Tactical Terms and their meaning-I

1. What is Bound?:- Tactical ahmiyat wali wah jamin jisko advance karne wali unit/sub unit tactically secure karti hai aur upar wale commander ko report deti hai taki harkat ko cordinate kiya ja sake. Yah wo jagah hoti hai jaha dusman ke milne ka andesh ho. Unit /sub unit yaha halt kart hai aur agar hukm iske barkhilaf  n diye gaye ho.
2. What is start point?: Advance ke axis par mukarar kiya huwa wah point jisko advance coloumn ke sabse aage wale troops diye huwe samay par par karta hai.
3.  What is start time?: Operation order me diya huwa samay jis par advance coloumn ki sabse aage wali platoon start point ko par karti hai.
4. What is D Day?:  Kisi operation ko suru karne ke liye mukarar kiye huye din ko D Day kahte hai, iske pahle ko D- aur bad wale din ko D+ se jahir karte hai.
5. What is Axis? Wah aap disha jis par koyi unit ya formation harkat karta hai.

Different kinds of Travelling Allowance for Central Government employees…

Different kinds of travelling allowance for Central Government employees….
  
The following allowances are the different kinds of travelling allowance:-
  
(1) Permanent or consolidated travelling allowance.
 
(2) Conveyance allowance.
 
(3) Mileage allowance.
 
(4) Daily Allowance.
 
(5) Actual cost of travelling.
  
Permanent or Consolidated Travelling Allowance
  
A permanent monthly traveling allowance may be granted by a competnet authority to any Government servant whose duties require him to travel extensively.

Such an allowance shall be in lieu of all other forms of travelling allowance for journey within the Government servant’s sphere of duty and may be drawn all the year round, whether the Government servant is absent from his headquarters or not.

A permanent travelling allowance shall not be drawn during leave, temporary transfer, or joining time or, unless otherwise expressly provided in the rules in this chapter, during any period for which travelling allowance of any other kind is drawn.
 
Conveyance Allowance :
Grant of Conveyance Allowance for Central Government employees…
  

Average monthly travel on official duty	Rates of conveyance allowance p.m. for journey by	-
-	owned motor car	other modes of conveyance
201-300 Km	Rs.1120	Rs.370
301-450 Km	Rs. 1680	Rs.480
451-600 Km	Rs.2070	Rs.640
601-800 Km	Rs.2430	Rs.750
Above 800 Km	Rs.3000	Rs.850

 
Transport Allowance :-
Grant of Transport Allowance to Central Government employees.
  

Employees drawing grade pay of	Rate of Transport Allowance per month	-
-	In 13 cities* classified as A-1/A earlier	Other places
Grade pay of Rs.5400 & above	Rs.3200 + DA thereon	Rs.1600 + DA thereon
(i) Grade pay of Rs.4200, Rs.4600 and Rs.4800 (ii) those drawing grade pay below Rs.4200 but drawing pay in the pay band equal to Rs.7440 & above.	Rs.1600 + DA thereon	Rs.800 + DA thereon
Grade pay below Rs.4200 and pay in the pay band below Rs.7440	Rs.600 + DA thereon	Rs.400 + DA thereon

 
# Hyderabad(UA), Delhi(UA), Bangalore(UA), Greater Mumbai(UA), Chennai(UA), Kolkata(UA), Ahmedabad(UA), Surat(UA), Nagpur(UA), Pune(UA), Jaipur(UA), Lucknow(UA) and Kanpur(UA).
 
  

Travelling Allowance:-

Travelling Allowance – Entitlements for Journeys on Tour
  

Grade Pay	Travel Entitlements
Officers drawing grade pay of Rs.10,000/- and above and those in pay scale of HAG + and above	Business / Club Class by air / AC First class by train
Officers drawing grade pay of Rs.7,600 and Rs.8,900	Economy Class by air / AC First class by train
Officers drawing grade pay of Rs.5,400 and Rs.6,600	Economy Class by air / AC II Tier class by train
Officers drawing grade pay of Rs.4,200, Rs.4,600 and Rs.8,900	AC II Tier class by train
Officers drawing grade pay below Rs.4,200	First class / AC III Tier / AC Chair car by train

 
  source:http://cgstaffnews.com/?p=4202

What are the road traffic offences and its prescribed penal actions and fine?

To know the  traffic Rule violation  and what are the penal action a policeman  can initiate against you. The list can view by clicking here Traffic Rule Violation  and  Penal Action

Extension of CGHS facilities to permanently disabled dependent brother of a CGHS beneficiary - reg.

