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Service Rules for Employees of IFFCO
SERVICE RULES FOR EMPLOYEES OF IFFCO
1.0 EXTENT OF APPLICABILITY
1.1 These Service Rules will be applicable to all employees of IFFCO. Employees
coming within the purview of Industrial Employment (Standing Orders)
Act, 1946, will be covered only by that Act, in respect of matters provided in
that Act, and in respect of other matters, they will be covered by these Rules.
1.2 In the case of persons appointed without remuneration of any kind, or on

honoraria, or on a part-time basis, or on daily wages or on contract, and in the
case of persons whose services are borrowed from the Government or other
organisations on specific terms and conditions, the terms and conditions of
service shall be such as are agreed upon between IFFCO and the employee
in question or the Government or other organisation from which his services
are borrowed; and in such cases the applicability of these rules shall be subject
to such special terms and conditions.
2.0 PROBATION
2.1 All persons appointed to posts under IFFCO shall be on probation for a period
of six months from the date of such appointments. The period of probation
may be further extended by a period of three months at a time subject to the
condition that total period of such extensions will not exceed one year.
2.2 At any time during the period of probation (including extensions thereof, if
any), or at the end of such periods, if in the opinion of IFFCO, an employee’s
work or conduct has not been satisfactory, his services may be terminated
without notice and without assigning any reason, provided that if he had been
in IFFCO’s employment immediately prior to the appointment in question, he
may be reverted to such earlier post or a post equivalent thereto without
notice and without assigning any reason.
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2.3 On the completion of the period of probation including extensions thereof, if

any, the appointment shall be reviewed, and if IFFCO is so satisfied a
communication shall be issued to the employee to the effect that the period of
probation has been satisfactorily completed.
2.4. Until a letter of confirmation has been issued by the Management on

satisfactory completion of initial or subsequently extended probationary period
it will be presumed that the probationary period has been extended.
2.5. Notwithstanding the effective date of promotion, an employee shall be on

probation for a period of six months, with effect from the date of promotion
order.
3.0 POSTINGS AND TRANSFERS
Regardless of the post to which an employee is initially appointed and the

station where he is posted, IFFCO reserves the right to transfer him from one post to
another equivalent post and from one station to another, anywhere in India or abroad,
including transfer to new establishments that might be started in future.
4.0 FORWARDING OF APPLICATIONS FOR JOBS OUTSIDE IFFCO
If any employee wishes to apply to a post outside IFFCO, he should do so

through proper channel. Employees not doing so will be liable to disciplinary action.
5.0 PAYMENT OF SALARIES
5.1 Salaries are payable on the last but one working day of every month.
5.2 The award of increments in accordance with the pay scales will be related to
an annual review of the employee’s development and performance.
5.3 The increments awarded as a result of the aforesaid review shall become
effective on :
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(a) January 1 for all those appointed on any date between January 1 and
June 30; and,
(b) July 1 for all those appointed on any date between July 1 and
December 31.
(c) Date of increment of an employee, arrived at on his joining IFFCO

shall remain unchanged throughout his career in IFFCO,
notwithstanding his promotion on any date in future, unless otherwise
specifically ordered by the Management to take care of the anomalies
in pay fixation and Leave without pay/absence from duty.
(d) If an employee remains absent from duty on account of Leave without

pay, unauthorised absence, the date of award of next annual increment
shall be postponed by the corresponding period for which he remained
on Leave Without Pay/absent .
(e) On appointment and promotion, the annual increment will be awarded

to an employee only after confirmation in the services/grade and it will
be deferred by the period of extension(s) of the probation.
5.4 A permanent employee may be allowed to draw an advance upto one month’s
salary (Basic + Dearness Allowance) last drawn, once in a year, free of interest.
The advance shall be recoverable in not more than 10 equal monthly
instalments commencing from the salary of the following month. No further
advance shall be granted unless the earlier advance is fully repaid.
6.0 ALLOWANCES
Dearness, House Rent and other allowances shall be as decided by IFFCO’s

Board from time to time.
6.1 DEARNESS ALLOWANCE
Payment of Dearness Allowance will be regulated as per rates and rules notified
from time to time.
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6.2 HOUSE RENT ALLOWANCE
6.2.1. Payment of House Rent Allowance will be regulated as per the rates and
rules as notified from time to time.
6.2.2. Where an employee’s spouse is employed elsewhere and the spouse is

provided with residential accommodation by his/her employer, the IFFCO
employee staying with the spouse will not be entitled to House Rent Allowance
from IFFCO.
For drawing HRA from IFFCO, an employee will have to furnish an undertaking
that his/her spouse has not been provided with accommodation by his/her
employer.
It will be the responsibility of the employee to intimate IFFCO on the first

available opportunity that his/her spouse has been provided with residential
accommodation by his/her employer. Failure to disclose will constitute
misconduct under IFFCO Service Rules.
6.2.3. Where both husband and wife are employed in IFFCO and one of them has
been provided with residential accommodation or leased accommodation, the
other spouse will not be entitled to House Rent Allowance.
6.2.4. Where both husband and wife are employed in IFFCO but none of them has
been provided with residential accommodation, only one of them will be entitled
to House Rent Allowance at full rate and the other will be allowed HRA at half
the rate, at their option. It will be the responsibility of the employee concerned
to intimate IFFCO immediately on employment of his/her spouse by IFFCO,
and to exercise a joint option by husband and wife as to who will draw House
Rent Allowance at full rate and who will draw at half the rate. However, both
will get full HRA if they are not posted at the same location.
6.2.5. IFFCO employee will not be entitled to HRA, if
i) he/she shares the IFFCO accommodation provided to another IFFCO

employee.
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ii) he/she resides in accommodation provided to his / her parents / son /

daughter by IFFCO, Government or Quasi-Government, Autonomous
body, Public Sector Undertaking, Cooperative society or other
determinable sources. (to be declared by the employee).
6.3 CITY COMPENSATORY ALLOWANCE
Payment of City Compensatory Allowance (CCA) discontinued w.e.f.

1st April, 2009.
7.0 LEAVE
Leave cannot be claimed as a matter of right but may be sanctioned, refused,

curtailed, revoked, or postponed according to the exigencies of work.
7.1.1 Casual Leave will be admissible to the extent of 14 days in a year. Casual
Leave cannot be combined with any other form of leave and any unutilised
balance will lapse at the end of the year.
7.1.2 IFFCO may, at its discretion, grant Special Casual Leave to its employees for
purpose of sterilization operation and for participation in International sporting
events, and cultural activities of All India or Inter-State character.
7.2.1 An employee will be eligible for Earned Leave on full pay to the extent of 33
working days in a year on pro-rata basis at the rate of one day leave for every
eleven days of service. For the purpose of calculation of Earned Leave due,
the period of unauthorized absence and period of Leave Without Pay shall
be excluded. Sundays, holidays and off-days falling before, during and after
the Earned Leave will not be counted as part of the leave provided prior
permission is taken for these days falling before and after the Earned Leave.
7.2.2 The Earned Leave entitlement can be carried forward and accumulated to
the extent of 300 days. Any Earned Leave accruing beyond 300 days will
automatically lapse.
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7.2.3 An employee may encash Earned Leave [balance to his credit] twice in a
calendar year to the extent of 60% of Earned Leave at his credit. A minimum
balance of 15 days is to be maintained in Earned Leave account, whenever
Earned Leave is encashed.
7.3 An employee will be eligible for Sick Leave upto either 20 days in a year on
half pay or 10 days in a year on full pay for every completed year of service,
on production of Certificate from an Authorised Medical Attendant. Sick Leave
for less than three days can be granted based on the prescription of Authorised
Medical Attendant advising rest without production of fitness certificate. For
three days and more fitness certificate from Authorised Medical Attendant is
to be submitted. Amount of Sick Leave shall be reduced on pro-rata basis for
any period of unauthorised absence or ‘Leave Without Pay’. Sundays, holidays
and off days falling before, during and after the leave shall not be counted as
part of the Sick Leave.
7.4 Accumulation of Sick Leave will be permitted without limit. The total duration
of Earned Leave and commuted Sick Leave taken in conjunction shall not
exceed 240 days, at a time.
7.4.1 Sick Leave will be encashable at the time of Superannuation, Voluntary

Retirement, Resignation and Death. The salary components for calculating
the amount of encashment of Sick Leave will be the same as in the case of
encashment of Earned Leave. The facility of encashment of Sick Leave will
not be available in case of termination of service, consequent upon any
disciplinary action, loss of lien etc. The encashment of Earned Leave and
Sick Leave put together will not exceed 300 days on full pay, of which, the
Sick Leave component will not exceed 120 days on full pay.
7.5 Any employee who has proceeded on leave on grounds of sickness will be
allowed to return to duty only on production of a certificate of fitness from an
Authorised Medical Attendant.
7.6.1. Employees who are covered by any law regarding Maternity Leave, would be
granted Maternity Leave as per provisions of such law. Those not covered by
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any law regarding maternity leave will be granted maternity leave as per clauses
7.6.2, 7.6.3 and 7.6.4 below:-
7.6.2 Maternity leave may be granted to those women employees who are not
covered by any law on maternity leave for periods which may extend upto 90
days (inclusive of holidays) without any restriction of any duration of leave
during pre-natal and post-natal periods.
7.6.3 Maternity Leave may be combined with leave of any other kind, except Casual
Leave, but any leave applied for in continuation of Maternity Leave may be
granted only if the application is supported by a medical certificate from an
Authorised Medical Attendant.
7.6.4 Maternity Leave for a period not exceeding 45 days (inclusive of holidays)
may also be granted in cases of miscarriage or termination of pregnancy
subject to the condition that the application for such leave is supported by a
Medical Certificate from an Authorised Medical Attendant.
7.7 Leave Salary/Allowances
7.7.1 During the period of Earned Leave, Casual Leave, Sick Leave on full pay and
Maternity Leave, an employee shall be entitled for pay and allowances at the
rates at which he would have drawn the same if he had not proceeded on
leave.
7.7.2 For the purpose of Leave on Half Pay, an employee shall be entitled to pay
and allowances (inclusive of intervening Sundays/Holidays) at the following
rates:
i) Half of Basic Pay which he would have drawn, had he not proceeded
on leave.
ii) Half of Dearness Allowance which he would have drawn had he not
proceeded on leave.
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iii) Half the rate of Personal Allowance as admissible to the

individual employee, if any, under specific agreement or orders.
iv) House Rent Allowance, if any as admissible to the individual on Basic

Pay, which he would have drawn, had he not proceeded on leave.
(Note - For payment of leave salary/allowances, intervening holidays and

