THE GAZETTE OF INDIA: EXTRAORDINARY

[PART III—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA

NOTIFICATION

New Delhi, the 26th December. 2001

HRDD/2266/Staff Regulations.—The following is published for general information :—

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA (STAFF) REGULATIONS, 2001

Preamble

Regulation

No.

Whereas it is felt necessary to frame regulations defining the terms

and conditions of service of the staff of the Small Industries Devel-

opment Bank of India, the Board of the Small Industries Develop-

ment Bank of India hereby makes the following regulations :

CHAPTER-I

PRELIMINARY

Short title

Application

Definitions

These regulations may be called the Small Industries Development

Bank of India (Staff) Regulations, 2001.

(1) These Regulations shall apply to -

(i) an employee who is deemed to be appointed by the Small

Industries Development Bank of India by reason of sub-sections (1)

and (2) of Section 33 of the Small Industries Development Bank of

India Act, 1989 (39 of 1989) (hereinafter referred to as "the Act"), and

(ii) every whole time employee of the Small Industries Development

Bank of India;

Provided that they shall not apply, except as otherwise provided

in these Regulations or to such extent as may be specially or

generally prescribed by the Board, to -

(a) the Chairman and Managing Director,

(b) Whole-time Directors

special contracts, and,

(d) staff employed outside India.

(2) Nothing in these Regulations shall operate to override any special

agreement or agreements entered into by the Small Industries

Development Bank of India with any of its employees.

In these Regulations, unless there is anything repugnant in the

subject or context -

(a) "the Board" means the Board of Directors of the Small Industries

Sank and, in relation to any powers exercisable by it, includes the

Executive Committee and also any other Committee of Directors;

(b) "the Chairman" means the Chairman and Managing Director of

the Small Industries Bank and in relation to the powers exercisable

by the Chairman and Managing Director includes a Whole time

Director and an Executive Director.

Small Industries Bank and, in relation to any powers exercisable by

Chief Accountant, includes a Chief General Manager or General

Manager or Deputy General Manager in the Accounts Department.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

(d) "the Chief General Manager" means an officer, who, for the time

being, holds the office of the Chief General Manager in the Small

Industries Bank and in relation to any powers exercisable by the

Chief General Manager includes:

(i) a General Manager or a Deputy General Manager, in the

respective departments at the Head Office of the Small Industries

Bank, who, for the time being, is the officer in charge of a division or

a department or a wing, as the case may be, in which the employee

concerned is employed or to be employed, and

(ii) a General Manager or a Deputy General Manager, who, for the

time being, is the officer in charge of an office of the Small Industries

Bank and also such other officer of that office in relation to the

powers exercisable by such a General Manager or a Deputy General

Manager;

(e) "compensatory allowance" means an allowance granted to meet

expenditure necessitated by the special circumstances in which the

duty is performed.

(f) "Competent Authority" means

(i) the Chairman, in the case of officers other than officers in Grade

'A' and also includes Executive Directors.

(ii) Whole-time Director or Executive Director in the case of officers

lower in rank than the Executive Director but other than officers

in Grade 'A', and,

(iii) Chief General Manager in the case of other employees.

It also includes in regard to any matter or power to be dealt with or

exercised by the Chairman under these Regulations which has been

delegated to any other authority, the authority to whom the disposal

of the matter or the exercise of the power has been so delegated;

(g) "duty" includes -

(i) service as a probationer

(ii) period during which an employee is on joining time;

(iii) period during which an employee is on casual leave or special

casual leave duly authorised by a competent authority; and,

(iv) any other period specifically classified as duty by the Chairman;

(h) "family" means an employee's spouse and children ordinarily

residing with and wholly dependent on the employee;

(i) "Leave pay" means the monthly pay which an employee would

have drawn while on duty but for proceeding on leave.

THE GAZETTE OF INDIA. EXTRAORDINARY

[PART HI—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Board's

power

change Regulations

Regulation

Pay during leave shall be drawn at full, half or quarter rate of leave

pay, as the case may be, according to the kind of leave availed of by

the employee, no pay being admissible during extra-ordinary leave;

(j) "pay" means the amount drawn by an employee as -

(i) pay which has been sanctioned for a post held by the employee

substantively or in an officiating capacity, or to which the

employee is entitled by reason of the position of the employee in

a cadre;

(ii) special pay and personal pay;

(iii) any other emoluments which may be specifically classified as pay

by the Board;

(k) "personal pay" means an additional pay granted to an employee -

(i) to save the employee from loss of substantive pay in respect of a

permanent post due to revision of pay or any reduction of such

substantive pay otherwise than as a disciplinary measure; or

(ii) in exceptional circumstances, on other personal considerations;

(I) "the Small Industries Bank" means the Small Industries

Development Bank of India established under the Act.

(m) "special pay" means an addition, in the nature of pay, to the

emoluments of a post or of an employee granted in consideration of -

(i) the specially arduous nature of the duties; or

(ii) a specific addition to the work or responsibility;

(n) "substantive pay" means the pay to which an employee is entitled

on account of a post to which the employee has been appointed

substantively or by reason of the substantive position of the

employee in a cadre.

The Board reserves the right of changing these Regulations from

time to time;

Provided that no new Regulation or alteration in an existing

Regulation shall have any force until passed as a resolution of the

Board and issued in the form of a circular by the Head Office of the

Small Industries Bank.

Provided further, that no new Regulation or alteration in an

existing Regulation shall operate to reduce the scale of pay of an

employee on which the employee is entitled to draw pay in the

substantive capacity on the day the new Regulation or alteration

comes into force.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Chairman's power to

delegate

Power

Interpret

and

Implement

Regulations

Regulation

The Chairman may delegate to the Chief General Manager, General

Manager, Deputy General Manager, or any other officer, subject to

such conditions as the Chairman may think fit to impose, all or any

powers conferred upon the Chairman by these Regulations with the

exception bf the powers conferred by Regulations 20, 21,46 and 48.

(1) The power to interpret the Regulations vests in the Chairman who

is also hereby empowered to issue such administrative instructions

as may ba necessary to give effect to, and carry out the purpdses^Jf-

the provisions of these Regulations or otherwise to secure effective

control of the staff,

(2) The powers exercisabte by an authority under these Regulations

shall also be exercisable by any other authority supenor to that

authority.

CHAPTER - II

APPOINTMENTS, PROBATION AND TERMINATION

OF SERVICE

Classification

permanent staff

Temporary Staff

Authorities

empowered to

appoint

Section 1 - Appointments

(1) The permanent staff of the Small Industries Bank shall be

classified as follows:

Class I

- Officers

Class III

- Clerical staff

}Employee$.ln

Class IV

- Subordinate staff} workmen cadres

(2) The Board shall specify from time to time the pay of each post or

group of posts and the Chairman shall specify the number of posts of

officers in each group. The number of new posts created in each

grade shall be reported to the Board from time to time.

(1) Notwithstanding anything contained in these Regulations, such

officers as may be authorised by the Board in this behalf, may

appoint staff on temporary basis subject to such general or special

directions as may be issued by the Chairman from time to time.

(2) The terms and Conditions of service of the temporary staff shall be

prescribed by the Chairman but in no cas^ shall the terms and

conditions so prescribed be more favourable t^an those laid dowri in

these Regulations for an appointment carryirig equivalent statqS* or

responsibility.

Appointment to the service of the Small Industries Bank shall be

made as follows:

(a) to posts of officers in Grade 'D' and above by the Chairman,

(b) to posts of officers in Grades 'C and 'B' by the Chief General

Manager, HRDD, Head Office, subject to the approval of the

Chairman,

3961 GI/2001— 8

THE GAZETTEOF1NDIA: EXTRAORDINARY

[PART HI—SRC. 41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Other appointments

Appointments to be

made

minimum

pay of grade

Re-employment In the

Small

Industries

Bank's service

Regulation

HRDD, Head Office, subject to such general or special instructions as

may be issued from time to time by the Chairman,

(d) to any other post by the Chief General Manager subject to such

general or special instructions as may be issued from time to time by

the Chairman.

(1) Subject to such general or special Instructions as may be Issued

from time to time by the Board, all appointments shall be made as

hereinafter provided;

(a) if the post to which the appointment is made is the lowest in the

group to which it belongs, direct, and,

(b) in other cases, by promotion

Provided that, the Chairman may, at his discretion, authorise the

appointment of candidates possessing special qualifications to a

grade higher than the lowest.

(2) Appointment of subordinate staff may be made direct or by

promotion as the Chief General Manager may deem fit.

(3) No employee may be transferred from one class to anpther

without the specific approval in each case of the Chief General

Manager.

All first appointments shall be made on the minimum pay of the grade

to which the appointment is made, provided that the Chairman may

authorise the grant of not more than four initial increments In the

scale of pay fixed for the grade in which the appointment is proposed

to be made in the case of a candidate.

(a) who possesses good academic qualifications, or,

(b) who was in the temporary employment of the Small Industries

Bank prior to appointment in one of the posts covered by these

Regulations, or,

of value to the Small

industries Bank.