Government of India, Ministry of Health & Family Welfare ,Department of Health & Family Welfare has extended the CGHS facilities to permanently disable dependent brother of a CGHS beneficiary and in this regard ministry has issued a formal order on 25 Jul 2013, order is appended below:

Government of India 

Ministry of Health & Family Welfare 

Department of Health & Family Welfare 

Nirman Bhawan, Maulana Azad Road 

New Delhi 110 108

No. S 11011/13/2012-CGHS (P)

Dated the 25th July, 2013

OFFICE MEMORANDUM

Sub: Extension of CGHS facilities to permanently disabled dependent brother of a CGHS beneficiary - reg.

The undersigned is directed to state that dependent brother of a Central Government employee is presently entitled for CGHS coverage upto the age of becoming a major. Ministry of Health and Family Welfare has been receiving requests from CGHS beneficiaries for removal of the upper age-limit in the case of disabled dependent brother so as to provide them the CGHS facilities without any age limit as has been provided to disabled son of a CGHS beneficiary.

2. Accordingly, with a view to assuage the hardship, it has been decided to extend the CGHS facilities to permanently disabled dependent brother of a CGHS beneficiary, without any age-limit.

3. For availing CGHS facilities under this provision, the permanently disabled dependent brother of a CGHS beneficiary must be suffering from any one or more of the disabilities as defined in Section 2(i) of 'The persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995 (No.1 of 19.96)' which includes:- 

(i) Blindness 

(ii) Low-vision

(iii) Leprosy-cuked 

(iv) Hearing impairment

(v) Loco motor disability 

(vi) Mental retardation 

(vii) Mental illness 

and as per Clause (j) of Section 2 of National Trust for Welfare of Persons with Autism, Cerebral Palsy, Mental Retardation and Multiple Disabilities Act, 1999 (No.44 of 1999), which presently covers a person suffering from any of the condition relating to autism, cerebral palsy, mental retardation or a combination of any two or more of such conditions and includes a person suffering from severe multiple disability. It is clarified that 'permanent disability' means a person with 40% or more of one or more disabilities.

4. The eligibility criteria for a permanently disabled dependent brother to avail medical facilities under CGHS will be as under:-

a. He must be wholly dependent on the principal CGHS card holder beneficiary. 

b. He should be unmarried and should not have his own family. 

c. The income limit for deciding dependency shall be as prescribed by the Ministry of Health and Family Welfare from time to time and as applicable in CGHS for the time being in force. 

d. He must be ordinarily residing with the primary CGHS cardholder beneficiary. 

e. All the above conditions are required to be fulfilled for availing CGHS facilities. The CGHS facilities will cease to exist with immediate effect if any one of the above conditions is violated. 

5. This office memorandum will be effective from the date of issue. 

(V.P.Singh) 

Deputy Secretary to the Government of India 

Source: http://msotransparent.nic.in/cghsnew/index.asp

[http://msotransparent.nic.in/writereaddata/cghsdata/mainlinkfile/File640.pdf]

RULE PROVISION ABOUT "DATE OF NEXT INCREMENT IN EXTRA ORDINARY LEAVE(EOL) CASES"

Most of my Bn personnel want to know the rule provision about EOL and increament so I am placing the order issued by DOPT

No. 16/2/2009-Estt.(Pay I)
Government of India
Ministry of Personnel Public Grievances & Pensions
Department of Personnel & Training

New Delhi, the 2^nd July 2010

OFFICE MEMORANDUM

Subject: Regulation of the Date of Next Increment in case of Extra-Ordinary leave (without medical certificate) after implementation of the CCS(RP) Rules, 2008 – clarification regarding.

*****

      Consequent upon the implementation of CCS(RP) Rules 2008, the increments in the revised pay structure are to be regulated in terms of Rule 10 of the CCS (RP) Rules 2008.This rule states that ‘there will be a uniform date of annual increment viz. 1^st of July every year. Employees completing 6 months and above in the revised pay structure as on 1^st July will be eligible to be granted the increment.”

2.       The issue of regulation of date of next increment in case of EOL (without medical certificate) after implementation of CCS(RP) Rules 2008, has been examined in consultation with the Department of Expenditure.

3.       It is clarified that except as provided under the conditions laid down in this Department’s OM dated 18.2.1986, qualifying service of less than six months on account of EOL (without medical certificate) between 1^st July of the previous year till 30^th June of the year under consideration shall have the effect of postponing the increment to 1^st July of the next year. The same stipulation will also be applicable to those cases where the increment became due on 1.7.2006. In terms of this Department’s O.M. No. 13017/20/85-Estt. (L) dated 18.2.1986, EOL granted for the following purposes automatically counts as qualifying service for pension and for increments without any further sanctions:-

      (i) EOL granted due to inability of a Government servant to join or rejoin duty on account of civil commotion.

      (ii) EOL granted to a Government servant for prosecuting higher technical and scientific studies.

4.       Hindi version will follow.

(Rita Mathur).
Director

www.persmin.nic.in

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Origin of Dearness allowances to Government Employee!

