(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.
(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.
(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.
(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.
29.
Sr. No.
Sr. No.
Nature of penalty
Nature of penalty
Competent Authority
Competent Authority
Appellate Authority
Appellate Authority
1
Censure/Warning
Managing Committee
Managing Director of CB
2
With-holding of increment or Efficiency Bar
-do-
Board of Directors of CBs.
3
Reduction in the rank, removal dismissal,
termination of employee.
Appointing Authority
Registrar Coop. Socs.
Sr. No.
Sr. No.
Nature of penalty
Nature of penalty
Competent Authority
Competent Authority
Appellate Authority
Appellate Authority
1
Censure/Warning
Managing Director
Board of Directors
2
With-holding of increment or Efficiency Bar
-do-
-do-
3
Reduction in the rank, removal dismissal,
termination of a regular employee.
Appointing Authority
Registrar Coop. Socs
4
Other penalties
Managing Director
Board of Directors
30.
Section 28 • Haryana State Central Co-operative Bank's Staff Service (Common Cadre) Rules, 1975
28. Procedure to be adopted for punishment.
haryana-state-central-co-operative-bank-s-staff-service-common-cadre-rules-1975-sec-28.json
•
Section 28
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"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.",
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