(1) No person who has been removed or dismissed or has otherwise

ceased to be in the service of the Small Industries Bank may be

re-employed without the specific sanction of, and, on such terms and

conditions as may be prescribed by the Chairman, subject, in the

case of appointments to senior officers' posts in grade 'D' and above,

to the approval of the Board.

(2) Except as otherwise provided by the Chairman or the Board at the

time of re-employment, these Regulations shall apply to a person

who is re-employed in the service of the Small Industries Bank as if

the person had entered the service for the first time on the date of

such re-employment.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Commencement

service

Definition of service

Officers in Grade 'C

above

(Direct

Recruits)

Other Officers

Other employees

Discharge

during

probation

Regulation

(1) Except as otherwise provided by or under these Regulations,

"service" of an employee shall be deemed to commence from the

working day on which the employee reports for duty in an

appointment covered by these Regulations at the place and time

intimated to the employee by the appointing authority.

Provided that if the employee reports in the afternoon, the

service of the employee shall commence from the next following

working day.

Explanation: In the case of an employee transferred to the service of

the Small Industries Bank from the service of the Industrial

Development Bank of India, who elects and is permitted to serve

under these Regulations, the "service" of the employee shall be

deemed to commence from the date on which the service of the

employee commenced or is deemed to have commenced under the

Industrial Development Bank of India (Staff) Rules, 1980.

(2) "Service" includes the period during which an employee is on duty

as well as on leave duly authorised by a competent authority but

does not include any period during which an employee is absent from

duty without permission or overstays leave, unless specifically

permitted by a competent authority.

Section 2 - Probation

An officer in Grade "C" or above directly recruited to the service of the

Small Industries Bank shall be required to be on probation for a

period which shall not be less than one year and more than two years

as may be fixed by the Chairman at the time of appointment of the

officer.

An officer other than an officer referred to in Regulation 14 shall,

unless selected from the staff of the Small Industries Bank when the

probationary service may be dispensed with or curtailed at the

discretion of the Chairman, be on probation for two years.

Employees not included in Regulations 14 and 15 shall, on their first

appointment in the service of the Small Industries Bank, be required

to be on probation for six months.

(1) During the first month of probationary period, an employee shall

be liable to be discharged at one day's notice and thereafter at one

month's notice or by payment of substantive pay for one day or one

month, as the case may be, in lieu thereof

(2) Without prejudice to the provisions of Regulation 25, an officer

selected from the staff of the Small Industries Bank and appointed on

probation shall be liable to be reverted to the previous grade of the

officer without notice or pay in lieu thereof if, in the opinion of the

competent authority, the officer fails to show satisfactory promise

during the period of probation.

fiO

THE GAZETTE OF INDIA EXTRAORDINARY

| P \ u ITI—SN 4|

"SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Appointing

authority's power to

extend

probationary

period

Temporary service In

lieu of probation,

Determination

service by notice

Regulation

The period of probation of an employee may be extended at the

discretion of the appointing authority but in no case may this period

exceed -

(a) four years in the case of officers, and;

(b) one year in the case of other employees.

Where an employee has rendered continuous temporary service prior

to the appointment in a permanent vacancy, the provisions of

Regulations 14 and 16 regarding the period required to be spent on

probation may be waived, at the discretion of the appointing authority,

to the extent of the period of such temporary service

Section 3 - Termination of Service

(1) Subject to the provisions of sub-regulation (4) an employee shall

nqtjeave or discontinue the service in the Small Industries Bank

without first giving notice in writing of the intention to leave or

discontinue the service. The period of notice required shall be -

(a) three months in the case of an employee in Class I, and,

(b) one month rrt the case of an employee in any other class

and shall be given to the Chairman in the case of an officer and to

the Chief General Manager in othqr cases and, in case of breach

of the provisions of this sub-regqlation, the employee shall be

liable to pay to the Small Industries Bank as compensation a

sum equal to the substantive pay for the period of notice required

of the employee;

Provided that the payment of such compensation may be waived

at the discretioh of the Chairman or the Chief General Manager,

as the case may be

Notwithstanding anything contained in the sub-regulation (1)

above, no employee will discontinue the employment with the

StnaH Industries (Sank unless the resignation is accepted by the

competent authority.

(2) The Small Industries Bank may determine the service of any

employee after the expiry of the peripd of probation, on giving the

ernpfoyee -

(a) three months' notice or pay in lieu! thereof, if the employee is in

Class I, and

[b) one month's notice or pay in lieu thereof if the employee is in any

other class.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

The power to determine the service of an employee shall be

exercised by the Chairman with the prior approval of the Executive

Committee in the case of an officer other than an officer in Grade 'A'

and by the Chief General Manager, HRDD, Head Office, subject to

such general or special instructions as may be issued by the

Chairman in the case of an officer in Grade 'A' or any other

employee.

(3) Nothing in sub-regulation (2) shall affect the right of the Small

Industries Bank to-

(a) retire or dismiss an employee without notice or pay in lieu thereof

in accordance with the provisions of Regulations 21 and 46; and

(b) determine the service of an employee without notice or pay in lieu

thereof on the employee being certified by the Medical Officer of the

Small Industries Bank to be permanently incapacitated for further

continuous service in the Small Industries Bank

(4) (a) Notwithstanding anything to the contrary contained in

sub-regulation (1), an employee against whom disciplinary

proceedings are pending shall not leave or discontinue the

service in the Small Industries Bank without the prior approval in

writing of the competent authority and any notice of resignation

given by such an employee shall not take effect unless it is

accepted by the competent authority;

* (b) Disciplinary proceedings shall be deemed to be pending

against an employee for the purposes of this sub-regulation if the

employee has been placed under suspension, either under

Regulation 45 or sub-regulation (5) of Regulation 46 of these

Regulations or any notice has been issued asking the employee

to show-cause as to why disciplinary proceedings should not be

initiated against the employee or any charge-sheet has been

issued to the employee under Regulation 46 and will be deemed

to be pending till final orders are passed by the competent

authority.

Explanation 1: The expression 'month' used in this Regulation shall

be reckoned according to the English calendar and shall commence

from the day following that on which notice is given by the employee

or the Small Industries Bank as the case may be.

Explanation 2: A notice given by an employee under sub-regulation

(1) above shall be deemed to be proper only if the employee remains

on duty during the period pf the notice, and an employee shall not be

entitled to set off any leave earned and not availed of against the

period of such notice.

THE GAZETTE OF INDIA: EXTRAORDINARY

I PART III—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Superannuation

and

Retirement

Regulation

(1) An employee, shall retire at 60 years of age;

Provided that an employee, who attains the age of superannuation on

any day other than the first during, any calendar month, shall retire on

the last day of that month.

Provided further that in the case of an employee in Class IV who has

reached the age of 57 years, the Small Industries Bank may, at its

discretion, retire the employee after giving two months' notice in

writing if in the opinion of the competent authority the efficiency of the

employee is found to have been impaired;

Provided further that the Small Industries Bank may, at its discretion,

retire, in public interest, an employee other than an employee in

Class IV, at any time after completion of 50 years of age;

Provided further that in the case of an employee other than an

employee in Class IV who has attained the age of 55 years, the

continuance in service of such an employee upto the age of 60 years

shall be subject to the employee being found suitable to be retained

in service.

(2) The power conferred by the provisos to sub-regulation (1) shall be

exercised by the Chairman with the prior approval of the Executive

Committee in the case of an officer other than an officer in Grade 'A'

and by the Chief General Manager, HRDD, Head Office, subject to

such general or special instructions as may be issued by the

Chairman, in the case of an officer in Grade 'A' and other employees,

(3) An employee who has attained the age of 50 years may

voluntarily retire after giving to the competent authority three month's

notice in writing.

(4) Without prejudice to sub-regulation (3), an employee governed by

the Small Industries Development Bank of India Pension Regulations,

1993 may voluntarily retire at any time after the employee has

completed 20 years of qualifying service in the Small Industries Bank

as defined in the Small Industries Development Bank of India

Pension Regulations, 1993 (including the period, if any, of such

service rendered or deemed to have been rendered in Industrial

Development Bank of India), (even though the employee has not

attained the age of 50 years), after giving to the competent authority

three months' notice in writing.

Provided that this sub-regulation shall not apply to an employee

who is on deputation or study leave abroad, unless after having been

transferred or having returned to India the employee has resumed the

charge of the post in India and served for a period of not less than

one year.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

Provided further that this sub-regulation shall not apply to an

employee wtio seeks retirement from service for being absorbed

permanently in an autonomous body or a public sector undertaking to

which the employee is on deputation at the time of seeking voluntary

retirement.

(5) The notice of voluntary retirement given under sub-regulation (3)

or sub-regulation (4) shall not be valid unless it is accepted by the

competent authority;

Provided that where the competent authority does not

communicate its decision not to accept such notice before the expiry

of the period specified in the notice, the retirement shall become

effective from the date of expiry of such period.

