THE ANDHRA PRADESH MINERAL DEVELOPMENT CORPORATION LEAVE

RULES 1962
1. Short title : These Rules may be called Andhra Pradesh Mining Corporation Limited,
Leave Rules, 1962.
2. Application : These Rules shall be deemed to have come into force on 11th May,1962 and
shall apply to every full-time employee of the Corporation.
3. Definitions : In these Rules unless there is anything repugnant in the subject or context :
Probationer means an employee appointed to a post whose work is to be watched
for a specified period of declare him as a person fit to hold that post.
Approved probationer means an employee who has satisfactorily completed the
period of probation prescribed for the said post.
Emoluments means pay, special pay, deputation pay and other allowances
admissible according to the Corporations Rules.
4. Kinds of Leave : Subject to the provisions of these Rules, the following kinds of leave
may be granted to an employee:
(a)
(b)
(c)
(d)

Casual Leave.
Earned Leave.
Leave on Medical grounds.
Extraordinary Leave.

5. Sanctioning Authority :
(a) Casual Leave: The Managing Director will grant Casual Leave to the
officers and subject to such direction as may be issued by him, the
Secretary and the Accounts Officer will grant Casual Leave to other
employees as may be working under them.
(b) Other kinds of Leave : In case of Earned Leave, leave on medical grounds
and extraordinary leave, the authority to make appointment will be
authority to sanction the leave.
6. Power to refuse or recall from Leave: Leave cannot be claimed as a right, when the
exigencies of the service so require, discretion to refuse or revoke leave of any
description is reserved to the Authority empowered to grant it, and an employee already
on leave may be recalled by that Authority when it considers the recall necessary in the
interest of the Corporation.
7. Limits of jurisdiction: No employee can leave his head-quarters or the limits of his
jurisdiction in anticipation of leave without permission of the competent authority.
Ordinarily, municipal limits of Hyderabad will be considered to be the limits of the headquarters except in case of camps in which case the limits of the respective camps will be
deemed to be headquarters.
8. Conditions for availing Leave: Leave of all kinds, as a rule, should be availed of only
with the express and previous sanction of the competent authority in the manner herein
provided.
Provided that in exceptional and deserving cases the Managing Director at his
discretion may waive the operation of the above rule.
9. Service counting for leave:
(a) An employee appointed to any substantive post on probation for a certain
period will be entitled to casual and leave on medical grounds as if he held a

substantive appointment. Unless otherwise stated, the earned leave will

accrue from the date of joining duty provided he is confirmed at the end of
the specified period of probation. This shall not apply to employees who
have been on temporary service. If such employees are taken in regular
service later, these rules will apply to them from the date of absorption in
regular service. While the employee undergoing the period of probation will
earn earned leave at the rate of 1/22 days and after completion of the
probation at 1/11 days.
(b) These rules will not apply to persons in the Corporations service engaged on
daily or monthly wages.
10. Unless an employee is permitted to do so by the authority which granted him leave, he
may not return from leave to duty before the expiry of the period of leave granted to him.
11. Commencement and end of Leave: Leave shall begin on the day on which charge is
transferred or if charge is transferred afternoon, on the following day. Similarly, leave
shall and on the day preceeding that on which charge is resumed, or on that day if charge
is resumed afternoon.
12. Authorised holidays intervening during the leave will be counted as period of leave.
However, leave may be prefixed or affixed, but not both to the authorised holidyas, with
the permission of the competent authority.
13. Obligation to furnish leave address: An employee shall before proceeding on leave,
intimate his leave address to the Corporation and keep it informed of any changes
thereof.
14. Station to which an employee should report on return : An employee on leave shall,
unless otherwise instructed to the contrary, return for duty to the place at which he was
last stationed.
15. Overstayal of leave:
a) An employee who is absent without leave or remains absent after the expiry of
leave or any kind for more than a week renders himself liable to the
termination of his services without notice, in which case the employee shall
forfeit all privileges to his credit such as earned leave etc., and the
Corporations contribution to Provident Fund remaining to the credit of the
employee on that date. In extraordinary circumstances beyond the control of
the employee, the competent authority may convert any such period of absence
into leave of any kind that the employee may be entitled to.
b) In the event of the services being terminated due to the said unauthorised
absence, any amount, such as salary, bonus, security deposit, provident fund or
on any other account that may be due to the employee by the Corporation will
be liable, at the discretion of the competent authority to forfeiture in favour of
the Corporation in lieu of notice, to the extent of the salary for the period of
notices, required to be given as per his appointment order and/or Service
Rules.
c) But in case of any employee having not less than five years of service in all in
the Corporation or getting basic pay of not less than Rs.150/- (Rupees one
hundred and fifty) the case will be placed before the Board of Directors for
decision before any action is taken under this Rule. In the meantime, the
employee will not be allowed to join duty without specific orders from the
competent authority.
d) Absence from duty, before the leave or the extension of leave applied for is
sanctioned by the competent authority, may count to unauthorised absence
under this rule, notwithstanding the fact that the employee may have sent the
application for leave or the extension thereof.
CASUAL LEAVE.
16. Eligibility: (Amendment)

(i)

(ii)

Casual Leave: Casual Leave for a period not exceeding 15 days during the
Calendar year may be availed of by an employee with the previous
sanction. At any one time Casual Leave cannot ordinarily be availed of for
more than seven days . Casual Leave cannot be added to any kind of leave
or joining times; but an employee may be permitted to prefix, suffix and
avail intervening holidays.
Unavailed Casual Leave: Unavailed Casual Leave will lapse at the end of
the year. An employee on Casual Leave shall be treated as on duty.

17. Optional Holiday : An employee can avail with the previous sanction five optional
holidays on any of the festival holidays declared by the State Government in the year
besides the 15 (fifteen) days Casual Leave.
EARNED LEAVE.
18. (i)

Earned Leave shall be earned at the rate of 1/22 nd in respect of probationers and
1/11 th in respect of approved probationers of duty performed without
interruption.
(ii)

Absence on earned leave or other authorised leave with allowances, though

not counting as duty is not an interruption, of duty within the meaning of
this rule.

(iii)

When applications should be submitted: Application for earned leave shall

ordinarily be submitted at lease one month before the date from which leave
is required.
Of the Leave rules of the Corporation will read as below after amendment.

(iv)

(Rule (iv) period of accumulation Earned Leave may be accumulate upto

total period of 240 days. All leave accumulated beyond this period shall be
considered as having lapsed except where such additional accumulation is
caused by the refusal of leave by the management in the interest of the
Corporation and the pai or consent of the Managing Director is taken in
writing on his application
Surrender of Earned Leave (Amended in 137th Board Meeting held on 17.7.1979
(v)

(vi)

(vii)
(viii)

Every employee may be permitted to surrender straight away not more than
15 days earned leave once in 12 months and 30 days earned leave once in
24 months interval, as the case may be and encash the same without going
on leave.
Every employee shall be paid salary and allowance equivalent to such
period of earned leave as is surrendered without any deduction towards
provident fund or adjustment of other advance provided that the deduction
shall be made for income-tax wherever applicable.
Every employee is permitted to surrender leave at any time not exceeding
15/30 days within a block period of one/two calendar years respectively.
The interpretation of the Managing Director in rules shall be final and
bindings.

19. Leave salary admissible: An employee on earned leave is entitled to a leave allowance
equal to the emoluments which he would have been entitled to if he had been on duty.
20. Earned Leave not accountable for termination of service; The unavailed portion of the
earned leave to the credit of the employee shall not be accountable towards the period of
notice required to be given by him according to his appointment orders.

