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INSTITUTE OF FOOD SECURITY

FOOD CORPORATION OF INDIA

GURGAON

===============================================================================

ORIENTATION TRAINING PROGRAMME FOR CATEGORY III STAFF

===============================================================================

Session Session 09.45 AM to 11.15 AM 11.30AM to 1.00PM 2.15 PM to 3.45 PM 4.00PM to 5.30PM

===================================================================================

Duration: 6 Days

Week-1 :Common programme

1

Day Inauguration followed by talk on National Food Policy,

organisational structure & role of FCI.

Conduct Regulations

and leave rules.

Two-bid tendering

process and its

finalization.

2

Day

Procurement systems in

different states

Various welfare schemes viz

TPDS, MDM etc.

Depot operations: receipt and issue of stock.

3

Day

Scientific preservation of foodgrain. Labour Systems prevalent in FCI (Deptt., DPS,

Contract etc.),

4

Day

Role of finance & accounts

and financial concurrence.

Physical verification

(Monthly, quarterly and

annual), ISI PV.

Preventive Vigilance, Type of complaints and

framing of chargesheet.

5

Day

File keeping and Procedure of noting and drafting & Workshop

on noting and drafting

Introduction to the RTI

Act, 2005

Official language Act

and rules.

6

Day

Movement of foodgrain. Control and regularization of

Storage/Transit loss.

Overview of IISFM and

latest IT initiatives in

FCI

Evaluation test and

Valedictory.

3 Days :Cadre based programme for QC cadre

1

Day

Mandi operations during

procurement, Mandi records.

Procedure for collection of

custom and Levi rice, drawing

of sample from consignment.

PFA & Consumer

Protection Act –

Implications.

Assessment of quality

during procurement,

storage and issue.

2

Day

CAP storage. Pest management Work shop on QC

matters regarding

calculation of Dosage of

recommended Pesticides

/ Fumigants

Visit to QC Lab. for

practical Demonstration

of Physical Analysis

3

Day

Disposal of damaged

foodgrains.

Quality complaint Procedure

and Loss Assessment

Statement

Preparation of QC

reports viz. MTR/MIR

and other reports.

Evaluation test and

Valedictory.

3 Days :Cadre based programme for A/c cadre

1

Day

FCI Act with reference to

finance & accounts.

Books of original entries. Workshop on books of

original entries.

Cash management

2

Day

Financial concurrence for tender/contract finalizing Payment to third party Budgetary control and

cost reduction.

3

Day

Service Tax and VAT &

Income Tax and TDS

Types of Audit and settlement

of IA & CAG audit para.

Introduction to FAP Evaluation test and

Valedictory.

×¾ÖÂÖµÖ ÃÖæ“Öß

I N D E X(Vol.I)

�Îú´Ö ÃÖ�µÖÖ S.No

×¾ÖÂÖµÖ Subject

¯ÖéÂšü ÃÖÓ�µÖÖ Page No.

1 ³ÖÖ¸üŸÖßµÖ �ÖÖª ×−Ö�Ö´Ö ‹�ú −Ö•Ö¸ü ´Öë Food Corporation of India at a Glance

i

2 ³ÖÖ¸üŸÖßµÖ �ÖÖª ×−Ö�Ö´Ö ‹�ú ×¾ÖÆÓü�Ö´Ö ¯Ö× ü“ÖµÖ Overview of FCI

1 - 28

3 †Ö“Ö ü6Ö ×¾Ö×−ÖµÖ´Ö ‹¾ÖÓ †¾Ö�úÖ¿Ö ×−ÖµÖ´Ö Conduct Regulation & Leave Rules

29 - 104

4 �ÖÖªÖ®ÖÖë �úß †×¬Ö¯ÖÏÖÛ¯ŸÖ Procurement of Food grains

105 - 116

5 ü×¾Ö×³Ö®Ö �ú»µÖÖ6Ö µÖÖê•Ö−ÖÖ‹Ó Various Welfare Scheme

117 - 130

6 ×›ü ÖÖê ×�ÎúµÖÖ‹Ó : Ã™üÖò�ú �úß ¯ÖÏÖÛ¯ŸÖ ‹¾ÖÓ ×−Ö�ÖÔ´Ö Depot Operations: Receipt & Issue of Stock

131 - 154

7 �ÖÖªÖ®ÖÖë �úÖ ¾Öî–ÖÖ×−Ö�ú ¸ü�Ö¸ü�ÖÖ¾Ö Scientific Preservation of Foodgrains

155 - 180

8 ¤üÖêÆü¸üß ×−Ö×¾Ö¤üÖ ¯ÖÏ6ÖÖ»Öß ÃÖê ÃÖÓ²ÖÓ×¬ÖŸÖ ¯Ö×¸ü¯Ö¡Ö Circulars Related to Two-bid Tender Systems

181 - 192

At a glance…..FCI (Provisional) (Figure in Lakh Tonnes)

1. Procurement

Year Wheat Rice Total

2008-09 226.89 341.04 567.93

2009-10 253.82 320.34** 574.16

2010-11 225.14 223.34* 410.95

*as on 25.02.2011, ** as on 05.01.2011

2. Stocks in Central Pool

As on 31.01.2011 Wheat Rice Total

193.73 278.02 471.75

3. Offtake ( including decentralized; January, 2011)

Wheat Rice Total

TPDS 16.94 23.13 40.07

OWS / OMSS(D)/SPL/ADHOC Add. 4.05 2.16 6.21

Total 20.99 25.29 46.28

4. Movement

(January, 2011) Wheat Rice Total

14.84 14.23 29.07

5. Vigilance (January, 2011)

Major Minor Total

Opening balance at the beginning of the month

142 382 524

No. of cases initiated during the month

30 86 116

No. of cases finalized during the month

12 127 139

Total no. of Pending cases 160 341 501

6. Storage Capacity with FCI (as on 31.01.2011)

Covered CAP Total

Owned 129.91 26.26 156.91

Hired 149.91 5.12 155.03

Total 279.82 31.38 311.20

7. Manpower in FCI (as on 30.09.2010)

Sanctioned Strength

In Position Vacant/Excess

Cat. I 1012 676 -336

Cat. II 6292 5110 -1182

Cat. III 26831 17608 -9223

Cat. IV 2380 8272 5892

Total 36515 31666 -4849

1

Presentation

on

Food Corporation of India

(As on 01.02.2011)

Food Security

As per UNFAO,

Food Security refers to a situation that exists

when all people at all times, have physical, social

and economic access to sufficient, safe and

nutritious food that meets the dietary needs and

food preferences for an active and healthy life.

2

India is home to more than one-sixth of the world

population with about 1.15 billion of us in the country.

Food Corporation of India (FCI) is engaged in

providing food security to one-sixth of the world

population.

FCI is a unique organization in the world which is

engaged in herculean task of catering to requirements

of wheat and rice stocks under the Targeted PDS.

Besides, FCI is maintaining sufficient stocks of these

as Buffer & Strategic Reserve to meet any

emergencies like drought/failures of crop, and also to

enable open market interventions.

Set up under:

The Food Corporations Act, 1964

In order to fulfill following Objectives of theFood Policy:

Effective price support operations for safeguarding the interests of the

farmers.

Distribution of foodgrains throughout the country for public distribution

system

Maintaining satisfactory level of operational and buffer stocks of

foodgrains to ensure National Food Security.

Intervene in the market for price stabilization

FCI’s Mandate

3

Headquarters

Owned

803

Zonal Offices 5

Regional Offices 24

District Offices 166

Depots (including CAP) 1949 (as on 30.09.2010)

Hired

1146

Organisational Structure

Growth of Operations

3.6

11.47

22.37

57.41

36.98

8.2

12.77

23.73

50.02

38.48

0

10

20

30

40

50

60

70

1965-66 1980-81 1995-96 2009-10 2010-11

Procurement

Distribution

Procurement figures

are

Marketing Year-Wise

and Distribution figures

are Financial Year-wise

Figures in Million Tonnes

Commodity: Wheat & Rice

As on 01.01.2011

4

69.772.8

65.7

72.168.6 69.4

75.878.57 80.68 80.71

20.6 19 15.8 16.814.8

9.211.1

22.69 25.3822.51

0

10

20

30

40

50

60

70

80

90

2001-02

2002-03

2003-04

2004-05

2005-06

2006-07

2007-08

2008-09

2009-10

2010-11

Qty

in

m

illio

n

to

nn

es

Year (RMS-Wise)

Production

Procurement

Production & Procurement of Wheat

State-wise Procurement of Wheat

RMS 2010-11 : 225.14 LMTs

102.0845%

63.4728%

16.457%

35.3816%

1.831%

4.752% 1.14

1%

Figures in LMTs

Punjab

Haryana

UP

MP

Bihar

Rajasthan

Others

5

Production & Procurement of Rice

85

93.3

71.8

88.583.1

91.893.3

96.6999.18

89.13

21.3

22.2

16.6

22.8 24.7

27.6

25.1

28.74

34.132.03

0

20

40

60

80

100

120

2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10

Qty

in

m

illio

n

to

nn

e

Year (KMS-Wise)

Production

Procurement

KMS 2009-10 figures reconciled &

revised on 05.01.2011

State-wise Procurement of Rice

KMS 2009-10: 320.34 LMTs (Figures reconciled & revised on 05.01.2011)

8.93%

75.5523%

33.5710%

92.7529%

18.186%

24.968%

29.019%

12.44%

12.414%

12.614%

Figures in LMTs

Bihar

Andhra Pr.

Chattisgarh

Punjab

Haryana

Orissa

UP

West Bengal

TamilNadu

Others

6

System of Procurement

Wheat

Through State Govt. & its Agencies.

(Approx 75 to 85 % of total

procurement)

Direct Procurement by FCI from

farmers

Rice

From Millers as Levy.

(35% to 45% of total procurement)

Custom Milling of paddy procuredunder price support (through FCI ownprocurement and State Govt/Agencies)

The Central Government extends price support to paddy, coarse grains and wheat through the FCI and

State Agencies. All the foodgrains conforming to the prescribed specifications are bought by the public

procurement agencies at the Minimum Support Price (MSP) plus incentive bonus announced, if any.

Rice is also procured by the Government through statutory levy on rice millers and rice dealers.

States 2010-11 2009-10 2008-09

FCI % State % FCI % State % FCI % State %

Punjab 16.20 83.80 16.02 83.98 10.81 89.19

Haryana 15.09 84.91 13.45 86.55 14.99 85.01

U.P. 1.50 98.50 12.08 87.92 38.75 61.25

M.P. 6.78 93.22 15.60 84.40 34.76 65.24

Bihar 16.95 83.05 30.25 69.75 27.12 72.88

Rajasthan 100.00 0.00 100.00 0.00 83.71 16.29

Uttrakhand 20.49 79.51 32.42 67.58 42.49 57.51

Gujarat 0.00 100.00 0.00 100.00 96.75 3.25

Others 69.21 30.79 100.00 0.00 65.64 34.36

Total 15.19 84.81 18.86 81.14 23.31 76.69

Wheat Procurement ( FCI and State Government % share) for last 3 years

7

State

2010-11

(As on 01.02.2011)

2009-10 2008-09

FCI % State % FCI % State % FCI % State %

Andhra Pradesh 14.38 85.62 32.72 67.28 16.75 83.25

Bihar 20.87 79.13 18.16 81.84 32.61 67.39

Chhattisgarh 18.53 81.47 4.52 95.48 27.84 72.16

Haryana 1.27 98.73 1.65 98.35 0.55 99.45

Kerala 0.00 100.00 0.00 100.00 0.00 100.00

Madhya Pradesh 0.00 100.00 0.00 100.00 28.33 71.67

Orissa 0.57 99.43 4.98 95.02 2.27 97.73

Punjab 4.01 95.99 4.86 95.14 1.70 98.30

Tamilnadu 0.00 100.00 0.00 100.00 0.00 100.00

Uttar Pr. 0.21 99.79 0.06 99.94 26.73 73.27

Uttrakhand 12.25 87.75 5.24 94.76 0.00 100.00

West Bengal 0.00 100.00 0.00 100.00 1.19 98.81

Others 13.64 86.36 12.20 87.80 23.76 76.24

Total 6.14 93.86 4.75 95.25 9.05 90.95

Paddy Procurement ( FCI and State Government % share) for last 3 years

Sl.

No.

State Progressive

Arrival

Progressive

Procurement

Procurement

as % of

Arrival

Total Taxes

(% of MSP)

1 Punjab 102.8 102.08 99.3 12.5

2 Haryana 63.62 63.47 99.76 10.5

3 M.P 44.34 35.38 79.79 7.2

4 U.P* 32.69 16.45 50.32 7.5

5 Rajasthan 7.56 4.76 62.96 3.6

6 Bihar# 1.83 1.83 100 2.0

7 Uttarakhand 2.24 0.86 38.39 6.5

10 All India 259.47 225.14 86.77

Arrivals v/s Procurement in major Procuring Regions

Wheat (RMS 2010-11)

(Figures in Lakh MT)

*Less arrival shown by State Government

# State Government not reporting arrival ; taken at par with procurement

8

Sl.

No.

State Progressive

Arrival

(Paddy)

Progressive

Procurement

(Paddy)

Paddy

Procured

as % of

Arrival

Levy Rice

received

Total Taxes

(% of MSP)

1 Punjab 141.34 138.06 97.68 0.24 12.5

2 Andhra

Pradesh150.02 4.52 3.01 75.52

12.5

3 Haryana 28.16 26.36 93.61 0.52 10.5

4 Chhattisgarh 58.4 44.28 75.82 3.9 8.7

5 Orissa 37.7 35.99 95.46 0.85 8.5

6 UP# 41.63 13.99 33.61 19.64 9

7 West Bengal * 8.32 8.32 100.00 6.82 3

8 Bihar* 10.68 10.68 100.00 1.75 3.5

9 Tamilnadu* 18.53 18.53 100.00 - Nil

10 All India 516.77 309.99 59.98 112.64

Arrivals v/s Procurement in major Procuring Regions

Paddy & Rice (KMS 2009-10)

(Figures in Lakh MT)

*Arrival not reported by State Government; taken at par with procurement

# State Government not reporting arrival accurately (less arrival shown)

• FCI is the main agency of the Central Government for distribution offoodgrains.

• FCI makes available stocks of foodgrains to the states for publicdistribution system by the states.

• The stocks are lifted by the State Governments or their nomineesfor further issues to the fair price shop dealers.

Offtake of Foodgrains

9

Offtake of Wheat

Sl No Year Quantity (LMTs)

1 2006-07 118.75

2 2007-08 122.47

3 2008-09 148.85

4 2009-10 223.87

5 2009-10 (upto Dec 2009) 153.88

6 2010-11 (upto Dec 2010) 166.17

Offtake of Rice

Sl No. Year Quantity (LMTs)

1 2006-07 248.53

2 2007-08 252.13

3 2008-09 246.72

4 2009-10 276.41

5 2009-10

(upto Dec 2009)

205.79

6 2010-11

(upto Dec 2010)

218.69

10

Total Offtake (Wheat & Rice)

Sl No. Year Quantity (LMTs)

1 2006-07 367.28

2 2007-08 374.60

3 2008-09 395.57

4 2009-10 500.28

5 2009-10

(upto Dec 2009)

359.67

6 2010-11

(upt0 Dec 2010)

384.86

Stock Position of Central Pool for last 10 Years(As on 1st June)

(Figures in LMTs)

Year

Central Pool

Rice Wheat Total

2000 151.70 277.68 429.38

2001 228.61 375.47 604.08

2002 234.01 413.17 647.18

2003 132.70 265.36 398.06

2004 122.51 193.90 316.41

2005 115.95 161.31 277.26

2006 119.51 93.20 212.71

2007 126.14 133.08 259.22

2008 121.29 241.23 362.52

2009 204.03 331.22 535.25

2010 252.66 351.62 604.28

11

Stock Position of Central Pool as on 01.01.2011

(Figures in LMTs)

Buffer Norms wef: 20.04.05.

In addition to Buffer Norms, Strategic Reserve of 30 LMT Wheat & 20 LMT Rice has also

been prescribed

(Figures in LMTs) 1st Jan 1st April 1st July 1st Oct

Rice 118.0 122.0 98.0 52.0

Wheat 82.0 40.0 171.0 110.0

Total (Buffer Norms) 200.0 162.0 269.0 162.0

Buffer Norms + Strategic Reserve of 50

LMTs

250.0 212.0 319.0 212.0

FCI State Agencies Total

Wheat 89.13 126.27 215.40

Rice (including paddy

in terms of Rice

132.71 123.09 255.80

Total 221.84 249.36 471.20

Storage

12

Storage capacity with FCI and State Govt./Agencies as

on 01.01.2011

Total Storage Capacity with FCI (Owned/Hired )

Total Storage Capacity with State Agencies (excluding capacities given to FCI) #

Grand Total

Covered CAP Total Covered CAP Total Covered CAP Total

274.84 31.28 306.12 151.19 144.31 295.50 426.03 175.59 601.62

(Figures in LMTs)

# Approx. Capacity on 31.03.2010

Storage (FCI)

Capacity

(As on 01.01.2011)

Figure in LMTs

Total Capacity 306.12

Total Stocks 217.47

Utilisation 71 %

Capacity / Stocks (FCI)

13

Storage capacity with FCI (Covered & CAP)

as on 1st July from 2001 to 2010

As on Covered CAP Total

Year to Year increase/

decrease in capacity

Stocks Utilization

01.07.2005 231.83 25.88 257.71 153.27 59%

01.07.2006 227.89 22.83 250.72 -2.71% 139.14 55%

01.07.2007 222.34 25.20 247.54 -1.27% 154.32 62%

01.07.2008 227.12 23.83 250.95 1.38% 186.55 74%

01.07.2009 246.82 28.77 275.59 9.82%242.66

88%

01.07.2010 273.99 32.45 306.44 11.19% 278.01 91%

01.01.2010 253.34 27.67 281.01 204.13 73%

01.01.2011 274.84 31.28 306.12 8.93% 217.47 71%

(Figures in Lakh MTs)

Status of PEG-2008 and 2009

(As on 01.02.2011)

Summary

Total capacity approved by HLC 150.80 lakh MT

Total number of states for which capacity

approved by HLC

19

Number of states in which tender process is

in progress

10 States

Total quantity for which tenders invited 82.075 lakh MT

Tenders under evaluation/under process Haryana, U.P., Gujarat, W.B., Maharashtra, Uttarakhand

Total capacity constructed CWC & SWC have completed construction of 0.98 lakh MT on their

own land. In addition to this, 3.54 lakh MT capacity is likely to be

completed by 31.03.2011 by CWC/SWCs on their own land.

Capacity/bids approved to private investors 8.611 lakh MT (2.05 lakh MT in TN, 1.64 lakh MT in J&K, 1.62 lakh

MT in Rajasthan, 0.28 lakh MT in Haryana, 0.021 lakh MT in HP & 3.0

lakh MT in AP)

14

Progress of construction for CWC on their own land under PEG-

2008 & 2009 (under six year guarantee) as on 01.02.2011

Sl. No. State Total Allotted Work

Completed

Work under

Construction

Yet to Start Remarks

1 Tamil Nadu 35,000 -- 35,000 -- --

2 Chattisgarh 5,000 5,000 -- -- Taken over by

FCI on

10.06.2010

3 Maharashtra 32,400 5000 12,400 15,000 65% work

completed

4 Haryana 5,000 5,000 -- -- --

5 Punjab 60,800 60,800 -- -- --

6 Himachal

Pradesh

7,500 -- -- 7,500 --

7 Odisha 1,87,500 -- 32,000 1,55,500 Project report

submitted for

93500 MT

godown.

8 West Bengal 29,600 -- -- 29,600

9 Madhya Pradesh 26,400 -- -- 26,400

10 Andhra Pradesh 30,000 -- -- 30,000

11 Karnataka 55,000 -- -- 57,000

12 Gujrat 57,000 -- -- --

Total 5,31,200 75,800 79,400 3,76,000

Progress of construction for SWCs on their own land under

PEG-2008 & 2009 (under six year guarantee) as on 01.02.2011

Sl. No. Name of State Total Allotted Work

Completed

Work under

Construction

Yet to Start Remarks

1 Haryana 83,500 22500 -- 61,000

2 Punjab 94,700 -- 94,700 --- --

3 Maharashtra 1,68,500 15,020 57,480 96,000 Possession

taken over on

30.08.2010

for 5000 MT

at Ratangiri.

4 Tamil Nadu 45,000 -- -- 45,000 --

5 Andhra Pradesh 111,000 -- -- 111,000 --

6 Karnataka 2,48,500 -- 74,500 1,74,500 --

7 Bihar 35,000 -- 35,000 --

8 Odissa 1,12,500 -- 77,500 35,000 --

9 Rajasthan 40,000 -- -- 40,000

Total 9,38,700 37,500 4,00,180 5,01,000

15

Overall progress of CWC/SWCs under PEG-2008 &

2009

Sl. No. Total capacity

allotted

Work

Completed

Work under

Construction

Yet to Start

1 CWC 5,31,200 75,800 79,400 3,76,000

2 SWCs 9,38,700 37,520 4,00,100 5,41,000

Total 14,69,900 11,3320 4,79,500 9,17,500

New Initiatives for Storage Enhancement-

Private Warehousing Scheme - 2010

A Scheme for hiring of private godowns by FCI with preservation, maintenance and security

GMs (Region), FCI can hire godowns with preservation, maintenance and security

For one year periodPeriod may be extended

upto 3 months for evacuating the godown

Salient Features

GMs (Region) delegated powers to decide the

locations of godowns on the basis of:

Procurement, Offtakefor last one year,

expected movement

Available storage capacity with FCI and CWC

/SWC/State Agencies

Existing storage capacity to be fully used for:

Keeping rice stocks for a period of 2 years

Wheat for a period of 3 years

The godowns to be hired as per the CWC specifications

General Managers are delegated the powers to sanction rates upto Rs.

4.16/qtl./month

ED(Zone) delegated powers to sanction rate

uptoRs.5.21/qtl./month

16

Movement of Foodgrain Rakes during the year 2010-11

April'10 May'10 June'10 July'10 August'10 Sept'10 Oct'10 Nov'10 Dec'10S

tate

s

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Pla

n

Desp

atc

h

Ex -

Punjab 579 544 364 455 362 378 465 416 467 429 606 509 474 458 595 502 702 491

Ex-

Haryana 166 243 155 217 97 143 166 163 190 190 154 131 270 262 308 237 208 199

Ex.U.P. 0 0 20 11 0 1 4 3 0 0 0 0 39 24 0 0 0 0

Ex- UCL 10 7 4 5 4 2 0 0 4 5 4 1 10 7 4 6 4 7

Ex.Orissa 0 0 20 14 24 23 20 22 20 9 20 28 4 11 18 18 16 11

Ex.Maha 1 0 0 0 0 0 2 2 3 2 0 0 0 0 1 0 0 0

Ex.M.P. 0 0 0 0 28 19 51 48 39 41 0 7 0 0 0 0 0 0

Ex- Chg 121 85 59 50 47 37 72 85 85 86 16 26 41 31 53 35 39 53

Ex- AP 88 79 118 83 78 65 79 81 109 104 185 135 167 104 180 126 215 111

Ex- Raj 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Ex.W.Ben

gal 2 1 2 6 6 6 4 5 0 0 0 0 0 0 0 0 0 0

West Port 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

South Port 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Bulk movt. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

G.Total 967 959 742 841 646 674 863 825 917 866 985 837 1005 897 1159 924 1184 872

Figures in no. of Rakes

WheatCrop year wise stock position as on 01.01.2011

(Figures in LMTs)

Crop Year FCI State Agencies Total

2010-11 42.94 107.84150.78

2009-10 29.91 17.2547.16

2008-09 13.20 1.11 14.31

2007-08 0.25 0.19 0.44

Total 86.27 126.38 212.65


2009-10 44.51 73.02 117.53

2008-09 27.23 10.08 37.31

2007-08 1.75 0.08 1.83

2006-07 0.02 0.04 0.06

Total73.51 83.22

156.73

Crop year wise stock position as on 01.04.2010

17

Rice (excluding paddy in terms of rice)


(Figures in LMTs)


2010-11 27.63 2.62 30.25

2009-10 87.94 5.95 93.89

2008-09 7.68 0.12 7.8

2007-08 0.05 - 0.05

Total 123.31 8.68 131.99


2009-10 101.85 30.70 132.55

2008-09 47.28 - 47.28

2007-08 1.71 - 1.71

2006-07 0.05 - 0.05

Total150.89 30.7

181.59


Storage & Transit Losses for 2006-07, 2007-08 & 2008-09

Storage Losses (Qty. in lakh MT/ Value in Rs. Crores)

Year Qty of Loss Value of Loss Qty issued % age of Loss

2006-07 1.34 153.76 654.89 0.20 2007-08 1.39 182.43 655.92 0.21 2008-09 0.58 101.31 620.17 0.10

2009-10 (Prov.)# 1.32 228.39 490.57 0.27

2010-11 (upto Nov) (Prov.)#

1.03 - 333.79 0.31

Transit Losses (Qty. in lakh MT/ Value in Rs. Crores)

Year Qty of Loss Value of Loss Qty. Moved %age of Loss

2006-07 1.39 145.38 322.58 0.43

2007-08 1.21 123.95 315.83 0.38

2008-09 1.06 117.42 303.84 0.35

2009-10 (Prov.)# 1.36 202.89 283.59 0.48

2010-11 (Upto Nov)(Prov.)#

1.04 - 206.25 0.51

# unaudited

18

Recruitment in last few years

S. No ADRP No of posts

sanctioned

Year No of posts filled

1 ADRP 2002-03 87 (Category I) 2008 74

2 ADRP 2003-04 to

2007-08

1033 (275 –Category

II & 58 -Category III)

2009 834

3 ADRP 2008-09 380 ( Category- III &

backlog of Category

II)

2010 332 ( Further joining

awaited)

Recruitment in 2010-11 after restructuring

Category-wise post advertised

Category I Category II Category III

178

(including

6 backlog)

808 3294

19

Labour

Type of Labour No of Godowns/Depots

Departmental Labour 161

DPS Labour 221

No work no payment system 14

Contract Labour 1134

Type of Labour Strength

Total Departmental Labour 20,221

Total DPS Labour 31,271

Total no work no payment Labour 1,278

Total Contract Labour (approximate) 1,13,400

Position as on 30.09.2010

Handling Cost (per tonne)

June 2010

Rs./MT

Departmental Labour 169.66

Direct Payment System 73.28

Contract Labour 24.15

Labour Cost

As on 30th September 2010, FCI was using contract labour in 1134 depots. Under

Contract Labour (R&A) Act 1970, it is possible that the Ministry of Labour may

prohibit use of contract labour in all or some of these depots. In this scenario, there

will be substantial financial implications for FCI as other forms of labour are

more expensive than contract labour.

20

Provision of Contract Labour (Regulation and

Abolition) Act, 1970

Section 31. Power to exempt in special cases –

The appropriate Government may, in the case of an emergency,

direct, by notification in the Official Gazette, that subject to such

conditions and restrictions, if any, and for such period or periods, as

may be specified in the notification, all or any of the provisions of

this Act or the rules made there-under shall not apply to any

establishment or class of establishments or any class of

contractors.

No. of Depots Notified by Ministry of Labour ,

Government of India after year 2000

S. No Region No. of Depots Notified

1 Punjab 31

2 U.P 11

3 Uttrakhand 1

4 H.P 4

5 Karnataka 3

6 A.P 4

7 Tamilnadu 7

8 Kerala 3

9 West Bengal 1

10 Maharastra 1

Total 66

Abolishing Contract Labour System in FCI depots may leads to absorption of

erstwhile contract workers under existing Labour System of FCI.

May results in incurrence of additional financial burden consequentially.

21

Constraints

Shortage of Manpower – particularly in ‘Technical and Depot Cadres’

High age profile of Labour and Labour shortage at micro level

Storage crunch due to unprecedented procurement during last 2 years.

Lack of infrastructure particularly in newly emerging procurement States like

Bihar, Orissa, West Bengal, etc., such as:

• Lack of Storage facilities vis-à-vis procurement

• No regulated markets

• Inadequate milling capacity

• Lack of financial & technical arrangements with the State Procuring

Agencies

• Inadequate Regulatory & Monitoring Mechanism with these States,

resulting in higher expectations from FCI, which has its own

constraints.

Challenges

National Food Security Act (NFSA): Implementing the

proposed NFSA is a major challenge.

NAC’s Recommendations

Legal entitlements to 75% of total population

90% Rural & 50% in Urban

Categories of households:

Priority households - 46% Rural & 28% Urban

General Households – 44% Rural & 22% Urban

Quantity allotted:

35 kg/Family (7 kg/person) to priority households

20 kg/Family (4 kg/person) to general households

Coverage, entitlements and prices to remain unchanged till end of the

12th five year plan( 2017)

22

Challenges

NAC’s Recommendations

Rate of entitlements: Priority Households - Rs. 1/2/3 per kg for Millets/wheat/rice

General Households - @ price not exceeding 50% of current

MSP

First phase to cover 85% Rural and 40% Urban

households

Full coverage by 31st March 2014

Estimated requirement: 62 Million MT

First phase Final phase

1 Entitlements per household (monthly)

Antyodaya (Food-insecure) 35 kgs. 35 kgs.