Sundays shall be counted).
7.7.3 For encashment of Earned Leave, an employee shall be paid Basic Pay,
Dearness Allowance and Personal Allowance (if any), drawn by the employee
on the day immediately preceding the date when encashment is claimed, or,
where encashment of Earned Leave is permissible on cessation of
employment, on the day preceding the day of such cessation of employment.
7.7.4 During Leave Without Pay, an employee shall not be paid any pay, or allowance
(including of intervening Sundays/holidays) except House Rent Allowance (to
be regulated as per rules governing admissibility of such allowances); those
employee who are allotted IFFCO houses will also continue to pay rent/licence
fee at usual rates.
7.8 IFFCO may, at its discretion, and on an employee’s request, grant leave without
pay in those cases in which it is not feasible, for any reason, to sanction leave
of any other kind.
7.9 For the purpose of this Rule, ‘Authorised Medical Attendant’ means any
Registered Medical Practitioner, nominated, or approved or recognised by
IFFCO.
7.10 Entitlement of Sick Leave and/or Maternity Leave will be withdrawn on

introduction of E S I S, or any other Health or Sickness Insurance Scheme
and also in cases where an employee may become entitled to such type of
leave under any other law.
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7.11 An employee proceeding on Earned Leave will not be allowed to convert it

into sick leave for the period of earned leave originally sanctioned or
subsequently extended. However, after expiry of the Earned Leave, already
sanctioned, Sick Leave can be granted subject to production of Medical
Certificate.
7.12 HOLIDAYS
The list of festivals/closed holidays not exceeding 14 days in a calendar year

shall be notified by the management in the beginning of the year or at any time
thereafter, if necessary.
8.0 LEAVE TRAVEL ASSISTANCE (LTA)
LTA shall be limited to certain percentage of basic pay of an employee, to be

based on such Rules and Regulations as notified from time to time, with the
approval of the Managing Director.
First Leave Travel Assistance would be available after completion of one year’s
service.
9.0 RETIREMENT POLICY
9.1 Retirement or Superannuation shall be at the age of 60 years. The employee

will retire from the service on the last working day of the month in which his/
her date of retirement actually falls.
9.2 IFFCO may, at its discretion, retire a person after yearly review of his medical
fitness, performance, conduct, absence/leave without pay after a total service
of 30 years or after attaining the age of 57 years on three month’s notice or
payment of basic pay plus DA in lieu of notice period. An employee may also
voluntarily opt for retirement after a total service of 30 years or after attaining
the age of 57 years on three month’s notice or payment of basic pay plus DA
in lieu of notice period.
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10.0 RESIDENTIAL ACCOMMODATION
IFFCO may, at its discretion, make available such residential accommodation

to its employees as it considers appropriate and on such rates of monthly rent and
other charges as it consider reasonable.
11.0 TERMINAL BENEFIT
All permanent employees of IFFCO, irrespective of their wages shall be entitled

to gratuity, for an amount not exceeding 20 months salary, calculated at the rate of 15
days salary for each completed year of service, by adopting other provisions of
Payment of Gratuity Act, 1972.
12.0 PROVIDENT FUND
IFFCO has its own Board of Trustees for the administration of Employees
Provident Fund as per EPF and Misc. Provisions Act, 1952, and Provident Fund
Benefits shall be as per IFFCO Employees Provident Fund Rules.
13.0 MEDICAL BENEFITS
13.1 IFFCO may at its discretion, frame a health insurance scheme or other medical
benefits scheme with such rules, regulations or instructions as it may consider
appropriate and the employees shall abide by all such rules, regulations or
instructions.
13.2.1 An employee shall, in respect of any ailment, disease, injury or disability,

befalling him or any dependent member of his family be eligible for
reimbursement of medical expenses, subject to such limits as may be notified
by the Management from time to time.
i) Fees paid by him to an Authorised Medical Attendant for consultation

whether at his clinic or at the employee’s residence;
ii) Fees paid for injections, dressings or minor surgery;
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iii) The cost of such medicines of pharmaceuticals other than dietary or

elegant preparations as are certified by the Authorised Medical Attendant
to be essential for the treatment [of the employee or a dependent member
of his family]; and
iv) The fees paid for such pathological, bacteriological, radiological or other
examination as are certified to be essential by the Authorised Medical
Attendant.
13.2.2 The reimbursement of medical expenses to an employee as laid down in sub-

rule 13.2.1 shall not exceed the annual ceiling of medical assistance for routine
medical treatement as under :
Number of family Ceiling for routine

(including the employee himself) medical treatment (per annum)
For 2 family members Rs.3750/-

For 3 family members & above Rs.7500/-
13.3 The above limit is exclusive of consultation with specialists and treatment as
in-patient in a hospital which are dealt with in sub-rule 13.5. IFFCO may at its
discretion relax this limit in exceptional cases, if such relaxation appears
necessary as a result of special or prolonged treatment or frequent or persistent
ailments.
13.4 The above entitlement of routine medical treatment will only be at half the
rates for those who live in the colony and take medicines/treatment from the
hospital/dispensary in the township.
13.5 Consultation with specialists and treatment as in-patient in a hospital will be

arranged for by IFFCO at a hospital or hospitals to be designated for the
purpose.
13.6 The year for the purpose of annual monetary ceiling shall be reckoned from
1st April to 31st March.
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13.7 IFFCO may at its discretion
i) Authorise the grant of travelling allowance to any employee for enabling

him to consult a specialist at any place other than in which the employee
is stationed.
ii) In case of emergency, authorise the reimbursement of travel cost to an

Authorised Medical Attendant or specialist for enabling him to undertake
a journey to any place where an employee has fallen ill and from which
he is unable to move.
13.8 Deleted
13.9 For new entrants, the entitlement will be worked out on pro-rata basis for the
rest of the year.
13.10 MEDICAL REIMBURSEMENT
13.10.1 Employees are reimbursed the medical expenses not exceeding the amount
stated in para 13.2.2 above, this limit being exclusive of consultation with
specialists and treatment as in-patient in a hospital which are dealt with in
para 13.2.1.
13.10.2 Cost of X-ray and pathological examination will be reimbursed at actuals in

addition to the above ceiling of routine medical treatment.
13.10.3 Reasonable cost of treatment as an indoor patient in recognised/notified

hospital/nursing home will be reimbursed in full. Expenses on account of
specialist treatment and long term treatment will also be reimbursed at actuals.
13.10.4 IFFCO shall have the right to form a panel of doctors both for routine treatment
and for specialist treatment.
13.11 deleted
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13.11.1deleted
13.11.2 deleted
13.11.3 deleted
13.11.4 deleted
13.11.5 deleted
13.11.6 The employees living in and around IFFCO townships will necessarily have
to utilise the facilities of X-rays and pathological examinations and other
medical facilities available in IFFCO townships/establishments.
13.12.1 For the purpose of this Rule, ‘Authorised Medical Attendant’ means any
registered medical practitioner, nominated or recognised by IFFCO, and
‘member of the family’ means the wife or husband (as the case may be) of
the employee, and the children and/or parents of the employee where the
children and/or parents are completely dependent on such employee.
13.12.2 The criteria for considering the dependents of a family member on the
employee will be as determined and notified by the Management from time
to time.
13.12.3 The Management will be free to restrict reimbursement for specialised

treatments of dependents to the extent considered appropriate, at its sole
discretion.
14.0 DOMESTIC TRAVELLING ALLOWANCE RULES
14.1 Traveling and Cash Allowance shall not be a source of profit to the employees.
14.1.1 Employees should plan their journeys in advance so that there is

generally no necessity to deviate from the normal rules.
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Explanation: These rules will not apply to the persons engaged/employed in

the category of sportsman or by virtue of their being sportsman, or under
sports quota, as a preferential category and also to those who are required to
travel as a part of any sports team/cultural team; such persons will be governed
by such special rules and regulations as may be issued from time to time.
14.2 Sanction for Travel
Every employee proceeding on tour shall get his tour programme approved
by his Controlling Officer before proceeding on tour. Executives in grade ‘C’
and above may draw-up their own tour programme but shall submit the same
in advance to the Managing Director and/or to the respective Functional
Director/Executive Director.
14.3 Class and Mode of Travel
14.3.1 All employees, while on tour, shall be entitled to travel by the mode or class
as provided in Schedule-I, and shall be reimbursed the actual air fare/rail
fare/bus fare, including surcharge/reservation and sleeper charges, by the
shortest route.
14.3.2 If an employee travels by a class lower than his entitlement, he will be

reimbursed only the actual expenses incurred by him. If he travels by a class
higher than his entitlement, the reimbursement of cost of travel will be limited
to his entitlement.
14.3.3 In emergent, special circumstances and in the exigencies of work, the

Controlling Officer may, for specific and justifiable reasons, permit an employee
to travel by a mode/class other than that to which he is ordinarily entitled to as
laid down in Schedule - 1, provided that no officer other than Managing Director
is authorised to permit relaxation for travel by 1st AC Rail and Executive Class
by Air.
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14.3.4 The employee shall travel by the shortest and most usual route. The shortest
route is that by which the traveller can most speedily reach his destination by
the ordinary modes of traveling. In case of doubt the matter may be referred
to ED(HR)/Director(HR) who will decide which shall be regarded as the shortest
of two or more routes.
14.3.5 Employees deputed for seminars etc. should travel by the entitled mode/class
only as no special exigencies are involved and journeys can be planned in
advance.
14.3.6 Where more than one person is deputed for the same job and they are required
to be together, they should combine their road travels so as to engage only
one conveyance.
14.4 Cash Allowance & Lodging Charges
14.4.1 For the purpose of Cash Allowance and Lodging Charges, the employees
have been classified into various categories as given in Schedule - 2.
14.4.2 Cash Allowance and Lodging charges will be subject to revision from time to
time, as determined by the Management.
14.4.3 Cash Allowance is to be calculated for the period of absence of an employee

from the Headquarters. For working out the time of departure/arrival of an
employee from/to the Headquarters, the scheduled time or the actual time of
departure/arrival respectively, whichever is later, of bus/train/flight, shall be
taken into account. The duration of time spent in travel between the actual
place of residence/office and the place of boarding the train/bus/flight shall
be ignored for the purpose of cash allowance. Cash allowance will be
calculated on the basis of a calendar day beginning and ending at midnight.
14.4.4 If an employee proceeds on official tour does not return to the Headquarters
on the same day, Cash Allowance for the broken period will be calculated on
the following rates:
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Upto 6 hours 25%
More than 6 hours & upto 12 hours 50%
More than 12 hours 100%
If an employee proceeds on official tour and returns to the Headquarters on

the same day, Cash Allowance for the broken period will be calculated on the
following rates:
Upto 6 hours Nil
More than 6 hours & upto 12 hours 50%
More than 12 hours 100%
14.4.5 Headquarters shall mean the place of work where an employee is posted and
shall include the area covered by the project site/ plant/other offices, the related
township and the adjacent urban agglomeration/Airport/ Railway Station, if
any. Therefore, an employee deputed on duty from his usual place of work to
the connected township stated above and vice-versa will not be entitled to
any Cash Allowance. For example, if an employee working at Kalol Plant
goes to Ahmedabad or working at Phulpur Plant goes to Allahabad or working
at Delhi goes to Gurgaon or Faridabad or Noida/Greater Noida/Ghaziabad or
working at Kandla goes to Gandhidham or working at Aonla goes to Bareilly
or goes to any airport from the main city and vice versa even if these are
outside municipal limits for official purposes, he will not be treated as on tour
and will not be entitled to any Cash Allowance and Lodging charges.
14.4.6 Normally no break in journey is allowed to the employee unless he has to

