HANDBOOK FOR

INQUIRY OFFICERS AND

DISCIPLINARY AUTHORITIES

2015
GOVERNMENT OF INDIA

HANDBOOK FOR
INQUIRY OFFICERS AND DISCIPLINARY
AUTHORITIES
INDEX
Chapter
No.

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.

TITLE

Page Number

Disciplinary Proceedings: Context and Overview

Role of Disciplinary Authorities
Constitutional Provisions Relating to Disciplinary Proceedings
Principles of Natural Justice
Scope and Extent of Applicability of CCA Rules
Handling Complaints
Preliminary Investigation
Action on Investigation Report
Consultation with Central Vigilance Commission
Suspension
Minor Penalty Proceedings
Drafting and Issue of Charge Sheet
Appointment of Inquiring Authority and Presenting Officer
Functions of Inquiry Officer
Role and Functions of the Presenting Officer
Defence Assistant
Conduct of Inquiry
Brief of the Presenting Officer
Evaluation of Evidence
Ex-Parte Inquiry
Post Retirement Proceedings
Common Proceedings
Borrowed and Lent Officers
Report of Inquiring Authority
Action on Inquiry Report
Consultation with the UPSC
Quantum of Penalty
Speaking Orders
Appeal, Revision and Review
Action on Receipt of Court Orders
Scope of Judicial Scrutiny
Sample Forms

1-2
3-8
9-16
17-24
25-31
32-34
35-40
41
42-56
57-71
72-75
76-87
88-91
92-100
101-110
111-113
114-123
124-131
132-138
139-143
144 -154
155-157
158-159
160-166
167-172
173-176
177-184
185-190
191-200
201-204
205-213
214-239

CHAPTER - 1
DISCIPLINARY PROCEEDINGS:
CONTEXT AND OVERVIEW
1.
Human resource is perhaps the most valuable asset of any
organisation. It is the human resource which exploits other resources in the
organisation so as to achieve the organisational objectives. The aim of the
Human Resource Department, by whatever name it is known such as
Personnel Department, P&IR, etc, is to get the best out of the human
resource of the organisation. For achievement of this purpose, there are many
sub-systems in the Human Resource Department such as Grievance
Handling, Counseling, Performance Appraisal, Career Planning, Training &
Development, etc. Reward and Punishment system is one of the sub-systems
under the Human Resource System. It is essential that every organisation,
whether government or semi-government or private, should have a well
established reward and punishment system to ensure that the people are
made to work towards the fulfillment of the organisational goals. While the
reward system will encourage the employees to work better towards the
achievement of organisational goals, punishment system is used to prevent
people from working against the organisational goals.
2.
Misconduct, or non-conforming behaviour, as it is sometimes called,
can be tackled in many ways such as counseling, warning, etc. In extreme
cases such as, criminal breach of trust, theft, fraud, etc. the employer is also
at liberty to initiate action against the employee, if the misconduct of the latter
falls within the purview of the penal provisions of the law of the land. However
such proceedings generally conducted by the State agencies, are time
consuming and call for a high degree of proof. In addition to the above option,
the employer also has an option to deal with the erring employee within the
terms of employment. In such an eventuality, the employee may be awarded
any penalty which may vary from the communication of displeasure, to the
severance of the employer-employee relationship i.e. dismissal from service.
Disciplinary authorities play a vital role in this context. Efficiency of the
disciplinary authorities is an essential pre-requisite for the effective functioning
of the reward and punishment function, more specifically the latter half of it.
3.
There was a time when the employer was virtually free to hire and fire the
employees. Over a period of time, this common law notion has gone. Today
an employer can inflict punishment on an employee only after following some
statutory provisions depending upon the nature of the organisation. Briefly, the
various statutory provisions which govern the actions of different types of
organisation are as under:
(a) Government: Part XIV of the Constitution relates to the terms of
employment in respect of persons appointed in connection with the
affairs of the State. Any action against the employees of the Union
Government and the State Governments should conform to these
Constitutional provisions, which confer certain protections on the
1

Government servants. These provisions are applicable only to the

employees of the various Ministries, Departments and Attached and
Subordinate Offices. Further, the employees, being citizens of the
country also enjoy Fundamental Rights guaranteed under Part III of the
Constitution and can enforce them though the Writ jurisdiction of the
Courts. In addition to the constitutional provisions, there are certain
rules which are applicable to the conduct of the proceedings for taking
action against the erring employees. Central Civil Services
(Classification, Control, and Appeal) Rules 1965 cover a vast majority
of the Central Government employees. Besides, there are also several
other Rules which are applicable to various sections of the employees
in a number of services.
(b)

Semi Governmental Organisations: By this, we mean the Public

Sector Undertakings and Autonomous Bodies and Societies controlled
by the Government. Provisions of Part XIV of the Constitution do not
apply to the employees of these Organisations. However, as these
organisations can be brought within the definition of the term State as
contained in Article 12 of the Constitution, the employees of these
organisations are protected against the violation of their Fundamental
Rights by the orders of their employer. The action of the employer can
be challenged by the employees of these organisations on the grounds
of arbitrariness, etc. These organisations also have their own sets of
rules for processing the cases for conducting the disciplinary
proceedings against their employees.

(c)

Purely private organisations: These are governed by the various

industrial and labour laws of the country and the approved standing
orders applicable for the establishment.

4.
Although the CCS (CCA) Rules 1965 apply only to a limited number of
employees in the Government, essentially these are the codification of the
Principles of Natural Justice, which are required to be followed in any quasi
judicial proceedings. Even the Constitutional protections which are contained in
Part XIV of the Constitution are the codification of the above Principles.
Hence, the procedures which are followed in most of the Government and
semi-governmental organisations are more or less similar. This handout is
predominantly based on the CCS (CCA) Rules 1965.
5.
Complexity of the statutory provisions, significance of the stakes
involved, high proportion and frequency of the affected employees seeking
judicial intervention, high percentage of the cases being subjected to judicial
scrutiny, huge volume of case law on the subject - are some of the features of this
subject. These, among others have sparked the need for a ready reference
material on the subject. Hence this handbook.

CHAPTER - 2
ROLE OF DISCIPLILNARY AUTHORITIES

1. Who is Disciplinary Authority?

The term Disciplinary Authorities refers to such authorities who have been
entrusted with powers to impose any penalty on the employees. In respect of
the organizations falling under the purview of CCS (CCA) Rules 1965, the
term Disciplinary Authority is defined in Rule 2 (g) of the CCA Rules as the
authority competent to impose on a government servant any of the penalties
specified in Rule 11. In this Handbook, CCS (CCA) Rules 1965 is henceforth
referred to as the Rules
Disciplinary authority is defined with reference to the post held by the
employee. Various Disciplinary authorities are specified in Rule 12 of the
Rules. Thus there may be more than one disciplinary authority in every
organization.

2. What are the kinds of Disciplinary Authorities?

Normally, there are two categories of Disciplinary Authorities viz. those who can
impose all penalties on the employees and the authorities who can impose
only minor penalties.

3. What are the powers and responsibilities of the Disciplinary Authorities?

Although it is not explicitly stated anywhere, main responsibility of the
Disciplinary Authority is to ensure discipline in the organization. Towards this, the
disciplinary authorities are required to identify acts of indiscipline and take
appropriate remedial action such as counseling, cautioning, admonition,
imposition of penalties, criminal prosecution, etc.

4. What is the relationship between Appointing Authority and Disciplinary

Authority?
Appointing Authorities are empowered to impose major penalties. It may be
recalled that Article 311 clause (1) provides that no one can be dismissed or
removed from service by an authority subordinate to the Authority which
appointed him. In fact under most of the situations, the powers for imposing
major penalties are generally entrusted to the Appointing Authorities. Thus
Appointing Authorities happen to be disciplinary authorities. However there may
be other authorities who may be empowered only to impose minor penalties.
Such authorities are often referred to as lower disciplinary authorities for
the sake of convenience.
In this handbook, the term Disciplinary Authority has been used to signify any
authority who has been empowered to impose penalty. Thereby the term
includes appointing authorities also.

5. How to decide the Appointing Authority, when a person acquires several

appointments in the course of his/her career?
CCA Rule 2(a) lays down the procedure for determining the Appointing
Authority in respect of a person by considering four authorities. Besides, it
must also be borne in mind that Appointing Authority goes by factum and not
by rule. i.e. where an employee has been actually appointed by an authority
higher than the one empowered to make such appointment as per the rules,
the former shall be taken as the Appointing Authority in respect of such
employee.

6. What should be the over-all approach of the Disciplinary Authority?

Disciplinary authorities are expected to act like a Hot Stove, which has the
following characteristics:
Advance warning - One may feel the radiated heat while approaching the Hot
stove. Similarly, the Disciplinary Authority should also keep the
employees informed of the expected behavior and the consequences of
deviant behavior.
Consistency: Hot stove always, without exception, burns those who touch
it. Similarly, the disciplinary authority should also be consistent in
approach. Taking a casual and lenient view during one point of time and
having rigid and strict spell later is not fair for a Disciplinary Authority

Impersonal: Hot stove treats all alike. It does not show any favouritism or
spare anybody. Similarly, the disciplinary authority should treat all
employees alike without any discrimination. [You may feel that past good
conduct of the delinquent employee is taken into account while deciding the
quantum of penalty. This is not in contravention of the rule of
impersonal approach. Even past conduct has to be taken into account in
respect of all the employees, without discrimination.]
Immediate action: Just as the hot stove burns the fingers of those who
touch it without any time lag, the disciplinary authority is also expected to
impose penalty without delay. This will make the delinquent employee link the
misconduct to the penalty; besides it also sends a message that
misconduct will be appropriately dealt with.
[The rule is attributed to Douglas McGregor who is better known for his X
and Y theories of Management]

7. How to find out who is the Disciplinary Authority?

Firstly, it must be remembered that the Disciplinary authority is determined
with reference to the employee proceeded against. Schedule to the Rules
1965 lay down the details of the disciplinary authorities in respect of various
grade of employees in different services in the Government. The President,
the Appointing Authority, the Authority specified in the Schedule ot the Rules
(to the extent specified therein) or by any other authority empowered in this
behalf by any general or special order of the President may impose any fo the
Penalties specified in Rule 11.
Appointing Authority as mentioned in the Schedule must be understood with
reference to rule2 (a) of the Rules. The question as to who is the appropriate
disciplinary authority must be raised and answered not only while issuing
charge sheet but also at the time of imposing penalty because there might
have been some change in the situation due to delegation of powers, etc. in
the organization.

8. What are the functions of the Disciplinary Authority?

Disciplinary authority is required to discharge the following functions:
(a) Examination of the complaints received against the employees
(b) Deciding as to who is to be appointed as the investigating authority

(c) Taking a view as to whether there is any need to keep the delinquent
employee under suspension
(d) Taking a view on the preliminary investigation report and deciding about
the future course of action thereon, such as warning, training, counseling,
initiation of major or minor penalty proceeding, prosecution, discharge
simpliciter, etc.
(e) Consultation with the Central Vigilance Commission
necessary

(CVC) where

(f) Deciding whether there is any need to issue of charge sheet or penalty
may be imposed dispensing with inquiry under the appropriate provision
(g) Issue of charge sheet where necessary - Rule 14(3)
(h) In the case of minor penalty proceedings, deciding, either suo motu or
based on the request of the delinquent employee, as to whether it is
necessary to conduct a detailed oral hearing.
(i) In the case of minor penalty proceedings, forming tentative opinion about
the quantum of penalty based on the representation of the delinquent
employee, if any, and ordering for a detailed oral hearing where
necessary.
(j) After issue of charge sheet, deciding as to whether there is any need to
conduct inquiry, or the matter may be closed, or the penalty can be
imposed, based on the unambiguous, unconditional and unqualified
admission by the delinquent employee.
(k) Passing final order imposing penalty or closing the case, based on the
response of the delinquent employee
(l) Appointment of Inquiry Authority and Presenting Officer, where necessary
(m)Taking a view on the request, if any, of the delinquent employee for
engagement of a Legal Practioner as Defence Assistant
(n) Making originals of all the listed documents available to the Presenting
Officer so that the same could be presented during the inspection of
documents.
(o) Examination of the inquiry report to decide as to whether the same needs
to be remitted back to the inquiry authority - Rule 15(1)
(p) Deciding as to whether the conclusion arrived at by the Inquiring
Authority is acceptable and to record reasons for disagreement if any Rule 15(2)
6

(q) Consultation with CVC or UPSC where necessary

(r) Forward the inquiry report to the delinquent employee together with the
reasons for disagreement, if any and the recommendations of the CVC
where applicable - Rule 15(2)
(s) Considering the response of the delinquent employee to the inquiry report
and the reasons for disagreement and taking a view on the quantum of
penalty or closure of the case. Rule 15(2)A
(t) Pass final order in the matter - Rule 15(3)
(u) On receipt of copy of the appeal from the penalized employee, prepare
comments on the Appeal and forward the same to the Appellate Authority
together with relevant records. - Rule 26(3)

9. What happens if any of the functions of the Disciplinary Authority has

been performed by an authority subordinate to the
disciplinary
authority?
Where a statutory function has been performed by an authority who has not
been empowered to perfrom it, such action without jurisdiction would be
rendered null and void. The Honble Supreme Court in its Judgment dated 5 th
September 2013, in Civil Appeal No. 7761 of 2013 (Union of India & Ors. Vsd.
B V Gopinathan) has held that the statutory power under Rule 14(3) of the
CCA rule has necessarily to be performed by the Disciplinary Authority. as
under:

Although number of collateral issues had been

raised by the learned counsel for the appellants
as well the respondents, we deem it appropriate not
to opine on the same in view of the conclusion that the
charge sheet/charge memo having not been approved
by the disciplinary authority was non est in the eye of
law.
49.

10. What knowledge is required for the efficient discharge of the duties in
conducting disciplinary proceedings?
Disciplinary Authority is required to be conversant with the following:
Constitutional provisions under Part III (Fundamental Rights) and Part XIV
(Services Under the Union and the States)
Principles of Natural Justice

CCS(CCA) Rules 1965 or the relevant rules applicable to the organization

Government of India Instructions relating to disciplinary proceedings
Vigilance Manual
Instructions of CVC and UPSC relating to disciplinary proceedings
Case law relating to disciplinary proceedings

Endeavour in this handbook is to impart the above knowledge

CHAPTER - 3
CONSTITUTIONAL PROVISIONS
RELATING TO
DISICPLINARY PROCEEDINGS
1.
Part XIV of the Constitution relates to Services Under the Union and the
States, wherein, Articles 309, 310 and 311 are relevant to disciplinary proceedings.
Article 309 is an enabling provision which gives power to the legislature to enact
laws governing the conditions of service of the persons appointed in connection with
the affairs of the state. Proviso to this Article provides that pending the enactment of
the laws, the President may frame rules for the above purpose. The laws as well as
the Rules to be framed for the purpose must be subject to the provisions of the
constitution. CCS (CCA) Rules 1965 as well as several other service rules have
been framed under the proviso to Article 309 of the Constitution.
2.
Article 310 of the Constitution contains what is known as the Pleasure
Doctrine. It provides that the term of appointment of the union Government Servants
shall depend upon the pleasure of the President. In fact the provision applies to all
members of defence services, members of Civil Services, members of All India
Services, holders of Civil Posts and holders of defence posts. The same Article also
provides that the pleasure of the President can be over ridden only by the express
provisions of the Constitution and nothing else. Thus, in case there is any express
provision relating to the tenure of appointment of a Government Servant, the same
will prevail; otherwise, the tenure of appointment will depend upon the pleasure of
the President.
3.
Restriction on the Pleasure Doctrine is provided in a number of provisions of the
Constitution in respect of high level functionaries. Some of the examples are
Article124 [Tenure of Supreme Court judges], Article 148(2) [Tenure of High Court
judges] Article 324 [The Chief Election Commissioner, Article 317 [Chairman and
members of public service commission] who are holders of civil posts.
4.
In respect of the multitude of ordinary Government Servants, a restriction on
the Pleasure of the President is contained in the immediately following Article viz.
Article 311. The first thing to be noted about Article 311 is that it does not apply to
the defence personnel. The Supreme Court has clarified that even the civilians
working in connection with the defence are not covered by the provisions of Article
311. It is also significant that even the rules framed under proviso to Article 309
cannot provide the protection under Article 311, to those employees who are not
entitled to the protection under the said Article. In this connection, the following
observations by the Honble Supreme Court in Union of India and another Vs. K.S.
Subramanian [JT1988(4)SC681, 1989 Supp(1)SCC331] is relevant
11. It was, however, argued for
applicable
to the respondent, first, on the
provides
that it would be applicable, and
by
President to control his own
cannot
excluded. This contention, in our
Rules

the respondent that 1965 Rules are

ground that Rule 3(1) thereof itself
second, that the Rules were framed
the
pleasure doctrine, and therefore,
be
opinion, is basically faulty. The 1965

among others, provide procedure for imposing the three major

penalties
that
are set out under Article 311(2). When Article 311(2) itself stands
excluded
and the protection thereunder is withdrawn there is little that one
could
do
under the 1965 Rules in favour of the respondent. The said Rules
cannot
independently play any part since the rule making power under Article
309
is
subject to Article 311. This would be the legal and logical conclusion
5.
The ruling in the above extract should not be misconstrued to mean that any
penalty imposed on a defence civilian by following the procedure prescribed in CCA
Rules is liable to be set aside for the simple reason that the above rules do not apply
to defence Civilians. Unless a different rule is applicable for a defence civilian and
unless the aggrieved person establishes that application of CCA Rules has caused
prejudice to him, the application of the CCA Rules cannot be a ground for
invalidating the penalty imposed. Honble Supreme Court in the case of Director
General of Ordnance Services and others Vs. P.N. Malhotra 1995 AIR 1109, 1995
SCC Supl. (3) 226 reversed the decision of the Honble Tribunal and held that 10. The learned counsel for the appellants submits that the
respondent
cannot be said to have suffered any prejudice by following the
procedure
prescribed by 1965 Rules. He submits that the said Rules are nothing
but
a
codification of the principles of natural justice. Indeed, it is submitted,
they
are
more specific, more elaborate and more beneficial to the employee
than
the
broad principles of natural justice. If we assume for the sake of
argument
that
the respondent was entitled to insist upon an enquiry before he
could
be
dismissed, we must agree with the submission of the learned counsel
for
the
appellants. .
6.
Article 311 basically grants two protections to the civilian government servants
(other than the defence civilians, of course). The two protections relate to who and
how. The first part of the Article provides that no person shall be dismissed or
removed from service by an authority subordinate to the one by which he was
appointed. Thus, the protection is that, before being sent out of service, a
Government servant is entitled to have his case considered by the authority who is
equal in rank to the one who appointed him to the service. If the penalty of dismissal
or removal from service is imposed by an authority who is lower in rank than the
Appointing Authority, the same will be unconstitutional. The following are some of the
practical difficulties which may arise in complying with this provision:
(a)
The employee concerned may be holding a post different from the one
in which he was initially recruited and his promotion to the present grade
might been made by an authority other than the one who initially recruited him
to service. Who is appointing authority in respect of such an employee?

(b)
The power for making appointment to a grade keeps on changing.
Twenty
years ago, the power of making appointment to a grade was
exercised by an officer of a certain level. Consequent to the decentralisation of
powers, the power for making appointment to the same grade is presently vested
in a lower level officer. Is there any restriction on the exercise of the power of
dismissal by the lower level officer?

10

(c)
A post has been abolished consequent to some re-organisation restructuring of certain departments.
The post so abolished was the
Appointing Authority in respect of a number of levels. Who can exercise the
powers of dismissal in such cases?
The answers to these questions are contained in Rule 2(a) of the CCA Rules
and other statutory rules which have been framed under the Proviso to Article
309.
7.
The second protection granted by Article311 is available in Clause 2 of the
Article and it states how a Government Servant can be dismissed, or removed from
service or reduced in rank. It provides that no one can be dismissed or removed from
service or reduced in rank except after an inquiry. The same article also indicates
that the above mentioned inquiry must satisfy the following two conditions:
(a)

The individual concerned must be informed of the charges.

(b)
Must be granted a reasonable opportunity of being heard in respect of
those charges.
8.
The phrase reasonable opportunity has not been defined in the Constitution; but
the courts have clarified through a number of decisions that this implies that the accused
has a right to:
know the charge,
know the evidence led by the Disciplinary Authority in support of the
charge
inspection of documents,
cross examine the witness deposing for the Disciplinary Authority
lead evidence in defence, etc.
9.
Another important question relating to the applicability of Article
311 is,
whether the article provides protection to permanent employees only or even the
temporary employees are entitled for the protection. Although Article 311 does not
specifically state as to whether the provisions are applicable to temporary employees also,
the Supreme Court has clarified about the applicability of the protection. The law laid
down by the Honble Supreme Court in the case of Parshottam Lal Dhingra Vs Union of
India [AIR1958 SC 36] more than half a century ago is still applicable. As per the case
law on the subject, the protection is available under any one of the under mentioned
circumstances:
(a) Where there is a right to hold the post
(b) Where there is visitation of evil consequences
10.
All permanent employees have a right to post and hence are entitled for this
protection. As regards the temporary employees, even in their case, a reasonable
opportunity of defence will have to be afforded if they are being visited by evil
11

consequences. Thus, if a temporary employee is discharged from service by giving

him one month notice, without assigning any reason, the same may be permissible.
If the order of discharge mentions any reasons having a bearing on the conduct or
the competence of the employees, in such cases an inquiry will be necessary. In
short, even probationers will be entitled to the protection of inquiry, if the order of
discharge contains a stigma. As pointed out by the Honble Supreme Court in the
following passage in the case of Mathew P. Thomas Vs. Kerala State Civil Supply
Corpn. Ltd. and Ors. [JT2003(2), (2003)3SCC263], the issue continues to be difficult
to determine:
11. An order of termination simplicitor passed during the period of probation has
been generating undying debate. The recent two decisions of this Court in Deepti
Prakash Banerjee v. MANU/SC/0101/1999: Satyendra Nath Bose National center for
Basic Sciences, Calcutta and Ors. [1999]1SCR532 and Pavanendra Narayan Verma
v. MANU/SC/0705/2001: Sanjay Gandhi PGI of Medical Sciences and Anr. (2002)
ILLJ690SC, after survey of most of the earlier decisions touching the question
observed as to when an order of termination can be treated as simplicitor and when
it can be treated as punitive and when a stigma is said to be attached to an
employee discharged during period of probation. The learned counsel on either side
referred to and relied on these decisions either in support of their respective
contentions or to distinguish them for the purpose of application of the principles
stated therein to the facts of the present case. In the case of Deepti Prakash
Banerjee (supra), after referring to various decisions indicated as to when a simple
order of termination is to be treated as "founded" on the allegations of misconduct
and when complaints could be only as motive for passing such a simple order of
termination. In para 21 of the said judgment a distinction is explained, thus:"21. If findings were arrived at in an enquiry as to misconduct,
behind
the
back of the officer or without a regular departmental enquiry, the
simple
order of termination is to be treated as "founded" on the
allegations
and
will be bad. But if the enquiry was not held, no findings were arrived
at
and
the employer was not inclined to conduct an enquiry but, at the
same
time,
he did not want to continue the employee against whom there
were
complaints, it would only be a case of motive and the order would
not
be
bad. Similar is the position if the employer did not want to enquire
into
the
truth of the allegations because of delay in regular
departmental
proceedings or he was doubtful about securing adequate
evidence.
In
such circumstances, the allegations would be a motive and not
the
foundation and the simple order of termination would be valid."
12.
Article 311 also provides that under certain circumstances, a government
servant may be dismissed or removed from service or reduced in rank without an
inquiry. These are contained in the second proviso to Article 311 (2). The

circumstances under which the protection under Article 311 Clause 2 does not apply are
as under:
(a)
Where the penalty is being imposed on the ground of conduct which has
led to his conviction on a criminal charge; or.
12

(b)
Where the disciplinary authority is satisfied, for reasons to be recorded,
that it is not reasonably practicable to hold an inquiry in the case; or
(c)
Where the President is satisfied that in the interest of the security of the
country it is not expedient to hold the inquiry.
13.
It is also relevant to note that the special circumstance when penalty may be
imposed on a Government Servant without Inquiry have been reproduced in Rule 19 of
the CCS (CCA) Rules 1965.
14.
There may be circumstances wherein a Government servant may be
proceeded against in a criminal court. The criminal case might have been filed by
the employer or the employee might have been tried for an offence he has
committed in his private life. The provision mentioned above, grants power to the
disciplinary authority to impose penalty without conducting inquiry if the Government
servant has been convicted in a criminal case. In this connection, it is relevant to
note that the standard of proof required in a criminal case is proof beyond
reasonable doubt whereas in the departmental proceedings, the standard of proof is
preponderance of probability. Thus if an employee has been held guilty in a criminal
case, it would be much more easier to establish the charge in a departmental
proceedings. Conducting a departmental inquiry after the employee has been held
guilty in a criminal case would, therefore, be an exercise in futility. Hence the power
granted by the Second Proviso to Article 311 may be availed and appropriate penalty
may be imposed on the employee. It must, however, be noted that this provision only
grants a power to the disciplinary authority to impose the penalty without inquiry
when the employee has been convicted in a criminal case. It is not mandatory for the
disciplinary authority to dismiss the employee whenever he has been convicted in a
criminal case. The authority concerned will have to go thorough the judgment and
take a decision depending upon the circumstances of the case. While taking
recourse to this provision, the disciplinary authority is under an obligation to issue a
show cause notice to the Government Servant as required under the proviso to Rule
19 of the CCA Rules. Besides, the quantum of penalty needs to be decided with due
regard to the mandate of the Honble Supreme Court that the right to impose penalty
carries with it the duty to act justly. In this connection it is worthy to bear in mind the
observation of the Honble Supreme Court in its legendary judgment in the case of
Shankar Das Vs. Union of India [AIR1985SC772, 1985(1)SCALE391,
(1985)2SCC358, [1985]3SCR163, 1985(2)SLJ454(SC)]
6. The learned Magistrate First Class, Delhi, Shri Amba Prakash was
gifted
with more than ordinary understanding of law. Indeed he set an
example
worthy of emulation. Out of the total sum of Rs. 1,607.99 which was
entrusted
to the appellant as a Cash clerk, he deposited Rs. 1,107.99 only in the
Central
Cash Section of the Delhi Milk Scheme. Undoubtedly, he was
guilty
of
criminal breach of trust and the learned Magistrate had no option
but
to
convict him for that offence. But, it is to be admired that as long back
as
in

1963, when Section 235 of the CrPC was not on the Statute book and
later
refinements in the norms of sentencing were not even in embryo, the
learned
13

Magistrate gave close and anxious attention to the sentence which,

in the circumstances of the case, could be passed on the appellant. He
says in his judgment The appellant was a victim of adverse
circumstances; his son died in February 1962, which was followed by
another misfortune; his wife fell down from an upper storey and was
seriously injured: it was then the turn of his daughter who fell seriously
ill and that illness lasted for eight months. The learned Magistrate
concluded his judgment thus :
Misfortune dodged the accused for about a year... and it seems
that
it
was under the force of adverse circumstances that he held back
the
money in question. Shankar Dass is a middle aged man and
it
is
obvious that it was under compelling circumstances that he
could
not
deposit the money in question in time. He is not a previous
convict.
Having regard to the circumstances of the case, I am of the
opinion
that he should be dealt with under the Probation of Offenders
Act,
1958.
7. It is to be learned that despite these observations of the learned
Magistrate,
the Government chose to dismiss the appellant in a huff, without
applying
its
mind to the penalty which could appropriately be imposed upon him in
so
far
as his service career was concerned. Clause (a) of the second
proviso
to
Article 311(2) of the Constitution confers on the Government the
power
to
dismiss a person from service on the ground of conduct which has led
to
his
conviction on a criminal charge". But, that power, like every other
power,
has
to be exercised fairly, justly and reasonably. Surely the Constitution
does
not
contemplate that a Government servant who is convicted for
parking
his
scooter in a non-parking area should be dismissed from service. He
may,
perhaps, not be entitled to be heard on the question of penalty since
Clause
(a) of the second proviso to Article 311(2) makes the provisions of that
article
inapplicable when a penalty is to be imposed on a Government servant
or
the
ground of conduct which has led to his conviction on a criminal
charge.
But
the right to impose a penalty carries with it the duty to act justly.
Considering

the facts of this case, there can be no two opinions that the
penalty
of
dismissal from service imposed upon the appellant is whimsical.
15.
Another occasion when the disciplinary authority may impose penalty on the
employee without conducting any inquiry is when, the disciplinary authority, is
satisfied, for reasons to be recorded, that it is not reasonably practicable to hold an
inquiry. There are two conditions for invoking this provision viz. firstly, the disciplinary
authority must be satisfied that it is not reasonably practicable to hold inquiry in a
particular case and secondly, the authority must record the reasons for his decision.
Although the Constitution does not require the communication of the reasons in the
penalty order, it has been recommended in the judgments of the Supreme Court that
it is desirable to communicate the reasons in the penalty order. This will obviate the
prospects of the penalised employee contending that the reasons were fabricated
after the issue of penalty order. It has been held in a number of decisions of the
Honble Supreme Court that orders imposing penalty under this clause will be invalid
unless the reasons for dispensing with inquiry have been recorded.

14

16.
In this connection, the following judgments of the Honble Supreme Court are
relevant:
(a)

Reena Rani Vs. State of Haryana and Ors. 2012(3)SCALE519

(b)
In Jaswant Singh v. State of Punjab [(1991) 1 SCC 362] the two-Judge
Bench referred to the ratio of Union of India v. Tulsiram Patel [(1985) 3 SCC 398]
and observed:
The decision to dispense with the departmental enquiry cannot,
therefore, be rested solely on the ipse dixit of the concerned authority.
When the satisfaction of the concerned authority is questioned in a court
of law, it is incumbent on those who support the order to show that the
satisfaction is based on certain objective facts and is not the outcome of
the whim or caprice of the concerned officer.
17.
This provision can be of help during large scale violence, threat to the
disciplinary authority or inquiry authority or the state witnesses, etc. Invoking this
provision for mundane purposes such as avoiding delay, etc. may not be in order.
Although the penalty order issued without inquiry may cause harm to the employee,
the courts have held that the clause has been provided for the sake of a public good.
In order to mitigate the harm done to the employee, the Honble Supreme Court in
the case of Union of India Vs Tulsiram Patel [AIR 1985 SC, (1985) 3 SCC 398 ] has
ruled that in all such cases departmental appeal must be disposed of after giving
him an opportunity of defence.
18.
There is considerable divergence of opinion on the subject regarding the
applicability of the above provision in cases of inability of the disciplinary authority to
serve charge sheet because the whereabouts of the delinquent are not known. It is
felt that the provision being contrary to the principles of Natural Justice, it would be
appropriate to resort to them sparingly. In cases of prolonged unauthorized absence
of the delinquent, it would be appropriate to publish the charge sheet in the local
news paper and/or the web site of the organization, paste it in the door of the
residence of the delinquent and the notice board of the organization, send through
registered post and have proof of all these things before proceeding ex-parte against
the delinquent.
19.
Thirdly, an employee may be dismissed or removed from service or reduced
in rank without inquiry whenever the President is of the opinion that in the interest of
the security of the country it is not expedient to hold an Inquiry. In such cases, the
decision to dispense with the inquiry is taken at the level of President and that too
only on the ground of the security of the country. This provision may be useful in
cases of espionage charges, etc. Here, the word President has been used in
constitutional sense. The decision does not require personal approval of the
President. It would be sufficient if the decision is taken by the Minister in charge.

15

20.
The nature of the extra ordinary power granted by the provisions under the
second proviso to Article 311(2) has been explained by the Honble Supreme Court
in the following terms in Union of India (UOI) and Anr. Vs. M.M. Sharma [JT2011
(4)SC22, (2011)11SCC293]
24. The power to be exercised under Clauses (a), (b) and (c) being
special
and extraordinary powers conferred by the Constitution, there
was
no
obligation on the part of the disciplinary authority to communicate the
reasons
for imposing the penalty of dismissal and not any other penalty. For
taking
action in due discharge of its responsibility for exercising powers
under
Clause (a) or (b) or (c) it is nowhere provided that the disciplinary
authority
must provide the reasons indicating application of mind for
awarding
punishment of dismissal. While no reason for arriving at the satisfaction
of
the
President or the Governor, as the case may be, to dispense with the
enquiry
in the interest of the security of the State is required to be disclosed
in
the
order, we cannot hold that, in such a situation, the impugned order
passed
against the Respondent should mandatorily disclose the reasons for
taking
action of dismissal of his service and not any other penalty.
21.
Although the above mentioned provisions are applicable as such to the
employees of the Ministries, departments and attached and subordinate offices only, yet
the same are relevant to the employees of Public Sector Undertakings and the
autonomous bodies as well. This is so, because similar provisions exist in the
service rules relating to a number of PSUs and Autonomous bodies.
22.
In addition to Part XIV of the Constitution (Articles 309 to 311), Part III of the
Constitution is also relevant to the matter of disciplinary proceedings. Part III of the
Constitution contains the Fundamental Rights. These are available against the
actions of the State. The State is prohibited from denying the right to equality, etc. As
per the current interpretation of Article 14, it strikes at the root of arbitrariness. Hence
an employee affected by the arbitrary action of the State (which happens to be his
employer) can file a writ petition alleging violation of the Right to equality. Article 21
of the Constitution provides right to life and liberty. It states that no one shall be
deprived of his right to life and liberty except in accordance with the procedure
established by law. According to the present interpretation of the Honble Supreme
Court, the word life occurring in Article 21 of the Constitution does not denote mere
existence. Life as mentioned in Article 21 relates to a dignified and meaningful life.
Hence, the deprivation of employment may amount to the deprivation of life. Hence
Article 21 indirectly provides that no one can be deprived of his employment except
in accordance with the procedure established by law. Besides, the Honble Supreme
Court has also stated in the case of Maneka Gandhi Vs Union of India (AIR 1978 SC

578 ) that the phrase procedure established by law mentioned in the above Article
refers to a procedure which is just, reasonable and fair and not any procedure which
is arbitrary, whimsical or oppressive. Hence, there is a requirement for the
Governmental and semi-governmental organisations to ensure that the employees
are not deprived of their employment (i.e. life) by an arbitrary procedure. Care must
be taken to ensure that a just, reasonable and fair procedure is followed in the
disciplinary proceedings.
16

CHAPTER - 4
PRINCIPLES OF NATURAL JUSTICE
Introduction
1.
Initially, the term Natural Justice referred to certain procedural rights in the
English Legal System. Over a period of time, the content of the term has expanded
and presently it connotes some basic principles relating to judicial, quasi judicial and
administrative decision making. These principles are believed and practiced by all
civilized societies for millennia. The view that Natural Justice can be traced back to
over thousand years is not an exaggeration. The following observation of Justice V
Krishna Iyer in Mohinder Singh Gill Vs. Chief Election Commissioner [1978 AIR 851,
(1978) 3 SCC 405, 1978 SCR (3) 272] is adequate proof of this statement:
It has many colours and shades, many forms and shapes and, save
where
valid law excludes, it applies when people are affected by acts of
Authority.
It
is the bone of healthy government, recognised from earliest times and
not
a
mystic testament of judge-made law. Indeed, from the legendary
days
of
Adam-and of Kautilya's Arthasastra-the rule of law has had this
stamp
of
natural justice which makes it social justice. We need not go into these
deeps
for the present except to indicate that the, roots of natural justice
and
its
foliage are noble and not newfangled. Today its application must be
sustained
by current legislation, case- law or other extant principle, not the hoary
chords
of legend and history. Our jurisprudence has sanctioned its prevalence
even
like the Anglo-American system. The dichotomy between administrative
and
quasi-judicial functions vis a vis the doctrine of natural justice is
presumably
obsolescent after Kraipak(1) in India and Schmit(2) in England.
2.
Traditionally English Law recognized two principles of natural justice viz.
(i)
Nemo debet esse judex in propria causa i.e No man shall be a judge in his own
cause, or a suitor or the deciding authority must be impartial and without bias and
(ii) Audi alteram Partem i.e. hear the other side, or no one can be condemned
unheard. Over a period of time, a third principle has also emerged to the effect that
Final orders must be speaking orders (Reasoned orders). The first and the third
principles mentioned above may be perceived as the corollary of the basic principle
that Justice should not only be done but manifestly appear to have been done
The Principles and general conditions
3.
Based on the above, the following four may be stated as the Principles of
Natural Justice:

(a) No one can be condemned unheard

(b) No one can be a judge in his own case
(c) Justice should not only be done but should manifestly appear to have
been done
(d) Final order must be speaking order
17

4.
The nature, aim and scope of these principles, the extent of their applicability,
etc. have been eloquently articulated by Justice K S Hegde in the case of A K
Kraipak Vs Union of India[(1969) 2 SCC 262]
(1)
The rules of natural justice operate in areas not covered by any
law
validly made, that is, they do not supplant the law of the land but
supplement
it. They are not embodied rules and their aim is to secure justice or to
prevent
miscarriage of justice. If that is their purpose, there is no reason why
they
should not be made applicable to administrative proceeding also, .
(2)
The concept of natural justice has undergone a great deal of
change
in
recent years. What particular rule of natural justice should apply to a
given
case must depend to a great extent on the facts and circumstances
of
that
case, the framework of the law under which the enquiry is held
and
the
constitution of the Tribunal or the body of persons appointed for that
purpose.
Whenever a complaint is made before a court that some principle of
natural
justice had been contravened, the court has to decide
whether
the
observance of that rule was necessary for a just decision on the facts of
that
case. The rule that enquiries must be held in good faith and without
bias,
and
not arbitrarily or unreasonably, is now included among the principles of
natural
justice.
Audi Alteram Partem
5.
Observations of the Honble Supreme Court in the following terms in the case
of Maneka Gandhi Vs. Union of India,
[1978 AIR 597, 1978 SCR (2) 621]
establishes that the right to be heard is an inherent one and can be claimed even
when not granted by statutory provisions:
It is well established that even where there is no specific provision in a
statute
or rules made thereunder for showing cause against action proposed
to
be
taken against an individual, which affects the rights of that individual,
the
duty
to give reasonable opportunity to be heard will be implied from the
nature
of
the function to be performed by the authority which has the power
to
take
punitive or damaging action. This principle was laid down by this Court
in
the

State of Orissa v. Dr. (Miss) Binapani Dei & Ors.[ (1) AIR 1967 S.C.
1269
at
1271] in the following words
"The rule that a party to whose prejudice an order is intended
to
be
passed is entitled to a hearing applies alike to judicial
tribunals
and
bodies of persons invested with authority to adjudicate upon
matters
involving civil consequences. It is one of the fundamental rules
of
our
constitutional set-up that every citizen is protected against
exercise
of
arbitrary authority by the State or its officers. Duty to act
judicially
would, therefore arise from the very nature of the function
intended
to
be performed, it need not be shown to be super- ,added. If
there
is
power to decide and determine to the prejudice of a person, duty
to
act
judicially is implicit in the exercise of such power. If the
essentials
of
justice be ignored and an order to the prejudice of a Person is
made,
the order is a nullity. That is a basic concept of the rule of law
and
18

importance thereof transcends the significance of a decision in

any particular case."
6.
Audi Alteram Patem which is basically a protection against arbitrary
administrative action comprises within itself a number of rights. This rule implies that the
accused has a right to
(a) know the charge
(b) inspect documents
(c) know the evidence
(d) cross examine witnesses
(e) lead evidence

7.
In essence, the protections granted under Article 311 (2) of the Constitution as
well the CCA Rules are codification of the above principle of natural justice.
8.
As seen above, the principles of natural justice supplement law and not
supplant law. Thus they can be exempt by express statutory provisions or by
necessary implications. One instance of exemption by statutory provisions is
exemption prescribed by the second proviso to Article 311 (2) which explicitly states that
this clause shall not apply.
9.
In Maneka Gandhi Vs. Union of India, [1978 AIR 597, 1978 SCR (2) 621] the
contention of the petitioner was that her Passport was impounded without giving her
an opportunity of defence. Apparently, providing an opportunity of defence before
impounding the Passport might defeat the very purpose of the action, because the
moment the authorities initiate action for impounding the Passport, it would be
possible for the person concerned to flee abroad on the strength of the Passport,
which is yet to be impounded. There may be extra-ordinary situations when Postdecisional hearing might be provided instead of Pre-decisional hearing.
10.
The components of the right to hearing as enumerated above are general in
nature. They should not be perceived as inviolable essential ingredients of all
administrative actions, In the case of Hira Nath Mishra and Ors Vs. Principal
Rajendra Medical College, AIR 1973 SC 1260, (1973) IILLJ 111 SC, (1973) 1 SCC 805,
three students had challenged the order of the Principal expelling them from the college
for two academic sessions allegedly on charges of molestation of girl students.
One of the submissions of the petitioners was that the enquiry, if any, had been
held behind their back; the witnesses who gave evidence against them
were not examined in their presence, there was no opportunity to crossexamine the witnesses with a view to test their veracity. Repelling the
submissions of the Appellants, the Honble Supreme Court held as under:
11. Rules of natural justice cannot remain the same applying
to
all
conditions. We know of statutes in India like the Goonda Acts which
permit
evidence being collected behind the back of the goonda and the
goonda
being merely asked to represent against the main charges arising out
of
the
evidence collected. Care is taken to see that the witnesses who
gave
statements would not be identified. In such cases there is no question
of
the

witnesses being called and the goonda being given an opportunity to

cross19

examine the witnesses. The reason is obvious. No witness will come

forward
to give evidence in the presence of the goonda. However
unsavoury
the
procedure may appear to a. judicial mind, these are facts of life which
are
to
be faced. The girls who were molested that night would not have
come
forward to give evidence in any regular enquiry and if a strict enquiry
like
the
one conducted in a court of law were to be imposed in such matters,
the
girls
would have had to go under the constant fear of molestation by the
male
students who were capable of such indecencies. Under the
circumstances
the
course followed by the Principal was a wise one. The Committee
whose
integrity could not be impeached, collected and sifted the evidence
given
by
the girls. Thereafter the students definitely named by the girls were
informed
about the complaint against them and the charge. They were
given
an
opportunity to state their case. We do not think that the
facts
and
circumstances of this case require anything more to be done.
12. There is no substance in the appeal which must he dismissed. The
appeal is dismissed. There shall be no orders as to costs.
Rule of Bias
11.
The principle that No one can be a judge in his own case is also known as the
rule of bias. In essence, it implies that an interested party shall not play a role in
decision making. General rule that Inquiry Officer should not be a witness in the
proceedings is a corollary of this rule. In this connection, it is interesting to note the
following observation of Justice Das in State of Uttar Pradesh Vs. Mohammad Nooh
[1958 AIR 86, 1958 SCR 595]
the spectacle of a judge hopping on and off the bench to act first as
judge,
then as witness, then as judge again to determine whether he should
believe
himself in preference to another witness, is startling to say the least."
12.

Generally three kinds of bias are considered as important:

a)
Personal Bias - One may be personally interested in the outcome of
the case. If one is required to act as the complainant as well as the decision
making authority, the outcome is likely to be biased
b)
Pecuniary bias - A person who has a monetary interest in an issue
should not deal with the case. If one is a share holder in a company, it would be
improper for him/her to decide whether a contract should be given to that

company or some other company.

c)
Bias of subject matter - One who has certain strong notions/ views
about certain subjects might not be suitable for deciding issues relating to that
subject. For example one having strong male chauvinistic views, may not be
suitable for dealing with issues relating to harassment of women employee
13.
Rule of bias must be borne in mind at the time of appointment of Inquiry
Officer and dealing with the request of the Charged Officer for change of Inquiry
officer.
20

14.

It is well established that the rule of bias has the following exemptions:
Waiver
Necessity
Statutory Power

15.
Where the party concerned has waived its right to question the proceedings
for violation of the rule of bias, the issue cannot be raised subsequently. Similarly
there may be situation when a person may not be able to withdraw from the decision
making process due to reasons of necessity. In the case of Ashok Kumar Yadav
and Ors. etc. etc. Vs. State of Haryana and Ors. etc. etc. (Date of Judgment
10/05/1985) [1987 AIR 454, 1985 SCR Supl. (1) 657, 1985 SCC (4) 417 1985
SCALE (1)1290], the petitioners before the High Court had challenged the selection
made by the State Public Service Commission on, inter alia, the following ground:
The argument of the petitioners was that the presence of Shri R.C.
Marya and Shri Raghubar Dayal Gaur on the interviewing committee
gave rise to an impression that there was reasonable likelihood of bias
in favour of the three candidates related to Shri R.C. Marya and Shri
Raghubar Dayal Gaur and this had the effect of vitiating the entire
selection process. This argument was sought to be supported by the
petitioners by relying on the decisions reported in D.K. Khanna v. Union
of India & Ors. Surinder Nath Goel v. State of Punjab and M. Ariffudin v.
D.D. Chitaley & Ors.
16.
The above submission based on allegation of bias, was rejected by the
Honble Supreme Court on the ground of necessity in the following terms:
The principle which requires that a member of a selection Committee
whose
close relative is appearing for selection should decline to become a
member
of the selection committee or withdraw from it leaving it to the
appointing
authority to nominate another person in his place, need not be applied
in
case
of a Constitutional Authority like the Public Service Commission,
whether
Central or State. If a member of a Public Service Commission
was
to
withdraw altogether from the selection process on the ground that a
close
relative of his is appearing for selection, no other person save a
member
can
be substituted in his place. And it may sometimes happen that no
other
member is available to take the place of such member and the
functioning
of
the Public Service Commission may be affected. When two more
members
of
a Public Service Commission are holding a viva voce examination,

they
are
functioning not as individuals but as the Public Service
Commission.
Of
course, it must be made clear that when a close relative of a
member
of
a
Public Service Commission is appearing for interview, such member
must
withdraw from participation in the interview of that candidate and
must
not
take part in any discussion in regard to the merits of that candidate and
even
the marks or credits given to that candidate should not be disclosed to
him.
21

17.
Notwithstanding the above exemptions, it is essential that no person having
any stake in the outcome of the disciplinary proceedings act as the Inquiry Authority nor
exercise the powers of Disciplinary Authority.
Justice should manifestly appear to have been done
18.
This was explained by the Honble Supreme Court in Ashok Kumar Yadav and
Ors. etc. etc. Vs. State of Haryana and Ors. etc. etc. (Date of Judgment
10/05/1985) [1987 AIR 454, 1985 SCR Supl. (1) 657, 1985 SCC (4) 417 1985
SCALE (1)1290], in the following terms.
The question is not whether the judge is actually biased or in fact
decides
partially, but whether there is a real likelihood of bias. What is
objectionable
in
such a case is not that the decision is actually tainted with bias but
that
the
circumstances are such as to create a reasonable apprehension in the
mind
of others that there is a likelihood of bias affecting the decision. The
basic
principle underlying this rule is that justice must not only be done but
must
also appear to be done and this rule has received wide recognition in
several
decisions of this Court. It is also important to note that this rule is not
confined
to cases where judicial power stricto sensu is exercised. It is
appropriately
extended to all cases where an independent mind has to be applied to
arrive
at a fair and just decision between the rival claims of parties. Justice is
not
the
function of the courts alone; it is also the duty of all those who are
expected
to
decide fairly between contending parties. The strict standards
applied
to
authorities exercising judicial power are being increasingly
applied
to
administrative bodies, for it is vital to the maintenance of the rule of
law
in
a
welfare state where the jurisdiction of administrative bodies is
increasing
at
a
rapid pace that the instrumentalities of the State should
discharge
their
functions in a fair and just manner.
19.
As already stated above, the Honble Supreme Court had in the above case
decided the submissions relating to allegation of bias on the ground of necessity.
Speaking orders

20.
The advantages of a speaking order were summarized by the Honble
Supreme Court as under in the case of Travancore Rayons Vs Union of India
1971 SC 862] in the following manner:
Disclosure

guarantees

[AIR

consideration

Introduces clarity
Excludes or minimises arbitrariness
Satisfaction of the party
Enables appellate forum to exercise control

22

21.
This principle of natural justice requires that following orders issued in the
course of disciplinary proceedings, must be speaking orders:
Orders disposing of the allegations of bias on the part of Inquiry Authority and
requesting for change
Orders dealing with the request for appointment of a Legal Practioner as a
Defence Assistant
Orders dealing with the request for appointment of a person from
outstation as a Defence Assistant
Orders rejecting the request for defence documents/witnesses
Orders deciding on request for adjournment
Final orders imposing penalty
Orders of the Appellate, Revisionary or Reviewing authority
22.
Components of speaking order and general considerations to be borne in
mind while drafting a speaking order are dealt with in the chapter on Drafting of final
orders.
Condition precedent and limitations
23.
There was a time when the courts held that mere violation of principles of
Natural Justice was adequate reason for setting aside the entire proceedings.
However, the above approach is no more in vogue. One of the questions before the
Honble Supreme Court in Managing Director ECIL Vs. Karunakar [AIR 1994 SC
1074, JT 1993 (6) SC 1, (1994) ILLJ 162 SC] was what is the effect on the order of
punishment when the report of the Inquiry Officer is not furnished to the
employee
and what relief should be granted to him in such cases. Honble Supreme
Court
addressed this question through the doctrine of prejudice in the following terms:
Whether in fact, prejudice has been caused to the employee or
not
on
account of the denial to him of the report, has to be considered on the
facts
and circumstances of each case. Where, therefore, even after the
furnishing
of the report, no different consequence would have followed, it
would
be
perversion of justice to permit the employee to resume duty and to get
all
the
consequential benefits. It amounts to rewarding the dishonest and the
guilty
and thus to stretching the concept of justice to illogical and
exasperating
limits. It amounts to an "unnatural expansion of natural justice" which

in
is antithetical to justice.

itself

23

24.
It may be appreciated from the foregoing that although the principles of
natural justice are very important in nature, there is no uniform rule regarding their
applicability. This has been stated with ample clarity in the following paragraph in the case
Oriental Bank of Commerce and Anr. Vs. R.K. Uppal (Decided On: 11.08.2011)
[JT2011(9)SC1, 2011 (3), (2011)8SCC695 ] in the following terms:
18. It is now fairly well settled that the requirements of natural
justice
must
depend on the circumstances of the case, the nature of the inquiry, the
rules
under which the tribunal is acting, the subject matter that is being
dealt
with
and so forth. In the words of Ramaswami, J. (Union of India and Anr. v.
P.K.
Roy and Ors. MANU/SC/0049/1967 : AIR 1968 SC 850) the extent
and
application of the doctrine of natural justice cannot be imprisoned
within
the
straitjacket of a rigid formula. The application of the doctrine depends
upon
the nature of jurisdiction conferred on the administrative authority,
upon
the
character of the rights of the persons affected, the scheme and policy
of
the
statute and other relevant circumstances disclosed in the particular
case.
Conclusion
25.
Briefly, all these above mentioned rules can be condensed into a dictum of two
words: Be fair. In this regard, one is reminded of the most important advice given
by a father to his son in the passage popularly known as Polonius advice to Laertes in
the immortal play of Hamlet by William Shakespeare:

This above all: to thine own self be

true,
And it must follow, as the night the
day,
Thou canst not then be false to any
man.
William Shakespeare.
26.