21. Lapse of leave on occasion of service; Leave earned by an employee lapses on the date
on which he ceases to be in service, or dies while in service.
LEAVE ON MEDICAL GROUNDS
22. (a)

Leave on Medical grounds on Medical Certificate not exceeding two years in all
during an employees entire period of service may be granted to an employee
in permanent service of the Corporation on production of a certificate from a
qualified medical practitioner, nominated by the Corporation.
(b)

Ordinarily leave on Medical grounds cannot be granted for a period or periods

exceeding 1/11th or 1/22nd of the period spent on duty as the case may be but
in case of prolonged and bedridden illness, the Board of Directors may
consider deviation from this restriction subject to the maximum specified in
the preceeding Rule on application from the employee supported by a
Medical Authority of the rank of a Civil Surgeon.

(c) Production of Medical Certificate: (i) An employee, working in a station

where the Corportion has not provided facilities for medical treatment, place
himself under the treatment of any other medical practitioner of the rank of a
Civil Surgeon or a Registered Practitioner of standing, shall immediately on
reporting sick, forward to the Corportion a certificate signed by the Medical
Practitioner stating the date on which the treatment was commened, the
nature of illness, the period for which medical treatment is necessary and the
probable date on which he can resume duty.
(ii) The sanctioning authority may decline to accept a medical certificate
without assigning any reason.
(d) Pay during leave on Medical grounds: An employee on leave on medical
grounds is entitled to leave salary equal to half of his total emoluments
provided that if he has any earned leave to his credit by that date he may set
off the period against the leave on medical grounds and draw full emoluments
fork that period.
23. Return to duty from leave on Medical Certificate: No employee who has been granted
leave on Medical Certificate may be permitted to joint duty without first producing a
Medical Certificate of fitness as prescribed in Rule.22. The authority granting the leave
may require a similar certificate in the case of an employee who has been granted leave
for reason of health even though such leave was not actually granted on a medical
certificate.
EXTRA-ORDINARY LEAVE.
24. Extraordinary Leave:
(a) Extraordinary Leave without pay and allowances may be granted to an employee
in special circumstances:
(i)

When no other leave is admissible, under these rules:

Or

(ii)

When other leave being admissible the employee concerned applied in

writing for the grant of extraordinary leave.

(b) Except in exceptional circumstances, the duration of extraordinary leave shall not
exceed three months on any one occasion and 12 months during the entire period
of an employees service. The period spent on such leave shall not count for
increments. Provided that in case where the Managing Director is satisfied that
the leave was taken on account of illness or for any other cause beyond the
employees control, he may direct that the period of extraordinary leave may count
for increments, upto a total period not exceeding two months.
25. Combination of Leave : Leave of any kind may be taken subject to eligibility in any
combination with any other kinds of leave except casual leave.
26. Unauthorised employment during leave : An Officer or Employee of any rank, who is on
leave or otherwise, should not take service or accept any employment or do any business
which involves the receipt of fee, salary or honorarium, emoluments or profit, directly or
indirectly, without obtaining the previous sanction of the Managing Director or the Board
of Directors as the case may be (through proper channel) and any contravention of this
Rule shall result in the forfeiture of all privileges the employee may be entitled to,
including the Corporations contribution to the Provident fund.
Extract of the Minutes of the 66th meeting of the Board of Directors held at the Registered
Office of the Corporation at 10.30 AM on 6-2-70.
Item No.4 : To consider the proposal for grant of maternity leave to female employees of
the Corporation.
The Board having considered the note, resolved that the service rules of the Corporation
be amended to include sanction of maternity leave as below:
Rule 21 A. Maternity Leave: Women employees of the Corporation shall be
granted maternity leave upto sixty days which shall be in addition to earned leave to their
credit in respect of approved probationers and it shall be inclusive of earned leave to their
credit in respect of probationers. The leave shall be granted to run four weeks before
confinement and four weeks after confinement.
Explanation (i). The provision of this rule shall apply to grant of maternity leave in cases
of confinement and shall apply in cases of mis-carriage including
abortion subject to the condition that the leave does not exceed six
weeks and the application for leave is supported by a certificate from a
Registered Medical Practitioner.
(ii)

Regular leave in continuation of maternity leave may also be granted in

the case of illness of a newly borne baby subject to the woman employee
producing a medical certificate to that effect that the condition of the
baby warrant personal attention and her presence by the babys side is
absolutely necessary.

(iii)

The Maternity leave may be combined with leave of any other kind but
any leave applied for in continuation of the maternity leave may be
granted only if the request is supported by a medical certificate.

(iv)

Leave salary admissible: A woman employee on maternity leave is

entitled to leave allowances equal to the average pay (calculated on the
basis of previous ten months payments).

(v)

The maternity leave shall be granted to the women employees not more
than three times in an employees career.

27. Lent or contract officer will be governed in the matter of leave by such rules as are
applicable to them by special terms and conditions under which their services are taken
by the Corporation. If there are no particular terms and conditions specified in their
appointment orders, then the Corporation s rules shall apply.
-----------------

THE ANDHRA PRADESH MINERAL DEVELOPMENT CORPORATION LTD , HEAD

OFFICE : : HYDERABAD.
LEVE TRAVEL CONCESSION RULES 1979

1. These rules shall be called Andhra Pradesh Mining Corporation Limited, Leave Travel
Concession Rules, 1979.
These rules provide for the grant of Leave Travel concession to the employees of the
Corporation.
2. DESCRIPTION:
Leave Travel Concession is reimbursement of expenditure incurred by the employee and
his family members to travel from the place of duty station to home town and back during
any kind of leave including maternity leave, also casual leave and extra-ordinary leave
without allowances, subject to the condition that the sanctioning authority shall satisfy
itself before sanctioning the L T C whether the leave applied for by the employee is
sufficient to cover to and fro journeys.
3. ELIGIBILITY:
a) All permanent employees who have put in a continuous service of one year are
eligible for the concession.
b) Re-employed officers are also eligible for the concession on completion of continuous
service of one year put in case of re-employment in continuation of superannuation,
the period of re-employment shall be treated as continuous with the previous service
for this purpose.
c) Persons appointed on a contract basis are also eligible for the concession after
completion of one years service, if the period of contract is more than one year
where the initial contract is for one year and it is later extended, the total duration of
the service shll be taken into account for the purpose.
d) Any temporary employee who has put in continuous service for 5 years would also be
eligible.
4. THE CONCESSION IS NOT APPLICABLE TO THE FOLLOWING PERSONS:
1.
2.
3.
4.

Who are not whole time employee.

Who are paid from contingencies.
Who are borne on work-charged establishments.
Who are industrial employee.

5. AMOUNT OF RE-IMBURSEMENT:
Expenditure for the first 75 Kilometers of the journey by the shortest route either way
shall be borne by the employee. The expenditure for the rest of the distance (within the
limits of the State), as per those rules shall be reimbursed by the Corporation. When the
distance between the Headquaerters and home town by the shortest route does not exceed 75
kilometers reimbursement of expenditure does not arise. For this purpose journey from and
to the home town outside the state shall be treated to have commenced from the last point
within the State.
6.FREQUENCY:

The concession may be availed by an employee and his/her family members once in every
block of two consecutive calendar years, commencing from the block period of 1979-80.
The concession on the first occasion would be during the block period 1979 and 1980, and
the next occasion would be during the block period of 1981-82 and 1983-84 and so on. The
concession not availed of during any block period shall lapse. It is enough if the outward
journey from Headquarters is within the block of period and return journey can be in the next
block of two years but counted against the block of two years in which the outward journey
is performed. An employee and his family members shall also be eligible to travel to any
place in Andhra Pradesh in a block period of 4 years in lieu of normal Leave Travel
Concession the second two year block period, outherwise available for travel to home-town,
Provided that the employee or the family has not availed of the Leave Travel Concession in
the first block of two years.
7. SANCTIONING AUTHORITY:
The authority competent to sanction availment of L.T.C. shall be the Managing Director.
8. FAMILY :
The word family shall have the same meaning as defined in the rules of Andhra Pradesh
Mining Corporation Travelling Allowance Rules.
9.

