UNIVERSITY NON-TEACHING EMPLOYEES (TERM AND

CONDITIONS OF SERVICE) RULES – 1971.

(Vide Appendix VIII of Ordinance XXII-D)

Corrected up to 2004

University of Delhi Delhi 110007

2005

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C O N T E N T S Chapter I Application and Definition Rules Page Section I Extent of Application 1-3 1 Section II Definition and Interpretation 4 1 Chapter II General Section I General Conditions to Service 5-10 4 Section II Tenure 11-16 7 Section III Miscellaneous 17-23 9 Chapter III Pay and Allowances Section I Pay 24-30 11 Section II Pay and Allowances for holding additional charge of posts 31 15 Section III Compensatory Allowances 32 16 Chapter IV Leave I Extent of application, Interpretation 33-34 16 II General Conditions 35 17 III Kinds of Leave (E.L., H.P.L etc.) 36-40 25 IV C.L., Special C.L., Maternity Leave E.O.L 41-47 29 Chapter V Conduct Section I Interpretation 48 39 Section II Rules 49-62 39 Chapter VI Penalties and Appeals Section I Interpretation 63-65 45 Section II Suspension 66 46 Section III Penalties and Disciplinary Authorities 67-69 46 Section IV Procedure for Imposing Penalties 70-77 49 Section V Appeals 78-83 60 Section VI Review 84 65 Section VII Miscellaneous 85-88 66 Annexure 1 Classification of posts 67 Annexure II Leave application 68

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CHAPTER I

APPLICATION AND DEFINITION

SECTION 1

Extent of application (1). These rules shall apply to the employees of the University other than University

teachers and such o ther employees as may be specially exempted b y the Executive Council.

Short title and commencement:

(2). These rules may be called the University Non-Teaching Employees (Terms and

Conditions of Service) Rules 1971. (3). These rules come into force with effect from 29th Jan 1971.

SECTION II

Definitions and Interpretations

(4). Unless the context otherwise required the various terms are used in the Rules in the sense explained below:

(i) Average Pay: m eans the average monthly pay earned during the 10

complete months immediately p receding the month in which the e vent occurs which necessitates the calculation of average pay.

(ii) Cadre: means the strength of a service or a part of a service sanctioned as

a separate unit.

(iii) Compensatory Allowance: means an allowance granted to meet personal expenditure necessitated by the circumstances in which duty is performed. It includes a travelling allowance.

(iv) Duty: Duty includes service on probation p rovided that such service is

followed by confirmation;

(v) Employee: means a University Employee.

(vi) Fee: m eans recurring or non-recurring payment t o an employee from a source other than the funds of the University; whether made directly to an employee or indirectly through the intermediary of the University.

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(vii) Honorarium: means recurring or non-recurring payment granted to an

employee from t he funds of the University as remuneration for special work of an occasional or intermittent nature.

(viii) Foreign Service: m eans s ervice in which an employee receives his

substantive pay with the sanction o f the University from a source other than the funds of the University.

(ix) Joining Time: means the time allowed to join a new post or to travel to or

from a station to another to join a post.

(x) Leave Salary: m eans the monthly amount paid b y the University to an employee who is on leave.

(xi) Lien: m eans the title of an employee to h old substantively either

immediately, or on the termination of a period or periods of absence, a permanent post, including a tenure post, to which he has been appointed substantially.

(xii) Month: m eans a c alendar month. In calculating a period expressed in

terms of months and days, complete ca lendar month, irrespective of the number of days in each, should first be calculated and the odd number of days calculated subsequently.

(xiii) Officiating: An employee may o fficiate in a post when he performs the

duty o f a post on which another person ho lds a lien. An employee may also officiate in a vacant post on which no other employee holds the lien.

(xiv) Pay: means the amount drawn monthly by an employee as:-

(a) The pay other than special pay or pay g ranted in v iew of his

personal qualifications, which has been sanctioned for a post held by him substantively or in an officiating capacity or to which he is entitled by his position in a cadre; and.

(b) Special pay and personal pay.

(xv) Personal Pay: means additional pay granted:-

(a) to save an employee from loss of substantive pay in respect of a

permanent post, other than a tenure post, due to revision of pay or to any reduction o f such substantive pay, otherwise than as a disciplinary measure; or

(b) in exceptional circumstances on other personal considerations.

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(xvi) Probation: A person on p robation on a post is one appointed to a post for determining his fitness for eventual substantive appointment to the post.

(xvii) Special Pay: means an addition of the nature of pay, to the emoluments of

a post or of an employee granted in consideration of:-

(a) the specially arduous nature of the duties; or (b) a specific addition to the work or responsibility.

(xviii) Permanent post: means a post carrying a definite rate of pay sanctioned

without limit of time.

(xix) Subsistence a llowance: m eans monthly allowance given to an employee who is not in receipt of pay or leave salary.

(xx) Substantive pay: means the pay other than special pay or personal pay or

any other emoluments classified as pay which an employee is entitled to on account of a post to which he has been appointed substantively.

(xxi) Temporary post: means a post carrying a definite rate of pay sanctioned

for a limited time. (xxii) Time scale pay: means pay, which rises by periodical increments from a

minimum to a maximum. (xxiii) Travelling allowance: m eans an allowance granted to an employee to

cover the e xpenses which he incurs in travelling in the interests of the University.

(xxiv) The University: means the University of Delhi.

CHAPTER II

GENERAL

SECTION I

General Conditions of Service

(5). Posts, Recruitment and Appointments:

(1) Categorisation of posts: Cadres and the posts under the University shall be as specified in annexure – I to these rules.

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(2) Qualifications for appointment: The qualifications for appointment to the posts in various cadres in the University shall be such as may be determined by the Executive Council from time to time.

(3) Fitness:

a. Appointment of persons by direct recruitment for period of more than 12

months shall be subject to their being found medically fit by the Medical Officer of the University or any other Medical Officer authorised for the purpose.

b. The persons appointed on part-time basis will also be required to produce

Medical Certificate of fitness in the same manner and und er the same conditions as applicable to whole time employees.

c. No person shall be appointed to any post unless the appointing authority is

satisfied that he possesses good character and antecedents.

(4) Methods of Recruitment: Recruitment to the posts may be made: (i) by direct recruitment; (ii) by promotion; and (iii) by appointment of employees borrowed from Government Departments and other Institutions.

(5) Recruitment by Promotion:

(i) Appointment to a post in any grade by promotion shall be made, whether

in a permanent or officiating capacity, from amongst employees serving in posts in the next lower grade.

(ii) Every appointment by promotion shall be on the basis of merit and record of service due regard being paid to seniority.

(6) Appointments:

(i) Appointments to the posts shall be made by the Executive Council on the

recommendations of Selection Committees appointed for the purpose from time to time.

(ii) The age, educational and other qualifications for appointment to the post and the methods of r ecruitment shall be as prescribed by the Executive Council from time to time:

Provided that t he Rules laid do wn b y the Government of India for reservation o f certain p ercentage of posts in respect of candidates belonging to Scheduled Castes, Scheduled Tribes, OBC and Physically

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Handicapped shall apply mutatis mutandis to such posts as are to be filled by direct recruitment.”

(7) Ad hoc Appointments:

Notwithstanding anything contained in the above rules, the Executive Council may by a general or special order and subject to such conditions as it may specify in such order delegate to any authority in the University the power to make ad hoc appointments.

(8) Appointments in the place of employees dismissed, removed or reduced:

Where an employee has been dismissed, removed or reduced from any cadre in the service, no vacancy caused thereby o r arising subsequently in such cadre in the service shall be substantively filled to the prejudice of such person un til t he appeal, if any, preferred b y him against such d ismissal, removal or reduction is decided, and except in conformity with such decision or until the time allowed for preferring an appeal has expired, as the case may be,

(9) Re-employment in service beyond the date of retirement:

Nothing in these rules shall be construed to limit or abridge the power of the Executive Council to re-employ persons in the service of the University who have reached the date of r etirement prescribed b y the Executive Council provided that:-

(a) such re-employment is certified to be in the interest of the University.

(b) f or other special circumstances to be recorded in writing and sanctioned by the Vice-chancellor. (c) the re-employment is not sanctioned beyond a period of two years after the date of retirement.

(10) Employees absent from duty:

The absence of an employee of the University from duty, whether on leave or on foreign service or on deputation o r for any other r eason and whether his lien in a post borne on the cadre of the service is suspended or not, shall not, if he is otherwise fit, render him ineligible on his return: (a) for re-appointment to a permanent or officiating vacancy in the cadre

of post on which he may be on probation;

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(b) for promotion from a lower to a higher category in the service, as the case may be, in the same manner as if he had not been absent. He shall be e ntitled to all privileges in respect of appointment, seniority, probation and confirmation which he would have enjoyed but for his absence subject to his completing satisfactorily the period of probation on his return.

(c) (i) No permanent employee shall be granted leave of any kind for a

continuous period exceeding five years.

(ii) When an employee does not resume duty after remaining on leave for continuous period of three years, or whether an employee after the expiry o f his leave remains absent from duty, otherwise than on foreign service or on account of suspension, for any p eriod which together with the period o f the leave granted to h im exceeds three years his lien shall unless the Executive Council i n view of the exceptional circumstances of the case otherwise determines be deemed to have terminated and he shall cease to be in the University service.

SECTION II

Tenure (11) Probation and confirmation:

(1) Every person appointed permanently to a post under the University after the commencement of these rules, whether by promotion or by direct recruitment shall be on probation in such p ost for a period o f one year provided that the appointing authority may, in any individual case, extend the period of probation for a further period not exceeding one year, the reasons thereof to be recorded in writing. (2) Where a person appointed to a post under the University on probation is, during his period of probation, found unsuitable for holding that post or has not completed his period of probation satisfactorily – the appointing authority may:- (i) in case of a person appointed by promotion revert him to the post held

by him immediately before such appointment; (ii) in case of a person appointed b y direct recruitment t erminate his

services under the University without notice; and (iii) Extend his period of probation to the extent necessary as specified in

sub-rule (1) above. (3) Every person appointed to a permanent post under the University by promotion o r by direct recruitment shall, on satisfactorily completing h is period of probation, be eligible for confirmation in that post.

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(4) No employee shall be confirmed in any post unless- (i) such post is permanent and no one else holds a lien on the post. (ii) The service of the employee under the University is approved by the

appointing authority.

(12) Seniority:

The seniority of employees in a particular grade will be determined in accordance with the rules to be prescribed by the Executive Council from time to time.

(13) Temporary and permanent service:

(i) An employee shall be a temporary employee of the University, until he is

confirmed in a permanent post under the University; (ii) An employee confirmed in permanent post under the University shall be a

permanent employee of the University.

(14) Termination of Service:

(1) The services of a temporary employee may be terminated by the Executive Council without assigning any reason -

(i) During the period of probation following the first appointment, at

any time without notice; and (ii) If the a ppointment is temporary at any time by a notice of one

month in writing given by the appointing authority to the employee of forth-with by payment to him of a sum equivalent to the amount of his pay plus allowances for the period of the notice at the same rates at which he was drawing them imm ediately before the termination o f his service, or as the ca se may be, for period b y which such notice falls short of one month.

(2) The Service of a permanent employee may be terminated by a notice of

three months or on payment of pay plus allowances drawn by him immediately before the termination o f his s ervice for such period as the notice falls short of three months, or without notice on payment of three months pay plus allowances drawn by him immediately before the termination of his service, if the post i n which h e was confirmed is abolished.

(3) An employee who is given notice of termination of service under clause

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(2) may be granted, during the period of notice, such earned leave, as may be a dmissible to h im, and where the leave so admissible and granted is more than three months, his services shall be terminated on the expiry of such leave.

(15) Retirement

(1) The age of retirement of the member of the administrative and other staff of the University (except Controller of Examinations & Finance Officer) in its permanent whole time service shall be on the completion of the age of 60. The Controller of Examinations & Finance Officer in its permanent whole time service shall retire at the age of 62 years*.

Provided that t he Executive Council m ay, on the recommendation o f the Vice-Chancellor, in very exceptional cases and in the interest of the University, re-employ any such person for a total period o f not more than 2 y ears but not exceeding six months at a time. (2) Notwithstanding the provisions of sub-clause (1) above, an employee shall

be retired:-

(i) On h is being declared medically unfit for service by a Medical Board to be appointed by the Executive Council in this behalf, or

(ii) On the imposition of the penalty of compulsory retirement.

