JNARDDC PERSONNEL MANUAL

JNARDDC

SERVICE RULES

(As approved by the Governing Body of

JNARDDC)
(With subsequent amendments)

OF

JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE
(An Autonomous Body under Ministry of Mines, Govt. of India)

J N C
A R D D

Jawaharlal Nehru Aluminium Research Development & Design Centre

(An Autonomous Body under Ministry of Mines, Govt. of India)
Amravati Road, Wadi, Nagpur – 440023

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR
TERMS AND CONDITIONS OF SERVICE FOR THE EMPLOYEES OF THE
JAWAHARLAL NEHRU ALUMINIUM RESEARCH DEVELOPMENT AND
DESIGN CENTRE NAGPUR AS APPROVED BY THE GOVERNING BODY
1.0 PAY AND ALLOWANCES
1.1 Pay scales as noted below are in line with the Pay Scales submitted with the
Recruitment and Assessment / Promotion Rules.
Group Designation Scale of Pay (Rs.)
Director / Scientist-VI (PB-4) 37400-67000 + 10000
Dy. Director / Scientist-V (PB-4) 37400-67000 + 8900
Group-IV HOD / Scientist-IV (PB-4) 37400-67000 + 8700
(Scientists) Scientist-III (PB-3) 15600-39100 + 7600
Scientist-II (PB-3) 15600-39100 + 6600
Scientist-I (PB-3) 15600-39100 + 5400
Sr. Scientific Officer Grade-II (PB-3) 15600-39100 + 7600
Sr. Scientific Officer Grade-I (PB-3) 15600-39100 + 6600
Group-III Scientific / Technical Officer (PB-2) 9300-34800 + 5400
(Scientific / Scientific/Technical Asst. IV (PB-2) 9300-34800 + 4600
Technical Scientific Asst. III / Technical Asst. III (PB-2) 9300-34800 + 4200
Staff) Scientific Asst. II / Technical Asst. II (PB-1)5200-20200 + 2800
Scientific Asst. I / Technical Asst. I (PB-1)5200-20200 + 2400
Laboratory Asst. (PB-1)5200-20200 + 1900
Secretary cum Sr. Admin. Officer (PB-3) 15600-39100 + 7600
Secretary-cum-Administrative Officer (PB-3) 15600-39100 + 6600
Asst. Admin. Officer / Per. Officer /
(PB-3) 15600-39100 + 5400
Asst. Accounts Officer (Group-A Entry)
Asst. Admin. Officer / Per. Officer / (PB-2) 9300-34800 + 5400
Asst. Accounts Officer
Group-II Section Officer (A/C & Admin) / (PB-2) 9300-34800 + 4600
(Administrati Personnel Secretary
ve Staff) Ex. Asst. to Director / Personal Asst. Sr. (PB-2) 9300-34800 + 4200
Accountant-cum-Chief Cashier
Sr. Stenographer - Sr.Asst. / (PB-1)5200-20200 + 2800
Sr. Acctn.-Cum-Cashier /
Purchase-Cum- Store Asst.
Steno-Asst./Acctn. Asst. /Asst.(Cash) (PB-1)5200-20200 + 2400
Junior Assistant (PB-1)5200-20200 + 1900
Driver-cum-Lab. Attendant (Spl. Grade) (PB-2) 9300-34800 + 4200
Driver-cum-Lab. Attendant (Grade-II) (PB-1)5200-20200 + 2800
Driver-cum-Lab. Attendant (Grade-I) (PB-1)5200-20200 + 2400
Group-I
Driver-cum-Lab. Attendant (Ordinary Gr.) (PB-1)5200-20200 + 1900
(Supporting
Sr. Technical Helper (PB-1)5200-20200 + 2800
Staff)
Technical Helper - I (PB-1)5200-20200 + 2400
Technical Helper (PB-1)5200-20200 + 1900
Attendant / Peon-messengers (-1S)4440-7440 + 1300

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These pay scales are adopted from the Sixth Pay Commission Scales approved by
the Governing Body and therefore, they are identical to Government of India Pay
Scales.

1.2 DEARNESS ALLOWANCE

The employees of the Centre will be eligible to draw Dearness Allowance as per
prevailing Central Government rates from time to time.

1.3 HOUSE RENT ALLOWANCE AND CITY COMPENSATORY ALLOWANCE

The employees of the Centre who have not been provided residential
accommodation by the Centre will be paid House Rent Allowance as per
prevailing Central Government rates from time to time till the housing
accommodation for the employees of the Centre is ready and allotted in favour of
the employees. The allotment of house will be made on seniority basis subject to
availability. Rules related to allotment of house has been issued separately.

The employees will be paid City Compensatory Allowance (CCA) as per

prevailing Central Government rates from time to time. CCA not applicable after
implementation of sixth pay commission.

1.4 OTHER ALLOWANCES

As regards fixation of pay - General, Fixation of pay of Reemployed Pensioners,

Fixation of pay of re-employed Ex-combatant Clerks/Ex-Serviceman, Stepping up
of pay to remove anomalies, all kinds of special pay and its fixation, increments
(normal in the approved scale of pay), efficiency bar, advance increments,
stagnation increment, compensatory allowance, special compensatory (remote
locality) allowance, bicycle allowance, uniform/washing allowance, non-
practicing allowance, risk allowance, etc. will be regulated in terms of the
Central Government Rules as applicable to the Central Government employees.

NOTE : This proviso is applicable only to those who are appointed on regular
posts.