(6) The competent authority may, if so requested by the employee,

retiring pursuant to sub-regulation (3) or (4), as the case may be,

waive the notice of voluntary retirement with respect to its full period

or part thereof, if the competent authority is satisfied that such waiver

will not cause any administrative inconvenience. Such waiver shall, if

granted, be subject to the condition that the employee shall not apply

for commutation of a part of the pension before the expiry of the

period of notice of three months.

(7) An employee, who has elected to voluntarily retire, pursuant to

sub-regulation (3) or sub-regulation (4) and has given notice for the

purpose, shall not be entitled to withdraw the notice, except with the

permission of the competent authority, provided that the request for

such withdrawal shall be made before the intended date of

retirement.

(8) Notwithstanding anything contained in this Regulation, where an

employee has ordinary leave earned but not availed of as on the date

of retirement, at the option of the employee, the employee may either

be-

a) permitted to avail of ordinary leave to the credit of the employee as

on the date of retirement subject to a maximum of ten months and in

that case, the employee will be deemed to retire from service on the

expiry of the leave;

b) paid a lumpsum amount which would be equivalent to pay as

defined in Regulation 3(j) of these Regulations, as on the date of

retirement of the employee, for the unavailed ordinary leave to the

credit of the employee as on the date of retirement subject to a

maximum of ten months plus all allowances normally admissible to

the employee concerned during ordinary leave.

THE GAZETTE OF INDTA-EXTRAORDINARY

IPARI TIL—Sb< .41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

Explanation: "Date of Retirement" means the date on which the

employee attains the age of superannuation in accordance with the

provision of this Regulation or the date on which the employee is

retired by the Small Industries Bank under sub-regulation (1) or the

date on which the employee voluntarily retires in terms of

sub-regulation (3) or sub regulation (4) as the case may be.

(9) Notwithstanding anything contained in this Regulation or any

other Regulation, in case disciplinary proceedings have been initiated

against an employee before the employee ceases to be in the service

of the Small Industries Bank the disciplinary proceedings may, at the

discretion of the Chairman, be thereafter continued and concluded by

the competent authority as if the employee continues to be in the

service, so however, that the employee shall be deemed to be in the

service only for the specific purpose of the continuance and

conclusion of such proceedings.

Explanation : 'Disciplinary Proceedings' shall -include a suspension

of an employee under Regulation 45 or sub-regulation (5) of

Regulation 46 of these Regulations, or any notice issued to an

employee asking the employee to show cause as to why disciplinary

proceedings should not be initiated against the employee, or any

charge-sheet issued to an employee under Regulation 46 of these

Regulations and will be deemed to be pending till final order is

passed by the competent authority.

CHAPTER - III

RECORD OF SERVICE, SENIORITY, PROMOTION

AND REVERSION

Record of service

Seniority

Promotion

Reversion

A record of service shall be maintained by the Small Industries Bank

in respect of each employee at such place or places and shall be

kept in such form and shall contain such information as may be

specified from time to time by the Chief General Manager, HRDD,

Head Office.

An employee confirmed in the service of the Small Industries Bank

shall ordinarily rank for seniority in the grade according to the date of

confirmation of the employee in the grade and an employee on

probation shall ordinarily rank for seniority among the employees

selected along with the employee in the same batch according to the

ranking assigned to the employee at the time of selection.

All appointments and promotions shall be made at the discretion of

the Small Industries Bank and notwithstanding the seniority of an

employee in a grade, no employee shall have a right to be appointed

or promoted to any particular post or grade.

(1) An employee transferred or promoted from one appointment to

another shall be liable to be reverted without notice at any time within

one year of such transfer or promotion.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

(2) An employee who has been appointed to officiate in a higher

grade or appointment, or whose confirmation in a higher grade or

appointment is subject to the employee undergoing probation for any

specified period or otherwise, shall be liable to be reverted without

notice at any time, when the employee is so officiating or undergoing

probation.

(3) Nothing in sub-regulations (1) and (2) shall affect the provisions

of Regulation 46.

CHAPTER - IV

CONDUCT, DISCIPLINE AND APPEALS

Section 1 - Conduct and Discipline

Scope

employee's service

Liability to abide by

the

Regulations

Orders

Obligation

maintain secrecy

Employees to

promote Small

Industries Bank's

Interests

Prohibition against

participation In

politics and standing

for election

Prohibition against

Joining certain

associations &

strikes, etc.

Unless in any case it be otherwise distinctly provided, the whole time

of an employee shall be at the disposal of the Small Industries Bank,

and the employee shall serve the Small Industries Bank in its

business in such capacity and at such place as the employee may

from time to time be directed.

Every employee shall conform to and abide by these Regulations and

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

may from time to time be given to the employee by any person or

persons under whose jurisdiction, superintendence or control the

employee may for the time being be placed.

Every employee shall maintain the strictest secrecy regarding the

affairs of the Small Industries Bank and the affairs of its constituents

and shall not divulge, directly or indirectly, any information of

confidential nature either to a member of the public or of the staff of

the Small Industries Bank, unless compelled to do so by a judicial or

other authority, or unless instructed to do so by a superior officer in

the discharge of duties.

Every employee shall serve the Small Industries Bank honestly and

faithfully and shall use the utmost endeavours to promote the

interests of the Small Industries Bank and shall show courtesy and

attention in all transactions and dealings with the officers of

Government and the constituents of the Small Industries Bank.

No employee shall take active part in politics or in any political

demonstration, or stand for election as member of a Municipal

Council, District Board or any other Local or Legislative body,

[1) No employee, who is not a 'workman' within the meaning of the

Industrial Disputes Act, 1947, shall -

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[PART HI—She. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Contribution

the

press

Employees

not

seek

outside

employment

Employment

after

retirement

Regulation

[i] become or continue to be a member or office-bearer of, or be

otherwise directly or indirectly associated with, any trade union of

employees of the Small Industries Bank who are 'workmen' within the

meaning of that Act, or a federation of such trade unions;

[ii] resort to, or in any way abet, any form of strike or participate in

any violent, unseemly or indecent demonstration in connection with

any matter pertaining to the conditions of service of the employee or

the conditions of service of any other employee of the Small

Industries Bank.

(2) In relation to an employee who is officiating in a higher grade or

post which is not a grade or post of a 'worVman' as aforesaid, this

Regulation shall also apply for so long as such employee is officiating

in such higher grade or post.

No employee may contribute to the press anything relating to the

affairs of the Small Industries Bank without the prior sanction of the

competent authority or, without such sanction, make public or publish

any document, paper or information which may come into the

possession of the employee in an official capacity.

No employee shall accept, solicit or seek any outside employment or

office, whether stipendiary or honorary without the previous sanction

of the competent authority.

(1) No officer of the Small Industries Bank, who has ceased to be in

service whether by retirement, resignation or otherwise, shall, within

a period of two years from the date from which the officer finally

ceased to be in the service of the Small Industries Bank, accept or

undertake a commercial employment except with the previous

sanction in writing of the Chairman.

Provided that an officer who was permitted by the Small Industries

Bank to take up a particular form of commercial employment during

the leave preparatory to retirement of the officer or during refused

leave shall not be required to obtain subsequent permission for the

continuance in such employment after ceasing to be in the service of

the Small Industries Bank.

(2) For the purpose of this Regulation, "commercial employment"

means:

[i] employment in any capacity including that of an agent, under a

company, co-operative society, firm or individual engaged in trade,

commercial, industrial, financial or professional business and also

includes a directorship of such a company and partnership of such

firm but does not include employment under a body corporate wholly

or substantially held or controlled by Government.

[i -.eiting up practice, either independently or as a partner of a firm,

as adviser or consultant in n otters in respect of which the officer who

has ceased to be in tlie services of the Small Industries Bank -

<>7

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Part-time

work

for

outside bodies

Employee not to be

absent

from

duty

without permission or

be late In attendance

Regulation

[a] has no professional qualification and the matters in respect of

which the practice is to be set up or carried on are relatable to the

official knowledge or experience of the officer, or,

[b] has professional qualifications but the matters in respect of which

such practice is to be set up are such as are likely to give the clients

of the officer an unfair advantage by reason of the previous official

position of the officer, or,

[iii] undertaking work involving liaison or contact with the offices or

officers of the Small Industries Bank and/or Government,

Explanation. For the purpose of this Regulation, "employment under

a co-operative society" includes the holding of any office, whether

elective or otherwise, such as that of President, Chairman, Manager,

Secretary, Treasurer and the like, by whatever name called in such

society.

No employee shall undertake part-time work for a private or public

body or a private person, or accept any fee therefor, without the

sanction of the competent authority which shall grant the sanction

only in exceptional cases when it is satisfied that the work can be

undertaken without detriment to the official duties and responsibilities

of the employee. The competent authority may, in cases in which it

thinks fit to grant such sanction, stipulate that any fee received by the

employee for undertaking the work shall be paid, in whole or in part,

to the Small Industries Bank.

