Provided that after having reached the maximum of the incremental scale in the pre promotional grade, in case where the officer promoted was due to receive any post scale
benefits such as personal allowance and stagnation increment in the pre-promotional
grade within one year from the date of actual promotion, the date of increment in the
promotional grade shall be the date of accrual of such post scale benefit.
Domicile
30. (1) Every employee shall, on her appointment, declare her domicile in writing to the Authority, and if
such domicile is not her place of birth, she must establish the same to the satisfaction of the Competent
Authority.
(2) No employee who has once indicated her domicile, shall be allowed to alter the same unless the
employee satisfies the Authority that the change is bona-fide and in no case may an employee be permitted to
change her domicile in such a manner as to increase the cost to the Authority of any such change.
CHAPTER V
LEAVE AND JOINING TIME
Kinds of leave
31. (1) Subject to the provisions of these regulations, the following kinds of leave may be granted to an
employee:
(a) Casual leave and Special Casual leave;
(b) Ordinary leave;
(c) Sick leave and Special leave;
(d) Maternity leave or Paternity leave, as the case may be;
(e) Extraordinary leave;
(f) Accident leave;
(g) Study leave;
(h) Compensatory leave; and
(i) Any other Special leave as may be specified by the Authority.
(2) Pay during leave shall be drawn at full or half rate of leave pay, according to the kind of leave
availed of by the employee:
Provided that no pay shall be admissible during extraordinary leave.
Authorities empowered to grant leave
32. The power to grant leave shall vest in the Competent Authority.
Power to refuse leave or recall an employee on leave and lapse of leaves
33. (1) Leave cannot be claimed as a matter of right.
(2) The discretion to refuse or revoke any kind of leave is reserved with the Competent Authority, and
an employee already on leave may be recalled by the Competent Authority when it considers so necessary
due to work exigencies or otherwise in the interest of the Authority.
(3) The employee may join the duty before the expiry of the sanctioned leave, with intimation to the
Competent Authority.
(4) Save as otherwise specifically provided in these regulations, all leaves in the credit of an employee
shall lapse on cessation of service.
Commencement and termination of leave
34. (1) The first day of an employee’s leave shall be the first working day immediately succeeding the last
working day on which she had reported for duty.
(2) The last day of an employee’s leave shall be the working day immediately preceding the day on
which the employee resumes duty upon return from leave.
Obligation to furnish leave address
35. An employee shall, before proceeding on leave, intimate to the Competent Authority her location(s) and
contact details while on leave, and shall keep the Competent Authority informed of any change in her
location(s) previously furnished.
Explanation : The term location in this regulation is intended to cover the broad location of the employee
such as a state (in case of travel within India) or Country (in case of travel outside India).
Station to which an employee should report on return
36. An employee on leave shall, unless otherwise instructed to the contrary, return for duty to the place at which
she was stationed before proceeding on leave.
When medical certificate of fitness may be demanded
37. The Competent Authority may require an employee, who has availed of leave on medical grounds for a
period of more than three days, to produce a medical certificate of fitness before she resumes duty even
though such leave was not actually granted on the basis of a medical certificate.
Leave not admissible to an employee under suspension
38. Leave may not be granted to an employee under suspension or against whom disciplinary proceedings are
pending.
Casual leave
39. (1) An employee shall be eligible for casual leave up to a maximum of twelve (12) working days in
each calendar year;
Provided that no employee may take casual leave for less than half (½) day or more than five (05) days at a
time;
Provided further that public holidays may not be combined with casual leave in such a way as to increase the
absence from office at any one time beyond twelve (12) days, in which case the entire period of such absence
will be treated as Ordinary Leave.
(2) Casual leave cannot be suffixed or prefixed with any other kind of leave except with special casual
leave.
(3) Casual leave shall ordinarily be credited to the account of an employee in advance for the entire
calendar year at the commencement of the year;
Provided that for an employee who joins service during the course of the year, such credit shall be allowed on
a pro-rata basis for the remaining part of the calendar year;
Provided also that in case of an employee retiring or resigning from the service during the year and has
availed casual leaves beyond the pro-rata limit, the additional leaves so availed shall be adjusted against the
Ordinary Leave to the credit of the employee, or against dues payable to her, if no Ordinary Leave is
available to her credit.
(4) No casual leave may be availed of, except with prior sanction of the Competent Authority;
Provided that if for any genuine reason, it is not possible for an employee to obtain such permission in
advance, she shall intimate her absence to such Competent Authority within 24 hours;
Provided further that the Competent Authority may condone delay of such intimation, if satisfied that the
employee was not in a position to intimate her absence for reasons beyond her control.
(5) The casual leave, which has not been availed of at the end of the calendar year shall be credited to
the extent of 50 % of such leave, to the ordinary leave account of the concerned employee;
Provided that fraction, if any, in such cases shall be ignored.
Special Casual Leave
40. (1) Notwithstanding anything contained in Regulation 39, the Chairperson may grant special casual leave to
an employee in the following circumstances:
(a) When the absence from duty is necessitated by orders from the authorities empowered to issue
quarantine orders not to attend office in consequence of any infectious disease to the employee or her family
or household.
(b) When an employee is unable to attend her duties due to a bodily injury sustained while on duty and
the absence is supported by a Medical Certificate.
Provided that the Competent Authority on the basis of Medical Certificate may decide the reasonable
quantum of special casual leave that may be granted to an employee.
(c) When the absence is necessitated by reasons of an employee who is a member of the Auxiliary
Force, India, Home Guard, A R P or other Civil Defense Organization or any other organization of a similar
nature having to attend an annual camp or training course or for performance of other duties attached
therewith.
(d) When there are other exceptional circumstances necessitating the grant of special casual leave in
excess of the specified limits.
(e) For undergoing family planning operation, subject to production of medical certificate:-
(i) Female Employees:
(a) 14 days for tubectomy/laproscopy;
(b) 1 day on the day on which the husband undergoes vasectomy; and
(c) 1 day on the day of IUD insertion/reinsertion.
(ii) Male Employees:
(a) 6 days for vasectomy operation; and
(b) 7 days when the wife undergoes tubectomy/laproscopy.
Provided that special casual leave sanctioned under this sub-regulation may be clubbed with any other leave,
except casual leave.
Explanation 1.— Except in respect of special casual leave sanctioned in terms of clause (d) of this sub regulation, the total period of casual leave granted under sub-regulation (1) of Regulation 39 and the special
casual leave granted under this sub-regulation in any one calendar year shall in no case exceed 45 days and if
the grant of leave under the said Regulations shall result in such total period being extended beyond 45 days,
any period of absence in excess of 45 days shall be treated, subject to the provisions of sub-regulation (2) of
Regulation 49, as Ordinary, Sick, Special or Extraordinary Leave, as the employee concerned may request
and as may be admissible to him.
Explanation 2.— Except in respect of special casual leave sanctioned in terms of clause (d) of this sub regulation, in computing casual leave under sub-regulation (1) of Regulation 39 and special casual leave
under this Regulation, intervening public holidays shall not be reckoned as day of casual leave or special
casual leave, as the case may be.
(2) Subject to the exigencies of work and approval by the Competent Authority, Person with Benchmark Disability
as defined in the Rights of Persons with Disabilities Act, 2016, may be granted a maximum of ten days of special
casual leave in a calendar year for participating in Conference, Seminars, Trainings or Workshops related to
disability and development related programs, and a maximum of four days of special casual leave for specific
requirements relating to the disability of the employee:
Provided that the grant of special casual leave under this sub-regulation shall be subject to such terms and
conditions as may be decided by the Competent Authority.
Eligibility, Purpose, Period and Other Conditions for Special Hardship Leave
41. (1) The following employees shall be eligible to apply for special hardship leave:
(a) An employee confirmed in the services of the Authority and having completed five years of
service in the Authority:
Provided that special hardship leave before completion of five years of service may be
sanctioned in exceptional circumstances for the purposes provided in sub-regulation (4),
on an application by such employee and upon recommendation of the approving authority
in accordance with sub-regulation (6).
(b) A female employee may avail special hardship leave as an extension of maternity leave
irrespective of her tenure in the Authority.
(2) No employee shall proceed on special hardship leave without the approval of the approving
authority in accordance with sub-regulation (6).
(3) Special hardship leave shall not be available to employees:
(a) serving abroad under special arrangements or bonds;
(b) who have executed service bonds and have not completed them;
(c) against whom disciplinary proceedings are proposed or pending, or who are under suspension,
including employees against whom action has been initiated by government agencies or other
law enforcement authorities;
(d) appointed on a contract basis;
(e) falling under any other category as may be intimated to the employees from time to time.
(4) An employee, eligible under sub-regulation (1), may apply for special hardship leave for the purpose
of taking care of family including parents, in-laws or children, or on health grounds of self or dependent
family members.
(5) Special hardship leave may be availed for a period not exceeding two years during the entire service
and may be availed for a minimum period of three months once in a year.
(6) The approval of special hardship leave shall be at the sole discretion of the approving authority,
depending upon the grounds, including the administrative exigencies, the reason for which the leave is
sought, and the merits of individual cases.
(7) Notwithstanding anything contained under these regulations, the approving authority for special
hardship leaves for employees in Grade 'D' and above shall be the Whole-Time Member in charge of the
department concerned where such employee is serving, and in other cases, the Executive Director in charge
of the department concerned where such employee is serving.
(8) Other conditions relating to special hardship leave shall be as follows:
(a) Such leave shall be without pay, perquisites and allowances except house allowance and
claims for medical treatment availed in India:
Explanation.- For the purpose of this clause, claims for medical treatment shall include
medical insurance, claims from the Medical Assistance Fund, non-policy medical claims,
eye refraction, and annual health check-up.
(b) An employee on special hardship leave shall be allowed to retain the accommodation
provided by the Authority, if any, or receive the house allowance, as the case may be.
(c) Applications for special hardship leave shall be submitted by employees in Grade 'D' and
above at least two months before the date from which leave is to be availed, and in all
other cases, at least one month before the date from which leave is to be availed:
Provided that the approving authority shall have discretion to relax the period specified in
this clause in appropriate cases.
(d) For computing eligibility to avail special hardship leave, completed years of service shall
be reckoned.
(e) Special hardship leave may be availed irrespective of the balance of leaves of any other
category and may be combined with any categories of leave except casual leave, special
casual leave, special casual leave in lieu of joining time, and special leave.
(f) Special hardship leave shall not be granted for avoiding transfer, posting, or placement.
(g) An employee who leaves the services of the Authority by resignation or voluntary
retirement during the special hardship leave shall be liable to pay compensation to the
Authority, which shall be a sum equal to their substantive pay for the period of notice as
required in terms of these regulations.
(h) An employee who leaves the services of the Authority by way of resignation or voluntary
retirement during the special hardship leave or within five years after resuming office
after availing such leave shall be liable to pay to the Authority an amount equal to the
entire house allowance and medical claims paid during such leave:
Provided that after approval of the Competent Authority, based on requisite documentary
evidence, examination, and certification by the Medical Officer of the Authority, the
payment of the said amount from an employee who has availed special hardship leave on
health grounds of self and is unable to resume office for that reason may be waived;
Provided further that where the Medical Officer of the Authority is not available, a
certificate from a registered medical practitioner may be accepted, subject to the
satisfaction of the Competent Authority;
Provided also that the Competent Authority may, if considered necessary, constitute a
Medical Board to examine the severity of health conditions to decide the reasonable
quantum of waiver.
(i) The Authority may cancel the special hardship leave and recall the employee and proceed
in the matter as deemed fit if it is found that such employee is undertaking or engaged in,
directly or indirectly, any trade, employment, business, or profession during such leave.
(j) Special hardship leave shall be counted as service for the purpose of seniority.
(k) No other leave shall be credited to an employee for the period for which special hardship
leave has been availed.
(l) An employee shall make herself available during the period of special hardship leave as a
witness in any investigation, court case, departmental enquiry, or any other such
proceeding, and shall be paid travelling and halting allowance, as the case may be.
Ordinary leave
42. (1) An employee shall be entitled to ordinary leave at the rate of thirty (30) days for every year of
service subject to a maximum accumulation of three hundred (300) days.
(2) Such leave shall be credited to the ordinary leave account of the employee half yearly on 1st April
and 1st October respectively in each year at the rate of fifteen (15) days for every six (06) months of service
rendered by such employee.
