Embed Size (px)
DESCRIPTION
cda rules
Citation preview
Employees (Conduct Discipline & Appeal) Rules as applicable to NFL Employees
Every Organisation, whether Government, Public Sector or a Private Organisation is required to formulated terms and conditions of employment for their employees and to make the same known to them so as to know their duties and responsibilities towards the Organisation. Knowledge of these terms and conditions is of vital importance for maintaining discipline, harmonious working conditions and for higher production and productivity in the Organisation. These aspects are fully covered by two sets of rules as applicable to the employees viz. (`1) Certified Standing Orders (2) Employees (Conduct, Discipline & Appeal) Rules. In this talk, we will discuss the provisions of Employees (Conduct, Discipline and Appeal) Rules as applicable to the employees of NFL. These Rules are more or less on the lines of CCS (CCA) Rules, which have been implemented in the Organisation with the approval of the BODs. Applicability : These Rules apply to all employees, who are in the whole time employment of the Company, except those who;
1. In casual employment 2. governed by the Certified Standing Orders 3. in respect of whom Board may have issued or may issue separate
rules/orders regarding conduct, discipline and appeal. 4. In respect of whom, the Board has by general or special order directed
that these rules shall not apply. 5. On deputation to NFL and to whom, CDA Rules as are in force in their
parent department/organization/services apply. CONDUCT SCOPE OF AN EMPLOYEE’S SERVICE The whole time of an employee is at the disposal of the Company and he shall serve the Company. In its business in such capacity and at such places as he may from time to time be directed. LIABILITY TO ABIDE BY THE RULES Company expects every employee to ;
a) Maintain absolute integrity b) Maintain devotion to duty.
c) Conform to and abide by the rules of the Company and shall observe, comply with and obey all lawful orders and directions, which may from time to time be given to him in the course of his official duties by any person or persons under whose jurisdiction, superintendence or control he may be for the time being be placed.
d) Do nothing, which is unbecoming of a public servant.
- OBLIGATION OF EMPLOYEES;
Every employee of the Company cover4d under these rules is expected to ;
1) Assist the Company to achieve its objective as spelt out in the Corporate Objectives.
2) To maintain highest standards of probity and integrity. 3) To conduct them selves in such manner that the public
treats the decision taken on the recommendations made by them are objective and transparent and are not calculated to promote improper gains for the politically party in power or for themselves or any third party.
4) Not to undermine the policies, decisions and actions taken in the public interest by the Management by declining or abstaining from action, which flows from the Management’s decisions.
5) Where an employee has reasonable grounds to believe that he or she is being required by the superior authority to act in a manner, which is illegal or against the prescribed rules and regulations or any infringement comes to his/her notice, h or she shall decline to implement the instructions and would also have a right to bring the facts to the notice of the Superior Authority.
CONCERN FOR VALUE OF PUBLIC ASSETS AND FUNDS Every employee in the Company shall avoid wastage and ensure effective and efficient use of the public money within their control. Known abuse of the Official position Employees of the Company are in a position of trust. They shall not use their official position to influence any person to enter into any financial or other arrangements with them or with any one else. They shall not abuse their official position to obtain a benefit for themselves or for someone else in some other form.
MISCONDUCT Without prejudice to the geniality of the term misconduct, the followings acts of omissions and commission shall be treated as misconduct:
1. Theft, fraud or dishonesty in connection with the business or property of the company or of property of other person within the premises of the Company.
2. Taking or giving Bribes or any illegal gratification or demanding or offering bribes or illegal gratification.
3. Possession of pecuniary resources or property disproportionate to the known sources of income while the employee or in his behalf by another person which the employee can not satisfactorily account for.
4. Furnishing false information regarding name, age, father’s name, qualifications, experience or previous service or any other matter germane to the employment at the time of the employment or during the course of employment.
