Cda Rules Bpcl

8/9/2019 Cda Rules Bpcl

1/81

CONDUCT, DISCIPLINE

AND APPEAL RULES

FORMANAGEMENT STAFF

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42/81

I N D E X

Sl. Contents Page No.

No.

PART I : GENERAL

1. Application 1

2. Denitions 1

3. Interpretation 2

4. Amendments 2

PART II : CONDUCT RULES

1. Scope of Service 3

2. Liability to abide by Rules & Orders 3

3. Observance of Secrecy 3

4. General 3

5. Taking part in demonstration 4

6. Joining of associations by Management Staff 4

7. Connection with Press / Radio, etc. 4

8. Unauthorized communication of information 49. Criticism of Government and the Company 4

10. Gifts 5

11. Dowry 5

12. Private Trade or Employment 6

13. Insolvency and Habitual Indebtedness 6

14. Movable, Immovable and Valuable Property 7

15. Vindication of Acts and Character of Management Staff 9

16. Canvassing of Non-Ofcial or Other Inuences 9

17. Bigamous Marriage 10

18. Management Staff Marrying Foreigners 10

19. Employment of near relatives of the Management Staff

of the Corporation in any company or rm enjoying the

patronage of the Corporation 10

20. Patent for invention made 11

21. Acceptance of Rewards 11


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Sl. Contents Page No.

No.

22. Investment, Lending and Borrowing 11

23. Consumption of Intoxicating Drinks & Drugs 11

24. Evidence Before A Committee Or Any Other Authority 1225. Public Demonstration in Honour of Corporations Management Staff 12

26. Taking Part in Politics & Elections 12

27. Absence From Duty 13

28. Forwarding of Application 13

29. Conviction or arrest of a Management Staff 13

30. Pursuing of Higher Studies and Joining Voluntary Organisations 13

PART III : DISCIPLINE AND APPEAL RULES

A. Misconduct 14

B. Penalties 16

C. Suspension 18

D. Subsistence Allowance 19

E. Treatment of The Period of Suspension 20

F. Procedure For Imposing Major Penalties 20

G. Procedure For Imposing Minor Penalties 25

H. Special Procedure In Certain Cases 25

I. Premature Retirement Of Staff 26

J. Procedure And Contents Of Appeal 26

K. Time Limit 28

L. Withholding of Appeals 28

M. Review of Cases After Appeal 29

N. Miscellaneous 29

Schedule - I : Disciplinary / Appellate / Reviewing Authority 30

Form No. 1 31

Form No. 1 A 34

Form No. 2 35

Form No. 3 36


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BHARAT PETROLEUM CORPORATION LIMITED

CONDUCT, DISCIPLINE AND APPEAL RULES FOR

MANAGEMENT STAFF

PART - 1 : GENERAL

SHORT TITLE AND COMMENCEMENT

1. (a) These rules shall be called Bharat Petroleum Corporation Management

Staff Conduct, Discipline & Appeal Rules, 1976.

(b) These rules shall come into force on November 1, 1976.

APPLICATION

2. These rules shall apply to all Management Staff of the Corporation.

DEFINITIONS

3. In these rules, unless the context otherwise requires:

(a) Management Staff: means a person employed by the corporation in the

management cadre (hereinafter called Management Staff) and includes a

person on deputation to the Corporation.

(b) Corporation: means the Bharat Petroleum Corporation Limited.

(c) Board: means the Board of Directors of the Corporation and includes, in

relation to the exercise of powers, any committee of the Board.

(d) Chairman: means the Chairman or the Chairman & Managing Director of

the Corporation.

(e) Functional Director/ Functional Manager: means the Director/ Manager

in-charge of a Function.

(f) Department Head/ Department Manager: means the head of the

department in the Marketing/ Rening Division.

(g) Disciplinary Authority: means the authorities specied in Schedule I, who

are competent to impose penalties specied in these Rules.

(h) Competent Authority: means the authority empowered by the Board of

Directors or the Chairman by any general or special rule or order to discharge

the function or use the powers specied in the rule or order. Wherever not

specied, the Disciplinary Authority shall be the Competent Authority.

(i) Family: in relation to Management Staff includes wife/ husband, sons,

daughters/ stepsons, stepdaughters (adopted children) of the Management

Staff wholly dependent on him and any other person related, whether byblood or marriage to the Management Staff or to such Management Staffs

wife or husband and wholly dependent on such Management Staff.

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(j) Conduct, Discipline and Appeal Rules: means these rules governing

Management Staff as amended from time to time and incorporated as

Conduct Rules in Part II and Discipline and Appeal Rules in Part III.

(k) Public Servant: means and includes a person, dened as Public Servant

under Section 21 of the Indian Penal Code, and/or Section 2 (c) of the

prevention of Corruption Act, 1988 as amended from time to time.

(l) Appellate Authority: means the authorities specied in Schedule I.

(m) Reviewing Authority: means the authorities specied in Schedule I.

(n) Government: means the Government of Central or State or Union

Territories, as the case may be.

(o) Schedule: means the Schedule appended to these Rules.

INTERPRETATION4. If any question arises as to the application or interpretation of these rules, the

Chairman shall decide the same and his decision shall be nal, unless and until

altered by the Board.

AMENDMENTS

5. The Board may amend, modify or add to these rules from time to time and all

such amendments, modications or additions shall take effect from the date

stated therein as if it were part of these rules.


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PART II : CONDUCT RULES

1. SCOPE OF SERVICE

Unless in any case it is otherwise distinctly provided, the whole time of a

Management Staff shall be at the disposal of the Corporation and he shall serve

the Corporation in its business in such capacity and at such place as he may,

from time to time, be directed.

2. LIABILITY TO ABIDE BY RULES AND ORDERS

Every Management Staff shall conform to and abide by the rules incorporated

herein and shall observe, comply with and obey all orders and directions which

may from time to time, be given to him in the course of his ofcial duties by any

person or persons under whose jurisdiction, superintendence or control he may,

for the time being, be placed.

3. OBSERVANCE OF SECRECY

Every Management Staff shall maintain strictest secrecy regarding the

Companys affairs and shall not divulge directly or indirectly any information of

condential nature, either to a member of the public or to any other employee of

the Corporation, not entitled to such information, unless

i. divulging of such information is in accordance with law and usages prevalent in

the Corporation;

ii. he is compelled to divulge such information by judicial or other authority;

iii. he is instructed to do so by his superior authority of the Corporation in the

discharge of his duties.