General 20 kgs. 20 kgs.

Individual entitlements (monthly)

Antyodaya (Food-insecure) 7 kgs. 7 kgs.

General 4 kgs. 4 kgs.

2 Population coverage 72% 78%

Rural population covered 85% 90%

Urban population covered 40% 50%

Rural 85% 90%

Antyodaya (Food-insecure) 46% 46%

General 39% 44%

Urban 40% 50%

Antyodaya (Food-insecure) 28% 28%

General 12% 22%

3 Off-take 85% 90%

4 Food requirements (million MT)

PDS 49.36 55.59

Others 8 8

OMSS 3 5

TOTAL 60.36 68.59

Entitlements as per NAC’s Recommendations

23

Can we procure 62 million tonnes on

sustained basis?

In order to increase procurement to meet the

requirements of 62 Million MT food grains:

The procurement needs to be increased by 12 to 15 million MT

At current level of production in the country, the share of

procurement is around 30%

To match the level of requirements under the proposed NFSA,

the share to be increased to about 40% of the total production,

excluding the requirements for buffer norms, strategic reserves

and other social welfare schemes.

Limitations of FCI to undertake further

Direct Procurement Several State Governments expect FCI to undertake entire procurement in their

States

• Government of Bihar insisting for several years that FCI should open more procurement

centers for both paddy and wheat

• Government of Gujarat did not open a single centre for procurement of paddy in KMS 2010-11.

It wanted FCI to undertake the entire responsibility for procurement

• Government of Rajasthan, wanted FCI to take entire responsibility for procurement of coarse-

grains KMS 2009-10 and 2010-11

FCI is constrained with limited manpower.

It is not possible for FCI to open large number of procurement centers in any State

FCI staff is responsible for maintenance of quality, storage and issue of food grains to

State Governments

Involvement in paddy procurement operations may adversely affect release of food

grains from FCI godowns for TPDS and OWS

For procurement of paddy in Bihar FCI is deputing QC officials from other States like

U.P. Staff unions raising issue of payment of TA for long duration of stay of QC

officials.

24

Steps to increase procurement to meet the

requirements of 62 million tonnes of Foodgrain

Major responsibility for procurement has to be undertaken by the

State Governments.

State Governments may be advised to switch to DCP mode

Existing DCP states may be persuaded to undertake more

procurement

More focus needs to be accorded to potential States where

procurement can be increased, especially States having scope of

increasing procurement like Bihar, West Bengal, Assam. They

should put into place an efficient system for procurement (as has

been done by Government of Chhattisgarh in the last 4 years)

Procurement of coarse grains needs to encouraged

ChallengesFood Subsidy

Genesis

• Since 2004-05, the Minimum Support Price (MSP) of wheat has increased

from Rs. 630/quintal to Rs. 1100/quintal. MSP and bonus for paddy

(Common) has increased from Rs.560/quintal to Rs. 1030/quintal.

• Central Issue Price (CIP) of wheat and rice for AAY, BPL and APL families has

not been raised in this period.

• As a result, the gap between economic cost and CIPs has been increasing

and food subsidy incurred by the Government has risen substantially.

The subsidy burden is likely to increase considerably in view of

proposed NFSA.

At present it is Rs 55,000 crores (approx) including arrears. Thisexcludes subsidy for DCP States.

Adequate funds have to be provided in the budget so that both

the FCI and the State Governments (especially the DCP States)

can undertake procurement operations smoothly.

25

Long Term Challenges Availability of labour may decrease in times to come

Labour cost of FCI may increase substantially due to

departmentalization and prohibition on contract labour in depots

Strategies to cope with Contract labour (Regulation and abolition) act—

quick and realistic decisions required

Leakages and diversions: Probability of leakages is likely to increase

as the differential between the market price and the issue price will

further increase. Since the NAC has recommended that Central Issue

Prices will remain the same till 2017, it is almost certain that the

differential in prices will be highly attractive to unscrupulous elements.

State Governments will have to take extremely hard measures to

prevent leakage of foodgrains and its possible recycling.

Construction of silos may be a preferred option in long term despite

high cost

Actions required to be taken

State Governments to shoulder major responsibility for procurement

Encouraging more number of states to opt for DCP

• Strengthening FC A/Cs Section and Finance Division of Ministry of Food for

speedy finalization of incidental claims for DCP States

• Realistic fixation of procurement incidentals

• Speedy settlement of balance 5% incidental costs

Strengthening manpower capacity in FCI and States

Addressing problem of labour in FCI

26


Import of Foodgrains

• In a scenario of reduced production & procurement, if we continue to provide food grains in

accordance with NAC recommendations, the Government may have no option but to import

food grains.

• Wheat procurement in RMS 2006-07 and RMS 2007-08 was only 92.31 Lakh tonnes and

111.28 lakh tonnes respectively.

• In view of limited global trade in rice, import of rice may be much too expensive.

• In 2007-08 and 2008-09, when the Government decided to import wheat, there were a lot of

problems relating to phytosanitary /quality norms, shortage of storage capacity on ports,

restriction of movement of wheat to wheat-consuming States, dislike of consumers to red wheat

from Central Asia and Russia.

• It will be useful to put in position a system to address these problems well in time so that the

legal commitment to provide food can be met without any hiccup.

• Storage and movement infrastructure at the ports needs to be created and maintained.


Augmentation of Storage Capacity

• Presently, a capacity gap of 150.80 lakh MT calculated in 19 states under the PEG

scheme based on the criteria of current four months requirement of PDS+OWS (Public

Distribution System plus Other Welfare Schemes) for consuming Regions and the highest

stock level observed in the last three years in the procuring States

• The exact calculation of storage gap in view of proposed NFSA can be arrived at only

after State wise figures of requirement/allocation of foodgrains under the Act are made

available

• The aspect of time lag of approximately two years between the assessment of storage

capacity gap and the creation of capacity needs to be taken into consideration for timely

creation of capacity

27

Actions required to be taken Movement of Food grains

• Foodgrain movement given ‘B’ priority by the Railways. Railways giving more priority to cement and

fertilizers. For smooth implementation of NFSA, it is necessary that foodgrain movement be given a

top priority to avoid any shortages of foodgrain in the consuming Regions.

• FCI is regularly facing the problem in moving stocks from North to NE Zone, West Bengal and Bihar.

Many times movement restrictions are imposed by the Railways. In case the allotment is increased

as per the recommendation of NAC then it would be difficult to meet the requirement of the Zone

unless the Railways provide the rakes as per the plan of FCI.

• States like Tripura, Mizoram, Arunachal etc. are connected through meter gauge. Railways are not

providing adequate number of MG rakes at Lumding and Rangia transshipment point due to which

these States face shortages. Railways should undertake the conversion of meter gauge line to

broad-gauge line at the earliest.

Specific Problems of North-East

North Eastern States are consuming areas.

Requirements met by transporting wheat and rice from Northern States.

Due to limited storage capacity, supply is often disturbed by strikes,

economic blockades and other disturbances.

To ensure that Right to Food is honoured without any hic-ups in North

Eastern States, logistics problems are to be addressed through:

• Increase in storage capacity with the help of State Government

• conversion of broad-gauge like into meter-gauge so that increased

requirement of Barak valley districts in Assam, Mizoram, Tripura and Manipur

can be met.

28

THANKS

29

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30

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(i) EòÉä<Ç ¦ÉÒ ºÉnùºªÉ ÊEòºÉÒ ®úÉVÉxÉÒÊiÉEò nù±É +lÉ´ÉÉ ÊEòºÉÒ BäºÉä ºÉÆMÉ`öxÉ EòÉ VÉÉä ®úÉVÉxÉÒÊiÉ ¨Éå ¦ÉÉMÉ ±ÉäiÉÉ ½þÉä, ºÉnùºªÉ xÉ½þÓ ½þÉäMÉÉ, +lÉ´ÉÉ =ºÉEäò ºÉÉlÉ +xªÉlÉÉ ÊEòºÉÒ |ÉEòÉ®ú EòÉ ºÉÆ¤ÉÆvÉ xÉ½þÓ ®ú½äþMÉÉ +Éè®ú ÊEòºÉÒ ®úÉVÉxÉÒÊiÉEò +ÉxnùÉä±ÉxÉ +lÉ´ÉÉ EòÉªÉÇ ¨Éå xÉ iÉÉä ¦ÉÉMÉ ±ÉäMÉÉ, xÉ =ºÉEòÒ ºÉ½þÉªÉiÉÉlÉÇ SÉxnùÉ näùMÉÉ +lÉ´ÉÉ ÊEòºÉÒ +xªÉ |ÉEòÉ®ú EòÒ ºÉ½þÉªÉiÉÉ näùMÉÉ*

(ii) |ÉiªÉäEò ´ªÉÊHò EòÉ ªÉ½þ EòiÉÇ ªÉ ½þÉäMÉÉ ÊEò ´É½þ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ EòÉä BäºÉä ÊEòºÉÒ +ÉxnùÉä±ÉxÉ +lÉ´ÉÉ ¡ò¨ÉÇ ¨Éå ¦ÉÉMÉ ±ÉäxÉä ºÉä, =ºÉEòÒ ºÉ½þÉªÉiÉÉlÉÇ SÉxnùÉ näùxÉä ºÉä +lÉ´ÉÉ +xªÉ ®úÒÊiÉ ºÉä ºÉ½þÉªÉiÉÉ näùxÉä ºÉä ÊxÉ´ÉÉÊ®úiÉ Eò®äú VÉÉä Ê´ÉÊvÉ´ÉiÉÂ ºlÉÉÊ{ÉiÉ ºÉ®úEòÉ®ú Eäò Ê±ÉB +lÉ´ÉÉ ÊxÉMÉ¨É Eäò Ê±ÉB |ÉiªÉIÉiÉ: +lÉ´ÉÉ +|ÉiªÉIÉiÉ: v´ÉÆºÉEòÉ®úÒ ½þÉä +lÉ´ÉÉ v´ÉÆºÉ EòÉ |ÉÉäiºÉÉ½þxÉ ½þÉä* VÉ½þÉÆ EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ EòÉä ÊEòºÉÒ BäºÉä +ÉxnùÉä±ÉxÉ +lÉ´ÉÉ EòÉªÉÇ ¨Éå ¦ÉÉMÉ ±ÉäxÉä ºÉä +lÉ´ÉÉ =ºÉEäò ºÉ½þÉªÉiÉÉlÉÇ SÉxnùÉ näùxÉä ºÉä +lÉ´ÉÉ ÊEòºÉÒ +xªÉ |ÉEòÉ®ú ºÉä ºÉ½þÉªÉiÉÉ näùxÉä ºÉä ÊxÉ´ÉÉÊ®úiÉ Eò®úxÉä ¨Éå +ºÉ¨ÉlÉÇ ½þÉä iÉÉä ´É½þ <ºÉ +É¶ÉªÉ EòÒ ºÉÚSÉxÉÉ ÊxÉMÉ¨É EòÉä näùMÉÉ*

º{É¹]õÒEò®úhÉ:- ªÉÊnù BäºÉÉ EòÉä<Ç |É¶xÉ =`öiÉÉ ½èþ ÊEò EòÉä<Ç nù±É ®úÉVÉxÉÒÊiÉEò nù±É ½èþ +lÉ´ÉÉ xÉ½þÓ +lÉ´ÉÉ EòÉä<Ç

ºÉÆMÉ`öxÉ ®úÉVÉxÉÒÊiÉ ¨Éå ¦ÉÉMÉ ±ÉäiÉÉ ½èþ +lÉ´ÉÉ xÉ½þÓ ªÉÉ EòÉä<Ç +ÉxnùÉä±ÉxÉ ªÉÉ EòÉªÉÇ-={É-{Éè®úÉ (i) iÉlÉÉ (ii) Eäò +xiÉMÉÇiÉ +ÉiÉÉ ½èþ +lÉ´ÉÉ xÉ½þÓ iÉÉä =ºÉ |É¶xÉ {É®ú |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÉ Ê´ÉÊxÉ¶SÉiÉ +ÎxiÉ¨É ½þÉäMÉÉ*

35. ÊxÉ´ÉÉÇSÉxÉÉå ¨Éå ¦ÉÉMÉ ±ÉäxÉÉ:

EòÉä<Ç ¦ÉÒ Eò¨ÉÇSÉÉ®úÒ ÊEòºÉÒ Ê´ÉvÉÉxÉ ¨ÉÆb÷±É +lÉ´ÉÉ ºlÉÉxÉÒªÉ |ÉÉÊvÉEòÉ®úÒ Eäò ÊxÉ´ÉÉÇSÉxÉ Eäò ºÉ¨¤ÉxvÉ ¨Éå ¨ÉiÉ ªÉÉSÉxÉÉ, +lÉ´ÉÉ +xªÉlÉÉ ½þºiÉIÉä{É +lÉ´ÉÉ +{ÉxÉä |É¦ÉÉ´É EòÉ |ÉªÉÉäMÉ xÉ½þÓ Eò®äúMÉÉ +Éè®ú xÉ ½þÒ ÊxÉ´ÉÉÇSÉxÉ ¨Éå ¦ÉÉMÉ ½þÒ ±ÉäMÉÉ, {É®úxiÉÖ

(i) BäºÉä ÊxÉ´ÉÉÇSÉxÉ ¨Éå ¨ÉiÉnùÉxÉ Eäò Ê±ÉB +Ì½þiÉ Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä ¨ÉiÉÉÊvÉEòÉ®ú EòÉ |ÉªÉÉäMÉ Eò®ú ºÉEäòMÉÉ ÊEòxiÉÖ VÉ½þÉÆ ´É½þ BäºÉ Eò®äú ´É½þÉÆ <ºÉ ¤ÉÉiÉ EòÉ EòÉä<Ç ºÉÆEäòiÉ xÉ½þÓ näùMÉÉ ÊEò ´É½þ +{ÉxÉÉ ¨ÉiÉnùÉxÉ ÊEòºÉEäò {ÉIÉ ¨Éå

Eò®úxÉÉ SÉÉ½þiÉÉ ½èþ +lÉ´ÉÉ ÊEòªÉÉ ½èþ;

(ii) =ºÉ Eò¨ÉÇSÉÉ®úÒ Eäò ¤ÉÉ®äú ¨Éå VÉÉä iÉiºÉ¨ÉªÉ |É´ÉÞkÉ ÊEòºÉÒ Ê´ÉÊvÉ Eäò uùÉ®úÉ +lÉ´ÉÉ +vÉÒxÉ +ÊvÉ®úÉäÊ{ÉiÉ EòiÉÇ ªÉ Eäò ºÉ¨ªÉEÂò {ÉÉ±ÉxÉ ¨Éå ÊEòºÉÒ ºÉÆSÉÉ±ÉxÉ ¨Éå ºÉ½þÉªÉiÉÉ Eò®úiÉÉ ½èþ Eäò´É±É <ºÉÒ +ÉvÉÉ®ú {É®ú ªÉ½þ xÉ½þÓ ºÉ¨ÉZÉÉ VÉÉBMÉÉ ÊEò =ºÉxÉä <ºÉ {Éè®úÉ Eäò ={É¤ÉxvÉÉå EòÉ =±±ÉÆPÉxÉ ÊEòªÉÉ ½èþ*

º{É¹]õÒEò®úhÉ:- ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ ÊEòºÉÒ SÉÖxÉÉ´É ÊSÉx½þ EòÉ +{ÉxÉä ¶É®úÒ®ú {É®ú, ´ÉÉ½þxÉ {É®ú +lÉ´ÉÉ +É´ÉÉºÉ {É®ú |Énù¶ÉÇxÉ <ºÉ Ê´ÉÊxÉªÉ¨É Eäò +lÉÇ ¨Éå ÊxÉ´ÉÉÇSÉxÉ Eäò ºÉ¨É¤ÉxvÉ ¨Éå |É¦ÉÉMÉ EòÉ |ÉªÉÉäMÉ ¨ÉÉxÉÉ VÉÉBMÉÉ*

36. ÊxÉMÉ¨É Eäò Eò¨ÉÇSÉÉÊ®úªÉÉå uùÉ®úÉ ºÉÆMÉ¨ÉÉå ¨Éå ºÉÎ¨¨ÉÊ±ÉiÉ ½þÉäxÉÉ :

31

EòÉä<Ç ¦ÉÒ Eò¨ÉÇSÉÉ®úÒ BäºÉä ÊEòºÉÒ ºÉÆMÉ¨É ¨Éå ºÉÎ¨¨ÉÊ±ÉiÉ xÉ½þÓ ½þÉäMÉÉ +lÉ´ÉÉ =ºÉEòÉ ºÉnùºªÉ xÉ½þÓ ®ú½äþMÉÉ ÊVÉºÉEäò =qäù¶ªÉ +lÉ´ÉÉ EòÉªÉÇ ÉÉÊ½þªÉÉÆ ¦ÉÉ®úiÉ EòÒ |É¦ÉÖºÉkÉÉ iÉlÉÉ +JÉÆb÷iÉÉ Eäò Ê½þiÉ Eäò +lÉ´ÉÉ ÊxÉMÉ¨É Eäò Ê½þiÉ Eäò +lÉ´ÉÉ ±ÉÉäEò ´ªÉ´ÉºlÉÉ +{ÉxÉÉ xÉèÊiÉEòiÉÉ Eäò |ÉÊiÉEÚò±É ½þÉä:

{É®úxiÉÖ |É¤ÉxvÉEò ´ÉMÉÇ uùÉ®úÉ Ê´ÉÊvÉiÉ: +lÉ´ÉÉ ´ÉºiÉÖiÉ: ¨ÉÉxªÉ ºÉÆMÉ¨É ºÉÆPÉ Eäò ºÉ¨¤ÉxvÉ ¨Éå ={ÉªÉÖÇHò ={É¤ÉxvÉ ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÉ*

37. |Énù¶ÉÇxÉ +Éè®ú ½þc÷iÉÉ±É

EòÉä<Ç ¦ÉÒ Eò¨ÉÇSÉÉ®úÒ :

(i) ÊEòºÉÒ BäºÉä |Énù¶ÉÇxÉ ¨Éå ºÉÎ¨¨ÉÊ±ÉiÉ xÉ½þÓ ½þÉäMÉÉ iÉlÉÉ +lÉ´ÉÉ ¦ÉÉMÉ xÉ½þÓ ±ÉäMÉÉ VÉÉä ¦ÉÉ®úiÉ EòÒ |É¦ÉÖºÉkÉÉ iÉlÉÉ +JÉÆb÷iÉÉ, ®úÉVªÉ EòÒ ºÉÖ®úIÉÉ, ÊxÉMÉ¨É Eäò Ê½þiÉ, Ê´Énäù¶ÉÒ ®úÉVªÉÉå Eäò ºÉÉlÉ Ê¨ÉjÉiÉÉ{ÉÚhÉÇ ºÉ¨¤ÉxvÉ, ±ÉÉäEò ´ªÉ´ÉºlÉÉ, Ê¶É¹]õiÉÉ +lÉ´ÉÉ xÉèÊiÉEòiÉÉ Eäò Ê½þiÉ Eäò |ÉÊiÉEÚò±É ½þÉä +lÉ´ÉÉ ÊVÉºÉEäò EòÉ®úhÉ xªÉÉªÉÉ±ÉªÉÉå EòÉ +´É¨ÉÉxÉ, ¨ÉÉxÉ½þÉÊxÉ +lÉ´ÉÉ ÊEòºÉÒ +{É®úÉvÉ EòÉ =qùÒ{ÉxÉ ½þÉäiÉÉ ½þÉä, +lÉ´ÉÉ

(ii) +{ÉxÉÒ ºÉä ÉÉ Eäò ¤ÉÉ®äú ¨Éå +lÉ´ÉÉ ÊxÉMÉ¨É Eäò ÊEòºÉÒ +xªÉ Eò¨ÉÇSÉÉ®úÒ +lÉ´ÉÉ Eò¨ÉÇSÉÉÊ®úªÉÉå EòÒ ºÉä ÉÉ Eäò ¤ÉÉ®äú ¨Éå ÊEòºÉÒ Ê´É¹ÉªÉ Eäò ºÉ¨¤ÉxvÉ ¨Éå ÊEòºÉÒ |ÉEòÉ®ú EòÒ ½þc÷iÉÉ±É +lÉ´ÉÉ ½þc÷iÉÉ±É EòÉ nÖù¹|É®äúhÉ xÉ½þÓ Eò®äúMÉÉ +lÉ´ÉÉ |É´ÉÒc÷xÉ ªÉÉ ¤É±É |ÉªÉÉäMÉ xÉ½þÓ Eò®äúMÉÉ*

38. |ÉäºÉ +lÉ´ÉÉ +ÉEòÉ¶É´ÉÉhÉÒ ºÉä ºÉ¨¤ÉxvÉ

(i) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÒ {ÉÚ ÉÇ ¨ÉÆVÉÚ®úÒ Eäò ÊºÉ´ÉÉB, ÊEòºÉÒ ºÉ¨ÉÉSÉÉ®ú +lÉ´ÉÉ +xªÉ ÊxÉªÉiÉ EòÉÊ±ÉEò |É¶ÉÉºÉxÉ EòÉ {ÉÚhÉÇiÉ: +lÉ´ÉÉ +Æ¶ÉiÉ: xÉ iÉÉä º´ÉÉ¨ÉÒ ½þÉäMÉÉ +Éè®ú xÉ =ºÉEòÉ ºÉ¨{ÉÉnùxÉ +lÉ´ÉÉ |É¤ÉxvÉ ºÉÆSÉÉ±ÉxÉ ½þÒ Eò®äúMÉÉ +lÉ´ÉÉ =ºÉ¨Éå ¦ÉÉMÉ ±ÉäMÉÉ*

(ii) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ Eäò {ÉÚ ÉÇ +xÉÖ ÉÉänùxÉ Eäò ÊºÉ´ÉÉB +lÉ´ÉÉ +{ÉxÉä EòiÉÇ ªÉÉå Eäò

ºÉnÂù¦ÉÉ´É{ÉÚ ÉÇEò ÊxÉ´ÉÇ½þxÉ ¨Éå Eäò ÊºÉ´ÉÉB;

Eò. xÉ iÉÉä º´ÉªÉÆ ½þÒ +lÉ´ÉÉ ÊEòºÉÒ |ÉEòÉ¶ÉEò Eäò ¨ÉÉvªÉ¨É ºÉä EòÉä<Ç {ÉÖºiÉEò |ÉEòÉÊ¶ÉiÉ Eò®äúMÉÉ, +Éè®ú xÉ ½þÒ ÊEòºÉÒ {ÉÖºiÉEò ªÉÉ ±ÉäJÉ ºÉÆOÉ½þ ¨Éå EòÉä<Ç ±ÉäJÉ ½þÒ näùMÉÉ, +lÉ´ÉÉ

JÉ. xÉ iÉÉä ÊEòºÉÒ +ÉEòÉ¶É´ÉÉhÉÒ |ÉºÉÉ®úhÉ ¨Éå ¦ÉÉMÉ ±ÉäMÉÉ +Éè®ú xÉ ÊEò ºÉ¨ÉÉSÉÉ®ú {ÉjÉ +lÉ´ÉÉ {ÉjÉ {ÉÊjÉEòÉ ¨Éå º´ÉªÉÆ +{ÉxÉä xÉÉ¨É ºÉä +lÉ´ÉÉ ÊEòºÉÒ +xªÉ ´ªÉÊHò Eäò xÉÉ¨É ºÉä EòÉä<Ç ±ÉäJÉÉ näùMÉÉ ªÉÉ {ÉjÉ Ê±ÉJÉäMÉÉ :

{É®úxiÉÖ ªÉ½þ ÊEò BäºÉÒ EòÉä<Ç ¨ÉÆVÉÚ®úÒ +É´É¶ªÉEò xÉ½þÓ ½þÉäMÉÒ ªÉÊnù, (i) BäºÉÉ |ÉEòÉ¶ÉxÉ ÊEòºÉÒ ºÉ¨{ÉÉnùEò Eäò ¨ÉÉvªÉ¨É ºÉä ÊEòªÉÉ VÉÉiÉÉ ½èþ iÉlÉÉ ´ÉºiÉÖiÉ: ºÉÉÊ½þÎiªÉEò, Eò±ÉÉi¨ÉEò +lÉ´ÉÉ ´ÉèYÉÉÊxÉEò |ÉEÞòÊiÉ EòÉ ½èþ, +lÉ´ÉÉ

(ii) BäºÉÉ ±ÉäJÉ, |ÉºÉÉ®úhÉ +lÉ´ÉÉ ®úSÉxÉÉ ´ÉºiÉÖiÉ: ºÉÉÊ½þÎiªÉEò, Eò±ÉÉi¨ÉEò +lÉ´ÉÉ ´ÉèYÉÉÊxÉEò |ÉEÞòÊiÉ EòÉ +lÉ´ÉÉ EòÒ ½èþ*

39. ºÉ®úEòÉ®ú +lÉ´ÉÉ ÊxÉMÉ¨É EòÒ +É±ÉÉäSÉxÉÉ :

EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ +ÉEòÉ¶É´ÉÉhÉÒ Eäò ÊEòºÉÒ |ÉºÉÉ®úhÉ ¨Éå +lÉ´ÉÉ +{ÉxÉä xÉÉ¨É ºÉä ªÉÉ MÉÖ ÉxÉÉ¨É ªÉÉ ¤ xÉÉ¨É ºÉä ªÉÉ ÊEòºÉÒ +xªÉ ´ªÉÊHò Eäò xÉÉ¨É ºÉä |ÉEòÉÊ¶ÉiÉ ÊEòºÉÒ nùºiÉÉ´ÉäVÉ ¨Éå +lÉ´ÉÉ |ÉäºÉ EòÉä nùÒ MÉ<Ç

32

ÊEòºÉÒ ºÉÚSÉß ¨Éå +lÉ´ÉÉ ÊEòºÉÒ ºÉÉ´ÉÇVÉÊxÉEò ¦ÉÉ¹ÉhÉ ¨Éå iÉlªÉºÉ¨¤ÉxvÉÒ EòÉä<Ç BäºÉÉ ´ÉHò´ªÉ xÉ½þÓ näùMÉÉ +lÉ´ÉÉ Ê´ÉSÉÉ®ú |ÉEò™ü Eò®äúMÉÉ ÊVÉºÉºÉä:

(i) EäòxpùÒªÉ ºÉ®úEòÉ®ú +lÉ´ÉÉ ÊEòºÉÒ ®úÉVªÉ ºÉ®úEòÉ®ú EòÒ +lÉ´ÉÉ ÊxÉMÉ¨É EòÒ ÊEòºÉÒ Ê´Ét¨ÉÉxÉ +lÉ´ÉÉ

½þÉ±É ½þÒ EòÒ xÉÒÊiÉ ªÉÉ EòÉ®Çú´ÉÉ<Ç EòÒ |ÉÊiÉEÚò±É +É±ÉÉäSÉxÉÉ ½þÉäiÉÒ ½þÉä;

(ii) EäòxpùÒªÉ ºÉ®úEòÉ®ú +lÉ´ÉÉ ÊEòºÉÒ ®úÉVªÉ iÉlÉÉ ÊxÉMÉ¨É Eäò ¤ÉÒSÉ ºÉ¨¤ÉxvÉÉå ¨Éå =±ÉZÉxÉ {ÉènùÉ ½þÉä;

(iii) EäòxpùÒªÉ ºÉ®úEòÉ®ú iÉlÉÉ ÊEòºÉÒ Ê´Énäù¶ÉÒ ®úÉVªÉ EòÒ ºÉ®úEòÉ®ú Eäò ¤ÉÒSÉ ºÉ¨¤ÉxvÉÉå ¨Éå =±ÉZÉxÉ {ÉènùÉ ½þÉä;

{É®úxiÉÖ ªÉ½þ ÊEò <ºÉ Ê´ÉÊxÉªÉ¨É EòÒ EòÉä<Ç ¤ÉÉiÉ ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ +{ÉxÉÒ {ÉnùÒªÉ ½èþÊºÉªÉiÉ ºÉä +lÉ´ÉÉ =ºÉä ºÉ¨ÉxÉÖÎ¹]õ EòiÉÇ ªÉÉå Eäò ºÉ¨ªÉEÂò {ÉÉ±ÉxÉ ¨Éå ÊnùB MÉB ´ÉHò´ªÉ ªÉÉ +Ê¦É´ªÉHò ÊEòB MÉB ÊEòx½þÓ Ê´ÉSÉÉ®úÉå EòÉä ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÉ*

40. ÊEòºÉÒ ºÉÊ¨ÉÊiÉ +lÉ´ÉÉ +xªÉ |ÉÉÊvÉEòÉ®úÒ Eäò ºÉ¨ÉIÉ ºÉÉIªÉ:

(i) ={É {Éè®úÉ (iii) ¨Éå ªÉlÉÉ ={É¤ÉÎxvÉiÉ Eäò ÊºÉ´ÉÉB, EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ |É¤ÉxvÉ ÊxÉnäù¶ÉEò Eäò {ÉÚ ÉÇ +xÉÖ ÉÉänùxÉ Eäò ÊºÉ´ÉÉB ÊEòºÉÒ ´ªÉÊHò, ºÉÊ¨ÉÊiÉ +lÉ´ÉÉ |ÉÉÊvÉEòÉ®úÒ uùÉ®úÉ EòÒ VÉÉ ®ú½þÒ ÊEòºÉÒ

VÉÉÆSÉ Eäò ºÉ¨¤ÉxvÉ ¨Éå ºÉÉIªÉ xÉ½þÓ näùMÉÉ;

(ii) VÉ½þÉÆ ={É {Éè®úÉ (i) Eäò +vÉÒxÉ BäºÉÒ ¨ÉÆVÉÚ®úÒ näù nùÒ VÉÉB ´É½þÉÆ Eò¨ÉÇSÉÉ®úÒ BäºÉÉ ºÉÉIªÉ näùiÉä ºÉ¨ÉªÉ EäòxpùÒªÉ ºÉ®úEòÉ®ú +lÉ´ÉÉ ÊEòºÉÒ ®úÉVªÉ ºÉ®úEòÉ®ú ªÉÉ ÊxÉMÉ¨É EòÒ xÉÒÊiÉ +lÉ´ÉÉ ÊEòºÉÒ

EòÉ®Çú´ÉÉ<Ç EòÒ +É±ÉÉäSÉxÉÉ xÉ½þÓ Eò®äúMÉÉ;

(iii) <ºÉ Ê´ÉÊxÉªÉ¨É EòÒ EòÉä<Ç ¤ÉÉiÉ -

Eò. EäòxpùÒªÉ ºÉ®úEòÉ®ú, ºÉÆºÉnù +lÉ´ÉÉ ÊEòºÉÒ ®úÉVªÉ Ê´ÉvÉÉxÉ ¨ÉÆb÷±É +lÉ´ÉÉ ÊxÉMÉ¨É uùÉ®úÉ ÊxÉªÉÖHò

|ÉÉÊvÉEòÉ®úÒ Eäò ºÉ¨ÉIÉ VÉÉÆSÉ ¨Éå ÊnùB MÉB ÊEòºÉÒ ºÉÉIªÉ;

JÉ. ÊEòºÉÒ xªÉÉÊªÉEò VÉÉÆSÉ ¨Éå ÊnùB MÉB ºÉÉIªÉ; +lÉ´ÉÉ

MÉ. ºÉ®úEòÉ®ú ªÉÉ ÊxÉMÉ¨É Eäò +vÉÒxÉºlÉ |ÉÉÊvÉEòÉ®úÒ Eäò +Énäù¶É Eäò +xiÉMÉÇiÉ ÊEòºÉÒ Ê´É¦ÉÉMÉÒªÉ VÉÉÆSÉ ¨ÉåÆ ÊnùB MÉB ºÉÉIªÉ, EòÉä ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÒ*

41. VÉÉxÉEòÉ®úÒ EòÉ +|ÉÉÊvÉEÞòiÉ °ü{É ºÉä |ÉEò]õÒEò®úhÉ :

EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, ÊxÉMÉ¨É Eäò ÊEòºÉÒ ºÉÉvÉÉ®úhÉ +lÉ´ÉÉ Ê´É¶Éä¹É +Énäù¶É Eäò +xÉÖºÉÉ®ú ÊºÉ´ÉÉB +lÉ´ÉÉ =ºÉä ºÉ¨ÉxÉÖÊnù¹]õ EòiÉÇ ªÉÉå Eäò ºÉnÂù¦ÉÉ´É{ÉÚ ÉÇEò +xÉÖ{ÉÉ±ÉxÉ Eäò ÊºÉ´ÉÉB, |ÉiªÉIÉiÉ: +lÉ´ÉÉ +|ÉiªÉIÉiÉ: ÊEòºÉÒ ¶ÉÉºÉEòÒªÉ nùºiÉÉ´ÉäVÉ EòÉä ªÉÉ =ºÉEäò ÊEòºÉÒ ¦ÉÉMÉ EòÉä +lÉ´ÉÉ VÉÉxÉEòÉ®úÒ EòÉä ÊxÉMÉ¨É Eäò ÊEòºÉÒ +xªÉ Eò¨ÉÇSÉÉ®úÒ EòÉä ªÉÉ ÊEòºÉÒ +xªÉ ´ªÉÊHò EòÉä, ÊVÉºÉä BäºÉÉ nùºiÉÉ´ÉäVÉ ªÉÉ VÉÉxÉEòÉ®úÒ |ÉEò]õ Eò®úxÉä Eäò Ê±ÉB ´É½þ |ÉÉÊvÉEÞòiÉ xÉ½þÓ ½èþ, |ÉEò]õ xÉ½þÓ Eò®äúMÉÉ*

º{É¹]õÒEò®úhÉ :- ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ (|É´ÉMÉÇ |ÉÉÊvÉEòÉ®úÒ EòÉä ºÉ¨¤ÉÉäÊvÉiÉ +{ÉxÉä |ÉiªÉÉ´ÉänùxÉ ¨Éå) ÊEòºÉÒ {ÉjÉ, {ÉÊ®ú{ÉjÉ, YÉÉ{ÉxÉ +lÉ´ÉÉ ÊEòºÉÒ ¡òÉ<Ç±É ¨Éå ºÉä ÊEòx½þÓ Ê]õ{{ÉÊhÉªÉÉå EòÉ EòÉä<Ç =rù®úhÉ, ÊVÉx½åþ näùJÉxÉä Eäò Ê±ÉB ´É½þ |ÉÉÊvÉEÞòiÉ xÉ½þÓ ½èþ, +lÉ´ÉÉ ÊVÉx½åþ +{ÉxÉÒ ´ªÉÊHòMÉiÉ ÊxÉMÉ®úÉxÉÒ ¨Éå ªÉÉ ´ªÉÊHòMÉiÉ |ÉªÉÉäVÉxÉÉå Eäò Ê±ÉB ®úJÉxÉä Eäò Ê±ÉB ´É½þ |ÉÉÊvÉEÞòiÉ xÉ½þÓ ½èþ, <ºÉ Ê´ÉÊxÉªÉ¨É Eäò +lÉÇ ¨Éå +|ÉÉÊvÉEÞòiÉ |ÉEò]õÒEò®úhÉ ¨ÉÉxÉÉ VÉÉBMÉÉ*

33

42. SÉxnäù :

EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ ÊEòºÉÒ ¦ÉÒ =qäù¶ªÉ Eäò +xÉÖºÉ®úhÉ ¨Éå ÊEòºÉÒ ÊxÉÊvÉ Eäò Ê±ÉB +lÉ´ÉÉ xÉEònù ªÉÉ ´ÉºiÉÖ °ü{É ¨Éå +xªÉ ºÉÆOÉ½þhÉÉå Eäò Ê±ÉB, |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÉä {ÉÚ ÉÇ ¨ÉÆVÉÚ®úÒ Eäò ÊºÉ´ÉÉB, xÉ iÉÉä SÉxnùÉ ¨ÉÉÆMÉäMÉÉ +Éè®ú xÉ º´ÉÒEòÉ®ú Eò®äúMÉÉ, +lÉ´ÉÉ =xÉEòÒ =MÉÉ½þÒ Eäò EòÉªÉÇ ¨Éå º´ÉªÉÆ +xªÉlÉÉ ºÉ½þªÉÉäMÉ Eò®äúMÉÉ*

43. ={É½þÉ®ú :

(i) <xÉ Ê´ÉÊxÉªÉ¨ÉÉå ¨Éå ªÉlÉÉ +xªÉlÉÉ ={É¤ÉÎxvÉiÉ Eäò ÊºÉ´ÉÉB EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ xÉ iÉÉä º´ÉªÉÆ ½þÒ ={É½þÉ®ú OÉ½þhÉ Eò®äúMÉÉ +Éè®ú xÉ ½þÒ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ EòÉä +lÉ´ÉÉ +{ÉxÉÒ +Éä®ú ºÉä EòÉªÉÇ Eò®ú ®ú½äþ ÊEòºÉÒ ´ªÉÊHò EòÉä EòÉä<Ç ={É½þÉ®ú OÉ½þhÉ Eò®úxÉä EòÒ +xÉÖYÉÉ näùMÉÉ*

º{É¹]õÒEò®úhÉ: "={É½þÉ®ú' {Énù Eäò +xiÉMÉÇiÉ ÊxÉ:¶ÉÖ±Eò {ÉÊ®ú´É½þxÉ, ¦ÉÉäVÉxÉ, ÊxÉ´ÉÉºÉ +lÉ´ÉÉ +xªÉ ºÉä ÉÉ ªÉÉ EòÉä<Ç +xªÉ vÉxÉ ºÉÆ¤ÉÆvÉÒ ±ÉÉ¦É ºÉÎ¨¨ÉÊ±ÉiÉ ½èþ VÉÉä ÊEòºÉÒ ÊxÉEò]õiÉ¨É ºÉ¨¤ÉxvÉÒ +lÉ´ÉÉ ´ÉèªÉÊHòMÉiÉ Ê¨ÉjÉ ÊVÉºÉEòÉ Eò¨ÉÇSÉÉ®úÒ Eäò ºÉÉlÉ EòÉä<Ç {ÉnùÒªÉ ´ªÉ´É½þÉ®ú xÉ ½þÉä, ºÉä Ê¦ÉzÉ ÊEòºÉÒ ´ªÉÊHò uùÉ®úÉ |ÉnùÉxÉ ÊEòªÉÉ VÉÉB*

Ê]õ{{ÉhÉÒ :

(1) ªÉnùÉ-EònùÉ ¦ÉÉäVÉxÉ, ºÉ´ÉÉ®úÒ +lÉ´ÉÉ +xªÉ ºÉÉ¨ÉÉÊVÉEò +ÉÊiÉlªÉ ={É½þÉ®ú xÉ½þÓ ¨ÉÉxÉÉ VÉÉBMÉÉ*

(2) Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä ºÉÉlÉ {ÉnùÒªÉ ´ªÉ´É½þÉ®ú ®úJÉxÉä ´ÉÉ±Éä ÊEòºÉÒ ´ªÉÊHò +lÉ´ÉÉ +ÉètÉäÊMÉEò ªÉÉ ´ÉÉÊhÉÎVªÉEò ¡ò¨ÉÇ, ºÉÆMÉ`öxÉ, +ÉÊnù EòÒ +Éä®ú ºÉä +iªÉÉÊvÉEò +lÉ´ÉÉ ¤ÉÉ®ú-¤ÉÉ®ú +ÉÊiÉlªÉ, OÉ½þhÉ Eò®úxÉä ºÉä ¤ÉSÉäMÉÉ*

(ii) Ê´É´ÉÉ½þ, ¤É®úºÉÒ, +xiªÉäÎ¹]õ +lÉ´ÉÉ vÉÉÌ¨ÉEò ºÉÉ¨ÉÉ®úÉä½þÉå VÉèºÉä +´ÉºÉ®úÉå {É®ú, VÉ¤É ÊEò ={É½þÉ®ú näùxÉÉ |ÉSÉÊ±ÉiÉ vÉÉÌ¨ÉEò iÉlÉÉ ºÉÉ¨ÉÉÊVÉEò |ÉlÉÉ Eäò +xÉÖºÉÉ®ú ½þÉä, Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä ÊxÉEò]õ ºÉ¨¤ÉÎxvÉªÉÉå ºÉä ={É½þÉ®ú OÉ½þhÉ Eò®ú ºÉEäòMÉÉ, ÊEòxiÉÖ ªÉÊnù ={É½þÉ®ú EòÉ ¨ÉÚ±ªÉ ÊxÉ¨xÉÊ±ÉÊJÉiÉ ºÉä +ÊvÉEò ½þÉä iÉÉä =ºÉEòÒ ºÉÚSÉxÉÉ ÊxÉMÉ¨É EòÉä näùMÉÉ :-

Eò. |É´ÉMÉÇ 1 +lÉ´ÉÉ |É´ÉMÉÇ 2 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 500 °ü{ÉªÉä

JÉ. |É´ÉMÉÇ 3 EòÉ {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 250 °ü{ÉªÉä

MÉ. |É´ÉMÉÇ 4 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 100 °ü{ÉªÉä

(iii) ={É {Éè®úÉ (ii) ¨Éå Ê´ÉÊxÉÌnù¹]õ ÊEòºÉÒ +´ÉºÉ®ú {É®ú Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä =xÉ ÊxÉVÉÒ Ê¨ÉjÉÉå={É½þÉ®ú OÉ½þhÉ Eò®ú ºÉEäòMÉÉ ÊVÉxÉEäò ºÉÉlÉ =ºÉEòÉ EòÉä<Ç {ÉnùÒªÉ ºÉ¨¤ÉxvÉ xÉ ½þÉä ÊEòxiÉÖ ´É½þ =ºÉEòÒ ºÉÚSÉxÉÉ ÊxÉMÉ¨É EòÉä näùMÉÉ ªÉÊnù ={É½þÉ®ú EòÉ ¨ÉÚ±ªÉ ÊxÉ¨xÉÊ±ÉÊJÉiÉ ºÉä +ÊvÉEò ½þÉä :

Eò. |É´ÉMÉÇ 1 +lÉ´ÉÉ |É´ÉMÉÇ 2 EòÉ EòÉä<Ç {Énù OÉ½þhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 200 °ü{ÉªÉä ;

JÉ. |É´ÉMÉÇ 3 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 100 °ü{ÉªÉä ;

MÉ. |É´ÉMÉÇ 4 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 50 °ü{ÉªÉä ;

(iv) ÊEòºÉÒ +xªÉ nù¶ÉÉ ¨Éå Eò¨ÉÇSÉÉ®úÒ |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÒ ¨ÉÆVÉÚ®úÒ Eäò Ê¤ÉxÉÉ EòÉä<Ç ={É½þÉ®ú OÉ½þhÉ

xÉ½þÓ Eò®ú ºÉEäòMÉÉ ªÉÊnù ={É½þÉ®ú EòÉ ¨ÉÚ±ªÉ ÊxÉ¨xÉÊ±ÉÊJÉiÉ ºÉä +ÊvÉEò ½þÉä :

34

Eò. |É´ÉMÉÇ 1 +lÉ´ÉÉ |É´ÉMÉÇ 2 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 75 °ü{ÉªÉä,

JÉ. |É´ÉMÉÇ 3 +lÉ´ÉÉ |É´ÉMÉÇ 4 EòÉ EòÉä<Ç {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 25 °ü{ÉªÉä,

44. ÊxÉMÉ¨É Eäò Eò¨ÉÇSÉÉÊ®úªÉÉå Eäò ºÉ¨¨ÉÉxÉ ¨Éå ºÉÉ´ÉÇVÉÊxÉEò |Énù¶ÉÇxÉ :

EòÉä<Ç ¦ÉÒ Eò¨ÉÇSÉÉ®úÒ, ÊxÉMÉ¨É Eäò {ÉÚ ÉÉÇxÉÖ ÉÉänùxÉ Eäò ÊºÉ´ÉÉB, xÉ iÉÉä EòÉä<Ç ¨ÉÉxÉ{ÉjÉ +lÉ´ÉÉ Ê´ÉnùÉªÉÒ {ÉjÉ ±ÉäMÉÉ +Éè®ú xÉ EòÉä<Ç |É¶ÉÆºÉÉ-{ÉjÉ ±ÉäMÉÉ +lÉ´ÉÉ ÊEòºÉÒ +xªÉ Eò¨ÉÇSÉÉ®úÒ Eäò ºÉ¨¨ÉÉxÉ ¨Éå ºÉÆªÉÉäÊVÉiÉ ÊEòºÉÒ ºÉ¦ÉÉ ªÉÉ ºÉ¨ÉÉ®úÉä½þ ¨Éå ºÉÎ¨¨ÉÊ±ÉiÉ ½þÉäMÉÉ :

{É®úxiÉÖ <ºÉ Ê´ÉÊxÉªÉ¨É EòÒ EòÉä<Ç ¤ÉÉiÉ -

1. Eò¨ÉÇSÉÉ®úÒ EòÒ +{ÉxÉÒ +lÉ´ÉÉ ÊEòºÉÒ +xªÉ Eò¨ÉÇSÉÉ®úÒ EòÒ ºÉä ÉÉ ÊxÉ´ÉÞkÉ +lÉ´ÉÉ ºlÉÉxÉÉÆiÉ®úhÉ Eäò +´ÉºÉ®ú {É®ú =xÉEäò ºÉ¨¨ÉÉxÉ ¨Éå +lÉ´ÉÉ ÊEòºÉÒ BäºÉä ´ªÉÊHò Eäò ºÉ¨¨ÉÉxÉ ¨Éå ÊVÉºÉxÉä ½þÉ±É ½þÒ ¨Éå ÊxÉMÉ¨É

EòÒ ºÉä ÉÉ UôÉäc÷Ò ½þÉä, ºÉÉ®úiÉ: |ÉÉ<Ç Éä]õ +lÉ´ÉÉ +xÉÉè{ÉSÉÉÊ®úEò Ê´ÉnùÉªÉÒ ºÉ¨ÉÉ®úÉä½þ EòÉä ; +lÉ´ÉÉ

2. ºÉÉ´ÉÇVÉÊxÉEò ÊxÉEòÉªÉÉå +lÉ´ÉÉ ºÉÆºlÉÉ+Éå uùÉ®úÉ +ÉªÉÉäÊVÉiÉ ºÉÉvÉÉ®úhÉ +Éè®ú +±{É´ªÉªÉÒ +ÉÊiÉlªÉ º´ÉÒEòÉ®ú Eò®úxÉä Eäò ºÉ¨¤ÉxvÉ ¨Éå ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÒ*

Ê]õ{{ÉhÉÒ: ÊEòºÉÒ Ê´ÉnùÉªÉÒ ºÉ¨ÉÉ®úÉä½þ Eäò Ê±ÉB, ¦É±Éä ½þÒ ´É½þ ºÉÉ®úiÉ: |ÉÉ<Ç Éä]õ +lÉ´ÉÉ +xÉÉè{ÉSÉÉÊ®úEò gøMÉ EòÉ ½þÉä, SÉxnùÉ näùxÉä Eäò Ê±ÉB =i|ÉäÊ®úiÉ Eò®úxÉä Eäò Ê±ÉB ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ {É®ú ÊEòºÉÒ ¦ÉÒ |ÉEòÉ®ú EòÉ nù¤ÉÉ´É +lÉ´ÉÉ |É¦ÉÉ´É EòÉ |ÉªÉÉäMÉ, iÉlÉÉ |É´ÉMÉÇ 3 +lÉ´ÉÉ |É´ÉMÉÇ 4 ºÉä Ê¦ÉzÉ |É´ÉMÉÇ Eäò ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ Eäò Ê±ÉB ºÉ¨ÉÉ®úÉä½þ Eäò ´ÉÉºiÉä ÊEòºÉÒ ¦ÉÒ {ÉÊ®úÎºlÉÊiÉ ¨Éå |É´ÉMÉÇ 3 +lÉ´ÉÉ |É´ÉMÉÇ 4 Eäò Eò¨ÉÇSÉÉÊ®úªÉÉå ºÉä SÉxnùÉ ºÉÆOÉ½þ, ÊxÉÊ¹Érù ½èþ*

45. ÊxÉVÉÒ ´ªÉÉ{ÉÉ®ú +lÉ´ÉÉ ®úÉäVÉMÉÉ®ú :

(i) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, |É¤ÉxvÉ ÊxÉnäù¶ÉEò Eäò {ÉÚ ÉÉÇxÉÖ ÉÉänùxÉ Eäò ÊºÉ´ÉÉB, |ÉiªÉIÉiÉ: +lÉ´ÉÉ +|ÉiªÉIÉiÉ: EòÉä<Ç ´ªÉ´ÉºÉÉªÉ +lÉ´ÉÉ ´ªÉÉ{ÉÉ®ú xÉ½þÓ Eò®äúMÉÉ +lÉ´ÉÉ EòÉä<Ç +xªÉ ®úÉäVÉMÉÉ®ú º´ÉÒEòÉ®ú xÉ½þÓ Eò®äúMÉÉ :

{É®úxiÉÖ ªÉ½þ ÊEò Eò¨ÉÇSÉÉ®úÒ BäºÉÒ ¨ÉÆVÉÚ®úÒ Eäò Ê¤ÉxÉÉ ¦ÉÒ ºÉÉ¨ÉÉÊVÉEò +lÉ´ÉÉ {É®úÉä{ÉEòÉ®úÒ |ÉEÞòÊiÉ EòÉ EòÉä<Ç +´ÉèiÉÊxÉEò EòÉªÉÇ +lÉ´ÉÉ ºÉÉÊ½þÎiªÉEò iÉlÉÉ Eò±ÉÉi¨ÉEò +lÉ´ÉÉ ´ÉèYÉÉÊxÉEò |ÉEÞòÊiÉ EòÉ EòÉä<Ç ªÉnùÉEònùÉ EòÉªÉÇ

<ºÉ ¶ÉiÉÇ {É®ú Eò®ú ºÉEäòMÉÉ ÊEò =ºÉºÉä =ºÉEäò {ÉnùÒªÉ EòiÉÇ ªÉÉå ¨Éå EòÉä<Ç ´ªÉ´ÉvÉÉxÉ xÉ ½þÉä ; ÊEòxiÉÖ ªÉÊnù |É¤ÉxvÉ ÊxÉnäù¶ÉEò BäºÉÉ ÊxÉnäù¶É näù iÉÉä ´É½þ BäºÉÉ EòÉªÉÇ xÉ½þÓ Eò®äúMÉÉ +lÉ´ÉÉ Eò®úxÉÉ ¤Éxnù Eò®ú näùMÉÉ*

º{É¹]õÒEò®úhÉ : +{ÉxÉÒ {ÉixÉÒ +lÉ´ÉÉ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ Eäò º´ÉÉÊ¨Éi´ÉÉvÉÒxÉ +lÉ´ÉÉ |É¤ÉxvÉÉvÉÒxÉ ÊEòºÉÒ ´ªÉÉ{ÉÉ®ú, ¤ÉÒ¨ÉÉ +Ê¦ÉEò®úhÉ, Eò¨ÉÒ¶ÉxÉ +Ê¦ÉEò®úhÉ Eäò ºÉ¨ÉlÉÇxÉ ¨Éå Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ |ÉSÉÉ®ú <ºÉ Ê´ÉÊxÉªÉ¨É EòÉ =±±ÉÆPÉxÉ ºÉ¨ÉZÉÉ VÉÉBMÉÉ*

(ii) ªÉÊnù ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ Eäò {ÉÊ®ú´ÉÉ®ú EòÉ EòÉä<Ç ºÉnùºªÉ ÊEòºÉÒ ´ªÉ´ÉºÉÉªÉ +lÉ´ÉÉ ´ªÉÉ{ÉÉ®ú ¨Éå ºÉÆ±ÉMxÉ ½þÉä +lÉ´ÉÉ ÊEòºÉÒ ¤ÉÒ¨ÉÉ +Ê¦ÉEò®úhÉ +lÉ´ÉÉ Eò¨ÉÒ¶ÉxÉ +Ê¦ÉEò®úhÉ EòÉ º´ÉÉ¨ÉÒ +lÉ´ÉÉ |É¤ÉxvÉEòkÉÉÇ ½þÉä iÉÉä Eò¨ÉÇSÉÉ®úÒ <ºÉEòÒ ºÉÚSÉxÉÉ ÊxÉMÉ¨É EòÉä näùMÉÉ* Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ Eäò Ê±ÉB BäºÉä

ÊEòºÉÒ ºÉÆMÉ`öxÉ/Eò¨{ÉxÉÒ +lÉ´ÉÉ ´ªÉÉ´ÉºÉÉÊªÉEò ºÉÆºlÉÉ ¨Éå ÊVÉºÉä ÊxÉMÉ¨É EòÉ |ÉlÉ¨É |É¸ÉªÉ |ÉÉ{iÉ ½èþ: ÊxÉªÉÉäVÉxÉ EòÒ ºÉÚSÉxÉÉ, {ÉÊ®ú´ÉÉ®ú Eäò ºÉnùºªÉ EòÒ ÊxÉªÉÖÊHò Eäò ºÉ¨ÉªÉ ½þÒ, Ê´ÉÊ½þiÉ |ÉÉÊvÉEòÉ®úÒ EòÉä näùMÉÉ*

35

(iii) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÒ {ÉÚ ÉÇ ¨ÉÆVÉÚ®úÒ Eäò Ê¤ÉxÉÉ, B´É¨ÉÂ +{ÉxÉä {ÉnùÒªÉ EòiÉÇ ªÉÉå Eäò ÊxÉ´ÉÇ½þxÉ ¨Éå Eäò ÊºÉ´ÉÉB, ÊEòºÉÒ BäºÉä ¤ÉéEò +lÉ´ÉÉ +xªÉ Eò¨{ÉxÉÒ Eäò ÊVÉºÉEòÉ ®úÊVÉº]ÅõÒEò®úhÉ Eò¨{ÉxÉÒ

+ÊvÉÊxÉªÉ¨É, 1956 (1956 EòÉ 1) +lÉ´ÉÉ iÉiºÉ¨ÉªÉ |É´ÉÞÊkÉ ÊEòºÉÒ +xªÉ Ê´ÉÊvÉ Eäò +vÉÒxÉ +{ÉäÊIÉiÉ ½èþ, +lÉ´ÉÉ ´ÉÉÊhÉÎVªÉEò |ÉªÉÉäVÉxÉÉå ´ÉÉ±ÉÒ ÊEòºÉÒ ºÉ½þEòÉ®úÒ ºÉÉäºÉÉªÉ]õÒ Eäò, ®úÊVÉº]ÅõÒEò®úhÉ, |ÉºÉÉ®ú +lÉ´ÉÉ |É¤ÉxvÉ ¨Éå

¦ÉÉMÉ xÉ½þÓ ±ÉäMÉÉ ;

{É®úxiÉÖ ÊxÉMÉ¨É EòÉ Eò¨ÉÇSÉÉ®úÒ, ºÉÉ®úiÉ:, ÊxÉMÉ¨É Eäò Eò¨ÉÇSÉÉÊ®úªÉÉå Eäò ¡òÉªÉnäù Eäò Ê±ÉB ÊEòºÉÒ ºÉ½þEòÉ®úÒ

ºÉÉäºÉÉªÉ]õÒ Eäò, VÉÉä ºÉ½þEòÉ®úÒ ºÉÉäºÉÉªÉ]õÒ +ÊvÉÊxÉªÉ¨É, 1912 (1912 EòÉ 2) +lÉ´ÉÉ iÉiºÉ¨ÉªÉ |É´ÉÞkÉ ÊEòºÉÒ +xªÉ Ê´ÉÊvÉ Eäò +vÉÒxÉ ®úÊVÉº]ÅõÒEÞòiÉ ½þÉä, +lÉ´ÉÉ ÊEòºÉÒ BäºÉÒ ºÉÉÊ½þÎiªÉEò, ´ÉèYÉÉÊxÉEò +lÉ´ÉÉ JÉè®úÉiÉÒ ºÉÆºlÉÉ

Eäò VÉÉä ºÉÉäºÉÉªÉ]õÒ ®úÊVÉº]ÅõÒEò®úhÉ +ÊvÉÊxÉªÉ¨É, 1860 (1860 EòÉ 21) +lÉ´ÉÉ ÊEòºÉÒ +xªÉ |É´ÉÞkÉ iÉiºlÉÉxÉÒ Ê´ÉÊvÉ Eäò +vÉÒxÉ ®úÊVÉº]ÅõÒEÞòiÉ ½þÉä, ®úÊVÉº]ÅõÒEò®úhÉ, |ÉºÉÉ®ú +lÉ´ÉÉ |É¤ÉÆvÉ ¨Éå ¦ÉÉMÉ ±Éä ºÉEäòMÉÉ*

(iv) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÒ ¨ÉÆVÉÚ®úÒ Eäò Ê¤ÉxÉÉ ÊEòºÉÒ ºÉÉ´ÉÇVÉÊxÉEò ÊxÉEòÉªÉ +lÉ´ÉÉ ÊEòºÉÒ |ÉÉ<´Éä]õ ´ªÉÊHò Eäò Ê±ÉB ÊEòB MÉB EòÉªÉÇ Eäò Ê±ÉB EòÉä<Ç ¡òÒºÉ OÉ½þhÉ xÉ½þÓ Eò®ú ºÉEäòMÉÉ*

46. Ê´ÉÊxÉvÉÉxÉ, =vÉÉ®ú näùxÉÉ +Éè®ú =vÉÉ®ú ±ÉäxÉÉ :

(i) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ EòÉä<Ç º]õÉEò, ¶ÉäªÉ®ú ªÉÉ +xªÉ Ê´ÉÊxÉvÉÉxÉ EòÉ ºÉ]Âõ]õÉ xÉ½þÓ JÉä±ÉäMÉÉ*