5. Acting in a manner prejudicial to the interest of the Company. 6. Willful insubordination or disobedience of any lawful and reasonable order
of his superior. 7. Unauthorized absence from the duty. 8. Habitual late or irregular attendance. 9. Neglect of work or negligence in the performance of the duty including
slowing down of work. 10. Causing damage to work in progress or to any property of the Company. 11. Non-observant of safety precautions or rules or interfering or tempering
with any safety devices in the premises of the Company. 12. Drunkenness or riotous or disorderly or indecent behavior. 13. Gambling within the premises of the establishment. 14. Smoking within the premises or using naked lights where it is prohibited. 15. Sleeping while on duty. 16. Criminal Offence involving moral turpitude. 17. Absence from employees appointing place of work without permission or
sufficient cause. 18. Commission of any act subversive of discipline or of good behaviour. 19. Engaging in any Trade or Business without taking permission of the
Company. 20. Disclosing to any unauthorized person any information in regard to
working or process of the Company. 21. Canvassing in support of the Business or Insurance Agency, Commission
Agency etc. owned or managed by his/her spouse or any member of his family.
22. Spreading rumours or giving false information which tends to bring into disrepute the Company or its employees or spreading panic among them.
23. Leveling malicious or false allegations. 24. Refusal to vacate Co’s Quarter.
25. Refusal to accept a Charge Sheet or Order or any other communication from the Management.
26. Striking work or inciting others to strike work in contravention of the provisions of any law or rules.
27. Sexual harassment to the workingwomen in the Company.
PAST MISCONDUCT:- Action can be taken against any employee in respect of misconduct committed by him in his previous or earlier employment, if such misconduct was of such a nature as has a rational nexus with his present employment and renders himself unfit for continuing in service. NOTE; The above instances are illustrative in nature and not exhaustive. OBLIGATION TO MAINTAIN SECRECY; No employee shall except in accordance with general or special order of the Competent Authority in the performance, in good faith, duties assigned to him, communicate directly or indirectly any official document or any part thereof or information to any other person to whom he is not authorized such documents and information. EVIDENCE BEFORE COMMITTEE OR ANY OTHER AUTHORITY No employee shall except with the previous sanction of the Management give evidence in connection with any enquiry conducted by any person Committee or Authority; -Whereas any sanction has been accorded, no employee giving such evidence shall criticize the policy or any action of the Company. RESTRICTION ON POLICAL ACTIVITIES Following activities of the employees are prohibited;
1. To be an office bearer of an Political Party or an Organisation, which takes part in Politics.
2. To take part in or assist in any manner in any movement/agitation or demonstration of a political nature.
3. To take parting an election to the legislature or any authority. 4. To canvass in any election to any legislature or local authorities.
PARTICIPATION IN DEMONSTRATION No employee of the Company shall engage himself or participate in any demonstration which invoves incitement to an offence.
CONNECTION WITH PRESS RADIO AND TELEVISION
- No employee shall except with the previous sanction of the Management on wholly or in part or conduct or participate in the editing or Management of any Newspaper or periodical newspaper
No employee shall except with the previous sanction of the Management participate in the Radio broadcast or telecast or contribute any article or write any letter either anonymously or in his own name or in the name of any other person to any Newspaper or periodical. Provide that no such sanction shall be required if such broadcast, telecast or such contribution is of purely literally artistic or scientific nature. PRIVATE TRADE OR EMPLOYMENT No employee shall except with the previous sanction of the Management engage himself directly or indirectly in any trade or business or undertake any other employment. Undertaking honorary work of a social or charitable nature or occasional work of a literary artistic or scientific character is not covered under this clause. No employee shall accept any fee or any pecuniary advantage f or any work done by him for public body or any private person without the sanction of the Competent Authority. RESTRICTION ON TOP LEVEL EXECUTIVES OF PUBLIC ENTERPRISES JOINING PRIVATE/COMMERCIAL UNDERTAKINGS AFTER RETIREMENT; No functional director of the Company including the chief Executive of the Company, who has retired from the service of the Company shall accept any appointment or post whether advisory or administrative in any firm, or company whether Indian or foreign, with which the Company has or had business relations Within 2 years from the date of his retirement, without prior approval of the Government. ABSENCE FROM DUTY WITHOUT PERMISSION, ABSENCE FROM STATION OR LATE ATTENDANCE; No employee shall absent himself from duties without obtaining prior permission of the Competent Authority. -No employee shall leave the station without obtaining previous permission of the Competent Authority. -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 CL forfeited for every three days, he is late in a month.
Where such an employee has no casual leave due to him, the period of leave to be so forfeited may be treated as Earned or Extra Ordinary leave as the Competent Authority may determine. CONSUMPTION OF INTOXICATING DRINKS AND DRUGS An employee of the Company shall;
1. Not be under the influence of intoxicating drinks or drugs during the course of his duty and shall also take due care that the performance of his duties at any time is not affected in any way by the influence of such drinks.