4. GENERAL

Management Staff to promote Corporations interest:

Every Management Staff shall serve the Corporation honestly and faithfully. He

shall use his utmost endeavour to promote the interest of the Corporation and

shall show courtesy and attention in all transactions. Every Management Staff ofthe Corporation shall at all times:

(a) maintain absolute integrity;

(b) maintain devotion to duty; and

(c) do nothing which is unbecoming of a Management Staff of the Corporation.

Every Management Staff of the Corporation shall take all possible steps to

ensure the integrity and devotion to duty of all employees for the time being

under his control and authority.


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5. TAKING PART IN DEMONSTRATION

No Management Staff shall engage himself or participate in any demonstration

which involves incitement to an offence.

6. JOINING OF ASSOCIATIONS BY MANAGEMENT STAFF

No Management Staff of the Corporation shall join or continue to be member ofan association the objects or activities of which are prejudicial to the interest of

the sovereignty and integrity of India or public order or morality.

7. CONNECTION WITH PRESS/ RADIO, ETC.

(a) No Management Staff of the Corporation shall, except with previous

permission of the Chairman, own wholly or in part or conduct or participate in

the editing or management of any newspaper or other periodical publication.

(b) No Management Staff of the Corporation shall, except with the previouspermission of the Chairman or in bonade discharge of his duties, participate

in a radio broadcast or contribute any article or write any letter either in his

own name or anonymously, pseudonymously or in the name of any other

person to any newspaper or periodical.

Provided that no such permission is required if such broadcast or such

contribution is of a purely literary, artistic, civic, social or scientic character.

8. UNAUTHORISED COMMUNICATION OF INFORMATION

No Management Staff shall, except in accordance with general or special order

of the Chairman or in the performance in good faith of the duties assigned to

him, communicate directly or indirectly any ofcial document or any part thereof,

or information to any Management Staff, any other employee or any other person

to whom he is not authorised to communicate such document or information.

Such wrongful communication of information as well as the retention or removal

of any document containing such information is punishable under the Ofcial

Secrets Act (Act. No. XIX of 1923).

9. CRITICISM OF GOVERNMENT AND THE COMPANY

No Management Staff shall, in any radio broadcast or in any document published

under his name or any other person or in any communication to the Press or in

public utterances, make any statement

(a) which has the effect of adverse criticism of any policy or action of the Central

or State Governments or of the Corporation; or

(b) which is capable of embarrassing the relations between the Corporation

and the public.


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Provided that nothing in these rules shall apply to any statement made or

views expressed by a Management Staff of purely factual nature which are

not considered to be of a condential nature in his ofcial capacity or in due

performance of the duties assigned to him.

10 GIFTS

(a) Save as otherwise provided in these rules, no Management Staff of the

Corporation shall accept or permit any member of his family or any other

person acting on his behalf to accept any gift.

EXPLANATION

The expression gift shall include free transport, board, lodging or other services

or any other pecuniary advantage when provided by any person other than a

near relative or a personal friend having no ofcial dealings with the Management

Staff.

NOTE

(a) Management Staff of the Corporation shall avoid acceptance of lavish or

frequent hospitality from any individual or rm having ofcial dealings with

him.

(b) On occasions such as weddings, anniversaries, funerals or religious

functions, when the making of gifts is in conformity with the prevailing

religious or social practices, a Management Staff of the Corporation

may accept gifts from his near relatives but he shall make a report to thecompetent authority if the value of the gifts exceeds Rs.2000/-.

(c) On occasions, as are specied in sub-rule (b), a Management Staff of the

Corporation may accept gifts from his personal friends having no ofcial

dealing with him but he shall make a report to the Chairman if the value of

any such gift exceeds Rs.1000/-.

(d) In any other case a Management Staff of the Company shall not accept or

permit any member of his family or any other person acting on his behalf to

accept any gift without the sanction of the competent authority if the value

thereof exceeds Rs.1000/-.

Provided that when more than one gift has been received from the same

person/rm within a period of 12 months the matter shall be reported to the

competent authority if the aggregate value of the gift exceeds Rs.1000/-.

11 DOWRY

No Management Staff of the corporation shall

(a) give or take or abet the giving or taking of dowry; or

(b) demand, directly or indirectly, from the parents or guardian of a bride or

bridegroom, as the case may be, any dowry.


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EXPLANATION

For the purposes of this rule dowry has the same meaning as in the Dowry

Prohibition Act, 1961 (28 of 1961).

12. PRIVATE TRADE EMPLOYMENT

(a) No Management Staff of the Corporation shall, except with the previous

permission of the Chairman, engage directly or indirectly in any trade or

business or undertake any other employment.

Provided that a Management Staff may, without such sanction, undertake

honorary work of a social or charitable nature or occasional work of a

literary, artistic or scientic nature, subject to the condition that his ofcial

duties do not thereby suffer, but he shall not undertake or shall discontinue

such work if so directed by the Chairman.

(b) Every Management Staff shall report to the Chairman if any member of his

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

agency or commission agency.

(c) No Management Staff of the Corporation shall without the previous

permission of the Chairman, except in the discharge of his ofcial duties,

take part in the registration, promotion or management of any bank or other

Company which is required to be registered under the Companies Act, 1956

or any other law for the time being in force or any cooperative society for

commercial purposes.

Provided that Management Staff of the Corporation may without such

sanction, take part in the registration, promotion or/management of a

Consumer/ House Building Cooperative Society substantially for the benet

of the employees of the Company, registered under the Co-operative

Societies Act, 1912 (II of 1912) or any other law for the time being in force

or of a literary, scientic or charitable society registered under the Societies

Registration Act, 1860 (XXI of 1860) or any corresponding law in force.

(d) No Management Staff of the Corporation may accept any fee or any

pecuniary advantage for any work done by him for any public body or any

private person without the permission of the Chairman.

13 INSOLVENCY AND HABITUAL INDEBTEDNESS

(a) A Management Staff of the Corporation shall avoid habitual indebtedness

unless he proves that such indebtedness or insolvency is the result of

circumstances beyond his control and does not proceed from extravaganceor dissipation.


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(b) A Management Staff of the Corporation who applies to be or is adjudged or

declared insolvent shall forthwith report the fact to the Chairman.

14. MOVABLE, IMMOVABLE AND VALUABLE PROPERTY

I Every Management Staff on his rst appointment to any service or post and

thereafter on 1st January of each calendar year shall submit a return of hisassets and liabilities in accordance with the proforma given in Form No.1

giving full particulars regarding -

(a) The immovable/ movable property inherited by him or owned or acquired

by him, held by him on lease or mortgage either in his own name or in

the name of a member of his family or in the name of any other person,

if the immovable property is worth Rs.25,000/- and more and movable

property is worth Rs.20,000/- and more..