(1) An employee-shall not be absent from duties without having first

obtained the permission of the competent authority, nor shall the

employee be absent in case of sickness or accident without

submitting a medical certificate acceptable to the Small Industries

Bank;

Provided that in the case of temporary indisposition the production

of a medical certificate may, at the absolute discretion of the

competent authority, be dispensed with.

(2) An employee who absents from duty without leave or overstays

leave, except under circumstances beyond the control of the

employee for which the employee must tender a satisfactory

explanation, shall not be entitled to draw any pay and allowances,

during such absence or overstayal, and shall further be liable to such

disciplinary measures as the competent authority may impose. The

period of such absence or overstayal may, if not followed by

discharge under Regulation 17 or termination of services under

Regulation 20 or dismissal under Regulation 46, be treated as period

spent on extraordinary leave.

(vS

THE GAZETTE OF TNDIA: EXTRAORDINARY

[PART PI—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Absence from station

Acceptance of gifts

Giving

and

taking

dowry

Restrictions

consumption

alchoholic

drinks

drugs

Regulation

(3) An employee who is habitually late in attendance shall, in addition

to such other penalty as the competent authority may deem fit to

impose, have one day of casual leave forfeited for every three days

the employee is late in a month. Where no casual leave is due to

such an employee, the period of leave to be so forfeited may be

treated as ordinary or extraordinary leave as the competent authority

may determine.

An employee in Class I and an employee in any other Class if so

required by the competent authority, must not be absent from station

overnight without obtaining previous sanction from the Deputy

General Manager. Such permission in the case of Deputy General

Managers and other officers in higher grades shall be obtained from

the officer in the next higher grade.

An employee shall not solicit or accept any gift from a constituent of

the Small Industries Bank or from any employee of subordinate grade

or post.

An employee shall not

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

(ii) demand, directly or indirectly, from the parents or guardians of a

bride or bridegroom, as the case may be, any dowry.

Explanation, In this Regulation, the term "dowry" shall have the

same meaning as in the Dowry Prohibition Act, 1961.

An employee shall -

(a) strictly abide by any law relating to intoxicating drinks or drugs in

force in any area in which the employee may, for the time being,

happen to be;

(b) not be under the influence of any intoxicating drink or drug while

on duty and shall also take care that performance of duties by

the employee at any time is not affected in any way by the

influence of such drink or drug;

drug;

(d) not appear in a public place in a state of intoxication;

(e) not use any intoxicating drink or drug to excess.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Private Trading

Speculating

stocks, shares, etc.

Restrictions

borrowings

and

Investments

Employees in debt

Regulation

Explanation. For the purpose of this Regulation, the term "public

place" would include clubs (even exclusively meant for members

where it is permissible for the members to invite non-members as

guests), bars and restaurants, public conveyances and all other

places to which the public have or are permitted to have access,

whether on payment or otherwise.

No employee shall engage in any commercial business or pursuit

either on account of the employee or as agent for others, nor act as

an agent for an insurance company nor shall the employee be

connected with the formation or management of a joint stock

company.

An employee shall not speculate in stocks, shares, securities or

commodities of any description;

Provided that nothing in this Regulation shall be deemed to

prohibit an employee from making a bonafide investment of the own

funds of the employee in such manner as the employee may wish,

(1) An employee shall not borrow money from, or in any way be

under pecuniary obligation to, a broker or an employee of the Small

Industries Bank subordinate in grade or post or any firm or persons

having dealings with the Small Industries Bank.

(2) No employee shall make or permit any member of the family of

that employee to make any investment which is likely to embarrass or

influence the employee in the discharge of official duties.

Explanation: For the purpose of this sub-regulation, the word 'family'

includes any relative ordinarily residing with or dependent on an

employee.

An employee who is in debt shall furnish to the competent authority a

signed statement of the position half-yearly on June 30 and

December 31 every year and shall indicate in the statement the steps

being taken by the employee to rectify the position. An employee

who makes a false statement under this Regulation or who fails to

submit the prescribed statement or appears unable to liquidate the

debts within a reasonable time or applies for the protection of an

insolvency court shall be liable to dismissal.

Explanation - 1 : For the purpose of this Regulation, an employee

shall be deemed to be in debt if the total liabilities of the employee

exclusive of those which are fully secured exceed the substantive

pay of the employee for twelve months.

Explanation -2 : An employee shall be deemed to be unable to

liquidate the debts within a reasonable time if it appears that, having

regard to the personal resources of the employee and unavoidable

current expenses, the employee will not cease to be in debt within a

period of two years.

THE GAZE1TE OF INDIA: EXTRAORDINARY

I PALI III—Si',41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Employees

arrested

for

debt

criminal charge

Regulation

(1) An employee against whom a case in respect of any criminal

offence is under investigation, inquiry or trial or who is arrested for

debt or is detained in pursuance of law, may, if so directed by the

competent authority, be considered as being or having been under

suspension for such period as the competent authority may direct. In

respect of such period, the employee shall be allowed the payment

admissible to an employee under suspension under sub-regulation

(5) of Regulation 46.

(2) Any payment made to an employee under sub-regulation (1) shall

be subject to adjustment of pay and allowances of the employee

which shall be made according to the circumstances of the case and

in the light of the decision as to whether such period is to be

accounted for as a period of duty or leave;

Provided that full pay and allowances will be admissible only if the

employee -

(a) is treated as on duty during such period; and,

(b) is acquitted of all blames or satisfies the competent authority, in

the case of his release from detention or the detention being set

aside by a competent court, that the employee had not been guilty of

improper conduct resulting In detention.

(3) An employee shall be liable to dismissal or to any of the other

penalties referred to in Regulation 46 if the employee is committed to

prison for debt or is convicted for an offence which, in the opinion of

the competent authority, either involves gross moral turpitude or has

a bearing on any of the affairs of the Small Industries Bank or on the

discharge by the employee of duties in the Small Industries Bank; the

opinion of the competent authority, in this respect, shall be conclusive

and binding on the employee. Such dismissal or other penalty may

be imposed as from the date of committal to prison or conviction of

the employee and nothing in Regulation 46 shall apply to such

imposition.

(4) Where an employee has been dismissed in pursuance of

sub-regulation (3) and the relative conviction is set aside by a higher

court and the employee is honourably acquitted, the employee shall

be reinstated in service.

Explanation : In this Regulation, committal or conviction shall mean

committal or conviction by the lowest court or any appellate court.

(5) Where the absence of an employee from duty without leave or

overstayal is due to the employee having been arrested for debt or on

a criminal charge or to the employees' having been detained in

pursuance of any process of law, the provisions of Regulation 36

shall also apply and for the purposes of that Regulation as so

applied, the employee shall be treated as having absented without

leave or, as the case may be, overstayed, otherwise than under

circumstances beyond the control of the employee.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Penalties

Regulation

(1) Without prejudice to the provisions of other Regulations, an

employee who commits a breach of the Regulations of the Small

Industries Bank, or who displays negligence, inefficiency or

indolence, or who knowingly does anything detrimental to the

interests of the Small Industries Bank or in conflict with its

instructions, or who commits a breach of discipline or is guilty of any

other act of misconduct, shall be liable to the following penalties:

(a) reprimand;

(b) delay or stoppage of increment or promotion;

incremental scale;

(d) recovery from pay of the whole or part of any pecuniary loss

caused to the Small Industries Bank by the employee;

(e) compulsory, retirement, provided the employee has reached the

age as specified in Regulation 21 of these Regulations.

(f) removal from service, which shall not be a disqualification for

future employment in the Small Industries Bank.

(g) dismissal.

(2) No employee shall be subjected to the penalties (b), (c), (d) (e),

(f) or (g) of sub-regulation (1) except by an order in writing signed by

the Chairman in the case of an officer other than an officer in Grade

'A' or the Chief General Manager in the case of an officer in Grade 'A'

and other employees and no such order shall be passed without the

charge or charges being formulated in writing and given to the said

employee so that the employee shall have reasonable opportunity to

answer them in writing or in person, as the employee prefers, and in

the latter case, the defence of the employee shall be taken down in

writing and read to the employee;

Provided that the requirements of this sub-regulation may be

waived, if the facts on the basis of which action is to be taken have

been established in a Court of Law or Court Martial or where the

employee has absconded or where it is for any other reason

impracticable to communicate with the employee or where there is

difficulty in observing them and the requirements can be waived

without injustice to the employee. In every case where all or any of

the requirements of this sub-regulation are waived, the reasons for so

doing shall be recorded in writing.

(3) Notwithstanding anything contained in sub-regulation (2) or in any

other Regulation, if employees of the Small Industries Bank are

involved jointly in an incident and disciplinary proceedings are sought

to be initiated against them and the Chairman is of the opinion that

THE GAZETTE OF TNDTA: EXTRAORDINARY

[PARI TTT— SKT 4j

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

having regard to the facts and circumstances of the case, the

competent authority in respect of them should be the same, the

Chairman may direct that the competent authority in such a case

shall be the competent authority in relation to the highest ranking

employee involved in the incident and a common enquiry shall be

held into the charges against the employees concerned and the

delegation under sub-regulation (4), of the enquiry under this

Regulation and the procedure, with the exception of the final order,

shall be in favour of the same enquiry officer.