HOME TOWN:
a) The words Home Town means the place which is declared by the employee duly
supported by reasons such as, Native Place, residence of parent or grand parent or
where he would have normally resided but for his being in Corporations service.
b) Every employee is required to give declaration of his home town within a period of
three months from the date of the issue of these orders. Persons who enter into the
service of the Corporation in future should make such declaration before the expiry
of three months from the date of entry into service.
A declaration of Home Town once made shall ordinarily be treated as final but in
exceptional circumstances the Managing Director may authorise the change for valid
reasons in such declaration.
c) The declaration shall be in the following form:
To
The. . . . . . . . . . . .
Sir,
I declare that_____________village______________in the __________taluk
of_______________dist. Of_____________state is my Home Town as :
It is my native place:
As it is the permanent residence of parents:
As it is the permanent residence of grand parent:

As it is the pace where I would have resided but for my employment under the
Corporation.
Yours faithfully,
Signature:_______
10. JOURNEYS:
a) The concession is permissible for journeys within State and it shall be calculated on
the basis of the distance by the shortest route between Headquarters and Home
Town.
b) The journeys may be performed by the employee and the fimily members together
or separately. Some of the family members may perform the journeys along with
the employee, and the remaining members may perform the journey separately.
When the journeys are performed separtely, the outward journey of the second group
should commence within six months from the date of the commencement of the
journey by the first group.
c) The claim for re-imbursement of a journey of the employee need not be taken upon
the journey performed by the family members and vice versa. In other words, the
family members will be entitled to the concession irrespective of the fact that the
employee may or may not proceed in regular leave or that his leave hs or has not
been officially informed. But the return journey must be completed within 6 months
from the date of commencement of onward journey nd the concession will be
counted against the block year in which the first outward journey commences. The
condition of 6 months period may, however, be relaxed in certain circumstances by
the Managing Director.
d) The journeys may be performed by any route with or without halts on the way. It is
essential that the journey should cover the home town. The period of that journey to
home town is not prescribed, this being left to the convenience of the individuals.
e) When an officer is on training with change of headquarters, leave travel concession
will be for the journeys from the pace of training to the home town. In case of
training, where there is no change of headquarters of the employee, the leave travel
concession for the employee shall be for the journeys between the pace of training
and the home town and for the family members for the journeys between the
headquarters of the employee and the home town.
f) The concession can be availed of in combination with journeys on transfer, when an
employee and his family members proceed from the pace of old headquarters to the
home town and from the home town to the new headquarters. In such cases, it is
necessary for the employee to take the required leave on relief from the old station.
The claim for such journeys shall be for the distance between the place of the
shortest route, after deducting there from the following distances:
i)
ii)

The distance for which the transfer travel allowance from the old
station to the new station is admissible.
150 KM (being the total of the initial distance either way).

g) The return journey in each case should be completed within a period of six months
from the date of the outward journey from the head quarters.
11. REGULATION OF CLAIM:
a) The expenditure on the first 75 KM of the journey either way is not reimbursable.
b) For the remaining distance of the journey, the claim is to be regulated as follows:

i)

For the distance connected by train, the Railway fares actually paid, or the Railway
fares of the class by which the persons are authorised to travel under the Rules
whichever may be less is permissible.
ii) When the journeys between two places connected by train are performed by road in
public transport, actual bus fares not exceeding the Railway fares by the entitled class
are permissible. The road journey may be ordinary bus or by Deluxe Service.
iii)

iv)

v)
vi)
vii)
viii)
ix)

Journeys between places connected by train may be performed by a

car, the cost of propulsion being met by the employee himself. In
such cases the actual expenditure on propulsion limited on the
amount of Railway fares by the entitled class is permissible.
When concessional circular trip tickets issued by the Railways are
availed of, the claim for the distance covered by train, shall be
calculated at the rate charged by the Railways for the entitled class,
or at the rate charged by the Railways of the class, in which the
journey is actually performed, whichever may be less.
For the distance not covered by train, but covered by recognised
pubic transport, the actual bus fares can be claimed.
To a pace not connected by train or public transport, one mileage as
provided in the T.A. rules of the A.P.Mining Corporation will be
given.
Journeys may be performed by air but the claim shall be restricted to
the amount otherwise admissible by the normal means of
conveyance i.e. by train, road etc.
When a journey is performed on longer route, either by the eligible
class or by the lower class the claim will be limited to, by the lower
class by the shortest route.
When an employee, though eligible for higher class travels by a
lower class by train, he/she will be entitled to only to the lower class.

12. GENERAL:
a) These concessions from the Corporation woud be available to either the husband or
the wife whoever is the employee of the Corporation subject to specific declaration
that similar concessions have not been availed by the husband or the wife as the case
may be, as the employee of the Corporation by virtue of an employment of the
husband or wife in any other Corporation or any other institution, or Government
under which similar concessions might have been availed by for the same block year.
aa) When both husband and wife are Corporations employees, the concession for the
other family members can be claimed only once in a block period either as the
family members of the father or as the family members of the mother.
b) When the family of employee is living away from him and the concession is not
being availed of in any block period of two years, for the family members, the
employees on making a declaration to that effect, is eligible to avail the travel
concession of visiting the home town once in each calendar year instead of once in
the block period of two years.
An employee having no family is not, however, eligible to avail the concession
once in every calendar year.
c) In the following cases the concession is admissible for the outward journeys onlyL
h) The employee and family members performing the journey to home town during
leave preparatory to retirement, refused leave, and terminal leave of not less than 15
days.
i) Family members having performed the journey to home town, have no
intention of completing the return journey or performing the return journey

after a period of six months from the date of commencement of the outward
journey.
d) In the following cases the concession is admissible for the return journey only:
i) A newly married husband/wife of the employee coming home town to Head
Quarters station.
ii)
Any member of the family of the employee living for a long time at the home
town and for whom the concession in respect of the outward journey has not
been availed of during that block period of two years.
e) The travel concession is not admissible when an employee proceeds on regular leave
and then resigns his post without returning to duty.
f) The claim for re-imbursement of the cost of the journeys be preferred within one
month of the_______________________ completion of the return jouney, When the
journeys are performed separately by the employee and his family members, the
claims can be preferred separately.
g) When both husband and wife are in the employment of the Corporation, L T C in a
block year of two years should be availed for journeys performed to the native place
or the home town as declared by one of the other of the two according to the option
of the employees.
h) A record of all assistance granted under these rules hall be maintained. The entries
should indicate the dates of journeys of the employee and his family members
together with the particulars of amount re-imbursed as Travelling Allowance.
13. A D V A N C E S:
a) When permission is given to avail the leave travel concession, advance may be
sanctioned to meet the expenditure on the journeys.
b) The amount of advance shall be limited to 80% of the estimated cost which is reimbursable to the employee under these rules for the journeys.
c) The advance may be granted for both the outward and return journeys perormed
within 90 days of the outward journey. In case, where the return journey is not
likely to be performed within 90 days of the outward journey, 80% of the amount of
advnce for the outwad journey only should be granted as advances.
d) When the family members, or part of the family are to perform the journeys
separately, the advance for their journeys can be sanctioned separately.
e) The advance drawn, should be refunded in full if the outward journey is not
commenced within 30 days of the drawal of the advance.
f) The advance drawn under these rules should be adjusted in the T.A. bills, for the
journeys, which have to be presented within 30 days of the completion of the return
journey.
g) The Railway Receipts and Tickets numbers as well as money receipts issued by the
Railway authorities, public transport tickets and such other supporting documents
should invariably be presented along with the claim for T.A. bills. However, in
respect of journeys performed between places not connected by train or by public
transport, a certificate from the employees as to the distance and mode of the
journey should be taken as the supporting document for allowing mileage.
14. CERTIFICATES:
The claims for re-imbursement should be accompanied by the following certificates :a) Certificates to be given by the employee:
i) I have not submitted any other claim so far for leave travel concession in respect
of myself and my family members in respect of the two block years, 19
- 19

ii) I have already drawn T.A. for Leave Travel Concession in respect of the journey
performed by me/my with with_______________ children. This claim is in
respect of the journey performed by my wife/myself with_________ children,
none of whom travelled with the party on the earlier occasion.
iii)
The Journey has been performed by me/my wife, with the children to the
declared Home Town viz:____________.
iv)
That my husband/wife is not employed in the Company
That my husband/wife is employed in the Company and the concession has not
been availed of by him/her separately for himself/herself or for any of the family
members for the concerned block of two years.
b) Certificate to be given by the Controlling Officer:.
i)That Shri/Shrimathi/Kumari________________has rendered continuous service
for one year or more on the date of commencement of the outward/journey.
ii) That necessary entries have been made in the service book of the employee
regarding the Leave Travel Concession availed of by him/her for the block
year______.
15. Any subsidiary rules, modifications, amendments and interpretations thereof can be
given by the Managing Director.
-------------------

THE ANDHRA PRADESH MINING CORPORATION LIMITED.

