MSEDCL Employees Service Regulations, 2005

[i] TABLE OF CONTENTS Sr. No. Subject Regulations Page No.

CHAPTER - I General 1. Basis for adoption of Regulations 2. Name of the Service Regulations 3. Effective date of Regulations 4. Applicability of Regulations 5. Deputation of Government Servant to the Company 6. Final authority for interpretation of Service Regulations 7. Authority to exercise powers 8. Powers of the Company to adopt or amend classifications of service, rearrange grades, refix responsibility, prescribing minimum qualification for making selections and appointment and provisions for appointment of persons on contract 9. 10. Powers to prescribe hours of attendance Prevailing of statutory rules and Regulations over M.S.E.D.C.L. Employees Service Regulations

1 1 (a) 1 (b) 2 3 4 5

1 1 1 1 1 1 1

6 7 8

2 2 2

CHAPTER II Definitions and interpretations 1. " An Administrative Office " 2. " Age " 3. " Appointing Authority" 4. " Average Pay" 5. " The Company " 6. " Commuted Leave " 7. " Compensatory Local Allowance" 8. " Competent Authority" 9. " Day" 10. " Daily Allowance" 11. " Daily Wage Earners"

9 (1) 9 (2) 9 (2) (A) 9 (3) 9 (4) 9 (5) 9 (6) 9 (7) 9 (8) 9 (8) (A) 9 (9)

3 3 4 4 4 4 4 4 4 4 4

[ ii ]

Sr. No.

Subject

Regulations

Page No.

12. 13. 14 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37.

" Duty " " Employee" " Joining Time" " Head of Department" " Holiday" " House Rent Allowance" " Headquarters" " Leave on Average Pay" " Leave on Half Average Pay" " Leave Salary" " Line Staff " " Month" " Officiate" " Pay" " Permanent Employee" " Permanent Post" " Personal Pay" " Probationer" " Special Pay" " Sphere of Duty" " Subsistence Allowance" " Temporary Employee" " Temporary Post" " Time Scale" " Travelling Allowance" " Work-charged Staff "

9 (10) 9 (11) 9 (12) 9 (12) (A) 9 (13) 9 (14) 9 (14) (A) 9 (15) 9 (16) 9 (17) 9 (18) 9 (19) 9 (20) 9 (21) 9 (22) 9 (23) 9 (24) 9 (25) 9 (26) 9 (27) 9 (28) 9 (29) 9 (30) 9 (31) 9 (32) 9 (33)

4 4 5 5 5 5 5 5 5 5 5 5 6 6 6 6 6 6 6 6 6 6 7 7 7 7

CHAPTER III General Conditions of Service 1. Appointments to various posts

10

[ iii ]

Sr. No. 2. 3. 4. 5. 6. 7. 8. 9. 10

Subject Unsuitability for employment due to insolvency / conviction Restrictions on appointment when having more than one wife Prior permission to contract another marriage Probation Medical fitness for appointments No travelling allowance for medical examination for 1st appointment. Circumstances when fresh medical certificate on re-employment is not necessary Transfers Notice period for resignation

Regulations 10 (a) 10 (b) (i) 10 (b) (ii) 11 12 13

Page No. 8 8 8 8 9/10 11

14 15 16

12 12 12

11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28.

Age of superannuation Fresh Medical Examination Termination of permanently Medically unfit employee Pre-matured Retirement Restriction for pre-matured retirement Re-employment on superannuation Restriction for retirement on due date C.P.F. Subscription Weekly off Working hours Working hours for peons Working hours for Hamal, Sweeper, etc. Overtime allowance Working hours for categories included in the Appendix A Hours of attendance for transferee Overtime payment to employees included in Appendix A Assuming / relinquishing charge Effective date for fixation of pay on promotion

17 17 Note 1 (i) 17 Note 1 (ii) 17 Note 2 17 Note 2 (ii) to (iv) 17 Note 3 17 Note 4 18 19 20 (1) (a) 20 (1) (b) 20 (1) (c) Note 2 (a) below 20(1)(c) 20 (2) 20 (3) 21 22 23

13 13 13 13 14 14 15 15 15 15 16 16 16 17 17 17 18 18

[ iv ]

Sr. No. 29. 30. 31. 32. 33.

Subject Fixation of pay of Senior employee relived late or wrongfully superseded Notice period for termination of service Powers to dismiss or remove an employee Duties of an employee Classification of service into Pay Groups I,II,III, & IV

Regulations Note below SR 23 24 25 26 27

Page No. 18 19 19 20 20

CHAPTER IV Pay 1. Drawal of initial Pay 2. Drawal of pay of an employee posted against higher post 3. 4. 5. 6. 7. 8. 9. Drawal of salary of an employee posted against lower grade and vice-versa Fixation of pay of a military Pensioner Fixation of pay on assuming higher charge Fixation of pay when higher responsibility is not involved Fixation of pay on reversion Increment Withholding of increment

28 (a) 28 (a) Note 1 28 (a) Note 2 28 (b) 29 (a) 29 (b) Note 1&2 29 (b) Note 3 30 30 Note 1

21 21 21 21/22 23 23 23 24 24

10. 11.

Grant of increment after revision of pay-scale Non-application of maternity leave and HAP leave to the employees governed by E.S.I. Scheme Increment during probation period Counting of duty in a post in time scale for the purpose of increment Drawal of increment of an employee in substantive post Counting of officiating period for increments Counting of broken officiating period for increment Counting of officiating period caused due to local arrangements for increments Counting of officiating service in the Higher post/ Temporary post for increments in Lower post. Increment-counting of broken periods of officiating duties for more than 12 months.

30 Note 2 & 3 30 Note 4

24/25 25

12. 13. 14. 15. 16. 17. 18. 19.

31 32 (a) 32 (b) 32 Note 1 32 Note 2 32 Note 3 32 Note 4 32 Note 5

25 25 26 26 26 26 26 27

[v]

Sr. No. 20 21 22 23 24

Subject Increments which should not be withheld Dealing with over stay on account of leave/Joining time/absenting from duties Eligibility of HRA & CLA Special pay for holding additional charge Unclaimed amount due to an employee

Regulations 33 Note 4 34(a),(b) & (c) 35 36 37

Page No. 27 28 28 29 29

CHAPTER V Leave 1. Leave-Limitations 2 Encashment of leave at the time of retirement 3 Non-admissibility of leave beyond the date of termination / resignation 4 5 6 7. 8. 9. 10. 11. 12. 13. 14. Kinds of leave Combination of leave Classification of employees in Appendicies-A, B & C for regulating grant of leave Leave to Appendix - B employees (Permanent Employees) Commuted leave Leave not due Leave to Appendix - B Employees (Temporary Employees) Commuted leave to Temporary Employees Non-admissibility of leave not due to Temporary Employees Leave for Appendix - C Employees Commuted Leave to Appendix - C Employees

38 39 (a) 40 41 (1) 41 (2) 42 (a) / 43 44 A (a)/(b) 44 A (c) 44 A (d) 44 B (a) / (b) 44 B (c) 44 B (d) 45 (a) & (b) 45 (c)

30 30 31 32 32 32 33/34 34 34 34 35 35 35 35

15. 16 17. 18.

Leave not due to Appendix - C Employees Extra Ordinary leave without pay Non-admissibility of leave to Daily wage Earner and Casual Worker Change of Appendix-Counting leave thereof

45 (d) 46 47 48

35 36 36 36

[ vi ]

Sr. No. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37.

Subject Study leave Special Disability Leave Grant of Ex-gratia payment for injury/ disability Special Casual Leave to Ex-Servicemen for assessing disability/ treatment Casual Leave Limit for grant of Casual Leave at one time Admissibility of Casual Leave in a calendar year Over staying the period of Casual Leave-action to be taken Treating of Sectional holidays as Casual Leave Non-counting of Public Holidays as Casual Leave Admissibility of Casual Leave to Appendix A Employees Non-admissibility of Casual Leave to Daily wage Earners/ Casual Workers Half day Casual Leave Maternity Leave Combination of other kind of leave with Maternity Leave (except Casual Leave) Admissibility of Maternity Leave for miscarriage / abortion Non-applicability of Maternity Leave as per Service Regulations to E.S.I. Covered employees Special Leave for Female employees who adopt orphan child Special Compensatory Leave on average pay for technical employees of the rank of Dy.E.E., equivalent and below

Regulations 49 50 (a) 50 (b) 50 (c)&(d) 51-1 (a)/(b) 51 (c) 51 (d) 51 (2) 51 (3) 51 (4) 52 52 Note 1 52 Note 2&3 53 (a)(i), (ii)&(b) 53 (c) 53 (d)(i), (ii) 53 (iii) 53 (e) 53-A

Page No. 36 36 36 36/37 37 37 37 37 37 37 37 37 38 38 38 38 38 39 39

CHAPTER- VI Travelling Allowance 1. Kinds of Travelling Allowances 2. Admissibility of Travelling Allowance 3. Definition of Tour 4. Admissibility of Daily Allowance 5. Daily Allowance when not admissible 6. Daily Allowance criteria for grant of 7. Daily Allowance Admissibility for different periods of halt
[ vii ]

54 55 56 57 58 59 60 Note 1&2

40 40 40 40 40 41 41

Sr. No. 8. 9.

Subject Rate of Daily Allowance not involving night halts Rate of Daily Allowance involving night halts

Regulations 61 (a) 61 (b)

Page No. 42 43

10.

Daily Allowance Not consideration of benefit under G.O. 74 etc. for computing pay Groups for Daily Allowance Carrying of Peon on tour in certain circumstances Journey by Road Type of Kilometerage Road kilometerage by Road in own / hired/ borrowed Vehicles Journey by Road Admissibility of Bus fare Journey by Road Limitation of claims for hired vehicles Journey by Road Use of Own/ borrowed Vehicles when staff Vehicles is not available Admissibility of Kilometerage when Headquarters fixed at Mumbai with limit Admissibility of to and fro taxi fare for Airport Journey by Rail - Entitlement of class Journey by Rail Travel by higher Class in extreme urgency Journey by Rail Travel by higher Class for purpose of reservation Admissibility of reservation charges Travel by Air Conditioned 1st Class Journey by Sea / River Steamer and entitlement of class Journey by Road and entitlement of class Journey by Road by public conveyance Admissibility of fare in absence of classes of accommodation Journey by Air Admissibility Reimbursement of transport fare and payment of Daily Allowance Definition of Word Day for calculating Daily Allowance Admissibility of return Journey fare when proceeding on leave while on tour Tour Use of season Tickets

61 Note(1)

43/44

11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26.

61 Note(2) 62 63 (1) 63 (2) 63 Note-1 63 Note (2) 63 Note (3) (i) 63 Note (3) (ii) 64 (A) 64 (B) 64 Note 1 64 Note 2 64 (C) 65 66 (1) 66 (2)

44 44 44 44 44 45 45 45 45 46 46 46 46 46 47 47

27. 28. 29. 30. 31.

67 68 (a) 68 (a) Note (1) 68 (a) Note (2) 68 (a) Note (3)

47 47 47/48 48 48

[ viii ]

Sr. No. 32. 33. 34. 35. 36. 37. 38 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. 55. 56.

Subject Tour Admissibility of Season Tickets at Companys Cost Tour Admissibility of extra cost incurred while on tour Tour Occupation of Rest Houses Tour Travelling Allowance to line Staff Tour Payment of Daily Allowance to line Staff Permanent Travelling Allowance Conveyance Allowance Conveyance Allowance Powers of the Company to fix the rates Transfer Travelling Allowance Treating Joining Time as Leave on own request transfer Joining Time Joining Time pay and handing over / taking over period Joining Time while on leave / in absence of notice on transfer Calculation of Joining Time Joining Time Special Casual Leave in lieu of Admissibility of Kilometerage on transfer Transfer Admissibility of conveyance charges at old/ new Headquarters Transfer Transporting of personal effects by Rail or Steamer Transportation of personal effects by Road Transportation of personal effects between places not connected by Rail Reimbursement of Octroi Duty payment of Daily Allowance during transfer Transfer grant and packing allowance Admissibility by Lower Class Admissibility of Transfer Travelling Allowance to an employee on appointment by way of direct recruitment T.A. on transfer Definition of Family Transfer Use of Companys conveyance Transfer Transportation of own conveyance

Regulations 68 (a) Note (4) 68 (b) 68 (c) 69 (a) 69 (b) 70 71 72 73 73 Note 74 74 Note 1&2 74 Note 3 (a) (i) (ii) & Note 3 (b) 74 Note 4 74 Note 5 75 (A) 75 (B) 75 (C) 75 (D) (1) 75 (D) (2) 75 (E) 75 (F) 75 (G) 75 Note 1 75 Note 2

Page No. 48 48 48 49 49 49 49 50 50 50 50 50/51 51 51 51 51 52 53 53 53 54 54 54 54 54

57. 58. 59.

75 Note 3 75 Note 4 76 (1),(2),(3)

55 55 55/56

[ ix ]

Sr. No. 60. 61. 62. 63. 64. 65. 66. 67. 68. 69.

Subject Request Transfer Not Admissibility of Joining Time and Transfer T.A. Transfer Travelling Allowance while on leave Transfer T.A. for family members exceptional cases Transfer T.A. for family members travelling within 12 months time Transfer T.A. for family members when travelled from the place other than the old Headquarters Transfer T.A. on superannuation / death Travelling Allowance Claims Use of shortest route and cheapest rate Applicability of M.C.S.R. when T.A Rule are silent T.A. Claims of deceased employee T.A. Claims Supporting evidence

Regulations 77 78 (a)(b) 79 80(a)(b)(i)/(ii) 81 81 (A) (i to vi) 82 82 Note 1 82 Note 2 82 Note 3

Page No. 56 56 56 56/57 57 57 58 58 58 58

CHAPTER VII Conduct, Discipline and Appeal Regulations 1. Prevailing of Statutory Act & Rules over Service Regulations 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Disciplinary Action against Govt. servants on deputation to the M.S.E.D.C.L. Rules of conduct Discharging of duties with Integrity, Loyalty and Promptitude Obedience and Courteous behavior Observance of rules and procedures Punctuality Prohibition to accept gifts Restriction for raising of funds Restriction to lend / borrow money Holding of property and declaration thereof Limit of holding moveble property for Pay Group I, II, III & IV employees. Property Returns for Pay Group I & II Property Returns for Pay Group III & IV Movable and immovable property possessed by the employee and Members of the family Right of the Company to acquire information

83 84 85 85 (a) 85 (b) 85 (c) 85 (d) 85 (e) 85 (f) 85 (g) 85 (h)(1) 85(h)(1)(a) 85(h)(2) (i) (1), (2), (3) 85 (h)(2)(i)(4) 85 (h)(3)

59 59 59 59 59 59 59 59 60 60 61

12. 13. 14.

61 62 62

[x]

Sr. No. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40. 41. 42.

Subject Restrictions for making investment Contribution to press Disclosing of information / documents relating to the Company Approach to Govt. or Govt. Officer or M.L.A. prohibited Approach to higher Officers of the Company Contesting of Elections to Legislative or Local Bodies Permission to apply for outside posts Engaging in trade or business or other employment Avoiding of habitual indebtedness or insolvency Recourse to Court or Press Abiding by Law relating to intoxicating drinks or drugs Non- practicing of untouchability Prevention of Polygamy Prevention of Sexual Harassment Non-permission of work to family member below age 14 Classification of offences Procedure for dealing with Minor lapses & Competent Authority Procedure for dealing with acts of misconduct Suspension for criminal offence, enquiry, trial, etc. reporting at interval and leaving Headquarters Revoking of Suspension Payment of subsistence allowance Payment of back wages on reinstatement Non- eligibility of arrears of pay and allowance when suspension period is treated as punishment Suspension of employee detained in Police custody Charge Sheet Submission of written statement by a charged employee Opportunity of oral statement by a charged employee Supply of relevant documents and inspection of documents by charged employees

Regulations 85 (i) 85 (j) 85 (k) 85 (l) 85 (m) 85 (n) 85 (o) 85 (p)(1) 85 (q) 85 (r) 85 (s) (a&b) 85 (t) 85 (u) 85 (v) 85 (w) 86(1)(a)/(b) 87 (a)&(b) 88 88 (a) (i) 88 (a) (ii) 88 (a) (iii) 88 (a) (iv) 88 (a) (v) 88 (a) (vi) 88 (b) 88 (c) 88 (d) 88 (e)

Page No. 62 63 63 63 63 63 63 63 64 64 64 65 65 65 65 65 66 67 67 67/68 69 69 70 70 70 70 70 70

[ xi ]

Sr. No. 43. 44. 45. 46 47. 48. 49. 50. 51. 52. 53. 54. 55. 56. 57. 58. 59. 60.

Subject Acceptance of relevant evidence at any stage prior to final orders Recording of oral evidence by Enquiry Officer Non-engaging of pleader during enquiry proceedings Bearing of expenses for witnesses Admissibility of T.A. & D.A. to a charged employee Admissibility of T.A. & D.A. to NMR Persons for recording evidence Admissibility of T.A. & D.A. to ex-employee / ex-NMR worker for recording evidence Exparte enquiry by an Enquiry Officer Recording of findings of Enquiry Officer Show-cause Notice for imposing punishment Communication of decision of the Competent Authority to a charged employee Effective date of the punishment order Procedure to deal with vigilance investigation reports. Exceptions to follow the provisions mentioned in S.R. 88 Circumstances when summary proceedings are to be taken Types of punishments for minor lapses and acts of misconduct Appeals against order of punishment Competent Authority to deal with acts of misconducts and powers to appoint an Enquiry Officer Appellate Authority Validity of decision in case of technical deviations

Regulations 88 (f) 88 (g)(i) 88 (h) 88 (h) (i) 88 (h) (ii) 88 (h) (iii) 88 (h) (iii) Note 1 88 (h) (iii) Note 2, 3 88 (i) 88 (j) 88 (k) 88 (l) 88 (m) 89 90 91 92 93

Page No. 71 71 72 72 72 72 73 73 73 73 74 74 74 74 75 76 77/78 79

61. 62.

94 95

79 79

CHAPTER VIII
Regulations relating to work charged staff and Casual Workers 1. Definition of a Work-charged Employee 96 2. Admissibility of wages, weekly off, T.A., 97 compensation to Work-charged employee for injury, leave, increment, etc. 3. Tenure of work-charged employee 98 80 80

80

[ xii ]

Sr. No. 4. 5. 6.

Subject Non-admissibility of transfer T.A. to workcharged employee Work-charged employee to be treated as new entrant from the date of regular appointment Applicability of Companys Conduct, Discipline, and Appeal Regulations to work-charged employee Facilities available to a person appointed on daily wages / NMR

Regulations 99 100 101

Page No. 81 81 81

7.

102

81/82

CHAPTER IX
Miscellaneous 1. Grant of advance increment, prizes, awards for outstanding work/acquiring additional qualification 2. 3. Provisions for staff welfare Fund Powers of the Competent Authority to frame S.Rs. to supplement these regulations and to prescribe procedure, terms, statements, returns, etc., for implementing the S.Rs. To hear Appeal against the decision of the Competent Authority and to review actions / decisions of the Competent Authority Overriding of the provisions of S. Rs. by specific contract with an employee Provisions to make special regulations relating to employment and service conditions of Apprentices and Probationers Powers of the Company to issue an order which has the same force as if it was part of these Service Regulations TABLE OF CONTENTS [ Schedules, Annexures and Appendices] Chapter Schedule- A Schedule- B Schedule- C Annexure 1 Annexure 2 Annexure 3 Annexure 4 Annexure 5
[ xiii ]

103

83 to 86 86 87

104 105

4.

106

87

5. 6.

107 108

87 87

7.

109

87

Subject Minor Lapses Acts Of Misconduct Competent Authorities to impose punishment and to hear appeals Form for appointment of Enquiry Officer Model form of Charge sheet Form of Charge sheet in summary proceeding Form of Show Cause Notice Form of order of Punishment

Regulations 86 (2) 86 (3) 92-93 & 94 93 88 (b) 90 88 (j) 88 (k)

Page No. 88 89 to 92 93 to 97 98 99 100 101 102

Chapter

Subject

Regulations

Page No.

SCHEDULES First Schedule Second Schedule Third Schedule

Delegation of Powers for Creation of posts & allied matters Delegation of Powers for Selections Delegation of Powers for Appointments (Appointing Authority) Delegation of Powers in respect of Promotions Delegation of Powers in respect of Transfers Delegation of Powers in respect of Increments Delegation of Powers in respect of Confirmation Delegation of Powers in respect of grant of higher starting salary on initial appointment and pay fixation Delegation of Powers in respect of grant of Leave Procedure and Competent Authorities relating to Salary Bills, T.A. Bills etc Competent Authorities to act under the various provisions of the S. Rs. Line Staff Competent Authorities to conduct medical examination on first appointment Physical fitness standards Post, the incumbents of which are eligible to the concessions provided in regulation 76 Delegation of powers relating to Miscellaneous matters 15 30-31 & 32 9 (22),11 (c) 28 (b) 29 (a)/(b) 9 (2) (A)

103 to 105 106 to 112 113 to 116

Fourth Schedule Fifth Schedule Sixth Schedule Seventh Schedule Eighth Schedule

117 to 118 119 to 122 123 124 to 125 126 to 127

Ninth Schedule Tenth Schedule

38 to 53 56 & 73

128 to 131 132 to 135

Eleventh Schedule Twelfth Schedule Thirteenth Schedule

-9 (18)&69 12

136 to 155 156 157

Fourteenth Schedule Fifteenth Schedule

12 76(1)

158 to 159 160

Sixteenth Schedule

--

161 to 165

[ xiv]

Chapter Seventeenth Schedule

Subject Rules for grant of special Disability Leave

Regulations 50

Page No. 166 to 168

Eighteenth Schedule Nineteenth Schedule Twentieth Schedule Twenty first Schedule Twenty second Schedule Twenty third Schedule Twenty Fourth Schedule Twenty Fifth Schedule APPENDICES : Appendix A Appendix B Appendix C INDEXES INDEX 1 INDEX 2 SUPPLEMENT 1 2

Directions for determining the correct date of birth of an employee List of Heads of Department List of posts /employees classified as Pay Gr-I posts/employees List of posts /employees classified as Pay Gr-II posts/employees List of posts /employees classified as Pay Gr-III posts/employees List of posts /employees classified as Pay Gr-IV posts/employees Representative from the Tribal Development Departments. Study Leave

9 (2) 9 (12)(A) 27 27 27 27 Note 11 of II Schedule 49

169 170 171 172 173 174 175 to 176 177 to 187

List of Employees List of Employees List of Employees

43 44 45

188 189 190

List of Correction Slips to GO 18 (P) Dt. 28.05.93 (Datewise) List of Administrative Circulars

191 192

Important Clarifications Important / Model Formats

193 to 203 204 to 210

T H E M A H A R A S H T R A S T A T E E L E C T R IC IT Y D IS T R IB U T IO N C O M P A N Y L T D . E M P L O Y E E S ' S E R V IC E R E G U L A T IO N S , 2 0 0 5 . ________
CHAPTER I
GENERAL

Pream ble:

In exercise of the powers conferred by Governm ent of M aharashtra vide N otification No. Reform 1005/C R /9061(2)/Energy-5 dt. 04.06.05 R ule N o. 6 (9), (10) & R eform 1005/CR -9061 (4)/Energy-5 dt. 28.06.05 R ule 1(3) under section 131, 133 and 134 of the Electricity A ct, 2003 (36 of 2003), M aharashtra State Electricity D istribution C om pany Ltd adopts the erstw hile M SEB Em ployees Service R egulations 1963, m utatis m utandis as follow s :1. (a) T hese R egulations called "The M aharashtra StateD istribution C om pany Ltd. E lectricity E m ployees' Service R egulations,2005" shall replace the M aharashtra State Electricity B oard E m ployee's Service R egulations 1963 bythe em p lo yees of the M aharashtra S tate E lectricity w hich D istribution C om pany(hereafter referred to in R egulations as " pany w ere hitherto Ltd these C om ") governed. (b ) T hese R eg ulatio ns camoeeffect fro m 0 6.0 6.20 0 5 in the M aharashtra state. in t 2. E xcep t w here it is otherw ise exp ressed o r im p lied, these R eg u latio ns m ith su ch am end w ents as m ay be effected b y the C o m p any fro m tim e to tim e, shall ap p ly to all em p loy ees of the M aharashtra State E lectricity D istribution C om pany The C om pany shall have p ow ers to m ake . Ltd such additions, dele and alterations in these R egulations as m ay be deem ed necessary from tim e tions to tim e. 3. P erm anent G ov ernm ent serv ants dep uted to the C o m p any shall be g ov erned b y su ch term s and co nditio ns of dep u tatio n as m ay b e m u tu ally ag reed to betw een the C o m p any and the lending G overnm ent. Parent G overnm ent D epartm ent or the Com pany shall have to give ordinarily m inim um 3 (three) m onths advance notice, either, in case the G overnm ent D epartm ent desires to recall the deputationist or the C om pany desires to revert him to the parent G overnm ent D epartm ent. T his condition shall be also applicable in the case of deputationist w ho him self desires to revert to the parent departm ent. 4. T he C o m p any shall be the authority com p etent to interp ret these R egulatio ns and its decisio n shall be final. 5. Save as p rovided below , no authority other than the C om petent A uthority p rescribed under these R egu latio ns shall exercise or delegate p ow ers under these R egulatio ns w ithou t general or specific orders from the C om pany. Provided that it shall be open to the authority higher than the C om petent cise A uthority to exer the pow ers delegated to the C om petent A uthority w hen exigencies of the situation so w arrant.

[2]

M SED CL Em ployees' Service R egulations

W h en th e au th o rity h ig h er th an th e C o m p eten t A u th o rity acts acco rd in g ly , it sh all b e to th e exclu sion of th e C om p etent A u th ority . 6 . T h e C o m p any m ay , fro m tim e to tim e, ad op t o r am en d classificatio n s o f serv ices, re-arran g e grades, re-fix responsibilities in the cases of officers and staff and also prescribe m inim um qualifica tio n s

fo r m ak ing selectio n s an d ap p oin tm en ts in th e serv ice o f th e C om p an y . T h e C om p an y m ay also ap p oin t p erso n s o n sp ecial term s o f co n tract. T h ese R eg u latio n s sh all ap p lywto su ch p erso n s as ell excep t w h ere th e co ntract sp ecifically p rov ides oth erw ise. 7 . T h e C om p any m ay p rescrib e h o u rs o f atten d an ce fo r d ifferen t categ o ries o f em p lo y ees an d m ay auth orise the C om petent A uthorities to adju st the tim ings according to the exigencies of w ork . 8. If any p rovision in these R egulations conflicts w ith any S tatutory R ules or R egulations for the tim e being in force generally or in any area or in respect of any categ ory or class tatu to ry S of em ployees, the R u les an d R eg u lation s sh all p rev ail. __ __ _

[3 ] C H A P T E R II
D E F IN IT IO N S A N D IN T E R P R E T A T IO N S:

9 . (1 ) " A n A d m in istrativ e O ffice" ffice o f th e M S E D C L co n cern ed w ithtion,m in istra is an o ad m ore particu larly referred to as C orp orate O ffice, R egional O ffice, Z onal O ffice and C ircle O ffice, A dm inistrativ e office attach ed isio n al O ffice an d S u b D iv isio n al O ffice, as distin ct fro m D iv to a Section O ffice/Sub Station.

(2 ) " A g e" (a) A ge shall be com puted from the date of birth, evidence of w hich shall be produced by the em ployee to the satisfaction of the Com petent A uthority at the tim e of employm ent or w ithin such period as the Com petent A uthority m ay direct, in any case w ithin six m onths of appointm ent failing w hich his services shall autom atically stand term inated after expiry of six m onths. If the year of birth of an em ployee is know n but not the exact m onth and date, 1st July of the year should be treated as the date of birth for the above purpose. If the m onth of birth, but not the exact date is know n, the 16th day of the m onth shouldbe treated as the date of birth. If neither the year nor the m onth is know n, a certificate from the C om petent M edical A uthority prescribed by the C om pany specifying the approxim ate year m ay be accepted for the purpose of fixing the age. Norm ally, no application for alteration of the entry regarding date of birth as recorded in the Service Book of an em ployee should be entertained after a period of one year from the date of his entry in the Com pany's service. Subject to the instruction No. (i) above, in deserving cases the correct date of birth of an em ployee m ay be determ ined in accordance w ith the directions given in the Eighteenth Schedule of the M aharashtra State Electricity Distribution Company Ltd Employees' Service Regulations. All cases relating to alterations of date of birth of em ployees as are proposed to be entertained on m erits in relaxation of instruction No. (i) above, should invariably be referred to Corporate Office for advice. Instruction N o.(i) above should be brought to the notice of each em ployee at the tim e of his appointm ent and acknow ledgem ent that he has read and understood the said instruction No.(i) should be obtained from him and such acknowledgement should be placed in his service book.