´ªÉÉJªÉÉ : ¶ÉäªÉ®úÉå, |ÉÊiÉ¦ÉÚÊiÉªÉÉå ªÉÉ +xªÉ Ê´ÉÊxÉvÉÉxÉÉå EòÉ ¤É½ÖþvÉÉ ªÉÉ Ê´ÉGòªÉ ªÉÉ nùÉäxÉÉå EòÉ <ºÉ ={É-ÊxÉªÉ¨É Eäò +lÉÇ ¨Éå ºÉ]Âõ]õÉ JÉä±ÉxÉÉ ºÉ¨ÉZÉÉ VÉÉBMÉÉ*

(ii) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ BäºÉÉ Ê´ÉÊxÉvÉÉxÉ xÉ iÉÉä º´ÉªÉÆ Eò®äúMÉÉ +Éè®ú xÉ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ EòÉä +lÉ´ÉÉ +{ÉxÉÒ +Éä®ú ºÉä EòÉªÉÇ Eò®úxÉä ´ÉÉ±Éä ÊEòºÉÒ ´ªÉÊHò EòÉä Eò®úxÉä näùMÉÉ ÊVÉºÉºÉä ÊEò =ºÉEäò +{ÉxÉä {ÉnùÒªÉ EòkÉÇ ªÉÉå Eäò ÊxÉ´ÉÇ½þxÉ ¨Éå vÉ¨ÉÇ ºÉÆEò]õ ¨Éå {Éc÷xÉÉ ªÉÉ |É¦ÉÉÊ´ÉiÉ ½þÉäxÉÉ ºÉ¨¦ÉÉ´ªÉ ½þÉä*

(iii) ªÉÊnù BäºÉÉ EòÉä<Ç |É¶xÉ = äö ÊEò EòÉä<Ç ºÉÆ ªÉ´É½þÉ®ú ={É-ÊxÉªÉ¨É (i), (ii) ¨Éå ÊxÉÌnù¹]õ |ÉEÞòÊiÉ EòÉ ½èþ +lÉ´ÉÉ xÉ½þÓ ½èþ iÉÉä =ºÉ {É®ú |É¤ÉxvÉ ÊxÉnäù¶É EòÉ Ê´ÉÊxÉ¶SÉªÉ +ÎxiÉ¨É ½þÉäMÉÉ*

(iv) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ, ÊEòºÉÒ ¤ÉéEò ªÉÉ ºÉÉ´ÉÇVÉÊxÉEò Ê±ÉÊ¨É]äõb÷ Eò¨{ÉxÉÒ Eäò ºÉÉlÉ EòÉ®úÉä¤ÉÉ®ú ¨Éå ¨ÉÉ¨ÉÚ±ÉÒ +xÉÖGò¨É ¨Éå Eäò ÊºÉ´ÉÉB, xÉ iÉÉä º´ÉªÉÆ +Éè®ú xÉ +{ÉxÉä {ÉÊ®ú´ÉÉ®ú Eäò ÊEòºÉÒ ºÉnùºªÉ ªÉÉ +{ÉxÉÒ +Éä®ú ºÉä EòÉªÉÇ Eò®úxÉä ´ÉÉ±Éä ÊEòºÉÒ ´ªÉÊHò Eäò ¨ÉÉvªÉ¨É ºÉä :-

Eò. +{ÉxÉÒ |ÉÉÊvÉEòÉÊ®úiÉÉ EòÉä ºlÉÉxÉÒªÉ ºÉÒ¨ÉÉ+Éå Eäò ¦ÉÒiÉ®ú ÎºlÉÊiÉ ÊEòºÉÒ ´ªÉÊHò ªÉÉ ¡ò¨ÉÇ ªÉÉ |ÉÉ<´Éä]õ Ê±ÉÊ¨É]äõb÷ Eò¨{ÉxÉÒ EòÉä ªÉÉ =xÉºÉä, +lÉ´ÉÉ ÊVÉxÉEäò ºÉÉlÉ =ºÉEòÉ {ÉnùÒªÉ ´ªÉ´É½þÉ®ú ºÉ¨¦ÉÉ´ªÉ ½þÉä, =xÉºÉä xÉ iÉÉä ¨ÉÉÊ±ÉEò Eäò °ü{É ¨Éå +Éè®ú xÉ +Ê¦ÉEòiÉÉÇ Eäò °ü{É ¨Éå vÉxÉ =vÉÉ®ú ±ÉäMÉÉ, xÉ =vÉÉ®ú näùMÉÉ, xÉ VÉ¨ÉÉ Eò®äúMÉÖ +Éè®ú xÉ º´ÉªÉÆ EòÉä BäºÉä ´ªÉÊHò ªÉÉ ¡ò¨ÉÇ ªÉÉ |ÉÉ<´Éä]õ Ê±ÉÊ¨É]äõb÷ Eò¨{ÉxÉÒ EòÒ

+ÉÌlÉEò ¤ÉÉvªÉiÉÉ Eäò +vÉÒxÉ +xªÉlÉÉ ®úJÉäMÉÉ ; +lÉ´ÉÉ

JÉ. ÊEòºÉÒ ´ªÉÊHò EòÉä xÉ iÉÉä ¤ªÉÉVÉ {É®ú +Éè®ú xÉ BäºÉÒ ®úÒÊiÉ ºÉä ÊVÉºÉºÉä vÉxÉ ªÉÉ ´ÉºiÉÖ °ü{É ¨Éå EòÉä<Ç |ÉÊiÉ±ÉÉ¦É Ê±ÉªÉÉ VÉÉB ªÉÉ ÊnùªÉÉ VÉÉB, vÉxÉ =vÉÉ®ú näùMÉÉ :

36

{É®úxiÉÖ Eò¨ÉÇSÉÉ®úÒ ÊEòºÉÒ xÉÉiÉänùÉ®ú ªÉÉ ´ÉèªÉÊHòEò Ê¨ÉjÉ EòÉä lÉÉäc÷Ò ºÉÒ ®úEò¨É Ê¤ÉxÉÉ ¤ªÉÉVÉ Eäò ¨ÉÉjÉ +ºlÉÉªÉÒ @ñhÉ Eäò °ü{É ¨Éå näù ºÉEäòMÉÉ ªÉÉ =ºÉºÉä ±Éä ºÉEäòMÉÉ, ªÉÉ ÊEòºÉÒ |ÉÉ¨ÉÉÊhÉEò ´ªÉÉ{ÉÉ®úÒ Eäò

ºÉÉlÉ =vÉÉ®ú JÉÉiÉÉ JÉÉä±É ºÉEäòMÉÉ +lÉ´ÉÉ +{ÉxÉä |ÉÉ<Ç Éä]õ Eò¨ÉÇSÉÉ®úÒ EòÉä +ÊOÉ¨É ´ÉäiÉxÉ näù ºÉEäòMÉÉ ;

{É®úxiÉÖ ªÉ½þ +Éè®ú ÊEò <ºÉ ={É-ÊxÉªÉ¨É EòÒ EòÉä<Ç ¦ÉÒ ¤ÉÉiÉ ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ ÊxÉMÉ¨É EòÒ {ÉÚ ÉÇ +xÉÖ ÉÊiÉ ºÉä ÊEòB MÉB ±ÉäxÉ-näùxÉ {É®ú ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÉ*

(v) VÉ¤É EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ ÊEòºÉÒ BäºÉä {Énù {É®ú ÊxÉªÉÖHò ªÉÉ ºlÉÉxÉÉxiÉÊ®úiÉ ÊEòªÉÉ VÉÉB VÉÉä <ºÉ

|ÉEòÉ®ú EòÉ ½þÉä ÊEò =ºÉ {É®ú =ºÉºÉä ={É-ÊxÉªÉ¨É (iii) ªÉÉ ={É-ÊxÉªÉ¨É (iv) Eäò ={É¤ÉxvÉÉå ¨Éå ºÉä ÊEòºÉÒ EòÉ ¦ÉÒ =±±ÉÆPÉxÉ ½þÉäxÉÉ ºÉÆ¦ÉÉ´ªÉ ½þÉä iÉÉä ´É½þ =xÉ {ÉÊ®úÎºlÉÊiÉªÉÉå EòÒ Ê®ú{ÉÉä]Çõ iÉiIÉhÉ ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ EòÉä Eò®äúMÉÉ +Éè®ú iÉi{É¶SÉÉiÉÂ BäºÉä +Énäù¶ÉÉå Eäò +xÉÖºÉÉ®ú EòÉªÉÇ Eò®äúMÉÉ VÉÉä ÊEò =ºÉ |ÉÉÊvÉEòÉ®úÒ uùÉ®úÉ ÊnùB VÉÉBÆ*

47. Ênù´ÉÉ±ÉÉ +Éè®ú +É¦ªÉÉÊºÉEò @ñhÉ OÉºiÉiÉÉ :

Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä ´ªÉÊHòMÉiÉ ¨ÉÉ¨É±ÉÉå EòÒ BäºÉÒ ´ªÉ´ÉºlÉÉ Eò®äúMÉÉ ÊVÉºÉºÉä ´É½þ +É¦ªÉÉÊºÉEò @ñhÉOÉºiÉiÉÉ ªÉÉ Ênù´ÉÉÊ±ÉªÉÉ{ÉxÉ ºÉä ¤ÉSÉÉ ®ú½äþ* BäºÉÉ Eò¨ÉÇSÉÉ®úÒ ÊVÉºÉºÉä ¶ÉÉävªÉ ÊEòºÉÒ @ñhÉ EòÒ ´ÉºÉÚ±ÉÒ Eäò Ê±ÉB ªÉÉ ÊVÉºÉä Ênù´ÉÉÊ±ÉªÉÉ xªÉÉªÉ-ÊxÉhÉÔiÉ Eò®úxÉä Eäò Ê±ÉB =ºÉEäò Ê´É°ürù EòÉä<Ç Ê´ÉÊvÉEò EòÉªÉÇ ÉÉ½þÒ ºÉÆÎºlÉiÉ EòÒ MÉ<Ç ½þÉä iÉiIÉhÉ =ºÉ Ê´ÉÊvÉEò EòÉªÉÇ ÉÉ½þÒ Eäò {ÉÚ®äú iÉlªÉÉå EòÒ Ê®ú{ÉÉä]Çõ ÊxÉMÉ¨É EòÉä Eò®äúMÉÉ*

Ê]õ{{ÉhÉÒ : ªÉ½þ ºÉÉÊ¤ÉiÉ Eò®úxÉä EòÉ ¦ÉÉ®ú Eò¨ÉÇSÉÉ®úÒ {É®ú ½þÉäMÉÉ ÊEò Ênù´ÉÉ±ÉÉ ªÉÉ @ñhÉOÉºiÉiÉÉ =xÉ {ÉÊ®úÎºlÉÊiÉªÉÉå EòÉ {ÉÊ®úhÉÉ¨É lÉÒ ÊVÉxÉEòÉ {ÉÚ ÉÇ-¤ÉÉävÉ Eò¨ÉÇSÉÉ®úÒ EòÉä ºÉ¨ªÉEÂò iÉi{É®úiÉÉ ¤É®úiÉxÉä {É®ú xÉ½þÓ ½þÉä ºÉEòiÉÉ lÉÉ ªÉÉ ÊVÉxÉ {É®ú =ºÉEòÉ EòÉä<Ç ´É¶É xÉ½þÓ lÉÉ +Éè®ú xÉ iÉÉä =ºÉxÉä Ê¡òVÉÚ±ÉJÉSÉÔ ½þÒ EòÒ lÉÒ +Éè®ú xÉ ´É½þ nÖù´ªÉÇºÉxÉÉå ¨Éå {Éc÷É lÉÉ*

48. VÉÆMÉ¨É, ºlÉÉ´É®ú iÉlÉÉ ¨ÉÚ±ªÉ´ÉÉxÉ ºÉ¨{ÉÊkÉ :

(i) |ÉiªÉäEò Eò¨ÉÇSÉÉ®úÒ +{ÉxÉÒ |ÉlÉ¨É ÊxÉªÉÖÊHò Eäò ºÉ¨ÉªÉ +Éè®ú iÉi{É¶SÉÉiÉÂ |ÉiªÉäEò ´É¹ÉÇ 31 VÉxÉ´É®úÒ ºÉä {ÉÚ ÉÇ +{ÉxÉä º´ÉÉÊ¨Éi´ÉÉvÉÒxÉ ªÉÉ º´ÉªÉÆ +ÌVÉiÉ ªÉÉ Ê´É®úÉºÉiÉ ¨Éå |ÉÉ{iÉ ªÉÉ =ºÉEäò {ÉÉºÉ {É]Âõ]äõ {É®ú ªÉÉ ¤ÉÆvÉEò ¨Éå, SÉÉ½äþ =ºÉEäò +{ÉxÉä xÉÉ¨É ¨Éå ½þÉä ªÉÉ =ºÉEäò EÖò]Öõ¨¤É Eäò ÊEòºÉÒ ºÉnùºªÉ Eäò xÉÉ¨É ¨Éå ªÉÉ =ºÉ {É®ú +ÉÊ¸ÉiÉ ÊEòºÉÒ +xªÉ ´ªÉÊHò Eäò xÉÉ¨É ¨Éå ½þÉä =ºÉEäò BäºÉÒ +{ÉxÉÒ ºÉ¨ÉºiÉ ºÉ¨{ÉÊkÉ Eäò ¤ÉÉ®äú ¨Éå BEò Ê´É´É®úhÉÒ {ÉÊ®úÊ¶É¹]õ ¨Éå ÊnùB MÉB |ÉÉ°ü{É ¨Éå ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ EòÉä näùMÉÉ*

(ii) ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ |ÉiªÉäEò Eò¨ÉÇSÉÉ®úÒ ºÉä ªÉ½þ +{ÉäIÉÉ Eò®ú ºÉEäòMÉÉ ÊEò ´É½þ +{ÉxÉÒ |ÉlÉ¨É ÊxÉªÉÖÊHò Eäò ºÉ¨ÉªÉ +Éè®ú iÉi{É¶SÉÉiÉÂ BäºÉä +xiÉ®úÉ±ÉÉå {É®ú VÉÉä Ê´ÉÊxÉÌnù¹]õ ÊEòB VÉÉBÆ, BEò BäºÉÒ Ê´É´É®úhÉÒ |ÉºiÉÖiÉ Eò®äú ÊVÉºÉ¨Éå :-

Eò. ¤ÉéEò ÊxÉIÉä{ÉÉå ºÉÊ½þiÉ BäºÉä ¶ÉäªÉ®úÉå, Êb÷¤ÉåSÉ®úÉå +Éè®ú xÉEònùÒ Eäò ¤ÉÉ®äú ¨Éå VÉÉä =ºÉä Ê´É®úÉºÉiÉ ¨Éå |ÉÉ{iÉ ½þÉä ªÉÉ <ºÉ °ü{É ¨Éå =ºÉEäò º´ÉÉÊ¨Éi´É ¨Éå ½þÉä ªÉÉ =ºÉxÉä +ÌVÉiÉ ÊEòB ½þÉå ªÉÉ VÉÉä =ºÉEäò {ÉÉºÉ ½þÉä,

JÉ. +xªÉ VÉÆMÉ¨É ºÉ¨{ÉÊkÉ Eäò ¤ÉÉ®äú ¨Éå, VÉÉä =ºÉä Ê´É®úÉºÉiÉ ¨Éå |ÉÉ{iÉ ½þÉä ªÉÉ =ºÉxÉä +ÌVÉiÉ EòÒ ½þÉä =ºÉEäò {ÉÉºÉ ½þÉä,

MÉ. BäºÉä @ñhÉÉå +Éä®ú +xªÉ nùÉÊªÉi´ÉÉå Eäò ¤ÉÉ®äú ¨Éå VÉÉä |ÉiªÉIÉ ªÉÉ {É®úÉäVÉ °ü{É ¨Éå =ºÉxÉä ={ÉMÉiÉ ÊEòB ½þÉå, {ÉÚ®úÒ |ÉÊ´ÉÎ¹]õªÉÉÆ ½þÉå*

37

Ê]õ{{ÉhÉÒ:- ºÉ¦ÉÒ Ê´É´É®úÊhÉªÉÉå ¨Éå 1000 °ü{ÉB ºÉä Eò¨É EòÒ VÉÆMÉ¨É ºÉ¨{ÉÊkÉ EòÒ ¨ÉnùÉå EòÉ ¨ÉÚ±ªÉ VÉÉäc÷É +Éè®ú BEò-¨ÉÖ¶iÉ ®úÉÊ¶É Eäò °ü{É ¨Éå ÊnùJÉÉªÉÉ VÉÉ ºÉEäòMÉÉ* nèùÊxÉEò |ÉªÉÉäMÉ EòÒ SÉÒVÉå VÉèºÉä, Eò{Écä÷, ¤ÉiÉÇxÉ, GòÉEò®úÒ, {ÉÖºiÉEåò +ÉÊnù EòÉ ¨ÉÚ±ªÉ BäºÉÒ Ê´É´É®úhÉÒ ¨Éå ºÉÎ¨¨ÉÊ±ÉiÉ Eò®úxÉÉ +É´É¶ªÉEò xÉ½þÓ ½èþ*

(iii) EòÉä<Ç ¦ÉÒ Eò¨ÉÇSÉÉ®úÒ, ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ EòÒ {ÉÚ ÉÇ VÉÉxÉEòÉ®úÒ Eäò Ê¤ÉxÉÉ, ÊEòºÉÒ ºlÉÉ´É®ú ºÉ¨{ÉÊkÉ EòÉ {É]Âõ]äõ-¤ÉÆvÉEò, GòªÉ, Ê´ÉGòªÉ, nùÉxÉ uùÉ®úÉ ªÉÉ +xªÉlÉÉ +VÉÇxÉ ªÉÉ ÊxÉ{É]õÉxÉ xÉ iÉÉä +{ÉxÉä xÉÉ¨É ºÉä +Éè®ú xÉ +{ÉxÉä EÖò]Öõ¨¤É Eäò ÊEòºÉÒ ºÉnùºªÉ Eäò xÉÉ¨É ºÉä Eò®äúMÉÉ :

{É®úxiÉÖ EòÉä<Ç BäºÉÉ ºÉÆ ªÉ´É½þÉ®ú ªÉÊnù -

Eò. =ºÉ ´ªÉÊHò Eäò ºÉÉlÉ ½þÉä, ÊVÉºÉEòÉ ÊxÉMÉ¨É ªÉÉ Eò¨ÉÇSÉÉ®úÒ Eäò ºÉÉlÉ {ÉnùÒªÉ ´ªÉ´É½þÉ®ú ½èþ, +lÉ´ÉÉ

JÉ. ÊxÉªÉÊ¨ÉiÉ ªÉÉ xÉÉ¨ÉÒ ´ªÉÉ{ÉÉ®úÒ EòÒ ¨ÉÉ¡ÇòiÉ ÊEòB VÉÉxÉä ºÉä +xªÉlÉÉ ½þÉä, iÉÉä Eò¨ÉÇSÉÉ®úÒ EòÉä ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ EòÒ ¨ÉÆVÉÚ®úÒ {É½þ±Éä ½þÒ +Ê¦É|ÉÉ{iÉ Eò®úxÉÒ ½þÉäMÉÒ*

(iv) |ÉiªÉäEò Eò¨ÉÇSÉÉ®úÒ +{ÉxÉä º´ÉÉÊ¨Éi´ÉÉvÉÒxÉ ½èþ ªÉÉ +{ÉxÉä xÉÉ¨É ¨Éå ªÉÉ +{ÉxÉä EÖò]Öõ¨¤É Eäò ºÉnùºªÉ Eäò xÉÉ¨É ¨Éå ±ÉÒ MÉ<Ç VÉÆMÉ¨É ºÉ¨{ÉÊkÉ Eäò ºÉÆ¤ÉÆvÉ ¨Éå |ÉiªÉäEò ºÉÆ ªÉ´É½þÉ®ú EòÒ Ê®ú{ÉÉ]Çõ ºÉIÉ¨É-|ÉÉÊvÉEòÉ®úÒ EòÉä näùMÉÉ ªÉÊnù BäºÉÒ ºÉ¨{ÉÊkÉ EòÉ ¨ÉÚ±ªÉ, ´ÉMÉÇ 1 ªÉÉ ´ÉMÉÇ 2 EòÉ {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 1,000 °ü{ÉªÉä +lÉ´ÉÉ ´ÉMÉÇ 3 ªÉÉ ´ÉMÉÇ 4 EòÉ {Énù vÉÉ®úhÉ Eò®úxÉä ´ÉÉ±Éä Eò¨ÉÇSÉÉ®úÒ EòÒ nù¶ÉÉ ¨Éå 500 °ü{ÉªÉä, ºÉä +ÊvÉEò ½èþ :

{É®úxiÉÖ EòÉä<Ç BäºÉÉ ºÉÆ ªÉ´É½þÉ®ú ªÉÊnù -

Eò. =ºÉ ´ªÉÊHò Eäò ºÉÉlÉ ½þÉä, ÊVÉºÉEòÉ Eò¨ÉÇSÉÉ®úÒ Eäò ºÉÉlÉ {ÉnùÒªÉ ´ªÉ´É½þÉ®ú ½èþ, +lÉ´ÉÉ

JÉ. ÊxÉªÉÊ¨ÉiÉ ªÉÉ xÉÉ¨ÉÒ ´ªÉÉ{ÉÉ®úÒ EòÒ ¨ÉÉ¡ÇòiÉ ÊEòB VÉÉxÉä ºÉä +xªÉlÉÉ ½þÉä, iÉÉä Eò¨ÉÇSÉÉ®úÒ EòÉä ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ EòÒ ¨ÉÆVÉÚ®úÒ {É½þ±Éä ½þÒ +Ê¦É|ÉÉ{iÉ Eò®úxÉÒ ½þÉäMÉÒ*

5. ÊxÉMÉ¨É ªÉÉ ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ ºÉä, ºÉÉvÉÉ®úhÉ ªÉÉ Ê´É¶Éä¹É +Énäù¶É uùÉ®úÉ, ÊEòºÉÒ ¦ÉÒ ºÉ¨ÉªÉ, ªÉ½þ +{ÉäIÉÉ Eò®ú ºÉEäòMÉÉ ÊEò ´É½þ º´ÉªÉÆ ªÉÉ +{ÉxÉÒ +Éä®ú ºÉä ªÉÉ +{ÉxÉä EÖò]Öõ¨¤É Eäò ÊEòºÉÒ ºÉnùºªÉ uùÉ®úÉ vÉÉÊ®úiÉ ªÉÉ +ÌVÉiÉ BäºÉÒ VÉÆMÉ¨É ªÉÉ ºlÉÉ´É®ú ºÉ¨{ÉÊkÉ EòÉ, VÉÉä +Énäù¶É ¨Éå Ê´ÉÊxÉÌnù¹]õ EòÒ VÉÉB, {ÉÚ ÉÇ +Éè®ú ¤ªÉÉè®äú´ÉÉ®ú Ê´É´É®úhÉ, +Énäù¶É ¨Éå Ê´ÉÊxÉÊpù¹]õ +´ÉÊvÉ Eäò ¦ÉÒiÉ®ú näù* ªÉÊnù ÊxÉMÉ¨É ªÉÉ ºÉIÉ¨É |ÉÉÊvÉEòÉ®úÒ uùÉ®úÉ +{ÉäIÉÉ EòÒ MÉ<Ç ½þÉä iÉÉä =ºÉ Ê´É´É®úhÉ ¨Éå =xÉ ºÉÉvÉxÉÉå Eäò ÊVÉxÉEäò uùÉ®úÉ ªÉÉ ´Éä »ÉÉäiÉ ÊVÉxÉºÉä ´É½þ ºÉ¨{ÉÊkÉ +ÌVÉiÉ EòÒ MÉ<Ç ½èþ ¤ªÉÉè®äú näùxÉä ½þÉäMÉå*

º{É¹]õÒEò®úhÉ : <ºÉ Ê´ÉÊxÉªÉ¨ÉÉå Eäò |ÉªÉÉäVÉxÉÉå Eäò Ê±ÉB "VÉÆMÉ¨É ºÉ¨{ÉÊkÉ' {Énù Eäò +xiÉMÉÇiÉ ÊxÉ¨xÉÊ±ÉÊJÉiÉ ¦ÉÒ ½èþ :-

Eò. +É¦ÉÚ¹ÉhÉ, ¤ÉÒ¨ÉÉ {ÉÉÊ±ÉÊºÉªÉÉÆ-ÊVÉxÉEäò ´ÉÉÌ¹ÉEò |ÉÒÊ¨ÉªÉ¨É 1,000 °ü{ÉªÉä ºÉä ªÉÉ ÊxÉMÉ¨É ºÉä |ÉÉ{iÉ EÖò±É ´ÉÉÌ¹ÉEò ={É±ÉÎ¤vÉªÉÉå Eäò Uô äö ¦ÉÉMÉ ºÉä nùÉäxÉÉå ¨Éå ºÉä VÉÉä ¦ÉÒ Eò¨É ½þÉä, +ÊvÉEò ½þÉä, ¶ÉäªÉ®ú

|ÉÊiÉ¦ÉÚÊiÉªÉÉÆ +Éè®ú Êb÷¤ÉåSÉ®ú;

JÉ. BäºÉä Eò¨ÉÇSÉÉ®úÒ uùÉ®úÉ ÊnùB MÉB =vÉÉ®ú SÉÉ½äþ ´Éä |ÉÊiÉ¦ÉÚiÉ ½þÉå ªÉÉ xÉ ½þÉå ;

MÉ. ¨ÉÉä]õ®úEòÉ®ú, ¨ÉÉä]õ®úºÉÉ<ÇÊEò±É, PÉÉäcä÷ ªÉÉ ºÉ´ÉÉ®úÒ Eäò EòÉä<Ç +xªÉ ºÉÉvÉxÉ; +Éè®ú

PÉ. ®äú£òÒVÉä]õ®ú, ®äúÊb÷ªÉÉä, ®äúÊb÷ªÉÉOÉÉ¨É, ]äõ{ÉÊ®úEòÉbÇ÷®ú +Éè®ú ]äõ±ÉÒÊ´ÉVÉxÉ ºÉä]õ*

49. ÊxÉMÉ¨É Eò¨ÉÇSÉÉÊ®úªÉÉå Eäò EÞòiªÉÉå +Éè®ú SÉÊ®újÉ EòÉ nùÉä¹É-®úÊ½þiÉ ÊºÉrù ÊEòªÉÉ VÉÉxÉÉ :

38

(i) EòÉä<Ç Eò¨ÉÇSÉÉ®úÒ BäºÉä ÊEòºÉÒ {ÉnùÒªÉ EòÉªÉÇ EòÉä nùÉä¹É®úÊVÉiÉ ÊºÉrù Eò®úxÉä Eäò Ê±ÉB VÉÉä ÊEò |ÉÊiÉEÚò±É +É±ÉÉäSÉxÉÉ ªÉÉ ¨ÉÉxÉ ½þÉÊxÉEòÉ®úEò |ÉEòÉ®ú Eäò +ÉIÉä{É EòÉ Ê´É¹ÉªÉ ®ú½þÉ ½èþ ÊEòºÉÒ xªÉÉªÉÉ±ÉªÉ ªÉÉ |ÉäºÉ EòÉ +É¸ÉªÉ, |É¤ÉxvÉ ÊxÉnäù¶ÉEò EòÒ {ÉÚ ÉÇ ¨ÉÆVÉÚ®úÒ Eäò Ê¤ÉxÉÉ, xÉ½þÓ ±ÉäMÉÉ*

(ii) <ºÉ Ê´ÉÊxÉªÉ¨É EòÒ ÊEòºÉÒ ¤ÉÉiÉ ºÉä ªÉ½þ xÉ½þÓ ºÉ¨ÉZÉÉ VÉÉBMÉÉ ÊEò ´É½þ ÊEòºÉÒ Eò¨ÉÇSÉÉ®úÒ EòÉä +{ÉxÉä ´ªÉÊHòMÉiÉ SÉÊ®újÉ ªÉÉ ´ªÉÊHòMÉiÉ °ü{É ºÉä ÊEòB MÉB ÊEòºÉÒ EòÉªÉÇ EòÉä nùÉä¹É®úÊ½þiÉ ÊºÉrù Eò®úxÉä ºÉä ®úÉäEòiÉÒ ½èþ +Éè®ú VÉ½þÉÆ +{ÉxÉä ´ªÉÊHòMÉiÉ SÉÊ®újÉ ªÉÉ ´ªÉÊHòMÉiÉ °ü{É ºÉä ÊEòB MÉB ÊEòºÉÒ EòÉªÉÇ EòÉä nùÉä¹É®úÊ½þiÉ ÊºÉrù Eò®úxÉä Eäò Ê±ÉB EòÉä<Ç EòÉ®Çú´ÉÉ½þÒ EòÒ VÉÉiÉÒ ½èþ ´É½þÉÆ Eò¨ÉÇSÉÉ®úÒ BäºÉÒ EòÉ®Çú´ÉÉ½þÒ Eäò ¤ÉÉ®äú ¨Éå ºÉIÉ¨É +ÊvÉEòÉ®úÒ EòÉä Ê®ú{ÉÉä]Çõ näùMÉÉ*