(3) Where an employee has to her credit two hundred and eighty six (286) days or more of ordinary
leaves, the further credit of fifteen (15) days ordinary leave shall be done at the beginning of each half year
(on 1st April or 1st October) to the employee’s additional ordinary leave account and the ordinary leave
availed during the six (06) month period thereafter ending on 30th September or 31st March shall be
deducted from such account:
Provided that if ordinary leaves sanctioned is for less than fifteen (15) days, the balance shall be credited to
the ordinary leave account subject to the ceiling of three hundred (300) days at the close of that half year;
Provided further that an employee shall have her ordinary leave sanctioned and availed before 30th
September or 31st March as leaves beyond three hundred (300) days will lapse on 30th September or 31st
March, as the case may be.
(4) No employee shall earn ordinary leave when she is on leave, other than casual leave, for a
continuous period of more than six (06) months and where an employee renders less than six (06) months of
service in any half year, her account shall be credited with one day of ordinary leave for every eleven (11)
days of duty.
Explanation. — For the removal of doubts, it is clarified that ordinary leave will be calculated at the rate of
two and a half (2.5) days per complete month and at the rate of one (1) day per eleven (11) days of duty, in
case of fraction of a month.
(5) Fractions of a day of ordinary leave shall be taken as full day if amounting to half a day or more and
shall be ignored if amounting to less than half a day.
(6) An employee shall not be permitted to take ordinary leave for less than five (05) days at a time;
Provided that the employee may take less than five (05) days ordinary leave when she does not have such
number of casual leaves to her credit.
(7) Application for grant of ordinary leave shall ordinarily be submitted to the Competent Authority
fifteen days in advance from the date of availing of the same.
(8) An employee on ordinary leave shall draw pay equal to leave pay.
Encashment of Ordinary Leave
43. (1) An employee may be permitted to encash ordinary leave once in every calendar year for a minimum
period of ten (10) days and maximum of thirty (30) days, subject to the condition that she has to her credit a
minimum balance of one hundred and eighty (180) days ordinary leaves or more after encashment;
Provided that in case of an employee other than employee who has joined the services of the Authority
through direct recruitment in Grade A or as Multi-Tasking Staff and whose total service is more than eight
(8) years, the minimum balance of one hundred and eighty (180) days shall be read as ninety (90) days.
(2) If an employee dies during the Authority’s service or who is declared to be completely and
permanently incapacitated for further service by way of a Medical Certificate, the Competent Authority may
grant the employee (legal heirs in case of death of an employee), cash equivalent to unavailed ordinary leave
to her credit on the date of death or invalidation from service, as the case may be;
(3) An employee of the Authority who upon completion of probation under sub-regulation (1) of
Regulation 12 of these regulations, resigns from the service after giving proper notice under Regulation 14,
may be permitted encashment of half of the period of ordinary leave at her credit as on the date of
resignation, subject to a maximum of five (05) months ordinary leave;
Provided that the restriction of completion of probation under sub-regulation (2) of Regulation 12 of these
regulations shall not be applicable to an employee who has been promoted from one grade/scale to another,
and is on probation.
Sick leave
44. (1) An employee shall be entitled to sick leave, on production of medical certificate, at the rate of
twenty (20) days for every year of service subject to a maximum of five hundred and forty (540) days during
the full period of her service;
Provided that additional sick leave may be granted, if it is considered necessary in the interest of the
Authority;
Provided further that the production of a medical certificate may not be insisted upon where sick leave does
not exceed three (03) days.
(2) Sick leave shall ordinarily be on half pay;
Provided that where an employee has completed at least three years of service, may, at her request, be
permitted to avail, during the full period of her service, sick leave on leave pay up to a maximum period of
two hundred and seventy (270) days and such leave on leave pay shall be entered in her sick leave account as
twice the amount of leave taken by him.
(3) The sick leave on full pay shall be admissible only after completion of three years of service;
Provided that where an employee has been appointed in the Authority, whether by direct recruitment or
through absorption, sick leave on full pay shall be admissible after the employee has completed a minimum
of three years of total service.
(4) The Sick leave so earned shall be credited to the Sick leave account of the employee half yearly on
1st April and 1st October respectively in each year at the rate of ten (10) days for every six (06) months of
service rendered by such employee.
(5) Sick leave shall not be granted for half day.
(6) The pro-rata sick leave credited during the first year of service shall be availed by the employee
only with the permission of the Competent Authority.
Maternity leave
45. (1) Maternity leave, which shall be on leave pay, may be granted to a female employee up to a period of
one hundred and eighty (180) days on full pay at a time, and not more than three hundred and sixty (360)
days during the entire period of service.
(2) Female employees undergoing hysterectomy operation may also claim maternity leave for a period
not exceeding twenty (20) days (including stay in hospital) within the overall ceiling of three hundred and
sixxty (360) days.
(3) Leave not exceeding forty-five (45) days may be granted to a female employee during her entire
service in case of miscarriage including abortion, on production of medical certificate, within the overall
ceiling of three hundred and sixty (360) days.
(4) The Competent Authority may grant leave of any other kind admissible to the female employee in
combination with, or in continuation of maternity leave if the request for its grant is supported by requisite
medical certificate.
(5) A commissioning mother having less than two surviving children, who commissions a child through
the applicable legal process, may be granted maternity leave for a period not exceeding one hundred and
eighty (180) days within the overall admissibility of three hundred and sixty (360) days of maternity leave.
Explanation 1.— A “commissioning mother” has been defined in section 2(13) of the Code on Social
Security, 2020 as “a biological mother who uses her egg to create an embryo implanted in any other woman”.
Explanation 2.— For the purposes of this sub-regulation, the period of maternity leave shall be calculated
from the date the custody of the child is given to the commissioning mother.
(6) A female employee with less than two surviving children, on adoption of a child below the
age of one year in accordance with the applicable law, may be granted maternity leave for a period of
one hundred and eighty (180) days within the overall admissibility of three hundred and sixty (360) days of
maternity leave, from the date the custody of the child is given to her on furnishing the adoption deed or
any other document as may be sought by the Competent Authority.
Paternity Leave
46. (1) Paternity leave may be granted to a male employee (natural father), with less than two surviving
children, during the confinement of the employee’s wife for childbirth, for a period of fifteen (15) days per
child, during the period between fifteen days prior to the delivery or up to six (06) months from the date of
such delivery;
Provided that the Competent Authority may relax the period of commencement of leave due to exigency of
work.
(2) Paternity Leave may also be granted to a male employee (adoptive father), with less than two
surviving children, who has adopted a child through proper legal process, for a period of fifteen (15) days per
child within six (06) months from the date of adoption;
[2(A) Paternity Leave for a period of fifteen days may also be granted to a male employee with less
than two surviving children in a case where fatherhood is a result of surrogacy, within six months from the
day the custody of the child is given to him.]
Provided that the Competent Authority may relax the period of commencement of leave due to exigency of
work.
(3) During the period of Paternity Leave, the employee shall be paid leave pay.
(4) Paternity Leave may be combined with any kind of leave other than Casual Leave and Special
Casual Leave.
(5) The employee shall avail of the entire Paternity Leave at one time during the eligible period as
mentioned in sub-regulations (1) and (2), as the case may be;
Provided that the requirement of availing of the entire Paternity Leave at one time shall not apply to an
employee recalled from Paternity Leave.
Accident leave
47. (1) Accident leave may be granted to an employee who sustains an injury in the course of the performance of
her duties, for the period for which leave is certified by the Medical Officer of the Authority to be necessary
for recovery from the injury;
Provided that where the Medical Officer of the Authority is not available, a certificate from a registered
medical practitioner may be accepted, subject to the satisfaction of the Competent Authority.
(2) Accident leave would also be admissible to an employee, who meets with an accident while on tour / duty
in connection with the official work of the Authority, subject to the period for which leave is necessary for
recovery from the injury being certified either by the Medical Officer of the Authority or registered medical
practitioner.
(3) The Competent Authority may, at the option of the employee, grant any other kind of leave as admissible
to her for the period as per the Medical Certificate and also in combination with or in continuation of any
accident leave sanctioned.
(4) An employee on accident leave shall, for the first four months thereof, draw a pay equal to her leave pay
and half leave pay for the rest of the period.
Extraordinary leave
48. (1) Extraordinary leave may be granted to an employee for a period not exceeding 90 days at one
occasion and 360 days during the entire period of service, when no other leave is due to her and when, having
regard to her length of service, sick or special leave is not considered justified by the Competent Authority.
(2) The Competent Authority may grant extraordinary leave in combination with or in continuation of
leave of any other kind admissible to an employee and may also retrospectively commute her period of
absence without leave into extraordinary leave.
(3) No pay and allowances shall be admissible to an employee during the period of extraordinary leave
and the period spent on such leave shall not count for increments;
Provided that in cases where the Competent Authority is satisfied that the leave was taken on account of
illness or due to any other extraordinary circumstances beyond the control of the employee, it may grant
extraordinary leave beyond the limits specified in sub-regulation (1) and may also direct that the period of
such leave be counted for increments.
Special leave
49. (1) An employee may be granted special leave on private affairs for a period not exceeding 360 days
during her full period of service;
Provided that special leave may not be admissible if the employee has ordinary leave to her credit;
Provided further that an employee may be granted special leave if she is suffering from a disease requiring
prolonged treatment and she has no ordinary leave or sick leave at her credit and is also not eligible for any
other kind of leave;
Provided also that if special leave is granted for reasons other than on medical grounds, such period shall not
be counted for increment and seniority.
(2) Where an employee is absent from duty on account of quarantine, the Competent Authority may, at
the request of the employee, treat such absence up to a maximum of 90 days as ordinary, sick or special leave
if such leave is otherwise permissible.
Explanation. – For removal of doubts, it is clarified that special leave under this sub-regulation may be
availed of even if ordinary leave is admissible.
(3) Special leave shall be on half (1/2) leave pay, which shall be reduced, except with the special
sanction of the Chairperson, to quarter (1/4) of leave pay after six months.
Study Leave:
50. (1) The Chairperson may sanction study leave to a whole-time employee of the Authority for the
purpose of upgradation of the knowledge and skills in the relevant fields, for a maximum period of twenty four (24) months during the entire service period;
Provided that no whole-time employee shall be eligible for grant of study leave unless she has completed a
minimum of three (3) years of continuous service in the Authority;
Provided that such study leave may be combined with other kinds of leave, subject to the condition that the
total period of absence from regular duties, when combined with any other type of leave (except
extraordinary leave), shall not exceed twenty-eight (28) months.
(2) A whole-time employee granted study leave may be required to execute a bond to serve the
Authority for a specified period upon the expiry of the sanctioned study leave.
Joining Time and incidental matters
51. (1) Joining time may be granted by the Competent Authority, to an employee when transferred to a
different centre from the current place of posting.
(2) The benefit of joining time shall also be admissible to officers joining the Authority on deputation
from other organisations, as per the mutually agreed terms and conditions between the Authority and the
lending organisation.
(3) The Joining time admissible to an employee shall not exceed seven (7) days, exclusive of journey
time in the entitled mode of travel.
(4) For calculating the joining time, the day on which the employee is relieved from her old centre shall
be excluded, and public holidays following such day shall be included in the joining time.
Explanation. — For the removal of doubts it is clarified that the day of relieving from the old centre
shall not be counted for the purpose of calculating the joining time.
(5) Holidays falling between the date of relieving from the previous organisation or place of posting and
the date of reporting to the new organisation or place of posting shall be deemed to form part of joining time.
(6) Joining time shall not be granted when no change in the headquarters or centre of an employee is
involved:
Provided that in such cases, any intervening holidays between the date of relieving and joining shall be
treated as part of the joining time.
(7) The pay and allowances of an employee during the period of joining time shall be equal to the pay
and allowances drawn by her in her previous post.
(8) Where an employee on transfer does not avail of the admissible joining time, or her joining time has
been curtailed due to exigencies of Authority’s service, she may be allowed to avail of the Special Casual
Leave to the extent of unavailed joining time subject to a maximum of seven (07) days, at any time after the
date of reporting at new centre but before the completion of a period of six (06) months or such other
extended period as may be permitted by the Chairperson.
Explanation. - For removal of doubts it is clarified that Saturdays/Sundays/holidays prefixed to Special
Casual Leave in lieu of joining time shall be excluded, whereas Saturdays/Sundays/holidays falling within
such period shall be reckoned as Special Casual Leave.