(b )

(c)

N ote(i)

Note(ii)

Note(iii)

N ote(iv)

[4] M SED CL Em ployees' Service R egulations

(2) (A ) "A ppointing Authority" the authority to w hom the pow ers are delegated by the m eans C om pany to m ake appointm ents on the recom m endation of the lection appropriate Se C om m ittee and in case, w here such pow ers are not delegated, includeitself.C om pany the (3) "Average Pay" m eans the last pay draw n before proceeding on leave. Provided that the leave salary in respect of em ployees covered by the B om bay Shops and Establishments Act or the Factories Act w ill be payable on the basis of the n last pay draw or on the basis of average w ages as has been provided in theActs by w hich they are tive respec governed w hichever be beneficial to them. (4) "The Com pany" eans the M aharashtra State Electricity m D istribution C om pany Ltd., constituted by the ernm ent of M aharashtra N otification No. R eform 1005/ Gov vide C R/9061(2)/E nergy-5 dt. 04.06.05 R ule No. 6 (9), (10) & R eform 1005/CR -9061 (4) Energy-5 dt. 28.06.05 R ule 1(3) under section 131,133 and 134 of the Electricity A ct, 2003 (36 of 2003). "C om m uted Leave" leave w hich an em ployee enjoys as a result of com m utation is the as provided in Regulations 43, 44 and 45. "Com pensatory Local A llowance" an allow ance granted to m eet personal m eans expenditure necessitated by the special circum stances in w hich duty is performployee posted at an em ed by a particular place. "C om petent Authority" the Com pany or any other authority to w hich authority m eans is delegated b y the C om pany for the purpose of any of th ese R egu lations. "D ay"m eans a day of 24 hours.

(5) (6)

(7) (8)

(8)(A ) "D ailyA llow ance" eans an allow ance granted to an em ployee for thehis m period of absence from headquarters on tour, to cover the daily personal expenses w hich he incurs on travelling for C om pany's w ork. It is not intended to include theincurred on expenditure carriage of official record or on extensive journeys betw offices at a place of een various halt. (9) "Daily W age Earner" a person em ployed at such daily rates of pay as m ay m eans be fixed by the C om petent A uthority. (10) "Duty'' eans service w hich counts for pay and leave and includes such period of leave on m average pay or half average pay enjoyed by an em ployee as is adm these under issible R egulations and excludes any period of suspension aw ardedent and periods of m as punish extraordinary leave w ithout pay. (11) "E m ployee"eans a person in the service of the C om pany but does not include a m person borne on w ork-charged establishm ent or on nom inal m uster roll or earner. w age a daily

C H P T E R -II [R eg ln. 9 ] [5 ] (12) "Joining T imm eans the tim e allow ed to a n em p lo yee of th e C om p a nydutyre po rt fo r e" to at a new Station to w hich he is transferred. (1 2) (A ''H ead of D ep artm ent" officers spe cified in th e N ineteenth appended to ) m eans S ch edu le the M SE D C L E m ployees' Service R egulations and such otherayofficers asded m be inclu therein from tim e to tim e. (13) "H oliday" eans a day declare d as su ch by the C om p ete nt A uth ority g enerally or m for specified em ployees or categories of em ploy ees generally or in sp ecified areas. (14) "H ouse R ent A llow ance" allow ance g ranted fo r defray ing house rent w ho lly is an or partially. (1 4)(A " H eadqu arters"an em p loy ee m eans the statio n w h ere the records of h is ) of office are kept or w here he rem ains on duty. Note : Station denotes a place/village with its Grampancbayat limits, if any, or a Town/ City with its Municipal limits. (15) "L eave on A verage Pay" leave on leave salary equal to average pay granted to an m eans em ployee. Pay" (1 6 ) "Leave on H alf A verage m eans leave on leave salary equal to half average pay. (1 7 ) " L eave a lary " ean s a m o n th ly am ou n t p ay able to an em p lo y ee w h ile o n leav e. S m N o t : For purpose of calculating leave salary, pay shall include personal pay, special pay, personal allow ance Rof s.50/- adm issible to C hartered Accountants, deputa tion allow ance payable to Com pany's em ployees w hile on deputation to ents, depart m other P rivation Allow ance, Koyna C om pensatory Allow ance, llow ance, P unch O perator Typing A A llow ance, H ill Station A llow ance and any other em olum ents, w hich m ay be classed as pay by the Com pany for this purpose. (1 8 ) "L ine Staff' eans em p lo yee o r catego ries of em p lo yees classified as su ch, w ho have m no rm ally to w o rk o n the lines w ithin the area of du ty assig nedtim e to tim e.m to them fro (1 9 ) " M on th " ean s th e p erio d fro m any d ate in a calen d ar m o n th to th e d ate p reced ing th e m co rre sp o n d in g date o f th e follow ing m o n th . In stru ctio:ns p eriod o f on e m on th an d tw en ty nin e days com m encin g fro m th e 1 st Janu ary w ill A expire, in an ordinary year (in w hich F ebru ary is m onth of 28 days), on the last day of F eb ru ary , b ecau se a p erio d o f 2 9 d ay s can n o t o b v io u sly m ean to ex ceed a p erio d o f full calendar m onth and leave for tw o m onth s from 1 st January w ould end on th e last

[6] M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n s day of February. The sam e would be the case if February w ere a m onth the 29 days or if of broken period w ere 28 days (in an ordinary year). (20) "O fficiate" p erson officiates in a post w hen he perform s the duties attached to it A either pending his confirm ation therein by way of prom otion or for specified period of tim e pending a regular appointm ent thereto in case he is already holding another p erm anent o r tem p o rary p ost. (21) "PayU nless otherw ise specified in any particular context, pay m eans basic pay draw n m onthly by an em p loyee as rem uneration fixed in relation to the p ost held by him and does not include personal pay, special pay, personal allowance or any other types of additional em olum ents. (22) "Perm anent Em ployee" person w ho, after satisfactory com pletion of the is a prescribed period of probation, has been confirm ed in one of the regular cadres or posts of the C om pany.

(23) "P erm anent P ost" p ost carry ing a definite scale of p ay sanctio ned w ithou t is a any tim e lim it. (24) "Personal Pay"eans addition to the pay, not attached to a post, but granted to the m holder of the p ost on p ersonal consideration. (25) "P robationer" m eans a person appointed provisionally in or against a perm anent or a tem porary p ost and w ho has yet to com plete the p eriod of probation. (26 ) "Sp ecial P ay" eans an additio n to the p ay g ranted to an em p lo yee in m co nsider ofation (a) the specially arduous nature of duties and/or (b) additional w ork entrusted, to him . (27) "Sphere of D uty"eans the area specified by the C om petent A uthority for m perform ance of duties from tim e to tim e. (28 ) "S ubsistence A llow ance" m eans a m o nthly grant w hich m ay be m ade to an emp loy ee du ring the p erio d of su sp ensio n and w ho is no t in receip t of p ay o r leave salary.

(29) "T em porary Em ployee" a person other than a perm anent em ployee on the m eans C om pany's Establishm ent appointed to officiate in a tem porary or a perm anent post and exclude a person borne on w ork-charged establishm ent and the nom inal m uster roll.

C H A P T E R -II [R e g ln . 9 ] [7 ] (30) "T em porary P ost"a p ost created fo r a lim ited p eriod (w hich m ay be extended is from tim e to tim e) for w ork of short du ration or of passing nature or for a tem porary increase in reg ular w o rk and exclu des a p ost borne o n w o rk-ch argeor establish m ent d nom inal m u ster roll. (31 ) " T im e Scale" a sca le of p ay w hich, su bject to co nditions of p assing of a is depart ental test or any other conditions prescribed by the C om petent A u thority , rises m from a inim u m to a m axim u m by perio dica l increm ents. m (32) " T ravelling A llow ance" an allow ance g ranted to an em p loyee tow ards the m eans exp enses incu rred in travelling for the discharge of du ties. (33) " W orkcharged Staff' p rises em p loy ees w h o are em p loy ed in con nectio n w ith com a specific p roject for the actual e xecu tion as distinct from g eneral su pervision of the co nstru ction, installation, rep airs or m aintenance and w ho se w ag es are charg ed directly to such w ork. Note : Employees borne on permanent or temporary establishment who are temporarily transferred to such works are not included in the work charged establishment.
_____

[8]

C HI IP T E R -AI

G E N E R A L C O N D IT IO N S O F S E R V IC E :

10. A ppointm ents to various posts in the O rganization shall be m ade in accordance w ith the pow ers vested by the C om pany in the respective C om petent A uthorities from tim e to tim e. (a) No person shall be eligible for appointm ent or shall be continued in service of the Com pany, if he/she is declared insolvent by the Com petent Court or convicted in a Crim inal C ourt or any other C ourt of Law for any criminal offence inclusive of offence under the U ntouchability A ct, w hich in the opinion of the C om petent Authority, is considered unsuitable for em ploym ent, in view of the surrounding circum stances and gravity of the offence. T he services of an em ployee so convicted shall be liable for termination without the necessity of enquiry or any disciplinary action proceedings. Provided that the C om petent Authority, viz. the Authority higher than the Appointing Authority at his discretion if satisfied, for reasons to be recorded in w riting, that the offence is either technical or not of a grave nature or that there are other redeem ing reasons, m ay relax the provi sions of the R egulations, and hold the em ployee so convicted eligible for continuance in service of the Com pany. (b) (i) N o person w ho has m ore than one w ife living shall be eligible for appointm ent in the C om pany provided that subject to the provision of any law in force, C om petent A uthor m ay, if satisfied that there are special grounds for doing so, exem pt any ity person from the operation of this R egulation. (ii) N o em ployee w ho has a w ife / husband living shall contract another m arriage without obtaining prior perm ission of the C om petent A uthority notw ithstanding that such subsequent m arriage is permissible under the personal law for the tim e being appli able to him . c 11. (a) All appointm ents by direct recruitm ent or by prom otion shall, in the first instance, be on probation for one year even if the appointm ent is m ade in a clear vacancy in a tem porary or a perm anent post. T he period of prob ation m ay be extended by the C om petent A uthority upto a m axim um period of one m ore year. (b) The service of a probationer m ay be term inated by the C om petent A uthority at the end of the period of probation by giving one m onth's notice w ithout assigning any reasons. N ote 1 In case of m isconduct, how ever, the service of a probationer m ay be term inated even before the expiry of the period of probation in accordance w ith the C onduct, D iscipline and Appeal Procedure. N ote2 In the case of em ployee w hose services are continued on probationary basis due to tem porary m edical unfitness or during the pendency of appeal against the deci sion of the Com petent M edical Authority, his services shall continue till he is on probation, declared m edically fit or till the decision of the appeal.

CHAPTER-III (Regln. 11-12)

[9]

(c) A fter satisfactory com pletion of the probation, a probationer m ay be appointed substantively or to officiate in a perm anent or a tem porary post as the C om petent A uthority m ay decide. (d) The Company may prescribe any tests to be passed by a person or any conditions to be satisfied i) before he can be appointed to a post. ii) b efore he is prom oted to a higher post w here the duties attached to the higher post require a higher standard of know ledge and / or physical fitness. iii) before he can be deem ed to have com pleted the probation period satisfactorily. iv) before he is allow ed to draw increm ents, after com pletion of the specified perm isible period for passing of the exam ination. s N ote : Direct recruitm ent of selected candidates to the underm entioned posts for which passing of the prescribed departm ental exam ination is a condition precedent to confirm ation shall be m ade initially on tem porary basis. of n the O passing prescribed examination only they should be brought on probation on regular basis :
1. Upper Division Clerk.

2. Assistant Accountant. 3. Junior M anager (F& A ) 4. Assistant M anager (F& A ) 5. Senior Clerk / Head Clerk / Establishment Assistant 6. Junior M anager (P) 7. A ssistant M anager .(P) The direct recruits are expected to pass the prescribed departmental examina tion within a maximum period of two years. In case they do not pass qualifying departmental examination within stipulated period of two years or within three consecutive chances (in case of Reserved category employees within four consecutive chances) whichever is latter, will not be eligible to get any increment and will also not be considered for next promotion until he/she passes respective exam. The seniority of such direct recruits will be counted from the date of passing the respective exams. 12. E xcept w here an appointm ent is in a short-term leave vacancy or is expected to be of a short duration, every em ployee shall at the tim e of appointm ent, or w ithin three m onths from the date of ap p ointm ent, satisfy su ch p hysical standards as p rescrib ed by the C o m p any in F ourteenth S chedule appended, provided that the C om petent A uthority m ay, in special cases, grant extension of tim e upto a further period of three m onths. S uch appointm ents m ade or incum bents retained w ithout the isite m edical certificate shall be deem ed to b e tem p o rary and serv ices of su ch requ p erso ns are liable to be term inated w ithin 15 days notice.

[1 0 ]

M S E D C L E m p lo y e e s ' S e rv ic e

Note: (a) The medical examination is essential for candidates in whose cases there are prospects of their being continued in the service of the Company. Medical examination may not be insisted upon by the Appointing Authority in the case of contract employees or temporary employees appointed in short term or leave vacancies.

Note :(b) To ensure that the prescribed physical standard is satisfied in the case of a candi date selected for appointment, the medical examination shall, unless otherwise di Competent rected by the Authority, be conducted by (1) the Medical Adviser of the Company in respect of the staff appointed at the Corporate Office and all employees in pay & II and (2) Civil groups I Surgeons in the Districts. The Company may prescribe procedure and other details regarding medical examination fees to be paid to the examining doctors and other cognate matters. The Company shall bear charges for such medical examinationcost of cept the ex X-Ray report of the chest; (For Competent Authorities, please see Thirteenth Schedule). Note : (c) Normally a person proposed to be employed in the service of the Com pany should be medically examined before his appointment. In case, however, a person to join is required duties immediately, the appointment may be made without first the medical obtaining certificate from the Competent Medical Authority. In of such an employee being the event declared unfit for appointment to the post specified, the of the employee should he services terminated after giving him notice as prescribedS. R. 24 or payment of salary in lieu under thereof as decided by the Appointing Authority after the period of one month prescribed for appeal is over, if the ployee fails to submit an appeal or if the decision of the appeal goes em against him. owever, an employee is declared "tem porarily unfit" requiring H re-examination after a specified period in the case where the condition of a temporary unfitness iscurable in a reasonable period, he may be retained in service by the Appointing Authority, for the period specified by the Competent Medical Authority, not exceed ing one year, provided that : i) The period after which second medical examination is to be conducted isthe by specified Competent Medical Authority and that such period does not exceed one year; ii) The condition leading to temporary unfitness is declared by the Competent Medical Authority as being curable within the period specified subject to the maximum of one year; iii) The disease is not of such a nature as to be source of risk to others with whom the employee may have to come in contact in the course of duties; and iv) The cost of entire treatment in connection with the removal of the condition lead ing to temporary unfitness is borne by the employee concerned.

C H A P T E R -III |R eg In . 1 2 -1 3 ]

[1 1 ]

Note: (d) 1. In the cases where a person employed in the services of the Company is pronounced unfit, perm anently or temporarily in the first medical examination, he shall, with the permission of the Head of the Office concerned, be entitled to appeal to the Director of Health Services, Government of Maharashtra, through the examining Medical Officer of the Company /Government, who in forwarding his appeal will state his/her reasons for the decision. 2. Application for appeal shall be submitted by the person concerned within a month from the date on which the decision of the Competent Authority is made known to him. He shall be in the service of the Company till the decision of the appeal is known.However, if an employee fails to submit an appeal within the prescribed period or decision of the appeal goes against him, further action to continue the the employeeon temporary basis in the case of temporary medical unfitness or to terminate the service in the case of perm anent unfitness, as prescribed under Note(c) shall be taken. 3. The fees for the (appeal) medical examination shall be paid by the appellant at the rates mentioned in Public Health Department, Govt. of Maharashtra No.GR Fee 10.00/ F.No.-90/2000/Health-3 dated 10.7.2001. 4. In case the appellant happens to succeed in the appeal and thereby continues to serve the Company, the medical fees as above incurred by him shall be reimbursed to him. 5. The cases of condonation of disability or assessment of standards in relation to the nature of work, the candidates are expected to do, shall also be referred to the Director of Health Services, Mumbai. 13 . N o trav elling allow ance sh all be p ayable to a cand id ate or an em ployee for u nderg oing m e di cal e x am in atio n fo r th e first ap p o in tm e n t.

[1 2 ]

M S E D C L E m p lo y e e s ' S e rv ic e R

In th e case of a p erson w h o h as to u nderg o su ch m edical exam in atio n after ap p oin tm en t, th e ab sence fro m th e p lace o f du ty on th is accou nt m ay be treated as if h e w as on du ty . N ote-In the case of a person w ho has undergone afresh m edical exam ination conse quent on his appeal against the decision of the C om petent M edical Authority in the first medical examination/s the absence from place of duty on this account shall be treated as if he was on duty. H e is not, however, entitled for any travelling allow ance incurred by him on this behalf. 14. If a p erson w ho h as p rodu ced a m edical certificate requ ired in R eg ulation 12 is disch arg ed, not produce a fresh m edical certificate if he is re-em ployed he need w ithin six m onths from thef date m edical certificate already p rod u ced . o th e 15. E m ployees of th e C om pany m ay be transferred from one post to any other w ithin or ou tside the sphere of duty or place of em ploym ent or to any place in India as the exigencies n the A dm inistra tio of m ay requ ire.
16.

E xcept as provided in R egulation 17, no em ployee shall quit the service of the C om pany, unless h e g iv es an ad v an ce n o tice in w riting as p rescrib ed b elow o r p ay s to th e C om p an y th e am o u n t o f salary in lieu of su ch no tice and is p erm itted by the com p eten t au th o rity to qu it th e serv ice :-

S r. C a teg o rie s o f em p loy ee s N otice p e riod prescribed

No.

______________________________________________________________________________ _

1)

A ll em p loy ees o ther than tho se ap p o inted o n probation and com ing under pay groups III and IV appointed purely on a tem porary basis. A ll p erm anent em p loyees com ing ugnder p ay ro up s III & IV and tho se w ho are o n n and other p robatio tem p orary em p loynot covered by (1) above. ees A ll p erm anent em p loy ees com ing u nder pay group II.

24 hours.

2)

O ne m onth.

3) 4)

Tw o m onths.

A ll perm anent em p loyees com ing under p ay group I. T hree m onths. ______________________________________________________________________________ P ro v id ed th at th e restrictio n reg ard in g th e n o tice p erio d o r p ay m en t to tho f C oem p an y in lieu e th n otice m ay b e relax ed by th e C om p etent A u th ority .

C H A P T E R -III [R e g ln . 1 6 -1 7 ]

[1 3

Note: 1 For the purpose of this Regulation a permanent employee who is officiating in a higher post shall give such notice as is prescribed for the substantive post in which he is confirmed. Note: 2 For the purpose of this Regulation 16, Salary includes thebasic pay, employee's personal pay, special pay and dearness allowance of the permanent post held at the time of the notice or of quitting the service and does not include any other allowance. 17 . S av e as o th e rw ise p rov id e d in th ese R eg u lation s or in an y ord e r of th e C om p a ny h av ing th e force of th ese R egu lations, ev ery em ployee sh all retire w ith effect from the afternoo n of the last day of th e m on th in w h ich , h e attain s th e ag e m e n tion e d b e low ag ain st th e re sp e ctiv e cate g o ry .

C ateg ory of em p loy ee

R etiring age

(a) (b )

E m p lo y ees in P ay G ro u p s I, II & III E m p lo y e e s in P a y G ro u p IV

58 years. 60 years.

Instru ctionA:n em p loy ee w h ose date of birth is the first of a m o nth sh all retire from C o m p any 's se rvice on the afternoo n of the last day of the preceding m onth on attaining the ag e of 58 years or 60 years, as the case m ay be. Note: 1.(i) Notwithstanding the medical test specified in Regulation No. 12, the appointing authority if considered necessary may, at any time during the course of an employee's service cause him to undergo afresh medical examination to determine his physical fitness and mental alertness to continue in the service of the Company. The fee for such medical examination should be borne by the Company. (ii) In case such an employee is declared permanently medically unfit to continue in the service of the Company, his services shall he terminated after giving him notice as prescribed under Regulation No.24 hereinafter. Note: 2. Employees of the Company may be permitted to retire from the Company's services, before attaining the age prescribed under SR 17,by declaring them invalidated from service, in case they are incapacitated for service by bodily or mental infirmity. (i) A decision to invalidate an employee may not, however, be given effect to, if the medical opinion is that the employee concerned may become fit for duty, if he undergoes suitable medical or surgical treatment. If the treatment has failed or if the employee is unwilling and declines to undergo the treatment, he will be invalidated.

[1 4 ]

M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s

Invalidation in the latter case will not be considered as one of complete and perm anent incapacity for service. ii) A sim ple certificate that inefficiency is due to old age or natural decay from advancing years is not sufficient in the case of an employee whose recorded age is less than 55 years, but a Medical Officer is at liberty when certifying that the incapacitated for employee is further service by general debility, to state his reasons for believing the age to be understated. iii) An em ployee w ho has subm itted a m edical certificate of incapacity, for further service shall, if he is on duty, be invalidated from service from the date of relief of his duties, which should be arranged without delay on receipt of the medical cer he is already on tificate. If leave other than extraordinary leave, at the submission of the m edical certificate, of tim e he shall be invalidated from service expiry of that leave or extension of leave, if any, on the granted to him. If he is on extraor leave, he will be invalidated from the date of the dinary m edical report. iv) W hen a person, against whom a departmental action has been taken, produces an invalidation certificate im m ediately after such action has been taken, he should not be allowed to retire, until the order in the departm ental enquiry held is passed. him against W hen an em ployee, referred to in the above m entionedhowever, is clause, exonerated or not, shall be considered to be on extension of service for the period from the date of compulsory retirement to the date of completion ofceedings. the pro Note: 3. Employees retiring from service on attaining the age of superannuation shall (58/60years) not be given extension or re-em ploym ent in service. O nly in excep stances, tional circum the com petent authority m ay re-em ploy (not extension in service) the employee Company's subject to fulfilling the following conditions strictly (a) Suitable employees were not available by nomination, promotion or transfer were efforts though made at least three months prior to vacating the concerned post. (b) No suitable employee is available for holding the additional charge post or it is of the concern not possible to prom ote any person from the concerned DOffice temporarily. epartm ent/ (c) The post in question is a tenure post and the tenure of that post expires afterthe tion of comple period of re-employment. (d) The person who is to be re-em ployed possesses special educational qualification (especially technical qualification) and vast experience and such special qualifi cation, experience is not possessed by serving employees. (e) Re-em ploym ent is made in public .interest

C H A P T E R -IIIg[R .e 17 -2 0 ] ln Note:4. An employee, who has been charge-sheeted for misconduct, regarding commission of an act, willful loss or destruction of Company's property, commission of an act of violence, while on duty or commission of an act for which he is convicted in a Criminal Court and which in the opinion of the competent authority, is considered appropriate for deciding any punishment including dismissal or removal from service, shall not be permitted to retire on his reaching the date of compulsory retirement, but should be retained in service, until the enquiry is concluded and final orders passed thereon by the Competent Authority. When an employee referred to in the above mentioned clause, is however, exonerated or not, shall be continued to be on extension of service for the period from the date of compulsory retirement to the date of completion of the proceedings. The retiring benefits should not be granted to the employee unless he is exonerated of the charges against him. Note:5. On promotion of employee in the pay Group IV to the post in pay Gr. III, the retirement age of 58 years shall apply. However, if an employee in pay Gr. IV post is promoted to the post in pay Gr. III after attaining the age of 58 years, he shall retire with effect from the after noon of last day of the month in witch he assumes the post in Pay Gr. III. Further, in case such employee refuses to accept the promotion, the higher grade benefit granted to him under G.O. 74 (P) dt. 30/04/1974 shall not be withdrawn. This special Dispensation of continuing higher grade benefit granted under G.O. 74 (P) dt. 30/04/1974 shall be applicable only in the cases of Pay Gr. IV employees who have been promoted to the post in Pay Gr. III after attaining the age of 58 years.

[1 5 ]

18 . E m p loy ees of the C om pa ny shall be com pu lso rily requ ired to su bscribe to th e C o ntribu tory P rovident F und in accordance w ith the provisions of the M aharashtra State E lectricity B oard E mployees' C ontributory Provident Fund R egulations, 1961, except in the case of such of em ployees of the form er M adhya P radesh E lectricity B oard w ho w ere governed by , and w ere perm itted to con tinu e u nde r the p ension sche m e a s perso nal to th em . Note: Save in the case of the employees of the former MadhyaPradesh Electricity Board referred to in Regulation 18, the service in the erstwhile Maharashtra State Electricity Board and Maharashtra State Electricity Distribution Company Ltd. is non-pensionable. 1 9 . (a) S u b ject to th e p rov ision in clau se (b ) an em p loy ee sh all n orm ally h av e ao n n-w o rk ing d ay no a S u n d ay . T h e n o n -w o rk ing d ay in case o f su ch categ o ries o f em p lo yscribed m ay b e p re ees as by th e C om petent A uthority from tim e to tim e m ay not necessarily be a S u nday bu t m ay be any oth er day as m ay be fixed by th e officer, directly under w h om th e em ploy ee is w ork ing. (b) In th e case of em p loy ees sh ow n in A p p endixployee w ill h av e a w eek ly off norm ally on an em 'A ', S u nday u nless he had or w ill have a clear of 24 co n secu tiv e h ou rs w ith in th ree day s b efore rest p eriod o r after su ch w eek ly o ff day . P ro v id ed th at no su b stitu tio n sh all be m ad e w h ich w ill resu lt in any em p loy ee w ork ing fo r m ore th an 1 0 d ay s co n secu tiv ely w ith ou t a clear rest p erio d of co n secu tiv e 24 h ou rs. 20 . (1 ) (a) T h e h ou rs o f atten dance fo r em p loy ees in A dm inistrativ e offices o f th e C om p any w ill n orm ally be as u n der excep t o n S econ d an d F ou rth S atu rd ay s o f each m o nth w h en th e offices sh all be k ept closed unless occasionally an em p loyee is required to w ork for longer h ouof du e to exigencies rs w ork :-

[1 6 ] (I) M u m b a i W eek d ay s: (i) 10.00 A .M . to 1 .00 P .M . 3 ho urs

M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n s

(1.00 P .M . to 1.30 P .M . R ecess) (ii) 1.30 P.M . to 5.00 P.M . 3 .1/2 hours T otal 6.1/2 hours (II) (a) A dm inistrative O ffices in V idaharbha those em ployees com ing under excluding A ppendix 'A ' w ill ob the follow ing tim ings in all the seasons :serve 10.00 A .M . to 5.00 P.M . w ith 1/2 hour recess. (b) A dm inistrative offices in M arathw ada and W estern exclu ding the M aharashtra em ploy ees ing under A ppendix A w ill observe the follow ing tim ings in all the com seasons :10.30 A .M . to 5.30 P.M . w ith 1/2 hour recess. (c) Stores O rganisation : W ork ing hou rs for the staff in S tores C adre sh ou ld be eig ht hou rs a day, excep t th at th e w ork ing hou rs for staff in th e C entral Pu rch ase A g ency/M aterial M anag em ent C ell at th e C orp orate O ffice sh all be as th ose for oth er S ections in C orp orate O ffice. T he accou nting staff in th e A ccou nts C adre and adm inistrativ e staff doing establishm ent w ork in M ajor S tores etc. sh all, h ow ever, w ork as p er th e existing w ork ing h ou rs. N ote 1: The Com petent A uthority m ay change or extend the norm al period and hours of work prescribed in this Service Regulations in the case of an em ployee or category of employees due to exigencies of work. N ote2: The M anaging D irector is authorised to permit changes in office tim ings in future, w hen ever considered necessary. 20 (1) (b) T he hours of attendance for office Peons shall com m ence half an hou r earlier in the m orning and term inate half an hou r later in the evening than the tim ings prescribed for other em ployees. 20 (1) (c)In the case of H am als, Sw eepers and other categories of em ployees in Pay G roup IV (excluding D aftaries) attached to A dm inistrative O ffices, the total num ber of hours of attendance in a w eek shall be the sam e as specified for the Peons but the actual tim e of attendance and du ty hours m ay be reg ulated by the H eads of O ffices co ncerneaccording to the exigencies of w ork. d Note 1: The aforesaid office time may be varied by half an hour earlier or later with the prior permission of the Corporate Office to suit seasonal variations in different regions, provided that the total number of hours per day prescribed shall remain the same. Note 2 (a): Non-technical employees of the Company working in establishments other than

C H A P T E R -III [R eg ln. 2 0 -2 1 ]

[17] those covered by the Factories Act and w here prescribed hours of -work for non technical employees are less than eight hours per day when detained for work be yond their prescribed hours of work by the Com petent Authority shall be held eli gible to overtime allowance at 1,1/2 tim es their ordinary rate of wages in respect of overtim e work done upto nine hours in any day and forty-eight hours in any week and at the rate of tw ice their ordinary rate of w ages in respect of overtim e done beyond nine hours in any day and forty-eight hours in any w eek, irrespectivewhether the fact of that establishment is covered by the Bombay Shops and Establish not. ments Act or The total working hours of non-technical employees irrespective of the fact whether they are covered under the Bombay Shops and Establishments Act or no should in not case exceed 54 working hours per week including overtime as laid down under Section 14 of the Bombay Shops and Establishments Act. In case of such employees excess overtime above 12 hours per month should be scrupulously avoided and overtime in excess of 12 hours per month be done with "prior approval" of the Head of Department concerned. Note 2 (b): Occasions to ask the employees to work beyond their prescribed hours of work should be restricted and em ployees asked to attend only to the disposal of accu mulated work required to be done collectively by a group of employees. Note 2 (c): Peons and other pay group IV employees of the Company shall be held eligible for overtim e allow ance on the sam e term s and conditions on w hich the other nontechnical staff attached to the administrative offices are entitled to overtime allow ance as referred to as in Note 2 (a) above. This is effective from 24-2-1969. 2 0 (1 ) (d ) 2 0 (2 ) 2 0 (3 ) 20 (4) [ D eleted ]

In the case of em p loy ees inclu d ed in A p pen dix 'A ' th e h ou rs o f w ork sh all b e 8 h ou per day as m ay be fixed by the O fficer-in-charge of the unit concerned, exclusive of recess.