perform an official work at the intervening station. In case the employee
plans to break the journey on way to the destination or on return journey,
details regarding break of journey and halt at intervening station shall be
mentioned specifically, alongwith justification, in the tour programme and TA
Bill, otherwise no claim for Cash Allowance, lodging and conveyance for that
period will be admissible.
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14.4.7 The Cash Allowance rates includes local conveyance expenses which an
employee may be required to incur while on tour. However, where an employee
has to incur onerous expenses on local conveyance, the Controlling Officer
may sanction reasonable actual conveyance expenses on submission of full
details by the touring official and a recovery @ 15% of the Cash Allowance
shall be made from the employee.
14.4.8 Reasonable conveyance expenses to and from airport, railway station, bus-
terminal at Headquarter and out-stations shall be reimbursed as per entitlement
of the employees in terms of Schedule - 1, and shall not form part of the Cash
Allowance and will be allowed additionally.
14.4.9 Where official conveyance at the station of halt has been provided by IFFCO
or any other organisation for purposes other than those mentioned in para
14.4.8, then a deduction @ 10% will be made from the Cash Allowance.
Deduction @ 10% of Cash Allowance will also apply to cases where IFFCO’s
transport is used for the purpose of travelling by the employee (including
driver) or where the employee uses his own conveyance while on tour and
claims mileage as per rules. In case an employee claims conveyance at
actuals, deduction @ 15% will be made from the Cash Allowance. The
reimbursement of such expenses for coming to place of duty and going back
to place of stay is to be restricted to 50% of Cash Allowance. Deduction of
Cash Allowance will not be made from the Drivers when they are required to
drive the vehicle of the touring officials not as their personal tour but as a part
of their normal duties.
14.4.10 Where an employee claims lodging charges or stays in IFFCO Guest House
without boarding facilities, he will be entitled to claim only the Cash Allowance.
When an employee stays in IFFCO Guest House and avails both lodging and
boarding facilities, he will not have the option of payment of the boarding
charges to the guest house and claim cash allowance. He will be governed
by the provisions as contained at para 14.4.11.
14.4.11 (a) Where an employee stays in the IFFCO Guest House and avails boarding
& lodging facilities, he will be entitled to only 35% of the Cash Allowance
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admissible to him. If a vehicle is also provided to the employee, in addition to

the boarding & lodging facilities availed by him, he will be entitled to only 25%
of the Cash Allowance admissible to him.
(b) For the day of checkout from the Guest House, the touring official will be
entitled to 100% cash allowance admissible to him irrespective of the checkout
time.
14.4.12 An employee staying in any IFFCO premises will be treated to have stayed
in IFFCO Guest House whether same is declared as Guest House or not. In
such case he will not be entitled to claim any lodging charges.
14.4.13 Where an employee is sponsored for attending residential seminars and the
fee paid for the participation in the seminar includes lodging and boarding the
employee shall be eligible to 25% of the Cash Allowance admissible to him.
14.4.14 If an employee while on tour spends the night or day in travel, he will be
entitled only for the Cash Allowance and not for any lodging charges for such
period. Lodging charges shall be paid only from the time of reaching the
destination station.
14.4.15 The employee will not be treated on official tour and would not be eligible for
Travelling Allowance/Cash Allowance, conveyance and hotel/guest house
expenses for the days of leave whether spent at the touring station or otherwise
and for intervening/preceding and succeeding holidays/weekly off days spent
away from the touring station.
14.4.16 The ceiling limits of Lodging charges should be adhered to strictly; if any
relaxation is allowed, the extended limit should be specified in the tour
programme itself which is prepared in advance.
14.5 Actual Expenses
14.5.1 Officers delegated with power under ‘Powers of Officers’ may sanction claims
on the basis of actual expenses in excess of these rules in special cases,
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subject to the condition that departure from rules is justified and necessary in
the exigencies of work and expenses incurred are reasonable. However, if
any relaxation is required in case of transfer of an employee, the same will
require MD’s specific prior approval.
14.5.2 The boarding charges and conveyance charges if claimed at actuals, the
same have to be within reasonable limits depending on the grade of the
employee and the limits may be fixed in advance.
14.6 Travel on Transfer
14.6.1 If an employee is transferred from one station to another he shall be entitled

to the actual fare for the employee and his dependent family members by the
same class and mode of travel to which he is entitled to travel for his official
journeys. However, if he travels by a class lower than his entitlement, he will
be reimbursed only the actual expenses.
14.6.2 The employee on transfer will be entitled to actual Baggage Allowance by

passenger train/road, subject to the maximum limits as specified below:
S.N. Grade BAGGAGE ALLOWANCE

With Family (Kgs.) Without Family (Kgs.)
1. E & above 6,000 3,000
2. F & F1 4,000 3,000
3. H1 to G 3,000 2,250
4. K to H2 2,000 1,500
5. L & below 1,500 1,000
14.6.3 The employees shall also be entitled to Cash Allowance only for each day of
travel for himself and for each dependent member of his family at the same
rates to which he is entitled to, while on tour for official business.
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14.6.4 The employees on transfer will be entitled to transport their household goods
by passenger train and cost for maximum permissible quantity will be
reimbursed on production of receipt from railway. If the employee transports
his household goods by road, reimbursement of cost to the extent of
permissible quantity will be made at actuals or rates specified below, whichever
is less, on production of receipt from a goods transport agency.
Group Distance Rates per Km. Remarks

for 100 Kgs.
A Less than 400 Kms. 70 Paise —

B Less than 1400 Kms. 50 Paise Amount not less than A
C 1400 Kms. & above 40 Paise Amount not less than B
14.6.5 An employee on transfer will be entitled to transport the conveyance owned

by him either a car or scooter or moped, as per his entitlement either by rail or
by road. In case of transportation of conveyance by rail, the reimbursement
will be on actuals, subject to entitlement of the type of conveyance, on
production of receipt from the railways. In case of transportation of conveyance
by road, transportation charges will be reimbursed at the following rates on
self certification basis :
Type of Vehicle Rate per Km.
Motor Car 7.00 Per Km.

Motorcycle/Scooter 3.00 Per Km.
Moped 2.00 Per Km.
14.6.6 Employee will also be entitled to reimbursement of actual expenses on loading,

unloading, cartage and packing charges on production of receipts subject to
maximum of half month’s basic pay. In addition, the employee will be
reimbursed the cost of insurance of goods to be transported at actuals on
production of receipts.
20
14.6.7 The employees on transfer will be paid half month basic pay towards Settling
Allowance, after they have joined at the new place of posting.
14.6.8 Employees on transfer will be entitled to six days joining time excluding
sundays, holidays and time taken in journey. The joining time should be
availed within six months from the date of joining at the new place of posting.
14.6.9 If an employee on transfer is not able to arrange residential accommodation

immediately on arrival at the new place of posting he will be entitled to claim
Cash Allowance at his new place of posting for a period of upto 10 days or till
the date of actual hiring the residential accommodation, whichever is earlier.
No HRA will be admissible if the employee draws Cash Allowance for the said
period.
14.7. Travel to Home Town on Superannuation/Retirement
(a) If any permanent employee superannuates/retires from the services

of IFFCO and desires to return to his declared Home Town, he shall
be paid in advance i.e. on the date of his superannuation/retirement,
the entire cost before the commencement of the journey on the basis
of a certificate indicating the cost of travel for himself and his dependent
family members, the cost of transporting household goods, packing,
loading, unloading and insurance etc. at such rates and entitlement
as would have been entitled to him on his transfer. Employees on
contract service and the persons who have already availed such
benefits from the previous employer before joining IFFCO will not be
eligible to claim expenses on travelling to home town or transportation
of baggage etc.
Travel to Home Town by dependent family members in the event of

untimely death of an employee
21
b) The dependent family members of an employee, in case of death of

an employee while in the service of IFFCO, would also be entitled to
return to the declared Home Town of the deceased employee and
shall be paid in advance, the entire cost before the commencement of
the journey on the basis of a certificate indicating the cost of travel for
dependent family members, the cost of transporting household goods,
packing, loading, unloading and insurance etc. at such rate and
entitlement as would have been entitled to him on his transfer.
c) For the purpose of releasing the cost of journey etc. in advance, a

certificate that the superannuated employee / the dependents of the
deceased employee along with other dependent family members are
undertaking the journey to the Home Town will be submitted by the
claimant and no other documentary evidence/proof will be required
for payment and the entire amount payable will be released on the
date of superannuation of the employee and on submission of the
certificate by the dependents in the case of untimely death of the
employee. The certificate will be countersigned by the respective
Controlling Officer.
14.8. Travel claims in terms of these rules shall be prepared in such form and with
such details and supporting documents as may be required by IFFCO from
time to time and shall be got countersigned from the Controlling Officer.
Executives in grade ‘C’ and above may prepare their claims without counter
signature by any other authority.
14.9. Controlling Officer for the administration of these rules shall be Managing
Director and other Officers delegated with such powers under ‘Powers of
Officers’.
14.10. The Managing Director may at his discretion issue clarifications for the
interpretation of these rules. Any question of doubt or interpretation should
be referred to the Managing Director for clarification or interpretation whose
decision shall be final and binding on all.
22
Schedule - 1
CLASS AND MODE OF TRAVEL
S.N. Grades Maximum entitled class to travel on Journey by Road

tour & employee’s family on transfer
1. B & above By Air Executive Class/1st AC Rail Car/Taxi(A/C)
2. C1,C & B1 By Air Economy Class/1st AC Rail Car/Taxi(A/C)
3. F1 to D By Air Economy Class/1st AC Rail Official/Own

Car/Taxi (Non A/C)
4. G and G1 II AC Rail Official/Own
Car/Taxi(Non A/C)
5. K to G2 II AC Rail by other trains/III AC Auto/Cycle Rickshaw/

by Rajdhani Express Own Scooter/
Motor Cycle
6. M to L III AC Rail Public Bus/Auto/Cycle

Rickshaw/Own Scooter/
Motor Cycle
7. N & below Sleeper Class(Non A/C) Public Bus/Auto/Cycle

Rickshaw/Own Scooter/
Motor Cycle
Note : If any existing employee was entitled to travel by higher mode/class on 31st
August, 2005, he shall continue to remain so entitled.
23
Schedule - 2
CASH ALLOWANCE AND LODGING CHARGES
CLASSIFICATION OF CITIES
Group Cities
(i) Chennai, Delhi, Kolkatta & Mumbai
(ii) All State Capitals, ‘A’ class cities, Kalol, Kandla, Phulpur,
Aonla, Paradeep and Nellore Project.
(iii) Other Places.
Municipal limits of the cities of Faridabad, Ghaziabad, Gurgaon, Noida

and Greater Noida will be treated at par with Delhi
24
15.0 CONDUCT, DISCIPLINE AND APPEAL RULES
15.1 Definitions:
In these rules, unless the context otherwise requires:
(a) “Appellate Authority/Reviewing Authority” means the authority next

higher to the disciplinary authority except where M.D. is the disciplinary
authority.
(b) “Appointing Authority” means an authority vested with such powers as

per the Bye-laws of the Society/ “Powers of Officers”/Multi State
Cooperative Societies Act.
(c) “Board” means the Board of Directors of the Society and includes, in
relation to the exercise of powers, any committee of the Board or any
officer of the Society to whom the Board delegates any of its powers.
(d) “Competent Authority” means the authority empowered under the

provisions of Multi-State Cooperative Societies Act and Rules framed
thereunder, Bye-Laws of the Society including the authority assigned
to exercise specific powers from time to time.
(e) Deleted
(f) “Employee” means a person in the employment of the Society including

a person on deputation to the Society but does not include casual
employee.
(g) “Family” in relation to an employee includes
(i) the wife or husband as the case may be of the employee, whether
residing with him/her or not but does not include a wife or husband
as the case may be, separated from the employee by a decree or
order of a competent court.
25
(ii) sons or daughters or step-sons or step-daughters legally

recognised, of the employee and wholly dependent on him/her,
but does not include a child or step child who is no longer in any
way dependent on the employee or whose custody the employee
has been deprived of by or under any law.
(iii) any other person related, whether by blood or marriage to the

employee or to such employee’s wife or husband and wholly
dependent on such employee.
(h) deleted.
(i) “Gender” Masculine includes feminine as the case may be.
(j) “IFFCO Premises” means working premises and/or office premises

and/or Township premises and/or Roads and/or IFFCO property owned
and/or managed and/or hired by IFFCO and/or the place or places on
which IFFCO may carry on its activities either temporarily or
permanently.
(k) “Managing Director” means the Managing Director of the Society.
(l) “Management” means Managing Director, or any other person assigned

with the powers to act on his behalf and/or to whom any of his powers
is assigned.
(m) “Number” Singular includes Plural as the case may be.
(n) deleted.
(o) “Probationer” means a person on probation on recruitment or promotion

for a period of 6 months which is extendable by a period of 3 months
at a time subject to the condition that total period of such extensions
will not exceed one year.
26
(p) “Society” means the Indian Farmers Fertiliser Cooperative Limited