(4) The inquiry under this Regulation and the procedure, with the

exception of the final order, may be delegated, in case the employee

against whom proceedings are taken is in Class I, to any employee in

Class I who is in a grade higher than such employee and in the cases

of other employees to any employee in Class I.

Provided that if the competent authority, keeping In view the grade of

the employee in Class I against whom the proceedings are to be

initiated, considers it necessary to do so, the inquiry under this

Regulation and the procedure, with the exception of the final order,

may be delegated to an outsider from one of the following categories:

(i) a retired District or High Court Judge; or,

(ii) a practising senior lawyer having practised law for not less than 20

years; or,

(iii) a retired senior officer of a public sector bank or financial

institution; or

(iv) an enquiry officer nominated by the Central Vigilance

Commission.

(5) An employee may be placed under suspension by the officer

empowered to pass the final order under this Regulation. During

such suspension, the employee shall receive subsistence allowance

equal to:

(i) the substantive pay of the employee plus fifty percent of

allowances thereon for first six months of suspension; and,

(ii) the substantive pay of the employee plus seventy five percent of

allowances thereon for the period of suspension beyond six months.

Provided that the enhanced rate of subsistence allowance prescribed

under clause (ii) shall be admissible only if the enquiry is not delayed

for reasons attributable to the employee concerned or any of the

representatives of the employee.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

Provided further that if no penalty under clauses (b), (c), (d), (e), (f),

or (g) of sub-regulation (1) is imposed, the employee shall also be

paid the difference between the subsistence allowance and the

emoluments which the employee would have received but for such

suspension, for the period the employee was under suspension, and

that, if a penalty is imposed on the employee under any of the said

clauses, no order shall be passed which shall have the effect of

compelling the employee to refund such subsistence allowance. The

period during which an employee is under suspension shall, if the

employee is not dismissed from the service be treated as period

spent on duty or leave as the officer who passes the final order may

direct.

(6) Notwithstanding anything contained in this Regulation or any

other Regulation, the following additional provisions shall apply where

it is alleged that an officer has been guilty of corrupt practices,

namely:

(i) Where it is alleged that an officer is possessed of disproportionate

assets or that the officer has committed an act of criminal misconduct

or where the investigation and proof of the allegation would require

the evidence of persons who are not employees of the Small

Industries Bank or where, in the opinion of the Chairman, the

investigation into the allegations cannot be conveniently undertaken

by the Small Industries Bank, the investigation into the allegations

may, with the approval of the Chairman, be entrusted to the Central

Bureau of Investigation or the Central Vigilance Commission or any

other such agency as may be approved by the Chairman;

(ii) if, after considering the report on the investigation, the competent

authority is satisfied that there is a prima facie case for initiating

disciplinary proceedings against the officer, the competent authority

may send the investigation report to the Central Vigilance

Commission or such other authority as may be decided by the

Chairman in this behalf, for its advice as to whether disciplinary

proceedings Should be taken against the officer concerned;

(iii) if, after considering the advice of the Central Vigilance

Commission or other authority, as the case may be, the competent

authority is of the opinion that disciplinary proceedings should be

initiated against the officer concerned, then notwithstanding the

provisions of sub-regulation (4), the enquiry under this Regulation

may be entrusted to a Commissioner for Departmental Enquiries, or

any other person who may be nominated by the Central Vigilance

Commission for this purpose;

3961 GI/2001 —10

THE GAZETTE OF INDTA: EXTRAORDINARY

|PARI LII—SEC.4|

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Right to appeal

Appellate authorities

Conditions which an

appeal should satisfy

When appeals may be

withheld

Regulation

(iv) the Enquiry Officer shall submit the report to the competent

authority and the report.shall be forwarded by the competent

authority to the Central Vigilance Commission for its advice as to

whether the charge or charges, as the case may be, can be

considered to have been established and the penalty or penalties to

be imposed under sub-regulation (1) hereof. The penalty or penalties

to be imposed shall be decided by the competent authority after

considering the advice of the Central Vigilance Commission,

Explanation:

For the purpose of this sub-regulation an employee shall be deemed

to be guilty of corrupt practices if the employee has committed an act

of criminal misconduct as defined in Section 13 of the Prevention of

Corruption Act, 1988, or the employee has acted for an improper

purpose or in a corrupt manner or had exercised or refrained from

exercising the powers with an improper or corrupt motive.

Section 2 - Appeals

An employee shall have a right of appeal against any order passed

by a superior authority which injuriously affects the interests of the

employee.

An appeal shall lie-

la] in the case of an officer other than an officer in Grade 'A' to the

Board not including the Executive Committee or

any other

Committee of Directors; and

[b] in the case of an officer in Grade 'A' and other employees to the

Chairman

Every appeal shall comply with the following requirements:

[a] it shall be written in English or in Hindi or if not written in English

or in Hindi, be accompanied by a translated copy in English or Hindi

and shall be signed,

[b] it shall be couched in polite and respectful language and shall be

free from unnecessary padding or superfluous verbiage,

[c] it shall contain all material statements and arguments relied on

and shall be complete in itself,

[d] it shall specify the relief desired, and

[e] it shall be submitted through the proper channel.

An appeal may be withheld by the competent authority if it-

[a] does not comply with the requirements of Regulation 49, or,

[b] is illegible or is unintelligible, or,

[c] deals with a matter which does not concern the employee

personally, or,

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Grounds

for

withholding

the

appeal

communicated to the

appellant

Appeal

must

forwarded

the

appellate

authorities

with due despatch

No appeal lies against

order

withholding

appeal

Appeals

not

addressed

Directors

Appeals,

representations

and

petitions not to be

addressed to outside

authority or person

Joint Petitions

Regulation

[d] repeats an appeal already rejected by the authority to whom the

appeal is addressed and does not, in the opinion of the competent

authority, disclose any new points or circumstances which afford

grounds for reconsideration, or,

[e] is not preferred within six months of the date of the order against

which the appeal is made and no reasonable cause is shown for the

delay; or,

[f] is addressed to an authority to which no appeal lies under these

Regulations,

In every case in which an appeal is withheld, the competent authority

shall inform the appellant the fact of withholding the appeal and the

reasons for withholding it.

An appeal which is not withheld under Regulation 50, shall be

forwarded to the appellate authority with the comments of the

competent authority as soon as possible.

No appeal shall lie against the withholding of an appeal by a

competent authority.

Appeals shall not be addressed to the Directors personally and any

such action shall be deemed a breach of discipline.

No employee shall address any appeal, representation or petition to

any outside authority or person in respect of a matter pertaining to

the service of the employee in the Small Industries Bank. Addressing

such appeals, representations or petitions shall be deemed a breach

of discipline,

The provisions of Regulation 49 to 55 shall also apply, to the extent

they are relevant, to petitions which concern more than one

employee and are preferred jointly by a class or group of employees

or by an association or union of employees recognised by the Small

Industries Bank. A joint petition shall not be entertained if it relates

to-

[a] a subject on which the Chief General Manager is competent to

pass orders and no application for redress has been made to the

Chief General Manager, or,

[b] a matter regarding the redress of which a specific procedure has

been prescribed under any rule or instruction issued by the Small

Industries Bank, or,

[c] an individual and is not submitted by that individual.

THE GAZETTE OF INDIA: EXTRAORDINARY

[PART HI—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

•

CHAPTER - V

PAY, ALLOWANCES AND OTHER CONCESSIONS

Section 1 - Pay and Allowances

When

accrue

and

payable

When not payable for

part of a month

When cease

All employees to be

graded

Adjustment

of pay

and

allowances

change

charge,

when takes effect

Two persons not to

appointed

to a

post at the same time

' 61

Subject to the provisions of these Regulations, pay and allowances

shall accrue from the commencement of the service of an employee

and shall become payable on the afternoon of the last working day of

each month in respect of the service performed during the said

month.

Provided that an employee proceeding on leave other than

extraordinary leave for a period not less than one month shall be paid

In advance one month's pay and allowances if the employee applies

therefor.

Pay and allowances shall not be payable for a part of a month to an

employee who leaves or discontinues service during a month without

due notice unless such notice has been waived by a competent

authority.

Pay and allowances shall cease to accrue as soon as an employee

ceases to be in service.

In the case of an employee who is

dismissed from service, the pay and allowances shall cease from the

date of dismissal of the employee. In the case of an employee who

dies while in service, the pay and allowances shall cease from the

day following that on which the death occurs.

Every employee shall have a post in one of the grades fixed for each

of the categories of staff which will be considered as the substantive

grade of the employee and to which the employee shall revert when

the employee is not -

[a] under suspension, or,

[b] on leave or deputation, or

[c] holding a temporary or a probationary post or officiating in another

grade.

An employee shall commence to draw the pay and allowances of a

post to which the employee is appointed as from the day on which he

assumes the duties of the post if the charge of the post is taken

before noon on that day and from the following day if the charge is

taken over in the afternoon on any day.