That is the essence of the Principles of Natural Justice:

Be true to yourself

24

CHAPTER - 5
SCOPE AND EXTENT OF APPLICABILITY OF CCA RULES
1.
What are the circumstances under which the provisions of CCA Rules
are to be invoked?
The following are the essential conditions for the application of the CCA Rules:
(a) Firstly the employee concerned must be amenable to the jurisdiction of the
CCA Rules in terms of Rule 3 thereof.
(b) Secondly CCA rules can be applied only for the purpose for which the
same have been prescribed
2.
What is the category of employees who are within the jurisdiction of the
CCA Rules?
Applicability of CCA Rules is clarified in Rule 3 of the CCA Rules. [This is not being reproduced for the sake of brevity]
Several autonomous bodies have adopted the rules applicable to the Government
Servants and this includes the CCA Rules as well. Some organizations have their own
rules for conducting disciplinary proceedings.
Further, the provisions relating to borrowed and lent officers as contained in Rule 21 of
the CCA Rules are relevant in the case of such officers.
In addition to the provisions of Rule 3 of CCA Rules, the Honble Supreme Court in
its judgment in Union of India Vs. K S Subramanian has held that the Defence
Civilians are not entitled for the protections under Article 311of the Constitution of
India and consequently the CCA Rules 1965 also do not have application to the
Defence Civilians.
However, subsequently, the Apex Court in Director General of Ordnance Services Vs.
P N Malhotra, 1995 Supp (3) SCC 226 upheld the dismissal of a defence civilian
by following the procedure laid down in CCA Rules 1965. The position was clarified as
under:
10. The learned counsel for the appellants submits that the respondent
cannot
be said to have suffered any prejudice by following the procedure
prescribed
by 1965 Rules. He submits that the said Rules are nothing but a
codification
of the principles of natural justice. Indeed, it is submitted, they are
more
specific, more elaborate and more beneficial to the employee than the
broad
principles of natural justice. If we assume for the sake of argument
that
the
respondent was entitled to insist upon an enquiry before he
could
be

dismissed, we must agree with the submission of the learned counsel

for
the
appellants.
25

11. We must also mention that neither the Tribunal has stated nor the respondent has suggested - that there are any other Rules
applicable to disciplinary enquiries against such civilian employees
which have not been followed - much less has it been stated that any
such Rules are qualitatively different or more beneficial to the
respondent.
12. The order under appeal shows, that though several grounds were
raised
in the original application filed by the respondent, the only point urged
by
his
counsel at the time of arguments before the Tribunal was the one
relating
to
inapplicability of the 1965 Rules. No other contention appears to have
been
urged.
13. In the circumstances, the appeal is allowed and the order of the
Tribunal is set aside. The order dismissing the respondent as
confirmed by the appellate order is restored. No costs.
:
From the above, it may be inferred that there can be no objection to the application
of the inquiry procedure laid down in CCA Rules in such cases where no specific
procedure under any statutory provision has been laid down. Further it must be
ensured that no prejudice is caused to the individual by the application of CCA Rules.
It must be understood that the inquiry procedure laid down in the CCA Rules is only
a codification of the Principles of Natural Justice which seek to protect the interest of
the delinquent.
3.
What are the purposes for which the provisions of CCA Rules are to be
invoked?
There appears to be a misconception that the CCA Rules provide only the
mechanism for imposition of penalties. It needs to be appreciated that the rules lays
down the Classification of posts in Part II which contains Rules 4 to 7. Besides, the
provisions relating to Appeals in Part VII comprising Rules 22 to 28 is also of a
general nature because the rules provide for appeals in respect of orders relating to
administrative matter. The list of orders against which appeal lies contained in Rule
23 makes this point clear.
Notwithstanding the above stated special circumstances, CCA Rules basically form
part of the reward and punishment sub-system under Personnel Management
system of organisation. It provides a mechanism for dealing with erring employees
whose behavior does not conform to the prescribed organizational norms - either by
express provision or by necessary implications. The rules cover the following
aspects:
(a) What penalties can be imposed on an erring employee? (Rule 11)
(b) Who imposes these penalties? (Rule 12 and 13 )
(c) What is the procedure to be followed for imposing these penalties? (Rule 14,
15, 16, 18, 19, etc.)

26

(d) What remedies are available to the employee after a penalty has been
imposed? (Rule 22 to 29A)
(e) Issues which are incidental to the above?
(Rule 10 [i.e suspension which is a
step in aid for conducting inquiry], 31 to 35, etc.)
4.
Is it mandatory to invoke the procedure laid down in the CCA Rules
whenever a punitive move is taken against the employee?
In so far as the punitive moves are concerned procedures laid down in the CCA
Rules are applicable only for imposing the penalties prescribed in the above rules.
There may be several instances in the career of an employee which may have a
punitive impact on the employee concerned but are not penalty within the meaning of the
CCA Rules. An illustrative list of such adverse instances in the career of the
employee is available under the Explanation under Rule 11 of the CCA Rules. The same
is not re-produced for the sake of brevity.
Some distinguishing features between a penalty and other adverse instances in the
career of an employee are as under:
(a) A penalty is that which is imposed for a good and sufficient reason as
prescribed in Rule 11; on the other hand the adverse instances illustrated
under the Explanation under Rule 11 are the natural consequences of certain
deficiencies of the employee or the enforcement of contractual or statutory
provisions.
(b) Imposition of penalty basically carries with it a stigma. On the other hand, if
an employee is reverted to the lower post for want of vacancy, it involves no
stigma.
(c) Imposition of a penalty implies a misconduct on the part of the employee i.e.
an omission or commission on the part of employee which has a bearing on
his/her competence, conduct and character. On the other hand, other
adverse instances may indicate the imbalance between the job requirement
and the employee capability.
(d) A penalty can be imposed after following the procedure prescribed in the
Rules - even if the inquiry is dispensed with under Rule 19 of the CCA Rules,
there is a procedure prescribed for it in the Rules. On the other hand, adverse
instances of career can be meted out after following the procedure laid down
under various service rules - say DPC Procedure, or procedure for review
under Fundamental Rules 56(J), etc.

27

5.
What procedure is to be followed for terminating the services of a
probationer?
Services of a probationer or temporary employee can be terminated by invoking the
terms of appointment or the Temporary Services Rules - if it is applicable to that
case. This is known as discharge simpliciter. Normally the rules would provide for a
notice period or salary in lieu of notice period. This must be complied with.
6.
What precautions are to be taken while visiting the employee with
adverse career impact by invoking the terms of contract or
statutory provisions?
Two precautions must be ensured under the above circumstance
(a) The provisions of the contract or the statutory provisions must be adhered to say the length of the notice period, the conditions and procedure prescribed in
the statutory provisions such as FR 56 (J), etc.
(b) The order of discharge must not cast any stigma on the employee concerned.
For example, the order discharging a probationer should not mention any
deficiency on the part of the employee. The discharging authority has no
power to cast any aspersion on the competence or character of the employee
without providing any opportunity to clarify his/her position.
7.
If an employee has become permanent, is it mandatory to follow the
procedure prescribed under CCA Rules for sending him/her out of service?
Not necessarily. Even a permanent employee can be sent out of service without
following the provisions of CCA Rules under the following circumstances:
(a) As stated above, a permanent employee can be sent out of service under the
provisions of FR 56 (J)
(b) An employee whose employment has been obtained by fraud or misrepresentation, can be sent out of service without any inquiry
(c) An employee found guilty of sexual harassment of women in the working
place may be dismissed from service without recourse to separate
proceedings under Rule 14 of CCA Rules because under the proviso to Rule
14(2), the Complaints Committee constituted under Rule 3-C of the CCS
(Conduct) Rules 1964 shall be deemed to be the Inquiring Authority and the
Committee shall conduct the inquiry as far as possible, in accordance with
Rule14 of CCA Rules unless separate procedure has been prescribed for the
Committee

28

8.
What is the justification, in the absence of any statutory provision, for
dismissing a permanent employee without inquiry/reasonable opportunity of
defence?
The Apex Court in the case of R. Vishwanatha Pillai Vs. State of Kerala & Ors. DATE
OF JUDGMENT: 07/01/2004 [2004 AIR 1469, 2004(1 )SCR360 , 2004(2 )SCC105 ,
2004(1 )SCALE285 , 2004(1 )JT88 ] was concerned with the termination of service
of an IPS officer with 27 years of service on grounds of submitting, at the time of
recruitment to the Kerala State Police Service, a false certificate claiming to belong
to Scheduled Caste. Observing that the Appellant was provided a reasonable
opportunity at the time of scrutiny of the validity of the caste certificate the Honble
Supreme Court went on to clarify the applicability of Article 311 of the Constitution of
India in the following terms:
This apart, the appellant obtained the appointment in the service on
the
basis
that he belonged to a Scheduled Caste community. When it was found
by
the
Scrutiny Committee that he did not belong to the Scheduled
Caste
community, then the very basis of his appointment was taken
away.
His
appointment was no appointment in the eyes of law. He cannot claim a
right
to the post as he had usurped the post meant for a reserved
candidate
by
playing a fraud and producing a false caste certificate. Unless the
appellant
can lay a claim to the post on the basis of his appointment he cannot
claim
the constitutional guarantee given under the Article 311 of the
Constitution.
As
he had obtained the appointment on the basis of a false caste
certificate
he
cannot be considered to be a person who holds a post within the
meaning
of
Article 311 of the Constitution of India. Finding recorded by the
Scrutiny
Committee that the appellant got the appointment on the basis of false
caste
certificate has become final. The position, therefore, is that the
appellant
has
usurped the post which should have gone to a member of the
Scheduled
Caste. In view of the finding recorded by the Scrutiny Committee and
upheld
upto this Court he has disqualified himself to hold the post.
Appointment
was
void from its inception. It cannot be said that the said void appointment
would
enable the appellant to claim that he was holding a civil post
within
the
meaning of Article 311 of the Constitution of India. As appellant had
obtained

the appointment by playing a fraud he cannot be allowed to take

advantage
of
his own fraud in entering the service and claim that he was holder of
the
post
entitled to be dealt with in terms of Article 311 of the Constitution of
India
or
the Rules framed thereunder. Where an appointment in a service has
been
acquired by practising fraud or deceit such an appointment is no
appointment
in law, in service and in such a situation Article 311 of the Constitution
is
not
attracted at all.
Later in the same order, the Apex court, in the following para, expressed its approval for
the view of the Patna High Court that one who has secured appointment by fraud is not
entitled for any benefit, let alone reasonable opportunity of defence at the time of
dismissal from service:
The point was again examined by a Full Bench of the Patna High Court in
Rita
Mishra Vs. Director, Primary Education, Bihar, AIR 1988 Patna 26.
The
29

question posed before the Full Bench was whether a public servant
was
entitled to payment of salary to him for the work done despite the fact
that
his
letter of appointment was forged, fraudulent or illegal. The Full Bench
held:
"13. It is manifest from the above that the rights to salary,
pension and other service benefits are entirely statutory in
nature in pubic service. Therefore, these rights including the
right to salary, spring from a valid and legal appointment to
the post. Once it is found that the very appointment is
illegal and is non est in the eye of law, no statutory
entitlement for salary or consequential rights of pension and
other monetary benefits can arise. In particular, if the very
appointment is rested on forgery, no statutory right can flow it."
We agree with the view taken by the Patna High Court in the aforesaid cases.
9.
What is the justification for imposition of penalty in the case of sexual
harassment, based on the report of the Complaints Committee
without initiating any proceedings under Rule 14 of the CCA Rules?
Cases relating to sexual harassment are covered under the proviso the Rule 14(2)
which is extracted hereunder:
Provided that where there is a complaint of sexual harassment
within the meaning of rule 3 C of the Central Civil Services (Conduct)
Rules, 1964, the Complaints Committee established in each ministry or
Department or Office for inquiring into such complaints, shall be
deemed to be the inquiring authority appointed by the disciplinary
authority for the purpose of these rules and the Complaints
Committee shall hold, if separate procedure has not been
prescribed for the complaints committee for holding the inquiry
into the complaints of sexual harassments, the inquiry as far as
practicable in accordance with the procedure laid down in these rules.
As the employee had been provided reasonable opportunity of defence before the
Complaints Committee he cannot complain of denial of reasonable opportunity of
defence.
10. What about the cases relating to sub-letting of Government
Accommodation?
Based on the following observation of the Honble Supreme Court in its order
dated 29.11.1996 in Writ Petition No. 585/94 (S.S.Tiwari Vs. UOI
&
Others), the Government has issued instructions [DOPT OM No.
11012/2/97-Estt.(A), dated 31.12.1997] for initiating proceedings
against
the erring Government Servants. However it must be observed

that
these types of
committee are

cases

only

in
the findings

of

the

complaints

30

binding and the proceedings under CCA Rules are required to be

carried
out:
It is, therefore, obligatory for the disciplinary authority of the
department
concerned to initiate disciplinary proceedings against concerned
Government
servant under Rule 14 of the CCS (CCA) Rules, 1965. As soon as
the
allotment is cancelled by the Directorate of Estate on the ground of subletting,
the disciplinary authority of the Department concern shall initiate
disciplinary
proceedings against the Government servant concerned. The findings of
the
Directorate of Estates regarding sub-letting shall be binding on the
disciplinary
authority for the purpose of initiating the disciplinary proceedings.
Once
the
disciplinary proceedings are initiated, the procedure laid down under the
CCS
(CCA) Rules shall take its own course. Since the disciplinary proceedings
in
such cases would be initiated on a charge of grave misconduct,
the
competent authority may consider placing the delinquent Government
servant
under suspension."
11.
What is the position about the cases falling under the second proviso to
clause (2) of Article 311?
The cases discussed above are outside the ambit of CCA Rules. In fact, in the above
stated cases, with the exception of sexual harassment and sub-letting of
accommodation, the Government Servant is not being awarded any penalty at all. On
the other hand, the cases falling under the second proviso to clause (2) of Article 311, the
proceedings are very much under the CCA Rules with the only exception that they are
under the special provisions prescribed in Rule 19 of the CCA Rules, which, in a sense
is the exemption to Rule 14 of the CCA Rules

31

CHAPTER - 6
HANDLING COMPLAINTS
1.

What is a complaint?

In vigilance parlance, any source of information about a vigilance misdeed in the

organization is a complaint. Para 3.1 of the Vigilance Manual (2005 Ed) defines
complaint as Receipt of information about corruption, malpractice or
misconduct
on
the part of public servants, from whatever source, would be termed as a
complaint.
Further para 3.2.1 of the above manual gives a non-exhaustive list of what all
constitute complaint. Thus, an inspection report, press clipping, property transaction
reports under the Conduct Rules, etc. fall within the ambit of complaint, if they throw any
light on the misdeed in the organization.
Even in the complaints received from the public or the employees of the
organization, there used to be umpteen instances when the author might not have
intended that to be a complaint but the communication provided valuable information
about an organized crime in the organization and therefore it was treated and
registered as a complaint. Some such instances are:
(a)
A letter was received from a former employee of the organization
seeking arrears of salary for the part of the month in which he was relieved on
acceptance of his resignation. While trying to take some reference number from
the old pay bill, it turned out that somebody was collecting pay in the name of
the resigned employee continuously for several months after the said employee
resigned from service.
(b)
A representation was received from an employee stating that his name was
missing in the seniority list of group D employees of the organization. While
attempting to check the reasons for this omission, it emerged that the employee
in question and several others were appointed through forged appointment
orders issued by a racket.
2.

What is the first action on receipt of a complaint?

On receipt of a complaint, it is checked whether it has a vigilance angle. If it has

vigilance angle, it is entered in the appropriate part of the register prescribed by the
Vigilance Manual.
3.

What is Vigilance Angle?

Para 1.6.1 of the Vigilance Manual explains what is Vigilance Angle. According to
Vigilance Manual, obtaining illegal gratification of any kind by corrupt means or by
abusing official position, possession of assets disproportionate to known sources of
income, misappropriation, forgery, cheating and other criminal offences are cases
having vigilance angle.
32

Cases of unauthorized absence, over-stayal, insubordination, use of abusive

language, etc. do not have any vigilance angle.
There are some border line cases, such as gross or willful negligence; recklessness
in decision making; blatant violations of systems and procedures; exercise of
discretion in excess, where no ostensible public interest is evident; failure to keep
the controlling authority/superiors informed in time - these are some of the
irregularities where the disciplinary authority with the help of the CVO should
carefully study the case and weigh the circumstances to come to a conclusion
whether there is reasonable ground to doubt the integrity of the officer concerned.
4.

What are the two parts of the register for recording complaints?

One part of the register is meant for registering the complaints in respect of category
A officers i.e. those in respect of whom the advice of the CVC is required. The other
part pertains to Category B officers are those in respect of whom CVC advice is not
required.
As far as central Government employees are concerned Category A refers to Group A
officers.
If a complaint involves both the categories of officers, it shall be entered in the higher
category i.e. category A.
5.

How to deal with anonymous and pseudonymous complaints?

Para 3.8.1 of the CVC Manual provides that as a general rule, no action is to be
taken by the administrative authorities on anonymous/pseudonymous complaints
received by them. It is also open to the administrative authorities to verify by
enquiring from the signatory of the complaint whether it had actually been sent by him
so as to ascertain whether it is pseudonymous.
CVC has also laid down that if any department/organisation proposes to look into any
verifiable facts alleged in such complaints, it may refer the matter to the
Commission seeking its concurrence through the CVO or the head of the
organisation, irrespective of the level of employees involved therein.
Besides, any complaint referred to by the Commission is required to be investigated and
if it emerges to be a pseudonymous, the matter must be reported to the
Commission.
6.

What action is required in the case of false complaints?

If a complaint is found to be malicious, vexatious or unfounded, departmental or

criminal action as necessary should be initiated against the author of false
complaints
33

7.

What are the various ways in which a complaint can be dealt with?

A complaint which is registered can be dealt with as follow:

(a)

file it without or after investigation; or

(b)

to pass it on to the CBI for investigation/appropriate action; or

(c)

to pass it on to the concerned administrative authority for appropriate

action on the ground that no vigilance angle is involved; or

(d)

to take up for detailed investigation by the departmental vigilance

agency.

A Complaint will be treated as disposed off either on issue of charge-sheet or final

decision for closing or dropping the complaint.

34

CHAPTER - 7
PRELIMINARY INVESTIGATION
1.

What is preliminary investigation?

Preliminary investigation, also known as Fact Finding Inquiry, is the process of

checking the veracity of a complaint.
2.

What is the purpose of preliminary investigation?

Following are purposes of a preliminary investigation:

To check the veracity of the complaint
If the complaint is true, to collect evidence in support of the charge.
3.

What are the various options for conducting Preliminary Investigation?

Preliminary Investigation may be carried out either departmentally or through Police

authorities.
4.

What are the cases which may be investigated departmentally?

Cases involving allegations of misconduct other than an offence, or a departmental

irregularity or negligence, and those wherein alleged facts are capable of verification or
inquiry within the department/office should be investigated departmentally.
5.

What are the cases to be referred to CBI or Police?

As per the Vigilance Manual, the following types of cases are to be referred to CBI or the
police:
(a)
Allegations involving offences punishable under law which the Delhi
Special Police Establishment are authorized to investigate; such as offences
involving bribery, corruption, forgery, cheating, criminal breach of trust,
falsification of records, possession of assets disproportionate to known
sources of income, etc.
(b)
Cases in which the allegations are such that their truth cannot be
ascertained without making inquiries from non-official persons; or those
involving examination of non-Government records, books of accounts etc.;
and
(c)
Other cases of a complicated nature requiring expert police
investigation.
35

6.
What is the course of action when the complaint contains both the
above mentioned types of cases?
Where the complaint contains both the above mentioned types of issues, decision
should be taken in consultation with the Central Bureau of Investigation as to which
of the allegations should be dealt with departmentally and which should be
investigated by the Central Bureau of Investigation. If there is any difficulty in
separating the allegations for separate investigation in the manner suggested above,
the better course would be to entrust the whole case to the Central Bureau of
Investigation.
7.
Can a case be simultaneously investigated by the department as well as
CBI?
No. Parallel investigation should be avoided. Once a case has been referred to and
taken up by the CBI for investigation, further investigation should be left to them.
Further action by the department in such matters should be taken on completion of
investigation by the CBI on the basis of their report. However, if the departmental
proceedings have already been initiated on the basis of investigations conducted by
the departmental agencies, the administrative authorities may proceed with such
departmental proceedings. In such cases, it would not be necessary for the CBI to
investigate those allegations, which are the subject matter of the departmental
inquiry proceedings, unless the CBI apprehends criminal misconduct on the part of
the official(s) concerned.
8.

Who can be assigned the task of conducting preliminary investigation?

There are no specific instructions as to who can conduct preliminary investigation.

While normally the Vigilance Officers may be entrusted with the task of preliminary
investigation, where technical knowledge is required, preliminary investigation may
be assigned to an officer having the requisite knowledge. Vigilance Manual
recommends that the task may be assigned to an officer of appropriate status if the
complaint is against a senior public servant. Seniority/status of the officer conducting
preliminary investigation will also be helpful in eliciting information from those who
can provide that.
9.

What precautionary action will facilitate preliminary investigation?

At times it may be advantageous to transfer the suspected public servants from the
charge they are holding to pre-empt prospects of the evidence being tampered or
destroyed. But this must be done with requisite tact so that the action does not alert the
forces which have played mischief, even before the first step is taken in
preliminary investigation.

36

10.

What are the steps involved in conducting preliminary Investigation?

Following steps may be helpful for conduct of preliminary investigation:

(a)

Study and analyse the complaint.

(b)

List the facts that need to be verified and the evidence in support thereof.

(c)

Check whether any site inspection is necessary. [e.g. If the allegation relates
to some construction]

(d)

Identify if any evidence relating to the complaint is perishable or likely to

undergo change in due course of time [If the crop standing on the land is to be
verified, it must be done before harvesting; in certain cases, evidence may be
lost during monsoon. etc.]

(e)

List the documents and persons who can provide information on the matters
raised in the complaint.

(f)

Where a surprise check is involved, carry out the same without any delay.
Conduct of surprise inspection, where necessary, should be the first visible
action of the preliminary investigation. Otherwise, site inspection may be
taken up after taking over of documents, as explained in the next sub-para.

(g)

In a single swift move, collect all the relevant documents. This is all the more
necessary because, once the interested parties come to know that a
preliminary investigation is going on, efforts will be made to tamper with the
documents. In case any of the documents are required for further action by
the authorities concerned, authenticated copies may be made available to
the authorities concerned. If the above course of action is not possible for
any reason, the documents must be left to the custody of an officer in the
relevant branch of the organization making him/her responsible for the
safety of the documents.

(h)

Where relevant, write to the complainant, if not already done by the

administrative authorities. Ask if he/she can provide any additional
information or evidence. In case the complaint has been triggered by an
aggrieved individual, (say an unsuccessful bidder, unsuccessful candidate for
recruitment) the complainant may provide necessary documents with a sense
of vengeance!

(i)

Talk to the persons who are likely to have information about the issue.
Record the proceedings and get it signed by the deposer. This phase of the
preliminary investigation is perhaps most challenging because one may come
across several reluctant and unwilling persons. The preliminary
investigation officer should use all his tact and persuasive skills for eliciting
information even from the unwilling witnesses.

37

(j)

While it is not mandatory to talk to the suspected public servant at the stage
of preliminary investigation, it may be a desirable course of action in most of the
cases.

(k)

Study the information collected so as to formulate views as to whether a

conclusion could be drawn about the veracity of the allegations.

(l)

If no conclusion could be arrived at, repeat the steps mentioned above

(m) Prepare investigation report and submit with the original documents
collected or created during the investigation.
11.
Does the failure to contact the suspected public servant amount to
violation of the principles of natural justice?
As the purpose of preliminary investigation is to ascertain truth there is no need for
contacting the suspected public servant. As is well known, no penalty can be
imposed based on the findings of a preliminary investigation without issue of a formal
charge sheet and conduct of formal departmental proceedings.
In the entire gamut of activities during disciplinary proceedings, Preliminary
Investigation has a unique feature in that it is completely at the discretion of the
administrative authorities. It is not covered by any statutory provision; not even the
principles of natural justice are applicable to it. This has been explicitly elucidated by
the Honble Supreme Court in Kendriya Vidyalaya Sangathan Vs. Arunkumar
Madhavrao Sinddhaye and Anr.
[ JT2006(9)SC549,
(2007)1SCC283,
2007(3)SLJ41(SC)]
Therefore, in order to ascertain the complete facts it was necessary to
make
enquiry from the concerned students. If in the course of this
enquiry
the
respondent was allowed to participate and some queries were made
from
the
students, it would not mean that the enquiry so conducted assumed the
shape
of a formal departmental enquiry. No articles of charges were served
upon
the
respondent nor the students were asked to depose on oath. The High
Court
has misread the evidence on record in observing that articles of charges
were
served upon the respondent. The limited purpose of the enquiry
was
to
ascertain the relevant facts so that a correct report could be sent
to
the
Kendriya Vidyalaya Sangathan. The enquiry held can under no
circumstances
be held to be a formal departmental enquiry where the non-observance
of
the
prescribed rules of procedure or a violation of principle of natural justice
could
have the result of vitiating the whole enquiry.

12.
What to do if a need arises for contacting officials of other department
while conducting preliminary investigation?
In such an eventuality, the investigation officer may seek the assistance of the
department concerned, through its CVO, for providing facility for interrogating the
person(s) concerned and/or taking their written statements.
38

13. What to do if a need arises for examining documents of non-official

organization or to collect evidence from non-official persons?
In such an eventuality, further investigation should be entrusted to CBI.
14.

What attributes will make a successful preliminary investigation officer?

(a)
nowledge - of not only the rules and regulations but also practices
and procedures pertaining to the organization and prevailing at the relevant
point of time. For example, if the office copy of the document is not available
in the file, the preliminary investigation officer should know that it was
customary for the copies of such letters to be endorsed to certain subordinate
organizations or place copies in certain folders. An officer with the knowledge
of the practices and procedures will manage to get copy of the letter from
such sources as well.

(b)
magination - the preliminary investigation officer has to visualize
where from the relevant information relating to the transaction is likely to be
available and who all are likely to know about it. For example, if there is some
suspicion about the family details of the employee, the preliminary
investigation officer should visualize that such details may be available in the
attestation form, GPF advance applications, children education allowance
applications, LTC claims, medical reimbursement claims, nomination forms,
etc.

(c)
enacity - tenacity is the quality of possessing never-say-die spirit.
While conducting preliminary investigation, the officer may come across
several dead ends. He/she takes a clue and proceeds. After some progress, it
may abruptly end without giving any definite conclusion. Preliminary
investigation officer will have to pursue another thread. Even if this ends
abruptly, the officer must pursue yet another clue.

(d)
ye for details - Look for the abnormal is the catch phrase for the
preliminary investigation officer.
15.

What are the components of the report of the preliminary investigation?

(a)

Introduction: [e.g.: The undersigned was directed vide order No. .

Dated . of .. to carry out preliminary investigation of the alleged
irregularities listed in the inspection report no. ,..dated . of the ..
regarding ]

(b)

Gist of the allegations:

[e.g.: Prima facie it appeared from the
inspection report that there was mismatch between the physical
39

delivery of goods and the entry in the records. It seemed that the above
discrepancy was attributable to the connivance and active participation of
some of the officers of the material division.]

16.

(c)

Points needing proof: [e.g.: The investigation was required to establish

whether there was any manipulation of marks in the recruitment test
held during Jul 2010 and who were responsible for the manipulation]

(d)

Gist of action taken by the preliminary investigation officer: [preliminary

investigation officer was required to obtain documents and talk to
officials of office. This was arranged with the kind help of Shri xxx
CVO of . As the allegations pertained to availing of subsidy without
actually cultivating the crops for which it was granted, there was a need for
site inspection also. The investigation officer carried out site
inspection at on .]

(e)

Evidence collected:
[preliminary investigation officer collected
58
documents as listed in the Annexure A to this report and talked to the
17 persons listed in Annexure B. out of the above, the documents listed
at S. No. 25 to 33 were obtained from Oral witnesses at S. No.
9 to 12 are employees of .. who were contacted through the kind
intervention of Shri . CVO .]

(f)

Evaluation of evidence:[ this is the heart and soul of the report]

(g)

Whether the Suspected Public Servant was contacted? If so what is his

version?

(h)

Evidence controverting the version of the Suspected public servant

(i)

Conclusion.

What is time limit for completion of preliminary investigation?

CVC expects preliminary investigation to be completed within three months

40

CHAPTER - 8
ACTION ON INVESTIGATION REPORT
1.

What are the possible actions on the Preliminary Investigation Report?

Possible actions on the Preliminary Investigation report are as under:

(a) Closure of the case: In case the investigation report indicates that no
misconduct has been committed, the case may be closed.
(b) Action against false complaints:
(c) Administrative action: This includes issue of warning, clarification to the
decision making authorities, etc.
(d) Minor Penalty Proceedings
(e) Major penalty proceedings
(f) Criminal prosecution

2.

What actions are to be taken against persons filing false complaints?

Para 4.17.1 of the CVC Manual Sixth Edition, 2004, provides that If a complaint
against a public servant is found to be malicious, vexatious or unfounded, it should be
considered seriously whether action should be taken against the complainant for making
a false complaint.
In case false complaints have been filed by Government servants, initiation of
suitable departmental action against them may be considered by making reference to the
authorities having disciplinary powers over such Government Servants.
Possibility of launching criminal prosecution under section 182 of IPC by lodging a
complaint under section 195(1)(a) of Criminal Procedure must be explored.

What is the role of CVC in making decisions on Preliminary Investigation

Reports?
3.

First stage advice of CVC is to be obtained in respect of cases falling under purview of
CVC. i.e. following types of cases:
(a) The cases which have been referred by the CVC for report
(b) The cases having vigilance angle and
(c) Pertaining to Group A officer or a group of officers including a Group A officer

What is the procedure for making reference to CVC for seeking first
stage advice?
4.

This is dealt with in a subsequent chapter

41

CHAPTER - 9
CONSULTATION WITH CENTRAL VIGILANCE COMMISSION

1.
What is the origin and present status of Central Vigilance Commission
(CVC)?
Central Vigilance Commission was set up by the Government of India by a
Resolution, dated 11.2.1964 based on the recommendations of the Committee on
Prevention of Corruption [popularly known as Santhanam Committee].
Consequent
upon the judgement of the Honble Supreme Court in Vineet Narain vs. Union of
India [CWP 340-343 of 1993], the Commission was accorded statutory status with
effect from 25.8.1998 through "The Central Vigilance Commission Ordinance,
1998.
Subsequently, the CVC Bill was passed by both Houses of Parliament in 2003 and
the President gave its assent on 11th September 2003. Thus, the Central Vigilance
Commission Act, 2003 (No.45 of 2003) came into effect from that date.
2.

What is the composition of the CVC?

In terms of the provisions made in the CVCs Act, the Commission shall consist of a
Central Vigilance Commissioner [Chairperson] and not more than two Vigilance
Commissioners [Members]. Presently, the Commission is a three member
Commission consisting of a Central Vigilance Commissioner and two Vigilance
Commissioners.
3.
What is the mode of appointment of the Central Vigilance Commissioner
and other Vigilance Commissioners?
The Central Vigilance Commissioner and the Vigilance Commissioners are
appointed by the President by warrant under his hand and seal based on the
recommendations of a committee comprising the following:
(a)

the Prime Minister

Chairperson;
(b) the Minister of Home Affairs
--- Member;
(c) the Leader of the Opposition in the House of the People Member
for a term of four years from the date on which they enter upon their offices or till they
attain the age of sixty-five years, whichever is earlier.

42

4.
What is the term of the Central Vigilance and other Vigilance
Commissioners?
The Central Vigilance Commissioner and other Vigilance Commissioners shall hold
officer for a term of four years from the date on which they enter upon their offices or till
they attain the age of sixty-five years, whichever is earlier.
5.
What measures have been provided in the Act to ensure independence
of the Central Vigilance Commission?
Following are some of the measures provided in the Act to ensure independence of the
Central Vigilance Commission:
Central Commissioner and the Vigilance Commissioners have been
provided a fixed term of appointment, as seen above.
(b) They are not eligible for re-appointment except that a Vigilance
Commissioner may be appointed as the Central Vigilance Commissioner, for
the left over period out of the total of four yers
(c) On ceasing to hold office, they are not eligible for appointment as
(a)

(i) any diplomatic assignment, appointment as administrator of a Union

territory and such other assignment or appointment which is required
by law to be made by the President by warrant under his hand and
seal.
(ii) further employment to any office of profit under the Government of
India or the Government of a State.
(d) They can be removed from office only by order of the President on the ground
of proved misbehavior or incapacity after the Supreme Court, on a reference
made to it by the President, has, on inquiry, reported that the Central
Vigilance Commissioner or any Vigilance Commissioner, as the case may be,
ought on such ground be removed.
6.

What are the functions and powers of CVC?

In addition to the functions entrusted to CVC vide Government of Indias Resolution

dated 11.02.1964, the CVC Act assigns the following functions and powers to CVC:
(a)
To exercise superintendence over the functioning of Delhi Special
Police Establishment [DSPE] insofar as it relates to investigation of offences
alleged to have been committed under the Prevention of Corruption Act (PC
Act) or an offence with which a public servant belonging to a particular
category [i.e. a member of All India Services serving in connection with the
affairs of the Union; or Group A officer of the Central Government; or an
officer of the Central Public Sector enterprise/autonomous organisation etc.]
may be charged under the Code of Criminal Procedure at the same trial;
43

(b)
To give directions to the DSPE for the purpose of discharging the
responsibility of superintendence. The Commission, however, shall not
exercise powers in such a manner so as to require the DSPE to investigate or
dispose of any case in a particular manner;
(c)
To inquire or cause an inquiry or investigation to be made on a
reference made by the Central Government wherein it is alleged that a public
servant being an employee of the Central Government or a corporation
established by or under any Central Act, Government company, society and
any local authority owned or controlled by that Government, has committed an
offence under the PC Act; or an offence with which a public servant may,
under the Code of Criminal Procedure, 1973, be charged at the same trial;
(d)
To inquire or cause an inquiry or investigation to be made into any
complaint against any official belonging to the following categories of officials,
wherein it is alleged that he has committed an offence under the PC Act:
(i) Members of All India Services serving in connection with the affairs of
the Union;
(ii) Group 'A' Officers of the Central Government;
(iii) Officers of Scale-V and above of public sector banks;
(iv) Such level of officers of the corporations established by or under any
Central Act, Government companies, societies and other local
authorities, owned or controlled by the Central Government, as that
Government may, by notification in the Official Gazette, specify in this
behalf, provided that till such time a notification is issued, all officers of
the said corporations, companies, societies and local authorities shall
be deemed to be the persons referred to in this clause.
(e)
To review the progress of applications pending with the competent
authorities for sanction of prosecution under the PC Act;
(f)
To review the progress of investigations conducted by the DSPE into
offences alleged to have been committed under the PC Act;
(g)
To tender advice to the Central Government, corporations established
by or under any Central Act, Government companies, societies and local
authorities owned or controlled by the Central Government on such matters
as may be referred to it by that Government, the said Government companies,
societies and local authorities owned or controlled by the Central Government
or otherwise; and
(h)
To exercise superintendence over the vigilance administration of
various Ministries of the Central Government or corporations established by or
under any Central Act, Government companies, societies and local authorities
owned or controlled by that Government.
44

7.
What functions were assigned to CVC vide Government of Indias
Resolution dated 11.02.1964?
Clause 24 of the CVC Act empowers the Commission to discharge the functions
entrusted to it vide Government of Indias Resolution dated 11.02.1964, insofar as
those functions are not inconsistent with the provisions of the Act. Accordingly, the
Commission will continue to discharge the following functions over and above those
assigned vide the CVC Act:
(a) Appointment of CVOs: The Commission would convey approval for
appointment of CVOs in terms of para 6 of the Resolution, which laid down that
the Chief Vigilance Officers will be appointed in consultation with the
Commission and no person whose appointment as the CVO is objected to by the
Commission will be so appointed.
(b) Writing ACRs of CVOs: The Central Vigilance Commissioner would
continue to assess the work of the CVO, which would be recorded in the
character rolls of the officer concerned in terms of para 7 of the Resolution.
(c) Commissions advice in Prosecution cases: In cases in which the CBI
considers that a prosecution should be launched and the sanction for such
prosecution is required under any law to be issued in the name of the
President, the Commission will tender advice, after considering the comments
received from the concerned Ministry/Department/Undertaking, as to whether or
not prosecution should be sanctioned.
(d) Resolving difference of opinion between the CBI and the
administrative authorities: In cases where an authority other than the
President is competent to sanction prosecution and the authority does not
propose to accord the sanction sought for by the CBI, the case will be
reported to the Commission and the authority will take further action after
considering the Commissions advice. In cases recommended by the CBI for
departmental action against such employees as do not come within the
normal advisory jurisdiction of the Commission, the Commission will continue
to resolve the difference of opinion, if any, between the CBI and the
competent administrative authorities as to the course of action to be taken.
(e) Entrusting cases to CDIs: The Commission has the power to require that
the oral inquiry in any departmental proceedings, except the petty cases,
should be entrusted to one of the Commissioners for Departmental Inquiries
borne on its strength; to examine the report of the CDI; and to forward it to the
disciplinary authority with its advice as to further action.
(f) Advising on procedural aspects: If it appears that the procedure or
practice is such as affords scope or facilities for corruption or misconduct, the
Commission may advise that such procedure or practice be appropriately
changed, or changed in a particular manner.

45

(g) Review of Procedure and Practices: The Commission may initiate at

such intervals as it considers suitable review of procedures and practices of
administration insofar as they relate to maintenance of integrity in
administration.
(h) Collecting information: The Commission may collect such statistics and
other information as may be necessary, including information about action
taken on its recommendations.
(i) Action against persons making false complaints: The Commission may
take initiative in prosecuting persons who are found to have made false
complaints of corruption or lack of integrity against public servants.
8.

What are the cases on which the Commissions advice is sought?

The Commissions advice is sought in the following types of cases?

(a) Where the official involved belongs to the category under the purview of the
Commission (i.e. Group A officer in the Government)
(b) Where the case has vigilance angle
9.

What are the cases having vigilance angle?

Vigilance Manual (Sixth Edition, 2005) indicates two categories of cases having
Vigilance Angle, viz. the cases which indisputably have vigilance angle and the
cases which, depending upon the facts and circumstances have vigilance angle.
Para 1.6.1 illustrates the following acts wherein Vigilance angle is obvious:
(i)

Demanding and/or accepting gratification other than legal remuneration in

respect of an official act or for using his influence with any other official.

(ii)

Obtaining valuable thing, without consideration or with inadequate

consideration from a person with whom he has or likely to have official
dealings or his subordinates have official dealings or where he can exert
influence.

(iii)

Obtaining for himself or for any other person any valuable thing or pecuniary
advantage by corrupt or illegal means or by abusing his position as a public
servant.

(iv) Possession of assets disproportionate to his known sources of income.

(v)

Cases of misappropriation, forgery or cheating or other similar criminal

offences.

46

Besides, para 1.6.2 provides the following illustrative list of irregularities where
circumstances will have to be weighed carefully to take a view regarding the officers
integrity:
(a) Gross or willful negligence;
(b) recklessness in decision making;
(c) blatant violations of systems and procedures;
(d) exercise of discretion in excess, where no ostensible public interest is evident;
(e) failure to keep the controlling authority/ superiors informed in time
The manual suggests that in these types of cases, the disciplinary authority with the help
of the CVO should carefully study the case and weigh the circumstances to come to a
conclusion whether there is reasonable ground to doubt the integrity of the officer
concerned.
10.

How to deal with the cases which do not have a vigilance angle?

Cases which do not have a vigilance angle will have to be dealt with departmentally.
11.

What is the procedure for seeking first stage advice?

CVC has vide its Circular No. 21/8/09 dated the 6 th August 2009 prescribed revised
format for the proposals seeking first stage advice. A copy of the letter is annexed
herewith for ease of reference.
12.

What is the procedure for seeking the second stage advice of CVC?

Based on the recommendations of the Hota Committee (Committee of Experts to

review the procedure of Disciplinary/Vigilance Inquiries and recommended
measures for their expeditious disposal), DoPT, vide its OM No. No.372/19/2011AVD-Ill(Pt.1) dated the 26th September, 2011 has dispensed with second stage
consultation with CVC in disciplinary matters where UPSC is consulted. However, in
those cases where consultation with UPSC is not required as per extant
rules/instructions, the second stage consultation with CVC should continue.
In respect of the cases where CVC is to be consulted, the details of the documents to be
forwarded is available in Circular No. 21/8/09 dated the 6 th August 2009 annexed to
this chapter
13.
What is the position regarding re-consideration in case of disagreement
of the organization with the recommendations of the CVC?
This aspect has been clarified vide CVC circular No.15/4/08 dated 24th April, 2008, as
under:

47

The Commission has, therefore, decided that no proposal for

reconsideration
of the Commissions advice would be entertained unless new additional
facts
have come to light which would have the effect of altering the
seriousness
of
the allegations/charges leveled against an officer. Such new facts
should
be
substantiated by adequate evidence and should also be explained as to
why
the evidence was not considered earlier, while approaching the
Commission
for its advice. The proposals for reconsideration of the advices, if
warranted,
should be submitted at the earliest but within two months of receipt
of
the
Commissions advice. The proposals should be submitted by the
disciplinary
authority or it should clearly indicate that the proposal has the approval
of
the
disciplinary authority.
14.

Why there is need of sanction for prosecution?

Under Section 19 of the Prevention of Corruption Act, 1988, it is necessary for the
prosecuting authority to have the previous sanction of the appropriate administrative
authority for launching prosecution against a public servant. The section provides that
No court shall take cognizance of an offence punishable under Section 7, 10,
11, 13 and 15 alleged to have been committed by a public servant, except
with the previous sanction of the authorities mentioned therein
The purpose behind the above provision is to afford a reasonable protection to a
public servant, who in the course of strict and impartial discharge of his duties may
offend persons and create enemies, from frivolous, malicious or vexations
prosecution and to save him from unnecessary harassment or undue hardship which may
result from an inadequate appreciation by police authorities of the technicalities of the
working of a department
From the above stated purpose of the need for sanction for prosecution it may be
evident that in respect of retired public servants there is no need for any sanction for
prosecution
Sanction is to be accorded by the authority competent to remove the delinquent from
service.
15. Whether a private citizen can file a complaint for prosecution of a
corrupt public servant.
As per the judgment dated 31 January 2012 of the Honble Supreme Court in Civil
appeal No 1193 of 2012 [Dr. Subramanian Swamy Vs Dr. Manmohan Singh and
another] the right of the private citizen to file criminal complaint against a corrupt
public servant has been up held.

16.

What is the procedure regarding issue of sanction for prosecution?

Latest guidelines on the subject were issued vide DoPT OM No. No.372/19/2012AVD-III dated 3rd May, 2012. Following is the gist of these guidelines:
48

(a)
In all cases where the Investigating Agency has requested sanction for
prosecution and also submitted a draft charge sheet and related
documents along with the request, it will be mandatory for the
competent authority to take a decision within a period of 3 months
from receipt of request, and pass a Speaking Order, giving reasons for
this decision.
(b)
In the event that the competent authority refuses
permission for sanction to prosecute, it will have to submit its order
including reasons for refusal, to the next higher authority for
information within 7 days. Wherever the Minister-in-charge of the
Department is the competent authority and he decides to deny the
permission, it would be incumbent on the Minister to submit, within
7 days of passing such order denying the permission, to the Prime
Minister for information.
(c)
It will be the responsibility of the Secretary of each
Department/Ministry
to monitor all cases where a request has been made for
permission
to
prosecute. Secretaries may also submit a certificate every month
to
the
Cabinet Secretary to the effect that no case is pending for more
than
3
months, the reasons for such pendency and the level where it is pending
may
also be explained.
(d)
In cases of disagreement where the competent authority
proposes
to
disagree with the investigating agency/CVC, the matter shall be
referred
to
DoP&T and DoP&T's views in such cases must be communicated to
the
Competent Authority within such time as would enable the
competent
authority to pass the final speaking order within a period of three
months.

49

50

51

52

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56

CHAPTER - 10
SUSPENSION
(Rule 10 of CCS (CCA) Rules, 1965)
1. What is suspension?
Suspension is a temporary deprivation of office. The contract of service is not
terminated. However, the Govt. servant placed under suspension is not allowed to
discharge the functions of his office during the period of his suspension. It is not a
penalty under the CCS (CCA) Rules, 1965. It is only an intermediate step. However, it
visits the Government servant with civil consequences. An appeal lies against the order
of suspension (under Rule 23(i)) and the employee is entitled to receive
subsistence allowance during the period of suspension.
1.2
An order of suspension should be made with considerable amount of care and
thought. The number of suspended officials is to be kept at the minimum. Hence,
before placing a Govt. servant under suspension, it should be found out whether
the purpose could be achieved by transferring him to an other place or asking him to
go on leave, etc.
2. Who can suspend?

(Rule 10(1)

2.1
Before passing an order of suspension, the authority proposing to make the
order should verify whether it is competent to do so. An order of suspension made by an
authority not competent do so is illegal and will give cause of action for:
a) Setting aside of the order of suspension; and
b) Claim for full pay and allowances
2.2.
The following authorities are empowered to place a Govt. servant under
suspension:(i)

Appointing authority or any authority to which the Appointing authority

is subordinate.

(ii)

Disciplinary authority.

(ii)

Any other authority empowered in this behalf by the President of India

by general or special order.

2.3
Whenever an Authority, lower than the Appointing Authority places a Govt.
servant under suspension, the circumstances
leading to suspension must
be
communicated to the Appointing Authority forthwith. However, such report need not be
made in the case of an order of suspension made by the Comptroller and Auditor General
in respect of a member of the Indian Audit and Accounts service and also in respect of a
holder, other than a regular member of the Indian Audit and Accounts Service, of a post
of Assistant Accountant General or equivalent.
57

2.4
Illustration: For the post of Assistant of Central Secretariat Service (CSS),
President is the appointing authority. However, Secretary of the cadre authority is the
disciplinary authority for imposition of the minor penalty. If the Secretary places an
Assistant under suspension, then the circumstances leading to suspension must be
communicated to the Appointing Authority.
2.5
Persons on deputation- [Rule 20 and Rule 21]
Where the services of a Government servant are lent by one department to another
department or borrowed from or lent to a State Government or an authority
subordinate thereto or borrowed from or lent to a local authority or other authority, the
borrowing authority can suspend such Government servant under Rule 20. The lending
authority should however, be informed forthwith of the circumstances leading to the Order
of suspension.
3.
When can a Government servant be placed under suspension? Rule
10(1)
3.1
As per rule 10(1) a government servant may be placed under suspension
under the following three situations:
(i)

Where a disciplinary proceeding is contemplated or is pending; or

(ii)

Where in the opinion of the competent authority, he has engaged

himself in activities prejudicial to the interest of the security of the
State; or
Where a case against him in respect of any criminal offence is under
investigation, inquiry or triali;

(iii)
3.2

When Government servant is involved in dowry death case.

Whenever a Govt. servant is involved in a dowry death case and a case has been
registered by the police against him under Sec, 304-B of IPC, in the event of his arrest,
he shall be placed under suspension irrespective of the duration of the custody.
Even if he is not arrested, he will be placed under suspension immediately
on submission of the report under sub-section (2) of Section 173 of the Cr.P.C, 1973
by Police to the Magistrate, if the report prima-facie indicates that the offence has been
committed by the Government servant.
Guiding factor for deciding whether or not to place a Govt servant under
suspensionii
3.3 Public interest should be the guiding factor in deciding whether or not a
Government servant, including a Government servant on leave, should be placed
under suspension; or whether such action should be taken even while the matter is
under investigation and before a prima-facie case has been established.

58

3.4
Certain circumstances under which it may be considered appropriate to do so
are indicated below for the guidance of competent authorities:
(i) Where the continuance in office of the Government servant will prejudice
investigation, trial or any inquiry (e.g., apprehended tampering with witnesses or
documents);
(ii) Where the continuance in office of the Government servant is likely to seriously
subvert discipline in the office in which he is working;
(iii) Where the continuance in office of the Government servant will be against the
wider public interest, e.g., if there is a public scandal and it is considered
necessary to place the Government servant under suspension to demonstrate
the policy of the Government to deal strictly with officers involved in such
scandals, particularly corruption;
(iv) Where a preliminary enquiry into allegations has revealed a prima-facie case
justifying criminal or departmental proceedings which are likely to lead to his
conviction and/or dismissal, removal or compulsory retirement from service;
3.5.
In the circumstances mentioned below, it may be considered desirable to
suspend a Government servant for misdemeanors of the following types:
(i)

an offence or conduct involving moral turpitude;

(ii)

corruption, embezzlement or misappropriation of Government money,

possession of disproportionate assets, misuse of official powers for
personal gains;

(iii)

serious negligence and dereliction of duty resulting in considerable loss

to Government;

(iv)

desertion of duty;

(v)

refusal or deliberate failure to carry out written orders of superior

officers.