(b) Submit information as regards transactions in shares, securities,

debentures and investment in mutual fund schemes etc. if total

transactions exceed Rs.25,000/- during the calendar year in Form

No.1-A.

(c) Intimate to the company about any transactions in movable property

either in his own name or in the name of any member of his family within

one month of such transaction, if the value of such property exceeds

Rs.20,000/- in Form No.2.

(d) Intimate to the company every transaction of acquisition or disposal

of any immovable property by lease, mortgage, purchase, sale, gift or

otherwise either in his own name or in the name of his family within one

month of such transaction, if it is of a value of Rs.25,000/- or more in

Form No.2.

(e) Submit a detailed statement in respect of shares / debentures purchased

under promoters / employees quota as on 1st January of each calendar

year in his own name and also those held in the names of spouse and

dependent children in Form No. 3.

II. No Management Staff of the Corporation shall, except with the previous

sanction of the Competent Authority, enter into any transaction concerning

any movable or immovable property with a person or a rm having ofcial

dealings with the concerned Management Staff or his subordinates.

III. No Management Staff of the Corporation shall make any transactions

except with the specic prior approval of the Competent Authority in writing,in relation to any property leased or mortgaged to the Corporation.


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EXPLANATION

The term every transaction in this sub-rule shall include all transactions of sale

or purchase or any other investments in shares, securities, debenture, term

deposits, PPF, NSCs and investments in Mutual Fund Schemes, etc.

NOTE

Transactions entered into by the spouse or any other member of the family

of a Management Staff out of his or her own funds (including streedan, gifts,

inheritance, etc) as distinct from the funds of the Management Staff in his or her

own name and his or her own right, would not attract the provisions of this Rule

14.

EXPLANATION

For the purpose of Rule 14 the expression movable property includes:

(a) Jewellery, shares, securities, debentures, PPF, NSCs, Term Deposits

and insurance policies annual premium of which exceeds Rs.20,000 or

one sixth of the total annual emoluments received from the Corporation,

whichever is less.

(b) Loans advanced by such Management Staff, whether secured or not.

(c) Motor cars, motorcycles or any other means of conveyance.

(d) Refrigerators, radios, radiograms, television sets or any electronic gadgets,

furniture items, etc.

IV. The Chairman may at any time, by general or special order, require a

Management Staff to submit within a period specied in the order, a full

and complete statement of such movable or immovable property held or

acquired by him or on his behalf or by any member of his family as may be

specied in the order. Such statement, shall, if so required, include details of

the means by which or the source from which such property was acquired.

V. (a) When the Corporation issues shares by way of Initial Public Offer (IPO),

Follow-on Public Offer (FPO), a full-time Director or any Management

Staff involved in the decision making process of xation of price of an

IPO/FPO of shares of the Corporation shall not apply either himself/

herself or through any member of his/her family or through any other

person acting on his/her behalf for allotment of shares (which includes

all types of equity related instruments) in an IPO/FPO of the Corporation,

even out of the category of preferential quota reserved for Employees/

Directors of the Corporation.


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(b) When the Corporation issues shares by way of Initial Public Offer

(IPO), Follow-on Public Offer (FPO), all Management Staff including

full time Directors who are in possession of unpublished price sensitive

information would be prohibited from dealing/transacting either in their

own name or through any member of their family in the shares of the

Corporation. (c) Full-time Director or Management Staff of the Company or any member

of their family or any person acting on their behalf shall not apply for

shares out of any preferential quota reserved for Employees/Directors

of other Companies.

(d) All Management Staff would be required to disclose to the Company

all transactions of purchase / sale in Corporations shares worth

Rs.20,000/-or more in value or existing holding / interest in the shares

of the Corporation worth Rs.20,000/- or more either in his / her ownname or in the name of any family member indicating quantity, price,

date of transaction and nature of interest within 4 working days.

15. VINDICATION OF ACTS AND CHARACTER OF MANAGEMENT STAFF

No Management Staff shall, except with the previous sanction of the Chairman,

have recourse to any court or to the Press for the vindication of any ofcial

act which has been the subject matter of adverse criticism or an attempt of a

defamatory character.

EXPLANATION

Nothing in this rule shall be deemed to prohibit a Management Staff from

vindicating his private character or any act done by him in his private capacity

and where such action is taken, the Management Staff, shall submit a report to

the Chairman, regarding such action.

16. CANVASSING OF NON-OFFICIAL OR OTHER INFLUENCES

(a) No Management Staff shall bring or attempt to bring any political or other

outside inuence to bear upon any superior authority to further his interestsin respect of matters pertaining to his service in the Corporation.

(b) No Management Staff shall approach, directly or indirectly, any foreign

Government or foreign organisation for nancial assistance, for visiting a

foreign country or attending a course abroad, without prior written permission

of the Chairman.

(c) No Management Staff, shall send a representation or advance copy thereof,

on any service matters to any Member of Parliament, Central or State

Minister or any outside authority, save and except as provided in any other

regulations.


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17. BIGAMOUS MARRIAGE

(a) No Management Staff shall enter into or contract a marriage with a person

having a spouse living;

(b) No Management Staff having a spouse living shall enter into or contract a

marriage with any person.

Provided that the Board may permit Management Staff to enter into or

contract any such marriage as is referred to in sub clause (a) or (b) above if

it is satised that

i) such marriage is permissible under the personal law applicable to such

Management Staff and the other party to the marriage; and

ii) there are other grounds for so doing.

18. MANAGEMENT STAFF MARRYING FOREIGNERS

Any Management Staff of the Corporation who has married/ marries a foreigner

will be required to inform in writing his/ her Functional Manager of such marriage

immediately after such marriage has been solemnised, giving the name and

nationality of the foreigner.

19. EMPLOYMENT OF NEAR RELATIVES OF THE MANAGEMENT STAFF

OF THE COPRORATION IN ANY COMPANY OR FIRM ENJOYING THE

PATRONAGE OF THE CORPORATION

(a) No Management Staff shall use his position or inuence directly or indirectly

to secure employment for any person related, whether by blood or marriage,

to the Management Staff or to his/ her wife or husband whether such a

person is dependent on him/ her or not.

(b) No Management Staff shall, except with the previous sanction of the

Chairman, permit his son, daughter or any member of the family to accept

employment with any company or rm with which he has ofcial dealings or

with any other company or rm having ofcial dealings with the Company,

provided that where the acceptance of the employment cannot await

the prior sanction of the Chairman, the employment may be acceptedprovisionally subject to the permission of the Chairman to whom the matter

shall be reported forthwith.