50. MÉè®ú {ÉnùÒªÉ ªÉÉ +xªÉ +ºÉ®ú Eò®ú ={ÉªÉÉäMÉ :

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8. ÊEòºÉÒ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä ÊxÉ¨xÉ ¶ÉiÉÉæ Eäò +vÉÒxÉ Eäò´É±É ÊSÉÊEòiºÉÉ |É¨ÉÉhÉ {ÉjÉ Eäò +ÉvÉÉ®ú {É®ú +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É Eäò +ÉvÉä Eäò ¤É®úÉ¤É®ú ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ ÊEòªÉÉ VÉÉ ºÉEòiÉÉ½èþ ,+lÉÉÇiÉ

(a) VÉ¤É +´ÉEòÉ¶É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±ÉÉ +ÊvÉEòÉ®úÒ ºÉÆiÉÖ¹]õ ½þÉä ÊEò +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ {É®ú, ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòkÉÇ ªÉ {É®ú ´ÉÉÊ{ÉºÉ +ÉªÉäMÉÉ *

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9. +rÇù´ÉäiÉxÉ +´ÉEòÉ¶É EòÉä VÉÉäb÷iÉä ºÉ¨ÉªÉ, ÊnùxÉ Eäò ¦ÉÉMÉ EòÉä +MÉ±Éä ÊnùxÉ ¨Éå ºÉ¨ÉÉªÉÉäÊVÉiÉ ÊEòªÉÉ VÉÉªÉäMÉÉ (+lÉÉÇiÉ

+ÉvÉä ºÉä Eò¨É UôÉäb÷É VÉÉªÉäMÉÉ iÉlÉÉ +ÉvÉä ºÉä +ÊvÉEò EòÉä {ÉÚ®úÉ ÊnùxÉ ¨ÉÉxÉÉ VÉÉªÉäMÉÉ *)

{É®úxiÉÖ =xÉ ¶ÉÉºÉEòÒªÉ ºÉä ÉEòÉå EòÉä, VÉÉä ºlÉÉªÉÒ ªÉÉ +rÇù ºlÉÉ®úªÉÒ xÉ ½þÉä,EòÉä +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É iÉ¤É ½þÒ ÊnùªÉÉ VÉÉªÉäMÉÉ VÉ¤É ªÉ½þ ÊxÉÎ¶SÉiÉ ½þÉä ÊEò ´É½þ +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ {É®ú EòkÉÇ ªÉ {É®ú +ÉªÉäMÉÉ * =ºÉ ÎºlÉÊiÉ¨Éå VÉ¤É ´É½þ b÷ÉìC]õ®ú uùÉ®úÉ {ÉÚhÉÇ ¯û{É ºÉä EòÉªÉÇ Eò®úxÉä Eäò +IÉ¨É ªÉÉ +ªÉÉäMªÉ PÉÉäÊ¹ÉiÉ ÊEòªÉÉ VÉÉªÉä iÉ¤É +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É xÉ½þÓ ÊnùªÉÉ VÉÉªÉäMÉÉ *

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1. +rÇù´ÉäiÉxÉ Eò+´ÉEòÉ¶É EòÉä VÉÉäb÷iÉä ºÉ¨ÉªÉ, ÊnùxÉ Eäò ¦ÉÉMÉ EòÉä +MÉ±Éä ÊnùxÉ ¨Éå ºÉ¨ÉÉªÉÉäÊVÉiÉ ÊEòªÉÉ VÉÉªÉäMÉÉ

(+lÉÉÇiÉ +ÉvÉä ºÉä Eò¨É UôÉäb÷É VÉÉªÉäMÉÉ iÉlÉÉ +ÉvÉä ºÉä +ÊvÉEò EòÉä {ÉÚ®úÉ ÊnùxÉ ¨ÉÉxÉÉ VÉÉªÉäMÉÉ *)

{É®úxiÉÖ =xÉ ¶ÉÉºÉEòÒªÉ ºÉä ÉEòÉå EòÉä, VÉÉä ºlÉÉªÉÒ ªÉÉ +rÇù ºlÉÉªÉÒ xÉ ½þÉä,EòÉä +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É iÉ¤É ½þÒ ÊnùªÉÉ VÉÉªÉäMÉÉ VÉ¤É ªÉ½þ ÊxÉÎ¶SÉiÉ ½þÉä ÊEò ´É½þ +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ {É®ú EòkÉÇ ªÉ {É®ú Eò+ÉªÉäMÉÉ * =ºÉ ÎºlÉÊiÉ¨Éå VÉ¤É ´É½þ b÷ÉìC]õ®ú uùÉ®úÉ {ÉÚhÉÇ ¯û{É ºÉä EòÉªÉÇ Eò®úxÉä Eäò +IÉ¨É ªÉÉ +ªÉÉäMªÉ PÉÉäÊ¹ÉiÉ ÊEòªÉÉ VÉÉªÉä iÉ¤É +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É xÉ½þÓ ÊnùªÉÉ VÉÉªÉäMÉÉ

2. ºÉ¨{ÉÚhÉÇ ºÉä ÉÉEòÉ±É ¨Éå+ÊvÉEòiÉ¨É 180 ÊnùxÉ Eäò +rÇù´ÉäiÉxÉ +´ÉEòÉ¶É EòÉä (Ê¤ÉxÉÉ ÊSÉÊEòiºÉÉ {ÉjÉ |ÉºiÉÖiÉ ÊEòªÉä) ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É ¨Éå {ÉÊ®ú´ÉiÉÇxÉ Eò®úÉxÉä EòÒ +xÉÖ ÉÊiÉ nùÒ VÉÉ ºÉEòiÉÒ ½èþ * VÉ¤É BäºÉä +´ÉEòÉ¶É EòÉ ={É¦ÉÉäMÉ +xÉÖ¨ÉÉäÊnùiÉ {ÉÉ`öªÉGò¨É ½äþiÉÖ, VÉÉä ±ÉÉäEò Ê½þiÉ EòÉ ½þÉä, ¨Éå ½þÉäiÉÉ ½þÉä *

3.

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45

uùÉ®úÉ {ÉÚhÉÇ ¯û{É ºÉä EòÉªÉÇ Eò®úxÉä Eäò +IÉ¨É ªÉÉ +ªÉÉäMªÉ PÉÉäÊ¹ÉiÉ ÊEòªÉÉ VÉÉªÉä iÉ¤É +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É xÉ½þÓ ÊnùªÉÉ VÉÉªÉäMÉÉ

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6. ºÉ¨{ÉÚhÉÇ ºÉä ÉÉEòÉ±É ¨Éå+ÊvÉEòiÉ¨É 180 ÊnùxÉ Eäò +rÇù´ÉäiÉxÉ +´ÉEòÉ¶É EòÉä (Ê¤ÉxÉÉ ÊSÉÊEòiºÉÉ {ÉjÉ |ÉºiÉÖiÉ ÊEòªÉä) ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É ¨Éå {ÉÊ®ú´ÉiÉÇxÉ Eò®úÉxÉä EòÒ +xÉÖ ÉÊiÉ nùÒ VÉÉ ºÉEòiÉÒ ½èþ * VÉ¤É BäºÉä +´ÉEòÉ¶É EòÉ ={É¦ÉÉäMÉ +xÉÖ¨ÉÉäÊnùiÉ {ÉÉ`öªÉGò¨É ½äþiÉÖ, VÉÉä ±ÉÉäEò Ê½þiÉ EòÉ ½þÉä, ¨Éå ½þÉäiÉÉ ½þÉä * VÉ¤É ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ ÊEòªÉÉ VÉÉªÉä, =ºÉEòÉ nÖùMÉxÉÉ +rÇù´ÉäiÉxÉ +´ÉEòÉ¶É JÉÉiÉä ¨Éå Ê´ÉEòÊ±ÉiÉ ÊEòªÉÉ VÉÉ´ÉäMÉÉ *

7. VÉ¤É ´ÉÉä ¶ÉÉºÉEòÒªÉ ºÉä ÉEò, ÊVÉºÉä ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ ÊEòªÉÉ MÉªÉÉ ½þÉä, ºÉä ÉÉ ºÉä iªÉÉMÉ {ÉjÉ näùiÉÉ ½èþ ªÉÉ º´ÉäSUôÉ ºÉä ºÉä ÉÉÊxÉ´ÉÞkÉ ½þÉäiÉÉ ½èþ iÉlÉÉ EòÉªÉÇ {É®ú xÉ½þÓ +ÉiÉÉ ½èþ, iÉÉä ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É EòÉä +rÇù´ÉäiÉxÉ +´ÉEòÉ¶É ´ÉäiÉxÉ ¨ÉÉxÉÉ VÉÉªÉäMÉÉ iÉlÉÉ ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É/ ªÉÉ +rÇù´ÉèiÉÊxÉEò +´ÉEòÉ¶É Eäò ´ÉäiÉxÉ EòÉ +xiÉ®ú ´ÉºÉÚ±É ÊEòªÉÉ VÉÉªÉäMÉÉ *

{É®úxiÉÖ ªÉÊnù BäºÉÒ ºÉä ÉÉÊxÉ´ÉÞÊkÉ , BäºÉÉ ¤ÉÒ¨ÉÉ®úÒ, ÊVÉºÉEäò EòÉ®úhÉ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò +ÉMÉä ºÉä ÉÉ Eò®úxÉä ¨Éå +IÉ¨É ªÉÉ +ªÉÉäMªÉ PÉÉäÊ¹ÉiÉ ÊEòªÉÉ MÉªÉÉ ½þÉä, ªÉÉ =ºÉEòÒ ¨ÉÞiªÉÖ ½þÉä VÉÉ´Éä, iÉ¤É EòÉä<Ç ´ÉºÉÚ±ÉÒ xÉ½þÓ EòÒ VÉÉªÉäMÉÒ *

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2. VÉ¤É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±Éä +ÊvÉEòÉ®úÒ EòÉä ºÉÆiÉÖÎ¹]õ ½þÉä ÊEò +´ÉEòÉ¶É EòÒ ºÉ¨ÉÉÎ{iÉ {É®ú ¶ÉÉºÉEòÒªÉ ºÉä ÉEò Eäò EòkÉÇ ªÉ {É®ú ´ÉÉ{ÉºÉ +ÉxÉä EòÒ {ÉÚhÉÇ ºÉÆ¦ÉÉ´ÉxÉÉ ½èþ * ªÉ½þ ÊEò ´É½þ {Énù, ÊVÉºÉºÉä ¶ÉÉºÉEòÒªÉ ºÉä ÉEò +´ÉEòÉ¶É {É®ú VÉÉiÉÉ ½èþ , =ºÉEäò ´ÉÉ{ÉºÉ +ÉxÉä iÉEò ¤ÉxÉÉ ®ú½þxÉä EòÒ ºÉÆ¦ÉÉ´ÉxÉÉ ½èþ *

3. ºÉä ÉÉÊxÉ´ÉÞÊkÉ {ÉÚ ÉÇ +´ÉEòÉ¶É EòÉä UôÉäb÷Eò®ú, +näùªÉ +´ÉEòÉ¶É ºlÉÉªÉÒ ªÉÉ +rÇùºlÉÉªÉÒ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä

(Ê¨ÉÊ±É]õ®úÒ +ÊvÉEòÉ®úÒ EòÉä UôÉäb÷Eò®ú) {ÉÚ®äú ºÉä ÉÉ EòÉ±É ¨Éå 360 ÊnùxÉ iÉEò, ÊSÉÊEòiºÉÉ |É¨ÉÉhÉ {ÉjÉ Eäò +ÉvÉÉ®ú {É®ú ÊxÉ¨¨É ¶ÉiÉÉå Eäò +vÉÒxÉ º´ÉÒEÞòiÉ ÊEòªÉÉ VÉÉ ºÉEòiÉÉ ½èþ *

4. <ºÉ +´ÉEòÉ¶É EòÉä ÊEòºÉÒ +´ÉEòÉ¶É ±ÉäJÉä ¨Éå +´ÉEòÊ±ÉiÉ xÉ½þÓ ÊEòªÉÉ VÉÉªÉäMÉÉ *

5. Ê{ÉiÉÞi´É +´ÉEòÉ¶É =ºÉ {ÉÖ û¹É ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä, ÊVÉºÉEòÉä nùÉä VÉÒÊ´ÉiÉ ¤ÉSSÉä ½þÉå, =ºÉEòÒ {ÉixÉÒ Eäò MÉ¦ÉÇ ÉiÉÒ

½þÉäxÉä ªÉÉ |ÉºÉÚÊiÉ ½þÉäxÉä={É®ú ¤ÉSSÉÉ ½þÉäxÉä Eäò 15 ÊnùxÉ {ÉÚ ÉÇ ªÉÉ |ÉºÉÚÊiÉ Eäò 6 ¨ÉÉ½þ {É¶SÉÉiÉÂ EòÒ +´ÉÊvÉ ¨Éå =ºÉä 15 ÊnùxÉ EòÉ Ê{ÉiÉÞi´É +´ÉEòÉ¶É näùªÉ ½þÉäMÉÉ *

6. +näùªÉ +´ÉEòÉ¶É, =xÉ +ºlÉÉªÉÒ ºÉä ÉEòÉå EòÉä, VÉÉä iÉ{ÉäÊnùEò(T.B)ºÉ¡äònù nùÉMÉ(Leprosi),EäòxºÉ®ú(Cancer) ªÉÉ ¨ÉÉxÉÊºÉEò ¤ÉÒ¨ÉÉ®úÒ ºÉä {ÉÒÊb÷iÉ ½þÉå, EòÉä {ÉÚ®äú ºÉä ÉÉEòÉ±É ¨Éå 360 ÊnùxÉ VÉ¤É +´ÉEòÉ¶É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±ÉÉ +ÊvÉEòÉ®úÒ ºÉÆiÉÖ¹]õ ½þÉä ÊEò +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ {É®ú,¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòkÉÇ ªÉ {É®ú ´ÉÉÊ{ÉºÉ +ÉªÉäMÉÉ *

(c) ±ÉÖ{iÉ *

46


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10. VÉ¤É EòÉä<Ç ¶ÉÉºÉEòÒªÉ ºÉä ÉEò ÊVÉºÉä +näùªÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ ÊEòªÉÉ MÉªÉÉ ½þÉä, Ê¤ÉxÉÉ EòkÉÇ ªÉ {É®ú ={ÉÎºlÉiÉ ½ÖþB ºÉä ÉÉ ºÉä iªÉÉMÉ {ÉjÉ näùiÉÉ ½èþ, ªÉÉ º´ÉäSUôÉ ºÉä ºÉä ÉÉÊxÉ´ÉÞkÉ ½þÉäiÉÉ ½èþ,iÉÉä +näùªÉ +´ÉEòÉ¶É +º´ÉÒEÞòiÉ ÊEòªÉÉ VÉÉªÉäMÉÉ +Éè®ú iÉlÉÉ =ºÉEòÉ iªÉÉMÉ{ÉjÉ ªÉÉ ºÉä ÉÉÊxÉ´ÉÞÊkÉ =ºÉ ÊnùxÉÉÆEò ºÉä º´ÉÒEÞòiÉ ¨ÉÉxÉÒ VÉÉªÉäMÉÒ VÉ¤É ºÉä ´É½þ +´ÉEòÉ¶É {É®ú MÉªÉÉ lÉÉ iÉlÉÉ <ºÉ +´ÉÊvÉ EòÉ +´ÉEòÉ¶É ´ÉäiÉxÉ ´ÉºÉÚ±É ÊEòªÉÉ VÉÉªÉäMÉÉ *

11. VÉ¤É EòÉä<Ç ¶ÉÉºÉEòÒªÉ ºÉä ÉEò, VÉÉä +näùªÉ +´ÉEòÉ¶É EòÉ ±ÉÉ¦É =`öÉEò®ú EòkÉÇ ªÉ {É®ú ={ÉÎºlÉiÉ ½þÉä MÉªÉÉ ½èþ +Éè®ú <ºÉEäò {É¶SÉÉiÉÂ iªÉÉMÉ{ÉjÉ näùiÉÉ ½èþ ªÉÉ ºÉä ÉÉÊxÉ´ÉÞkÉ ½þÉäiÉÉ ½èþ ±ÉäÊEòxÉ =iÉxÉÉ +´ÉEòÉ¶É +ÌVÉiÉ xÉ½þÓ ½Öþ+É ½èþ ÊVÉiÉxÉä EòÉ ±ÉÉ¦É SÉÖEòÉ ½èþ iÉÉä =iÉxÉä ÊnùxÉÉå EòÉ +´ÉEòÉ¶É ´ÉäiÉxÉ VÉÉä +ÌVÉiÉ xÉ½þÓ ½þÉä {ÉÉªÉä ½éþ, ´É½þ ´ÉºÉÚ±ÉÒ ªÉÉäMªÉ ½þÉäMÉÉ *

12. VÉ¤É EòÉä<Ç ¶ÉÉºÉEòÒªÉ ºÉä ÉEò, VÉÉä +näùªÉ +´ÉEòÉ¶É EòÉ ±ÉÉ¦É =`öÉEò®ú EòkÉÇ ªÉ {É®ú ={ÉÎºlÉiÉ ½þÉä MÉªÉÉ ½èþ +Éè®ú <ºÉEäò {É¶SÉÉiÉÂ iªÉÉMÉ{ÉjÉ näùiÉÉ ½èþ ªÉÉ ºÉä ÉÉÊxÉ´ÉÞkÉ ½þÉäiÉÉ ½èþ ±ÉäÊEòxÉ =iÉxÉÉ +´ÉEòÉ¶É +ÌVÉiÉ xÉ½þÓ ½Öþ+É ½èþ ÊVÉiÉxÉä EòÉ ±ÉÉ¦É SÉÖEòÉ ½èþ iÉÉä =iÉxÉä ÊnùxÉÉå EòÉ +´ÉEòÉ¶É ´ÉäiÉxÉ VÉÉä +ÌVÉiÉ xÉ½þÓ ½þÉä {ÉÉªÉä ½éþ, ´É½þ ´ÉºÉÚ±ÉÒ ªÉÉäMªÉ ½þÉäMÉÉ *

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Eäò +´ÉEòÉ¶É VÉÉäbä÷ VÉÉ ºÉEòiÉä ½éþ ±ÉäÊEòxÉ BäºÉä VÉÉäb÷xÉä {É®ú EÖò±É +´ÉÊvÉ 28 ¨ÉÉ½þ ºÉä +ÊvÉEò xÉ½þÓ ½þÉäMÉÒ *

(5) (a) =xÉ ´ªÉÊHòªÉÉå Eäò ¨ÉÉ¨É±Éä ¨Éå ¨ÉÉ¨É±Éä ¨Éå ÊVÉxÉ {É®úWorkman Compensation Act,1923 ±ÉÉMÉÚ ½þÉäiÉÉ ½èþ,

=xÉEäò +´ÉEòÉ¶É ´ÉäiÉxÉ =iÉxÉÉ Eò¨É ÊEòªÉÉ VÉÉBMÉÉ VÉÉä =x½åþ ºÉÆ¤ÉÆÊvÉiÉ +´ÉÊvÉ Eäò Ê±ÉB =Hò +ÊvÉÊxÉªÉ¨É EòÒ vÉÉ®úÉ 4 (1)

(d) Eäò +ÆiÉMÉÇiÉ |ÉÉ{iÉ ½þÉä*

(b) ÊVÉxÉ Eò¨ÉÇSÉÉÊ®úªÉÉå {É®ú Employee's State Insurance Act.1948 ±ÉÉMÉÚ ½þÉäiÉÉ ½èþ, =xÉEäò +´ÉEòÉ¶É ¨Éå ºÉä ´É½þ ®úÉÊ¶É Eò¨É EòÒ VÉÉBMÉÒ VÉÉä =x½åþ ºÉÆ¤ÉÆÊvÉÊiÉ +´ÉÊvÉ Eäò Ê±ÉB =Hò +ÊvÉÊxÉªÉ¨É Eäò +ÆiÉMÉÇiÉ |ÉÉ{iÉ ½þÉä *

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50

(b) ¨ÉÊ½þ±ÉÉ ¶ÉÉºÉEòÒªÉ ºÉä É EòÉä (VÉÒÊ´ÉiÉ ¤ÉSSÉÉå ºÉÆJªÉÉ SÉÉ½åþ ÊEòiÉxÉÒ ¦ÉÒ ½þÉä) {ÉÚ®äú ºÉä ÉÉEòÉ±É ¨Éå BEò ¤ÉÉ®ú MÉ¦ÉÇ{ÉÉiÉ

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2. |ÉºÉÚÊiÉ +´ÉEòÉ¶É EòÉä ÊEòºÉÒ +´ÉEòÉ¶É ±ÉäJÉä ¨Éå Ê´ÉEòÊ±ÉiÉ xÉ½þÓ ÊEòªÉÉ VÉÉBMÉÉ *

3. <ºÉ +´ÉÊvÉ ¨Éå =ºÉEòÉä +´ÉEòÉ¶É {É®ú VÉÉxÉä Eäò ÊnùxÉÉÆEò EòÉä |ÉÉ{iÉ ´ÉäiÉxÉ Eäò ¤É®úÉ¤É®ú +´ÉEòÉ¶É ´ÉäiÉxÉ näùªÉ ½þÉäMÉÉ

xÉÉä]õ- =xÉ Eò¨ÉÇSÉÉÊ®úªÉÉå Eäò ºÉÆ¤ÉÆvÉ ¨Éå ÊVÉxÉEòÉä Employee's State Insurance Act.1948 (34 of 1948) ±ÉÉMÉä ½þÉäiÉÉ ½èþ, =xÉEäò +´ÉEòÉ¶É ´ÉäiÉxÉ ºÉä <ºÉ +ÊvÉÊxÉªÉ¨É Eäò +ÆiÉMÉÇiÉ |ÉÉ{iÉ ±ÉÉ¦É PÉ]õÉªÉÉ VÉÉBMÉÉ *

4. ¨ÉÉiÉÞi´É +´ÉEòÉ¶É EòÉä ÊEòºÉÒ +xªÉ |ÉEòÉ®ú Eäò +´ÉEòÉ¶É Eäò ºÉÉlÉ VÉÉäb÷É VÉÉ ºÉEòiÉÉ ½èþ *

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8.=xÉ Eò¨ÉÇSÉÉÊ®úªÉÉå Eäò ºÉÆ¤ÉÆvÉ ¨Éå ÊVÉxÉEòÉä Employee's State Insurance Act.1948 (34 of 1948) ±ÉÉMÉä ½þÉäiÉÉ ½èþ, =xÉEäò +´ÉEòÉ¶É ´ÉäiÉxÉ ºÉä <ºÉ +ÊvÉÊxÉªÉ¨É Eäò +ÆiÉMÉÇiÉ |ÉÉ{iÉ ±ÉÉ¦É PÉ]õÉªÉÉ VÉÉBMÉÉ *

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a. Ê´É¶Éä¹É +vªÉªÉxÉ EòÉä +´ÉEòÉ¶É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±Éä ºÉIÉ¨É +ÊvÉEòÉ®úÒ uùÉ®úÉ ¨ÉÉxªÉ(Approved)ÊEòªÉÉ ½þÉä iÉlÉÉ =ºÉEòÒ ªÉÉjÉÉ ¦ÉÒ º´ÉÒEòÉ®ú EòÒ ½þÉä *

51

b. ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä +vªÉªÉxÉ ºÉä ±ÉÉè]õxÉä Eäò {É¶SÉÉiÉÂ =ºÉEäò uùÉ®úÉ |É´ÉÉºÉ ¨Éå ÊEòªÉä +vªÉªÉxÉ EòÒ {ÉÚ®úÒ Ê®ú{ÉÉä]Çõ |ÉºiÉÖiÉ Eò®úxÉÉ ½þÉäMÉÒ *

(iii) BäºÉä +vªÉªÉxÉ ½äþiÉÖ ¶ÉÉºÉEòÒªÉ Eò¨ÉÇSÉÉ®úÒ Eäò EòÉªÉÉæ ºÉä ºÉÒvÉÉ ªÉÉ ÊxÉEò]õ EòÉ ºÉÆ¤ÉÆvÉ xÉ½þÓ ½èþ ÊEòxiÉÖ ÊVÉºÉºÉä =ºÉEòÉ YÉÉxÉ <iÉxÉÉ Ê´ÉºiÉÒhÉÇ ½þÉä ÊEò BEò ±ÉÉäEò ºÉä ÉEò Eäò xÉÉiÉä =ºÉEòÒ ªÉÉäMªÉiÉÉ ¤ÉføÉxÉä ¨Éå ºÉ½þÉªÉEò ½þÉä +Éè®ú ±ÉÉäEòºÉä ÉÉ EòÒ +xªÉ ¶ÉÉJÉÉ+Éå ¨Éå EòÉªÉÇ®úiÉ Eò¨ÉÇSÉÉ®úÒ EòÉä ºÉ½þªÉÉäMÉ näùxÉä ¨Éå +ÊvÉEò ºÉÖºÉÎVVÉiÉ ¨É½þºÉÚºÉ Eò®ú ºÉEäò *

2.