CONDUCT RULES.
1. Short Title: These Rules may be called the Andhra Pradesh Mining Corpoation Ltd.,
Conduct, Discipline and Appeal Rules, 1962.
2. Application: These Rules shall be deemed to have come into force on 11 th May,1962 and
shall apply to every whole time employee of the Corporation.
3. Definitions: In these Rules unless there is anything repugnant in the subject or context:
(a) Board means the Board of Directors of the Corporation and in relation to any
powers exercisable by it, includes any committee.
(b) Appointing authority in respect of the posts carrying aScale of Rs.300-600 and
below is the Managing Director and in respect of the other posts, the Board of
Directors.
(c) Managing Director in relation to any powers exercisable by him includes any
Director or officer who is authorised to exercise the powers and functions of the
Managing Director during the temporary absence of the Managing Director.
(d) Secretary/Accounts Officer in relation to any powers exercisable by him, includes
an officer authorised to exercise the powers of the Secretary and the Accounts
Officer during the temporary absence of the Secretary and the Accounts Officer.
(e) Family means an employees aged parents, widowed sisters and unmarried
brothers and sisters.
4. Change in Rules: Any new rule or alteration in the existing rule shall be issued in the
form of a circular for circulation among the staff.
5. Power to interpret an implement rules: The power to interpret rules vests in the
Managing Director who is also hereby empowered to issue such administrative
instructions as may be necessary to give effect to and carry out the purposes of the
provisions of these rules, or generally to secure effective control of the staff.
Provided that if as a result of any decision of the Managing Director, as regards the
interpretation of the construction of any rule of rules, employees feels aggrieved he shall
have a right to appeal against such decision of the Managing Director, to the Board
whose decision shall be final and binding on all concerned.
6. Managing Directors power to delegate: The Managing Director may, subject to such
restrictions, and for so long as he may deem fit, delegate to the Secretary/Accounts
Officer or any other officer appointed by the Board or by himself in this behalf, any of
the powers conferred on him by these rules in relation to employees other than officers,
except the powers referred to in rules 23,24 (except sub-rule (3) thereof) and 27.
7. Classification of Permanent Staff: The permanent staff of the Corporation shall be
grouped as follows:
Class A Officers (I,.e) Employees with a starting basic salary of Rs.300 and above.
Class B Assistants and Clerical Staff.
Class C Subordinate Staff.
8. Scope of an employees service: Unless in any case it be otherwise distinctly provided,
the whole time of an employee shall be at the disposal of the Corporation and he shall
serve the Corporation in its business in such capacity and at such place as he may from
time to time be directed.

9. Liability to abide by the rules and orders: Every employee shall conbform to and abide
by such rules and shall observe, comply with and obey all orders and directions which
may from time to time be given to him by any person or persons under whose
jurisdiction, superintendence, or control he may for the time being placed.
10. Obligation to maintain Secrecy: Every employee shall maintain the strictest secrecy
regarding the Corporations affairs and the affairs of its constituents and shall not divulge,
directly or indirectly, any information of a confidential nature either to a member of the
public or of the Corporations staff unless compelled to do so by judicial or other
authority, or unless instructed to do so by writing by a superior officer in the discharge of
his duties.
11. Prohibition against participation in Politics and standing for elections : No employee
shall take an active part in politics or in any political demonstration or stand for election
as member for Local Bodies or Legislative Body.
12. Contribution to the Press: No employee may contribute to the press any matter of a
political or controversial nature without the prior sanction of the Managing Director, or
without such sanction, make public or publish document, paper or information which
may come into his possession in his official capacity.
13. Employees not seek outside employment: No employee shall accept, solicit, or seek any
outside employment or office, whether stipendiary or honorary, without the previous
sanction of the Managing Director.
14. Part-time work for outside bodies: No employee shall undertake part-time work for a
private or public body or a private person, or accept fee therefor, without the sanction of
the Managing Director who may grant sanction only in exceptional cases when he is
satisfied that the work can be undertaken without detriment to his official duties and
responsibilities. The Managing Director may in cases in which he thinks fit to grant such
sanction, stipulate that any fees received by the employee for undertaking the work shall
be paid, in whole or in part, to the Corporation.
15. Employees not absent from duty without permission or be latge in attendance:
(1) An employee shall not absent himself from his duties without having obtained the
prior permission of the Managing Director, nor shall absent himself in case of
sickness or accident, without submitting a valid medical certificate: Provided that in
the case of temporary indisposition the production of medical certificate may at the
absolute discretion of the Managing Director, be dispensed with.
(2) An employee who absents himself from duty without leave, except under
circumstances beyond his control for which he must tender a satisfactory
explanation, shall not be entitled to draw any pay and allowances for the period of
such absence or overstayal, and shall further be liable to such penalties as the
Managing Director may impose. The period of services under Rule 15 or 18 or
dismissal under Rule 24, be treated as period spent on either privilege, sick or
extraordinary leave as the Managing Director my determine.
(3) An employee who is habitually late in attendance shall, in addition to such other
penalty as the Managing Director may deem to impose, have one days casual leave
forfeited for every three days he is late in a month. Where such an employee has no
casual leave at his credit the period of leave to be so forfeited may be treated as
privilege or extraordinary leave, as the Managing Director may determine. Provided
an employee who takes prior permission of the competent authority to attend office
late, will not be treated as late in attendance under this Rule, such permission being
normally limited to one hour.
16. Absence from Station: An employee shall not absent himself from his station overnight
without obtaining the previous sanction of the Managing Director.
17. Acceptance of gifts: An employee shall not solicit or accept any gift from a constituent
of the Corporation or from any subordinate employee or from any person having
transaction with the Corporation.
18. Private Trading or business: No employee shall engage in any commercial business or
pursuit either on his own account or as agent for others, nor act as an agent for an