(c) No Management Staff shall, in the discharge of his ofcial duties, deal with

any matter or give or sanction any contract to any company or rm or any

other person if any member of his family is employed in that company or

rm or under that person or if he or any member of his family is interested in

such matter or contract in any other manner and the Management Staff shall

refer every such matter or contract to his ofcial superior and the matter or

the contract shall thereafter be disposed of according to the instructions of

the authority to whom the reference is made.


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20. PATENT FOR INVENTION MADE

The Corporations Management Staff, whose duties involve carrying out of

scientic or technical research, shall not apply for or obtain, cause or permit

any other person to apply for or obtain a patent for an invention made by such a

Management Staff save with the permission of the Chairman and in accordance

with such conditions as the Chairman may impose.

21. ACCEPTANCE OF REWARDS

No Management Staff of the Corporation shall, except in the following cases,

accept, without prior approval of the Chairman, a reward from any source:

(a) Premium award for any essay or play in public competition.

(b) Any reward offered for the arrest of a criminal or for special service in

connection with the administration of justice.

(c) Any reward payable in accordance with the provisions of any act or

regulation or rules framed thereunder.

(d) Any reward sanctioned for services in connection with administration of the

Customs and Excise laws.

(e) Any fees payable to the Management Staff for duties which he is required

to perform in his ofcial capacity under any special or local law or by order

of Government.

22. INVESTMENT, LENDING AND BORROWING

No Management Staff of the Corporation shall, save in the ordinary course

of business with a bank, the Life Insurance Corporation or a rm of standing,

borrow money from or lend money to or otherwise place himself under pecuniary

obligation to any person with whom he has or is likely to have ofcial dealings

or permit any such borrowing, lending or pecuniary obligation in his name or for

his benet or for the benet of any member of his family.

23 MANAGEMENT STAFF OF THE CORPORATION SHALL(a) strictly abide by any law relating to intoxicating drinks or drugs in force in

any area in which he may happen to be for the time being;

(b) not be under the inuence of any intoxicating drink or drug during the course

of his duty and shall also take due care that the performance of his duties at

any time is not affected in any way by the inuence of such drink or drug;

(c) refrain from consuming any intoxicating drink or drug in a public place;

(d) not appear in a public place in a state of intoxication;(e) not use any intoxicating drink or drug to excess.


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For the purpose of this rule, public place means any place or premises

(including clubs, even exclusively meant for members, where it is permissible to

invite non-members as guests, bars and restaurants, conveyance) to which the

public have or are permitted to have access, whether on payment or otherwise.

24. EVIDENCE BEFORE A COMMITTEE OR ANY OTHER AUTHORITY

(a) Save as provided under sub-rule (c) no Management Staff of the Corporation

shall, except with the previous permission of the Chairman, give evidence

in connection with any enquiry conducted by any person, committee or

authority.

(b) Where permission has been accorded under sub-rule (a) no Management

Staff giving such evidence shall criticise the policy or any action of the

Central Government or of a State Government or of the Corporation.

(c) Nothing in this rule shall apply to

i) evidence given at any enquiry before an authority appointed by the

Government, Parliament or a State Legislature;

ii) evidence given in any judicial enquiry;

iii) evidence given in any departmental enquiry.

25. PUBLIC DEMONSTRATION IN HONOUR OF CORPORATIONS

MANAGEMENT STAFF

No Management Staff shall, except with the previous permission of the Chairman,

attend any complimentary or valedictory address or accept any testimonial or

attend any meeting or entertainment held in his honour or in the honour of any

other employee of the Corporation provided that nothing in this rule shall apply

to:

(i) A farewell entertainment of a substantially private and informal character

held in honour of the management Staff or any other employee on

the occasion of his retirement or any person who has recently quit the

Companys services, or

(ii) Acceptance of simple and inexpensive entertainment arranged by public

bodies and institutions.

26. NO MANAGEMENT STAFF OF THE CORPORATION SHALL

(a) Be an Ofce Bearer of a political party or an organisation which takes part

in politics.

(b) Take part in or assist in any manner in any movement/ agitation or

demonstration of a political nature.

(c) Take part in an election to any legislature or local authority, and,

(d) Canvass in any election to any legislature or local authority.


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27. ABSENCE FROM DUTY

(a) No Management Staff shall absent himself from duty or be late in attending

ofce or leave the station without having rst obtained the permission of the

Competent Authority.

Provided that, in the case of unavoidable circumstances where availingof prior permission is not possible or is difcult, such permission may be

obtained later subject to the satisfaction of the Competent Authority that

such a permission could have not been obtained.

(b) No Management Staff shall ordinarily absent himself in case of sickness or

accident without submitting a proper medical certicate.

Provided that, in the case of temporary indisposition or sickness of a casual

nature, the production of a medical certicate may be dispensed with.

(c) If a Management Staff overstays beyond the period of leave originally

granted or subsequently extended or is otherwise absent beyond 21 days

continuously without prior permission of or intimation to the Competent

Authority, empowered to grant him leave, he shall be treated to have

voluntarily abandoned the Corporations services and the Competent

Authority may pass orders accordingly, without the necessity of disciplinary

proceedings under the CDA rules of the Corporation. A communication

relating to such order having been passed by the Competent Authority shall

be sent to the staff concerned at the last known address on record.

28. FORWARDING OF APPLICATION

No Management Staff shall forward his application for employment or his

application for the award of a fellowship or scholarship for studies directly to

any authority unless the application is sponsored by the Corporation and he is

permitted to take up such employment, fellowship or scholarship.

29. CONVICTION OR ARREST OF A MANAGEMENT STAFF

A Management Staff convicted by a court of law or arrested shall at once report,

in writing, the fact of his conviction or arrest to his immediate superior authority

who in turn shall report the same to the Chairman.

30. PURSUING OF HIGHER STUDIES AND JOINING VOLUNTARY

ORGANISATIONS

(a) A Management Staff may, with the prior permission of the Head of his

Department, join an educational institution or a course of study outside

normal duty hours provided that such pursuit does not detract from efcientdischarge of his ofcial duties.


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(b) Subject to the conditions laid down in (a) above and any other condition that

may be prescribed by the Management, a Management Staff may join the

following or any other organisations as may be prescribed:

i) Home Guards, National Voluntary Corps;

ii) Territorial Army;

iii) Auxiliary Air Force and

iv) Bharat Sevak Samaj

PART III : DISCIPLINE AND APPEAL RULES

A. MISCONDUCT

Without prejudice to the generality of the term misconduct, the

following acts of omission and commission, inter alia, shall be treated as

misconduct:

1. Theft, fraud, forgery, embezzlement, misappropriation, dishonesty

in connection with the business or property of the Corporation or of

property of another person within the premises of the Corporation.