(IFFCO).
(q) “Workman” means a person as defined in the Industrial Employment

(Standing Orders) Act, 1946.
15.2 General
Every employee of the society shall at all time –
(i) maintain absolute integrity;
(ii) maintain devotion to duty; and
(iii) do nothing which is unbecoming of an employee or detrimental to

the interest of the society.
15.3 Scope of an employee’s service
(1) Unless in any case it be otherwise distinctly provided, the whole-time of an

employee shall be at the disposal of the Society in its business in such capacity
and at such places as he/she may from time to time be directed.
(2) Every employee of the Society holding a supervisory post shall take all possible
steps to ensure the integrity and devotion to duty of all employees for the
time-being under his control and authority.
15.4 Age
Each person entering service of the Society shall, in proof of the date of birth,
submit Matriculation/School Final Examination Certificate or equivalent
examination or School Leaving Certificate or University Certificate wherein
the Date of Birth is recorded.
27
Those persons who have not passed Matriculation/School Final Examination

or not entered any School, primary or otherwise and, therefore, are unable to
produce documents as in (i) above any one of the following documents
containing his date of birth will be accepted as evidence of age.
(i) Attested extracts from Registrar of Birth & Death duly authenticated
by appropriate authority.
(ii) A certificate from the Medical Officer of the Society.
In case an employee produces more than one documentary evidence in

support of his date of birth/age, the certificate indicating the highest age shall
be accepted and recorded by the Society.
Once the date of birth is accepted and recorded as above, at the time of
joining or thereafter it shall become final and binding. However, the Society
reserves the right to ask at any time an employee to produce documentary
evidence of his date of birth on the basis of additional information/ evidence
subsequently which may come to the notice of Management and if any
discrepancy is noticed, Management may change the date earlier recorded
after giving due notice to the employee. This is without prejudice to
Management’s right to take other disciplinary action as per rules.
15.5 Termination of employment
The services of an employee is terminable in accordance with the terms of

appointment and in accordance with these Rules.
15.6 Obligation to maintain secrecy
No employee shall, except in accordance with any general or special order of

the Society or in the performance in good faith, of the duties assigned to him,
communicate directly or indirectly information contained in any official
document or any other part thereof or information to any other person to
whom he is not authorised to communicate such documents or information.
28
15.7 Misconduct
Without prejudice to the generality of the term “misconduct” the following acts
of omission and commission shall be treated as misconduct:
(1) Theft, fraud or dishonesty in connection with the business or property

of the Society or of property of another person within the premises of
the Society.
(2) Taking or giving bribes or any illegal gratification.
(3) Possession of pecuniary resources of property disproportionate to the

known sources of income by the employee or on his/her behalf by
another person, which the employee cannot satisfactorily account
for.
(4) Furnishing false information regarding name, age, father’s name,

qualifications, ability or previous service or any other matter germane
to the employment at the time of employment or during the course of
employment.
(5) Acting in a manner prejudicial to the interests of the Society.
(6) Insubordination or disobedience, whether or not, in combination with

others, to any lawful and reasonable order of a superior.
(7) Absence without leave or overstaying the sanctioned leave for more
than eight consecutive days, without sufficient grounds or proper or
satisfactory explanation.
(8) Habitual late or irregular attendance.
(9) Neglect of work or negligence in the performance of duty including

malingering, slowing down of work.
29
(10) Damage to any property of the Society.
(11) Interference or tampering with any safety devices installed in or about

the premises of the society.
(12) Drunkenness or riotous or disorderly or indecent behavior in the

premises of the Society or outside such premises where such behavior
is related to or connected with the employment.
(13) Gambling within the premises of the society.
(14) “Using naked lighter” or smoking within the premises, where it is

prohibited.
(15) Collection without the permission of the competent authority of any

money within the premises of the Society except as sanctioned by any
law of the land for the time-being in force or rules of the Society.
(16) Sleeping while on duty.
(17) Commission of any act which amounts to a criminal offence involving

moral turpitude.
(18) Absence from the employee’s appointed place of work without

permission or sufficient cause.
(19) Purchasing properties, machinery stores, etc. from or selling properties,

machinery, stores, etc. to the Society without express permission in
writing from the competent authority.
(20) Commission of any act subversive of discipline or of good behaviour

or discrimination on the grounds of caste, creed, state, language or
community and spreading such feelings among employees.
30
(21) Abetment of or attempt at abetment of any act which amounts to

misconduct.
(22) Seeking job in other organisation including foreign assignments without

obtaining prior permission of the Competent Authority.
(23) Acceptance of any other employment while in service of the society

without prior permission of the Competent Authority.
(24) Spreading rumours or giving false information which tends to bring

into disrepute the society or its employees or spreading panic among
them.
(25) Leveling false or malicious allegation.
(26) Occupying or taking possession in an unauthorised manner or sub-

letting or refusal to vacate or deliver possession of Society’s quarters
or any of its premises, owned or hired by the Society or allotted by an
agency of the Society when required to do so by the Society/such
agency.
(27) Refusal to accept an order or any other communication from his/her

official superior.
(28) Striking work alone or in combination with other employees or inciting

them to strike work in contravention of the provisions of any law of
rules having the force of law.
(29) Engaging in any trade or business without taking permission of the

competent authority.
(30) Disclosing to any unauthorised persons any information in regard to

the working or process of the Society which comes into the possession
of the employee during the course of his/her work.
31
(31) Canvassing in support of the business of Insurance Agency,

Commission Agency, etc. owned or managed by his/her spouse or
any other member of his/her family.
(32) Any act of omission and/or commission in violation of expressed rules,

order or policy of the Society.
(33) Gherao alone or in combination with others.
(34) Sexual harassment of women at work place.
(35) Non Submission of Property Returns by the stipulated date.
(36) Failure to submit the prescribed documents within the stipulated period
to secure loans and advances granted by IFFCO
15.8 Unauthorised absence from duty
If any employee remains absent without prior permission/sanction or without

leave beyond the period of leave originally granted or subsequently extended
shall lose his/her lien on the post and will be deemed to have voluntarily
abandoned his/her employment and his/her name shall be struck off from the
rolls of the Society unless:
(a) he/she returns within 8 days of the expiry of leave/commencement of

the absence as the case may be and gives explanation to the
satisfaction of the competent authority on his/her inability to be present;
(b) he/she submits necessary medical certificate from the treating

physician along with leave application, if the absence is on account of
sickness.
32
15.9 Absence from duty/station without permission
(a) An employee shall not absent himself/herself from his/ her duties
without having obtained prior permission of the competent authority.
(b) No employee shall leave the station, where he/she is posted, without
obtaining previous permission of the competent authority unless
otherwise so authorised by such authority, in writing.
15.10 Employment of near relatives of the employees of the Society in any

Company or Society or firm enjoying patronage of the Society
(1) No employee shall use his/her position or influence directly or indirectly

to secure employment in the Society for any person related, whether
by blood or marriage to the employee or to the employee’s wife or
husband, whether such a person is dependent on the employee or
not.
(2) No employee shall in the discharge of his/her official duties deal with
any matter or give or sanction any contract to any company or firm or
any other person if any member of his/her family is employed in that
company or firm or under that person or if he/she or any member of
his/her family is interested in such matter or contract in any other
matter and the employee shall refer every such matter or contract to
his/her official superior and the matter or the contract shall thereafter
be disposed of according to the instructions of the authority to whom
the reference is made.
(3) The ‘interest’ mentioned in sub-rule 15.10(2) shall include share-holding

exceeding one percent of equity, directorship, partnership and other
business dealings such as providing goods and services, consultancy.
15.11 Taking part in demonstrations
No employee of the Society shall engage himself/herself or participate in any

demonstration which involves incitement to an offence.
33
15.12 Connection with Press or Radio/Television
(1) No employee of the Society shall, except with the previous sanction of
the competent authority, own wholly or in part, or conduct or participate
in the editing or management of, any newspaper or other periodical
publication.
the competent authority or the prescribed authority, or in the bonafide
discharge of his/her duties, participate in a radio/ television broadcast/
telecast or contribute any article or write any letter either in his/her
own name or anonymously, pseudonymously or in the name of any
other person to any newspaper or periodical, provided that no such
sanction shall be required if such broadcast or such contribution is of
a purely literary, artistic or scientific character.
15.13 Criticism of the Society
No employee shall, in any radio broadcast or in any document published under

his/her name or in the name of any other person or in any communication to
the press, or in any public ulterances, make any statement.
(a) which has the effect or adverse criticism of any policy or action of the
Society.
or
(b) which is capable of embarrassing the relations between the Society
and the public.
Provided that nothing in these rules shall apply to any statement made or
views expressed by an employee, of a purely factual nature and non
confidential, in his/her official capacity or in due performance of the duties
assigned to him/her.
Provided further that nothing contained in this clause shall apply to bonafide
expression of views by him/her as an office-bearer or a recognised/registered
34
trade union/association for the purpose of safeguarding the conditions of

service of such employee or for securing an improvement thereof.
15.14 Evidence before Committee or any other Authority
(1) Save as provided in sub-rule(3), no employee of the Society shall,

except with the previous sanction of the competent authority, give
evidence in connection with any enquiry conducted by any person,
committee or authority.
(2) Where any sanction has been accorded under sub-rule(1), no

employee giving such evidence shall criticise the policy or any action
of the Central Government or of a State Government or of the Society.
(3) Nothing in this rule shall apply to:
(a) Evidence given at any enquiry before an authority appointed

by the Government, Parliament or a State Legislature or the
Society:
(b) Evidence given in any judicial enquiry: or
(c) Evidence given at any departmental enquiry ordered by

authorities subordinate to the Government.
15.15 Unauthorised communication of information
No employee shall, except in accordance with any general or special order of

the society or in the performance in good faith of the duties assigned to him/
her communicate, directly or indirectly, any official document or any part
thereof or information to any Officer or other employee, or any other person
to whom he/she is not authorised to communicate such documents or
information.
35
15.16 Gifts
(1) Save as otherwise provided in these rules, no employee of the Society

shall accept or permit any member of his/her family or any other person
acting on his/her behalf, to accept any gift.
Explanation : The expression “Gift” shall include free-transport, boarding,

lodging or other service or any other pecuniary advantage when provided by
any person other than a near relative or a personal friend having no official
dealings with the employee.
NOTE: An employee of the Society shall avoid acceptance of lavish or frequent

hospitality from any individual or firm having official dealings with him/her.
(2) On occasions such as weddings, anniversaries, funeral or religious

functions, when the making of gifts is in conformity with the prevailing
religious or social practice, an employee of the Society may accept
gifts from his/her near relatives but he/she shall make a report to the
competent authority if the value of the gift exceeds the following limit:
Grade Value of gift