Dearness Allowance is compensatory part of wages. In India, DA is being paid since the Second World War. During the War, DA became payable at various rates. It became payable as a result of different costs of living in different cities not known to each other.

Originally, it was the textile industry in Bombay which introduced DA scheme firstly under the bipartite settlement and subsequently they took the shape of arbitration, adjudication and finally, after knocking at the doors of industrial courts, got into awards, which is how in India DA scheme started.

In other parts of the world too DA was paid depending upon the rise in the cost of consumer goods prices. Within 5-10 years, the system of DA became a common system throughout the world but the basic principles remained the same.

In most parts of the world, though not everywhere, common platform DA became payable though not on the same rates.

Ultimately, the question of  DA became a subject-matter of the Supreme Court. The court initially laid down general principles for fixation of DA grant and the link with cost of living index.

Slowly and gradually, Supreme Court gave effect to DA in terms of rise in the cost of living, higher prices and higher cost of living. This gave rise in the whole country for Consumer Price Index which is linked with rise in index in different cities in the country.

Bombay was found to be the most expensive city in the country and sometimes even in the world. It moves from time to time and so the atmosphere with it.  At different times, each sphere had different price level which is recorded regularly on price index. Each price index is differently numbered  and differently marked in each state.

In our country, this price index as Bombay Price Index, Delhi Price Index, Kolkata Price Index, Ahmadabad Price Index etc., and prices of each number in each city are differently made and known. This is preliminary of DA.

The issue of DA has gone much ahead and now it is paid according to the standard of each city in the country. With passing of time and cost of living going up, working class life became more and more miserable as a result of which every wage fixing authority had to view its point to the phenomenon and fortunately in our country the Government which is the biggest and model employer had to take cognizance of this fact and went on appointing pay commissions one after another after a lapse of  five to  7 years and each pay commission gave thorough consideration to the problem of Dearness Allowance.

for more details:http://90paisa.blogspot.in/2011/07/history-of-dearness-allowance.html

New Deputation in National Investigative Agency(NIA)

 NIA has invited application vide its leter No No E-74/20/SI- Depu/ NIA/20 12/29 288,  Dated .}27 Aug 2013 Nominations are invited for the the following posts on deputation basis in National Investigation Agency.
(a) Sub Inspector in the Pay Band-2 with Grade Pay Rs 4200/-
(Pre revised scale Rs 5500-175-9000).
(h) Inspector in the Pay Band -2 with Grade Pay Rs 460 0 / -
(pre revised scale Rs 6500-200 - 10500)
2. The eligib ility criteria (educational qualifications, experience, etc) is  furnished in Annexure-I 'A' & I 'B' respectively. The candidates who apply for the post will not be allowed to withdraw their candidature subsequently.
3. The nominations of eligible official a longwith following documents may be forwarded to th e AIG(Adml, NIA HO, 6/7th Floor, NDCC-II Building, Jai Singh Road, New Delhi-ll0001 through proper channel within 02 months.from the date of publication of this advertisement in th e 'Employment News'.
(a) Bio-data in th e prescribed proforma as per Annexure -II duly cou n ters ign ed by the competent authority.
(b) Up to date APAR dossier from the yea r 2008-09 to 2012-13 (in case photocopies are being sen t, it may kindly be ensured that these are attested on each page with rubber stamp by an officer not below the
rank of Under Secretary to the Government of India).
(c) Vigilance Clearance Certificate.
(d) Integrity Certificate.
(e) The details of Major/ Minor penalties imposed on the official during the last 10 yea r s .
4. Applications received after the last date or application in complete in any respect or those not accompanied by the documents/information in para 3 above will not be considered. The Cadre Authorities may ascertain that the particulars sent by the official are correct as per the records.
5. Th e complete information and Annexure-I & II are websites www.nia.gov.in  or http://www.nia.gov.in/deputation27082013.pdf

What are types of leaves available to a Government Employee?

Different Types of Leave available to central government employees and a brief description of each leave.

1.   Earned Leave

2.   Half Pay Leave

3.   Commuted Leave

4.   Leave Not Due

5.  Maternity Leave

6.  Paternity Leave

7.  Study Leave

8.  Extra Ordinary Leave

9. Casual Leave

10.Child Care Leave

11.Hospital Leave

12.Vocational Department Staff Leave

13: Special Disability Leave

14. Child Adoption Leave

15. Leave to Probationers

16. Leave to Apprentices

1. Earned Leave:-   Earned Leave is ‘earned’ by duty. The credit for earn leave will awarded at a rate of 15 days on the 1st of January and 1st of July every year. It can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC. Maximum of 180 days at a time can be availed in the case of Earned Leave.