(16) Resignation:

Subject to the acceptance of resignation by the Competent Authority, a permanent/temporary employee may, by notice of three months/one month in writing addressed to the a ppointing authority resign from t he service of the University, or by payment of a sum equivalent to the amount of his pay plus allowances for the period o f the notice a t t he same rates at which he was drawing them immediately before the acceptance of his resignation:

Provided the appointing authority may if it deems proper in any case permit a permanent/temporary employee to resign the service on no tice of less than three months/one month.

SECTION III

Miscellaneous

(17) Special provision for existing employees:

* (Executive Council Resolution No. 131 dt. 2-12-2000)

����������� �* (Executive Council

Resolution No. 131 dt. 2-12-2000)

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Every person ho lding a post under the University at t he commencement of these rules shall, on such commencement be deemed to have been appointed under the provision to these rules to the corresponding post and shall draw the pay drawn by him immediately before such commencement, provided that he may on his option, to be exercised, within 3 months of the date of enforcement of these rules may continue to be governed by the existing rules in force prior to that date.

(18) Service Books and Character Rolls:

(i) The University shall m aintain a Service Book and a Character Roll/Confidential Report for each employee in such form as may be prescribed by the Executive Council.

(ii) The entries in the Service Book of an employee shall be authenticated by

an Officer authorised in this behalf by the Vice-Chancellor. (19) Confidential Reports:

(a) Such authorities of the University as may be prescribed by the Executive

Council shall report confidentially each year in the form prescribed by the University on the work and conduct of the employee who h ad served under them for periods not less than four months in the ca lendar year immediately preceding and forward their reports to the Registrar not later than 31st January.

(b) The Reviewing Officer, the next higher authority, will have the discretion

to d etermine which un favourable report or portions thereof are weighty enough to b e communicated to the officer r eported against. All adverse entries should be communicated within three months period to the officials concerned. Any representation against the adverse remarks will have to be made within two months and would lie to the next higher authority than the Reviewing Officer.

(c) i) Writing of Confidential Reports of Group ‘D’ employees of the

University is no longer necessary except in respect of those who are engaged in sensitive work;

ii) If there is any shortcoming in the allotted work or any act of

indiscipline or violation of conduct rules the University would take recourse to disciplinary action and;

iii) Punishment including the recordable warnings, commendations

etc., conveyed to the Group ‘D’ employees should be entered in the Service Book and the relevant information furnished to the

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Establishment Committee or any other Authority when their cases are considered for promotion, confirmation and efficiency bar crossing etc. in the absence of confidential reports. For the period uptil now where confidential reports are maintained these will be made use of by the Establishment Committee or any other authority.

(20) Tests or Examinations:

University employees s hall be required to p ass such d epartmental and o ther tests or examinations as may be prescribed by the Executive Council. The Executive Council m ay also lay down rules regarding the periods within which the tests should be passed, the consequences of not passing the tests and other cognate matters.

(21) Residuary conditions of Service:

Any matter relating to the conditions of service of an employee for which no provision is made in these rules shall be determined by the Executive Council.

(22) Power to relax:

Notwithstanding anything contained in these rules, the Executive Council may, in the case of any employee, relax any of the provisions of these rules to relieve him of any undue hardship arising from t he operation o f such provisions, or in the interests of the University.

(23) Removal of doubts:

Where a doubt arises as to the interpretation o r application o f any of the provisions of these rules, the matter will be referred to the Executive Council for decision, which shall be final.

CHAPTER III

PAY AND ALLOWANCES

SECTION I

Pay

(24) Scales of Pay:

The scales of pay for the posts in the University service shall be as specified from time to time by the University.

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(25) Initial Pay:

An employee shall, on his appointment to a post on a time-scale of pay, draw pay at the minimum of the time-scale unless the appointing authority decides that he shall draw pay at any higher stage:- Provided that, when such appointment is made by promotion; the employee may be given an option for fixation of his/her pay as under:-

(i) (a) Either his/her initial pay may be fixed in the higher post by

increasing his/her pay by one increment in the lower scale and his/her salary fixed in the higher scale at the stage next above without any further review on accrual of increment in the pay scale of the lower post, or

(b) His/her pay on promotion may be fixed initially in the

higher scale at the stage next above, the pay he/she was drawing in lower post, which may be re-fixed on the date of accrual of next increment in the scale of pay of the lower post as indicated at (a) above.

If the pay is fixed under (b) above, the next date of increment will fall due

on completion of 12 months’ service in the new scale from the date of fixation of his/her pay, if otherwise admissible.

(The employee shall, however, have an option for fixation of his/her pay). The option must be exercised in writing within one month of the date of promotion. Option once exercised shall be final.

(ii) Provided further that if he/she had previously served in the same post or in any other post or in any other post under the University on the same or identical time-scale of pay and was drawing pay higher than the pay admissible to him/her under clause (i) he/she shall draw such higher pay and the period of his/her duty in such post on such pay shall also count for purpose of increment in the higher post.

(26) Increments:

(i) An increment shall ordinarily be drawn as a matter of course unless it is withheld by the Executive Council, if the conduct of the employee has not been good or his work has not been satisfactory.

(ii) Where an efficiency bar is prescribed in the time-scale the increment next

above the bar shall be given to an employee with specific sanction of the Vice-Chancellor/Pro-Vice-Chancellor.

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(27) Service counting for Increment:

The following service shall count for increment on the time-scale of post :- (i) duty in that post or any other post of the same or higher grade, whether

continuous or not: (ii) duty in an equivalent or higher post in foreign service; (iii)duty on a temporary post and on probation; and (iv) Leave other than extra-ordinary leave.

Provided that the sanctioning authority may direct that extraordinary leave shall also count for increments, if it is satisfied that such leave was taken on account of illness or for any other cause beyond the control of the employee.

(28) Pay during suspension:

1. An employee under suspension shall, during the period of suspension, draw subsistence a llowance, equivalent t o h alf the rate of pay which is admissible to h im i mmediately before the c ommencement of the suspension and such compensatory allowances admissible from time to time on the basis of pay which he was in receipt on the date of suspension, subject to fulfilment of other conditions laid down for the drawal of such allowances.

Provided that where the period of suspension exceeds three months, the authority which made or is deemed to have made the order of suspension, shall be c ompetent t o vary the amount of subsistence a llowance for any period subsequent to the period of the first three months as follows:-

(i) the a mount of subsistence a llowance may b e increased by a suitable

amount, not exceeding 50 percent of the subsistence allowance admissible during the period o f the first t hree months, if in the opinion of the said authority the period o f suspension has been p rolonged for r easons to be recorded in writing not directly attributable to the University employee;

(ii) the a mount of subsistence a llowance may b e reduced b y a suitable

amount, not exceeding 50 % of the subsistence a llowance admissible during the period the first three months, if in the opinion of the authority, the period o f suspension h as been p rolonged due to the reasons to b e recorded in writing , directly attributable to the University employee;

(iii) the rate of dearness allowance will be based on increased or, as the case

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may be, the decreased amount of subsistence allowance admissible under sub-clauses (i), (ii) above.

2. No p ayment under sub-rule (i) shall be made unless the University

employee furnishes a certificate that he is not engaged in any other employment, business, profession or vocation:

Provided that i n the c ase of a University employee dismissed, terminated from service or compulsorily retired form service who is deemed to have been placed or to continue to be under suspension from t he date of such d ismissal or termination of service or compulsory retirement (under Rule 67 of the Terms and Conditions of Service and Conduct Rules of the University Non-Academic employees) and who fails to produce such a certificate for any period or periods during which he is deemed to be placed or to continue to be under suspension, he shall be entitled to the subsistence allowance and o ther allowances equal t o the amount by which his earnings during such period or periods as the case may be, fall short of the amount of subsistence allowance and other allowances that would otherwise be a dmissible to h im; where the subsistence a llowance a nd other allowances admissible to him are equal to or less than the amount earned by him, nothing in this provision shall apply to him.

The permissible deductions from t he subsistence a llowance will be of the following two categories:-

(a) Compulsory deductions.

(b) Optional deductions.

Compulsory deductions:

(i) Income-tax (provided the e mployee’s yearly income calculated with reference to subsistence allowance is taxable).

(ii) House Rent and allied charges, i.e. electricity, water, furniture etc.

(iii) Repayment of loans and advances other than from Provident Fund taken

from the University at such rates as the Vice-Chancellor may decide.

(iv) Subscription to GIS. Optional deductions:

The deductions falling under this category should no t be made e xcept with employee’s written consent:-

(i) Premia due on Life Insurance Policies.

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(ii) Amount due to Co-operative Stores and Co-operative Credit Societies.

(iii) Refund o f advance taken from Provident Fund. The deductions of the following nature should not be made from the subsistence allowance.

(a) Subscription to Provident Fund. (b) Recovery of loss to University for which an employee is

responsible.

(29) Special pay, personal pay, honorarium and fee:

The University may sanction to an employee in any special circumstances, such special pay, personal pay, honorarium or fee and on such conditions as it may deem fit.

(30) Drawal of Pay:

(i) An employee shall be entitled to draw the pay of the post to which he is appointed from the date on which he assumes charge of the post.

(ii) Pay in respect of any month shall become payable on o r after the first

working day of the following month. (iii) An employee resigning from t he service of the University without t he

notice prescribed shall not, unless the Vice-Chancellor directs otherwise, be allowed to draw pay due but not drawn.

SECTION II

(31) Pay and allowances for holding additional charge of post.

(i) An employee placed in charge of the current duties of a higher post will receive pay in the basic post plus 1/10th o f the minimum of the scale of pay applicable to the higher post.

(ii) No allowance will be admissible when an employee holding one post is

placed in charge of the current duties of a post of equivalent status of his own basic post. The employee concerned will receive pay in his basic post only.

(iii) An employee placed in charge of the full duties of a post of status

equivalent t o h is own basic post will receive allowance a t 20% of the minimum of the scale of the post.

(iv) An employee holding one post when placed in charge of the current duties

of a lower post will not receive any allowance for the additional work.

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Note: The a dditional pay o r allowance will not be a dmissible if the period of

additional charge is 30 days or less.

SECTION III

Compensatory Allowances

(32) The employees will be eligible to House Rent Allowance, City Compensatory allowance, Travelling Allowance and o ther allowances as s anctioned by the University according to the rules in force from time to time.

CHAPTER IV

LEAVE

Clauses 33 to 47

SECTION I

(33) Extent of Application:-

The leave rules* contained in the chapter will be applicable to the non-teaching staff of the University from the date of adoption by the Executive Council or such date as the Executive Council may prescribe in this behalf, provided that in the leave account of the staff who are already in the service of University when they become subject to these rules shall be credited;

(i) Privilege leave on full pay, or with whatever nomenclature it m ay be

designated as earned leave; (ii) Leave on p rivate a ffairs, medical l eave or half-pay leave with whatever

nomenclature it may be designated as half-pay leave; (34) INTERPRETATION:- Under the rules in this chapter unless the context otherwise requires:-

(a) Earned leave, half-pay leave, leave not due, commuted leave, extra-ordinary leave etc., mean the leave as provided in these rules;

(b) ‘A complete year of Service’ means continuous s ervice of the specified

duration under the University which includes periods spent on duty as well as on deputation to foreign service or extra-ordinary leave;

_______ * [General leave rules for non-teaching staff approved by the Executive Council from time to time - Corrected up to 14.1.1998].

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(c) ‘Earned Leave’ means leave earned in respect of period spent on duty; and

(d) ‘Half-pay-leave’, means leave earned in respect of completed years of service calculated according to the provisions hereinafter contained;

(e) ‘Date of r etirement’ or ‘date of his r etirement’ in relation to a non -

teaching University employee, means the afternoon of the last day of the month in which the non-teaching University employee attains the a ge prescribed for retirement under the terms and conditions governing his service.

SECTION II

GENERAL CONDITIONS

(35) (a) Right to leave:-

Leave cannot be claimed as a right and when the exigencies of service so demand, leave on any occasion may be refused or revoked by the authority empowered to sanction leave.

In case an employee is recalled to duty before the expiry of his leave, such recall to duty shall be treated as compulsory in all cases.

(b) Combination of leave:- Except otherwise provided under these rules, any kind of leave under these provisions may be granted in combination with or in continuation of any other kind of leave subject to any limit on the aggregate period of absence as may be prescribed in such cases, except in case of casual leave. (c) Commencement and Termination of leave:-

(i) Leave ordinary begins from the date on which leave as such

is actually availed of and ends on the previous day that one resumes his duty; and

(ii) Saturdays/Sundays and o ther holidays may be prefixed o r suffixed to leave subject t o any limit of absence on leave prescribed under each kind of leave.