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i +´ÉEòÉ¶É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±Éä ºÉIÉ¨É +ÊvÉEòÉ®úÒ uùÉ®úÉ ªÉ½þ |É¨ÉÉÊhÉiÉ xÉ ÊEòªÉÉ VÉÉB ÊEò |ÉºiÉÉÊ´ÉiÉ +vªÉªÉxÉ EòÉäºÉÇ ªÉÉ |ÉÊ¶ÉIÉhÉ ±ÉÉäEòÊ½þiÉ EòÒ oùÎ¹]õ ºÉä ÊxÉÎ¶SÉiÉ ±ÉÉ¦É EòÉ ½èþ *

ii ´É½þ ¶ÉèIÉÊhÉEò B´ÉÆ ºÉÉÊ½þÎiªÉEò Ê´É¹ÉªÉÉå Eäò +ÊiÉÊ®úHò +xªÉ Ê´É¹ÉªÉÉå EòÒ YÉÉxÉ ´ÉÞÊrù ºÉä ºÉÆ¤ÉÆÊvÉiÉ ½þÉä *

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(a) ¦ÉÉ®úiÉÒªÉ +ÉÌlÉEò ºÉä ÉÉ Eäò +ÊvÉEòÉ®úÒ Eäò ºÉÆ¤ÉÆvÉ ¨Éå ¶ÉÉävÉ EòÉ Ê´É¹ÉªÉ iÉlÉÉ ÊEòºÉ ºÉÆºlÉÉ ¨Éå ªÉ½þ JÉÉäVÉ EòÒ VÉÉBMÉÒ, ªÉ½þ ¦ÉÉ®úiÉ ºÉ®úEòÉ®ú Eäò SÉÒ¡ò <EòÉxÉÉÊ¨ÉEò Bb÷´ÉÉ<VÉ®ú uùÉ®úÉ ¨ÉÉxªÉ ½þÉä iÉlÉÉ

(a) +É´ÉänùEò ¦ÉÉ®úiÉÒªÉ JÉÉÆÎJªÉEòÒ ºÉä ÉÉ ºÉä ºÉÆ¤ÉÆÊvÉiÉ ½èþ iÉÉä ¶ÉÉävÉ EòÉ Ê´É¹ÉªÉ iÉlÉÉ ºÉÆºlÉÉ ºÉÆSÉÉ±ÉEò ºÉäxpù±É º]äõÊ]õÎº]õEò±É +ÉMÉæxÉÉ<VÉä¶ÉxÉ Eäò ºÉÆSÉÉ±ÉEò uùÉ®úÉ ¨ÉÉxªÉ ½þÉä *

4. ÊEòºÉÒ |ÉÊ¶ÉIÉhÉ EòÉªÉÇGò¨É ªÉÉ +vªÉªÉxÉ ½äþiÉÖ,ÊVÉºÉ¨Éå ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä ÊxÉªÉÊ¨ÉiÉ ¯û{ÉºÉä ¶ÉèIÉÊhÉEò ªÉÉ +rÇù ¶ÉèIÉÊhÉEò EòÉäºÉÇ ¨Éå ={ÉÎºlÉiÉ ½þÉäxÉÉ {Ébä÷ iÉlÉÉ ªÉ½þ |ÉÊ¶ÉIÉhÉ EòÉäºÉÇ ªÉÉ +vªÉªÉxÉ, ¶ÉÉºÉxÉ Eäò Ê±ÉB, VÉxÉÊ½þiÉ ¨Éå, ÊxÉÎ¶SÉiÉ ¯û{É ºÉä ±ÉÉ¦ÉEòÉ®úÒ |É¨ÉÉÊhÉiÉ ½þÉä +Éè®ú =ºÉ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò Eäò EòÉªÉÇIÉäjÉ ºÉä ºÉÆ¤ÉÆÊvÉiÉ ½þÉä *±ÉÉäEòEòÉªÉÇ EòÒ EòÉªÉÇ ®úSÉxÉÉ +Éè®ú {ÉÚ¹`ö¦ÉÚÊ¨É ºÉä ºÉÆ¤ÉÆÊvÉiÉ +vªÉªÉxÉ ½äþiÉÖ, ÊxÉ¨xÉ ¶ÉiÉÉæ Eäò ºÉÉlÉ-




5. ÊEòºÉÒ |ÉÊ¶ÉIÉhÉ EòÉªÉÇGò¨É ªÉÉ +vªÉªÉxÉ ½äþiÉÖ,ÊVÉºÉ¨Éå ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä ÊxÉªÉÊ¨ÉiÉ ¯û{ÉºÉä ¶ÉèIÉÊhÉEò ªÉÉ +rÇù ¶ÉèIÉÊhÉEò EòÉäºÉÇ ¨Éå ={ÉÎºlÉiÉ ½þÉäxÉÉ {Ébä÷ iÉlÉÉ ªÉ½þ |ÉÊ¶ÉIÉhÉ EòÉäºÉÇ ªÉÉ +vªÉªÉxÉ, ¶ÉÉºÉxÉ Eäò Ê±ÉB, VÉxÉÊ½þiÉ ¨Éå, ÊxÉÎ¶SÉiÉ ¯û{É ºÉä ±ÉÉ¦ÉEòÉ®úÒ |É¨ÉÉÊhÉiÉ ½þÉä +Éè®ú =ºÉ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò Eäò EòÉªÉÇIÉäjÉ ºÉä ºÉÆ¤ÉÆÊvÉiÉ ½þÉä *±ÉÉäEòEòÉªÉÇ EòÒ EòÉªÉÇ ®úSÉxÉÉ +Éè®ú {ÉÚ¹`ö¦ÉÚÊ¨É ºÉä ºÉÆ¤ÉÆÊvÉiÉ +vªÉªÉxÉ ½äþiÉÖ, ÊxÉ¨xÉ ¶ÉiÉÉæ Eäò ºÉÉlÉ-

52




6. º´ÉÒEÞòiÉ xÉ½þÓ *

* ÊEòºÉÒ +ÊvÉEòÉ®úÒ EòÉä, =xÉ Ê´É¹ÉªÉÉå Eäò Ê±ÉB, ÊVÉxÉEäò +xÉÖºÉÆvÉÉxÉ ½äþiÉÖÆ ¦ÉÉ®úiÉ ¨Éå ºÉ¨ÉÖÊSÉiÉ Ê´ÉtÉ ={É±É¤vÉ ½èþ ªÉÉ ÊEòºÉÒ =ºÉ ªÉÉäVÉxÉÉ Eäò Ê±ÉB VÉÉä Ê´ÉkÉ ¨ÉÆjÉÉ±ÉªÉ Eäò +ÉÌlÉEò EòÉªÉÇ Ê´É¦ÉÉMÉ uùÉ®úÉ VÉÉ®úÒ EòÒ MÉ<Ç ½þÉä ªÉÉ Ê¶ÉIÉÉ ¨ÉÆjÉÉ±ÉªÉ uùÉ®úÉ VÉÉ®úÒ EòÒ MÉ<Ç ½þÉä, ¦ÉÉ®úiÉ Eäò ¤ÉÉ½þ®ú +vªÉªÉxÉ ½äþiÉÖ +vªÉªÉxÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ xÉ½þÓ ÊEòªÉÉ VÉÉªÉäMÉÉ *

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´É¹ÉÇ ¶ÉÉºÉxÉ (i)ÊVÉºÉxÉä {É®úÒ´ÉÒIÉÉ +´ÉÊvÉ ºÉÆiÉÉä¹ÉVÉxÉEò ¯û{É ¨Éå {ÉÚ®úÒ EòÒ ½þÉä iÉlÉÉ {É®úÒ´ÉÒIÉÉEòÉ±É ºÉÊ½þiÉ ´É¹ÉÇ EòÒ Eò±ÉMÉÉiÉÉ®ú ºÉä ÉÉ {ÉÚhÉÇ EòÒ ½þÉä *

(ii) VÉÉä |ÉÊ¶ÉIÉhÉ {ÉÚhÉÇ Eò®ú ´ÉÉ{ÉºÉ +ÉxÉä Eäò +xÉÖ ÉÉÊxÉiÉ ÊnùxÉÉÆEò ºÉä Eò¨É ºÉä Eò¨É iÉÒxÉ ´É¹ÉÇ iÉEò ºÉä ÉÉ ÊxÉ´ÉÞÊiÉ ½äþiÉÖ ÊxÉvÉÉÇÊ®úiÉ +ÉªÉÖ {É®ú xÉ {É½ÖÆþSÉiÉÉ ½þÉä *

(iii) ´É½þ ÊxÉªÉ¨É 53(4) ¨Éå ÊxÉvÉÉÇÊ®úiÉ ¤ÉÆvÉ{ÉjÉ |ÉºiÉÖiÉ Eò®äú ÊEò ´É½þ +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ Eäò {É¶SÉÉiÉÂ Eò¨É ºÉä Eò¨É iÉÒxÉ EòÒªÉ ºÉä ÉÉ Eò®äúMÉÉ *

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7. ´É¹ÉÇ ¶ÉÉºÉ(i) ÊVÉºÉxÉä {É®úÒ´ÉÒIÉÉ +´ÉÊvÉ ºÉÆiÉÉä¹ÉVÉxÉEò ¯û{É= ¨Éå {ÉÚ®úÒ EòÒ ½þÉä iÉlÉÉ {É®úÒ´ÉÒIÉÉEòÉ±É ºÉÊ½þiÉ ´É¹ÉÇ EòÒ Eò±ÉMÉÉiÉÉ®ú ºÉä ÉÉ {ÉÚhÉÇ EòÒ ½þÉä *

(ii) VÉÉä |ÉÊ¶ÉIÉhÉ {ÉÚhÉÇ Eò®ú ´ÉÉ{ÉºÉ +ÉxÉä Eäò +xÉÖ ÉÉÊxÉiÉ ÊnùxÉÉÆEò ºÉä Eò¨É ºÉä Eò¨É iÉÒxÉ ´É¹ÉÇ iÉEò ºÉä ÉÉ ÊxÉ´ÉÞÊiÉ ½äþiÉÖ ÊxÉvÉÉÇÊ®úiÉ +ÉªÉÖ {É®ú xÉ {É½ÖÆþSÉiÉÉ ½þÉä *

(iii) ´É½þ ÊxÉªÉ¨É 53(4) ¨Éå ÊxÉvÉÉÇÊ®úiÉ ¤ÉÆvÉ{ÉjÉ |ÉºiÉÖiÉ Eò®äú ÊEò ´É½þ +´ÉEòÉ¶É ºÉ¨ÉÉÎ{iÉ Eäò {É¶SÉÉiÉÂ Eò¨É ºÉä Eò¨É iÉÒxÉ EòÒªÉ ºÉä ÉÉ Eò®äúMÉÉ *

8. +vªÉªÉxÉ +´ÉEòÉ¶É EòÒ +ÊvÉEòiÉ¨É ºÉÒ¨ÉÉ- ÊEòºÉÒ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä +ÊvÉEòiÉ¨É +vªÉªÉxÉ +´ÉEòÉ¶É VÉÉºÉä

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EòÉ +vªÉªÉxÉ ªÉÉ |ÉÊ¶ÉIÉhÉ ºÉÎ¨¨ÉÊ±ÉiÉ ½èþ *(and GID)

53

9. +vªÉªÉxÉ +´ÉEòÉ¶É EòÉä ÊEòºÉÒ +xªÉ +´ÉEòÉ¶É Eäò ºÉÉlÉ VÉÉäb÷É VÉÉ ºÉEòiÉÉ ½èþ, {É®úxiÉÖ ¶ÉÉ®úºÉEòÒªÉ ºÉä É EòÉä,

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10. ÊEòºÉÒ +ÊvÉEòÉ®úÒ EòÉä, =xÉ Ê´É¹ÉªÉÉå Eäò Ê±ÉB, ÊVÉxÉEäò +xÉÖºÉÆvÉÉxÉ ½äþiÉÖÆ ¦ÉÉ®úiÉ ¨Éå ºÉ¨ÉÖÊSÉiÉ Ê´ÉtÉ ={É±É¤vÉ ½èþ ªÉÉ ÊEòºÉÒ =ºÉ ªÉÉäVÉxÉÉ Eäò Ê±ÉB VÉÉä Ê´ÉkÉ ¨ÉÆjÉÉ±ÉªÉ Eäò +ÉÌlÉEò EòÉªÉÇ Ê´É¦ÉÉMÉ uùÉ®úÉ VÉÉ®úÒ EòÒ MÉ<Ç ½þÉä ªÉÉ Ê¶ÉIÉÉ ¨ÉÆjÉÉ±ÉªÉ uùÉ®úÉ VÉÉ®úÒ EòÒ MÉ<Ç ½þÉä, ¦ÉÉ®úiÉ Eäò ¤ÉÉ½þ®ú +vªÉªÉxÉ ½äþiÉÖ +vªÉªÉxÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ xÉ½þÓ ÊEòªÉÉ VÉÉªÉäMÉÉ *

11. +vªÉªÉxÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ xÉ½þÓ ÊEòªÉÉ VÉÉBMÉÉ VÉ¤É iÉEò ÊEò-

i +´ÉEòÉ¶É º´ÉÒEÞòiÉ Eò®úxÉä ´ÉÉ±Éä ºÉIÉ¨É +ÊvÉEòÉ®úÒ uùÉ®úÉ ªÉ½þ |É¨ÉÉÊhÉiÉ xÉ ÊEòªÉÉ VÉÉB ÊEò |ÉºiÉÉÊ´ÉiÉ +vªÉªÉxÉ EòÉäºÉÇ ªÉÉ |ÉÊ¶ÉIÉhÉ ±ÉÉäEòÊ½þiÉ EòÒ oùÎ¹]õ ºÉä ÊxÉÎ¶SÉiÉ ±ÉÉ¦É EòÉ ½èþ *

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13. xÉÉä]õ ®úÉ¹]Åõ{ÉÊiÉ xÉä ªÉ½þ ÊxÉhÉÇªÉ Ê±ÉªÉÉ ½èþ ÊEò EäòxpùÒªÉ Eò¨ÉÇSÉÉÊ®úªÉÉå EòÉä ÊVÉx½åþ +vªÉªÉxÉ +´ÉEòÉ¶É º´ÉÒEÞòiÉ ½Öþ+É ½èþ

EòÉä {É½þ±Éä 180 ÊnùxÉ xÉMÉ®ú |ÉÊiÉ{ÉÚÌiÉ ¦ÉkÉÉ, =ºÉ ºlÉÉxÉ EòÒ nù®ú ºÉä VÉ½þÉÆ ºÉä ´É½þ +vªÉxÉ +´ÉEòÉ¶É {É®ú MÉªÉÉ ½èþ, näùªÉ ½þÉäMÉÉ

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II/B/64dated 27-11-65 Eäò {Éè®úÉ 8(a) ¨Éå ÊnùªÉÉ MÉªÉÉ |É¨ÉÉhÉ {ÉjÉ |ÉºiÉÖiÉ Eò®úxÉÉ ½þÉäMÉÉ * ªÉ½þ +Énäù¶É VÉÉ®úÒ ½þÉäxÉä Eäò ÊnùxÉÉÆEò ºÉä ±ÉÉMÉÚ ½þÉäMÉÉ *

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51,57,59 E òÉä Ê¶ ÉÊ lÉ± É E ò®ú i Éä ½Öþ B Êx É¨x É +Én äù¶ É n äùiÉä ½èþ -

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54

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+vªÉªÉxÉ +´ÉEòÉ¶É EòÒ +ÊvÉEòiÉ¨É ºÉÒ¨ÉÉ- ÊEòºÉÒ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòÉä +ÊvÉEòiÉ¨É +vªÉªÉxÉ +´ÉEòÉ¶É VÉÉºÉä º´ÉÒEÞòiÉ

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+vªÉªÉxÉ ªÉÉ |ÉÊ¶ÉIÉhÉ ºÉÎ¨¨ÉÊ±ÉiÉ ½èþ * B´ÉÆ GID((3)

+v ª Éª ÉxÉ +´ É EòÉ¶ É Eäò { ÉÚh ÉÇ ½þ ÉäxÉä { É®ú ª É É +v v ª Éª ÉxÉ EòÉ EòÉ ä ºÉÇ { ÉÚh ÉÇ xÉ ½þ Éäx Éä {É ®ú iª ÉÉM É{Éj É ª ÉÉ ºÉ ä ÉÉÊ xÉ´ ÉÞÊk É-ªÉÊnù ¶ÉÉºÉEòÒªÉ ºÉä ÉEò +vªÉªÉxÉ +´ÉEòÉ¶É {ÉÚhÉÇ Eò®ú EòkÉÇ ªÉ {É®ú xÉ½þÓ ={ÉÎºlÉiÉ ½þÉäxÉä Eäò {É¶SÉÉiÉÂ iÉÒxÉ ´É¹ÉÇ EòÒ ºÉä ÉÉ ½èþ

{ÉÚhÉÇ ÊEòªÉä Ê¤ÉxÉÉ, ªÉÉ +vªÉªÉxÉ EòÉ EòÉäºÉÇ ÊEòªÉä Ê¤ÉxÉÉ ÊVÉºÉEäò EòÉ®úhÉ ´É½þ ÊxÉªÉ¨É 53 (5) ¨Éå ÊxÉvÉÉÇÊ®úiÉ |É¨ÉÉhÉ {ÉjÉ |ÉºiÉÖiÉ xÉ½þÓ Eò®úiÉÉ ½èþ , iªÉÉMÉ{ÉjÉ näùiÉÉ ½èþ ªÉÉ ºÉä ÉÉ ÊxÉ´ÉÞkÉ ½þÉäiÉÉ ½èþ iÉÉä =ºÉEòÉä ÊxÉ¨xÉ ®úÉÊ¶É EòÉ ¦ÉÖMÉiÉÉxÉ ¶ÉÉºÉxÉ EòÉä Eò®úxÉÉ ½þÉäMÉÉ *

(a) +´ÉEòÉ¶É ´ÉäiÉxÉ, +vªÉªÉxÉ ¦ÉkÉÉ, ¡òÒºÉ EòÒ ®úÉÊ¶É, ªÉÉjÉÉ ¦ÉkÉÉ B´ÉÆ +xªÉ ´ªÉªÉ VÉÉä ¦ÉÉ®úiÉ ¶ÉÉºÉxÉ xÉä ´ÉÉºiÉÊ´ÉEò ¯û{É ¨Éå ´ªÉªÉ ÊEòªÉä ½þÉå

(b) +xªÉ BäVÉäÎxºÉªÉÉå VÉèºÉä Ê´Énäù¶ÉÒ ºÉ®úEòÉ®ú, ¡òÉ=hbä÷¶ÉxÉ ªÉÉ ]Åõº]õ VÉÉä +vªÉªÉxÉ ºÉä VÉÖb÷Ò ½þÉå, uùÉ®úÉ ´ªÉªÉ EòÒ MÉ<Ç ´ÉÉºiÉÊ´ÉEò ´ªÉªÉ EòÒ ®úÉÊ¶É iÉlÉÉ =ºÉ {É®ú ¶ÉÉºÉEòÒªÉ EòVÉÇ {É®ú |ÉSÉÊ±ÉiÉ nù®ú ºÉä ¤ªÉÉVÉ EòÒ ®úÉÊ¶É,¨ÉÉÆMÉ {ÉjÉ ¦ÉäVÉxÉä Eäò ÊnùxÉÉÆEò ºÉä, ¶ÉÉºÉEòÒªÉ ºÉä ÉEò Eäò iªÉÉMÉ{ÉjÉ º´ÉÒEÞòÊiÉ iÉEò ªÉÉ ºÉä ÉÉ ÊxÉ´ÉÞÊkÉ º´ÉÒEòÉ®ú ½þÉäxÉä Eäò {ÉÚ´ÉÇ VÉ¨ÉÉ Eò®úÉxÉÉ ½þÉäMÉÒ *

{É®úxiÉÖ =ºÉ Eò¨ÉÇSÉÉ®úÒ Eäò +ÊiÉÊ®úHò ÊVÉºÉxÉä +vªÉªÉxÉ EòÉ EòÉäºÉÇ {ÉÚ®úÉ xÉ½þÓ ÊEòªÉÉ ½þÉä, <ºÉ ÊxÉªÉ¨É EòÒ EòÉä<Ç ¦ÉÒ ¤ÉÉiÉ ±ÉÉMÉÚ xÉ½þÓ ½þÉäMÉÒ ªÉÊnù-

(a) ´É½þ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò VÉÉä +vªÉªÉxÉ Eäò ={É®úÉÆiÉ EòkÉÇ ªÉ {É®ú ={ÉÎºlÉiÉ ½þÉäiÉÉ ½èþ ±ÉäÊEòxÉ ¨ÉäÊb÷Eò±É OÉÉ=hb÷ {É®ú ºÉä ÉÉ ÊxÉ´ÉÞkÉ ½þÉäxÉä EòÒ +xÉÖ¨ÉÊiÉ nùÒ VÉÉiÉÒ ½èþ *

(b) ´É½þ ¶ÉÉºÉEòÒªÉ ºÉä ÉEò VÉÉä, +vªÉªÉxÉ +´ÉEòÉ¶É {ÉÚhÉÇ Eò®ú EòkÉÇ ªÉ {É®ú ={ÉÎºlÉiÉ ½þÉäiÉÉ ½èþ,=ºÉEäò {É¶SÉÉiÉ, ´É½þ ÊEòªÉÒ º]äõSªÉÖ+®úÒ ªÉÉ +É]õÉäxÉÉ¨ÉºÉ ¤ÉÉb÷Ò ªÉÉ ºÉÆºlÉÉ ¨Éå, VÉÉä ¶ÉÉºÉxÉ Eäò ÊxÉªÉÆjÉhÉ ¨Éå ½þÉä,|ÉÊiÉÊxÉªÉÖÊHò {É®ú¦ÉäVÉÉ VÉÉiÉÉ ½èþ, iÉlÉÉ ±ÉÉäEòÊ½þiÉ ¨Éå ºlÉÉªÉÒ ¯û{É ºÉä =ºÉ ºÉÆºlÉÉxÉ ¨Éå ºÉÆÊ´ÉÊ±ÉªÉxÉ ½äþiÉÖ ¶ÉÉºÉEòÒªÉ ºÉä ÉÉ ºÉä iªÉÉMÉ{ÉjÉ näùxÉä EòÒ +xÉÖ ÉiÉÒ nùÒ VÉÉiÉÒ ½èþ *

2(a) ¶ÉÉºÉEòÒªÉ ºÉä ÉEò uùÉ®úÉ Ê±ÉªÉÉ MÉªÉÉ +vªÉªÉxÉ +´ÉEòÉ¶É EòÉä =ºÉEäò JÉÉiÉä ¨Éå +vªÉªÉxÉ +´ÉEòÉ¶É |ÉÉÆ®ú¦É ½þÉäxÉä Eåò ÊnùxÉ ¶Éä¹É +´ÉEòÉ¶É ¨Éå {ÉÊ®ú´ÉÌiÉiÉ ÊEòªÉÉ VÉÉBMÉÉ, iÉlÉÉ ªÉÊnù +vªÉªÉxÉ +´ÉEòÉ¶É Eäò ºÉÉlÉ EòÉä<Ç +´ÉEòÉ¶É Ê±ÉªÉÉ ½þÉäMÉÉ =ºÉEòÉä ¦ÉÒ ºÉÖÊ´ÉvÉÉ{ÉÚ ÉÇEò ºÉ¨ÉÉªÉÉäÊVÉiÉ ÊEòªÉÉ VÉÉBMÉÉ +Éè®ú +vªÉªÉxÉ EòÒ ´É½þ +´ÉÊvÉ, ÊVÉºÉEòÉä ÊEòºÉÒ +´ÉEòÉ¶É ¨Éå {ÉÊ®ú´ÉÌiÉiÉ xÉ½þÓ ÊEòªÉÉ VÉÉ ºÉEäòMÉÉ EòÉä +ºÉÉvÉÉ®úhÉ +´ÉEòÉ¶É ¨ÉÉxÉÉ VÉÉBMÉÉ *

+´ ÉEòÉ¶ É ´ É äiÉx É- (1) ={ÉÊxÉªÉ¨É 7 ¨Éå ÊnùªÉä |ÉÉ´ÉvÉÉxÉÉå Eäò +ÊiÉÊ®úHò ¶ÉÉºÉEòÒªÉ ºÉä ÉEò EòVÉÉä +ÌVÉiÉ +´ÉEòÉ¶É {É®ú VÉÉiÉÉ ½èþ EòÉä +´ÉEòÉ¶É {É®ú VÉÉxÉä Eäò iÉÖ®úxiÉ {ÉÚ ÉÇ |ÉÉ{iÉ ´ÉäiÉxÉ ¤É®úÉ¤É®ú +´ÉEòÉ¶É ´ÉäiÉxÉ Ê¨É±ÉäMÉÉ *

2. +rÇù´ÉäiÉxÉ iÉlÉÉ +näùªÉÉ +´ÉEòÉ¶É {É®ú ®ú½þxÉä {É®ú ¶ÉÉºÉEòÒªÉ Eò¨ÉÇSÉÉ®úÒ EòÉä ={ÉÊxÉªÉ¨É (1)¨Éå ÊxÉÌnù¹]õ ®úÉÊ¶É Eäò +ÉvÉä Eäò ¤É®úÉ¤É®ú +´ÉEòÉ¶É ´ÉäiÉxÉ näùªÉ ½þÉäMÉÉ *

55

3. ±ÉPÉÖEÞòiÉ +´ÉEòÉ¶É {É®ú ®ú½þxÉä {É®ú ¶ÉÉºÉEòÒªÉ Eò¨ÉÇSÉÉ®úÒ EòÉä ={ÉÊxÉªÉ¨É(1)Eäò ¤É®úÉ¤É®ú +´ÉEòÉ¶É ´ÉäiÉxÉ EòÒ {ÉÉjÉiÉÉ ½þÉäMÉÒ *

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57

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CONDUCT REGULATIONS

There is a written code of conduct for Government Servants and Public Servants

like us and is enforceable by law. The code if written and clear because there is a high degree

of expectation from public servant. They are placed in a position power and influence - they

are responsible for the dispensation of justice and there has to be certain ostensible conduct

towards such dispensation. Power corrupts and absolute power corrupts absolutely.

Therefore, the public servants are kept within certain bounds so that they do not misuse their

power and influence. In them public responses their confidence and they are entrusted with

public funds for carrying out certain activities within the sphere of their remain.

The public servants are, therefore, expected to observe certain well regarding code of

conduct in their dealings with public, public funds and in their public life. They are supposed

to demonstrate all times their loyality to the employers. Their mode of private life has to be

simple, austere and one of decent conduct. Food Corporation of India is a body corporate

wholly owned and financed by the Central Government. Keeping these requirements in mind

the conduct regulations for FCI employees have been framed. For enforcement of these

conduct regulations, regulations for discipline and appeal are also framed. Any breach of the

conduct regulations is dealt in accordance with the procedure laid down in the control part of

the Staff Regulations. The whole set of the regulations is known as FCI (Staff) Regulations

and they run from regulation No. to 91 divided into sections dealing with each subjects, e.g.

Section-4 deals with conduct regulations. They are about 50 amendments to these regulations

in the last six years but these amendments are mainly for service conditions and not on

conduct.

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Central Civil Services (Conduct) Rules are at the base for prescribed code of

conduct for public servants elsewhere. FCI has modelled its conduct regulations on CCS

Conduct Rules as the latter have grown out of experience and the need, over a period of time.

Further, some kind of common code has to be evolved for all public servants so that they

conform to a certain basic standard of conduct in the private as well as public life. Central

Vigilance Commission has prepared a mode of conduct, discipline and appeal rules in

consultation with the Bureau of Public Enterprises, for being adopted by Public Sector

Undertaking. Although quite a few enterprises have subscribed to this model, the response is

not very encouraging in nationalised banks as this come within the fold of public sector

distance recently. The main grievance seems to be on the entrustment of disciplinary inquiries

to outside, independent authority like the Commissioner for Departmental Enquiries. As you

know, all public servants drawing a pay of Rs. 1,000/- and more are governed by the

procedure laid down by C.V.C. for the conduct of disciplinary inquiries against them. The

C.V.C. entrust these inquiries to C.D.Es attached to the Commission.

In the conduct rules meant for the Government servants which we have adopted in

Food Corporation of India, integrity is placed above all attributes of Character. Next comes

devotion to duty. A committee on prevention of corruption popularly known as Santhanam

Committee, in its epoch making report, have laid highest stress on integrity. Therefore, the

CCS Conduct Rules of 1964 which replaced those of 1955, highlights integrity of an absolute

type for the Civil Servants. Our Staff Regulations of 1971 are based on 1964 rules of the

Central Government with some minor changes. The Union Home Ministry has also given

advice to all corporate bodies wholly financed by the Central Government to follow these rules.

Public servants occupying positions of trust, confidence and responsibility and,

therefore, their social relations and dealing should be such as not to give any suggestion that

some people have greater accessability and influence over them than others. Similarly, they

have to be above religious feelings as the Indian Constitution embodies the principles of

secularism. So, public servants are supposed to behave in a manner that removes slightest

doubt that persons belonging to any particular religion will receive favourable treatment.

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We have in all 23 Regulations governing our Conduct. They start from

Regulations 31 and ended 52, Regulation - 53, being a 'definitions' Regulation. The scope of

Regulation 31 and 32 is very wide and it would cover every conceivable type of good conduct

on the part of public servant. Again, the words used in Regulation - 54 which is the

punishment, regulation are 'good and sufficient reasons' for inflicting a punishment enumerated

u r -54. They provide still wider becoming neglect of wife and family is "unbecoming and may

be regarded as a good and sufficient reasons for inflicting any of the punishment provided

under U/s - 54. This is based on the expectation that a public servant is to maintain

responsible and decent standard of conduct even in his private life and is not to bring any

discredit to his service by his misdemeanours.

Board classifications of our Conduct Regulations with comments thereon which are

based on the decisions and interpretations given by the Government/Corporation are

discussed below :-

31. General :

Every employee shall at all times:

a) maintain absolute integrity;

b) maintain devotion to duty;

c) conform to and abide by the provisions of the Act and rules and regulations made

thereunder :

d) comply with and obey all lawful orders and directions which may from time to time be

issued to him in the course of his official duties by any person or persons to whom he

may be subordinate in the service of the Corporation.

Every employee shall serve the Corporation honestly and faithfully and shall endeavour his utmost to promote the interest of the Corporation. He shall show courtesy and attention in all transactions and not do anything which is un-becoming of a Corporation employee.

* 32. Misconduct

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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

Corporation or of the property of another person within the premises of the Corporation.

2) Taking or giving bribes or any illegal gratification.

3) Possession of pecuniary resources or property disproportionate to the known

sources of income by the employee not satisfactorily accounted 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 the employment.

5) Acting in a manner prejudicial to the interests of the Corporation.

6) Wilful insubordination or disobedience whether or not in combination with others,

of any lawful and reasonable order of his superior.

7) Absence without leave or over-staying the sanctioned leave for more than four

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 or

slowing-down of the work.

10) Damage to any property of the Corporation, either wilfully or due to negligence.

11) Interference or tampering with any safety devices installed in or about the

premises of the Corporation.

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12) Drunkenness or riotous or disorderly or indecent behaviour in the premises of the

Corporation or outside such premises where such behaviour is related to or connected

with the employment.

13) Gambling within the premises of the Office or other place of work, where it is

prohibited.

14) Smoking within the premises of the Office or other place of work, where it is

prohibited.

15) Collection, without the permission of the Competent Authority, of any money

(within the premises of the Corporation) except as sanctioned by any law of the land for

the time being in force or rules of the Corporation.

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) Commission of any act subversive of discipline or of good behaviour.

20) Wilful absence from duty after expiry of joining time or transfer from one post to

another.

21) Slackness/carelessness in the performance of duty by Watchman/Head

Watchman which may result in theft, pilferage of Corporation's property.

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22) Wilful and prolonged absence from duty without reasonable cause.

23) Neglect of his/her spouse and family in a manner unbecoming of an employee of

the Corporation.

24) Failure to maintain a responsible and decent standard of conduct in private life,

thereby bringing discredit to the Corporation.

25) Failure to observe proper decorum during lunch hour, playing games/cards

beyond the prescribed lunch hour and playing cards/gambling in the open spaces or

buildings in the immediate vicinity of the office building.

26) Becoming a member of and participation in Indo-foreign cultural organisations,

without prior permission of the competent authority.

27) Any unruly or irresponsible behaviour before a Departmental Enquiry Officer

when appearing as a witness or as a delinquent or a Defence Assistant or a Presenting

Officer or in any other capacity.

28) Leakage of classified information either through Press or otherwise to an

individual not entitled to receive the same, in writing or verbally.

29) Having obtained an advance from the Corporation for a specific purpose such as

House Building, purchase of a conveyance, leave travel or for any other declared

purpose, not utilising the same for the intended purpose within the period specified and

diverting the money for any other purpose.

30) Any act unbecoming of an employee of the Corporation.

31) Assaulting or abusing or insulting any of the officers or employees of the

Corporation within the premises of office or other place of work or outside.