2.0 WORKING HOURS

Centre will follow Central Government working hours as applicable to Nagpur for
the staff posted at the Headquarter i.e. at JNARDDC, Nagpur. As regards other
places prevailing Central Government working hours will be applicable.
However, HOD’s and all Scientists (above Grade Pay 5400) may follow flexible
working hours with the consent of their respective HOD’s for Scientists and
Director for HOD’s provided they work minimum working hours in a day as
applicable to the Central Government offices. Timing will be regulated by
introduction of punch card system (time office equipment).

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3.0 LEAVE RULES

Leave rules have been notified separately also.
3.1 Earned Leave/Half Pay Leave

The employees of the Centre will be eligible for one month (30 days) Earned
Leave for every year of service rendered. This leave can be availed of
proportionately for service rendered. Such leave can be accumulated up to 300
days. Any earned leave earned beyond 300 days will automatically lapse.
Centre’s holidays, Saturdays and Sundays may be prefixed and/or suffixed in
terms of Central Civil Services Rules (FRSR Part-III). The earned leave will be
credited in favour of employees in advance twice in the year i.e. on 1st January
and on 1st July of every year at the rate of 15 days. Similarly Half Pay Leave will
also be credited in favour of employees in advance twice in the year i.e. on 1st
January and on 1st July of every year at the rate of 10 days. Half pay leave can be
converted into full pay leave on production of medical certificate for sickness etc.
Half pay leave can be accumulated to any extent.

In the case of employees who resign form service and take up employment in
another Institute/Central/Public enterprises/Undertaking State/Central
Government on the basis of the application forwarded through proper channel or
with the consent of the Centre, the earned leave/half pay leave due to him/her for
the service rendered in JNARDDC will be transferred to the transferee Institute by
paying the amount in one lump sum, or they may eancash the same at their credit
before being relieved from JNARDDC.

In the case of employees of Central/State Governments, Organizations/Institute/

Public Enterprices/Undertaking who join JNARDDC through recruitment or
deputation with the consent of both the employer, the earned leave/half pay leave
at credit may be transferred to JNARDDC on payment of the value of such leave
in one lump sum. Half pay leave can be combined with earned leave. Director of
the Centre will have the authority to grant/refuse leave to the employees;
however, he/she may delegate his/her power to any of his/her subordinate
authority for such grant/refusal.

3.2 Casual Leave

Employees will be eligible for 8 days Casual Leave in a calendar year which may
be credited to their account at the beginning of the year. Employees joining duty
in the middle of the year will be entitled to proportionate casual leave from the
date of joining of duty to the end of the year. Centre’s holidays, Saturdays and
Sundays may be prefixed and/or suffixed Holidays, Saturdays and Sundays falling
during the leave period, shall not be included in the leave. This leave cannot be
combined with any other kind of leave except restricted holidays which will be
for 2 days in a year. Director of the Centre will have the authority to grant/refuse
leave depending upon the circumstances, however, he/she may delegate his/her
authority to any of his/her subordinate authority.

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3.3 Maternity Leave

A female Government servant with less than two surviving children may be
granted maternity leave by the competent authority for a period of 180 days from
the date of its commencement. During such period, she shall be paid leave salary
equal to her pay drawn immediately before proceeding on leave.

Maternity leave may be combined with leave of any other kind, but any leave
applied for in continuation of the former may be granted only if the request is
supported by a certificate from an Authorised Medical Officer.

Maternity leave may also be granted in case of miscarriage, including abortion,

subject to the following conditions :

a) that the leave does not exceed six weeks; and

b) that the application is supported by a certificate from an Authorised
Medical Officer.

NOTE “Authorised Medical Officer” means “Government Medical Officer/

Registered Medical Practitioner”.

3.4 Encashment of Leave

Encashment of earned leave will be allowed at the option of the employees.

3.5 Extent of Leave Encashment

a) Only earned leave on full pay is encashable and not nay other kind of
leave such as half pay leave etc. under normal circumstances.

b) Encashment will be allowed to the employees only once in a calendar

year. However, employees who have not completed two years of service
in the Centre will not be eligible for such encashment.

c) Maximum period of earned leave that can be encashed will be 50% of the
earned leave at credit at the time of encashment. (For availing
encashment, employees need not necessarily proceed on leave).

d) The encashment facility of earned leave is limited to 300 days in the entire
span of service period. However, if the Central Government rules relating
to encashment of leave are relaxed, the same will apply for the Centre.

3.6 Encashment of Leave on Termination of Service/Retirement

a) Employees whose services are terminated otherwise than on disciplinary

ground or who retire/resign may be allowed to encash the earned leave at
their credit up to a maximum of 300 days.

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b) Half pay leave at the credit of employee may also be encashed by the
Centre provided the employee is under premature retirement, voluntary
retirement, invalidated due to medical ground.

3.7 On Death of an Employee

In case of death of an employee in service, the family of the deceased employee

shall be paid cash equivalent to earned leave salary at credit of the employee to
the maximum of 300 days and leave salary for accumulated HPL.

3.8 Treatment of the amount of encashment for other purpose

The amount payable towards encashment of leave will not be reckoned as salary
for the purpose of gratuity, provident fund and bonus, if any.

4.0 STUDY LEAVE RULES

4.1 Condition for grant of Study Leave

I) Study leave may be granted to an employee with due regard to the

exigencies of the Centre’s work to enable him/her to undergo a special
course of study consisting of specialised training in a professional or
technical subject having a direct and close connection with the sphere of
his/her duty.

II) Study leave may also be granted for a course of training or study tour in
which an employee may not attend a regular academic or semi-academic
course if the course of training of the study tour is certified to be of
definite advantage to the Centre and is related to the sphere of duties of the
employee.

III) Study leave shall not be granted unless it is certified that sufficient number
of qualified employees in a particular trade are not available and therefore
the acquisition of the qualification by the employee will be of a definite
advantage to the Centre.