T h e h ou rs of atte n d an ce o f an em p loy e e transfe rre d fro m o n e u n it to an o th e r sh a b e th o se ap p licab le to the u nit to w h ich h e is tran sfe rre d . E xcep t as oth erw ise prov id ed by any law in the case of any specified class of em ploy ees, the abo v e h o u rs sh all b e op e rativ e in th e case o f all em p loy ee s of th e C om p an y .

21 . (i) E m ploy ees o r categ ories of em ploy ees in clu d ed in A pp e nd ix 'A ' w h o are g ov erne d b y prov ision s of the F acto rie s A ct, w ou ld b e elig ible fo r ov e rtim e p ay m en t as pe r the statu tory p r sions.

[1 8 ] M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s (ii) E m p loy ees o r categ o ries of em p loy ees in clu ded in A p p endix 'A ' an d w h o are n ot g ov erned the provisions of the Factories A ct w ould also be eligible for overtim e by paym ent, as per, p rovisions of the F actories A ct. P rov ided fu rth er th at the condition of lim itation of 50 h ou rs ov ertim e per qu arter sh all not apply in the cases of em ployees not governed by the p rovisions of th e F actories A ct, in the followcircum stances :ing (a) (b) o n e o r m o re o f th e ex isting O p erato r(s) is/are sick o r o n lo ng leav e an d th ere is n o ossibility of any su bstitu te arrang em ent; p fo r som e reaso ns, on e o r m ore p o st(s) is/are no t filled in fo r a leng th o f tim e. P roid ed th at th e C o m p eten t A u th o rity m ay , in ad d itio n to any v p u n ish m en t p rov id ed R egulation 91, reject the claim for overtim e under paym ent, if that authority fied that the em ployee has w ilfully or is satis deliberately or w ithout proper reason to disch arg e h is du ties neglected an d /o r delay ed th e w o rk .

Note 1: The provision regarding payment of overtime wages as laid down in Service Regul 21 (ii) above shall not apply in cases w here fixed ation m onthly allow ance been sanctioned in lieu of overtim e allow ance. has N ote 2: The field officers shall lim it the overtim e to barest m inim um by m aking quick arrangem ent for substitutes etc., or even by deputation of O perators from other sub-stations under his control, if possible, provided the travelling allow ance pay the incum bent is not m ore able to than the estim ated overtim e allow ance. 22. If an em p loy ee assu m es or relin qu ish es ch arg e o f a post after 1 2 n oo n, h e sh all b e d eem ed to h av e assu m ed o r relinq u ish ed th e ch arg e on th e follow ing day . 23. F or the pu rposes of fixation of pay, p rom otion of an em ployee from a low er to a higher posts es effect from th e d ate o n w h ich th e em p loy ee actu ally tak es ov er tak ch arg e o f th e h ig h er p o st. Note: W here solely due to adm inistrative reasons like delay in relief or wrongful super ession the prom otion/ appointm ent of a senior em ployee com es into effect s after his junior actually takes over charge of the higher post, he (i.e. senior em ployee) should, the orders of the C om petent A uthority for the purposes of on fixation of pay, deem ed to h ave been prom oted from th e date o n w hich the be junio r ha s taken over cha rg e of the highe r po st a nd h is (senior em p lo yee's) pay fixed accordin gly w ith next date of incre m e nt falling on the d ate on w hich he w ould have been actually p ro m oted and taken ove r ch arge o n the deem ed date o f p ro m o tion / ap poin tm ent sub je ct to the condition that no arrears shall be paya ble for th e pe riod from th ed date of prom otion to the date on deem e w hich the senior em ployee actually takes over the charge of the higher post

C H A P T E R -III [R eg ln . 2 3-2 5 ]

[1 9 ]

with the proviso not to reopen the cases prior to 1-1-1965 and also not to pay arrears for the period the senior members did not work in the promoted post. 2 4 . T h e se rv ices o f an e m p loy e e of th e C o m p any are liab le to b e te rm in ate d b y the C o m p ete n t A u th ority w ith a n otic e in w riting or w ith salary in lie u o f the n o tice pe rio d as p re scrib e d be lo w :_________________________________________________________________________________

S r. N o.

C ate g o rie s o f e m p lo y e e s

____________________ _______________________________________________

N o tice p e rio d p rescrib e d

(1 )
(2)

A ll e m p lo ye es othe r th an tho se ap p ointed on p robation and 24 hours. com ing under Pay G roups III & IV A ll perm anent em ployees com ing under Pay G roups III & IV and tho se w ho are on p robatio n and other tem p orary not p loyees month. em One covered by (1) above. A ll perm anent em ployees com ing u nder Pay G roup II. A ll Perm anent em ploy ees com ing u nder P ay G roup I. Two months. Three months.

(3 )
(4 )

________________________________________________________________

P rovided that the services of C asual W ork ers and D aily W ag e E arners m ay be term inated w ithou t notice. Note (1) The necessity of notice provided in this Regulation does not apply in the case of em ployees w ho are dealt under the Conduct, D iscipline and A ppeal Regulations or Settled Standing O rders (except in cases w here the term ination is ordered during the pendency of a conciliation proceeding). Note (2) For purposes of this Regulation, salary includes the em ployee's basic pay, personal pay, special pay, and dearness allow ance of the perm anent post held at the tim e of the notice or of quitting the service and does not include any other allow ance. N ote (3) For the purpose of this Regulation, a permanent em ployee who is officiating in the higher post shall give such notice as is prescribed for the substantivehe in which post is confirm ed. Note (4) In the case of em ployees governed by the Shops and Establishm ents Act, a notice as prescribed under Section 66 of the Shops and Establishments Act shall be given. 2 5 . T h e C o m p e te n t A u th o rity m a y d ism iss o r re m o v e fro m se rv ice a n e m p lo y e e a fte r fo llo w in g th e

p ro c e d u re la id d o w n b y th e C o m p a n y , in a c c o rd a n c e w ith th e p ro v isio n s o f R e g u la tio n 9 1 (2 ) (f), (g ).

[2 0 ]

M S E D C L E m p lo y e e s' S e rv ice R eg u la tio n s

26.Every em ployee of the C om pany is expected and shall be required to do duty w hich he is quali fied to perform . 27. N otw ith sta nding the p ay scales prescribe d for p osts and pa y actually draw n by em ploy ees and notw ithstanding any revision of pay scales but subject to any m odifications that m ake,om pany m ay the C the services in the M aharashtra State E lectricity D istribution C om pany L td. shall be classified as under :Pay G roup I. A ll posts/em ployees listed in the Tw entieth Schedule appended to these R egula tions and any other posts/em ployees as the C om pany m ay specifically so declare.

Pay G roup II. A ll posts/em ployees listed in the Tw enty first Schedule appended to these R eguations and any other posts/ em ployees as the C om pany m ay specifically so l declare. P ay G rou p III. A ll p osts/em ployees listed in the T w enty se co nd Schedu le ap pended to these R egu lations and any o ther p osts/em p loyees as the C o m pany m ay specifically so declare. Pay G roup IV . A ll posts/em ployees listed in the Tw enty third Schedule appended to these R egulations and any other posts / em ployees as the C om pany m ay specifically so declare. P rovided that in the case of the technical staff there shall be tw o groups in Pay G roup II as indicated below :Pay G roup II-A : A sstt. Engineer (D ist.) and Junior E ngineer(D ist.) Pay G roup II-B : C hief D raftsm an, C hief Forem an, Line C onstruction Forem an and H ead Forem an. N ote An em ployee in sub-pay group II-B shall be liable, if required to w ork and the c : ontrol under direction of an em ployee in sub-p ay group II-A though in the sam e pay scale.
____

[21]

C H A P T E R IV PAY:
28. a) S av e as oth erw ise p rovided in these R egu lations an em ployee shall draw as h is initial pay th e ( m inim u m o f th e scale o f p ay o f th e p o st to w h ich h e is ap p o in ted o r p rom o ted . Note 1: When, however, a lower grade employee is shown against a vacancy of a higher post and not actually appointed to perform the duties of the higher post he will draw his own grade of pay and not the pay of the higher post against which he is shown. 2: When, however, staff in any category is rendered surplus as a result of application of norms and/or due to closure of any Sub-station or any Unit/ for such Office or other reasons employees in higher grades may he postedposts in the lower against grades or vice versa without affecting their existing grade and pay. (b) W here a pensioner form erly in m ilitary service obtains em ploym ent in M .S.E .D .C .L. after having been granted a M ilitary pension and continues to draw his M ilitary p ension, the A uthority C om petent to fix the pay and allow ances of the post in w hich he is re-em ployed shall, in fixing his pay and allow ances in the post, reduce his initial pay in the post by the am ount ing pension, includ of such portion of it as m ay have been com m uted and fix the pay as under(i) (A ) In the case of C om m issioned O fficers:- Pay on re-em ploym ent plussio n M ilitary pen full (including p ension equ ivalent of death-cu m -retirem ent gratu itylieu gof or ratuity in pension, if any) should not exceed the pay draw n before retirempay (i.e. basic ent other than allow ances of any kind). P rovided that w here the pay so fixed is not a stage in the tim e scale it should be fixed at the stage next below that pay plus personal pay equal to the difference and in either case he w ill con tinue to draw that pay until such tim e as he w ould have earned an increm ent in thenew e scale of the tim post. Provided further that w here the pay so fixed is less than the m inim um of the scale, it m ay be fixed at the m inim um . (B ) N otw ithstanding w hat is stated in (A ) above in the case of persons retired on or after 1.1.1979 before attaining the age of 55 years and those retiring hereafter before attaining the age of 55 years, the am ount of pension as show n below shall be ignored in fixing their pay on re-em ploym ent. In the case of pension not exceeding R s.125/- per m onth, the actualnpension; and i other cases, the first R s. 125/- of the pension.ount of p ension to be excluded T he am w hile fixing p ay on re-em p loym ent shall be raised as under :-

[22]

M S ED C L E m ployees S ervice R egulations

The first R s.250/- of pension w .e.f. 25.1.1983. The first R s.500/- of pension w .e.f. 1.10.1986. Note:1 The pension for the purpose of28(b) (i) (B) above shall include lent of deathpension equiva cum -retirem ent gratuity or gratuity in lieu of pension, ever, the ow ent of if any. H elem pension equivalent of death- cum -retirement gratuity or gratu pension shall not ity in lieu of be taken into account while fixing pay on re-employ the 1st January, 1990. m ent w.e.f. Note:2 Pension upto Rs.500/- is to be ignored in respect of Pensioners attainingbefore retiring the age of 55 years. In their cases these orders w ill take effect from 1st October, 1986, and the existing limits of civil and m ilitary pensions to be ignoredpay of re-em ployed fixing in pensioners, will, therefore, cease to be applicableoftosuch pensioners as are cases re-em ployed on or after the 1st of O ctober, 1986. Inof persons w ho are already case the on re-em ploym ent, the pay m ay be fixed on the these orders w .e.f. the 1st October, basis of 1986, provided they opt to com e these provisions. If they so opt, their terms could be under determined afresh as if they been re-employed for the first time from the 1st October, have 1986. The option shouldexercised in writing w ithin a period of six m onths from be 18-11-1991 option once exercised shall be final. . The (ii) In the case of Junior C om m issioned O fficers and below - pay on re-em ploym ent shall be fixed at a stage in the tim e scale w hich is equal to the last pay draw nother basic pay (i.e. than allow ances of any kind) ignoring the pensionary benefits. O nce the pay is fixed, he shall be allow ed to draw norm al increm ents of the tim e scale in new post. N ote: For the purpose of this rule Commissioned officers shall include Officers of the level of Second Lieutenant and above in Arm y and equivalent ranks in Navy and Air Force. Junior Comm issioned Officers and below, shall include Subhedar M M ajor ajor/Risaldar and below in Arm y and equivalent ranks in Navy and Air Force. (iii) The provisions as above are, how ever, not applicable to the ex-servicem en w ho have retired earlier or w ho have been discharged on m edical grounds or anybefore ground other com p letion of the period entitling them to the p ensionary benefits but after com p letion of their sp ecific bond p eriod and to those w ho are not in receipt of any regular pension.

[23]
C H A PT E R -IV [ R egln. 2 8-29]

(iv ) T he serv ice rendered as a C om batant C lerk /S torem an (Sep oy and len t e and equiva abov ran k s in N av y an d A ir F o rce) m ay b e treated as equ iv alen t to serv ice as L ow er D iv isio n C lerk /O ffice A ssistan t in th e C om p an y irresp ectiv e o f th e p ay d raw n in th e A rm ed F o rces an d th at w h en su ch p erso n s are ab so rb ed in p o sts o f L .D .C ./O ffice A ssistan t after th eir release/retirefrom the A rm ed F orces, their initial pay in the m ents posts of L D .C ./O ffice A ssistant m ay be stag e in th e scale w hich they w ou ld fixed at a h av e reach ed if th ey w ere to render servciv ilin oste equ al to th e nu m b er of ice p th com p leted y ear of serv ice rend ered as a C om batant C lerk /S to rem an. T h e b en efit of th is p ro v ision m ay also b e g ran ted to E x-C om batan t an released from th e C lerk /S torem A rm ed F orces on their ow n requ est or sio nate p as m edical g rou n ds. on com o r H ow ev er, th is benefit sh all no t be allow ed co nith rren tly isions laid dow n w cu the p rov in S.R .28 (b)(ii). 2 9. (a) W he n a n em p lo yee is ap p ointe d to a noth er po st w hich inv olv es assuand tion of du ties mp responsibilities of g reater im p ortance than tho se attaching to the post he ld by him at the tim e of su ch appointm ent, his initial pay shall be fixed, (i) (ii) at the m inim um of the scale of pay of the new post if his p ay in the previous p ost is less than the m inim u m of the new post. at the stage of the scale of pay of the new post next above his pay in the previous post at the tim e of his appointm ent to the new post, if his pay in the previous post is equal to, o r m o re than the m inim u m of the scale of pay of the new p ost.

(b) W hen an em p loyee holding a p ost substantiv ely is app ointed to a nother p ost w hich do es no t entail hig he r resp o nsibility or if the scale of p ay of th e p ost is cha ng ed, th e incu m bent shall draw the sam e pay that he w as draw ing im m ediately prior to the appointm ent to the new post or im m ediate ly p rior to the chang e of the scale of pay, as the case m ay be, if that is a stag e in the scale o f pay of th e new p ost, or in the new scale of p ay o r if the re is no su ch stag e, the stag e next below that p ay p lu s p ersonal p ay equ al to the difference to be m erg ed in subsequent increm ent. N ote 1 : The holder of the post, the scale of pay of w hich is changed, m ay at his option, retain his pay in the old scale until the date on w hich he m ay earn his next incre ent or any subsequent increm ent on the old scale or until he vacates his m post or ceases to draw pay on that tim e scale. T he option once exercised shall be final. N ote 2 : W hen an em ployee is appointed to a post reserved to be filled by direct recruit ent, his initial pay w ill be fixed in accordance w ith Sub-Regulations (a) m or (b)above as the case m ay be. N ote 3 Pay of an em ployee w ho is reverted as a result of disciplinary action or of an : em ployee confirm ed in his post w ho opts for reversion for personal reasons etc. and is allow ed to revert, shall be fixed as follow s :-

[2 4 ] M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s (a) (b) (c) If the pay of the incumbent at the time of reversion is a stage in the scale of the lower post, the pay should be fixed at such stage; If the pay of the incumbent at the time of reversion is in between two stages of the scale of the lower post, it should be fixed at the lower stage. If the pay of the incumbent at the time of reversion is more than the the maximum of scale of the lower post, it should be fixed at the maximum of that scale. (T h is am en dm ent sh ou ld be effectiv e from 1 1-1 2-8 0 . H ow ev er, fo r th e p u rp o se o f fixation of pay of an em ployee confirm ed in his post w ho has been reverted to a low er p o st at h is ow n req u est fo r p erso nal reaso ns, the am en dm ent sh oube b e deem ed to ld effective from 17-5-74). E xplanatio n: In case an em ployee officiating in a higher post is reverted to his substantive post or to his o rig inal lo w er p o st either o n his ow n requ est o r fo r any reaso n w hatso ev er other than as a result of disciplinary action, his pay on such reversion should payfixed in the be scale of the substantive post or the pay scale of the original low er post, ay the case m as b e, at the stag e he w o u ld hav e b een o r w o u ld hav e reachedalin the had norm course he not been prom oted/appointed to that higher post onbasis. ing officiat Instructions (S ee notes under R egulation 30.) -. 30. A n increm ent in a tim e scale norm ally shall beco m e due on the first day of the m o nth in w hich it falls du e o n exp iry of the increm ental p erio d and shall be draw n as a m atter of course accordingly unless it is w ithheld as a m easure of punishm ent or due to non fulfillm ent of any of the p rescribed conditions. P ro v ided that in the case o f the em p loy ees w ho hav e b een g ranted extrao rdinary leav e w ithout pay and those in w hose case suspension has itself been declared to be a period of punish ent, the date of increm ent shall norm ally be postponed by the period of such extraordinary m leave or su sp ension and the subsequent increm ents w ill beco m e du e on the exp iry of the increm ental p eriod fro m the date of the p ostp oned increm ent. N ote 1: In ordering the w ithholding of an increm ent as a punishm ent, the C om petent A uthority shall state the period for w hich it is withheld and w hether withholding or postponem ent shall have the effect of postponing future increm ents. N ote 2: W here the scale of pay of posts is revised with effect from the prescribed date, the grant of increm ent shall be regulated as show n below:-

C H A P T E R -1 V R eg ln. 3 0-3 2 ]

[2 5 ]

(a) (i)

Save in the cases covered by clause (i), (ii) and (iii) below , the date of increm ent shall rem ain unchanged. W h ere the pay in the form e r pay scale w as lo w er th an the m inim u m of the revised scale, he w ill get the m inim um of the new scale from the prescribed date and his next increm ent on the expiry of 12 m onths from that prescribed date. W he re th e incum be nt has reached the m axim u m of the form er sc ale of pa y 12 m onths or m ore prior to the prescribed date, he w ill be eligible to get the first incre ent in the rev ised pay scale on th e prescribe d date an d the subsequ en t m increm enon the expiry of the increm en tal period of 12 m onths from the prescribe d t date. W here solely as a result of the operation of the rule regarding the refixation of pay in the rev ised sc ale, a n em p lo yee draw s his next in crem en t on a date ea rlier th an his senior or seniors w ho belong to the sam e cadre and thereby draw s m ore pay than the latter, the date of next increm ent of the latter shall be advanced to the date on w hich the form er draw s his next increm ent. W here the incum bent had reached the m axim um of the form er pay scale less than 12 m onths prior to the prescrib ed d ate, he w ill get th e first increm ent in th e revised scale of pay on th e exp iry of 12 m onth s from the da te on w hich he d rew his last increm ent in the form er pay scale.

(ii)

(iii)

(b)

Note 3: For the purpose of these regulations, prescribed date m eans the date from which the pay scale of a post is revised or the date from which the employee concerned has opted to have his pay to be fixed in the revised pay scale in terms of Note i to S.R .29 w hichever is advantageous to the em ployee. N ote 4:E m ployees w ho are governed by the E m ployees' State Insurance Schem e and eligible for sickness and m aternity benefits as per the Em ployees' State Insurance Schem e, shall not be eligible for half average pay leave on m edical ground and maternity leave as per M aharashtra State Electricity Distribution Company Ltd. Employees Service Regu lations but their absence w ill be treated as special extraordinary leave w ithout payallow ances on m edical grounds which shall be and counted for the purpose crem ent and will not constitute break in service. of in 3 1 . In th e case o f a p erso n ap p o in ted o r p ro m o ted to a p o st, th e p ro b atio n p erio d w ill co u n t fo r in crem en t, bu t th e in crem en t sh all b eco m e p ay ab le o nly after satisfacto ry co m p letio n th ereo f. In case th e p ro b atio n p erio d is ex tend ed th e in crem en t sh all b eco m e du e retro sp ectiv ely o n ly after th e satisfacto ry co m p letio n o f th e ex ten d ed p erio d o f p ro b atio n . 32. (a) A ll du ty in a p o st in tim e scale cou nts fo r in crem en t in th at tim e scale, (o r co rresp o nd in g

[2 6 ]

M S E D C L E m p lo y e e s ' S e r v ic e R e g u l

revised scale), except the period of suspension treated as a period of punishm ent and th e period of extraordinary leave w ithou t pay unless su ch leave is g ranted du e to sick ness on m edical certificate or for prosecuting higher stu dies/training p rovided th at su ch leave has been allow ed under specific orders of the com p etent au th ority to cou nt for increm ents and p rovided fu rther that in case of any doubt w hether th e extraordinary leave w ithou t pay tak en w as for prosecuting ing o r no t, higher stu dies/train th e d ecisio n of th e M anag ing D irecto r sh all be final. (b ) A n em p loy ee o fficiatin g in a h ig h er p o st o r d ep artm en tal em p loy ee app o st ted to a h ig h er oin as a direct recru it w ill earn increm ents in th e low er p o st. O n enh ancem ent in th e su bstantiv e pay/officiating pay as a result of increm ents the pay of an em ployee officiating in a higher post or a departm ental em ployee appointed to a higher post as a direct recru it, shall be fixed from the date of su ch enhancem ent, as if he w as appointed to officiate or appointed as a direct on that in that post recruit day if su ch refixation is to h is adv antag e. T h e C om p any also au th o rised th e M an ag ing D irecto r to con sider th e p ast cases based o n th e aforesaid odification. m Note 1: The benefit of officiating period shall be available to an employee for purposes of increments for the period of continuous officiating service or for the period of officiating service followed by confirmation. Note 2: Broken periods of officiating duty performed on previous occasions shall give cumulative benefit to an employee for purpose of increments, that is, broken period of officiating duty performed on previous occasion shall count for increments. Provided, however, as a result of refixation, the employee gets more pay than the pay he would have drawn had he continued to officiate in the same post, his pay shall be fixed at the same pay (plus personal pay if any) he would have drawn as if he has not been reverted. (effective from 1.1.65). Note 3: The benefit of increment during officiating period will also be available to an employee who has been appointed to officiate in a higher post out of turn as a local arrangement without affecting the seniority of others senior to him. Note 4: If a Company's employee while officiating in a post or holding a temporary post on a time-scale of pay, is appointed to officiate in a higher post or to hold a higher temporary post, his officiating or temporary service in his higher post shall, if he is re-appointed to the lower post or is appointed or re-appointed to a post on the same time-scale of pay, count for increments in the time-scale applicable to such lower post. The period of officiating service in the higher post which counts for increment in the lower post is, however, restricted to the period during which Company's employee would have officiated in the lower post but for his appointment to the higher

C H A P T E R -IV [ R eg ln. 3 2 -3 3 ]

[2 7 ]

post. This clause applies also to a Company's employee who is not actually officiating to the lower post at the time of his appointment to the higher post but who would have so officiated in such lower post or in a post on the same time-scale of pay had he not been appointed to the higher post. The Company further authorised the Managing Director to consider the past cases based on the aforesaid modification. Note 5: The broken periods of officiating duty performed on previous occasions referred to in Note 2 above denotes the period of officiating duty performed on previous occasions which is less than one year only. For example, if the previous officiating duty is for 2 years, 6 months and 22 days, the benefit under Note 2 below S.R. 32 (b) will be admissible for 6 months and 22 days and not for completed number of years for which employee has already derived the benefit of increment in the lower post.
IN ST R U C T IO N S:

If a vacancy of a post is likely to continue for m ore than 3 m onths, the appointm ent to that post be m ade on an officiating basis and not by asking a n incu m bent of a low er post to hold charge of the higher post in addition to his ow n unless ciesing to exigen ow of service, it is not p ossible to m ake an officiating arrangem ent. It m ay hap pen that at a particular p lace w here a vacancy for m ore than 3 m onths occu rs, the senior m ost p erson in that categ o ry m ay be fou nd to be w orking else w here and it m ay be adm inistra tive ly not feasible to orde r tra nsfer of the senio r m ost em ploy ee w orking elsew here to m ake o fficia ting arrang em ent. In su ch an event, the se nior m ost employee of the local office concerned w here the vacancy of m ore than 3 m onths occursm ay be ap p ointed o n o fficiating basis o n a clear u nderstan ding that th e officiating arrangem ent or the grant of p eriodical increm ents during the service rendered there r is w ith ou t pre ju dice to the senio rity of othe rs over him and u nde does no t be stoon h im any rig ht or p reference fo r prom otion to that post on a w reg ular ba sis. 33. [This provision of S.R -33 including N ote 1,2,& 3. deleted vide C .S.N o.355, dt. 23.4.1992.] Note 4 : Only the increm ent(s) accruing in the norm al course in the timcould of pay e scale be withheld in terms of the penalty of withholding of increment(s) imposed as a result of disciplinary proceedings or such an order of the Com petent this Authority in behalf should not interfere with the accrual of advance / special / ad-hoc etc. increm ent(s) granted under the following circum stances:a) Increm ent/s on acquiring additional professional / academ ic qualification w hile in service; b) Increm ents for non-participation in illegal strike; c) Increment/s for undergoing sterilisation operation under any Family Planning Scheme as a measure of incentive;

[ 28 ] d) e) f)

M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n s Increments granted as a result of negotiations (other than for general wage revision) with Labour Unions / Federations or Associations; Increment/s for outstanding work or suggesting w ays and means resulting in any benefit or profit to the Company; Other increment/s whichCompanymay specifically class/ declare as falling the underthis rule. Accordingly the advance/special/ad-hoc etc. increment(s) granted in above circumstances which accrue(s) after the penalty of withholding of increment(s) has been imposed as a result of disciplinary proceedings by the Competent Authority, should be released / allowed during the period when the penalty is in operation. However, the normal increment(s) should not be allowed/drawn till such time the punishment/penalty is over by the Competent Authority. In other words the release of the advance/special / ad-hoc etc. increment(s) shall be without prejudice to the penalty of withholding of increment(s).