(d) Leave/Cash payment in lieu of leave beyond the date of retirement

or quitting of service:- (I) No Leave shall be granted to any employee beyond:-

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(a) the date of his retirement or (b) the date of his final cessation of duties, or

(c) the date on which he retires by giving notice to University

or he is retired by University by g iving him notice or pay and allowances in lieu of such no tice, in accordance with the terms and conditions of his services, or

(d) the date of his resignation from service.

(II) (a) Where a University employee retires on attaining the

normal age prescribed for retirement under the terms and conditions governing his service the authority competent to grant leave shall sue motu issue an order granting cash equivalent of leave salary for earned leave, if any, at the credit of the employee on the date of his retirement, subject to a maximum of 300 days.

(b) The cash equivalent under clause (a) shall be calculated as

follows and shall be payable in one lump sum as a one-time settlement. No House Rent Allowance or City Compensatory Allowance shall be payable.

Pay admissible on the date Number of days of Cash equivalent:- of retirement plus dearness unutilised earned allowance admissible on leave at credit on date that date of retirement subject

to maximum of 300 _____________________ x days______________

30 (III) A University employee, who retired from the service on

attaining the age of retirement while under suspension, shall become e ligible for the benefit of cash equivalent of earned leave that was at his credit on the date of his retirement, calculated in the manner provided in clause (b) of sub-rule (II), on conclusion o f the proceedings against him, if the authority competent to reinstate him in service holds that the suspension was wholly unjustified.

(IV) A U niversity employee who retires or is retired from

service in the manner mentioned in clause (c) o f sub-rule (1), may be granted, suo-motu by the authority competent to grant l eave, cash equivalent of the leave salary, in respect of earned leave at his credit subject to a maximum

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of 300 days and also in respect of all the half pay leave at his credit provided this period (E.L. + H.P.L.) does not exceed the period between the date on which he so retires or is retired from service and the date on which he would have retired in the normal course a fter attaining the age prescribed for retirement under the terms and conditions governing h is service. However, encashment of Earned Leave due a nd admissible, subject t o a maximum of 300 days, may be a llowed even if this exceeds the period between the date on which the e mployee retires and the date on which he would have retired in the normal course on superannuation.

The c ash equivalent shall be e qual t o the leave salary as admissible for earned leave and /or equal to the leave salary as admissible for half pay leave plus dearness allowance admissible on that leave salary for the first 300 days, at the rates in force on the date the University employee so retires or is retired from service. The pension and p ension equivalent of other retirement benefits and ad-hoc relief/graded relief on pension shall be deducted from the leave salary paid for the period of half pay leave, if any, for which the c ash equivalent i s payable. The amount so calculated shall be paid in on e lump sum as a one-time settlement. No House Rent Allowance or City Compensatory Allowance shall be payable. Provided that if leave salary for the half pay leave component falls short of pension and o ther pensionary benefits, cash equivalent of half pay leave shall not be granted.

Provided further that a University employee who is retired by University by giving him pay and allowances in lieu of notice, may apply for leave within the period for which such p ay and allowances were given, and where he is granted leave, the leave salary shall be allowed only for the period of leave excluding that period for which pay and allowance in lieu of notice have been allowed.

The leave salary payable for the Half Pay Leave components granted under the rule a nd rule No. 47-D, shall henceforth b e c alculated in the manner indicated below:

Half Pay Leave salary No. of days of H.P.L plus D.A. if admissi- due on the date of Cash payment in lieu = ble (minus) Pension, retirement/quitting of half pay leave Pension equivalent of the services subject component gratuity and relief on to the limits

21

pension if dearness prescribed under the allowance is admissible rules. on H.P.L. x 30 (V) (a) (i) Where the services of a University employee are terminated

by notice or by payment of pay and allowances in lieu of notice, or otherwise in accordance with the terms and conditions of his appointment, he may be granted, suo-motu b y the a uthority competent t o g rant l eave, cash equivalent i n respect of earned leave a t his credit on the date on which h e cea ses to be in service subject t o a maximum of 180 days;

(ii) If a University employee resigns or quits service, he may

be granted, suo-motu, by the authority competent t o grant leave, cash equivalent in respect of earned leave at his credit on the date of cessation o f service, to the extent of half of such leave at his credit, subject to a maximum of 90 days;

(b) The cash equivalent under clause (a) shall be equal to leave

salary admissible for earned leave calculated under clause (b) of Sub-Rule (II) of General Leave Rule 35 (d) plus dearness allowance a dmissible on that l eave salary at t he rate in force on the date the University employee ceases to be in service. The amount so calculated should be paid in one lump sum as one-time settlement. No City Compensatory Allowance a nd/or House Rent Allowance shall be payable.

(e) Conversion of one kind of leave to another kind:- (i) At the request of an employee, the sanctioning authority may

convert any k ind o f leave retrospectively into leave of a different kind which was due and admissible to him at the time the leave was granted, but t he e mployee cannot claim such conversion as a matter of right.

(ii) The c onversion o f one kind o f leave into another shall be

subject t o adjustment of leave salary on the basis of leave finally granted to the employee, that is to say, any amount paid to him in excess shall be recovered or any arrears due to him shall be paid.

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Note:- Extra-ordinary leave granted o n medical certificate or otherwise may be converted retrospectively into leave not due subject to the provisions of Rule 40.

(f) Leave on medical grounds and resumption of duty:-

The authority competent t o grant l eave may in its discretion, waive the production of a medical certificate in case of an application for leave for a period not exceeding three days at a time on medical grounds. Such leave shall not, however, be treated as leave on medical certificate and shall be debited against l eave other than leave on medical grounds.

An employee who has been granted leave on medical grounds shall be required to produce a medical certificate of fitness before resuming duty.

(g) Re-joining of duty before the expiry of the leave:-

Except with the permission of the sanctioning authority no employee on leave may join duty before the expiry of the period of leave sanctioned to him.

(h) Application for leave;

Leave should be applied for in the prescribed form given in Annexure II. It should be applied for sanction before it i s availed o f except i n special cases of emergency and for reasons to the satisfaction of the sanctioning authority.

(i) Continuous temporary service followed by permanent

service without any break, shall be included in the permanent service for the purpose of computation of leave.

(j) Increment During Leave:

If the increment falls during leave other than casual l eave or special casual leave, the effect of increase of pay will be given from t he date the e mployee resumes duty without prejudice to the normal date of his increment.

(k) (i) No permanent employee shall be granted leave of any kind for a continuous period exceeding five years.

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(ii) When an employee does not resume duty after remaining on leave for continuous period of three years, or whether an

employee after the expiry of his leave remains absent from duty, otherwise than on foreign o r on account of suspension, for any period which together with the period of leave granted to h im exceeds three years his lien shall, unless the Executive council i n view of the exceptional circumstances of the case otherwise determines, be deemed to h ave terminated and h e shall cease to b e in the University service.

(1) Leave account will be made for each employee in the prescribed form.

The order sanctioning earned leave, half-pay leave to an employee shall hereafter indicate the balance of such leave at his credit.

Honorary or part-time employees shall be entitled to leave on the same conditions on which it is available to salaried employees of the University.

Leave to the employees engaged on contract will be in accordance with the terms of the contract entered into. (35) (1) ABSENCE AFTER EXPIRY OF LEAVE:-

Unless the authority competent to grant leave extends the leave, a University employee who remains absent after the expiry of leave and no leave is entitled to, no leave salary for the period of such absence and that period shall be debited against his leave account as though it were half pay leave, to the extent such leave is due, the period in excess of such leave due being treated as extra-ordinary leave.

(2) Wilful absence from duty after the expiry of leave renders a

University employee liable to disciplinary action. DECISIONS (1) TREATMENT OF WILFUL ABSENCE FROM DUTY NOT

RECOGNISED:-

Wilful absence from duty even though not covered by g rant of leave does not entail l oss of lien. The period o f absence not covered by grant of leave shall have to be treated as “dies non” for all purposes, viz., increment, leave a nd pension. Such absence

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without leave where it stands singly and not in continuation of any authorised leave of absence will constitute a n interruption of service for the purpose of pension and u nless the pension sanctioning authority exercises its powers to treat t he period as leave without allowance, the entire past service will stand forfeited.

(2) ACTION FOR OVERSTAYAL OF LEAVE:-

Doubts were raised in certain quarters as to how the cases in which an o fficial overstays the prescribed q uantum of extraordinary leave, should b e dealt with. It h as been clarified that t he amendment does not t ake a way the power of the disciplinary authority to take appropriate disciplinary action for any misconduct.

Action can, therefore, be taken under these rules for unauthorised absence from duty or overstayal of leave even for one day, treating it as misconduct, if the facts and circumstances of the case warrant such an action.

(3) ACTION FOR UNAUTHORISED ABSENCE FROM DUTY OR

OVERSTAYAL OF LEAVE:- 1. The following decisions have been taken:- (i) When a temporary University employee a sks for leave in

excess of the limits prescribed und er Rule 45 and if the circumstances are exceptional, a decision could be taken by the leave sanctioning authority to grant further leave in excess of the limits with the approval of the Vice-Chancellor.

(ii) When a temporary University employee a pplies for leave

beyond the prescribed limit of extra-ordinary leave a nd the leave sanctioning authority is not satisfied with the genuineness of the grounds on which further leave has been asked for, nor does it consider the grounds as exceptional, the leave ca nnot be granted. In such a case the University employee should b e asked to rejoin d uty within a specified date failing which h e would render himself liable for disciplinary action. Disobedience of orders to rejoin du ty within the specified p eriod would afford good and sufficient reasons for initiating disciplinary action under University Non-Teaching Employees (Terms and Conditions of service) Rules – 1971. If he rejoins duty by the stipulated date, he may be taken back to service and the period of absence not covered

25

by leave be treated as overstayal of leave and dealt with in accordance with the orders regarding regulation o f overstayal of leave.

If the University employee does not join duty by the stipulated date it would be open to the disciplinary authority to institute disciplinary proceedings against him. If during the c ourse of disciplinary p roceedings he c omes for r ejoining duty, he should b e a llowed to do so without prejudice to the disciplinary action already initiated against him (unless he is placed under suspension) and the disciplinary action concluded as quickly as possible. The question o f regularisation o f the period of overstayal of leave be left over for consideration till the finalisation of the disciplinary proceedings.

(iii) If a University employee a bsents himself abruptly or applies

for leave which is refused in the exigencies of service and still he happens to be absent himself from duty, he should be told of the c onsequences, viz., that t he e ntire period o f absence would be treated as unauthorised entailing loss of pay for the period in qu estion und er proviso to Fundamental Rule ‘7’ thereby resulting in break in service. If, however, he reports for duty before or after initiation of disciplinary p roceedings, he may be taken b ack for duty because he has not been placed under suspension. The disciplinary action may b e c oncluded and the period of absence treated as unauthorised resulting in loss in p ay and allowances for the period of absence under provision to F.R. 17 (1) and thus a break in service. The question whether the break should be c ondoned o r not and treated as “dies non” should be c onsidered on ly after conclusion of the disciplinary proceedings and that t oo after the University employee represents in this regard.

2. It i s made c lear that a University employee who remains absent

unauthorisedly without proper permission should b e proceeded against immediately and this should not be put off till the absence exceeds the limit prescribed in the Rule 45(iii) (a). However, the disciplinary authority should consider the grounds adduced by the University employee for his unauthorised absence before initiating disciplinary proceedings. If the disciplinary authority is satisfied the grounds adduced for unauthorised absence are justified leave of the kind applied for and due and admissible may be granted to him.

SECTION – III – KINDS OF LEAVE

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(36) The following kinds of leave, shall be admissible to the employees: (i) Leave earned by duty: Earned leave, half pay leave, commuted leave and leave not due. (ii) Leave not earned by duty:

Casual leave, special casual leave, maternity leave, paternity leave, hospital leave, study leave and extra-ordinary leave.

(37) (i) Earned Leave admissible to employees.

(a) Each employee’s account of leave should b e credited 15 d ays earned leave on Ist January and 15 days earned leave on Ist July each year.

(b) The maximum amount of E.L. that can be granted to an employee

at a time shall be 180 days. (c) When a University employee is appointed on o r after 1.1.1980

earned leave shall be credited to his leave account @ 2 ½ days for each completed month of service which he is likely to render in the half year of the leave year in which h e is appointed e.g. if he is appointed on 13 th March, the number of completed months of his service in that half year will be 3 and the c redit will be 3x2 ½ = 7 ½ d ays rounded to 8 d ays if he is appointed on 4 th April, the number of completed moths will be only 2 and the credit will be 2x2 ½ = 5 days.