IV) Study leave shall not ordinarily be granted to an employee :

a) who has rendered less than three years of service in the permanent
cadre in the Centre or subject to such minimum period as may be
fixed by the Director,
b) who has attained the age of 50 years and above.

4.2 Authority competent to sanction Study Leave :

Study leave may be granted to an employee by the Director of the Centre.

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4.3 Period of Study Leave that may be granted :

a) Study leave will be granted during the entire service for a maximum
period of 24 months.

b) The discretion to extend the course of training beyond 24 months rests

with the Director under special circumstances.

4.4 Nature of leave and pay to be granted

a) Earned leave at credit may be granted and the balance of leave required
will be treated as Study Leave during which period the employee may
draw leave salary and dearness allowance equal to half of his/her last pay,
which may be paid at the end of every month, subject to production of
attendance certificate from the Institution.

b) An employee who is granted study leave may be permitted to receive any

scholarship or stipend that may be awarded to him/her from the
government or non-government sources, provided that such scholarship or
stipend plus half of his/her basic pay and half dearness allowance do not
exceed his/her full basic pay and full dearness allowance. The employee
shall make a declaration to the Centre of the nature and quantum of
scholarship or stipend received by him/her.

c) Employees granted study leave will not be eligible for cost of fee for study
or any other allowance or traveling allowance.

4.5 Execution of Bond :

The employees shall be required to execute a bond prior to their being relieved to
the effect that they will serve the Centre on their return from study leave for a
period as mentioned below failing which they will be liable to pay the Centre
twice the amount paid to them as wages and dearness allowance :

Period of Study Leave Period for which bond to be executed

Up to six month 3 years

Above six months 5 years

Note : If an employee is granted study leave before the completion of minimum

of three years of service in the regular cadre, the period of bond will be
increased by the period by which the service falls short of three years.

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4.6 Counting of study leave for the purpose of increment, seniority and leave :

a) Study leave will count as service for promotion, annual increments,

pension, provident fund and gratuity but enhanced pay fixed on promotion
during the study leave will be given to the employee only with effect from
the date of his/her rejoining duty after the expiry of the leave.

b) The period spent on study leave shall not count for earning any kind of
leave.

4.7 Regulation of study leave extending beyond course of study :

When the course of study falls short of study leave sanctioned, the employee shall
resume duty on the conclusion of the course of study.

4.8 Submission of report to the studies prosecuted :

On return from the study leave, an employee shall submit a report on the studies
prosecuted or training received by him/her to the competent authority, supported
by a certificate from the Institution at which he/she studied.

4.9 Extraordinary Leave :

Extraordinary leave may be granted to an employee of the Centre in special

circumstances when no other leave is admissible, and when employee specifically
applied in writing for such leave. The limits of extraordinary leave shall be :

a) Three months and (b) six months where an employee has completed one
year continuous service, on the date of expiry of leave of the kind due and
admissible under these rules including three months extraordinary leave, and his
request for such leave is supported by a medical certificate by the competent
authority. c) Eighteen months where an employee has completed one year
continuous service and is undergoing treatment for :

i) Pulmonary tubercolusis
ii) Leprosy in a recognised leprosy institution
iii) Cancer or for mental illness

d) Twenty four months where leave is required for the purpose of

prosecuting studies certified to be in public interests, provided the employee has
completed three years continuous service on the date of expiry of leave of the
kind admissible including three months extraordinary leave.

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4.10 Commuted Leave

Commuted leave not exceeding half the amount of half-pay leave due may be
granted on medical certificate to an employee subject to the following conditions :

i) the competent authority is satisfied that there is reasonable prospects of an

employee returning to duty.

ii) when commuted leave is granted twice the amount of such leave shall be
debited against the half-pay leave due.

Provided that where an employee has been granted commuted leave resigns from
service or at his request permitted to retire voluntarily without returning to duty,
the commuted leave shall be treated as half-pay leave and the difference between
the leave salary in respect of commuted leave and half-pay leave shall be
recovered.

No such recovery, however, shall be made if the retirement is by reason of ill

health incapacitating the Govt. Servant for further service or in the event of his
death.

5. INCENTIVE SCHEME FOR ACQUIRING PROFESSIONAL

QUALIFICATIONS

Sr. Specified qualifications Eligible employees No. Of

No. increments
1. Recognized Postgraduate Degree Graduate in Science, Engg., 1
in Engineering, Science / Commerce, Arts, working in
Commerce/Arts/MBA the relevant discipline

2. Doctorate in Engineering, Postgraduate in Engg. Sci, 2

Science, Management Studies, Management or relevant
Public Admn. discipling
3. Final examination of the Institute All graduates and above 1
of Company Secretaries of India
or Chartered Secretaries of UK
or CA/ ICWA

GENERAL CLARIFICATIONS

i) Increments will be admissible only once for acquiring a Postgraduate

qualification and once for acquiring Doctorate qualification as stated
above. However, the employees are not entitled to get more than three
increments during the entire service with JNARDDC.

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ii) Where there is no scope in the scale of pay to absorb the increments
granted under the Scheme i.e. if the entitlement exceeds the maximum of
the scale of pay or in the case of employees who have already reached the
maximum of the scale of pay at the time they become eligible for the
increments the amount in excess of the maximum of the scale of pay will
be treated as personal pay. The personal pay shall be added to the basic
pay while fixing the pay on subsequent promotion. If there is no scope in
the higher grade also, the difference will continue as personal pay till it is
added to the basic pay in subsequent promotions.

6.0 LEAVE TRAVEL CONCESSION

6.1 Till such time the Leave Travel Concession to home town and Leave Travel
Concession to any place in India is finalized, the employees of the Centre will be
governed by the Leave Travel Concession Rules as applicable to the Central
Government employees.