34. (a) T he period of overstay of leave or joining tim e w ithout the sp ecific p rior sanction of the C om petent A u thority w ill be looked upon as a breach of discipline and dealt w ith accordingly . A period of overstayal of leave and joining tim e, in the absence of specific sanction by the C om petent A u tho rity w ith the ap prova l o f the next hig her au th ority or by th e M anag ing D irecto r as the case m ay be, w ill be treated as E xtrao rdinary L eave and shall no t cou nt fo r increm ents. (b) C o ntinu ed absence from du ty o r ov erstay o f sa nctione d lea ve or jo ining tim e for a p eriod exceeding 15 days w ithout perm ission of the sanctioning authority in spite of w to arning letter issued the em p loyee to resum e du ty w ithin sp ecified tim e, shall render the em ployeearily to be sum m liable discharg ed from service after issu ing a "Show C au se N otice" by the com petent authority as laid dow n under Schedule ' C ' appended to the M .S.E.D .C .L . E m ployees' Service R egulations in w riting in that beh alf and o ffering him op po rtu nity if h e m akes a requ est in w riting of be ing hea rd in defence of his co ntinu e d a bse nce fro m duty. (c) If an em p loyee has, w ithout su fficie ntly satisfa cto ry reaso n, either o verstayed the period of leave sa nctio ned to him or has absente d him self w ith ou t p rior p erm ission, or is found to be in the ha bit of absenting him self frequ ently fro m du ty in sp ite of w arning o r desertedn, p ost at h is ow the su ch absence shall be treated as unau thorised for w hich disciplinary action shall be taken by the C om petent A uthority as laid dow n u nder Schedu le 'C ' of Service R eg ulations ag ainst him . 35. A n em ployee w ill be eligible to such C om pensatory L ocal A llow ance and H ouse R ent A llow ance as m ay be prescribe d by the C om p any from tim e to tim e.

C H A P T E R -1 V [ R eg ln. 3 6-3 7 ]

[29 ]

3 6 . W h en an em p loy ee is called u p o n to h o ld th e ch arg e o f ad d itio n al p o st in ad ditio n to h is ow n d u ties, h e m ay b e g iv en a sp ecial p ay at th e rate o f l/1 0 th o f th e m in im u m o f th e scale o f th e addition al p o st p rov id ed th e ad ditio nal ch arg e is h eld for a p erio d ex ceed ing 1 5 con secu tiv e d ay s. Note:1. Special pay is not admissible when the post of which the employee is given addi ional charge is lower than that held by him. t Note:2. W hen an employee who is called upon to hold additional charge, takes over the charge of additional post before commencement of the holidays allowed to be pre fixed and hands over charge after expiry of the holidays allowed to be suffixed, the holidays allowed to be prefixed and suffixed shall be counted for arriving at the number of days for sanction of special pay for holding additional charge as per S.R. 36. In such cases, the em ployee shall be held eligible for special pay for the entire period inclusive of the holidays allowed to be prefixed or suffixed. Note:3. When an employee who is called upon to hold additional charge during the train ing period of another employee, which is less than fifteen days actually holds addi tional charge for a period including prefix or suffix days allowed to the employee and/or leave granted to the employee deputed for training in continuation of his period of training for the entire period for which such additional charge is held including prefix and suffix and/or leave granted to the employee in continuation shall be counted for arriving at the number of days for sanction of special pay for holding additional charge as per S.R.36. In such cases the employee shall be held eligible for special pay for the entire period inclusive of prefix/suffix lowed holidays al and/or leave granted to the employee in continuation of his period of training. In such cases during the period of holidays allowed to be prefixed and/or suffixed a supernumerary post shall be deemed to have been sanctioned and person who has proceeded on leave or deputed for training shall be deemed to have held that post. Note: 4. [Deleted]. 37. A ny am ou nt of p ay and allow ance du e to a n em p loy ee tha t m ay hav e rem ained u nclaim ed m ay be transferred to and held in the susp ense accou nt for a period of three years from the date of intim ation to the em ployee, and w ill thereafter be treated as lapsed to the C om pany and be disp osed of in the m anner p rescribed in the R egu lation 10 4(a)(iii).

[30]

CHAPTER V
LEAVE:

38. Leave cannot be claim ed as of right. Exigencies of the adm inistration shall be considered w hile entertaining any request for grant of leave and the Competent Authority shallof have discretion granting, refusing or revoking leave but it shall not be open to that authority to leave the kind of alter due and applied for except at the w ritten request of the em ployee; Provided that on recalling an em ployee to duty before the expiry of his leave, he shall be entitled i) ii) to be treated as on duty from the date on w hich he starts for the station to w hich he is ordered, and to draw travelling allow ance (kilom eterage allow ance only if recalled to headquar ters) under norm al rules for the journey and leave salary until he joins his post, at the sam e rate at w hich he w ould have draw n it but for recall to duty.

N ote 1: E very application for leave on average pay or E .O .L. (i.e. leave w ithout pay) on m edical grounds exceeding three days shall be accom panied by a m edical certificate from the R egistered M ed ical P ractitio ner, un less exe m p ted by the authority com petent to sanction leave. The authority com petent to sanction leave m ay at his discretion secure a second m edical opinion by C ivil Surgeon or the C om pany's M edi O fficer, to have the applica nt m edically exam ined. In such cases, the cal charges for second m edical exam ina tio n shall be borne by the em ployer and the em ployee concerned shall be eligible for Travelling Allow ance/D aily A llow ance for the jour ey perform ed by him for m edical exam ination provided the C ivil Surgeon or the n C om pany's M edical O fficer is not at the sam e headquarters as that of the em ployee. 2: Em ployee on leave shall not return to duty before expiry of the period of leave granted to him unless he is perm itted to do so by the authority w hich granted him leave.

3 9. (a) N o le av e shall b e g rante d bey ond th e d ate on w h ich an e m ploy ee mrily , re tire, com pu lso u st volu ntarily or on attaining the ag e of su pe rannu atio n. L eave on average pay and L eave on h alf ave rag e pay standing to the cred it of an em p loy ee on th e day im m ed iately preced ing his retirem e nt co m p u lso rily , v olu ntarily or on atta in in g the ag e of su p e ran nu atio n be pe rm itte d to b e e ncash ed (m eaning pay m ent of cash e qu ivale nt of le ave salary ) su bject to the lim its of p erm issible accu m u lation. T h e au thority com petent to sanctio n leave on averag e pay (E arne d L eav e) sh all be com p etent pe rm it encash m ent of the balance o f the leave on ave rag e p ay a nd ha lf av erag e pay to stand ing to e cre d it of th e e m p loy e e on th e d ay im m e d iate ly p re ce d ing h is re tire m e nt as a fore said ; th

C H A P T E R -V [ R eg ln. 39 -4 0 ]

[3 1]

i)

P ro vided that an em p loyee w hose serv ice has be en e xte nded bey ond the date of h is a ttaining the age of retirem ent in the C om pany 's interest sh all be su bject to the sam e leave conditions du ring the p eriod of extension as he w ou ld have been eligible to in th e no rm a l cou rse of his se rvice p rio r to the e xtensio n and also to the facility of encashing of leave referred to above. Provided further that in cases w here leave on average pay applied for by an em ployee on one or m ore occasions is refused either w holly or in part on adm inistrative grounds, th en th e em p loy ee m ay at the tim e of his re tirem ent be p erm itted to encash the refu sed lea ve to the extent of half the leave lap sed on accou nt of each bjech refu sal su su ct to a total lim it of 4 m onths. T he encashm ent shall be at the rate of the leave salary w hich w ould have been payable on each such occasion. L eav e lap sed in this context refers to the leave w hich the em p loyee w as u nable to accum ulate beyond the m axim um lim it perm issible because of such refusal provided the em ployee had again applied for leave w ithin a period of tw o years after his leave w as refused. If, how ever, leave w as not applied for w ithin 2 years after it w as refused, the qu antu m o f leav e lap sed sho u ld be w o rked o ut o n the basis of the am ou nt of leave that w ould have lapsed during the period of tw o years only.

ii)

E xp lanation :

N ote 1: D etailed rules regarding encashm ent of Leave on Average Pay during service are laid dow n in G.O. N o.59 (Personnel), dated 27-6-1970 as amended from tim e to time. 2: F or detailed Rules regarding encashm ent of Leave on H alf Average P ay standing to the credit of an em ployee at the tim e of retirem ent, please see G eneral O rder N o.114 (Personnel) dated 23-8-1982. (b)Notwithstanding anything contained in Note 2 below Service Regulation 38, an employee on leave preparatory to retirement shall be precluded from withdrawing his request to permission for retire and from returning to duty, save with the consent of the authority empowered to appoint him. (c)The Competent Authority under Service Regulation 39(b) may permit an employee, who is on leave preparatory to retirement, to report for duty for a short period up to 7 days in deserving cases and during such period a supernum erary post shall be deem ed to have been created and employee returning from leave shall be deemed to have held that post. 40. A n employee who has resigned or whose services have been terminated as a punishm ent shall not be eligible to enjoy any kind of leave beyond the effective date of termination or that of acceptance of the resignation.

[3 2 ]

M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n

4 1 .(1 ) L e av e to w h ic h a n e m p lo y e e m a y b e e lig ib le is c la ssifie d a s u n d e r (a ) L e a v e o n A v e ra g e P ay ; (b ) L e av e o n H alf-A v e rag e P ay ; (c ) C o m m u te d L e av e o n m e d ic a l c e rtific ate ; (d ) L e a v e n o t d u e o n H a lf A v e rag e P a y ; (e ) E x tra o rd in a ry L e av e w ith o u t P a y ;
(f) S tud y L eav e;

(g) Special D isability Leave; (h ) C asual L eave ; (i) M aternity L eave; (j) Special C om pensatory L eave on A verage Pay and ; (k) Special L eave. (2) Save in the case of casual leave, one kind of leave m ay be granted in com bination w ith any other kind of leave. 42 . (a ) F o r the p urp ose of reg ulating g rant of leave, em ploy ees are classified into three cat egories as specified in A ppendices A , B and C . (b) 43 . T he C om pany m ay, at its discretion, transfer any em ployee or any category or categories of em ployees from one A ppendix to another A ppendix.

(i) A n em p loy ee com ing u nder a ny o f the catgo ries inclu ded in A p pe ndix 'A ' w ho has w orked for a period of 240 day s or m ore continuously du ring a calendar year w ill be allow ed during the subsequent calendar year leave w ith pay together w ith all allow ances adm issible u nder these regulations for nu m ber of days calculated at the rate of day for every 12 days of w ork perform ed by him during the previous calendar 1 year.A n em p loyee w h ose se rvice com m ences otherw ise than on the first day of Janu ary ill be entitled to leave w ith w ages at the sam e rate if he has w orked for 2/3 rd w of thetotal nu m ber of day s in the rem ainder of the calendar year.

P rov ided fu rthe r tha t w here the service of an e m p lo ye e w ho ha s co m p leted a p eriod of 4 m onths continuou sly in the service of the C om pany is term inated before he has com pleted continuouservice for a calendar year, he w ill be eligible to prop ortionate leave at the sam e rate. s
(Note : The expression every 12 days of work performed should be deemed to include paid weekly offs and holidays.)

P rovided that the period of leave shall be exclusive of all holiday s w hetheror occurring during at either end of the p erio d of leave.

C H A PT E R -V [R eg ln. 43-44 ]

[33]

ii)

The calculation of leave of Average pay of Appendix 'A ' em ployees on the lines at present adopted for the em ployees In A ppendix 'B ' is m ade applicable w ith effect from 1-1-1986 . If an em p loy ee d oe s no t in an y cale nd ar y ear take the w h ole of the le av e a llow e d to h im u nd e r su b-re g u latio n (i) an y le av e no t tak e n by him m ay , w ith the p e rm issio n o f th e C o m p e te nt A u th o rity be ad d e d to th e le a v e to b e allo w e d to h im u nd e r th at su bre g u lation in the su c ce ed in g cale n d a r y e ar.

Provided that the lim it to w hich leave can be carried forw ard and accum ulated shall be 300 days. P rov id e d fu rth e r th at n ot m o re th a n o ne m o nth 's le av e sh all be allow e d to b e av aile d o f at a tim e in a ny y ear. H ow eve r, le ave ex ten ding be y o nd on e m on th at a tim e m ay in g allow ed in de se rv be case s su ch as sick ne ss e tc., at th e d iscre tion o f th e au th ority com p e te nt to sanctio n le a v e . iii) If se rv ice s of an em p loy ee are te rm in ate d fo r w ha te ve r re aso ns b efo re h e h as take n th e e n tire le ave to w h ich h e is e lig ib le o r h av ing ap p lied fo r a nd h av ing n ot be e n g rante d , h e w ill b e e lig ib le to p ay m e nt o f h is p ay and a llow an ce s in lie u availed le a ve not of th e of.
Explanation :-

iv) v)

For the purpose of this R egulation, (i) in case of a fem ale w orker, m aternity leave for any num ber of day s not exceeding 12 w eeks, (ii) and th e leave earne d in the y ear p rior to that in w hich the leave is enjoy ed, shall be deem ed to be day s on w hich the w o rke r h as w o rk ed fo r th e pu rp ose o f co m pu tation o f the perio d of 300 day s or m ore, bu t he/she shall no t earn leave for these days. Sick leave w ill be granted up to 10 day s on full pay or 20 days on The pay per year. half com m utation & accum ulation w ill be 360 days on half pay or 180 days on full pay. In addition to the leave provided above, the em ployees included in A ppendix 'A shall be eligible to 6 p aid h oliday s inclu ding R ep ublic D ay a nd Inde p e nde nce D ay o r a substitute holiday in lieu thereof w hich m ay be availed of by the em p loyee w ith the prior perm ission of the officer In-charge of the U nit.

44. E m ployees specified in A p pendix 'B ' w ill be elig ible to the rates of leave sp ecified below : A - PERM ANENT EM PLO YEES N a tu re o f le a v e R a te L im it to w hich leave b e can accu m u lated 3 0 0 d ay s

a)

L eav e o n A verag e l/12th of the period on duty spent Pay :

[34]

MSEDCL Employees Service Regulations

b)

L e av e o n H alf A v e rag eo n P ay m e d ic a l ce rtific a te riv ate or p a ffa irs.

20 days for each com pleted year.

3 6 0 d ay s.

Provided that leave on p rivate affairs under the clause (b) m ay not be granted for any period exceeding tw o m on th s at a tim e w ith ou t th e sp ecific sanction of th e C om p etent A u th ority .

c)

C O M M U T ED L EA V E :- A n em ployee can have the H alf A verage Pay L eave due, converted into half th e period of A verage Pay L eave p rovided that su ch com m u ted leaveshall be granted only on m edical certificate and not private affairs, subject to a lim it of 0 day s du ring th e entire serv ice. 18 L E A V E N O T D U E O N H A L F A V E R A G E P A Y O N M E D I C A L C E R T I F I C A T E :- S a v e in th e case of leave preparatory to retirem ent, leave not due m ay be granted to an employee on medical certificate such leave being limited to 180 days during the entire service. This leave will be debited against the Half Average Pay Leave subsequently earned. that only permanent employees may be granted such leave; that there are reasonable chances of the employee coming back to duty and earning the amount of leave granted.

d)

Provided that such "leave not due" shall be granted under conditions prescribed below :i) ii)

B - TEM PO RARY EM PLO YEES

_______________________________________________________________________________

N a tu re o f le a v e

R a te

L im it to w hich leave can be accu m u lated

__________________________________________________________________ a) Leave on Average Pay (i) For the first year of service, l/23rd of the period spent on duty. l/12th of the period 300 days (ii) For su bsequent year. spent on duty. P ay 36 0 day s b) L e av e o n H alf A v e rag eo n 20 day s fo r each m e d ic a l ce rtific a te riv ate or p co m pleted year a ffa irs. of service.

____ __ ______ __ ______ ______ ______ _____ _____ __ ___ __ ___ __ ___ __ ___ __ _____ _____ ______ _____ P rovided that the leave o n p rivate affairs u nder the clau se (b) m ay no t be riod pe g ranted for any exceeding tw o m o nths a t a tim e w ith ou t the sanctio n o f th e C om petent A u tho rity.

C H A PT E R -V [ R egln. 44-45]

[35]

c)

CO M M U TED LEA VE :- An em ployee can have the Half Average Pay Leave due converted into half the period of Average Pay Leave provided that such com m uted leaveshall be granted only on m edical certificate and not private affairs, subject to a lim it of 180 days during the entire service. L E A V E N O T D U E : ployees in tem porary service are not entitled to any such - Em leave.

d)

45. The classes of em ployees show n in Appendix 'C ' w ill be eligible to the rates of leave specified below :N ature of leave

R a te

L im it to w hich leave can be accu m u lated .

a)

L eave on A v erag e P ay : (i) F o r th e first y ear o f l/23rd of the period service. spenton duty.
(ii) For subsequent

year.

l/12th of the period spent on duty.

300 day s

b)

Leave on Half Average Pay on medical certificate or private affairs.

15 days for each com pleted year. 20 e . (ii)S u b s e q u e n t p e rio d o f se rv ic days for each com pleted year. (i) F o r th e firs t 2 0 y e a rs

} } } }

360 days

Note : The work period includes earned leave already taken. P ro v id ed th at th e leav e o n p riv ate affairs u n d er th e clau se (b ) m ay n o t b e g ran ted fo r an y p erio d ex ceed in g tw o m o n th s at a tim e w ith ou t th e sp ecific san ctio n o f th e C om p eten t A u th o rity . c) C O M M U T E D L EA V E :- A n em ployee can have the H alf A verage Pay L eave due converted into half th e am ou nt of A verage Pay L eave provided that su ch com m u ted leave shall be granted only on m edical certificate and not private affairs su bject to a lim it of 1 80 day s du ring th e entire service. d) LEA V E NO T D U E O N H A LF A V ERA GE PA Y :- On m edical certificate m ay be granted up to 1 8 0 d ay s d u rin g th e en tire serv ice su ch leav e b ein g d ebited ag ain st leav e o n H alf

[3 6 ]
M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s Average Pay subsequently earned. Such leave may be granted to perm anent em ployee only provided there are reasonable chances of em ployee com ing b ack to duty and earning the am ount of leave granted. Such leave shall not be granted to tem porary employees. 46. EXTRAORDINARY LEAVE W ITHOUT PAY :- The absence of an employee on extraordinary leave w ithout pay shall not be included in duty but w ill not be treated as break in service. Provided that the m axim um period of such leave m ay not exceed 60 days on any one occa sion unless otherwise relaxed in any particular case by the Competent Authority forreason. any satisfactory 47. D aily W age Earners and Casual W orkers (unless otherw ise required by the provisions of any Labour Law in the case of any particular categories of em ployees governed by such Labour Law ) shall not be entitled to any paid leave provided in this C hapter or to any paid w eekly off. (E xplanationD aily w ages earner or casual w orker is one w ho is em ployed for day to day w ork :and paid at the daily rate). 48. W hen an em ployee earning leave under R egulations applicable to him in one A ppendix is transferred to a category in any other Appendix he shall carry forward the balanceated of leave accumul under the form er set of R egulations and shall thereafter earn leave according to the R egula tions applicable to the categories in the latter A ppendix. 49. STU DY LEA VE:- The C ompany may, at its discretion, grant study leave to an em ployee to study scientific, technical or sim ilar problem s or to undergo special course of instructions or training in or outside India in the interest of the O rganisation on such term s and conditions as specified in the T w enty Fifth Schedule.

5 0. S P E C IA L D IS A B IL IT Y L E A V E :(a) P erm anent and tem porary em ployees of the C om pany , w ho m eet w ith accident, arising out and in the course of em p loym ent, shall be eligible for special disability leave as prescribed. T he C om p any m ay , at its discretio n, grant exg ratia p ay m ent to em p loyees not g ove rned by the p rovisions of the W o rkm e n's C om pe nsation A ct, for any inju ry or disability caused to them , w h ile discharging du ties assig ned to them by o r on beh alf o f th eC om pany , w hich should not, how ever, exceed the am ou nt that w ould have been adm isible u nde r the W o rk m en's C om p ensatio n A ct, had the prov isio ns of the A ct s been ap plicable to the em p loyees involved in the accident in the discharge of their du ties. T he Special C asual L eave for a m axim um period of 7 day s inclu ding the transit tim e in both w ay s in a calendar y ear m ay be g ranted to e x-se rvicem en boarded out of serv ices and re-em p loyed as C iv ilians in the service of the M .S.E .D .C .L . for ap pearing before the M edical R e-survey B oard for assessm e nt of their disability .

(b)

(c)

C H A P T E R - V [ R e g ln . 5 0 - 5 2 ]

[3 7 ]

(d ) The S pecial C asual L eave of 7 days in a calendar year m ay also be granted to the ex-s ervicem en w ho have been provided w ith artificial lim bs as a resulttained of injuries, sus in operations and re-em ployed in civilian capacity, w ho have toficial Lim bA rti report to C entre and stay in hospital as and w hen their artificial lim p lacem ent / re bs required treatm ent. ( The provisions under (c )& (d) above shall be effective from 1-1-87 ). 5 1 . C A S U A L L E A V E :1. C asual leav e is not recognised as leav e due or earned and the pay for th e day of absence of an em ployee on casual leave shall be draw n as if he w as on that- provided duty, a) The em ployee applies for and obtains prior sanction from the com petent officer un less exem pted from such prior sanction in extra-ordinary circum stances. b) Casual leave is not prefixed or suffixed to any other leave or joining tim e. c) N ot m ore than 5 days casual leave exclusive of any intervening public holiday / s, w eekly off/ s, Sunday / s and / or non-w orking days like second / fourth Saturday / s, if any, shall be granted at a tim e. Further, the total period of absence including public holiday / s, w eekly off / s, etc., intervening prefixed or suffixed shall not ordinarily exceed 8 days at a tim e. d)The total am ount of days of casual leave shall not exceed 15 days in any calendar year (January to December). 2. If an em ployee has w ithout sufficiently satisfactory reason either overstayed the pe riod of casual leave sanctioned to him or has absented him self w ithout prior perm is sion or is found to be in the habit of absenting him self frequently from duty inspite of w arning, such absence w ill be treated as unauthorised for w hich disciplinary action m ay be taken by the C om petent A uthority against him . 3. Sectional holidays shall be treated as casual leave for all purposes. 4. W eekly off /s, Sunday/s, public holiday/s and or non-w orking day /s such as second and / or fourth Saturday / s, if any, w hether falling w ithin, prefixed or suffixed to a period of casual leave shall not be counted as a casual leave. 52. Service R egulation 51 applies to the em ployees included in A ppendices B & C . Em ployees show n in Appendix A will be eligible to fifteen days paid non-accumulative casual leave in a year. Note 1 : Service Regulation 51 &52 do not apply to daily wage earners and casual workers.

[3 8 ]
M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n s Note 2:Em ployees of the Com pany including those under Appendix 'A' can avail half a days casual leave provided prior approval is obtained therefor. Half a day for this purpose shall mean a portion of a day before or after the break or recess. The ben efit of half a day's casual leave should not, however, be made applicable while on tour. N ote 3: H alf a day's casual leave as provided above can be com bined w ith any other kind of leave as an exceptional case in case the employee is forced to take any other kind of leave due to sickness and / or due to unforeseen / unavoidable circum stances. An employee who has already submitted his application and got anyof leave kind other approved, shall not, how ever, be allow ed to avail half day's casual leave on the latter part of the preceding day of his proceeding on long leave. 53. (a) i) M A TER N ITY LEA V E :- The concession of m aternity leave shall be adm issible to those fem ale em ployees of the C om pany w ho have put m inim um of one year continuous service in the C om p any on the date of com m encem ent of leave, w hether on perm anent or tem porary basis. ii) N o fem ale em ployee w ho has three or m ore living children on the date of application for m aternity leave shall be held eligible for this leave. (b) The C om p etent A uthority m ay, subject to the provisions of sub-regulation (a), grant to a fem ale em ployee, m aternity leave on average pay for a period of 90 days from the date of its com m encem ent. Such leave shall not be debited to the leave account. The application for m aternity leave should invariably be supported by m edical opinion as to the probable date of confinem ent and an undertaking to the effect that the fem ale em ployee shall rep ort the date of confinem ent supported by m edical certificate. (c) Leave of any other kind (except casual leave) m ay be granted in continuation of m aternity leav e, if the request for its g rant is supp orted by a m edical certificate fro m R egistered M edical Practitioner. Such leave shall be debitable to the em ployee's leave account. (d) (i) he leave under the above regulation shall b e adm issib le in carriage m is T a case of or abortion, including abortion induced under the M edical T erm ination of Pregnancy A ct, 1971, subject to the follow ing conditions : (a) the leave does not exceed 42 days, and (b) the application for the leave is supported by a m edical certificate issued by the Registered M edical Practitioner. (ii) C om petent A uthority for this regulation shall be the appointing authority. (iii)E m ployees w ho are governed by the E m ployees' State Insu rance Schem e and

C H A P T E R -V [ R e g ln . 5 2 -5 3 ] eligible for sickness and m aternity benefits, shall not be eligible for m aternity leave in accordance with the above Service Regulation and their absence shallspecial extraordinary leave as be treated
[39]

without pay and allowance on medical. ground (e) Special Leave : Special Leave for ale em ployees of the Com pany w ho adopt orphan fem child shall be granted subject to fulfillm ent of the follow ing conditions :-

i) T his leave shall be A dm issible to those fem ale em ployees of the Com pany w ho have put m inim um tw o years continuous service or w ho is perm anent em ployee of the C om pany .
ii) That, the female employee has adopted an orphan child from Govt. Orphanage or Govt. recognized orphan child origination. The orphan child adopted should be of age below three years. iii) The female employee has to submit documents of legal adoption of the orphan child. iv) The special leave as above shall be for maximum 90 days from the date of adoption or the orphan child completes its three years age which is earlier. v) The female employee of the company shall be eligible for this special leave for one occasion in the service. vi) The female employee who has no her own offspring / child and who has adopted the orphan child shall be eligible for this special leave.

53-A Special C om pensatory L eave on average pay shall be adm issib le to the T echnical em ployees of the rank of D y. Executive Engineer, equivalent and below , w .e.f. 1-4-1993 subject to the conditions m entioned in G . 0. N o. 142 (P ) dated 14-6-1996 as m ay be am ended from tim e to time.
________

[40]

CH APTER VI
T R A V E L L IN G A L L O W A N C E : 54. Travelling A llow ance m ay be allow ed in any of the follow ing kinds as m ay be specified by the C om petent A uthority :(a) (c) Travelling A llow ance for journeys on tour. Perm anent T ravelling A llow ance. (b) T ravelling A llow ance for journeys on transfer. (d) Conveyance A llow ance. 55. Travelling A llow ance on tou r and on transfer m ay be paid in the form of D aily A llow ance or kilom etreage or both as m ay be adm issible under these R egulations. T R A V E L L IN G L O W A N C E F O R J O U R N E Y S O N AL TOUR: 56. A n em ployee of the Com pany w hose norm al w ork is in the headquarters of the office to w hich he is attached and w ho has occasionally to visit an outside place for special w ork is deem ed to be on tour w hen absent from headquarters on duty w ithin, or w ith proper sanction beyond his sphere of duty. Note: No employee shall proceed outside his jurisdiction or the State limits without the sanction of the Competent Authority. In the case of travel outside State limits, the Competent Authority to give sanction shall be Managing Director with authority to redelegate powers. 57 . F or jou rn e y s o n tou r, an em p loy ee no t in re ce ip t o f a P e rm an e n t T rav e llin g A llo w an ce sh a ll be elig ible to d raw d aily allo w ance com m e nc ing from the day of th e jou rn ey uthto and inclu sive o f pe d ay o n w h ich h e re tu rns to th e h ead q u arte rs in ad d ition to th e k ilo m e te R egeulation id e d in rag as p rov 63 to 6 7. Note : No kilometerage shall be admissible for journeys performed in a departmental vehicle. 58. N o daily allow ance shall be adm issible to an em ployee for any journey unless his absence on tour beyo nd 5 m iles (8 k.m .) of his headqu arters exceeds eig ht consecutive hou rs in the case of em ployees in pay groups I, II & III and four hours in the case of em ployees in pay group IV . P rovided that in case of an em ployee w ho gets Perm anent Travelling A llow ance, no daily allow ance shall be adm issible for journeys perform ed w ithin the State lim its. Forthe journeys, outside State lim its, he m ay claim daily allow ance in lieu of proportionate Perm anentance for A llow Travelling the relevant p eriod surrendered by him .

C H A P T E R -V I [ R cg ln. 5 9 -6 0 ]

[4 1 ]

59. Daily Allowance is admissible for each day of 24 hours of journey including halt beyond 8 kilometres from headquarters part of the day exceeding continuous 8 hours in the case of an employee in pay groups I, II & III and exceeding continuous 4 hours in the case of an employee in pay group IV counting for 1 day.

