Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975

{
    "id": 17114,
    "slug": "haryana-state-central-co-operative-bank-s-staff-service-common-cadre-rules-1975",
    "title": "Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975",
    "short_title": "Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975",
    "act_number": "Published vide Notification No. Framed by Apex Ban",
    "act_year": 1975,
    "act_type": "STATE",
    "location": "Haryana",
    "law_status": "unknown",
    "enactment_date": null,
    "description": "Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975",
    "preamble": "",
    "section_label": "Section",
    "sections": [
        {
            "number": "1",
            "title": "1. Short title commencement and application.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 0
        },
        {
            "number": "2",
            "title": "2. Definitions.",
            "chapter": null,
            "content": "(a) \"Apex Bank\" means the Haryana State Co-operative Bank Ltd.\n(b) \"Bank\" means a Central Co-operative Bank in Haryana State registered under the Punjab Co-operative Societies Act 1961 as applicable to the State of Haryana.\n(c) \"Board\" means the Board of Directors of the Central Co-operative Bank.\n(d) \"Administrative Committee\" means the Committee constituted by the respective Central Co-operative Bank under the provisions of the bye-laws or in the absence of such provisions in bye-laws, a committee constituted by the Board of the respective Central Co-operative Bank for the administration of these Rules.\n(e) \"Manager\" means an Officer appointed by the Haryana State Co-operative Bank Ltd.\n(f) \"Managing Director\" means an Officer appointed by the Haryana State Government to be the Managing Director of the Bank.\n(g) \"Society\" means the Primary Agricultural Co-operative Credit/Service Society, which is a member of the Bank.\n(h) \"Government\" means the Government of the State of Haryana.\n(i) \"Registrar\" means the Registrar, Co-operative Societies, Haryana or his nominee.\n(j) \"Direct Recruitment\" means the appointment made other-wise than by promotion from within the service or by transfer on deputation.\n(k) \"Category/categories of Service\" means the Category/Categories specified in column 2 of Annexure I\n(l) \"Equivalent posts\" mean any two or more posts on the service carrying identical time scales.\n(m) \"Salary\" means the basic monthly pay and shall also include other emoluments treated as pay.\n(n) \"Family\" means an employee, his spouse, minor sons, unmarried daughters and Parents actually residing and wholly dependent upon him/her.\n(o) \"Officer\" means an employee of the rank of Manager, Assistant Manager, Development Officer and above.\n(p) \"Employees\" include all salaried persons appointed either temporarily or permanently in the service of the Central Co-operative Bank.\n(q) \"Average Pay\" means the average monthly pay earned while on duty during the twelve calender months immediately preceding the month in which the employees proceeds on leave.\n(r) \"Substantive Pay\" means Pay to which an employee is entitled on account of a post to which he has been appointed substantively by reason of his substantive position in a cadre.\n(s) \"Year\" means Co-operative year, from 1st of July to 30th June.",
            "footnote": "",
            "is_definition": true,
            "sort_order": 1
        },
        {
            "number": "3",
            "title": "3. Authority to implement these Rules.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 2
        },
        {
            "number": "4",
            "title": "4. Power to amend and interpret these Rules.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 3
        },
        {
            "number": "5",
            "title": "5. Categorization and confirmation of Services.",
            "chapter": null,
            "content": "(ii) The service shall be deemed to commence from the working day on which an employee reports for duty in an appointment. If he reports for duty in the afternoon the service shall be deemed to commence from the following working day.\n(iii) The service would comprise of the temporary employees and the permanent employees. Temporary employee means in employee who has been appointed for a limited period or work which is essentially of a temporary nature.\n(iv) Every person appointed to any post in the Bank shall remain or probation for a period of one year unless it is extended for a further period not exceeding one year.\n(v) During the period of probation, an employee directly recruited shall be liable to be discharged from service without giving any notice and opportunity and an employee promoted from a lower post to a higher post shall be liable to be reverted to be lower post, if his work and conduct is found unsatisfactory.\n(vi) An employee on probation shall be eligible for confirmation after successful completion of period of probation subject to the availability of substantive post. The eligibility for confirmation would be from the length of the service.\n(vii) No employee shall be deemed to have been confirmed in the service unless specific orders in this regard are issued.\n(viii)(a) The performance of an apprentice Secretary during apprenticeship period of 2 years shall be reviewed alter every six months by the Managing Committee of concerned Society Dev. Officer and Managing Director; and if the apprentice Secretary fails to deliver the goods, his services shall be liable to be terminated at any time without assigning any reason during the apprenticeship period by the appointing authority. If the performance of apprentice Secretary is found upto the mark on the basis of this performance and the level of business achieved by the society in his charge, after completion of his apprenticeship period, he may be confirmed as regular Secretary in the time scale of the post.\n(b) It shall be obligatory for these apprentice Secretaries to attend 6 weeks training programme at Staff Training College of Harcobank and pass a written test at the end of the programme. These who fail to qualify this test shall not be taken into regular time scale till they clear this exam. For the purpose Central Co-operative Banks notify the particulars of these apprentices on their appointment for inclusion in the roster to be maintained by the Harcobank.