7.0 ADVANCES

7.1 There are certain advances which are prevalent in the Central Government
offices; these can be classified in two different heads which are as follows :

A) Interest free Advances :

i) Advance of pay on transfer

ii) Advance of T.A. on tour/transfer/retirement
iii) Advance of T.A. to the family of deceased government servant
iv) Festival advance
v) Advance in the event of natural calamity like flood, drought, cyclone, etc.
vi) Advance of L.T. C.
vii) Advance on first appointment/deputation and leave ex-India
viii) Leave Salary Advance
ix) Advance in connection with legal proceedings
x) Advance in connection with medical treatment
xi) Advance for training in Hindi through correspondence course
B) Interest bearing Advances :
i) Advance for Purchase of conveyance i.e. cycle, scooter, motorcycle, car
ii) Advance for purchase of personal computer
iii) Advance for purchase of fan
iv) Advance for purchase of warm clothing
v) Advance to postal and R.M.S. Inspector for purchase of typewriter
vi) Advance for construction/purchase of house/flat/enlargement of living
accommodation
Pending finalization of the Centre’s own rules for regulating such advances, the
employees of the Centre are allowed to draw advances as applicable to the
Central Government employees.
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8.0 FIXATION OF PAY ON PROMOTION

8.1 On promotion from one grade to next higher grade, an increment in the lower
grade is to be added to the basic pay and the pay fixed at the next stage in the
higher grade.
8.2 Once increment of the lower grade is added to the pay the person was drawing
prior to his promotion and if the pay so arrived is less than the minimum of the
promoted scale, his pay will be fixed at the minimum of the higher grade (in terms
of FRSR).
8.3 When the date of promotion coincides with the date of normal increment in the
lower post, the employee will be given increment first and the fixation formula
would be adopted as enumerated in (8.1) above.
8.4 In the case of an employee who has been at the maximum of his pay scale one
normal increment in the lower grade may be added and the pay fixed at the next
stage in the higher grade.
8.5 The promotees may be given option to come over to the promoted scale from the
date of the next increment in the lower scale in which case, the next increment in
the promoted scale will become due on completion of one year qualifying service
from the date of fixation of pay in the higher scale as per the option.
8.6 The seniority of promotees exercising the option as per (8.5) above will remain
unaffected if the date opted for falls within six months from the date of
promotion. Where the date opted for falls beyond six months from the date of
promotion, seniority will be reckoned from the date of fixing of pay as opted for.

9.0 ACTING ALLOWANCE

9.1 Whenever an employee acts for a continuous period of not less than 30 days at a
time in a higher post, he/she may be paid 10% of the minimum of the scale of pay
for which he/she acts, as acting allowance.

10.0 ACCEPTANCE OF RESIGNATION

10.1 The Institute reserves the right not to accept the resignation of an employee
against whom either disciplinary proceedings are pending or a decision has been
taken by the competent authority to issue him/her a charge sheet.

NOTE : Exceptions to this rule would be where the alleged offenses do not
involve moral turpitude or where the quantum of evidence against an employee is
not strong enough to justify the assumption that if the disciplinary proceedings
were continued the employee would be removed or dismissed from service or
where the disciplinary proceedings are likely to be so protracted that it would be
cheaper to public exchequer to accept the resignation.

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11.0 HEADQUARTERS

Employees’ Headquarters will be Jawaharlal Nehru Aluminium Research

Development And Design Centre at Nagpur but they may, if necessary, be
required to serve anywhere in India.

12.0 TRANSFER

The Institute has the right to transfer, permanently or temporarily and without loss
in emoluments or seniority, an employee from one post to another post, carrying
identical scale or pay.

STAFF WELFARE

1. CHILDREN EDUCATIONAL ASSISTANCE

The Central Government employees are entitled to Children Educational

assistance in the following manner :

1. Children Educational Allowance

2. Reimbursement of tuition fees
3. Hostel subsidy

The employees of the Centre shall be entitled to the Children Educational

Assistance / Allowance in line with the Central Government employees with the
same terms.

2. INCENTIVE FOR PROMOTING SMALL FAMILY NORMS

As welfare measure, the Central Government employees are entitled to some

incentive towards promoting small family norms as per extant rules of the Central
Government. The employees of the Centre are entitled to the incentive for
promoting small family norms in line with that for Central Government
employees.

3. COMPASSIONATE APPOINTMENTS TO THE DEPENDENTS OF

CENTRE’S EMPLOYEES

In the event of death of an employee during the tenure of his service with the
Centre, one of the eligible dependent of the deceased shall be provided with
suitable employment on compassionate ground.

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4. IMMEDIATE RELIEF TO THE FAMILY OF AN EMPLOYEE WHO

DIES WHILE ON SERVICE

If an employee of the Centre dies while on service, his family will be eligible for
immediate monetary relief as advance which should be limited to three months
basic pay of the diseased employee or Rs. 2,500/- whichever is less. However,
the amount should be adjusted against final settlement.

5. EX-GRATIA PAYMENT

Centre may, at its sole discretion provide relief to the surviving families of the
deceased employees who are left in indigent circumstances. Families of
retired/resigned/superannuated employees are not entitled to get the grant. The
exgratia payment may be made either in lump sum or recurring. However, the
amount should not normally exceed Rs. 10,000/- or one year’s pay of the
employees whichever is less. The payment (if any) should be reported to the
Governing Body.

6. PROVISION OF CANTEEN

Centre may explore the possibility of having canteen in due course of time in line
with the Central Government offices. However, pending finalization of canteen
facilities at the Centre, subsidy towards providing tea at the rate of Rs. 25/-
employee per month be given to the employees of the Centre. However, Centre
reserves the right to withdraw these facilities as and when the canteen of the
Centre is in operation.