H1 & above Rs. 5000/-
L1 & above upto H2 Rs. 3000/-
Below L1 Rs. 1000/-
(3) In other cases an employee of the Society may accept gifts from his/
her personal friends having no official dealings with him/her but he/
she shall make a report to the competent authority if the value of any
such exceeds Rs.1000/-.
(4) In any other case, an employee of the Society shall not accept or
permit any member of his/her family or any other person acting on
his/her behalf to accept any gifts without the sanction of the competent
authority, if the value thereof exceeds Rs.1000/-.
36
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.1000/-.
15.17 Dowry
‘No employee of the Society shall’,
(i) give or take or abet the giving or taking of dowry; or
(ii) demand, directly or indirectly, from the parent or guardian of a bride

or bride- groom, as the case may be, any dowry.”
Note: For the purposes of this rule, ‘dowry’ has the same meaning as defined in the
Dowry Prohibition Act, 1961(No.28 of 1961), which reads as follows:-
“Definition of Dowry”
In this Act, ‘dowry’ means any property or valuable security given or agreed to
be given either directly or indirectly.
(a) by one party to a marriage to the other party to the marriage; or
(b) by the parents of either party to a marriage or by any other person, to

either party to the marriage or to say other person, at or before or after
the marriage, as consideration for the marriage of the said parties, but
does not include dower or mehr in the case of persons to whom the
Muslim Personal Law (Shariat) applies.
Explanation-I: For the removal of doubts, it is hereby declared that any presents
made at the time of a marriage to either party in the form of cash, ornaments, clothes
or other articles, shall not be deemed to be dowry within the meaning of this section,
unless they are made as consideration for the marriage of the said parties.
Explanation-II: The expression “valuable security” has the same meaning as in

Section 30 of the Indian Penal Code.
37
15.18 Private trade or employment
the competent authority engage himself/herself indirectly in any trade
or business or undertake any other employment.
Provided that an employee may, without such sanction undertake

honorary work of a social or charitable nature or occasional work of a
literary, artistic or scientific character, subject to the condition that his
official duties do not thereby suffer.
(2) Every employee of the society shall report to the competent authority
if any member of his/her family is engaged in a trade or business or
owns or manages an insurance agency or commission agency.
(3) No employee of the society shall, without the previous sanction of the
competent authority, except in the discharge of his/her official duties,
take part in the registration, promotion or management of any bank or
other company which is required to be registered under the Companies
Act, 1956 (1 of 1956) or any other law for the time being in force or
any cooperative society for commercial purpose. Provided that an
employee of the Society may take part in the registration, promotion
or management of a consumer/ House Building Cooperative Society
substantially for the benefits of the employees of the Society registered
under the Cooperative Societies Act, 1912 (2 of 1912) or any other
law for the time being in force, or of a literary, artistic, scientific or
charitable society registered under the Societies Registration Act, 1860
(21 of 1860) or any corresponding law in force.
(4) No employee of the Society may accept any fee or any pecuniary
advantage for any work done by him/her for any public body or any
private person without the sanction of the competent authority.
38
15.19 Participation in politics, elections
Except in so far as may be authorised by any law, no employee shall be a

member of or otherwise be associated with any political party or any
organisation which takes part in politics or assist any political movement or
activity or stand for election, without the permission of the Society, as a member
of any legislature or local authority or parliament.
15.20 Investment, lending and borrowing
No employee shall, save in the ordinary course of business with a Bank, Life
Insurance Corporation or a firm of standing borrow money from or lend money
to or otherwise place himself/herself under pecuniary obligation to any person
with whom he/she has or is likely to have official dealings or permit any such
borrowings, lending or pecuniary obligation in his/her name or for his/her
benefits or for the benefits of any member of his/her family.
15.21 Insolvency and habitual indebtedness
(1) An employee of the Society shall avoid habitual indebtedness unless

he/she proves that such indebtedness or insolvency is the result of
circumstances beyond his/her control and does not proceed from
extravagance or dissipation.
(2) An employee of the Society who applies to be, or is adjudged or

declared insolvent shall forthwith report the fact to his/her competent
authority.
15.22 Movable, immovable and valuable property
(1) (i) Every IFFCO employee on his first appointment to any service or post
in the Society submit a return of his assets and liabilities, in such form
as may be prescribed by the Society giving the full particulars regarding:
39
a) the immovable property inherited by him, or owned or acquired

by him or held by him on lease or mortgage, either in his own
name or in the name of any member of his family or in the
name of any other person;
b) shares, debentures and cash including bank deposits inherited

by him or similarly owned, acquired, or held by him;
c) other movable property inherited by him or similarly owned,

acquired or held by him; and
d) debts and other liabilities incurred by him directly or indirectly.
(ii) Every IFFCO employee in grade H1 and above shall submit an annual
return by 31st January every year in such form as may be prescribed
by the Society in this regard giving full particulars regarding the
immovable property inherited by him/her or owned or acquired by him/
her or held by him/her on lease or mortgage either in his own name or
in the name of any member of his family or in the name of any other
person.
(2) No IFFCO employee shall, except with the written intimation to the
prescribed authority, acquire or dispose of any immovable property by
lease, mortgage, purchase, sale, gift or otherwise either in his own
name or in the name of any member of his family:
Provided that the previous sanction of the prescribed authority shall

be obtained by the employee if any such transaction is with a person
having official dealings with him.
(3) Where an IFFCO employee enters into a transaction in respect of

movable property either in his own name or in the name of the member
of his family, he shall, within one month from the date of such
transaction, report the same to the prescribed authority, if the value of
40
such property exceeds Rs.15,000/- in case of employees in grade H1

and above and Rs. 10,000/- in case of employees in grade H2 and
below. The above monetary limit is subject to change, as notified from
time to time.
Provided that the previous sanction of the prescribed authority shall

be obtained by the employee if any such transaction is with a person
having official dealings with him.
Explanation for the purpose of this rule
The expression ‘movable property’ includes
i) Jewellery, Insurance policies the annual premium of which exceeds

Rs.10,000/-, shares, securities and debentures.
ii) All loans, whether secured or not, advanced or taken by the IFFCO
employees
iii) Motor cars, Motor cycles, Horses or any other means of conveyance.
iv) Refrigerators, Radiograms, Television sets, VCR etc.
Note : Prescribed authority means as decided by the Management.
(4) The competent authority may, at any time, by general or special order
require an employee to submit, within a period specified in the order a
full and complete statement of such movable or immovable property
held or acquired by him/her or on his/her behalf or by any member of
his/her family as may be specified in the order. Such statement shall,
if so required by the competent authority, include details of the means
by which, or the source from which such property was acquired.
41
Note : Transactions entered into by the spouse or any other member of the family of
IFFCO employee out of his or her own funds (including stridhan, gifts, inherited etc.)
as distinct from the funds of the IFFCO employee himself in his or her own name and
in his or her own right does not attract above rule.
15.23 Canvassing of non-official or other influence
i) No employee shall bring or attempt to bring any outside influence to

bear upon any superior authority to further his/her interests in respect
of matters pertaining to his/her service in the Society.
ii) If any outside influence is received in respect of matters pertaining to

service of an employee, it will be presumed that the same is within the
knowledge of the employee and has been caused at his/her instance.
iii) An employee, for whose interests, in the matter pertaining to his/her

service, outside influence is brought upon, will be debarred from
consideration for promotion for a period of one year and such other
action as may be deemed fit.
15.24 Bigamous marriages
(1) No employee shall enter into, or contract, a marriage with a person

having a spouse living; and
(2) No employee, having a spouse living, shall enter into or contract, a

marriage with any person:
Provided that the M.D. may permit an employee to enter into, or contract
any such marriage as is referred to in Clause(1) or Clause(2), if he is
satisfied that;
(a) such marriage is permissible under the personal law applicable
to such employee and the other party to the marriage: and
(b) there are other grounds for doing so.
42
(3) Any employee of the Society who has married or marries a person
other than of Indian Nationality, shall forthwith intimate the fact to the
Competent Authority.
15.25 Consumption of intoxicating drinks and drugs
(1) An employee of the Society shall not be under the influence of any
intoxicating drink or drug during the course of his/her duty and take
due care that the performance of his/her duties is not effected in any
way by the influence of any intoxicating drink or drug , refrain from
consuming any intoxicating drinks or drugs in a public place.
(2) Shall not appear in a public place in a state of intoxication.
(3) Shall not use any intoxicating drink or drug in excess.
Explanation: For the purpose of this rule “Public Place” means any place or premises
including clubs, even exclusively meant for members where it is
permissible for the members to invite non-members as guests, bars
and restaurants, conveyance to which the public have or are permitted
to have access, whether on payment or otherwise.
15.25 A No employee shall cause sexual harassment to women employees.

For this purpose sexual harassment will include such unwelcome
sexually determined behaviour (whether directly or by implication), as
physical contact and advances, a demand or request for sexual favours,
sexually coloured remarks, showing pornography, and any other
unwelcome physical, verbal or non-verbal conduct of sexual nature.
15.26 Suspension
(1) 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 Competent Authority, by general or special order may
place an employee under suspension;
43
(a) where a disciplinary proceeding against him/her is

contemplated or is pending; or
(b) where a case against him/her in respect of any criminal offence

is under investigation or trial.
(2) 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 by an
order of the appointing authority, and shall remain under suspension
until further orders.
(3) Where a penalty of dismissal or removal from service imposed upon

an employee under suspension is set aside on appeal under these
rules and the case is remitted for further inquiry or action or with any
other directions, the order of his/her suspension shall be deemed to
have continued in force on and from the date of the original order of
dismissal of removal and shall remain in force until further orders.
(4) Where a penalty of dismissal or removal from service imposed upon

an employee is set aside or declared or rendered void in consequence
of or by a decision of a court of law and the disciplinary authority, on
consideration of the circumstance of the case, decides to hold a further
inquiry against him/her on the allegations on which the penalty of
dismissal or removal was originally imposed, the employee shall be
deemed to have been placed under suspension by the appointing
authority from the date of the original order of dismissal or removal
and shall continue to remain under suspension until further orders,
unless it is contrary to the orders of the Court of Law.
(5) As order of suspension made or deemed to have been made under

this Rule may any time be revoked by the authority which made or is
deemed to have made the order or by any other authority to which
that authority is subordinate.
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15.27 Subsistence Allowance
(1) As employee under suspension shall be entitled to draw subsistence

allowance equal to 50 percent of his/her basic pay provided the
disciplinary authority is satisfied that the employee is not engaged in
any other employment or business or profession or vocation. In addition
he/she shall be entitled to Dearness Allowance admissible on such
subsistence allowance and any other compensatory allowance of which
he/she was in receipt on the date of suspension provided the
suspending authority is satisfied that the employee continues to meet
the expenditure for which the allowance was granted.
(2) Where the period of suspension exceeds three months, the authority
which made or is deemed to have made the order of suspension shall
be competent to vary the amount of subsistence allowance for any
period subsequent to the period of first three months as follows:
a) The amount of subsistence allowance may be increased to 75

percent of basic pay and allowances thereon if, in the opinion
of the said authority the period of suspension has been
prolonged for reasons to be recorded in writing not directly
attributable to the employee under suspension.
b) The amount of subsistence allowance may be decreased to

