Administration Manual - B.E.S.T. Undertaking.

642
determined by the suspending authority which must not be less
than 1/3 rd pay and allowances to ‘A’ & ‘B’ Grade Officers and
employees.
If at the end of the enquiry no action is proposed to be taken, the
employee will be treated as if he was on duty during the suspension
period and paid wages accordingly.
The following functions are attended to in respect of disciplinary action
cases:
a) Reports received against staff are scrutinized with regard to offences
alleged.
b) Mode of action-whether by summary trial or charge sheet is decided.
c) The show cause notice or charge sheet is framed.
d) The show cause notice or charge sheet is served upon the employee
either personally if he is on duty or by Registered Acknowledgement
Due letter if away from work.
e) Send intimations to departments or persons concerned and arrange to
call for exhibits connected with the enquiry.
f) To convey the orders of the Trying Officer after completion of the
enquiry and inform the employee of the period within which appeal is
to be lodged.
g) To fix date and time of appeal in consultation with the appellate
authority and inform the employee and his representative accordingly.
h) To arrange for supply of notes of evidence if called for.
i) If no appeal is preferred to implement the orders of the Trying Officers
and intimate the Personnel and Time Keeping departments and in a
similar manner also dispose of cases after appeals.
In the case of Suspension Pending Enquiry, it is ensured that-
a) The notice of suspension is under the hand of the Asst. Gen. Manager
(Audit).
b) Arrangements are made to enable the employee to draw grains against
cash payment.
c) He is paid subsistence allowances each month.
d) If no action is taken against him as a result of the enquiry the
employee is treated as on duty during the period of his suspension and