In respect of the type of misdemeanor specified in sub clauses (iii), (iv) and (v),
discretion should be exercised with care.
3.6
Without prejudice to the above guidelines, there are certain kinds of cases
where the SPE will, invariably, advise that the officer should be placed under
suspension. If the CBI recommends suspension of a public servant and the
competent authority does not propose to accept the CBIs recommendation, it may
be treated as a case of difference of opinion between the CBI and the administrative
authority and the matter may be referred to the Central Vigilance Commission for its
advice. Further, if a public servant had been suspended on the recommendation of

59

the CBI, the CBI may be consulted if the administrative authority proposes to revoke the
suspension order.
3.7.
A Government servant may also be suspended by the competent authority in
cases in which the appellate, revising or reviewing authority, while setting aside an
order imposing the penalty of dismissal, removal or compulsory retirement directs
that de novo inquiry should be held; or that steps from a particular stage in the
proceedings should be taken again; and considers that the Government servant
should be placed under suspension even if he was not suspended previously. The
competent authority may, in such cases, suspend a Government servant even if the
appellate or reviewing authority has not given any direction about the suspension of
Government servant.
3.8.
A Government servant against whom proceedings have been initiated on a
criminal charge but who is not actually detained in custody (e.g. a person released
on bail) may be placed under suspension by an order of the competent authority
under clause (b) of Rule 10 (1) of the Central Civil Services (Classification, Control
and Appeal) Rules 1965. The Supreme Court in the case of Niranjan Singh and
other vs. Prabhakar Rajaram Kharote and others (SLP No. 393 of 1980) have also
made some observations about the need/desirability of placing a Government
servant under suspension, against whom serious charges have been framed by a
criminal court, unless exceptional circumstances suggesting a contrary course exist.
3.9.
Therefore, as and when criminal charges are framed by a competent court
against a Government servant, the disciplinary authority should consider and decide
the desirability or otherwise of placing such a Government servant under suspension
in accordance with the rules, if he is not already under suspension. If the
Government servant is already under suspension or is placed under suspension, the
competent authority should also review the case from time to time, in accordance
with the instructions on the subject, and take a decision about the desirability of
keeping him under suspension till the disposal of the case by the Court.
4.

Deemed Suspension

4.1. Deemed suspension is a case when a Government Servant is considered to be

under suspension without a conscious decision of any of the above mentioned
authorities i.e. the rules create a legal fiction in which though no actual order is
issued it is deemed to have been passed by operation of the legal fiction. Such a
suspension is deemed to have arisen consequent to the happening of certain events.
Nevertheless an order is required to be passed by the competent authority. Such
deemed suspension fall under two categories
i.
ii.

during the service period [Rule 10(2)] and

in respect of the period when the Government servant ceased to be in
service[Rule 10(3) and 10(4)]
60

4.2

Rule 10(2)

During the service period, a person is deemed to have been placed under
suspension in the following cases:-

4.3

i)

from the date of detention in custody (whether on criminal charge or

otherwise) for a period exceeding 48 hours.

ii)

from the date of conviction for an offence leading to imprisonment for a

period exceeding 48 hours if he is not forthwith dismissed or removed
or compulsorily retired consequent upon such conviction. (48 hours
will be computed from the commencement of the imprisonment).

Government servant to intimate his arrest/convictioniii:

Although the Police Authorities will send prompt intimation of arrest and/or
release on bail etc., of a Government servant to the latters official superior as soon
as possible after the arrest and/ or release indicating the circumstances of the arrest
etc., but it is also the duty of the Government servant who may be arrested, or
convicted, for any reason to intimate promptly the fact of his arrest/conviction and
circumstances connected therewith to his official superior even though she/he might
have been released on bail. Failure to do so will render him liable to disciplinary
action on this ground alone.

4.4. Rule 10(3)-order of dismissal, removal compulsory retirement set aside

by on Appeal or Review
When a Govt. servant already under suspension is dismissed, removed or
compulsorily retired but such punishment is set aside on appeal or review and further
enquiry is ordered, the order of suspension will be deemed to continue in force from the
date of the order of the punishment. Such order shall remain in force until further orders.
It may be noted that this rule gets invoked only if the Government servant was at the
time of removal, dismissal or compulsory retirement was already under suspension and
not if she/he was not under suspension at the time of compulsory retirement, removal or
dismissal as the case may be.

4.5 Rule 10(4): Court setting aside the order of compulary retirement,
removal, dismissal
A Govt. servant might have been dismissed or removed or compulsorily retired from
service and a court of law might have set aside the penalty order or declared such
order void. In such a case, if the disciplinary authority holds further enquiry into the
case, then such Govt. servant is deemed to have been placed under suspension
from the date of the original order of punishment. Such order will remain in force
61

until further orders. Further enquiry is to be held only if the Court has set aside the
order of penalty on technical grounds (without going into the merits of the case).
Further inquiry into the charges which have not been examined by the court can,
however, be ordered depending on the facts and circumstances of the case.

4.6
There are two conditions which must be satisfied in order to attract the
operation of Sub-rule (4) of Rule 10 of CCS (CCA) Rules, 1965. Firstly, the
order of dismissal, removal or compulsory retirement must be set aside in
consequence of a decision of a Court of Law. Secondly, the disciplinary authority
must decide to hold a fresh enquiry on the allegations on which the order of
dismissal, etc. was originally passed.
(H. L. Mehra Vs. Union of India - AIR
1974 SC 1281).

5.

Revocation of the order of suspension and the Review Committee.

5.1
The general rule is that an order of suspension made or deemed to have been
made may at any time be modified or revoked by the competent authority(Rule
10(5)(c)].

5.2.
The earlier position i.e. prior to 2004 was that unless the competent authority
issued an order of revocation, the employee continued to remain suspended. This
position has undergone a modification after amendment of the Rule 10 of the CCS
(CCA) Rules and instructions issued in the year 2004 iv and also in 2007v.The present
position is that an order of suspension made or deemed to have been made will not be
valid after a period of 90 days unless it is extended after review by the Review
Committee constituted. This review has to be done before expiry of ninety days from the
effective date of suspension. If it is decided to further continue the suspension, it shall not
be continued beyond 180 days at a time. After 180 days, the review has to be done
again. [Rule 10(6)]. Thus the constitution of Review Committee and review of the
suspension has been given a statutory basis which prior to amendment of Rule 10
was governed by executive instructions.

5.3.
Detailed orders have also been issued by DoPT on 7/1/2004 vi wherein each
Department has been requested to set a Review Committee to review cases of
suspension. The Review Committee may take a view regarding revocation/
continuation in view of the facts and circumstances of the case and also taking into
account that unduly long suspension, while putting the employee concerned to
undue hardship, involve payment of subsistence allowance without the employee
performing any useful service to the Government. Without prejudice to the foregoing,
if the officer has been under suspension for one year without any charges being filed
in a court of law or no charge-memo has been issued in a departmental enquiry, he
shall ordinarily be reinstated in service without prejudice to the case against him.
62

However, in case the officer is in police/judicial custody or is accused of a serious

crime or a matter involving national, security, the Review Committee may
recommend the continuation of the suspension of the official concerned.

5.4.
It may, however, be noted that no review as mentioned above will be
necessary in cases of orders of deemed suspension under Rule 10(2) when the
Government servant continues to be under detention. Similarly in cases of deemed
suspension, due to situations mentioned in para 4, the order of suspension shall
continue to remain in force until it is modified or revoked.
Case law: In the case of Union of India V Dipak Mali [C.A.No.6661 of 2006 date of
judgment 15.12.2009] the Supreme Court confirming the judgments of CAT and the
High Court held that the suspension had lapsed in terms of rule 10(7) as it was
neither reviewed nor extended. The respondent in this case who was working in the
Gun Carriage Factory, Jabalpur was placed under suspension on 10.8.2002. But the
suspension was not reviewed as required by sub-rule (6) of Rule 10 which took
effect from 2.6.2004.[Union of India V Dipak Mali C.A.No.6661 of 2006 date of
judgment 15.12.2009]
6.

Duration of the order of suspension-Rule 10(6) and 10(7)

6.1
Though suspension is not a punishment, it constitutes a great hardship for a
Government servant. It also involves payment of subsistence allowance without the
employee performing any useful service to the Government. In fairness to him/her,
the period of suspension should be reduced to the barest minimum. As per the latest
rule position mentioned above, the order of suspension (other than deemed
suspension) could initially be for a maximum period of 90 days which if not continued by
the review committee automatically stands revoked. If continued further by the
competent authority on the recommendation of the review committee, it can be for a
maximum period of 180 days at a time.
6.2
The review Committee may take a view regarding revocation/continuation of the
suspension keeping in view the facts and circumstances of the case.If an officer has
been under suspension for one year without any charges being filed in a court of law or
not charge memo has been issued in a departmental enquiry, he shall ordinarily
be reinstated in service without prejudice to the case against him. However, in
case the officer is in police/judicial custody or is accused of a serious crime or a matter
involving national security the Review Committee may recommend the continuation of the
suspension of the official concerned.
7

Suspension not to be ordered in minor penalty casesvii.

On the conclusion of the disciplinary proceedings, if a minor penalty is

imposed, suspension is regarded as unjustified and full pay and allowances and
other consequential benefits are given to him and the period of suspension is treated
as duty.
63

8.

Format of the order of suspension

8.1
A government servant can be placed under suspension only by a specific
order in writing by the Competent Authority. A standard form in which the order
should be made is given in part-IIviii.
8.2
In cases of deemed suspension under Rule
10(2), 10(3) or 10(4),
suspension will take effect automatically even without a formal order of suspension.
However, it is desirable for purposes of administrative record to make a formal order
(Standard form in Part-II).
Format may have to be modified to fully meet the requirements of
the individual case.
8.3
In all the cases the standard form may not fully meet the requirements of the
particular case and hence the language of the order may have to suitably modified or
adopting them to suit the requirement of the individual cases. For example, if at the
time the Government Servant is being placed under suspension, apart from a
criminal offence which is under trial there is also certain other disciplinary case under
contemplation, as well as criminal cases under investigation, which is also being
taken into consideration for placing the Government Servant under suspension, the
order of his suspension should indicate all the cases (criminal/departmental under
investigation/trial/contemplation) on the basis of which it is considered necessary to
place the Government servant under suspension so that in the event of the
reinstatement, the outcome of all such cases can be taken into account, while
regulating the period of suspension.ix
8.4
In case where the Government servant is under suspension(whether in
connection with any disciplinary proceeding or otherwise) and any other case is
initiated against him and the competent authority considers it necessary that the
Government servant should remain under suspension in connection with that case
also, the competent authority should pass fresh orders on the Government servants
suspension with specific reference to all the cases against the Government servant
so that in the event of reinstatement of the Government servant in one case the facts
of other cases can also be taken into account while regulating the period of
suspensionx.
8.5
Copy of the order should be endorsed to the CVC also in cases involving a
vigilance angle in respect of employees in whose case the Commissions advice is
necessary.
9.

Date of Effect of order of suspension

9.1
Except in case of
deemed suspension which may take effect from a
retrospective date; an order of suspension can take effect only from the date on
which it is made. Ordinarily it is expected that the order will be communicated to the
Government servant simultaneously.

64

9.2
Difficulty may, however, arise in giving effect to the order of suspension from
the date on which it is made if the Government servant proposed to be placed under
suspension:
a) is stationed at a place other than where the competent authority makes the
order of suspension;
b) is on tour and it may not be possible to communicate the order of suspension;
c) is an officer holding charge of stores and /or cash, warehouses, seized goods,
bonds etc.
d) A person on leave or who is absent unauthorisedly
9.3
In cases of types (a) and (b) above, it will not be feasible to give effect to an
order of suspension from the date on which it is made owing to the fact that during
the intervening period a Government servant may have performed certain functions
lawfully exercisable by him or may have entered into contracts. The competent
authority making the order of suspension should take the circumstances of each
such case into consideration and may direct that the order of suspension will take
effect from the date of its communication to the Government servant concerned.
9.4
In case of (c) it may not be possible for the government servant to be placed
under suspension to hand over charge immediately without checking and verification of
stores/cash etc. In such cases the competent authority should, taking the
circumstances of each case into consideration, lay down that the checking and
verification of stores and/or cash should commence on receipt of suspension order and
should be completed by a specified date from which suspension should take effect
after formal relinquishment of charge.
9.5
In case of (d) there should not be any difficulty in the order of suspension
operating with immediate effect. It should not be necessary to recall a Government
servant if he is on leave for the purpose of placing him under suspension. When a
Government servant is placed under suspension while he is on leave, the unexpired
portion of the leave should be cancelled by an order to that effect.
10.

Subsistence allowance

10.1 A Government servant placed under suspension or deemed suspension is not

entitled to salary but is entitled to draw for the first three months subsistence
allowance at an amount equal to leave salary during half pay or half average pay plus
dearness allowance as admissible on such amount (i.e. pro-rata) but CCA and HRA as
admissible to him before suspension. The matter is regulated by the provisions of
F.R.53. The order for subsistence allowance should be passed simultaneously with
the order of suspension or as early as possible to avoid hardship to the concerned
Government servantxi.
10.2 Review of Subsistence Allowance: If the period of suspension exceeds 3
months, the amount of subsistence allowance may be increased or decreased upto a
maximum of 50% of the amount being drawn by him during the first three months,
depending on whether the reasons for continued suspension are attributable directly
or indirectly to the Government servant. In view of the fact that any failure on the part
of the Competent authority to pass on order for an increase or decrease of the
subsistence allowance, as soon as the suspended officer has been under
65

suspension for three months, can either invoke unnecessary expenditure to

Government, it should be ensured that action is initiated in all such cases and a
decision is taken in sufficient time before the expiry of the first three months so that the
requisite order could take effect as soon as the suspended officer has completed the first
three months. Under FR 53 it is obligatory to take such action before the expiry of the
first three months.
11. Speedy investigation into cases in which an officer is under
suspensionxii
11.1 To avoid unduly long suspension, investigation into cases of officers under
suspension should be given high priority and every effort should be made to file the
charge sheet in the court of competent jurisdiction in cases of prosecution or serve
the charge sheet on the officers in cases of departmental proceedings within three
months of the date of suspension and in cases in which it may not be possible to do
so, the disciplinary authority should report the matter to the next higher authority
explaining the reasons for delay (O.M.No.39/39/70-Estt.(A) dated 4/2/1971). In cases
which are taken up by, or are entrusted to the CBI for investigation, the limit of 3
months will be reckoned from the date on which the case is taken up for investigation
by the CBI.
11.2 If investigation is likely to take more time, it should be considered whether it is
still necessary, taking the circumstances of the case into account, to keep the officer
under suspension or should the order to be revoked and if so whether the officer
could be permitted to resume duty on the same post or transferred to another post or
office.
11.3 When an officer is suspended either at the request of the Central Bureau of
Investigation or on the Departments own initiative in regard to a matter which is
under investigation or inquiry by the CBI or which is proposed to be referred to CBI, a
copy of the suspension order should be sent to the Director, CBI with an
endorsement thereof to the Special Police Establishment Branch concerned. To
reduce the time-lag between the placing of an officer under suspension and the
reference of the case to the CBI for investigation such cases should be referred to the
CBI promptly after suspension orders are passed if it is not possible to refer them before
the passing of suspension orders.xiii
11.4 Instructions contained in above paragraphs aim at reducing the time taken in
investigation into cases of officers under suspension and speeding up the progress of
cases at the investigation stage. They do not in any way abridge the inherent
powers of the disciplinary authority in regard to review of cases of government
servants under suspension at any time either during investigation or thereafter. The
disciplinary authority may review periodically the cases of suspension in which
charge sheets have been serviced/filed to see:
a) Whether the period of suspension
attributable to the Government servant;

is

prolonged

for

reasons

directly

b) What steps could be taken to expedite the progress of court trial/departmental

proceedings;
66

c) Whether the continued suspension of the officer is necessary having regard to

the circumstances of the case at any particular stage; and
d) Whether having regard to the guidelines stated in paragraph 2 regarding the
circumstances in which a Government servant may be placed under
suspension, the suspension may be revoked and the Government servant
concerned permitted to resume duty at the same station or at a different
station.
In cases of suspension being revoked and the Government servant allowed to
resume duty, an order regarding the pay and allowances to be paid for the period of
suspension from duty and whether or not the said order shall be treated as a period
spent on duty can be made only after the conclusion of the proceedings against him.
12.

Reasons for suspension to be communicatedxiv.

12.1 A government servant placed under suspension has a right of appeal under
Rule 23(i). This would imply that he/she should generally know the reasons leading
to his/her suspension. In cases when a Government servant is suspended because
a disciplinary case is pending or a case against him in respect of any criminal
offence is under investigation, inquiry or trial, the order of suspension would itself
mention the reasons and the Government servant would be aware of the reasons
leading to his suspension.
12.2 Where a Government Servant is placed under suspension on the ground of
contemplated disciplinary proceedings, the existing instructions provide that every
effort would be made to finalise the charges within three months of the date of
suspension. If these instructions are strictly adhered to, a Government servant who
is placed under suspension would become aware of the reasons for his suspension
without much loss of time. In some cases where it may not be possible for some
reason or the other to issue the charge sheet within three months, reasons for
suspension should be communicated to the Government servant concerned
immediately on the expiry of the aforesaid time-limit prescribed for the issue of
charge sheet, so that he may be in position to effectively exercise the right of appeal
available to him under Rule 23(1) if he/she so desires. Where the reasons for
suspension are communicated on the expiry of a time-limit prescribed for the issue of
a charge sheet, the time limit of 45 days for submission of appeal should be counted
from the date on which the reasons for suspension are communicated.
12.3 The above procedure will not, however, apply to cases where a Government
servant is placed under suspension on the ground that he has engaged himself in
activities prejudicial to the interest of the security of the State.
13.
Jurisdiction of Election Commission over Government servants deputed
for election duties for ordering suspension and recommending disciplinary
action.

67

13.1 One of the issues in Writ Petition No.606/1993 in the matter of Election
Commission V UoI & Others was regarding jurisdiction of Election Commission of India
over the Government servants deputed for election duties. The Supreme Court by its
order dated 21.09.2000 disposed of the said petition in terms of the settlement between
the union of India and Election Commission of India. The said terms of settlement are
as under:13.2 The disciplinary functions of the Election Commission over officers, staff and police
deputed to perform election duties shall extend to:
a) Suspending any officer/official/police personnel for insubordination or
dereliction of duty;
b) Substituting any officer/official/police personnel by another such person, and
returning the substituted individual to the cadre to which he belongs, with
appropriate report on his conduct;
c) Making recommendation to the competent authority, for taking disciplinary
action, for any act of insubordination or dereliction of duty, while on election
duty. Such recommendation shall be promptly acted upon by the disciplinary
authority, and action taken will be communicated to the Election Commission,
within a period of 6 months from the date of the Election Commissions
recommendation.
d) The GoI will advise the State Governments that they too should follow the
above principles and decisions, since a large number of election officials are
under their administrative control.
13.3 The implication of the disposal of the Writ Petition by the Supreme Court in
terms of the above settlement is that the Election Commission can suspend any
officer/official/police personal working under the Central Government or Public
Sector Undertaking or an Autonomous Body fully or substantially financed by the
Government for insubordination or dereliction of duty and the Election Commission
can also direct substituting any officer/official/police personnel by another person
besides making recommendations to the Competent Authority for taking disciplinary
action for insubordination or dereliction of duty while engaged in the preparation of
electoral rolls or election duty.
13.4 It is not necessary to amend the service rules for exercise of powers of
suspension by the Election Commission in this case since these powers are derived
from the provisions of section 13CC of the Representation of People Act, 1950 and
section 28A of the Representation of People Act 1951 since provisions of these Acts
would have overriding effect over the disciplinary rules. However, in case there are
any conflicting provisions in an Act governing the disciplinary action, the same are
required to be amended suitably in accordance with the terms of settlement given
above.xv
Election Commission to be mandatorily consulted if the matter is decided to
be closed on reply of the employee.
13.5 It shall be mandatory for the disciplinary authority to consult the Election
Commission if the matter is proposed to be closed only on the basis of a written
explanation given by the officer concerned to enable the Commission to provide
68

necessary inputs to the disciplinary authorities before the disciplinary Authorities take a
final decisionxvi.
14.

Regularisation of the period of suspension:

14.1 Provisions relating to regularization of the period of suspension are contained in

Fundamental Rules (FR) 54, 54A and 54 B. Broadly, the provisions are:
(a) When the proceedings do not lead to imposition of any penalty, the entire
period of suspension will be treated as duty and the Government Servant will
be entitled for full pay and allowances for the above period.
(b) Same will be the position, when at the end of the proceedings, only minor
penalty is imposed.
(c) In case of death before conclusion of the proceedings, the period of
suspension shall be treated as duty and full pay and allowances shall be paid
to the family.
(d) Otherwise, the authority ordering suspension will have to take a view as to
whether the suspension was wholly unjustified and decide the issue
depending upon the facts and circumstances of the case.
14.2 Where the Govt. servant who was under suspension is fully exonerated in a
Departmental proceeding or acquitted by the Court in a Criminal trial, the period of
suspension is treated as wholly unjustified. The period is treated as duty for all
purposes and he is paid full pay and allowances for the period of suspension less the
subsistence allowance already drawn by him.
14.3 Where a major penalty is imposed on the Govt. servant, the period of
suspension will be regularised by the competent authority after giving a show
cause notice to the Govt. servant and allowing him a maximum time of 60
days to represent. The period of suspension will be regularised as ordered by the
competent authority. The Govt. servant shall not be entitled to full pay and
allowances for the period. He can be paid any amount less than 100% of his pay but
it will not be less than the amount already drawn by him as subsistence allowance.
14.4 FR 54-B(2) provides that the period of suspension may also be treated as
leave due and admissible at the request of the Govt. servant. In such a case if the
leave salary admissible works out to be less than the amount already paid as
subsistence allowance than the excess amount shall have to be recovered.
15.

Administrative effects of suspension

(i)

Grant of advance for purchase of conveyance shall not be granted to a

Govt. servant under suspension. (Rule 200 GFRs)

(ii)

Grant of House Building Advance is admissible.

69

(iii)

A suspended Govt. servant can function as a Defence assistant subject

to the fulfillment of other conditions.

(iv)

Entry card/Identity card should be withdrawn, if issued for entry in the

office.

(iii)

If death occurs during suspension, the period of suspension will be

treated as duty and family will get full pay and allowances for the
period less subsistence allowance already drawn.

(vi)

Leave :- FR 55 provides that leave may not be granted to a Govt.

servant under suspension.

(vii)

LTC :- Since no leave can be granted to a Govt. servant under

suspension, he cannot avail of LTC for himself. There is, however, no
bar to the members of his family availing of LTC.

(viii) Lien
:- A Govt. servant under suspension retains his lien during
suspension period.
(ix)
XI.

A suspended Govt. servant should not be asked to mark attendance.

Headquarters of a Govt. servant under suspension:-

The headquarters of a Govt. servant under suspension should normally be

assumed to be his last place of duty. However, where an individual under
suspension requests for a change of headquarters, the competent authority may
change the headquarter if it is satisfied that such a course of action will not put the
Government to any expenditure like grant of T. A. etc. or create difficulty in
investigations or in processing the departmental proceedings etc.. xvii
XII.

Resignation during suspensionxviii:-

When a Govt. servant under

suspension
submits resignation,
the
competent authority will consider whether it would be in public interest to accept
the resignation. Normally, it would not be accepted except where allegations do not
involve moral turpitude or where evidence is not sufficient to prove the charges
leading to removal/dismissal or where proceedings are likely to be protracted and it
would be cheaper to the exchequer to accept the resignation. In the case of Group
C & D employees prior approval of Head of the Department will be necessary.
Approval of Minister would be needed in the case of Group A & B employees. Where
departmental action has been initiated on the advice of CVC/C&AG in the case
of Group A & B Gazetted officers, their concurrence should be obtained before
submitting the file to Minister for approval.

70

XIII. Retirement on superannuation:On attaining the age of superannuation, a Govt. servant will be retired even if he
is placed under suspension. He will not get subsistence allowance but will draw
provisional pension under Rule 69 of CCS (Pension) Rules, 1972.
Writing of ACRs by an officer under suspensionxix.
An officer under suspension can write/review ACRs of his subordinate within
two months from the date of hs suspension or within one month from the date on
which the report was due. But no officer under suspension can write/review ACRs of
his subordinates if during major part of writing/review he is under suspension. It is
because she shall not have full opportunity to supervise the work of his subordinates.

---------------------------------i

Investigation under the criminal Procedure Code includes all proceedings under the code for collection of evidence.
Investigation starts after the F.I.R has been registered. It is a stage before either the inquiry or trial. Inquiry includes
every inquiry other than trial. The inquiry and trial in a criminal case do not go hand in hand.[B.B.Mondal V State,
AIR 1974lab.IC(Cal). 606].
ii
MHA O.M.No.43/56/64-AVD dated 22.10.1964.
iii
Ministry of Home Affairs O.M.o.25/70/49-Estt dt.26/12/1949.
iv
DOP&T notification No.11012/4/2003-Estt.(A) dated 2.4.2004 directed that the notification of even number
dated 23.12.2003 which inserted sub rule (6) and (7) of Rule 10 shall come into force w.e.f.2.6.2004
v
Notification No.11012/4/2003-Estt.(A) dated 6.6.2007 substituted sub-rule 5(a) and (7) of Rule 10
vi
DOP&Ts O.M.No.11012/4/2003-Estt(A) dated 7.1.2004.Detailed instructions on the review of suspension and
also the composition of the review committee in cases when (i) Displinary Authority is President (ii) when
Appellate Authority is President and (iii) when Disciplinary Authority is not the President is contained in the
said O.M.
vii

DOP&T OM NO. 11012/15/85-Estt(A) dated 3.12.1985)

viii
ix

To be reproduced at the end of the chapter.

DP & AR O.M.No.109/3/80-AVD-I dated 21.7.1980

-doDOP&T O.M.No.11021/17/85-Estt.(A) dated 28.10.85

xii
Page 71 CVC
xiii
CVC manual vol-I.
xiv
DP & AR O.M.No.35014/1/81-Estt.(A) dated 9.11.1982
xv
DOP&T O.M.No.11012/7/98-Estt(A) dated 7.11.2000
xvi
DOP&Ts O.M.No11012(4)/2008-Estt(A) dated 28.7.2008
xi

xvii

MHA OM No. 39/5/56-ESTs (A) dated 8.9.1956)

xviii
xix

DoPTs O.M.No.
DOP&T O.M.No.21011/8/2000-Estt(A) dated 25.10.2000

71

CHAPTER - 11
MINOR PENALTY PROCEEDINGS

1.

What are distinguishing features between Major and Minor Penalties?

The distinction between Major and Minor penalties may be perceived from three
angles viz. what, who and how.
Firstly, minor penalties are lighter penalties whereas major penalties are heavier
penalties. It is noteworthy, that till the amendment in August 2004, incorporating
clause (iii) (a) [reduction to lower stage by one stage without cumulative effect .]
recovery from pay of loss caused was the only penalty wherein the delinquent had to
lose money. Otherwise, none of the minor penalties had the effect of taking away
any benefit enjoyed by the delinquent. On the contrary, the major penalties result in
deprivation of the benefits/position enjoyed by the delinquent such as loss of
employment, etc.
Secondly, major penalties could be imposed only by the Appointing Authority
whereas authorities subordinate to the Appointing Authority have been designated to
impose minor penalties.
Thirdly, major penalties can be imposed only after conducting a detailed oral hearing as
provided for under Rule 14 of the CCA Rules, unless conduct of Inquiry has been
dispensed with under any of the provisions under the second proviso to Article 311
(2) which has been reproduced in Rule 19 of the CCA Rules. Against this, ordinarily,
under normal circumstances, minor penalty can be imposed after issue of memorandum
and perusal of the response of the delinquent.
2.
What are the extra-ordinary circumstances when even for imposition of
minor penalty, a detailed oral hearing is to be conducted?
The circumstances when detailed oral hearing is held for imposition of minor penalty fall
under two broad categories viz. optional and obligatory.
(a) Rule 16(1)(b) of the CCA Rules provide that even for imposing a minor
penalty, detailed oral hearing as provided for in Rule 14(3) to 14(23) of the
CCA Rules may be held in every case in which the Disciplinary authority is
of the opinion that it is necessary. Disciplinary authoritys decision to
conduct detailed oral hearing may be either suo mottu or based on the
request of the delinquent. Generally, where either of the parties may rely on
oral evidence, it would be necessary to conduct oral hearing. If the evidence
is purely documentary in nature, there may not be any need for conducting
detailed oral hearing unless the case is covered by the provisions relating to
obligatory conditions as explained hereunder.

72

(b) As per sub Rule (1-A) of Rule 16 of the CCA Rules it is mandatory to
conduct detailed oral hearing provided for in Rule 14(3) to 14(23) of the
CCA Rules, if it is proposed, after considering the representation of the
delinquent employee if:
(i) it is proposed to impose the penalty of withholding of increments of
pay and the same is likely to affect the amount of pension payable to
the delinquent employee; or
(ii) it is proposed to impose the penalty of withholding of increments of
pay for a period exceeding three years; or
(iii) it is proposed to impose the penalty of withholding of increments of
pay with cumulative effect for any period.
3.
Does not the imposition of penalty without oral hearing amount to denial
of reasonable opportunity or violation of the principles of natural justice?
State of Punjab Vs. Nirmal Singh [JT2007(10)SC31,
(2007)8SCC108] is a case based
on Punjab Civil Services (Punishment & Appeal) Rules 1970. In this case, the
individual had challenged the award of minor penalty without providing him personal
hearing. Rejecting his submission, the Honble Supreme Court held that
6. Rule 21 of the Punjab Civil Service (Punishment & Appeal) Rules,
1970
deals with the review. A perusal of the aforesaid rule shows that there
is
no
provision of personal hearing in regard to inflicting minor penalties. The
Rule
contemplates a personal hearing only when the Disciplinary
Authority
proposes to impose any of the major penalties specified in Clauses (v)
to
(ix)
of Rule 5 or to enhance the penalty imposed by the order sought
to
be
reviewed to any of the penalties specified in those clauses. Admittedly,
by
an
order dated 20.10.2003, the respondent was inflicted punishment of
stoppage
of two increments with cumulative effect, which is a minor
punishment.
The
High Court, in our view, was clearly in error in setting aside the order
dated
24.6.2004 passed by the Competent Authority on the ground of
violation of principles of natural justice.
[it needs to be noted that in Rule 10 of the Punjab Civil Service (Punishment &
Appeal) Rules 1970, dealing with the Procedure for imposing minor penalty,
provision corresponding to sub-rule (1-A) of Rule 16 of CCA Rules was not available.
Therefore, detailed oral hearing was not mandatory, even for withholding of
increment with cumulative effect.]
4.

What is the advantage of taking recourse to minor penalty proceedings?

Minor penalty proceedings can be concluded with minimum loss of time. In most of
the cases, final order in a minor penalty proceedings could be passed in less than
four weeks of framing of charges, unless consultation with UPSC is necessary. As
rightly observed by the Hota Committee, a minor penalty swiftly but judiciously
73

imposed by a Disciplinary Authority is much more effective than a major penalty

imposed after years spent on a protracted Inquiry.
5.

What is the procedure for imposing minor penalty?

The following are the steps involved in imposition of minor penalty:

(a)

A memorandum is issued together with a statement of imputations of

misconduct or misbehavior.

(b)

Any documentary evidence in support of the charge may have to be

annexed to the charge memorandum or made available to the
delinquent official.

(c)

The delinquent official may be allowed time up to

submitting reply.

(d)

Any request for extension of time may be considered objectively

subject to conditions of reasonableness

(e)

Any request for inspection of records or copies of documents may be

allowed if its denial will amount to denial of reasonable opportunity

(f)

On examination of the reply of the charged officer, or on expiry of the

time allowed for submitting reply, a reasoned order may be passed

10 days for

6.
Can minor penalty be imposed on conclusion of proceedings for
imposition of a major penalty?
There is no objection to impose minor penalty on conclusion of the proceedings
under Rule 14 of CCA Rules for imposition of major penalty, if the disciplinary
authority feels that minor penalty is adequate to meet the ends of justice
7.
Can an authority competent to impose major penalty initiate and
conduct minor penalty proceedings?
There is no embargo for a higher disciplinary authority to initiate and conduct minor
penalty proceedings. However, such circumstances should not lead to raising of
eyebrows.
8.
If the authority competent to impose major penalty had initiated and
conducted major penalty proceedings, can such authority impose minor
penalty or it will have to direct the lower disciplinary authority to impose
minor
penalty.

74

MHA OM No. 6/26/60-Ests.(A) dated

18 June 1962 provides that where a
disciplinary proceedings for imposition of major penalty has been initiated by a
higher disciplinary authority, final orders should also be passed by such authority only
and the case should not be remitted to the lower disciplinary authority.
As a natural corollary, appeal should be dealt with by the next higher authority

75

CHAPTER - 12
DRAFTING AND ISSUE OF CHARGE SHEET

1.

What is a charge?

Para 14.2 of Chapter X of the Vigilance Manual (Fifth Edition 1991) provides as
under:
A charge may be described as the prima-facie proven essence of an
allegation setting out the nature of the accusation in general terms, such as,
negligence in the performance of official duties, inefficiency, acceptance of substandard work, false measurement of work executed, execution of work below
specification, breach of a conduct rule, etc. a charge should briefly, clearly and
precisely identify the misconduct/misbehavior. It should also give time, place
and persons or things involved so that the public servant concerned has
clear notice of his involvement.
A charge is essentially an omission or a commission. It articulates that the charged
official has committed something which should not have been done or has failed to do
something which he ought to have done.
2.

What is the significance of issue of charge sheet?

Issue of charge sheet is the discharge of the Constitutional obligation cast by Article
311(2) which states No such person as aforesaid shall be dismissed or removed
or reduced in rank except after an inquiry in which he has been informed of
the charges against him and given a reasonable opportunity
It is also the compliance of the principle of natural justice which states - No one can be
condemned unheard which has been codified in the constitutional provisions
under Article 311(2).
3.

Who is to decide about the issue of charge sheet?

Disciplinary Authority, who takes cognizance of the misconduct, is the appropriate

authority to decide as to whether formal disciplinary proceedings are to be initiated
against the government servant or warning or counseling is to be administered.
In cases where a preliminary investigation has been conducted, the disciplinary
authority may take a decision based on the preliminary investigation report.
In the cases falling within the purview of the Vigilance Commission, first stage advice
of the Commission is also taken into consideration when the above decision is taken.

76

4.
Can the authority who is competent only to impose minor penalty,
initiate proceedings for imposition of major penalty?
Yes. Rule 13 (2) of the CCA Rules provides that an authority who is competent only
to impose minor penalties can institute proceedings for imposition of major penalties
also.
Government of India Department of Telecom Letter No. 68/7/89-Vig.II dated 28 Jul 1987
further provides that if at the end of the proceedings, the above authority reaches
the conclusion that imposition of minor penalty will make the ends of justice meet, such
authority may impose the penalty without referring the case to the higher authority who is
competent to impose major penalty.
Needless to add that if at the end of the proceedings, it is felt that major penalty is to be
imposed, the case will be submitted to the authority who is competent to impose major
penalty.
5.
At what level the decision to initiate the proceedings is taken in respect
of the cases wherein the President is the Disciplinary Authority?
As clarified in Ministry of Home Affairs Memo No. F/30/1/6-Ests(A) dated 16 Apr
1969, having regard to the Transaction of Business Rules, decision in such cases are
to be taken by the Minister concerned.
6.
Can proceedings under CCA Rules be initiated when a criminal case is
in progress?
There is no hard and fast rule in this regard. Every case needs to be decided on its
own merits. If the criminal case is about a misconduct relating to employment such
as acceptance of illegal gratification, corruption, etc. there might not be any bar on
initiating departmental proceedings pending criminal prosecution. When the criminal
case is complex in nature and involves questions of fact and law, it may not be
capable of being handled departmentally. However, there is no bar on simultaneous
departmental proceedings.
Normally the employee concerned would object to the departmental proceedings on the
plea that by participating in the departmental proceedings, the delinquent would be
compelled to disclose his/her defence in advance and the same would seriously
prejudice defence in the criminal case. Consequences of staying the departmental
proceedings are too well known to need any recapitulation. The reason cited by the
delinquent cannot be accepted as a blanket sanction for stay of departmental
proceedings as stated in State of Rajasthan v. B.K. Meena and Ors.
[(1997)ILLJ746SC] in the following terms:
"The only ground suggested in the decisions of the Supreme Court
as
constituting a valid ground for staying the disciplinary proceedings is
that
"the
defence of the employee in the criminal case may not be
prejudiced".
This
ground has, however, been hedged in by providing further that this
may be

77

done in cases of grave nature involving questions of fact and law. It

means that not only the charges must be grave but that the case
must involve complicated questions of law and fact. Moreover,
'advisability', desirability', or propriety, as the case may be, of staying
the departmental enquiry has to be determined in each case taking
into consideration all the facts and circumstances of the case.
Stay of disciplinary proceedings cannot be, and should not be, a
matter of course. All the relevant factors, for and against, should be
weighed and a decision taken keeping in view the various principles laid
down in the Supreme Court's decisions."
As pointed out in Kendriya Vidyalaya Sangathan and Ors. Vs. T. Srinivas [JT2004(6) SC
292, (2004)7SCC442], the general rule is that parallel proceedings are
permissible:
9. A reading of M. Paul Anthony's case (supra) it is noted that
there is consensus of judicial opinion on the basic principle that
proceedings in a criminal case and departmental proceedings can
go
on
simultaneously, however this court noticed that certain
exceptions have been carved out to the said basic principle.
If however, the employee obtains a stay order from the court against parallel
proceedings, departmental proceedings must be stayed forthwith and legal advice
sought regarding the possibility of getting the stay vacated.
7.

What are the four Annexures to the charge sheet?

Annexure - I
Annexure - II
Annexure - III
Annexure - IV

8.

: Articles of Charge
: Statement of imputations of misconduct or misbehavior
: List of Documentary evidence in support of the charges
: List of Oral witnesses in support of the charges

How many charges may be included in a single charge sheet?

There is no limit about the number of charges in a charge sheet. It must however be
ensured that a charge should relate to a single transaction. For example, if an
employee has committed fraud in three Money orders, these may be shown as three
distinct charges. The reasons are not far to seek. Each instance of misconduct is
independent of the rest and each instance will depend on distinct evidence. Showing
them as distinct charges will facilitate the proof of each charge irrespective of the
outcome in respect of other charges.
9.
When an inquiry is underway, would it be proper to issue another
charge sheet against the same employee in respect of some
other misconduct(s), without withdrawing the earlier charge sheet?
This question was addressed by the Honble Supreme Court in Indian Drugs and
Pharmaceuticals Ltd. and Anr. Vs. R.K. Shewaramani. [JT 2005 (6), (2005)6 SCC76]
78

In this case, a charge sheet was issued on 27.9.1989, alleging that the respondentemployee had not joined the transferred post. There was another set of charges and
a second charge sheet in respect of these charges was issued on 12.12.1989. While
these two charges were pending consideration in departmental proceedings, action
in terms of Rule 30A of the Industrial Drugs and Pharmaceutical Ltd. Conduct
Discipline and Appeal Rules, 1978 (in short the 'Rules') was taken. A show-cause
notice was issued requiring the respondent to show cause as to why his services
shall not be terminated on account of unauthorized absence from duty exceeding 30
days. While allowing the appeal of the employer, Honble Supreme Court held as
under:
10. There is no requirement in law that for continuing with fresh
proceedings
the charge sheet issued must indicate that the previous proceedings
pending
have been given a go by. The employer is free to proceed in as
many
departmental proceedings as it considers desirable. Even in a
hypothetical
case in two of the departmental proceedings the finding is in favour
of
the
delinquent employee, yet in another departmental proceeding finding
adverse
to the delinquent officer can be recorded. Merely because the
two
proceedings were pending, that did not in any way stand on the way
of
the
employer to initiate another departmental proceeding and that too
on
the
basis of an amended provision which came into effect after initiation
of
the
previous departmental proceeding.
10. Can more than one charge sheet be issued to the same employee in
respect of the same misconduct?
or
11.
Can a charge sheet be issued in respect of a misconduct for which an
inquiry was held in the past and it was decided to drop the charges?
Facts in Mukesh Ali Vs.State of Assam and Anr.[ JT2006(6)SC111, (2006)5SCC485,
[2006]Supp(3)SCR228] were that a charge sheet was served on the Appellant on
29.7.1997. The Enquiry Officer, after concluding the enquiry, submitted his Report
along with enclosures wherein it was found that the appellant was not guilty of the
alleged offence. The report was submitted on 25.4.2000. On 1.11.2000, proceedings
against the appellant were dropped with order directing that the suspension period of
the appellant from 16.9.1994 to 12.12.1994 be treated as on duty. Administrative
authorities issued a show cause notice to the appellant on 20.10.2010, for reopening the earlier proceedings, purportedly based on a direction dated 12.5.2001,
of the Honble Supreme Court. Clarifying that its directions dated 12.5.2001 was
prospective in nature and did not cover the case of the appellant, the Honble
Supreme Court held:

8.
Hence, in our view, the learned single Judge and the learned
Judges of the Division Bench completely misinterpreted and misread
paragraphs 27 and 12 of the orders dated 15.1.1998 and 12.5.2001
respectively passed in W.P.(C) No. 202 of 1995 in coming to the conclusion
79

that the case of the appellant was covered by the aforesaid two orders
of this Court. The findings of the High Court, if followed, would create a
chaos as it would mean that by virtue of the aforesaid orders passed
by this Court all departmental proceedings concluded in the past
would become liable to be opened as that would never have been
intended by this Court.
xxx
10. This Court also did not intend to give retrospective operation of
the
two
orders passed by it referred to in paragraphs supra and,
therefore,
the
adequacy of the action taken cannot be a reason for reopening the
concluded
issue. This Court's directions were not intended to allow the
State
Government to reopen all or any proceeding which was logically
concluded
by
accepting the enquiry report in which the State- respondents gave
warning
just cautioning to be careful in future as no direct guilt or wrong was
attributed
to the appellant by the enquiry officer. Hence, in our view, the order
dated
1.11.2000 dropping the proceedings by the Government cannot be
termed as letting the appellant off for any reason or any account of any
laxity or lapse in the enquiry proceedings.
12.

What is the base material in preparing the Charge sheet?

Normally, the drafting of charge sheet is taken up based on the preliminary

investigation report. Bulk of the material forming part of Annexure - II of the Charge
Sheet can be taken from the Preliminary Investigation Report.
13.

What is the Charge - Fact - Evidence co-relation?

A Charge emerges from a set of facts and the facts rest on evidence. For example,
the charge of submission of a false LTC Claim, may emerge from the following facts:
(a) The employee applied for leave
(b) There was a mention in the leave application about the intention of
availing LTC for self and family
(c) There was a request for grant of advance
(d) Advance amounting to xxx was granted to the employee
(e) The employee availed leave
(f) The employee on joining after leave, submitted a LTC Claim
(g) That on verification of ticket from the Railway it was revealed that the
ticket having PNR number mentioned by the employee in the claim was
cancelled a few days before the journey.
The above facts will rest on the following evidence:

(a) Leave application wherein the employee had mentioned his intention to
avail LTC
(b) Application for sanction of advance
80

(c) Order sanctioning LTC Advance

(d) Evidence in support of the fact that advance was availed by the
employee
(e) Claim made by the employee containing the disputed PNR number
(f) Intimation from the railway authorities to the effect that the ticket having
the disputed PNR number was cancelled a few days before the journey.
The above relation may be schematically presented as under:

EVIDENCE 1

14.

EVIDENCE 2

How the Articles of Charge are framed?

For deciding the articles of charge, one must go through the preliminary investigation
report and list all the charges that come to his/her mind in the relevant case - such
as theft, negligence, non-compliance of departmental instructions, failure to
safeguard government property, facilitating theft, etc. Then all those charges must be
arranged in the ascending or descending order of seriousness. This must be based
on common sense. For example, common sense would tell as that theft,
embezzlement are more serious charges than negligence and non-compliance of
instructions. After arranging the likely charges in the order of seriousness, one
should ask against the most serious charge, Do we have evidence to establish this
charge? If the answer is negative, move down to the next most serious charges.
Similarly, if one starts with the least serious charge, ask the question. Is it simply
this only or something more serious? If the answer is in the affirmative, move
upward to the more serious charge. Through this process of elimination, one may
arrive at the appropriate charge.

81

15.

How to make Annexure III and IV?

For filling up Annexures III and IV, go through Annexure

- II (Statement of
imputations of misconduct or misbehavior). At each step ask the question, Is it
required to be proved? If the answer is yes, ask the question Where is the evidence in
support of this? The evidence might be a part of the preliminary investigation
document. If so, the same must be incorporated in the relevant Annexure. Else,
efforts must be made to collect it and include in the Annexure.
After completion of Annexure - III, each item therein must be considered from the
angle as to how the document is to be introduced, if the same is disputed by the
charged official. Oral witnesses who could introduce the documents should be
added in Annexure - IV in addition to those who were already included for
establishing facts.
[What is a disputed document and how to handle such situation are dealt with in the
chapter Conduct of Inquiry]
16. What are the precautions to be undertaken while preparing Charge
Sheet?
While preparing the charge sheet, it must be ensured that only those documents are
referred to and relied upon therein, so that all the listed documents could be made
available. Further the availability of all the listed documents must be ensured. In this
connection, it is relevant that the Honble Supreme Court had observed in State of Uttar
Pradesh & ORS. Vs Saroj Kumar Sinha [(2010) 2 SCC 772] dismissed the appeal by
the State holding as under:
36. The proposition of law that a government employee facing a
department enquiry is entitled to all the relevant statement,
documents and other materials to enable him to have a reasonable
opportunity to defend himself in the department enquiry against the
charges is too well established to need any further reiteration.
XXX
39. Taking into consideration the facts and circumstances of this
case we have no hesitation in coming to the conclusion that the
respondent had been denied a reasonable opportunity to defend
himself the inquiry. We, therefore, have no reason to interfere with the
judgment of the High Court.
Another important precaution to be undertaken before finalization of charge sheet is that
one must go through it carefully following the Devils Advocate approach i.e. purely
with the idea of finding faults in the charge sheet. The faults may range from simple
clerical inaccuracies, through logical fallacies to utter absurdities. One basic question of
prime concern at this stage is: How the charged officer will exploit this? Needless to add,
any fault noticed must be rectified.

82

17.

What is a vague charge?

Any charge which is deficient in the details relating to the misconduct may be
described as a vague charge. Such a charge shall have the effect of vitiating the
proceedings. Dismissing the appeal with cost, the Honble Supreme Court had held
as under in State of Uttar Pradesh vs. Mohd. Sherif, 1982(2) SLR SC 265: AIR 1982
SC 937:
3. After hearing counsel appearing for the State, we are satisfied that
both
the appeal Court and the High Court were right in holding that the
plaintiff
had
no reasonable opportunity of defending himself against the charges
levelled
against him and he was prejudiced in the mattes of his defence.
Only
two
aspects need be mentioned in this connection. Admittedly, in the
chargesheet that was framed and served upon the plaintiff no particulars with
regard
to the date and time of his alleged misconduct of having entered
Government
Forest situated in P.C. Thatia District Farrukhabad and hunting a bull in
that
forest and thereby having injured the feeling of one community by
taking
advantage of his service and rank, were not mentioned. Not only were
these
particulars with regard to date and time of the incident not given but
even
the
location of the incident in the vast forest was not indicated with
sufficient
particularity. In the absence of these plaintiffs was obviously prejudiced
in
the
matter of his defence at the inquiry. Secondly, it was not disputed
before
us
that a preliminary inquiry had preceded the disciplinary inquiry and
during
the
preliminary inquiry statements of witnesses were recorded but copies of
these
statements were not furnished to him at the time of the disciplinary
inquiry.
Even the request of the plaintiff to inspect the file pertaining to
preliminary
inquiry was also rejected. In the face of these facts which are not
disputed
it
seems to us very clear that both the first appeal Court and the High
Court
were right in coming to the conclusion that the plaintiff was
denied
reasonable-opportunity to defend himself at the disciplinary inquiry; it
cannot
be gainsaid that in the absence of necessary particulars and
statements
of
witnesses he was prejudiced in the matter of his defence.

In the recent case of Anil Gilurker Vs. Bilaspur Raipur Kshetria Gramin Bank and
Anr. [JT2011(10)SC373] Decided On:
15.09.2011 the Honble Supreme Court
observed as under:
7. A plain reading of the charges and the statement of imputations
reproduced
above would show that only vague allegations were made against
the
Appellant that he had sanctioned loans to a large number of
brick
manufacturing units by committing irregularities, but did not
disburse
the
entire loan amount to the borrowers and while a portion of the loan
amount
was deposited in the account of the borrowers, the balance
was
misappropriated by him and others. The details of the loan accounts
or
the
names of the borrowers have not been mentioned in the charges.
The
amounts of loan which were sanctioned and the amounts which were
actually
disbursed to the borrowers and the amounts alleged to have
been
misappropriated by the Appellant have not been mentioned.

83

18.

Is it necessary to quote the rules in all the articles of charge?

