(a) No employee should be kept under suspension by the management except as provided in Section 79 of the Act.
(b) An employee who is kept under suspension shall be paid subsistence allowance at one half of the salary drawn by him immediately before suspension plus allowances admissible on such salary;
(c) An order of suspension may at any time be revoked by the next higher authority to the competent authority;
(d) In addition to the penalties specified in sub section (1) of Section 79 of the Act the following penalties may also be imposed against any employee for negligence of duty, disobedience of orders, misconduct, violation of code of conduct or for other sufficient cause:
(i) Fine,
(ii) Censure,
(iii) Withholding of increments or promotion,
(iv) Reduction to a lower rank in seniority or reduction in the time scale of pay,
(v) Recovery from pay the whole or part of the pecuniary losses caused to the Government or to the institutions by negligence or breach of orders;
(e) No employee shall be dismissed, removed or reduced in rank by an authority subordinate to the management.
(f) In every case where it is proposed to impose any of the penalties specified, the ground on which the action is proposed shall be reduced to the form of a definite charge or charges. The charges shall be communicated to the person charged together with statement of allegations and their basis and of any other circumstances leading to the charges.
(g) After examination of the report of the Enquiry Officer or where no enquiry has been held on consideration of the statement of defence of the person charged and other circumstances of the case, the management shall issue a show cause notice of not less than two weeks to the charged officer enclosing the report of the Enquiry Officer. After considering the explanation the management may impose any of the penalties.
(h) The above provisions shall not apply where the authority to impose the penalty is satisfied for reasons to be recorded in writing that it is not reasonably/practicable to hold an enquiry or to inform the employee in writing of the allegations or charges on which action is proposed to be taken or where it is proposed to impose the penalty on the ground of conduct which lead to his conviction on a criminal charge which involved moral turpitude. In such cases, the management shall obtain prior permission from the competent authority.
Section 19 • Andhra Pradesh Educational Institutions (Establishment, Recognition, Administration and Control of Schools Under Private Managements) Rules, 1993
19. Disciplinary Control.
andhra-pradesh-educational-institutions-establishment-recognition-administration-and-control-of-schools-under-private-managements-rules-1993-sec-19.json
•
Section 19
{
"act_title": "Andhra Pradesh Educational Institutions (Establishment, Recognition, Administration and Control of Schools Under Private Managements) Rules, 1993",
"act_slug": "andhra-pradesh-educational-institutions-establishment-recognition-administration-and-control-of-schools-under-private-managements-rules-1993",
"section_label": "Section",
"section": {
"number": "19",
"title": "19. Disciplinary Control.",
"chapter": null,
"content": "(a) No employee should be kept under suspension by the management except as provided in Section 79 of the Act.\n(b) An employee who is kept under suspension shall be paid subsistence allowance at one half of the salary drawn by him immediately before suspension plus allowances admissible on such salary;\n(c) An order of suspension may at any time be revoked by the next higher authority to the competent authority;\n(d) In addition to the penalties specified in sub section (1) of Section 79 of the Act the following penalties may also be imposed against any employee for negligence of duty, disobedience of orders, misconduct, violation of code of conduct or for other sufficient cause:\n(i) Fine,\n(ii) Censure,\n(iii) Withholding of increments or promotion,\n(iv) Reduction to a lower rank in seniority or reduction in the time scale of pay,\n(v) Recovery from pay the whole or part of the pecuniary losses caused to the Government or to the institutions by negligence or breach of orders;\n(e) No employee shall be dismissed, removed or reduced in rank by an authority subordinate to the management.\n(f) In every case where it is proposed to impose any of the penalties specified, the ground on which the action is proposed shall be reduced to the form of a definite charge or charges. The charges shall be communicated to the person charged together with statement of allegations and their basis and of any other circumstances leading to the charges.\n(g) After examination of the report of the Enquiry Officer or where no enquiry has been held on consideration of the statement of defence of the person charged and other circumstances of the case, the management shall issue a show cause notice of not less than two weeks to the charged officer enclosing the report of the Enquiry Officer. After considering the explanation the management may impose any of the penalties.\n(h) The above provisions shall not apply where the authority to impose the penalty is satisfied for reasons to be recorded in writing that it is not reasonably/practicable to hold an enquiry or to inform the employee in writing of the allegations or charges on which action is proposed to be taken or where it is proposed to impose the penalty on the ground of conduct which lead to his conviction on a criminal charge which involved moral turpitude. In such cases, the management shall obtain prior permission from the competent authority.",
"footnote": "",
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