2. Taking or giving bribes or any illegal gratication.

3. Possession of pecuniary resources or property disproportionate to the

known sources of income by the Management Staff or on his behalfby another person, which the Management Staff cannot satisfactorily

account for.

4. Making use of ones position in the Corporation to inuence business

associates or others connected with the Corporations business for

personal gains.

5. Giving false information regarding ones name, age, fathers name,

qualications, previous service or any other matter germane to

the employment at the time of employment or during the course ofemployment.

6. Acting in a manner prejudicial to the interest of the Corporation.

7. Wilful insubordination or disobedience, whether or not in combination

with others, of any lawful and reasonable order of his superior.

8. Absence without leave or over-staying the sanctioned leave without

sufcient reasons or proper or satisfactory explanation.

9. Habitual late or irregular attendance.

10. Neglect of work or negligence in the performance of duty including


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malingering or slowing down of work.

11. Wilful damage to any property of the Corporation or to work in process.

12. Interference or tampering with any safety devices installed in or about

the premises of the Corporation.

13. Drunkenness or riotous or disorderly or indecent behaviour in thepremises of the Corporation or outside such premises where such

behaviour is related to or connected with the employment.

14. Gambling within the premises of the establishment.

15. Smoking within the premises of the establishment where it is prohibited.

16. Collection without the permission of the Competent Authority of any

money within the premises of the Corporation except as sanctioned by

any law of the land for the time being in force or rules of the Corporation.

17. Commission of any act which amounts to a criminal offence involving

moral turpitude.

18. Purchasing properties, machinery, stores, etc. from or selling properties,

machinery, stores, etc. to the Corporation without express permission in

writing from the Competent Authority.

19. Going on illegal strike or abetting, inciting, instigating or acting in

furtherance thereof.

20. Breach of rules duly notied or violation of procedures laid down in

connection with the Corporations business.

21. Abetment of or attempt at abetment of any act which amounts to

misconduct.

22. Commissioning of any act subversive of discipline or good behaviour.

23. Non-observance of any safety precautions or rules on the subject.

24. Being found in possession of matches, lighter, fuses or any other

appliances used for producing ignition or explosion within Plant/Installation/Aviation/Depot premises and breach of any other petroleum

rules duly notied.

25. Engaging in trade within the premises of the establishment including

lending or borrowing money to and from other employees of the

Corporation during working hours.

26. Unauthorised use of Corporations premises, quarters or land.

27. Threatening abusing or assaulting and/or obstructing employees in thedischarge of their duties or instigating other employees to act against

the Corporation.


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28. Taking part in subversive activities.

29. Malicious or false allegations against a Management Staff or any other

employee of the Corporation.

30. Breach of laws applicable to the establishment or of Rules made

thereunder.31. Violation of conduct rules made by the Corporation.

32. Tampering with or unauthorised destruction of the ofcial records of the

Corporation.

33. Unauthorised disclosure of secret/ ofcial information in the records of

the Corporation.

34. False claims on account of travelling expenses, Medical expenses, etc.

35. Committing nuisance on the premises of the Corporation.

36. Holding or attempting to hold any meeting not connected with the

ofcial business on the premises of the Corporation without the

previous permission of the Corporation or except in accordance with

the provision of any rule or law for the time being in force.

37. Incurring debts to an extent considered excessive by the management.

38. Absence from the appointed place of work or leaving station without

permission from the Competent Authority or sufcient cause.

39. Refusal to accept a charge sheet or order or any other ofcial

communication.

NOTE

The above instances of misconduct are illustrative in nature and not exhaustive.

B. PENALTIES

The following penalties may be imposed on a Management Staff, as

hereinafter provided, for misconduct committed by him or for any other

good and sufcient reasons:

(1) Minor Penalties:

(a) Censure/ Warning;

(b) Withholding of increments of pay for a specied period without

cumulative effect;

(c) Withholding of promotion for a specied term upto 6 (six) months.


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(2) Major Penalties:

(a) Withholding of increments of pay with cumulative effect;

(b) Reduction of pay upto 3 (three) lower stages in time scale for

one year without cumulative effect and not adversely affecting his

terminal benets;(c) Reduction to a lower stage(s) with cumulative effect;

(d) Recovery from pay or such other amount as may be due to him of

the whole or part of any pecuniary loss caused to the Corporation

by negligence or breach of orders or the acts of omission and

commission;

(e) Withholding of promotion for a specied term of more than 6 (six)

months;

(f) Reduction to a lower grade;

(g) Compulsory retirement;

(h) Removal from service which shall not be a disqualication for future

employment;

(i) Dismissal from service which shall ordinarily be a disqualication

from future employment.

EXPLANATION

The following shall not amount to a penalty within the meaning of this rule,

namely:

i. Withholding of one or more increments of a Management Staff on account

of his work being found unsatisfactory or not being of the required standard.

ii. Non-promotion of a Management Staff, whether in an ofciating capacity or

otherwise to a higher grade for which he is found unsuitable.

iii. Reversion of a Management Staff ofciating in a higher grade or post to

a lower grade or post on the expiry of the term, or on the ground that he

is considered, after trial, to be unsuitable for such higher grade or post or

on administrative grounds even if the same may be unconnected with his

conduct.

iv. Reversion of a Management Staff appointed on probation to another grade

or post to his previous grade or post during or at the end of the period

of probation, in accordance with the terms of his appointment or rules ororders governing such probation.


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v. Termination of the Service of a Management Staff appointed

(a) on probation, during or at the end of the period of the probation in

accordance with the terms of his appointment, or the rules or orders

governing such probation:

(b) in a temporary capacity under a contract or agreement of the expiration

of the period for which he was appointed or earlier in accordance with

the terms of his appointment:

(c) under a contract or agreement in accordance with the terms of such

contract or agreement.

vi Premature retirement of a Management Staff on attaining the age of 50

years on grounds of medical untness, inefciency or doubtful integrity

under Rule I of these rules.

vii Voluntary abandonment of Corporations service in terms of sub-rule (c) ofRule 27 of the Conduct Rules in Part II.

C. SUSPENSION

(1) The Competent Authority, the Functional Director / Functional Manager, or

Department Head/ Department Manager or the Disciplinary Authority or any

other Authority empowered on that behalf by the Management may place a

Management Staff under suspension:

(a) pending enquiry proceedings against him contemplated or initiated;

(b) where a case against him in respect of any criminal offence is under

investigation or trial.