N ote 1: If an em ployee returns to his headquarters and again proceeds on tour within 24 hours, he shall not get m ore daily allowance than what he would have got had he rem ained continuously aw ay on tour. Note 2 : o daily allowance shall be admissible to an employee who avails / N casual leave optional holiday, for the days he is on causal leave / optional holiday, w hile on tour.
60. The rates of daily allowance payable to an employee for different periods of stay at any place while on tour shall be as under: 1. 2. For first 15 days full rate of daily allowance prescribed under Regulation 61. For any period extended upto 15 days thereafter full rate, provided the Competent Authority certifies that the extended stay was necessary in the interest of the Company's work. For any period upto 90 days thereafter at 3 / 4th of the rate prescribed under Regula tion 61 unless the Competent Authority permits an employee to draw daily allow ance at the full rate for any special reasons recorded in writing.

3.

Note 1: em ployee whose stay outside headquarters on office work exceeds a total An period of 120 days, shall be treated as having been transferred to the new place and shall not without the specific orders of the Competent Authority be treated as hav ing been on tour. Note 2: For the purpose of this Regulation "stay" means stay at a particular place and not the total period of absence from the headquarters, but short duration journeys to other places as part of official duties undertaken from a particular place shall not be treated as break of cam p.
Illustration:

If an em ployee leaves headquarters on a date and stays at 'A ' for 10 days at 'B ' for 10 days, at 'C' for 8 days and at 'D ' for 10 days he w ill be eligible to daily allow ance at full rate and not at reduced rate though the total period has exceeded 30 stay since the days at no particular place has exceeded 30 days which is the lim it prescribedand clauses (1) in (2) above.

[4 2 ]

M S E D C L E m p lo y e e s' S e rv ic e R e g u la tio n s 6 1. T he rate s of D aily A llo w ance p ay able shall vary w ith th e p ay g rou p of the em p loy ees as in dicate d b elow :-

a) The rates of Daily Allowance for journeys not involving night halt : i) R a te s o f D a ily A llo w a n c e fo r p la c e s w ith in M a h a ra sh tra S ta te .
___________________________________________________________________________________

O rd in ary rate o f D aily A llow ance.

S r. No.

P ay G rou p .

S pecial rate of D aily A llow ance for M um bai P u ne, N ag p u r, N ash ik A u rang abad and A m ravati. 3
4

1 1.

P ay roup-I G (a) E x. E ngineer equivalent R s . 1 0 5 /and above (b ) O th e rs in P a y G ro u p -IR s . 1 0 0 /2. P a y G ro u p II R s . 9 5 /3. P a y G ro u p III
P ay G roup IV

R s . 1 3 0 /R s . 1 2 0 /R s . 1 1 5 /R s . 1 0 5 /R s . 9 5 /-

R s . 9 0 /R s. 8 5 /-

4.

ii)

R ates of D aily A llow ance ap plicab le fo r D e lhi, ca pital cities o f othe r S tates and places ou tsid e M ah arash tra. P lace o f T o u r D e lh i C ap ital cities o fSotates in India. th er O th er p laces in In d ia ou tside M ah arash tra S tate. R a te s o f D a ily A llo w a n c e 2 5 % o v e r a n d ab o v e th e ra te s sp e c ifie d in C o lu m n N o .4 a b o v e . 20 % over and abov e th e rates sp ecified in C olum n N o.4 abov e. S am e as p er C o lu m n N o .4 ab ov e.

S r.N o . 1. 2. 3.

C H A P T E R -V II [R eg ln.6 1 ]

[4 3]

(b) The rates of Daily Allowance for journeys involving night halt shall be as under :i) R a te s o f D a ily A llo w a n c e fo r p la c e s w ith in M a h a ra s h tra S ta te : O rd in ary o D aily rate f A llow ance. S p ecial rate of DA llow ance for aily M um b ai,u ne , N ag p u r, N ash ik P A urang ab ad and A m rav ati. 4 R s . 1 6 0 /R s , 1 4 0 /Rs. 195/Rs. 1 7 5 /Rs 150/Rs 135/Rs 120/-

Sr. Pay G roup No.

1. Pay Group-I a) Ex. Engineer equivalent and above

b ) O th e rs in P ay G ro u p -I 2 . P ay G ro u p - II 3.
4.

R s.130/R s.120/R s.105/-

P a y G r o u p - II I
Pay G roup - IV ii)

Rates of Daily Allowance applicable for Delhi, capital cities of other States and places outside Maharashtra :

S r. No. 1. 2.
3.

P la c e o f T o u r

R a te s o f D a ily A llo w a n c e

D e lh i C ap ital citie s o fSo th esr tate in Ind ia.

Other places in India

35 % ov er and abov e the rates spec ified in C olu m n N o.4 abov e. 30 % ov er and ab ov e th e rates sp ecified in C olum n N o.4 above . S am e as pe r C olum n N o.4 above.

ou tsid e M ah ara sh tra S tate .

T h e ra te s o f d a ily a llo w a n c e a s a b o v e a re e ffe c tiv e fro m 0 1 .0 9 .2 0 0 6 N ote: 1 A n em ployee w ho is given the benefit of next higher grade (or prom otion) under the provisions of G .O .N o. 74(P ) dt. 30-04-1974 or under the provisions of O ffice O rder N o.G A D / E-VII/STF /G en/A /232/9203, dt. 27-2-75 shall be entitled to and paid daily

[4 4 ]

M S E D C L E m p lo y e e s ' S e r v ic e R e g u la tio n allowance at such rate at which he would have been entitled had the said benefit of next grade (or promotion) not been given to him. On absorption in the higher post as per rule 3 of G.O.No.74(P) the normal promotion takes place and in such cases, however, the daily allowance rate will be on the basis of the pay group in which his post falls. Note: 2 An officer in pay group I or II may be allowed to take a Peon on tour while on official duty in the following circumstances : a) When the officer is carrying cash of Rs. 1000/- or more for disbursement. b )
c)

When the officer is required to carry heavy records and equipments. W hen the officer is cam ping at an out of the way place in tents or Inspection Bunga lows. Provided that the touring officer concerned certifies the necessity of taking a Peon with him in the Peon 's T.A. Bill before it is submitted for sanction.

62. "K ilom etreage " m ay be p aid in the form of R oad kilom etreag e, B us fare, fare, er fare or A ir S team as th e case m ay b e , su bject to th e re strictio n p re scrib e d in th ese R eg u lation s.
R O A D K IL O M E T R E A G E

63 . (1 ) If an em p loy ee is re q u ired to trav e l by road on d u ty an d he u ses h is ow n C ar/M otor C y cle/S co ote r or a h ire d o r b orrow e d m o to r car/m o tor cy cle /sc oo te r for th e jo u rney s, h e w ill b e elig ib le to ro ad k ilo m e tre ag e rate sp e c ified be lo w :P a y G ro u p s o f E m p lo y e e s I and II III a n d IV or M o to r C ar / J ee p M otor C y cle S co o te r P e tro l / D ie se l per Rs.2.50/ Rs.1.50 km. Re. 0.85 km. per
__ __

A ny other m eans of conveyance driven by p etro l/diesel Re.0.40 per km . Re.0.40 per km .

Re.0.85per km.

T h e abo v e re vise d rates of ro ad k ilom e terag e shall be effe ctiv e from 9.7.1 9 9 1 . (2 ) If jou rney is p e rfo rm e d by bu s, the e m p lo y e e sh all b e elig ible to th e actu al fare p aid . Note: 1 The rates mentioned above so far as they relate to hired vehicles are limited to

C H A PT E R -V l [R egln. 63-64]

[45]

actual expenses and they should not be claim ed as a matter of course. A certificate shall be furnished indicating the m ode of conveyance and the am ounts paid for such hired conveyance. Note: 2 An employee may use his own or borrowed vehicle for journey required to be perform ed by road for the work of the Com pany, only if a staff vehicle is not available. A certificate to that effect from the Competent Authority shall invariably accompany the travelling allowance bill. Note3(i) A touring officer may be granted road kilometreage at the rates shown in regula tion 63 (1) above in respect of the distance covered by him from head quarters or residence, as the case m ay be, to the nearest station of em barkation and also in respect of the distance covered on return from journey from station toto residence or head quarters as the case may be, lim ited to the actual expenses or a m axim um of Rs. 50/- whichever be less in each case in addition to the usual T.A. and D.A. adm issible under the Com pany's rules. This is admissible only to those officers whose head quarters have been fixed at M um bai and as such are residing TheM um bai. in em ployee claim ing such road kilom etreage should certify that penses the actual ex on travelling over the distance from the residence/headquarters tostation est the near and vice-versa did not come to less than the amount claim ed in the bill. (ii) ployees who are required to travel by Air in the interest of Com pany's w ork Em are perm itted to claim the actual taxi fare in full for the distance from office/residence to the airport and vice-versa at the headquarter and at the place of visit provided are not provided with any office vehicle for the purpose. they
R A IL K IL O M E T R E A G E

6 4 . (A ) T h e fo llo w in g sh a ll b e th e C la sse s to w h ich a n e m p lo y e e sh all b e e lig ib le to tra v e l b y R a ilw a y w h ile o n to u r o r tra n sfe r. Pay range in the revised pay scale (1 ) E m p loy ees w o rk ing in th e pw sts o fth e o h ich m inim u m o f th e p ay is R s.26860/- and scale above (as on 01.04.08) E ntitlem ent by R ail
st 1-A .-1 C lass A .C . /2-A -2 T ier A .C . Sleeper

(2 )

E m p loy ees w o rk ing in th e p o sts othe h ich 1st C lass/3-A -3 T ier A .C . Sleeper/ fw .C .-A m inim um of the pay scale is R s. 9570/- andCabove .C . Chair car bu t below R s.26860/-on 01.04.08) (as O th er em p lo y ees 2nd C lass / Second C lass Sleeper

(3 )

[4 6 ]

M S E D C L E m p lo y e e s' S e rv ic e R e g u la tio n s Note: To allow the employee entitled to travel by 1st class 3 -A-3 Tier A. C. sleeper class / Chair Car-A.C. Chair car, at their discretion to travel by higher class, where train connecting two Stations by shortest route has no provision of 1st class 3-A3 Tier, A.C. sleeper / Chair car or A.C. Chair Car.

(B ) T rave l by hig her C lass tha n pe rm issible u nder item 'A ' m ayo nly p erm itted be in circu m stances of extrem e urgency and shall be su bje ct to the sanctio n by C hief E ng ineer/ E.D .(H R )/C .G .M .(P)/C .G .M .(F& A )/G .M .(F& A )/G .M .(P) as the case m ay be, cate on the certifi based by the O fficer-in-charg e of the U nit to the effect that the em ploy ee had m ade tim ely effort to get accom m odation to w hich he w as norm ally eligible bu t failed. N ote 1: In order to obviate the difficulty of securing reservation of accom m odation from interm ediate stations on R ailw ay w hile travelling w ith the M anaging D irector or the C hief E ngineer w hen advance reservation has to be m ade, the M anaging D irector or the C hief Engineer, as the case m ay be, m ay perm it any officer of the C om pany accom panying, to reserve accom m o dation in the higher C lass than him the one to w hich he m ay ally be entitled to, from any earlier stations w here such norm reservation is easier. N ote 2:The C om pany's em ployees w hile travelling by Rail/Road in the interest of C om pany's w ork are entitled to the reim bursem ent of charges paid for reservation of Seat/Berth in the Rail/B us, as the case m ay be. Sim ilarly, telegram charges for reservation of return R ailw ay ticket, if any, should also be reim bursed to the C om pany's em ployees w hile on tour on C om pany's duty. (C ) E m p loy ees draw ing basic p ay o f R s. 36 7 20 /- and ab ov e m ay trav el by A ir C o nditio ned 1 st C lass at th eir ow n discretion .
S T E A M E R K IL O M E T R E A G E

65. For the purpose of calculating kilometreage for journeys within the limitsters,Indian wa of by sea or by river steamer or steam launch, the employees are entitled to accommodation as under :GRADE (1) CLASS OF ACCOMMODATION

E m p loy ees w o rk in g in th e p wsts o f th e o h ich m inim u m o f th e p ay is R s.26860/- and H ig h e st C lass. scale above (as on 01.04.08) E m p loy ees w o rk ing in th e pw sts o fth e o h ich U p p e r o f 2 C la sse s o r m inim u m o f th e p ay scale is R s.19205/- and mid d le o f 3 C la sse s above but below R s.26860/- (as on 01.04.08)

(2)

C H A P T E R -V I [R e g ln. 6 5 -6 8 ] (3 ) E m p lo y e es w ork ing in th e p osts of w h ich th e m inim u m of the p ay scale is R s.95 70/- and abov e bu t below R s.19205/- on 01.04.08) (as O ther em ployees L o w e r o f 2 C la s s e s o r M id d le o f 3 C la ss e s. Low est C lass.

[4 7 ]

(4)

K IL O M E T R E A G E F O R T R A V E L B Y P U B L IC C O N V E Y A N C E :

66 . (1 ) T h e follo w in g sh all b e th e classe s to w h ich an e m p loy e e sh all be elig ible to trav e l by pu blic con vey an ce (bu ses) w here su ch trav el is p erm issible :(a) E m p lo y e es w ork ing of th e p osts o f A ir-conditioned w h ich th e m inim u m of the p ay scale L uxury/D eluxe buses. is R s.9 5 70 /-an d ab ov e (b ) E m p lo y ee s w o rk in g in th e p o sts of O rdinary buses w h ich th e m inim u m of the p ay scale Passenger as w ell as is le ss tha n R s.9 5 70 /- p.m . F ast/E xpress/L im ited. (2 ) If th e re are no classe s o f acco m m od ation : actu al fare. 67.(a) A ll em p loyees draw ing basic pay of R s. 32375 /- and above per m onth m ay travel by air in th e inte re st o f w o rk at the ir ow n d iscre tio n and c laim air fare . O th e r e m p lo y& es in p ay g ro u p I e II au th orise d by th e C om pe ten t A u thority to trave l by air b e e lig ible to draw th e ac tu al fare.
Note : The Heads of Departments of the Company are authorised to permit the Company's employees in their respective departments in Pay Group I&II drawing basic pay less than Rs. 32375/per month to travel by air, when they consider the air travel to be in the interest of Company's work.

(b ) T he em p loy ee s in P ay G r. III& IV sh all be p e rm itted to trav e l bytional on ly in e x cep A ir cases and in the exigencies of C om pany 's w ork w ith the prior approval of the C om petent A uthority.
GENERAL

68. (a) F o r jou rney s on tou r, an em p loyee is entitled to reim bu rsem ent of sing le railw ay or steam er o r bu s fare o f th e class in w h ich h e is elig ible to trav el o r th e ro ad k ilom etreag e p ay able u n d er R eg u latio n 6 3 (1 ), as th e case m ay b e. In ad ditio n , h e w ill b e elig ib le to d raw d aily allow an ce as reg u lated b y th e n o te b elow fro m th e d ay o n w h ich th e jo u rn ey b eg in s u p to an d in clu siv e o f th e day on w h ich th e jo u rney end s. Note 1: For the purposes of this Regulation, 'day' shall be 24 hours beginning from the commencement of the journey and daily allowance shall be calculated at the rates

[48]

MSEDCL Employees Service Regulations

prescribed under Regulation 6l for each such day or part of the day exceeding 8 hours. If an employee returns to his head quarters and again proceeds on tour within 24 hours, he shall not get more daily allowance than what he would have got hadhe remained continuously away on tour. Note 2: The Company's employees who proceed on leave while on tour are entitled to the return journey fare as is admissible in ordinary tour cases. The Controlling authority should ensure that the above referred provision is not abused. Note 3: The employees travelling on official tour on their personal railway season ticket are allowed to draw full fare as admissible under the rules, notwithstanding that an employee travelled on a season ticket purchased for private use subject to con dition that full particulars of the season ticket are cited in the T.A. Bill in support of the claim. Note 4: In case, where an employee is required to undertake journeys on duty by railway to a particular place for more than six occasions in a month regularly in course of discharging the normal duties attached to his post shall be provided with a season ticket purchased at the Company's cost. If the employee for whom aseason ticket is to be purchased is not likely to be transferred within a periodof 3 months or not likely to proceed on leave within that period, a quarterlyseason ticket can be purchased at the discretion of the Competent Authority asprescribed in the Tenth Schedule, if that would prove economical. The jour from the residence to the office and back shall not ney be treated as office duty the above purpose. for (b) Any extra cost incurred on account of transport of records, taxi fare paid for extensive m ove ents for visiting various offices at places like D elhi, K olkata, C hennai and M um bai m or any other charges w hich an em ployee has to incur over and above the norm al expenses that he has to m eet w ithin the daily allow ance, m ay be sanctioned by the C om petent Authority. (c) A n em ployee occup ying a P.W .D . or D istrict Inspection B ung alow in th e cou rse of his tou r duty shall be entitled to draw the difference betw een the actual charges paid at on the rates pre scribed for non-governm ent servants on account of occupation of such bungalow s and the charges w ould be payable by a G overnm ent servant occupying the that sam e bungalow . N ote : The Rest H ouses of Railw ays, Zilla Parishads and such others belonging to the G ov ernm ent or Sem i-G ovt. undertakings including G ovt. C om pany of a State or theC entral G ovt. or U nion Territories but not of private sector bodies m ay be treatedon par with a P.W .D . or D istrict Inspection Bungalow for claim ing the difference in charges as envisaged in Service Regulation 68 (c).

C H A P T E R -V 1 [ R e g ln . 6 9 -7 1 ] L IN E S T A F F

[4 9 ]

69. (a) S erv ice R eg ulations relating to T rav elling A llow ance on tou r d o not ap ply to an em ploy ee inclu d ed in th e L in e S taff d etaine d fo r d u ty w ith in th e allotte d are a. If, h o w ev e r, h e is d e taine d for du ty ou tside the allotte d are a, ru les re lating to T rav elling A llow ance on tou r w ill ap ply . (b ) In the case o f L ine S taff d etaine d fo r d u ty w ith in th e allo tte d are a, d aily allo w a nc e sh all b e allow ed as u nd er :(i) For absence from headquarters for visits for line work to places beyond 8 kms. from headquarters for 8 hours or less. ... N il

(ii)

Fo r absence from headq uarters for v isits for line w ork to places beyond 8 km s. from h eadq u a rters exceeding 8 hou rs bu t not exceeding 24 hours.

... F u ll R ate

(iii)

For absence from headquarters for visits for ... R ate as in line w o rk to places bey o nd 8 km s. from hea d (ii) abo ve . quarters for any fraction of a day excee ding 8 h ou rs afte r co m p le tion of 24 h ou rs.

P E R M A N E N T T R A V E L L IN G A L L O W A N C E

70 . C om p ete n t A u th ority m ay g ran t P e rm ane n t T rav e lling A llo w ance w ith th e p rior sanc tio n o f th e C o m p an y to e m p lo y e e w h o h as to d o e xte n siv e tou ring in a sp e cifie d ju risd ictio n . P rov id e d th at su ch allow an ce sh all be in lieu of all othe r fo rm s of T rav e lling A llow anc e for jo u rne y s w ith in the ju risd ictio n . W h ile fix ing th e P e rm ane nt T rav e llin g A llo w an ce , th e C om p a ny , m ay p re scribe th e m inim u m k ilom e tre ag e to b e d on e for m on th a nd th e k ind o f co nv ey an ce to be u sed for jou rney s. A n em ploy ee w h o is in receip t of the P erm anent T ravelling A llow ance and h as to trav e l on d u ty ou tsid e his ju risd ictio n can claim su ch oth er kind of T rav e llin g A llow an ce as m ay be ad m issible to h im p ro v ide d p ro p o rtio na te d e d u ction is m a d e in th e P e rm an an ceT ra v e lling A llo w ent for th e re le v an t p e rio d in clu siv e of th e jou rn e y d ay s.
C O N V E Y A NA L L O W A N C E CE

71. Conveyance allow ance m ay be granted by the Com petent Authority to an em ployee w ho has to m ove about on duty frequently and intensely w ithin the area of his jurisdiction. Note: If an employee receiving Conveyance Allowance uses staff vehicle for duty in the headquarters' limits, the cost involved shall be deducted from the Conveyance Allowance at such rate per k.m. as the Competent Authority may decide.

[5 0 ]

M S E D C L E m p lo y e e s ' S e rv ic e R e g u la

72. T he C onveyance A llow ance in each case shall be fixed by the C om pany at such rate as the travelling w ou ld justify and the C om petent A u thority m ay dem and full details of travelling done and recom m end any m odification in the rate of C o nvey ance A llow ance as m ay be deem ed fit by the C om pany. Note: For purposes of these Regulations, movements from residence to office and back shall not constitute travelling on duty.
T R A N S F E R T R A V E L L IN G A L L O W A N C E R U L E S

7 3. A n em p loy ee w ho is tra nsferred fro m o ne station to ano the r fo r the co nve nience of the C om pany's w ork shall be eligible to the Joining Tim e and T ravelling A llow ance as provided in Service R egulations 74 to 81. A transfer at an em ployee's ow n request m ay not be treated as transfer for the conve nience of the C om p any's w ork u nless the authority sanctioning the transfer, for special reasons to be recorded, otherw ise directs. Provided that a transfer sanctioned in the case of an em ployee w ho has been continuously at one station for longer than 3 years, shall be deem ed to be for the convenience of the C om pany's w ork and he shall be eligible to the Joining Tim e and Travelling A llow ance as provided in Service Regulaions 74 to 81 even if the transfer is sanctio ned at the em p loyee's ow n request. t P rovided further that transfer from one Station to another falls w ithin the area of em ployee's norm al transfer. N ote: In the case of an em ployee w ho has been continuously at one station for less than three years whose transfer is sanctioned at his ow n request and not for the conve ience of the C om pany's w ork, the period of absence from duty betw een the n date of handing over charge at the old station and that of reporting for duty at the newstation shall be treated as leave that m ay be due to him and cost of travelling shall borne by the em ployee himself. be
JO IN IN G T IM E

74 . A n em p loy e e m ay b e allow e d Jo in in g T im e w h ich m ay in clu d e th ree d ay s fo r p re p aratio n an d on e d ay fo r e ac h 16 0 k m . d istan ce or p art th e re of fro m on e statio n to ano th e r su bject to th e cond itio n that ag g reg ate p erio d (inclu d ing any interve nin g S u nd ay or p u blic ceed ho liday ) sh all n ot ex 8 day s from the d ay the Joining T im e com m ences. H ow ever, Joining T im e sh all be su ffixed by S u nd ay , pu blic h olid ay , n on-w ork in g d ay s etc. as th e case m ay b e. T he C o m pete nt A u th ority m ay , h ow ev e r, cu rtail o r incre ase th e p e rio d o f "Jo ining T im e " in in d iv idu a l case s o r in re sp e ct of a ny cla ss o f em p loy ee s, a ccord in g to th e ex ig e n cie s o f ad m inistra tio n. Note 1: If it is a case of transfer in the same grade or a promotion to a higher post, the employee during the joining time should be held eligible for the pay of the post he is vacating excluding, however, any special pay attached to the post. If the pay in the

C H A P T E R -V 1 [ R e g ln . 7 4 -7 5 ]

[5 1 ]

new post is less than that attached to the one he is vacating, he should be held eli gible for the Joining Time to the pay of the new post excluding, however, any special to pay attached the post. The benefit of the higher pay of the post he is vacating willthe day he cease on hands over the charge of the old post. Note 2: Time limit for handing over and taking over charge may be allowed below cated as indi .(1) upto 3 working days in case of an officer handing over and taking over the charge of an independent unit; (2) One working day in all other cases. During the period of handing over and taking over charge, a supernumerary post shall be deemed to have been sanctioned and the person handing over the charge shall be deemed to have held the supernumerary post. Note 3 :a) Joining Time may be granted to an employee to enable him to join a new post i) on return from leave on average pay of not more than 4 months duration, or ii) when he has not had sufficient notice of his appointm ent to the new post, on return from leave other than that specified in (i) above. b) The authority which ordered the transfer will decide whether the employee has had sufficient notice under (a) (ii) above. Note 4: Joining Time of a Com pany's em ployee m ay be calculated as adm issible for a journey by Rail of all journeys performed between stations connected by rail as well as by other modes of transport. Note 5: The employees who have been deprived of the facility of joining Time due transfer on to administrative exigencies, under the specific direction in writingthority au of the ordering the transfer, may be granted Special Casual leave to the extent of unavailed portion of the Joining Time. The authority competent to grant Casual be Leave shall competent to grant such leave within a period of 1 year from the date of transfer. 7 5 . (A ) A n e m p lo y ee o n tran sfe r sh all b e elig ib le to k ilo m e tre ag e allo w an ce at rate as sp e cifie d
b elow :-

i) a) Jou rn ey b y ro ad p erfo rm ed in o w n o r h ired m o to r v eh icle w h en p erm itted by th e C om p eten t A u th o rity ... ... k ilom etreage specified in Service R egulation 63. b ) R o ad k ilo m etreag e.. . O n e bu s fare fo r th e em p loy ee an d o n e b u s fare fo r of the m emily, each fam b er (one half fare for each child for w hom it is payable).

[5 2 ] ii)

M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n R ailw ay k ilom eterag e... ...O ne train fare for th e em p loy ee an d o ne train fare for each m em ber of th e fam ily and one half fare for each child for w hom such charge is payable. T he train fares w ill be adm issible according to the train M ail/E xpress/Passenger by w h ich h e trav els. T h e p ay m en t sh all b e su b ject to th e p ro d u ctio n o f th e certificate to th e effect th at the jou rney w as p erform ed by the particu lar train an d in th e class fo r w h ich th e fare is claim ed an d in w h ich h e is elig ib le to trav el on duty . S team er k ilom eterag e... ...O n e steam er fare fo r th e em p loy ee and on e steam er fare foof each m em ber r the fam ily and one half fare for each child for w hom such charge is payable. ...The officer of the rank of Superintending E ngineer and equivalent and above are eligible for one fare for him self and one air fare for each m em ber of his a ir fam ily p rov ided th e p laces are connected directly by air and p rov ided fu rth er th at th e jou rney is actu ally p erform ed by air. (effectiv e from 1-1-86 ). If th e p laces are not connected directly by air, trav el by air w ill be perm issible to th e abov e eligible officers and h is fam ily m em bers from th e nearest A irp ort of h is headqu arter or to th e nearest A irp ort of h is place of transfer p rov ided th ose A irp ort fall enrou te of jou rney on transfer by the sh ortest rou te and p rovided fu rth er th at th e jou rney is actu ally perform ed by air.
Note :- Travel by air under provision of Regulation 75(A)(iv) shall be permissible only by economy class. Illustrations :

iii)

iv)(a) A ir journey...

(b)

1) Chandrapur and Mumbai are not directly connected by air, an eligible officer transferred from Chandrapur to Mumbai can travel along with family members by road/rail by eligible class from Chandrapur to Nagpur and from Nagpur to Mumbai, he and his family members can travel by air since Nagpur is the nearest Airport to Chandrapur and on en-route station of journey. 2) Mumbai and Jalna are not directly connected by air, an eligible officer transferred from Mumbai to Jalna can travel along with family members by air from Mumbai to Aurangabad and thereafter from Aurangabad to Jalna he and his family members can travel by eligible class of rail/road since Aurangabad is the nearest Airport to Jalna and it is on en-route station of Journey.

(B ) F or conv ey ance from residence to th e nearest railw ay station, h arbou r or bu s station and vice-versa, at the new headquarters, an em ployee on transfer shall be eligible to actu al taxi fare, tonga fare or bu s fare paid for the conv eyance of the em ployee and m em bers of his fam ily lim ited to th e rates p rescribed, if any , by any statu tory au th o rity as th e case m ay be.

C H A P T E R -V I [ R egln. 7 5] (C ) A n em ploy ee on transfer shall be eligible to th e actu al cost of transp orting his p er sonal effects by goods train, by steam er or other craft w here tw o places are connected bywrailw ay or w ater ay com m u nication, u p to the lim its of w eig hts specified below :C ategory. Pay Group-I
a)

[5 3]

L im its o f W eights

T h ose draw ing basicabove p ay 6000 kgs. by goods train or full 4 w heeler R s. 36720/- per m onth (w .e.f. 01/04/08). agon or one double container, if actually w engaged. T h ose draw ing basic p ay less than R s. 36720/- per m onth 01/04/08). (w .e.f. P ay G rou p-II P ay G roup -III P ay G rou p-IV Note : 6000 kgs. by goods train or full 4 w heeler w agon or one single container, if actually engaged. 3000 kgs. by goods train. 2000 kgs. by goods train. 1500 kgs. by goods train.

b)

Actual cost of transportation of personal kit by goods train at employee's risk shall be reimbursed as a part of Transfer Travelling Allowance. In the cases where kit has been transported by passenger train or by road, between the places connected by rail/steamer route, the reimbursement shall be limited to the transportation charges admissible for maximum weight (kgs.) by goods train at owner's risk.