Not necessarily; where a definite rule has been flouted, it may be quoted without fail. If
however, the employee is proceeded against for a behavior contrary to accepted
practice and procedure the same may be construed as violation of Rule 3 of the
Conduct rules and mentioned accordingly.
19. Can an officer be charge sheeted in respect of the action performed by
him in his quasi-judicial capacity?
One of the issues for determination before the Central Administrative Tribunal
(Principal Bench) in Ashish Abrol, Joint Commissioner of Income Tax Vs. Union of
India (UOI) through The Secretary, Ministry of Finance, Department of Revenue and
Director General of Income Tax (Vigilance) [MANU/CA/0171/2010] was as under:
(ii) Whether action could have been initiated against the Applicant
while passing an order of assessment in quasi-judicial proceedings?
In its decision dated 23.4.2010, the Principal Bench referred to a number of
decisions of the Honble Supreme Court and the High Court of Delhi including that of
Union of India and Ors v. K.K. Dhawan MANU/SC/0232/1993: 1993 (2) SCC 56,
wherein the Supreme Court held that when an officer in exercise of judicial or
quasijudicial powers acts negligently or recklessly or in order to confer undue favour on a
person, he is not acting as a Judge. There is a great reason and justice for holding in
such cases that the disciplinary action could be taken. It is one of the cardinal
principles of administration of justice that it must be free from bias of any kind. The
above judgment also provides the non-exhaustive list of the circumstances wherein
disciplinary action can be taken against the erring official:
Where the officer had acted in a manner as would reflect on his
reputation for integrity or good faith or devotion of duty;
If there is prima facie material to show recklessness or misconduct
in the discharge of his duty;
If he has acted in a manner which is unbecoming of a Government servant;
If he had acted negligently or that he omitted the prescribed conditions
which are essential for the exercise of the statutory powers;
If he had acted in order to unduly favour a party;
If he had been actuated by corrupt motive, however small the bribe may be.

84

20.

What is the time limit for issue of charge sheet?

Time limit prescribed for issue of charge sheet as prescribed by the Vigilance
Manual (Ed 2005) is one month from the date of receipt of CVCs advice and two
months from the date of receipt of investigation report.
21. Is there any time limit between the occurrence of the misconduct and
the issue of charge sheet?
There is no time limit between the commission of misconduct and the issue of
charge sheet in respect of serving employees. [The time limit in this respect
regarding the retired employees is dealt with in the relevant chapter later]. However,
Unexplained in-ordinate delays may have the effect of vitiating the inquiry. Honble
Supreme Court struck down the proceedings, in the case of P.V. Mahadevan Vs.
M.D., Tamil Nadu Housing Board [JT2005(7)SC417, [2005]Supp(2) SCR474,
2006(1)SLJ67] relating to the issue of a Charge Sheet in 2000 in respect of the
alleged misconduct committed in 1990,
16. Under the circumstances, we are of the opinion that
allowing
the
respondent to proceed further with the departmental proceedings
at
this
distance of time will be very prejudicial to the appellant. Keeping a
higher
government official under charges of corruption and disputed integrity
would
cause unbearable mental agony and distress to the officer concerned.
The
protracted disciplinary enquiry against a government employee
should,
therefore, be avoided not only in the interests of the government
employee
but in public interest and also in the interests of inspiring confidence
in
the
minds of the government employees. At this stage, it is necessary to
draw
the
curtain and to put an end to the enquiry. The appellant had already
suffered
enough and more on account of the disciplinary proceedings. As a
matter
of
fact, the mental agony and sufferings of the appellant due to the
protracted
disciplinary proceedings would be much more than the punishment.
For
the
mistakes committed by the department in the procedure for
initiating
the
disciplinary proceedings, the appellant should not be made to suffer.
17. We, therefore, have no hesitation to quash the charge memo
issued against the appellant. The appeal is allowed. The appellant will
be entitled to all the retiral benefits in accordance with law. The
retiral benefits shall be disbursed within three months from this date.
No costs.

22.

What is the effect of delay on the validity of the proceedings?

Delay may be of two types - delay in issue of charge sheet and secondly, delay in
the conduct of proceedings. Honble Central Administrative Tribunal (Principal
Bench) in its decision dated 23.4.2010, in Ashish Abrol, Joint Commissioner of
Income Tax Vs. Union of India (UOI) through The Secretary, Ministry of Finance,
Department of Revenue and Director General of Income Tax (Vigilance)
[MANU/CA/0171/2010] analysed a number of decisions on the subject and clarified the
position in the following paragraph:
85

16. The sum and substance of the judgments is that:

the competent authority should be able to give an explanation
for the inordinate delay in issuing the Memorandum of Charge;
the charges should be of such serious nature, the investigation of
which would take a long time and would have to be pursued secretly;
the nature of charges would be such as to take a long time to detect
such as embezzlement and fabrication of false records;
if the alleged misconduct is grave and a large number of documents
and
statement of witnesses had to be looked into, delay can be considered
to
be
valid;
the Court has to consider the nature of charge, its complexity and on
what account the delay has occurred;
how long a delay is too long always depends on the facts of the given case;
if the delay is likely to cause prejudice to the Charged Officer in
defending himself, the enquiry has to be interdicted; and
the Court should weigh the factors appearing for and against the
disciplinary proceedings and take a decision on the totality of
circumstances. In other words, the Court has to indulge in the process
of balancing.
23.

How the charge sheet is to be issued?

As seen above, issue of charge sheet is the discharge of the constitutional obligation
- to inform the employee of the charges. The charge sheet therefore needs to be
served on the employee. It may either be served in person or sent to the supervisory
officer of the employee concerned for service or sent by registered post.
Honble Supreme Court in Delhi Development Authority vs H.C. Khurana [1993 AIR
1488, 1993 SCR (2)1033] has interpreted the term issue of charge sheet in the
following manner in the context of the applicability of the sealed cover procedure: :
The issue of a chargesheet, therefore, means its despatch to the
government servant, and this act is complete the moment steps are
taken for the purpose, by framing the chargesheet and despatching it to
the government servant, the further fact of its actual service on the
government servant not being a necessary part of its requirement.
This is the sense in which the word 'issue' was used in the expression
'chargesheet has already been issued to the employee', in para 17 of
the decision in Jankiraman.
However, in the case of Union of India Vs. Dinanath Shataram Karekar & Ors, [1998
SCC (L&S) 1837], the Honble Supreme Court vide its judgment dated 30/07/1998

86

had held that charge sheet dispatched by registered post and received back with the
postal endorsement not found does not amount to issue of charge sheet and set
aside the order dated 19 Aug 1985 holding, .
It has already been found that neither the charge-sheet nor the showcause notices were ever served upon the original respondent, Dinanath
Shantaram Karekar. Consequently, the entire proceedings were vitiated.
24.

Can the charge sheet be amended in the course of Inquiry?

Yes.
25. What precaution is to be taken consequent to the amendment to the
charge sheet?
In the case of M.G. Aggarwal Vs. Municipal Corporation Of Delhi decided on 10 July,
1987 [32 (1987) DLT 394] it was held as under:
(7) It is obvious that the effect of the corrigendum would be to make out
a
new
charge against the petitioner. However, the earlier enquiry was not
terminated
and new enquiry was not commenced against the petitioner. The
corrigendum
substantially altered the charge against the petitioner. No new
enquiry
was
held. Mr. S.P. Jain witness was re-called in the continued enquiry
on
3/04/1986, and he further gave evidence which supported the
corrigendum.
The enquiry ultimately resulted in the aforesaid order of dismissal
dated
24/07/1986. which was confirmed by an order dated 18/11/1986. The
result
of
this enquiry cannot obviously be sustained. When the charge has
been
substantially altered, it has to be tried de novo. The enquiry held
and
continued on the basis of the charge-sheet dated 31/01/1985and
continued
by
incorporating the distinct charge, the subject-matter of The corrigendum
dated
4/03/1986, is no enquiry at all as the petitioner has been
denied
an
opportunity to meet the amended charge, as amended by The
corrigendum.
He has not been permitted to file reply to the amended charge. This
being
the
case, the petitioner not having been given the opportunity to defend
himself,
the entire enquiry proceedings are bad in law, and the order of
termination
dated 24/07/1986 as well as the appellate order dated 1 8/11/1986 have
to
be

quashed.
26.
How to issue the charge sheet, if the delinquent employee is not
traceable and the charge sheet issued through registered post is returned by
postal authorities with the endorsement not found?
When the delinquent employee is unauthorizedly absent and could not be contacted,
copies of the charge sheet may be dispatched to all the known addresses of the
delinquent official, available with the organization. If it fails, charge sheet or the gist
thereof may be published in the local news paper; the charge sheet may be
published in the web site of the organization and pasted in the notice board of the
organization.
87

CHAPTER - 13
APPOINTMENT OF
INQUIRING AUTHORITY AND PRESENTING OFFICER
1.

Who appoints Inquiring Authority and Presenting Officer (PO)?

IO and PO are appointed by the Disciplinary Authority under rule 14(2) and 14(5) (c) of
the CCA Rules respectively.
[Although the terminology used in the CCA (CCA) Rules 1965 is Inquiring Authority
in common parlance, the authority is always referred to as Inquiry Officer or IO.
Accordingly, in this handbook the said authority is referred to as IO.]
2.

Is it always necessary to appoint an IO and PO?

An alternative to appointment of IO is the disciplinary authority itself performing the

duties assigned to IO in the rules. However, there is no such alternative for the PO.
There may be certain organizations falling outside the purview of CCA Rules where
there is no scheme for appointment of PO. Even in respect of such organizations also,
the CVC has made the following recommendations in para 24.2 of Chapter X of the 1991
edition of its Manual:
As the appointment of a Presenting Officer would help in the satisfactory
conduct of departmental inquiry, the Central Vigilance Commission has
advised that even in cases where the disciplinary rules do not contain a
specific provision for the appointment of a Presenting Officers, the disciplinary
authorities may consider appointing a Presenting Officer for presenting the case
before the Inquiring Authority
3.

Other than the above, is there any exception to the appointment of IO?

Proviso to rule 14 (2) of the CCA Rules provides that in respect of the cases
pertaining to sexual harassment, the complaints committee constituted in the
Ministry or Department shall be deemed to be the Inquiry Authority appointed by the
Disciplinary Authority for the purpose of Rule 14 of the CCA Rules.
The said proviso, inserted through a notification dated 1 July 2004, also provides that
the above stated complaints committee shall hold its inquiry as far as practicable in
accordance with the provisions of Rule 14, unless a separate procedure has been
prescribed.

88

4.

Who can be appointed as IO?

The rules do not prescribe any qualification for appointment as IO. However,
principles of natural justice require that the person appointed as IO has no bias and
had no occasion to express an opinion in the earlier stages of the case. Besides,
there are a number of Government Instructions on the subject such as the following:

S.No
Reference No.
Date
(a)
DP&AR OM NO. 29 Jul 1976
35014/1/76-Estt.(A)
(b)
MHA OM No. F. 16 Feb 1961
6/26/60-Ests. (A)

(c)
(d)

5.

Dept of Per O.M. No. 6 Jan 1971

7/12/70-Ests.(A)
O.M. No. 42/20/2008- 27 Jul 2009
AVD I.

Gist
Unless
unavoidable
Disciplinary
Authority should refrain from being IO.
Although there is no bar to appoint
the immediate superior of the CO as
IO, as a rule, the person who is
appointed as
IO should not be
suspected of any bias in such cases. IO
should be senior in rank to the
officer inquired against
Terms and conditions for appointment of
retired officers as IO

Whether the appointment of a retired officer is legally sustainable?

There remained some confusion for some time as to whether the retired officer can be
appointed as a Inquiring Authority. The issue has since been set at rest by the Honble
Supreme Court vide its judgment in Civil Appeal No. 6743 of 2010 in Union of India &
Ors. Vs P.C. Ramakrishnayya 12. It is, thus, to be seen that the only difference between rule 14 (2) of CCS
(CCA) Rules and rule 9 (3) of Railway Servants (Discipline and Appeal) Rules is
that in the former the words a Board of Inquiry or are not there. But that is of
no significance for the issue in hand.
13. In Alok Kumar this Court considered in great detail, the meaning of the
word authority occurring in Rule 9(3) and came to find and hold that a retired
officer could also be vested with the delegated authority of the Disciplinary
Authority (see paragraphs 26-62) to hold the inquiry. It may also be noted that
in Alok Kumar, this Court also considered the decision in Ravi Malik vs.
National Film Development Corporation Ltd. (2004) 13 SCC 427 and
distinguished it by pointing out that it was in the context of Rule 23 (b) of the
Service Rules and Regulations, 1982 of the National Film Development
Corporation. In paragraph 45 of the judgment, the Court observed as follows:
45. Reliance placed by the respondents upon the judgment of this Court in
Ravi Malik is hardly of any assistance to them. Firstly, the facts and the rules
falling for consideration before this Court in that case were entirely different.
Secondly, the Court was concerned with the expression "public servant"
appearing in Rule 23(b) of the Service Rules and Regulations, 1982 of the
National Film Development Corporation. The Court expressed the view that
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"public servant" should be understood in its common parlance and a retired

officer would not fall within the meaning of "public servant", as by virtue of
his retirement he loses the characteristics of being a public servant. That is
not the expression with which we are concerned in the present case. Rule
9(2) as well as Section 3 of the Act have used a very different expression
i.e. "other authority" and "person/persons". In other words, the absence of
the words "public servant" of the Government are conspicuous by their very
absence. Thus, both these expressions, even as per the dictum of the Court
should be interpreted as understood in the common parlance.
14. In the light of the discussions made above, we are satisfied that the
judgments of the Tribunal and the High Court are contrary to the correct legal
position and therefore cannot be sustained. We, therefore, set aside the
judgment of the Tribunal and the High Court and dismiss the respondents OA
no.531 of 2004 filed before the Tribunal. The appeal is allowed.
15. There will be no order as to costs.
6.

Who can be appointed as PO?

Rule 14(5) (C) provides that either a Government servant or a Legal Practioner may be
appointed as Presenting Officer. Thus the choice is limited to either one of the two
explicitly stated categories.
Para 24.1 of Chapter X of the Vigilance Manual (1991 Ed) provides that An officer
who made the preliminary investigation or inquiry into the case should
not be appointed as Presenting Officer.
[The Group of Ministers which considered the recommendations in the Hota
Committee Report has made the following recommendations in this regard:
10. After comprehensive discussions, the GoM decided that
the
Departments/Ministries should primarily use serving officers as IOs &
POs
and in important cases, they may request CVC to appoint their CDI as
IO.
The
CVC may also maintain a panel of IOs/POs from amongst retired officers
after
due process of screening and empanelment. These officers could also
be
engaged on advice of the CVC. The remuneration etc. for these IOs and
POs
may be fixed, keeping in mind the recommendations of the Hota
Committee.
Formal instructions in this matter are yet to be issued at the time of publication of this
handbook]
7.

When are the IO and PO appointed?

IO and PO are to be appointed if there is a need to inquire into the charges. The
need will emerge only when the Charged Officer denies the charges or does not
respond to the charge sheet. Thus the appointment of IO PO will arise only after the

90

charge sheet is issued and the charged officer either does not respond to it or denies the
charge without convincing the Disciplinary Authority.
8.
What is the remuneration payable to the IO and PO?
Honorarium, Transport Allowance and Secretarial Assistance charges have been laid
down vide DoPT OM No. No.142/15/2010-AVD-I dated 31 July, 2012 subject to certain
conditions

91

CHAPTER - 14
FUNCTIONS OF INQUIRY OFFICER
1.

What is the basic responsibility of the Inquiry Officer?

As stated in Rule 14(2) the basic purpose of appointment of Inquiry Officer is to

inquire into the truth of the imputations of misconduct or misbehavior against a
Government Servant. .
2.
What are the various activities performed by the Inquiry Officer for the
discharge of the above function?
Various activities to be performed by the Inquiry Officer may broadly be classified as
under:
a)
Pre hearing stage
b)
Preliminary hearing stage
c)
Regular hearing stage
d)
Post hearing stage
e)
At any stage during the Inquiry
f)
Tackling some unusual circumstances which may arise
The details of the activities are explained under different questions in separate
paragraphs hereunder
3.
What are the activities to be performed by the IO during the pre-hearing
stage?
a)
b)
c)
d)
e)
f)
g)
h)

Verifying the appointment order and the enclosed documents

Acknowledging the appointment.
Preparation of the Daily Order Sheet - This will be done throughout the
Inquiry
Analysing and understanding the Charges
Fixing the date for Preliminary Hearing
Sending communication to the parties about hearing.
Informing the controlling officers of Charged Officer and Presenting
Officer
Ascertaining as to whether the Charged Officer has finalised a Defence
Assistant and if so informing the Controlling Officer of the Defence
Assistant

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4.
What is the scope of verification of appointment order and the enclosed
documents?
It is desirable that the IO scrutinizes the order appointing him as IO and the enclosed
documents thoroughly. Firstly, the appointment of Inquiry Officer is required to be
made by the Disciplinary Authority and no one else. When the President is the
Disciplinary Authority, the order of appointment of the I O may be signed by any
authority that is competent to sign communications on behalf of the President. At any rate
the Order should indicate that the appointment of IO is being made by the President
only. Any deviation in this regard will constitute an incurable defect in the Inquiry. The
complete proceedings will be liable to be quashed if the IO had been appointed by
someone other than the Disciplinary Authority.
Similarly, there may be situation wherein the charged officer, while denying the
charges, might have quoted a reference number different from the one mentioned in the
charge sheet. It is desirable to resolve such discrepancies at the initial stage before it
becomes too late.
5.
What is the position of the cases where the President is the Appointing
Authority?
Under the Transaction of Business Rules, the cases are required to be approved by the
Minister concerned. Clarifications were issued through Govt. of India MHA Memo No. F.
39/1/69/-Ests(A) dated 16 April 1969 that the case need not be put up to the Minister
every time an order is to be issued in the name of the President. As per the above OM,
once the Minister has approved initiation of disciplinary proceedings, there is no need
to show the file to the Minister while issuing orders under Rule 14(2),14(4),14(5), etc.
The OM however, mandated that formal orders of the Minister should be obtained at the
stage of show cause notice under Rule 15 (4)(i)(b) and at the stage of issuing final orders
under Rule 15 (4)(iii).
In this context it is significant to note that the Honble Supreme Court in its decision
dated 05 Sep 2013 in Civil Appeal No. 7761/2013 [Union of India & Ors Vs B V
Gopinath] has set aside the proceedings wherein the Charge sheet was not
approved by the Minister. It is for consideration as to
46. Ms. Indira Jaising also submitted that the purpose behind Article 311, Rule
14 and also the Office Order of 2005 is to ensure that only an authority
that
is
not subordinate to the appointing authority takes disciplinary action
and
that
rules of natural justice are complied with. According to the learned
Addl.
Solicitor General, the respondent is not claiming that rules of natural
justice
have been violated as the charge memo was not approved by the
disciplinary
authority. Therefore, according to the Addl. Solicitor General, the CAT as
well
as the High Court erred in quashing the charge sheet as no
prejudice
has
been caused to the respondent. In our opinion, the submission of the
learned
Addl. Solicitor General is not factually correct. The primary submission

of
the
respondent was that the charge sheet not having been issued
by
the
disciplinary authority is without authority of law and, therefore, non est
in
the
eye of law. This plea of the respondent has been accepted by the CAT
as
93

also by the High Court. The action has been taken against the
respondent
in
Rule 14(3) of the CCS(CCA) Rules which enjoins the disciplinary
authority
to
draw up or cause to be drawn up the substance of imputation of
misconduct
or misbehaviour into definite and distinct articles of charges. The term
cause
to be drawn up does not mean that the definite and distinct
articles
of
charges once drawn up do not have to be approved by the
disciplinary
authority. The term cause to be drawn up merely refers to a
delegation
by
the disciplinary authority to a subordinate authority to perform the
task
of
drawing up substance of proposed definite and distinct articles of
charge
sheet. These proposed articles of charge would only be finalized
upon
approval by the disciplinary authority.
6.
Can the IO take initiative for removing the deficiencies in the Charge
Sheet?
IO has full liberty to bring to the notice of the Disciplinary authority any discrepancy
which is of the nature of clerical or typographic mistake, i.e. patent errors which are
apparent in the face of the record. In case there is any patent defect in the Charge
Sheet, the I-O may bring it to the notice of the Disciplinary Authority well in time so that
the defect can be cured.
In this context it is essential that IO should not take upon himself the role of
refinement or reinforcement of the Charge Sheet. He should confine himself only to
the patent errors in the Charge Sheet and not try to make qualitative improvement in
it. Any initiative by the IO for the fortification of the charge sheet by way of including
additional evidence is most likely to provide material for challenge on grounds of bias
as the action of the IO is liable to be perceived as that of a prosecutor.
An illustrative list of patent errors is as under:
(a)

Typographic mistakes

(b)

Quoting wrong Rule Numbers. E.g.

(i) Charge sheet is being issued under Rule 15 of the CCS (CCA)
Rules 1965
(ii) The acquisition of this immovable property was not reported to the
competent authority as required under Rule 81 (2) of the CCS
(Conduct) Rules 1964.

(c)

Incompatibility between the name of the Rule and its year e.g.
CCS(CCA) Rule 1955

(d)

Incompatibility between the same figures mentioned in different parts of

the Charge Sheet.

(e)

Names of persons or places mis-spelt in the Charge Sheet e.g.

acquired a house at Hidurrabad at a cost of Rs. 13,00,000/=

94

(f)

Inconsistency between the numeric and verbal description of an

amount e.g. Rs. 7,348/= (Rupees Three Thousand seven Hundred
and forty eight)

(g)

Wrong mention of the reference number and/or date of communication

as well as Government instructions.

Illustrative list of errors which IO should not try to rectify is as under:

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

7.

Any logical inaccuracies

Insufficiency of evidence
Vagueness of charge
Ambiguity in charge
Lack of coherence between the misconduct and the charge. E.g.
Unauthorised absence is shown as lack of absolute integrity, while it
would have been better described as lack of devotion to duty.

Is it necessary for the IO to acknowledge the appointment order?

It is a good practice for the IO to acknowledge his appointment. This will keep the
Disciplinary Authority informed that the IO has taken charge of the matters and is
proceeding with the task. In case the IO is not able to take up the appointment, on
account of any valid reason, it is all the more important that the Disciplinary Authority
is informed well in time. While a person is not expected to turn down the appointment
as IO due to personal reasons, there may be circumstances wherein the IO may
have to decline to act so in the interest of the case or due to organisational reasons.
Such occasions should be extremely rare. But when such circumstances arise, the
IO should inform the Disciplinary Authority without any delay with complete reasons
8.

What is Daily Order Sheet (DOS)?

Daily Order Sheet is the record of the progress of the case handled by the IO during
a day. It is prepared and maintained by the IO. While no definite format has been
prescribed for the purpose, it is desirable to indicate the following in the Daily Order
Sheet.
(a)

Serial No of the order

(b)

Date

(c)

Parties present

(d)

What happened [eg.: State Witness No. 3 and 4 examined, cross

examined and re-examined. At the conclusion of hearing, Charged
Officer intimated that he may not be able to attend hearing for two
weeks because he had received message from his native place stating
that his mother is not well. He accordingly requested that the next
95

hearing may be held after two weeks. Request has been agreed to.
Date of Next Hearing will be intimated to the parties after two weeks]
(e)
9.

Signature of the parties concerned

What is the importance of DOS?

It needs to be appreciated that Daily Order Sheet will be the most authentic record
for ascertaining as to what happened in the course of inquiry because it is signed by
all present.
Inquiring Authority should therefore pay adequate care to the accurate recording of
DOS. All the opportunities granted to the PO needs to be recorded without fail
because these will help in countering the allegation, if any, of inadequate
opportunity raised by the Charged Officer at the later stage.
10.

Are copies of the DOS supplied to all the parties concerned?

Copy of DOS must be given to the parties present and signing it. While conducting
ex-parte proceedings, it would be a good practice to dispatch the copies of the DOS
to the delinquent official. This action will manifest the bonafide of the authorities, in
case the delinquent official alleges denial of reasonable opportunity, bias, malafide,
etc.
11.

When is the Daily Order sheet to be prepared?

Daily Order Sheets are to be prepared whenever there is a progress in the case not only when hearing takes place. Thus the first Daily order sheet may be made on the
day when IO received his/her appointment order. It may read as under:
Daily Order Sheet No. 1
Dated 99. Aaa.9999
Parties present: None
Received Order No. .. dated .. from .. appointing me as the Inquiry
Authority to look into charges framed against .. vide Memorandum No.
dated
The following papers were also received along with the Charge Sheet:
(a) Copy of the charge sheet
(b) Copy of the written statement of defence
(c) Copy of order No. . dated . appointing Shri . as Presenting
Officer in the case.
An acknowledgement was sent to the Disciplinary Authority.
Sd/Name
Designation
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12.

How does the IO analyse and understand the charge?

IO has to perceive the charge sheet based on the Charge - Fact - Evidence corelation. This will help in analyzing and appreciating evidence.
This will help the IO to proceed with the task with clarity right from the initial stage
13. What are the precautions to be taken by the IO during the pre-hearing
stage?
The date for the preliminary hearing must be chosen in such a way as to provide
reasonable opportunity to the parties concerned. For example if the parties are
posted outstation, date of hearing must be fixed so that there is adequate time for the
communication to reach the parties and adequate time for the parties for
undertaking the travel and reaching the venue.
14.

What is preliminary hearing stage?

The phase of the hearing from the first appearance of the parties before the IO till the
stage of recording of evidence is known as preliminary hearing.
15.

Under what circumstances, the IO may stay the proceedings?

IO cannot stay the proceedings except under one of the under mentioned two
circumstances:
(a) When there is a stay order from the court of competent jurisdiction
(b) When the Charged Officer has expressed lack of faith in the IO
16.
What course of action is open to the IO when the Charged Officer
presents an order from the Court staying the proceedings?
Under the above stated situation, the Disciplinary Authority must be promptly
informed of the development, to enable the Disciplinary Authority to seek legal
advice regarding scope of the order and to explore the possibility of filing appeal
against the stay order. IO should not proceed with the inquiry unless the stay order is
vacated by the court or the Disciplinary Authority informs, based on legal advice that the
stay order does not apply to the case in question.
17. What course of action is open to the IO when the CO expresses lack of
confidence on the IO?
As stated above, the IO shall stay the proceedings forthwith and inform the CO that
he is at liberty to seek a change of IO as per Rules. IO should also inform the CO
that the proceedings cannot be stayed indefinitely to facilitate the CO making
97

application for change of IO and that the CO must submit the application within a
prescribed time (say one week) and submit proof thereof; else the IO is at liberty to
proceed with the inquiry.
Simultaneously, the IO should apprise the Disciplinary Authority about the
development and await further instructions.
18.

What are the functions of the IO during the Preliminary Hearing stage?

During Preliminary Hearing, IO is required to perform the following actions:

(a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
(k)
(l)
19.

Making arrangements for conducting the hearing

Setting the stage for smooth conduct of hearing
Asking the statutory questions
Finalisation of the question of Defence Assistant
Fixing dates for Inspection of the originals of the documents
Fixing dates for the submission of the list of additional documents and
witnesses required by the CO for the purpose of his defence
Finalisation of the documents and witnesses admissible for defence
Taking action for procuring the additional documents required for the
defence.
Settling the issue of disputed documents
Taking the documents on record
Issue of certificates of attendance to the parties. This will be done
during regular hearing stage also.
Deciding on the requests for adjournment

What arrangements are to be made for conducting hearing?

Even before the arrival of the parties, the IO should ensure necessary seating
arrangements for conducting hearing. Preferably, the seating arrangement should be
such that both the parties will have equal access to the IO and the IO can watch and
hear both the parties comfortably. At any rate, the seating arrangements should not
be such as to send any signal that IO is inclined in favour of either of the parties.
Besides, it is desirable that no one other than those who are required for the hearing
is present in the room while the hearing is in progress. This may not always be
possible and it depends upon the space provided to the IO by the organisation.
However, IO should apply his mind to this aspect. Making a stenographer and a
computer available for the recording the proceedings is another aspect to be
attended to by the IO.
[Details regarding the remaining activities of the IO are discussed in the
chapter on Conduct of Inquiry]
20. What are the activities to be performed by the IO during the regular
hearing stage?

98

During regular hearing stage, IO will continue to prepare and issue Daily Order
Sheets and certificate of attendance as was being done earlier. In addition, IO will be
performing the following activities:
a) Summoning witnesses
b) Monitoring the conduct of the examination of witnesses
c) Recording the statements of the witnesses
d) Recording the demeanor of the witnesses
e) Deciding objections about the questions raised during examination of
witnesses.
f) Deciding requests for introducing additional witnesses.
g) Deciding requests for recalling witnesses
h) Asking the CO to state his defence on conclusion of the case of the
Disciplinary Authority.
i) Putting the mandatory questions on conclusion of the case of the defence
j) Checking up from the CO as to whether he got sufficient opportunity for his
defence.
k) Giving directions for the submission of the written briefs by the Presenting
Officer and the CO.
21.

Does the IO have power to enforce attendance of witnesses?

IO does not have power to enforce attendance of witnesses, except when an ad hoc
notification in respect of the particular inquiry has been issued by the Central
Government authorizing the Inquiring Authority to exercise powers specified in
Section 5 of Departmental Enquiries (Enforcement of Attendance of Witnesses and
Production of Documents) Act 1972.
22.

What is to be done, if a listed witness does not turn up for inquiry?

In case a Government official who has been named as a witness in a departmental

proceeding fails to turn up, the matter may be reported to the higher authorities of
the witnesses. Para 91 of P&T Manual provides that refusal to appear as witnesses
can be construed as sufficient cause for initiating disciplinary proceedings against
him.
[Details regarding the remaining activities of the IO are discussed in the
chapter on Conduct of Inquiry]
23.

What are the post hearing activities to be performed by the IO?

During the last hearing, the IO will fix time limit for the PO and the CO to submit their
respective written briefs.
Thereafter, the IO prepares his report and submits the same to the Disciplinary
Authority together with the records of the case.
99

24. What is the time frame within which the Inquiry is to be completed by
the IO?
As per the Vigilance Manual (Ed 2005) Inquiry Report is to be submitted by the IO
within six months from the date of appointment.

100

CHAPTER - 15
ROLE AND FUNCTIONS OF THE
PRESENTING OFFICER
1.

What is the basic responsibility of the Presenting Officer (PO)?

Presenting Officer is appointed for the purpose of presenting the case of the
Disciplinary Authority so that the charges can be proved in the Inquiry. In many
ways, the role of the presenting Officer is a challenging one. His role is comparable
to that of the anchor runner in a relay race. Many people have carried the baton and
finally it has been handed over to him. Whatever be the merits and demerits of the
earlier functionaries, being the last person in the line, it is for the Presenting Officer
to carry the baton to the winning post. An intelligent Presenting Officer can make up
for the mistakes committed by the earlier functionaries and accomplish the target.
Similarly, a bad Presenting officer may lose the advantage acquired by the
Investigating officer, Vigilance Officer, etc. and may lose the case through bad
presentation.
2.

What are the various activities performed by the PO for the discharge of
the above function?

For achieving his objective, the Presenting Officer is required to perform several
functions. Basically, the Presenting Officer is required to lead the evidence of the
Disciplinary Authority and satisfactorily answer the contentions raised by the
Charged Officer. Thus, the explicit functions of the Presenting Officer are:
a.
b.
c.
d.

Presenting the documentary evidence

Leading the oral evidence on behalf of the disciplinary authority
Cross examining the defence witness
Preparation and presentation of the written brief

Successful accomplishment of these explicit functions, call for a number of implicit

functions as well. Some of the actions such as liaison with the Disciplinary Authority
has to be performed by the Presenting Officer throughout the course of his
assignment. Notwithstanding this, various actions to be taken by the Presenting
Officer in the course of his assignment can be conveniently categorised into the
following four phases. :

Preparatory stage
Preliminary Hearing stage
Regular Hearing stage
Post hearing stage

101

3.

What are the activities performed by the PO during the preparatory

stage?

Following are the activities performed by the Presenting Officer during the
preparatory stage:
Examine Appointment order and the documents received along with it:
a) Establishing rapport with the Inquiry Officer
b) Understanding the charge
c) Analysing the charge
d) Link the facts to evidence
e) Anticipate possible line of defence: At the preparatory stage, the Presenting
Officer should also anticipate the line of defence, the Charged Officer will be
taking.
f) Visualise the transaction
4.

What documents are to be received by the PO along with the

appointment order?
a) PO receives the following documents along with the Appointment Order:
b) Charge Sheet along with the enclosures.
c) Written Statement of defence submitted by the charged officer.
d) In case the Charged Officer has not filed any Statement of Defence, a
confirmation to the above effect and a confirmation to the effect that the
Charge Sheet has been served on the Charged Officer.
e) A copy of the order of appointment in respect of the Inquiry Officer.

5.

Will it be fair and appropriate for the PO to meet the IO unless called for
a hearing?

Presenting Officer is the agent of the Disciplinary Authority and his endeavour is to
prove the charge. On the other hand the Inquiry Officer is an impartial authority who
is required to decide the case on the basis of the evidence led before him.
Notwithstanding this position, the Presenting Officer should consider himself as one
assisting the Inquiry Officer in ascertaining the truth. Often it is said that the
relationship between the Disciplinary Authority and the Presenting Officer is similar
to that between the client and an advocate. Presenting Officer is compared to the
Government Counsel. Every counsel is an officer of the court and owes a
responsibility towards the court in helping the court to ascertain the truth. On the
same analogy, the Presenting Officer should consider himself as an officer under the
Inquiry Officer assisting the latter to ascertain the truth. Immediately on receipt of the
appointment order, the Presenting Officer should get in touch with the Inquiry Officer
102

and assure him of his co-operation. It is also desirable that the Presenting Officer
informs the Inquiry Officer of his address and phone number to facilitate easy
communication.
Needless to add, it will be unethical for a PO to influence the IO regarding the
hearing and its outcome.
6.

What is the need for the PO to understand the charge immediately on

receipt of the appointment order?

Presenting Officer can present the case effectively only if he understands the case of
the Disciplinary Authority thoroughly. The first step in this regard calls for the
understanding of the charge. Often the charge is that a person has done something
which should not have been done or has failed to do something which should have
been done. That someone has used abusive language, (which should not have been
done) is a charge. That a person has failed to keep the cash book up to date, (failed
to do something, which should have been done) can be a charge. While charges like
unauthorised absence, insubordination, etc. can easily be understood, there may be
situations wherein the omission or commission of the Charged Officer may not be
easily understandable. The clue for understanding the charge is asking the following
questions:
What has the Charged Officer done or failed to do?
What was required to be done or not to have been done?
Which rule or instruction prescribes what is required to be done or not to be
done?
7.

How does the PO analyse the Charge?

The PO has to perceive the Charge - Fact - Evidence co-relation in the Charge
Sheet. For example, if there is a charge that an officer (working in a stores
department) has procured certain items without any demand for the same from the subdepots and thereby violated certain departmental instructions, the charge involves
the following facts:
That there are some instructions relating to the manner of procurement of
items.
That the instructions require that the items can be procured only after the
receipt of the demands from the sub-depots.
That the officer purchased the specified items.
That there was no demand from any sub-depot for these items.
8.

How should the PO link evidence to charge?

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Every fact that is required for establishing the charge must be presented through
some evidence. Presenting Officer must locate evidence at his disposal for
establishing various facts. This can be done by listing out the facts to be proved in
the inquiry and examining which piece of evidence (in Annexure III and IV) will help
in establishing the fact. The officer who has carried out the Preliminary Investigation
can be of great help in this regard because he has already reached certain
conclusions on the basis of the evidence gathered by him during the investigation
stage.
9.

What is the sphere of activities during the Preliminary Hearing Stage,

with which PO is concerned?
Collection of original documents
Finalising the schedule for the Inspection of the listed documents
Conducting the inspection of the listed documents
Additional documents required by the Charged Officer
Collection of the documents cited by the Charged Officer
Handing over the listed documents to the Inquiry Officer after the inspection
Obtaining the copies of the documents required by the Charged Officer

10.

Wherefrom and when does the PO collect the original documents?

Originals of the documents listed in Annexure III of the charge sheet are generally
held by the Disciplinary Authority. Normally they are retained by the Vigilance
Section or the Administrative section which has processed the case for issue of
Charge Sheet. The same will have to be obtained by the Presenting Officer and kept
in safe custody till it is got inspected by the Charged Officer and finally presented to
the Inquiry Officer. Depending upon the nature of the documents and convenience of
the parties, these documents may be taken over by the Presenting Officer at an
appropriate time. At any rate, the documents must be with the Presenting Officer
before the inspection of the same by the Charged Officer. It is advisable for the
Presenting Officer to critically examine the originals of the listed documents so that
the disputes which the Charged Officer is likely to raise may be anticipated and
proper remedial action can be planned.
11.

When does the inspection of documents take place?

It is during the Preliminary Hearing, that a decision is taken for the Inspection of the
Documents. As per Rule 14(II)(i), inspection of the documents is required to be done
within 5 days of the order or within such further time not exceeding five days as the
Inquiring authority may allow.The Presenting Officer will have to indicate to the
Inquiry Officer, his preference for the venue, date and time of the inspection of the
listed documents. Depending upon the mutual convenience of the parties, the Inquiry
Officer will fix the schedule for the inspection of the listed documents.

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12.

What precautions are to be observed by the PO during inspection of

documents?

Inspection of listed documents by the Charged Officer is a sensitive event in the

disciplinary proceedings. IO is at liberty to leave it to the PO and CO. Under such a
situation, it is for the Presenting Officer to get the Inspection of listed documents
completed. Presenting officer has to exercise great care and caution during the
inspection of original documents by the Charged Officer. There have been occasions
wherein the originals were destroyed during the inspection. At the same time,
Inspection of originals is a valuable right of the Charged Officer and the same cannot
be curtailed by unwarranted and unreasonable restrictions. The following
suggestions are worth considering at the time of inspection of documents:
The Charged Officer may not be allowed to hold a pen while carrying out the
inspection of the originals. A small dot or bar or a comma or a colon may change
the contents of the originals enormously. As Charged Officer is entitled to take
notes at the time of inspection, he may be advised to take notes with a pencil.
Preferably give one document at a time. There may be a number of documents
which will be inspected by the Charged Officer. Simultaneously handing over all
the documents to the Charged Officer will have many disadvantages. It is
appropriate to give the documents one after another. Once a document has been
inspected, the same must be taken back and then another document may be
handed over for inspection. As the Charged Officer has been supplied with the
copies of the documents, he may not require to compare the contents of the
originals. However, if the Charged Officer requires to simultaneously peruse two
documents, the same may be allowed ensuring the safety of the documents.
Keep the document equidistant between the Charged Officer and the Presenting
Officer. This will enable the Presenting Officer to have physical control of the
original document if the charged officer tries to destroy.
Never leave the documents in the custody of the Charged Officer. It is advisable
that the Presenting Officer is always present in the room throughout the
inspection. In case there is an extreme emergency, the Presenting Officer may
temporarily suspend the inspection, keep the documents under lock and key and
request the Charged Officer to wait for a few minutes. Alternatively, depending upon
the nature of the document being inspected, some reliable person may be asked to
take charge of the situation temporarily.
The Charged Officer and the Defence Assistant must be treated with utmost
courtesy, when they visit the Presenting Officer for the inspection of
documents. In case there is any difference of opinion about the rights of
Charged Officer or the limitations which the Presenting Officer may impose,
matter may be referred to the Inquiry Officer rather than entering into
unpleasant debate.

the
the
the
an

105

13.

What is the role of the PO with regard to the Additional documents and
witnesses demanded by the IO?

Charged Officer is entitled to ask for the documents which may be of help in his
defence. In fact, the Inquiry Officer is required to ask for the details of the documents
and witnesses required for the purpose of defence. Although it is for the Inquiry
Officer to decide on the relevance of the documents and witnesses cited by the
Charged Officer, Presenting Officer need not be a mute spectator at this stage.
Being a party to the proceedings, he has a right to express his opinion. Besides, he
also has a role to assist the Inquiry Officer by way of bringing to the notice of the
latter the rule position and the custodian of the document which has been cited by
the Charged Officer
14.

What is the role of the PO in collecting the additional documents

demanded by the CO?

Often, the Inquiry Officers request the Presenting Officer to collect the documents
required by the Charged Officer for the purpose of his defence. This practice is likely
to vitiate the inquiry and must be strictly avoided. The documents required by the
Charged Officer must reach the Inquiry Officer direct from the custodian of the
documents. Collection of the documents by the Presenting Officer may result in
allegation being leveled by the Charge Officer that the documents were tampered
while under the custody of the Presenting Officer. If the Inquiry Officer requests the
Presenting Officer to collect these documents, the latter should politely apprise the
former of the problems involved. However there can be no objection to the
Presenting Officer transiting these documents in sealed covers from the custodian of
the documents to the Inquiry Officer.
15.

What is the role of the PO in handing over the listed documents to the IO?

After the Inspection of the documents by the Charged Officer, in the next hearing,
the Presenting Officer is required to hand over the listed documents to the Inquiry
Officer, who will be taking over the documents and marking them as SE-1, SE-2,
etc. At this stage, the Presenting Officer should pay special attention to these
aspects:
The facts regarding the admission and dispute over the listed documents should be
correctly brought out in the Daily Order Sheet.
The documents taken over by the Inquiry Officer are to be signed by the Presenting
Officer and the Charged Officer.
Presenting Officer should ensure that the details of the documents taken over are
correctly reflected in the daily Order Sheet. This alone will serve as a receipt for the
documents handed over by the Presenting Officer.

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16.

Is the PO entitled to have copies of the additional documents demanded

by the CO?

As the Charged Officer is entitled for the copies of the listed documents, the
Presenting Officer is also entitled for the copies of the documents relied upon by the
Charged Officer. He is also entitled to peruse the originals of these documents.
These documents will be collected by the Inquiry Officer and will not be under the
custody of the Charged Officer. Hence, the Presenting Officer will have to request
the Inquiry Officer for the copies of these documents and the perusal of the originals.
The PO has to carefully go through the documents cited by the Charged Officer and
try to anticipate as to how the Charged Officer will draw support from the same. As
the Charged Officer will submit his written brief only after the submission of brief by
the Presenting Officer, there is no way for the Presenting Officer to understand as to
how the Charged Officer relies upon the documents for the purpose of his defence.
Presenting Officer can only anticipate this and accordingly do the needful in his
written brief.
17.

What are the responsibilities of the PO during the Regular Hearing Stage?

During Regular Hearing, witnesses of both sides are examined. As regards the
examination of the witnesses of the Disciplinary Authority, PO has the following
responsibilities:
Deciding the witnesses who may be dropped. At times Annexure IV of the
Charge Sheet may contain witnesses only for the purpose of introducing the
disputed documents. In case the CO did not dispute the authenticity of the
documents, it may not be necessary to call such witnesses. IO may
accordingly be informed. This has to be done with the approval of the
Disciplinary Authority.
Deciding as to whether any additional witness is required. This also has to be
done with the approval of the Disciplinary Authority. Thereafter a request will have
to be made to the IO.
Contacting and briefing the witnesses. There is nothing unethical in contacting
the witnesses in advance and informing of the proposed hearing. If the prerecorded statement of the witnesses is available, the same may be shown to
the witness also. The witness may also be informed of the likely questions
during cross examinations and be advised to be ready with answers.
Needless to add that it would be highly unethical to request or persuade or
pressurise the witness to depose in any particular manner
Arranging the attendance of the above witnesses
Conducting the examination of the witness: Normally, examination in chief
may not be in the question answer form. If a pre-recorded statement is
available, the same may be read over to the witness and he/she may be
107

asked to confirm the same. The witness may also be asked if he/she would like
to add, subtract or modify the contents of the pre-recorded statement.
Otherwise, the witnesses may be asked to introduce himself/herself and then
state the facts relevant to the case. PO, however, is expected to be ready with the
details which are to be stated by the Witness. In case any particular
information was not covered by the witness in his/her narration of the events, PO
should specifically ask for the same.
Conducting re-examination of the witnesses where necessary: PO should
carefully watch and note down the likely confusions created through the
cross-examination. Appropriate questions must be put during re-examination,
to clear the misconceptions created through cross-examination.
18.

What are the responsibilities of PO during cross examination of Defence

Witnesses?

The task of cross examining the defence witnesses involves the following activities:
Gathering the background information about the defence witnesses.
Anticipating the deposition of the defence witnesses.
Observing the examination in chief of the defence witnesses so as to judge the
veracity of the statements, involvement/interest of the witnesses and also to
object to leading questions.
Cross examining the defence witnesses
19.

What precautions are required on the part of the PO during the Regular
Hearing stage?

It is said that efficient examination-in-chief, comprises in asking questions in such a

way that the witness understands what answer is required; efficient cross
examination comprises in asking questions in such a way that the witness does not
understand what answer is required. In addition to the general skill of questioning
during examination of witnesses, the PO should take the following precautions:
a. Ensure that no leading questions are asked during examination in chief and
re-examination of the State witnesses
b. Object to the Leading questions raised by the CO or the Defence Assistant
during examination or re-examination of the defence witnesses
c. Raise objections, where necessary, during cross examination of State
witnesses.
d. Ensure that recorded statement of witness is true to the depositions and free
from errors.
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20.

What are the activities of the PO during post hearing stage?

After the hearing is over, PO is required to submit the written brief. The purpose of the
brief is to establish, by relying on the evidence produced in the inquiry that the charge
stands proved.
21.

What is the format for the brief of the PO?

There is no prescribed format for the brief of the PO. The following format is
suggested for the purpose:
a. Introduction
b. Details of the charges leveled
c. Proceedings during the Preliminary Hearing: How was inspection of
documents conducted; how many documents were disputed by the CO; how
many documents were taken on record by the IO and how many were to be
introduced through oral evidence; what were the documents and witnesses
demanded by the CO for the purpose of his/her defence.
d. Proceedings during the regular hearings; how many witnesses were led from
each side; whether any new evidence was introduced during the hearing;
e. Opportunities given to the CO: appointment of Defence Assistant;
adjournments demanded and granted; documents and oral witnesses
demanded and allowed, etc.
f. Case of the Disciplinary Authority: the Charge-facts-evidence co-relation
g. Evidence on behalf of the Disciplinary Authority
h. Evidence on behalf of the CO
i. Analysis of the Evidence presented by the parties.
j. Conclusion
22.

What will happen if the PO could not attend a hearing?

In this connection, para 9.2 of Chapter XI of the Vigilance Manual 1991 Ed provides as
under:
9.2 Rule 14 (14) of CCA Rules provides that the witnesses may be examined
by or on behalf of the Presenting Officer. Absence of PO on any particular
hearing would not necessarily imply postponment of hearing if an authorized
person is present on behalf of the Presenting Officer. The substituted
officer need not be formally appointed as Presenting Officer.
23.

What should be the form and frequency of interaction between the PO

and the Disciplinary Authority?

The presenting officer presents the case on behalf of the Disciplinary Authority.
Therefore, all the actions of the PO should have the approval of the Disciplinary
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Authority. PO should regularly be apprising the Disciplinary Authority about the

proceedings of each hearing. Para 2.4 of Chapter XI of Vigilance Manual 1991 Ed also
provides as under
2.4 The disciplinary authorities should be kept posted with the progress
of oral enquiries. The Presenting Officer should send brief reports of the
work done at the end of each hearing to the disciplinary authority in the
prescribed proforma
PO should seek permission of IO before dropping any evidence or seeking
permission of IO for introduction of any new evidence,

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CHAPTER - 16
DEFENCE ASSISTANT
1.

Who can be appointed as Defence Assistant?

Rule 14(8) of the CCA Rules provides for appointment of any one of the following as a
Defence Assistant, subject to certain conditions:
(a) A Government servant
(b) Legal practitioner
(c) Retired Government Servant
2.
What are the conditions relating to appointment of a serving
Government Servant as Defence Assistant?
Following are the conditions for appointment of serving Government Servant as
Defence Assistant
(a) The Government servant concerned must be posted in any office at the
Headquarters of the CO or in any office where the inquiry is being held
(b) The person so appointed must not have three pending cases:
3.
Can a Government Servant under suspension be appointed as Defence
Assistant?
DG P&T letter No. 201/`5/75-Disc.II dated 3 Jul 1975 provides that a Government
Servant under suspension can also be allowed to function as Defence Assistant.
The reasoning given in support of the above decision is that merely by being under
suspension, one has not ceased to be a Government Servant. The above letter
refers to a decision of the Kerala High Court, without giving the details of the
judgment.
4.
Can the CO seek the services as Defence Assistant, of a Government
Servant posted in a station other than the place of inquiry as well as the
Headquarters of the CO?
Proviso to Rule 14(8) provides for appointment as Defence Assistant, a Government
Servant posted at any other station, if the IO, having regard to the circumstances of the
case and for reasons to be recorded in writing, so permits.
It is necessary that in either case, whether allowing or rejecting the request of the
CO, the order of the IO must be a reasoned order. There is a statutory condition that
reasons must be recorded while granting permission to engage a Defence Assistant
from out station. Principles of natural justice require that the order rejecting the
111

request of the CO in this regard must be through a speaking one because it affects the
prospects of reasonable opportunity of defence.
5.
What further course of action is available, if the IO rejects the request of
the CO for appointment as Defence Assistant, of a Government Servant posted
at a station other than the Headquarters of the CO or the place where
the inquiry is being held?
The CO aggrieved by the order of the IO in the matter of engaging a Defence
Assistant from outstation is at liberty to make an appeal to the Disciplinary Authority as
provided in DoP&T OM No. 11012/3/86-Estt (A) dated 29 Apr 1986.
6.
What are conditions under which a legal practitioner may be allowed to
present the case on behalf of the CO?
Legal practitioner may be allowed to function as Defence Assistant under either of the
two following conditions:
(a) Where the PO is a Legal Practitioner - under this condition, the CO has a
statutory right to engage a legal practitioner as his defence assistant
or
(b) Where the Disciplinary Authority having regard to the circumstances of the
case so permits
7.
What are the circumstances which may justify the appointment of a legal
practitioner as defence assistant?
A non-exhaustive list of factors to be considered while examining the request of the CO
for engagement of legal practitioner has been provided in DG P&T letter No. 6/8/72Disc. I dated 29 Aug 1972:
(a) Status of the PO
(b) His experience in this job
(c) Volume and nature of documentary evidence produced.
The above letter also states that the sole criterion by which the Disciplinary Authority must
be guided is, whether the rejection of the request could be construed as denial of
reasonable opportunity.
Subsequently, the MHA DP&AR vide its OM No. 11012/7/83-Estt.(A) dated 23 Jul
1984 has clarified that when on behalf of the Disciplinary Authority the case is being
presented by the Prosecuting officer of the CBI or the Law officer (such as Legal
Advisor, Junior Legal Advisor) the request deserves to be considered favourably

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8.
What are the restrictions on a Retired Government Servant being
appointed as a Defence Assistant?
DoP&T OM No. 11012/11/2002-Estt.(A) dated 5 D}Feb 2003 provides the following
conditions in the matter of appointment of a retired government as a Defence
Assistant:
(a) Should have retired from Service under the Central Government.
(b) If the retired Government Servant happens to be a legal practitioner also, the
conditions prescribed for engaging a legal practitioner as defence assistant
will apply
(c) Should not have been associated with the case in any manner in his official
capacity
(d) Cannot function as Defence Assistant in more than seven cases at any point
of time.
9.

