Professional Documents
Culture Documents
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NSR is required to have large number of employees, the workforce, for efficient, safe and
punctual running of trains on the NSR network. It is necessary that the employees
perform their jobs properly both in terms of quality and quantity exhibiting highest
standards of conduct, performance and dedication. It is, therefore, necessary that a set of
rules /regulation governing their conduct and prescribing penalties in case of violation are
prescribed.
NSR¶s employees can be classified under three categories for the purpose of these
regulations.
These shall be called North South Railway (Conduct, Discipline & Appeal) Regulation,
2010 and shall come into operation with effect from
Definitions
(i)? Ômployee means a person in employment with NSR on regular basis and shall
include a person who has proceeded on deputation or secondment to some
other organisation.
(ii)? Service means a service under NSR.
(iii)? Appointing Authority means the authority competent to make appointment to
the grade/service/post in which the employee is included or is held by him.
(iv)? Disciplinary authority means-
(a)? For the purpose of initiating the disciplinary proceedings, the authority
competent to place the employee under suspension or impose any of
penalties specified in these regulations.
(b)?For the purpose of imposing a penalty, the authority competent to impose
that penalty on him.
(c)? Head of department shall have the same meaning as assigned by orders for
management of the organisation.
Application
This regulation shall apply to every regular employee of NSR but shall not apply to-
The following penalties may be imposed on an employee for good and sufficient reasons
as provided hereinafter:-
An employee can be placed under suspension and can be imposed any of the following
penalties for good and sufficient reasons
The classes of employees who may be placed under suspension and the penalties which
can be imposed on them for good and sufficient reasons and the authorities competent to
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Ôvery employee of the NSR (hereinafter referred to as ³the Company´) The company
requires a minimum standard of conduct, discipline and performance. If an employee
does not meet this standard, necessary disciplinary action will be taken him as per the laid
down provisions.
1. So far as personnel seconded from India during the period of contract of SAR
with RITÔS are concerned, they will be governed by the Conduct, Discipline and Appeal
Rules of their parent organisation in India and the provisions contained in the contract of
SAR with RITÔS on any of these matters and their own individual contracts with RITÔS.
-? Saudi nationals
-? Ômployees from other countries
2.1? Saudi Nationals and employees from other countries will be governed by the
Labour Law of KSA.
(2) Ôvery employee of the Company holding a supervisory post shall take all
possible steps to ensure the integrity and devotion to duty of all employees under
his control and authority.
4. Without prejudice to the provisions contained in the Labour laws by which the
officials of NSR system are governed, these personnel should scrupulously refrain from
committing any of the following acts of misconduct:-
(i)? Theft, fraud, dishonesty in connection with the working of the NSR
organisation or its property or any other person within the premises of the
organisation.
(ii)? Taking or giving bribe.
(iii)? Possession of pecuniary resources or property beyond known sources of
income.
(iv)? Furnishing false information of any kind to secure employment or during the
course of employment to derive any unintended benefit.
(v)? Acting in a manner prejudicial to the interests of the NSR organisation.
(vi)? Wilful insubordination or disobedience of any lawful order of superior(s).
(vii)? Absence without leave or overstayal of sanctioned leave for more than 3 days
on grounds without satisfactory explanation.
(viii)? Habitual late or irregular attendance.
(ix)? Neglect of work or negligence in the performance of duty including
malingering.
(x)? Damage to the property of NSR organisation.
(xi)? Interfering or tampering with any safety devices installed in the premises of
the NSR organisation.
(xii)? Drunkenness or riotous or disorderly behaviour in the premises of the NSR
organisation or outside in connection with the official employment.
(xiii)? Acts amounting to a criminal offence involving moral turpitude.
(xiv)? Absence from place of work without proper permission or sufficient cause.
(xv)? Habitual indebtedness.
(xvi)? Commission of any act subversive of discipline or of good behaviour.
(xvii)? Abetment of or attempt of abetment of any act which amounts to misconduct.
The above is only an illustration and not an exhaustive list of acts of misconduct
for which action can be taken and penalty imposed.
(a) which has the effect of adverse criticism of any policy or action of the Central or
State Governments or of the Company; or
b) which is capable of embarrassing the relations between the Company and the
public.
Provided that nothing in these rules shall apply to any statement made or views expressed
by an employee, of purely factual nature, which are not considered to be confidential in
his official capacity or in due performance of the duties assigned to him.
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(1) No employee of the Company shall, except with the previous sanction of the
competent authority, give evidence in connection with any enquiry conducted by
any person, committee or authority.
(2) Nothing in this rule shall apply to:
a) evidence given at any enquiry before an authority appointed by the
Government, Parliament or State Legislature; and
b) evidence given in any judicial enquiry.
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No employee shall, except in accordance with any general or special order of the
Company 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 an
employee or any other person to whom he is not authorised to communicate such
document or information.