(D) (1)

Transportation of personal effects by road :A n em p loy ee carry in g p erso n al effects by ro ad b etw een th e p laces co n n ected by rail, sh all b e elig ible to draw actu al exp end itu re on transp o rtatio n of bpyerso nal effects ro ad su b ject to th e w eig h t lim its p rescrib ed in R eg u latio n 7 5 (C ) o r th e am o u n t adm issible on transp ortation by rail increased by 25 % , w h ichever is less. (2) Transportation of personal effects between places not connected by rail :If an em ployee transp orts his personal effects by road betw een places not connected by ra il, he shall be eligible to dra w actual exp enditu re on transp ortation of p ersonal e ffects o r 1.25 tim es of th e transp ortatio n charg es le viable by th e railw ay s for the a dm issible w e ig ht, for th e distance betw ee n tw o places of p osting by the sh orte st route, w hichever is less.

[5 4] (E ) (F )

M S E D C L E m p loy ees Se rvice R egu lations O n p ro du ction of p rop er receipt fo r p ay m ent of O ctro i D u ty by the em ploy ee on transfer, full reim bu rsem ent of O ctroi D uty shall be m ade. D aily A llow ance du ring tran sfer: T he em ploy ee and th e m em bers of his fam ily as defined u nder N ote 3 below sh all be eligible for full daily allow ance as per ordinary rates prescribed under n tio Service R egula 6 1 fo r each m em b er o f th e fam ily o f an d ab o v e 1 2 y ears o f ag e an d h alf d aily allow an ce fo r th o se b elow 1 2 y ears in resp ect o f jo u rn ey o n tran sfer i.e. fo r p erio d actu ally o ccu p ied b y jo u rn ey o n tran sfer (h ig her rates o f d aily allow an ce laid in th e p roviso to S.R . 6 1 sh all not be app licable). T ransfer G rant & P acking A llow ance: A T ransfer G ra nt & Packing A llow ance on the follow ing scales shall be paid to the em ployees on transfer :-

(G )

P ay G rou p

L um p sum transfer grant

P a ck in g A llo w a n ce

Pay Group 1 Rs. Rs.

I. (a) T h o se d ra w in g b a sic p a y o f Rs. 36720/- or m ore (w.e.f. 01/04/08) . (b ) T h o se d raw ing b elo w Rs.36720/(w.e.f. 01/04/08) .
II. Pay Group - II III. Pay Group - III

3 0 0 0 /2 2 5 0 /1 5 0 0 /1 0 0 0 /4 5 0 /9 0 0 /7 5 0 /6 0 0 /4 5 0 /-

1 1 2 5 /-

IV. Pay Group - IV

Provided that transfer grant shall be sanctioned only when it involves change of head quarter. Note 1: When an employee and/or eligible members of his family, travel by a class lower than the one in which they are eligible to travel, they will get one fare each of the class in which they actually travelled. Note 2: An employee selected for a post to be filled by direct recruitment shall be eligible to Transfer Travelling Allowance as provided in these Regulations.

C H A PT E R -V I [ R eg ln. 75 -76] Note 3: For purposes of Regulations relating to Travelling Allowance on transfer, 'family' means the employee's wife or husband, as the case may be, parents and chil dren (including step children and adopted child) solely dependent on the em ployee and actually travelling with or joining the employee within 12 months of his transfer.

[5 5]

Note 4: Wherever a conveyance owned by the Company is available for use by the employee transferred for transport of persons or personal effects, it shall be made available to him from his residence to the nearest railway station, bus stand or harbour (or to the place of transfer if it is within 50 kilometres from the place from which he is transferred) for transportation of his family and his personal effects and in case such conveyance is provided, the employee shall not be eligible for any conveyance charges from the residence to the above places and vice-versa. The conveyance shall be made available so long as it does not interfere with the Company's work. 7 6 . (1 ) S u b ject to p ro visio n s o f S u b-R eg u la tio n s (2 ) & (3 ) b elo w , a n em psh all be n tra n sfer lo yee o elig ib le fo r reim b u rsem en t in full o f the actua l exp en ses on tran spo rta tio n of co n veya n ce ow n ed b y him by g oo ds train at ow n er's risk. W h ere th e con veya n ce is tran sp o rted u nd er its ow n prop u lsio n , th e a ctu al exp en ses lim ited to th e follo w in g ra tes an d su bject to the fos shain go co nd i tion llo w ll nly be reim b u rsed :M ode of R a te s o f a llo w a n c e Cs by B e tw e e n p lace s co nnected R ail. no t by transportation B e tw e e n p laceonnected R ail.
M otor C ar Motor Cycle/ Scooter.

M otor C ar.

i) W hen the conveyance is sent under its ow n propulsion.

@Rs.l.20 per km limited to expenditure on transp ortation by goods train rail. on

@ 50 p aise p er @Rs.l.20 km . lim ited to per km. exp enditu re o n tran sp o rtatio n by goods train rail. on

M otor C y cle/ Scooter. @50 paise per km.

ii)w hen the A ctual expenses A ctual expenses A ctual expenses conveyance islim ited to the lim ited to the lim ited to the sent loaded onam ount calculatedam ount calcu lated am ount a truck @ R s. 1.20 per km . R s. 50 paise percalculated @ or expenditure on km . or expenditure@ R s. 1.20 transportation by on transportation per km . goods train on rail, goods train on by w hichever is less. rail, w hichever is less.

A ctual expenses lim ited to the am ou nt calculated @ R s.50 paise per km .

[5 6]

M S E D C L E m p loy ees S ervice R eg u lations

(2) A n em ployee in Pay G r.I shall be eligible for claim ing transportation charges of M otor C ar. A n em ployee in Pay G rs. II shall be eligible to claim the transportation charges only of M otor & III cycle, Scooter or M oped. A n em ployee in Pay Gr.IV shall be eligible to claim transportation only of B icycle @ 10 paise per kilom etre. (3) A n em ployee claim ing the cost of transporting a conveyance shall supportcase claim in the his of railw ay or steam er w ith actual voucher by a certificate that the actual expenses incurred w ere not less than the sum claim ed. Such a certificate m ust also give details about the m ode of transport. T he above am endm ent shall be applicable for transfers ordered on or after 1-4-1983. 77. A n em ployee on transfer involving change of headquarter from one station to another effected for the convenience of the C om pany's w ork, becom es eligible to Joining T im e and T ravelling A llow ance as provided in Service R egulations 74 to 76. If, how ever, the transfer is for any other reason, the em ployee shall not be eligible to such Travelling A llow ance. Provided that the Com petent A uthority m ay, for any special reasons to be recorded, sanc tion such allow ance or any part thereof in any individual case. 78. (a) A n em ployee receiving transfer order either before proceeding on leave or w hile on leave in or out of station, w ill be eligible to Transfer Travelling Allow ance under these Regulations as from his old to his new station. (b) A n em ployee w ho proceeds on leave after receiving transfer order, w ill be eligible hen he reports for duty at the new station, to T ransfer Travelling A llow ance as provided in these R egulations from his old to new station. 79. If an em ployee residing w ith his fam ily is obliged to m ov e them in consequence of his transfer to a place other than his new station, he m ay be reim bursed the actual cost lim ited to w hat w ould have been adm issible, had the fam ily proceeded to the new station. P rovided that he w ill not thereafter b e eligib le to b e reim bursed the cost of travelling in respect of the fam ily w hen m em bers of the fam ily subsequently join the em ployee at the station. 80.(a) If a m em ber of an em ployee's family, follows him to the new station w ithin the m onths from 12 date his taking over charge at the new station, the em ployee w ill subject to the restrictions provided in Service Regulation 81, be eligible to the Travelling Allow ance admissible under Service R egulation 75 as if the m em ber had travelled w ith the em ployee from the old station to the new station. (b) (i) If the personal effects of the em ployee are transp orted to the new station w ithin 12 m onths from the date of his taking over charge at the new station, the b e ployee w ill em eligib le to the reim bu rsem ent of the cost of transp ort from th e old to the new station up to the lim it provided in these R egulations.

C H A P T E R -V I [ R eg ln. 80 -8 1] (ii) If the em ployee is re-transferred for any reason, to a new station before expiry of the aforesaid period of 1 2 m onth s and before he could transport his personal effects w ithin that period, the period of 12 m onths shall b e counted from the date of his taking over charge at the new station on such re-transfer and the em ployee shall be eligible to transport his personal effects to the re-transferred station only. (effective from 19-10-1984). Note: The period mentioned in (a) & (b) above may be relaxed by the Competent Authority beyond 12 months in deserving cases.

[57 ]

81. If a m em ber of the fam ily jo ins the em ploy ee from the place other than the old station from w hich the em ployee had been transferred, the T ravelling A llow ance payable to su ch m em ber shall be lim ited to w hat w ould have been payable as for the journey from the old to the new station after taking into accou nt any benefit that he already had under Service R egu lation 79. 81.(A) Transfer Travelling Allowance is admissible to an employee of the Company on- his retire m ent, or in case of the death of the em ployee, to his fam ily m em bers as per the provisions of the transfer TA Rules of the Company subject to the following:i) ii) Actual fare of class of accommodation to which an employee is entitled for self and each member of the family, shall be admissible. The above concession shall be admissible for the shortest route from the last place of duty to the em ployee's hom e tow n as declared by him or recorded in his service book. If the Company employee settles down at a place other than his home town then Travel Allowance is admissible as above up to home town or up to the new place ling wherehe settles whichever is nearer to the last place of duty. The concession can be availed of at any time during leave preparatory to retirement, refused leave or within six months of the date of retirement. The concession is not adm issible to those w ho resign or who are dism issed or removed or compulsorily retired from service as a measure of punishment. Travelling Allowance to members of family on the death of Company's employee in service shall be adm issible from the last place of duty of the em ployee to his norm al place of residence, provided the journey is completed within 6 months after the death of Company's employee.

iii)

iv) v) vi)

In the case of re-employed persons, the concession shall be available according to the terms of re-employment in each individual case. (Above provisions of Service Regulation 81-A are effective from 23/1/90).

[58 ] GENERAL

M S E D C L E m p loy ees Se rvice R egu lations

82 . E v ery em p loy ee trav elling o n du ty or tran sfe r is ex p ected to u se th e ch eap est an d sh o rtest ro u te an d it is th e du ty o f th e C o m p etent A u th o rity to see th at ev ery claim is carefuto scru tin ised and lly disallow any claim w h ich is excessive and not w arranted by circu m stances. Note 1:W herever Company's Travelling Allowance Rules are silent on any particular issue, the provisions of the M aharashtra Civil Service Rules should apply in that particu lar case, till specific decision of the Com pany is obtained in regard to that particular issue. N ote 2:If an em ployee expires before he has preferred his T.A claim s for the official journeys undertaken by him on tour and transfer, his T.A. claims should be admit ted on the basis of the following docum ents/evidences:i) ii) iii)
iv)

E ntries recorded in C om pany's vehicle log book, if any. D ocum entary evidence available in C om pa ny's official records. M ovem ents know n to the higher officer at w hose instance the tours w ere underaken by the deceased. t Documentary reservation records of journeys undertaken by rail/road/ air by the deceased, if any. Records of halts etc., available in C om panys or G overnm ent's rest house. Entries recorded by the deceased in his ow n handw riting in his personal diary or other personal records. The T.A, bills so prepared shall be signed by the successor of the deceased. The Controlling Officers who are competent to approve the T.A Bills of the deceased prior his death, shall be the Competent Authority to approve the to same.

v) vi)

vii) Personal knowledge available with the Controlling O fficer.

Note 3: Every employee travelling on duty or on transfer shall be required to quote rail/ steam er/bus ticket num bers and date of its purchase on the TA Bill as evidence in support of having perform ed the journey, failing w hich the claim to the extent to which the same is not supported by the required evidence, shall be disallowed. The em ployee travelling on duty or on transfer by air shall attach the duplicate copy (jacket) of air ticket to his T.A. Bill.
_____

[59]

C H A PT ER V II C O ND U C T, DISC IPL IN E AND A PPEA L REG UL A TIO NS :

8 3. W henever any p rov ision in th ese R e gu lations conflict w ith that in the F actorie s A ct, the Indu strial D isputes A ct, the B om bay Indu strial R elations A ct, the Paym ent of W ages A ct or in the rules there under or in any other law applicable to the C om pany, the provisions in these A cts and R ules shall prevail in the case of the em ployee governed by these A cts. 8 4. In th e case of an em p loy ee w h o has a lien on a p erm a nent po st in th e service of G ov ern m ent and has been on deputation to the C om pany as on foreig n service, proceedingsctfor any m iscon du for w hich fine , reco ve ry fro m th e salary or m ak e u p w h olly or pa rtly a ny the niary lo ss to p ecu C om pany , w ithholding of increm ents, reversion to a low er post, suspension, rem oval or dism issal from service as p ro vide d in these R eg u la tio ns, sh all not be taken w ith ou t the con cu rrence o f the concerned G ove rnm ent D epartm ent w here accu sed em p loyee has a lien. 8 5. G eneral he follow ing ru les of conduct shall be observed by the em ploy ees of the C om p any , :T breach of any of these ru les shall render the em ployees concerned liable to be dealt w ith in accor ance w ith the p rovisions of these R egu lations. d (a) (b) (c) E ve ry em ploy ee of the C om pany shall discha rge his du ties and assig nm ents w ith integ rity, loyalty and prom ptitude. E very em p loyee shall be obedient to his superiors and shall behave courteously w ith the m em bers of the public and also w ith his colleag ues and su bordinates. E v ery em p loy ee sha ll observe the p rescribe d ru le s of p ro ce du re in all m a tte rs and also abide by the R ules, R egulations, O rders and C irculars that m ay be prescribed by the C om pany or by any C om petent O fficer of the C om pany. E very em ployee shall be at w ork punctually at the tim ing fixed and/or notified to him . A n em p lo yee w ho , after presenting him self fo r w o rk, is a bsent w ith ou t p erm issio n from his proper place of w ork, during the prescribed hours of w ork, shall be liable to be treated as absent and shall be su bject to discip linary action as the C o m p etent A uthority m ay deem fit.

(d)

(e) (1) Save as otherw ise provided in these R egulations, no em ployee shall accept, or perm it any m em ber of his fam ily or any person acting on his behalf to accept any gift. E xp lanationT he e xp ressio n "g ift" inclu des free transp o rt, boa rding , lo dg ing or : other serv ice or any other pecu nia ry advantag e w hen provided by any p erso n o ther than a near relative or personal friend having no official dealing s w ith the em ployee.
Note: (i) A casual meal, lift or other social hospitality shall not be deemed to be a gif t.

[6 0]
R e g u la tio n s

M S E D C L E m p lo y e e s ' S e r v ic e

(ii) An employee shall avoid accepting lavish hospitality or frequent hospitality from any individual having official dealings with him or from Government Departments / Servants, Industrial or Commercial Firms, Organisations or any similar Bodies.

(2) O n occasions su ch as w edding s, anniv ersaries, fu nerals or religiou the nctions, w hen s fu m aking of a gift is in conform ity w ith the prevailing religious or socialloy ee em p practice, an m ay accep t g ifts fro m h is near relativ es, bu t h e sh all m ak e C om port to th e a rep etent A u th ority if th e valu e of any su ch gift exceeds (i)

R s.500/- in the case of an em ployee holding any pay group I or pay group II

post; (ii) (iii) R s.25 0 /- in th e case o f an em p loy ee h olding any p ay g rou p III p o st; an d R s.1 00 /- in th e case of an em ployee h olding any pay g rou p IV post.

(3 ) O n su ch o ccasio n s as are sp ecified in S u b -reg u latio n (2 ), an em p gifts m ay accep t lo y ee from his personal friends having no official dealings w ith him , but rep oshall m ak e a he rt to th e C om p eten t A u th o rity if th e v alu e o f any su ch g ift ex ceed s (i) R s.200/- in the case of an em ployee holding any pay group I or pay g roup II post, (ii) (iii) R s.1 00 /- in th e case of an em ployee h olding any pay g rou p III p ost; and R s.50/- in the case of an em ployee holding any pay group IV post.

(4 ) In any oth er case, an em p loy ee sh all no t accep t any g ift w ith ou t th e san ctio n o f th e C om p etent A u th ority if th e v alu e th ereof exceeds (i) R s.75/-in the case of an em ployee holding any pay group I or pay group II post; and (ii) R s.25/- in the case of an em ployee holding any pay group III or pay group IV post. (f) A n em p loy ee o f th e C om p an y sh all n o t tak e p art in th e raising o f anfu ndn d o th er th an a y fu for any social, edu cational, religiou s or charitable object, p rovided th at no su ch em ploy ee uses his official position in raising su bscrip tion in aid of any su ch fu nd. (g ) A n em p loyee of th e C om pany sh all not lend m oney to or, borrow m oney from , or oth er w ise place him self under a pecuniary obligation to any person or bodyany ho m ay have w con nectio n or dealing s w ith th e C om p any . F u rth er, an em p loy ee o f th eo tC om p any sh all n len d an y am ou n t ex ceed in g R s. 1 0 ,0 0 0 /-to , o r b o rro w an y amR s.10,000/- ing ou n t ex ceed from any person or body other th an a S cheduled B ank or inan egistered tio n , F a R cial In stitu F irm o r C om p an y o r th e C om p an y or th e G o v t. w ith ou t th e p rio r p erm issio n o f th e C om p eten t A u th o rity . T h e C om p eten t A u th o rity fo r w ill beu rp e se ead of th e th is p th o H D ep artm ent in resp ect of th e em p loy ees w ork ing in ent and th e O fficial M em ber partm th e D e concerned in respect of th e H eads of D epartm ents.

C H A P T E R -V II [ R e g ln . 8 5 ]

[6 1 ]

(h) 1 ) A nem ployee of the C om pany m ay continue to hold any im m ovable property actually ( held by him at the tim e of his entry into the service of the C om pany and m ay thereafter acquire any im m ovable property by succession, inheritance or bequest, or w ith the previous know ledge of the C om pany or of an officer duly authorised by the C om pany,purchase or gift or otherw ise lease, by either in his ow n nam e or in the nam emember of his family. of any Provided that the prior perm ission of the C om petent A uthority shall be obtained by the em ployee if such transaction is m ade i) ii) (h)(1) (a) w ith a person having official dealings w ith the Com pany's em ployees; or otherw ise than through a regular or reputed dealer. A n em ployee of the C om pany shall report to the Com pany or to an O fficer duly authorised by the Com pany, every transaction entered into by him in his ow n nam e or in the namof any m em ber of his fam ily in respect of m ovable property if the value of e such prop exceeds Rupees Ten thousand in case of an em ployee holding Pay Group erty I or IIpost or R upees Five thousand in case of an em ployee holding Pay G roup III or IV post.

Provided that the prior perm ission of the C om petent A uthority shall be obtained by the em ployee if such transaction is m ade i) ii) w ith a person having official dealings w ith the C om pany's em ployees; or, otherw ise than through a regular or reputed dealer.

(h)(2)(i)(1) The em ployees of the M SEDCL are required to submit the fresh declaration of initial property in Form I and II indicating the m ovable and im m ovable property held as on 31.12.2005 who are existing on pay roll as on 31.12.2005 and subsequently after com pletion of each five (5) years in Form III and IV prescribed. The returns subm itted by em ployees earlier to the M SEB shall be filed and shall not be used against em ployees of the M SEDCL for inconsistencies with present returns. Sim ilarly no action shall be taken against the em ployee for non submission of past returns (for M SEB's period), if returns in pursuance of Adm . Circular No. 20 dt. 27.02.06 are furnished. (2) Accordingly, every em ployee (other than em ployee in pay Gr. IV) shall subm it his initial property returns as on 31.12.2005 in Form I and II on or before 31.05.2006 and subsequent returns at an interval of five yearsstas onof Decem ber in Form III and day 31 IV indicating the changes which m ay have occurred in the m oveable and im m ovable st property and reasons there of on or before 31 M arch of the following years. day of (3) In case new recruits or an em ployee prom oted from Pay Gr. IV to the Pay III post from 01.06.2006 and onwards shall submits such initial returns in Form I and II declaring property held as on the date of entry in to the Com pany or on date of joining to the post in pay Gr. III from Pay Gr. IV post on prom otion, within three m onths and there after as st on 31 Decem ber in Form III and IV along with others who will be furnishing the sam e at the interval of five years.

[6 2 ]

M S E D C L E m p lo y e e s ' S e rv ic e R e g u l (4) For subm ission of Property Returns after restructuring of M SEB proper procedure to furnish the Property Returns, fine for non-submission or for delay in subm ission of return authority, events to open sealed covers of the returns etc. (Original Adm . Circular No.20 dt. 27.02.2006 shall be referred.) (ii) [ Deleted ] (iii) Every em ployee in pay group IV shall subm it all details of his existing m ovable and im m ovable property indicating its sources w henever he is required to sion perm is obtain to acquire new property.

85.(h)(3)

T he C om p any or any au th ority ap pointe d by it in th is behalf m ay at any tim e by g eneral or special order require an em p loyee to su bm it w ithin a period specified in the order a fu ll and com p lete statem ent of su ch m ov able and im m ovable prop erty held or ac qu ired by h im or by his w ife or any m em ber of his fam ily as m ay be ord er. S u ch the specified in statem e nt sh all, if so requ ire d by the C o m pany or by th e pow ered, so em au th ority inclu de details of the m eans by w hich or the source from e rty w as w hich such prop a cq u ired .

Note (i) For the purpose of this Regulation referred to above the expression "movable prop erty" includes interalia the follow ing property: (a) Jewellery, Insurance Policies (the annual premia of which exceeds Rupees Two thousand or one sixth of the total annual em oluments received by the employee which ever is less), Shares, Securities and Debentures, all types of Deposits (Fixed, Saving& Current) and investm ent in Banks, M utual Fund, Com panies and other sim ilar bodies, Cash etc.; Loans advanced by such em ployees whether secured or not; M otor Cars, M otor-Cycles, H orses or any other m eans of conveyance; and Refrigerators, Air-conditioners, Record Players, Radios, Radiograms, T. V. Sets, V.CRs. V.C.Ps, Com puters and like.

(b) (c) (d)

Note (ii) In all Returns movable property exceeding Rupees Two thousand be shown sepa rately item wise. Items of value less than Rupees Two thousand m ay be added and.shown in lump-sum. The value of articles of daily use such as clothes,-utensils, crock ery, books, etc. need not be included in such returns. (i) An em ployee of the Company shall not make or permit any m em ber of his fam ily to make any investm ent other than purchase of im m ovable property after obtaining previous perm ission under C lause (h)(i), for w hich there are reasonable grounds to believe that it m ay give him any private interest with which his duties as an em ployee of the Com pany are connected or w hich would be likely to influence the discharge of his duties.

C H A P T E R -V II [ R e g ln . 8 5 ]

[6 3 ]

P ro v id e d th a t su c h e m p lo y e e m a y in v e st in a R e g iste re d C o -o p e ra tiv e S o c ie ty , B a n k o r P u b lic C o m p a n y o r p u rc h a se sto ck s, sh a re s o r se c u ritie s, b u t h e sh all n o t m ak e a n y in v e stm e n t in a n y C o -o p e ra tiv e S o c ie ty o r P u b lic C o m p a n y w h ic h h a s a n in te re st in a n y e le ctric a l u n d e rta k in g , o r sp e c u la te in sto ck s, sh a re s o r se c u ritie s. (j) A n e m p lo y e e o f th e C o m p a n y sh all n o t c o n trib u te to th e P re ss a n y m a tte r re la tin g to se rv ic e m a tte r o r to affa irs o f th e C o m p a n y o r a n y e le c tric a lemployee in g . A n u n d e rtak may, however, contribute an article to the Press on any general matter but he must confine himself within the limits of temperate and reasonable discussion. This lib erty is, however, liable to be withdrawn by the Company, if in its opinion his connection with the Press is contrary to the public interest or the interest of the Company. Save where required by law, an employee of the Company shall not without the sanction the Company or of such officer as m ay be authorised by it, communicate of directly or indirectly to any person any docum ent or any particulars contained therein or any information which has come into his possession as an employee of the Company, except where such communication is necessary in the discharge of his duties as an employee of the Company. An employee of the Company shall not approach Government or any Officer of Govern ent or any M ember of any Legislature for any question affecting him m personally as employee of the Company or generally relating to any class of employee of the Company relating to any affairs of the Company. or An employee of the Company shall not approach a higher officer of the Company in connecion with any question referred to in clause (l) except after obtaining previous t permission from his immediate superior. Such permission shall not normally be denied, and if denied, the employee shall have a right of appeal to the higher authority which shall be submitted through the immediate superior. An employee of the Company shall not stand as a candidate in any election to a Legislaive Body or Local Authority or continue to be a member of any such Body or t Authorty nor shall he take part in such election by canvassing or otherwise, except i that hemay vote at such election if qualified to do so. An employee of the Company shall not apply for any post or seek any service outside the Company without the specific permission of the Company or of any authority appointed by it.

(k)

(l)

(m)

(n)

(o)

(p) 1 ) N o em ployee of the Company shall, except with the previous sanction of the ( Company, engage directly or indirectly in any trade or business or undertake any other employ ent. m

[6 4 ] M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s Provided that an employee of the Company may, without such sanction, undertake honorarywork 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, but he shall not undertake, or shall discontinue, such work if so directed by the Competent Authority. ExplanationCanvassing by an employee of the Company in support of the : business of insurance agency, com m ission agency etc. ow ned or m anaged by his w ife or anyother m em ber of his fam ily shall deem ed to be ath issub-regulation. breach of (2) Every em ployee of the Com pany shall report to the Com petent A uthority if any m em ber o f his fam ily is eng ag ed in a trade o r bu siness o r ow ns o r m anages an insu rance agency or com m ission agency. (3)N o em p loyee of the C om p any shall, w ithout the p revious sanction of the C om petent A uthority except in the discharge of his official duties, take part in the registration prom otion or m anagem ent of any B ank or other com p any w hich is required to be registered under the C om panies A ct, 1956 (1 of 1956) or any other law for the tim e being in force or any C o-operative Society for com m ercial purposes. P rovided that an em ployee of the C om pany m ay take p art in the registration, p rom otion or m anagem ent of a Co-operative Society substantially for the benefit of the Com pany's em ployees, regisered under the C o-operative Societies A ct 1912 (2 of 1912) or any other law for the tim e being in t force, or of a literary, scientific or charitable Society registered under the Societies R egistration A ct 1860, (21 of 1860) or any corresponding law in force. (4) N o em p loyee of the C om p any m ay accep t any fee fo r any w ork do ne by him for any public body or any private person w ithout the sanction of the C om petent A uthority. (q) A n em p loy ee of the C om p any shall so m anage his p rivate affairs as to avoid habitual indebtedness or insolvency. A n em ployee w ho becom es the subject of a legal pro ceeding for insolvency shall forthw ith report the full facts to the Com petent Authority. (r) N o em ployee of the C om pany shall, except w ith the previous sanction of the C om petent A uthority have recourse to any court or to the Press for the vindication of any official act w hich has been the subject m atter of adverse criticism or an attack of defam atory character.
(s) A n em ployee of the C om pany shall -

(a) strictly abide by any law relating to intoxicating drinks or drugs in force in any area in w h ich h e m ay h ap p en to b e fo r th e tim e b ein g ; (b ) no t be u nder th e influ en ce o f any in to xicating drink s or d ru g s du ring th e co u rse of his du ty and sh all also tak e due care that the perform ance of his du ties at any tim e is not affected in any w ay by th e influ ence of su ch drink or dru g ;

C H A P T E R - V II [ R e g ln . 8 5 -8 6 ] (c) no t ap p ear in p u blic in a state of in to xication ; (d) no t u se any in to xicating d rink or dru g to excess. (t) N o em p loy ee of th e C om p any u n der any circu m stan ces sh all p ractice ticeen co u rag e to p rac o r and /o r follo w u ntou c hability in an y o f its form eith e r in a p rivatee map acity th e a m c be r o f as S o cie ty or in an official c ap acity d u ring th e co u rse m f nt, w h ileloyisch arg ing h is o e h is em p d d u tie s. (u ) (i) N o pe rson w h o h as m ore than on e w ife living shall b e elig ib le forCap po in tm ent in th e om p any, prov id ed th at su bject to the p rovision of any law in force, C om pe ay , if satisfied ity m tent A u thor th at th e re are sp e cial g rou nd s for d oing so, e x e m pfrom y thpee rsonratio n h of t an op e t is R eg u lation . (ii) N o e m ploy ee w h o h as a w ife/h u sband liv ing shall contract an othe ob tainin g e w ith ou t r m arriag p rio r pe rm ission of th e C o m pe te nt A u tho rity no tw ith stand ing th at su ch su bse q u en t m arriag e is p e rm issib le u nd e r the p e rso n al law for th e timcableing him li e be to ap p . (v ) N o e m p loy e e o f th e C o m p an y sh all se x u ally h arass w om e n em p loy ee s at w ork p la ce s. S exu al harassm e nt inclu des su ch u nw e lcom e sex u ally dete rm ined beh av iou r (w he th er directly or by im plications) as :a) physical contact & advances,

b) a dem a nd or request for sexu al favours, c) se xu ally co lou red re m ark s, d) sh ow ing p ornog rap hy , e) a ny other u nw elcom e p hy sical, verbal o r non-ve rbal condu ct of sexual natu re. (w ) N o em ployee shall em ploy or p erm it any m em ber of his fam ily or anyhis on person acting behalf to em ploy any child below the age of 14 years for dom estic or any other w ork. 86. C L A S S IF IC A T IO N O F O F F E N C E S . (1 ) O ffe n ce s are class ifie d in tw o cate g o rie s as sh o w n b elo w :
(a) Minor lapses, and (b) Acts of misconduct.