Except as otherwise provided in these Regulations, -no two persons

may be appointed to, or draw the pay and allowances of, a post at

the same time.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Employees

transfer

Admlsslbility

allowances

Overtime allowance

Increments

when

accrue

Regulation

When an employee is transferred from one post to another, the

employee shall, during any interval of duty between the dates of

handing over charge of the old post and taking over charge of the

new post, draw the pay and allowances of the old or the new post,

whichever are less.

Allowances shall be payable to employees only if the employees are

actually at the time fulfilling the conditions subject to which the

allowances are admissible.

[1] Notwithstanding the fact that the whole time of an employee is at

its disposal, the Small Industries Bank may grant overtime allowance,

not counting as pay, to an employee, other than an employee in

Class I, if the employee is required to work on Sundays or holidays or

to put in extra hours on working days in connection with the work of

the Small Industries Bank.

[2] The rate at, and the circumstances in which such allowance may

be drawn shall be determined by the Board.

(1)

In an incremental scale, the increment shall accrue on the

completion of each specified period of service on each stage of that

scale, whether such service be probationary, officiating or

substantive.

Provided that an employee shall draw the increment on the first day

of the month in which it would fall due irrespective of the actual date

of its accrual.

Provided, however, that -

[i] an increment accruing to an employee during leave of any kind

specified under Regulation 74 except casual leave shall be granted

only from the date of resumption of duty on return from such leave;

pi] the date from which an advance or enhanced increment is to be

granted to an employee due to passing of certain examinations shall

be determined in accordance with the relevant rules and regulations;

and

[iii] an increment withheld as a measure of penalty shall be granted

only from the date on which the penalty ceases.

(2) Sanction to draw increments shall be given by the competent

authority.

THE GAZETTE OF INDIA EXTRAORDINARY

| PAKI III—SM- 4|

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

(3) Where, consequent upon the grant of extraordinary leave without

pay and allowances and not counting for increment, the normal

increment is postponed, such postponed increment shall be granted

from the first day of the relevant month irrespective of the day on

which it actually falls due; and, in the case of initial appointment or

promotion to a higher post, any increment in the substantive or the

officiating grade shall be granted from the first day of the month in

which it falls due even if thereby the normal incremental period of

twelve months is not completed.

(4) Where an employee is appointed to officiate in a higher grade,

service in the higher grade shall count for increments under

sub-regulation (1) in the substantive grade as well as in the higher

grade and if in between the two grades there is an intermediate grade

in which the employee was officiating or would have been appointed

to officiate had the employee not been so appointed in the higher

grade, also in the intermediate grade.

(5) If an employee officiating in a higher grade proceeds on leave,

such period of leave, inclusive of the day preceding the day on which

the employee reports for duty, if such preceding day is not a working

day, shall count for purposes of increment in the same way as period

of duty in the higher grade, unless directed otherwise by the

competent authority, although, in terms of Regulation 60 the

employee would have reverted to the substantive grade with effect

from the date of proceeding on leave,

Explanation For purposes of this sub-regulation, leave does not

include extraordinary leave without pay and allowances and not

counting for increments.

(6) The period during which an employee is on leave without pay

shall not count for increments unless otherwise specifically

authorised by the competent authority for reasons to be recorded in

writing.

(7) No increment may be withheld except as a disciplinary measure

under Regulation 46 and each order withholding an increment shall

state the period for which it is withheld and whether the

postponement shall have the effect of postponing future increments.

Provided that if in an incremental scale there is an efficiency bar, an

employee shall not draw increments above that bar until certified fit to

do so by the Chairman in the case of officers and by the Deputy

General Manager in other cases. On each occasion on which an

employee is allowed to pass an efficiency bar which has previously

been enforced, the employee shall be placed in the incremental scale

at such stage as the authority competent to remove the bar may fix

provided that such stage shall not be higher than that at which the

employee would draw pay had the bar not been enforced and further

that no increment granted on the removal of a bar shall have

retrospective effect.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Premature

increments

Refixation of pay on

appointment

probation

On confirmation

Officiating pay

Regulation

The Chairman may, in exceptional circumstances, and subject to

such general or special instructions as may be issued by the Board,

grant premature increment or increments to an employee provided

that the grant of such premature increment or increments to an officer

shall require the approval of the Board in each case,

(1) The pay of an employee on appointment on probation from one

grade to another shall be initially fixed at the minimum in the scale of

higher grade, the difference between the pay so fixed and

substantive pay of the employee in the old scale, if the latter be more,

being treated as personal pay;

(2) On confirmation in the higher grade, the pay of the employee shall

be fixed at the stage in the higher grade which is next above the

substantive pay the employee would have drawn in the old grade as

on the date of confirmation if such pay be higher than the pay drawn

by the employee at the time of confirmation in the higher grade.

(1) Subject to such special or general instructions as may be issued

from time to time by the Small Industries Bank, the officiating pay of

an employee shall be fixed in the manner indicated in sub-regulation

(2) and (3).

(2) An employee who is appointed to officiate in a higher grade shall,

on such appointment, draw an officiating pay equal to the difference

between the employees substantive pay in the old scale and the

stage in the scale of pay of the post in which the employee is

appointed which is next above the substantive pay in the old scale or

if the employee

is already officiating in an intermediate grade, the

employee

shall draw an officiating pay equal to the difference

between the pay obtained by the employee in the intermediate grade

and the stage in the scale of pay of the post in which the employee

is now appointed which is next above the pay in the intermediate

grade; provided that when the promotion is of a temporary nature and

the circumstances of the promotion so justify, the Chairman may fix

the pay of an employee at an amount less than that admissible under

this Regulation.

(3) If an employee reverts and is reappointed to officiate in that higher

grade, the earlier officiating service of the employee in the higher

grade will be taken into account for fixing the officiating pay of the

employee and for permitting the employee to draw increments in the

officiating grade in terms of sub-regulation (1) of Regulation 66.

«>

I'HF' GAZETTE OF INDIA EXTRAORDINARY

IP ,|.., III—Si 41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Reflxation of pay on

transfer

from

one

scale

pay

another

Leave and retirement

fare concessions

Grant

honoraria,

special pay, special

Increments or other

concessions

Domicile

Regulation

When an employee is transferred from one scale of pay to another

and such transfer does not involve the assumption of duties or

responsibilities of greater importance, the initial pay of the employee

on the new scale shall be at a stage which is equal to the substantive

pay of the employee in the old scale, or if there is no such stage in

the new scale, the stage next below that pay and personal pay equal

to the difference, such personal pay to be drawn until such time as it

is absorbed by subsequent increments in the new scale.

Section 2 - Other concessions

The leave and retirement fare concessions shall be admissible to an

employee in accordance with the scheme as may be approved by the

Board from time to time.

(1) The Board may determine the terms and conditions under which

honoraria, special pay or special increments may be granted to an

employee for graduation or for holding the National Diploma in

Commerce or for passing the examinations held by an Institute of

Bankers, or for holding or acquiring similar other qualifications.

(2) No concessions, which are not covered by these Regulations,

shall be granted except with the special sanction of the Board.

(1) Every employee shall on appointment declare in Form C of

Regulation 109, the domicile of the employee in writing to the Chief

General Manager if the employee is in Class I or to the Deputy

General Manager if the employee is in any other class and if such

domicile is not the place of birth, the employee must establish the

same to the satisfaction of the appropriate authority.

(2) No employee who has once indicated the place of domicile, shall

be allowed to alter the same unless the employee satisfies the

appropriate authority that the change is necessitated by a bona fide

reason.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

CHAPTER - VI

LEAVE AND JOINING TIME

Section 1 - General Regulations relating to Leave

Kinds of leave

Authorities

empowered to grant

leave

Power to refuse leave

or recall an employee

on leave

Lapse

leave

cessation of service

Earlier

return

from

leave

Commencement

and

termination of leave

Obligation to furnish

eave address

Subject to the provisions of these Regulations, the following kinds of

leave may be granted to an employee:

(a) Casual leave and special casual leave;

(b) Ordinary leave,

(d) Special leave,

(e) Extraordinary leave,

(f) Maternity leave,

(g) Accident leave.

The power to grant leave shall vest in the Chairman in the case of

employees in Class I and, subject to such general or special

directions as may be issued by the Chairman, in the Chief General

Manager in the case of other employees, and, except as provided in

these Regulations or in any directions issued by the Chairman, all

applications for leave shall be addressed to the authority empowered

to grant leave.

Leave cannot be claimed as of right. When the exigencies of the

service so require, discretion to refuse or revoke leave of any

description is reserved to the authority empowered to grant it, and an

employee already on leave may be recalled by that authority when it

considers this necessary in the interests of the service.

Leave earned by an employee lapses on the date on which the

employee ceases to be in service.

Unless permitted to do so by the authority which granted the leave,

an employee on leave may not return to duty more than fourteen

days before the expiry of the period of leave granted.

(1) The first day of leave of an employee is the working day

succeeding that upon which the employee hands over charge.