When is the Defence Assistant appointed?

It is desirable that the IO informs the CO of the latters entitlement for having the
services of Defence Assistant in the first communication regarding the hearing. As soon
as the CO informs the IO of the details of the Defence Assistant, the IO may write to
the controlling officer of the Defence Assistant so that the latter could be spared for the
first hearing it self.
Before formally allowing the person to function as Defence Assistant, O should
check and satisfy himself/herself about the number of cases being handled by the
defence assistant.

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CHAPTER - 17
CONDUCT OF INQUIRY

1.

What are the stages in conduct of inquiry?

Conduct of inquiry comprises the following main stages:
(a)
Pre - hearing stage: From the appointment of IO PO till the
commencement of hearing. During this stage, the IO and PO examine the
documents received by them and ensure their correctness. Besides, the PO
prepares for the presentation of the case.
(b)
Preliminary Hearing Stage: From the time the parties start appearing
before the IO, till the commencement of presentation of evidence. During this
stage CO is asked once again as to whether the charges are admitted,
inspection of documents take place, CO presents the list of documents and oral
witnesses required for the purpose of defence
(c)
Regular hearing stage: during this stage, evidence is produced by the
parties.
(d)
Post hearing stage: during this stage, the PO and the CO submit their
written briefs to the IO and the IO submits his/her report to the Disciplinary
Authority.

2.

Is there any time limit for commencement of hearing?

As per rule 14(7) of the CCA Rules, first hearing of the case must be scheduled
within 10 days of the IO receiving the Charge sheet. As the copy of the Charge
Sheet is sent to the IO together with the appointment order, it is implied that the
inquiry is to commence within 10 days of the IO receiving the appointment order. The
above rule also provides the time limit prescribed is extendable by maximum of
another 10 days.
3.

What happens during the first hearing of the case?

As per Rule 14(9) of the CCA Rules, when the CO appears before the IO, the latter
should ask whether the CO admits the charges or has any defence to make. If the
CO pleads guilty in respect of any of the charges, the IO should get it recorded and
get it signed by the CO. Rule 14(10) provides that the IO shall send a finding of guilt
to the Disciplinary Authority in respect of the charges in respect of which the CO has
pleaded guilty.
In addition to the above, the IO shall fix a schedule for the following:
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(a)
inspection of the documents listed in Annexure III of the Charge sheet,
within five days extendable by a maximum of another five days [Rule 14(11)(i)]
(b)
Submission of the list of witnesses to be examined on behalf of the CO
[Rule 14(11)(ii)]
(c)
Submission of the list of additional documents required by the CO.
within ten days extendable by a maximum of another ten days. Rule 14(11)(iii)]
4.
Is it advisable for the IO to ask the CO during the first hearing as to
whether the CO has faith in the IO?
It is not a bad idea to ask the CO during the first hearing as to whether the CO has
faith in the IO and record the answer to the question. This may be quoted against the
CO, in case the CO raises any frivolous complaint of bias later. On the other hand, if
the CO expresses lack of faith on the IO in the first instance, the same may be
recorded and the CO may be advised of the option open to him/her for seeking
change of IO.
5.
Is it necessary for the IO and PO to be present during the inspection of
listed documents by the CO?
Not necessarily. Para 3.7 of Chapter XI of the Vigilance Manual 1991 Ed provides that
inspection of listed documents is to take place at such place as the Inquiry
Officer may direct in the presence of the Presenting Officer or any other
gazetted officer deputed for the purpose by the disciplinary authority or
the other authority having the custody of the records.
6.
How to conduct inspection of listed documents which are held up in the
court?
The following alternatives are open in respect of the documents held up in the court
and required for inspection by the CO:
(a)
An application may be made to the court for making the documents
available at least temporarily
(b)
If the above request is not allowed by the court, inspection of the
documents by the CO may be arranged in the Court
7.

Can a document sought by the CO for the purpose of defence be denied?

Any document sought by the CO for the purpose of defence, can be denied only on
either of the two grounds. Firstly if the IO is of the opinion that the document is not

115

relevant to the case. In this case, the IO has to pass a reasoned order as prescribed in
the proviso to Rule 14(12) of the CCA Rules.
In addition to the above, authority in possession of the documents may deny the
production of documents for reasons to be recorded in writing that the production of the
said document is against public interest.
In this connection, para 3.5 of Chapter XI of the Vigilance Manual (1991 Ed) provides as
under:
3.5 Denial of access to documents which have a relevance to the case
will
amount to violation of the reasonable opportunity mentioned in Article
311
(2)
of the Constitution. Access may not, therefore, be denied except on
grounds
of relevancy or in the public interest or in the interest of the security
of
the
state. The question of relevancy has to be looked at from the point of
view
of
the Government servant and if there is any possible line of defense to
which
the document may be in some way relevant, though the relevance is not
clear
at the time when the Government servant makes the request, the
request
should not be rejected. The power to deny access on the grounds of
public
interest or security of State should be exercised only when there
are
reasonable and sufficient grounds to believe that public interest or
security
of
the State will clearly suffer. Such occasions should be rare.
8.
Generally what are the documents which are not made available by the
Head of the Department?
Para 3.6 of the Vigilance Manual (1991 Ed) indicates the following as examples of
documents, access to which may reasonably be denied:
i) Reports of a departmental officer appointed to hold a preliminary enquiry or
the report of the preliminary investigation of SPE. These reports are intended
only for the disciplinary authority to satisfy himself whether departmental
action should be taken against the Government servant or not and are treated
as confidential documents. These reports are not presented before the Inquiry
Officer and no reference to them is made in the statement of allegations. If the
accused officer makes a request for the production/inspection of the report of
the Investigating Officer, S.P.E., the Inquiring Authority should, instead of
dealing with it himself, pass on the same to the Disciplinary Authority
concerned, who may claim privilege of the same in public interest, as
envisaged in proviso to sub-rule (13) of Rule 14 of CCS (CCA) Rules, 1965.
ii) File dealing with the disciplinary case against the Government servant - The

preliminary enquiry report and the further stages in the disciplinary action
against the Government are processed on this file. Such files are treated as
confidential and access to them should be denied.

116

iii) Advice of the Central Vigilance Commission. - The advice tendered by the
Central Vigilance Commission is of a confidential nature meant to assist the
disciplinary authority and should not be shown to the Government servant.
iv) Character roll of the officer. - The CR of the official should not be shown to
him.
The above provision has to be perceived in the context of the Right to Information Act
and subsequent judicial pronouncements. As is well known, it is mandatory to provide
the advice of the CVC. Besides, the employees have acquired right to peruse their
Annual Performance Appraisal Reports
9.
Can the IO deny allowing a witness named by the CO for the purpose of
his/her defence?
IO can deny a witness only on the ground of relevance
10.

What is the sequence of events during Regular Hearing?

Following is the sequence of events during Regular Hearing:

(a) Documentary evidence on behalf of the Disciplinary Authority are taken on
record
(b) Oral evidence of Disciplinary Authority is taken on record
(c) CO asked to state his/her defence
(d) Documentary evidence on behalf of the Disciplinary Authority are taken on
record
(e) Oral evidence of Disciplinary Authority is taken on record
(f) Mandatory question by the IO
(g) Fixing time for submission of briefs by the PO and CO

11.
Can the statements recorded during preliminary investigation be relied
upon?
In this connection para 6.2 of the Vigilance Manual (1991 (ed) provides as under:
Instead of recording the evidence of the prosecution witness, de
novo,
wherever it is possible, the statement of a witness already recorded
at
the
preliminary inquiry/investigation may be read out to him at the oral
inquiry
and
if it is admitted by him, the cross-examination of the witness may
commence
thereafter straightaway. A copy of the said statement should,
however,
be
made available to the delinquent officer sufficiently in advance (at
least
3
days) of the date on which it is to come up for inquiry. As
regards
the
statement recorded by the Investigating officers of the CBI, which

are
not
signed, the statement of the witness recorded by the Investigating
Officer will
117

be read out to him and a certificate will be recorded thereunder that

it had been read out to the person concerned and has been accepted by
him.
12.
What is the procedure for procuring the documents demanded by the
charged officer?
Inquiring Authority should directly obtain the additional documents demanded by the
charged officer. It is incorrect to assign this task to the Presenting officer.
13.

What is the order in which the witnesses are to be presented?

The Presenting officer is to lead the State witnesses in the first instance. The order in
which the State witnesses are to be led can be left to the discretion of the Presenting
Officer. It is desirable to frame the sequence of the witnesses in such a way as to
gradually build the case of the Disciplinary authority.
After the State witnesses are examined, the charged officer can be asked to lead
defence witnesses, if any, in the order decided by him/her.
14.
What are the stages in the examination of witnesses?
Witnesses are examined through the under mentioned three stages:
(a) Examination in chief
(b) Cross examination
(c) Re-examination
15.

Who conducts the above three stages of examination:

Examination in Chief is conducted by the party who is producing the witnesses i.e.
examination in chief of the State witness will be done by the Presenting officer and
examination in chief of the defence witnesses will be done by the Charged officer
assisted by the Defence Assistant
Cross examination is done by the opposite party. i.e. Cross examination of State
witnesses will be done by the Charged officer, assisted by the Defence Assistant and
cross examination of the defence witnesses will be done by the Presenting officer
Re examination will be done by the party who performed examination in chief.
16.

What is the scope of Examination in Chief?

Examination in chief is confined to the relevant issue i.e. issues relating to the
transaction on which the charges have been framed in the case of State witnesses
and the points mentioned in the statement of defence in respect of defence
witnesses.
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17.

What is a leading question?

Leading question is one which indirectly reveals the expected answer to the question.
18.

What is the provision regarding leading questions?

Leading questions are prohibited during examination in chief and re-examination.

There is no bar on asking a leading question during cross examination. This means that
one cannot ask a leading question from ones own witness; but can ask a leading
question from the witness presented by the opposite side.
This general rule has an exception viz. that there is no bar on asking a leading
question which is introductory in nature. E.g. You are in the working in the store since
2010?
19.

What is the scope of cross examination?

Scope of cross is examination is a bit wide. Questions for assailing the credibility of
the witness can also be raised.
The following questions are however, prohibited during cross examination:
(a)
(b)
(c)
20.

Questions without any basis

Questions which are obscene or indecent
Questions which are intended to vex or annoy the witnesses

What is the scope of re-examination?

Re-examination will be confined to the issues on which cross-examination was

conducted.
21.

Is there any scope for a second cross - examination?

In case any new issue was raised during re-examination with the permission of the
Inquiring Authority, one more opportunity for cross-examination must be afforded.
22.
Considering the scope of examination in chief and cross examination,
what should be the difference in approaches for these two activities?
It is said that the art of successful examination in chief is to ask questions in such a way
that the witnesses understands the answer expected - without the question being a
leading question.
On the contrary, the art of cross examination is to ask questions in such a way that the
witness does not understands what is the purpose of the question.
119

23.

What is the procedure for recording of evidence by the witnesses?

The statements of the witnesses may be recorded either in narrative form or in

question answer form as deemed suitable. Generally, examination in chief may be in
narrative form. At times it may even state as under:
The witnesses confirmed the statement given by him during preliminary
investigation and said he had nothing more to add and modify.
Cross-examination and re-examination will be in the form of question and answer. It
is desirable that the questions and answers are numbered for the sake of easy
reference in the written briefs of the PO and charged officer and in the Inquiry report.
Witness will be asked to sign each page of the statement. Copies given to the CO and
PO.
24.

What is the stage at which the charged officer is asked to lead evidence?

After the case of the disciplinary authority is over, the charged officer will be asked to state
his defence. This is only an offer to the delinquent and if the delinquent does not state
his/her defence, the inquiry will proceed.
25.

What is the order in which the charged officer will present defence?

Charged officer will first present documentary evidence and then lead oral evidence.
26.

Can the CO be questioned by PO?

PO can question the charged officer only if he/she presents himself/herself as a

witness.
27.
What happens if a witness who had given a statement during
preliminary investigation changes stand to favour the delinquent?
Change of stand without any justifiable reason will amount to a misconduct and the
Government servant who is guilty of such a misconduct renders himself/herself liable
for disciplinary action. In this connection, Central Vigilance Commission Office Order
No.
Office Order No. 73/12/2005, dated: 15th December, 2005 provides as under:
3. Rule 16, Chapter XIII of Vigilance Manual Vol. I, provides that
if
a
Government servant, who had made a statement in course of a
preliminary
enquiry, changes his stand during evidence in the enquiry, and if such
action
on his part is without justification or with the objective of favouring one
or
the
other party, his conduct would constitute violation of Rule 3 of the
Conduct

120

Rules, rendering him liable fordisciplinary action. Such misconduct

in the context of criminal cases becomes all the more grave.
4. The Commission is of the view that this unhealthy tendency on
part
of
public servants needs to be curbed effectively. The Commission,
therefore,
desires that such misconduct, whenever reported by the CBI,
should
be
viewed with utmost seriousness and necessary disciplinary action
initiated
promptly.
28.

Can a witness be called for the second time?

Under Rule 14(15) of the CCA Rules, the Inquiring Authority may at its
discretion allow the Presenting officer to re-call witness. In the event of a
witness being re-called and re-examined, care must be taken to provide to the
opposite side an opportunity to cross-examine the witness as well. This is not
at the discretion of the Inquiring Authority - but a mandate of the principle of
natural justice which requires providing reasonable opportunity of defence.
29.

Can a hearing be held in the absence of the CO?

In this connection, Vigilance Manual 1999 Ed provides as under:

17.5 If in any particular hearing, the accused officer is unable to come for any
reason, his Assisting Officer can proceed with the case if he has
authorization to this effect from the accused officer. Similarly, the
Assisting Officer can submit the defence of the delinquent officer
contemplated in Rule 14 (16) of the CCS (CCA) Rules, 1965, if he holds
authorisation to this effect from the delinquent officer.
30.

Can the inquiry proceed without the charged officer?

Following provision of the Vigilance manual is relevant in this connection:

17.5 If in any particular hearing, the accused officer is unable to come
for
any
reason, his Assisting Officer can proceed with the case if he has
authorization
to this effect from the accused officer. Similarly, the Assisting
Officer
can
submit the defence of the delinquent officer contemplated in Rule 14
(16)
of
the CCS (CCA) Rules, 1965, if he holds authorisation to this effect from
the
delinquent officer.
31.

Can the Inquiring Authority question the witnesses?

Rule 14(14) explicitly provides that the Inquiring Authority may also put such
questions to the witness as it thinks fit. Two cautions must be borne in mind while
exercising this statutory right. Firstly, the parties to the proceedings acquire a right to
cross-examine the witness on the issued over which the Inquiring Authority has
121

examined the wintesse. Secondly, the questions must not be with the object of
establishing the charge. Such questions may put the Inquiring Authority in the mantle of
the Presenting Officer which may lead to quashing of the proceedings on the
allegation of bias.
32.

Can the Inquiring Authority question the charged officer?

The Inquiring Authority is required under Rule 14(18) to question the Charged Officer
generally about the circumstances appearing against him. However, probing
questions which may lead to incrimination of the Charged Officer will cast aspersions
about the role of the Inquiring Authority.
Inquiry proceedings were set aside in Moni Shankar Vs. Union of India (UOI) and Anr.
[JT2008(3) SC484, (2008)3SCC484, 2008 (3)SLJ325(SC)] for the reason that the
Inquiring Authority had exceeded his limit in asking the mandatory question, as may be
seen from the following:
18. The Enquiry Officer had put the following questions to the appellant:
Having heard all the PWs, please state if you plead guilty? Please
state if you require any additional documents/witness in your
defence at this stage? Do you wish to submit your oral defence
or written defence brief? Are you satisfied with the enquiry
proceedings and can I conclude the Enquiry?
19. Such a question does not comply with Rule 9(21) of the Rules. What
were
the circumstances appearing against the appellant had not been
disclosed.
33.

What is mandatory question?

Rule 14(18) has a provision that empowers the Inquiry Authority to question the
Charged Officer. This question shall be asked in the cases wherein the CO had not
presented himself as a witness. Probably the use of the word shall in the sub rule
has resulted in this being called a mandatory question. However it must be
understood that it may not be a question at all. The purpose of this question is to
enable the CO to explain the circumstances against him. The IO is expected to
question the CO on the circumstances appearing against him so that the CO
can defend himself appropriately.
34.
What happens if the deposition of a witness is in a language other than
English or Hindi (which ever is the language of the proceedings)?
In this connection, Para 13.6 of the Vigilance provides as under:

13.6 If a witness deposes in a language other than English

but
the
depositions are recorded in English, a translation in the
language
in
which the witness deposed should be read to the witness by the
Inquiry

122

Officer. The Inquiry Officer will also record a certificate

that the depositions were translated and explained to the
witness in the language in which the witness deposed.
35.

What happens if a witness fails to turn up for examination?

A government servant summoned by the Inquiring Authority for tendering evidence in a

disciplinary proceedings is bound to attend the same. Failure to do so will amount a
misconduct. Therefore, if a witness fails to turn up for inquiry without proper
justification the Inquiring Authority may report the matter to the controlling officer of the
witness so that disciplinary action could be initiated.
36. Who bears the expenditure incurred by the witnesses and parties for
attending the inquiry?
In respect of serving Government Servants, the expenses are to be borne by the
respective organization where the witness is employed based on the certificate
issued by the Inquiring Authority. Otherwise the expenses will have to be met by the
Disciplinary Authority.
37. What facility is provided to the Inquiring Authority for expeditious
completion of the proceedings?
DoP&T OM No. 142/5/2003-AVD.I dated 6.4.2004 provides that Inquiring Authority
may be relieved of normal duties for 20 days in two spells for timely completion of
inquiry.

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CHAPTER - 18

BRIEF OF THE
PRESENTING OFFICER
1.

What is the purpose of the written brief of the Presenting Officer?

Submission of the written brief is the culmination of the activities of the Presenting
Officer. During the hearing, the parties to the proceedings present documentary
evidence and lead oral evidence. Evidence presented during the hearings serve the
purpose of presenting facts. The facts must lead to some inference. The link
between the bare facts and the inference is required to be established through logic.
Towards this end, Rule 14(19) of the CCA Rules provides as under:
"The

inquiring authority may, after the completion of the

production
of
evidence, hear the Presenting Officer, if any, appointed, and the
Government
servant, or permit them to file written briefs of their respective case, if
they
so
desire.
2.
Which is a better course of action - making verbal submissions or filing
written briefs?
Lawyers generally argue the cases on conclusion of the examination of witnesses in the
judicial proceedings. In most of the disciplinary cases, the summing up of the case is
done through submission of written briefs. All the parties to the proceedings prefer the
submission of written briefs because of the following reasons:
(a) If the case is argued orally, the Inquiring Authority will have to take down
notes of the argument and the same will again have to be reduced to writing.
Submission of written briefs saves this extra labour for the Inquiring Authority.
(b) Arguing a case is a more difficult task than leisurely writing a brief. Argument
calls for certain additional skill i.e. Presentation skills, verbal fluency, presence
of mind, etc.
(c) Officials are mostly familiar with the written submission of their proposals and
would feel at home while preparing written briefs.
(d) While arguing a case one may miss a point. But written briefs can always be
rechecked and shown to an expert before submission and omissions can be
avoided.
(e) Above all, the Presenting Officer can get his written brief vetted by the
appropriate authorities before submission to the Inquiring Authority.

124

3.
What is the source material from which Presenting Officer prepares the
written brief?
The content of the written brief of the Presenting Officer is derived from the following:
(a) Charge Sheet
(b) Statement of defence given by the Charged officer at various stages
(c) Evidence led on behalf of the parties - documentary and oral
(d) Daily Order Sheets
(e) Interlocutory Orders passed by the Inquiring Authority in the course of Inquiry
4.
What information in the Daily Order sheet and the Interlocutory Orders
passed by the Inquiring Authority are of use in the written brief of
the Presenting Officer?
It is good practice for the Presenting officer to highlight that the charged officer has been
given full opportunity of defence in the Inquiry - say the adjournments sought by him
were granted, documents sought by him were made available, etc. Information
In this regard, will be available in the Daily Order Sheets and the Interlocutory
Orders of the Inquiring Authority.
5.
What is the sequence in which the briefs are presented by the
Presenting Officer and the charged officer?
Presenting Officers brief is to be submitted first. Charged officer is allowed to file
his/her brief after perusal of the written brief submitted by the Presenting Officer.
6.
What is the authority or justification for asking the Presenting Officer to
submit brief in the first instance?
Rule 14 (19) does not explicitly state that the Presenting Officers brief must be
submitted in the first instance. However, DoPT OM No. 11012/18/77-Estt.(A) dated 2
Sep 1978 provides that the Presenting Officers brief must be submitted in the first
instance and a copy thereof must be made available to the charged officer. This OM
explicitly states
In case the copy of the brief of the Presenting Officer is not given
to the Government Servant, it will be like hearing arguments of the
Presenting Officer at the back of the Government Servant. In this
connection attention is also invited to the judgment of the Calcutta High
Court in the case of Collector of Customs Vs. Mohd. Habibul [(1973) 1
SLR 321 (Cal)] in which it is laid down that the requirements of Rule
14(19) of the CCS (CCA) Rules 1965 and the principles of natural justice
demand that the delinquent officer should be served with a copy of the
written brief filed by the Presenting Officer before he is called upon to
file his written brief.

125

7.
While the charged officer has the benefit of knowing the submissions of
the Presenting Officer before preparing the defence brief, the latter is denied a
similar opportunity. Does it not put the Presenting Officer in a
disadvantageous position?
One of the cardinal rules in criminal jurisprudence is that the prosecution has to
prove the case without relying upon the defence. The following observation of the
Honble Supreme Court in Sharad Birdhi Chand Sarda vs State Of Maharashtra on
17 July, 1984 [1984 AIR 1622, 1985 SCR (1) 88] is relevant in this context:
It is well settled that the prosecution must stand or fall on its own legs
and it cannot derive any strength from the weakness of the defence.
This is trite law and no decision has taken a contrary view.
Accordingly the Presenting Officer has to submit his/her written brief without any
reference to the submissions by the charged officer.
On the other hand the charged officer has to counter the allegations leveled in the
charge sheet and controvert the submissions by the Presenting Officer. Thus it is in
order that the Presenting Officers written brief is made available to the charged
officer and not vice versa.
8.
What are the points to be taken care of by the Presenting Officer while
preparing the written briefs?
While preparing the written brief the Presenting Officer should pay attention to the
following aspects:
(a) Form : Although no form has been prescribed for the written brief of the
Presenting Officer it is desirable that the same conforms to a form which will
facilitate easy presentation and effective communication of the ideas
(b) Facts: The brief should contain all the relevant facts which help in
establishing the charge and also the fact the charged officer has been
provided with reasonable opportunity. Every inference/conclusion in the brief
must be duly supported by evidence. This the facts based on which the
conclusions are drawn must be pointed out,
(c) Logic: Bare facts may not be able to lead to any conclusion. The facts are to
be linked to the charge through logic.
(d) Language: Although, ideas constitute the backbone of the brief, yet the
language must be faultless, powerful, impressive and easy to understand.
9.
What form will be appropriate for the written brief of the Presenting
Officer?
A suggested form is appended at the end of this chapter.
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10.

What is the role of logic in the written brief of the Presenting Officer?

We have seen in an earlier chapter that a charge stems from a set of facts. The
Facts are proved through evidence. Logic is the linkage which connects evidence to the
charge through facts.
For example, the charge against an officer is that he had issued a false certificate of
having inspected a product on a date when the product was not in existence.
Following pieces of evidence were produced during the inquiry:
(a) Inspection report dated Day D duly signed by the charged officer
(b) Stock register of finished product as on D-4
(c) Stock register of the raw material as on D-10
(d) Gate pass for exit of the finished product on D-3,D-2 and D-1
(e) Entry record of raw material for D-9 to D-1
(f) Expert opinion on how much raw material would be required for preparing one
unit of product.
Above facts are seemingly disjointed and do not lead anyone anywhere. There is a
logical chord running through the above disjoint pieces of facts, which will lead to the
establishment of the charge when linked logically. Presenting Officers job is to show
as to how different pieces of evidence taken together lead to establishing the charge
11. How important is the role of language in the preparation of the written
brief of the Presenting Officer?
The basic purpose of preparing the written brief is presenting the details and
convincing the Inquiring Authority about the reasons for concluding that the charges are
proved. The facts to be presented in the brief may be many. The analysis and
presentation of these facts call for communication skill of a fairly high order. The brief is
required to be read and understood by the Inquiring Authority without any
clarification from the Presenting Officer. (Obviously, the Inquiring Authority will be
reading the brief at his convenience and the Presenting Officer is not expected to be
present for offering any explanation).
Besides, verbal presentation has certain advantages such as body language, voice
modulation, volume, pitch, etc. If the case is verbally argued, the Presenting Officer may
be able to emphasize his points by raising his voice or slowing the pace of delivery.
On the other hand, the Presenting Officer is arguing his case through the written brief
and hence his brief must be able to speak loud and clear. Therefore, special efforts
must be made by the Presenting Officer to prepare his written brief in a lucid style,
endowed with a logical sequence. The Presenting Officer should therefore adopt an
effective style of writing. It is desirable to type the vital points in bold letters or otherwise
highlight the same.

127

12. How many copies of the written brief are to be submitted by the Inquiry
Authority?
Ideally, the Presenting Officer should prepare as many copies of the written brief as
the number of charged officers (applicable in the case of common proceedings) and
an additional copy each for the Inquiring Authority and the Disciplinary Authority.
This will obviate the need for preparation of additional copies by the Inquiring
Authority.
13.

To whom does the Presenting Officer send the written brief?

Normally, Inquiring Authorities adopt two methods for obtaining the briefs from the
parties:
a)
The Inquiring Authority may direct the Presenting Officer to submit two
copies of the brief so that it (Inquiring Authority) may forward a copy to the
Charged Officer.
b)
Alternatively, The Inquiring Authority is also at liberty to direct the
Presenting Officer to forward a copy of the written brief to the Charged Officer and
then send another copy to the Inquiring Authority along with proof of delivery
to the charged officer.
In the later event, care must be taken by the Presenting Officer to obtain the
acknowledgment of the Charged Officer for the delivery of the brief. A copy of proof of
delivery of the brief to the Charged Officer must be sent to the Inquiring Authority along
with the copy of the brief meant for the Inquiry Officer.
In either case, the time limit prescribed by the Inquiring Authority for submission of the
brief must be strictly adhered to. If, on account of any unavoidable reason, the time
limit could not be complied with, Inquiring Authority must be informed of the reason
and extension obtained with the knowledge of the Charged Officer.

128

Annexure
Written Brief of the Presenting Officer
1. Introduction: It is desirable that the brief starts with an introduction wherein the
details of the case may be given. The introduction may run something like this:
Charges were framed by xxxxx (Disciplinary Authority) against Shri. ABC (name and
designation), under Rule 14 of the CCS (CCA) Rules 1965 vide OM No. xxxxx dated
xxxxx. On the denial of the charges by Shri ABC, it was considered necessary by the
Disciplinary Authority to hold an inquiry into the matter and accordingly Shri.
Mmmmmm (name and designation) was appointed as the Inquiring Authority and the
undersigned viz. ssssssss (name and designation) was appointed as the Presenting
Officer. Inquiry was held during xxxxx (date of commencement of the inquiry) and
yyyyyyy (date of conclusion of the inquiry). The Inquiring Authority ordered on yyyyyy
that the written brief of the Presenting Officer be submitted by zzzzzz (date).
Subsequently, on the request of the Presenting Officer time for submission of the brief
was extended to kkkkk under intimation to the charged officer. Accordingly this written brief
is being submitted.

2. Charge: The second item in the written brief must be the details of the charges. The
para may read
The articles of charge framed against Shri. ABC are: mmmmmmm,mmm

3. Proceedings during the Preliminary Hearing: Details such as the denial of the
charges by the Charged Officer during the Preliminary Hearing, the details of the
State documents admitted and disputed by the Charged Officer may be indicated
here.
4. Opportunities given to the Charged Officer: Providing reasonable opportunity to
the Charged Officer is an essential requirement of the disciplinary proceedings.
Besides, the Charged Officer is likely to mention in his written brief that he was not
provided with reasonable opportunity. Hence, the Presenting Officer should
commence his contentions with a submission about the opportunities given to the
Charged Officer. Presenting Officer should highlight the opportunity given to the
Charged Officer for presenting additional documents/witnesses. Besides, permission
granted to the Charged Officer for engagement of Defence Assistant, any lenience
shown to the Charged Officer, any facility availed by him, etc. may be specifically
brought out here. It is desirable that the Presenting Officer anticipates the arguments
likely to be taken by the Charged Officer and provides answers to the same, to the
extent possible. If any document which was totally irrelevant was requested by the
Charged Officer and the same was denied by the Inquiry Officer, one can be more
than sure that the Charged Officer will be mentioning the same in his written brief
and trying to argue that he was denied reasonable opportunity. The Presenting

129

Officer should anticipate such argument and highlight in his brief that the Charged
Officer was provided with reasonable opportunity.
5. Case of the Disciplinary Authority: This paragraph will predominantly rely on the
statement of imputations of the misconduct. Here the Presenting Officer may
indicate the facts on the basis of which the charge is required to be proved.
6. Evidence on behalf of the Disciplinary Authority: After narrating the case of the
Disciplinary Authority, the Presenting Officer may give the details of the evidence
actually led on behalf of the Disciplinary Authority vis-a-vis the evidence mentioned in the
Charge Sheet (Annexures III and IV). Any deviation, such as not presenting any
witness mentioned in the charge sheet or presenting additional witnesses with the
permission of the Inquiring Authority may also be indicated.
7. Evidence on behalf of the Charged Officer:
The details of the oral and
documentary evidence presented by the Charged Officer may be listed here.
8. Evaluation of evidence: This is the most crucial portion of the written brief. In this
portion, the Presenting Officer should highlight the facts established by each piece of
evidence. There are two ways of achieving this, viz.
(a)
The Presenting Officer may take up the facts to be established for
proving the charge one by one, and indicate the evidence which establishes
the fact.
(b)
Alternatively, the Presenting Officer may take up each item of evidence
presented on behalf of the Disciplinary Authority and indicate what points have
been established by each piece of evidence.
9. Analysis of the case of the Charged Officer: Although the case of the Disciplinary
Authority is to stand on its own legs, it is advisable for the Presenting Officer to
anticipate and counter the submissions of the Charged Officer. This will help the
Inquiring Authority to evaluate the complete case and draw final conclusions.
However, this is an area where the Presenting Officer will have to do considerable
brain teasing. The case of the Charged Officer can be inferred only from his
submissions. But some Charged Officers do not present any written submissions till
the conclusion of the hearing. Even the written Statement of Defence in response to
the Charge Sheet will contain a one line denial such as I deny the charges. As a
result, the Presenting Officer may not have any document indicating the stand of the
Charged Officer. Under such circumstances, the Presenting Officer will have to
construct the case of the Charged Officer from the evidence produced by him. The
Presenting Officer should try to undermine the value of the defence witnesses citing
acceptable reasons. In this paragraph, the Presenting Officers argument should run
on the following lines:

130

(a) That the case of the Charged Officer is not logically possible.
(b) That the Charged Officer has failed to establish what he tried to do.
(c) That the witnesses led by the charged officer are not reliable because of
contradictions with the established facts.
(d) That the defence witnesses were interested parties and hence their
evidence cannot be relied upon.
(e) Inconsistency and absence of corroboration in the statements of the
Defence Witnesses.
10. Conclusion: Finally, the brief of the Presenting Officer should contain a specific
assertion to the effect that on the basis of the evidence presented during the Inquiry,
Charges should be held as proved. At this stage, the Presenting Officer should not
bother about adequacy of evidence. If there is some evidence pointing towards the
guilt of the Charged Officer, the charges should be held proved on the basis of
preponderance of probability. If the evidence produced in the inquiry leads to proof
beyond doubt, the Presenting Officer should specifically mention the same in his
brief.

131

CHAPTER - 19
EVALUATION OF EVIDENCE

"The astonishing amount of perjury in courts of law

is
a
sad commentary on human veracity. In spite of the
oath,
more untruths are probably uttered in court
than
anywhere else. This deviation from veracity ranges
from
mere exaggeration all the way to vicious perjury.
Much
of
this untrue testimony grows directly out of
human
nature under unusual stress and is not an
accurate
measure of truth-speaking general. In order to
shield
a
friend or help one to win in what is thought to be a
just
cause, or because of sympathy for one in trouble,
many
members of the frail human family are inclined to
violate
the truth in a court of law as they will not do
elsewhere."
In the words of Osborn (The problem of proof Albert S. Osborn, PP 22, 23, New York, Matthew
Bender and Co.
1926 - quoted in (2) ibid,
P.226).

The above stated nature of human beings makes the task of the functionaries in
Disciplinary Proceedings all the more challenging. Culling out truth from the
conflicting statements of the contesting parties is perhaps the most challenging part of

the assignment of the Disciplinary Authority and the Inquiring Authority. This complex
process is known as evaluation of evidence.
Evaluation of evidence is perhaps the most complex and challenging area in the
gamut of activities during departmental proceedings. Skill in evaluation of evidence is
required to be possessed by almost all the functionaries. Presenting Officer is
required to evaluate evidence and present his version in the brief of the PO. Inquiring
Authority is required to evaluate evidence to arrive at the conclusion as to whether
the charges are proved. Disciplinary Authority is required to make first hand
appraisal of evidence and take a view as to whether the Inquiring Authoritys

132

conclusion are acceptable. Appellate Authority is also required to perform the above
function.
Although skill can be developed through exercises, case studies, etc. in this chapter an
attempt is being made to provide the underpinning knowledge necessary for
evaluation of evidence.

1.

What are the various types of evidence led in departmental proceedings?

Generally two types of evidence are led in departmental evidence viz.

(a) documentary evidence and
(b) oral evidence.
In contrast, in criminal trials certain objects (such as weapons or clothes worn by the
victim, etc.) may also be produced as evidence and these are known as Exhibits.
2.

What is the role of evidence in deciding the case?

Following are some of the cardinal principle in drawing conclusions in judicial/quasijudicial proceedings:
(a)
(b)
(c)
(d)
(e)

3.

Conclusions must be based on evidence

There is no room for conjectures or surmises in drawing conclusions
Reliance must be placed on the evidence made available to the
Charged Officer during the inquiry
No evidence behind the back of the Charged Officer.
Decision making authorities should not import personal knowledge into
the case

What is meant by the standard of proof?

Standard of proof or level of proof, refers to the quality of evidence produced to

establish a fact. In a sense it indicates as to how strongly the evidence establishes the
fact it purports to prove. Generally the following three levels of proof are referred to in
judicial/legal proceedings:
(a)
(b)
(c)

Preponderance of probability
Clear and convincing evidence
Proof beyond reasonable doubt

133

4.
What is the difference between the criminal trial and departmental
proceedings in so far as evaluation of evidence is concerned?
Generally the following three points of distinction exist between criminal trial and
departmental proceedings in so far as evaluation of evidence is concerned:
(a)
In criminal proceedings, standard of proof required is proof beyond
reasonable doubt. On the other hand, preponderance of probability is
adequate to establish the charge in departmental proceedings.
(b)
Hearsay evidence is strictly prohibited in criminal trials. However, there is
no bar against the reception of hearsay evidence by domestic tribunals. What
value is to be attached to such evidence depends upon the facts and
circumstances of each case.
(c)
In domestic inquiries, a relaxed procedure is adopted for allowing
circumstantial evidence.
5.

What is pre-ponderance of probability?

Literal meaning of the word preponderance: is superiority in power, influence

number or weight.
As a level or standard of proof, pre-ponderance of probability means more likely to
have happened than otherwise.

6.

What is hearsay evidence?

When a witness states a fact based on what he/she had heard from some other
source without being a direct witness to the event, evidence tendered by such a
person is known as hearsay evidence
7.

What are the rules regarding the admissibility of hearsay evidence?

Hearsay evidence is prohibited in criminal trials. On the other hand, during

departmental proceedings hearsay evidence can be taken into account in
establishing the charge if there is corroborative material.
8.

What is circumstantial evidence?

Circumstantial evidence is the opposite of direct evidence. When no eyewitness is

available, issues can be decided based on circumstantial evidence.

134

9.

What are the rules regarding circumstantial evidence?

Tests laid down by the Honble Supreme Court in the Case of Hanumant Vs. State of
Madhya Pradesh [AIR 1952 SC 343, 1953 CriLJ 129, 1952 1 SCR] is applied in the
matter of evaluation of circumstantial evidence in criminal trials. This has been
reiterated in the case of Sharad Birdhi Chand Sarda vs State Of Maharashtra [1984 AIR
1622, 1985 SCR (1) 88] in the following terms:
(1) the circumstances from which the conclusion of guilt is to be
drawn should be fully established.
xxxx
(2) The facts so established should be consistent only with the
hypothesis of the guilt of the accused, that is to say, they should not be
explainable on any other hypothesis except that the accused is guilty,
(3) The circumstances should be of a conclusive nature and tendency.
(4) They should exclude every possible hypothesis except the one
to be proved, and
(5) There must be a chain of evidence so complete as not to leave
any reasonable ground for the conclusion consistent with the
innocence of the accused and must show that in all human probability
the act must have been done by the accused.
These five golden principles, if we may say so, constitute the
panchsheel of the proof of a case based on circumstantial evidence.
In quasi-judicial proceedings, relaxed norms are applied based on the principle of preponderance of probability rather than conclusive nature of evidence and excluding
every other hypothesis.
10. Can a charged officer be acquitted of the charges even without putting
up any defence at all?
The charge leveled by the Disciplinary authority needs to be proved by leading
evidence on behalf of the Disciplinary Authority. Charged officer has no duty to prove his
innocence. Hence the charged officer can be acquitted based on the failure of the
Presenting officer to establish that the charges have been proved.
11.

What is the concept of burden of proof?

General rule is that one who wants the court (or the Inquiring Authority) to believe
something, must lead evidence to establish the fact. This is known as the burden of
proof.
135

If the disciplinary authority has leveled the charge that an employee had left the
office before closing hours and without taking permission, evidence must be led on
behalf of the Disciplinary Authority to establish the same. If the defence of the
Charged Officer contends that that he/she had taken permission to leave early,
he/she must lead evidence to establish this fact. If the stand of the Disciplinary
Authority is that the officer from whom the Charged Officer claims to have taken
permission is not competent to grant permission, it is for the Disciplinary Authority to lead
evidence in support of this fact.
12.
Can the statement of a witness be taken into account, even if he/she was
not subjected to cross-examination?
Witnesses are to be offered for cross examination. If the opposite side chooses not
to exercise the right of cross-examination, there is no bar in taking into account the
statement of such witnesses. If cross examination of a witness is not allowed or the
witness did not present himself/herself for cross-examination, the statement of such
witness should not be taken into consideration at all,Union of India Vs. P Thiagarajan
[1998(8) JT 179]
13.
What are the factors based on which the statement of a witness is given
credence?
Following are the credibility factors in respect of oral evidence:
How does it apply
Factor
Statement made by a person lacking integrity carries low
credibility

Integrity of the witness

A person who is interested in the outcome of the

Interest in the outcome of proceedings carries low credibility
the case
Statement on technical issues are to be made by
persons who are conversant with it. For example,
Competence
whether two signatures are alike must be affirmed by a
handwriting expert
A witness who does not exaggerate, admits what he/she did
not see or hear carries more credence

Conduct

Whether the statement is free from any self contradiction

Consistency
Corroboration
other evidence

through

Whether the statements are in tune with the evidence

derived from other sources.
A witness who states things which are incredible for a

Conformity

with

136

experience

normal human mind is hard to believe.

Conformity with normal

human conduct

A brother casting aspersions on the character of his

sister is difficult to believe.

Demeanour

How does the witness look during deposition

14.

How far the credibility of a witness depends upon his/her status?

Status has no role in determining the credibility of witness

15.

What is meant by demeanour?

Demeanour denotes the posture and behavior of the witness while deposing. This
constitutes an important input in determining the credibility of evidence tendered by the
witnesses. Generally the following constitute demeanour:
hesitation
doubts
pace of deposition
variations in tone
confidence
calmness
posture
eye contact or the lack of it
facial expression i.e. bright or pale, etc.
Criminal Procedure Code provides that Magistrate should make note of the
demeannour of the witnesses. Similarly, the Inquiring Authority should also make note
of the demeanour of the witnesses.
16.

What are the general principles for evaluation of evidence?

Evidence is to be weighed; not counted
Affirmative statements carry more weight than negative statements
Actions carry more weight than words
Even un- impeached evidence may be rejected
Rejection of evidence by one does not necessarily mean the acceptance of
the opposite

17.
Is there any exception to the rule that facts must be established through
evidence and the decision making authority must not import personal
knowledge into the case?
Irrefutable matters of common sense and laws of science do not require any
evidence. For example, it is a matter of common sense that capacity of a super
deluxe bus cannot be seventy five. An Inquiry authority may reject evidence to the
137

effect that a person travelled in a super deluxe bus carrying eighty passengers from
Delhi to Kanyakumari. There is no need for controverting the above statement
through the crew of the bus or another witness who had seen the above bus.
Similarly an Inquiring Authority can conclude that any object thrown above has to
come down. There is no need for a physics professor to come and testify about the
law of gravitation.

138

CHAPTER - 20
EX-PARTE INQUIRY

1. What is ex parte Inquiry?

An inquiry in which the charged officer is not represented is known as Ex- parte
inquiry
2. What is the statutory provision regarding ex parte proceedings?
Rule 14(20) of the CCA Rules provides as under:
If the Government servant to whom a copy of the articles of charge
has been delivered, does not submit the written statement of defence
on or before the date specified for the purpose or does not appear
in person before the inquiring authority or otherwise fails or refuses to
comply with the provisions of this rule, the inquiring authority may hold
the inquiry ex parte.
3. What are the conditions under which ex-parte inquiry may be resorted to?
As may be seen from the above extracted provision of the Rule, ex-parte inquiry can be
resorted to only when the following conditions are satisfied:
(a)
(b)

Articles of charge should have been delivered

The charged officer had failed to submit the written statement of
defence on or before the specified date or

(c)

Does not appear in person before the Inquiring Authority or

(d)

Fails or refuses to comply with the provisions of the CCA Rules

4. If delivery of articles of charge is pre-requisite for conducting ex-parte

inquiry, what will be the possibility of going ex-parte when the charged officer
evades or refuses acceptance of Charge Sheet?
Firstly it must be appreciated that delivery of charge Sheet does not mean physical
delivery and obtaining an acknowledgement therefor. Constructive delivery of
Charge Sheet is adequate to hold that the articles of charge have been delivered.
In this connection, para 20.2 of Chapter X of the Vigilance Manual Volume I (1991
Edition) is extracted hereunder:

139

20.2 If the Government servant evades acceptance of the articles of

charge
and/or refuses to accept the registered cover containing the articles of
charge,
the articles of charge will be deemed to have been duly delivered to
him
as
refusal or a registered letter is normally tantamount to proper service
of
its
contents.
As a measure of precaution, the charge sheet may be pasted
doors of the residence of the charged officer, uploaded on
organization and an advertisement may be issued in a news
initiation of the disciplinary proceedings. For the pasting of the
doors, independent witnesses statements may be obtained.

on the notice board,

the web site of the
paper regarding the
charge sheet on the

5.
Is there any difference between holding ex-parte inquiry and
dispensing with Inquiry under Rule 19 (ii) of the CCA Rules?
The following differences exist between ex-parte inquiry and dispensing with Inquiry
Inquiry dispensed with under Rule 19(ii)
S.No Ex-parte inquiry
Decision is taken by the Disciplinary
Authority
(a) Decision is taken by the Inquiring
Authority
There is a statutory mandate to record
reasons as to why it is not reasonably
(b) There is no statutory requirement
practicable to hold an inquiry in the manner
of recording any reasons as to why
provided in the rules
inquiry is to be held ex-parte

(c) Conditions precedent specified in

rule 14(20) must be satisfied

No conditions are prescribed in the Rules;

Disciplinary Authority has to record the
reason as to why it is not reasonably
practicable to hold the inquiry in the
manner provided in the Rules

When inquiry is dispensed with, there is no

question of leading evidence or
(d) During ex-parte Inquiry, the
establishing that the charge is proved. It is for
Charges need to be proved by
leading evidence on behalf of the the disciplinary authority to consider the
evidence on record and pass a reasoned
Disciplinary Authority
order imposing penalty
Once inquiry is dispensed with, the
Charged Officer has no right to seek
(e) There is scope for the Charged
participation in the Inquiry
Officer turning up at a later date
and seeking to participate in the
ex-parte inquiry
The process will end in imposition of
penalty
(f) There is a possibility that the
inquiry may not result in any
charge being established
140

From the foregoing, it may be seen that ex-parte inquiry provides better protection to the
employee and therefore dispensing with inquiry should not be treated as a
substitute for ex-parte inquiry. Where there is scope for holding ex-parte inquiry, the
authorities should not resort to dispensing with inquiry under Rule 19(ii).
6. What precautions are necessary before for conducting ex-parte inquiry?
Following pre-cautions are necessary before resorting to ex-parte inquiry
(a)

Before proceeding ex-parte, Inquiring Authority must ensure that

communications are being sent to the correct address of the Charged
Officer

(b)

Secondly, it must be ensured that sufficient time is being provided for

attending the inquiry, with due regard to the travel arrangement between
the place of the inquiry and place of posting or residence of the Charged
Officer .

(c)

Thirdly the Inquiring Authority must ensure that the Charged officer is not
on sanctioned medical leave or on any official assignment

(d)

If the Charged Officer is under suspension, Inquiring Authority must check

whether the non-attendance is attributable to the non-payment of
subsistence allowance

(e)

Whether the Charged Officer has been warned that continued absence
would result in the proceedings being conducted ex-parte

7.
Can the inquiry be held ex-parte if the charged officer seeks
adjournment on medical ground without producing medical certificate?
It has been held in the case of Union of India Vs. I S Singh [1994 SCC Supl. (2) 518] that
under such a situation, the Inquiring Authority should either ask for a copy of the medical
certificate or in case of doubt, direct the charged officer to get examined by a medical
officer. Taking recourse to ex-parte inquiry would amount to violation of the principle of
natural justice. The following extract is relevant:
So far as the second ground is concerned, a few facts need be
stated.
An
inquiry was held, in the first instance, which was not found to be in
order
by
the disciplinary authority who directed a fresh inquiry. When notices
were
issued in the second inquiry, they could not be served on the
respondent.
On
a later date, the respondent sent an application stating that he is
suffering
from unsoundness of mind and that the inquiry may be postponed
till
he
regains his mental health. The respondent also states that he sent his
medical
certificate along with he is application. (Indeed, according to him, he

sent
not
one but three letters to the said effect.) The report of the Enquiry
Officer,
however, does not show that he paid any attention to these letters. If,
indeed,
141

the letters were not accompanied by medical certificates, as is now

asserted
by Shri Mahajan, learned counsel for the appellants, the proper course
for
the
Enquiry Officer was to have called upon the respondent either to
produce
a
medical certificate or to direct him to be examined by a medical
officer
specified by him. The inquiry report does not even refer to the
request
contained in the said application nor does it mention why and for
what
reasons did he ignore the said plea of the respondent. The Enquiry
Officer
proceeded ex parte, in spite of the said letters and made his
recommendation
on the basis of which the aforesaid penalty was imposed. It is evident
from
the
facts stated above that the Enquiry Officer has not only conducted the
inquiry
in a manner contrary to the procedure prescribed by Rule 14(2) of CCS
(CCA)
Rules but also in violation of the principles of natural justice.
8. What procedure is to be followed during ex-parte proceedings?
During ex-parte proceedings, the Presenting Officer should be directed to lead
evidence and establish the charge.
As the Charged Officer does not participate in the proceedings, the stage of cross examination of State Witnesses may not take place. However, the Inquiring Authority is at
liberty to put questions as it thinks fit. Power in this regard has been given under Rule
14(14) of the CCA Rules. Inquiring Authority should however ensure that the questions
put by it are not such as to establish the charge. Any questions of this nature may
present the Inquiring Authority as wearing the mantle of Presenting Officer and cast
aspersions on its neutrality.
Even though the Charged Officer is not attending the Inquiry, the Inquiring Authority
should ensure that copies of all the documents relating to the inquiry are sent to the
Charged Officer - for example the Daily Order Sheets, statements of the witnesses,
written brief of the Presenting officer, etc.
The Inquiring Authority should submit its report to the Disciplinary Authority together with
other documents as in any other inquiry.
9. Can the Charged Officer be allowed to participate in the ex-parte inquiry
at a later stage?
Ex-parte inquiry, once commenced, does not amount to closing the doors for the
Charged Officer. This is only an enabling provision which provides for continuing with
the inquiry despite non-co-operation by the Charged Officer. It should not be
perceived as a penal provision for putting the Charged Officer to a disadvantage.
The Charged Officer who could not or intentionally did not attend a few hearings

does not lose his/her right of reasonable opportunity of defence. Accordingly, the
Charged Officer cannot be prevented from participating in the inquiry at a later stage.
There may be cases wherein the Charged Officer may try to put the clock back i.e.
the Charged Officer may like a witness to be recalled and cross-examined. Such
requests need to be considered on merit. If the Charged Officer provides sufficient
142

satisfactory reason for non-appearance, the request for putting the clock may be
considered.
Thus the position can be summarized as under:
(a) Future participation is a matter of right of the Charged Officer
(b) Putting the clock back is a matter of discretion of the Inquiring Authority

143

CHAPTER - 21
POST RETIREMENT PROCEEDINGS
1.
What is the status of relationship between a pensioner and the former
employer?
Rule 8 of the CCS (Pension) Rules 1972 provides that grant and continuance of
pension is subject to future good conduct.
2.
What are the conditions under which pension can be withheld or
withdrawn?
Following are the two conditions under which pension may be either withheld or
withdrawn:
When the pensioner is
(a) convicted of a serious crime or
(b) found guilty of a grave misconduct
3.