2. Refrain from consuming any intoxicating drink or drug in a public place. 3. Not appear in a Public Place in the state of intoxications.
CONVASSING OF NON-OFFICIAL OR OTHER INFLUENCE No employee shall bring or attempt to bring any outside influence to bear upon any superior authority to further his interest in respect of matters pertaining to his service under the Company. GIFTS No employee shall accept or permit any member of his family or any other person acting on his behalf to accept any gift Note : 1.An employee shall avoid acceptance of lavish or frequent hospitality from any individual or firm having official dealings with him. 2.An employee may accept gifts from his near relatives on occasions like weddings anniversaries or religious functions but he shall make report to the Competent Authority if the value of the gift exceeds Rs. 500/- 3. An employee may accept gifts from his personal friends having no officials dealings with him on the occasions as specified in the above paragraph, but he shall make a report to the Competent Authority if the value of any such gift exceeds Rs. 250/-
4. In any other case, an employee of the Company shall not accept or permit any member of ghis family or any other person acting on his behalf to accept any gift without the sanction of the Competent Authority exceeds Rs. 250/-
Provided that when more than one gift has been received from the same person/firm, within a period of 12 months, the matter shall be reported to the Competent Authority, if the aggregate value of the gifts exceeds Rs. 250/- DOWRY No employee of the Company shall give or take or abet the giving or taking of dowry: Or
2. Demand directly or indirectly from the parents/guardians of a bride or bridegroom as the case may be, any dowry.
Moveable/Immovable & Valuable Property: No employee shall, except with the previous knowledge of the Management, acquire or dispose off any immovable property by lease, mortgage, purchase, sale or otherwise in his own name or in the name of any member of his family. No employee shall, except with the previous sanction of the Management, enter into any transaction concerning any immovable or moveable property with a person or a Firm having official dealings with the employee or any subordinate employee. Every employee of the Company shall report to the Management on the prescribed Performa about the transactions made by them in Shares/Securities/Debentures or Mutual Funds etc. in the following cases :-
i) Group A & B employees – If the total transaction exceeds Rs. 50000/- during the calendar year.
ii) Group C & D employees – If the total transaction exceeds Rs. 25,000/- during the calendar year.
For this purpose the definition of moveable property would include;
a) Jewellery, Shares, Securities, Debentures and Insurance Policies, the annual premium of which exceeds Rs. 15000/- and Rs. 10,000/- in case of group A & B and C&D employees respectively.
b) Motor Cars, M/Cycles, Horses or any other means of conveyance.
c) Refrigerators, Televisions etc. NOTE: Transaction entered into by the spouse or any other member of family of the employee for the Company out of his/her own funds ( including
Stridhan, Gifts etc.) as distinct from the funds of the employee himself in his or her own name, would not attract the above provisions. PROPERTY RETURNS: Every employee on his first appointment in the Company shall submit a return of assets and liabilities in such a form as the Company would prescribe giving the particulars regarding :-
a) The immovable property inherited by him or owned or acquired by him or held by him on lease or mortgaged either in his own name or in the name of any member of his family or in the name of any other person.
b) Shares, Debentures and Cash including Bank deposits inherited by
him or similarly owned, acquired or held by him.
c) Other moveable property inherited by him or similarly owned, acquired or held by him if the value of such property exceeds Rs. 15,000/- and Rs. 10,000/- in the case of employees in Group A & B and C & D, respectively.
d) Debts and other liabilities incurred by him directly or indirectly.
Every employee shall also submit a return of immovable property inherited / owned / acquired once in every year in the month of January after his initial appointment ( in the case of workers, such returns are required to be furnished once in two years after their initial appointment). BIAGMOUS MARRIAGES: No employee shall enter into or contract a marriage with a person having a spouse living. Provided that C&MD/MD/ED/CGM/GM, as the case may be, may permit an employee to enter into or contract any such marriages if he is satisfied that such marriage is permissible under the Personal Law applicable to such employee and the other party to the marriage. NFL Employee marrying a person other then that of Indian Nationality, shall forthwith intimate the fact to the Management. CRITICISM OF GOVT. AND THE COMPANY No employee shall in any Radiobroadcast / Telecast or in any document published under his name or in any communication to the Press or in any Public utterances, make any statement;
a) Which has the effect of adverse criticism of any Policy or action of the
Central Government or State Governments or of the Company; or b) Which is capable of embarrassing the relations between the Company
and the Public SUSPENSION: An employee may be placed under Suspension:-
a) Where a disciplinary proceeding against him is contemplated or is pending.
b) Where a case against him in respect of any criminal offence is under investigation or trial.