(2) The last day of leave of an employee is the working day preceding

that upon which the employee reports for duty.

An employee shall, before proceeding on leave, intimate to the

competent authority the address while on leave, and shall keep the

said authority informed of any change in the address previously

furnished.

3961 GI/2001—11

THE GAZETTE OFINDIA. EXTRAORDINARY

[PART 111—Sir.41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Station to which an

employee

should

report on return

When

medical

certificate of fitness

may be demanded

Leave not admissible

to an employee under

suspension

When

applications

hould be submitted

Scale

which

ordinary

leave

earned

Regulation

An employee on leave shall, unless otherwise instructed to the

contrary, return for duty to the place at which the employee was last

stationed.

The authority empowered to grant leave may require an employee

who has availed of leave for reasons of health to produce a medical

certificate of fitness from the Medical Officer of the Small Industries

Bank or any other qualified medical practitioner acceptable to the

Small Industries Bank before the employee resumes duty even

though such leave was not actually granted on production of a

medical certificate.

Leave may not be granted to an employee under suspension or

against whom proceedings are pending under Chapter IV of these

Regulations.

Section 2 - Ordinary Leave

(1) In the case of employees in Class I, applications for ordinary

leave shall be submitted as indicated below:

Period during which ordinary

leave is required

January to March

April to June

July to September

October to December

Date before which

applications should be

submitted

September 30 of the preceding

year

December 31 of the preceding

year

March 31 of that year

June 30 of that year

In the cases of employees other than employees in Class I,

applications for ordinary leave shall ordinarily be submitted at least

one month before the date from which leave Is required.

(2) Applications which do not satisfy the requirements of

sub-regulation (1) may be refused without stating the reason.

(1) Ordinary leave shall be earned at one-eleventh part of duty.

(2) In calculating ordinary leave earned by an employee, an account

shall first be taken of the complete periods of eleven months during

which the employee has been on duty since the date of last return

from leave and the employee allowed credit in the leave account for

one month for each period of eleven months of duty as shall be

admissible to the employee under sub-regulation (1); thereafter, an

account shall be taken of the balance, if any, of the period of duty left

over and the employee allowed credit in the ordinary leave account

with one day for every eleven days of duty rendered.

Fractions of a day of ordinary leave earned shall be taken as a

full day, if amounting to half a day or more and shall be ignored if

amounting to less than half a day.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Ordinary leave due

Limits

upto

which

ordinary leave may be

earned or taken

Pay during ordinary

leave

Casual leave

Special Casual leave

Regulation

The ordinary leave due to an employee is the period which the

employee has earned, diminished .by the period of leave actually

taken by the employee.

The period of ordinary leave which can be availed by an employee at

one time is the actual balance of ordinary leave to the credit of the

employee subject to a maximum often months.

Provided that if, at least three months before the date on which an

employee shall have earned leave for the maximum period, the

employee has formally applied for leave and the leave has been

refused or the employee has ascertained in writing that leave, if

applied for, will not be granted-, such an employee may be permitted

to earn leave in excess of the maximum aforesaid, upto the date

specified by the Chairman.

An employee on ordinary leave shall draw pay equal to the leave pay

of the employee.

Section" 3 - Casual, Special Casual, Sick, Special,

Extraordinary, Maternity and Accident Leave

(1) Casual leave may be granted to an employee upto a maximum of

fifteen days in each calendar year by the authority competent to grant

such leave, provided that not more than seven days of casual leave

may be taken continuously, that the state of work permits and that no

appointment is required to replace the employee on casual leave and

provided that public holidays may not be combined with casual leave

in such a way as to increase the total absence at any one time

beyond ten days, any casual leave which is extended beyond these

limits being treated as ordinary leave in respect of the entire period.

Casual leave may not be granted in combination with any other kind

of leave except special casual leave.

(2) Notwithstanding anything contained in sub-regulation (1), the

Chairman may authorise the appointment of a substitute for an

employee on casual leave, when a substitute is necessary to carry

out the duties of the post during the absence, however short, of the

employee.

Notwithstanding anything contained in Regulation 89, the Chairman

may permit the grant of special casual leave to an employee when

the absence of the employee from duty is necessitated by -

1 (i) orders from the authorities empowered to issue quarantine

orders not to attend office in consequence of any infectious disease

in the family or household of the employee; or,

(ii) reason of an employee in Class IV having sustained bodily injury

while on duty and the absence is supported by a certificate from the

Medical Officer of the Small Industries Bank, or,

THEGAZETTEOFINDIAiEXTRAORDINARY

[PART IE—SEC, 41

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Sick

and

Special

leave,

limit

upto

which may be granted

Regulation

(iii) reason of the employee who is a member of the Auxiliary Force

India, Home Guards, ARP, or other Civil Defence Organisation or any

other official organisation of a similar nature having to attend an

annual camp or a training course; or

(iv) other exceptional circumstances necessitating the grant of casual

leave in excess of the prescribed limits;

2 (i) reason of the employee having to attend as a delegate, a

meeting of. an Association recognised by the Small Industries Bank

upto 21 days in any one calendar year;

(ii) reason of an employee participating in sports or events of national

or international importance or any other sports or events approved by

the Chairman upto 45 days in any one calendar year.

Explanation 1: Except in respect of special casual leave sanctioned

in terms of Regulation 90(1)(iv), the total period of casual leave

granted under Regulation 89(1) and the special casual leave granted

under Regulation 90(1) in any one calendar year shall in no case

exceed 30 days and if the grant of leave under the said Regulation

shall result in such total period being extended beyond 30 days any

period of absence in excess of 30 days shall be treated, subject to

the provisions of Regulation 91(2) as ordinary, sick, special or

extraordinary leave, as the employee concerned may request and as

may be admissible to the employee.

Explanation 2 : In computing casual leave under sub-regulation (1)

of Regulation 89 and special casual leave under Regulation 90

intervening public holidays shall not be reckoned as days of casual

leave or special casual leave as the case may be.

(1) During the full period of service, an employee may be granted

special leave on private affairs for a period not exceeding twelve

months and sick leave on medical certificate for a period not

exceeding eighteen months, and if considered advisable in the

interest of the Small Industries Bank, the Board may grant additional

sick leave in special cases. Special leave shall not ordinarily be

sanctioned to an employee if ordinary leave is admissible.

Provided that an employee may be granted special leave If

suffering from a disease requiring prolonged treatment and no

ordinary leave or sick leave is due to the employee and the employee

is also not eligible for advance sick leave.

Provided further that in the case of an employee, other than an

employee in Class I, production of medical certificate shall not be

insisted upon if sick leave to be granted does not exceed four days

and the competent authority is satisfied with the bonafides of the

reasons for grant of such leave.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

When grant requires

sanction of a higher

authority

Pay during sick and

special leave

Extraordinary Leave

Regulation

(2) In case an employee is absent from duty on account of

quarantine, the Small Industries Bank may, at the request of the

employee, treat such absence upto a maximum period of three

months as ordinary, sick or special leave if such leave is otherwise

admissible. Special leave admissible under sub-regulation (1) may

be availed of even if ordinary leave is admissible.

The grant of sick or special leave to an employee, other than an

employee in Class I, who has already exhausted sick or special

leave, as the case may be, proportionate to the length of service of

the employee and the grant of special leave to undertake a special

course of study shall require the sanction of the Chief General

Manager.

Sick and special leave shall be on half leave pay, which, in the case

of special leave, shall be reduced, except with the special sanction of

the Board, to one quarter of leave pay after six months;

Provided that where an employee has served the Small Industries

Bank for at least a period of three years, the employee may, on

request, be permitted to avail of, during the full period of the service

of the employee, sick leave on leave pay upto a maximum of nine

months, such leave on leave pay being entered in the sick leave

account of the employee as twice the period of leave availed of by

the employee.

Explanation : For the purpose of this proviso service includes

continuous temporary service rendered by an employee prior to

confirmation

(1) Without prejudice to the provisions of sub-regulations (2) and (3)

of Regulation 36 extraordinary leave may be granted to an employee

by the competent authority when no ordinary leave is due and when,

having regard to length of service of the employee, sick or special

leave is not considered justified by the competent authority. Except

in exceptional circumstances, the duration of extraordinary leave

shall not exceed three months on any one occasion and twelve

months during the entire period of service of an employee.

(2) The competent authority may grant extraordinary leave in

combination with, or in continuation of, leave of any other kind

admissible to the employee, and may commute retrospectively

periods of absence without leave into extraordinary leave.

(3) No pay and allowances shall be admissible during the period of

extraordinary leave and the period spent on such leave shall not

count for increments,

Provided that, in cases where the sanctioning authority is satisfied

that the leave was taken on account of illness or for any other cause

beyond the control of the employee, it may direct that the period of

extraordinary leave may count for increments,

3961 GI/2001 —12

THE GAZETTE OF INDIA: EXTRAORDINARY

IPARTIII—SEC.4|

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Maternity leave

Accident

leave

for

employees

When may be granted

Pay and allowances

during joining time

Period

for

which

admissible

Regulation

(1) Maternity leave which shall be on leave pay may be granted to a

female employee for a period not exceeding six months on any one

occasion and twelve months during the entire period of service of the

employee.