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No employee shall except with the previous sanction of the competent authority,
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 of a
social or charitable nature or occasional work of a literary, artistic or scientific character,
subject to the condition that his official duties do not thereby suffer.
12. Unless a higher authority is mentioned in the labour laws of KSA, the
following officials will be competent to initiate action against the employees in
different grades for misconduct and impose the penalty specified in the rule.
MINOR PÔNALTIÔS
(a) Censure
(b) Withholding of increments of pay.
(c) Withholding of promotion.
(d) Recovery from pay or such other amount as may be due to him of the whole or
part of any pecuniary loss caused to the Company by negligence or breach of
orders.
MAJOR PÔNALTY
(e) Dismissal
14. No penalty can be imposed against an employee without giving him adequate
opportunity to defend himself.
15. For the minor penalties a charge memorandum is to be issued in writing by the
appropriate Disciplinary authority specifying the charges in detail giving the
delinquent employee at least 10 days time to submit his defence against the charges.
After giving due consideration to the defence statement of the delinquent employee,
the disciplinary authority may pass an suitable order to this effect.
iii) Where the disciplinary authority itself inquires or appoints an inquiring authority
for holding an inquiry, it may. by an order appoint another employee to be known as
the ³Presenting Officer´ to present on its behalf the case in support of the articles of
charge.
iv) The employee charged may take the assistance of any other employee but may not
engage a legal practitioner for the purpose.
v) On the date fixed by the inquiring authority, the employee shall appear before the
inquiring authority at the time, place and date specified in the notice. The inquiring
authority shall ask the employee whether he pleads 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 concerned
thereon,. The inquiring authority shall return a finding of fault in respect of those
articles of charge to which the employee concerned pleads guilty.
vi) If the employee does not plead guilty, the inquiring authority shall adjourn the
case to a later date not exceeding thirty days, after recording an order that the
employee may, for the purpose of preparing his defence:
that the findings on such articles of charge should not be recorded
unless the delinquent employee has either admitted the facts on which the article of
charge is based or has had a reasonable opportunity of defending himself against such
an article of charge.
(ii) The Inquiry Authority, where it is not itself the disciplinary authority,
shall forward to the disciplinary authority the records of inquiry which shall
include:
(a) the report of the inquiry prepared by it under sub-rule (i) above;
(b) the written statement of defence, if any submitted by the employee,
(c) the oral and documentary evidence produced in the course of the
inquiry;
(d) written briefs referred to in sub-rule (k), if any; and
(e) the orders if any, made by the disciplinary authority and the inquiring
authority in regard to the inquiry.
( )
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(1) The disciplinary authority, if it is not itself the Inquiring Authority may, for
reasons to be recorded by it in writing remit the case to the Inquiring Authority
for fresh or further inquiry and report and the Inquiring Authority shall
thereupon proceed to hold the further inquiry according to the provisions
contained in +(above.
(2) The disciplinary authority shall, if it disagrees with the findings of the
inquiring authority on any article of charge, record its reasons for such
disagreement and record its own findings on such charge if the evidence on
record is sufficient for the purpose.
(3) 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 major penalties should be
imposed on the employee it shall, notwithstanding anything contained in Rule
make an order imposing such penalty.
(4) If the disciplinary authority having regard to its findings on all or any of the
articles of charge is of the opinion that no penalty is called for, it may pass an
order exonerating the employee concerned.
17. If in the views of the Disciplinary authority, Major penalty proceedings are to
be initiated against an employee who is on secondment from India, then either
the delinquent employee may be sent back to his parent organisation alongwith
the detailed charges for action to be initiated by his department as per their
rule or the Company may also initiate disciplinary proceedings against the
delinquent employee as per their own rule. If the charges are proved, then the
delinquent employee will be sent back to his parent department alongwith the
detailed proceedings for further necessary action by the parent department of
the delinquent employee.
18. The delinquent official will have a right of appeal to the authority prescribed
in the law i.e. normally the official superior to the Disciplinary authority. He
shall prefer the appeal against the order of the Disciplinary authority within 15
days of the receipt of the order. The Appellate authority shall consider the
appeal in accordance with the laws and pass orders, which shall be
communicated to the delinquent employee through Personnel &
Administration Department. The decision of the Appellate authority may be to
confirm, modify, reduce or enhance the penalty. If the appellate authority
decides to enhance the penalty, it shall give an opportunity to the delinquent
official to be heard against the decision before it finally passes its orders.
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Administrative Services
- Distribution of Mail
- Reprographic facilities
- Stationery purchase and distribution
- Road vehicles
- Telephone facilities.
2. The Department will maintain a register of the mail indicating the number,
source and subject of the letter and arrange to distribute it to the concerned offices
indicating in the register the office to which it is sent.
3. Mail meant for offices outside the Headquarters will be sent through a courier
system.
5. The Department will maintain a separate register of outgoing mail and mark a
despatch number sequentially every calendar year at the end of the file number on the
communication.