Who has power to withhold or withdraw pension?

Rule 8(1) (b) of the Pension Rules provides that Appointing Authority order
withholding and withdrawing pension
4.
What is the procedure to be followed in the case of a pensioner
convicted of a serious crime?
As per rule 8(2), action regarding withholding or withdrawing pension is to be taken in the
light of the judgment of the court relating to the conviction.
Although it is not explicitly stated in the rules, such an action should be preceded by
issue of a show cause notice and examination of the reply by the pensioner. This
course of action will be on the same analogy with Rule 19(i) of CCA Rules under
similar circumstances.
5.

What is the procedure to be followed in the case of a grave misconduct?

Rule 8(3) provides for issue of a notice specifying the action proposed to be taken and
the grounds for the same. Time of fifteen days may be granted for reply which is
extendable for another span of fifteen days. Final order may be passed taking the reply
into account.
144

6.
What is the scope of the expressions serious crime and grave
misconduct occurring in Rule 8(1)?
The expressions have not been defined in the rule. However, Explanation (a) and (b)
under Rule 8 indicate that phrases include violation of the provisions of Official
Secrets Act 1923. Reference to the above is an indication of the level of the
violations which warrant action under Rule 8 of the Pensions Rules.
7.
What is the scope regarding the quantum and duration of reduction of
pension under Rule 8 of the Pension Rules?
Proviso to Rule 8(1) provides that reduction cannot be below the amount of
Rs. Three thousand five Hundred
The reduction can be for a specified period or permanently.
8.
What other condition must be satisfied while exercising the powers
under Rule 8 of the Pension Rules?
Rule 8 (4) provides that where President is the competent authority, Union Public
Service Commission must be consulted before passing of the order.
9.
What action can be taken as regards pension and gratuity in respect of a
misconduct committed during service?
Rule 9 of the CCS (Pension) Rules 1972 lays down the following three powers for the
President as regards pension and gratuity:
(a) Withholding pension or gratuity, or both, either in full or in part,
(b) Withdrawing pension in full or in part, whether permanently or for a
specified period,
(c) Ordering recovery from pension or gratuity of the whole or part of any
pecuniary loss caused to the Government,
10.
What are the circumstances under which the powers under Rule 9 of the
CCS (Pension) Rules can be invoked?
Powers under Rule 9 can be invoked if, in any departmental or judicial
proceedings, the pensioner is found guilty of grave misconduct or negligence
during the period of service, including service rendered upon re-employment
after retirement

145

11. What the scope regarding the quantum of reduction of pension under
Rule 9 of the Pension Rules?
Second proviso to Rule 9(1) of the Pension Rules provides that where a part of
pension is withheld or withdrawn the amount of such pensions shall not be reduced
below the amount of rupees three thousand five hundred per mensem.
12.
What are the similarities and distinctions between Rule 8 and Rule 9 of
the CCS (Pension) Rules?
Similarities
(a)
(b)
(c)

Both deal with reduction of Pension

Both prescribe a minimum pension to be left after withdrawal/withholding
Withdrawal may be for specified period or permanently

Points of distinctions
S. No
(a)

Rule 8
Relates to post-retirement conduct
of the pensioner

(b)

Confined to withdrawing pension

only

Rule 9
Relates to the misconduct committed
during the service period - noticed
either during the service or after
retirement

Provides for withholding of gratuity and

pension (if the same were not
Question of withholding does not sanctioned by the time action is taken)
arise because action is initiated
Withdrawal of pension - as pension
after the sanction of pension
has already been sanctioned, gratuity
For the same reason, this rule also might have been released (in
cases
where the
misconduct
does not deal with gratuity.
committed during service period comes to
notice after retirement.

(c)

(d)
(e)

Recovery from pension

Order for withdrawal of pension is
to be made after issue of show Order may be made only if the person is
found guilty of grave misconduct or
cause notice
negligence in a departmental or judicial
proceedings
Powers are vested with Appointing
Powers vest only with the President.
Authority
Consultation with UPSC is
necessary only if the powers are
exercised by the President (in the
capacity of Appointing Authority)

Consultation with UPSC is always

necessary because President alone
has powers under Rule 9.

146

(f)

Action must be initiated on the

basis of conviction in a serious
crime or grave misconduct

Basis of action must be found guilty of

grave misconduct or negligence in a
departmental or judicial proceedings.

13. What are the major distinctions between initiating disciplinary

proceedings before retirement and those initiated thereafter?
Initiating proceedings after retirement
S.No.
(a)

(b)

(c)

(d)

(e)

Initiating proceedings while

in service
Proceedings can be initiated only with the
approval of the President. Rule 9(b)(i) of
Appropriate
disciplinary
authority as prescribed under Pension Rules
CCA Rules, may initiate
proceedings
There is a statutory period of limitation
regarding initiation of post retirement
Disciplinary proceedings can
9(b)(ii) of Pension
be initiated against a serving proceedings/ Rule
employee irrespective of the Rules. Post retirement proceedings cannot
time of commission of the be in respect of a misconduct committed
four years before initiation of proceedings.
misconduct.
Although
inordinate delay between the
commission of misconduct
and initiation of proceedings is
questionable,
only
unexplained delay will have
the effect of vitiating the
inquiry. Besides, there is no
statutory provision regarding
the period within which the
proceedings are to be
initiated.
Rule 9(b)(iii) of Pension Rules provides that the
proceedings shall be conducted by such
Respective
disciplinary
authority will decide as to authority and in such place as the
where the proceedings are to President may direct
be held
Final orders are to be issued in the name of the
President.
Final orders will be issued by
the
prescribed
disciplinary
[G.I., M.F., O.M. No. F. 19 (9)-E. V/66, dated the
authority
6th June, 1967.]
Consultation with UPSC will
be necessary only in such
cases falling within the ambit
of Article 320(3) (c) of the

Consultation with UPSC is mandatory in all

cases of
persons
serving
under
the Government of India or the
Government of a State in the Civil
capacity
147

Constitution read with Union

Public
Service
Commission
(Exemption from Consultation)
regulations, 1958.
14. What is the legal sustainability of continuing the proceedings after the
retirement of the delinquent?
This question came up for consideration of the Supreme Court in the case of D V
Kapoor Vs. union of India [1990 AIR 1923, 1990 SCR (3) 697, 1990 SCC (4) 314, JT
1990 (3) 403] and the Honble Supreme Court had ruled as under:
In the instant case, merely because the appellant was allowed to
retire, the Government is not lacking jurisdiction or power to continue
the proceedings already initiated to the logical conclusion thereto.
The only inhibition is that where the departmental proceedings are
instituted by an authority subordinate to the President, that authority
should submit a report recording its findings to the President. That has
been done, and the President passed the order under challenge.
Therefore, the proceedings are valid in law and are not abated
consequent to voluntary retirement of the appellant and the order was
passed by the competent authority, i.e. the President of India.
15.
What happens to the ongoing disciplinary proceedings which could not
be completed before the retirement of the employee?
As stated above, the proceedings can be continued under Rule 9(2) (a) of the
Pension rules subject to the condition that the findings will be submitted to the
President.
16.
What is the position regarding disbursement of retirement benefits in
respect of a person against whom disciplinary proceedings are pending at the
time of superannuation?
Honble Supreme Court in its judgment dated 14 August 2013 in Civil Appeal
No.6770/2013 [State of Jharkhand & Ors. Vs Jitendra Kumar Srivastava has held
that pension and pensionary benefits being a form of property, a person can be
deprived of it only through the authority of law, as prescribed in Article 300A of the
Constitution. Executive instructions cannot take the place of law and therefore in the
absence of any provision in any of the Rules, for example, Pension Rules, 1972 any
action to deprive the retired employee of the retirement benefits would be illegal. It is
significant to note that Rules 8 and 9 of the Pensions Rules provide for withholding of
pension only if the Government Servant is found guilty. Although the above judgment
is based on the rules applicable to the Jharkhand State, the position does not appear
to be different in the light of the CCS Pension Rules 1972 either.

148

17. In the light of the four year limitation for initiation of post retirement
disciplinary proceedings, what is the effective date of commencement of
proceedings?
Rule 9(6) of the Pension Rules provides as under

(a) departmental proceedings shall be deemed to be instituted on the

date on which the statement of charges is issued to the
Government servant or pensioner, or if the Government servant
has been placed under suspension from an earlier date, on such
date ; and
(b) judicial proceedings shall be deemed to be instituted (i) in the case of criminal proceedings, on the date on which the
complaint or report of a police officer, of which the Magistrate
takes cognizance, is made, and
(ii) in the case of civil proceedings, on the date the plaint is
presented in the court.

18.
Is there any condition regarding the time gap between the misconduct
and
initiation
of
proceedings
as
regards
proceedings
initiated
before retirement and continued thereafter?
The Pension rules do not prescribe any fetter in this regard giving an impression that a
charge sheet can be issued on the date of retirement in respect of misconduct
committed decades ago and the proceedings can be continued under Rule 9(2)(a) of the
Pension Rules. However, the following observation of the Honble High Court of Delhi in
O.P. Gupta v. Union of India 1981(3) SLR 778, lays down that the four year limitation
applies even in respect of such cases:
"17. In other words is the deeming provision in Rule 9 so unbridled? Can
the
provision be used to keep the inquiry alive for any number of
years
or
indefinitely? Can it be 'deemed' that even after 20 years the inquiry is
still
not
concluded, as in the present case? Considering public interest and
difficulties
in Government administration, I am of the opinion that power to
continue
or
to
start a disciplinary proceeding after retirement may be necessary in
certain
cases. By itself the power is not arbitrary. It has a rational basis.
But
the
power must be exercised, within a reasonable period and consistent
with
justice
and
public
interest.
In
Mohambhai
v.Y.B.
Zala
1980(1)SerL&R324:
Gujarat High Court held that starting of a departmental enquiry 11/2

years
after the incident, was violative of natural justice. The Court held that
it
was
too much to expect that delinquent would be able to remember and
narrate
the old incident. We have here the lapse of more than 20 years. If Rule 9
is
to
be saved from the attack of arbitrariness it must be read in a reasonable
and
149

just manner. A guideline is available in Rule 9(2)(b). A fresh inquiry

cannot
be
started 'in respect of any event which took place more than 4 years
before
such institution'. This statutory limitation embodies sound principle of
equity
and justice. It also recognises the principle of finality and repose. I do
not
find
any difference in principle from the point of view of public
interest,'
in
continuation
of
pending
proceeding
and
starting
afresh
proceeding'.
I,
therefore, hold that in case of an event more than four years old on the
date
of
retirement, a department proceeding cannot be continued after
retirement
under Rule 9(2) of the Pension Rules, 1972. It is well settled that
requirement
of natural justice can be read in a Rule even if the Rule is silent
about
it,
particularly in a Rule concerning quasi judicial proceeding. In this view
of
the
matter I hold that the departmental proceeding, if any, pending
against
the
petitioner after 30.3.1975 is bad in law. The same is hereby set aside".
The above ruling of the Honble High Court of Delhi has been followed by the
Tribunal in O.A. 1065/2002 in D.N. Vohra v. Union of India, decided on 31.10.2003
as stated in Smt. Santosh Verma Vs. The Commissioner, Kendriya Vidyalaya
Sangathan and Ors. O.A. No. 2469 of 2003 Decided On: 18.05.2004
[2005(1)SLJ383(CAT)]
19.

What is the impact of minor penalty proceedings on pension?

There was considerable ambiguity in the area for some time. Presently, based on the
decision of the Honble Central Administrative Tribunal Principal Bench. Delhi in OA
no 2068 of 2002 (R Sagar, NOIDA-UP Vs Union of India) it has been held vide
DoP&T OM No, No.110/9/2003- AVD-I - 1 dated 13 April 2009 that minor penalty
cannot have any effect on Pension. Accordingly, all the disciplinary authorities are
required to complete the proceedings for minor penalty before the retirement of the
delinquent.
20. Are any specific forms prescribed for the proceedings under Rule 9 of
the Pension Rules?
Forms prescribed for the purpose are annexed to this chapter.

150

STANDARD FORM OF SANCTION UNDER

CENTRAL CIVIL SERVICES (PENSION) RULES, 1972

Rule

OF

THE

No............................................................
Government
of
India
Ministry/Department
of..............................
ORDER
Dated
the..................................................

WHEREAS it has been made to appear that Shri....................................................while serving

as......................in
the
Ministry/Department...........................from............................to...............................was (here
specify briefly the imputations of misconduct or misbehavior in respect of which it is
proposed to institute departmental proceedings):
NOW, THEREFORE, in exercise of the powers conferred on him by sub-clause (i) of
Clause (b) of sub-rule (2) of Rule 9 of the Central Civil Services (Pension) Rules, 1972, the
President hereby accords sanction to the departmental proceedings against the said Shri
The President further directs that the said departmental proceedings shall be conducted in
accordance with the procedure laid down in Rules 14 and 15 of the CCS (CCA) Rules, 1965,
by.................................(here specify the authority by whom the departmental proceedings
should be conducted) at............................. (here specify the place at which the departmental
proceedings would be conducted).
By order and in the name of the
President
Name
and
designation
of the competent authority*
Footnote ; * - To be signed by an
officer
in
the
appropriate
Ministry/Department authorized
under Article 77 (2) of the
Constitution to authenticate orders on
behalf of the President.
No.
Copy forwarded to Shri....................................
Copy also forwarded to Shri.......................................

151

II
STANDARD FORM OF CHARGE-SHEET FOR PROCEEDINGS UNDER RULE 9
OF THE CENTRAL CIVIL SERVICES (PENSION) RULES, 1972

No...........................................................
Government
of
India
Ministry/Department
of.............................

MEMORANDUM
Dated
the...................................................
In pursuance of the sanction accorded by the President under Rule 9 of the Central Civil
Services (Pension) Rules, 1972, for instituting departmental proceedings against
Shri...........................,
vide
Ministry/Department
of.............................Order
No....................................., dated,.................................it is proposed to hold an inquiry against
the said Shri...................... in accordance with the procedure laid down in Rules 14 and 15 of
the CCS (CCA) Rules, 1965. The enquiry shall be conducted by..........................................(here
specify the authority by whom the departmental proceedings are to be conducted in
accordance with the Presidential sanction) at..................................... (here specify the name of
the place where proceedings are to be conducted).
2. The substance of the imputations of misconduct or misbehaviour in respect of which
the inquiry is proposed to be held is set out in the enclosed statement of articles of charge
(Annexure I). A statement of the imputations of misconduct or misbehaviour in support of
each article of charge is enclosed (Annexure II). A list of documents by which, and a list of
witnesses by whom, the articles of charge are proposed to be sustained are also enclosed
(Annexures III and IV).
3. Shri.............................is directed to submit within 10 days of the receipt of this
Memorandum a written statement of his defence and also to state whether he desires to be
heard in person.
4. He is informed that an inquiry will be held only in respect of those articles of charge as are
not admitted. He should, therefore, specifically admit or deny each article of charge.
5. Shri.......................................is further informed that if he does not submit his written
statement of defence on or before the date specified in para. 3 above, or does not appear in
person before the inquiring authority or otherwise fails or refuses to comply with the
provisions of Rules 14 and 15 of the CCS (CCA) Rules, 1965, or the orders/directions issued
in pursuance of the said Rules the inquiring may hold the inquiry against him ex parte.
6. The receipt of this Memorandum may be acknowledged.
152

By order and in the name of the

President
Name
and
designation
of
competent authority*
Footnote ; * - To be signed by an
officer
in
the
appropriate
Ministry/Department
authorized
under Article
77 (2) of the
Constitution to authenticate orders on
behalf of the President.
To
Shri.............................................................................

ANNEXURE - I
Statement
of
articles
of
charge
framed
against
Shri......................................................(names of the retired Government servant)
formerly.......................................
Article - I
That
the
said
Shri............................................while
as........................................during the period.....................

functioning

Article - II
That during the aforesaid period and while functioning in the aforesaid office, the said
Shri....................................
Article - III
That during the aforesaid period and while functioning in the aforesaid office, the said
Shri..................................

ANNEXURE - II
Statement of imputations of misconduct or misbehaviour in support of the articles of
charge framed against Shri..................... (name of the retired Government servant)
formerly.......................................
Article - I
Article - II
Article - III

153

ANNEXURE - III
List of documents by which the articles of charge framed against
Shri.........................................(name
of
retired
Government
servant)
formerly...............................are proposed to be sustained.
ANNEXURE - IV
List of Witnesses by whom the articles of charge framed against Shri.....................................
(name of the retired Government servant) formerly............................................are proposed to
be sustained.

154

CHAPTER - 22
COMMON PROCEEDINGS

1.

What is common proceedings?

Common proceedings is the process through which disciplinary action is conducted

simultaneously against two or more Government servants in respect of the
misconduct committed by them in a single transaction. This is provided under Rule
18 of CCA Rules.
For example, if there were a group of employees who were preferring bogus bills
towards monthly conveyance allowances in respect of persons who were either not
claiming it or were not entitled for it and the same was being passed with the
connivance of the staff and officers of the Accounts branch, it would be desirable to
initiate a common proceedings rather than initiating a number of proceedings.

2.
What are the circumstances under which Common proceedings are
conducted?
For conduct of common proceedings, all the employees concerned must be
amenable to CCA Rules. The proceedings must be based on a single transaction in
which all the delinquent employees must have contributed/participated.
It would be advantageous if all the delinquent employees are under the disciplinary
powers of the same authority.
3.

Who can conduct common proceedings?

As per Rule 18, common proceedings may be initiated either by President or the
authority that can impose the penalty of dismissal from service on all the delinquent
employees.
4.
What can be done, if there is no authority that can impose dismissal on
all the delinquent employees?
Note under Rule 18(1) provides that If the authorities competent to impose
the penalty of dismissal on such Government servants are different, an order
for taking disciplinary action in a common proceeding may be made by the
highest of such authorities with the consent of the others.

155

5.

What is the procedure for conducting common proceedings?

First step in the conduct of common proceedings is identification of the disciplinary

authority for the purpose.
Second step is obtaining consent of other authorities who can impose the penalty of
dismissal on other employees.
Thereafter, orders are to be issued nominating the identified disciplinary authority.
Subject to the provisions of sub-rule (4) of Rule 12, the above order should also
provide for the following:
(a)
the penalties specified in Rule 11 which such disciplinary authority shall
be competent to impose;
(b)
whether the procedure laid down in Rule 14 and 15 or Rule 16 shall be
followed in the proceeding.
Once the disciplinary authority is nominated, the procedure is the same as in any other
case of disciplinary proceedings.
6.

What are advantages of conducting Common Proceedings?

Following are some of the advantages of common proceedings:

(a) Common proceedings facilitate speedy inquiry. For example, witness is to
depose only once. (Although cross examination may be done as many times
as there are delinquents, total time consumed in cross examination will also
be less than the sum total of all the cross examination if they were to be done
independently)
(b) Common Proceedings help to avoid contradictory findings by different
Inquiring Authorities
(c) Further, it enables the disciplinary authority and Inquiring Authority to have an
overview of the entire transaction and correct perspective of the case
(d) Most importantly, penalties can be imposed equitably.
7.
What are the precautions to be observed while resorting to Common
Proceedings?
As the number of delinquent employees is large, there is a possibility of one or the
other seeking adjournment or absenting. Naturally the Inquiring Authority shall not
resort to ex-parte inquiry immediately when a delinquent is absent. Thus the scope for
delay is inbuilt in common proceedings.

156

8.
What is the limitation of common proceedings i.e. when it should not be
resorted to?
Based on the procedure adopted in criminal cases, MHA has directed vide its letter No.
6/98/63-AVD dated 13th June 1963, when two employees complain against each other,
common proceedings should be avoided.
It is however desirable that both the inquiries should proceed almost simultaneously to
avoid dissimilar appreciation of same evidence and conflicting findings.

157

CHAPTER -23
BORROWED AND LENT OFFICERS

1.
What are the powers of an authority to deal with the misconduct
committed
by
an
employee
who
has
been
borrowed
from
another organization?
Borrowing authority shall have powers of Appointing Authority for the purpose of
placing the delinquent employee under suspension. The details of the case shall be
intimated to the lending authority.
2.

Can the borrowing authority initiate disciplinary proceedings?

Borrowing authority can initiate disciplinary proceedings. But the powers for
imposition of penalty depend upon the circumstances of the case.
3.
What are the provisions regarding imposition of penalty in respect of a
Government servant lent by one department to another?
As stated above, the borrowing authority can initiate disciplinary proceedings against the
borrowed official.
If at the end of the proceedings, it is felt appropriate to impose a minor penalty, the
borrowing authority may do so after consulting lending department. In case there is
difference of opinion between the two departments, the employee shall be reverted back
to the parent department.
If on conclusion of the proceedings, the borrowing authority is of the opinion that a
major penalty needs to be imposed, the employee concerned will be repatriated to
the parent department and the records of the case will be transmitted to the parent
department.
4.
Is the disciplinary authority in the parent department bound by the
findings in the disciplinary proceedings conducted in the borrowing
department?
No. Explanation under Rule 20 of the CCA Rules clarifies that the disciplinary
authority is empowered to hold further inquiry as it may deem necessary.

158

5.

Briefly, what are the powers of the borrowing and lending authorities?

Powers of the borrowing authority may be summed up as under:

(a) It can suspend - but should report the matter to parent department
(b) It can initiate disciplinary proceedings
(c) It can impose minor penalty subject to consent given by parent department
(d) It will have to repatriate the employee if it is of opinion that major penalty is
required to be imposed.
(e) Findings of the enquiry conducted by borrowing department are not binding
on lending department.
Lending authority is at liberty to conduct further inquiry as deemed necessary.

159

CHAPTER - 24
REPORT OF INQUIRING AUTHORITY
1.

What is the purpose of the Inquiry Report?

Purpose of the Inquiry Report is to analyse the evidence received in the course of the
inquiry and the submissions made by the PO and the CO through their respective
briefs and give a finding as to whether the charges are proved.
2.

What are the material based on which the Inquiry Report is made?

Input for the Inquiry Report is obtained from the following:

(a) Charge sheet
(b) Documents submitted in the course of the inquiry
(Listed documents as well
as additional documents demanded by the Charged Officer)
(c) Statements of the witnesses during Examination in Chief, Cross Examination
and Re-examination
(d) Statement of defence given by the Charged Officer under Rule 14(4) of the
CCA Rules or corresponding rule under which the inquiry is being held
(e) Statement of defence given by the Charged Officer in response to the
question under Rule 14(18) of the CCA Rules or corresponding rule under
which the inquiry is being held
(f) Submissions by the Presenting Officer and the Charged Officer including
written brief, if any, under Rule 14(19) of the CCA Rules or corresponding rule
under which the inquiry is being held
While the core material for the Inquiry Report would be available in the above
documents, Daily Order Sheets and the orders passed during the inquiry may also
supply useful material in answering allegations of inadequate opportunity if any
raised by the Charged Officer.
3.
What are the precautions to be observed by the IO in preparing the
report?
Inquiring Authority should take care of the following while preparing the report:
(a) The authority should confine to stating as to whether the charges have
been proved or otherwise. Any mention by the Inquiring Authority
regarding the quantum of penalty may raise serious doubts about its
neutrality. The following observation by the Honble Supreme Court in the
160

case of State of Uttaranchal and Ors. Vs. Kharak Singh [JT2008(9)SC205,

(2008)8SCC236, 2009(1)SLJ375(SC)] is relevant in this connection:
13. Another infirmity in the report of the enquiry officer is
that he
concluded the enquiry holding that all the charges have been
proved
and he recommended for dismissal of the delinquent from service.
The
last paragraph of his report dated 16.11.1985 reads as under
:
During the course of above inquiry, such facts have come
into light from which it is proved that the employee who has
doubtful character and does not obey the order, does not
have the right to continue in the government service and it
is recommended to dismiss him from the service with
immediate effect.
(emphasis supplied)
Though there is no specific bar in offering views by the enquiry
officer,
in the case on hand, the enquiry officer exceeded his limit by
saying
that the officer has no right to continue in the government
service
and
he has to be dismissed from service with immediate effect. As
pointed
out
above,
awarding
appropriate
punishment
is
the
exclusive
jurisdiction of the punishing /disciplinary authority and it depends
upon
the nature and gravity of the proved charge/charges and
other
attended circumstances. It is clear from the materials, the officer,
who
inspected and noted the shortfall of trees, himself conducted
the
enquiry, arrived at a conclusion holding the charges proved and
also
strongly recommended severe punishment of dismissal from
service.
The entire action and the course adopted by the enquiry officer
cannot
be accepted and is contrary to the well-known principles
enunciated
by
this Court.
(b) It must be ensured that all the findings and conclusions in the report are
based on evidence produced during the inquiry
(c) Only on the material made available to the Charged Officer and in respect
of which opportunity was provided for controverting the same can be relied
upon for drawing conclusions
(d) Inquiring Authority should ensure not to import its personal knowledge in

preparing the report

4.

What is meant by the charge is partially proved?

A charge is supposed to contain a single omission or commission on the part of the

Charged Officer such as the following:
(a) The charged officer had filed a false claim
(b) The charged officer had abused his official position by showing a favour to a
relative
161

(c) The charged officer had violated a specific rule in the purchase code.
In the above kind of single dimensional charge, the findings should be either that the
charge was proved or not proved. Although the charge at (b) above, has two parts viz.
abusing the position and showing a favour to relative, the two are inextricably linked
that the proof of one amounts to proof of another. On the contrary, at times, a charge
may contain more than one element such as the following:
(a) The charged officer had failed to comply with the provisions of the purchase
code and thereby caused loss to the state.
(b) The charged officer had submitted a misleading information and thereby
shown favour to a particular supplier.
(c) The charged officer had manipulated the marks obtained by seven ineligible
candidates and passed them in the departmental examination
In these types of charges, a part of the charge may be proved. For example,
violation of the provisions of the purchase code may be proved and the loss to the state
may not be proved. Alternatively, no evidence might have been led about the marks
obtained by two of the seven candidates. Under such circumstances the Inquiry
Authority may have to state that the charge is partially proved.
Under such a contingency, the Inquiry Authority should mention explicitly as to which part
of the charge is proved and which part is not proved.
5.
What should the Inquiry Authority do if the inquiry establishes a charge
other than the one mentioned in the Charge Sheet?
It is the statutory responsibility of the Inquiring Authority to give its finding on any
article of charge different from the original article of charge if the same is established in
the course of the inquiry. This is subject to the condition that the Charged Officer had an
opportunity of defending himself/herself against such a charge.
In this connection Explanation under Rule 14(23) of the CCA Rules provides as
under:
EXPLANATION- If in the opinion of the inquiring authority the
proceedings of the inquiry establish any article of charge different from
the original articles of the charge, it may record its findings on such
article of charge:
Provided that the findings on such article of charge shall not be
recorded unless the Government servant has either admitted the
facts on which such article of charge is based or has had a reasonable
opportunity of defending himself against such article of charge.

162

6.

What should be the format of the Report?

Rule 14(23) of the CCS (CCA) Rules broadly indicates the content of the Inquiry
Report as under:
After the conclusion of the inquiry, a report shall be prepared and it
shall contain(a) the articles of charge and the statement of the imputations of
misconduct or misbehaviour;
(b) the defence of the Government servant in respect of each
article
of
charge;
(c) an assessment of the evidence in respect of each article of charge;
(d) the findings on each article of charge and the reasons therefor.
Apart from the above, there is no statutory format for the Inquiry Report. However, the
following format may be suggested based on para 26.4 (wrongly mentioned as 26) of
Chapter XI of the Vigilance Manual Volume I (Fifth Edition 1991):
(a) an introductory paragraph in which reference will be made to the appointment
of the Inquiring Authority and the dates on which and the places where the
hearings were held;
(b) charges that were framed;
(c) charges which were admitted or dropped or not pressed, if any;
(d) charges that were actually enquired into;
(e) brief statement of facts and documents which have been admitted;
(f) brief statement of the case of the disciplinary authority in respect of the
charges enquired into;
(g) brief statement of the defence;
(h) points for determination;
(i) assessment of the evidence in respect of each point set out for determination
and finding thereon;
(j) finding on each article of charge;
7.

What other documents are to be sent along with the report?

Rule 14(23) (ii) of the CCS (CCA) Rules provides for submission of the following by the
Inquiring Authority:

163

The inquiring authority, where it is not itself the disciplinary

authority,
shall
forward to the disciplinary authority the records of inquiry which shall
include :(a)

the report prepared by it under clause (i).

(b) the written statement of defence, if any, submitted by the

Government
servant;
(c) the oral and documentary evidence produced in the course
of the
inquiry;
(d) written briefs, if any, filed by the Presenting Officer or the
Government
servant or both during the course of the inquiry; and
(e) the orders, if any, made by the disciplinary authority and the
inquiring
authority in regard to the inquiry.
The above mandatory requirement may be elaborated as under.
Separate folders containing each of the following are required to be sent along with the
Inquiry Report:(a) Documents produced in the course of inquiry
(i)
(ii)

Documents produced on behalf of the Disciplinary Authority

Documents produced on behalf of the Charged Officer

(b) Statements of witnesses by way Examination in Chief, Cross Examination and

Re-examination in the order in which the witnesses were examined
(c) Daily Order Sheets relating to the Inquiry
(g) Written Statements of defence made under Rule 14(4) and 14(16) of the CCA
Rules or corresponding rule under which the inquiry was held
(h) Submissions by the Presenting Officer and the Charged Officer including
written brief, if any, under Rule 14(19) of the CCA Rules or corresponding rule
under which the inquiry was held
(d) Orders passed by the inquiry Authority and the Disciplinary Authority in the
course of inquiry; the following, for example:
(i)
(ii)
(iii)

order relating to allowing or rejecting the request by charged officer

seeking additional documents for defence
order relating to request for appointment of a Legal Practioner as
defence Assistant
order on the request of the Charged Officer for change of Inquiring
Authority, etc.

(e) Correspondence entered into during the inquiry

164

8.
How does the Inquiring Authority assess evidence and draw
conclusions?
This is covered under the separate chapter Evaluation of Evidence
9.

To whom is the Inquiry Report sent?

Inquiry Report is sent to the Disciplinary Authority. It must be clearly noted that the
Inquiring Authority should not send copy of the report to the Charged Officer.
However, in respect of the inquires conducted by the Commissioners of
Departmental Inquiry nominated by the Central Vigilance Commission, the report,
together with the record of the inquiry including the exhibits, will be forwarded by the
Commissioner for Departmental Inquiries to the Central Vigilance Commission with spare
copies of the report for the above as provided under para 26.8 of Chapter XI of the
Vigilance Manual Volume I (Fifth Edition 1991).
10. What are the powers of the Inquiring Authority regarding recalling and
modifying the Inquiry Report?
As per para 26.7 of the Chapter XI of the Vigilance Manual Volume I (Fifth Edition
199), extracted hereunder, the inquiring Authority becomes a functus officio after
signing the report.
26.7 The Inquiry Officer after signing the report becomes functus
officio and cannot thereafter make any modification in the report.
Needless to add that the Disciplinary Authority, on examination of the Inquiry Report
is empowered to remit the case back to the Inquiring Authority for further Inquiry. In
such an eventuality, the Inquiring Authority is duty bound to comply with the
instructions of the Disciplinary Authority. This aspect is discussed in a subsequent
chapter
11.

How many copies of the Inquiry Report are to be sent?

Although the CCA Rules are silent on this aspect, Para 26.6 of the Chapter XI of the
Vigilance Manual Volume I (Fifth Edition 1991) provides as under:
26.6 The Inquiry Officer will forward to the disciplinary authority his report
together with the record of the enquiry including the exhibits and spare copies of
the report as follows:i)

as many copies as the number of delinquents;

ii)

one copy for the Special Police Establishment in cases investigated

by them.
165

Further, para 26.8 of Chapter XI of the Vigilance Manual Volume I (Fifth Edition 1991)
provides that in all cases in which the inquiry has been held by a Commissioner for
Departmental Inquiries, the report, together with the record of the inquiry including
the exhibits, will be forwarded by the Commissioner for Departmental Inquiries to the
Central Vigilance Commission with spare copies of the report for the above.

166

CHAPTER - 25
ACTION ON INQUIRY REPORT

1.
What are the basic questions to be considered by the Disciplinary
Authority on the Inquiry Report?
The Disciplinary Authority, on receipt of the Inquiry Report is to examine the report in the
following directions:
(a)
Whether the inquiry has been conducted in accordance with the
statutory provisions as well as the Principles of Natural Justice by providing
reasonable opportunity to the delinquent?
(b)

Whether the findings in the Inquiry Report are acceptable?

It may be seen from the above that the first issue for consideration is regarding the
procedural propriety of the inquiry conducted by the Inquiring Authority and the
second question is about the correctness of the conclusions of the above Authority
2.
How far the findings of the Inquiring Authority are binding on the
Disciplinary Authority?
Findings of the Inquiring Authority are not binding on the Disciplinary Authority, who is at
liberty to disagree with the same by recording reasons.
3.
Can the Disciplinary Authority order for a fresh Inquiry if it is not
satisfied with the Inquiry Report received by it?
Under Rule 15(1) of the CCA Rules, Disciplinary Authority is empowered to remit the case
to the Inquiring Authority for further inquiry. Use of the word further implies that the
earlier inquiry cannot be dumped for good and a fresh inquiry be conducted. Besides, the
phrase used is the Inquiring Authority and not an Inquiring Authority. This implies that
the further inquiry is to be held by the same Inquiring Authority who held the earlier
inquiry. Of course, this is without prejudice to the powers of the Disciplinary Authority
to appoint or re-appoint Inquiring Authority.
4.
Can the disciplinary Authority remit the case to a new Inquiring
Authority if it is not satisfied with the manner in which the Inquiring Authority
had conducted the inquiry in the first instance?
As mentioned above, the phrase used in Rule 15(1) is the Inquiring Authority and
not an Inquiring Authority. This implies that the further inquiry is to be held by the
same Inquiring Authority who held the earlier inquiry. Of course this is without

167

prejudice to the powers of the Disciplinary Authority to appoint Inquiring Authority

which should include powers to replace it as well.
5.
Can the Disciplinary Authority order for a fresh inquiry if it is not
satisfied with the findings by the Inquiring Authority?
In the case of K R Deb Vs. Collector Of Central Excise [1971 AIR 1447, 1971 SCR 375 ]
facts were as under:
The appellant was a sub-Inspector of Central Excise. A departmental
inquiry
was
held
against
him
in
respect
of
a
charge
of
misappropriation
of
Government money. The Inquiry Officer exonerated him. The
Collector
Central Excise, ordered another Inquiry Officer to make a report after
taking
further evidence. The second Inquiry Officer at first exonerated the
appellant
but later, after taking some more evidence as directed by the
Collector,
reported that although the charge against the appellant was not
proved
his
conduct may not be above board. Dissatisfied with the report the
Collector
ordered a fresh inquiry to be held by a third officer. This time a verdict of
guilty
was given and the appellant was dismissed. The appellant's writ petition
in
the
Court of the Judicial Commissioner Tripura having failed he appealed
to
the
Supreme Court by special leave. The question for consideration was
whether
the multiple inquiries held against the appellant were in accordance
with Rule
15 of the Classification and Control Rules. 1957,
Honble Supreme Court set aside the proceedings and the penalty order of dismissal
holding that
Rule, 15 on the face of it really provides for one inquiry but it may be
possible
if in a particular case there has been no proper inquiry because some
serious
defect has crept into the inquiry or some important witnesses
were
not
available at the time of the inquiry or were not examined for some
other
reason, the Disciplinary Authority may ask the Inquiry Officer to record
further
evidence. But there is no provision in r. 15 for completely setting
aside
previous inquiries on the ground that the report of the Inquiring

Officer
or
Officers does not appeal to the Disciplinary Authority. The
Disciplinary
Authority has enough powers to reconsider the evidence itself and come
to
its
own conclusion under r. 9. The rules do not contemplate an action
such
as
taken by the Collector in appointing a third Inquiry Officer. It seems
that
the
Collector instead of taking responsibility himself was determined to get
some
officer to report against the appellant. The procedure adopted was
not
only
against the rules but also harassing to the appellant. In the result it
must
be
held that no proper inquiry has been conducted in the case and,
therefore,
there has been a breach of Art. 311(2) of the Constitution. [380 E]
Services
(Classification, Control and Appeal) Rules, 1957. It was contended
that rule
15 of the 'Classification and Control Rules did not contemplate
successive
inquiries, and at any rate, even if it contemplated, successive inquiries
there
was no provision for setting aside earlier inquiries without 'giving any
reason

168

whatsoever. It was further contended that the order dated February 13,
1962 was mala fide.
Rule 15(1) of the Classification and Control Rules reads as follows:
"(1) Without prejudice to the, provisions of; the Public Servants (Inquiry)
Act, 1850, no order imposing on a Government servant any of the
penalties specified in clauses (iv) 'to (vii) of rule 13 shall be passed
except after an inquiry, held, as far as may be,2 in. manner hereinafter
provided."
Clause (2) of. rule 15 provides for framing of charges and
communication
in
writing to the 'government servant of these charges With the
statement
of
.allegations on which they are based, and it also provides for a
written
statement of defence. Under cl. (3) the government servant is
entitled
to
inspect and take extracts from such official records as he may specify,
subject
to certain exceptions.Under clause (4) on receipt of the written
statement
of
defence the Disciplinary Authority may itself enquire into such. of
thecharges
as are not admitted, or if it considers it necessary so to do, appoint a
Board
of
Inquiry or an Inquiring Officer for the purpose. Clause (7) provides that
at
the
conclusion of the inquiry, the Inquiring Authority shall prepare a report
of
the
inquiry, recording its findings on each of the charges together with
reasons
therefore. If in the opinion of such authority the proceedings of the
inquiry
establish charges different from those originally framed it may record
findings
on such charges provided that findings on such charges shall not be
recorded
unless the Government servant has admitted the facts constituting
them
or
has bad an opportunity of defending himself against them. Under cl. (9)
"the
Disciplinary Authority shall, if it is not the Inquiring Authority,
consider
the
record of the inquiry and record its findings on each charge." Clause
(10)
provides for issue of show-cause notice. It seems to us that Rule 15,
on
the
face of it, really provides for one inquiry but it may be possible if in a
particular
case there has been no proper enquiry because some serious defect
has
crept into the inquiry or some important witnesses were not available
at
the

time of the inquiry or were not examined for some other

reason,
the
Disciplinary Authority may ask the Inquiry Officer to record further
evidence.
But there is no provision in rule 15 for completely setting aside
previous
inquiries on the ground that the report- of, the Inquiring Officer or
Officers
does not appeal to the disciplinary, Authority-. The Disciplinary
Authority
has
enough powers to reconsider the evidence itself and come to its
own
conclusion under rule 9. In our view the rules do not contemplate an
action
such as was taken by the Collector on February 13, 1962. It seems to us
that
the Collector, instead of taking responsibility himself, was determined
to
get"
some officer to report against the appellant. The procedure adopted
was
not
only not warranted by the rules but was harassing to the appellant
Before
the
Judicial commissioner the point was put slightly differently and, it was
urged
that the proceedings showed that the Disciplinary Authority had made
up
its
mind to dismiss the appellant. The Judicial Commissioner held that
on
the
facts it could not be said that the Disciplinary Authority was prejudiced
against
the appellant. But it seems to us that on the material on record a
suspicion
does arise, that the Collector was determined to get some Inquiry
Officer
to
report against the appellant. In the result we hold that no proper
inquiry has
169

been con- ducted in the case and, therefore, there has been a breach of
art. 311(2) of the Constitution. The appeal is accordingly allowed and
the order dated June 4, 1962 quashed. and it is declared that the
appellant should be treated as still continuing in service. He
should be paid his pay and allowances for the period he has been
out of office.
6.
What are the illustrative circumstances when the cases may be remitted
to the Inquiring Authority for Further inquiry?
Illustrative circumstances where the Disciplinary Authority may remit the case to the
Inquiring Authority for further Inquiry are as under:
(a) Where the Inquiring Authority has failed to ask the mandatory question under
Rule 14(18) of the CCA Rules or any other corresponding rule under which
the inquiry was held
(b) Where the Inquiring Authority has disallowed the additional document or
witness demanded by the Charged Officer and in the opinion of the
Disciplinary Authority the disallowed document or witness is relevant for the
purpose of defence
(c) Where the inquiry Authority has rejected the request for engaging a defence
assistant from outstation and in the opinion of the Disciplinary Authority the
request of the Charged Officer is justified
(d) Where the ex-parte proceedings were initiated due to absence of Charged
Officer and later on when the Charged Officer was prevented from
participating in further proceedings on the plea that ex-parte inquiry had
commenced.

7.
What is the procedure for making reference to the Union Public Service
Commission?
This is being covered under a separate chapter
8.
What is the Procedure for consultation with the Central Vigilance
Commission before deciding upon the quantum of penalty?
Based on the recommendations of the Group of Ministers which considered the
report of the Hota Committee, it has been decided to dispense with the second stage
advice of CVC in respect of cases wherein consultation with UPSC is required.
DoP&T OM No. No.372/19/2011-AVD-Ill(Pt.1) dated 26 Sep 2011 refers. Presently
second stage consultation with CVC is being done only in respect of cases where
consultation with UPSC is not required as per extant rules/instructions.

170

9.
What will happen in cases of incompatibility of the level of the
Disciplinary Authority who had issued charge sheet and the kind of penalty
proposed to be imposed?
Authority who issued charge
sheet
Authority competent to impose
Major Penalty
Authority competent to impose
Major Penalty

Penalty
proposed to
be imposed
Major Penalty
Minor Penalty

Major Penalty
Authority who is competent to
impose only Minor Penalty
Authority who is competent to
impose only Minor Penalty

Minor Penalty

Authority who is to
impose penalty
Authority competent to
impose Major Penalty
Authority competent to
impose Major Penalty OM
No. 6/26/60-Ests.(A) dated
18 Jun 1962
Authority competent to
impose Major Penalty
Authority who is
competent to impose
only Minor Penalty

10.
If the Disciplinary Authority is of the opinion that no penalty is to be
imposed on the Charged Officer, is it still required to pass an order to the
effect?
Although Rule 15 of the CCA Rules mentions the passing of only the orders
imposing penalty, it is desirable that the statutory proceedings are brought to a
conclusion through a formal orders. This will go a long way in relieving the Charged
Officer of the agony and trauma suffered since the issue of Charge Sheet.
It is significant to note that P&T Manual has a specific provision to the above effect
11. What is the procedure for forwarding copy of the Inquiry Report and
other documents to the Charged Officer?
The following documents are to be made available to the Charged officer who may
also be provided with an opportunity to make representation against the contents:
(a) Copy of the Inquiry Report
(b) Copy of note of disagreement, if any, of the Disciplinary Authority with the
conclusions of the Inquiring Authority
(c) Advice of the CVC where applicable

171

12.
What precaution is necessary while forwarding the Inquiry Report to the
Charged Officer?
Rule 15(2) of the CCA Rules which provides for forwarding the copy of the Inquiry
Report to the Charged Officer prescribes that the Disciplinary Authority should
forward its own tentative reasons for disagreement if any. The use of the word
tentative makes it clear that the Disciplinary Authority should keep an open mind.
This attitude of the disciplinary authority should manifest in its communication as well.
This aspect has been explicitly highlighted in the DoPT OM No.
F.N0.11012/12/2010-Estt. (A) dated 12 November 2010 in the following words:
All Ministries/Departments are therefore, requested to ensure
that
the
communication forwarding 'the IO's report etc. does not contain phrases
such
as 'Article of charge is fully proved' or 'Article of charge is fully
substantiated'
which could be construed to mean that the disciplinary authority is
biased
even before considering the representation of the charged officer
and
this
would be against the letter and spirit of the CCS (CCA) Rules, 1965.
13.

What is the time limit for passing of final order?

In this connection, Deptt. Of Personnel & Training OM No. 11012/21/98-Estt.(A)

dated 11th November, 1998 OM Provides as under:
In the OM No. 39/43/70-Estt. (A) dated 08.01.1971, it has been
envisaged
that it should normally be possible for the disciplinary authority to take
a
final
decision on the enquiry report within a period of three months. In
cases
where it is felt that it is not possible to adhere to this time limit, a
report
may
be submitted to the next higher authority indicating the additional
period
required and reasons for the same. It should also be ensured that
cases
involving consultation with the CVC and UPSC are disposed of as
quickly
as
possible.
2.
Though no specific time limit has been prescribed in the above
OM
in
respect of cases where consultation with CVC and UPSC is required,
it
is
imperative that the time limit of three months prescribed for other
cases
should be adhered to in such cases after receipt of the advice of the
UPSC.

14.

How to decide the quantum of penalty?

This aspect is being covered in a separate chapter

172

CHAPTER - 26
CONSULTATION WITH THE UPSC

1. What is the provision under which consultation with the UPSC is mandated?
Article 320(3) (c) of the Constitution of India provides as under:
320. Functions of the Public Service Commissions
(3) the Union Public Service Commission or the State Public
Service Commission, as the case may be, shall be consulted (c) on all disciplinary matters affecting a person serving under
the Government of India or the Government of a State in the Civil
capacity, including memorials or petitions relating to such matters
and it shall be the duty of the Public Service Commission to advice
on any matter so referred to them which the President, or, as the case
may be the Governor of the State, may refer to them.
Further, the first proviso there under empowers the President to make regulations to
specify the matters in which it shall not be necessary to consult the Commission.
In exercise of the powers conferred by the proviso to clause (3) of Article 320 of the
Constitution the President has notified the regulations known as Union Public
Service Commission (Exemption from Consultation) regulations, 1958.
A copy of the above regulations is annexed at the end of this chapter for ease of
reference. Regulation 5 of the above regulations relates to disciplinary cases.
It has been clarified in the CCA Rules that the above stated consultation applies to
passing of orders in Appeal, Revision and Review as well. Proviso (i) to Rule 27 (2) 29(1)
and proviso to Rule 29-A refer.
In addition to the above, first proviso to Rule 9(1) of the CCS (Pension) Rules 1972
provides that consultation with UPSC is mandatory in all cases of withholding or
withdrawing of pension.
2. Based on the cumulative effect of the above stated provisions, what are the
matters in which the UPSC is required to be consulted?
Firstly, it must be noted that the constitutional provision applies only to the persons
serving the Government in the Civil capacity. Thus disciplinary cases of the persons
paid from the Defence Service Estimates, including defence civilians, are outside the
purview of the consultation with the UPSC. This applies to the post retirement

173

proceedings as well because the consultation in such proceedings is also based on the
provisions of Article 320(3) (c) of the Constitution of India.
Among the persons serving the Government in the civil capacity, consultation with
UPSC is necessary in respect of any order made by the President - orders imposing
penalty, orders disposing off appeal, revision or review.
Needless to add the UPSC is to be consulted in post retirement proceedings as well.
3. What is the procedure for forwarding the cases to UPSC?
The cases are to be forwarded as per the proforma prescribed for the purpose - a copy
of the proforma is attached at the section Standard Forms.
The records as per the proforma are to be sent under the certificate by the Joint
Secretary/Director/Deputy Secretary in charge of the subject in the
Ministry/Department to the effect that the case is complete in all respect.
4. What is the level of the correspondence relating to consultation with UPSC?
or
5. What is the importance/seriousness of the certificate regarding
the
completeness of the records?
As per DoPT OM No. 39011/12/2010-Estt.(b) dated 14th September 2010, in case the
UPSC is required to return the case due to any deficiency, UPSC may address a letter to
the Secretary of the Department/Ministry. If it is found that the case has been
forwarded in a casual manner, Secretary of the Department/Ministry may issue a written
warning to the Joint Secretary/Director/Deputy Secretary concerned to be more careful
in future. A second time default by the same officers shall invite minor penalty
proceedings against them.
6. What is the time limit for forwarding the cases to UPSC?.
As per DoPT OM No. 39011/12/2009-Estt.(b) dated 10 th May 2010, complete
reference should reach UPSC at least six months before the retirement of the
charged officer.
7. What are the precautions to be observed in the matter of consultation with
the
UPSC?
DOs and DONTs as available in the UPSC website is reproduced for ease of
reference:
DOs and DONTs for the disciplinary cases being referred to the
Commission
174

1.