(d) The credit for the half year in which a University employee is due

to retire or resigns from the service will be afforded only at the rate of 2 ½ days per completed month in that half year up to the date of retirement/resignation. If in the case of a University employee who resigns from the University service, the leave already availed of is more than the credit so due to him, necessary adjustment should be made in respect of leave salary overdrawn, if any.

(e) The credit afforded under clause (i) (a) shall be reduced by 1/10th

of the period of extra-ordinary leave availed of during the previous half year, subject t o a maximum of 15 d ays; t he credit afforded under this clause shall also be reduced by 1/10th o f the period of dies-non, if any, in the previous half year.

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(f) When affording credit under the above method, fractions of a day will be rounded off to the nearest day.

(g) From 16.7.1976 the leave acc ount shall be maintained in the

revised form. While the earned leave shall be credited in advance in the manner stated above, there will be no change in respect of other kinds of leave. The entries in respect of such leave shall be made a s an o ccasion for doing so arises. In the ca se of existing University employees the old leave accounts have to be closed and the credit of leave as on 15.7.1976 will have to be carried forward to the new leave account. While doing so, fractions of a day will be rounded off to the nearest day.

(ii) Limits of accumulation and grant:

(a) A University employee shall cease to earned leave under (i) (a)

when the ea rned leave due a mounts to 240 days w.e.f. 1.7.1986, (now revised to 300 days).

(b) the maximum amount of earned leave that can b e granted to an

employee at a time shall be 180* days.

Provided earned leave taken as leave preparatory to retirement can be availed of upto a maximum of 240 days Earned leave may be granted for a period not exceeding 120* days, if the entire leave so granted or any portion thereof is spent outside India, Bagladesh, Bhutan, Burmha Sri Lanka, Nepal and Pakistan. Provided that where earned leave exceeding 120* days is so granted, the period of such leave spent in the India shall not in the aggregate exceed 120* days.

(c) Prefixing /Suffixing of Holidays to leave:-

Prefixing and suffixing ho lidays to leave other than leave on medical certificate, shall be allowed automatically except in cases where for administrative reasons permission for prefixing/suffixing holidays to leave is s pecifically with-held. When an employee is certified medically fit for joining duty, holiday(s) if any

* [The maximum amount of E.L that can be granted to an employee at a time shall be 180 days (instead of 120 days) EC. 15.2.1992 - *Ref. Estab. I/92 dated 25.2.92]

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succeeding that day shall automatically be allowed to be suffixed to the leave a nd ho liday(s), if any, preceding the day he is s o certified shall be treated as part of the leave.

(38) Half Pay leave: (i) The half-pay leave admissible to an employee in respect of each

completed year of service shall be 20 days. (ii) Half-pay leave may be granted to an employee on medical

certificate or on private affairs. No half-pay leave may be granted to an employee in temporary appointment except on medical certificate.

(39) Commuted leave:-

Commuted leave not exceeding half the amount of half pay leave may be granted o n medical certificate to a permanent employee subject t o the following conditions:-

(a) When commuted leave is granted, twice the amount of such leave

shall be debited against the half pay leave due. (b) No commuted leave may be granted under the provision unless the

authority competent t o sanction leave has reasons to b elieve that the officer will return to duty on his expiry.

(c) Where a University employee who has been g ranted commuted

leave resigns from service or at his request i s permitted to retire voluntarily without returning to duty, the commuted leave shall be treated as half pay leave and the difference between the leave salary in respect of commuted leave a nd h alf pay leave shall be recovered.

Provided that no such recovery shall be made if the retirement i s by reason of ill health in-capacitating the University employee for further service or in the event of his death.

Note:- Commuted leave may be granted at t he request of the University

employee even when earned leave is due to him. (40) Leave not due:- 1. Save in the case of the leave preparatory to retirement, leave not due

may be granted to a University employee in p ermanent employment subject to the following conditions:-

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(a) The authority competent t o grant l eave is s atisfied that t here is reasonable prospect of the University employee returning to duty on its expiry;

(b) Leave not due shall be limited to the half pay leave he is likely to earn thereafter;

(c) Leave not due during the e ntire service shall be limited to a maximum of 360 days, out of which not more than 90 d ays at a time a nd 1 80 d ays in all m ay be otherwise than on medical certificate;

(d) Leave not due shall be debited against t he half pay leave the University employee may earn subsequently;

Provided, however, in order to mitigate the hardship o f the temporary employees who are suffering from T.B., Leprosy, Cancer or mental illness, leave not due may b e granted to such employees for a period not exceeding 360 days during entire service subject t o the fulfilment of conditions in clauses (a), (b) and (d) above and also subject to the following further conditions:-

(i) That the employee has put in a minimum of one year’s service; (ii) That the post from which employee proceeds on leave is likely

to last till his return to duty; and (iii) That t he request for grant of such leave is supported b y a

medical certificate. (a) Where a University employee who has been granted leave not

due resigns from service or at his request permitted to retire voluntarily without returning to duty the ‘leave not due’ shall be cancelled, resignation o r retirement t aken effect from t he date on which such leave had taken effect from t he date on which such leave had commenced and the leave salary shall be recorded.

(b) Where a University employee who having availed h imself of

leave not due returns to duty but resigns or retires from service before he has earned such leave, he shall be liable to refund the leave salary to the extent t he leave has not been earned subsequently.

Provided that no leave salary shall be recovered under clause (a) or clause (b) if the retirement is by reason of ill health in-capacitating the University employee for further service or in the event of his death.

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SECTION IV – LEAVE NOT DEBITABLE TO LEAVE ACCOUNT (41) Casual Leave:- (i) Casual leave is not earned by du ty. An employee on Casual Leave is

not treated as absent from duty and his pay is not intermitted. Casual Leave cannot be claimed as of right and its grant is always subject to the e xigencies of service a nd subject t o a maximum of 8 d ays in a calendar year, which shall run from Ist January to 31st December each year. (w.e.f. 1.1.1998)

Provided that persons who join service in the middle of the leave year shall be eligible to Casual Leave proportionately.

(ii) Casual Leave may be granted as and when occasion arises up to 5 days

at a time. Prefixing and Suffixing o f Saturdays/Sundays and recognised holidays shall be made permissible at the discretion of the leave sanctioning authority.

(iii) Saturdays/Sundays and recognised holidays falling in between the casual/compensatory leave shall not be counted as part of leave.

(iv) Casual Leave cannot be combined with any other kind of leave except

compensatory leave in lieu of Saturdays. (42) Special Casual Leave:- (i) An employee summoned to serve as Juror or Assessor or to give

evidence before the Court of Law as a witness in a civil or criminal case in which his private interest are not at issue may be given this leave. The leave so granted should be sufficient to cover the period of absence necessary.

(ii) It m ay also b e granted when an employee is deputed to attend

reference libraries of other institutions and conferences of educational gathering of learned and p rofessional society in the interests of the University o r other academic work which will include working on the committees appointed by the University/Govt./U.G.C., lecturing and examination work and U.P.S.C. work, or such o ther work as may be specified b y the University.

(iii) Special Casual Leave may granted to an employee where the staff

is prevented to attend office during civil disturbances, curfews or strikes.

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(iv) In the case of male e mployees:- Male e mployees who und ergo vasectomy operation under the Family Welfare Programme for the first tim e may be granted special casual l eave not exceeding six working days. Saturdays/Sundays and closed holidays intervening should b e ignored while calculating the period o f special casual leave. If any employee undergoes vasectomy operation for the second time on account of the failure of the first operation, special casual l eave not exceeding six days may be granted again o n production of a certificate from the medical authority concerned to the effect that the second operation was performed due to failure of the first operation.

(v) In the ca se of Female Employees:- (a) Female employees who

undergo tubectomy operations – whether puerperal or non-puerperal – may be granted special casual leave not exceeding 14 days.

(b) In the ca se of female e mployees who und ergo tubectomy

operation for the second time on account of the failure of the first operation, special casual l eave not exceeding 14 d ays may be granted again on p roduction of a medical certificate from t he prescribed medical authority concerned to the e ffect t hat t he second op eration was performed du e to the failure of the first operation.

(c) Female employees who have insertions of intrauterine

contraceptive devices may be granted special casual leave on the date of the IUCD insertion.

(d) Female employees who have reinsertions of Intrauterine

Device (IUD) may be granted special casual leave on the date of the IUD re-insertion.

(e) Female e mployees who undergo salpingectomy operation

after Medical Termination o f Pregnancy (MTP) may be granted special casual leave not exceeding 14 days.

(vi) Male Employees whose wives undergo tubectomy operation:- (a) Male employees whose wives undergo either Puerperal or

non-puerperal t ubectomy operation for the first tim e or f or the second time due to failure of the first operation (Under Family Welfare Programme) may b e granted special casual leave for 7 days subject to the production of a medical certificate stating that their wives have undergone tubectomy op eration for the second time due to the failure of the first operation. It shall not be

32

necessary to state in the certificate that t he presence of the University employees is required to look after the wife during her convalencence.

(b) Male e mployees whose wives undergo tubectomy

salpingectomy operation after Medical Termination o f Pregnancy (MTA) may be granted special casual leave up to 7 days subject to the production o f the medical certificate stating that t heir wives have undergone tubectomy salpingectomy operation after Medical termination of Pregnancy. It shall not be necessary to state in the certificate that the presence of the University employee is required to look after the wife during her Convalecence.

(vii) In case of post-sterilisation operation complications:-

A University employee who required special casual leave beyond the limits laid down for undergoing sterilisation operation owing to the development of post-operation complications may be a llowed special casual l eave to cover the period for which h e or she is hospitalised on account of post-operational complications, subject to the production o f a certificate from t he c oncerned ho spital authorities/an authorised medical attendant. In addition the benefit of the additional special casual leave may also be extended to the extent of seven days in case of vasectomy operation and fourteen days in case of tubectomy operation, and to such University employees who after sterilisation op eration do no t remain hospitalised but, at the same time, are not found fit to go to work, subject to the production o f a medical certificate from t he appropriate authority in the concerned hospital/authorised medical attendant.

(viii) For undergoing recanalisation operation:-

University employees who und ergo op eration for r ecanalisation may be granted special casual l eave upto a period o f 21 d ays or actual period o f hospitalisation as certified by the a uthorised medical attendant, whichever is less. In addition special casual leave can also be granted for the actual period of the to and from journey performed for undergoing this operation. The grant of special casual l eave for recanalisation o peration (without any commitment to the reimbursement of medical expenses) is subject to the following conditions.

(i) The operation should have been performed in hospital/medical

college/institute where facilities for r ecanalisation are available. If the operation is performed in a private hospital, it

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should b e one nominated b y the State Government/Union Territory /Administration for performing recanalisation operations.

(ii) The request for grant of special casual leave is supported by a

medical certificate from t he doctor who p erformed the operation to the effect that hospitalisation o f the University employee for the period stipulated therein was essential for the operation and post- operation recovery.

(iii) The c oncession indicated above is admissible to University

employees who:

(a) are unmarried or (b) have less than two children or

(c) desire recanalisation for substantial reasons e.g., a person has lost male children o r all female children after vasectomy/tubectomy operation performed earlier.

(ix) Combining with regular/causal l eave:- Special casual l eave

connected with sterilisation, recanalisation und er prefixed to regular leave or casual leave. However, special casual leave should not be allowed to be prefixed both to regular leave and casual leave. Special casual leave should either be prefixed to regular or to casual leave and not both. Similarly special casual leave may be suffixed either to regular leave or to casual l eave a nd no t both. The intervening holidays and/or Saturdays/Sundays may be prefixed/suffixed to regular leave, as the case may be.

(42)(a) Compensatory Leave

Compulsory attendance on Saturdays/Sundays or other public holidays justifies the grant of compensatory leave for the number of days an employee is compelled to attend the office, unless it is imposed on him as a penalty or it i s required to clear arrears for which h e is personally responsible. The a ttendance in such cases s hould b e under the previous orders of the office-in-charge. The number of days of compensatory leave earned will be noted in the casual leave register and the grant of leave also noted therein. Compensatory leave to the extent actually earned may b e allowed under the same conditions as prescribed for grant of casual leave.

(Also see provision of grant of compensatory leave on page 38).

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(43)(A) Maternity Leave:- (i)a.Maternity Leave may be granted to a women employee on full pay for

a period o f 135 d ays from t he date of its commencement. (E.C. 88, 13.7.1991; Est.I/Leave/92 dated 18.3.1992).