(2 )

M in o r lap se s are th o se m en tio n e d in S ch e d u le 'A ' (w ith an y m o d effecte d th at m ay b e ific atio n b y th e C o m p an y ) w h ich m ay result in a p u n ish ml e m i tu p to th e d (1 ) o f th e i nt p rescrib in S tate m e n t b e lo w R e g u latio n 9 1 . A cts o f m isco n d u ct are th o se w h ich h av e b e en listed in S ch e d u le 'B ' (w ith su ch m o dfic atio n s as m ay b e sp e cifie d b y th e C o m p a ny fro m tim e to tim e ) fo r w h ich m a x im u m i p e n alty is as p re scrib e d in (2 ) o f th e S tate m e n t b elo w S erv ice R e g u latio n 9 1 ac co rd in g to th e g rav ity o f th e m isco n d u c t.

(3 )

[ 66 ]

M S E D C L E m p lo y e es' S e rv ic e R eg u latio n s

(4 )

A ny m in o r lap se m ay b e tre ated as an act o f m isco nd u ct if re p e ated for a th ird tim e w ith in th e p e rio d o f o ne y ear an d m ay be de alt w ith acco rd in g ly .

Note: Schedules A and B appended to the Service Regulations are only indicative of what could be deemed as a minor lapse or act of misconduct. The list is neither complete nor exhaustive. Such of the irregularities or offences committed by an employeenot included in the list but com m only or generally know n or understood to be against the cannons of good behaviour and discipline, m ay be deembeento have ed included in either of the two schedules according to the nature of thegravity and offence committed, at the discretion of the authority competent to order departm ental proceedings.
87. P R O C E D U R E F O R D E A L IN G W IT H M IN O R L A P S E S .

(a)

C ases of m inor lapses m ay be sum m arily dealt w ith w ithout the necessity of follow ing, the p rocedu re prescribed in S ervice R egulation 88 and a w arning orbe reprim and m ay issued; but in m ore serious cases, the C om petent A uthority m ay im pose a fine not rd ex ceed ing 1 /3 f th e g ro ss salary o f th e em p lo y ee, p ro v id ed th at w h ere a o fine is b eing im p o sed, th e em p loy ee's exp lan ation in w riting sh all tained. A ny o b n orm ally be rep rim and or fine im posed by the C om petent A uthority shin to be eentered all th p erso n al reco rd o f th e em p loy ee.

(b) The following are the Competent Authorities to act under Sub- regulation (a) :C L A SS O F EM PLO Y EE C O M P E T E N T A U T H O R IT Y

1 ) E m p lo y e e s inGprou p III IV . ay &

i) Sectional H ead in the H ead O ffice. ii) T he O fficer in charge ofother than U nits the H ead O ffice. i) H ead of D epartm ent for em ployees in resp ective D epartm e nt in ead O ffice. H the ii)Supdtg . E ngineer in ect o f the staff in re sp the respective so far as em ployees in u nits pay group -I are concerned. In the case of em ployee in pay group II Executive Engineers and O fficers of equivalent rank are com petent to act.

2) Em ployees in pay group II and I other than those included in (3) below .

C H A PTE R-V II [ R egln. 87-88]

[67]

3) Superintending Engineers M anaging D irector and Heads of D epartm ents. N ote: H eads of D epartm e nts are those w hich are specified in the N ineteenth Schedule of the Service Regulations. (c) T h e re sh all b e no ap p e a l in case an e m p lo y e e is w a rne d o r re p rim a nd e d . N ote: F ines in the case of the em ployees governed by the F actories A ct and the P aym ent of W ages Act, shall be subject to the lim its prescribed in these Acts.
88. P R O C E D U R E F O R D E A L IN G W IT H A C T S O F M ISC O N D U C T .

(a)

S U SP E N S IO N

i)

A n em p loy ee ch arg ed for an act of m iscon du ct o r ag ainst w h om a case in resp ect o f crim in al o ffen ce is u n d er inv estig atio n , en qu iry o r trial is liable to b e su sp en d ed by th e C om p etent A u th ority if h is continu ance in the p ost h eld by h im or in th e office in w h ich he is w ork ing is lik ely to vitiate the enqu iry or to becom e oth erw ise detrim en tal to th e p roceeding s or to th e in terest of th e O rg anisation . T h e C om p eten t A u th or ity m ay in its discretion direct an em ploy ee w h o h as been su sp ended to rep ort to it or to any o th er o fficer at su ch in terv al as m ay b e deem ed n ecessary byeriod o f g th e p it du rin su sp en sion . T h e su sp en ded em p loy ee m ay b e p erm itted by A uethC om p to t th ority eten leav e the h eadquarter for any sp ecified p eriod if in its op inion, hrin g rese en ce du is p th p erio d w o u ld n o t b e req u ired in co n n e ctio n w ith th e en q u iry an d p ro ceed ing s, su b ject to th e co n d itio n th at in case h e is recalled d u ring su ch p erio d h e sh all p resen t h im self b efo re th e C om p eten t A u th o rity o n th e g iv en d ate. (a) In case w here an em ployee is suspended as provided in S.R .88(a)(i), the C om pe ten t A u th o rity , w h o o rd ered su sp en sio n sh all rev o k e th e su sp en sio n , if p relim inary enquiries institu ted ag ainst h im are com p leted and also disciplinary action com p leted w ith in a p eriod o f six m on th s. (b ) In case, w h ere th e p relim in ary en qu iries are n o t co m p leted antion d discip lin ary ac is yet to start and the su spension of an em ployee is continued beyond six m onths, then th e case sh all be referred to the next higher auth ority of the Suspending aA uth or ity w ith d etailed rep o rt g iv in g th e reaso n s fo r delay , if any , to g eth er w ith sp ecific reco m m en d atio n s o f th e S u sp en d in g A u th o rity o r rev iew o f su sp en sio n . O n receip t of such report, the next higher authority of the Suspending A uthority shall consider the m atter and take the ap propriate de cision as to w hether the suspension is to be continued or revoked.

ii)

[6 8 ] S e rv ic e R e g u la tio n s

M S E D C L E m p lo y e e s '

W here the discip linary action is com p leted and final decision is taken then the C om petent A uthority it self m ay rev oke the suspension (ordere d for act of m iscondu ct bu t not in A C B /C rim inal case ) even though the period of suspension exceeds six m o nths w ith out referring to the ne xt hig her au thority . ii) (c) In case of em ployees facing investigations by A nti C orruption crim inal and / or B ureau charg es, the pow er to review and revoke suspension of em suspension for a ployees under period exceeding six m onths shall vest w ith the follow ing C om m ittees:A 1 2 3 4 5 6 7 B 1 2 3 4 5 6 7 For em ployees in Pay G r. I, II and III in Statew ise Seniority. D irector (O peration) Executive D irector (H R ) C hairperson M em ber

C hief G eneral M anager (Personnel)em ber M C hief G eneral M anager (F& A ) M em ber C hief G eneral M anager (Tech. Estt.) ber M em G eneral M anager (D C ) A ssistant D irector H Q (V & S) M em ber M em ber

For em ployees in Pay G r. III (C irclew ise Seniority.) and Pay G r. IV (D ivision Seniority) in Corporate O ffice and field. Executive D irector (H R ) C hairperson C hief G eneral M anager (Personnel)em ber M C hief G eneral M anager (Tech. Estt.) ber M em C hief Engineer (as nom inated by M em ber D irector O peration) G eneral M anager (as nom inated by em ber M C .G .M .(F& A )) M anager (D C ) V igilance O fficer H Q M em ber M em ber

N ote :- 1) In case the C hairperson is not in a position to attend the m eeting on date given by him , he m ay nom inate Senior O fficer as his representative to attend the m eeting. In such case or in absence of the C hairperson or his nom inee the m eeting shall be presided over by the Senior O fficer am ongst the other m em bers of the com m ittee w ho are present. The quorum for m eeting shall be of three excluding nom inee.

C H A P T E R - V II [ R e g ln . 8 8 ]

[6 9 ]

2) In case of absence or inability of any M em ber to attend the m eeting for any reason, the C hairperson of the com m ittee m ay co-opt of another officer as a m em ber on the com m ittee, if he desires to do so. 3) In case of revocation of suspension of em ployees w here tw o or m ore than tw o em ployees are involved in com m on offence the case shall be referred to C om m ittee C om petent to deal w ith the case of highest level em ployee. 4) After approval of the Suspension R evocation C om m ittee, the E xecutive D irector (H R ) shall subm it the list of em ployees in w hose cases revocation of suspension is recom m ended by the Suspension R evocation C om m ittee to the M anaging D irector for deciding as to w hether to order revocation or otherw ise. H ow ever if the period of suspension is less than six m onths, the C om petent A uthority, w ho ordered suspension shall not revoke suspension, unless the case is closed/decided by the A C B /P olice/C ourt. iii) A n em p loyee shall, du ring the period of suspension, be eligible to a su bsistence allow ance as the C om petent A uthority m ay decide w hich shall in 50 percent no case exceed of the basic pay that he w as draw ing prior to his suspension th e addition to in fu ll dearness allow ance. E ntitlem ent to su bsistence allow ance shall bep on co m pnt u dep ende liance by the em ploy ee u nder susp ension o r rep orting h is prese ncein his susp ension order directed as su bject to leave of absence that m ay be granted to C om petent A uthority. him by the

N ote:- In ca se of a C o m pa ny em ploy ee w h o is con tin ued u nder suspen sion even afte r his co nviction by the T rial C ourt, pending considera tion o f ap peal file d a ga in st such conviction, norm al subsistence allow ance as adm issible under sub-regulation (a) (iii) above should be paid to him irrespective of the fact that during such is released on bail he suspension or is lodged in prison on conviction. (E ffective from 25-5-87) iv ) If after th e p roceeding s are com pleted, the em p loyee w ho had been su spended is re in stated . (a) if h e is w h olly exo nerated, h e w ill be elig ible to g et th e fu ll arrears of pnt less a n y am ou ay p aid as su b sisten ce allow ance, an d; (b ) in any o th er case, th e C om p etent A u th o rity or th e A p p ellate A u th orityb e, th e case m ay as sh all decid e w h eth er an y p art o f th e arrears o f p ay an d allop eriod o f r th e w an ces fo su sp ensio n sh all be p aid or n ot. N ote: It is necessary to obtain approval of the C om petent A uthority to theand ent of pay paym allow ances in cases w here reinstatem ent is ordered by setting aside an order of dism issal/rem oval from service on the ground that it w as passed by, an authority subordinate to the C om petent Authority or w as so passed wreasonable ithout giving opportunity to show cause in respect of such cases. In all reportcases a such explaining w hy the proper procedure was not observed should invariably enable the Competent sent to be Authority to decide whether loss caused to Company recovered from the official be should concerned.

[7 0 ] (v )

M S E D C L E m p lo y e e s ' S e r v ic e R e g u l W hen an em p loy ee has no t b een w ho lly exo nerated and the p eriohas su sp ensio n d of been treated as p unishm ent, the em p loyee shall not be eligible to pay arrears of any and allow ances for the period of suspension nor shall the subsistence allow ance already p aid o r p ayablethe em p loy ee o n any accou nt b e reco v erab leem ployee. to fro m the

A C om pany's em ployee against w hom proceedings have been taken either for his arrestfo r deb t, o r o n a crim inal charg e, o r w ho is detained u nder any law p ro viding fo r preventive detention should be considered as under suspension for any p eriod dur is detained in ing w hich, he custody or is undergoing im p risonm ent and not allow ed pay and allow ances (other than to draw any subsistence allow ance that m ay be in acco rdance w ith p rovision co ntained in the M aharashtra granted S tate E lectricity D istributio n C om p any L td. E m p loy ees' S ervice R egu latio ns) for such p erio d until the term inatio n of the p ro ceedings taken against him , or until he is released from detention and allow ed to join duty as the case m ay be. A n adjustm ent of his allow ances for such period should re thereafter be m ade according to the circum stances of the case, the full am ount being given only in the event of the em ployee being acquitted of the blam e ceeding sptaken against him w ere fo r or if the ro arrest fo r deb t of its b eing p roved that the em p lo yee's liab ility aro se fro m circu m stances b ey o nd his co ntro l o r the detentio n held by any C om petent A uthority to be unjustified. being
(vi)

(b )

CH AR G E SH EET

A n em ployee against w hom action is proposed to be taken for any act of m isconduct shall b e provided w ith a c opy of the ch arge or charg es (A nnexure 2) as w ell as a statem ent of allegations that have been m ade against him and over w hich enquiry is being held.
(c) SU B M ISS IO N O F W R IT T E N E M E N T S AT .

T he em ployee charged for an act of m iscondu ct shall be required w ithin 7 days of the receipt of the charge sheet by him , to put in a w ritten statem ent of his defence, if any, and to state w h ether he desires to be he ard in pe rso n.
(d) O RAL A TEM ENT ST

T he em p loyee charg ed shall be g iven an op portunity to m ake an oral statem ent if he so desires in addition to any w ritten statem ent subm itte d by him .
(e) IN SP E C T IO N D O C U M E N T S . OF

C opies of the relevant docum ents, if any, sh ould be supplied to the em ployee ch arged, free o f co st alo ng w ith th e ch arg e sh eet and th e statem en t o f alleg atio n s as far as

C H A P T E R - V II [ R e g ln . 8 8 ] practicable. C opies of recorded statem ent, if any, should also be supplied. If it is not practicable to supply copies, the em ployee charged m ay be allow ed to have copies or ade at take copies m h is co st and all rea so nable facilities shall be g ivenble h im to be do ne. C op ie s o f ena to this docu m e nts and statem ents w hich are not toagainst the em ployee charged need not used be be su pp lied or allow ed to be taken. In w ith request for copies of relevant docum ents a dealing liberal view as possible should be taken since the em ployee charged can put forth the plea that he w as handicapped aring his defence for w ant of docu m ents. in prep N ote : As far as possible the notice served on an em ployee should be self contained and should be accom panied by copies of docum ents w hich are nota nconfidential d w hich are considered essential for the person concerned to prepare hisIf explana tion. the employee concerned desires to inspect any proceedings in addition, the Enquiry officer should decide whether it is really necessary for the employee to inspect them cerned con and if so in case copies thereof cannot be supplied to him , O fficer should send the Enquiry the relevant papers to the officer under whom the latter serves to make them available to the employee concerned for inspection his supervision. In case, the Enquiry officer finds der un it inconvenient to send papers to the other office, he m ay instruct the em ployee the concerned to com e to office to inspect them. In the latter case, the em ployee shall be his eligible to one fareand fro of the class to w hich he is eligible and also one day's daily to allow ance. Before asking the employee to com e to his office, in addition to considering whether it necessary for the em ployee concerned to inspect the docum ents, he should also is consider whether the em ployee can not prepare the explanation w ithout paper, the inspecting i.e. whether it is essential for him to inspect the papers andwill suffer for want of his defence those papers. In case he is satisfied that it is not essential ployee to inspect the the em for papers, the em ployee should be inform ed that he to travel at his own cost. have will
(f) P R O D U C T IO N O F D O C U M E N T S A N D O T H E R E V ID E N C E B Y T H E E M P L O Y E E

A n em ployee w ill be required to produce his docum ents if any alongstatem ent; ritten w ith his w bu t su ch eviden ce m a y no t be rejected m e rely becau se itlate. pT he E nqu iry is rodu ce d O fficer m ay adm it relevant evidence, do cu m enta ry or otherw by either side at provided ise any stage before the final order is p assed.
(g) R E C O R D IN G O F O R A L E V ID E N C E

i) O ral evidence m ay be recorded by the Enquiry O fficer if he perm its any w itness to be produced by either side.

[7 2 ]

M S E D C L E m p lo y e e s ' S e r v ic e R e g u l ii) T h e ev idence of su ch w itness w ill be reco rded in E ng lish or in the reg ional lang uage. A fter th e ev iden ce o f th e w itn ess is co m p leted, it sh all b e read o u t to h im an d if n ecessary ex p lain ed to h im in th e lang u ag e in w h ich it w as g iv en. It sh all b e co r rected if n ecessary , an d th en sig n ed b o th by th e E nq u iry O fficer an d th e w itn ess. If th e w itn ess den ies th e co rrectn ess o f an y p art o f th e ev id en ce w h en it is read ou t to h im , th e E n q u iry O fficer m ay co rre ct th e statem ent an d if th e E n q u iry O fficer d o es n o t ag ree, h e m ay m ak e a m em o ran d u m th ereo f o f th e o b jectio n tak en to it b y th e w itness an d m ay ad d su ch rem ark s as h e d eem s n ecessary . T h e em p lo y ee m ay b e allo w ed to tak e co p ies o f th e statem en t.
(h ) NO PLEADER ALLO W ED

Pleader shall not be allow ed to appear in the enquiry. A n em ployee m ay, how ever, be assiste d in the condu ct of his defe nce by another em p lo yee nom inated by him in w riting or by a representative of a recognised T rade U nion of w hich he is a m em ber. i) T he expenses of w itnesses called to give evidence against the em ployee shall be borne by the C om pany w hile those of the w itnesses called by or at the instance of the em ployee shall be borne by him . T he C om pany m ay bear the w hole of the cost on account of the w itnesses called by or at the instance of the em ploy ee if the em p loyee is com pletely exonerated. ii) W hen an em p loy ee cha rg e d is re qu ired to p ro ce ed fro m o ne statio n to ano ther to ap p ear before a n E nq u iry O fficer, he w ill be entitled to T ra velling A llow a nce and D aily A llow ance in accordance w ith the C om pany's ru les on T ravelling A llow ance and his absence on su ch occasions shall be treated as on du ty. A n em ployee of the C om pany w ill not be entitled to any T ravelling A llow ance if the enquiry is held at a place other than his place of w orking, exp ressly at his ow n request. A n em ployee under suspension w ill, how ever, be eligible for travelling expenses equal to T ravelling A llow ance/D aily A llow ance to w hich he is eligible w hile the duty, in case on enquiry is held on adm inistrative grounds, at any place other than the place w here em p loyee w as w orking at the tim e of suspension. B efore the enquiry is fixed at any place other than the place, w here the em ployee w as w orking at the tim e of suspension, the E nqu iry O fficer sh ould record in w riting the reasons for calling an em ployee under suspension for enquiry at a different place and h old the e nqu iry acco rding ly , afte r g etting th e concu rrence o f the C om p etent A uthority , w ho has orde red the su sp ensio n. iii) W hen a person borne on N om inal M uster R oll is required to travel from his p lace of w orking to another place for giving evidence against the em ployee w ho is charge

C H A P T E R - V II [ R e g ln . 8 8 ] [7 3 ] sheeted on behalf of the Com pany, he should be held eligible for T ravelling A llow ance and D aily Allow ance as per C om pany's rules on Travelling Allow ance and for this purp ose, his w ages should be determ ined on the basis of w hat he w ould have draw n in the particular m onth in question. H is absence on such occasion should be treated as on duty. Note 1: Ex-employee/ex-N.M .R. worker who is called as witness in a departmental en quiry on behalf of the Company and undertakes a journey for the said purpose will be held eligible for reimbursement of travelling expenses equivalent to Travelling Al lowance / Daily Allowance to which he/she would have been eligible while on duty in accordance with the Com pany's rules on Travelling Allowance. His/her pay/wages and scale of pay for this purpose will be deemed to be what he/she had drawn at the time of leaving the Company. N ote2: An E nquiry O fficer shall be free to conduct ex-parte enquiry in the event of absence of the charge sheeted employee without intimation and valid reasons after ascertaining from the Company's representative that the charge sheeted em ployee had received the notice of intim ation and that it w as received by him sufficiently in advance or in the event of charge sheeted em ployee abandoning the enquiry proceedings without sufficient cause & without the permission of the Enquiry Officer. Note3 : Ex Appointing Authority who is called as witness by the Hon. Court in the ACB/Police/Crim inal case filed against the company's employee, undertakes a journey for the said purpose will be held eligible for reimbursement of travelling expenses equivalent to TA/DA which he /she would have been eligible while on duty in accordance with the company's rules on Travelling Allowance .His /her pay and scale of pay for this purpose will be deemed to be what he /she had drawn all the time leaving the Board/Company. However the concerned Ex-Appointing Authority will not be held eligible for Air journey.
(i) F IN D IN G S O F T H E E N Q U IR Y O F F IC E R

A fte r com pleting the enqu iry and g iving the em ploye e a further op portu nity of m ak ing a w ritten or oral statem ent, if the em ployee desires, the E nqu iry O ffice r shall re cord his find ing s.
(j) S H O W C A U S E N O T IC E

A fter th e en qu iry is com p leted, th e C om p eten t A u th o rity sh all serv e a n otice o n th e em p loyee com m u nicating to h im its finding s and ask ing him to sh ow cau se w ithin a sp ecified tim e as to w h y th e contem plated p unish m ent inv olving dism issal, rem ov al or reversion or w ithh olding of increm ent/s sh ould not be inflicted onployee T h ay em supplied him . m e be w ith a copy of the findings of the C om petent A uthority or of E nquiry O fficer, as those of the the case m ay be, or he m ay be given an opportunitycop y of su ch finding s. tak e a to (A nnexu re-4 ). [7 4 ] M S E D C L E m p lo y e e s ' S e r v ic e R e g u l

(k )

D E C IS IO N T O B E C O M M U N IC A T E D

O n re ce ip t o f th e e x p lan atio n w ith in th e sp e cifie d tim e o r if n o re p ly is re ce iv e d w ith in th e sp e cifie d tim e , th e C o m p e te n t A u th o rity sh all w ith in se v e no n d ay s th e re afte r, th e basis o f its o w n fin d in g s or o n th e fin d ing s o f th e E nqp ointe dffice re apS e rv ice u iry O u nd r R eg u lation 9 3 w ill p ass su ch ord e rs as it m ay d e e m fit.im p osing a pu n ish m e nt orde r E v e ry as p ro vide d in S erv ice R eg u lation 9 1 shallnicate d mto u e e m p lo y e e in w riting , be co m th (A nn e x u re -5 ).
(l) O R D E R S T E FB E C T I V E F O R T H W I T H . O F

T h e o rd ers p assed u n d er S u b-reg ulatio n (k ) sh all b eco m e effectiv e fo rth w ith , n o t ith stan d ing th e p ro v isio n s fo r ap p eal, u nless th e o rd e r is stay ed b y th e A p p ellate w A u th ority p en ding decision in ap p eal.
(m ) R EPO R T. P R O C E D U R E T O D E A L W IT H V IG IL A N C E IN V E S T IG A T IO N

T h e su b stan tiated v ig ilan ce in v estig atio n rep o rt sh all b e sen t b y th e D irecto r (V & S ) to th e C om p eten t A u th o rities co n cern ed . W h ile sen d in g th e su b stan tiated v ig ilan ce inv estig atio n rep o rt, th e D irecto r (V & S ) sh all reco m m en d as to u n d er w h ich categ o ry v iz. m in o r o r m ajo r act o f m isco n d u ct (s) th e alleg ed m isco nd u ct (s) falls. T h e C om p eten t A u th o rity sh all tak e actio n o n th e su b stan tiated v ig ilan ce inv estig atio n rep o rt an d d eal w ith case as p er th e p ro ced u re laid d o w n in reg u latio n 8 8 (a) to (l). If du rin g th e in q u iry th e em p lo y ee is fou n d g u ilty o f th e ch arg es, th e m ajo r p u n ish m en t/p en alty as p rescrib ed u n d er reg u latio n 91 sh all b e im p o sed . In case th e C om p eten t A u th o rity differs w ith th e reco m m en d atio n s o f th e D irecto r (V & S ) reg ard in g im p o sin g th e m ajo r p u n ish m en t / p en alty at th e stag e o f aw ard ed fin al o rd er o f p u n ish m en t, th e case sh all b e referred to th e D irecto r (V & S ) b y th e C om p eten t A u th o rity g iv in g reaso n s as to w h y h e is differing w ith th e reco m m en d atio n o f th e D irecto r (V & S ). T h e D irecto r (V & S ) w ill analy se th e reaso n s in tim ated b y th e C o m p eten t A u th o rity an d in fo rm th e C om p eten t A u th o rity , eith er ag reein g o r d isag reeing w ith h is d ecisio n . If th ere is n o acco rd b etw een th e D irecto r (V & S ) an d th e C o m p eten t A u th o rity , th e m atter sh all b e referred to th e n ex t h ig h er au th o rity fo r d ecisio n b y th e C o m p eten t A u th o rity co n cern ed . If th e d ifferen ce o f op inio n still p ersists b etw een th e n ex t h ig h er A u th o rity an d th e D irecto r (V & S ), th e E .D . (H R ) sh all d ecid e th e case an d h is d ecisio n sh all b e fin al. P ro v id ed fu rth er in case w h ere E .D . (H R ) h im self is th e C o m p eten t A u th o rity o r n ex t h ig h er au th o rity is ab ov e th e lev el o f E .D . (H R ), th e d ifferen ce o f op inio n b etw een th e D irecto r (V & S ) an d E .D . (H R ) o r n ex t hig h er au th o rity sh all b e reso lv ed by th e M an ag in g D irecto r an d th e d ecisio n o f M an ag in g D irecto r sh all b e fin al.
89. E X C E P T I O N T O T H E P R O V I S I O N S IN E G R V ICTEI O N 8 8 . R SE U L A

T h e p ro ce d u re p re scrib e d in S e rv ice R e g ulatio n 8 8 n e e d n o t b e fo llo wfe itsan d all o r an y o d p ro v isio n s m ay b e w aiv e d in th e fo llo w in g cases:-

C H A P T E R - V II [ R e g ln . 8 9 -9 0 ]

(a) (b ) (c) (d )

w h en th e em p lo y ee h as ab sco nd ed o r w h en it is, fo r o th er reaso n s im p racticab le o r difficu lt to com m u nicate w ith him ; w h e n th e C o m p an y d e cid e s to te rm ina te the se rv ice s o f a n e m p loy e e in te rm s of S e rv ice R egulation 24; w he n an e m p loy e e abse n ts h im se lf from d u ty w ith ou t p e rm issio n an d fails to atte nd o ffice insp ite o f b e ing w ritte n to an d /o r; w he n su m m ary p roceed ing s are he ld as p ro vide d in S .R . 90 .

9 0 . S U M M A R Y P R O C E E D IN G S
T he C om petent A u thority m ay hold su m m ary proceeding /s in case, (a) (b) (c) (d) w here the em p loyee is caug ht red-handed having com m itted or w hile co m m itting an act of m isconduct, w here there is obviou s evidence of the act of m isconduct having been com m itted or, w here the m isco ndu ct or m isbe hav iou r is conside re d to o gra ve a nd convincing to w a rrant or ju stify the no rm al p ro ce du re to be fo llow e d, w here having regard to the surrounding circum stances and the gravity of the offence for w hich the em ployee is convicted in a cou rt of crim inal law , C om petent A uthority is of the opinion that sum m ary proceedings are appropriate for deciding ent inclu ding dism issal or m any punish rem oval, w here an em ployee is involved in m isconduct of serious nature causing loss to the C om pany is due for retirem ent from the services of the C om pany w ithin a period of three m onths. w ithout follow ing the procedure prescribed in Service R egulation 88 andon thea deci sion take evidence available after charge-sheeting the em ployee concerned, in A nnexu re 3 scribed as pre and after giving him an opportu nity to m ake a statem ent. T he su m m ary decision m ay be m ade effective forthw ith u nless stay ed by the A ppellate A uthority.