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR

CONDUCT RULES

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE, NAGPUR

CONDUCT RULES

1. These rules shall be known as Jawaharlal Nehru Aluminium Research

Development and Design Centre (Conduct) Rules, 1989.

2. These rules shall come into force with immediate effect.

3. These rules shall apply to all employees of the Centre including those under
contract or agreement provided that nothing in these rules shall apply to any
government servant who may be on foreign service with the Centre.

4. The Centre reserves the right to add, modify, cancel or amend all or any of these
rules or any part thereof, or to issue any supplementary rules in connection with
these rules, without previous notice of its intention, as well as the right to give
effect thereto from the date of commencement of these rules.

5. The power to interpret these rules is reserved by the Centre.

6. The Centre may, by general or special order, direct that any power exercisable by
it under rules (except the powers under Rule 5) shall subject to such conditions, if
any that may be specified in the order to be exercisable also by such officer or
authority as may be specified in the order.

6(a) Same as expressly provided for, hereinafter, the conduct rules as applicable to
Govt. Servants under Central Civil Services (Conduct) Rules, 1964 are
applicable to employees of JNARDDC.

7. Definition

Unless there be anything repugnant in the subject on context, the following terms
in these rules are used in the sense herein explained.

i) ‘Centre’ means Jawaharlal Nehru Aluminium Research Development and Design

Centre.

ii) ‘Competent Authority’ means the Governing Body of the Centre or any officer or
authority to whom the powers are delegated by the Governing Body.

iii) ‘Director’ means a person appointed to the post Director in connection with the
affairs of the Centre.

iv) ‘Employee’ means any person appointed to any service or post in connection with
the affairs of the Centre.

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v) ‘Members of the Family in relation to the employee include :

a) the wife or husband of the employee, as the case may be, child or step-child of
such employee whether residing with him or not, and in relation to women
employees the husband residing with her and dependent on her; and

b) any other person related, whether by blood or marriage, to the employee or to

such employee’s wife or husband and wholly dependent on such employee, but
does not include a wife or husband legally separated from the employee and child
or step-child who is no longer in any way dependent upon him or her or whose
custody the employee has been deprived of by law.

8. Integrity and Devotion to duty

Every employee shall at all times :

a) maintain absolute integrity,

b) maintain devotion to duty, and

c) do nothing which is unbecoming of an employee and shall conduct himself at all

times in a manner which will enhance the reputation of the Centre.

9. Employment of near relatives in Private Firms :

i) No employee shall, except with the previous sanction of the competent authority,
permit his son, daughter or any dependent to accept any employment with any
private firms with which the employee has dealing in connection with the
business of the Centre or with any other firm having business dealing with the
Centre provided that where that acceptance of the employment cannot await the
prior permission of the Centre or is otherwise considered urgent, the matter shall
be reported to the Centre, and the employment may be accepted provisionally
subject to the permission of the Centre.

ii) Where any proposal arises for the award of a contract or exercise patronage in
favour of any firm in which a son, daughter or dependent of an employee is
employed, the fact shall be declared by the employee concerned to the competent
authority who shall take a decision which he deems proper.

10. Taking part in Politics :

Except in so far as may otherwise be specifically authorised by any law of the

land, no employee shall be a member of or be otherwise associated with any
political party or any organisation, take part in political activities or stand for
electron, without the permission of the Centre to any local body or a legislature
body.

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Explanation : Exercise of franchise or conducting due performance of duty will

not amount to contravention of this rule.

11. Demonstration and Strikes

No employee shall :

a) engage himself or participate in any demonstration which is prejudicial to the

interest of the Centre, or the sovereignty and integrity of India, the security of the
State, friendly relations with foreign states, public order, decency or morality, or
which involves, contempt of Court, defamation, incitement etc., or

b) participate or resort to or in any way abet or instigate any form of strike.

12. Connection with Press or Radio :

No employee shall, except with the previous sanction of the Centre or any other
authority empowered by it in this behalf, or in the bonafide discharge of his
duties, participate in a radio broadcast or appear on a television programme, or
contribute any article or write any letter either in his own name or anonymously,
or in the name of any other person, to any newspaper or periodical, provided that
no such sanction would be necessary if such broadcast appearance or publication
is of an artistic, literary or scientific nature.
13. Publication of Centre’s documents :

No employee, while in Centre’s service or after his retirement, retrenchment,

resignation or discharge shall without the prior sanction of the Centre, make
public or publish any document, paper or information which might have come
into his possession in his official capacity.

14. Evidence before Committees of Other Authorities :

i) Save as provided in sub-rule 14(iii), no employee shall except with the previous
sanction of the Centre, give evidence in connection with any inquiry conducted by
any person, committee or authority.

ii) Where any sanction has been accorded under sub rule 14 (i), no employee giving
such evidence shall criticise the policy or any action of the Centre, the Central or
State Governments.

iii) This rule will not be applicable in cases of :

a) evidence given to an enquiry before an authority appointed by the Centre, the

Central or State Government, Parliament or a State

b) evidence given in any judicial inquiry, or

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c) evidence given at any departmental inquiry ordered by the Centre or authorities

subordinate to the Centre

15. Unauthorised Communication of Information :

i) No employee shall, except in accordance with the general or special order of the
Centre or in the performance in good faith of the duties assigned to him
communicate, directly or indirectly, any official document or any part thereof or
any information to any employee or any other person to whom he is not
authorised to communicate such document.

ii) No employee shall divulge any of the trade secrets, specifications, patents
discoveries, inventions, etc., of the Centre. All discoveries / inventions, patents
done by any employee of the Centre shall automatically be the property of the
Centre. These may be quoted/used for other than Centre’s work with prior
permission of the Centre. The Centre may, if it desires, share the ownership of
such inventions/patents jointly with the employee.

