Section 7 in Orissa State Agricultural Marketing Board Regulations, 1991
7. Service Conditions.
- (A) Age Limit - The age limit for entry in to Board service in case of direct recruits shall be the same as in the case of Government employees.(B)The Board shall be competent to relax any of the conditions regarding eligibility tor appointment in suitable cases.(C)Opening and Maintenance of Service Book-(i)A service book shall be opened and maintained in such form as prescribed by the State Government of Orissa for their employees for every officer or servant of the Board. The service book will be a record of the service and shall contain no remarks on work and conduct.(ii)The Administrative. Officer shall be responsible for the correct and up to date maintenance of the service book of each employee of the Board. He shall record annual certificate of verification in the service book relating to the office establishment as early as possible after the end of every year.Note. - The above provisions shall not apply to the employees on deputation.(iii)The service book shall be maintained in duplicate. Duplicate copy of the same duly filled in and signed by the Authority concerned shall be made available to the employees concerned by the end of each year.(D)In addition to the service book, a character roll shall be maintained in the form prescribed by the State Government for their employee for each employee of the Board. Adverse remarks against an employee shall be communicated to the concerned employee within three months of the date of entry of the adverse remark by the Accepting Authority.All the character rolls, after recording, shall be forwarded to the Secretary, Board who shall record his own comments with his signature and the Chairman shall be accepting authority in respect of the C.C.R, of the Secretary and the Administrative Officer of the Board. The Administrative Officer of the Board shall be the custodian of all CCRS.(E)Termination, Resignation and Discharge - (i) During the period of service if any employee is found unsuitable end his work proves to be quite unsatisfactory he may be terminated from service after giving him one month notice or notice pay subject to the approval of the Board.(ii)In case of an employee intending to resign from service he may do so giving one month notice or one month pay and allowance to the authority.(iii)A resignation shall be effective from the date it is accepted. It shall be open to an employee to withdraw his resignation before it is accepted.(F)Age of Superannuation - The age of superannuation of an employee of the Board shall be the last date of the month in which he attains the age of 58 years except for the employees of the grade and Driver in whose case the same shall be 60 years.(G)Extension of Service - (a) No employee shall be retained or re-employed in service beyond the date of superannuation without specific extension or re-employment granted by the Board. Extensions or re-employment so granted shall be tor a period one year at a time.Note - The service of an employee who is granted extensions shall be treated as continuous for all purpose of service.(b)A retired employee of another Organisation may also be employed to the Board service on such terms and conditions as the Board may decide in each specific case.(H)T.A. & LEAVE - The T.A./D.A., leave, salary and other allowances of the Board employees shall be such as the Board may decide from time to time. Non-official members of the Board attending a meeting of the Board shall be entitled to a sitting fees of Rs. 100/per each sitting along with the 1st Class T.A. and from their places of residence and the venue of the meeting and D.A. @ Rs. 50/- per diem.(L)Working Hours - The Office of the Board shall remain open during such hours as those during which State Government offices remain open.(J)Holidays - The holidays to be observed by the office of the Board shall be the same as those declared by the State Government of Orissa.(K)Subsistence Allowance - An employee under suspension shall be entitled to subsistence allowance at such rates as are applicable to the employees of the State Government.(L)Charge Allowance - (i) An employee required to hold charge of the current duties of one or more independent posts at one time, shall, while holding charges, be granted by the competent authority special pay at the rate of 1/10th of the pay of such other person which he would have drawn on regular appointment in that post for which additional charge thereof, is held by him for periods not less than thirty days excluding Sundays, weekly off and public holidays, if any, allowed to be prefixed/suffixed or both, to leave or joining time to be enjoyed by the employee holding such second post.(ii)The above arrangement may be continued tor a period not, exceeding 12 months. The Board may for sufficient reasons grant special pay beyond 12 months under exceptional circumstances.(M)Other Allowances (Like D.A..H.R.A. Medical reimbursements etc.,) Other allowances for the Board employees shall be the same as availed of by the State Government, employees.(N)Bonus - Every employee of the Board shall be entitled to bonus on the lines of State Govt, employees that may be declared from time to time.(O)(i)Conduct, Discipline and Appeal - (i) Government Servants Conduct Rules, 1959 shall apply mutatis mutandis to the employees of the Board and the Board or such other authority may, be declared by the Board, shall be competent authority for purposes thereunder.(ii)An employee who is habitually late in attendance be liable to penalty as the Secretary or any other authority to whom he is subordinate may deem fit to impose, or shall, at the discretion of the Secretary or any other authority to whom he is subordinate, have one day of his casual leave forfeited for every three days he is late in the month and where such an employee has no casual leave, leave to be forfeited may be such other leave as the Secretary may determine.(II)Suspension - The appointing authority or any authority to which it is subordinate and empowered by the Board in that behalf may place an employee under suspension.(a)Where a disciplinary proceedings against him is contemplated or is pending, or(b)Where a case against him in respect of any criminal offence involving moral turpitude is under investigation, inquiry or trial :Provided that where the order or suspension is made by a Authority subordinate to or lower in rank than the Appointing Authority, such Authority shall forthwith report to the Appointing Authority the circumstances in which the order was made.(c)An order of suspension made under this Rule shall continue or remain in force until it is modified or revoked by the Authority competent to do so.(d)An order of suspension made under this regulation may at any time be modified or revoked by the Authority which made it or is deemed to have made it or by any Authority to which that Authority is subordinate.(III)Penalties - Without prejudice to any action under the provisions of any other regulations, any employee who commits wilful breach of a regulation, or of any of his duties or displays dishonesty, negligence, inefficient, insubordination, rudeness or who knowingly, wilfully or negligently omit to do anything or does anything detrimental to the interest of the Board, or in conflict with its instructions or who commits a breach of discipline or is guilty of disobedience or of any other act of misconduct or misbehaviour shall be liable to any of the following penalties.(i)Minor Penalties-(a)Censure(b)Withholding of increment or promotion(c)Recovery from his pay of the whole or part of any pecuniary loss caused to Board by negligence or breach of orders.(ii)Major Penalties -(d)Reduction to a lower stage in the time scale of pay for a specific period, with further directions as to whether or not the Board employee will earn increment of pay during the period of such reductions or will or will not have the effect of postponing the further increments.(e)Compulsory retirement.(f)Removal from service which shall not be a disqualification for further employment under the Board.(g)Dismissed from service which shall ordinarily be a disqualification for further employment under the Board,(iii)No penalty shall be imposed on any employee without making a fair and proper enquiry in this behalf and unless the appointing authority or such other authority empowered in this behalf is satisfied that the charges leading to the penalty were proved, in holding enquiry the procedure as laid down in O.C.S. (C.C.A.) Rules, 1962 shall be followed.(iv)Disciplinary Authority - The Secretary of the Board may impose any of the penalties specified above on any employee subject to the approval of the Board.(v)Appeal - An employee shall have right of appeal to the Chairman, Board against an order which injuriously effects his interests.