Insurance Company or the Lif Insurance Corporation of India nor shall he be connected
with the formation of management of a Joint-stock company or a firm.
19. Speculating in stocks, shares etc. : An employee shall not speculate in stocks, shares,
securities or commodities of any description:
Provided that nothing in this Rule shall be deemed to prohibit an employee from making
a bonafide investment or his own funds in such manner as he may consider necessary.
20. Restrictions on borrowings and investments: (1) An employee shall not borrow money
from or in any way place himself under a pecuniary obligation to a broker or an employee
of the Corporation sub-ordinate to him or any firm or person having dealings with the
Corporation.
(2) No employee shall make nor permit any member of his family to make any
investment likely to embarrass or influence him in the discharge of his official duties.
21. Submission of property statement: Every employee of the Corporation on joining duty
and thereafter on every first January shall submit a statement showing the immovable
property held by him.
22. Employee in debt: An employee who is in debt shall furnish to the Managing Director a
signed statement of his position at the time of his appointment and also half-yearly on the
31st March and 30th September, and shall indicate in the statement the steps he is taking to
improve his position. An employee who makes a false statement under this Rule or who
fails to submit prescribed statement or appears unable to liquidate his debts within a
reasonable time or applied for the protection of an insolvency court be liable to dismissal.
Explanation. I : For the purpose of this Rule, an employee shall be deemed to be in debt if
his total liabilities exclusive of those which are fully secured by tangible assets exceed his
substantive pay for six months.
Explanation. II: An employee shall be deemed to be unable to liquidate his debts within a
reasonable time if it appears having regard to his personal resources and unavoidable
current expenses, that will not cease to be in debt within a period of two years. Unless
the contrary is proved to the satisfaction of the Managing Director, it shall be presumed
that an employee cannot provide more than one-quarter of his pay and allowances
towards the liquidation of his debts.
23. Employees arrested for debt or on criminal charges: (1) An employee who is arrested for
debt or on criminal charge, may, if so directed by the Managing Director, be considered
as under suspension from the date of his arrest, and shall be allowed the payments
admissible to an employee under suspension under clause (4) of Rule 24 until the
termination of the proceedings against him, when an adjustment of his pay and
allowances shall be made according to the circumstances of the case and in the light of
the decision as to whether his absence is to be accounted for as period on duty or leave,
the full pay and allowances being given only in the event of the employee being acquitted
of all charges and treated as on duty during the period of his absence. An employee who
is committed to prison for debt or is convicted of any offence involving moral turpitude
shall be liable to dismissal.
(2) Where a conviction of an employee is set aside by a higher court and the
employee is acquitted honourably he shall be reinstated in service.
Explanation: In this Rule the expression termination of proceedings shall mean the
decision of the lower court which first finally disposes of the case. Committee or
conviction shall mean committal or conviction by the lower court or any of the
appellate courts, and it shall be open to the Corporation to dismiss an employee who

is committed to prison or who is convicted of a criminal charges as from the date of

the order of the court that convicts him.
23 A. SUSPENSION
Where a disciplinary proceeding for misconduct against an employee is
contemplated or is pending or where criminal proceedings against him in respect of
any offence are under investigation or trial and if the VC & MD is satisfied that it is
necessary or desirable to place the employee under suspension, he may, by order in
writing suspend him with effect from such date as may be specified in the order.
24. Penalties: (1) Without prejudice to the provisions of other Rules an employee who
commits a broach of the Rules of the Corporation or who displays neglegance,
inefficiency or indolence, or who knowingly does any thing detriminal to the interests
or prestige of the Corporation in conflict with its instructions or who commits a breach of
discipline or is guilty of any other so.. misconduct or misbehaviour shall be liable to
the following penalities:
a. Reprimand, and or fine,
b. Delay or stoppage of increments or promotion,
c. Degradation to a lower post or grade or to a lower stage in his incremental
scale,
d. Recovery from pay of the whole or part of any pecuniary loss caused to the
Corporation by the employed,
e. Dismissal.
(2) No employee shall be subjected to the penalities (b), (c), (d), or (e) of sub-rule
(1) except by an order in writing sugned by the Managing Director, and no such order
shall be passed without the charge or charges being formulated in writing as indicated
below, and given to the said employee so that he shall have reasonable opportunity to
answer them in writing or in person as he prefers, and in the latter case his defence
shall be taken down in writing and read to him:
Provided that the requirements of this sub-rule may be waived if the facts on the basis
of which action is to be taken have been established in a Court of Law or Court
Martial or where the employee has absconded or where it is for any other reason
impracticable to communicate with him or where there is difficulty in observing them
and the requirements can be waived without causing injustice to the employee. In
every case where all or any of the requirements of this sub-rule are waived , the
reasons for so doing shall be recorded in writing.
(3).The enquiry under this rule and the procedure with the exception of the final order
may be delogated to an officer of the Corporation of the rank not below that of the
employee against whom the charges have been framed.
(4). Where an employee is suspended under Rule 23 (A) he shall be paid subsistence
allowance as stated below:
Where the disciplinary proceedings are contemplated or pending departmentally, the
subsistence allowance shall, for the first 90 days from the date of suspension, be equal
to half of the basic pay, proportionate dearness allowance and other compensatory
allowances. If the employee continues to be under suspension for a period exceeding
90 days, the subsistence allowance shall be equal to three fourths of such pay,
dearness allowance and other compensatory allowances for the period exceeding
ninety days, provided that where such proceedings is prolonged beyond a period of

ninety days for reasons directly attributed to the employee, the subsistence allowance
shall be reduced to one fourth of such basic pay, dearness allowance and other
compensatory allowance for the period exceeding ninety days.
(a). Where the disciplinary proceedings are by the police or by any court of law or
where criminal proceedings against the employee are under investigation or trial, the
subsistence allowance shall, for the first one hundred and eighty days from the date of
suspension, be equal to one half of his basic pay, dearness allowance and other
compensatory allowances. If such disciplinary proceedings or criminal proceedings
get prolonged and the employee continues to be under suspension for a period
exceeding one hundred and eighty days, the subsistence allowance, shall for the
period exceeding one hundred and eighty days, to be equal to three fourths of such
pay and proportionate allowances. Provided that where such disciplinary proceedings
or criminal proceedings are prolonged beyond a period of one hundred eighty days
for reasons directly attributable to the employee, the subsistence allowance shall for
the period exceeding one hundred and eighty days, be reduced to one fourth of such
pay and proportionate allowances.
(b). If on the conclusion of the disciplinary proceedings or as the case may be
criminal proceedings, the employee has been found guilty of the charges framed
against him and if it is considered, after giving him a reasonable opportunity of
making representation on the proposed penality that an order of dismissal or
suspension or fine or stoppage of annual increment or reduction in rank as mentioned
in Rule 24 (1) would meet the ends of justice, the Management shall pass an order
accordingly.
(i). Provided that when an order of dismissal is passed under this clause the employee
shall be deemed to have been absent from duty during the period of suspension and
shall not be entitled to any remuneratioin for such period. The subsistence allowance
already paid to him shall not be recovered.
(ii). Further provided that where an order imposing fine or stoppage of increments or
reduction in rank or reprimand is passed under this clause, the employee shall be
deemed to be on duty during the period of suspension and shall be entitled to the
basic pay and allowances as he would have received if he had not been placed under
suspension, after deducting the subsistence allowance paid to him for such period.
(c). If on the conclusion of the disciplinary proceedings or as the case my be of the
criminal proceedings, the employee has been found to be not guilty of any of the
charges framed against him, he shall be deemed to have been on duty during the
period of suspension and shall be entitled to the same salary as he would have
received if he had not been placed under suspension after deducting the subsistence
allowance paid to him for such period.
(d). Payment of subsistence allowance under this clause shall be subject to the
employee concerned not taking up any employment during the period of suspension.
(e). The Management shall take into account the gravity of the misconduct, the
previous record, if any, of the employee and any other extenuating and aggrevating
circumstances that may exist.
(5) Notwithstanding anything contained in Rule 23 and 24 and the sub.clauses
thereto, no enquiry is necessary before taking any discipline action in cases where the
employee has been convicted by a court of law for any offence involving moral
turpitude or if management is satisfied for the reasons to be recorded in writing, that
it is impracticable dur inexpedient for reasons of security to continue the employee