\n(ix)(a) All the existing Secretaries on roll shall be got trained at the Staff Training College of Harcobank. For the purpose, Apex Bank will maintain a roster and notify the names of these Secretaries according to their seniority for each course. It shall be obligatory for all these existing Secretaries to undergo this training and pass the written test. These who do not pass this test shall not be entitled to their next annual increment till they clear the test at their own expenses.\n(b) Apex Bank will arrange for the in service training of the Apprentice Secretaries and regular Secretaries at their Staff Training College, conduct a written test in Co-operative Accountancy, Co-operative Banking and Law, loaning policies and procedures. It shall be obligatory for the Central Co-operative Banks to depute the Secretaries as notified by Apex Bank for training at Staff Training College.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 4
        },
        {
            "number": "6",
            "title": "6. Qualification, rates of Pay and Allowances.",
            "chapter": null,
            "content": "(ii) The Administrative Committee shall have the power to allow upto two advance increments in the Pay-Scale for the particular grade at any time to any of the employees on the recommendation of Manager.\nCategory\nCategory\nPercentage for Promotion\nPercentage for Promotion\nDirect recruitment\nDirect recruitment\nSenior Accountant\n75\n25\nJunior Accountant\n75\n25\nClerks\n30 (25 from Secretaries and 5 from\n\t\t\t\t\tDaftries/Peons)\n70\nNote. A seniority list of such peons will be prepared who have passed Matriculation Exam, and have 3 years experience for promotion to clerks against 5% quota.\nNote.\n(a)\nSenior Accountant and Cashier\nRs. 2000/-\n(b)\nJunior Accountant, Executive Officers and Clerks\nRs. 1000/-\n(c)\nSecretaries\nRs. 2000/-\n(d)\nDrivers, Gunman, Daftri, Chowkidars and Peons\nRs. 250/-",
            "footnote": "",
            "is_definition": false,
            "sort_order": 5
        },
        {
            "number": "7",
            "title": "7. Holidays.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 6
        },
        {
            "number": "8",
            "title": "8. Financial liability.",
            "chapter": null,
            "content": "Appointments and Training:\nAppointments and Training:",
            "footnote": "",
            "is_definition": false,
            "sort_order": 7
        },
        {
            "number": "9",
            "title": "9. Appointment of employees, general conditions of their service and training of stuff.",
            "chapter": null,
            "content": "9.1 Appointing Authority.\n9.2 General conditions relating to appointment.\n(b) No person shall be appointed by direct recruitment if he is less than 18 years old or above 45 years in age on the date of selection by the authority competent to make appointments. The upper age limit may be relaxed by the Board in genuine cases with the prior approval of the Registrar, Co-operative Societies.\n(c) No person shall he appointed unless he has been certified by an Officer not below the rank of Assistant Surgeon or Bank Medical Officer to be of sound constitution and medically tit to discharge his duties.\n(d) No person shall be appointed to the service if he has previously been dismissed front service of any Government department or any other Institution or has been convicted by the Court of Law as a result of some act of dishonesty or moral turpitude.\n(e) Deleted.\n(f) Save for a co-operative society exclusively for the benefit of the employees, no employee shall contest election to a Committee of any Co-operative Society affiliated to the Central Bank.\n(g) No person shall be directly appointed in the service of the Bank unless his antecedents have been verified to the satisfaction of the Bank through State Police Agency.\n9.3 Nature of the Appointment.\n(a) Ad-hoc (may be terminated within a period of 3 months without notice)\n(b) Temporary (may be terminated or made substantive subsequently)\n(c) Substantive.\n(d) Apprentice Secretaries : In future recruitment of new Secretaries shall be made on apprenticeship basis for 2 years and they shall be appointed in weaker societies. No direct recruitment of Secretaries shall be made in the regular time scale of the post.\n(a) by direct recruitment;\n(b) by promotion from a lower category immediately below the category to which promotion is sought;\n(c) by transfer on deputation of a person from the Co-operative Department or Government/Reserve Bank of India, provided that the appointing authority would not take appointment by direct recruitment beyond the limit prescribed for each category in Annexure II.\n9.4 Appointment by direct recruitment.\n(ii) The appointing authority may prepare a waiting list upto 25% of the sanctioned strength which will be valid upto 6 months from the date of selection.]\n9.5\n9.6\n9.7\n9.8 Appointment by promotion.\n(ii) In all promotion cases, reservation for the members of scheduled castes/tribes and backward classes belonging to class III and IV shall be as under :-\n(a) All direct appointments shall be made after proper advertisement in at-least one leading daily Newspaper mentioning the qualifications required and grade of the pay and other allowances of the post and notifying to the Employment Exchange.\n(b) Deleted.\n(c) Deleted.\n(d) Deleted.\n(iii) The appointing authority shall be guided by the service record, qualifications, both academic and professional and length of service of the employees in that category for promotion. The competent authority may relax qualifications for promotion to higher category in deserving cases with the permission of the Registrar, Co-operative Societies. The inter-se- seniority shall be determined according to age, older being senior and if in the case of such employees the date of birth of any two or more employees is also the same, then decision by the appointing authority shall be final.\n9.9 Deleted.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 8
        },
        {
            "number": "10",
            "title": "10. Training and Examination.",
            "chapter": null,