2. Half Pay Leave :-  All Government servants are entitled to 20 days of HPL for every completed year of service. Half pay leave is calculated at 20 days for each completed year of service. For eg, if you are in service for 2 years , you will be having a total of 40 days of half pay leave. The service includes periods of duty and leave including extraordinary leave with or without MC. Half pay leave can be availed with or without MC(Medical Certificate). From 1st January 1986, half pay leave is credited in advance at the rate of 10 days on the 1st of January and 1st of July every year.

3.Commuted Leave:-   This Leave is granted on medical certificate normally. Commuted leave not exceeding half the amount of half-pay leave due can be taken on medical certificate. Up to a maximum of 90 days can be taken during the entire service without medical certificate where such leave is utilized for an approved course of study certified to be in university interest.
It can be taken  up to a maximum of 60 days can be granted to a female employee in continuation of maternity leave without medical certificate and upto a maximum of 60 days can be granted without medical certificate to a female employee with less than two living children, on adoption of a child less than one year old. Commuted leave may be granted at the request of the employee even when earned leave is due to him.

4. Leave Not Due:-  This Leave is also granted on medical certificate normally. Leave not due is granted when there is no half-pay leave at credit and the employee requests for the grant of Leave Not Due. It is granted only medical certificate  if the leave sanctioning authority is satisfied that there is a reasonable prospect of the employee returning to duty on its expiry.  It may be granted without medical certificate in continuation of maternity leave, and may be granted without medical certificate to a female employee with less than two living children, on adoption of a child less than one year old. The amount of leave should be limited to the half-pay leave that the employee is likely to earn subsequently. Leave not due during the entire service is limited to a maximum of 360 days and  due will be debited against the half-pay leave that the employee may earn subsequently.

5. Maternity Leave :-  Maternity leave is granted to women government employees.
1) Pregnancy: 180 days – Admissible only to employees with less than two surviving children.
2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service. However, any such leave taken prior to 16.6.1994 will not be taken into account for this limitation. Admissible irrespective of number of surviving children. Application to be supported by a certificate from a registered medical practitioner for NGOs and from AMA for GOs.
The maternity leave is not debited to leave account and full pay is granted. It cannot be combined with any other leaves and counts as service for increments and pension.

6. Paternity Leave :- A male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife. During the period of such leave he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. Paternity Leave shall not be debited against the leave account and may be combined with other kind of leave as in the case of Maternity Leave.

7. Study Leave:- Study leave may be granted to all government employees with not less than five years’ service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant.
The course for which the study leave is taken should be certified to be of definite advantage to govt from the point of view of public interest and that particular study should be approved by the authority competent to grant leave.
The official should submit a full report on the work done during study leave. Maximum of 24 months of leave is sanctioned. In the case of CHS officers 36 months of leave can be granted at a stretch or in different spells.
Study leave will not be debited to the leave account and may be combined with other leave due.
Study leave is not granted for studies outside India if facilities are available in India and to an official due to retire within 3 years of return from the study leave.

8. Extra Ordinary Leave :- Extraordinary leave is granted to a Government servant when no other leave is admissible or when other leave is admissible, but the Government servant applies in writing for extraordinary leave.

Extraordinary leave cannot be availed concurrently during the notice period, when going on voluntary retirement and  EOL may also be granted to regularize periods of absence without leave retrospectively.

9. Casual Leave :- In a calendar year eight days of casual leave is permissible.
Casual leave is not a recognized form of leave and is not subject to any rules made by the Government of India. An official on Casual Leave is not treated as absent from duty and pay is not intermitted.

(i) Casual Leave can be combined with Special Casual Leave/vacation but not with any other kind of leave.
(ii) It cannot be combined with joining time.
(iii) Sundays and Holidays falling during a period of Casual Leave are not counted as part of Casual Leave.
(iv) Sundays/public holidays/restricted holidays/weekly offs can be prefixed/suffixed to Casual Leave.
(v) Casual Leave can be taken while on tour, but no daily allowance will be admissible for the period.
(vi) Casual Leave can be taken for half day also.
(vii) Essentially intended for short periods. It should not normally be granted for more than 5 days at any one time,
except under special circumstances.
(viii) LTC can be availed du ring Casual Leave.
(ix) Individuals appointed and joining duty during the middle of a year may avail of Casual Leave proportionately or to the full extent at the discretion of the Competent Authority.

10. Child Care Leave :- Woman employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of 730 days (2 years) during their entire service for taking care of up to two children., whether for rearing or to look after any of their needs like examination, sickness, etc..
Conditions for Child Care Leave
1. Child care leave shall not be admissible if the child is eighteen years of age or older equal to the pay drawn immediately before proceeding on leave.
2. It can be availed in more than one spell.
3. It can not be debited against the leave account.
4. It may be combined with leave of the kind due and admissible.