in service, such employee may be dismissed, discharged or summarily punished,

dispensing with the enquiry.
25. Procedure for punishment: (1) For punishment of category 24 (1) (a) the Managing
Director may take such action as may be necessary after giving an opportunity to the
employee concerned to explain.
(2) Before disciplinary action amounting to stoppage of increments or promotions or
demotion to a lower grade or discharge or dismissal is taken, action on the following
lines will be taken:
(a) The Appointing Authority or any other person duly authorized shall frame a
charge sheet against the employee in writing setting out the alleged misconduct. The
employee shall be given an opportunity of explaining his conduct within a specified
time limit.
(b) On receipt of the eexplanation of the employee or on expiry of the time limit
whichever is earlier or under special circumstances at the time of issuing the charge
sheet, the Appointing Authority shall constitute an enquiry committee consisting of
one or more persons. The enquiry committee shall conduct an enquiry as speedily as
possible. The employee shall be allowed to produce such evidence in his defence as
may be necessary and relevant, subject to the approval of the enquiry committee.
( c) On receipt of the findings and/or recommendations of the enquiry committee , the
Appointing Authority shall decide the punishment to be awarded. In awarding the
punishment the Appointing Authority shall take into account the gravity of the
misconduct, the previous record if any of the employee and any other extenuating or
aggravating circumstances that may exist. The decision of the Appointing Authority
regarding the punishment shall be communicated to the employee in writing.
(d) The Managing Director shall be authorized to put of duty or suspend or divert to
any other section for a reasonable period to enable enquiry to be conducted, and
during the enquiry. If the employee is found not guilty after the enquiry, he shall be
paid his full pay and allowances for the period he was put off duty or suspended.
(e) An employee cannot insist as a matter of right, to be represented by a lawyer in
disciplinary proceedings against him. When he makes a request for engaging a
counsel in any such disciplinary proceedings, the enquiry committee or officer shoulf
take into account all the circumstances and decide whether the denial of professional
help will prejudice the accused employee in his defence and if so the enquiry
committee or officer must allow him to be represented by a counsel.
26. Right to appeal: An employee shall have right of appeal against any order passed by a
superior authority which injuriously affects his interests, within six months of the date of
such order.
27. Appellate Authorities: An appeal shall lie:(a) Against any orders passed by the Secretary/ Accounts Officer in exercise of the
powers conferred on him, or under these Rules to the Managing Director, and
(b) Against the orders of the Managing Director, to the Board. No appeal shall lie
against an order passed on appeal.
28. Conditons which an appeal should satisfy: Every appeal shall comply with the
following requirements:(a) It shall be written in English or if not written in English, be accompanied by a

translated copy in English, and shall be signed.

(b) It shall be couched in polite and respectful languages and shall be free from
unnecessary padding or superfluous verbiage.
( c) It shall contain all material statements and arguments relied on, and shall be
complete in itself;
(d) It shall specify the relief desired,
(e) It shall be submitted through the proper channel.
29. When appeals may be with held: An appeal may be with held by the Secretary /
Accounts Officer or the Managing Director as the case may be if:(a) It does not comply with the requirements of Rule 28,
(b) It is illegible or it is unintelligible,
(c) it deals with a matter which does not concern the employee personally,
(d) it repeats an appeal already rejected by the authority to whom the appeal is
addressed and does not, in the opinion of the Secretary/ Accounts Officer or
the Managing Director, as the case may be, disclo any new points or
circumstances which afford grounds for re-consideration, or
(e) it is not preferred within six months of the date of order against which the
appeal is made and no reasonable cause is shown for the delay, or
(f) it is addressed to an authority to which no appeal lies under these Rules.
30. Grounds for with-holdings the appeal to be communicated to the applicant :
In every case in which an appeal is with-held, the authority with-holding the appeal
shall inform the applicant the fact of with-holding the appeal and the reasons for withholding it.
31. Appeal must be forwarded to the appellate authority with due dispatch:
An appeal which is not with-hold under Rule 29 shall be forwarded to the appellate
authority with the comments of the Secretary/Accounts Officer or the Managing
Director, as the case my be, as soon as possible.
32. Appeals not to be addressed to Directors or the State Government:
Appeals shall not be addressed to the Ministers or Officers of the State government or
the Directors of the Board personally and any such action shall be deemed a broach of
discipline.
33. Joint Petitions: the provisions of Rules 28 to 32 shall also apply to the extent they are
relevant to petitions which concern more than one employee and are preferred jointly by
a class or group of employees or by an association or union of employees recognized by
the Corporation. A joint petition shall not be entertained if:a) it relates to a subject on which the Managing Director is authorized to pass orders,
and no application for redress has been made to him; or
b) it relates to a matter regarding the redress of which a specific procedure has been
prescribed under any rule or instruction issued by the Corporation, or
c) it relates to an individual and is not submitted by him.
34. Review: Where a substantive order of punishment has been passed by the Board of
Directors as Appointing Authority, the Board may at its discretion entertain a review
petition against the said order.

Approved by the Board of Directors at its 9 th Meeting held on 3-5-1962 and amended
by the Board of Directors at its 187th Meeting held on 27-5-1986.

STANDING ORDERS (MANGAMPET)

Standing Orders for the workmen employed in Mangampet Barytes project Mines of M/s.
Andhra Pradesh Mining Corporation Limited.
1.

Application:
These Standing Orders shall come into force in accordance with the provisions of
Section 7 of the Industrial Employment (Standing Orders) Act, 1946 and shall apply
to all workmen, employed by M/s. Andhra Pradesh Mining Corporation Limited in
their Mangampet Barytes Mine, Cuddapah Dist., Andhra Pradesh.

2.

Classification of workmen:
(1)

Workmen shall be classified as :(a)

Permanent workmen
(b)
Probationers
(c)
Badlis or substitutes
(d)
Temporary
(e)
Apprentices
(f)
Casual workmen.

(2)

(a) A Permanent workmen is a workman who has been engaged on a

permanent basis and includes any person who has satisfactorily completed at a
probationary period of three months in the same or another occupation in the
industrial establishment, including breaks due to sickness, accident, leave,
lock-out, strike (not being an illegal strike) or involuntary closure of the
establishment.

(b) A probationer is a workman who is provisionally employed to fill a permanent

vacancy in a post and has not completed three months service therein. If a
permanent employee is employed as a probationer in a new post he may, at
any time during the probationary period of three months, be reverted to his
previous permanent post.
(c) A Badli or substitute means a workman who is appointed an in the post
of a permanent workman or probationer who is temporarily absent.
(d) A temporary workman is a workman who has been engaged for work,
which is of an essentially temporary nature likely to be finished within a
limited period.
(e)
(f)
3.

An apprentice means a learner who is paid an allowance during the

period of his training.
Casual workman means a workman whose work is of a casual nature.

Tickets :
(1)

Every workman shall be issued with a ticket bearing his name, department, his
number and date of appointment and shall on being required to do so, show it
to any person authorised by the manager to inspect it.

(2)
4.

5.

6.

Every employee shall surrender his ticket on (a) change of his classification;
(b) leaving the service of the undertaking or(c) the termination of his services.

Publication of working time etc.

(a)

Notice showing the period and hours of work for every class and group of
employees in the undertaking and for each relay or shift, stating the time of
commencement and the end of work and also the time of commencement and
end of the intervals of rest for persons employed above ground and in
opencast workings and also showing the particulars of the system in which the
periodical changes of shifts are made for all or each set of persons employed,
shall be displayed on notice boards maintained for the purpose in the
departments concerned, at the time keepers office and outside the office of
the mine and at or near the main entrance of the undertaking.

(b)

Any alteration in the time fixed for the commencement of or the end of work
in the undertaking generally or for any relay or in the rest intervals fixed for
persons employed above ground, an amended notice shall be posted not less
than 7 days before the change is made.

(c)

Any employee required to work for a different period shall be notified to that
effect in advance.

Publication of holidays and pay days etc.

(i)

Notice specifying (1) weekly holidays (2) the dates on which

compensatory holidays, if any will be given, (3) the days observed
by the mine as paid or unpaid holidays, and (4) the days on which
wages are to be paid shall be displayed on the notice boards

(ii)

Any employee maybe required at the discretion of the Manager to

work on a weekly holiday or a holiday notified under clause (I ) of
this standing order, and if required to do work shall be personally
notified to that effect in advance. An employee deprived of any
holiday as a result of his being required to work on such holiday
shall be allowed Compensatory Rest or paid Overtime as per the
provisions of the Mines Act, 1952 or Minimum Wages Act, 1948
whichever is more beneficial to the employee concerned.