(9) Where an employee does not avail the entire joining time including special casual leave referred to
in sub-regulation (8) or the same has been curtailed due to exigencies of Authority’s service, the unavailed
joining time will be added to the Ordinary Leave account of the employee.
(10) An employee who fails to join her post within the joining time allowed, shall be deemed to have
committed a breach of Regulation 65.
CHAPTER VI
CONDUCT, DISCIPLINE AND APPEALS
Scope of an employee’s service
52. Unless otherwise specified or directed, the whole time of an employee shall be at the disposal of the
Authority, and she shall serve the Authority in its business in such capacity and at such place as may from
time to time be directed.
Liability to abide by Regulations and Orders
53. An employee shall conform to and abide by these regulations and shall observe, comply with and obey all
orders and directions which may be given to her from time to time by any person or persons under whose
jurisdictions, superintendence or control she may, for the time being be placed.
Obligation to maintain secrecy
54. (1) An employee shall maintain strictest secrecy regarding the Authority’s affairs and shall not divulge
or disclose, directly or indirectly, any information of a confidential nature or relating to the working of the
Authority to any person, including the employees of the Authority, unless compelled to do so by a judicial
Authority, a law enforcement agency, or instructed in writing to do so by a superior officer.
(2) No employee shall make use of any information emanating from the Authority or otherwise which
has come to her knowledge in the discharge of her official duties, for her personal benefit or for the benefit of
any other person including her friends or/and relatives.
(3) No employee shall communicate any unpublished price sensitive information to any other person
except when required to do so in the course of her official duties.
(4) An employee, before taking charge of her duties, shall make a declaration of fidelity and secrecy in
the FORM A annexed to these regulations.
Employees to promote Authority’s interest
55. (1) An employee shall serve the Authority honestly and faithfully and use her utmost endeavors to
promote the interest of the Authority, and shall also show utmost courtesy and attention in all transactions
and dealings with the public, with the officers of Government, and the Authority.
(2) An employee shall at all times: -
(a) maintain absolute integrity, good conduct and discipline;
(b) maintain devotion and diligence to duty; and
(c) do nothing which is unbecoming of an employee/a public servant.
(3) No employee shall in her official dealings with the public or otherwise adopt dilatory tactics or
willfully cause delays in disposal of the work assigned to her.
(4) No employee shall, in the performance of her official duties or in the exercise of powers conferred
on her, act otherwise than in her best judgment except when she is acting under the direction of her superior.
(5) An employee shall take all possible steps to ensure the integrity and devotion to duty of all persons
under her control and authority for the time being.
Prohibition against participation in politics and standing for election
56. No employee shall take active part in politics or in any political demonstration, or contest an election as
member of a Municipal Council, District Board or any other Local Body or any Legislative Body.
Prohibition against joining certain associations and strikes, etc.
57. No employee shall-
(a) Become or continue to be a member or office bearer of, or be otherwise directly or indirectly
associated with any trade union of employees of the Authority or a federation of such trade unions;
or
(b) Resort to, or in any way abet, any form of strike or participate in any violent, unseemly or indecent
demonstration in connection with any matter pertaining to her conditions of service or the conditions
of service of any other employee of the Authority.
Contributions to print, social and digital / electronic media or any other media in public domain
58. (1) No employee shall, except with the prior approval of the Competent Authority, contribute to the
print, social and digital / electronic media or any other media available in the public domain, or make public
or publish any document, paper or information which may come in her possession in her official capacity.
(2) No employee shall, except with the prior approval of the Competent Authority, publish or cause to
be published any book or any similar content of which she is the author or deliver talk or lecture in any public
meeting or otherwise;
Provided that no such approval is required, if such contribution or publication is of a purely literary, artistic,
scientific, professional, cultural, educational, religious or social character;
Provided further that wherever such approval is granted by the Competent Authority, the employee shall issue
a disclaimer to the effect that the views expressed therein are her own and are not endorsed by the Authority.
Employee not to solicit outside employment
59. No employee shall accept or solicit any outside employment or office, whether stipendiary or honorary,
without the previous sanction of the Competent Authority.
Employment after retirement
60. (1) No employee of the Authority who has retired from service shall, within a period of one year from
the date when she finally ceases to be in Authority’s service, accept or undertake a commercial employment
except with the previous approval in writing of the Competent Authority.
Explanation. 1 - For the purposes of this sub-regulation, “commercial employment” means:
(a) Employment in any capacity including that of an agent under a Company, Co-operative
Society, firm or individual engaged in trade or commercial, industrial or professional
business and also includes a directorship of such a company and partnership of such firm
but does not include employment under a body corporate wholly or substantially held or
controlled by the Government.
For the purposes of this clause, “employment under a cooperative society” includes
holding of any office, whether elective or otherwise such as that of President, Chairman,
Manager, Secretary, Treasurer and the like, by whatever name called, in such society
(b) Setting up a practice, either independently or as partner of a firm, as adviser or consultant
in matters in respect of which the retired officer -
(i) has no professional qualifications and the matters in respect of which the practice
is to be set up or is carried on as relatable to her official knowledge or experience;
(ii) the matters in respect of which such practice is to be set up are such as are likely to
give her clients an unfair advantage by reason of her previous official position; or
(iii) undertaking work involving liaison or contact with the offices or officers of the
Authority and/or Government.
(2) Notwithstanding anything contained in sub-regulation (1), no employee of the Authority, including
employees on contract, shall within a period of one year from the date that she finally ceases to be in
Authority’s service, accept or undertake an employment or be in any manner associated with the entities
registered/licenced/recognised/authorised by the Authority, except with the prior written approval of the
Competent Authority;
Provided that the employee would be required to seek fresh approval from the Competent Authority in the
event of seeking employment with or associating in any other manner with another entity
registered/licenced/recognised/authorised by the Authority within the said period of one year.
(3) The Competent Authority while deciding such request shall have due regard to its appropriateness,
including the dealings which the employee may have had with the said regulated entity while in the services
of the Authority; and may impose such conditions as may be necessary including prohibiting the employee
from representing the regulated entity in any manner before the Authority.
(4) The approval or refusal, as the case may be, under this regulation shall be communicated to the
employee by the Competent Authority within a period of 30 days from the date of receipt of the application
for such approval, failing which the approval shall be deemed to have been granted;
Provided that before refusing approval, the Competent Authority shall give an opportunity to make written
submissions, to the employee concerned.
Employment of family members with an Unit in International Financial Services Centres (‘IFSC Unit’)
regulated by the Authority
61. (1) No employee shall use her position or influence directly or indirectly to secure employment of any
person related, whether by blood or marriage, to the employee or to the employee’s spouse, in any IFSC Unit
regulated by the Authority, whether such person is dependent on the employee or not.
(2) An employee shall report to the Competent Authority in case her own son/daughter or any other
member of her family accepts employment in any IFSC Unit regulated by the Authority, or its Parent , with
which she has official dealings, or in any other entity having official dealings with the Authority.
Explanation – For the purpose of this sub-regulation, the terms “parent” shall mean an entity which has a
controlling or majority interest in such IFSC Unit giving it the right to control such IFSC Unit’s operations.
Giving evidence
62. (1) Save as provided in sub-regulation (3) no employee shall, except with the previous approval of the
Competent Authority, give evidence in connection with any enquiry conducted by any person, committee or
authority.
(2) Where an approval has been accorded under sub-regulation (1), no employee giving such evidence
shall criticize the policy or any action of the Central Government or State Government or the Authority.
(3) Nothing in this regulation shall apply to any evidence given
(a) at any enquiry before an authority appointed by the Central Government, State
Government, Parliament or a State Legislature; or
(b) in any judicial enquiry; or
(c) at any departmental enquiry ordered by the Competent Authority.
Seeking to influence
63. No employee shall bring or attempt to bring any political or other outside influence to bear upon any superior
authority to further her interests in respect of matters pertaining to her services in the Authority.
Part-time work
64. (1) No employee shall undertake any part-time work for a private or public body or a private person, or
accept any fee therefor, without the prior approval of the Competent Authority.
Provided that such approval shall be granted only in exceptional cases, where the Competent Authority is
satisfied that the said work can be undertaken without detriment to her official duties and responsibilities of
the said employee.
(2) The Competent Authority may, in cases where she deems fit to grant such sanctions, stipulate that
any fees, or payment received by the employee for undertaking the work shall be paid, in whole or in part, to
the Authority.
Employee not to be absent from duty without permission, or be late in attendance
65. (1) An employee shall not absent herself from her duties without having first obtained the permission of
the Competent Authority, nor shall absent herself in case of sickness or accident without submitting a
requisite medical certificate, wherever required.
(2) An employee who absents herself from duty without leave or overstays her leave, except under
circumstances beyond her control for which she must tender a satisfactory explanation, shall not be
entitled to draw any pay and allowances during such absence or overstay, and shall further be liable to
such disciplinary measures as the Competent Authority may deem fit.
(3) The period of such absence or overstay may, if not followed by discharge under sub-regulation (5) of
Regulation 12 or compulsory retirement or removal or dismissal under Regulation 87, be treated as
period spent on extraordinary leave.
(4) An employee who is habitually late in attendance shall, in addition to such other penalties as the
Competent Authority may deem fit to impose, have one day of casual leave forfeited for every three days she
is late in a month;
Provided that where no casual leave is due, the period of leave to be so forfeited may be treated as ordinary
or extraordinary leave, as may be determined by the Competent Authority.
Absence from station
66. An employee, if so required by the Competent Authority, must not absent herself from her station overnight
without obtaining previous sanction of her superior;
Provided that if for any genuine reason, it is not possible for an employee to obtain such permission in
advance, she shall intimate her absence to such Competent Authority within 24 hours of such absence.
Explanation.- For avoidance of doubts, it is hereby clarified that the term ‘station’ shall include the place of
posting of the employee and such other contiguous areas as may be specified by the Competent Authority.
Acceptance of gifts
67. (1) An employee shall not solicit or accept any gift or permit any member of her family or any person
acting on her behalf to accept any gift from any person with whom the employee has or is likely to have
official dealings either directly or indirectly, or from any subordinate employee.
Explanation: - For avoidance of doubts, it is clarified that:
(a) The expression “gift” shall include free transport, boarding, lodging or other service or any other
pecuniary advantage when provided by any person other than a near relative or a personal friend
having no official dealings with the employee or with the Authority.
(b) A casual meal, lift or other social hospitality shall not be deemed to be a gift.
(c) Books, mementoes, or similar tokens received in the normal course of official events, conferences,
workshops, or protocol functions shall also not be treated as gifts, provided they are of a customary
nature and of nominal value.
(2) An employee shall avoid acceptance of lavish or frequent hospitality from any individual or entity
having official dealings with the employee or with the Authority.
(3) On occasions such as marriages, anniversaries, funerals or religious functions when the gifting is in
conformity with the prevailing religious or social practice, an employee may accept gifts from her personal
friends having no official dealing with her or with the Authority, but in such a case, shall make a report to
the Competent Authority if the value of such gifts exceeds Rs. 25,000.
(4) An employee shall not—
(a) Give or take or abet the giving or taking of dowry; or
(b) Demand directly or indirectly from the parents or guardians of a bride or bridegroom, as
the case may be, any 'dowry’.
Explanation — In this Regulation, the term 'dowry' shall have the same meaning as in the Dowry
Prohibition Act, 1961.
Private trading
68. No employee shall engage in any commercial business or pursue it either on her own account or as agent for
others, nor act as an agent for an insurance company nor shall she be connected with the formation or
management of a joint stock company.
Explanation - Canvassing by an employee in support of the business of insurance agency or commission
agency carried on or managed by a member of her family shall be deemed to be a breach of this Regulation.
Restrictions on dealing in the financial products and financial instruments, including those traded in the
International Exchanges recognised by the Authority
69. (1) No employee shall use her position to get a favorable return or profit, by whatever name called, than
the prevalent market norm, by availing financial services from an IFSC Unit.
(2) No employee shall avail of any financial service from an IFSC Unit in relation to a financial product
regulated by the Authority wherein she is in possession of unpublished price sensitive information about such
financial product.
Provided that direct or indirect investment in commodity derivatives, equity and equity related instruments
including convertible debentures and warrants except units of Mutual Funds, non-convertible bonds and non convertible debentures, and in rights issues in respect of the shares already held by them, and such
instruments are solely listed on recognised stock exchanges in IFSC by an employee is not permitted.