11. Hospital Leave:- Hospital leave is admissible to Group 'C' employees whose duties involve handling of dangerous machinery, explosive materials, poisonous drugs and performance of hazardous takes and to Group 'D' Employees.
Medical certificate from an authorized medical attendant is necessary for grant of this leave. This hospital leave may be combined with any other kind of leave due and admissible, provided total period of leave does not exceed 28 months.

12. Vacation Department Staff leave Entitlement :- The leave entitlements of employees of Vacation Departments (i.e. departments where regular vacations are allowed during which those serving in them are permitted to be absent from duty) are the same as those serving in non-vacation Departments except in respect of 'earned leave'.
No earned leave will be admissible to a government servant of a vacation Department in any year in which he avails of the full vacation. The vacation can be combined with casual leave.

13. Special Disability Leave :- Special disability leave admissible to all employees when disabled by injury intentionally or accidentally inflicted or  caused in or in consequence of the due performance of official duties or in consequences of official position. The disability above should have manifested within three months of the occurrence to which it is attributed and the person disabled had acted with due promptitude in bringing it to notice. The leave sanctioning authority, if satisfied as to the cause of the disability, may relax the condition and grant leave in cases where disability has manifested more than three months after the occurrence of its cause.

Special disability leave is also admissible when disabled by illness incurred in the performance of any particular duty, which has the effect of increasing liability to illness or injury beyond the ordinary risk attaching to the civil post held, under the same condition.This disability should be certified by an Authorised Medical Attendant to be directly due to the performance of the particular duty.

Maximum of 24 months of leave may be granted.
May be combined with any other leave.
Will count as service for pension.
Will not be debited to the leave account.

14. Child Adoption Leave:-  Child adoption leave is granted to Female employees, with fewer than two surviving children on valid adoption of a child below the age of one year, for a period of 135 days immediately after the date of valid adoption.

Leave salary will be equal to the pay drawn immediately before proceeding on leave.
It may be combined with leave of any other kind.
Leave not debited against the leave account.

15. Leave to Probationers :- A person appointed to a post on probation is entitled to all kinds of leave admissible under the rules to a permanent servants according as his appointment is against a permanent post.

16. Leave to Apprentices :- Apprentices are admissible to leave on medical certificate, on leave salary equivalent to half pay for a period not exceeding one month in any year of apprenticeship.

What is eligibility criteria for Motor Car, Motorcycle, Scooter and Moped etc Advance:

F.No 12(I)/E.II-A/2008

GOVERNMENT OF INDIA

Ministry of Finance

(Department of Expenditure

North Block,New Delhi
Dated 24th October,2008

OFFICE MEMORANDUM

Sub: Interest bearing advances / Sixth Central Pay Commission recommendation

The undersigned is directed to state that the implementation of the recommendations of the Sixth Central Pay Commission relating to interest bearing advances granted to Government employees is under consideration of the Government.

2. Meanwhile, pending finalization of the new arrangement, the existing provisions for interest bearing advances relating to purchse of Motor Car,Motorcycle, Scooter, Moped and Personal Computer would continue to be in operation. The eligibility criteria will be as follows:

Advance	Eligibility Criteria
Motor Car (including Personal Computer)	Pay in the pay band of Rs.19530/- (Nineteen thousand five hundred and thirty only) or more
Motor Car, Scooter, Moped	Pay in the pay band of Rs.8560/- (Eight thousand five hundred and sixth only) or more

3. The quantum of advances would be determined with reference to pay in the pay band and existing ceiling would remain unchanged.

4. Advances for purchase of Bicycle and Warm Clothing (provided for in Rule 31 and 35 respectively of the Compendium of Rules on Advances to Government Servants) are to be treated as interest free advances in terms of this Department's OM of even number dated 7th October,2008.

5. Hindi version will follow.

Supply of copies of documents to the delinquent official :-

A question often arises whether a particular document or set of documents asked for by a Government servant involved in a departmental inquiry should be made available to him or not; and pending the decision of the question the submission of the written statement by the Government servant concerned is delayed, in some cases for months.  In view of this and also of the judgement pronounced by the Supreme Court in Raizada Trilok Nath Vs. the Union of India in which it has been decided that failure to furnish copies of documents such as the First Information Report and statements recorded during investigation amounts to a violation of Article 311 (2) of the Constitution, the whole question of the extent of access to official records to which a Government servant is entitled under sub-rule 4 of Rule 5 of the All India Services (Discipline & Appeal) Rules or sub-rule 3 of Rule 15 of the Central civil Services (Classification, Control and Appeal) Rules has been examined in consultation with the Ministry of Law.