Shift working :
More than one shift may be worked in a department or departments or any section of
a department of the establishment at the discretion of the employer. If more than one
shift is worked, the workmen shall be liable to be transferred from one shift to
another. No shift working shall be discontinued without 21 days notice being given
in writing to the workmen prior to such discontinuance, provided that no such notice
shall be necessary if the closing of the shift is under an agreement with the workmen
affected. If as a result of the discontinuance of the shift working, any workmen are to
be retrenched, such retrenchment shall be effected in accordance with the provisions
of the Industrial Disputes Act, 1947 (14 of 1947) and the rules made thereunder. If
shift working is re-started, the workmen shall be given notice and re-employed in
accordance with the provisions of the said Act and the said rules.

7.

Attendance and Late coming:

8.

(1)

All employees shall be at work in the undertaking at the time fixed and
notified. Employees attending late shall be liable to be shut out and treated as
absent, provided that no operative who attends within 15 minutes of the
starting time shall be shut out.

(2)

Any employee, who is found absent from his proper place of working during
working hours without information or without sufficient reasons, shall be
liable to be treated as absent for the period of his absence.

(3)

Deductions from wages or salaries for the period for which and employee is
treated as absent under clauses (1) and (2) of this standing order may be made
in accordance with the provisions of the Payment of Wages Act, 1936 in all
cases to which such Act is applicable.

Publication of Wage Rates:

Notices specifying the rates of wages payable to all classes of workmen and for all
classes of work shall be displayed on the notice board.

9.

10.

Leave:
(1)

Holidays with pay will be allowed as provided for in Mines Act, 1952 and
other holidays in accordance with law, contract, custom and usage.

(2)

The granting of leave shall depend on the exigencies of the undertaking and
shall be at the discretion of the Manager.

(3)

A workman who desires to obtain leave of absence shall apply to the manager,
who shall issue orders on the application within a week of its submission or
two days prior to the commencement of the leave applied for, whichever is
earlier, provided that if the leave applied for is to commence on the date of the
application or within three days thereof, the order shall be given on the same
day. If the leave asked for is granted, a leave pass shall be issued to the
worker. If the leave is refused or postponed, the fact of such refusal or
postponement and the reasons therefor shall be recorded in writing in a
register to be maintained for the purpose, and if the worker so desires, a copy
of the entry in the register shall be supplied to him. If the workman after
proceeding on leave desires an extension thereof, he shall apply to the
manager who shall send a written reply either granting or refusing extension
of leave to the workman if his address is available and if such reply is likely to
reach him before the expiry of the leave originally granted to him.

(4)

If the workman remains absent beyond the period of leave originally granted
or subsequently extended, he shall lose his lien on his appointment unless he
(a) returns within 8 days of the expiry of the leave and (b) explains to the
satisfaction of the manager his inability to return before the expiry of his
leave. In case the workman loses his lien on his appointment, he shall be
entitled to be kept on the badli list

Casual Leave:
(1)

Every permanent employee shall be entitled to casual leave with or without

wages for 7 days in a calendar year.

11.

12.

(2)

Casual Leave shall be non-cumulative and no leave of any kind may be

combined with Casual Leave.

(3)

Except for emergent reasons, casual leave shall be limited to three days at one
time.

(4)

Gazetted and public holidays and Sundays shall not be prefixed or suffixed to
casual leave except with the previous permission of the Manager.

(5)

Ordinarily, the previous permission of the Manager or of the head of the

Department shall be obtained before taking such leave. When this is not
possible the Manager or the Head of the Department shall, as soon as may be
practicable, be informed in writing or orally or through any person of the
absence from work and of the probable duration of such absence.

(6)

Sick leave:
Every permanent employee shall be entitled for sick leave with wages for 7
days in a calendar year. Any employees who avails sick leave for 3 days or
more at a time shall produce a medical certificate.

(7)

A record shall be maintained in a register of all leave or absence which is

sanctioned, refused or postponed, orders passed and reasons for refusal or
postponement of leave, shall in every case be entered in the register.

Payment of Wages:
(1)

Any wages, due to the workmen but not paid on the usual pay day on account
of their being unclaimed, shall be paid by the employer on an unclaimed wage
pay day in each week, which shall be notified on the notice boards as
aforesaid.

(2)

All workmen will be paid wages on a working day before the expiry of the
seventh or the tenth day after the last day of the wage period in respect of
which the wages are payable, according as the total number of workmen
employed in the establishment does not or does exceed one thousand.

Stoppage of work:
Subject to the provisions of Industrial Disputes Act, 1947 and Mines Act, 1952 and
Rules made there under:
(1)

In the event of fire, catastrophe, breakdown of machinery stoppage of power

supply, epide mic, civil commotion or any other cause beyond the control of
the employer, the employer may at any time without notice or compensation
in lieu of notice, stop wholly or partially as the event may require, any
machine or department or part there of or the whole or part of the under taking
for a reasonable period.

(2)

In the event of such stoppage under this standing order during working hours,
the employees affected, shall as soon as practicable, be notified as to when
work will be resumed and whether they are to remain or leave the
undertaking. The period of detention in the undertaking shall not ordinarily
exceed one hour after the commencement of the stoppage. If the period of
detention does not exceed one-hour employees detained shall not be paid for
such period. If the period of detention exceeds one-hour employees so

detained shall be entitled to receive wages (including all allowances) for the
whole of the time during which they are detained in the undertaking as a result
of stoppage.
In case of piece rate workers the average daily earnings for the
previous month shall be taken as the daily wage. No other
compensation will be admissible in case of such stoppage.

13.

14.

(3)

Whenever practicable, reasonable notice shall be given on resumption of

normal work and all employees laid off under this standing order who present
themselves for work, when work is resumed shall be given preference of
employment.

(4)

In case of workmen laid off for short periods on account of failure of plant or
temporary curtailment of production the period of unemployment shall be
treated as compulsory leave either with or without pay as the case may be.
When however workmen have to be laid off for indefinitely long period their
service may be terminated after giving due notices or pay in lieu thereof.

(5)

All
notices
required
to
be
given
under
the
Standing order shall be displayed on notice boards at the timekeepers office,
at the main entrance to the undertaking and at the department concerned.

(6)

(I) the employer may, in the event of strike affecting either wholly or partially
any department or section of department of the undertaking, close down
either wholly or partially such department/section as well as any other
departments or sections affected by such closing down.
(ii)
The fact of such closure shall be notified by notice displayed upon
the notice boards in the departments/sections in the timekeepers
office and at the main entrance to the undertaking.
(iii)
The employee concerned shall prior to the resumption of work be
notified by a general notice, copies of which shall be displayed
upon the notice boards specified in clause (2) as to when work
will be resumed.

Termination of employment:
(1)

For terminating employment of a permanent workmen, notice in writing shall

be given either by the employer or workmanone months notice in the case
of monthly-rated workmen and two weeks notice in the case of other
workmen: one months or two weeks pay, as the case may be, may be paid in
lieu of notice.

(2)

No temporary workman whether monthly rated, weekly-rated or piece-rated

and no probationer or badly shall be entitled to any notice or pay in lieu
thereof if his services are terminated, but the services of a temporary workman
shall not be terminated as a punishment unless he has been given an
opportunity of explaining the charges of misconduct alleged against him in
the manner prescribed in paragraph 14.

(3)

Where the employment of any workman is terminated, the wages earned by

him and other dues, if any, shall be paid before the expiry of the second
working day from the day on which his employment is terminated.

Disciplinary Action for misconduct:

The following acts and commissions on the part of an employee shall amount to
misconduct: (1)

Willful insubordination or disobedience of any lawful and reasonable order of

a superior.

(2)

Going on an illegal strike or abetting, inciting, instigating or acting in

furtherance of such strike.

(3)

Willful slowing down in performance or work or a between or instigation

thereof.

(4)

Abetting, conniving at or attempting or committing of theft, fraud, or

dishonesty in connection with the employers business or property.

(5)

Taking or giving bribe or any illegal gratification.

(6)

Absence without leave or overstaying sanctioned leave without sufficient

grounds or proper or satisfactory explaining.

(7)

Late attendance on not less than four occasions within a month or habitual
absence from the appointed place of work.