(3) These restrictions shall apply to-
(a) Investments made by the employees,
(b) Investments made by dependent children or other wards managed by the employee as a
guardian, and
(c) Investment made by spouses, dependent parents and dependent parents-in-law of the
employee out of the moneys received from the employee.
Speculation in stocks, shares, investments etc.
70. (1) An employee shall not indulge in badla trading or trade, speculate in stocks, shares, securities or
commodities of any description.
(2) No employee shall, when in knowledge of unpublished price sensitive information, encourage any
person to deal in the financial products or financial services to which it relates.
(3) Each employee is deemed to be an "insider" within the meaning of the Securities and Exchange
Board of India (Prohibition of Insider Trading) Regulations, 2015, as amended from time to time or such
other regulations notified in this regard by the Authority and the provisions of the Securities and Exchange
Board of India (Prohibition of Insider Trading) Regulations, 2015, as amended from time to time or such
other regulations notified in this regard by the Authority shall be applicable to each employee of the
Authority.
Movable, immovable and valuable property
71. (1) An employee shall make a declaration of her assets and liabilities as specified from time to time
under the Lokpal and Lokayuktas Act, 2013 (1 of 2014);
Provided that till the time the manner of such declaration is specified under Lokpal and Lokayuktas Act,
2013 (1 of 2014), an employee shall declare her assets and liabilities in the manner as specified from time to
time, with the approval of the Competent Authority.
(2) No employee shall, except with the previous intimation to the Competent Authority, acquire or
dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise either in her own
name or in the name of any member of her family;
Provided that the previous sanction of the Competent Authority shall be obtained by the employee if any
such transaction is with a person having official dealings with the employee.
(3) Where an employee enters into a transaction in respect of movable property either in her own name
or in the name of the member of her family, she shall within 30 days from the date of such transaction, report
the same to the Competent Authority, if the value of such property exceeds such amount as may be specified
by the Competent Authority;
Provided that the previous sanction of the Competent Authority shall be obtained by the employee if any
such transaction is with a person having official dealings with the employee.
(4) The Competent Authority may, at any time, by general or special order require an employee to
furnish within a period specified in the order, a full and complete statement of such movable or immovable
property held or acquired by her or on her behalf or by any member of her family, as may be specified in the
order;
Provided that such statement shall, if so required by the Competent Authority, include the details of the
means by which or the source from which such property was acquired.
Lending and Borrowings
72. No employee shall in her individual capacity: -
(a) borrow or permit any of her dependent family members to borrow, or otherwise place herself or her
dependent family member under a pecuniary obligation to a broker or a money lender or a
subordinate being an employee of the Authority or any person, association of persons, firm,
company or institution, whether incorporated or not, having dealings with the Authority;
(b) Incur debts at a race meeting;
(c) lend money in private capacity to IFSC Unit or have personal dealings with such entity for availing
of any financial service from it in relation to a financial product regulated by the Authority ; and
(d) Guarantee in her private capacity the pecuniary obligations of another person or agree to indemnify
in such capacity another person from loss except with the previous permission of the Competent
Authority;
Provided that an employee may obtain a loan from a cooperative credit society of which she is a
member or stand as surety in respect of a loan taken by another member from a cooperative credit
society of which she is a member.
Provided further that subscribing to any debt instrument of an IFSC Unit shall not be construed as
lending money to such IFSC Unit.
Provided also that investment made or transactions undertaken by an employee in accordance with
sub-regulation (1) of regulation 69 shall not be construed as personal dealings for the purposes of
this regulation.
Demonstrations
73. No employee shall engage herself or participate in any demonstration which is prejudicial to the interest of
the Authority, sovereignty and integrity of India, the security of the State, friendly relations with foreign
States, public order, decency, morality, or which involves contempt of court, defamation or incitement of an
offence.
Joining of Association prejudicial to the interest of the country
74. No employee shall join or continue to be a member of an association, the objects or activities of which are
prejudicial to the interests of the Authority, sovereignty and integrity of India, public order or morality.
Raising of subscriptions
75. No employee shall, except with the previous sanction of the Competent Authority, ask for or accept a
contribution to or otherwise associate herself with the raising of any funds or other collections in cash or in
kind in pursuance of any objective whatsoever.
Not to misuse official position
76. (1) No employee shall;
(a) Encourage representatives of any outside agencies to meet her at her residence/temporary
headquarters while on tour, or for discussion on official matters;
(b) Engage in oral clarifications and personal discussions with an IFSC Unit or public on
matters relating to official dealings, except where necessary, while keeping her superior
informed about such discussion, and shall ordinarily ensure that all such communications
are conducted in writing as normal practice;
(c) Seek or accept any favour for herself or her family members, friends or associates from any
IFSC Unit; and
(d) Involve in any type of activities/favors and physical facilities so as to place herself in an
embarrassing position in the discharge of duties with integrity and fairness.
(2) An employee is strictly prohibited from using her official position for any personal favor for herself
or her family members or her relatives or friends.
Prohibition on participating in auction conducted by the Authority in pursuance of recovery proceedings.
77. No employee shall participate, either directly or indirectly, in an auction conducted by the Authority for sale
of movable or immovable properties in pursuance of recovery proceedings initiated, if any, under the Act or
any enactments listed in the First Schedule to the Act.
Consumption of Intoxicating Drinks and Drugs
78. (1) An employee shall strictly abide by law relating to intoxicating drinks or drugs in force in an area in
which she may happen to be posted for the time being.
(2) It is also the duty of the employee to ensure that:
(a) She takes due care that the performance of her duty is not affected in any way by the
influence of any intoxicating drink or drug;
(b) She does not appear in public place in a state of intoxication;
Explanation. - For the purposes of this Regulation, the term “Public place” would include
public conveyances and all other places to which the public have or are permitted to have
access, whether on payment or otherwise; except such places where the employee is
lawfully permitted to consume them under a valid licence or permit.
(c) She does not habitually use any intoxicating drink or drug in excess.
Employees in debt
79. (1) An employee shall so manage her private affairs as to avoid habitual indebtedness or insolvency.
(2) An employee against whom any legal proceeding is instituted for the recovery of any debt due from
her or for adjudging her as an insolvent, shall forthwith report the full facts of the legal proceedings to the
Competent Authority.
(3) An employee who is in debt shall furnish to the Competent Authority a signed statement of her
position half-yearly on the 30th June and 31st December and shall indicate in the statement the steps she is
taking to rectify her position.
(4) An employee who makes a false statement under this Regulation or who fails to submit the specified
statement or appears unable to liquidate her debts within a reasonable time, or applies for the protection of an
insolvency court, shall be liable to disciplinary action.
Explanation 1.- For the purpose of this Regulation, an employee shall be deemed to be in debt if her total
liabilities exclusive of those which are fully secured exceed her substantive pay for twelve months.
Explanation 2.- An employee shall be deemed to be unable to liquidate her debts within a reasonable time, if
it appears, having regard to her personal resources and unavoidable current expenses, that she will not cease
to be in debt within a period of two years.
Employees arrested for non-payment of debt or on criminal charges
80. (1) Save as otherwise provided under these regulations, an employee who is arrested for non-repayment
of debt or on a criminal charge or is detained in pursuance of any process of law, shall be considered to be
under deemed suspension from the date of her arrest or of her detention, as the case may be, up to such date
or such other period as the Competent Authority may direct.
(2) For the period during which an employee is considered to be under deemed suspension, she shall be
allowed payment as admissible under sub-regulation (10) of Regulation 86.
(3) Any payment made to an employee under sub-regulation (2) shall be subject to adjustment of her
pay and allowance, depending on the circumstances of the case and in the light of the decision as to whether
such period is to be accounted for as a period of duty or leave;
Provided that full pay and allowance shall be admissible for such period only if the employee-
(a) is treated on duty during such period; and
(b) is acquitted of all accusations/charges or satisfies the Competent Authority that she had not
been guilty of improper conduct which led to her detention.
(4) An employee shall be liable to be dismissed or to any of the other penalties referred to in Regulation
87 if she is committed to prison for debt or is convicted for an offence which, in the opinion of the Competent
Authority, either involves:
(a) gross moral turpitude; or
(b) has a bearing on any of the affairs of the Authority or on the discharge by the employee of her duties
with the Authority.
Explanation. – For avoidance of doubt, it is clarified that:
(a) The opinion of the Competent Authority under this sub-regulation, shall be conclusive and binding on
the employee; and
(b) Such dismissal or penalty may be imposed with effect from the date of such committal to prison or
conviction, as the case may be, and the provisions of Regulations 88 and 90 shall not apply to such cases.
(5) Where an employee has been dismissed under sub-regulation (4) and the related conviction is set
aside by a higher court acquitting the employee, she shall be reinstated in service.
Explanation.- For the purposes of this Regulation, committal or conviction shall include committal or
conviction by the lowest court or any appellate court.
(6) Where the absence of an employee from duty without leave or her overstay is due to her having
been arrested for debt or on a criminal charge or to her having been detained in pursuance of any process of
law, the provisions of Regulation 65 shall also apply and for the purpose of that regulation as so applied, the
employee shall be treated as having absented herself without leave or, as the case may be, overstayed,
otherwise than under circumstances beyond her control.
Vindication of acts and character of employee
81. (1) No employee shall, except with the previous sanction of the Competent Authority, have recourse to
any Court or to the press for the vindication of any official act which has been the subject matter of adverse
criticism or an attack of a defamatory character;
Provided that if no such sanction is received by the employee within a period of 30 (thirty) days from the date
of receipt of her request by the Competent Authority, she shall be free to assume that the permission as
sought for has been granted to him.
(2) Nothing in this regulation shall be deemed to prohibit an employee from vindicating her private
character or any act done by her in private capacity and where any action for vindicating her private character
or any act done by her in private capacity is taken, the employee shall submit a report to the Competent
Authority regarding such action.
Not to address appeals, representations, petitions to outside Authority or person
82. No employee shall address any appeal, representation or petition to any outside authority or person in respect
of a matter pertaining to her service in the Authority, and any such act shall be deemed to constitute breach of
discipline.
Criticism of Authority or Government
83. No employee shall, in any broadcast, telecast through any electronic media, any document published in her
own name or anonymously, pseudonymously, in the name of any other person, in any communication to the
press, or in any public utterance, make any statement of fact or opinion which has the effect of an adverse
criticism of any current or recent policy or action of the Authority or the Government.
Not to misuse residential accommodation or other facilities
84. (1) An employee shall not misuse any facility or concession granted by the Authority including the
allotted residential accommodation, if any.
(2) Save as otherwise expressly permitted by the Authority, no employee shall, sub-let, lease or
otherwise allow occupation by any other person, of Authority’s residential accommodation allotted to her, if
any.
(3) An employee if allotted a residential accommodation, shall vacate the same after the determination /
cancellation of her allotment, within the time limit specified by the allotting Authority.
Prohibition of Sexual Harassment of Women Employee at Work Place
85. (1) No employee shall indulge in any act of sexual harassment of any women employee at the
workplace.
(2) For the purpose of sub-regulation (1), sexual harassment shall have the same meaning as assigned
to it in the Sexual Harassment of Women at WorkPlace (Prevention, Prohibition and Redressal) Act, 2013
(3) Any complaint of violation of sub-regulation (1) shall be dealt with by the Internal Complaints
Committee set up by the Authority in accordance with the Sexual Harassment of Women at Work Place
(Prevention, Prohibition and Redressal) Act, 2013 and the rules framed thereunder, provisions of which shall
prevail in case of any conflict with these regulations.
(4) The Internal Complaints Committee may evolve its own procedure for dealing with complaints
received by it.
(5) When the Internal Complaints Committee is of the opinion that there are grounds for inquiring into
the truth of any such complaint, it shall initiate an inquiry into the truth thereof, after recording the reasons
therefor.
(6) Any inquiry initiated by the Internal Complaints Committee under sub-regulation (5) pursuant to
any such complaint, shall be deemed to be an inquiry within the meaning of regulation 88 and accordingly
the Internal Complaints Committee shall be deemed to be an inquiry officer in respect of such complaint and
shall have all the powers, and perform the functions and duties of an inquiry officer as provided in the said
regulation;
Provided that, the proceedings shall be held in accordance with these regulations, subject to the following
modifications, namely: —
(i) that the charges shall be framed and communicated to the employee by the Internal Complaints
Committee (instead of the Competent Authority) under sub-regulation (3) of Regulation 88; and
(ii) the written statement of defence of the employee shall be submitted to the Internal Complaints
Committee (instead of to the Competent Authority) in terms of Regulation 88(4)(b).