2.          The right of access to official records is not unlimited and it is open to the Government to deny such access if in its opinion such records are not relevant to the case, or it is not desirable in the public interest to allow such access.  The power to refuse access to official records should, however, be very sparingly exercised.  The question of relevancy should be looked at from the point of view of the defence and if there is any possible line of defence to which the document may, in some way be relevant though the relevance is not clear to the disciplinary authority at the time that the request is made, the request for access should not be rejected.  The power to deny access on the ground of public interest should be exercised only when there are reasonable and sufficient grounds to believe that public interest will clearly suffer.  Cases of the latter type are likely to be very few and normally occasion for refusal of access on the ground that it is not in public interest should not arise if the document is intended to be used in proof of the charge and if it is proposed to produce such a document before the Inquiry Officer, if an enquiry comes to be held.  It has to be remembered that serious difficulties arise when the Courts do not accept as correct the refusal by the disciplinary authority, of access to documents.  In any case, where it is decided to refuse access, reasons for refusal should be cogent and substantial and should invariable be recorded in writing.

3.          Government servants involved in departmental enquiries often ask for access to and or supply of copies of :

(1)        documents to which reference has been made in the statement of allegations;

(2)        documents and records not so referred to in the statement of allegations but which the Government servant concerned considers are relevant for the purposes of his defence;

(3)        statement of witnesses recorded in the course of –

(a)        a preliminary enquiry conducted by the department; or

(b)         investigation made by the Police;

(4)         reports submitted to Government or other competent authority including the disciplinary authority, by an officer appointed to hold a preliminary inquiry to ascertain facts;

(5)         reports submitted to Government or other competent authority including the disciplinary authority, by the Police   after investigation.

4.          A list of the documents which are proposed to be relied upon to prove the charge and the facts stated in the statement of allegations should be drawn up at the time of framing the charge.  This will incidentally reduce the delay that usually occurs between the service of the charge-sheet and the submission of the written statement.  The list should normally include documents like the First Information Report if there is one on record.  Anonymous and pseudonymous complaints on the basis of which inquiries were started need not be included in the list.  The list so prepared should be supplied to the officers either alongwith the charge-sheet or as soon thereafter as possible.  The officer should be permitted access to the documents mentioned in the list if he so desires.

5.          If the officer requests for any official records other than those included in the list, the request should ordinarily be acceded to in the light of what has been stated in para 2 above.

6.          While there is no doubt that the Government servant should be given access to various official records like documents to which reference has been made in the statement of allegations and documents and records which the Government servant concerned considers are relevant for the purposes of his defence though the relevancy is not clear to the disciplinary authority, doubts very often arise whether official records include the documents mentioned at item 4 and 5 in para 3 above.  Reports made after a preliminary enquiry, or the report made by the Police after investigation, other than those referred to in clause (a) of Sub- Section 1 of Section 173 of the Code of Criminal Procedure, 1898, are usually Confidential and intended only to satisfy the competent authority whether further action in the nature of a regular departmental inquiry or any other action is called for.  These reports are not usually made use of or considered in the inquiry.  Ordinarily even a reference to what is contained in these reports is not made in the statement of allegation.  It is not necessary to give access to the Government servant to these reports. (It is necessary to strictly avoid any reference to such reports in the statement of allegations as, if any reference is made, it would not be possible to deny access to these reports; and giving of such access to these reports will not be in public interest for the reasons stated above).

7.          The only remaining point is whether access should be given to the statements of witnesses recorded in the course of a preliminary enquiry conducted by the department or investigation made by the Police and if so, whether the access should be given to the statements of all witnesses or to the statements of only those witnesses who are proposed to be examined in proof of the charges or of the facts stated in the statement of allegations. These statements can be used only for the purposes of cross-examination and the Government servant is called upon to discredit only those witnesses whose statements are proposed to be relied upon in proof of the charges or of the facts stated in the statement of allegations.          

As such the Government servant concerned need not be given  access to the statements of all witnesses examined in the preliminary enquiry  or investigation made by the Police and access should be given to the statements of only those witnesses who are proposed to be examined in proof of the charges or the facts stated in the statement of allegations.  In some cases, the Government servant may require copies of the statements of some witnesses on which no reliance is proposed to be placed by the disciplinary authority on the ground that he proposes to examine such witnesses on his side and that he requires the previous statement to corroborate the testimony of such witnesses before the inquiring authority.  Previous statements made by a person examined as a witness is not admissible for the purposes of corroboration and access to such statements can safely be denied.  However, the law recognizes that if the former statement was made at or about the time when the fact took place and the person is called to give evidence about such fact in any proceedings, the previous statement can be used for purposes of corroboration.  In such cases, it will be necessary to give access to the previous statement.

8.          The further point is the stage at which the Government servant should be permitted to have access to the statements of witnesses proposed to be relied upon in proof of the charges or of the facts stated in the statements of allegation.  As stated earlier, the copies of the statements of the witnesses can be used only for the purpose of cross-examination and, therefore, the demand for copies must be made when witnesses are called for examination at the oral enquiry.  If such a request is not made, the inference would be that the copies were not needed for that purpose.  The copies cannot be used at any subsequent stage as those statements are not to be taken into consideration by the disciplinary authority also.  Copies should be made available within a reasonable time before the witnesses are examined.  It would be strictly legal to refuse access to the copies of the statements prior to the evidence stage in the departmental enquiry.  However, if the Government servant makes a request for supply of copies of statements referred to at (3) of para 3 above before he files a written statement, the request shall be acceded to.