(2) The suspension order shall take effect immediately on communication

thereof and thereafter the suspended Management Staff shall not leave the

station without written permission of the Authority suspending him.

(3) A Management Staff who is detained in custody on criminal charge for a

period exceeding one week shall be deemed to have been suspended fromthe date of detention until further notice.

(4) The suspended Management Staff is required to record his attendance

at the usual specied time and place daily unless otherwise specically

instructed.

NOTE

No leave shall be normally granted to a Management Staff under suspension.

(5) Where penalty of dismissal or removal from service imposed upon aManagement Staff under suspension is set aside in appeal or review under

these regulations but the relevant Authority decides to remit the case for


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further inquiry or action, the original order of suspension shall be deemed

to remain in force on and from the date of the original order of dismissal or

removal and until further orders.

(6) Where a penalty of dismissal or removal from service imposed upon a

Management Staff under suspension is set aside or declared or rendered

void in consequence of or by a decision of a court of law and the DisciplinaryAuthority on consideration of the circumstances of the case decides to

hold further inquiry against him on the allegations on which the penalty of

dismissal or removal was originally imposed, the Management Staff shall be

deemed to have been placed under suspension from the date of the original

order of dismissal or removal and until further orders.

NOTE

(a) An order of suspension made or deemed to have been made under this

rule shall continue to remain in force until it is modied or revoked by

the Authority competent to do so.

(b) An order of suspension made or deemed to have been made under

this rule may at any time be modied or revoked by the Authority which

made or is deemed to have made the order.

D. SUBSISTENCE ALLOWANCE

(1) (a) The suspended Management Staff, during the period of suspension,

shall be entitled to a subsistence allowance equal to half of the salary

(i.e. Basic plus Dearness allowance(s) plus Ad hoc pay, if any, plus CCA

plus HRA) normally admissible to the Management Staff.

(b) In case of prolonged suspension, after a period of 4 months, the

Management may review the case and permit payment of CCA and

HRA at full rates, if deemed t.

(2) Where the period of suspension exceeds 6 months, the amount of

subsistence allowance may be increased by suitable amount not exceeding50% of the subsistence allowance payable during the period of the rst 6

months at the discretion of the Competent Authority.

(3) The amount of subsistence allowance may reduce to 25% of the subsistence

allowance initially payable if, in the opinion of the Competent Authority, the

period of suspension has been prolonged due to reasons, to be recorded in

writing, directly attributable to the Management Staff under suspension.

(4) The suspended Management Staff shall not, during the period of suspension,

take up any employment, profession or any other vocation with any otherorganisation on any terms.


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(5) If a Management Staff is arrested by the Police on criminal charge and bail

is not granted, no subsistence allowance is payable. On grant of bail, if the

Competent Authority decides to continue the suspension, the Management

Staff concerned shall be entitled to subsistence allowance from the date he

is granted bail.

(6) If during the period of suspension, a Management Staff retires by reason ofhis attaining the age of superannuation no subsistence allowance shall be

paid to the Management Staff from the date of his retirement.

(7) No subsistence allowance shall be paid to the suspended Management

Staff if he fails to record his attendance at the usual specied time and place

daily.

E. TREATMENT OF THE PERIOD OF SUSPENSION

If the suspension of a Management Staff is held to be unjustied or not whollyjustied or if the Management Staff who has been dismissed, removed or

suspended is reinstated, the Competent Authority, whose decision shall be nal,

may grant him for the period of his absence from duty

(a) if he is exonerated, full salary and allowances to which he would have

been entitled if he was not dismissed, removed or suspended, less the

subsistence allowance already paid to him;

(b) if otherwise, such proportion of salary and allowances as the Competent

Authority may prescribe;

(c) in a case falling under sub-clause (a) above, the period of absence from duty

will be treated as a period spent on duty. In a case falling under sub-clause

(b) above, it will be treated as period spent on duty unless the Competent

Authority, whose decision will be nal, directs otherwise.

F. PROCEDURE FOR IMPOSING MAJOR PENALTIES

Subject to the provisions of Rule H below:

(1) The Disciplinary Authority or an Authority as specied in Schedule I may

impose any of the penalties specied in Rule B above. Provided that no

order imposing any major penalties specied in Rule B shall be made

except after an inquiry is held in accordance with these rules.

(2) Whenever the Disciplinary Authority is of the opinion that there are grounds

for inquiry into the truth of any imputation of misconduct or misbehaviour

against a Management Staff, it may itself inquire into or appoint any other

public servant (hereinafter referred to as Inquiring Authority) to inquire into

the truth thereof.


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(6) The Management Staff may take the assistance of any other Management

Staff of the Corporation, or any Public Servant (only in respect of cases

where the Presenting Ofcer appointed is a public servant) but shall

not engage a legal practitioner for this purpose unless the case is being

presented by a legal practitioner or a Prosecuting Ofcer of the Central

Bureau of Investigation or a Government Law Ofcer (such as LegalAdviser, Junior Legal Adviser).

(7) On the date xed by the Inquiring Authority, the Management Staff shall

appear before the Inquiring Authority at the time and place specied in the

notice. The Inquiring Authority shall ask the Management Staff whether he

pleads guilty or has any defence to make and if he pleads guilty to any of

the charges, the Inquiring Authority shall record the plea, sign the record

and obtain the signature of the Management Staff concerned thereon. The

Inquiring Authority shall return a nding of guilt in respect of those charges

to which the Management Staff pleads guilty.

(8) If the Management Staff does not plead guilty, the Inquiring Authority shall

adjourn the case to a later date not exceeding 7 days, after recording an

order that the Management Staff may, for purpose of preparing his defence;

i) Inspect the documents listed with the charge sheet;

ii) Submit a list of additional documents and witnesses that he wants to

examine;

iii) Be supplied with the copies of the statements of witnesses, if any, listed

in the charge sheet.

NOTE

Relevancy of the additional documents and the witnesses referred to in

sub-clause 8 (ii) above will have to be given by the Management Staff

concerned and the documents and the witnesses shall be summoned if the

Inquiring Authority is satised about their relevance to the charges under

inquiry.

(9) The Inquiring Authority shall ask the Authority in whose custody or

possession the documents are kept, for the production of the documents on

such date as may be specied.

(10) On receipt of the requisition under sub-rule (9) the Authority having the

custody or possession of the requisitioned documents, shall arrange to

produce the same before the Inquiring Authority on the date, place and time

specied in the requisition. Provided that the Authority having the custody or

possession of the requisitioned documents may claim privilege if productionof such documents will be against the public interest or the interest of the

Corporation. In that event, it shall inform the Inquiring Authority accordingly.