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32) Interference in the work of other employees.

33) Approaching higher authorities direct or through other persons for promotion or

any other personal favour or gain except through proper channel.

34) Writing of anonymous or pseudonymous letter criticising the Management or any

other officer/employee of the Corporation.

35) Spreading false rumours or giving false information or making defamatory

statements (written or oral) which tend to bring the Management or its officers into

disrepute.

36) Carrying on money-lending, or any other private business.

37) Wilful failure to appear before Medical Board, when called upon to do so.

38) Abetment of or attempt at abetment of any act which amounts to misconduct.

Note : The above instance of misconduct are only illustrative in nature and not

exhaustive.

33. Employment of near relatives of employees in private firms enjoying

Corporation's patronage :

1) No employee shall use his position or influence directly or indirectly to secure

employment for any member of his family in any private business house/firm

(hereinafter called "firm") where he has official dealings.

2) (i) No category-I Officer shall, except with the previous sanction of the

Corporation, permit his son, daughter or other dependent to accept employment in any

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private firm with which he has official dealings or any other firm having official dealings

with the Corporation.

Provided that where the acceptance of the employment cannot await prior

permission of the Corporation is otherwise considered urgent, the matter shall be

reported to the Corporation; and the employment may be accepted provisionally subject

to the permission of the Corporation.

ii) An employee shall, as soon as he becomes aware of the acceptance by a

member of his family of an employment in any private firm, intimate such acceptance to

the Corporation and shall also intimate whether he has or has had any official dealings

with that firm.

Provided that no such intimation shall necessary in the case of Category I officer if he has already obtained the sanction of, or sent a report to the Corporation under Clause (i).

(3) No employee shall in the discharge of his official duties deal with any

matter or give or sanction any contract to any firm or any other person if

any member of his family is employed in that firm or under that person or if

he or any member of his family is interested in such matter or contract in

any other manner and the employee shall refer every such matter or

contract to his official superior and the matter or contract shall thereafter

be disposed of according to the instructions of the authority to whom the

reference is made.

34. Taking part in politics :

(i) No employee shall be a member of, or otherwise be associated with, any political

party or any organisation which takes part in politics, nor shall be take part in, subscribe

in aid of, or assist in any other manner, and political movement or activity.

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ii) It shall be the duty of every employee to prevent any member of his family from

taking part in, subscribing in aid of, assisting in any other manner, any movement or

activity which, is , or tends directly or indirectly to be subversive of the Corporation or of

the Government as by law established. Where an employee is unable to prevent a

member of his family from taking part in or subscribing in aid of or assisting in any other

manner any such movement or activity, he shall make a report to that effect to the

Corporation.

Explanation : If any question arises whether a party is a political party or

whether any organisation takes part in politics, whether any movement or activity falls

within scope of sub-paragraphs (i) and (ii) above the decision of the Managing Director

thereon shall be final.

35. Taking part in elections :

No employee shall canvass or otherwise interfere with or use his influence in connection with or take part in an election to any legislature or local authority, provided that ;

i) An employee qualified to vote at such an election may exercise his right to

vote, but where he does so, he shall give no indication of the manner in which he proposes to vote or has voted;

ii) An employee shall not be deemed to have contravened the provisions of this paragraph, by reason only that he assists in the conduct of an election in due performance of a duty imposed on him by or under any law for the time being in force.

Explanation : The display by an employee on his person, vehicle or

residence of any electoral symbol shall amount to using his influence in connection with an election within the meaning of this regulation.

36. Joining of associations by employees of the Corporation : No employee shall join or continue to be a member of an association, the

objects or activities of which are prejudicial to the interests of the Sovereignty and integrity of India or to the interests of the Corporation or to public order or morality :

Provided that the Association/Unions recognised by the Management

either on de-jure or de-facto basis would not attract the above provision.

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37. Demonstrations and strikes : No employee shall : (i) Engage himself or participate in any demonstration which is prejudicial to

the interests and the sovereignty and integrity of India, the security of the State, the interest of the Corporation, friendly relations with foreign States, public order, decency or morality or which involves contempt of court, defamation or incitement to an offence; or

ii) resort to or in any way abet any form of strike or coercion or physical duress in connection with any matter pertaining to his service or the service of any other employee or employees of the Corporation.

38. Connection with Press or Radio : (i) No employee shall, except with the previous sanction of the Managing

Director, own wholly or in part, or conduct or participate in the editing or management of any newspaper or other periodical publication.

iii) No employee shall, except with the previous sanction of the competent authority or except in the bonafide discharge of his duties :

a) publish a book himself or through a publisher, or contribute an article to a

book or a compilation of articles, or b) participate in radio broadcast or contribute an article or write a letter to a

newspaper or periodical either in his own name or anonymously or pseudonymously or in the name of any other person :

Provided that no such sanction shall be required : (i) If such publication is through a publisher and is of a purely literary, artistic

or scientific character; or (ii) If such contribution, broadcast or writing is of a purely literary, artistic or

scientific character. 39. Criticism of Government or the Corporation : No employee shall, in any radio broadcast or in any document published

in his own name or anonymously or pseudonymously or in the name of any other person or in any communication to the press or in any public utterance, make any statement of fact of opinion :

(i) which has the effect of an adverse criticism of any current or recent policy

or action of the Central Government or a State Government or of the Corporation :

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(ii) which is capable of embarrassing the relations between the Central Government and the Government of any State or between the Central or any State Government and the Corporation :

(iii) which is capable of embarrassing the relations between the Central

Government and the Government of any foreign State : Provided that nothing in this regulation shall apply to any statement made or

views expressed by an employee in his official capacity or in the due performance of the duties assigned to him.

40. Evidence before a Committee or any other authority : (i) Save as provided in sub-para 9iii), no employee shall except with the

previous sanction of the Managing Director, give evidence in connection with any enquiry conducted by any person, committee or authority :

(ii) Where any sanction has been accorded under sub-para (i), no employee

giving such evidence shall criticise the policy or any action of the Central Govt. or of a State Govt. or of the Corporation :

iv) Nothing in this regulation shall apply to : a) Evidence given at an enquiry before an authority appointed by the Central

Government, Parliament or a State Legislature or the Corporation. b) Evidence given in any judicial enquiry; or c) Evidence given at any departmental enquiry ordered by authorities

subordinate to the Government for the Corporation. 41. Unauthorised Communication of information : No employee shall, except in accordance with any general or special order

of the Corporation in the performance in good faith of the duties assigned to him, communicate directly or indirectly any official document or any part thereof or information to any other employee of the Corporation or any other person to whom he is not authorised to communicate such document or information.

Explanation : Quotation by an employee (in his representations to

the superior authority) of or from any letter, circular, memorandum or from the notes on any file, to which he is not authorised to have an access, or which he is not authorised to keep in his personal custody or for personal purposes, shall amount to unauthorised communication of information within the meaning of this regulation.

42. Subscriptions : No employee shall, except with the previous sanction of the Managing

Director, ask for or accept contributions to, or otherwise associate himself with the

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raising of, any funds or other collections in cash or in kind in pursuance of any object whatsoever.

43. Gifts : (i) Save as provided in these regulations, no employee shall accept, or

permit any member of his family or any person acting on his 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 personal friend having no official dealings with the employee.

Note (1) A casual meal, lift or other social hospitality shall not be deemed to be a

gift.

(2) An employee shall avoid accepting lavish hospitality or frequent hospitality from any individual having official dealings with him or from industrial or commercial firms, organisations, etc.

(ii) On occasions such as weddings, anniversaries, funerals or religious functions, when the making of a gift is in conformity with the prevailing religious or social practice, an employee may accept gifts from his near relatives, but he shall make a report to the Corporation if the value of any such exceeds.

a) Rs. 1000 in the case of an employee holding any Category I or Category II

Post : b) Rs. 500 in the case of an employee holding any Category III post; and c) Rs. 200 in the case of an employee holding any Category IV post.

iii) On such occasions as are specified in sub-para (ii), an employee may

accept gifts from his personal friends having no official dealings with him, but he shall make a report to the Corporation if the value of the gift exceeds :

(a) Rs. 400 in the case of an employee holding any Category I or Category II post;

(b) Rs. 200 in the case of an employee holding any Category III post; (c) Rs. 100 in the case of an employee holding any Category IV post.

iv) In any other case, an employee shall not accept any gift without the

sanction of the Managing Director if the value thereof exceeds : (a) Rs. 150 in the case of an employee holding any Category I or Category II

post; and (b) Rs. 50 in the case of an employee holding any Category III or Category IV

post. 44. Public demonstration in honour of Corporation employees :

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No employee shall, except with the previous sanction of the Corporation, receive any complimentary or valedictory address or accept any testimonial or attend any meeting or entertainment held in his honour, or in honour of any other employee :

Provided that nothing in this regulation shall apply to :

i) a farewell entertainment of substantially private and informal character held in honour of an employee or any other employee on the occasion of his retirement or transfer or any person who has recently quit the service of Corporation; or

ii) the acceptance of simple and inexpensive entertainment arranged by public bodies or institutions.

Note : Exercise of pressure or influence of any sort on any employee to induce him to subscribe towards any farewell entertainment even if it is of a substantially private or informal character, and the collection of subscriptions from Category III or Category IV employees under any circumstances for the entertainment of any employee not belonging to Category III or Category IV, is forbidden.

45. Private Trade or Employment :

(1) Subject to the provisions of sub-regulation (2), no employee shall, except with the previous sanction of the Managing Director :-

(a) engage directly or indirectly in any trade of business, or (b) negotiate for, or undertake, any other employment, or (c) hold an elective office, or canvass for candidates for candidates for an

elective office, in any body, whether incorporated or not, or (d) canvass in support of any business or insurance agency, commission

agency etc., owned or managed by any member of his family or (e) take part except in the discharge of his official duties, in the registration,

promotion or management of any bank or any other company registered, or required to be registered, under the Companies Act, 1956 (1 of 1956) or any other law for the time being in force, or of any co-operative society for commercial purposes.

(2) An employee may, without the previous sanction of the Managing Director

:- (a) undertake honorary work of a social or charitable nature, or (b) undertake occasional work of a literary, artistic or scientific character, or (c) participate in sports activities as an amateur, or (d) take part in the registration, promotion or management (not involving the

holding of an elective office) of a literary, scientific or charitable society or of a club or similar organisation, the aims or objects of which relate to

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promotion of sports, cultural or recreation activities, registered under the Societies Registration Act, 1860 (21 of 1860) or any other law for the time being in force, or

(e) take part in the registration, promotion or management (no involving the holding of an elective office) of a co-operative society substantially for the benefit of employees of the Corporation, registered under the Co-operative Societies Act, 1912 (2 of 1912) or any other law for the time being in force :

Provided that : (i) he shall discontinue taking part in such activities, if so directed by the

Managing Director, and (ii) in a case falling under Clause (d) or clause (e) of this sub-regulation has

official duties shall not suffer thereby and he shall, within a period of one month of his taking part in such activity, report to the Managing Director giving details of the nature of his participation.

(3) Every employee shall report to the Managing Director if any member of his family is engaged in a trade or business or owns or manages an insurance agency or commission agency.

(4) Unless otherwise provided by general or special orders of the Managing

Director, on employee may accept any fee for any work done by him for any private or public body or any private person without the sanction of the prescribed authority.

Explanation : The term 'Fee' used means a recurring or non-recurring payment made to

an employee of the Corporation but downs not include : (i) Unearned income such as income from property, dividends and interest

on securities, and (ii) Income from literary, cultural, artistic, scientific or technological effort and

income from participation sports activities as amateur. " 46. Investment, lending and borrowing : (i) No employee shall speculate in any stock, share or other investment. Explanation :Frequent purchase or sale or both of shares, securities or other

investment shall be deemed to be speculation within the meaning of this sub-rule. (ii) No employee shall make, or permit any member of his family or any

person acting on his behalf to make any investment which is likely to embarrass or influence him in the discharge of his official duties.

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(iii) If any question arises whether any transaction is of the nature referred to in sub-para (i) or (ii), the decision of the Managing Director thereon shall be final.

(iv) No employee shall save in the ordinary course of business with a bank or a public limited company, either himself or through any member of his family or any other person acting on his behalf : (a) lend or borrow or deposit money as a principal or an agent, to, or from or

with any person or firm or private limited company within the local limits of his authority or with whom he is likely to have official dealing or otherwise place himself under any pecuniary obligation to such person or firm or private limited company :

or (b) lend money to any person at interest or in a manner whereby return in

money or in kind is charged or paid : Provided that an employee may give to or accept from, a relative or

a personal friend a purely temporary loan of a small amount free of interest, or operate a credit account with a bonafide tradesman or make an advance of pay to his private employee.

Provided further that nothing contained in this sub-regulation shall apply in respect of any transaction entered into by an employee with the previous sanction of the Corporation.

v) When an employee is appointed or transferred to a post of such nature as would involve him in the breach of any of the provisions of sub-regulation (ii) or sub-regulation (iv) he shall forthwith report the circumstances to the competent authority and shall thereafter act in accordance with such order as may be made by such authority.

47. Insolvency and habitual indebtedness : An employee shall so manage his private affairs as to avoid habitual

indebtedness or insolvency. An employee against whom any legal proceeding is instituted for the recovery of any debt due from him or for adjudging him as an insolvent shall forthwith report the full facts of the legal proceedings to the Corporation.

Note : The burden of proving that the insolvency or indebtedness was the result

of circumstances which, with the exercise of ordinary diligence, the employee could not have foreseen or over which he had no control and had not proceeded from extravagant or dissipated habits, shall be upon the employee.

48. Movable, immovable and valuable property : (i) Every employee shall, on his first appointment and thereafter before the

31st January of every year, submit to the competent authority a return in

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the form given in Appendix 4 of all immovable property owned, acquired or inherited 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 who is dependent on him.

(ii) The competent authority may also require an employee, on his first appointment and thereafter at such intervals as may be specified, to submit a return giving full particulars regarding :

(a) shares, debentures and cash, including bank deposits inherited by him or

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

held by him; (c) debts and other liabilities incurred by him directly or indirectly.

Note: In all returns, the values of items of movable property worth less than Rs.

2,000* may be added and shown as a lumpsum. The value of articles of daily use such as clothes, utensils, crockery, books, etc. need not be included in such return.

(iii) No employee shall, except with the previous knowledge of the competent

authority, acquire or dispose of any immovable property by lesse, mortgage, purchase, sale, gift or otherwise either in his own name in the name of any member of his family.

Provided that the previous sanction of the competent authority shall be obtained by the employee if any such transaction is :

(a) with a person having official dealings with the Corporation of the

employee, or (b) otherwise then through a regular or reputed dealer.

** (iv) Every employee shall report to the competent authority every transaction

concerning movable property owned or held by him either in his own name or in the name of a member of his family, if the value of such property exceeds Rs. 10,000/- in the case of an employee holding any Category-I or Category-II post, or Rs. 5,000/- in the case of an employee holding any Category III or Category-IV post.

Provided that the previous sanction of the competent authority shall be

obtained, if any such transaction is :- (a) with a person having official dealing with the employee; or (b) otherwise than through a regular or reputed dealer. (v) The Corporation or the competent authority may, at any time, by general

or special order, require an employee of the Corporation to furnish, within a period of specified in the order, a full and complete statement of such movable or immovable property held or acquired by him or on his behalf or by any member of his family, as

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may be specified in the order. Such statement shall, if so required by the Corporation or by the competent authority, include the details of the means by which, or the source from which, such property was acquired.

Explanation : for the purposes of this regulation the expression "movable property"

includes :

(a) jewellery, insurance policies the annual premia of which exceeds Rs. 2,000 or one sixth of the total annual emoluments received from the Corporation, whichever is less, shares, securities and debentures :

(b) loans advanced by such employees whether secured or not;

(c) motor cars, motor cycles, horses, or any other means of

conveyance; and

(d) refrigerators, radios, radiograms, tape-recorders and television sets.

49. Vindication of acts and character of Corporation employees :

(i) No employee shall, except with the previous sanction of the Managing Director, have recourse to any court or to the press for the vindication of any official act which has been the subject matter of adverse criticism or an attack of a defamatory character.

(ii) Nothing in this regulation shall be deemed to prohibit an employee from

vindicating his private character or any act done by him in his private capacity and where any action for vindicating his private character of any act done by him in private capacity is taken, the employee shall submit a report to the competent authority regarding such action.

50. Canvassing of non-official or other influence : No employee shall bring, or attempt to bring, any political, personal or

other influence to bear upon any authority of the Corporation to further his interests or the interest of any other person in respect of matters pertaining to his service or the service of such other person, or in respect of any other matter involving a pecuniary or other benefit to him or to such other person.

51. Bigamous marriages : (i) no employee shall enter into, or contract, a marriage with a person having

a spouse living;

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(ii) no employee, having a spouse living, shall enter into or contract a marriage with any person; and

*(iii) An employee who has married or marries a person other than that of

Indian Nationality, shall forthwith intimate the fact to the competent authority. Provided that the Corporation may permit an employee to enter into, or contract

any such marriage as is referred to in sub-regulation (i) or sub-regulation (ii) if it 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. 52. Consumption of intoxicating drinks and drugs : An employee shall : (a) strictly abide by any law relating to intoxicating drinks or drugs in force in

any area in which he may happen to be for the time being : (b) not be under the influence of any intoxicating drink or drug during the

course of his duties and shall also take due care that the performance of his duties at any time is not affected in any way by the influence of such drink or drug :

(c) not appear in a public place in a state or intoxication : (d) not use in excess any intoxicating drink or drug. 53. Definitions : For the purposes of this Section : (a) 'members of family' in relation to an employee shall include :- (i) wife or husband, as the case may be, of the employee whether residing

with the employee 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 :

(ii) son or daughter or step-son or step-daughter of the employee and wholly dependent on him, but does not include a child or step-child who is no longer in any way dependent on the employee or of whose custody the employee has been deprived by or under any law;

iii) any other person related by blood or marriage to an employee or his wife or her husband and wholly dependent upon such employee :

iv) competent authority for the purpose of conduct regulations shall be such an authority as may be specified by the Managing Director from time to time.

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LEAVE RULES

Fifth Pay Commission's Recommendations

1. Earned Leave : Can be accumulated upto 300 days.

Can be availed upto 60 days at a time.

2. Conversion of Leave : Conversion of one kind of leave into leave of a

different kind to be applied for within 30 days of

the completion of the leave.

3. Maximum limit at any time : Not exceeding three years.

4. Medical Leave : Medical Certificate should be from CGHS

Doctors or from AMA.

5. Extraordinary Leave : Limit five years in entire service which may however

be extended seven years in exceptional cases.

6. Maternity Leave : Total 135 days twice in the service.

7. Paternity Leave : Paternity Leave of 15 days to male employees

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with less than two children during the confinement of

their wives

8. Study Leave : Maximum period of study leave at one time 24 months

and maximum amount admissible in service is 36 months.

9. Casual Leave : 8 days in a Calendar year.

(Governments' decision awaited).

10. Child Care Leave : Two Years as per EP Circular No. EP -04-2008 -35 dated

30.12.2008

1. General Principles.

1. Leave cannot be claimed as a matter of right - Rule 7(1).

2. The leave sanctioning authority may refuse or revoke leave of any kind - Rule

7(2).

3. It is not open to the sanctioning authority to alter the kind of leave due and

applied

for - Rule 7(2).

4. Leave of one kind taken earlier may be converted into leave of a different kind at

a later date

at the request of the official and at the discretion of the authority who granted the leave.

For example, extraordinary leave may be retrospectively converted into leave not due

and earned leave into half pay leave or earned leave on MC into commuted leave, as

the case may be. However, this cannot be claimed as a matter of right by the official -

Rule 10.

5. Conversion of one kind of leave into leave of a different kind is permissible only

when applied for by the official while in service and not after quitting service - Rule 10,

GID.

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6. Leave sanctioning authority may commute retrospectively periods of absence

without leave into extraordinary leave - Rule 32(6).

7. No leave of any kind can be granted for a continuous period exceeding five years

except with the sanction of the President - Rule 12.

8. An official on leave should not take up any service or employment elsewhere

without obtaining prior sanction of the competent authority - Rule 13.

9. Gazetted Government servant should produce medical certificate from

Authorised Medical Attendant and non-gazetted Government servant from AMA or

Registered Medical Practitioner, for leave on medical grounds - Rule 19(1).

10. Leave sanctioning authority may secure second medical opinion, if it considers

necessary - Rule 19(3).

11. A Government servant who is on leave on medical certificate will be permitted to

return on duty only on production of a medical certificate of fitness - Rule 24(3).

12. Overstayal of leave without proper sanction, will be debited against the HPL

account of the Government servant to the extent HPL is due and the excess treated as

EOL No leave salary is admissible for the entire period of ovestayal and the period of

such overstayal will not count for increment - Rule 25(1) and Audit instruction.

13. Wilful absence from duty after the expiry of leave renders a Government servant

liable to disciplinary action - Rule 25(2).

1. Earned Leave

1. Credit will be afforded in advance at a uniform rate of 15 days on the 1st of

January and 1st of July every year. The credit to be afforded will be reduced by 1/10th

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of extraordinary leave availed and/or period of dies non during the previous half-year,

subject to a maximum of 15 days and to the extent of such credit only - Rules 26(1) and

27(3) and DPAR u.o. note dated 22.5.1980.

2. Earned leave can be accumulated upto 300 days - Rule 26(1).

3. While limiting the maximum of 300 days, where the balance at credit is 286-300,

further advance credit of 15 days on 1st January/1st July will be kept separately and set

off against the EL availed of during that half year ending 30th June/31st December.

However, if the leave availed is less than 15 days, the remainder will be credited to the

leave account subject to the ceiling of 300 days at the close of that half year - Rule 26.

4. The credit for the half year in which a Government servant is appointed will be

afforded at the rate of 21/2 days for each completed calendar month of service which he

is likely to render in the calendar half year in which he is appointed - Rule 27(1).

5. The credit for the half year in which a Government servant is due to retire or

resigns from the service will be afforded at the rate of 21/2 days per completed calendar

month in that half year upto the date of retirement/resignation - Rule 27(2) (a).

6. The credit for the half year in which a Government servant is removed/dismissed

from service or dies in service, will be afforded at the rate of 21/2 days per completed

calendar month upto the end of the calendar month preceding the calendar month in

which he is removed/dismissed/dies - Rule 27(2)(b).

7. If a Government servant, who retires/resigns/is removed/is dismissed/dies in the

middle of a calendar year, has taken any extraordinary leave during that half year, the

earned leave credited should be reduced at the rate of 1/10th of such extraordinary

leave and the leave account regularised. - GID (1), Rule 27.

8. While affording credit, fraction of a day should be rounded off to the nearest day,

e.g., 71/2 days to be rounded as 8 days - Rule 27(4).

9. Unavailed joining time, i.e., the number of days of admissible joining time

(subject to a maximum of 15 days) reduced by the actual number of days of joining time

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availed, shall be credited to the earned leave account of the Government servant

subject to the following conditions :-

a) The Government servant is ordered to join the new post without availing full

admissible joining time; or

He proceeds alone to the new place and joins the post without availing full joining time

and takes his family later within the permissible time for claiming travelling allowance for

the family.

b) The credit of earned leave including the unavailed joining time credited should

not exceed 300 days - Rule 26(1) (a) (ii).

c) The procedure prescribed for showing advance credit separately in the leave

account is not applicable in crediting unavailed joining time which is to be credited in the

relevant half year, subject to the total limit of 300 days.

10. One day joining time admissible for transfer within the same station, if not

availed, cannot be credited to the E.L. account.

11. Earned leave can be availed upto 180 days at a time (exception LPR) Rule 26(2).

12. Earned leave exceeding 120 days but not exceeding 300 days at a time may be

granted to Group 'A' and Group 'B' officers, if the entire leave or at least the

amount of leave in excess of 180 days is spent outside.

India, Bangladesh, Bhutan, Burma, Sri Lanka, Nepal and Pakistan.

13. Earned leave may be availed at a time upto 300 days in the case of leave

preparatory to retirement - Rule 38(1).

2. Half Pay Leave

1. Upto 31.12.85 - Calculated at 20 days for each completed year of service.

Service includes periods of duty as well as leave including extraordinary leave

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with or without MC, but does not include periods of suspension treated as dies

non, overstayal of leave/joining time unless otherwise regularised.

2. From 1.1.1986 - Half pay leave is credited in advance at the rate of 10 days on

the 1st of January and 1st of July every year. The credit for the half year in which

a Government servant is appointed will be at the rate of 5/3 days for each

completed calendar month of service he is likely to render in the half year in

which he is appointed.

3. The half pay leave to be credited every half year will be reduced at the rate of

one- eighteenth of the period of dies non/suspension treated as dies non, during

the previous half year, subject to a maximum of ten days - Rule 29(2)(d).

4. The credit for the half year in which a Government servant is due to retire/resigns

will be afforded at the rate of 5/3 days for each completed calendar month inthat

half year upto the date of retirement/resignation.

5. The credit for the half year in which a Government servant is removed/dismissed

from service or dies in service will be afforded at the rate of 5/3 days per

completed calendar month up to the end of the calendar month preceding the

calendar month in which he is removed/dismissed/dies.

6. Half pay leave can be availed either with or without medical certificate- Rule

29(4).

7. The grant of half pay leave to a temporary official is subject to the sanctioning

authority satisfying himself that he will return to duty after its expiry. This

condition is not applicable where such official is declared completely and

permanently incapacitated for further service - Rule 29(5)Prov.

8. Half pay leave can be converted into full pay leave by taking it as 'commuted

leave' if the leave applied for was on medical certificate - Rule 30(1) (Also see

items 2, 3 & 4 of next subject).

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9. While affording credit of half pay leave, fraction of a day shall be rounded off to

the nearest day - Rule 29(5).

1. Commutted leave

1. Commutted leave not exceeding half the amount of half pay leave due can be

taken on medical certificate. Rule 30.

2. Commutted leave upto a maximum of 90 days can be taken during the entire

service without medical certificate where such leave is utilized for an approved

course of study certified to be in public interest - Rule 30 (1-A).

3. Commutted leave upto a maximum of 60 days can be granted to a female

Government servant in continuation of maternity leave without medical certificate

- Rule 43(4).

4. Commutted leave upto a maximum of 60 days can be granted without medical

certificate to a female employee with less than two living children, on adoption of

a child less than one year old. Rule 43(A).

5. Commutted leave can be granted only when the leave sanctioning authority is

satisfied that there is a reasonable prospectus of the Government servant

returning to duty on its expiry. So it cannot be granted as leave preparatory to

retirement - Rule 30 (1) (a).

6. If commutted leave is taken, twice the number of days availed should be debited

in the half pay leave account - Rule 30 (1) (d).

7. Where a Government servant granted commutted leave quits service voluntarily

without returning to duty, the commutted leave shall be treated as half pay leave

and the excess leave salary recovered. If the retirement is by reason of ill health

85

incapacitating him for further service or in the event of death, recovery should not

be made - Rule 30 (2).

8. Commutted leave may be granted at the request of the Government servant

even when earned leave is due to him - Note below Rule 30.

2. Leave in Vacation Department

1. The leave entitlements of those serving in Vacation Department i.e., departments

where regular vacations are allowed during which those serving in them are

permitted to be absent from duty are the same as those service in non-vacation

departments except in respect of 'earned leave.'

2. No earned leave will be admissible to a Government servant serving in a

Vacation Department in any year in which he avails of the full vacation.

3. If in any year, he does not avail himself of any vacation or is prevented from

enjoying more than 15 days of vacation, earned leave will be admissible to him in

respect of that year as in the case of a Government servant serving in a non-

vacation department.

4. If in any year, he avails of only a portion of the vacation, he will be entitled to

earned leave in such proportion of 30 days (45 days in the case of officials of

non-Asiatic domicile entitled to passage concession), as the number of days of

vacation not taken bears to the full vacation. This proportionate 'earned leave' is

not admissible to temporary employees for the first year of their service.

5. 'Year' means twelve months of actual duty and non 'calendar year'.

6. The non availing of vacation should be due to general or special order of a higher

authority asking him to forgo the vacation.

7. In addition to 'earned leave' as in paras 2 to 4 above, the leave account of a

teacher, principal, headmaster, librarian, laboratory assistant or a waterman

working in a school will be credited with 5 days of 'earned leave' on the 1st of

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January and July every year. The credit to be afforded will be reduced by 1/30th

of any period of extraordinary leave availed and/or dies non during the previous

half-year subject to a maximum of 5 days. If appointed or ceased to be in

service, the credit for that half-year will be allowed at 5/6th day for each

completed month of service likely to render/rendered in that half-year.

8. No half pay leave will be admissible to the following categories of employees

working in schools from the date indicated against each :-

i) Teachers, Principals, Headmasters - from 1.9.1981.

ii) Librarians, Laboratory Assistants, Watermen - from 28.7.1984.

9. Vacation can be combined with any kind of leave; but the duration of vacation

and earned leave combined should not exceed 180 days (or 240 days as the

case may be) at a time - Rule 28.