25 percent of basic pay and allowances thereon if, in the opinion
of the said authority the period of suspension has been
prolonged for reasons to be recorded in writing directly
attributable to the employee under suspension
c) With regard to other allowances, perks and benefits to be

extended during the period of suspension, detailed regulations
shall be formulated and issued by the Managing Director.
45
(3) If an employee is arrested by the Police on a criminal charge and bail

is not granted, no subsistence allowance is payable. On grant of bail,
if the competent authority decides to continue the suspension, the
employee shall be entitled to subsistence allowance from the date he
is granted bail.
15.28 Treatment of the period of suspension
(1) When the employee under suspension is reinstated, the competent

authority may grant to him/her the following pay and allowance for the
period of suspension:
(a) If the employee is exonerated and not awarded any of the

penalties mentioned in Rule 15.29 the full pay and allowance
which he/she would have been entitled to if he/she had not
been suspended, less the subsistence allowance already paid
to him/her; and
(b) If the employee is awarded any penalty mentioned in Rule 15.29

other than removal from service and dismissal, the full pay
and allowances which he/she would have been entitled to if
he/she had not been suspended, less the subsistence
allowance already paid to him/her.
(2) The period of absence from duty will be treated as a period spent on
duty in the above cases.
(3) If the employee is removed from the service or dismissed, he/she will
not be entitled to any pay and allowance for the period of suspension
other than the subsistence allowance already paid to him/her. The
period of absence will not be treated as a period spent on duty.
(4) If the employee is suspended as a measure of punishment, he/she

will not be entitled to any pay and allowances for the period of such
suspension.
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15.29 Penalties
The following penalties may be imposed on an employee, as hereinafter

provided, for misconduct committed by him/her or for any other good and
sufficient reasons.
(1) Minor penalties
(a) warning;
(b) censure;
(c) withholding of increments of pay without cumulative effect.
(2) Major penalties
(a) Withholding of increments of pay with cumulative effect.
(b) Reduction to next lower grade or post, or to a lower stage in a

time scale;
(c) Compulsory retirement;
(d) removal from service which shall not be a disqualification for

future employment;
(e) dismissal.
Explanation: The following shall not amount to a penalty within the meaning
of this rule:-
(i) stoppage of an employee at the efficiency bar in a time scale, on the

ground of his unfitness to cross the bar.
(ii) withholding of increment of an employee on account of his/her work

being found unsatisfactory or not being of the required standard, or
for failure to pass a prescribed test or examination;
47
(iii) non-promotion, whether in an officiating capacity or otherwise, of an

employee, to a higher post for which he/she may be eligible for
consideration but for which he/she is found unsuitable after
consideration of his/her case;
(iv) reversion to a lower grade or post, of an employee officiating in a

higher grade or post, on the ground that he/she is considered, after
trial, to be unsuitable for such higher grade or post, or on administrative
grounds unconnected with his/her conduct;
(v) reversion to his/her previous grade or post, of an employee appointed

on probation to another grade or post, during or at the end of the
period of probation, in accordance with the terms of his/her
appointment;
(vi) Termination of service:-
(a) appointed on probation during or at the end of the period of

probation, in accordance with the terms of his/her appointments;
(b) appointed in a temporary capacity otherwise than under a

contract or agreement, on the expiry of the period for which
he/she was appointed, or earlier in accordance with the terms
of his/her appointment;
(c) appointed under a contract or agreement in accordance with

the terms of such contract or agreement; and
(d) on reduction of establishment.
(vii) Premature retirement in accordance with Rule 9 of ‘IFFCO Service

Rules’.
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15.30 Disciplinary Authority
“Disciplinary Authority” means the authority mentioned herein below and

competent to impose any of the penalties specified in rule 15.29.
Category Disciplinary Authority
Employees in grade A & B. Board of Directors
Employees in grade Managing Director

G2 to grade B1
Employees in grade Functional Director or Unit/Divisional

H1 and below Head in grade C and above
In addition to above, disciplinary authorities for imposing penalties as specified

in Rule 15.29 may be notified by MD from time to time in the “Powers of
Officers”.
An authority higher than the Disciplinary Authority is also competent to impose

any of the penalties specified in Rule 15.29 on any employee.
15.31 Procedure for imposing major penalties
(1) No order imposing any of the major penalties specified in Rule 15.29(2)
shall be made except after an inquiry is held in accordance with these
rules.
(2) Whenever the Disciplinary Authority is of the opinion that there are
grounds for inquiring into the truth of any imputation of misconduct or
misbehaviour against an employee, it may itself enquire into, or appoint
any employee or outsider (hereinafter called the Inquiring Authority)
to enquire into the truth thereof.
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(3) Where it is proposed to hold an inquiry, the Disciplinary Authority shall

frame definite charges on the basis of the allegations against the
employee. The charge, together with a statement of the allegation,
on which they are based, a list of documents by which and a list of
witnessess by whom, the articles of charges are proposed to be
sustained, shall be communicated in writing to the employee, who
shall be required to submit within such time as may be specified by
the Disciplinary Authority(not exceeding 15 days) his/her written
statement whether he/she admits or denies any or all the articles of
charge.
Explanation: It will not be necessary to show the documents listed with the
charge-sheet or any other document to the employee at this stage.
(4) On receipt of the written statement of the employee, or if no such

statement is received within the time specified, an enquiry may be
held by the Disciplinary Authority itself, or by any other Inquiring
Authority under sub-clause(2).
Provided that it may not be necessary to hold an inquiry in respect of

the charges admitted by the employee in his/her written statement.
The Disciplinary Authority shall, however, record its finding on each
such charge.
(5) Where the Disciplinary Authority itself inquires or appoints an Inquiry

Authority for holding an Inquiry, it may, by an order appoint any other
employee to be known as the “Presenting Officer” to present on its
behalf the case in support of the articles of charge.
(6) The employee may take the assistance of any other employee at his/
her place of posting but will not engage a legal practitioner for the
purpose.
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(7) On the date fixed by the Inquiring Authority, the employee shall appear
before the Inquiring Authority at the time, place and date specified in
the notice. The Inquiring Authority shall ask the employee whether
he/she pleads guilty or has any defence to make and if he/she pleads
guilty to any of the articles of charge the Inquiring Authority shall record
the plea and sign the record. The Inquiring Authority shall return a
finding of ‘guilt’ in respect of those articles of charge to which the
employee concerned pleads guilty.
(8) If the employee does not plead guilty, the Inquiring Authority shall
adjourn the case to a later date not exceeding 30 days, after recording
an order that the employee may, for the purpose of preparing his/her
defence;
(i) inspect the documents listed with the charge sheet.
(ii) submit a list of additional documents and witnessess that

he/she wants to examine.
(iii) be supplied with the copies of the statement of witnesses, if

any, listed in the chargesheet.
Note: Relevance of the additional documents and witnesses, referred to in

sub-clause (ii) above will have to be given by the employee concerned and
the documents and the witnesses shall be summoned if the Inquiring Authority
is satisfied about their relevance to the charges under inquiry.
(9) The Inquiry Authority shall ask the authority in whose custody or
possession the documents are kept, for the production of the
documents on such date as may be specified.
(10) The authority in whose custody or possession the requisition

documents are, shall arrange to produce the same before the Inquiring
Authority on the date, place and time specified in the requisition
accordingly.
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(11) On the date fixed for the inquiry, the oral and documentary evidence
by which the articles or charge are proposed to be proved shall be
produced by or on behalf of the Disciplinary Authority. The witness
shall be examined by or on behalf of the Presenting Officer and may
be cross-examined by or on behalf of the employee. The Presenting
Officer shall be entitled to re-examine the witnesses on any point on
which they have been cross-examined, but not a new matter, without
the leave of the Inquiring Authority. The Inquiring Authority may also
put such questions to the witnesses as it thinks fit.
(12) Before the close of the prosecution case, the Inquiring Authority may
in its discretion, allow the Presenting Officer to produce evidence not
included in the charge-sheet or may itself call for new evidence or,
recall or re-examine, any witnesses. In such case the employee shall
be given opportunity to inspect the documentary evidence before it is
taken on record, or to cross-examine a witness, who has been so
summoned.
(13) When the case for the Disciplinary Authority is closed, the employee
may be required to state his/her defence, orally or in writing, as he/
she may prefer. If the defence is made orally, it shall be recorded and
the employee shall be required to sign the record. In either case a
copy of the statement of defence shall be given to the Presenting
Officer.
(14) The evidence on behalf of the employee shall then be produced. The
employee may examine himself/herself in his/her own behalf if he/she
so prefers. The witness produced by the employee shall then be
examined and shall be liable to cross-examination by Presenting
Officer, re-examination by the charged employee or defence assistant
and examination by the Inquiring Authority according to the provisions
applicable to the witnesses
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(15) The Inquiring Authority may, after the employee closes his/her case,
and shall, if the employee has not examined himself/ herself, generally
question him/her on the circumstances appearing against him/her in
the evidence for the purpose of enabling the employee to explain any
circumstances appearing in the evidence against him/her.
(16) After the completion of the production of the evidence, the employee
and the Presenting Officer may file written briefs of their respective
cases within 15 days of the date of completion of the production of
evidence.
(17) If the employee does not submit the written statement of defence
referred to in 15.31(3) on or before the date specified for the purpose
or does not appear in person, or through the assisting employee or
otherwise fails or refuses to comply with any of the provisions of these
rules, the Inquiring Authority may hold the enquiry ‘ex-parte’.
(18) Whenever any Inquiring Authority, after having heard, recorded the
whole or any part of the evidence in an inquiry ceases to exercise
jurisdiction therein, and is succeeded by another inquiring authority
which has, and which exercises, such jurisdiction, the Inquiring Authority
so succeeding may act on the evidence so recorded by its predecessor
and partly recorded by itself; Provided that if the succeeding Inquiring
Authority is of the opinion that further examination of any of the
witnesses whose evidence has already been recorded is necessary in
the interest of justice, it may recall, examine, cross-examine, and
re-examine any such witnesses as hereinbefore provided.
(19) (i) After the conclusion of the inquiry, a report shall be prepared
and it shall contain:
(a) a gist of the articles of charge and the statement of the

imputations of misconduct or misbehaviour:
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(b) a gist of the defence of the employee in respect of each article

of charge:
(c) an assessment of the evidence in respect of each article of

charge:
(d) the finding on each article of charge and the reasons thereof.
Explanation- If in the opinion of the Inquiring Authority the proceedings of

the inquiry establish any acticle of charge different from the original articles of
charge, it may record its findings on such article of charge:
Provided that the findings on such articles of charge shall not be

recorded unless the employee has either admitted the facts on which
such articles of charge is based or has had a reasonable opportunity
of defending himself/herself against such article of charge.
(ii) The Inquiry Authority, where it is not itself the Disciplinary Authority
shall forward to the Disciplinary Authority the records of inquiry which
shall include:
(a) the report of the inquiry prepared by it under sub-clause

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

employee referred to in sub-rule(13):
(c) the oral and documentary evidence produced in the course of

the enquiry:
(d) written briefs referred to in sub-rule (16) if any: and
(e) the orders, if any made by the Disciplinary Authority and the
Inquiring Authority in regard to the inquiry.
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(20) The Departmental proceedings initiated against an employee, while in service,

but not concluded till superannuation will be continued even after his
retirement.
15.32 Action on the Inquiry Report
(1) The Disciplinary Authority, if it is not itself the Inquiring Authority may,
for reasons to be recorded by it in writing, remit the case to the Inquiring
Authority for fresh or further inquiry and report and the Inquiring
Authority shall thereupon proceed to hold the further inquiry according
to the provisions of the Rule 15.31.
(2) The Disciplinary Authority, if it disagrees with the findings of Inquiring