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(11) On the date xed for the inquiry, the oral and documentary evidence by

which articles of charges are proposed to be proved shall be produced

by or on behalf of the Disciplinary Authority. The witnesses produced by

the Presenting Ofcer shall be examined by the Presenting Ofcer and

may be cross-examined by or on behalf of the Management Staff. The

Presenting Ofcer shall be entitled to re-examine the witnesses on anypoints on which they have been cross-examined but not on a new matter

without the leave of the Inquiring Authority. The Inquiring Authority may

also put such questions to the witnesses as it thinks t.

(12) Before the close of the case for or on behalf of the Disciplinary Authority

or the Competent Authority, the Inquiring Authority may, in its discretion,

allow the Presenting Ofcer to produce documents and/or witnesses not

included in the list of documents and/or the list of witnesses communicated

with the charge sheet or may itself call for new evidence or recall or re-

examine any witness. In such a case, the Management Staff shall be

given opportunity to inspect the documentary evidence before it is taken

on record or to cross-examine a witness, who has been so summoned.

(13) When the case for the Disciplinary Authority or the Competent Authority is

closed, the Management Staff shall be asked to present his defence and

produce evidence.

(14) The Management Staff may examine himself on his own behalf if he so

prefers. The witnesses produced by the Management Staff shall then be

examined and shall be liable to cross-examination and re-examination

according to the provisions applicable to the witnesses for the Disciplinary

Authority. The Management Staff shall be entitled to re-examine any of its

defence witnesses on any new matter only with the leave of the Inquiring

Authority. The Inquiring Authority may also put such questions to the

defence witnesses as it thinks t.

(15) The Inquiring Authority may, after the Management Staff closes his

case, and shall, if the Management Staff has not examined himself,

generally question him on the circumstances appearing against him in the

evidence for the purpose of enabling the Management Staff to explain any

circumstances appearing in the evidence against him.

(16) The Management Staff concerned shall be supplied with a copy of the

proceedings of the day, after conclusion of the days sitting.

(17) After the completion of the production of the evidence the Management

Staff and the Presenting Ofcer may le written briefs of their respective

cases, within 15 days of the date of completion of the production of

evidence.


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(18) If the Management Staff does not submit the written statement of defence

referred to in sub-rule (3) on or before the date specied for the purpose

or does not appear in person or through the assisting Management Staff

of the Corporation or a public servant as provided in sub-rule (6) above,

or otherwise fails or refuses to comply with any of the provisions of those

rules, the Inquiring Authority may hold the inquiry ex-parte.(19) Whenever the Inquiring Authority, after having heard and recorded

the whole or any part of the evidence in an inquiry, ceases to exercise

jurisdiction therein and is succeeded by another Inquiring Authority which

has, and which exercises, such jurisdiction, the Inquiring Authority so

succeeding may act on the evidence so recorded by its predecessor or

partly recorded by its predecessor and partly recorded by itself. Provided

that if the succeeding Inquiring Authority is of the opinion that further

examination of any of the witnesses whose evidence has already been

recorded is necessary in the interest of justice, it may recall, examine,

cross-examine and re-examine any such witnesses as herein-before

provided.

(20) i. After the conclusion of the inquiry, report shall be prepared and it shall

contain:

(a) a gist of the charges;

(b) a gist of the defence of the Management Staff in respect of each

charge;

(c) an assessment of the evidence in respect of each charge;

(d) the ndings on each charge and the reasons therefor.

EXPLANATION

If in the opinion of the Inquiring Authority the proceedings of the inquiry establish

any charge different from the original charge, it may record its ndings on such

charge; Provided that the ndings on such charge shall not be recorded unless the

Management Staff has either admitted the facts on which such charge is based

or has had a reasonable opportunity of defending himself against such charge.

ii. The Inquiring Authority, shall forward to the Disciplinary Authority or the

Competent Authority the record of inquiry which shall include:

(a) the report of the inquiry prepared by it under sub-clause (I) above;

(b) the oral and documentary evidence produced in the course ofinquiry;


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(c) written briefs referred to in sub-rule (17), if any, and

(d) the orders, if any, made by the Disciplinary Authority or the

Competent Authority and the Inquiring Authority in regard to the

inquiry.

(21) The Disciplinary Authority or the Competent Authority, may for reasons tobe recorded by it in writing remit the case to the Inquiring Authority for fresh

or further inquiry and report and the Inquiring Authority shall thereupon

proceed to hold the further inquiry according to the provisions of this rule

as far as may be.

(22) The Disciplinary Authority or the Competent Authority shall, if it disagrees

with the ndings of the Inquiring Authority on any charge, record its reasons

for such disagreement and record its own ndings on such charge, if the

evidence on record is sufcient for the purpose.

(23) If the Disciplinary Authority or the Competent Authority having regard to

its ndings on all or any of the charges is of the opinion that any of the

penalties specied in Rule B should be imposed on the Management

Staff it shall, notwithstanding anything contained in Rule G, make an

order imposing such penalty.

(24) If the Disciplinary Authority or the Competent Authority, having regard to

its ndings on all or any of the charges, is of the opinion that no penalty

is called for, it may pass an order exonerating the Management Staffconcerned.

G. PROCEDURE FOR IMPOSING MINOR PENALTIES

(1) Where it is proposed to impose any minor penalties specied in Rule

B, the Management Staff concerned shall be informed in writing of the

imputations of misconduct or misbehaviour against him and given an

opportunity to submit his written statement of defence within a specied

period not exceeding 15 days or such extended period as may be granted

by the Disciplinary Authority and the defence statement if any, submitted bythe Management Staff shall be taken into consideration by the Disciplinary

Authority for passing orders together with reasons therefor.

(2) The Disciplinary Authority or Competent Authority shall communicate in

writing the order awarding minor penalty to the concerned Management

Staff.

H. SPECIAL PROCEDURE IN CERTAIN CASES

Notwithstanding anything contained in Rule F or G, the Chairman or the Boardmay impose any of the penalties specied in Rule B in any of the following

circumstances:


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(1) The Management Staff has been convicted on a criminal charge or on the

strength of facts or conclusions arrived at by a judicial trial; or

(2) Where the Chairman is satised that it is not reasonably practicable or

necessary to hold an enquiry in the manner provided in these rules; or

(3) Where the Chairman is satised that in the interest of security of theCorporation, it is not expedient to hold an enquiry in the manner provided in

these rules.