9.          Neither sub-rule (4) of Rule 5 of All India Services (Discipline and Appeal)  Rules nor sub-rule (3) of Rule 15 of the Central Civil Services (Classification, Control and Appeal) Rules provide for supply of copies of documents.  Therefore, it is not ordinarily necessary to supply copies of the various documents and it would be sufficient if the Government servant is given such access as is permitted under the rules referred to above. Government servants involved in departmental proceedings when permitted to have access to official records sometimes seek permission to take photostat copies thereof.  Such permission should not normally be given, especially if the officer proposes to make the photostat copies through a private photographer as thereby third parties would be allowed to have access to official records which is not desirable.  If, however, the documents of which photostat copies are sought for are so vitally relevant to the case (e.g., where the proof of the charge depends upon the proof of the handwriting or a document the authenticity of which is disputed), the Government should itself make photostat copies and supply the same to the Government servant.  In cases which are not of this or similar type (the example given above is only illustrative and not exhaustive), it would be sufficient if the Government servant is permitted to inspect the official records and take extract therefrom as is provided for in sub-rule (3) of Rule 15 of the Central Civil Services (Classification, Control and Appeal) Rules.  Sub-rule (4) of Rule 5 of the All India Services (Discipline and Appeal) Rules does not specifically provide for the Government servant taking extract from official records.  The practice, however, is that officers governed by the All India Services (Discipline and Appeal) Rules do take such extracts from records.  This practice should be continued and no restriction should be placed on such officials from taking extracts from official records.

[MHA OM No. 30/5/61-AVD dated the 25^th August, 1961]

Registering name with Employment Exchange for higher posts not permissible when penalty is in force :- CCS(CCA) Rule

The Government had under consideration the question whether a Government servant on whom a penalty has been imposed can be permitted to register his name with the Employment Exchange for a higher post, when the duration of the penalty is not yet over.  It has since been decided that a Government servant on whom the penalty specified in clauses (ii) and (iv) of rule 11 of the CCS (CCA) Rules, 1965 has been imposed should not be allowed to register his name with the Employment Exchange for higher posts during the period the penalty in is force.

[MHA OM No. 14/6/65-Ests.(D) dated the 22^nd February, 1965].

What is difference between Censure and Warning in CCS(CCA) Rule :-

An order of “Censure” is a formal and public act intended to convey that the person concerned has been guilty of some blameworthy act or omission for which it has been found necessary to award him a formal punishment, and nothing can amount to a “censure” unless it is intended to be such a formal punishment and imposed for “good and sufficient reason” after following the prescribed procedure.  A record of the punishment so imposed is kept on the officer’s confidential roll and the fact that he has been ‘censured’ will have its bearing on the assessment of his merit or suitability for promotion to higher posts.

There may be occasions, on the other hand, when a superior officer may find it necessary to criticise adversely the work of an officer working under (e.g. point out negligence, carelessness, lack of thoroughness, delay etc.) or he may call for an explanation for some act or omission and taking all circumstance into consideration, it may be felt that, while the matter is not serious enough to justify the imposition of the formal punishment of ‘censure’ it calls for some informal action such as the communication of a written warning, admonition or reprimand, if the circumstances justify it, a mention may also be made of such a warning etc., in the officer’s confidential roll; however, the mere fact that it is so mentioned in the character roll does not convert the warning etc. into “censure”.  Although such comments, remarks, warning etc., also would have the effect of making it apparent or known to the person concerned that he has done something blame-worthy and, to some extent, may also effect the assessment of his merit and suitability for promotion, they do not amount to the imposition of the penalty of ‘Censure’ because it was not intended that any formal punishment should be inflicted.

The fact that a mere informal ‘warning’ cannot be equated to a formal ‘censure’, should not, however, be taken as tantamount to suggestion that a written warning may be freely given without caring whether or not it is really justified.  It is a matter of simple natural justice that written warnings, reprimands, etc. should not be administered or placed on an officer’s confidential record unless the authority doing so is satisfied that there is good and sufficient reason to do so.  Paragraph 6 of the Home Ministry’s Office Memorandum No. 51/5/54-Ests.(A) dated the 27^th January, 1955 provides detailed guidance in the matter of recording adverse remarks in confidential reports.  It may be reiterated here that in the discharge of the responsible task of recording the confidential reports, every reporting officer should be conscious of the fact that it is his duty not only to make an objective assessment of his subordinates’ work and qualities, but also to see that he gives to his subordinates at all times the advice, guidance and assistance to correct their faults and deficiencies.  If this part of the reporting officers’ duty has been properly performed there should be no difficulty about recording adverse entries because they would only refer to the defects which have persisted in spite of reporting officer’s efforts to have them corrected.  If after having taken such care the reporting officer finds that for the purpose of truly objective assessment mention should be made of any warning, admonition etc. issued, especially those which have not produced the desired improvement, it is his right and duty to so mention them.  In process of bringing the defects to the notice of person concerned, where an explanation is possible an opportunity to do so should be given.  This cannot, however, be equated to formal proceedings required to be taken under Rule 55-A (now rule 16) of Rules, nor the warning given amounts to the imposition of a formal penalty.