An employee who is detained in Custody whether on a Criminal Charge or otherwise, for a period exceeding 48 hours, shall be deemed to have been suspended with effect from the date of detention and shall remain under suspension till further orders. REVOCATION: An order of suspension made or deemed to have been made may at any time be revoke by the Authority, which made or is deemed to have made the Order or by any Authority to which that Authority is subordinate. AUTHORITY TO PLACE A PERSON UNDER SUSPENSION: The Appointing Authority or any Authority to which it is subordinate or the Disciplinary Authority or any other Authority empowered in that behalf by the Management by general or special order. SUBSISTANCE ALLOWANCE/OTHER ALLWOANCES TO EMPLOYEES PLACED UNDER SUSPENSION:
- 50 % of the Basic Pay - D.A. as admissible on Subsistence Allowance - Any other Compensatory allowance of which the suspended
employee was in receipt on the day of suspension. Payment of Subsistence Allowance / other allowances is subject to satisfaction of the disciplinary authority to the effect that the employee is not engaged in any other employment or business or profession and that the employee continue to made the expenditure for which allowance was granted.
Where period of suspension exceeds 6 months, the Competent Authority may vary the amount of Subsistence Allowance for any period subsequent to the period of first 6 months as follows: -
1. It may be increased to 75% of Basic Pay if in the opinion of the said Authority; the period of suspension has been prolonged unduly for reasons not directly attributable to the employee.
2. It may be reduced to 25% of Basic if in the opinion of the said Authority, the period of suspension has been prolonged due to the reasons directly attributable to the employee under suspension.
No subsistence allowance / other allowances payable if an employee is arrested by the Police on a Criminal Charge and the Bail is not granted. In case, Bail is granted, and the Competent Authority decides to continue the suspension, the employee shall be entitled to Subsistence allowance/other allowances from the date the Bail is granted.
TREATMENT OF THE PERIOD OF THE SUSPENSION: When the employee under suspension is reinstated, the Competent Authority may grant the following Pay & Allowances for the period of suspension:-
1. If exonerated and not awarded any of the penalties, full pay and allowance less the subsistence already paid to him by treating the period of suspension as on duty.
2. If otherwise, such proportion of Pay & Allowance as the Competent Authority may prescribe. The period of suspension will not be treated as on duty unless the Competent Authority so desires.
FACILITIES AVAILABLE TO THE PERSONS PLACED UNDER SUSPENSION: DISCIPLINE: Following penalties can be imposed on an employee who commits a breach of any rule/rules or who knowingly does anything detrimental to the interest of the Company or in violation of instructions or acts in a manner subversive of discipline or is guilty of any other act of misconduct or mis-demeanour :- Minor Penalties:
a) Censure. b) With-holding of increment(s) of pay with or without cumulative effect. c) With-holding of promotion. d) Recovery from Pay or such other amount as may be due to him of
the whole or part of any pecuniary laws caused to the Company by his negligence or breach of orders.
e) Reduction to a lower stage in the time scale of pay for a period not exceeding three years without cumulative effect.
Major Penalties:
a) Reduction to a lower stage in the time scale of pay for a specified period which further direction as to whether or not employee will earn increments during the period of such reduction and whether on the expiry of such period the reduction will or will not have the effect of postponing the future increments of his pay .
b) Reduction to the lower grade. c) Reduction to the lower post.
d) Removal from service which shall not be disqualification for future employment.
e) Dismissal ( a severest punishment which is a stigma for future employment).