(2) The competent authority may grant leave of any other kind

admissible, in combination with, or in continuation of, maternity leave

if the request for its grant is supported by a certificate from the

Medical Officer of the Small Industries Bank or any other medical

practitioner acceptable to the competent authority.

(1) Accident leave may be granted to an employee who sustains

injury in the course of the performance of duties for the period for

•A/hich leave is certified by the Medical Officer of the Small Industries

Bank or any other medical practitioner acceptable to the competent

authority to be necessary for recovery from the injury.

(2) Accident leave would also be admissible to an employee who is

on official tour in connection with the work of the Small Industries

Bank;

Provided that the grant of such leave shall be limited to the period,

which is necessary for recovery from the injury as certified by the

Medical Officer of the Small Industries Bank or a Government or

Municipal doctor, or, any other doctor acceptable to the competent

authority.

(3) The competent authority m^y, at the option of the employee, grant

any other kind of leave as admissible to the employee for the period

so medically certified and also in combination with, or in continuation

of, accident leave.

(4) An employee on accident leave shall draw pay equal to leave pay

for the first four months thereof and half leave pay for the rest of the

period.

Section 4-Joining Time

(1) Joining time may be granted to enable an employee to -

(a) join a new post to which the employee is appointed while on duty

in the old post; or,

(b) join a new post on return from leave of not more than four months'

duration or, although the duration of leave exceeds four months, the

employee has not had sufficient notice of appointment to the new

post.

(2) Joining time shall not be granted when no change in the

headquarters of an employee is involved.

The pay and allowances of an employee during joining time shall be

determined in accordance with Regulation 63.

Joining time which may be allowed to an employee shall not exceed

ten days, exclusive of the number of days spent on travelling.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

How calculated

Special Casual leave

In lieu of joining time

Overstayal

after

joining time

Regulation

100

101

102

In calculating joining time admissible to an employee, the day on

which the employee is relieved from the old post and Saturday,

Sunday and public holidays following the day of relief, shall be

excluded.

Where an employee on transfer from one centre to another does not

avail of joining time or the joining time has been curtailed due to

exigencies of service of the Small Industries Bank, the employee may

be allowed to avail of special casual leave in lieu of joining time to the

extent of the unavailed joining time subject to a maximum of ten days

at any time after reporting at the new centre but before the

completion of a period of six months from the date of reporting at the

new centre or such extended period as may be agreed to by the

Small Industries Bank provided the employee had advised the Small

Industries Bank to this effect before proceeding on transfer. Sundays

/ holidays prefixed to special casual leave in lieu of joining time shall

be excluded but Sundays / holidays intervening in such special

casual leave shall be reckoned as special casual leave.

An employee who does not join the post within the joining time

allowed to the employee shall be deemed to have committed a

breach of Regulation 36.

CHAPTER - VII

MEDICAL ATTENDANCE

Ordinary

medical

attendance

provided

the

Small

Industries Bank

103

Ordinary medical attendance shall be provided by the Small

Industries Bank for its employees. Fees not included in ordinary

medical attendance may be paid by the Small Industries Bank only in

exceptions' Nrcumstances, and at the discretion of the Chairman in

the case ot < aployees in Class I, and the Chief General Manager in

other cases.

Explanation : Ordinary medical attendance shall not be deemed to

include hospital fees (other than fees for medical attendance), or

nursing charges.

CHAPTER - VIII

TRAVELLING AND HALTING ALLOWANCES

Travelling & Halting

Allowances

104

Travelling and Halting Allowances shall be paid to the employees

according to such rates and on such terms and conditions as may be

approved by the Board from time to time.

THE GAZETTEOFINDIA: EXTRAORDINARY

[PART HI—SEC. 4]

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

CHAPTER - IX

FOREIGN SERVICE

Deputation

employees

Join

military service

Deputation

employees to other

services

105

106

The terms and conditions subject to which an employee may be

permitted to join military service shall be determined by the Board.

Without prejudice to the provisions of Regulation 105

(1) no employee of the Small Industries Bank may be deputed to

serve under any other employer without the approval of the Chairman

who shall determine the duration of such deputation and the terms

and conditions on which the deputation shall take effect;

Provided that no employee may be transferred to foreign service

against the will of the employee.

(2) where the services of an employee of the Small Industries Bank

are placed at the disposal of a foreign employer, it shall be a

condition of the deputation that the foreign employer shall, during the

period of such deputation, bear the entire cost of the services of the

employees including the following viz.-

(a) pay during joining time,

(b) travelling allowances to enable the employee to join the

appointment under the foreign employer and to return to the

appointment in the Small Industries Bank on the termination of

deputation,

(d) the employer's contribution to the employee's account in the

Provident Fund of the Small Industries Bank, and,

(e) if tne employee is entitled to pension under the rules of the Small

Industries Bank, an amount, as may be determined by the Chief

General Manager, sufficient to cover the liability of the Small

Industries Bank towards the pension for the period the employee is

on deputation.

In addition, the foreign employer may also be required to make a

contribution towards any gratuity or other sum for which the

employee may become eligible on retirement, on such scale as may

be fixed by the Chief General Manager, HRDD, Head Office.

SMALL INDUSTRIES DEVELOPMENT BANK OF INDIA [STAFF] REGULATIONS, 2001

Regulation

CHAPTER - X

MISCELLANEOUS

Obligation to subscribe to

the Provident Fund

Obligation

subscribe

Insurance scheme or

Fund Instituted by the

Small Industries Bank

Declarations

signed

the

employees

107

108

109

Unless otherwise directed, by the Board or the Chairman, every

employee shall become a member of the Small Industries

Development Bank of India Employees' Provident Fund and shall

agree to be bound by the Regulations of the Fund.

It shall be incumbent on every employee bound by these Regulations

to subscribe to any insurance scheme or fund that may be instituted

by the Small Industries Bank for the benefit of its employees and their

families and to be bound by the regulations of the said scheme or

fund:

Provided that nothing contained in this Regulation shall serve to

curtail any superannuation benefits which may otherwise be

admissible to an employee;

Provided further that nothing contained in this Regulation shall

require an employee to subscribe to the said scheme or fund if the

employee is exempted from so doing under the rules of the said

scheme or fund.

(1) Every employee to whom these Regulations apply, or who

exercises option to come under them shall subscribe to declarations

in Forms A and B appended.

(2) The declaration referred to in Regulation 73 shall be made by an

employee in Form C appended.

<X)

THE GAZETTE OF TNDIA: EXTRAORDINARY

[P\k i FIT— SF.C. 4]

FORM-A

(Regulation 109)

DECLARATION TO BE BOUND BY THE STAFF REGULATIONS

Place:

Date :

I hereby declare that I have read and understood the Small Industries Development Bank of India

(Staff) Regulations, 2001 and I hereby subscribe to and agree to be bound by the said Regulations.

Name in full

Nature of appointment

Date of appointment

Signature

Date

Witness:

Name

Designation

Signature

Date

FORM-B

(Regulation 109)

DECLARATION OF FIDELITY AND SECRECY

Place:

Date:

do hereby declare that I will faithfully, truly and to the best of my skil

and ability execute and perform the duties required of me as officer or other employee (as the case maj

be) of the Small Industries Development Bank of India and which properly relate to the office or positior

held by me in or in relation to the said Small Industries Bank.

I further declare that I will not communicate or allow to be communicated to any person nol

legally entitled thereto any information relating to the affairs of the Small Industries Bank or to the affairs

of any person having any dealing with the Small Industries Bank nor will I allow any such person to

Inspect or have access to any books or documents belonging to or in the possession of the Smal

Industries Bank relating to the business of the Small Industries Bank or the business of any person

having any dealing with the Small Industries Bank.

[ Signature'

Name in full

Nature of appointment

Signed before me.

Signature

Name

Designation

Date

l>2

IHE GAZFTTE OF INDIA: EXTRAORDINARY

[PART 111—Stir. 41

FORM-C

(Regulation 109)

DECLARATION OF DOMICILE

Place:

Date:

1, the undersigned, having been appointed to the service of the Small Industries Development Bank of

India, hereby declare

(Place) in

(district) as my place of

domicile.

2. * The above is my place of birth.

* The above Is not my place of birth. My place of birth is

(place) in

(district) but

(place) has been declared as my place of domicile for the reasons given

below:

(Signature)

Name in full

Nature of appointment

Date of appointment

Signed before me

Signature

Name

Designation

Date

*Note: Strike out whichever is not applicable

P. B. NIMBALKAR, Chairman and Managing Director

[ADVT lll/IV/139/2001 /Exty ]

IVink-d by ilio Mimas>-i. tinvi of India

I'I^S, Knuj Road. Ma\,ipnn. New lX.lhi-lHi(u,-i

and I'nMishal

by tilt' Conlinllci

nl I'ubl IL-.I1 inns Delhi- II (W)M