            "content": "10.2\n(ii) An employee who passes part II of C.A.I.I.B. Exam shall be allowed one more advance increment in his own pay-scale.\n(iii) For additional qualifications, Board shall be competent to allow advance increment as per Government instructions from time to time.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 9
        },
        {
            "number": "11",
            "title": "11. Record of Service and leave.",
            "chapter": null,
            "content": "11.2\n(ii) In case adverse remarks are recorded in respect of any employee, these shall be communicated to the concerned employee within a period of 6 months following the cooperative year to which the report relates.\n(iii) An appeal against adverse remarks shall be made within 30 days from the receipt of such communication. The appeal shall be considered by the appointing authority for decision whose decision shall be final and binding.\n11.3\n11.4 Lien.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 10
        },
        {
            "number": "12",
            "title": "12. Fixation of Seniority.",
            "chapter": null,
            "content": "12.2\n12.3\n(i) If the appointment is made in pursuance of Rule 9.4 then their seniority shall be determined according to the merit list as provided in Rule 9.5.\n(ii) If the date of joining of two or more employees in the category of service through, direct recruitment or promotion is the same, the later shall be senior to the former.\n(iii) If two or more employees are promoted in the same category/Cadre on the same date, the seniority shall remain in the same order as in the lower category.\n13.\n(ii) No. T.A. shall be paid for joining service at the place of posting for now direct appointment under Rule 9.4.\n(iii) All the employees shall be liable to transfer from one office to another. On such transfers, the employee shall be entitled to T.A. Tor himself and his family, and luggage/freight and labour charges under T.A. Rules.\n(iv) The appointing authority may depute an employee of the Bank with his consent on deputation to any other co-operative institution or to any other agency on such terms and conditions as agreed upon between the Bank and the Foreign Institution.\n[(v) Notwithstanding anything contained in these rules an apprentice secretary will not be transferred and shall be required to serve the society for which he has been recruited until he becomes eligible to be absorbed as a regular secretary and is absorbed.]",
            "footnote": "",
            "is_definition": false,
            "sort_order": 11
        },
        {
            "number": "14",
            "title": "14. Resignation.",
            "chapter": null,
            "content": "(i) No employee who has been in the service of the Bank for a period of three months on purely temporary basis shall resign his post unless he has given seven days previous notice or pay in lieu thereof.\n(ii) No employee other than mentioned in clause (i) shall resign a post unless he has given/gives 30 days clear notice or salary in lieu thereof.\n(iii) If an employer leaves services without giving the due notice, he shall be liable to pay an amount equal to the salary including allowances for the period of notice or for the period by which the notice falls short and any other dues recoverable from him. The Bank shall be competent to deduct these amounts from his unpaid dues including the salary, other allowances, bonus, Gratuity etc.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 12
        },
        {
            "number": "15",
            "title": "15. Retirement.",
            "chapter": null,
            "content": "(ii) Notwithstanding anything contained in clause (i) any employee may be required by the Board or permitted at his own request to retire from the service an attaining the age of 15 years.\n(iii) Nothing contained in clause (i) or (ii) supra shall effect the right of the Board to require an employee to retire on his being incapacitated, for further continuance in service due to illness or otherwise. Provided that, before acting under this clause, the Board shall obtain opinion from the Medical Officer to this effect and give a reasonable opportunity to the employee to explain his case.\n(iv) An employee can get retirement on medical grounds after the completion of at least 15 years of service. For this purpose the medical certificate shall be issued by a Medical Officer/Senior Medical Officer of a Civil Hospital.\nChapter III",
            "footnote": "",
            "is_definition": false,
            "sort_order": 13
        },
        {
            "number": "16",
            "title": "16. Pay-scales, Dearness and other Allowances.",
            "chapter": null,
            "content": "(i) Unless anything, otherwise contained in these Rules salary of all the employees governed by these Rules continue to be in accordance with their existing pay-scales as specified in Annexure-I and as revised from time to time.\n(i) Period of duty in the post.\n(ii) All periods of leave with full pay.\n(iii) Period of officiating service in a higher post in the service provided an employee would have worked on the lower post but for his officiating promotion to the higher post.\n(iv) Period of suspension, only if this period has been treated as duty period.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 14
        },
        {
            "number": "17",
            "title": "17. Travelling Allowances on tour, transfer and training.",
            "chapter": null,
            "content": "18.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 15
        },
        {
            "number": "19",
            "title": "19. Provident Fund.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 16
        },
        {
            "number": "20",
            "title": "20. Medical Re-imbursement Rules.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 17
        },
        {
            "number": "21",
            "title": "21. Bonus.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 18
        },
        {
            "number": "22",
            "title": "22. Gratuity.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 19
        },
        {
            "number": "23",
            "title": "23. House Rent Allowances.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 20
        },
        {
            "number": "24",