(7) The findings of the Internal Complains Committee shall be in the form of a report, which complies
with the requirements of sub-regulation (23) of regulation 88 and such report shall be deemed to be an
inquiry report for the purposes of these regulations.
(8) Nothing contained in this regulation shall be construed to prejudice the powers of the Internal
Complaints Committee to provide counseling or other support service to the complainant.
(9) The Competent Authority shall be the disciplinary authority with regard to initiation of disciplinary
proceedings and imposing penalties for proven violation of sub-regulation (1).
Suspension
86. (1) The appointing authority or any authority to which it is subordinate, or the disciplinary authority or
any other authority empowered in that behalf by the Authority, by general or special order, may place an
employee under suspension-
(a) where a disciplinary proceeding against her is contemplated or is pending; or
(b) where, in the opinion of the aforesaid authority, she has engaged herself in activities
prejudicial to the interest of the security of the State; or
(c) where a case against her in respect of any criminal offence is under investigation, inquiry
or trial.
2. An employee shall be deemed to have been placed under suspension by an order of appointing
authority -
(a) with effect from the date of her detention, if she is detained in custody, whether on a
criminal charge or otherwise, for a period exceeding forty-eight hours; or
(b) with effect from the date of her conviction, if, in the event of a conviction for an offence,
she is sentenced to a term of imprisonment exceeding forty-eight hours and is forthwith
not dismissed or removed or compulsorily retired consequent to such conviction.
Explanation. - The period of forty-eight hours referred to in clause (b) of this sub regulation shall be computed from the commencement of the imprisonment after the
conviction and for that purpose, intermittent periods of imprisonment, if any, shall be taken
into account.
3. Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an
employee under suspension, is set aside in appeal or on review under these regulations and the case is
remitted for further inquiry or action or with any other directions, the order of her suspension shall be deemed
to have continued in force on and from the date of the original order of dismissal, removal or compulsory
retirement and shall remain in force until further orders.
4. Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an
employee is set aside or declared or rendered void in consequence of or by a decision of a court of law, and
the disciplinary authority, on a consideration of the circumstances of the case, decides to hold a further
inquiry against the employee on the allegations on which the penalty of dismissal, removal or compulsory
retirement was originally imposed, the employee shall be deemed to have been placed under suspension by
the appointing authority from the date of the original order of dismissal, removal or compulsory retirement
and shall continue to remain under suspension until further orders;
Provided that no such further inquiry shall be ordered unless it is intended to meet a situation where the Court
has passed an order purely on technical grounds without going into the merits of the case.
5. Subject to the provisions of sub-regulation (7), an order of suspension made or deemed to have been
made under this regulation shall continue to remain in force until it is modified or revoked by the Competent
Authority.
6. Where an employee is suspended or is deemed to have been suspended (whether in connection with
any disciplinary proceeding or otherwise), and any other disciplinary proceeding is commenced against her
during the continuance of that suspension, the authority competent to place her under suspension may, for
reasons to be recorded in writing, direct that the employee shall continue to be under suspension until the
termination of all or any of such proceedings.
7. An order of suspension made or deemed to have been made under this regulation may at any time be
modified or revoked by the authority which made or is deemed to have made the order or by any authority to
which that authority is subordinate.
8. An order of suspension made or deemed to have been made under this regulation shall be reviewed
by the authority, which is competent to modify or revoke the suspension, before expiry of ninety days from
the effective date of suspension, on the recommendation of the Review Committee constituted for the
purpose, and such authority shall pass orders either extending or revoking the suspension; and such
suspension shall thereafter be reviewed before the expiry of each extended period, provided that such
extension shall be for a period exceeding one hundred and eighty days at a time.
9. An order of suspension made or deemed to have been made under sub-regulation (1) or (2) of this
Regulation shall not be valid after a period of ninety days unless it is extended after review, for a further
period before the expiry of ninety days;
Provided that no such review of suspension shall be necessary in the case of deemed suspension under sub regulation (2), if the employee continues to be under suspension at the time of completion of ninety days of
suspension and the ninety days period in such case will count from the date the employee detained in custody
is released from detention or the date on which the fact of her release from detention is intimated to her
appointing authority, whichever is later.
10. During such suspension, the employee shall receive subsistence allowance equal to:
(a) her substantive pay and fifty percent of allowance thereon, for the first six months of
suspension; and
(b) her substantive pay and seventy-five percent of allowances thereon for the period of
suspension beyond six months;
Provided that the enhanced rate of subsistence allowance specified under sub-clause (b) shall be admissible
only if the enquiry is not delayed for reason attributable to the concerned employee or any of her
representatives;
Provided further that if no penalty under Regulation 87 is imposed, the employee shall be refunded the
difference between the subsistence allowance and the emoluments which she would have received but for
such suspension, for the period she was under suspension, and that, if a penalty is imposed on her under
Regulation 87, no order shall be passed which shall have the effect of compelling her to refund such
subsistence allowance.
Explanation. -For removal of doubts, it is clarified that, the period during which an employee is under
suspension shall, if she is not dismissed or removed or compulsorily retired from service, be treated as period
spent on duty or leave as the authority who passes the final order may direct.
Penalties
87. (1) Without prejudice to the other provisions of these regulations, an employee who commits a breach of any
regulation of the Authority or who displays negligence, inefficiency or indolence, or who knowingly does
anything detrimental to the interests of the Authority or in conflict with its instructions, or who commits a
breach of discipline or is guilty of any other act of misconduct, shall be liable to the following penalties:
(a) Minor Penalties –
(i) censure;
(ii) withholding of promotion;
(iii) recovery from her pay of the whole or part of any pecuniary loss caused by her to the Authority by
negligence or breach of orders;
(iv) reduction to lower stage in the time-scale of pay by one stage for a period not exceeding three
years, without cumulative effect and not adversely affecting her pension, if admissible;
(v) withholding of increments of pay.
(b) Major Penalties –
(i) save as provided for in sub-clause (iv) of clause (a) of sub-regulation (1), reduction to a lower stage
in the timescale of pay for a specified period, with further directions as to whether or not the
employee will earn increments of pay during the period of such reduction and whether on the expiry
of such period, the reduction will or will not have the effect of postponing the future increments of
her pay;
(ii) reduction to lower time-scale of pay, grade, post or service for a period to be specified in the order
of penalty, which shall be a bar to the promotion of the employee during such specified period to
the time-scale of pay, grade, post or Service from which she was reduced, with direction as to
whether or not, on promotion on the expiry of the said specified period –
(a) the period of reduction to time-scale of pay, grade, post or service shall operate to postpone
future increments of her pay, and if so, to what extent; and
(b) the employee shall regain her original seniority in the higher time scale of pay, grade, post or
service;
(iii) compulsory retirement;
(iv) removal from service which shall not be a disqualification for future employment with the
Authority;
(v) dismissal from service which shall ordinarily be a disqualification for future employment with the
Authority;
Provided that, in every case in which the charge of possession of assets disproportionate to known sources of income or the charge of acceptance from any person of any gratification, other than legal
remuneration, as a motive or reward for doing or forbearing to do any official act is established, the
penalty mentioned in clause (iv) or clause (v) shall be imposed;
Provided further that in any exceptional case and for special reasons recorded in writing, any other
penalty may be imposed.
Provided that nothing contained in this regulation shall limit the power of the Competent Authority
to direct recovery from an employee of the amount of pecuniary loss caused to the Authority by all
means available to the Authority under the law including, to the extent permissible, from such
amounts due from the Authority and payable to the employee, in addition to recovery of such loss
from the pay, howsoever that the total amount so recovered does not exceed the amount of pecuniary
loss quantified.
Explanation. — The following shall not amount to a penalty within the meaning of this Regulation,
namely:—
(a) withholding of increments of pay of an employee for her failure to pass any departmental
examination in accordance with the regulations or certification courses specified by the
Authority;
(b) stoppage of an employee at the efficiency bar in the timescale of pay on the grounds of her
unfitness to cross the bar;
(c) non-promotion of an employee, whether in a substantive or officiating capacity, after
consideration of her case, to a grade or post for promotion to which she is eligible;
(d) reversion of an employee officiating in a higher grade, or post to a lower grade or post, on
the grounds that she is considered to be unsuitable for such higher grade or post or on any
administrative ground unconnected with her conduct;
(e) reversion of an employee, appointed on probation to any other grade or post, to her previous
grade or post during or at the end of the period of probation in accordance with the terms of
her appointment or the regulations and orders governing such probation;
(f) compulsory retirement of an employee in accordance with the provisions relating to her
superannuation or retirement;
(g) termination of the services—
(i) of an employee appointed on probation, during or at the end of the period of her probation,
in accordance with the terms of her appointment or the regulations and orders governing
such probation; or
(ii) of an employee appointed in a temporary capacity otherwise than under a contract or
agreement, on the expiration of the period for which she was appointed, or earlier in
accordance with the terms of her appointment;
(iii)of an employee, employed under an agreement, in accordance with the terms of such
agreement.
(h) Any compensation awarded on the recommendation of the Internal Complaints Committee
inquiring into any complaint of sexual harassment within the meaning of the Sexual
Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act, 2013.
Procedure for imposing major penalties
88. (1) No order imposing any of the penalties specified in sub-clauses (i) to (v) of clause (b) of sub regulation (1) of Regulation 87 shall be made except after an inquiry held, as far as may be, in the manner
provided in this Regulation.
(2) Notwithstanding anything contained under these regulations, whenever the disciplinary authority is
of the opinion that there are grounds for inquiring into the truth of any imputation of misconduct or
misbehaviour against an employee, it may itself inquire into, or appoint under this regulation, an authority
(i.e., any other officer or any person not below the rank of retired District Judge, retired High Court Judge,
retired Joint Secretary to the Government of India, retired Secretary to any State Government, retired
Executive Director/CGM/GM/DGM or serving officer of two level above the Charged Officer, from any
Government of India/State Government or of any Financial Institution/Nationalized Bank/Reserve Bank of
India/SEBI/IRDAI/PFRDA) to inquire into the truth thereof;
Provided that where there is a complaint of sexual harassment within the meaning of the Sexual Harassment
of Women at Work Place (Prevention, Prohibition and Redressal) Act, 2013, the Internal Complaints
Committee established in the Authority for inquiring into such complaints, shall be deemed to be the
inquiring authority appointed by the disciplinary authority for the purpose of these regulations and the
Internal Complaints Committee shall hold, if separate procedure has not been prescribed for the Internal
Complaints Committee for holding the inquiry into the complaints of sexual harassment, the inquiry as far as
practicable in accordance with the procedure laid down in these regulations.
Explanation. —
(i) Where the disciplinary authority itself holds the inquiry, any reference in sub-regulation (7) to sub regulation (20) and in sub-regulation (22) to the inquiring authority shall be construed as a reference to
the disciplinary authority.
(ii) Where the disciplinary authority appoints a retired employee as inquiring authority, any reference in
sub-regulation (7) to sub-regulation (20) and in sub-regulation (22) shall include such authority.
(3) Where it is proposed to hold an inquiry against an employee under this regulation and Regulation
89, the disciplinary authority shall draw up or cause to be drawn up-
(a) the substance of the imputations of misconduct or misbehaviour into definite and distinct
articles of charge;
(b) a statement of the imputations of misconduct or misbehaviour in support of each article of
charge, which shall contain-
(c) a statement of all relevant facts including any admission or confession made by the
employee;
(d) a list of documents by which, and a list of witnesses by whom, the articles of charge are
proposed to be sustained.
(4) (a) The disciplinary authority shall deliver or cause to be delivered to the
employee a copy of the articles of charge, the statement of the imputations of misconduct
or misbehaviour and a list of documents and witnesses by which each article or charges is
proposed to be sustained.
(b) On receipt of the articles of charge, the employee shall be required to submit her written
statement of defence, if she so desires, and also state whether she desires to be heard in
person, within a period of fifteen days, which may be further extended for a period not
exceeding fifteen days at a time for reasons to be recorded in writing by the disciplinary
authority or any other authority authorised by the disciplinary authority on her behalf:
Provided that under no circumstances, the extension of time for filing written statement of
defence shall exceed forty-five days from the date of receipt of articles of charge.
(5) (a) On receipt of the written statement of defence, the disciplinary authority
may itself inquire into such of the articles of charge as are not admitted, or, if it considers it
necessary so to do, appoint, under sub-regulation (2), an inquiring authority for the
purpose, and where all the articles of charge have been admitted by the employee in her
written statement of defence, the disciplinary authority shall record its findings on each
charge after taking such evidence as it may think fit and shall act in the manner laid down
in Regulation 89.