PAY & ALLOWANCES OF AN EMPLOYEE DISMISSED / REMOVED FROM SERVICE: It will cease from the date of his dismissal or removal from the service. WITH-HOLDING OF GRATUITY DURING THE PENDENCY OF DISCIPLINARY PROCEEDINGS: The disciplinary authority may withhold payment of Gratuity for ordering recovery from the Gratuity of the whole or part of any pecuniary loss caused to the Company if the employee is found of guilty of the offences/misconduct in disciplinary or judicial proceedings. COMMON PROCEEDINGS: Where two or more employees are concerned in any case, the Competent Authority may make an order directing common disciplinary proceedings against all such employees specifying the authority, which may function as per disciplinary authority for the purpose of such common proceedings. SPECIAL PROCEDURE IN CERTAIN CASES: Disciplinary Authority may impose any of the penalties specified above on an employee in any of the following circumstances: -
1. Employee has been convicted on a Criminal Charge. 2. Where the disciplinary authority is satisfied that for reasons to
be recorded by it in writing that it is not reasonably practicable to hold an enquiry in the manner provided in the CDA Rules.
3. Where the Board is satisfied that in the interest of the security of the Company it is not expedient to hold enquiry in the manner provided in these rules.
DISCIPLINARY PROVISIONS FOR RETIRING / RETIRED EMPLOYEES: In case an employee is due to retire and disciplinary proceedings are initiated against him, the same shall continue after his retirement as well.
APPEALS:
1. An Appeal against the Order of Suspension or punishment shall be preferred within one month of the date of the Order appealed against.
2. Submission of an Appeal to an Authority other than the Authority to which the appeal lies or forwarding of Advance Copies to any Authority shall be deemed to be misconduct.
Provided that where an appellant does not get any reply within 15 days of the submission of the appeal, he may send a copy of Appeal direct to the next higher authority explaining the circumstances necessitating his so doing and sending a copy thereof to the authority to whom the appeal was originally submitted.
CONSIDERATION OF APPEAL: The Appellate Authority shall consider whether the findings are justified or whether the penalty is excessive or inadequate and pass appropriate orders. The Appellate Authority may pass Order confirming, enhancing, reducing or setting aside the penalty or remitting the case to authority which impose the penalty or to any other authority with such direction as it may deem fit in the circumstances of the case. Provided that if the enhanced penalty which the Appellate Authority proposes to impose is a major penalty and an enquiry has not already been held in the case, the Appellate Authority shall direct that such an enquiry be held in accordance with the provisions of CDA Rules and thereafter consider the record of the enquiry and pass such orders as it may deemed proper. If the Appellate Authority decides to enhance the punishment but an enquiry has already been held the Appellate Authority shall give a Show Cause Notice to the employee as to why enhance penalty should not be imposed upon him. The Appellate Authority shall pass final order after taking into account the representation if any submit by the employee. REVIEW: The Board may call for the record of any case within 6 months of the date of the final order and after reviewing the case, pass such orders thereon as it may deed fit.
SCHDULE INDICATING THE SCALES OF PAY OF VARIOUS CATEGORIES OF EMPLOYEES, APPOINTING AUTHORITY, DISCIPLINARY AUTHORITY / COMPETENT AUTHORITY & APPELLATE AUTHORITY
Post carrying the scales of pay, Designation & Grade
Appointing /Disciplinary/Competent Authority
Appellate Authority
Sl. No.
Pay Scales
Designation Grade
1. 23750-600-28550
ED E-9
20500-500-26500
CGM/GM E-8
Disciplinary Committee* comprising of members of the Board (to be constituted by the Board of Directors) *The Committee should normally comprise of 5 Members of the Board, out of which at least 3 should be Independent Directors.
2. 18500-450-23900
DGM E-7 Disciplinary Committee* comprising of members of the Board (to be constituted by the Board of Directors)
Board of Directors, excluding Directors, Members of Disciplinary Committee
3. 17500-400-22300
Chief Mgr. E-6
4. 16000-400-20800
Sr. Manager E-5
5. 14500-350-18700
Manager E-4
6. 13000-350-18250
Dy. Manager
E-3
Minor/Major punishment (including discharge/dismissal)
C&MD Board of Directors excluding C&MD
7. 10750-300-17350
Specialist E-2a
7a 10750-300-16750
Asstt. Mgr E-2
8 8600-250-14600
P.O. E-1
9 6550-200-11350
Executive E-0
i. ii.
Major punishment of Discharge dismissal. Minor/Major punishment excluding discharge/dismissal
C&MD Functional/Unit Head
Board of Directors excluding C&MD C&MD
i.
Major punishment of Discharge dismissal.