            "title": "24. Conveyance allowance.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 21
        },
        {
            "number": "25",
            "title": "25. City Compensatory Allowance.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 22
        },
        {
            "number": "26",
            "title": "26. Loan to Staff members.",
            "chapter": null,
            "content": "(i) An employees of the bank may be granted loans for the purchase of Cycle/Mo-tor-Cycle/Scooter, provided that interval between advances for the purchase shall be not less than 5 years. A subsequent loan may be allowed earlier if the previous loan amount has been deposited by the employee before due dates.\n(ii) Administrative Committee shall be competent to sanction such loans.\n26.1. Loans for conveyance.\n(i) Amount not exceeding the cost of the Vehicle to be purchased may be sanctioned to the confirmed bank employees.\n(ii) The amount shall be recovered in 60 equal monthly installments.\n(iii) The interest shall be charged at the rate of 64 or as decided by the Board from time to time.\n(iv) The vehicle shall be insured and hypothecated in favour of the Bank.\n(v) The advance shall be sanctioned to the employee on application and will be disbursed to the party from whom he intends to purchase the vehicle.\n(vi) The official concerned drawing the advance shall be required to execute an agreement bond on the prescribed form.\n(vii) Total advance during a particular year shall be earmarked by the Board.\n(viii) Each loan application shall be disposal of by he competent authority on the report of the Manager.\n(ix) The loan shall not be granted as a matter of right but it will be a privilege. There will be no consideration of seniority. Every loan application will be recommended in the light of importance of the duties of the employees and his performance.\n(x) The entitlement of loan for a particular type of vehicle for various categories of employees shall be admissible as per Govt. rules on the subject applicable to its employees from time to time.\n26.2. House-building Advance/Loan.\n26.3.\n26.4.\n26.5.\n26.6.\n26.7.\n(i) In case these Rules are silent on a particular issue(s) Govt. House Building Rules shall be applicable.\n(ii) In case of any dispute/confusion/interpretation, the decision of the Registrar, Cooperative Societies, shall be final.\nChapter IV\nGross and minor misconduct, penalties for misconduct, imposition of punishment, suspension, appeals, complaints and deductions.\n27.\nGross Misconduct.\n(a) Dishonesty, fraud, misappropriation, embezzlement or misapplication of the funds of the Bank or any of its constituents or committing any offence under Indian Penal Code in relation to the Bank and its constituents.\n(b) Engaging in any trade or business outside the scope of his duties except with the permission of the Bank.\n(c) Unauthorized disclosures of information regarding the affairs of the Bank to any of its customers or any other person concerned with the business of the Bank which is confidential or the disclosure of which is likely to be prejudicial to the interests of the Bank.\n(d) Drunkenness or riotous or disorderly or indecent behaviour.\n(e) Willful damage or attempt to cause damage to the property of the Bank or any of its customers.\n(f) Advertising the achievements of any Union. Association etc. of the employees recognised or otherwise, within the Bank premises without the prior permission of the Management in writing or the posting or pasting of any pamphlets, handbills, calenders etc. highlighting the activities, achievements etc. of the Union, except in accordance with the provisions of any Rule or Law for the time being in force.\n(g) Willful insubordination or disobedience of any lawful and reasonable order of a superior or misbehaviour with any employee of Bank.\n(h) Habitual doing of any act which amount to \"minor misconduct\" as defined below:\nHabitual means a course of action taken or persisted at least or three previous occasions and censure or warning have been administered or adverse remarks has been administered or an adverse remark has been entered against him.\n(i) Willful slowing down in performance of work.\n(j) Gambling or betting in the premises of the Bank.\n(k) Doing any act prejudicial to the interest of the Bank or negligence involving or likely to involve the Bank in loss exceeding Rs. 100/-\n(l) Giving or taking a bribe or illegal gratification form a customer or any employee of the Bank.\n(m) taking part or otherwise interfering or using his influence in any election to the Board, any Committee or sub-committee or the Directors.\n(n) Punishment from a Court of Law for any offence involving moral turpitude.\n(o) Absence without leave or overstaying sanctioned leave without sufficient ground for more than 8 days.\n(p) Neglect of work, negligence in performing duties or habitual negligence.\n(q) Breach of any rule of business of the Bank or Institutions for the running of any Department.\n(r) Holding or attempting to hold or attending any meeting on the premises of the Bank, without the permission of the management.\n(s) Seeking election to a Committee of the Bank/or affiliated societies except for a society exclusively for the benefits of the employees.\n27.2 Minor Misconduct.\n(a) Unpunctual or irregular attendance.\n(b) Committing nuisance in the premises of the Bank.\n(c) Entering or leaving the premises of the Bank, except by entrance provided for purpose.\n(d) Attempt to collect or collecting money within the premises of the Bank without the previous permission of the Management or except as allowed by any Rule or Law for the time being in force.\n(e) Canvassing for Union membership or collection of Union dues or subscriptions within the premises of the Bank without the previous permission of the Management or except in accordance with the provisions of any Rule or Law for the time being in force.\n(f) Marked disregard or ordinary requirements of decency and cleanliness in person or dress.\n27.3 Penalties for Grow misconduct.\n(i) Censure\n(ii) With-holding of annual increments.\n(iii) Barring of promotion to the higher grade post for a specific period.\n(iv) Reversion to a lower grade post.\n(v) Suspension.\n(vi) Dismissal.\n(vii) Fine not exceeding the total monthly emoluments of the employee.\n27.4 Penalties for minor misconduct.\n(a) Warning or censure, with-holding of annual increments for a period of not longer than six months.\n(b) Fine (where a line is imposed it shall not exceed 1/32 of the monthly emoluments of the employee).\n27.5",