(b) If no written statement of defence is submitted by the employee, the disciplinary authority may itself
inquire into the articles of charge, or may, if it considers it necessary to do so, appoint, under sub regulation (2), an inquiring authority for the purpose.
(c) Where the disciplinary authority itself inquires into any article of charge or appoints an
inquiring authority for holding an inquiry into such charge, it may, by an order, appoint an
employee or a legal practitioner, to be known as the "Presenting Officer" to present on its
behalf the case in support of the articles of charge.
Explanation- For the purposes of this Regulation, the expression ‘employee’ includes a
person who has ceased to be in service of the Authority.
(6) The disciplinary authority shall, where it is not the inquiring authority, forward to the inquiring
authority-
(a) a copy of the articles of charge and the statement of the imputations of misconduct or
misbehaviour;
(b) a copy of the written statement of the defence, if any, submitted by the employee;
(c) a copy of the statements of witnesses, if any, referred to in sub-regulation (3);
(d) evidence proving the delivery of the documents referred to in sub-regulation (3) to the
employee; and
(e) a copy of the order appointing the "Presenting Officer".
(7) The employee shall appear in person before the inquiring authority on such day and at such time
within ten working days from the date of receipt by the inquiring authority of the articles of charge and the
statement of the imputations of misconduct or misbehaviour, as the inquiring authority may, by notice in
writing, specify, in this behalf, or within such further time, not exceeding ten days, as the inquiring authority
may allow.
(8) (a) The employee may take the assistance of any other employee posted in
any office either at her place of posting or at the place where the inquiry is held, to present
the case on her behalf, but may not engage a legal practitioner for the purpose, unless the
Presenting Officer appointed by the disciplinary authority is a legal practitioner, or, the
disciplinary authority, having regard to the circumstances of the case, so permits;
Provided that the employee may take the assistance of any other employee posted at any
other centre, if the inquiring authority having regard to the circumstances of the case, and
for reasons to be recorded in writing, so permits.
Note : The employee shall not take the assistance of any other employee who has three
pending disciplinary cases on hand in which she has to give assistance.
(b) The employee may also take the assistance of a retired employee to present the case on her
behalf, subject to such conditions as may be specified by the Competent Authority from
time to time by general or special order.
(9) If the employee who has not admitted any of the articles of charge in her written statement of
defence or has not submitted any written statement of defence, appears before the inquiring authority, such
authority shall ask her whether she is guilty or has any defence to make and if she pleads guilty to any of the
articles of charge, the inquiring authority shall record the plea, sign the record and obtain the signature of the
employee thereon.
(10) The inquiring authority shall return a finding of guilt in respect of those articles of charge to which
the employee pleads guilty.
(11) The inquiring authority shall, if the employee fails to appear within the specified time or refuses or
omits to plead, require the Presenting Officer to produce the evidence by which she proposes to prove the
articles of charge, and shall adjourn the case to a later date not exceeding thirty days, after recording an order
that the employee may, for the purpose of preparing her defence:
(a) inspect within five days of the order or within such further time not exceeding five days as
the inquiring authority may allow, the documents specified in the list referred to in sub regulation (3);
(b) submit a list of witnesses to be examined on her behalf;
Note : If the employee applies orally or in writing for the supply of copies of the
statements of witnesses mentioned in the list referred to in sub-regulation (3), the
inquiring authority shall furnish her with such copies as early as possible and in any case
not later than three days before the commencement of the examination of the witnesses on
behalf of the disciplinary authority.
(c) give a notice within ten days of the order or within such further time as the inquiring
authority may allow for the discovery or production of any documents which are in the
possession of Authority but not mentioned in the list referred to in sub-regulation (3).
Note : The employee shall indicate the relevance of the documents required by her to be
discovered or produced by the Authority.
(12) The inquiring authority shall, on receipt of the notice for the discovery or production of documents,
forward the same or copies thereof to the authority in whose custody or possession the documents are kept,
with a requisition for the production of the documents by such date as may be specified in such requisition:
Provided that the inquiring authority may, for reasons to be recorded by it in writing, refuse to requisition
such of the documents as are, in its opinion, not relevant to the case.
(13) On receipt of the requisition referred to in sub-regulation (12), every authority having custody or
possession of the requisitioned documents shall produce the same or issue a non-availability certificate before
the inquiring authority, as the case may be, within one month of the receipt of such requisition:
Provided that if the authority having the custody or possession of the requisitioned documents is satisfied for
reasons to be recorded by it in writing that the production of all or any of such documents would be against
the public interest or security of the State, it shall inform the inquiring authority accordingly and the inquiring
authority shall, on being so informed, communicate the information to the employee and withdraw the
requisition made by it for the production or discovery of such documents.
(14) On the date fixed for the inquiry, the oral and documentary evidence by which the articles of charge
are proposed to be proved shall be produced by or on behalf of the disciplinary authority, the witnesses shall
be examined by or on behalf of the Presenting Officer and may be cross-examined by or on behalf of the
employee; the Presenting Officer shall be entitled to re-examine the witnesses on any points on which they
have been cross-examined, but not on any new matter, without the leave of the inquiring authority; and the
inquiring authority may also put such questions to the witnesses as it thinks fit.
(15) If it shall appear necessary before the close of the case on behalf of the disciplinary authority, the
inquiring authority may, in its discretion, allow the Presenting Officer to produce evidence not included in the
list given to the employee or may itself call for new evidence or recall and re-examine any witness and in
such case the employee shall be entitled to have, if she demands it, a copy of the list of further evidence
proposed to be produced and an adjournment of the inquiry for three clear days before the production of such
new evidence, exclusive of the day of adjournment and the day to which the inquiry is adjourned; and the
inquiring authority shall give the employee an opportunity of inspecting such documents before they are
taken on the record; and the inquiring authority may also allow the employee to produce new evidence, if it is
of the opinion that the production of such evidence is necessary, in the interests of justice.
Note : New evidence shall not be permitted or called for or any witness shall not be recalled to fill up any gap
in the evidence. Such evidence may be called for only when there is an inherent lacuna or defect in the
evidence which has been produced originally.
(16) When the case for the disciplinary authority is closed, the employee shall be required to state her
defence, orally or in writing, as she may prefer; and where the defence is made orally, it shall be recorded,
and the employee shall be required to sign the record; and in either case, a copy of the statement of defence
shall be given to the Presenting Officer, if any, appointed.
(17) The evidence on behalf of the employee shall then be produced; and the employee, if she so prefers,
examine herself in her own behalf; and the witnesses produced by the employee shall then be examined and
be liable to cross-examination, re-examination and examination by the inquiring authority in accordance
with the provisions applicable to the witnesses for the disciplinary authority.
(18) The inquiring authority may, after the employee closes her case, and shall, if the employee has not
examined himself, generally question her on the circumstances appearing against her in the evidence for the
purpose of enabling the employee to explain any circumstances appearing in the evidence against him.
(19) The inquiring authority may, after the completion of the production of evidence, hear the Presenting
Officer, if any, appointed, and the employee, or permit them to file written briefs of their respective case, if
they so desire.
(20) If the employee to whom a copy of the articles of charge has been delivered, does not submit the
written statement of defence on or before the date specified for the purpose or does not appear in person
before the inquiring authority or otherwise fails or refuses to comply with the provisions of this regulation,
the inquiring authority may hold the inquiry ex parte.
(21) (a) Where a disciplinary authority competent to impose any of the penalties
specified in sub-clause (i) to (v) of clause (a) of sub-regulation (1) of Regulation 87 (but
not competent to impose any of the penalties specified in sub-clause (i) to (v) of clause (b)
of sub-regulation (1) of regulation 87, has itself inquired into or caused to be inquired into
the articles of any charge and that authority, having regard to its own findings or having
regard to its decision on any of the findings of any inquiring authority appointed by it, is
of the opinion that the penalties specified in sub-clause (i) to (v) of clause (b) of sub regulation (1) of regulation 87 should be imposed on the employee, that authority shall
forward the records of the inquiry to such disciplinary authority as is competent to impose
the last mentioned penalties.
(b) The disciplinary authority to which the records are so forwarded may act on the evidence
on the record or may, if it is of the opinion that further examination of any of the
witnesses is necessary in the interests of justice, recall the witness and examine, cross examine and re-examine the witness and may impose on the employee such penalty as it
may deem fit in accordance with these regulations.
(22) Whenever any inquiring authority, after having heard and recorded the whole or any part of the
evidence in an inquiry ceases to exercise jurisdiction therein, and is succeeded by 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 interests of justice, it may recall,
examine, cross-examine and re-examine any such witnesses as hereinbefore provided.
(23) (a) After the conclusion of the inquiry, a report shall be prepared and it shall contain-
(i) the articles of charge and the statement of the imputations of misconduct or
misbehaviour;
(ii) the defence of the employee in respect of each article of charge;
(iii) an assessment of the evidence in respect of each article of charge;
(iv) the findings on each article of charge and the reasons therefor.
Explanation. - If in the opinion of the inquiring authority the proceedings of the
inquiry establish any article of charge different from the original articles of the
charge, it may record its findings on such article of charge:
Provided that the findings on such article of charge shall not be recorded unless
the employee has either admitted the facts on which such article of charge is
based or has had a reasonable opportunity of defending herself against such
article of charge.
(b) The inquiring authority, where it is not itself the disciplinary authority, shall forward
to the disciplinary authority the records of inquiry which shall include :-
(i) the report prepared by it under clause (a);
(ii) the written statement of defence, if any, submitted by the employee;
(iii) the oral and documentary evidence produced in the course of the inquiry;
(iv) written briefs, if any, filed by the Presenting Officer or the employee or both
during the course of the inquiry; and
(v) the orders, if any, made by the disciplinary authority and the inquiring authority in
regard to the inquiry.
(24) (a) The inquiring authority should conclude the inquiry and submit her
report within a period of six months from the date of receipt of order of her appointment
as inquiring authority.
(b) Where it is not possible to adhere to the time limit specified in clause (a), the inquiring
authority may record the reasons and seek extension of time from the disciplinary
authority in writing, who may allow an additional time not exceeding six months for
completion of the Inquiry, at a time.
(c) The extension for a period not exceeding six months at a time may be allowed for any good
and sufficient reasons to be recorded in writing by the disciplinary authority or any other
authority authorised by the disciplinary authority on her behalf.
Action on the inquiry report
89. (1) The disciplinary authority, if it is not itself the inquiring authority may, for reasons to be recorded
by it in writing, remit the case to the inquiring authority for further inquiry and report and the inquiring
authority shall thereupon proceed to hold the further inquiry according to the provisions of Regulation 88, as
far as may be.
(2) The disciplinary authority shall forward or cause to be forwarded a copy of the report of the inquiry,
if any, held by the disciplinary authority or where the disciplinary authority is not the inquiring authority, a
copy of the report of the inquiring authority together with its own tentative reasons for disagreement, if any,
with the findings of inquiring authority on any article of charge to the employee who shall be required to
submit, if she so desires, her written representation or submission to the disciplinary authority within fifteen
days, irrespective of whether the report is favourable or not to the employee.
(3) The disciplinary authority shall consider the representation under sub-regulation (2), if
any, submitted by the employee and record its findings before proceeding further in the matter as specified in
sub-regulations (4) and (5).
(4) If the Disciplinary Authority having regard to its findings on all or any of the articles of charge, is of
the opinion that any of the penalties specified in sub-clause (i) to (v) of clause (a) of sub-regulation (1) of
Regulation 87 should be imposed on the employee, it shall, notwithstanding anything contained in Regulation
90, make an order imposing such penalty.
(5) If the disciplinary authority having regard to its findings on all or any of the articles of charge and
on the basis of the evidence adduced during the inquiry is of the opinion that any of the penalties specified in
sub-clause (i) to (v) of clause (b) of sub-regulation (1) of Regulation 87 should be imposed on the employee,
it shall make an order imposing such penalty and it shall not be necessary to give the employee any
opportunity of making representation on the penalty proposed to be imposed.