The Ministries/Departments should forward the disciplinary case to the

Commission in terms of DoP&T OM No.39011/12/2009-Estt.Bc dt.10.5.2010

2.

The pro forma/check list must be signed by CVO/Joint Secretary to Govt of

India.

3.

The documents indicated in proforma/Checklist should be duly referenced

with page number, folder name etc.

4.

Any column of the proforma should not remain unfilled. Avoid use ___ or
do in the proforma, instead the column should be filled using the terms Not
Applicable or nil.

5.

The Ministry should forward the documents either in original or duly

authenticated copy thereof. Photocopied documents should preferably be
signed in blue ink to enable cross-checking of authentication .

6.

The exihibits and all other documents should be legible.

7.

If any document is in Regional language, its authenticated translation in

English should be available.

8.

The full form of abbreviations if any, should be mentioned. The abbreviated

terms for designation of C.O and for technical terms should be avoided.

9.

In case of retired C.O. the information like last pay drawn, monthly pension
and gratuity must be mentioned. In case pension and/or gratuity is
withheld, the same should be indicated.

10. If any clarifications on the issues/points are sought by the Commission, the
DA should make point-wise clarification.
11. The group of posts (viz. A, B, C, D ) of the C.O. should preferably be
indicated in the first column of the proforma/checklist.
12. The statement of defence and reply to the charge sheet should not be
inferred as the same document.
13. Final para-wise comments of the D.A. on the representation of the C.O. on
I.O report should be indexed at one place.
14. The feeder grade and its scale of pay in respect of C.O. should be indicated.
15. Daily order sheets should be available for all dates of hearing.
16. The position of co-accused, if any, may be indicated in the letter or
proforma/checklist.
175

17. In minor penalty cases, the relied upon documents referred in the statement
of imputation should be available and properly referenced.
18. The Charge Sheet issued must contain all its part/annexures.
19. The records regarding proof of the delivery of the Charge Sheet to the C.O.
must be available.
20. The column relating to general examination of the C.O. should clearly
indicate the reference of related papers. In case, general examination
is not done, it should specifically be mentioned.
21. In case of disagreement of DA with IO report, a note of disagreement has to
be prepared by the DA and it should be forwarded to the CO.
Only forwarding the advice of CVC alongwith IO report will not suffice.
22. The para-wise comments of the DA should address the points raised by the
CO in his reply. The comments should not be in brief or general in nature.
23. In case of pension cut proposals, the approval of the President is necessary.
24. If a disciplinary case instituted under major penalty and deemed to have
been continued once C.O. retires, the approval of President is required
under relevant Pension Rules afresh.
25. The records of the case referred originally be sent to the Commission in
Appeal/review/revision cases.

176

CHAPTER - 27
QUANTUM OF PENALTY

1.
Once misconduct has been established, what is the mechanism for
deciding the quantum of penalty?
There are several statutory provisions and administrative instructions which lay down as
to what constitutes a misconduct. For example, the provisions of the Conduct Rules
lay omissions and commissions which constitute misconduct. Various DoPT OMs lay
down several actions such as neglect of family, failure to vacate Government
accommodation in time, etc. amount to misconduct.
One significant aspect of CCA Rules is that there is no statutory prescription of
penalties vis--vis the misconduct. For example the IPC provides the maximum
penalty that may be levied against each crime. Prevention of Corruption Act
prescribes the minimum and maximum penalty against each crime dealt with therein.
Against this background, the CCA Rules are conspicuously silent about the quantum
of penalty that may be imposed for any misconduct. Rule 11 of the CCA Rules
provides as under:
The following penalties may, for good and sufficient reasons
and as hereinafter provided, be imposed on a Government servant,
namely:Thus the appropriateness and sufficiency of reasons for imposition of penalty has been
left to the discretion of the authority concerned.
2.
Are the CCA Rules and the instructions issued there under completely
silent about the quantum of penalty?
Only indication about the quantum of penalty is available in the two provisos to Rule
11 in the following manner:
Provided that, in every case in which the charge of possession of
assets disproportionate to known-source of income or the charge of
acceptance from any person of any gratification, other than legal
remuneration, as a motive or reward for doing or forbearing to do any
official act is established, the penalty mentioned in clause (viii) or clause
(ix) shall be imposed :
Provided further that in any exceptional case and for special reasons
recorded in writing, any other penalty may be imposed.
Another exception where quantum of penalty has been suggested by the GoI
instructions is Deptt. Of Personnel & Training OM No. 11012/7/91-Estt. (A) dated
19.05.1993 which provides inter-alia

177

The matter has been examined in consultation with the Ministry of

Law
and
Justice and it has now been decided that wherever it is found
that
a
Government servant, who was not qualified or eligible in terms
of
the
recruitment rules etc, for initial recruitment in service or had
furnished
false
information or produced a false certificate in order to secure
appointment,
he
should not be retained in service. If he is a probationer or a
temporary
Government servant, he should be discharged or his services
should
be
terminated. If he has become a permanent Government servant, an
inquiry
as prescribed in Rule 14 of CCS (CCA) Rules, 1965 may be held and if
the
charges are proved, the Government servant should be removed or
dismissed
from service. In no circumstances should any other penalty be imposed.
3.
Such discharge, termination, removal or dismissal from service
would, however, be without prejudice to the right of the Government
to prosecute such Government servants.
[Although the above OM has not been modified, its contents need to be
understood in the light of the Judgment of the Honble Supreme Court in the
case of R. Vishwanatha Pillai Vs. State of Kerala & Ors. DATE OF
JUDGMENT: 07/01/2004
[2004 AIR 1469, 2004(1 )SCR360 , 2004(2
)SCC105 , 2004(1 )SCALE285 , 2004(1 )JT88 ] wherein dismissal of an IPS
officer with 27 years of service without inquiry was upheld as the officer was guilty
of producing a false caste certificate at the time of recruitment. It must also be
noted that in the above case, the officer was provided an opportunity of
countering the allegation during the inquiry regarding the veracity of the
certificate produced by him]

Another area relating to quantum of penalty is as under:

By necessary implication, penalty of Recovery from pay mentioned in Rule
11(iii) can be imposed only in such cases where the pecuniary loss has been
caused and the same is attributable to the charged officer.
3.
What guidelines are available to the Disciplinary Authority in deciding
the quantum of penalty?
The following guidelines provided by the Honble Supreme Court penalty in the case
of Regional Manager, U.P.S.R.T.C., Etawah and Ors. Vs. Hoti Lal and Anr. [AIR
2003 SC 1462, JT 2003 (2) SC 27, (2003) 3 SCC 605, [2003] 1 SCR 1019,] for the

Tribunals and the High Court is relevant for the Disciplinary Authorities in deciding
the quantum of
11. It needs to be emphasized that the Court or Tribunal while dealing
with
the quantum of punishment has to record reasons as to why it is felt
that
the
punishment does not commensurate with the proved charges. As has
been
highlighted in several cases to which reference has been made above,
the
178

scope for interference is very limited and restricted to exceptional cases

in
the
indicated circumstances. Unfortunately, in the present case as the
quoted
extracts of the High Court's order would go to show, no reasons
whatsoever
have
been
indicated
as
to
why
the
punishment
as
considered
disproportionate. Reasons are live links between the mind of the
decision
taken to the controversy of question and the decision or conclusion
arrived
at.
Failure to give reasons amounts to denial of justice. (See
Alexander
Machinery Dudley Ltd. v. Crabtree 1974 LCR 120. A mere statement
that
it
is
disproportionate would not suffice. . It is not only the amount
involved
but
the mental set up, the type of duty performed and similar
relevant
circumstances which go into the decision-making process while
considering
whether the punishment is proportionate or disproportionate. If the
charged
employee holds a position of trust where honesty and integrity are
inbuilt
requirements of functioning, it would not be proper to deal with the
matter
leniently. Misconduct in such cases has to be dealt with iron hands.
Where
the person deals with public money or is engaged in financial
transaction
or
acts in a fiduciary capacity, highest degree of integrity and trustworthiness
is
must and unexceptionable. Judged in that background, conclusions of
the
Division Bench of the High Court do not appear to be proper. We set
aside
the
same and restore order of learned Single Judge upholding order of
dismissal.
12. The appeal is allowed.
4.

Is it mandatory to award identical punishment for similar misconduct?

Every employee has a right against discrimination and arbitrariness. However, this
cannot be construed to mean that the same penalty must be awarded for similar
misconduct. Although the quantum of penalty is within the domain of the discretion
of the Disciplinary Authority, selective treatment of employees has been frowned
upon by the courts. In this regard, the following extract from the judgment of the
Honble Supreme Court in the case of Man Singh Vs State Of Haryana & Ors
decided on 1 May, 2008
18. In view of the factual backdrop and the above-stated statement

of
HC
Vijay Pal, we are of the opinion that the respondents cannot be
permitted
to
resort to selective treatment to the appellant and HC Vijay Pal, who
was
involved in criminal case besides departmental proceedings. HC Vijay
Pal
has
been exonerated by the appellate authority mainly on the ground
of
his
acquittal in the criminal case, whereas in departmental proceedings
he
has
been found guilty by the disciplinary authority and was awarded
punishment
for serious misconduct committed by him as police personnel.
19. We may reiterate the settled position of law for the benefit
of
the
administrative authorities that any act of the repository of power
whether
legislative or administrative or quasi-judicial is open to challenge if
it
is
so
arbitrary or unreasonable that no fair minded authority could ever have
made
it. The concept of equality as enshrined in Article 14 of the
Constitution
of
India embraces the entire realm of State action. It would extend
to
an
individual as well not only when he is discriminated against in the
matter of
179

exercise of right, but also in the matter of imposing liability upon him.
Equal
is
to be treated equally even in the matter of executive or administrative
action.
As a matter of fact, the doctrine of equality is now turned as a
synonym
of
fairness in the concept of justice and stands as the most
accepted
methodology of a governmental action. The administrative action is to
be
just
on the test of 'fair play' and reasonableness. We have, therefore,
examined
the case of the appellant in the light of the established doctrine of
equality
and
fair play. The principle is the same, namely, that there should
be
no
discrimination between the appellant and HC Vijay Pal as regards the
criteria
of punishment of similar nature in departmental proceedings. The
appellant
and HC Vijay Pal were both similarly situated, in fact, HC Vijay Pal was
the
real culprit who, besides departmental proceedings, was an accused
in
the
excise case filed against him by the Excise Staff of Andhra Pradesh
for
violating the Excise Prohibition Orders operating in the State. The
appellate
authority exonerated HC Vijay Pal mainly on the ground of his acquittal
by
the
criminal court in the Excise case and after exoneration, he has been
promoted
to the higher post, whereas the appeal and the revision filed by the
appellant
against the order of punishment have been rejected on technical
ground
that
he has not exercised proper and effective control over HC Vijay Pal
at
the
time of commission of the Excise offence by him in the State of
Andhra
Pradesh. The order of the disciplinary authority would reveal that for
the
last
about three decades the appellant has served the Police
Department
of
Haryana in different capacity with unblemished record of service.
However, the above should not be construed to mean that there must be uniformity in
the quantum of penalty. This may be evident from the following extract of the
Honble Supreme Court in Union territory of Dadra & Nagar Haveli Vs. Gulabhia M Lad
decided on 28.4.2010:
In a matter of imposition of punishment where joint disciplinary
enquiry is held against more than one delinquent, the same or
similarity of charges is not decisive but many factors as noticed

above may be vital in decision making. A single distinguishing

feature in the nature of duties or degree of responsibility may make
difference insofar as award of punishment is concerned. To avoid
multiplicity of proceedings and overlapping adducing of evidence, a
joint enquiry may be conducted against all the delinquent officers but
imposition of different punishment on proved charges may not
be impermissible if the responsibilities and duties of the co-delinquents
differ or where distinguishing features exist. In such a case, there
would not be any question of selective or invidious discrimination.
5.
Is it appropriate to take into consideration the past profile of the charged
officer while deciding the quantum of penalty?
It has been clarified by the Government that it is not appropriate to bring in past bad
records in deciding the penalty, unless it is made the subject matter of specific
180

charge of the charge-sheet itself. Copy of G.I.M.H.A., OM No. 134/20/68-AVD, dated the
28th August, 1968 is extracted hereunder
A question has arisen whether past bad record of service of an officer
can
be
taken into account in deciding the penalty to be imposed on the
officer
in
disciplinary proceedings, and whether the fact that such record has
been
taken into account should be mentioned in the order imposing the
penalty.
This has been examined in consultation with the Ministry of Law.
It
is
considered that if previous bad record, punishment etc., of an
officer
is
proposed to be taken into consideration in determining the penalty
to
be
imposed, it should be made a specific charge in the charge-sheet
itself,
otherwise any mention of the past bad record in the order of
penalty
unwittingly or in a routine manner, when this had not been mentioned
in
the
charge-sheet, would vitiate the proceedings, and so should be eschewed.
Needless to add, there can be no bar to taking into account the past good conduct of the
charged officer and reducing the penalty.
6.
Under what circumstances the quantum of penalty may be perceived as
excessive and disproportionate?
Answer to this question depends upon the facts and circumstances of the case.
However, the following observation of the Honble Supreme Court in the case of
Chairman cum Managing Director, Coal India Limited and Anr. Vs. Mukul Kumar
Choudhuri and Ors. [AIR2010SC75, JT2009(11) SC472, (2009)15SCC620] will help in
taking a view on the quantum of penalty:
26. The doctrine of proportionality is, thus, well recognized concept of
judicial
review in our jurisprudence. What is otherwise within the discretionary
domain
and sole power of the decision maker to quantify punishment once the
charge
of misconduct stands proved, such discretionary power is exposed to
judicial
intervention if exercised in a manner which is out of proportion to the
fault.
Award of punishment which is grossly in excess to the allegations
cannot
claim immunity and remains open for interference under limited
scope
of

judicial review. One of the tests to be applied while dealing with the
question
of quantum of punishment would be: would any reasonable employer
have
imposed such punishment in like circumstances? Obviously, a
reasonable
employer is expected to take into consideration measure,
magnitude
and
degree of misconduct and all other relevant circumstances and
exclude
irrelevant matters before imposing punishment. In a case like the
present
one
where the misconduct of the delinquent was unauthorized absence
from
duty
for six months but upon being charged of such misconduct, he fairly
admitted
his guilt and explained the reasons for his absence by stating that he
did
not
have any intention nor desired to disobey the order of higher
authority
or
violate any of the Company's Rules and Regulations but the reason
was
purely personal and beyond his control and, as a matter of fact, he
sent
his
resignation which was not accepted, the order of removal cannot be
held to
181

be justified, since in our judgment, no reasonable employer would

have imposed
extreme
punishment
of
removal
in
like
circumstances. The punishment is not only unduly harsh but grossly in
excess to the allegations. Ordinarily, we would have sent the matter
back to the appropriate authority for reconsideration
on
the
question of punishment but in the facts and circumstances of
the present case, this exercise may not be proper. In our view, the
demand of justice would be met if the Respondent No. 1 is denied
back wages for the entire period by way of punishment for the
proved misconduct of unauthorized absence for six months.
Similarly in the case of Shri Bhagwan Lal Arya Vs. Commissioner of Police Delhi and
Ors.
[AIR2004SC2131, JT2004(3)SC384,
(2004)4SCC560,
[2004]3SCR1,
2004(2)SLJ460(SC)] the Honble Supreme Court substituted the penalty of dismissal for
the misconduct of absence of 2 Months and 8 days stating
14. Thus, the present one is a case wherein we are satisfied that
the
punishment of removal from service imposed on the appellant is
not
only
highly excessive and disproportionate but is also one which was
not
permissible to be imposed as per the Service Rules. Ordinarily we would
have
set aside the punishment and sent the matter back to the disciplinary
authority
for passing the order of punishment afresh in accordance with law
and
consistently with the principles laid down in the judgment.
However,
that
would further lengthen the life of litigation. In view of the time already
lost,
we
deem it proper to set aside the punishment of removal from
service
and
instead direct the appellant to be reinstated in service subject to the
condition
that the period during which the appellant remained absent from duty
and
the
period calculated upto the date on which the appellant reports back
to
duty
pursuant to this judgment shall not be counted as a period spend on
duty.
The
appellant shall not be entitled to any service benefits for this period.
Looking
at the nature of partial relief allowed hereby to the appellant, it is
now
not
necessary to pass any order of punishment in the departmental
proceedings
in lieu of the punishment of removal from service which has been set
aside.
The appellant must report on duty within a period of six weeks from
today
to
take benefit of this judgment.

7.
What factors the Disciplinary may consider while deciding the quantum
of penalty?
The following extract from the Judgment of the Honble Supreme Court in the case of
Union territory of Dadra & Nagar Haveli Vs. Gulabhia M Lad decided on 28.4.2010
indicates some of the factors relevant in this context:
The exercise of discretion in imposition of punishment by the
Disciplinary Authority or Appellate Authority is dependent on host
of factors such as gravity of misconduct, past conduct, the nature
of duties assigned to the delinquent, responsibility of the position
that the delinquent holds, previous penalty, if any, and the discipline
required to be maintained in the department or establishment he works.
182

While it is again reiterated that the quantum of penalty is within the domain of the
discretionary power of the disciplinary authority who is under no obligation to take
cognizance of any suggestions, experts on the subject consider the following factors to be
relevant while considering the quantum of penalty:
(a)
What is the impact of the misconduct on the values cherished by the
organization? Does it amount to the negation of the basic values such as
trust, faith, honesty and integrity?
(b)
What is the impact of the misconduct on the image of the organization
among the stakeholders? Is it likely to affect the credibility of the
organization? Whether the stakeholders are likely to lose faith on the
orgnisation? Will the punishment restore the confidence of the stakeholders?
(c)
What will be impact of the penalty on the individual concerned? - does
it amount to punishing or finishing?. Will the employee be a better person by
imposing a moderate punishment? As the old saying goes - Every saint has a
past and every sinner has a future. Viewed in this context, whether it is
appropriate to give an opportunity to the erring official to mend rather than
putting an end?
(d)
What message the punishment will send to other members and
stakeholders of the organization? Is it likely to embolden the employees to act in
defiance of prescribed rules; alternatively will it scare the employees so that they
will adopt safety first policy and avoid taking risk which is one of the important
qualities required of a manager?
(e)
Is it an isolated misconduct in what is otherwise an unblemished
career?
(f)

How similar instances of misconduct were dealt with in the past?

(g)
How such instances are dealt with in sister organizations? - as may be
ascertained from CVC Reports, Vigilance magazines, etc.
(h)
Whether there is any evidence of remorse or repentance on the part of
the employee? For example whether the charged officer had admitted the
charges at the earliest opportunity or kept on doggedly defending the
misconduct?
(i) Whether the proposed penalty will serve public interest?

183

8.
When would it be appropriate to impose
dismissal or removal from service?

the extreme penalty of

As pointed out by the Hota Committee, as per the Notification dated 11

October 2000 of the Department of Personnel and Training, Government
of India the penalty of dismissal or removal from service is mandatory in
Disciplinary Inquiry involving lack of integrity or corrupt practice.
9.
What should be the guiding principles in determining the quantum of
penalty?
The following extract from the concluding portion of the Hota Committee Report may be
taken as a guiding principle in deciding the quantum of penalty:
We may like to go on record that one of the purposes of any punitive
action
against a Government Servant is to vindicate the public policy that
misconduct
would be penalized and, in case of grave misconduct involving
lack
of
integrity, the appropriate penalty will be removal or dismissal from
service.
Whereas we are aware of the need for different penalties in the Rule
Book
classified as major and minor penalties, it will be difficult to
recommend
any
precise penalty for any specific misconduct. This is because each
case
of
Disciplinary Inquiry is based on its own facts. We, however, reiterate
that
the
categories of the Government Servants we have dealt with in this
Report
constitute a major segment of the intelligentsia of the country.
Authorities
on
Public Administration and eminent Civil Servants are of the view that
such
Government Servants cannot be expected to be fully committed to the
task
of
nationbuilding if their self esteem is corroded by stultifying rules,
draconian
procedures, demoralizing searches without meaningful seizure,
undeserving
sanction for prosecution or disproportionate punishments and
deliberate
humiliation. To put it briefly, for Government Servants to work with full
sense
of dedication, checks and balances must be built into the
Government
machinery and a just Political Executive, which is not only fair but
is
also
perceived to be fair, is a vital requirement for a Republic where the
Rule
of

Law is meant to be supreme.

141. In the ultimate analysis, by faith and fairness alone can the
foundations of a fullydedicated public service be built and such a
service will help make India a major player in the world.

184

CHAPTER - 28

SPEAKING ORDERS

1.
What are the main precautions to be observed while drafting penalty
orders?
While drafting penalty orders it must be ensured that the final orders are speaking
orders and are free from ambiguity or vagueness.
2.

What is a speaking order?

Speaking order may be defined as an order which contains not only the conclusions and
directions but also the reasons that have led to the conclusions.
It must not be confused with oral orders or verbal directions.
Normally, courts used to reserve judgments when the arguments are concluded.
Judgments will be delivered after some time lag because the court has to evaluate
the evidence received and the submissions made by the parties. Contrary to this, the
court may dictate orders in the court immediately on hearing the parties. Such orders
are known as Oral orders. Although these are called Oral Orders, they are also
reduced to writing and the copies of these orders are also supplied to the parties in
due course of time.
The term Verbal instructions refers to the instructions issued by superior officers to
their subordinates under urgent circumstances. CCS Conduct Rules 1964 requires
that such instructions should be confirmed through written instructions as soon as
possible.
3.

What are the advantages of speaking orders?

Disclosure guarantees consideration
Introduces clarity
Excludes or minimises arbitrariness
Satisfaction of the party
Enables appellate forum to exercise control
Travancore Rayons Vs Union of
India
AIR 1971 SC 862

185

4.
What are the instances in the course of disciplinary proceedings
wherein speaking orders are to be issued?
Firstly it must be understood that the speaking orders is not confined to disciplinary
proceedings. All orders having an impact on the employees are to be speaking
orders. For example, rejection of the request of an employee seeking stepping up of pay
on par with junior should be through speaking orders. Disposal of a
representation against supersession in the matter of promotion should also be
through speaking orders.
It needs no emphasis that orders passed in the course of disciplinary proceedings have
a far reaching impact on the employee because they relate not only to career prospects
and monetary issues but also have a bearing on the honour and reputation of the
employee concerned. Thus there are all the more stronger reasons for passing reasoned
orders while conducting disciplinary proceedings.
An illustrative and non-exhaustive list of instances when speaking orders are
required to be issued in the course of disciplinary proceedings is as under:
Deciding the request of the Charged officer on defence documents and
witnesses
Deciding on the request for change of Inquiring Authority
Deciding on the request of the charged officer for engagement of legal
practioner for the purpose of defence
Deciding on the request of the charged officer for engagement of a
defence Assistant from out station
Deciding on the request for adjournment
Disposal of the appeal or review of revision application.
Appeal against suspension
Appeal for enhancement of subsistence allowance
Decision regarding the treatment of period of suspension
5.
There are some orders which are based on subjective satisfaction of the
disciplinary authority. Under such circumstances, what reason can be given in
the order?
No doubt there are some areas where the decision is made based on the subjective
satisfaction of the authority concerned as in the instances where the rule specifically
and explicitly indicates in some areas that the authority may decide having regard to
the circumstances of the case. For example, the request for engagement of legal
186

practioner as defence assistant may be permitted by the Disciplinary Authority

having regard to the circumstances of the case. Rule 14(8)(a). Similarly, Rule
16(1)
(b) provides that for imposing a minor penalty, the provisions of rule 14(3) to 14(23)
may be followed if the disciplinary authority is of the opinion that such
inquiry
is
necessary.
Even in areas of exercise of discretionary powers, the orders should indicate
application of mind. Besides, although some of the powers appear purely
discretionary, there are guidelines for exercise of such powers. For example, MHA,
DP&AR OM. No. 11012/7/83-Estt (A) dated the 23rd July 1984 lays down a list of
non-exhaustive list of circumstances wherein the discretion is to be exercised in
favour of the delinquent employee.
Decision making authority may consider stating
that the delinquent official has not justified the engagement of legal practioner and
that the special circumstances (comparable to those mentioned in the above OM) do
not exist in the present case.
Two important factors in this regard are:
(a) There must be evidence of application of mind
(b) Referring to, if not reproducing in the order, the submissions of the applicant
and the relevant rule position will normally be a clear indication of application
of mind.
6.

What are the essential ingredients of a speaking order?

Speaking order should necessarily contain the following:

(a) Context: The order should narrate the back ground of the case. As has been
laid down in a catena of decisions, law is not to be applied in vacuum. The
circumstances that have caused the issue of the orders have to be brought
out clearly in the introductory portion of the order. For example, if there is
representation about incorrect pay fixation, the speaking order disposing of
the representation should narrate how the anomaly has crept in, etc.
(b) Contentions: Rival submissions, where applicable, must be brought out in the
order. For example the evidence led by the presenting officer in support of the
charges and by the charged officer for refuting the charges. Needless to add
that there may be cases wherein submissions may be unilateral as is the case
of stepping up of pay, etc. Even in the course of disciplinary proceedings,
there may be some instances wherein the concept of rival submission may
not apply as in the case of representation for change of Inquiring Authority or
for engagement of legal practioner as defence assistant.
(c) Consideration: The order should explicitly evaluate the submissions made by
the parties vis--vis each other and in the light of the relevant statutory
provisions. Each submission by the parties must be considered with a view to
decide about its acceptability or otherwise.

187

(d) Conclusions: Outcome of the consideration is the ultimate purpose of the

order. It must be ensured that each conclusion arrived at in the order must
rest on facts and law.
7.
What is the pre-caution to be taken in the matter of specifying the
penalty?
The penalty being imposed must be free from ambiguity and vagueness. Scope of
penalty must be clearly brought out in the order without leaving any scope for
interpretation or filling up the gap through arguments such as by necessary
implication.
While there cannot be any confusion with regard to orders of Dismissal, removal from
service and censure, care must be taken in the following types of penalties as shown
against each:
(a) Withholding of promotion: such an order should clearly state the period for
which promotion is withheld.
(b) Recovery from pay: This penalty can be imposed only when it has been
established that the Government servant was guilty of negligence or
breach of orders or rules which caused the loss. When ordering such
recovery the disciplinary authority should clearly state as to how exactly
the negligence was responsible for the loss. The order should also specify
the following:
(i)
(ii)
(iii)

Total amount to be recovered

number of installments
Amount to be recovered in each installment

(c) Withholding of increment - such orders should give the period for which
increment is withheld and whether the withholding will have the effect of
postponing future increments.
(d) Reduction to a lower stage in the time scale of pay. Orders of this kind
should indicate the following:
(i)
the date from which the order will take effect;
(ii)
the stage in the time scale of pay in terms of rupees to which
the pay of the Government servant is to be reduced;
(iii)
the period, in terms of year and moths, for which the penalty will
be operative;
(iv)
Whether the Government servant will earn increments of pay
during the period of such reduction; and
(v)
Whether on the expiry of such period, the reduction will or will not
have the effect of postponing the future increments of his pay.
(e) Reduction to a lower time scale of pay, grade, post or service: such an
order should cover the following aspects:
188

(i)

the lower time scale of pay, grade, post or service and stage
of pay in the said lower time scale to which the Government
servant is reduced;

(ii)

the date from which the order will take effect;

(iii)

where the penalty is imposed for a specified period, the

period, in terms of years and months, for which the penalty will
be operative;

(iv)

if the penalty is imposed for an unspecified period directions

regarding conditions of restoration to the grade or posts or service from
which the Government servant was reduced
and his seniority and pay on such restoration to that grade, post
or service.

8.
What is the deficiency if the order is not a speaking one and what is its
impact?
The following observations by the Apex Court in the case of Markand C. Gandhi Vs.
Rohini M. Dandekar Civil Appeal No. 4168 of 2008 Decided On: 17.07.2008
highlights the inadequacy of non-speaking orders:
4. The impugned order runs into 23 pages. Upto the middle of Page
10,
the
Committee has referred to cases of the parties; from middle of Page
10
to
middle of Page 11, issues have been mentioned; from middle of Page
11
to
the top of Page 22, the Committee has referred to the evidence,
oral
and
documentary, adduced on behalf of the parties without discussing the
same
and recording any finding whatsoever in relation to the veracity or
otherwise
of
the evidence; and thereafter disposed of the proceeding which may be
usefully
quoted hereunder: We have gone through the records. The issues
were
framed on 18-8-1990. Issue No. 1 relates to a threat given by the
Respondent
to the complainant on 8-6-1977. This issue is not related to the
professional
misconduct and in this regard the complainant has not
submitted
any
documentary evidence to prove her stand. As far as the issue No.
2
is
concerned, this is a very important issue. The complainant has
submitted
document in support of her contention and proved the issue. This fact
cannot
be denied by oral version, as there is documentary record. As far as the
issue

No. 3 is concerned, this is also proved by the complainant by her

evidence.
Issue No. 4 relates to the certificate issued by the Respondent. This has
also
been proved by the complainant by documentary proof which is on
record.
Likewise Issue No. 6 is also proved by documentary proof. Issues Nos. 6
to
7
relate to one Mr. Vora, architect and builder and Mr. B.S. Jain and
the
Respondent. The main issue in this controversy is issue No. 8 i.e.,
whether
the
Respondent is guilty of professional misconduct or other misconduct.
In
this
respect it is the admitted position before the Committee that some
documents
were already on record and retained by the Respondent and the
certificate
issued by the Respondent with regard to the property in question. It is
also
189

admitted position that in this matter a compromise letter was filed

by
the
parties earlier. We have heard the arguments and we have also
perused
the
documents. The complainant has proved her allegations made in the
complaint
against the Respondent. The allegations made are very serious. We are
of
the
opinion that the Respondent has committed professional misconduct
and
thus
we hold him guilty of professional misconduct and suspend him from
practice
as an advocate before any Court or authority in India for a period of five
years
and we also impose a cost of Rs. 5,000/- to be paid by him to the Bar
Council
of India which on deposit will go the Advocates Welfare Fund of the
Bar
Council of India. If the amount of cost is not paid within one month
from
the
date of receipt of this order, the suspension will be extended for six
months
more.
5. From a bare perusal of the order, it would appear that, virtually, there
is
no
discussion of oral or documentary evidence adduced by the parties.
The
Committee has not recorded any reason whatsoever for accepting or
rejecting
the evidence adduced on behalf of the parties and recorded finding in
relation
to the misconduct by a rule of thumb and not rule of law. Such an order
is
not
expected from a Committee constituted by a statutory body like B.C.I.
6. We are clearly of the opinion that the finding in relation to misconduct
being
in colossal ignorance of the doctrine of audi alteram partem is
arbitrary
and
consequently in infraction of the principle enshrined in Article 14
of the
Constitution of India, which make the order wholly unwarranted and liable
to be set aside. This case is a glaring example of complete betrayal of
confidence reposed by the Legislature in such a body consisting
exclusively of the members of legal profession which is considered to
be one of the most noble profession if not the most.
7. Accordingly, the appeal is allowed, impugned order rendered
by
the
Disciplinary Committee of the B.C.I, is set aside and the matter is
remitted,
for
fresh consideration and decision on merits in accordance with law.
Chairman
of the B.C.I, will see that this case is not heard by the Disciplinary

Committee
which had disposed of the complaint by the impugned order and an
altogether
different Committee shall be constituted for dealing with this case.

190

CHAPTER - 29
APPEAL, REVISION AND REVIEW

1.
What departmental remedies are available to the employee aggrieved by
an order adversely affecting the career?
An employee aggrieved by an order adversely affecting the career has departmental
remedies in the form of Appeal, Revision and Review.
As is well known, administrative orders are subject to judicial scrutiny as well. But
generally, Courts and Tribunals will entertain the Writ or Application only if the
employee satisfies the judicial forum that remedies available within the administrative
machinery have been availed or could not be availed for valid reason.
2.
What is the inter-se relationship between the above stated three
departmental remedies?
Relative position of the three remedies may be briefly stated as under:
FACTOR

APPEAL

REVISION

REVIEW

By Whom

Appellate
Authority
On Appeal By
The Individual

Includes
Appellate
Authy
On Own Motion Or
Other Wise

President

How
When

Condition

Within 45 Days Any Time After Time

Authority
May For Appeal Is Over Or
Condone
After
Disposal Of
Appeal
Not Appealable Or No
Appeal Made

On Own Motion Or
Other Wise
Any Time

New Material

Detailed discussion of these three remedies is available in respective questions

hereunder.
3.
Is the right of Appeal available against all orders with which the
employee feels aggrieved?
No. Rule 22 and 23 of the CCA Rules provide what are the orders against which
appeal lies and otherwise. The same is as under:

191

(a) As per Rule 22, no appeal lies against the following orders:
(a) any order made by the President;

(b) any order of an interlocutory nature or of the nature of a step-inaid of

the final disposal of a disciplinary proceeding, other than an
order of
suspension;
(c) any order passed by an inquiring authority in the course of an
inquiry
under Rule 14.
(b) Rule 23 of CCA Rules provides that subject to Rule 22, the following orders
are appealable:
(i)

an order of suspension made or deemed to have been made

under rule 10;

(ii)

an order imposing any of the penalties specified in rule 11,

whether made by the disciplinary authority or by any appellate or
revising authority;

(iii)

an order enhancing any penalty, imposed under rule 11;

(iv)

an order which(a) denies or varies to his disadvantage his pay,

allowances,
pension or other conditions of service as regulated by
rules
or by agreement; or
(b) interprets to his disadvantage the provisions of any
such
rule or agreement;

(v)

an order(a) stopping him at the efficiency bar in the time-scale of

pay
on the ground of his unfitness to cross the bar;
(b)

reverting him while officiating in a higher service,

grade or
post, to a lower service, grade or post, otherwise than
as a
penalty;
192

(c)

reducing or withholding the pension or denying the maximum

pension admissible to him under the rules;

(d)
determining the subsistence and other allowances to be
paid
to him for the period of suspension or for the period
during
which he is deemed to be under suspension or for any
portion
thereof;
(e)

determining his pay and allowances(i)

for the period of suspension, or

(ii) for the period from the date of his dismissal,

removal or
compulsory retirement from service, or from the date
of his
reduction to a lower service, grade, post, timescale or
stage in a time-scale of pay, to the date of
his
reinstatement or restoration to his service, grade or
post;
or
(f)

4.

determining whether or not the period from the date of his

suspension or from the date of his dismissal,
removal,
compulsory retirement or reduction to a lower service,
grade,
post, time-scale of pay or stage in a time-scale of pay to
the
date of his reinstatement or restoration to his service,
grade
or
post shall be treated as a period spent on duty for any
purpose.

Who is the appellate authority?

Appellate authority in various cases has been mentioned in the Schedule to the CCA
Rules. Besides, the same may be specified by a general or special order of the
President.
In respect of cases not covered by the above, appellate authority has been
prescribed under Rule 24 of the CCA Rules as under:

(i)

where such Government servant is or was a member of a Central Service,

Group A or Group B or holder of a Central Civil Post, Group A or Group
B (a) to the appointing authority, where the order appealed against is
made
by an authority subordinate to it; or
(b) to the President where such order is made by any other authority;
193

(ii)
where such Government servant is or was a member of a Central Civil
Service, Group C or Group D, or holder of a Central Civil Post, Group
C or Group D, to the authority to which the authority making the
order appealed against is immediately subordinate
However, the above provision does not apply to appeals against an order passed in
Common proceedings.

5.
Who is the appellate authority in respect of orders passed in the
Common proceedings?
In respect of an order in a common proceeding held under Rule 18 appeal shall lie to the
authority to which the authority functioning as the disciplinary authority for the purpose
of that proceeding is immediately subordinate:
However, if the President is the appellate authority in respect of a Government
servant in terms of the general provisions mentioned above, the appeal shall lie to the
President.

6.
What happens if the authority that made the order appealed against is
holding the position of the appellate authority - may be, due to subsequent
promotion?
In such an eventuality, the appeal shall lie to the authority to which such person is
immediately subordinate.

7.
Is there any special provision relating to office bearers of the
association who have been penalised due to association activities?
8.

Rule 24(3) provides that a Government servant on whom a penalty has been
imposed on account of his/her activities connected with the work as an
office-bearer of an association, federation or union, participating in the Joint
Consultation and Compulsory Arbitration Scheme, may prefer an appeal to the
President, where no such appeal lies to him otherwise.

194

9.

What is the time limit for preferring the appeal?

Rule 25 of CCA Rules prescribes a limitation period of 45 days for preferring appeal. This
is to be counted from the date of delivery to the appellant, of the order appealed against.
However, the appellate authority is empowered to entertain appeals filed beyond the
above stated period, if it is satisfied about the cause of delay.
10.

What is the form and content of appeal?

Rule 26 (1) and (2) provide as under:

Every person preferring an appeal shall do so separately and in his
own name[ i.e. joint appeal is not allowed.]
The appeal shall be presented to the authority to whom the appeal
lies, a copy being forwarded by the appellant to the authority which
made the order appealed against.
It shall contain all material
statements and arguments on which the appellant relies, shall not
contain any disrespectful or improper language, and shall be complete
in itself.
11.
What is the role of the authority that has made the order appealed
against?
Rule 26(3) provides as under:
The authority which made the order appealed against shall, on
receipt of a copy of the appeal, forward the same with its comments
thereon together with the relevant records to the appellate authority
without any avoidable delay, and without waiting for any direction from
the appellate authority.
12.

What is the general approach prescribed for disposing of appeals?

Rule 27 (1) and (2) of the CCA Rules provides an elaborate procedure for disposing of
appeals against orders of suspension and orders imposing any of the penalties
specified in Rule 11 of the CCA Rules.
As regards appeal against orders of other kind, Rule 27(3) states that the appellate
authority shall consider all the circumstances of the case and make such
orders as it may deem just and equitable.
13.
What are the factors to be considered in dealing with the appeal relating
to orders made under CCA Rules?
As regards the appeal against the orders of suspension the appellate authority is
required to consider whether in the light of the provisions of rule 10 and
having

195

regard to the circumstances of the case, the order of suspension is justified

or not and confirm or revoke the order accordingly.
As regards the appeal against orders imposing any of the penalties specified in Rule
11 of the CCA Rules, the appellate authority shall consider the following three
aspects:
(a) whether the procedure laid down in these rules have been complied
with
and if not, whether such non-compliance has resulted in the
violation of
any provisions of the Constitution of India or in the failure of justice;
(b) whether the findings of the disciplinary authority are warranted
by the
evidence on the record; and
(c) whether the penalty or the enhanced penalty imposed is
adequate,
inadequate or severe;
14.

Is it necessary to consult CVC at the time of disposal of Appeal?

Para 19 of Chapter XVII of the CVC Manual (1991 Ed) provides as under:
19. Consultation with the Central Vigilance Commission - In such
cases
where the UPSC is not to be consulted the cases at appeal/revision
stage
should be referred to the Central Vigilance Commission where
the
appellate/revising authorities propose to modify or set aside the
penalty
imposed in a case in which the Central Vigilance Commission was
earlier
consulted. It will not be necessary to consult the Central
Vigilance
Commission in cases, where the appellate/revising authority decides
not
to
set aside or modify a penalty imposed by a disciplinary authority.
Moreover,
so long as the appellate/revising authority while modifying the
penalty
imposed by the disciplinary authority on the advice of the CVC, still
remains
within the parameter of the major or minor penalty, earlier advised
by
the
Commission, there is no need to consult the Commission again, as
such
a
modification does not have the effect of departing from their
advice.
The
Commission should also be informed of the final outcome
of
all
appellate/revision/review proceedings, if as a result of such
proceedings,
the

penalties imposed on the earlier advice of the Commission are set

aside
or
modified.
The same procedure should apply for Revision and Review as well
15. What are the possible outcomes in the case of appeal against an order
imposing penalty?
The appellate authority, on consideration of the appeal, shall either
(a) confirm, enhance, reduce, or set aside the penalty; or

196

(b) remit the case to the authority which imposed or enhanced the penalty or to
any other authority with such direction as it may deem fit in the circumstances
of the case
16. What are the pre-requisites to be complied with before enhancing the
penalty?
If it is proposed to impose a major penalty by way of enhancement, and an inquiry
under rule 14 has not already been held in the case, the appellate authority shall,
subject to the provisions of rule 19, itself hold such inquiry or direct that such inquiry be
held in accordance with the provisions of rule 14:
In other cases relating to enhancement of penalty, a reasonable opportunity shall be
given to the appellant of making a representation against the proposed penalty
17.

Is it necessary to provide personal hearing while dealing with appeal?

As such CCA Rules do not provide for a personal hearing at the appeal stage.
However, the issue was considered by the Government in the light of the
recommendations of the Committee of the National Council (JCM) set up to review the
CCS (CCA) Rules, 1965.
Accordingly, the Government has vide its [G.I, Deptt. of Personnel & Trg. OM No.
11012/20/85-Estt.(A) dated 28th October, 1985].has decided as under:
As Rule 27 of the CCA Rules does not preclude the grant of personal
hearing
in suitable cases, it has been decided that where the appeal is
against
an
order imposing a major penalty and the appellant makes a specific
request
for
a personal hearing the appellate authority may, after considering all
relevant
circumstances of the case, allow the appellant, at its discretion, the
personal
hearing.
Subsequently, it has been decided vide [G.I.Deptt. of Personnel & Trg. OM No.
11012/2/91-Estt.(A) dated 23.04.91] to allow the appellant to take the assistance of a
defence assistant, if a request is made to that effect.
The proposal was discussed in the meeting of the National Council (JCM) on
31.01.1991 and it has been decided that in all those cases where a
personal
hearing is allowed by the appellate authority in terms of OM dated
28.10.85,
referred to above, the Government servant may be allowed to take
the
assistance of a defence assistant also, if a request is made to that effect.

197

18.
What is the manner of disposal of appeals in the cases wherein inquiry
was dispensed with under Rule 19 (ii) of the CCA Rules?
As held by the Honble Supreme Court in Tulsi Ram Patel case [AIR1985SC1416,
(1985) 3 SCC398, [1985] Supp 2 SCR131, 1985 (2) SLJ145(SC)]
139. A government servant who has been dismissed, removed or
reduced
in
rank, by applying to his case Clause (b) or an analogous provisions
of
a
service rule is not wholly without a remedy. As pointed out earlier
while
dealing with the various service rules, he can claim in a departmental
appeal
or revision that an inquiry be held with respect to the charges on
which
the
penalty of dismissal, removal or reduction in rank has been imposed
upon
him
unless the same or a similar situation prevails at the time of hearing
of
the
appeal or revision application. If the same situation is continuing or a
similar
situation arises, it would not then be reasonably practicable to hold an
inquiry
at the time of the hearing of the appeal or revision. Though in such a
case
as
the government servant if dismissed or removed from service,
is
not
continuing in service and if reduced in rank, is continuing in service
with
such
reduced rank, no prejudice could be caused to the Government
or
the
Department if the hearing of an appeal or revision application, as the
case
may be, is postponed for a reasonable time.
Based on the above, the appellate authorities will have to hold an inquiry in such
cases, if need be, by waiting for the situation to improve wherein the conduct of
inquiry will be practicable.
19.
Who is responsible for the implementation of the orders disposing of
the appeal?
Rule 28, of the CCA Rules provides as under:
The authority which made the order appealed against shall give effect
to the orders passed by the appellate authority.

20.

What remedies are available to the employee other than appeal?

Revision and review are two more remedies open to the employee. These are
provided under Rule 29 and 29-A of the CCA Rules

21.

What are the features of revision?

Following of the features of revision:

(a) Revision is permissible in respect of orders
(i)

from which appeal is allowed but was not made

198

(ii)

no appeal is allowed

(b) Authorities mentioned in Rule 29 (1) can carry out revision

(c) Power of revision may be exercised either suo motu or otherwise.
(d) UPSC will have to be consulted where necessary
(e) Revision cannot be commenced until
(i)
(ii)

the expiry of the period of limitation prescribed for appeal or

the disposal of appeal where appeal has been preferred

(f) Possible outcomes of revision are the same as that of appeal i.e. penalty may
be confirmed, modified etc,
(g) The same steps are to be followed before passing order in the case of
revision i.e. providing reasonable opportunity before enhancement of
penalty, etc.
22.

Is there any time limit for revision?

Rule 29(1) (v) restricts the time for review in respect of Appellate Authority as six
months from the date of the order proposed to be reviewed.
In respect of any other authority for whom the powers of revision are conferred by the
general or special order of the President, time limit will be as mentioned in the above
order:
23.

What are the distinguishing features between review and revision?

While the authorities competent to conduct revision are mentioned in Rule 29, power of
review has been vested only with the President under Rule 29-A
While revision can be carried out by on own motion or otherwise, there is a condition
precedent for review viz. that it must be based on new material which could not be
produced or was not available at the time of passing the order under review.
24.

What is the nature of new material which justifies review?

Review will be justified only if the new material has the effect of changing the nature of
the case.

199

25.

What are the possible outcomes of review?

Rule 29A provides that under the conditions prescribed in Rule 29-A, the President
may review any order. The scope of the power of review has not been elaborated.
Hence it must be assumed hat President has full powers to pass appropriate orders
in the matter. Proviso to Rule 29-A makes it amply clear that the power, of review
includes the power of imposing and enhancing penalty subject to provision of
reasonable opportunity.

200

CHAPTER - 30
ACTION ON RECEIPT OF COURT ORDERS
1. What are the various court orders relevant to the context of disciplinary
proceedings?
Government Servants are likely to seek judicial intervention for the following
purposes in matters relating to disciplinary proceedings:
(a) Revocation of suspension
(b) Enhancement of subsistence allowance
(c) Quashing of Charge Sheet
(d) Stay of the inquiry
(e) Setting aside the order of the Disciplinary Authority or Appellate
Authority imposing penalty
2. What action is required on the part of the Disciplinary Authority on receipt
of court orders?
Disciplinary Authority should check if the order is an interim order or a final order in
the judicial proceedings. If it is an interim order, it must be checked as to
whether it is ex-parte interim order or otherwise.
In case of ex-parte interim orders, effort must be made to move the court to place
before it the stand of the disciplinary authority and get the interim orders vacated,
where necessary.
In all cases, legal advice must be obtained about further course of action open to the
department.
In case any appeal is to be filed, urgent action must be taken in that regard
If there is a stay on the conduct of inquiry, the same must be complied with
immediately; there is no bar, however to seek judicial remedy available under
law.
3. What is the time limit within which the court orders are to be implemented?
Directions are to be implemented within the time limit stated in the judgment. If no time
limit is mentioned in the order, the directions must be complied with as early as possible
but within six months.
In case there is any difficulty in complying with the time limit, extension of time must be
sought from the court.
201

4. What action is to be taken by way of implementation of a judicial order

setting aside a penalty?
Normally, when a penalty is set aside, the clock is to be put back. i.e. the status quo
ante imposition of the penalty is to be restored. Further, if the employee has suffered
any adverse impact due to currency of penalty, the same has to be removed with
ante date effect. However, the action to be taken by the disciplinary authority
depends upon the nature of the penalty set aside as explained hereunder:
(a) If a censure is to be set aside, necessary entries are to be made in the service
records of the individual
(b) While implementing the judicial order setting aside the penalty of recovery of
pecuniary loss, recovery if in progress should be stopped forthwith; past
recoveries made, if any, must be refunded to the government servant. in case
the court has ordered the refund with interest if any, the same has to be
calculated and refunded to the official.
(c) Withholding of promotion - in case the employee were due for promotion in
the interim period and the same was denied because of the penalty order,
promotion as due in the interim period must be granted with all consequential
benefits such as pay fixation, grant of arrears of pay, etc.
(d) Withholding of increments - pay has to be revised by granting the increments
on the due dates; arrears of salary admissible consequent to revision must be
paid, together with interest if applicable.
(e) Reduction of pay to a lower stage- pay reduction has to be nullified; pay has
to be regulated based on the pre-penalty scenario; arrears of salary
admissible consequent to revision must be paid, together with interest if
applicable.
(f) Reduction to a lower post or scale of pay or service. - pre-penalty scenario
has to be restored and continued. Arrears of pay have to be disbursed to the
employee together with interest if applicable.
(g) Compulsory retirement, Removal from service and dismissal- these three
penalties are different from the others because, these penalties result in
cessation of service of the charged officer. By way implementation of the
judgment, the employee has to be reinstated in service, if he/she has not
attained the age of superannuation. Interim period from the date of imposition
of penalty to the reinstatement will have to be regulated based on CCA Rules
10 and FR 54(A).
(h) In addition to the above, in all cases where the penalty is set aside after the
date of superannuation of the government servant, necessary revision of
pension must be carried out.
(i) If the penalty of dismissal, removal from service or compulsory retirement is
set aside retrospectively after the date of superannuation of the employee, the
employee will be notionally re-instated in service and the service benefits
202

including notional promotion, notional pay fixation, grant of arrears of pay,

revision of pension and pensioner benefits, etc. will have to be granted in
terms of the judgment.
(j) It is not uncommon for the courts to order reinstatement subject to the
condition that the employee will not be entitled to arrears of salary or will be
entitled only to part of the arrears say -50% and that the service in the interim
period will qualify for certain specific purposes only. Such judgments will have
to be suitably implemented in respect of retired or serving employees.
5. What are the two different kinds of grounds under which the penalty may
be set aside?
The above penalties may be set aside
(a) For non-compliance of the constitutional/statutory provisions or principles of
natural justice.
(b) On merits i.e. the charges have not been proved or that the employee is free
from guilt.
While setting aside the penalty, the courts may or may not give liberty to the
disciplinary authority to proceed against the delinquent official.
6. What will be the position of the employee from the date of dismissal,
removal from service or compulsory service till the date of re-instatement?
Intervening period i.e. the period from the date of dismissal, removal from service or
compulsory retirement to re-instatement shall be treated as deemed suspension
under Rule 10 (4) if the disciplinary authority decides to hold a further inquiry.
Otherwise, the interim period will be treated as duty for all purposes under FR 54 (A) (3)
7. What are the two issues that call for determination on re-instatement of
the
employee consequent to the court orders?
Following are the two issues which arise for determination on re-instatement of the
employee:
(a) Treatment of the intervening period
(b) Pay and allowance for the period
It has been clarified vide Ministry of Finance OM No. 15(14(E0.IV (59) dated
25th
May 1962 and 9th August 1962 that the above two issues are independent, except that
the competent authority has no discretion to pay full pay and allowance when the period
is not treated as duty.
203

8. How will the intervening period be treated?

If the setting aside of the penalty is on merit, the intervening period will be treated as duty
for all purposes.
On the other hand, if the penalty is set aside for non-compliance of statutory
provisions and the exoneration is not on merit, the intervening period shall not be
treated as duty unless the competent authority directs that to be treated as duty for
any specific purpose. FR54 -A (2) (ii) read with FR 54 (5) refers in this connection.
The competent authority may however allow the period to be treated as leave if the
Government servant so desires.
9. What will happen to the period of suspension immediately preceding the
dismissal, removal from service or compulsory retirement?
In case the penalty is set aside on merit, the period of suspension immediately
preceding the penalty will also be treated as duty for all purposes and full back
wages will be paid under FR 54 - A (3)..
Note: It is significant that in case of reinstatement consequent to the orders of the
appellate authority, even in cases where full payment is made for the post penalty
period, proviso to Rule 54(2) makes a separate provision in respect of the period of
suspension immediately preceding the penalty, depending upon whether the
proceedings were delayed due to reason directly attributable to the employee.
However, in the case of reinstatement on account of merit by virtue of court orders,
such a question is not raised. The competent authority may however allow the
period to be treated as leave if the Government servant so desires under FR 54(5).
10. What is the pay and allowances admissible in respect of the cases, where
the setting aside the penalty is on account of technical reasons (i.e. for
non-compliance of the statutory provisions)?
Under such cases where the setting aside is not on merit, the Government servant is not
entitled for full pay and allowances.
The competent authority will have to decide the pay and allowance admissible during the
intervening period by issue of a notice indicating the proposed quantum and allowing
time not exceeding 60 days for reply.
11. What will be the situation if the employee was gainfully employed in the
intervening period?
Rule 54 - A (5) provides that the above stated payment shall be subject to
adjustment towards the amount if any earned through an employment during the
intervening period.