16. Inventions :

a) An employee shall, within one month of taking up of his employment furnish to

the Centre with :

i) A list of all the patents taken out or applied for by him jointly with any other party
individually in India or abroad.

ii) Titles and nature of any invention in possession of the employee prior to his
taking up the appointment which shall be treated as confidential and regarded as
such for the purpose of the Indian Patents and Design Act, 1911 or such other
Act, as may be in force from time to time.

b) An employee shall not, without the previous consent in writing of the Centre, to
be communicated within two months from the date of receipt of an application
from the employee containing suitable particulars regarding any invention or
secret process asking for such permission, apply for any patent, exclusive
privileges or the like protection in respect of any invention under any enactment
or law of India or any other Government or Legislatures for the time being in
force and applicable thereto. If such invention or secret process has been made or
discovered by the employee during any period of service with the Centre, the
Centre shall be entitled to require the employee to assign and transfer any such
invention or secret process of (at its option) be patent, exclusive privilege or the
protection obtained by the employee in respect thereof for its own absolute and
exclusive use. Such option shall be exercised at any time between the date of
receipt of the application asking for permission and the expiry of three months
after the employee intimates to the Centre the grant of any patent exclusively
privilege or the like protection and in the event of such option being exercised, the
employee shall assign to the Centre the invention or secret process of the patent
exclusive privilege or like protection as the case may, and sign all such deed,
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assurances, applications, documents and papers as the Centre shall require to

obtain the full benefit of the rights and options vested in the Centre under these
rules.

c) The Centre shall at all times be entitled, whether it shall exercise any option
vested in it by clause 16(b) or not, to the unqualified right to adopt and use the
said investments, or secret process without being obliged to pay any royalty or
any other considerations thereof. And further the employee shall not assign,
change or in any way transfer such patent, exclusive privilege or the like
protection obtained in respect of such unqualified use, free of charge to the Centre
and shall, on demand, execute in favour of the Centre such licences, deeds,
documents and assurances for the purpose of enabling the Centre to establish its
right to such free use and/or exercise such free use as it may require.

17. Raising funds, etc :

No employee shall, except with the previous sanction of the Centre or of such
authority as may be empowered by it, in this behalf, ask for, or accept
contributions to, or otherwise associate himself with the raising of any funds in
pursuance of any object whatsoever except as sanctioned by any law of the land
of rule or order of the Centre for the time being in force.
18. Gifts :

No employee shall, except with the previous sanction of the Centre, solicit or
accept directly or indirectly or permit any member of his family to accept any gift,
gratuity or reward, or any such offer from any person or firms having dealing with
the Centre or from any subordinate employee.

Explanation : Gifts of trifling value given on special occasions are exempted

from the purview of this rule. Whether or not a gift is of trifling value shall
depend on donor and the circumstances in which the gift is made. The decision of
the Centre in the matter would be final.

19. Complementary or Valedictory Address or Testimonial :

No employee shall, except with the previous sanction of the Centre receive any
complementary or Valedictory address or accept any testimonial, or attend any
meeting or entertainment held in his honour, or in honour of any other employee,
provided that nothing in this rule shall apply to :

i) a farewell entertainment of a substantially private and informal character held in

honour of an employee or any other employee on the occasion of his retirement,
transfer or any person who has recently quit service of the Centre.

ii) the acceptance of simple and inexpensive entertainments arranged by public

bodies / institutions.

iii) in consideration of his scientific or literary accomplishments.

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20. Private Trade or Employment :

i) No employee shall, except with the previous sanction of the Centre, engage
directly or indirectly in any trade or business or undertake any employment.
Provided that, an employee may, without sanction, undertake honorary work of a
social or charitable nature or of a literary, artistic or scientific character, subject
to the conditions that his official duties do not thereby suffer. But he shall not
undertake or shall discontinue such work if so directed by the Centre.

Explanation : Canvassing by an employee in support of the business of insurance

agency, commission agency, etc., owned or managed by his wife or husband as
the case may be, or any other member of his family, shall be deemed to be a
breach of this sub-rule.

ii) No employee shall, except, with the previous sanction of the Centre, take part in
the registration, promotion or management of any bank or other company
registered under the Indian Companies Act, 1956 (I of 1956), or any other law for
the time being in force; provided that an employee may take part in the
registration, promotion or management of Co-operative Society, registered under
the Co-operative Registration Act, 1912 (II of 1912), or any other law for the time
being in force, or of a literary, scientific or charitable society registered under the
Societies Registration Act, 1880 (XXI of 1880), or any corresponding law for the
time being in force.

21. Investments, Lending, Borrowings, etc :

i) No employee shall speculate in any investment.

Explanation : The habitual purchase or sale or transfer of securities of notoriously

fluctuating value shall be deemed to be speculation in his investment within the
meaning of this sub-rule.
ii) No employee shall make or permit his wife or husband as the case may be or any
member of his family to make any investments likely to embarrass or influence
him in the discharge of his official duties.

iii) If any question arises whether a security or investment is of the nature referred to
in sub-rule 21(i) or sub-rule 21(ii), the decision of the Centre thereon shall be
final.

iv) No employee shall, except with the previous sanction of the Centre, lend money
to any person on interest provided that an employee may make an advance of pay
to a private servant or give a loan of small amount free of interest to a personal
friend or relative.

v) No employee shall, save in the ordinary course of business with a bank or a firm
of standing, borrow money from or otherwise place himself under pecuniary
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obligation to any person with whom he has or is likely to have dealings (official),
nor shall he permit any member of his family, except with the previous sanction
of the Centre, to enter into any such transaction, provided that an employee may
accept a purely temporary loan of small amount free of interest from a personal
friend or relative or operate a credit account with a bonafide tradesman.