[MHA OM No. 39/21/56-Ests.(A) dated the 13^th December, 1956].

Government job in UT administration of Dadra and Nagar Haveli

UT administration is updating government job vacancy on regular basis at their portal. so one who is interested and want to know the job advertisement may visit the official site of UT administration of Dadra and Nagar Haveli. 

Mob Control Drill

For Policemen in present scenario Knowing the mob psychology and mob behaviors is very important as they are getting engaged in their  day to day for controlling the mob. Keeping in this mind I have prepared a power point presentation about Mob Control , that slide include

• What is mob
• What is rule provisions
• Type of mob
• Do & Don't with mob
• Mob control munition and equipments
• Mob dispersal procedure  and lot more.

This is one of my small attempt. please comment after watching the slide. Click here for slide show

Golden Opportunity for a policemen!

Hey are you full filling following criteria:

•  The Level of officers deputed — from Head Constables to SSP from all States, UTs, CAPFs and other organizations.
•  The candidate should be at least a Graduate.
•  Possesses a four wheeler valid driving license.
•  Must have completed 08 years of active police service/experience  including training period as on date of calling nominations.
•  Above 25 years of age as on date of calling nominations.
•  Must have good command over English Language (Spoken as well as Written).
•  IPS officer as per the batch prescribed in the vacancy circular (IPS officers should not be debarred from Central Deputation/ Foreign training).

if yes then why are you not try to go on UN mission and earn name fame and money for  UN mission for detail read this.click here to read

Deputation to NIA(National Investigating Agency.

Are you want to go on deputation to NIA. then please click the link below
Deputation to NIA for various post

Why do the police behave the way they do?

The question arises why do the police behave the way they do? In a study conducted on police behaviours, it has been observed as under:

1.       According to 82.96% the police behave courteously only ‘at times’

2.       69.49% stated that sub-inspectors behaved discourteously, 90.40% reported that the constables too, behaved discourteously, 78.12% said that the Assistant Sub-Inspectors misbehaved discourteously to the public.

Police in action

Why do Police behave in a manner unacceptable to the society.?

Why do police behave in a manner to the dominant culture? They call indecent expression on people and are not reluctant to use filthy language during interrogation of suspects during the visit of a VIP, during patrolling and inquiring into petitions. This is what people speak of police behavior. They keep people in humiliating dress, parade them in public visibility in handcuffs employ coercion, torture, third degree methods. This is what the suspects’ in crimes say about police behavior. They receive bribe and illegal gratification, concoct evidence in criminal cases and frame charges; harass people and this is what the courts, commissions research studies and the press write about the police. Are these allegations true/ if they are true, why do police do so? An insight into working of the police man’s/officers psyche becomes necessary to understand this sort of behavior by the police.

What is Police?

Public abuse police but nobody want to know the actual problems a police man face. A so demoralized  organisation. This video of Singham movie express true picture of a low subordinate of police .

Police job a thankless job? Use and throw.

I am a Police Man. I also have a desire to celebrate festivals, to have lunch and dinner with my family but in 20 years of my service, but I never got a chance to celebrate Holi, Diwali, Eid or Christmas and rarely share lunch/dining table with my family. My relative stopped visiting me as I never attended their social cause.

Human Values and Police Behavior! Why police officer should study human behaviour?

Introduction:

                Why should police officers/men study the subject” Understanding of human Behavior”? The India Police Act-1861 has put investigating and detection of crime and criminals as the main twin objectives of the Act. Do investigation and detection require and necessitate police officers/men to study human behavioral dynamics?  Yes, they do, because investigation includes interrogation of suspects, interviewing of witness, questioning of people, collection of criminal intelligence and contacting a number of people from all walk of life. Today, the police work does not confine only to investigation and detection of crime. It includes managing people during a VIP visit, controlling various crowds, groups’ mobs and mob-violence Police officers/men are called upon to the scene of natural calamities, accidents, demonstrations, dharanas, processions and all sorts of organized defiance to authority. All these manifold duties of police require them to have a closer look, understanding and appreciation of human behavior-not only of the behaviors of the people with whom police interact in their day to day functioning but also of their own behaviors.