Authority on any article of charge, record its reasons for such
disagreement and record its own findings on such charge, if the
evidence on record is sufficient for the purpose.
(3) If the Disciplinary Authority having regard to its findings on all or any
of the articles of charge is of the opinion that any of the penalties
specified in Rule 15.29 should be imposed on the employee, it shall
notwithstanding anything contained in Rule 15.33 make an order
imposing such penalty.
(4) If the Disciplinary Authority having regard to its findings on all or any
of the articles of charge, is of the opinion that no penalty is called for,
it may pass an order exonerating employee concerned.
15.33 Procedure for imposing minor penalties
(1) Where it is proposed to impose any of the minor penalties specified in

clauses 1(a) to (c) of Rule 15.29, the employee concerned shall be
informed in writing of the imputations of misconduct or misbehaviour
against him/her and be given an opportunity to submit his/her written
statement of defence within a specified period not exceeding 15 days.
The defence statement, if any, submitted by the employee shall be
taken into consideration by the Disciplinary Authority before passing
orders.
55
(2) The record of the proceedings shall include:
(i) a copy of the statement of imputations of misconduct or

misbehaviour delivered to the employee;
(ii) his/her defence statement, if any; and
(iii) the order of the Disciplinary Authority together with the reasons
therefor.
15.34 Communication or Order
Orders made by the Disciplinary Authority under Rule 15.32 or Rule 15.33
shall be communicated to the employee concerned, who shall also be supplied
with a copy of the report of inquiry, if any.
15.35 Common proceedings
Where two or more employees are concerned in a case, the authority

competent to impose a major penalty on all such employees may make an
order directing that disciplinary proceedings against all of them may be taken
in a common proceedings and the specified authority may function as the
Disciplinary Authority for the purpose of such common proceedings.
15.36 Special procedure in certain cases
Notwithstanding anything contained in Rule 15.31 or 15.32 or 15.33, the

Disciplinary Authority may impose any of the penalties specified in Rule 15.29
in any of the following circumstances:-
(i) the employee has been convicted on a criminal charge, or on a strength

of facts of conclusions arrived at by a judicial trial; or
(ii) where the Disciplinary Authority is satisfied for reasons to be recorded

by it in writing that it is not reasonably praticable to hold an enquiry in
the manner provided in these rules; or
56
(iii) Where the Disciplinary Authority is satisfied that in the interest of the
security of the Society, it is not expedient to hold an inquiry in the
manner provided in these rules,
15.37 Employees on deputation from the Central Government or the State

Government or other Undertaking etc.
(i) Where an order of suspension is made or disciplinary proceeding is

taken against an employee, who is on deputation to the Society from
the Central or State Government or another public undertaking, or a
local authority, the authority lending his services (hereinafter referred
to as the “Lending Authority”) shall forthwith be informed of the
circumstances leading to the order of his suspension, or the
commencement of the disciplinary proceeding, as the case may be.
(ii) In the light of the findings in the disciplinary proceedings initiated against
the employee:
a) If the Disciplinary Authority is of the opinion that any of the

minor penalities should be imposed on his/her, it may pass
such orders on the case as it deems necessary after
consultation with the Lending Authority; Provided that in the
event of a difference of opinion between the Disciplinary and
the Lending Authority, the services of the employee shall be
placed at the disposal of the Lending Authority.
b) If the Disciplinary Authority is of the opinion that any of the

major penalties should be imposed on him/her, it should place
his/her services at the disposal of the Lending Authority and
transmit to it the proceedings of the enquiry for such action as
it deems necessary.
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(iii) If the employee submits an appeal against an order imposing a penalty

on him/her under sub-rule(ii) (a), it will be disposed of after consultation
with the Lending Authority; Provided that if there is a difference of
opinion between the Appellate Authority and the Lending Authority,
the services of the employee shall be placed at the disposal of the
Lending Authority, and the proceedings of the case shall be transmitted
to that authority for such action as it deems necessary.
15.38 Appeal
i) An employee may appeal against an order imposing upon him/her

any of the penalties specified in Rule 15.29 or against the order of
suspension referred to in Rule 15.26. The appeal shall lie to the
Appellate Authority.
ii) An appeal shall be preferred within one month from the date of
communication of the order appealed against. The appeal shall be
addressed to the Appellate Authority and submitted to the authority
whose order is appealed against. The authority whose order is
appealed against shall forward the appeal together with its comments
and the records of the case to the Appellate Authority within 15 days.
The Appellate Authority shall consider whether the findings are justified
or whether the penalty is excessive or inadequate and pass appropriate
orders within three months of the date of appeal. The Appellate
Authority may pass order confirming, enhancing, reducing or setting
aside the penalty or remitting the case to the Authority which imposed
the penalty or to any other authority with such direction as it may deed
fit in the circumstances of the case.
Provided if the enhanced penalty which the appellate authority proposes to

impose is a major penalty specified in Rule 15.29(2) and an inquiry as provided
in Rule 15.31 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
Rule 15.31 and thereafter consider the record of the inquiry and pass such
58
orders as it may deem proper. If the Appellate Authority decides to enhance

the punishment but an enquiry has already been held as provided in Rule
15.31, the Appellate Authority shall give a show case notice to the employee
as to why the enhanced penalty should not be imposed upon him/her. The
Appellate Authority shall pass final order after taking into account the
representation, if any, submitted by the employee.
15.39 Review
Notwithstanding anything contained in these rules, the reviewing authority

may call for the record of the case within six months of the date of the
final order and after reviewing the case pass such orders thereon as it may
deem fit.
Provided that if the enhanced penalty, which the reviewing authority proposes
to impose, is a major penalty specified in Rule 15.29(2) and an enquiry as
provided under Rule 15.31 has not already been held in the case, the reviewing
authority shall direct that such an enquiry be held in accordance with the
provisions of Rule 15.31 and thereafter consider the record of the enquiry
and pass such order as it may deem proper. If the Reviewing Authority decides
to enhance the punishment but an enquiry has already been held in accordance
with the provisions of Rule 15.31, the reviewing authority shall give show
cause notice to the employee as to why the enhanced penalty should not be
imposed upon him. The reviewing authority shall pass final order after taking
into account the representation, if any, submitted by the employee.
15.40 Service or Orders, Notice etc.
Every order, notice and other process made or issued under these rules shall
be served in person on the employee concerned or communicated to him/her
by registered post at his/her last known address.
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15.41 Power of relax time limit and to condone delay
Save as otherwise expressly provided in these rules, the authority competent

under these rules to make order may, for good and sufficient reasons or if
sufficient cause is shown, extend the time specified in these rules for anything
required to be done under these rules or condone any delay.
15.42 Savings
(1) Nothing in these rules shall be construed as depriving any person to

whom these rules apply, of any right of appeal which had accrued to
him/her under the rules.
(2) An appeal pending at the commencement of these rules shall be

considered and orders thereon shall be made, in accordance with these
rules.
(3) The proceedings pending at the commencement of these rules shall

be continued and disposed as far as may be, in accordance with the
provisions of these rules, as if such proceedings were pending under
these rules.
(4) Any misconduct, committed prior to the issue of these rules shall be
deemed to be a misconduct under these rules, provided the action is
pending.
15.43 Removal of doubts
Where a doubt arises as to the interpretation of any of these rules, the matter
shall be referred to the Managing Director whose decision shall be final.
15.44 Amendments
The Board may amend, modify or add to these rules, from time to time and all
such amendments, modifications or additions shall take effect from the date
stated therein.
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16.0 TERMINATION OF SERVICES
16.1 Save as provided in these rules, relating to probation, an employee’s

services may be terminated at any time on one month’s (but not less
than 30 days’) notice on either side, by IFFCO or by the employee.
16.2. In lieu of the notice period prescribed in sub-rule (1) of this rule, IFFCO
may terminate the services of an employee on payment to him of an
amount equal to his pay (Basic + DA) for the prescribed notice period
or for such portion thereof as may not have expired.
16.3 Nothing in this rule shall be construed to required the giving of notice
or the payment of pay and allowances in lieu of notice to a person who
is dismissed in accordance with the procedure laid down in rule 15.0
of these rules.
16-B RESIGNATION BY THE EMPLOYEE
(1) A permanent employee who resigns from the services of IFFCO is

required to give one month’s notice (but not less than 30 days).
(2) In lieu of the notice period prescribed in sub rule 1 of this rule, the
employee shall pay to IFFCO an amount equivalent to his pay
(Basic + DA) for the prescribed notice period or for such portion thereof
as may not have expired.
(3) The resignation under sub-rule (1) above shall not be accepted during
the pendency of any departmental / vigilance proceedings against the
employee.
Note : In exceptional cases MD at his sole discretion can waive the notice period
wholly or partially in respect of such employees for whom he is the Appointing
Authority.
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17.0 MEDICAL FITNESS
(1) No person shall be appointed in the services of IFFCO unless he has

been medically examined and found fit as per the required medical
standards of IFFCO, by a Registered Medical Practitioner having
qualification not less than MBBS.
(2) At any time, while in IFFCO’s employment, an employee may be

required by IFFCO to appear for medical examination by a medical
authority designated for the purpose, to take such steps and undergo
such treatment as may be recommended by the said medical authority
and to produce a Certificate of Fitness from the said medical authority
on the completion of the prescribed course of treatment. If the
employee is found unfit by the medical authority for further continuance
in IFFCO’s employment, his services may be terminated by IFFCO in
the manner prescribed in the rules
18.0 IDENTITY CARDS
(1) Every employee shall be provided with a nontransferable identity card,

badge or token or permit or photopass.
(2) Every employee shall on demand show his Identity card, badge or
token or permit or photopass to the Authorised Security personnel/or
any other authority, at the gate while entering or leaving IFFCO
premises or at any other place within IFFCO premises.
(3) If any employee loses his identity card, badge or token or permit or
photopass, he shall immediately report the loss to the issuing Authority/
Security Officer and Incharge of his section.
(4) The identity card, badge or token or permit or photopass issued to an

employee shall be surrendered by him on the termination of his
services, or on leaving the services of IFFCO for any reason
whatsoever.
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(5) If the identity card, badge or token or permit or photopass becomes

illegible or disfigured due to natural wear and tear, the management
will replace it without charges. It shall be the responsibility of the
employee to apply for a fresh identity card, badge or token or permit
or photopass and deposit the disfigured one.
(6) If the identity card, badge or token or permit or photopass is lost by

the employee, a duplicate identity card, badge or token or permit or
photopass will be issued to the employee at his request, on payment
of nominal cost as fixed by the Management.
(7) The identity card or badge or token or permit or photopass shall not
be used by the employee to enter or pass through the establishment
when he/she is not on official duty, unless authorised by the competent
authority.
(8) Every employee shall enter and leave the IFFCO premises by such
gates as may be prescribed. Employees entering or leaving the
premises are liable to be detained and searched by such staff as may
be authorised for this purpose by the management.
19.0 VERIFICATION OF CHARACTER AND ANTECEDENTS
Confirmation of a person in the services of IFFCO will be subject to satisfactory

verification of character and antecedents in the prescribed form and by the
prescribed Authorities, except in the case of persons, who are selected from
Government/ Semi-Government/ Public Sector undertakings, provided
however, that in such cases copies of the verification reports or a certificate to
that effect is obtained from his previous employer before the employee is
confirmed. Such verification, if considered necessary may be obtained
subsequently at any time during the course of the employment. In case the
Character Verification Report of the appointee received from the Competent
Authority is found unsatisfactory in any manner, whatsoever, his services will
be summarily terminated by IFFCO Management. IFFCO Management will
be the sole arbiter to say whether CVR received is satisfactory or unsatisfactory.
63
20.0 PERMISSION FOR FURTHER STUDIES
An employee desirous of joining any part-time, full-time or correspondence