            "footnote": "",
            "is_definition": false,
            "sort_order": 23
        },
        {
            "number": "28",
            "title": "28. Procedure to be adopted for punishment.",
            "chapter": null,
            "content": "(b) An employee against whom disciplinary action is proposed to be taken for gross misconduct shall be given a charge-sheet clearly setting-forth the circumstances appearing against him and a date shall be fixed for inquiry, sufficient time being given to the employee to enable him/her to appear and give his/her explanation as also to produce any evidence in his/her defence. The employee shall be permitted to cross-examine any witness whose evidence is adduced to prove the charges and produce evidence in defence. In case any charge is held to be proved, the employee shall be advised in writing of the nature of punishment proposed to be inflicted on him/her and he/she shall be given a hearing. The employee shall not be allowed to engage a counsel at the enquiry.\n(c) Pending such enquiry, the employee may be suspended, but if on the conclusion of the enquiry he/she is acquitted of the charge(s) lie/she shall be deemed to have been on duty and shall be entitled to the full pay and allowances and all other privileges for the period of suspension and if some punishment other than dismissal is indicted, the whole or a part of the period of suspension, may at the discretion of the appointing authority, be treated as on duty with the right to a corresponding portion of pay, allowance etc.\n(d) The Managing Director shall be competent to issue charge sheet, obtain explanation, appoint an enquiry Officer, serve a notice for showing cause against the action proposed to be taken against an employee. The final punishment shall, however, be imposed by the appointing authority.\n(e) The Managing Director may arrange to complete the enquiry proceedings and action thereon within the first year of suspension, failing which the case will be referred to the Board.\n29.\nSr. No.\nSr. No.\nNature of penalty\nNature of penalty\nCompetent Authority\nCompetent Authority\nAppellate Authority\nAppellate Authority\n1\nCensure/Warning\nManaging Committee\nManaging Director of CB\n2\nWith-holding of increment or Efficiency Bar\n-do-\nBoard of Directors of CBs.\n3\nReduction in the rank, removal dismissal,\n\t\t\t\t\ttermination of employee.\nAppointing Authority\nRegistrar Coop. Socs.\nSr. No.\nSr. No.\nNature of penalty\nNature of penalty\nCompetent Authority\nCompetent Authority\nAppellate Authority\nAppellate Authority\n1\nCensure/Warning\nManaging Director\nBoard of Directors\n2\nWith-holding of increment or Efficiency Bar\n-do-\n-do-\n3\nReduction in the rank, removal dismissal,\n\t\t\t\t\ttermination of a regular employee.\nAppointing Authority\nRegistrar Coop. Socs\n4\nOther penalties\nManaging Director\nBoard of Directors\n30.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 24
        },
        {
            "number": "31",
            "title": "31. Appeals.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 25
        },
        {
            "number": "32",
            "title": "32. Deductions.",
            "chapter": null,
            "content": "(a) Fines.\n(b) Deductions on account of unauthorized absence from duty.\n(c) For damages to or loss of goods entrusted to the employee where such loss or damage is due to his/her willful negligence. Such deductions shall not exceed the amount of damages or loss and shall not be made till the employee is given a reasonable opportunity of explanation.\n(d) Shortage or loss of money which the employee is required to account for or any other money payable to Bank by the employee.\n(e) Recovery of advances or over-payment of bills and other charges.\n(f) Provident Fund contribution.\n(g) Amount due in lieu of notices.\n(h) Other dues under the Punjab Coop. Societies Act, and Rules. Deduction shall be entered in the roll and separate receipts shall be issued.\n(i) Any other deductions for which he may have authorised the Bank in writing or which the Bank may be legally entitled to make.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 26
        },
        {
            "number": "33",
            "title": "33. Termination of Employment, Retrenchment or Reversion and Dismissal.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 27
        },
        {
            "number": "34",
            "title": "34. Retrenchment or reversion.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 28
        },
        {
            "number": "35",
            "title": "35. Dismissal.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 29
        },
        {
            "number": "36",
            "title": "36. Compensation on retrenchment of service.",
            "chapter": null,
            "content": "(ii) Temporary employees engaged for an indefinite period shall be entitled to one month's pay and allowances on termination of service. To the temporary person engaged for a specified period/work mentioned in their appointment letters, no compensation shall be payable.\n(iii) Permanent employees having less than 5 years service shall be entitled to half month's pay and allowances for every completed year of service.\n(iv) Income-tax and super-tax, if any, on compensation provided shall be paid by the employees.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 30
        },
        {
            "number": "36A",
            "title": "36A. Compensation in case of death of an employee while in Service.",
            "chapter": null,
            "content": "Chapter V\nLeave and Joining Time",
            "footnote": "",
            "is_definition": false,
            "sort_order": 31
        },
        {
            "number": "37",
            "title": "37. General Rules relating to Leave.",
            "chapter": null,