Procedure for imposing minor penalties
90. (1) Subject to the provisions of sub-regulation (4) of Regulation 89, no order imposing on an employee
any of the penalties specified in sub-clause (i) to (v) of clause (a) of sub-regulation (1) of Regulation 87 shall
be made except after-
(a) informing the employee in writing of the proposal to take action against her and of the
imputations of misconduct or misbehaviour on which it is proposed to be taken, and
giving her reasonable opportunity of making such representation as she may wish to make
against the proposal;
(b) holding an inquiry in the manner laid down in sub-regulations (3) to (24) of Regulation 88,
in every case in which the disciplinary authority is of the opinion that such inquiry is
necessary;
(c) taking the representation, if any, submitted by the employee under clause (a) and the record
of inquiry, if any, held under clause (b) into consideration; and
(d) recording a finding on each imputation or misconduct or misbehavior.
(2) Notwithstanding anything contained in clause (b) of sub-regulation (1), if in a case it is proposed
after considering the representation, if any, made by the employee under clause (a) of that sub-regulation, to
withhold increments of pay and such withholding of increments is likely to affect adversely the amount of
pension payable to the employee, if any, or to withhold increments of pay for a period exceeding three years
or to withhold increments of pay with cumulative effect for any period, an inquiry shall be held in the manner
laid down in sub-regulations (3) to (24) of Regulation 88, before making any order imposing on the employee
any such penalty.
(3) The record of the proceedings in such cases shall include-
(i) a copy of the intimation to the employee of the proposal to take action against
him;
(ii) a copy of the statement of imputations of misconduct or misbehavior delivered to
him;
(iii) his representation, if any;
(iv) the evidence produced during the inquiry;
(v) the advice of the Commission, if any;
(vi) the findings on each imputation of misconduct or misbehavior; and
(vii) the orders on the case together with the reasons therefor.
Communication of Orders
91. Orders made by the disciplinary authority shall be communicated to the employee who shall also be supplied
with a copy of its finding on each article of charge, or where the disciplinary authority is not the inquiring
authority, a statement of the findings of the disciplinary authority together with brief reasons for its
disagreement, if any, with the findings of the inquiring authority.
Common Proceedings
92. (1) Where two or more employees are concerned in any case, the authority competent to impose the
penalty of dismissal from service on all such employees may make an order directing that disciplinary action
against all of them may be taken in a common proceeding.
Note : If the authorities competent to impose the penalty of dismissal on such employees are different, an
order for taking disciplinary action in a common proceeding may be made by the highest of such authorities
with the consent of the others.
(2) Any such order made under sub-regulation (1) shall specify-
(a) the authority which may function as the disciplinary authority for the purpose of such
common proceeding;
(b) the penalties specified in Regulation 87 which such disciplinary authority shall be
competent to impose;
(c) whether the procedure laid down in Regulation 88 and Regulation 89 or Regulation 90
shall be followed in the proceeding.
Special procedure in certain cases
93. Notwithstanding anything contained in Regulation 88 to Regulation 92-
(a) where any penalty is imposed on an employee on the ground of conduct which has led to
her conviction on a criminal charge, or
(b) where the disciplinary authority is satisfied for reasons to be recorded by it in writing that it
is not reasonably practicable to hold an inquiry in the manner provided in these
regulations, or
(c) where the Competent Authority is satisfied that in the interest of the security of the State, it
is not expedient to hold any inquiry in the manner provided in these regulations,
the disciplinary authority may consider the circumstances of the case and make such orders thereon as it
deems fit:
Provided that the employee may be given an opportunity of making representation on the penalty proposed to
be imposed before any order is made in a case under clause (a).
Provisions regarding officers lent to other organisations.
94. (1) Where the services of an employee are lent to any other authority (hereinafter in this regulation
referred to as "the borrowing authority"), the borrowing authority shall have the powers of the appointing
authority for the purpose of placing such employee under suspension and of the disciplinary authority for the
purpose of conducting a disciplinary proceeding against him:
Provided that the borrowing authority shall forthwith inform the Authority, (hereinafter in this regulation
referred to as "the lending authority") of the circumstances leading to the order of suspension of such
Employee or the commencement of the disciplinary proceeding, as the case may be.
(2) In the light of the findings in the disciplinary proceeding conducted against the employee-
(a) if the borrowing authority is of the opinion that any of the penalties specified in sub-clause
(i) to (v) of clause (a) of sub-regulation (1) of Regulation 87 should be imposed on the
employee, it may, after consultation with the lending authority, make such orders on the
case as it deems necessary:
Provided that in the event of a difference of opinion between the borrowing authority and
the lending authority, the services of the employee shall be replaced at the disposal of the
lending authority;
(b) if the borrowing authority is of the opinion that any of the penalties specified in sub-clause
(i) to (v) of clause (b) of sub-regulation (1) of Regulation 87 should be imposed on the
employee, it shall replace her services at the disposal of the lending authority and transmit
to it the proceedings of the inquiry and thereupon the lending authority may, if it is the
disciplinary authority, pass such order thereon as it may deem necessary, or, if it is not the
disciplinary authority, submit the case to the disciplinary authority which shall pass such
orders on the case as it may deem necessary:
Provided that before passing any such order the disciplinary authority shall comply with
the provisions of sub-regulation (3) of Regulation 89.
Explanation. - The disciplinary authority may make an order under this clause on the
record of the inquiry transmitted to it by the borrowing authority or after holding such
further inquiry as it may deem necessary, as far as may be, in accordance with Regulation
88.
Provisions regarding officers borrowed from other organisations, etc.
95. (1) Where an order of suspension is made or a disciplinary proceeding is conducted against an
employee whose services have been borrowed from another entity, the entity lending services of such
employee (hereinafter in this regulation referred to as "the lending authority") shall forthwith be informed of
the circumstances leading to the order of the suspension of the employee or of the commencement of the
disciplinary proceeding, as the case may be.
(2) In the light of the findings in the disciplinary proceeding conducted against the employee, if the
disciplinary authority is of the opinion that any of the penalties specified in clauses sub-clause (i) to (v) of
clause (a) of sub-regulation (1) of Regulation 87 should be imposed on her, it may, after consultation with
the lending authority, pass such orders on the case as it may deem necessary-
(a) provided that in the event of a difference of opinion between the borrowing authority and
the lending authority, the services of the employee shall be replaced at the disposal of the
lending authority;
(b) if the disciplinary authority is of the opinion that any of the penalties specified in sub clause (i) to (v) of clause (b) of sub-regulation (1) of Regulation 87 should be imposed on
the employee, it shall replace the services of such Employee at the disposal of the lending
authority and transmit to it the proceedings of the inquiry for such action, as it may deem
necessary.
Orders against which no appeal lies
96. Notwithstanding anything contained in this chapter, no appeal shall lie against-
(a) any order made by the Authority;
(b) any order of an interlocutory nature or of the nature of a step-in-aid of the final disposal of
a disciplinary proceeding, other than an order of suspension;
(c) any order passed by an inquiring authority in the course of an inquiry under Regulation 88.
Orders against which appeal lies
97. Subject to the provisions of Regulation 96, an employee may prefer an appeal against all or any of the
following orders, namely:-
(a) an order of suspension made or deemed to have been made under Regulation 86;
(b) an order imposing any of the penalties specified in Regulation 87, whether made by the
disciplinary authority or by any appellate or revising authority;
(c) an order enhancing any penalty, imposed under Regulation 87;
(d) an order which-
(i) denies or varies to her disadvantage her pay, allowances, pension, if any, or
other conditions of service as regulated by regulations or by agreement; or
(ii) interprets to her disadvantage the provisions of any such regulation or
agreement;
(e) an order-
(i) stopping her at the efficiency bar in the time-scale of pay on the ground of her
unfitness to cross the bar;
(ii) reverting her while officiating in a higher service, grade or post, to a lower
service, grade or post, otherwise than as a penalty;
(iii)reducing or withholding the pension, if any, or denying the maximum pension,
if any, admissible to her under the regulations;
(iv)determining the subsistence and other allowances to be paid to her for the
period of suspension or for the period during which she is deemed to be under
suspension or for any portion thereof;
(f) determining her pay and allowances –
(i) for the period of suspension, or
(ii) for the period from the date of her dismissal, removal or compulsory retirement
from service, or from the date of her reduction to a lower service, grade, post,
time-scale or stage in a time-scale of pay, to the date of her reinstatement or
restoration to her service, grade or post; or
(g) determining whether or not the period from the date of her suspension or from the date of
her dismissal, removal, compulsory retirement or reduction to a lower service, grade, post,
time-scale of pay or stage in a time-scale of pay to the date of her reinstatement or
restoration to her service, grade or post shall be treated as a period spent on duty for any
purpose.
Explanation. - In this Regulation-
(i) the expression 'Employee' includes a person who has ceased to be in service of the
Authority;
(ii) the expression 'pension' includes any additional pension, gratuity and any other retirement
benefits.
Appellate Authority
98. (1) An employee, including a person who has ceased to be in service of the Authority, may prefer an
appeal against all or any of the orders specified in Regulation 97 to the Authority, in case the Chairperson is
the Competent Authority; Chairperson or whole-time member of the Authority, in case the Executive
Director is the Competent Authority and Executive Director concerned, in all other cases.
(2) Notwithstanding anything contained in sub-regulation (1)-
(a) an appeal against an order in a common proceeding held under Regulation 92 shall lie to
the authority to which the authority functioning as the disciplinary authority for the
purpose of that proceeding is immediately subordinate:
Provided that where such authority is subordinate to the Authority in respect of an
employee for whom the Authority is the appellate authority, the appeal shall lie to the
Authority.
(b) where the person who made the order appealed against becomes, by virtue of her
subsequent appointment or otherwise, the appellate authority in respect of such order, an
appeal against such order shall lie to the authority to which such person is immediately
subordinate.
Period of Limitation of appeals
99. No appeal preferred under this chapter shall be entertained unless such appeal is preferred within a period of
forty-five days from the date on which a copy of the order appealed against is delivered to the appellant:
Provided that the appellate authority may entertain the appeal after the expiry of the said period, if it is
satisfied that the appellant had sufficient cause for not preferring the appeal in time.
Form and contents of appeal
100. (1) Every person preferring an appeal shall do so separately and in her own name.
(2) The appeal shall be presented to the authority to whom the appeal lies, a copy being forwarded by
the appellant to the authority which made the order appealed against; the said appeal shall contain all material
statements and arguments on which the appellant relies, and shall not contain any disrespectful or improper
language, and shall be complete in itself.
(3) The authority which made the order appealed against shall, on receipt of a copy of the appeal,
forward the same with its comments thereon together with the relevant records to the appellate authority
without any avoidable delay, and without waiting for any direction from the appellate authority.
Consideration of appeal
101. (1) In the case of an appeal against an order of suspension, the appellate authority shall consider
whether in the light of the provisions of Regulation 86 and having regard to the circumstances of the case, the
order of suspension is justified or not and confirm or revoke the order accordingly.
(2) In the case of an appeal against an order imposing any of the penalties specified in Regulation 87 or
enhancing any penalty imposed under the said regulation, the appellate authority shall consider-
(a) whether the procedure laid down in these regulations have been complied with and if not,
whether such non-compliance has resulted in the violation of any provisions of the
Constitution of India or in the failure of justice;
(b) whether the findings of the disciplinary authority are warranted by the evidence on the
record; and
(c) whether the penalty or the enhanced penalty imposed is adequate, inadequate or severe;
and pass orders-
(i) confirming, enhancing, reducing, or setting aside the penalty; or
(ii) remitting the case to the authority which imposed or enhanced the
penalty or to any other authority with such direction as it may deem fit in the
circumstances of the case:
provided that-
(i) If such enhanced penalty which the appellate authority proposes to
impose is one of the penalties specified in sub-clause (i) to (v) of clause (b) of
sub-regulation (1) of Regulation 87 and an inquiry under Regulation 88 has
not already been held in the case, the appellate authority shall, subject to the
provisions of Regulation 93, itself hold such inquiry or direct that such inquiry
be held in accordance with the provisions of Regulation 88 and thereafter, on a
consideration of the proceedings of such inquiry and make such orders as it
may deem fit;
(ii) if the enhanced penalty which the appellate authority proposes to impose
is one of the penalties specified in sub-clause (i) to (v) of clause (b) of sub regulation (1) of Regulation 87 and an enquiry under Regulation 88 has been
held in the case, the appellate authority shall make such orders as it may deem
fit after the appellant has been given a reasonable opportunity of making a
representation against the proposed penalty; and
(iii) no order imposing an enhanced penalty shall be made in any other case
unless the appellant has been given a reasonable opportunity, as far as may be,
in accordance with the provisions of Regulation 90, of making a representation
against such enhanced penalty.