course for pursuing higher education shall seek the written permission of the
Management. The Management at its sole discretion, may or may not grant
permission. Permission granted shall be subject to the following conditions:
(1) The work of IFFCO shall always have priority over and above anything.
(2) Nothing will prevent IFFCO’s absolute discretion for transferring the
employee;
(3) The employee will not be entitled to any right to claim any kind of
leave for the preparation of examination;
(4) IFFCO’s liability will be limited only to granting leave for the examination
days subject to IFFCO’s normal leave rules;
(5) The employee shall not be entitled to claim any benefit from IFFCO.
(6) The study shall have to be pursued by the employee at his cost; and
(7) The Management shall have full right to withdraw the permission once
granted without giving any notice or assigning any reason thereof;
(8) The permission will be further subject to the conditions laid down by
the Management from time to time.
21.0 HOURS OF WORK & ATTENDANCE
Every employee shall comply with such instructions as are issued from time
to time relating to attendance, arrival and departure, the period and hours of
work for different classes of employees at different places. Every employee
shall be at work at the time fixed and notified by the Competent Authority from
time to time.
64
22 .0 ATTENDANCE RULES
Management may make rules for the marking of attendance. These rules
may lay down different procedure for different categories of employees.
(1) All employees shall follow instructions or rules or regulations or

circulars/orders as may be issued by the Management from time to
time in respect of time keeping, marking of attendance etc.
(2) Attendance shall be marked by employees daily according to the

method, manner and place prescribed by the Management from time
to time.
(3) Immediately after marking their attendance all employees must report
to work and be ready to start work at the place notified by the
Management.
(4) No employee shall leave his place of work or stop working until the
end of his working time and until the charge of the work has been
taken over by the employee of the next shift, as the case may be, and
only thereafter he shall punch his attendance card or get his attendance
marked etc. Mere presence in IFFCO premises will not be treated as
attendance or presence by the employee unless the period required
to gain full attendance is devoted to work, for which the employee is
employed.
(5) An employee who is not found present at his work place during his
working time, without sufficient justification, shall be treated as absent
and is liable for punishment, besides being not entitled for wages/
salary for the period of such absence.
65
23.0 SAFETY AND SECURITY RULES
(1) All employees shall observe all the safety rules, instructions and
regulations as are issued by the Management and in force from time
to time. Breach of any safety rules shall constitute misconduct and
the employee concerned shall be liable to disciplinary action for the
same.
(2) All employees shall observe the Rules and Regulations in regard to
the security and safety of the organisation’s property, estate, business
and personnel in accordance with the instruction issued by the
Management from time to time.
24.0 INTIMATION OF RESIDENTIAL ADDRESS
All employees shall, on their appointment notify to the Management their local
and permanent addresses. It shall be the responsibility of the employee to
notify any change of address to the Management promptly. Any communication
sent by the Management to the last communicated address by the employee,
shall be treated as the communication duly served on the employee.
25.0 RELAXATION OF THE SERVICE RULES
The relaxation of the provision of any of these rules shall require the approval
of IFFCO’s Board.
26.0 INTERPRETATION
(1) The Managing Director may, at his discretion, issue detailed regulations
for the interpretation of these rules.
(2) Any question of doubt of interpretation should be referred to the

Managing Director for clarification whose decision shall be final and
binding on all.
66
27.0 SERVICE RULES FOR FUNCTIONAL DIRECTORS
27.1 Appointment:
The Functional Directors shall be appointed by the Board of Directors of IFFCO.
27.2 Pay, Allowances and Other Perquisites:
The Functional Directors shall be paid Pay, Allowances, Other Perquisites

and Leased Accommodation / self Lease, as determined by the Board of
Directors of the Society, from time to time.
The post of Managing Director is in Special Grade and the posts of Other
Functional Directors are in grade ‘A’
27.3 Leave & Leave Encashment:
Functional Directors are entitled to Leave and Leave encashment as applicable

to other employees of the Society, from time to time.
27.4. Incentive:
Functional Directors are entitled to incentive as per the scheme approved by

the Board of Directors, as applicable to other employees of the Society, from
time to time.
27.5 Chauffeur Driven Car:
The Functional Directors shall be provided with Chauffeur driven car. The
Ceiling on Kilometres for private use of staff car and deduction for such private
use shall be as determined by the Board from time to time.
67
27.6 Residential Office:
The Functional Directors shall be provided Residential Office with such facilities
as may be determined by the Management from time to time.
27.7 Conduct Discipline and Appeal Rules:
The Functional Director shall be governed by the Conduct, Discipline and

Appeal rules as contained in rule No. 15 of Service Rules, with the condition
that the Disciplinary Authority shall be the Board of Director of IFFCO, subject
to the provisions of Bye-laws of IFFCO.
27.8 Retirement Age:
Retirement or Superannuation of Managing Director shall be on attaining the

age of 65 years. Retirement or Superannuation of other Functional Directors
shall be on attaining the age of 62 years.
27.9 Terminal Benefits:
Functional Directors are entitled to terminal benefits such as Gratuity,

Contributory Provident Fund, Group Insurance etc. as admissible to other
employees of the Society, from time to time.
27.10 Award to Outstanding Managing Director:
On completion of one term in IFFCO, security assistance will be provided to

the Managing Director on retirement, for the same number of months for
which he served as Managing Director of IFFCO.
On completion of more than one term but less than two terms, security
assistance will be provided to the Managing Director on retirement for the
double the number of months for which he served as Managing Director of
IFFCO.
68
On completion of more than one term but less than two terms, the Managing
Director and his spouse will be provided medical assistance on retirement,
for the double the number of months for which he served as Managing Director
of IFFCO.
On completion of two or more terms, in addition to security assistance and

medical assistance as described above, the Managing Director will be provided
official conveyance assistance on retirement, for the double the number of
months for which he served a Managing Director of IFFCO.
The above benefits are subject to the condition that the Managing Director on
retirement do not take up any employment and will be available to IFFCO for
consultations, if required.
*****
69
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SERVICE RULES
(FOR EMPLOYEES OF IFFCO)
(Amended and updated upto 1st May, 2010)
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INDEX
Rule No. Subject Page No.
1 Extent of Applicability 1
2 Probation 1
3 Postings & Transfers 2
4 Forwarding of Applications 2
5 Payment of Salaries 2
6 Allowances 3
7 Leave 5
8 Leave Travel Assistance 9
9 Retirement Policy 9
10 Residential Accommodation 10
11 Terminal Benefit 10
12 Provident Fund 10
13 Medical Benefits 10
14 Domestic Travelling Allowance Rules 13
15 Conduct, Discipline & Appeal Rules 25
16 Termination of Services 61
17 Medical Fitness 62
18 Identity Card 62
19 Verification of Character & Antecedents 63
20 Permission for further studies 64
21 Hours of Work & Attendance 64
22 Attendance Rules 65
23 Safety & Security Rules 66
24 Intimation of Residential Address 66
25 Relaxation of Service Rule 66
26 Interpretation 66
27 Service Rules for Functional Directors 67

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Service Rules for Employees of IFFCO

SERVICE RULES FOR EMPLOYEES OF IFFCO

1.0 EXTENT OF APPLICABILITY

1.2 In the case of persons appointed without remuneration of any kind, or on

2.3 On the completion of the period of probation including extensions thereof, if

2.4. Until a letter of confirmation has been issued by the Management on

2.5. Notwithstanding the effective date of promotion, an employee shall be on

3.0 POSTINGS AND TRANSFERS

Regardless of the post to which an employee is initially appointed and the

4.0 FORWARDING OF APPLICATIONS FOR JOBS OUTSIDE IFFCO

If any employee wishes to apply to a post outside IFFCO, he should do so

5.0 PAYMENT OF SALARIES

(c) Date of increment of an employee, arrived at on his joining IFFCO

(d) If an employee remains absent from duty on account of Leave without

(e) On appointment and promotion, the annual increment will be awarded

Dearness, House Rent and other allowances shall be as decided by IFFCO’s

6.1 DEARNESS ALLOWANCE

6.2 HOUSE RENT ALLOWANCE

6.2.2. Where an employee’s spouse is employed elsewhere and the spouse is

It will be the responsibility of the employee to intimate IFFCO on the first

6.2.5. IFFCO employee will not be entitled to HRA, if

i) he/she shares the IFFCO accommodation provided to another IFFCO

ii) he/she resides in accommodation provided to his / her parents / son /

6.3 CITY COMPENSATORY ALLOWANCE

Payment of City Compensatory Allowance (CCA) discontinued w.e.f.

Leave cannot be claimed as a matter of right but may be sanctioned, refused,

7.4.1 Sick Leave will be encashable at the time of Superannuation, Voluntary

7.7 Leave Salary/Allowances

iii) Half the rate of Personal Allowance as admissible to the

iv) House Rent Allowance, if any as admissible to the individual on Basic

(Note - For payment of leave salary/allowances, intervening holidays and

7.10 Entitlement of Sick Leave and/or Maternity Leave will be withdrawn on

7.11 An employee proceeding on Earned Leave will not be allowed to convert it

The list of festivals/closed holidays not exceeding 14 days in a calendar year

8.0 LEAVE TRAVEL ASSISTANCE (LTA)

LTA shall be limited to certain percentage of basic pay of an employee, to be

9.0 RETIREMENT POLICY

9.1 Retirement or Superannuation shall be at the age of 60 years. The employee

10.0 RESIDENTIAL ACCOMMODATION

IFFCO may, at its discretion, make available such residential accommodation

11.0 TERMINAL BENEFIT

All permanent employees of IFFCO, irrespective of their wages shall be entitled

12.0 PROVIDENT FUND

13.0 MEDICAL BENEFITS

13.2.1 An employee shall, in respect of any ailment, disease, injury or disability,

i) Fees paid by him to an Authorised Medical Attendant for consultation

ii) Fees paid for injections, dressings or minor surgery;

iii) The cost of such medicines of pharmaceuticals other than dietary or

13.2.2 The reimbursement of medical expenses to an employee as laid down in sub-

Number of family Ceiling for routine

For 2 family members Rs.3750/-

13.5 Consultation with specialists and treatment as in-patient in a hospital will be

13.7 IFFCO may at its discretion

i) Authorise the grant of travelling allowance to any employee for enabling

ii) In case of emergency, authorise the reimbursement of travel cost to an

13.10 MEDICAL REIMBURSEMENT

13.10.2 Cost of X-ray and pathological examination will be reimbursed at actuals in

13.10.3 Reasonable cost of treatment as an indoor patient in recognised/notified

13.12.3 The Management will be free to restrict reimbursement for specialised

14.0 DOMESTIC TRAVELLING ALLOWANCE RULES

14.1.1 Employees should plan their journeys in advance so that there is

Explanation: These rules will not apply to the persons engaged/employed in

14.2 Sanction for Travel

14.3 Class and Mode of Travel

14.3.2 If an employee travels by a class lower than his entitlement, he will be

14.3.3 In emergent, special circumstances and in the exigencies of work, the

14.4 Cash Allowance & Lodging Charges

14.4.3 Cash Allowance is to be calculated for the period of absence of an employee

Upto 6 hours 25%

More than 6 hours & upto 12 hours 50%

More than 12 hours 100%

If an employee proceeds on official tour and returns to the Headquarters on

Upto 6 hours Nil

More than 6 hours & upto 12 hours 50%

More than 12 hours 100%

14.4.6 Normally no break in journey is allowed to the employee unless he has to