Unit Head for Unis and Functional Head for C.O./Mktg.
C&MD
ii.
Minor/Major punishment excluding discharge/dismissal
10. W-0 to W-11 of workmen Category
Sr. Tech.SG-I/SG-II & equivalens
W-10 & W-11
iii)
Minor punishment
Sr.Tech & Equivalents
W-9 i) Major punishment of Discharge dismissal
Unit Head for Unis and Functional Head for C.O./Mktg.
C&MD
ii) Major punishment Excluding discharge/dismissal
CGM Functional/Unit Head
iii) Minor Punishment GM Functional/Unit Head
i)
Major punishment of Discharge dismissal.
Unit Head for Units and Functional Head for CO/Mktg.
C&MD
Majdoor to Spl. Gr.Tech. & equivalents
W-0 to W-8
ii)
Major punishment excluding discharge/ Dismissal
G.M.
Functional/Unit Head
iii) Minor Punishment DGM/Chief Manager(HOD)
GM
Scale of ED(E-9) has been introduced w.e.f. 10.12.2002 vide notification dt. 23.12.2002. Note:
i) The above schedule be read along with the delegation of powers to the concerned authority.
ii) Officers working as Head of the Unit at the level of ED/CGM/GM will exercise powers at par with Unit Head.
iii) The Disciplinary/Appellate Authority will exercise these guidelines for the employees working under their administrative control.
FORM ‘F’ (To be filled in duplicate)
NATIONAL FERTILIZERS LMITED
Proforma for giving information regarding transaction for acquisition /disposal of immovable/movable property under the provisions of the NFL Employees (Conduct, Discipline & Appeal) Rules.
1.
a) Name in full
b) Designati
on
c) Code and Employee Number
d) Date of joining N.F.L
E) Departme
nt
f) Place of
posting
g) Present
Pay
h) Scale of
pay
2.
a)
Date of Transaction
b) Kind of transaction (Purchase, sale, gift, mortgage, registration, initial
booking etc).
Sale c) Whether in own name or in the name of family member (give name and
relationship)
3.
Immovable property transaction
a)
Full detail of property
i) House/Plot/Flat/Scheme (in case of booking)
ii) Whether agricultural/residential/commercial
b) In case of disposal of immovable property i) Whether it was shown in the property return, if not, state reasons therefor
ii) Whether an intimation was given at the time of acquisition if so, give particulars, if not, state reasons thereof
4 Movable property transactions a
) Whether jewellery, insurance policy, loans, shares, debentures, securities etc.
-------------------------------------- b) Make machine No. Model etc of vehicles, Refrigerators, Radiograms etc
------------------------------------------
5.
Other transaction a
) Foreign visits by self / family members (give details)
------------------------------------------ b) Admission of dependent children in professional institutions within country or abroad on payment seat/NRI seat (give details)
------------------------------------ c
) Any other transaction beyond the prescribed limit (give details)
------------------------------------------
6.
a)
Full name, occupation and address of the party with whom the transaction has been/is to be made.
b) Is the party related to the applicant, if so, state the relationship
c)
Did the applicant have any dealings with the party at any time, or is the applicant likely to have any dealings with him in the near future
d) Was/Is the transaction made/proposed to be made through a regular or reputed
dealer. If so, full name and address of the dealer.
7.
a)
Total amount involved in the transaction
b) Source of finance (in case of acquisition)
c
) Own savings
d) Other sources (with details)
e
) Was intimation given to the appropriate authorities under the rules of taking loans/accepting/gift from relations/friends for selling conveyance purchased from company advance, etc
Remarks, if any
I. I am submitting this for grant of prior sanction to acquire/dispose off the property under rule 20(2) of NFL employee’s (Conduct, Discipline & Appeal) Rules.
II. I am submitting this for prior intimation under Rule 20(I) of NFL Employees’ (Conduct, Discipline & Appeal) Rules.
III. I am submitting this for information under Rule 20 of NFL Employees’ (Conduct, Discipline & Appeal) Rules. ( To be submitted within a period of 30 days of transaction).
Employees Signature with date Name:
Controlling Officer’s signature Name: Forwarded to Personnel Department
Strikeout whichever is not applicable NOTE: Rule 20:
I. Prior intimation is required regarding acquisition or disposal of any immovable property by lease, purchase, mortgage, sale, gifts, etc.