(i)b.A Female University employee with less than two surviving children

may be granted maternity leave by an authority competent to grant leave for period of 135 days from the date of its commencement. (Est. I/Leave Rule/27/99; dated 26.11.99).

(ii) Maternity leave not exceeding 45 days in the entire service may also

be granted to a female University employee (irrespective of surviving children) in case of mis-carriage including abortion on production of Medical certificate. (26.11.99)

(iii)(a) Maternity Leave may be combined with leave of any other kind. (b) Notwithstanding the provisions contained in rule 39, any leave

(including commuted leave) for a period not exceeding sixty days, applied for in continuation o f maternity leave, may b e granted without production of medical certificate.

(iv) Leave in continuation of leave granted under clause (b) of sub-rule (iii)

may be granted on production of a medical certificate for the illness of the female employee. Such leave may also be granted in case of illness of a newly born baby, subject t o p roduction of medical certificate to the e ffect t hat t he c ondition o f the a iling baby warrants mother’s personal attention and that her presence by the baby’s side is absolutely necessary.

Note:- It has been decided that t he a bortion induced und er the Medical

Termination of Pregnancy Act, 1971, should also be considered as a case of abortion for the purpose of granting Maternity Leave under the Rules.

(43)(B) Paternity Leave:-

A male University employee with less than two surviving children may be granted Paternity Leave for a period o f 15 d ays during the confinement of his wife. During the period of such leave, he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may be combined with any other kind of leave (as in the ca se of Maternity Leave). It m ay not normally b e refused un der any circumstances. (Govt. of I ndia letter No. 13018/1/97 Est. Leave dated 7.10.97 and No. 13018/1/99/Estt. (L) dated 10.6.99).

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(44). Hospital Leave:- (i) Hospital l eave may be granted to an employee for medical t reatment

for illness or injury, if such illness or injury is directly due to risks incurred in the course of official duty. This leave will be available to such employee only, whose duties expose them t o such illness or injury.

(ii) Hospital leave may be granted on leave salary on average pay or half

pay as the University may consider necessary. (iii) The amount of hospital leave is limited to three months on average pay

in any period of three years. Hospital leave on average pay counts for the purpose of this limit as half the amount of leave on average pay.

(iv) Hospital leave may be combined with any other kind of leave, except

casual leave, which may be admissible provided that the total period of leave after such combination shall not exceed 180 days.

(45). Extra – ordinary leave:- (i) Extra-ordinary leave shall be without pay and allowances and may be

granted when no o ther kind of leave is admissible or when other kind of leave being admissible the employee specifically applied in writing for the grant of extra-ordinary leave.

(ii) The period of extra-ordinary leave shall not count for increment. (iii) Except in case of a permanent employee the duration of extra ordinary

leave on any one occasion shall not exceed the following limits.:-

(a) 3 months without medical certificate; (b) 6 months with medical certificate for common ailments; and (c) 18 months on medical certificate for cancer, mental il lness,

pulmenary tuberculosis of plourisy of tubercular origin, tuberculosis of any part of the body and Leprosy.

Provided that for grant of extra-ordinary leave as at (b) or (c) above, the e mployee should h ave put i n a minimum of one year’s continuous service.

(iv) The authority empowered to grant leave may commute retrospectively

the period of absence without leave into extra-ordinary leave.

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Note;- The power of commuting retrospectively the periods of absence without leave into extraordinary leave is absolute a nd no t subject t o any conditions.

(46). Quarantine Leave: deleted (EC 172, 14.1.1993) (47). An employee shall be eligible for Study leave in accordance with the

rules as may be prescribed by the Executive Council from time to time. 47 (A) Leave Salary:- (1) A University employee on earned leave is entitled to leave salary

equivalent t o the pay drawn immediately before proceeding on Earned Leave.

(2) A U niversity employee on h alf pay leave or leave not due is

entitled to leave salary equal to half the amount specified in sub-rule (1)

(3) A U niversity employee on Commuted Leave is entitled to leave

salary equal to the amount admissible under sub-rule (1) (4) A U niversity employee on extra-ordinary leave is not entitled to

any leave salary. (5) A U niversity employee, including a University employee on

foreign service, proceeding on leave for a period no t l ess than thirty days may be allowed an advance in lieu of (leave salary upto a month’s pay and allowances admissible on that leave salary subject t o deductions on account of I ncome-tax, Provident Fund, House Rent, Recovery of Advances etc.)

(6) In the case of a University employee who is granted cash

equivalent under clause (v) (b) of Rule 35(d), the leave salary shall be based o n the pay drawn b y him exclusive of the pension equivalent of other retirement benefits.

47. (B) In case a University employee dies in harness, the cash equivalent of

the leave salary that t he deceased employee would h ave got, had he gone on earned leave, but for the death, due a nd admissible, on the date immediately following the date of death, subject to a maximum of leave salary for 180 d ays, shall be paid to h is family. Further, such cash equivalent shall not be subject to reduction on account of pension equivalent of death-cum-retirement gratuity.

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47. (C) Half pay leave up to a maximum of 180 days shall be allowed to be

commuted during the entire service where such leave is utilised for an approved course which is certified to be in the public interest by the leave sanctioning authority.

47.(D) A University employee who is declared by a medical authority to be

completely and permanently incapacitated for further service may be granted, suo-motu, by the a uthority competent t o grant l eave, cash equivalent of leave salary in respect of leave due and admissible, on the date of his invalidation from service, provided that t he period o f leave for which he is granted cash equivalent does not extend beyond the date on which he would h ave retired in the normal course a fter attaining the a ge prescribed for retirement under the terms and conditions governing his s ervice. The cash equivalent t hus payable shall be equal to the leave salary as calculated under sub-Rule IV of the Rule 35(d). A University employee not in permanent employment shall not however, be granted cash equivalent of leave salary in respect of half pay leave standing at his credit on the date of his invalidation from service.

MISCELLANEOUS: Decisions on the basis of V Pay Commission Recommendations: “(a) The existing ceiling of 240 days on accumulation of earned leave provided

in Rules 26 and 28 ibid shall be enhanced to 300 days; (b) The existing ceiling of 240 days for availing of the benefit of encashment

of unutilised earned leave shall be increased to 300 d ays in respect of the following categories:-

(i) retirement on attaining the age of superannuation. (ii) cases where the service of a Government servant has been

extended in the interest of public service, beyond the date of retirement on superannuation.

(iii) voluntary/pre-mature retirement. (iv) where the services of a Government servant are terminated b y

notice or by p ayment of pay & allowances in lieu o f notice, or otherwise in accordance with the terms and conditions of his appointment.

(v) in the case of termination of re-employment after retirement.

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(vi) in the case of death of a Government servant while in service to the

family of the deceased.

(vii) in the case of leave preparatory to retirement.

(viii) in the c ase of transfer of a Government servant t o an industrial establishment and

(ix) on absorption of a Government servant in the Central Public Sector

Undertaking /autonomous body wholly or substantially owned o r controlled by the Central/State Government.

(c) A G overnment servant who resigns or quits service shall be entitled to

cash equivalent in respect of earned leave at credit on the date of cessation of service, to the extent of half of such leave a t his credit, subject t o a maximum of 150 days.

The above orders shall take effect from Ist July, 1997.

The Fifth Pay Commission has also recommended that all employees may be permitted to encash 10 d ays earned leave a t t he time of availing of Leave Travel Concession, subject to the conditions that:-

(a) the total leave so encashed during the entire career does not exceed 60

days in the aggregate; (b) earned leave of atleast and equivalent duration is also availed o f

simultaneously by the employee;

(c) a balance of atleast 30 d ays of earned leave is still available to the credit of the e mployee after taking into account t he period of encashment as well as leave; and

(d) the period o f leave encashed shall be deducted from the quantum of

leave that can be normally encashed by him at t he time of superannuation.

This recommendation h as also b een accepted b y the Government and, accordingly, encashment of earned leave may b e allowed by the Ministries/Departments subject to the prescribed conditions. The total encashment of Earned Leave allowed to a Government servant alongwith LTC while in service and as per the provisions of the Central Civil Services (Leave) Rules, 1972, should not exceed the maximum limit/ceiling of 300 days or 150 days as the ca se may be”.

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WORKING WEEK:

It has been decided to continue the five-day-week working system i ntroduced since June-1985 in the Civil administrative offices of Government of India Departments whose functions are pre-dominantly marked by public dealings or of commercial nature and at present are functioning on 5 day-week basis, will review the existing arrangements and switch over to 6 day-week wherever feasible. CASUAL LEAVE ENTITLEMENT: It has also been decided to reduce with effect from Ist January, 1998 the number of days of Casual Leave for Central Government employees from the existing 12 days to 8 days in a year. Leave entitlement for the incumbents granted Temporary status will be as under:- 1. One day Leave after every 10 working days which will be earned over

at their credit on their regularisation. 2. No casual or any other leave will be granted in addition to as referred

to at (1) above. 3. They will not be e ntitled to Leave e ncashment on termination o f

service or their quitting service unless they are regularised as group ‘D’ post against substantive post.

4. Maternity leave to lady casual labourer as in the case of regular

employees.

Grant of Compensatory Leave to Non-Teaching employees beyond the expiry o f Leave year.

1. the c ompensatory leave earned b y n on-teaching employees s hould b e allowed to be availed of within a period of four months of its becoming due;

2. not more than two days compensatory leave may be allowed to be availed

of at a time.

(Ref. Estab.I/Comp.Leave/85-86/dated 3.9.86)

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CHAPTER V

CONDUCT

SECTION 1

(48) Interpretation In this chapter unless the context otherwise requires:-

(a) “Employee” means any person appointed by the University to any post in the University.

Explanation: An employee on foreign service or whose services are temporarily placed at t he disposal of a University or any other authority by the University shall, for the purposes of these rules, be deemed to be an employee serving under the University; notwithstanding that his salary is drawn from sources other than the funds of the University.

(b) ‘Members of family’ in relation to an employee includes;

(i) The wife or husband, as the case may be of the employee whether residing with the employee or not, but does not include a wife or husband, as the ca se may be separated from t he e mployee by a decree or order of a competent court;

(ii) Son o r Daughter or step–son or step-daughter of the e mployee

wholly dependent on him, but does not include a child or step-child who is no longer in any way dependent on the employee, or of whose c ustody the e mployee has been d eprived b y or under any law;

(iii) Any other person related, whether by blood o r marriage to the

employee or to the employee’s wife or husband and wholly dependent on the employee.

(c) ‘Prescribed authority’ means the Vice -chancellor or the a uthority

prescribed b y the Executive Council for the purpose of these rules as a whole or for any individual rule.

SECTION II

Rules

(49) General:

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(1) Every employee shall at all times:-

(a) Maintain absolate integrity; (b) Show devotion to duty; and (c) Do not hing w hich i s u nbecoming o f a n e mployee o f t he

University.

(2) (i) Every employee, holding a supervisory post shall take all possible s teps t o ensure t he integrity and devotion t o duty of a ll employees f or the time being u nder h is c ontrol and authority.

(ii) No employee shall, in the performance of his official duties

or i n t he ex ercise o f p owers c onferred o n h im, act otherwise t han i n hi s b est ju dgement e xcept w hen h e i s acting under the direction of his official superior and shall, where he is acting under such direction, obtain the direction in w riting, w herever p racticable a nd, w here it i s not practicable to obtain the direction in writing, he shall obtain written c onfirmation o f d irection a s so on t hereafter a s possible.

(iii) Unless o therwise s tated s pecifically i n t he t erms o f

appointment, e very w hole-time e mployee m ay b e called upon to perform such duties as may be assigned to him by the competent a uthority, b eyond s cheduled working hours and on closed holidays, Saturdays and Sundays.

(iv) An employee shall observe the scheduled hours of working

during which he must be present at the place of his duty.

(v) Except for valid reason and/or unforeseen contingencies, no employee s hall b e a bsent from duty w ithout p rior permission. Where an employee absents himself from duty without p rior p ermission f or a c ontinuous p eriod o f 9 0 days, he shall be t reated a s absconding from duty anddisciplinary proceeding shall be initiated in accordance withthe procedure laid down under Rule-70 read with Rule-67 toterminate his service.

(EC Res. No. 59 dated 29-07-2008)

Explanation: - Nothing in clause ( ii) of sub-rule (2) shall be construed as empowering a n e mployee t o e vade h is r esponsibilities b y s eeking instructions from or approval of, a superior officer or authority when such instructions a re not n ecessary un der t he d elegation o f powers a nd responsibilities.