            "content": "(i) Casual leave - Casual leave shall be allowed at the rates admissible to the Govt. employees from time to time.\n(ii) Earned leave - Earned leave shall be allowed at the rates admissible to the Govt, employees from time to time.\n(iii) Commuted leave\n(iv) Maternity leave - Maternity leave to permanent female employee shall be allowed as admissible to the State Govt. employees from time to time.\n37.2. Authorities empowered to grant leave.\n37.3. Power to refuse leave or recall an employee on leave.\n37.4.\n(ii) At the time of retirement/death of an employee encashment of leave will be allowed as per Govt, rules for its employees.\n37.5 Commencement and termination of leave.\n(ii) The last day of an employee's leave is the working day proceeding that upon which he reports he return to duty.\n37.6. Obligation to furnish leave address.\n37.7. Station to which an employee should report on return.\n37.8. When medical certificate of fitness may be demanded.\n37.9.\n(ii) No other employee of the bank should leave his station on holidays without obtaining the permission of his immediate officer.\n37.10.\n37.11.\n37.12.\nNB.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 32
        },
        {
            "number": "38",
            "title": "38. Earned leave.",
            "chapter": null,
            "content": "38.2.\n(ii) In calculating earned leave earned by an employee an account shall first be taken on the complete periods of eleven months during which an employee has been on duty since the date of his last return from leave and the employee is allowed credit m his leave account for one month for each period of eleven month of duty as shall be admissible to him under sub-regulation (i) thereafter an account shall be taken of any balance of the period of duty left over and the employee shall be credited with one day for every eleven days of duty rendered by him. Faction of a day of earned leave shall be taken as a full day, if amounting to half a day or more and shall be ignored if amounting to less half a day.\n(iii) The earned leave due to an employee is the period which he has earned diminished by the period of leave actually taken.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 33
        },
        {
            "number": "39",
            "title": "39. Casual leave.",
            "chapter": null,
            "content": "39.2. Notwithstanding anything in sub-regulation 39.1 the Manager may\n(ii) Permit the grant of casual leave without being subject to all or any of the limitations laid in sub-regulations below :\n(a) When the absence from duty is necessitated by orders not to attend office in consequence of infectious disease in the family or household of an employee.\n(b) When the absence is necessitated by reason of an employee who is a member of the Auxiliary Force, Indian Home Guards, Air Raid Precautions or other Civil Defence Organization or any other official organization of a similar nature having a attend an annual camp or be on training or\n(c) When there are the exceptional circumstances necessitating the grant of casual leave in excess of the prescribed limits. Provided that the total period of casual leave granted to an employee in any one calendar year shall in no case exceed 30 days and if the grant of casual leave under this sub-regulation shall result in the total period being extended beyond 30 days shall be treated as earned, special or extra-ordinary leave, as the employee concerned may request.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 34
        },
        {
            "number": "40",
            "title": "40. Sick Leave.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 35
        },
        {
            "number": "41",
            "title": "41. Extra-ordinary Leave.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 36
        },
        {
            "number": "42",
            "title": "42. Maternity leave.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 37
        },
        {
            "number": "43",
            "title": "43. Study leave.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 38
        },
        {
            "number": "44",
            "title": "44. Joining Time.",
            "chapter": null,
            "content": "(i) to join a new cost to which he is appointed while on duty in his old post.\n(ii) to join a new post on return from leave of not more than 4 months duration or although the duration of leave exceeds four months, the employee has not had sufficient notice of his appointment to the new post.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 39
        },
        {
            "number": "45",
            "title": "45. Half pay leave.",
            "chapter": null,
            "content": "Chapter VI\nOther Rules Applicable to the Staff\n46.\n47.\n48.\n49.\n50.\n51.\n52.\n53.\n54.\n(i) Every employee of the Bank shall conform to and abide by these regulations and shall observe, comply with and obey all orders and directions which may from time to time be given to him by a person or persons under whose jurisdiction, superintendence or control he may for the time being be placed.\n(ii) Every employee shall serve the Bank honestly and faithfully and shall use his ut¬most endeavour to promote the interest of Bank.\n(iii) No employee shall take part in politics or in any political demonstration or stand for election to a legislature or local authority or be a member of a political party.\n54.2. Absence from duty.\n(ii) An employee, who absents himself from duty without leave or over stays his leave, except under circumstances beyond his control, for which he must tender satisfactory explanation, shall not be entitled to draw any pay and allowances, during such absence or overstay and further be liable for such disciplinary measures as the competent authority may impose. The period of such absence or overstay may, if not followed by termination of service, be created as period spend on earned or sick leave or extra-ordinary leave or half-pay leave, as deemed appropriate by the competent authority at his discretion.\n(iii) An employee who is habitually late in attendance shall in addition to such other penalty as the competent authority may deem fit to impose have one day of casual leave forefeited for every 3 days he is late in any calender month. Where such an employee has no casual leave due to him the period of leave to be so forefeited may be treated as earned or extra-ordinary or half-pay leave as the competent authority may determine.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 40
        },
        {
            "number": "55",