I. PREMATURE RETIREMENT OF STAFF

(1) A Staff who has attained the age of 50 years and is considered to be

medically unt, inefcient or of doubtful integrity may be prematurely retired

by the Competent Authority.

(2) The criterion for judging medical untness, inefciency or doubtful integrityof Management Staff proposed to be prematurely retired is as follows:

(a) Medical untness

i) If Management Staff has been on sick leave continuously for more

than 6 months (after exhausting all available leave, including

Special Sick Leave, etc.), his case may be referred to a medical

board for a thorough medical examination and report on:

- the disease he is suffering from;

- whether it is curable or incurable;

- whether the disease is infectious/ contagious;

- in case of curable disease, whether, the staff is likely to be t

to resume normal duties within a period of 18 months.

ii) If the Management Staff is not t to resume duties within a period

of 18 months and in case of Management Staff suffering from an

incurable and infectious/ contagious disease or suffering from

lunacy or mental derangement and whose services cannot be

utilised by the Corporation or whose attendance is likely to pose a

health hazard to others, as may be certied by the Medical Board,

premature retirement will be considered by the Competent Authority

on recommendations of the concerned Functional Director.

iii) The above continued absence from duty would be where it occurs

in addition to all leave (Sick Leave, Special Sick Leave, etc.), which

has already been availed by the Management Staff for the same

illness.


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iv) This premature retirement on medical grounds is independent

of and without prejudice to the right of the Corporation under

the contract of employment to dispense with the services of the

Management Staff on one months notice on any grounds including

inter alia on grounds of medical untness in case of Management

Staff who might not have attained the age of 50 years.

v) Wherever the Management Staff is prematurely retired on medical

grounds, he would be entitled to ex-gratia amount equivalent to 1 1/2

months emoluments (Basic + DA + Adhoc, wherever applicable), for

each completed year of service, or the monthly emoluments at the time

of retirement multiplied by the balance months of service left before

normal date of retirement, whichever is less. For e.g., Management

Staff who has put in 24 years of service and has only one year of

service for normal retirement will get ex-gratia payment of only 12

months emoluments and not 36 months emoluments. This amount

would be in addition to any other benets as would have been due on

normal retirement.

b) Inefciency-

Inefciency would be evaluated on the basis of the Appraisal Reports of

the Management Staff. Where the Management Staff has secured US

rating for a consecutive period of 5 years, the case may be considered

for premature retirement on the recommendations of the Functional

Director, provided that during this period of 5 years, his reports have

been written by at least two different superiors. If not, an opportunity

would be afforded to the individual staff to be assessed by another

superior for at least a year, if not more.

c) Doubtful integrity

Management Staff who gets an adverse comment consecutively for 5

years on his integrity in his Annual Performance Appraisal Report onthe basis of proven instances of misconduct during each year may be

recommended for premature retirement.

(3) All cases of premature retirement would be decided by the COMPETENT

AUTHORITY ONLY.

(4) Management Staff on premature retirement would be entitled to all the

normal retirement benets which would have been due to them had they

superannuated in the normal course.


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30

SCHEDULEI

(SeePartIII-RuleF

-RuleM)

BHARATPETROLEUMCORPORATIONLIM

ITED

SCHEDULEOFDISC

IPLINARYAUTHORITY

/APPELLATEAUTHORITY/REVIEWINGAUTHO

RITY

SR.

NO.

GRADEOFTHE

MANAGEMENT

STAFF

NATU

REOF

PENA

LTY

DISCIPLINARYAU-

THORITY

APPELLATE

AUTHORITY

REVIEWING

AUTHORITY

REMARKS

1

JOBGROUPSA

TOD

a)All

Penalties

other

than

dismissal

b)Dis

missal

FUNCTIONALH

EAD

OFTHEREGION/

DEPARTMENT,

SBU

/ENTITYHEAD(In-

cumbentsforallt

hese

positionsshould

not

bebelowtheran

kof

GM)

FUNCTIONAL

DIRECTOR

FUNCTIONAL

DIRECTOR

CHAIRMAN

CHAIRMAN

CHAIRMAN

1.Anyauth

orityhigher

thantheDi

sciplinaryAu-

thoritymay

alsoimpose

anyofthethepenalties

specifedin

thisSchedule.

2.Wheretheauthority

specifedin

thisSchedule

doesnothaveincumbent

inthatposi

tion,thepow-

ersmayex

ercisedbythe

higherauth

ority.

3.Applicat

ionstothe

Reviewing

Authoritycan

bemadeonlyincaseof

majorpena

lties.

2

JOBGROUPSE

ANDF

a)AllPenal-

tiesotherthan

dismissal

b)Dis

missal

FUNCTIONAL

DIRECTOR

CHAIRMAN

CHAIRMAN

BOARD

CHAIRMAN

BOARD

3

JOBGROUPS

G/H&I

Allpenalties

CHAIRMAN

BOARD

BOARD


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31

FORM No.1

STATEMENT SHOWING DETAILS OF IMMOVABLE /MOVABLE PROPERTY &

LIABILITIES ON FIRST APPOINTMENT AND ALSO 1ST JANUARY OF EACH

CALENDAR YEAR

(Pl. refer Rule 14 I)

NAME / EMP NO _______________________________________

DESIGNATION _______________________________________

ORGANIZATION _______________________________________

DATE OF JOINING _______________________________________

BASIC PAY _______________________________________

ASSETS : (e.g. Lands, House, Shops, other Buildings etc.)

A. IMMOVABLE PROPERTY (Worth Rs.25,000/- & more) :

Sl.

No.

Details/De-

scription of

property &its location

(see notes

1&4 below)

House /

Building /

Land No.

If not in own

name, state

in whosename held

and his / her

relationship,

if any to the

employee

How and

when

acquired(see notes

2 & 5

below)

Value

of the

property(see note

3 below)

Total

annual

incomefrom the

property

Remarks

1 2 3 4 5 6 7


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32

- 2 -

B. MOVABLE PROPERTY (Worth Rs.20,000/- & more) :

Details of

property

Held in whose

name(s)

Date of

purchase

Purchase

valueRs.

From whom

purchased*

Source of

nanceAmount

Source

Rs.

(a) (b) (c) (d) (e) (f)

TOTAL

* State whether relative / person having ofcial dealing giving full name and address.

C. LIABILITIES ( PL.indicate the amount of liability,particulars of the institution/

person etc.)

1. Liabilities to Banks/Financial Institutions :

2. Liabilities to Friends / Relatives :

3. Other Liabilities, if any :

. 3/-


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-- 3 --

(Notes for Form No.1)

Note 1 If the

Cda Rules Bpcl

Documents