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(50) Joining of Associations by Employees:

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 University or public order, decency or morality.

Nothing in this Rule shall be deemed to prohibit any employee to participate or to contest the elections for various bodies such as Parliament, State Legislative Assemblies and Municipal Corporation etc. on the same terms and conditions as are applicable to teachers and also subject to the condition that the employees will avail of their own leave for contesting the Elections. However, in the event of their getting elected or nominated to any body, they will be required to take leave of absence during the term as member as in the case of teachers (Executive Council Resolution No. 239 (7) dated 15-2-92). (51) Demonstration and strikes:

No employee shall engage himself or participate in any demonstration or strikes which is prejudicial to the interest of the University or public order, decency or morality, or which involves contempt of court, defamation or incitement to an offence.

(52) Connection with Press or Radio:

(i) No employee shall, except with the previous sanction o f the University, own wholly or in part, or conduct, or participate in the editing or management of, any newspaper of periodical publication.

(ii) No employee shall, except with the previous sanction o f the

University, or the prescribed authority or in the bonafide discharge of his duties, participate in a radio b roadcast or contribute a ny article or write a ny letter or a book either in h is own name or anonymously, pseudonymously or in the name of any newspaper or periodical:

Provided that no such sanction shall be required if such broadcast or such contribution o r writing is of a purely literary, artistic or scientific character.

(52.A) Representation:

Whenever an employee wishes to pu t forth any claim or seek redress of any grievance or any wrong done to him, he must forward his case through proper channel and shall not forward such advance c opies of his

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application to any higher authority, unless the lower authority has rejected the claim, or refused relief, or that the disposal of the matter is delayed by more than three months.

No employee shall be signatory to any joint representation addressed to the authorities or redress of any grievance or for any other matter.

(53) Evidence before a Committee or any other authority:

(1) Save as provided in sub-rule (3) no employee shall, except with the previous sanction o f the University, give evidence in connection with any enquiry conducted by any person, committee or authority.

(2) Where any sanction, has been accorded under sub-rule (1) no such

employee giving such evidence shall criticise the policy or any action of the University or the Government.

(3) Nothing in this rule shall apply to:-

(a) The e vidence given at an enquiry before a n authority appointed by the Visitor, Vice-Chancellor, Government and Parliament or any Stage Legislature; or

(b) The evidence given in any judicial enquiry; or (c) The evidence given in any departmental enquiry ordered by

authorities subordinate to the Vice-Chancellor. (54) Unauthorised communication of information:

No employee shall except in accordance with any general or special order of the University or in the performance in good faith of the duties assigned to him, communicate, directly or indirectly, any official document or any part thereof or information to any other employee or any other person to whom he is not authorised to communicate such document or information.

(55) Subscription

No employee shall except with the previous sanction of the University or of the prescribed authority ask for or accept contributions to, or otherwise associate himself with the raising of any funds or other collections in cash or in kind in p ursuance of any object whatsoever except for bonafide purpose e.g. for Reception/farewell or for financial assistance to a member of the University staff or his family in distress.

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(56) Private Trade or Employment:

(1) No employee shall, except with the previous sanction o f the University, engage directly or indirectly in any trade or business or undertake any other employment:

Provided that an employee may, without such sanction undertake honorary work o f a social or charitable nature or occasional work for a literary, artistic or scientific character, subject t o the c ondition that his official duties do no t t hereby suffer; but he shall not undertake a nd shall discontinue such work if so directed by the University. Explanation: Convassing by an employee in support of the business of insurance agency, commission agency, etc., owned o r managed by his wife or any other member of his family shall be deemed to be a breach of this sub-rule.

(2) Every employee shall report to the University if any member of his

family is engaged in a trade or business or owns or manages an insurance agency or commission agency.

(3) No employee shall without the previous sanction of the University

except i n the discharge of the official duties take part in the registration, promotion o r management of any b ank o r other company which is required to be registered under the Companies Act. 1956 (1 of 1956) or any other law for the time being in force or any co-operative society for commercial purposes:

Provided that an employee may take part in the registration, promotion or

management of a co-operative society substantially for the benefit of the employees registered under the co-operative society Act, 1912 (2 of 1912) or any other law for the time being in force or of a literary, scientific or charitable society registered under the societies Registration Act, 1861 (2 of 1960) or any corresponding law in force.

(4) No employee may accept any fee for any work done by h im for

any public body or any private person without the sanction of the prescribed authority.

(57) Insolvency and habitual indebtedness:

An employee shall so manage his private a ffairs as to avoid h abitual indebtedness or insolvency. An employee against whom any legal proceeding is instituted for the recovery of any debt due from him or for adjudging him as an insolvent shall forthwith report t he full facts of the legal proceeding to the University.

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Note:- The burden of proving that the insolvency or indebtedness was the result of circumstances which, with the exercise or ordinary diligence, the employee could not have foreseen, or over which he had no control, and had not proceeded from extravagant or dissipated habits, shall be upon the employee.

(58) Vindication of acts and character of employees

(1) No employee shall except with the previous s anction o f the University, 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.

(2) Nothing in this rule shall be deemed to prohibit any employee from

vindicating his private c haracter or any act done by him i n h is private ca pacity and where a ny action for vindicating his private character or any act done by him in private capacity is taken, the employee shall submit a report to the prescribed authority regarding such action.

(59) Convassing of non-official or other influence:

No employee shall bring or attempt t o bring any political or other influence to b ear upon any superior authority to further his interests in respect of matters pertaining to his service under the University.

(60) Bigamous marriages:

(1) No employee who has a wife/husband living shall contract another marriage without first obtaining the permission of the University, notwithstanding that such subsequent m arriage is permissible under the personal law, for the time being, applicable to him.

(2) No female/male e mployee shall m arry any person who has a

husband/wife living without first obtaining the permission o f the University.

(61) Interpretation:

If any question arises relating to the interpretation of these rules, it shall be referred to the Executive Council which shall decide the same.

(62) Delegation of Powers:

The Executive Council m ay by general or special order, direct t hat any power exercisable by it under these rules except the powers (under rule 61

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of these rules) shall, subject to such conditions, if any, as may be specified in the order be exercisable a lso b y such o fficer or authority as may be specified in the order.

CHAPTER VI

Penalties and Appeals

SECTION 1

(63) Interpretations: In this chapter unless the context otherwise requires:

(a) ‘Appointing Authority’ means the a uthority empowered to make appointment in a cadre in which the employee is for the time being included vide Rule 5 Chapter 1.

(b) ‘Disciplinary Authority’ – In relation to the imposition of penalty

on an employee means the authority competent under these rules to impose on him any of the penalties specified in rule 67.

(c) ‘Employee’ means any person in the service of the University who

is a member of a ca dre of one of the ca tegories of posts created under the University and includes any such p erson on foreign service or whose services are temporarily placed at the disposal of another University/College or any other authority b y the University; and also any person in the service of a State Govt. or Central Government or a local or other authority, or any other autonomous body whose services are temporarily placed at t he disposal of the University.

(64) Application

(i) These rules s hall apply to all t he e mployees except a person o n daily wages.

(ii) If any doubt arises – (a) whether these rules or any of them apply

to any person or (b) whether any person to whom the rules apply belongs to a particular cadre, the matter shall be referred to the Executive Council which shall decide the same.

(65) Protection of rights and privileges conferred by agreement:

Nothing in these rules shall operate to deprive any employee of any right or privilege to which he is entitled by the term of any agreement subsisting

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between any such person and the University on the commencement of these rules.

SECTION II

(66) Suspension

(1) The appointing authority or any other authority empowered by the University in that benefit m ay place any employee under suspension.

(a) Where disciplinary p roceedings against him are

contemplated or are pending; or

(b) Where a case against him in respect of any criminal offence is under investigation or trial.

(2) An employee who is detained in custody, whether on a c riminal

charge or otherwise, for a period exceeding forty-eight hours shall be deemed to have been suspended with effect from the date of his detention, on order of the Vice-Chancellor and shall remain under suspension until further orders.

(3) Where a case against an employee in respect of any criminal

offence is under trial, it shall be the duty of the employee to inform the University about the said fact as soon as he comes to know about it. Similarly, where an employee is detained in custody for a period exceeding 48 hours, it shall be the duty of the employee to inform the University about the said detention at the earliest available opportunity. Failure to supply the information as aforesaid shall be regarded as misconduct on the part of the employee rendering him liable for disciplinary action on that ground alone [Existing sub-clause (3) of Clause 66 be read as sub-clause (4) instead of (3)].

(4) An order or suspension made or deemed to have been made under this rule may at any time be revoked by the authority, which made or is deemed to have made it or by any superior authority.

SECTION III

Penalties and Disciplinary Authorities

(67) Penalties:

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The following penalties may, for good and sufficient reasons, be imposed on an employee:-

(i) Censure (ii) With-holding of increments or promotion.

(iii) Recovery from pay o f the whole or part of any pecuniary loss

caused to the University by negligence or breach of the rules of the University or orders or directions of superior authorities.

(iv) Reduction to a lower grade or post or to a lower stage in a time-

scale of pay.

(v) Compulsory retirement; and

(vi) Dismissal from or termination of service.

Explanation:

The following shall not amount to penalty within the meaning of this rule, namely:-

(i) Stoppage of an employee at the efficiency bar in the time scale of

pay on the ground of his unfitness to cross the bar. (ii) Non-promotion of an employee, whether in a substantive or

officiating capacity, after consideration o f his case for promotion to a grade or post to which the employee is eligible.

(iii) Reversion o f an employee, appointed o n probation to any o ther

grade or post, to his permanent grade or post during or at the end of the period of probation in accordance with the terms of his appointment, or the rules and order governing such probation.

(iv) Reversion of an employee officiating in a higher grade or post to a

lower grade or post, on the ground that the employee is considered to b e unsuitable for such h igher grade or post or on any administrative ground unconnected with the conduct.

(v) Replacement of the services of an employee, whose services had

been bo rrowed from outside authority, at t he disposal of such authority.

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(vi) Compulsory retirement of an employee in accordance with the provisions relating to his superannuation or retirement.

(vii) Termination of the services:

(a) of an employee appointed on probation during or at the end

of the period of his probation, in accordance with the terms of his appointment or the rules and orders governing such probation; or

(b) of a temporary employee in accordance with the rules made

in this behalf by the University; or (c) of an employee engaged under an agreement, in accordance

with the terms of such agreement.

(68) Disciplinary Authorities:

(i) The Executive Council m ay impose on an employee any o f the penalties specified in rule 67.

(ii) The Vice-Chancellor may impose on an employee a ny o f the

penalties specified in Clause (i), (ii) and (iii) of rule 67.

(69) Authority to institute proceedings:

1. The Executive Council or any other authority empowered by it by general or special order may:-

(a) institute disciplinary proceedings against any employee;

(b) direct a disciplinary authority to institute disciplinary proceedings against, an employee on whom t hat disciplinary authority is competent to impose under these rules any of the penalties specified in rule 67.

2. A disciplinary authority competent under these rules to impose any

of the penalties s pecified in clauses (i) to (iii) of rules 67 may institute disciplinary proceedings against any employee for the imposition of any of the penalties specified in clauses (iv) to (vi) of rule 67 no twithstanding that such disciplinary authority is not competent under those rules to impose any of the latter penalties.

(The Vice-Chancellor and in his absence the Pro-Vice-Chancellor,

may institute disciplinary proceedings against any employee).

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SECTION – IV

Procedure for imposing Penalties (70) Procedure for imposing major Penalties:

(1) No order imposing any of the penalties specified in clauses (iv) to (vi) of rule 67 shall be made except after an enquiry held as may be, in the manner provided in this rule and rule 71.

(2) Whenever the disciplinary authority is of the opinion that there are

grounds for inquiry into the truth of any imputation of misconduct or misbehaviour against an employee, it may itself enquire into, or appoint under this rule an authority to inquire into the truth thereof.

Explanation: Where the disciplinary authority itself holds the inquiry any reference in sub-rule (7) to sub-rule (20) and in sub-rule (22) to the enquiring authority shall be c onstrued as a reference to the disciplinary authority.

For the purpose of this Rule and the Sub-Rules referred to above, the Vice-Chancellor, and in his absence the Pro-Vice-chancellor, may exercise the powers on behalf of the Council.

(3) Where it is proposed to hold an enquiry against an employee under

this rule a nd rule 71, the disciplinary authority shall draw up o r cause to be drawn up;

(i) The substance of the imputations of misconduct or

misbehaviour into definite and distinct articles of charge:-

(ii) A statement of the imputations of misconduct or misbehaviour in support of each article of charge which shall contain:-

(a) A statement of all relevant facts including any admission or

confessions made by the employee; (b) A list of documents by which and a list of witnesses by

whom the articles of charge are proposed to be sustained.