22. Insolvency and Habitual Indebtedness :

i) An employee shall avoid habitual indebtedness and shall be liable to discharge

from the Centre’s employment on being adjudged or declared insolvent unless he
proves of circumstances beyond his control and not from extravagance or
dissipation.

ii) An employee who applied to be or is adjusted or declared insolvent shall

forthwith report the fact to Centre.

23. Movable, Immovable Property :

i) No employee shall, except with the previous knowledge of the authority

prescribed by the Centre, acquire or dispose of any Immovable property by lease,
mortgage, purchase, sale, gift or otherwise, either in his own name or in the name
of any member of his family.

ii) An employee who enters any transaction concerning any movable property
exceeding Rs. 10.000/- in case of employees holding a post carrying a pay or
scale of pay with a maximum of not less than Rs. 2,900/- and Rs. 5,000/- in case
of employees holding a post carrying a pay or scale of pay maximum of which is
Rs. 1,500/- or less whether by way of purchase, sale, mortgage, or otherwise shall
forthwith report such transactions to the prescribed authority referred to in sub-
rule 23(i) . No employee shall normally enter into any such transaction except
with or through a regular or reputed dealer.

Explanation : For the purpose of this sub-rule the expression ‘movable property’
includes inter-alia the following property viz.

a) Jewelry, shares, securities and debentures

b) Loans, advance by such employees whether secured or not
c) Motor cars, motor cycles, scooters, or any other means of conveyance
d) Refrigerators, and
e) Purchase of shares in public limited companies

iii) Every employee the maximum of whose scale exceeds Rs. 1,500/- shall on his
first appointment by recruitment or by promotion in the Centre and thereafter in
March every year, submit a return in such forms as the Centre may prescribe in
this behalf, giving the full details of all immovable property owned, acquired or
inherited by him or held by him on lease, or mortgage either in his own name or
in the name of any member of his family or in the name of any other person.

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iv) Notwithstanding the provision in Rule 24 (iii), the Centre or any authority
empowered by it in this behalf may, at any time, by general or specific order,
require any employee or class of employees to submit, within a specified period, a
full and complete statement of such movable and/or immovable property held or
acquired by him or by any member of his family as may be specified in the order.
Such statement shall, if so required by the Centre or by the authority so
empowered, include the details of the mans by which or the source from which
such property was acquired.

24. Vindication of Acts and Character of Employee :

No employee shall, except with the previous sanction of the Centre, have recourse
to any court or to the press for vindication of any official act which has been the
subject matter of adverse criticism or an attack of defamatory character.

Explanation : Nothing in this rule shall be deemed to prohibit an employee from

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

25. Canvassing of non-official or other outside influence :

No employee shall, bring or attempt to bring any political or other outside

influence to bear upon any superior authority to further his interest in respect of
matter pertaining to his service under the Centre.

26. Bigamous Marriage :

1) If married he/she will sign a declaration that he/she does not have more than one
living spouse and if unmarried he/she will not marry a second time which his/her
first spouse is alive save with the permission of the competent authority.

2) he/she will have to sign a declaration that he/she will not marry any person who
has a spouse living without permission of the competent authority.

27. Consumption of intoxicating drinks and drugs :

An employee shall :

i) strictly abide by any law relating to intoxicating drink or drug in force in any area
in which he may happen to be for the time being;

ii) not be under the influence of any intoxicating drink or drug during the course of
his duty and shall take due care that the performance of his duties at any time is
not affected in any way by the influence of such drink of drug.

iii) refrain from consuming any intoxicating drink or drugs in a public place;

iv) not appear in a public place in a state of intoxication;

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v) not use any intoxicating drink or drug in excess.

Explanation : For the purpose of this rule “public place” means any place or
premises (including a conveyance) to which the public have, or are permitted to
have access, whether on payment or otherwise.

28. Holding of Meetings

Meetings shall not be held or attended to on the Centre’s premises (within or

outside the establishment/premises) without the prior written sanction of the
competent authority. Handbills or notices shall not be made or posted on the
establishment/premises and collection of funds shall not be made without the
previous permission of the Centre. Every employee shall conduct himself in an
orderly manner, shall avoid all unseemly behaviour. An employee shall at all
times conduct himself soberly and temperately and shall show proper respect and
civility to the member of public and visitors for official work to the Centre.

29. Dowry

No government servant shall :

i) Give or take or abet the giving or taking of dowry; or

ii) Demand directly or indirectly, from the parents or guardian of a bride or
bridegroom as the case may be, any dowry.

Explanation : For the purpose of this rule “dowry” has the same meaning as in
the “Dowry Prohibition Act, 1961 (28 of 1961)”.

30. Interpretation :

If any question arises relating to the interpretation of these rules it shall be

referred to the Governing Body, whose decision thereon shall be final.

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR

GROUP GRATUITY SCHEME

The JNARDDC employees shall be covered by the Group gratuity cash accumulation
scheme with Life Insurance Corporation of India as approved by the Governing Body of
the Centre.

GROUP INSURANCE SCHEME

The JNARDDC employees shall be covered by the Group Insurance scheme with Life
Insurance Corporation of India as approved by the Governing Body of the Centre.

CONTRIBUTORY PROVIDENT FUND SCHEME

The JNARDDC employees shall be covered by the E.P.F. & Misc. Provisions Act, 1952
with Regional Provident Fund Commissioner.