II. Prior sanction is required in respect of any transaction (movable or immovable) with a person or a firm having official dealing with the employee or any subordinate.
Every transaction concerning movable property beyond prescribed limit (Rs.10,000/ for group A&B employees and Rs.5000/- for group C&D employees) must be reported within 30 days of each transaction.
For
m-P
rope
rty
Ret
urn
FOR
M-1
N
AT
ION
AL
FE
RTI
LIZE
RS
LIM
ITE
D: P
AN
IPA
T U
NIT
A
NN
UA
L S
TA
TEM
EN
T O
F IM
MO
VA
BLE
PR
OP
ER
TY
(e
.g. L
AN
DS
, HO
US
ES
, SH
OP
S, O
THE
R B
UIL
DIN
G e
tc.)
As
on 1
st J
anua
ry
S
.No.
D
etai
ls/D
escr
ipti
on o
f pro
perty
la
nd, h
ouse
, sh
op e
tc.
Pre
cise
loca
tion
(Nam
e of
Dis
tt.,
Div
isio
n, T
aluk
a &
V
illag
e in
whi
ch th
e pr
oper
ty is
situ
ated
an
d al
so it
s di
stin
ctiv
e nu
mbe
r etc
.
Are
a of
land
in
cas
e of
la
nd a
nd
build
ing
Nat
ure
of
land
R
esid
entia
l/co
mm
erci
al/
Agr
icul
ture
Ext
ent o
f in
tere
st
in th
e pr
oper
ty
If no
t in
own
nam
e, s
tate
in
who
se n
ame
held
and
his
/her
re
latio
nshi
p. If
an
y to
the
empl
oyee
Dat
e of
ac
quis
itio
n
How
& w
hen
acqu
ired
Pur
chas
e, g
ift,
leas
e in
herit
ance
, et
c.
Val
ue o
f the
pr
oper
ty a
t th
e tim
e of
ac
quis
ition
Par
ticul
ars
of
sanc
tion,
if
appl
icab
le,
Form
‘F’
subm
itted
or
not.
Tota
l an
nual
in
com
e fro
m th
e pr
oper
ty
Rem
arks
1.
Fo
rwar
ded
to P
erso
nnel
Dep
artm
ent
Em
ploy
ee’s
sig
natu
re w
ith d
ate
Nam
e C
ontr
ollin
g O
ffic
er’s
sig
natu
re
Nam
e
Cod
e/E
mpl
oyee
No
Des
igna
tion
D
ate
Dat
e of
join
ing
B
asic
Pay
N
ote:
1.
Th
is fo
rm is
requ
ired
to b
e su
bmitt
ed a
nnua
lly in
Jan
uary
giv
ing
deta
ils o
f pro
perty
hel
d as
on
31st D
ecem
ber o
f pre
cedi
ng y
ear.
2.
For p
urpo
se o
f col
umn
8, th
e te
rm ‘l
ease
’ wou
ld m
ean
a le
ase
of im
mov
able
pro
perty
from
yea
r to
year
or f
or a
ny te
rm e
xcee
ding
one
yea
r of r
eser
ve y
early
rent
. Whe
re, h
owev
er, t
he le
ase
of
imm
ovab
le p
rope
rty is
obt
aine
d fro
m a
per
son
havi
ng o
ffici
al d
ealin
gs w
ith th
e em
ploy
ee, s
uch
a le
ase
shou
ld b
e sh
own
in th
is c
olum
n irr
espe
ctiv
e of
the
term
of t
he le
ase,
whe
ther
it is
sho
rt te
rm o
r lon
g te
rm a
nd th
e pe
riodi
city
of t
he p
aym
ent o
f ren
t. If
the
acqu
isiti
on is
by
Pur
chas
e, M
ortg
age,
leas
e, in
herit
ance
, gift
or o
ther
wis
e na
me
with
det
ails
of p
erso
n/pe
rson
s fro
m w
hom
acq
uire
d, a
ddre
ss a
nd
conn
ectio
n, if
any
, with
the
pers
on/p
erso
ns c
once
rned
are
als
o to
be
give
n in
the
colu
mn.
Form-Property Return
3. In column 9 should be shown: (a) where the property has been acquired purchased, mortgage or lease, the price of premium paid or such acquisition (b) where it has been acquired by lease, the total annual rent there of also; and (c) whether the acquisition, gift or exchange, the approximate value of property so acquired.