            "title": "55. Uniforms or liveries to class-IV staff\".",
            "chapter": null,
            "content": "(1) Summer :- Two uniforms each year.\n(2) Winter :- One set of woolen uniform, one pair of shoes and one Jursey every year. The Gunman may he provided two turbans/caps every year.\n56.\n[57. To provide the benefit to the Ex-servicemen employee of the Central Co-operative Banks.\nAnnexure - I\nAnnexure - I\nPay-Scales\nPay-Scales\nCategory No.\nCategory No.\nName of the Post\nName of the Post\nPay-Scales\nPay-Scales\n1\nSenior Accountant\n750-30-900/40-1100-50-1250\n2\nJunior Accountant/Executive Officer.\n700-30-850/900-40-II00\n3\nClerks/Supervisors/Godown Keepers\n540-15-600-20-660/700-30-850-EB-890-40-1050\n\t\t\t\t\tPlus special pay of Rs. 50/- to steno-typists and cashiers.\n4(a)\nSelection Grade Secretaries\n540-15-600-20-660/700-30-850-EB-40-1050\n4(b)\nRegular Secretaries\n480-15-600-20-700/30-790\n4(c)\nApprentice Secretaries\nRs. 800/-P.M. (consolidated w.e.f. 1.8.1998 for\n\t\t\t\t\t2 years of apprenticeship period.\n5\nDrivers\n480-15-600/20-700-30-760\n6\nDaftri\n480-15-600/20-700/30-790\n7\nPeon/Gunman/Chowkidar/Sweeper\n400-10-490/540-15-600/20-660 plus Rs. 30/- as Gun Allowance\n\t\t\t\t\tto Gunman.\nN.B.\nAnnexure - II\nAnnexure - II\nQualifications for the Employees for Recruitment/Promotion to the Services in the Common Cadre.\nQualifications for the Employees for Recruitment/Promotion to the Services in the Common Cadre.\nS. No.\nS. No.\nName of the Post\nName of the Post\nQualifications prescribed\nQualifications prescribed\n1\n2\n3\n1\nSenior Account\nDirect Recruitment (25%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 41
        },
        {
            "number": "1",
            "title": "1. At-least IInd class Graduate or post-graduate preferably\n\t\t\t\t\tin Commerce or Economics.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 42
        },
        {
            "number": "2",
            "title": "2. Preference will be given to persons having experience in a\n\t\t\t\t\tBank.",
            "chapter": null,
            "content": "Promotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 43
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 44
        },
        {
            "number": "2",
            "title": "2. At-least 3 years experience as Jr. Accountant or in case\n\t\t\t\t\tof E.O. at-least 3 years experience.",
            "chapter": null,
            "content": "2\nJunior-Accountant/Stenographer/Executive\n\t\t\t\t\tOfficer.\nDirect  (25%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 45
        },
        {
            "number": "1",
            "title": "1. At-least a Graduate or Post-Graduate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 46
        },
        {
            "number": "2",
            "title": "2. Preference will be given to persons having experience in a\n\t\t\t\t\tBank.",
            "chapter": null,
            "content": "Promotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 47
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 48
        },
        {
            "number": "2",
            "title": "2. Three years experience as\n\t\t\t\t\tClerk/Supervisor/Godown-keeper/Selection Grade Secretary.",
            "chapter": null,
            "content": "3\nClerk/Selection Grade Secretary\nDirect (70%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 49
        },
        {
            "number": "1",
            "title": "1. At-least a Graduate.",
            "chapter": null,
            "content": "Promotion (30%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 50
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 51
        },
        {
            "number": "2",
            "title": "2. Three years experience as Record-keeper/Daftri/Secretary.",
            "chapter": null,
            "content": "4\nSecretary of Society/Patwari.\nDirect (100%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 52
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "5\nDriver",
            "footnote": "",
            "is_definition": false,
            "sort_order": 53
        },
        {
            "number": "1",
            "title": "1. Middle Class Pass.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 54
        },
        {
            "number": "2",
            "title": "2. Licence holder of lorry/light vehicle.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 55
        },
        {
            "number": "3",
            "title": "3. Preference to Ex-servicemen",
            "chapter": null,
            "content": "6\nDaftri\nBy Promotion (100%) from peons by selection.\n7\nGunman\nAt-least 5 years service in Army.\n8\nPeons\nAt-least Middle Class Pass.\n9\nSweepers\nNil.\nRule No. 6.1.\nRule No. 6.1.\nS.No. of Annexure-II\nS.No. of Annexure-II\nName of post\nName of post\nQualification prescribed\nQualification prescribed\n2.\nJr. Accountant Stenographer/Executive Officer.\nDirect 25% B.Com/B.A. with Economics B.Sc/B.A.\n\t\t\t\t\twith Maths one of the subject.\nPreference will be to the persons having\n\t\t\t\t\texperience in a Bank.\nPromotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 56
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculation",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 57
        },
        {
            "number": "2",
            "title": "2. Three years experience an Clerk",
            "chapter": null,
            "content": "7(a)\nClerk\nDirect (70%)\nAt-least a Graduate\nPromotion (30%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 58
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculation",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 59
        },
        {
            "number": "2",
            "title": "2. Three years experience as a\n\t\t\t\t\tRecord-Keeper/Daftri/Secretary.",
            "chapter": null,
            "content": "The following Rules be substituted/added w.e.f. 13.2.1992.\n3.\nClerk\nDirect (70%)\nAt-least a eliminate.\nPromotion (30%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 60
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 61
        },
        {
            "number": "2",
            "title": "2. Three years experience as a\n\t\t\t\t\tRecord-keeper/Daftri/Secretary/Driver/Peon.",
            "chapter": null,