(8)

Repeated breach of any law applicable to the undertaking or any rules made
thereunder or of standing orders.

(9)

Collection without the permission of the Manager of any money within the
premises of the undertaking except as sanctioned by any law for the time
being in force.

(10)

Engaging in any trade, business or occupation within the premises of the

undertaking outside the scope of his duties.

(11)

Drunkenness, or riotous, disorderly or indecent behavior on the premises of

the undertaking.

(12)

The commission of any act, subversive of discipline or good behavior on the

premises of the undertaking.

(13)

Habitual neglect of work, or gross or habitual negligence.

(14)

Frequent repetition of any omission for which a fine may be imposed under
the payment of wages Act, 1936.

(15)

Canvassing for trade union membership or the collection of union dues within
the premises of the undertaking without the previous permission of the
Manager or except in accordance with any provisions of any law for the time
being in force.

(16)

Willful damage to any work in progress or any property of the undertaking.

15.

(17)

Holding meeting inside the premises of the undertaking without the previous
permission of the Manager or except in accordance with the provisions of any
law for the time being in force.

(18)

Disclosing to any unauthorised persons any information in regard to the

affairs of the processes of the undertaking, which may come into the
possession of the employee in the course of his work or employment.

(19)

Gambling or betting on the premises of the undertaking.

(20)

Failing to show proper courtesy or attention towards officers and other

employees of the undertaking.

(1)

An employee guilty of misconduct may be:

i)
ii)
iii)
iv)

3
4
5
6

Warned or censured; or
Fined subject to and in accordance with the
Provisions of the payment of wages Act, 1936; or
Suspended by an order in writing, signed by the
Manager for a period not exceeding four days.
Dismissed without notice or compensation in lieu or notice.

(2) No order under clauses No.1 (i) and (ii) of this standing order shall be made
unless the employee concerned has been informed in writing of the alleged
misconduct and given an opportunity to explain the circumstances alleged against
him.
(3) No order of dismissal shall be made except after holding an enquiry against
the employee concerned in respect of the alleged misconduct in the manner set
forth in clause(4).
(4) An employee against whom an enquiry has to be held shall be given a charge
sheet clearly setting forth the circumstances appearing against him and requiring
explanation. He shall be given an opportunity to answer the charge and permitted
to be represented in accordance with the provision of Sec. 56 of the Industrial
Disputes Act, 1947. Except for reasons to be recorded in writing by the officer
holding the enquiry the employee shall be permitted to produce witness in his
defence and cross-examine any witness on whose evidence the charge rests. A
concise summary of the evidence led on either side and employees plea shall be
recorded.
(5) (a) where a disciplinary proceeding against a workman is Contemplated or
is pending or where criminal proceedings against him in respect of any offence
are under investigation or trial and the employer is satisfied that it is necessary or
desirable to place the workman under suspension, he may, by order in writing
suspend him with effect form such date as may be specified in the order. A
statement setting out in detail the reasons for such suspension shall be supplied to
the workman within a week from the date of suspension.
(b)
(i)

A workman who is placed under suspension under clause (a) shall,

during the period of such suspension, be paid a subsistence allowance
at the following rates, namely:
Where the enquiry contemplated or pending is departmental, the
subsistence allowance shall, for the first ninety days from the date of

suspension be equal to one-half of the basic wages, dearness

allowance and other compensatory allowances to which the workman
would have been entitled if he were on leave with wages. If the
departmental enquiry gets prolonged and the workman continues to
be under suspension for a period exceeding ninety days, the
subsistence allowance shall for each period be equal to three-fourths
of such basic wages, dearness allowance and other compensatory
allowances:
Provided that where such enquiry is prolonged beyond a period
of ninety days for reasons directly attributable to the workman, the
subsistence allowance shall, for the period exceeding ninety days, be
reduced to one fourth of such basic wages, dearness allowance and
other compensatory allowances.
(ii)

Where the enquiry is by an outside agency or, as the case may be

where criminal proceedings against the workman are under
investigation or trial the subsistence allowance shall for the first one
hundred and eighty days from the date of suspension be equal to onehalf of his basic wages, dearness allowance and other compensatory
allowances to which the workman would have been entitled to if he
were on leave. If such enquiry or criminal proceedings gets prolonged
and the workman continues to be under suspension for a period
exceeding one hundred and eighty days, the sub existence allowance
shall for such period be equal to three-fourths of such wages:

Provided that where such enquiry or criminal proceedings is prolonged beyond a period
of one hundred and eighty days for reasons directly attributable to the workman, the
subsistence allowance shall, for the period exceeding one hundred and eighty days, be
reduced to one- fourth of such wages.
(c)

If on the conclusion of the inquiry or, as the case maybe, of the

criminal proceedings, the workman has been found guilty of the
charges framed against him and it is considered, after giving the
workman concerned a reasonable
opportunity of making
representation on the penalty proposed that an order of dismissal or
suspension of fine or stoppage of annual increment or reduction in
rank would meet the ends of justice, the employer shall pass an order
accordingly.
Provided that when an order of dismissal is passed under this
clause, the workman shall be deemed to have been absent from duty
during the period of suspension and shall not be entitled to any
remuneration for such period, and the subsistence allowance already
paid to him shall not be recovered
Provided further that where the period between the date on
which the workman was suspended from duty pending the inquiry or
investigation or trial and the date on which an order of suspension
was passed under this clause exceeds four days, the workman shall be
deemed to have been suspended only for four days or for such shorter
period as is specified in the said order of suspension and for the
remaining period he shall be entitled to the same wages as he would
have received if he had not been placed under suspension, after
deducting the subsistence allowance paid to him for such period.
Provided also that where an order imposing fine or stoppage of
annual increment or reduction in rank is passed under this clause, the

workman shall be deemed to have been on duty during the period of

suspension and shall be entitled to the same wages as he would have
received if he had not been placed under suspension, after deducting
the subsistence allowance paid to him for such period.
Provided also that in the case of a workman to whom the
provisions of clause (2) of Article 311 of the Constitution apply, the
provisions of that article shall be complied with.
(d)

(e)
(f)

(g)
16

If on the conclusion the inquiry, or as the case may, of the criminal

proceedings, the workman has been found to be not guilty of any of
the charges framed against him, he shall be deemed to have been on
duty during the period of suspension and shall be entitled to the same
wages as he would have received if he had not been placed under
suspension after deduction, the subsistence allowance paid to him for
such period.
The payment of subsistence allowance under this standing order shall
be subject to the workman concerned not taking up any employment
during the period of suspension.
In awarding punishment under this standing order, the manager shall
take into account the gravity of the misconduct, the previous record,
if any, of the workman and any other extenuating or aggravating
circumstances, that may exist. A copy of the order passed by the
manager shall be supplied to the workman concerned.
The approval of the Manager is required in every case of dismissal.

COMPLAINTS :

All complaints arising out of employment including these relating to unfair treatment or
wrongful exaction on the part of the employer or his agent shall be
submitted to the manager or other person specified in this behalf with the
right of appeal to the employer.
17.

CERTIFICATE OF TERMINATION OF SERVICE:

Every employee other than casual employee who leaves service or retires or dismissed or
discharged shall without avoidable delay be given a service certificate if he
asks for it.
18.
LIABILITY OF MANAGER :
The Manager of the establishment shall personally be held responsible for the proper and
faith observance of the standing orders.
19.

EXHIBITION OF STANDING ORDERS AND NOTICES:

(I)
(II)

20.

Notices to be exhibited or given under these standing orders shall

be in English and also, be in the principal regional language of the
District in which the undertaking is situated.
A copy of these standing orders shall be pasted at the Managers
office and on a notice board in English and in the principal
Regional Language of the district in which the undertaking is
situated.

MISCELLANEOUS:

Persons employed under Corporations Rules and Regulations will be governed by these
standing orders or Corporations various Rules and Regulations for the time
being in force, whichever is beneficial to them.
21.

Nothing contained in these standing orders shall operate in

of any law for the time being in force.

derogation