(e)

[7 6 ]
91.

M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s
P U N IS H M E N T S F O R M A PO E A N D A C T S O F M IS C O N D U C T L IN S R S

T h e fo llow in g pu n ish m e nts are p re scribe d for m in or la p se s an d acts o f m isco nd u ct.

Sr. No. 1

N atu re ooffe nce P u nish m en t f M in o r lap se s

(a) Warning

A p pea lable N onor A ppealable

Non-appealable

(b) R e prim and (c) F ine u p to l/3rd of the gross salary of e m p lo ye e the A p peala ble

(d) R e cov ery from g ross sa la ry p pe alable A/ o r an e ncashm ent of leave at the tim e o f retirem e nt to up m ake w holly or partly p ecu niary loss the cau sed the C o m p any du e to to negligence or breach of orders (am ounts less than R s 10,000/-)
e) W ithholding of increm ent w ithout A p peala ble cum ulative effect
2

Acts of misconduct

(a) A s in (d) abo ve bu lossr A p pe alable t fo in excess of R s.10,000/according to the gravity of the offence and the lo ss incu rred by theCom pany. (b) W ithho lding of incre m ent - d o w ithcum ulative effect

(c) S to p p a g e o f p ro m o tio n
(d ) S u sp en sio n - do (e) R eversion to a low er post (f) R em oval from serv ice (g ) D ism issal

- do - do - do - do - do -

C H A P T E R - V II [ R e g ln . 9 1 -9 2 ]

Note (1): In ordering withholding of an increment, the Competent Authority shall state the period for which it is w ithheld and w hether the postponem ent shall have the effect of postponing future increm ents. N o te (2):R e co verie s o f fine s a nd lo sses in th e ca se o f e m p loye es go ve rn ed by the F a cto ries A ct, sh a ll b e lim ite d to th e exten t p erm issib le u nd er the P a y m e n t of W a g e s A ct. N o te (3): R eversio n as a m e asure o f p u nish m e n t sh all b e for a sp e cifie d period , on th e exp iry o f w h ich the de lin qu en t em p lo yee sh all b e restored to h is form e r po sitio n , w ith o u t the c ase b ein g p la c ed b efo re C o m p eten t Selectio n C om m ittee e a ga in . Sto p p ag of p ro m o tio n a s a m e a su re o f pu n ish m e nt sh a ll b e w ith respe ct to spe cifie d p e rio d, on the e xpiry o f w h ich th e d elin q u e n t em plo ye e sh a ll b eco m e eligib le fo r con sid e ra tio n for p ro m o tio n . N o te (4 ): T h e act o f g ra ve m isc o n du ct like th eft o f en erg y/a b etm e n t in th eft o f en ergy , ob tain in g o r a ttem ptin g to ob tain illeg al gra tifica tio n , m isa p pro p ria tio n o f C o m p a n y's prop erty o r m o n ey or stores, th eft, fra u d , falsific a tio n o f a cco un t, ta m p erin g w ith officia l do c u m en t, g ro ss irre gu la rity or n eglige nc e in disc ha rg in g of officia l du ties w ith a d ish o ne st m otive act o f d islo y a lty , sa b o ta ge etc. (T he list is illu strative an d no t exh au stive an d is in te n d ed to se rv e a s g uid e) sh all n ece ssa rily m e rit a ctio n of im po sin g on e o f the m a jo r p ena ltie s a s pre sc rib e d fo r the a cts o f m isco nd u c t a nd th e C o m p eten t A u h o rity sh all no t ha ve a n y d iscretion to co nv ert th e act o f m isco nd u c t in to m ino r la p se s a n d im po se th e pu n ish m e nt p re sc ribe d fo r th e m in o r la p se s.
92. APPEALS A person who has been punished under any of the foregoing provisions may, if the punishment is :appealable, appeal to the appropriate Appellate Authority prescribed in the Sched ule 'C' within a period of 30 days from the date on which the order has been communicatedemployee, in the manner prescribed below: to the (a) Every appeal shall be submitted through the officer under whom the appellant has been working and through the authority against whose orders the appeal preferred. is being

[7 8 ]
M S E D C L E m p lo y e es' S e rv ice R e g u latio n s

(b)

(c)

The Appellate Authority or any authority higher than the Competent Authority pre scribed in Schedule 'C' may suo-motucall for the enquiry papers even in the absence of any appeal from the employee and review the decision of the Competent Author in accordance with the ity given provision in Service Regulation 88. In the case of an appeal preferred against the order imposing a punishment as under vided pro the foregoing Service Regulations, the Appellate Authority orthorityau the reviewing the punishment as provided in sub- regulation (b) above, shall take into account all the recorded facts and also other facts subsequently disclosed tooutfind (i) whether the prescribed procedure in essential respects had been followed by the Enquiry Officer or the Competent Authority; (ii) whether the order was based on established facts and; (iii) whether the punishment is excessive, adequate or inadequate, and after taking into consideration the findings on the above issues, may, ifered consid proper, amend or repeal the order, provided that in case the punishment by the dered or lower authority is considered inadequate, the employee shall be given an opportunity to be heard before the punishment is enhanced. If the Appellate Au or any higher authority thority than the Competent Authority finds that there has a material procedural omission, it been may direct the Competent Authority or the 1st Appellate Authority, as the case may be, to supply the omission or to rehear case. the

(d) (e) (f) (g )

W here a 2nd appeal is p rovided, the sam e p rocedure shall be follow ed as in the case of the 1st appeal. T he decision in appeal shall be im m ediately operative unless it is stayed by any higher autho rity and otherw ise alte red by the said hig her autho rity . E very p erson preferring an app eal shall do so separately and in his ow n nam e. E v ery ap peal shall co ntain only m aterial statem e nt a nd a rgu m e nts on sp ecific relevant issues on behalf of the appellant and shall contain no disrespectful or im proper language and shall be com pleted in itself. A n appeal m ay be disallow ed in w riting (i) If the pu nish m ent is appealable, not

(h)

C H A P T E R - V II [ R e g ln . 9 3 -9 5 ] (ii) If the ap peal has not been su bm itted w ithin 30 days from the date on w hich the punishm ent order or order of the first A ppellate A uthority has beentocom m unicated the em ployee, the first A ppellate A uthority or the Second A ppellate Acase the uthority: as m ay be, m ay condone the delay in subm ission of appeal up to day s from the a period of 60 date of com m unication of the order, pro vided he is conv inced that there are sufficient reasons for not preferring the appeal in tim e. W here an em ployee prefers app eal bey ond 30 day s bu t w ithin 60 days he/she m u st give cog ent reasons for the sam e; (iii) (iv ) (i)
(j)

If it is w o rded in disresp ectfu l or im p rop er langu ag e and/o r; If it is not su bm itte d throug h p rop er channel. W hen an appeal is disallow ed for any of the reasons m entioned in sub-regulation (h), the appellant shall invariably be inform ed of the reasons for the disallow ance. T here shall be no appeal against disallow ance of appeal but the authority higher than the prescribed A ppellate A uthority or the Com pany, as the case m ay be,sion and the deci review am end the order reg arding disallow ance of appeal.

W hen an em ployee retires from the services of the C om pany on attaining the age of superannu ation or resigns, retires voluntarily/com pulsory , his right to prefer an appeal stand ceased. A ny ap peal pending at tim e of retirem ent on attaining the age superannuation, resignation, death or volu ntary / com pulsory retirem ent shall stand disp osed of as infru ctuou s.
(k)

93.

CO M PETENT AU TH O RITIES TO ITHACTS O F M ISCO NDU C T PO W ERS W DEA L AND TO A P P O IN T N E N Q U IR Y O F F IC E R A

T h e C om p etent A u th ority p re scribed in S che du le 'C ' sha ll be com pe te nt to h old dep art ental proceedings against an em ployee for any act of m isconduct or to appoint an Enquiry m to hold su ch proceedings. T he C om petent A uthority on its ow n finding s or onnq u iry E the finding s of O fficer, as the ca se m ay be , m a y im p ose p u nishm ent o r o therw ise (A nnexure-1). n give a de cisio
94. A P P E L L A T E A U T H O R IT IE S

A pp e llate au th oritie s p re scribe d in sch ed u le 'C ' sh all b e com p e te n t to h e ar ap p e als a nd also to re v ie w th e d e cision s of the C om p e te n t A u th o ritie s. W h e re a d ec ision is take n by an a u th ority p re scrib e d in the S ch e d u le , an ap pe al sh a ll lie to n ex t h ig he r au th ority .
95. V A L ID IT Y O F D E C IS IO N IN C A S E O F T E C H N IC A L D E V IA T IO N S

N o decision g iv e n by th e C om pe ten t A u th ority or the A p pe llate A u th ority sh all be ca lle d in q u e stion a nd n o actio n ta ke n sh all be re v e rse d m e re ly fo r re ason s o f im m atetial an d inco n se qu e n rial d ev iatio ns from th e p re scribe d p roc e d u re an d in all su ch m atte r, th e d e cisio n o f th e M an ag in g D ire ctor shall be final.
_______

[80]

C H A P T E R V III
R E G U L A T IO IN S R E L A T I N G T O W O R K C H A R G E D S T A F F A N D C A S U A L W O R K E R S :

96. A person shall be deem ed to be w ork ch arg ed em p loyee if he is ap pointed as su ch , tem p orarily for a sp ecial period for a sp ecific w ork connected w ith new schem e or expansion of an existing sch em e or for rep airs to any plant m ach inery or any sp ecific w ork istrib u tio n w ith d connected irresp ectiv e o f w h eth er th e ex p end itu re in resp ect o f em p lo y m en t ch arg ed to th e cap ital co st o f th e w o rk s o r n o t. 97. (a) N otw ithstanding any provisions in the foregoing chapters, m onthly em ployee charged rated w ork w ill be eligible for; (i) a m o nth ly w ag e in th e p rescrib ed tim e scale, (ii) a paid w eek ly off, (iii) trav elling expenses as adm issible to the m em ber of line staff, (iv ) w ou nd or in ju ry co m p ensatio n as p ro v ided u nd er th e W ork m en 'sct, om p en sation A C 1923. (b) A m onthly rated w ork charged em ployee w ho has been in continuous service for m ore than 12 m onths shall in addition to above, have the sam e privileges as a perm anent em ployee of the C om pany in reg ard to leav e, increm ent, notice pay and su bscribing to the P rov ident F u nd, su bject to th ep rov ision s o f th e E m p loy ees' P rov ident F u nd A ct, 1 95 2. 9 8. T h e tenu re of a w ork ch arg ed em p loy ee sh all no t exceed 1 8 0 d ay s and h isto ices are liable serv be term inated w ithout notice at any tim e before the expiry of 180 days. R etention of w ork charged em p loyee bey ond 1 80 day s shall be su bject to th e follow ing conditions:(a) T h at; before th e exp iry of period of 18 0 day s h e is selected by C om p etent S election C om m ittee fo r con tinu an ce on th e w o rk ch arg ed estab lish m en t or for ab so rp tion in th e reg u lar establish m ent, as th e case m ay be. P erso n s selected b y th e C o m p eten t S electio n C om m ittee m ay b e ab so rb ed in th e reg u lar estab lish m en t if th ere are v acan cies. If th ere are n o v acan cies in th e reg u lar estab lish m en t th ey m ay b e co n tin u ed o n th e w ork ch arg ed estab lish m en t till su ch tim e th e w ork on w hich they are engaged lasts or till th ey are absorbed in the regular establishm ent. In the event, w ork on w hich they are engaged com esth eyan end before to are ab so rbed in th e reg u lar establish m ent, th eir serv ices sh ou ld be term inated an d th ey sh ou ld b e p aid retren ch m ent co m p ensatio n if th ey are fou nundertitled to it d en th e Indu strial D isp utes A ct, 1947 .

(b )

C H A P T E R -V III [ R eg ln . 9 8 -1 0 2 ]

[8 1 ]

(c)

If a w orkcharg ed em p loyee is retained in service on w orkcharged establishm ent, he w ill be elig ible fo r lea ve at th e rate of 1 /22 of the p erio d of co ntinu ou s du ty p er orm ed during the first 12 m onths and thereafter to leave facilities as adm issible to f a p erm ane nt em p loyee of the C om p any . T he service of the w ork charged em p loyee w ho has been in the service fo r less than o ne year shall be term ina ble at any tim e w ith 24 h ou r's notice excep t w here other w ise p ro vide d in law . T he services o f the w orkch arg ed em p loy ee w h o has been in continu ous service for one year or m ore shall be term inable w ith such notice period or salary in lieu thereof as is prescribed for reg ular em ployees of the C om p any.

(d)

99. N o transfer T .A . shall be pay able to a w orkcharged em ployee, as transfer from one w ork to ano ther shall be deem ed to be a fresh em ploy m ent. 100. A n em p loyee borne o n w o rkcharg ed establishm ent w hen ap pointed to a post as regu lar em p lo yee sh all be tre ated as new entrant for all pu rp oses. H e shall h ow ever be elig ible to carry forw a rd the u navaile d p ortio n of leav e earned du ring the perio d h e w o rke d as a w o rkch arg ed em ployee provided there is no break in service. H e is also eligible to get the sam e pay w hich he w as g etting o n the w ork charg ed establish m ent, pro vided he is ap pointe d to a sim ilar p ost carry ing an identical scale of pay. If not, he w ill start on the m inim um of the pay scale.
Note: Break caused due to intervening Sunday / holiday declared by the Company / Erstwhile MSEB and/or actual travelling, period after ceasing to be workcharged establishment and before reporting for duty on temporary/permanent establishment at the destination shall be regularised by granting leave admissible and accrued by an employee during the period of service on workcharged establishment. If there is no leave at his credit or his leave record for the past period of service is not available, such intervening period shall be treated as E.O.L The Competent Authority to grant such leave would be the authority to which employee reports for duties on regular / temporary appointment.

10 1. T h e w ork ch arg ed em p loy ee sh all b e g ov ern ed by th e C om p any 's C o ndu ct, D iscip lin e and A ppeal R egulations. 1 0 2. A p erso n w h o is ap p oin ted o n d aily w ag es sh all b e d eem ed to b e a casu al w o rk er an d sh allb e elig ible o nly to th e w ag e fo r th e day on w h ich h e is actu ally eng ag ed fo r w o rk and sh all no t be elig ible to any o th er benefit o f th e serv ice co nd itio ns p rescribed in th e fo reg- oing S erv ice R eg u la tions. P ro v id ed th at an em p loy ee o n N o m in al M u ster R o ll, selected by th e C om p eten t S electio n C om m ittee an d no t absorb ed in th e reg u lar establish m ent m ay be con tinu ed on th e N om inal M u ster R oll establishm ent for a specified period on the expiry of w hich his services shall be term inated.

[8 2 ]

M S E D C L E m p lo y e e s ' S e r v ic e R e g u la

Provided further that if an em ployee on N om inal M uster R oll is retained in service as pro vided in the above proviso and ultim ately absorbed in a tem porary or a perm anent post, the period of his continuou s service on N om inal M uster R oll shall count for leave at the rate eriod of of the p of 1/22nd du ty p erform ed a nd lim ited to one m onth at a tim e. w orkers w ho have put in five years or m ore continuous service on N .M .R . as on 3 1 D ecem ber, 1983 or thereafter but have not yet been absorbed in or against a supernum erary/ tem porary erm anent post shall be elig ible to earn leave w ith w ag es (earned leave) at the rate of /p 1 /22nd of the period of duty perform ed on N .M .R subject to the lim it of accum ulation of 300 days and of availm ent of 30 days at a tim e on the follow ing conditions viz : (a) (b) (c) T he C om petent A uthorities shall have discretion of granting/refusing leave, considering exigencies of the project or other C om p any 's w ork; Such N .M .R . w orker m ay be allow ed to avail of leave w ith w ages standing to his credit w hile w orking on N .M .R . for not m ore than tw o occasions during a calendar year; If any w orker is retained in the service and su bsequently absorbed in a supernum er ary/ tem porary/ perm anent post, the unavailed portion of earned leave w ill be car ried forw ard in his leave account; H ead of the D ivision/M ajor Stores or any O fficer in pay group -I authorised by him shall be the authority com petent to grant leave to N .M .R . w orker. N o encashm ent of earned leave on the lines of the provisions contained in G eneral O rder N o. 59 (Personnel) dated 27.6.1970 should be allow ed to any N .M .R . w orker.
_______
N.M.R.

(d)

[83]

C H A P T E R IX
M IS C E L L A N E O U S :

1 03 . T h e C om p any m ay deleg ate p ow ers to g rant adv ance in crem en ts, p rizes an d aw ards, fo r ou t tanding w ork , resu lting in y ielding any benefit or p rofit to th e C om pany. s (A ) T h e C om pany m ay also g rant cash rew ards to its em p loyees w hose inform ation leads to d etectio n o f case(s) o f p o w er th eft. T h e am o u nt o f su ch rew ard w ill b e restricted to th e ex ten t o f 5 % o f th e to tal am o u n t reco v ered fro m th e co n ce rn ed d efau lting co nsu m ers/ m em bers o f p u b lic, etc. as ch arg es fo r th e energ y sto len . T h e em p lo y ee o f th e C om p an y w h o se in fo rm atio n lead s to th e detectio n o f a case o f p ow er th eft w ill b e co nsid ered elig ible for su ch rew ards irresp ectiv e of th e fact w h eth er h e h as detected it w h ile disch arg ing his du ty or not. T h e em p loy ees (cadre-w ise), w h o acq u ire th e follow ing qu alificatio ns, w h ile in serv ice o f th e C om p any , sh o u ld b e h eld elig ib le fo r o ne ad v an ce in crem en tf fro m th e d ate o d eclaratio n o f th e resu lt of th e ex am in ation :(a)

(B ) (i)

E n g in eering (D ist.) n ical C ad re): (T ech

i) P ost g raduate D eg ree in E ngineering/T ech nolog y of a recog nised U niv ersity. ii) P ost G radu ate D eg ree in M anagem ent / A dm inistration (su ch as A dm inistrativ e M an em en t/B u siness M an ag em en t/B u sin ess A d m in istratio n /M ark etin g M anag eag m en t/ S tores M anagem ent/Personnel M anagem ent and F inancial M anagem ent etc.) aw arded a recog nised U niversity or any qualification recog nised by the G ovt. of by India/State o v t. as equ iv alen t to th e P o st G rad u ate D eg ree in M an ag em en t/ G A dm inistratio n , arded by th e recog nised U niv ersity . aw (b ) [ D elete d ] (c) S to res/P u rch ase C ad re: Post G raduate D eg ree in M anagem ent/A dm inistration (su ch as A dm inistrative M an g e m e n t/B u sine ss M an ag e m e n t/M ark e tin g M an ag e m e n t/B u sine ss A d m inistration / a S tores M anagem ent/P ersonnel M anag em ent and F inan cial M anag em ent etc.) aw arded by a re cog nised U niv ersity or any qu alificatio n recog nised by the G ov t. of Ind ia/S tate G ov t., a s e q u iv ale n t to th e P ost G rad u ate D eg re e in M anag e m e n t/A d m inistratio n, aw arde d by the re cog nise d U niv ersity . (d )G A D C ad (Inclu ding L abou r & W e lfare ): re i) Post G raduate D egree in faculties in C om m erce and Law .(LL .B is not a Post G raduate D egree), ii) Post Graduate D egree of at least 2 years duration in Labour W elfare/Industrial R ela tions/Personnel M anagem ent aw arded by a recognised U niversity.

[8 4 ] M S E D C L E m p lo y e e s ' S e rv ic e R e g u la tio n s iii) Post Graduate D egree in M anagement/A dm inistration (such as Adm inistrative M an agem ent/ B usiness M anagem ent/B usiness A dm inistration/M arketing M anagemanagem ent/ Stores M ent/ Personnel M anagem ent and Financial M anagement etc.) awrecognised U niversity or by a arded any qualification recognised by the G ovt. of India/State equivalent to the Post G ovt. as G raduate D egree in M anagem ent/ A dm inistration, by the recognised U niversity. aw arded iv) Passing the final exam ination of "C om pany Secretary" conducted by ComInstitute of the pany Secretaries of India/M inistry of Com pany Law Affairs, Governm ent of India. (e) A cco u n ts C ad re : i) P ost G radu ate D e g ree in C om m erce w ith A ccou n tan cy / C osting /A pp lied S tatistics. ii) P o st G radu ate D eg ree in M an ag em ent/A dm in istratio n (su ch as A d m inistrativ e M an ag em e nt/ B u sin e ss M an ag e m e nt/B u sine ss A d m inistratio n/M ark e tin g M an ag e m e nt/ ent/ Stores M anagem Personnel M anag em ent and F inancial M anagem ent by a recog nised U nive rsity or etc.) aw arded any qu alification re cog nise d by th e G ov t. of G ovia/ astatequ iv a le nt to th e P ost Ind t. S e G ra d u ate D e g re e in M anag e m e n t/A d m inistrationby the re cog nise d U niv ersity . aw arde d , iii) P assing o f final e x am in atio n o f "C o m p an y S e cre tary " co nd u cte d by th e Institu te o f C o m p an y S e cre tarie s o f In d ia/M in istry of C o m p any L aw A ffa irs, G o v t. of In d ia . iv ) [ D e le te d ] (f) (g )
i) ii)

[ D e le te d ] V ig ila n ce a n d secu r ity C a d re : Post G raduate Degree of L.L.M . from the recognized University.(LL.B is not a Post G raduate D egree), Post Graduate Degree in M anagem ent /A dm inistration given by U niversity recognised by G ovt. of M aharashtra / G ovt. of India. (i.e. Business M anagem ent / Business Adm inistration / Sales / Purchase M anagem ent / Stores M anagem ent / Personnel M anagem ent and Finance M anagem ent etc.). Inform ation and Public Relations C adre : M asters D egree in Journalism from a U niversity recognised by M aharashtra G ovt. or G ovt. of India. (M aster of Journalism ). (w .e.f. from 10.07.1984)

(h)

(i)

I.T. C adre : i) Post G raduate D egree in C om puter

C H A P T E R -IX [ R eg ln. 1 0 3 ]

[8 5 ]

ii)

Post G raduate D egree aw arded by recognized U niversity of G ovt. of India / State G ovt. in A dm inistration / M anagem ent (i.e. B usiness M anagem ent / Purchase Sales M anagem ent / Stores M anagem ent / Personnel M anagement and Finance M anagem ent etc), or Post G raduate D egree in Adm inistration / M anagem ent declared equivalent by State Govt. /Govt. of India.

Note : The Employees other than Publicity and Public Relations Cadre (since the post graduation syllabus in respect of Journalism is of less than two years duration) on acquiring qualification prescribed for their cadre should be held eligible for the advance increment provided the said Post Graduation course is of at least two years duration. ( The em ployees from erstwhile M SEB or from M SED CL shall be held eligible for one advance increm ent w ith effect from date of declaration of the result of the prescribed examination provided such em ployee acquires Post G raduate qualification, prescribed for their cadre, have taken adm ission to such courses after completion of tw o years service w hich means, those em ployees w ho acquire prescribed Post G raduation qualification prior to joining in the Com panys services or w ho are declared successful prior to com pletion of tw o years service are not held eligible for grant of one advance increm ent. This provision is effective from 05.10.2006). (B ) (ii) T he re sh all be on ly on e o pp o rtu nity to a n e m p loy ee in h is care ebenefit or ing su ch r for claim incentive in the service. (B )(iii) T he em ploy ees in all cadres w ho acquire the follow ing qualifications w hile in ser v ice of th e C om pany , sh ou ld be h eld elig ible for ad ditional increm ents as sh ow n below :Name of Examination 1) No. of additional increments Two P assin g o f In te rm e d iate E x am in atio n o f th e Institute of C ost & W A cco unta nts, orks India/L o ndo n o r Interm ediate ination of E xam the Institu te C hartered A ccou ntants of India. of Passing of final exa m ination o f the Institute of C ost & W orksccountants, India/L ondon or A passing of Final E xam ination of th e Institu te o f C h artered ccountants of India. A

2)

Four

T w o additional increm ents w ill be granted on passing Interm ediate E xam ination and additio nal four on passing final exam ination as m entioned above.
(B)

(iv) T he em p loy ee w ho ha s acq uired or w ho w ill a cqu ire D o ctorate (P h.D .) from a recog nised U niversity w hile in service of the C om pany, should be held eligible for fou r (4) advance increm ents from the date the D octorate is conferred on him by the U ni ersity , provided that the "D octora te" acquired is not of "H onorary" nature and the v su bject for w hich the "D o ctorate" is conferred on the e m p lo ye e is re lated to the business of the C om pany, i.e. as per the cadre w ise list m entioned in clause (b)(i) above. E xecu tive D irector (H R ) shall be the C om petent A u thority to decide in cases of disp ute.

[8 6] (C )

M S E D C L E m p lo y e e s' S e rv ice R e g u la tio n s T he new entrant w ho possesses the follow ing P ost G raduate D egree at the tim e of joining the C om p any shall be held elig ible for one advance increm ent. (T his provision is effective from 16th Septem ber 2008).

Sr. No. 1. 2. 3. 4. 5. 6. 7. 8.

Cadres Engineers (Technical cadre) Stores cadre Finance & Accounts cadre GAD / HR I.R. cadre P. R. cadre I.T. cadre V.& S. cadre

Post Graduate Degree M.E. / M.Tech. / MBA ( Finance / HR ). MBA (Finance) / MBA (Materials Management). C.A. / ICWA / MBA (Finance). MBA (HR/Personnel) / MPM / LLM. M.S.W. Master of Journalism. MCA / M.Tech.(IT) / MBA (IT). LLM / MBA (Materials Management / Finance / HR).

Note:The employees selected for the post where minimum required qualification is specified as Post Graduate Degree course, shall not be entitled to one advance increment. 10 4. (a) T he C om p any m ay build u p a S taff W elfare F u nd for the benefit of the em ploy ees u nder a separate accou nt head. T he contribu tions to this fu nd m ay be from : (i) (ii) (iii) (iv ) F ines recovered from the em ploy ees. D onations received from the public. U nclaim ed and lapsed salaries and allow ances. F u nds co ntribu ted by the C om pany . A m ou nt recovered from em ployees w ho have resigned w ithout giving due notice(i.e. am ou nts re co vered in lieu of no tice period).
(v)

N ote : 1. As regards am ounts recovered from em ployees deputed for foreign studies w ho have failed to fulfill the conditions of the contract, the am ounts recovered shall be credited to the capital cost of the w ork concerned and not to the Staff W elfare Fund. N ote : 2.The contribution payable to the W elfare C om m issioner, as per the provisions of the Bom bay Labour W elfare Fund Act, in respect of the establishm ent to w hich this Act applies, shall not be credited to the Staff W elfare Fund. b) The Company may prescribe Regulations and procedures regarding the Administration of the Fund, and the method and limit of distribution of the benefits to the employ ees.

C H A P T E R - IX [ R eg ln .01 0 5 -1 9 ] [8 7 ]

105. Subject to the provisions of these Service Regulations, the Competent Authority shall have power to frame Service Regulations to supplement the foregoing Regulations and also to prescribe procedures, forms, statements, returns and such other records for the purposes of implementing these Service Regulations and any supplementary Regulations that may be framed by the Company from time to time. 106. Appeal against the decision of the Competent Authority may be heard by the Appellate Authority that may be appointed by the Company generally or in specific cases. Provided that the Director (Operations), the Director(Projects), the Director (Finance), the Executive Directors and the Executive Director (HR) shall have powers to review the actions/decisions of the officers of the respective viz. Technical, Accounts and GAD cadre wings including their own, while the Managing Director may at his discre the decisions of the tion review Executive Directors and the Company Directors including his own. 107. The terms of a specific contract with an employee may be deemed to override all or any of the provisions of these Service Regulations as the Company may decide. 108. The Company may prescribe special Regulations relating to employment and service condiions of Apprentices and Probationers in the service of the Company and such Regulations t may bedeemed to override all or any of the provisions of these Regulations as Company may decide. 109. Notwithstanding anything contained in foregoing Service Regulations, the Company may issue an order from time to time imposing any limitation or restriction permitting relaxation or granting exemption or prescribing procedure generally or in any particular case relating to the conditions of service under the Company and such an order shall have, so far as the specific case is concerned, the same force as if it were a part of these Service Regulations.
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