(For the purpose of this Rule and the sub-Rules referred to above, the Vice-Chancellor, and in h is absence the Pro-Vice-Chancellor, may exercise the powers on behalf of the Council.)

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(4) 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 of charge is proposed to b e sustained; and shall require the e mployee to submit, within such time as may be specified a written statement of his defence and to state whether he desires to be heard in person.

For the purpose of this Rule, the Registrar on b ehalf of the disciplinary authority is empowered to deliver or cause to be delivered to the employee a c opy of the a rticles of charges, a statement of the imputations of misconduct or misbehaviour and a list of documents and witnesses by which each article of charges is proposed to be sustained; and shall require the e mployee to submit within such time a s may b e specified b y the Registrar, a written statement of his defence and to state whether he desired to be heard in person. (5) (a) On receipt of the written statement of defence the

disciplinary authority may itself enquire into such o f the article of charge a s are not admitted, or if it considers it necessary to d o so, appoint, under sub-rule (20) an enquiring authority for the purpose a nd where all t he articles of charge have been admitted by the e mployee in his written statement of defence the disciplinary authority shall record its findings on each charge a fter taking such evidence as it may think fit and shall act in the manner laid down in sub-rule (15)

(b) If no written statement of defence is submitted by the

employee, the disciplinary authority may itself inquire into the articles of charge, or it may, if it considers it necessary to do so appoint, under sub-rule (2) an inquiring authority for the purpose.

(c) Where the disciplinary authority itself inquires into any

articles of charge or appoints an inquiring authority for holding an inquiry into such charge, it m ay by an o rder, appoint an employee to b e known as the “ Presenting Officer” to present on its behalf the case in support of the articles of charge.

(For the purpose of this Rule and the Sub-Rules referred to above, the Vice-Chancellor, and in h is absence the Pro-Vice-Chancellor, may exercise the powers on behalf of the Council).

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(6) The disciplinary authority shall, where it i s not t he inquiring authority forward to the inquiring authority:

(i) a c opy of the a rticles of charge a nd the statement of the

imputations of misconduct or misbehaviour;

(ii) a copy of the written statement of defence, if any, submitted by the employee;

(iii) a c opy of statements of witnesses, if any, referred to in

sub-rule (3);

(iv) evidence proving the delivery of the documents referred in sub-rule (3) to them;

(v) a copy of the order appointing the “Presenting Officer”.

(For the purpose of this Rule, the Registrar, is empowered to forward to the Inquiring Authority, the documents etc., listed under items (i) to (v) of this Rule on behalf of the disciplinary authority).

(7) The employee shall appear in person before the inquiring authority

on such day and at such time within fifteen working days from the date of receipt by him of the articles of charge and the statement of the imputations of misconduct or misbehaviour as the inquiring authority may, by a notice in writing specify in this behalf or within such further time, not exceeding fifteen d ays as the inquiring authority may allow.

(8) The e mployee may take the a ssistance of any other employee

either of the University or any College to present the case on his behalf but m ay not engage a legal practitioner f or the purpose; provided that no employee shall be permitted to assist at a time more than one disciplinary proceedings initiated by the University and/or any college.

(9) If the employee who has not admitted any of the articles of charge

in his written statement of defence or has not submitted any written statement of defence, appears before the inquiring authority, such authority shall ask him whether he is guilty or has any defence to make and if he 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.

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(10) The inquiring authority shall return a finding of guilty 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 guilty, require the Presenting Officer to produce the evidence by which he proposes to prove the articles of charge, and shall adjourn the case to a later date not exceeding thirty days, after r ecording an o rder that t he employee may, for the purpose of preparing his evidence:

(i) 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-rule (3);

(ii) submit a list of witnesses to be examined on his behalf.

Note:- If the employee applies orally or in writing for the supply of copies of the statement of witnesses mentioned in the list referred to in sub-rule (3) the inquiring authority shall furnish to the employee with such copies as early as possible and in any case not less than three days before the commencement of the e xamination o f the witnesses on behalf of the disciplinary authority.

(iii) Give a notice within ten d ays of the order or within such

further time not exceeding ten days as the inquiring authority may allow, for the production o f any documents, which are in the possession of the University but not mentioned in the list referred to in sub-rule (3).

Note:- The e mployee shall i ndicate the relevance of the documents

required by him to be produced by the University.

(12) The inquiring authority shall, on receipt of the notice for the 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 document by such date as may be specified in such requisition:

Provided that, the inquiring authority may, for r easons to b e recorded by it i n writing, refuse to requisition such o f the documents as are, in its opinion, not relevant to the case.

(13) On receipt of the requisition referred to in sub-rule (12) every

authority having the custody or possession o f the requisitioned documents shall produce the same before the inquiring authority:

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Provided that, if the authority having the custody or possession the requisitioned documents is satisfied for reasons to be recorded by it in writing that t he production o f all or any of such d ocuments could b e a gainst t he public interest, it shall inform t he e nquiring authority accordingly, and the inquiring authority shall, on b eing so informed, communicate the information to the e mployee a nd withdraw the requisition made by it for the production o f such documents.

(14) On the date fixed for the inquiry the oral and do cumentary

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 employee. The Presenting Officer shall be entitled to re-examine the witnesses on any points on which they have been cross-examined. The inquiring authority may also put such questions to the witness 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 p roduce evidence not included in the list given to the e mployee, or itself call for new evidence or recall and re-examine any witness and in such case the employee shall be entitled to have, if he demands it, a copy of the list of f urther evidence proposed to b e produced and an adjournment of inquiry for at least three days before the production of such new evidence, exclusive of the day of adjournment and the days to which the inquiry is adjourned. The inquiring authority shall give the e mployee an oppo rtunity of inspecting such documents before they are taken o n the record. The inquiring authority may also allow the employee to produce new evidence, if it i s of the opinion that t he production o f such evidence is necessary in the interest 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 e vidence. 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 c ase for the disciplinary authority is closed, the

employee shall be required to state his defence orally or in writing, as he may prefer, the employee shall be required to sign the record. In either case, a copy of the statement of defence, shall be given to the Presenting Officer, if any, appointed.

(17) The e vidence on b ehalf of the employee shall t hen b e produced.

Employee may examine himself in his own behalf if he so prefers.

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The witnesses produced b y the employee shall t hen be examined and shall be liable to cross-examination o r re-examination by the inquiring authority.

(18) The inquiring authority may, after the e mployee closes his case,

generally question him on the circumstances appearing against the employee in the evidence for the purpose of enabling the employee to explain any circumstances appearing in the evidence a gainst 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 t he c opy o f the articles of charge has

been d elivered, does not submit t he written statement of defence on or before the date specified for the purpose, or does not appear before the inquiring authority o r otherwise fails or refuses to comply with the provisions of this rule, the inquiring authority may hold the inquiry ex-parte.

(21) (a) Where a disciplinary authority competent to impose any of

the penalties specified in clauses (i) to (iii) of rule 67 but not competent to impose any of the penalties specified in clauses (iv) to (vi) of the rule has itself enquired 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 clauses (iv) to (vi) of rule 67 should b e imposed on the e mployee, that authority shall forward the records of the enquiry to such d isciplinary 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 record or may, if it is of the opinion that further examination o f 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 rules.

(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

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inquiring authority so succeeding may act on the e vidence so recorded by its predecessor or partly recorded by its predecessor and partly recorded by itself:

Provided that i f the succeeding inquiring authority is of the opinion that further examination o f any of the witnesses whose e vidence has already been recorded is necessary in the interests of justice, it may recall, examine, cross-examine or re-examine any such witnesses as herein before provided.

(23) After the conclusion of the inquiry, a report shall be prepared and

it shall contain:

(a) The articles of charge and statement of the imputations of misconduct or misbehaviour:

(b) The defence of the employee in respect of each article of

charge.

(c) An assessment of the evidence in respect of each article of charge.

(d) 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 t he original articles of the charge, it may also 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 facts on which such article of the charge is based, or has had a reasonable opportunity of defending himself against such article of charge.

(i) The inquiring authority, where it i s not it self the disciplinary

authority, shall forward to the disciplinary authority the records of inquiry which shall include:-

(a) the report prepared by it under clause (i); (b) the written statement of defence, if any, submitted b y the

employee; (c) the oral and documentary evidence produced in the course of the

enquiry;

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(d) written b riefs, if any, filed b y the Presenting Officer or the employee or both during the course of the inquiry; and

(e) the orders, if any, made by the disciplinary authority and the inquiring authority in regard to the inquiry.

(71) Action on the inquiry report 1. The disciplinary authority, if it is not itself the inquiring authority

may, for reasons to b e recorded in writing, remit t he c ase to the inquiring authority for further inquiry and report, and the inquiring authority shall thereupon proceed to hold further inquiry according to the provisions of these rules as far as may be.

2. The disciplinary authority shall, if it disagrees with the findings on

all or any of the articles of charge and is of the opinion that any of the penalties specified in clause (i) to (iii) of r ule 67 should b e imposed o n the employee, it shall notwithstanding anything contained in rule 72 make an order imposing such penalty.

3. If the disciplinary authority having regard to its findings on all or

any of the a rticles of charge is of the opinion that any of the penalties specified in clauses (i) to (iii) of the rule 67 should be imposed o n the employee, it shall notwithstanding anything contained in rule 72 make an order imposing such penalty.

4. (i) 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 clauses (iv) to (vi) of rule 67 should be imposed on the employee it shall:

(a) Furnish to the employee a copy of the report of the inquiry

held b y it and its findings on each article of charge, or where the inquiry has been held by an inquiring authority appointed by it, a copy of the report of such authority and a statement of its findings on each article of charge together with b rief reasons for disagreement, if any, with the findings of the inquiring authority.

(b) Give the employee a notice stating the penalty proposed to

be imposed on h im and calling upon him to submit within fifteen days of receipt of the notice or such further time not exceeding fifteen days, as may be allowed, such representations as he may wish to make on the proposed penalty on the basis of the evidence a dduced du ring the inquiry held under rule 70.

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(ii) The disciplinary authority shall consider the representations if any, made by the employee in pu rsuance of the notice given to h im

under clause (1) and d etermine what penalty, if any, should b e imposed on him and make such order as it may deem fit.

(72) Procedure for imposing minor penalties:-

1. Subject to the provision of sub-rule (3) of rule 71 no order imposing on an

employee any of the penalties specified in clause (i) to (iii) of rule 67 shall be made except after:-

(a) Informing the employee in writing of the proposal to take action against

him and of the imputations of misconduct or misbehaviour on which it is proposed to be taken and giving a reasonable opportunity of making such representation as he may wish to make against the proposal.

(b) Holding an enquiry in the manner laid down in sub-rule (3) to (23) of rule

70 in every case in which the disciplinary authority is of the opinion that such inquiry is necessary.

(c) Taking that representation, if any, submitted by the employee under clause

(a) and the record of enquiry, if any, held under clause (b) into consideration; and

(d) Recording a finding on each imputation of misconduct or misbehaviour. 2. The record of the proceedings in such cases shall include:-

(i) A copy of the intimation to the employee of the proposal t o take action

against him; (ii) A copy of the statement of imputations of misconduct or misbehaviour

delivered to him; (iii) His representation, if any; (iv) The evidence produced during the inquiry; (v) The findings on each imputation of misconduct or misbehaviour; and (vi) The orders on the case together with the reason therefor. (73) Communication of Orders:

Orders passed by the disciplinary authority shall be communicated to the employee who shall also b e supplied with a c opy of the report of the

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inquiry, if any, held by the disciplinary authority and a copy of its findings, on each article of charge, or where the disciplinary authority is not the inquiring authority a copy of the report of the inquiring authority and 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 unless they have already been supplied to him.

(74) Common Proceedings: 1. Where two o r more employees are concerned in any case the Executive

Council or any other authority competent t o impose the penalty of dismissal from service on all such employees may make an order directing that disciplinary action against all of them m ay b e taken in a c ommon proceeding.

Note: If the a uthorities competent t o impose the penalty of dismissal on such

employee a re different, and o rder f or taking d isciplinary action in a common proceeding may be made by the higher of such authorities with the consent of the others.