MEDICAL SCHEME
The employees of the JNARDDC are entitled to get Medical reimbursement up to a
maximum amount of Rs. 20,000/- in each financial year for obtaining medical treatment
of their choice for themselves and their dependent family members subject to production
of prescription and vouchers along with a bill. Director of the Centre is authorized to
frame modalities for such reimbursement subject to satisfaction by the Governing Body.

In the event of major illness which requires hospitalization, the expenses related to the
medical expenses for the employees and their dependent family members shall be
reimbursed to the employees at the prevailing rates of the CGHS. However, this will be
reimbursed only on certification by the Authorized medical officer appointed by the
Centre.

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR

INCENTIVE FOR ACQUIRING HIGHER

QUALIFICATION

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE, NAGPUR

Ref.: 820/JNARDDC/Admn/97 Date : November 25, 1997

December 10,

OFFICE ORDER

With a view to encouraging Diploma Holders to improve their knowledge and

professional qualifications by acquiring higher qualifications, the Governing Body in its
23rd Meeting held on 22.9.97 approved the following amendment in the incentive
scheme for acquiring higher professional qualifications by the employees of the Centre.

Sr. Specified qualifications Eligible Employees No. of

No. increments
1. Degree in Engg/Management Diploma in ONE
studies from recognised institutions Engg/Management studies
from recognized Institutions

The grant of advance increments will be limited to two occasions only during the entire
period of service and the employees will not be entitled to get more than three
increments during their entire service in the Centre.

The grant of incentives will be subject to production of official proof in support of

acquisition of the prescribed qualifications.

The Centre may utilise the services of an employee in department / function in which
the professional qualifications acquired could be relevant of more advantageously
utilized. However, grant of incentive under this scheme, shall not entitle an employee to
any specific claim for incentive or promotion which shall be as per normal prescribed
rules.

The grant of incentive will not be applicable to those employees who have acquired the
qualifications by nomination of their candidature for full time courses by treating them
as on tour or by grant of Study leave.

The quantum of incentive for acquiring the professional qualifications after joining the
Centre will be admissible from the first of the month following the month in which
eligibility requirement is fulfilled. The date of publication of the final results shall be
construed to be the date on which the said qualification is acquired for computing the
effective date for grant of incentive.

The advance increment (s) granted under this scheme shall in no way affect the annual
increment and due date.

Rest of the contents of the scheme already in vogue will remain unchanged.

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This issues with the approval of the competent authority.

Sd/-
(R.P.RAO)
Section Officer

Distribution :

1. Mr. P. Dungore, Research Associate, Library Section, JNARDDC - For display

in library for wide publicity
2) Director, JNARDDC - for information
3) Mr. R.N. Goyal, HOD JNARDDC
4) Accts Dept. JNARDDC - for further necessary action
5) NOTICE BOARDS

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR

GRIEVANCE PROCEDURE

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JAWAHARLAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE, NAGPUR

No. 914/JNARDDC/Admn./2001 Date : 9th August, 2001

OFFICE ORDER

Sub. : Grievance Procedure for employees

For providing a readily accessible machinery to the employees for redressal of their
individual grievances, it has been decided to introduce a grievance procedure as per the
scheme enclosed.

This procedure may be amended/modified in the light of the experience gathered during
the working of the scheme.

This issues with the approval of the competent authority and will come into force with
immediate effect.

Sd/-
(R.P. Rao)
Asstt. Admn. Officer

Copy to :

1. Director, JNARDDC, Nagpur - for kind information pl.

2. Shri R.N. Goyal, Chairman, Grievance Redressal Committee
1. Notice Boards

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JAWARHALAL NEHRU ALUMINIUM RESEARCH

DEVELOPMENT AND DESIGN CENTRE NAGPUR

GRIEVANCE REDRESSAL PROCEDURE

1.0. OBJECTIVE

With the objective of providing the employees of the JNARDDC a

machinery for prompt redressal of their day-to-day grievances, the Centre
lays down the following procedures and the machinery thereof, as specified
herein.

2.0. SCOPE

All employees can invoke this procedure for redressal of their individual
grievances. The procedure will cover matters of employment other than
the following :

2.1 General issues involving scale of pay, allowances, fringe benefits etc.

2.2 Disciplinary action taken under CCS(Conduct) Rules and CCS (CCA) Rules
and action taken under other Rules of the Centre.

2.3 Cases relating to vigilance and security

2.4 Discharge or termination of services as per terms of employment.

2.5 Recruitment/Assessment promotion policies of the Centre and

. related matters.

Issues concerning items 2.1 to 2.5 above, will be dealt with as per existing
rules and procedures.

3.0 PROCEDURE

3.1 The aggrieved employee may take up his grievance within 30 days of the
occurrence of the cause of the grievance in writing with the Grievance
Redressal Committee constituted by the competent authority.

3.2 The Grievance Redressal Committee, on receipt of the grievance from an

employee in writing, will look into the grievance and take necessary steps
for redressal of the grievance expeditiously.

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3.3 All the grievances of individual employees will be registered in a register to

be maintained by the Administration Department.

3.4 After examination and consideration of the grievance, the decision of the
Committee will be communicated to the aggrieved employee within a
month.

3.5 The committee, if it feels necessary may give a personal hearing to the
employee before disposing off the grievance.

3.6 For those matters on which the Committee is not in a position to take a
decision, the Committee may refer the same to the Director.

3.7 On receipt of the reply from the Grievance Redressal Committee, if the
aggrieved employee is still not satisfied, he may make an appeal to the
Director, giving all details of his grievance in writing within one month.

3.8 The decision of the Director will be communicated to the aggrieved

employee within 30 days and will be final in the matter.

Sd/-
(R.P. Rao)
Asstt. Admn. Officer

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