For
m-P
rope
rty
Ret
urn
Form-Property Return
Form No. 2 NATIONAL FERTILIZERS LIMITED
PANIPAT UNIT
STATEMENT SHOWING DETAILS OF ASSETS (OTHER THAN IMMOVABLE PROPERTY) & LIABILITIES[ON FIRST APPOINTMENT AND ALSO ON 1ST JANUARY OF EACH CALENDER YEAR]
As on 1st January
NAME ______________________________
EMPLOYEE NO. _____________________________
DESIGNATION _____________________________
DATE OF JOINING THE COMPANY _____________________________
ASSETS LIABILITIES A. Liquid Assets & Investments (including deposits & LIC Policies)
1.Liabilities to the Bank/Financial Institution 2. Liabilities to friends & relatives 3. Other liabilities, if any
Description Amount/ Original Price
Held in the name of & relationship
How acquired
Annual income derived
1 2 3 4 5
B. Movable Properties 1 2 3 4 5
N.B. Additional Sheets may be attached where necessary. Employee’s Signature With date
Forwarded to Personnel Department
Signature of Controlling Officer:____________________________
Name: _________________________________________________
Date: __________________________________________________Note:
1. In case of Share, securities, debentures etc. face value and approximate market value as on the date statement may be mentioned.
2. In the case of Life Insurance Policies the date of maturity may also be stated. 3. Under B information may be given regarding items like (a) gold/gold ornaments: approximate
weight only be stated. (b) Silver including ornaments etc.(approximate weight) (c) Other precious metals, items of jewellery, precious stones forming part of jewellery etc. Approximate value to be stated(I) Car (ii) Scooters/Moter Cycles (iii) Refrigerator/Air Conditioners/Radio/Radiogram/Television sets and any other articles the value of which individually is more than Rs.15,000/- for employees working in Group A&B and Rs.10,000/- in respect of employees in Group C&D.
Form-Property Return
4. In column 4, may be indicated whether the property was acquired by purchase gift, or otherwise. 5. Under liabilities, brief details should be given.
Form-Property Return
Form-Property Return
FORM NO.3 NATIONAL FERTILIZERS LIMITED
PANIPAT UNIT
STATEMENT OF ASSETS & LIABILITIES
DETAILED STATEMENT IN RESPECT OF SHARES/DEBENTURES PURCHASED UNDER PROMOTERS/EMPLOYEES QUOTA AS ON 1ST JANUARY OF EACH CALENDER YEAR IN OFFICERS OWN NAME AND ALSO THOSE HELD IN THE NAMES OF SPOUSE AND DEPENDENT CHILDREN.
As on 1st January
NAME
DESIGNATION
ORGANISATION
DATE OF JOINING THE COMPANY
BASIC SALARY
EMPLOYEE NO.
S.No.
Nam of the Company
No. of shares
Face Value
Cost of acquisition
Whether promoters/Employees Quota
How acquired
A. Self B. Spouse & Dependent Children
(2) Any addition/deletions to this statement as on 1st January 2005. and the profit/loss incurred by me are given below. Employee’s Signature With date
Forwarded to Personnel Department Signature of Controlling Officer:____________________________ Name: _________________________________________________ Date: __________________________________________________
Form-Property Return
ANNEXURE (To be submitted along with the Assets & Liabilities Statement as on 1st January of every year)
Form for giving information where total transactions in shares, securities debentures and investment in mutual fund schemes etc. exceed Rs.50,000/- in case of employees in Group A&B and Rs.25,000/- in case of employees in Group C&D during the calendar year as on 1st January, 2005.
1. Name & Designation
2. (I) Scale of pay & present pay
(II) Employee No.
3. Details of each transaction made in shares, securities, debentures, mutual funds scheme etc. during the calendar year
4. Particulars of the party/firm with whom transaction is made
(a) Is party related to you?
(b) Did you have dealings with the party in your official capacity at any time or is the Applicant likely to have any dealings with you in the near future?
5. Source or sources from which financial?
(a) Personal savings
(b) Other sources giving details.
6. Any other relevant fact which you may like to mention.
Deceleration:
I hereby declare that the particulars given above are true.
Place: Signature:
Date: Designation:
Form-Property Return
Form-Property Return