            "content": "6.\nDaftri\nDirect (20%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 62
        },
        {
            "number": "1",
            "title": "1. At-least Matriculate.",
            "chapter": null,
            "content": "Promotion (80%)\nFrom peon by Selection\nRegistrar Co-operative Societies Haryana : Chandigarh.\nNo.9/5/90 Credit (I) Dated Chandigarh the 1 February, 1990.",
            "footnote": "",
            "is_definition": false,
            "sort_order": 63
        },
        {
            "number": "1",
            "title": "1. These Rules may be called the Haryana Staff Central Co-operative Bank's Staff Service (Common Cadre) (First amendment) Rules. 1990.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 64
        },
        {
            "number": "2",
            "title": "2. In the Haryana State Central Co-operative Banks Staff Service (Common Cadre) Rules, 1985 in Annexurc-II, the following shall be substituted for categories mentioned as under.",
            "chapter": null,
            "content": "S.No. of Annexure-II\nS.No. of Annexure-II\nName of the Post.\nName of the Post.\nQualification prescribed\nQualification prescribed\n1.\nSenior Accountant\nDirect Recruitment (25%)\nAt-least find Class B. Com. with 3 years\n\t\t\t\t\texperience.\nPromotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 65
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 66
        },
        {
            "number": "2",
            "title": "2. At-least 3 years experience as Jr. Aeett. or\n\t\t\t\t\tin case of E.O. at-least 3 years experience",
            "chapter": null,
            "content": "2.\nJunior Acctt./Stenographer/Executive Officer.\nDirect (25%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 67
        },
        {
            "number": "1",
            "title": "1. At-least B.Com.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 68
        },
        {
            "number": "2",
            "title": "2. Preference will be given to persons having\n\t\t\t\t\texperience in a bank.",
            "chapter": null,
            "content": "Promotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 69
        },
        {
            "number": "1",
            "title": "1. At-least Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 70
        },
        {
            "number": "2",
            "title": "2. Three years experience as\n\t\t\t\t\tClerk/Supervisor/Godown-Keeper.",
            "chapter": null,
            "content": "3.\nClerk.\nDirect (70%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 71
        },
        {
            "number": "1",
            "title": "1. Minimum Graduate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 72
        },
        {
            "number": "2",
            "title": "2. Preference will be given to B.Com.",
            "chapter": null,
            "content": "Promotion (30%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 73
        },
        {
            "number": "1",
            "title": "1. At-least Matriculate.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 74
        },
        {
            "number": "2",
            "title": "2. Three years experience as a Record\n\t\t\t\t\tKeeper/Daftri/Secretary.",
            "chapter": null,
            "content": "4.\nSecretary of the Society.\nDirect (100%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 75
        },
        {
            "number": "1",
            "title": "1. Minimum Graduate.",
            "chapter": null,
            "content": "Dharm Vir\nRegistrar, Co-operative Societies, Haryana\nDated : 27.2.1990.\nRegistrar Co-operative Societies, Haryana, Chandigarh\nMemo No. 9/5/90-Credit (1), dated Chandigarh the 30th August, 1990",
            "footnote": "",
            "is_definition": false,
            "sort_order": 76
        },
        {
            "number": "1",
            "title": "1. These rules may be called the Haryana State Central Co-operative Bank's Staff Service (Common Cadre) (Third Amendment) Rules, 1990.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 77
        },
        {
            "number": "2",
            "title": "2. In the Haryana State Co-operative Central Bank's Staff Service (Common Cadre) Rules. 1975. The following shall be substituted/added as under :-",
            "chapter": null,
            "content": "S.No. of Annexure-II\nS.No. of Annexure-II\nName of Post\nName of Post\nQualification prescribed\nQualification prescribed\n2.\nJr. Accountant/Stenographer/Executive Officer\nDirect (25%) B.Com/B.A. with\n\t\t\t\t\tEconomics/B.Sc/B.A. with Maths as of the subject.\nPreference will be given to the persons having\n\t\t\t\t\texperience in a Bank.\nPromotion (75%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 78
        },
        {
            "number": "1",
            "title": "1. At-least a Matriculate",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 79
        },
        {
            "number": "2",
            "title": "2. There years experience as\n\t\t\t\t\tClerk/Supervisor/Godown-Keepers/Selection Grade Secretary.",
            "chapter": null,
            "content": "7(c)\nClerk\nDirect (70%)\nAt-least a Graduate\nPromotion (30%)",
            "footnote": "",
            "is_definition": false,
            "sort_order": 80
        },
        {
            "number": "1",
            "title": "1. At least a Matriculate",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 81
        },
        {
            "number": "2",
            "title": "2. Three years experience as a\n\t\t\t\t\tRecord-keeper/Daftri/Secretary.",
            "chapter": null,
            "content": "",
            "footnote": "",
            "is_definition": false,
            "sort_order": 82
        }
    ],
    "metadata": {
        "Act ID": "Last Updated 26th February, 2020 [hl782]",
        "Act Number": "Published vide Notification No. Framed by Apex Bank as approved by the Board of Directors in meeting dated 3.3.1975 and got the prior approval of the Registrar, Co-operative Societies, Haryana, vide letter No. BKA 2/Credit/49 A/1578 dated the 20th February, 1975",
        "Enactment Date": "",
        "Act Year": "1975",
        "Short Title": "Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975",
        "Type": "STATE",
        "Location": "Haryana"
    },
    "updated_at": "2026-09-29 21:55:19"
}