(3) In an appeal against any other order specified in Regulation 97, the appellate authority shall consider
all the circumstances of the case and make such orders as it may deem just and equitable.
Implementation of orders in appeal
102. The authority which made the order appealed against shall give effect to the orders passed by the appellate
authority.
Revision
103. (1) Notwithstanding anything contained in these regulations-
(a) the Authority, or
(b) the appellate authority, within six months of the date of the order proposed to be revised or
(c) any other authority specified in this behalf by the Authority by a general or special order,
and within such time as may be prescribed in such general or special order;
may at any time, either on her or its own motion or otherwise call for the records of any inquiry and revise
any order made under these regulations or under the regulations repealed by Regulation 116 from which an
appeal is allowed, but from which no appeal has been preferred or from which no appeal is allowed -
(i) confirm, modify or set aside the order; or
(ii) confirm, reduce, enhance or set aside the penalty imposed by the order, or
impose any penalty where no penalty has been imposed; or
(iii)remit the case to the authority which made the order to or any other authority
directing such authority to make such further enquiry as it may consider proper
in the circumstances of the case; or
(iv)pass such other orders as it may deem fit:
Provided that no order imposing or enhancing any penalty shall be made by any revising authority unless the
employee concerned has been given a reasonable opportunity of making a representation against the penalty
proposed and where it is proposed to impose any of the penalties specified in sub-clause (i) to (v) of clause
(b) of sub-regulation (1) of Regulation 87 or to enhance the penalty imposed by the order sought to be revised
to any of the penalties specified in those clauses, and if an inquiry under Regulation 88 has not already been
held in the case no such penalty shall be imposed except after an inquiry in the manner laid down in
Regulation 88 subject to the provisions of regulation 93.
(2) No proceeding for revision shall be commenced until after-
(a) the expiry of the period of limitation for an appeal, or
(b) the disposal of the appeal, where any such appeal has been preferred.
(3) An application for revision shall be dealt with in the same manner as if it were an appeal under these
regulations.
Review
104. The Authority or Chairperson, as the case may be, may, at any time, either on her own motion or otherwise
review any order passed under these regulations, when any new material or evidence which could not be
produced or was not available at the time of passing the order under review and which has the effect of
changing the nature of the case, has come, or has been brought, to her notice:
Provided that no order imposing or enhancing any penalty shall be made by the Authority or the Chairperson
unless the employee concerned has been given a reasonable opportunity of making a representation against
the penalty proposed or where it is proposed to impose any of the major penalties specified in Regulation 87
or to enhance the minor penalty imposed by the order sought to be reviewed to any of the major penalties and
if an enquiry under Regulation 88 has not already been held in the case, no such penalty shall be imposed
except after inquiring in the manner laid down in Regulation 88, subject to the provisions of Regulation 93.
Service of orders, notices, etc.
105. Every order, notice and other process made or issued under these regulations shall be served in person on the
employee concerned or communicated to her by registered post.
Power to relax time-limit and to condone delay
106. Save as otherwise expressly provided in these regulations, the authority competent under these regulations to
make any order may, for good and sufficient reasons or if sufficient cause is shown, extend the time specified
in these regulations for anything required to be done under these regulations or condone any delay.
Vigilance cases
107. Notwithstanding anything contained in Regulations 86 to 93 or any other Regulation, the following additional
provisions shall apply where it is alleged that an employee has been guilty of corrupt practices, namely:
(a) Where it is alleged that an employee is possessed of disproportionate assets or that she has
committed an act of criminal misconduct or where the investigation and proof of the allegation
would require the evidence of persons, who are not employees of the Authority or where, in the
opinion of the Competent Authority, the investigation into the allegations may with the approval of
the Chairperson, be entrusted to the Central Bureau of Investigation or the Central Vigilance
Commission or any other such agency as may be approved by the Chairperson.
(b) If after considering the report of the investigation, the Competent Authority is satisfied that there is
a prima facie case for instituting disciplinary proceedings against the employee, it may send the
investigation report to the Central Vigilance Commission or such other Authority as may be decided
by the Chairperson from time to time in this behalf, for its advice whether disciplinary proceedings
should be taken against the employee concerned;
(c) If after considering the advice of the Central Vigilance Commission or other authority, as the case
may be, the Competent Authority is of the opinion that disciplinary proceedings should be instituted
against the employee concerned, then notwithstanding the provisions of sub-regulation (2) of
Regulation 88, the enquiry under this Regulation may be entrusted to a Commissioner for
Departmental Enquiries or other person who may be nominated by the Central Vigilance
Commission for this purpose.
(d) The Inquiry Officer shall submit her report to the Competent Authority and the report shall be
forwarded to the Central Vigilance Commission for its advice as to whether the charge or charges as
the case may be, can be considered to have been established and the penalty or penalties to be
imposed under Regulation 87 hereof.
(e) The penalty or penalties to be imposed shall be decided by the Competent Authority after
considering the advice of the Central Vigilance Commission.
Explanation. - An employee shall be deemed to be guilty of corrupt practices if she has committed an act of
criminal misconduct as defined in Section 13 of the Prevention of Corruption Act, 1988 or she has acted for
an improper purpose or in a corrupt manner or had exercised or refrained from exercising her powers with an
improper or corrupt motive.
CHAPTER VII
MISCELLANEOUS
Medical aid facilities
108. (1) Medical aid and facilities shall be provided by the Authority to its employees and such of their
dependents, for their illness, injuries arising out of accidents, hospitalization and domicile treatment in
accordance with guidelines issued by the Authority from time to time.
(2) Without prejudice to sub-regulation (1), the Authority may take a comprehensive health insurance
policy covering all its employees and their dependents, on such terms and conditions, as it may determine.
Travelling and halting allowances
109. Travelling and halting allowances shall be paid to the employees according to such rates and on such terms
and conditions as may be approved by the Competent Authority from time to time.
Deputation of employees to join military service
110. The Authority may allow its employees to be deputed to the military service on such terms and conditions as
it may determine.
Deputation and External Assignment
111. An employee of the Authority may be sent on deputation or on external assignment to serve under any other
employer;
Provided that such deputation or external assignment shall be in accordance with such terms and conditions
as may be specified by the Competent Authority from time to time.
Provided further that an employee shall not be sent on deputation or on external assignment against her will.
Provided also that an employee shall not be permitted to go on deputation during the first ten years of her
employment with the Authority, unless so decided by the Competent Authority in accordance with the
deputation policy.
Gratuity
112. (1) An employee shall be eligible for gratuity on: -
(a) Retirement;
(b) Death;
(c) Disablement rendering her unfit for further service as per Medical Certificate;
(d) Resignation after completing five years of continuous service; or
(e) Termination of service in any other way (except by way of punishment) after completion of
five years of service.
(2) The amount of gratuity payable shall be determined by the Authority from time to time.
(3) An employee who has not completed a minimum period of five years of continuous service in the
Authority, the gratuity shall be paid to her as per the provisions of the Code on Social Security, 2020 (Act
No. 36 OF 2020), as amended from time to time:
Provided that where an employee has completed a minimum period of ten years of continuous service in the
Authority, the gratuity shall be paid as may be specified by the Authority;
Provided further that the gratuity amount payable to an employee shall not be less than the amount payable
under the Code on Social Security, 2020 (Act No. 36 OF 2020).
(4) Without prejudice to the sub-regulations (1), (2) and (3), the Authority may create a gratuity trust.
(5) Notwithstanding anything contained in this regulation, the gratuity payable to an employee may be
withheld either in full or part, during the pendency of any proceedings initiated against her under Regulations
87 to 90 and the withheld gratuity shall be paid to the employee on conclusion of the proceedings, subject to
the decision of the proceedings or any recoveries to be effected, if any, from the employee.
Subscription to the IFSCA New Pension Scheme
113. Unless otherwise specified in these regulations, every whole-time employee joining the services of the
Authority, shall become a member of the IFSCA New Pension Scheme from the date of joining and shall be
bound by the provisions of the Scheme.
Obligation to subscribe to the insurance scheme or fund instituted by the Authority
114. It is mandatory for an employee covered under these regulations to subscribe to any insurance scheme or
fund that may be instituted by the Authority for the benefit of its employees and their families and to be
bound by the rules of the said scheme or fund;
Provided that nothing contained in this Regulation shall serve to curtail any superannuation benefits which
may otherwise be admissible to an employee;
Provided further that nothing contained in this Regulation shall require an employee to subscribe to the said
scheme or fund if she is exempted from so doing under the rules of the said scheme or fund.
Declarations to be signed by the employee
115. Unless specified by these regulations, every whole-time employee of the Authority shall subscribe to
declaration in FORMS A to C as provided in the APPENDIX of these regulations.
Repeal and Savings
116. (1) On and from the date of commencement of these regulations-
(a) The terms and conditions of the service of the existing whole-time employees of the Authority
shall stand modified in accordance with the provisions of these regulations;
(b) The International Financial Services Centres Authority (Employees’ Service) Regulations, 2020,
stand repealed.
(2) Notwithstanding the repeal of the International Financial Services Centres Authority (Employees’
Service) Regulations, 2020, anything done or any action taken thereunder shall be deemed to have
been done or taken under the corresponding provisions of these regulations.
(3) Nothing in these regulations shall be construed as depriving any person to whom these regulations
apply, of any right of appeal which had accrued to her under the repealed regulations in force before
the commencement of these regulations.
Removal of doubts
117. If any doubt arises as to the interpretation of any of the provisions of these regulations, the matter
shall be referred to the Chairperson or such other authority as may be specified by the Chairperson, and her
decision in the said matter shall be final.
Schedule-II
(Refer reg.3(1)(b) and (j))
PART-I
Appointing Authorities
(refer reg.3(1)(b))
|Sl. |Categories of Employees|Appointing Authority|
|---|-----------------------|--------------------|
|4. |Executive Director |Authority |
|5. |Officers |Chairperson |
|6. |Multi-Tasking Staff |Executive Director |
PART-II
Disciplinary Authorities
(refer reg.3(1)(j))
|Sl. |Categories of |Disciplinary Authority in|Disciplinary Authority in|
|---|--------------|-------------------------|-------------------------|
|No.|Employees |case of imposing minor |case of imposing major |
| | |penalties |penalties |
|4. |Executive Director|Chairperson |Authority |
|5. |Officers |Executive Director |Chairperson |
|6. |Multi-Tasking Staff|Division Chief |Executive Director |
APPENDIX
FORM A
DECLARATION OF FIDELITY AND SECRECY
I ............................................................................................................. do hereby declare that I will faithfully,
truly and to the best of my skill and ability execute and perform the duties required of me as an employee of
the INTERNATIONAL FINANCIAL SERVICES CENTRES AUTHORITY and which properly relate to the
office or position held by me in or in relation to the said Authority.
I further declare that I will not communicate or allow to be communicated to any person not legally entitled
thereto any information relating to the affairs of the Authority or relating to the affairs of any person having
any dealing with the Authority, nor will I allow any such person to inspect or have access to any books or
documents belonging to or in the possession of the Authority and relating to the business of the Authority or
the business of any person having any dealing with the Authority.
(Signature)
Place:
Date:
Name in full...........................................................
Nature of appointment...........................................................
Signed before me
..........................................................
...........................................................
FORM B
DECLARATION OF DOMICILE
I, the undersigned, having been appointed to the service of the International Financial Services Centres
Authority, hereby declare ............................................................ (place) in ........................... (district)
as my place of domicile.
OR
The above is not my place of birth. My place of birth is.................................... (place) in
.................................... (district) but ............................... (place) has been declared as my place of domicile for
the reasons given below:
..............................................................................................
..............................................................................................
Name in full .........................................................
Nature of appointment .........................................................
Date of appointment .........................................................
Signature .........................................................
Place .........................................................
Date .........................................................
FORM C
DECLARATION TO BE BOUND BY THE EMPLOYEES SERVICE REGULATIONS
I hereby declare that I have read and understood the International Financial Services Centres Authority
(Employees Service) Regulations, 2026 and I hereby subscribe to and agree to be bound by the said
Regulations, as may be in force from time to time.
Name in full .........................................................
Nature of appointment .........................................................
Date of appointment .........................................................
Signature .........................................................
Witness .........................................................
Place .........................................................
Date .........................................................
PRADEEP RAMAKRISHNAN, Executive Director
[ADVT.-III/4/Exty./294/2026-27]
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