2. Subject to the provision of sub-rule (2) of rule 68 any such order shall specify: (i) The authority which may function as the disciplinary authority for the purpose of such common proceeding: (ii) The penalties specified in rule 67 such disciplinary authority shall be competent to impose: (iii) Whether the procedure laid down in rule 70 and rule 71 or rule 72 shall be followed in the proceeding. (75) Special procedure in certain cases: Notwithstanding any thing contained in Rule 70 to Rule 74: (i) Where any penalty is imposed on an employee on the ground o f

misconduct which has led to his conviction on a criminal charge, or (ii) Where the disciplinary authority is satisfied for reasons to be recorded by

it in writing that it i s not reasonably practicable to hold any inquiry in the manner provided in these Rules. The disciplinary authority may consider the circumstances of the case and make such order thereon as it deems fit.

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(76) Provision regarding an Employee lent to outside authority: (1) Where the services of an employee are lent to an ou tside a uthority

(hereinafter in this rule referred to as the borrowing authority) the borrowing authority shall have the power of the appointing authority for the purpose of placing such employee under suspension and of the disciplinary proceedings, as the case may be.

(2) In the light of the findings in the disciplinary p roceedings conducted

against the employee: (i) If the borrowing authority is of the opinion that any of the penalties

specified in clauses (i) to (iii) of r ules 67 should b e imposed on the employee, it may after consultation with the University make such orders on the case as it deems necessary:

Provided that i n the e vent of a difference of opinion b etween the borrowing authority and the University the services of the employee shall be replaced at the disposal of the University.

(ii) If the borrowing authority is of the opinion that any of the penalties

specified in clauses (iv) to (vi) of r ule 67 should b e imposed on the employee, it shall replace his service at the disposal of the University and transmit to it the proceedings of the inquiry and there-upon the University may, if it is the disciplinary authority, pass such orders thereon as it may deem necessary, or if it is not the disciplinary authority submit the case to the disciplinary authority which shall pass s uch orders on the c ase as it may deem necessary:

Provided that before passing any such order the disciplinary authority shall comply with the provisions of sub-rule (3) and (4) of rule 71.

Explanation:

The disciplinary authority may make a n o rder 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 rule 70.

(77) Provisions regarding persons borrowed from outside authorities: (1) Where an o rder of suspension is made or a disciplinary proceedings is

conducted against an employee whose services have been borrowed from outside authority, the authority lending his services (hereinafter in this rule referred to as the lending authority) shall forthwith b e informed o f the

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circumstances leading to the order of the suspension of the employee or of the commencement of the disciplinary proceedings, as the case may be.

(2) In the light of the findings in the disciplinary p roceedings conducted

against t he e mployee, if the disciplinary authority is of the opinion that any of the penalties specified in clause (i) to (iii) of r ule 67 should b e imposed on him, it may subject to the provisions of sub-rule (3) of rule 72 after consultation with the lending authority pass such orders on the case as it may deem necessary:

(i) Provided that i n the e vent of a difference of opinion b etween the

University and the lending authority, the services of the employee shall be replaced at the disposal of the lending authority.

(ii) If the disciplinary authority is of the opinion that any of the penalties

specified in clauses (iv) to (vi) of r ule 67 should b e 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.

SECTION – V

A P P E A L S

(78) Orders against which an appeal does not lie:

Notwithstanding anything contained in this part, no appeal shall lie unless and otherwise provided under the rules against:

(i) Any order made by the Executive Council. (ii) Any order of an interlocutory nature or of the nature of a Step-in-aid for

the final disposal of a disciplinary p roceedings other than an o rder of suspension.

(iii) Any order passed by an inquiring authority in the c ourse of an inquiry under rule 70.

(79) Order against which appeal lies:

Subject to the provision o f r ule 78 an employee may prefer an appeal against all or any of the following orders, namely:

(i) an order of suspension made or deemed to have been made under rule 66. (ii) an order imposing any of the penalties specified in rule 67 whether made

by the disciplinary authority or by any appellate or reviewing authority;

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(iii) an order enhancing a penalty, imposed under rule 67. (iv) an order which

(a) denies or varies to his disadvantage his pay, allowance, pension or other conditions of service as regulated by rules or by agreement; or

(b) reverting him while officiating in a higher grade or post to a lower grade or post, otherwise than as a penalty;

(c) determining the subsistence and other allowances to be paid to him for the period of suspension o r for the period during which he is deemed to be under suspension or for any portion thereof;

(d) determining his pay and allowances; (i) for the period of suspension; or (ii) for the period from t he date of his dismissal, removal, or

compulsory retirement from service, or from the date of his reduction to a lower grade, post time-scale or stage in a time-scale of pay to the date of his reinstatement or restoration to his grade or post; or

(e) determining whether or not t he period from t he date of his

suspension or from the date of his dismissal, removal, compulsory retirement, or reduction lower grade post time scale of pay or stage in a time scale of pay to the date of his reinstatement spent on duty for any purpose.

Explanation:

In this rule the expression employee includes a person who has ceased to be in the service of the University.

(80) Appellate Authorities: 1. An employee including a person who has ceased to be in the service of

the University, may p refer an appeal against all or any of the orders specified in rule 79 to the authority specified in this behalf by a general or special order of the University or where no such authority is specified:

(a) to the appointing authority, where the order appealed against is made

by an authority subordinate to it: or (b) to the Executive Council where such order is made by another authority. (c) Notwithstanding anything contained in sub-rule (1)

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(i) an appeal against an order in common proceeding held under rule 74 will li e to the authority to which the authority functioning as the disciplinary authority for the purpose of that proceeding is immediately subordinate;

(ii) Where the person who made the order appealed against becomes by virtue

of his subsequent appointment of otherwise, the appellate authority in respect of such orders, an appeal against such order shall lie to the authority to whom such person is immediately subordinate. Provided that the Executive Council may appoint a Committee of appeals to which all appeals against major penalties referred to in Rule 67 (iv) to (vi) would lie against the orders of the Executive Council for final

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decision. The Committee of appeals shall consist of 5 members as specified below:

1. The Vice-Chancellor’s nominee

2. One member of the Executive Council. 3. Three other members not connected with the University or its

Colleges, one of whom shall be the person with judicial experience to appointed by the Executive Council out of a panel approved by the Executive Council on the recommendation of the Vice-Chancellor.

The Chairman, of the Committee of Appeals, shall be the person appointed under Clause 3 of the above constitution having the judicial experience.

The terms of the ‘Committee of Appeals’ and also rules for the conduct of its business will be determined by the Executive Council*.

(81) Period of limitation for appeals:

No appeal preferred under this part shall be determined unless such appeal is preferred within a period o f f orty-five days from the date on which a copy of the order appealed against was delivered to the appellant;

Provided that t he a ppellate authority may entertain the a ppeals after the expiry of the said period, if it is satisfied that appellant had sufficient case for not preferring the appeal in time.

(82) Form and contents of appeal: 1. Every person preferring an appeal shall do so separately and in his own name. 2. The appeal shall be presented to the authority to whom the appeal l ies a

copy being forwarded by the a ppellant t o the a uthority which made the order appealed against. It shall contain all t he material statement 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.

__________ * (Ref: E.C. Dated 15.7.83)

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(83) Consideration of appeals 1. In the ca se of an appeal against an order of suspension, the a ppellate

authority shall consider whether in the light of the provisions of rule 66 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 rule 67 or enhancing any penalty imposed under the said rule the appellate authority shall consider:

(a) whether the procedure laid do wn in these rules has been complied

with; (b) whether the findings of the disciplinary authority are warranted by the

evidence on the record; and (c) whether the penalty or the e nhanced penalty imposed is inadequate,

adequate, or severe; and pass orders; (i) Confirming, enhancing, reducing, or setting aside the penalty; or (ii) remitting the case to the a uthority 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 the enhanced penalty which the appellate authority proposes to impose

is one of the penalties s pecified in clause (iv) to (vi) of rule 67 and an inquiry under rule 70 has not already been held in the case, the appellate authority shall, subject to the provisions of rule 75 itself hold such inquiry or direct t hat such inquiry be held in accordance with the provisions of rule 70 and thereafter on a c onsideration o f the proceedings of such inquiry and after giving appellant a reasonable opportunity as far as may be in accordance with the provisions of sub-rule (4) of rule 71 of making a representation against t he penalty p roposed on the basis of the evidence adduced during such inquiry, make such orders as it may deem fit.

(ii) No order imposing an enhanced penalty shall be made in any case unless the appellant has been given a reasonable opportunity, as far as may be in accordance with the provisions of rule 72 o f making a representation against such enhanced penalty.

3. In appeal against any o ther order specified in rule 79, the a ppellate

authority shall consider all the c ircumstances of the case and make such orders as it may deem just and equitable.

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4. Implementation of Orders in appeal:

The authority which made the order appealed against shall give effect to the orders passed by appellate authority.

SECTION VI

Review

(84) 1. Notwithstanding anything contained in these rules (i) The Executive Council; or (ii) The appellate authority, within six months of the orders proposed

to b e reviewed may at any time, either on its own motion or otherwise call for the records of any inquiry and review an order made under these rules from which an appeal is allowed but from which no appeal has been p referred or from which no appeal i s allowed and may -

(a) confirm, modify or set aside the order; or (b) confirm, reduce, enhance or set aside the penalty imposed

by the order or impose any p enalty where no penalty h as been imposed; or

(c) remit the case to the authority which made the order or to any other authority directing such authority to make such further enquiry as it m ay consider proper in the circumstances of the case; or

(d) pass such other order as it may deem fit;

Provided that no order imposing or enhancing any penalty shall be made by any reviewing 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 clause (iv) to (vi) of rule 67, or enhance the penalty imposed by the order sought to be reviewed to any of the penalties specified in these clauses, no such penalty shall be imposed except after an enquiry in the manner laid down in rule 71 and after giving a reasonable opportunity to the employee c oncerned o f showing cause a gainst t he penalty proposed on the evidence adduced during the inquiry. 2. An application for review shall be dealt with in the same manner as if it

were an appeal under these rules.

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SECTION VII

Miscellaneous (85) Service of orders, Notices etc.

Every order, notice and other process made or issued under these rules shall be served in person on the employee concerned or communicated to him by registered post/speed post.

(86) Power to relax time-limit and to condone delay

Save a s otherwise e xpressly provided in these rules the authority competent under these rules to make any o rder may, for good and sufficient reasons, or if sufficient cause is shown, extend the time specified in these rules or condone any delay.

(87) Repeal and Savings (1) An appeal pending at the c ommencement of these rules against an

order made before such commencement shall be considered and orders thereon shall be made, in accordance with those rules as if, such order were made and the appeal were preferred under these rules.

(2) As from the commencement of these rules any appeal or application

for review against any orders made before such commencement shall be preferred o r made under these rules, as if such orders were made under these rules:

Provided that nothing in these rules shall be construed as reducing any period of limitation for any appeal or review provided by any rules in force before the commencement of these rules.

(88) Removal of doubts

If any doubt arises as to the interpretation of any of the provisions of these rules, the matter shall be referred to the Executive Council which shall decide the same.

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Annexure – 1

_____________________________________________________________________ Sl.No. Description of Posts Classification of Posts 1. A Central Civil post carrying a pay or a scale of pay Group A with a maximum of not less than Rs 13,500 2. A Central Civil post carrying a pay or a scale of pay Group B with a maximum of not less that Rs. 9,000 but less

than Rs. 13,500. 3. A Central Civil post carrying a pay or scale of pay Group C with a maximum of over Rs 4,000 but less than Rs 9,000/- 4. A Central Civil post carrying a pay or a scale of pay Group D the maximum of which is Rs 4,000 or less. Explanation: - For the purpose of this order- (i) Pay has the same meaning as assigned to it in F.R. 9 (21) (a) (I): (ii) Pay or scale of pay, in relation to a post, means the pay or the scale of pay

of the post prescribed und er the Central Civil Services (Revised Pay) Rules, 1997.

(Ref: F.No. 13012/1/98-Estt. (D) dated 20th April, 1998.)

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Annexure – II

UNIVERSITY OF DELHI

ESTAB. Br. II (i)

APPLICATION FOR LEAVE 1. Name of Applicant: _________________________________________________ 2. Post held: _______________________________ (Ad-hoc/Temporary/Permanent) 3. Section: __________________________________________________________ 4. Nature of Leave applied for: __________________________________________ 5. Period of leave applied for: _____________________ days from _____________ to ______________________ 6. Saturdays/Sundays and holidays if any proposed to be prefixed / suffixed to

leave _____________________________________________________________ 7. Grounds on which leave is applied for: __________________________________ __________________________________________________________________ 8. Address during leave: _______________________________________________ _________________________________________________________________ Dated __________________ Signature of Applicant