204

CHAPTER - 31
SCOPE OF JUDICIAL SCRUTINY

1.
What is the scope of judicial intervention in the matter of disciplinary
proceedings?
In matters relating to disciplinary proceedings, the Courts as well as the
Administrative Tribunals carry out judicial review. They do not act like an appellate
forum.
2.

What is the difference between Judicial Review and Appeal?

Scope of Judicial Review is confined to testing the legality of the process and
outcome. On the other hand, an appellate forum verifies the correctness of the
decision appealed against.
In other words, Judicial Review pertains to the procedural issues while appeal
relates to the substantive issues as well. Judicial Review is more about the method of
arriving at a decision rather than the merit of the decision as such.
3.
What is Wednesbury principle in relation to Judicial review of
administrative Action?
As stated by the Honble Supreme Court in Maharashtra Land Development Corporation and
Ors. Vs. State of Maharashtra and Anr.[ 2010(11)SCALE675]
42. Being called upon to review this administrative action, we have
examined as to whether the same amounts to irrational or
disproportionate. The common yardstick to determine whether
the act on the part of the Government violates established
principles of administrative law has been the Wednesbury principle of
unreasonableness, employed both by English and Indian Courts. The
Wednesbury principle was enunciated by Lord Greene MR
in
Associated Provincial Picture Houses Limited v. Wednesbury
Corporation reported at (1947) 2 All ER 680.
To quote the learned Judge on the principle enunciated:
What then are those principles? They are well understood. They
are
principles which the court looks to in considering any question of
discretion
of this kind. The exercise of such discretion must be a real exercise of
the
discretion. If, in the statute conferring the discretion, there is to be
found
expressly or by implication matters which the authority
exercising
the
discretion ought to have regard to, then in exercising the discretion it

must
have regard to those matters. Conversely, if the nature of the subject
matter
205

and the general interpretation of the Act make it clear that certain
matters would not be germane to the matter in question; the
authority must disregard those irrelevant collateral matters.
4.

What is the scope of Judicial Review?

In Tata Cellular the Apex court indicated the scope of Judicial Review in the following
terms:
77. The duty of the court is to confine itself to the question of
legality. Its concern should be :
1. Whether a decision-making authority exceeded its powers?
2. Committed an error of law,
3. committed a breach of the rules of natural justice,
4. reached a decision which no reasonable tribunal would have reached or,
5. abused its powers.
Therefore, it is not for the court to determine whether a particular
policy or particular decision taken in the fulfillment of that policy is
fair. It is only concerned with the manner in which those decisions
have been taken. The extent of the duty to act fairly will vary from
case to case. Shortly put, the grounds upon which an administrative
action is subject to control by judicial review can be classified as under:
(i) Illegality: This means the decision- maker must understand
correctly
the law that regulates his decision-making power and must give
effect
to it.
(ii)

Irrationality,

namely,

Wednesbury

unreasonableness. (iii) Procedural impropriety.

The above are only the broad grounds but it does not rule out
addition of further grounds in course of time. As a matter of fact, in R.
v. Secretary of State for the Home Department, ex Brind28, Lord Diplock
refers specifically to one
development,
namely,
the
possible
recognition of the principle of proportionality. In all these cases the
test to be adopted is that the court should, "consider whether
something has gone wrong of a nature and degree which requires its
intervention".
Later, the Honble Supreme Court delineated the scope of Judicial Review in the
case of State of UP Vs. Johri Mal [(2004) 4 SCC 714] in the following terms

206

The Scope and extent of power of the judicial review of the High
Court
contained in Article 226 of the Constitution of India would vary from
case
to
case, the nature of the order, the relevant statute as also the other
relevant
factors including the nature of power exercised by the public
authorities,
namely, whether the power is statutory, quasi judicial or
administrative.
The
power of judicial review is not intended to assume a supervisory role or
done
the robes of omnipresent. The power is not intended either to
review
governance under the rule of law nor do the courts step into the
areas
exclusively reserved by the suprema lex to the other organs of the
State.
Decisions and actions which do not have adjudicative disposition
may
not
strictly fall for consideration before a judicial review court. The limited
scope
of
judicial review succinctly put are :
(i) Courts, while exercising the power of judicial review, do not
sit in appeal over the decisions of administrative bodies;
(ii) A petition for a judicial review would lie only on certain welldefined grounds.
(iii) An order passed by an administrative authority exercising
discretion vested in it, cannot be interfered in judicial review
unless it is shown that exercise of discretion itself is perverse or
illegal.
(iv) A mere wrong decision without anything more is not
enough to attract the power of judicial review; the
supervisory jurisdiction conferred on a Court is limited to seeing
that Tribunal functions within the limits of its authority and
that its decisions do not occasion miscarriage of justice.
(v) The Courts cannot be called upon to undertake the
Government
duties and functions. The Court shall not ordinarily interfere
with
a
policy decision of the State. Social and economic belief of a
Judge
should not be invoked as a substitute for the judgment of the
legislative
bodies. (See Ira Munn Vs. State of Ellinois, 1876 (94) US
(Supreme
Reports) 113)
5.

What are the grounds available to a party seeking Judicial Review?

Following grounds for judicial review summarized by Lord Diplock in Council of Civil
Service Unions v Minister for the Civil Service [1985] AC 374, are applicable in
the Indian Judicial system as well.

Illegality
Irrationality (Unreasonableness)
Procedural impropriety

The first two grounds are known as substantive grounds of judicial review because
they relate to the substance of the disputed decision. Procedural impropriety is a
procedural ground because it is aimed at the decision-making procedure rather than

207

the content of the decision itself. The three grounds are mere indications: the same set of
facts may give rise to two or all three grounds for judicial review.

6.

What constitutes illegality?

Following are some of the acts which will fall within the framework of illegality:
(a) Acting without of jurisdiction
(b) Non-compliance of statutory provisions
(c) Non-application of mind
(d) Acting mechanically
(e) Ignoring relevant facts
(f) Taking into account irrelevant considerations

7.

What is covered under irrationality?

As per Lord Diplock, a decision is irrational if it is "so outrageous in its defiance of

logic or of accepted moral standards that no sensible person who had applied his
mind to the question could have arrived at it." As seen above, this concept is a
derivative of Wednesbury unreasonableness, after the decision in Associated
Provincial Picture Houses Ltd v Wednesbury Corporation, where it was first
imposed
8.
What is the scope of examination of the administrative decision on
grounds of procedural impropriety?
Some of the instances of procedural impropriety are as under:
(a) Violation of the principles of Natural Justice
(b) Denial of reasonable opportunity - say by non-production of listed documents,
denial of defence assistant sought by the charged officer, etc.
(c) Vagueness of charge

9.

What is scope of the principle of proportionality?

Principle of proportionality has been explained by the Apex Court in the following
terms in the case of Maharashtra Land Development Corporation and Ors. Vs. State of
Maharashtra and Anr. [ 2010(11)SCALE675]
44. The principle of proportionality envisages that a public authority
ought
to
maintain a sense of proportion between particular goals and the
means
employed to achieve those goals, so that administrative action
impinges on

208

the individual rights to the minimum extent to preserve public

interest.
Thus
implying that administrative action ought to bear a reasonable
relationship
to
the general purpose for which the power has been conferred. The
principle
of
proportionality therefore implies that the Court has to necessarily go
into
the
advantages and disadvantages of any administrative action called
into
question. Unless the impugned administrative action is advantageous
and
in
public interest such an action cannot be upheld. At the core of this
principle
is
the scrutiny of the administrative action to examine whether the
power
conferred is exercised in proportion to the purpose for which it has
been
conferred.
Thus, any administrative authority while exercising a discretionary
power will have to necessarily establish that its decision is balanced and
in proportion to the object of the power conferred.
45. This principle has found favour in recent times with this Court,
and
a
number of decisions reflect the shift towards the doctrine of
proportionality.

10.
What are the grounds on which the courts intervene with the outcome of
disciplinary proceedings?
Scope of judicial intervention has been clarified by the Honble Supreme Court in
Narinder Mohan Arya Vs. United India Insurance Co. Ltd. and Ors.
[AIR2006SC1748, JT2006(4) SC404, (2006)4SCC713, 2006(3) SLJ211(SC)] in the
following terms:
21. In our opinion the learned Single Judge and consequently the
Division
Bench of the High Court did not pose unto themselves the correct
question.
The matter can be viewed from two angles. Despite limited jurisdiction
a
civil
court, it was entitled to interfere in a case where the report of the
Enquiry
Officer is based on no evidence. In a suit filed by a delinquent employee
in
a
civil court as also a writ court, in the event the findings arrived at
in
the
departmental proceedings are questioned before it should keep in
mind
the
following:
(1) the enquiry officer is not permitted to collect any material from

outside
sources during the conduct of the enquiry. [See State of Assam
and
Anr. v. Mahendra Kumar Das and Ors. MANU/SC/0491/1970 :
[1971]1SCR87
(2) In a domestic enquiry fairness in the procedure is a part
of the
principles of natural justice [See Khem Chand v. Union of India
and
Ors. MANU/SC/0120/1957 : (1959) ILLJ167SC and State of
Uttar
Pradesh v. Om Prakash Gupta MANU/SC/0513/1969 :
AIR1970SC679 ].
(3) Exercise of discretionary power involve two elements (i)
Objective and
(ii) subjective and existence of the exercise of an objective
element is a
209

condition precedent for exercise of the subjective element. [See

K.L. Tripathi v. State of Bank of India and Ors.
MANU/SC/0334/1983 : (1984)ILLJ2SC .
(4) It is not possible to lay down any rigid rules of the principles of
natural
justice which depends on the facts and circumstances of each case
but
the concept of fair play in action is the basis. [See Sawai Singh
v.
State of Rajasthan MANU/SC/0340/1986 : (1986)IILLJ390SC
(5) The enquiry officer is not permitted to travel beyond the
charges and
any punishment imposed on the basis of a finding which was not
the
subject matter of the charges is wholly illegal. [See
Director
(Inspection & quality Control) Export Inspection Council of India
and Ors. v. Kalyan Kumar Mitra and Ors. 1987 (2) CLJ 344.
(6) Suspicion or presumption cannot take the place of proof even
in a
domestic enquiry. The writ court is entitled to interfere with the
findings
of the fact of any tribunal or authority in certain circumstances.
[See
Central Bank of India Ltd. v. Prakash Chand Jain
MANU/SC/0416/1968 : (1969)IILLJ377SC , Kuldeep Singh v.
Commissioner of Police and Ors. MANU/SC/0793/1998
:
(1999)ILLJ604SC ].
22. We may notice that this Court in Ramendra Kishore Biswas v. State
of Tripura and Ors. MANU/SC/0769/1998 : (1999)IILLJ192SC was clearly
of the opinion that a civil suit challenging the legality of a disciplinary
proceeding and consequent order of punishment is maintainable.
Even this Court in its order dated 29.7.1994 said so. It is interesting to
note that in the celebrated judgment of this Court in State of
U.P. v. Mohammad Nooh MANU/SC/0125/1957 : [1958]1SCR595 this
Court opined:
On the authorities referred to above it appears to us that there
may
conceivably be cases - and the instant case is in point-where the
error,
irregularity or illegality touching jurisdiction or procedure
committed
by
an inferior court or tribunal of first instance is so patent &
loudly
obtrusive that it leaves on its decision an indelible stamp of
infirmity
or
vice which cannot be obliterated or cured on appeal or revision.
If
an
inferior court or tribunal of first instance acts wholly without
jurisdiction

or patently in excess of jurisdiction or manifestly

conducts
the
proceedings before it in a manner which is contrary to the
rules
of
natural justice and all accepted rules of procedure and which
offends
the superior court's sense of fair play the superior Court may, we
think,
quite properly exercise its power to issue the prerogative
writ
of
certiorari to correct the error of the court of tribunal of first
instance,
even if an appeal to another inferior court or tribunal was
available
and
recourse was not had to it or if recourse was had to it, it confirmed
what
ex facie was a nullity for reasons aforementioned. This would be
so
also the more if the tribunals holding the original trial and the
tribunals
hearing the appeal or revision were merely departmental
tribunals
composed of persons belonging to the departmental hierarchy
without
210

adequate legal training and background and whose glaring

lapses occasionally come to our notice.
23. Yet again in Sher Bahadur v. Union of India
Ors. MANU/SC/0682/2002 : (2002) IIILLJ848SC this Court observed:

and

It may be observed that the expression "sufficiency of

evidence"
postulates existence of some evidence which links the charged
officer
with
the
misconduct
alleged
against
him.
Evidence,
however
voluminous it may be, which is neither relevant in a broad sense
nor
establishes any nexus between the alleged misconduct and
the
charged officer, is no evidence in law. The mere fact that the
enquiry
officer has noted in his report, "in view of oral, documentary
and
circumstantial evidence as adduced in the enquiry", would
not
in
principle satisfy the rule of sufficiency of evidence. Though,
the
disciplinary authority cited one witness Shri R.A. Vashist,
Ex.
CVI/Northern Railway, New Delhi, in support of the charges, he
was
not examined. Regarding documentary evidence, Ext. P-1,
referred
to
in the enquiry report and adverted to by the High Court, is the
order
of
appointment of the appellant which is a neutral fact. The enquiry
officer
examined the charged officer but nothing is elicited to connect
him
with
the charge. The statement of the appellant recorded by the
enquiry
officer shows no more than his working earlier to his reengagement
during the period between May 1978 and November 1979 in
different
phases. Indeed, his statement was not relied upon by the
enquiry
officer. The finding of the enquiry officer that in view of the
oral,
documentary and circumstantial evidence, the charge against
the
appellant for securing the fraudulent appointment letter duly
signed
by
the said APO (Const.) was proved, is, in the light of the
above
discussion, erroneous. In our view, this is clearly a case of finding
the
appellant guilty of charge without having any evidence to

link
the
appellant with the alleged misconduct. The High Court did not
consider
this aspect in its proper perspective as such the judgment and
order
of
the High Court and the order of the disciplinary authority,
under
challenge, cannot be sustained, they are accordingly set aside.
24. It is also of some interest to note that the first respondent itself, in
the
civil
suit filed by the firm relied upon a copy of the report of the Enquiry
Officer.
The first respondent, therefore, itself invited comments as
regard
the
existence of sufficiency of evidence/acceptability thereof and, thus, it
may
not
now be open to them to contend that the report of the Enquiry
Officer
was
sacrosanct.
25. We have referred to the fact of the matter in some details as
also the scope of judicial review only for the purpose of pointing out
that neither the learned Single Judge nor the Division Bench of the High
court considered the question on merit at all. They referred to certain
principles of law but failed to explain as to how they apply in the instant
case in the light of the contentions raised before it. Other contentions
raised in the writ petition also were not considered by the High Court.
211

11.

Is re-appreciation of evidence permitted during Judicial Review?

It is unavoidable to some extent as clarified by the Apex Court in Johri Mal,

It is well-settled that while exercising the power of judicial review the
Court
is
more concerned with the decision making process than the merit
of
the
decision itself. In doing so, it is often argued by the defender of an
impugned
decision that the Court is not competent to exercise its power when
there
are
serious disputed questions of facts; when the decision of the Tribunal
or
the
decision of the fact finding body or the arbitrator is given finality by the
statute
which governs a given situation or which, by nature of the activity the
decision
maker's opinion on facts is final. But while examining and
scrutinizing
the
decision making process it becomes inevitable to also appreciate the
facts
of
a given case as otherwise the decision cannot be tested under the
grounds
of
illegality, irrationality or procedural impropriety. How far the court of
judicial
review can reappreciate the findings of facts depends on the ground of
judicial
review. For example, if a decision is challenged as irrational, it would be
wellnigh impossible to record a finding whether a decision is rational or
irrational
without first evaluating the facts of the case and coming to a
plausible
conclusion and then testing the decision of the authority on the touchstone
of
the tests laid down by the Court with special reference to a given
case.
This
position is well settled in Indian administrative law. Therefore, to a
limited
extent of scrutinizing the decision making process, it is always open
to
the
Court to review the evaluation of facts by the decision maker.
12. Can the courts or tribunals modify the penalties awarded by the
disciplinary authorities?
In Om Kumar and Ors. v. Union of India [MANU/SC/0704/2000 : 2000(7)SCALE
524, 2000 Supp 4 SCR 693] it was observed as follows:
9.

"Thus, from the above principles and decided cases, it must be held
that

where an administrative decision relating to punishment in disciplinary

cases
is questioned as "arbitrary" under Article 14, the court is
confined to
Wednesbury principles as a secondary reviewing authority. The court
will
not
apply proportionality as a primary reviewing court because no
issue
of
fundamental freedoms nor of discrimination under Article 14 applies in
such
a
context. The court while reviewing punishment and if it is
satisfied
that
Wednesbury principles are violated, it has normally to remit the matter
to
the
administrator for a fresh decision as to the quantum of punishment.
Only
in
rare cases where there has been long delay in the time taken
by
the
disciplinary proceedings and in the time taken in the courts, and such
extreme
or rare cases can the court substitute its own view as to the
quantum
of
punishment."

212

13. If a violation of a statutory provision or principle of natural justice

during a disciplinary proceedings is established, does it always lead to
quashing the proceedings?
Not necessarily; The Honble Supreme Court has in the case of Managing Director ECIL
Vs, B Karunakar [1993 SCC (L & S) 1184] has evolved the test of prejudice. Even if an
infraction of rule is established, the courts do look into the question as to whether any
prejudice has been caused to the delinquent official as a result of the omission or
commission. In case the infraction has resulted in any prejudice to the delinquent
official, the court may direct the disciplinary authority to rectify the error and resume the
enquiry from that stage on wards.
Quashing the entire proceedings is likely only in rare occasions such as where even
the initiation of proceedings is established to be based on malafide or without any
basis.
In extreme cases the court may even alter the penalty mostly where inordinate delay has
intervened between the alleged misconduct and the judicial decision.

213

CHAPTER - 32
SAMPLE FORMS
(1)
Standard form of Order of suspension
[Rule 10(1), CCS (CCA) Rules]
[Read carefully Instruction (12) in Chapter 3 before commencing to use this Form]
NO
Government of India............
Dated.
(Place of issue..
ORDER
Whereas a
case against
Shri
Whereas a disciplinary proceeding ..
(Name
and
against
Shri
..
Designation of the government servant) in
(Name and Designation of the
respect of a criminal offence is under
Government
servant)
is investigation/inquiry/ trail.
contemplated/pending.
Now, therefore, the President/ the undersigned (the Appointing Authority or an
authority to which it is subordinate or any other authority empowered by the
President in that behalf), in exercise of eh powers conferred by sub-rule (1) of Rule
10 of the Central Civil services (Classification, Control and Appeal) Rules, 1965,
hereby places they said Shri under suspension with immediate
effect.
It is further ordered that during the period that this order shall remain in force the
headquarters of Shri . (name of the place) and the said Shri
.. shall not leave the headquarters without obtaining the pervious
permission of the undersigned.
(By order and in the name of the President)
Signature2
Name and Designation of the suspending authority
1.
2.

Copy to Shri (name and designation of the suspended

officer).Orders regarding subsistence allowance admissible to him during the
period of his suspension will issue separately.
Copy to Shri (name and designation of the appointing
authority)for information

214

(2)
Standard form of certificate to be furnished by the
suspended official under FR 53 (2)
I, (Name
of
the
Government
servant) having been placed under suspension by order No...,
dated, while holding the post of Do
hereby certify that I have not been employed in any business, profession or
vacation for profit/remuneration/salary.
Signature
Name of Government Servant
Address

215

(3)
Order placing an officer under suspension when he is detained in custody
[Rule 10(2) of CCS(CCA)Rules, 1965]
No.
Government of India
Ministry of
Dated
(Place of issue.
ORDER
WHEREAS a case against Shri . (name and designation of
the Government servant) in respect of a criminal offence is under investigation.
AND WHEREAS the said Shri was detained in custody on
for a period exceeding forty-eight hours .
NOW, THEREFORE, the said Shri is deemed to have been
suspended
with
effect
from
the
date
of
detention,
i.e.,
the
.. in terms of sub-rule (2) of Rule 10 of the Central Civil
Services (Classification, Control and Appeal) Rules, and shall remain under
suspension until further orders.
(Signature).
Designation of the suspending
Authority

216

(4)
Standard form of order for holding departmental enquiry on appeal being
decided in favour of the Government servant
No.
Government of India
Ministry of .
Dated
ORDER
WHEREAS Shri (here enter name and designation of the Government servant) was
dismissed/removed/compulsorily retired from service with effect from (here enter the date of
dismissal/removal or compulsory retirement) on the ground of conduct which led to his
conviction on a criminal charge;
OR
WHEREAS the penalty of (name of the penalty imposed) was imposed on Shri (here enter
the name and designation of the Government servant) on the ground of conduct which led to his
conviction on a criminal charge;
AND WHEREAS the said conviction has been set aside by a competent Court of Law and
the said Shri (here enter name and designation of the Government servant) has been acquitted of
the said charge;
AND WHEREAS in consequence of such acquittal the President/undersigned has
decided that the said order of dismissal/removal/compulsory retirement/imposing the penalty of
(here enter the name of the penalty) should be set aside;
AND WHEREAS the President/undersigned on a consideration of the circumstances
of the case has also decided that a further inquiry should be held under the provisions of
CCS (CCA) Rules, 1965, against the said Shri (here enter the name and designation of the
Government servant) on the allegations which led to his dismissal/removal/compulsory
retirement from service/the imposing of the penalty of (here enter the name of penalty
imposed).
NOW, TEHEREFORE, the President/undersigned herebyi.
Set aside the said order of dismissal/removal/compulsory retirement from
service / imposing the penalty of
(here enter the name of the penalty
imposed),
ii.
Directs that a further enquiry should be held under the provisions of the CCS
(CCA) Rules, 1965, against Shri . (here enter the name
of the Government servant ) on the allegations which led to his
dismissal/removal/compulsory retirement from service the imposing of the
penalty of (here enter the name of the penalty imposed),
iii.
Directs that the said Shri .. (here enter the name of the
Government servant) shall, under sub-rule (4) of Rule 10 of the CCS (CCA)
Rules,1965, be deemed to have been placed under suspension whit effect from
(here enter the date of the dismissal or removal or removal or
compulsory retirement from service), and shall continue to remain under
suspension until further orders.
Station:
Date:

Disciplinary Authority
217

(5)
Standard form of order for revocation of suspension order
[Rule 10(5) (C), CCS(CCA)Rules]
No.
Government of India
Ministry of
Dated
Place of issue
ORDER
Whereas an order placing Shri (name and
designation of eh Government servant ) under suspension was made/was deemed to
have been made by on
Now, therefore, the President/the undersigned
(the authority which made or is
deemed to have made the order of suspension or any authority to which that authority is
subordinate) in exercise of eth powers conferred by Clause (C) of sub-rule (5) of Rule 10 of eh
Central Civil Services (Classification, Control and Appeal) Rules, 1965, hereby revokes the said
order of suspension with immediate effect.
(By order and in the name of the President)
Signature1
Name and Designation of the authority making this order
1 Copy to Shri (name and designation of the suspended officer).
2 Copy to Shri (name and designation of the appointing authority) for
Information.
3
Copy to Shri .(name and designation of the lending authority
making the order of suspension
4 Copy to Shri .(name and designation of the authority making the
order of suspension)
5 The reasons for revoking the order of suspension are as follows:Note 1:
Endorsement as in Para,2 should be made where the order of revocation of
suspension is made by an authority lower than the Appointing Authority,.
Note 2: Endorsement as in Para,3 should be made where the oreder of suspension has been
made against a Borrowed Officer.
Note3: Endorsement as in Para 4 should be made wher the order of revocation of
suspension is made by an authority other than the authority which made or is deemed to have
made, the order of suspension.
Note4: Para.5 should not be inserted in the copy sent to the suspended officer.
Note5; Paras.2 to 5 should not be inserted in the copy sent to the suspended officer.
[G.I., MHA., O.M. No. 234/18/65-AVD, Dated the 13th January, 1965.]

218

(6)
Standard form of charge-sheet for major penalties
[Rule 14 of CCS (CCA) Rule]
No.
Government of India
Ministry of
Dated
MEMORANDUM
The President/undersigned proposes to hold an inquiry against Shriunder
Rule 14 of the Central Civil Services (Classification, Control and Appeal) Rules, 1965. The
substance of the imputations of misconduct or misbehaviour in respect of which the inquiry is
proposed to be held is set out in the enclosed statement of articles of charge (Annexure-I). A
statement of the imputations of misconduct or misbehaviour in support of each article of
charge is enclosed (Annexure-II). A list of documents by which, and a list of witnesses by
whom, the articles of charge are proposed to be sustaine4d are also enclosed (Annexures III and IV).
2.
Shri . is directed to submit within 10 days of the
receipt of his Memorandum a written statement of his defence and also to state whether he
desires to be heard in person.
3.
He is informed that an inquiry will be held only in respect o f those articles of charget
as are not admitted. He should, therefore, specifically admit or deny each article of charge.
4.
Shri.. is further informed that if he does not submit his
written statement of defence on or before the date specified in Para. 2 above, or does not
appear in person before the inquiring authority or other wish fails or refuses to comply with
the provisions of Rule 14 of the CCS(CCA) Rules, 1965, or the orders/directions issued in
pursuance of the said rule, the inquiring authority may hold the inquiry against him ex parte.
5.
Attention of Shri . Is invited to Rule 20 of the
Central Civil Services (Conduct) Rules, 1964, under which no Government servant shall bring
of attempt to bring any political or outside influence to bear upon any superior authority to further
his interest in respect of matters pertaining to his service under the Government, if any
representation is received on his behalf from another person in respect of any matter dealt with in
these proceedings, it will be presumed that Shri is aware of such a representation
and that it has been made at his instance and action will be taken against him for violation of Rules
20 of the CCS(Conduct) Rules, 1964.
6.

The receipt of the Memorandum may be acknowledged.

(By order and in the name of eth President)

(
)
Name and designation of Competent Authority
To
Shri
...

219

ANNEXURE - 1

Statement of articles of charge framed against Shri . (name and

designation of the Government Servant ).
Article I
That the said Shri while functioning as During the period

Article II
That during the aforesaid period and while functioning in the aforesaid office, the
said Shri
Article III
That during the aforesaid period and while functioning in eh aforesaid office, the
said Shri..

ANNEXURE-II

Statement of imputation of misconduct or misbehaviour in support of the

articles of charge framed against Shri . (name and
designation of the Government servant)
Article I
Article II
Article III
-----------------------

ANNEXURE-III

List of documents by which the articles of charge framed against Shri

. (name and designation of Government servant ) are proposed to be
sustained.
------------------1

ANNEXURE-IV

List of witnesses by whom the articles of charge framed against Shri

. (name and designation of Government servant) are proposed
to be sustained.

220

(7)
Standard form of order relating to appointment of Board of Inquiry
[Rule 14(2) of CCS(CCA)Rules,1965]
No
Government of India
Ministry of
Dated
(Place of Issue..
ORDER
WHEREAS an inquiry under Rule 14 of the Central Civil Services (Classification,
Control and Appeal) Rules, 1965, is being held against Shri (name and
designation of Government servant.)
AND WHEREAS the President/the undersigned, considers that a Board of Inquiry
should be appointed to inquire into the charges framed against the said Shri.
NOW, THEREFORE, the President/the undersigned, I exercise of the powers
conferred by sub-rule (2) of the said rule, hereby appointsA Board of Inquiry consisting of :
1]
2] (Here enter name and designation of Member of the Board of Inquiry)
3]
(By order and in the name of eth President)
(

Signature

Name and designation of Competent Authority

Copy to (name and designation of Government servant)
Copy to (name and designation of Member of eh Board of Inquiry)
Copy to (name and designation of the lending authority) for information

221

(8)
Standard form of order relating to appointment of Inquiring Authority
[Rule 14(2) of CCS(CCA)Rules,1965]
No.
Government of India
Ministry of .
Dated
(Place of Issue..
WHEREAS an inquiry under Rule
14 of the Central Civil Services
(Classification, Control and Appeal) Rules,
1965, is being held against Shri
.. (name and designation of Government servant)
AND WHEREAS the President/the undersigned, considers that an Inquiring
Authority should be appointed to inquire into the charges framed against the said
Shri.
NOW, THEREFORE, the President/the undersigned, in exercise of the
powers conferred by sub-rule (2) of the said rule, hereby appoints
Shri(name and designation of the inquiring Officer) as the Inquiring
Authority to inquire into the charges framed against the said Shri
(By order and in the name of eth President)
(
Signature
)
Designation of the Competent Authority
Copy to (name and designation of Government servant)
Copy to (name and designation of Inquiring Authority)
Copy to (name and designation of the lending authority), where necessary) for
information

222

(9)
Standard form of order relating to appointment of Inquiry Officer
(In place of Inquiry Officer originally appointed)
[Rule 14(2) read with Rule14 (22)]
No.
Government of India
Ministry of .
Dated
(Place of Issue..
ORDER
WHEREAS an inquiry under Rule
14 of the Central Civil services
(Classification, Control and Appeal) Rules,
1965, is being held against
Shri(name and designation of the Government servant facing
enquiry)
WHEREAS Shri . (name and designation of the authority
who was holding inquiry ) was appointed inquiring Authority to inquire into the
charges against Shri Government (name and designation of the
Government servant facing enquiry.) vide Order No........................... dated
(give the No. and date of the previous Order).
AND WHEREAS Shri .. (name of the previous Inquiry
Officer) after having heard and recorded the whole/part of eth evidence has since
been transferred/is not available and it is necessary to appoint another officer as
Inquiring Authority to inquire into the charges against Shri
NOW, THEREFORE, the President/the undersigned in exercise of the powers
conferred by sub-rule (2) read with sub-rule(2) of Rule 14 of the CCS (CCA) Rules,
1965, hereby appoints Shri (name and designation of the new
Inquiring Authority) as Inquiring Authority to inquire into the charges framed against
the said Shri ( name of the Government servant facing the
enquiry.) vide Shri ..(name of the previous inquiry Officer).
(By order and in the name of eth President)
Signature
Designation of the Competent
Authority
Copy to:
1. Name and designation of the Government servant.
2. Inquiring Authority.

223

(10)
Standard form of the order relating to the appointment of Presenting Officer
[Rule 14(5) (C)]
No
Government of India
Ministry of
Dated
(Place of Issue..
ORDER
WHEREAS an inquiry under Rule
14 of the Central Civil services
(Classification, Control and Appeal) Rules,
1965, is being held against
Shri ( name and designation of the accused officer)
AND WHEREAS the President/undersigned considers that a Presenting
Officer should be appointed to present on behalf of the President/undersigned the case
in support of the articles of charge.
NOW, THEREFORE, the President/the undersigned in exercise of the powers
conferred by sub-rule (5) (C) of the rules 14 of the said rules, hereby appoints Shri
(name and designation of Presenting Officer) as the Presenting
Officer
(By order and in the name of eth President)
Disciplinary Authority/Authority competent to
authenticate order in the name of President
Copy to:
1.
2.
3.
4.

The Presenting Officer.

The Accused Officer.
The Inquiry Officer.
Copy for information and necessary action to the CBI with reference to their
Letter No.., dated
Disciplinary Authority/Authority
competent \ to authenticate order in the name of President.

224

(11)
Standard form of memorandum of charge for minor penalties
[Rule 16 of CCS(CCA)Rules,1965]
No.
Government of India
Ministry/ Officer of
Dated
(Place of Issue..
MEMORANDUM
Shri.(Designation).(office
in which working)is hereby informed that it is proposed to take
action against him under Rule of CCS (CCA) Rules, 1956.A statement of the
imputations of misconduct or misbehaviour on which action is proposed to be taken ad
mentioned above is enclosed.
2. Shri ...................... is hereby given an opportunity to make such
representation as he may wish to make against the proposal.
3. If Shri.. fails to submit his representation within
10 days of the receipt of this Memorandum, it will be presumed that he has no
representation to make and orders will be liable to be passed against
. Ex parte.
4.
The receipt of this Memorandum should be acknowledgement by
Shri.
1

(By order and in the name of the president)

2
Signature
Name and designation of Competent Authority
To
Shri.
.

225

(12)
Standard form for initiation of minor penalty proceedings
(in case where disciplinary authority decides to hold the inquiry)
[Rule 16 of CCS(CCA)Rules,1965]
No.
Government of India
Ministry/ Officer of .
Dated
MEMORANDUM
In continuation of Memorandum No.
., dated
issued under Rule 16 of the CCS (CCA) Rules, 1965, the President/undersigned is of
the opinion that it is necessary to hold an enquiry against
Shri. Under Rule 16 (1) (b) of the CCS (CCA) Rules, 1965. The
substance of the imputation of misconduct or misbehaviour in respect of which the
inquiry is prosposed to be held is set out in the enclosed statement of article of
charge (Annexure-1). A statement of the imputation of misconduct or misbehaviour in
support of each article of charge is enclosed (Annexure-II) A list of documents by which
and a list of witnesses by whom the articles of charge are proposed to be sustained
are also enclosed (Annexures -III and IV).
2.
Shri .. is directed to submit within ten days
of the receipt of this Memorandum a written statement of his defence and also to state
whether he desires to be heard in person.
3.
He is informed that an inquiry will be held only in respect of those articles of
charge as are not admitted .He should, therefore, specifically admit or deny each
article of charge.
4.
Shri is further informed that if he does not
submit his written statement of defence on or before the date specified in Para. 2
above, or does not appear in person before the Inquiring Authorities or otherwise fails
or refuses to comply with the provisions of Rules 14 and 16 of the CCS (CCA) Rules,
1965 or the orders/directions issued in pursuance of the said Rule, the Inquiring
Authority may hold the inquiry against him Ex-parte.
5.
Attention of Shri . Is invited to Rule 20 of the
CCs (conduct) Rules, 1965, under which no Government servant shall bring or
attempt to bring any political or outside influence to bear upon any superior authority
to further his interests in respect of matters pertaining to his service under
Government. If any representation is received on his behalf from another person in
respect of any matter dealt with in these proceedings, it will be presumed that
Shri............... is aware of such a representation and that it has been
made at his instance and action will be taken against him for violation of Rule 20 of CCs
(Conduct) Rules, 1964.
6.

The receipt of this Memorandum may be acknowledged.

226

(By order and in the name 2of the president)

Signature
Name and designation of Competent Authority
To
Shri .

[Note:-Annexures-I to IV as in Item6.]

227

(13)
Standard form of order for taking disciplinary action in common Proceedings
[Rule 18 of CCS(CCA)Rules,1965]
No.
Government of India
Ministry/ Officer of
Dated
ORDER
WHEREAS the Government servants specified below are jointly concerned in a
disciplinary case.
Shri ..
Shri...
Shri...
1

NOW, THEREFORE, in exercise of the powers, conferred by sub-rules(1) and (2) of Rule
18, Central Civil Services (CCA) Rules, 1965, the President/the undersigned hereby
directs(i)
(ii)

(iii)

That disciplinary action against all the said Government servants shall be
taken in a common proceeding.
That ---------------------- (name and designation of the authority) shall
function as the Disciplinary Authority for the purpose of the common
proceeding and shall be competent to impose of the following penalties,
namely:3 (Here specify the penalties)
That the procedure prescribed in Rules5 14, 15 and 16 shall be followed in
the said proceedings.
6

(By order and in the name of the president)

Signature7
Name and designation of Competent Authority
Copy to:
1 Shri. (Name and Designation)
2. Shri. (Name and Designation)
3. Shri. (Name and Designation)

228

(14)
Standard form of order for appointment of
Inquiring Authority in Common Proceedings
[Rule 18 of CCS(CCA)Rules,1965]
No
Government of India
Ministry/ Officer of .
Dated
ORDER
WHEREAS an inquiry under Rule
14 of the Central Civil services
(Classification, Control and Appeal) Rules, 1965, is being held against the officers
specified below:
Shri.
Shri.
Shri.
Shri.
Shri.
WHEREAS common proceedings have been ordered against the said
officers.
AND WHEREAS the President/the undersigned considers that the Inquiring
Authority should be appointed to inquire into the charges framed against the said
Officers.
NOW, THEREFORE, the President/the undersigned in exercise of the powers
conferred by sub-rule (2) of the said rule hereby appoints shri(name and
designation of the inquiry Officer) as the inquiring Authority to inquire into the charges
framed against the said officers.
1(By order and in the name of the President)
Disciplinary Authority/Authority
competent to authenticate order in the name of President1
Copy to :
1. The accused officers.
2. Presenting Officers.
3. Inquiring Authority with the relevant documents.
4. The central Vigilance Commission.
Disciplinary Authority/Authority competent to
authenticate order in the name of President2

229

(15)
Standard form of order for appointment of Presenting Officer
in Common Proceedings
[Rule 18 of CCS(CCA)Rules,1965]
No.
Government of India
Ministry of .
Dated
WHEREAS an inquiry under Rule 14 of the Central Civil services (Classification,
Control and Appeal) Rules, 1965, is being held against the officers specified below:
Shri.
Shri.
Shri.
Shri.
WHEREAS common proceedings have been ordered against the said officers.
AND WHEREAS the President/the undersigned considers it necessary to appoint a
Presenting Officer to Present the case in support of the articles of charge against the said
officers before the Inquiring Authority.
NOW, THEREFORE, the President/ undersigned in exercise of the powers
conferred by sub-rule (5) (C) of the said rule hereby appoints
Shri(name and designation of the Presenting Officer) as Presenting
Officer to present the case in support of the articles of charge against the said
Officers before the Inquiring Authority .
1(By order and in the name of the President)
Disciplinary Authority Authority
competent to authenticate order in the name of President
Copy to:
1
2
3
4

The accused officers.

Presenting Officers.
Inquiring Authority with the relevant documents.
The central Vigilance Commission.
1

Disciplinary Authority
Authority competent to authenticate
Order in the name of President

230

(16)
Standard form of show- cause notice for imposing penalty to be
issued on the Government servant on his conviction
[Rule 19 of CCS(CCA)Rules,1965]
No.
Government of India
Ministry of .
Dated
WHEREAS Shri (here enter name and designation of the Government
servant) has been convicted on a criminal charge under section (here enter the
section or sections under which the Government servant was convicted) of (here
enter the name of the statute concerned) and has been award a sentence of (here
enter the sentence awarded by the Court);
AND WHEREAS the undersigned proposes to award an appropriate penalty
under Rule 19 of the Central Civil Services (Classification, Control and Appeal Rules,
1965, taking into account the gravity of the criminal charges;
AND WHEREAS before coming to a decision about the quantum of penalty Shri
(here enter name of the convicted official) was given an opportunity of personal hearing
to explain the circumstances why penal action should not be taken against him in
pursuance of the provisions of Rule 19 ibid;
AND WHEREAS on a careful consideration of the inquiry report (copy
enclosed), the President/undersigned has provisionally come to the conclusion that
Shri (here enter the name of the official) is not a fit person to be retained in
service/the gravity of the charge is such as to warrant the imposition of a major/minor
penalty and accordingly proposes to impose o him the penalty of (here enter the
proposed penalty);
NOW, THEREFORE, Shri (here enter the name of the official) s hereby given
an opportunity of making representation on the penalty proposed above. Any
representation which he may wish to make against the penalty proposed will be
considered by the undersigned. Such a representation, if any, should be made in
writing and submitted so as to reach the undersigned not later than fifteen days from
the date of receipt of this memorandum by Shri (here enter the name of the
Government servant).
The receipt of this Memorandum should be acknowledged.
(Name and designation of the Competent Authority)
Note.- In the above, form, portions not required should be struck out according to the
circumstances of each case.

231

(17)
Form of order for imposing penalty on the
Government servant on his conviction
No.
Government of India
Ministry of.................
Dated.......................
ORDER
WHEREAS Shri (here enter name and designation of the Government
servant) has been convicted on a criminal charge under section (here enter the
section or sections under which the Government servant was convicted) of (here
enter the name of the statute concerned);
AND WHEREAS it is considered that the conduct of the said Shri (here enter
the name and designation of the Government servant) which has led to his
conviction is such as to render his further retention in the public undesirable/the
gravity of the charge is such as to warrant the imposition of a major/minor penalty;
AND WHEREAS Shri (here enter name of the official) was given an
opportunity of personal hearing and offer his written explanation;
AND WHEREAS the said Shri (here enter name of the official) has given a
written explanation which has been duly considered by the President/undersigned;
NOW, THEREFORE, in exercise of the powers conferred by Rule 19 (i) of the
Central Civil Services (Classification, Control and Appeal) Rules, 1965, and in
consultation with the Union Public Service Commission, the President / undersigned
hereby dismisses / removes the said Shri (here enter the name and designation of
the Government servant) from service of directs that the said Shri (here enter the
name and designation of the Government servant) shall be compulsorily retired from
service with effect from (here enter date of dismissal / removal / compulsory
retirement) / imposes the penalty of (here enter the penalty).
Station:
Date:

Disciplinary Authority

Note:- In the above form, portions not required should be struck out according to
the circumstances of each case.

232

(18)
Standard form of order for setting aside order of punishment on
appeal being decided in favour of the Government servant
No.
Government of India
Ministry of.................
Dated........................
ORDER
WHEREAS Shri (here enter name and designation of the Government
servant) was dismissed / removed / compulsorily retired from service with effect from
(here enter the date of dismissal / compulsory retirement on the ground of conduct
which led to his conviction on a criminal charge;
OR
WHEREAS the penalty of (here enter the name of the penalty) was imposed on
Shri (here enter the name and designation of the Government servant) on the ground
of conduct which led to his conviction on a criminal charge;
AND WHEREAS the said conviction has been set aside by a competent Court of
Law and the said Shri (here enter the name and designation of the Government
servant) has been acquitted of the said charge;
NOW, THEREFORE, the President / undersigned hereby sets aside the order of
dismissal / removal / compulsory retirement from service / imposing the penalty of (name
of the penalty imposed).
Station:
Date:

Disciplinary Authority

233

(19)
Form for summoning public servant/private individual as witness
No.
Government of India
Ministry of .
Dated
(Place of Issue..
To
Sir,
I am the Inquiring Authority in the proceedings against Shri Your
evidence is considered material. I request you to appear before me on
at .(time and place)
You are/are not likely to be required to stay at the place for more than a day.
Yours faithfully,
(Inquiring Officer)
1

Copy to with the request to permit the official

mentioned above to attend the enquiry on these dates.
(Inquiring Officer)

234

(20)
Form of certificate by Inquiry Officer for withnesses
This is to certify that Shri (name and designation, office etc,) appeared before me
as a whines no.. at (place) in the
departmental inquiry against Shri (name and designation, etc). and was discharged on
.. at (time)
Nothing has been paid to him on account of his travelling and other expenses.
Place:
Date:
(Signature)
Disciplinary Authority/Board of Inquiry
Inquiring Officer
Copy forwarded for information to the Ministry/Department of
Secretary to the Government of (name of State Government) ...Department.

235

(21)
Form of Certificate by Inquiry Officer to the
Presenting Officer/Defence Assistant
This is to certify that Shri (name and designation, office, etc) attended the
proceedings in eh departmental inquiry against Shri (name and designation, etc) to
present the case in support of the charges/to assist the said Shri
(name)in presenting his case onat (place)
Nothing has been paid to him on account of his travelling and other expenses.
Place:
Date:
(Signature)
Disciplinary Authority/Board of Inquiry
Inquiring Officer
Copy forwarded for information to the Ministry/Department of ..

236

(22)
Pro forma for forwarding disciplinary case to the
Union Public Service Commission
[Instruction (39) below Rule 14]

1. Name
borne

PART-1-SERCVICE AND RELATED PARTICULARS

of
charged
officer
and the
service
.
..
..

2. (i) Whether temporary/permanent/contract/service

(ii) If confirmed, date of confirmation
(iii)Post, if any, in which quasi-permanent
3

Post held substantively if in permanent service:

(a) Designation
(b) Scale of pay (indicating stages, EB, etc.)
(c) Pay drawn
(d) Date from which pay shown against ( c) drawn
(e) Date increment
Post held at present:
(a) Designation
(b) Scale of pay (indicating stages, EB, etc.)
(c) Pay drawn
(d) Date from which pay shown against ( c) drawn
(e) Date of next increment

on

which

.
.

..

..
..
..
...

..
.. Rs.
Rs.

..
..
..

..
..

..
.

..
.. Rs.
Rs.
..

5. The next lower post (along with pay scale)/grade, the officer would have held
but for his appointment to the present post he is holding
..
6. Date of Birth
7. Date of joining Government service

..

..

..

..

8. Due date of retirement or actual date of retirement, if already retired.

..
9. (a) Amount of monthly pension admissible/sanctioned
(b) (i) Amount of gratuity admissible
(ii) Amount of gratuity sanctioned

..

..
.
.

Rs.
Rs.
Rs.

10 (a) Appointing Authority in respect of the post held at present, or the authority
which actually appointed the person, if that authority is higher
.
(b) Authority competent to impose the penalty in respect of the post held at
present

(c) Appellate Authority in respect of eh Post held at present

..

237

11. Whether an oral enquiry, if required under the rules, has been held
..
12.

..

Name and designation of the Inquiry Officer appointed, if any

..
PART -II - DETAILS OF CASE RECORDS
(All the records are required to be arranged and cross-referenced, as indexed below and
page numbers of the file/folders to be indicated against each item.)
1
Item
Reference/Comments
A. ORIGINAL CASES
(Where the Central Government or the State Government is the Disciplinary
Authority and an order of penalty is to be passed for the first time)

(a) Complaint, if any, received by the authorities

..

(b) (i) Report of the preliminary enquiry, if any held in eh matter leading to the
institution of formal disciplinary proceedings against the Charged Officer
(together with depositions recorded).
..
..
(ii)Order of suspension/revocation of suspension, if any
..

..

(c) Order, if any of eh Competent Authority for joint/common proceedings

where two or More Government servants are involved,
(d) (i) Charge-sheet together with the statement of imputations, along with
enclosures
..
(iii)
(iv)

Records of delivery of charge-sheet to the Charged Officer

..

..

Whether the charge-sheet issued as per the Rules

..

(e) Reply of the Charged Officer

..
..

(f) A note from the Disciplinary Authority explaining the factual or procedural
points, if any, Raised in the Charged Officers reply in minor penalty cases where no
enquiry has been held
.. ..
(g) Order of the Disciplinary Authority appointing the Inquiry Officer.
(h) Order of the Disciplinary Authority appointing the Presenting Officer

..

238

(i) Daily Order Sheet maintained by the Inquiry Officer indicating the progress
of oral Enquiry
..
(j) Correspondence of the Inquiry Officer, if any, with the Disciplinary Authority,
or the Charged Officer

(k) (i) Depositions -oral statements recorded from prosecution witnesses and
defence witnesses

..
(ii) Statement of defence of the Charged Officer
(iii) General examination of eh Charged Officer
(iv) Whether copies of relevant documents have been supplied to the
Charged Officer
(v) Exhibits:
(a) Prosecution

..
(b) Defence

(l) (i) Written brief, if any submitted by the Presenting Office

(ii) Whether a copy of brief of Presenting Officer supplied to the charged Officer
..
..
(m) Written brief, if any submitted by the Charged Officer

(n) Inquiry Officers report

(o) (i) Whether Inquiry Officers report provided to the Charged Officer
.. .
(ii) Whether disagreement of eh Disciplinary Authority, if any, on the report of
the inquiry Officer communicated to the Charged Officer
..
..
(iii) Representation of the Charged Officer on the findings of the Inquiry Officer
..
iv)
Parawise comments of the Disciplinary Authority on eh representation of
the Charged Officer, if any
..
.

239