10. Vacation can be combined with Casual leave - GID (3), Rule 28.

11. The facility of crediting unavailed portion of joining time under Rule 26(1)(1) (ii) is

also admissible to persons serving in Vacation Departments - Note below Rule

28.

3. Leave not due

1. Leave not due is granted to a permanent Government servant when there is no

half pay leave at credit and the Government servant requests for the grand of

LND.

2. Temporary officials with minimum of one year's service and suffering from TB,

Cancer or Mental illness may also be granted LND if the post from which the

official proceeds on leave is likely to last till his return - Rule 31 (1-A) (ii).

3. It is granted only on medical certificate (Exception : 4 & 5 below) if the leave

sanctioning authority is satisfied that there is a reasonable prospect of the

Government servant returning to duty on its expiry - Rule 31(1).

4. It may be granted without medical certificate in continuation of maternity leave -

Rule 43(4).

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5. It may be granted without medical certificate to a female employee with less than

two living children, on adoption of a child less than one year old - Rule 43-A.

6. The amount of leave should be limited to the half pay leave that the Government

servant is likely to earn subsequently. - Rule 31(1).

7. Leave not due during the entire service is limited to a maximum of 360 days -

Rule 31(1).

8. Leave not due will be debited against the half pay leave that the Government

servant may earn subsequently. - Rule 31(1).

9. Leave not due is not granted in the case of 'Leave preparatory to retirement' -

Rule 31(1).

10. When a Government servant granted leave not due resigns from service or at his

request permitted to retire voluntarily without returning to duty, the leave not due

should be cancelled. The resignation or retirement will take effect from the date

on which such leave had commenced and the leave salary should be recovered -

Rule 31 (2) (a).

11. Where a Government servant, who having availed himself of leave not due,

returns to duty but resigns or retires from service before he has earned such

leave, he shall be liable to refund the leave salary to the extent the leave has not

been earned subsequently. - Rule 31(2) (b).

12. In cases of 10 and 11 above, leave salary will not be recovered if the retirement

is by reason of ill-health, incapacitating the Government servant for further

service or in the event of his death or if he is retired prematurely under FR 56 (i)

or Rule 48 (i) (b), CCS (Pension) Rules. - Proviso to Rule 31(2).

4. Extraordinary Leave

Extraordinary leave is granted to a Government servant (other than a military officer) in

special circumstances -

a) When no other leave is admissible;

b) When other leave is admissible, but the Government servant applies in writing for

the grant of extraordinary leave - Rule 31(1).

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Extraordinary leave cannot be granted to run concurrently with the notice period, in the

case of officials going on voluntary retirement. - Rule 32, GID (2).

Limit 1.No leave of any kind can be granted to a Government servant - permanent or

temporary - for a continuous period exceeding five years. Subject to this limitation, any

amount of EOL may be sanctioned to a permanent Government servant. - Rule 12.

2. For temporary officials, the limit on any one occasion is -

a) All officials. - Up to 3 months with or without medical certificate - Rule 32 (2) (a).

b) Officials who have put in a minimum of one year's continuous service. - Up to 6

months with medical certificate for common ailments. - Rule 32 (2) (b).

Up to 18 months with medical certificate for cancer, mental illness, pulmonary

tuberculosis or pleurisy of tubercular origin, tuberculosis of any part of the body and

leprosy. - Rule 32(2) (d).

c) Officials who have completed three years' continuous service. - Up to 24 months,

where the leave is required for the purpose of prosecuting studies certified to be in

public interest. - Rule 32(2) (e).

d) Officials belonging to Scheduled Castes/Scheduled Tribes. - Heads of

Departments may grant leave exceeding three months for attending the pre-

examination training course at the centres notified by the Government from time to time.

- Rule 32 (4).

3. Two spells of extraordinary leave if intervened by any other kind of leave, should

be treated as one continuous spell for the purpose of applying the maximum limit- - Rule

32(5).

4. May also be granted to regularize periods of absence without leave retrospectively. -

Rule 32 (6).

5. Special Disability Leave

1. Admissible to both permanent and temporary officials -

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a) When an official is disabled by injury intentionally or accidentally inflicted or

caused in, or in consequence of, the due performance of his official duties or in

consequence of his official position.

b) When an official is disabled by illness incurred in the performance of any

particular duty, which has the effect of increasing his liability to illness or injury

beyond the ordinary risk attaching to the civil post held by him, under the same

conditions.

2. The disability, under 1 (a) above, itself should have manifested within three

months of the occurrence to which it is attributed and the person disabled had

acted with due promptitude in bringing it to notice. The leave sanctioning

authority, if satisfied as to the cause of the disability, may relax the condition and

grant leave in cases where disability has manifested more than three months

after the occurrence of its cause.

The disability, under 1(b) above, should be certified by an Authorized Medical

Attendant to be directly due to the performance of the particular duty. If it has been

contracted during service other than with a military force, the leave sanctioning authority

should satisfy himself that the disability is exceptional is character.

3. The period of leave granted will be such as certified by an Authorised Medical

Attendant subject to a maximum of 24 months.

4. It may be granted more than once if the disability is aggravated or recurs in

similar circumstances at a later date, but the maximum leave in consequence of any

one disability should not exceed 24 months.

5. It may be combined with any other kind of leave.

6. It will count as service for pension.

7. It will not be debited to the leave account.

8. The leave salary for the first 120 days will be the pay last drawn and for the

remaining period it will be equal to leave salary during half pay leave. In such

cases, beyond the first 120 days, the official may take half pay leave (at his

credit) for another 120 days alongwith the special disability leave simultaneously

and get leave salary equal to that on earned leave. The half pay leave so taken

will be debited to his leave account.

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9. If the official is entitled to any benefit under the Workmen's Compensation Act or

the Employees' State Insurance Act, the amount of leave salary will be reduced

by the amount of benefit payable under the above Acts.

10. Appointing authorities are competent to sanction Special Disability Leave. - Rule

44 & 45.

6. Hospital Leave

1. Admissible to (i) such Group 'C' employees whose duties involve handling of

dangerous machinery, explosive materials, poisonous drugs and the like, or

performance of hazardous tasks and (ii) to group 'D' employees, while under

medical treatment in a hospital or otherwise for illness or injury directly due to

risks incurred in the course of official duties.

2. Medical certificate from an authorised Medical Attendant is necessary for the

grant of this leave.

3. May be granted for such period as the authority granting the leave may consider

it necessary.

4. May be combined with any other kind of leave due and admissible, provided the

total period of leave does not exceed 28 months.

5. Leave salary for the first 120 days will be the pay last drawn and for remaining

period it will be equal to leave salary during half pay leave.

6. If the official is entitled to any benefit under the Workmen's Compensation Act

or the Employees' State Insurance Act, the amount of leave salary will be

reduced by the amount of benefit payable under the above Acts.

7. For authorities competent to grant hospital leave, please see Schedule to CCS

Leave Rules.

8. Hospital leave will not be debited to the leave account.

9. The facility of getting full pay after the first 120 days also by taking half pay leave

simultaneously, as in the case of special disability leave, is not applicable to

hospital leave. - Rule 46.

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10. Maternity Leave and Child Care Leave

1. Grant to married /unmarried female employees-

(a) Pregnancy: 180 days.(EP Circular No. EP-04-2008-35 dated : 30.12.2008) -

Admissible only to employees with less than two surviving children. - Rule 43 (1).

(b) Miscarriage / abortion (induced or otherwise): total of 45 days in the entire

service. However, any such leave taken prior 16.6.1994 will not be taken into account

for number of surviving children. Application irrespective of number of surviving children.

Application to be supported by a certificate from a registered medical practitioner for

NGOs and from AMA for Gos. - Rule 43 (3).

2. The leave is not debited to the leave account. - Rule 43 (5).

3. It is granted on full pay - Rule 43 (2).

4. It may be combined with leave of any other kind - Rule 43 (4).

5. Any leave (including commutted leave upto 60 days and leave not due) may be

taken without medical certificate upto one year in continuation. - Rule 43 (4).

6. Counts as service for increments. - FR 26 (b).

7. Counts as service for pension. - Rule 21 of CCS (Pension) Rules).

8. In the case of officials to whom the provisions of Employees' State Insurance Act

apply, the leave salary will be reduced by the benefit admissible under the Act for the

corresponding period. - Note below Rule 43 (2).

9. Not admissible for 'threatened abortion' - GID (4) Rule 43.

10. Child Care Leave: Please refer to the EP Circular No. EP-04-2008-35 dated :

30.12.2008) at Annexure -I

11. Study Leave

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1. May be granted to Government servants with not less than five years' service for

undergoing a special course consisting of higher studies or specialised training in a

professional or technical subject having a direct and close connection with the sphere of

his duties or being capable of widening his mind and improving his ability as a Civil

servant. - Rule 50 (1) & (2).

2. Sanctioning Authority:Ministry/Department of the Central

Government/Administrator/Comptroller and Auditor - General of India. - First Schedule,

Sl. 3.

3. Course should be certified to be of definite advantage to Government from the point of

view of public interest. - Rule 50 (3).

4. The particular study or study tour should be approved by the authority competent to

grant leave. - Rule 50(2).

5. The official on his return should submit a full report on the work done by him while on

study leave. - Rule 50(2).

6. Not granted -

a) for studies out of India if facilities for prosecution of such studies are available in

India. - Rule 50 (4).

b) To an official who is due to retire within three years of his return to duty after the

study leave. Rule 50(5).

c) To same official with such frequency as to remove him from contact with his regular

work or cause cadre difficulties owing to his absence on leave. - Rule 50(6).

7. The official should have satisfactorily completed period of probation and has

rendered not less than five years of regular continuous service including the period

of probation. - Rule 50(5).

8. Maximum period is 24 months in the entire service and may be granted at a stretch

or in different spells. - Rule 51 and GID.

9. This will not be debited to the leave account. May be combined with any other leave

due, but maximum period of continuous absence, including vacation, if any, but

excluding extraordinary leave, should not exceed 28 months generally, and 36

months for course of study leading to Ph.D. degree. - rule 54 (2).

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10. Requisite bonds in the prescribed forms are to be executed by the official. - Rule 53

(4).

11. For leave to be spend outside India, Finance Ministry's agreement for release of

foreign exchange is necessary before its grant. - Rule 50(3).

12. If the course falls short of the study leave, the official should resume duty on

conclusion of the course; or the excess period may be treated as ordinary leave with

the leave sanctioning authority's prior approval. - Rule 55.

13. Leave Salary: (a) Outside India : Pay last drawn plus dearness allowance,

house rent allowance, Compensatory (city) allowance and in addition, study allowance

admissible; (b) In India : Leave salary will be equal to pay last drawn plus dearness

allowance, HRA and CCA. No study allowance admissible. Stipend, scholarship or

remuneration for any part-time employment during the period of study leave should be

adjusted against the leave salary subject to the condition that the leave salary will not be

less than that admissible during half pay leave. - Rule 56.

NOTE : HRA and CCA are payable for the first 180 days at the rates applicable at the

last place of duty : continuance of these allowances beyond 180 days will be subject to

the production of prescribed certificates for the drawal. - Rule 60(1).

13. Officials granted study leave shall not be paid T.A., but in exceptional cases, President

may sanction. - Rule 61.

Jawaharlal Nehru Fellowship Study

1. Study leave will be granted for the entire period of fellowship.

2. The official in addition to leave salary equal to pay last drawn and dearness

allowance, appropriate to the leave salary. No other allowance is admissible.

3. Where considered necessary, the official may be allowed to retain the officially

allotted residential telephone subject to payment by him of the bills for the rental and

call charges. - GID (3), Rule 51.

Resignation or retirement after study leave or not completing the course of study.

- If an official after availing of study leave resigns from service or otherwise quits within

94

three years after return to duty or does so without returning to duty at all from study leave,

or fails to complete the course of study, he should refund (i) the actual amount of leave

salary, study allowance, cost of fees, T.A. and other expenses, if any, incurred by the

Government, and (ii) the actual amount, if any, of the cost incurred by other agencies such

as Foreign Governments, Foundations, Trusts in connection with the course of study, with

interest thereon at the prescribed rates. In exceptional cases, the President may waive or

reduce such recoveries. - Rule 63.

12. Adhoc Employees

1. In non-Vacation Departments. - (i) Employees whose appointment is treated as adhoc

for purely technical reasons will be entitled to benefits of CCS(Leave) Rules, 1972, on par

with temporary Government servants.

(ii) In all other cases of adhoc appointments, for brief periods, the adhoc employees will be

entitled to earned leave at the rate of 21/2 days PR of completed service. The leave will

be granted for full days and no encashment is admissible on termination of their service.

(iii) If adhoc appointments made initially for brief period continue beyond three years

without break, such adhoc employees will be entitled to the benefits of CCS(Rules),

1972, at par with temporary employees from the date of their initial appointment -

GID (2) Rule-2.

2. In Vacation Departments.-(i) Staff categorised as 'Vacation Staff'. - Staff whose

appointment is treated as adhoc for purely technical reasons and hence, not allowed

vacation - as for those in 1(ii) above subject further to the conditions that -

(a) their services are utilised by the Administration on which they are borne during the

period of vacation; and

(b) If their services cannot be utilised during vacation for any reason, their services

should be terminated on the commencement of vacation.

If they are allowed vacation with usual pay and allowances/leave salary, no leave is

admissible.

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iii) Staff not categorised as 'Vacation Staff'. - As in 1 above. GID (6), Rule 28.

13. Leave Salary

1. During earned leave.- Equal to pay drawn immediately before proceeding on leave-

- Rule 40(1).

2. During half pay leave or leave not due. - Equal to half the amount of leave salary on

earned leave. - Rule 40 (3).

3. During commutted leave. - Equal to pay drawn immediately before proceeding on

leave. - Rule 40(4).

4. Extraordinary leave. - Not entitled to any leave salary. - Rule 40(5).

5. 'Pay' means 'pay' as defined in FR 9 (2) and includes deputation allowance and

NPA/Stagnation increment.

6. Risk allowance - Admissible only as an allowance like CCA/HRA and not as part

of Leave Salary. - GID (2), Rule 40.

14. Leave Salary Advance

Eligibility. - All officials including those on foreign service if the leave taken is for not less

than 30 days.

Limit - Advance not exceeding the leave salary including allowances, for the first 30 days

of leave after deducting the recoveries, e.g., Income Tax, GPF subscription, recovery of

advance of GPF, house rent, recovery of other advances, etc.

Recovery - To be recovered in full from the leave salary bill. balance, if any, will be

recovered from the next month's pay or leave salary. If the period of leave falls in two months,

the advance will be adjusted in two instalments, viz., a part of the advance will be adjusted in

the first month to the extent of leave salary drawn and the balance in the next bill.

No surety bond is required for sanction of this advance to temporary employees. - Rule 42.

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15. Casual Leave

Casual leave is not a recognized form of leave and is not subject to any rules made by the

Government of India. An official on casual leave is not treated as absent from duty and his pay

is not intermitted.

1. Casual leave can be combined with Special Casual Leave/Vacation but not with any

other kind of leave.

2. It cannot be combined with joining time.

3. Sundays and Holidays falling during a period of casual leave are not counted as part of

casual leave.

4. Sundays/Public holidays/restricted holidays/weekly offs can be prefixed/suffixed to

casual leave.

5. Casual leave can be taken while on tour, but no daily allowance will be admissible for

the period.

6. Casual leave can be taken for half-day also.

7. Essentially intended for short periods, it should not normally be granted for more than 8

days at any one time, except under special circumstances.

8. LTC can be availed during casual leave.

9. Entitlement (per Calendar year) - 8 days.

10. Officials joining during the middle of a year may avail casual leave proportionately or the

full period at the discretion of the competent authority. - Appx. III.

16. Special Casual Leave

Special Casual leave may be granted in the following circumstances :-

1. Sports Events. - Up to a maximum of 30 days in a Calendar year for attending -

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i) Coaching or training or training camps under Rajkumari Amrit Kaur Coaching Scheme or

similar All India Coaching or training schemes;

ii) Coaching or training camps at the National Institute of Sports, Patiala;

iii) Coaching camps in sports organised by National Sports Federation/Sports Boards

recognized by Government (Department or Youth Affairs and Sports);

Technical officials concerned with the administration of events (1) to (3) above

and also mountaineering/trekking expeditions, will be given the facility of Special Casual

Leave.

Admissible up to a maximum of 10 days in any one year for participating in inter-

Ministerial and inter-Departmental tournaments and sporting events held in and

outside Delhi.

Period in excess of 30/10 days in a year will be treated as a regular leave.

Players injured during sporting events. - Special casual leave may also be granted to a

sportsman/sportswoman getting seriously injured or being hospitalized during the

Telecom Sporting events subject to the overall ceiling of 30 days in a calendar year

admissible for sporting events.

2. Cultural Activities. - (a) Admissible to employees taking part in cultural

activities like dance, drama, music, poetic symposium etc., of an All India, or

Inter-State character organised by or on behalf of the Central Secretariat Sports

Control Board or on its behalf subject to the overall limit of 30 days in one

Calendar year.

b) Admissible to employees participating in dancing and singing competitions at

Regional, National or International level, organized by Government of

India/Government-sponsored bodies, i.e. Institutions and Organisations substantially

controlled by Government and which receive substantial assistance from the

98

Government in the form of grain-in-aid, subject to a maximum of 15 days in a calendar

year.

3. Mountaineering/Trekking Expeditions - Admissible for participating in

mountaineering/trekking expeditions approved by the Indian Mountaineering Foundation

of organised by Youth Hostels Association of India, upto a maximum of 30 days in one

calendar year and subject to the overall limit of 30 days for one calendar year for

participation in sporting events. - Appendix III.

4. For Family Planning :

a) Male employees :

i) Maximum of 6 working days admissible for vasectomy operation. If hen

undergoes the said operation for a second time due to failure of the first, another six

days will be admissible on the production of medical certificate.

ii) Maximum of 21 days for undergoing recanalization operation.

iii) Maximum of 7 days if his wife undergoes tubectomy, laproscopy of salpingectomt

operation. The leave should follow the date of operation.

b) Female employee :

i) Maximum of 14 days admissible for tubectomy/laproscopy. If she undergoes the

operation for a second time due to failure of the first, maximum of 14 days will be

admissible for the second time.

ii) Maximum of 14 days admissible for salpingectomy operation after Medical

Termination of Pregnancy (MTP).

iii) Admissible on the day of IUCD insertion/re-insertion.

iv) Maximum of 21 days admissible for undergoing recanalisation operation.

v) One day admissible on the day of operation when her husband undergoes

vasectomy operation.

Extension/additional special casual leave is admissible for the period of

hospitalisation if the concerned employee is hospitalised on account of post-operational

99

complications. Additional special casual leave for 7 days in case of vasectomy

operation and 14 days in case of tubectomy operation is admissible if the employee

does not remain hospitalised after sterilization operation but is not fit to resume duty.

Not admissible to Temporary Status Casual labourers. - Special casual leave for

sterilization operation is not admissible to casual labourers with temporary status since

the benefit is admissible to regular employees only. - G.I., Deptt. of Posts, Lr. No. 45-

56/92-SPB-I dated 15.3.1995.

5. To Re-employed Ex-servicemen. - Heads of Departments may grant special

casual leave up to 15 days in a year to re-employed ex-servicemen for -

i) appearing before Medical Re-survey Boards for assessment of disability pension;

and

ii) attending Artificial Limb Centres for replacement of artificial limb(s) or for

treatment of injuries sustained during operation.

The maximum of 15 days includes transit time both ways on the basis of medical

discharge certificates.

6. Union/Association Activities. - The maximum number of days of special casual

leave admissible is 20 days in a calendar year (i.e., the annual period followed by the

Association/Union/Federation). Subject to the above maximum number of days -

i) 20 days to office-bearers of recognized service Associations/Unions for

participation in the activities of Associations/Unions.

ii) 10 days to cut station delegates/members of executive committees for attending

its meetings;

iii) 5 days to local delegates and local members of executive committees for

attending its meetings.

100

Leaders of the Staff Side of JCM and a Secretary from the Staff Side at above

Departmental Joint Council level, may be granted special casual leave upto a maximum

of 10 days in a year for preparing staff side cases.

Staff Side members of the Departmental/Regional/Local Council may be granted

a day's special casual leave to attend JCM meetings.

7. Union/Association activities in P & T Department. - Special Casual leave upto a

maximum of 20 days in a year is admissible to -

i) delegates to All India Conferences/Circle Conferences, members of executive

councils, members of Circle and Divisional executive committees to attend such

conferences/meetings;

ii) members from outstations to attend monthly meetings with Heads of Circles;

iii) members from outstations to wait on deputation on the Minister/Minister of

State/Deputy Minister and Director-General.

Special casual.leave upto a maximum of 12 days in a year allowed to not more

than 2 members of the Unions coming from outstations to attend their monthly meetings

with Departmental officers at Divisional level. Special casual leave is allowed for the

day/days of the meeting and the actual time taken in the journey. This will not be in

addition to the 20 days referred to above. Local members will be given suitable off for

the duration of the meeting.

8. Natural Calamities, Bandhs, etc. - Heads of Department may grant special

casual leave to employees residing at places 8 KMs away from their office, when they

are unable to attend office due to dislocation of traffic arising out of natural calamities,

bandhs etc. If the absence was due to picketing or disturbances or curfew, special

casual leave may be granted irrespective of the distance from residence to office. If,

however, the official had applied, or applies, for leave for genuine reasons, e.g., medical

grounds, etc., for the day/days of the bandh, he may be granted the leave admissible

101

including casual leave, and not special casual leave. - OM dated 1.11.1971 and

28.5.1979.

9. Meetings connected with Co-operative Societies. - Members, delegate

members, managing committee members and office bearers of Co-operative Societies,

formed exclusively with the Central Government employees and posted outside

Headquarters of the societies are eligible for the grant of special Casual leave up to a

maximum period of ten days in a calendar year plus the minimum period required for

the journeys to attend such meetings. For those posted at the same station, the special

casual leave will be restricted to cover the actual period of such meetings, i.e., either full

day or F.N. or A.N., as the case may be.

10. Activities in connection with Kendriya Sachivalaya Hindi Parishad. - Special

Casual Leave may be granted for participating in certain activities of the Parishad

subject to a maximum of twenty days in a year, including the period of journeys

involved.

11. During elections. - During General elections/by-elections to Lok Sabha/State

Assembly, employees enrolled as voters in a constituency but having offices in

another constituency, are entitled to day's special casual leave on the day of

election in their home constituency to enable them to exercise their franchise if

their offices are not closed on that day.

12. Other purposes. - Special Casual leave may also be granted for -

1. Training and duty as members of officially sponsored auxiliary police

organisations, such as Home Guards, National Volunteers Corps etc.

2. Training as a member of St. John Ambulance Brigade ( to the extent not covered

by ordinary casual leave due).

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3. Periods spent in camp to join the Urban Units of Territorial Army, not exceeding

14 days, which can be combined with regular leave, if necessary.

1. Interview/medical examination at the time of actual recruitment/commissioning in

the Urban Unit of the Territorial Army ( to the extent not covered by ordinary casual

leave due).

2. Training with P & T Units of Territorial Army.

3. Participants in Republic Day Parades and rehearsals thereof as members of St.

John Ambulance Brigade.

4. Donating blood to recognized Blood Banks on working days - for that day only.

5. Members of Lok Sahayak Sena who have won certificates of merit when required

to participate in the Republic Day parade - period of stay not exceeding 14 days plus

journey time to Delhi and back to headquarters.

6. Attending Courts of law as juries and assessors with the permission of Heads of

Departments.

7. Members of the Indian Institute of Public Administration residing outside Delhi

when required to attend meeting to the Institute - period not exceeding 6 working days

in a calendar year plus journey time. - Notes on office procedure, Chapter II.

8. While performing duties as members of St. John Ambulance Association to

provide first-aid cover on occasions like festivals, natural calamities, major accidents,

sports meet, etc. - not exceeding seven days per annum.

Combination of casual/regular leave with special casual leave. - Combination of

casual leave or regular leave 9e.g., EL, HPL, etc.) with special casual leave is

permissible, but combination of both casual leave and regular leave with special casual

leave is not permissible.

103

Intervening holidays to be excluded. - Intervening holidays, viz.,

Sunday/Saturdays/Gazetted holidays should be excluded for the purpose of accounting

special casual leave. - Deptt. of Telecom, Lr. No. 16-2/92-Sports (T), dated 4.3.1992.

LTC during special casual leave. - LTC can be availed of during special

casual leave. - rule 7(2), LTC Rules.

17. Officers appointed on contract

Their title to Earned Leave is as admissible under CCS(Leave) Rules, 1972, but

HPL and commutted leave will be as admissible to temporary employees under CCS

(Leave) Rules, 1972.

For extraordinary leave -

Tenure extraordinary leave -

Tenure upto 1 year - Nil

Tenure for more than 1 year up to - As for temporary officials but total limited

5 years. to 90 days for whole tenure.

Tenure for more than 5 years - As for temporary officials.

Tenure ident inite - As for permanent officials.

Encashment of Earned Leave at credit will be allowed moto on termination of contract as

mentioned below subject to the condition that the total EL for which encashment is allowed

together with EL for which encashment had been allowed in previous appointments, if any,

under the Government, or Autonomous Body or Bodies/Public Sector Undertaking(s) does not

exceed 240 days.

Period of contract - Maximum EL encashment

2 years or less - No encashment

More than 2 years upto

5 years. - 30 days


10 years. - 60 days


15 years - 90 days


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20 years - 160 days


25 years. - 200 days

More than 25 years. - 240 days

- Appendix II.

ORDERS RECEIVED WHILE UNDER PRINT

Section 8 - Leave Rules

1. Non-gazetted Government servant availing CGHS benefits residing in the

area covered by CGHS should produce medical certificate/fitness certificate from

CGHS Doctor.

2. With effect from 1st July, 1997, the ceiling for accumulation of earned leave

increased from 240 days to 300days.

3. Maximum EL or LPR and for encashment also, increased to 300 days. (150 days in the

case of resignation/quitting).

4. Maternity leave for pregnancy increased to 135 days from 90 days.

5. Male Government servants with less than two surviving children are entitled to 15 days

of paternity leave during the confinement of their wives. Paternity leave will not be

debited to the leave account and can be combined with any other kind of leave. Leave

salary will be pay drawn immediately before proceeding on leave.

105

PROCUREMENT

INTRODUCTION: -

F.C.I undertakes procurement of Wheat, Paddy and Coarse-grains under Price Support Scheme

and Rice under Statutory Levy Scheme. The procurement under price support is taken up mainly

to ensure remunerative prices to the farmers for their produce which works as an incentive for

achieving better production.

Before the harvest during each Rabi/ Kharif crop season, the Government of India announces the

minimum support procurement prices as recommended by the Commission of Agricultural Costs

and Price which takes into consideration the cost of various agricultural inputs and the

reasonable margin for the farmers for their produce.

To facilitate procurement of wheat after estimating the expected production, FCI and the various

State Agencies in consultation with the State Government establish a large number of temporary

purchase centres at various mandis and key point. The number of centres and their locations are

directed by the State Government. In this regard the directive of Prime Minister for opening

centres within a radius of 10 kms. distance from farmers village is kept in view. BICP who

conducted a study on the cost of FCI in 1990-91 had recommended that procurement centres

should not be opened at places where the procurement in a season is less than 1000 Mt. but this

cannot be strictly followed in view of the Prime Minister’s directive and the social objectives.

Whatever stocks are offered by the farmers at purchase centres falling within the Government of

India’s specifications are purchased at the fixed support price. If the farmers get prices better

than the declared support price from other buyers such as traders, millers etc., they sell their

stocks to them. FCI and the State Agencies ensure that the farmers are not compelled to sell their

produce below support price under distress.

PROCUREMENT OF WHEAT

A major portion of wheat is being procured in Punjab followed by Haryana and U.P.

Contribution from other states is very nominal. while the broad procedure for procurement of

wheat remains the same in all the states, system of purchase differs in certain states.

PROCUREMENT DIRECTLY FROM FARMERS

a) In selected mandis, purchase are made by FCI directly from the farmers without utilizing

services of Katcha Arthias, for which bearer cheques upto Rs.20,000/- each are issued to

the concerned farmers at the purchase centre itself. In case the amount in each case

exceeds Rs.20,000/- the payment is made through crossed A/c Payee Cheques.

b) INDIRECT PROCUREMENT

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Under this system, the purchase are made by the State Government and its agencies on

behalf of FCI and then the stocks are moved either directly to FCI godowns or railheads for

further transportation. Some stocks are moved to agencies’s godowns and such stocks are taken

over by FCI from time to time. State agencies are paid the procurement price and certain

incidentals for their services fixed by the Government of India. Initially provisional incidentals

are fixed at the beginning of the season and final incidentals are fixed after the purchase based on

actual expenses incurred by the concerned Government agencies.

c) PROCUREMENT THROUGH KACHA ARATIAS

In this system, purchases are made through kacha Arthias (Commission Agents) as per

Agriculture Produce Marketing Act. The farmers generally bring their produce to the mandis and

dump on space earmarked for the Kacha Arthias who provide all necessary assistance to the

farmers such as dumping, cleaning, drying etc., and charges are borne by the farmers. Stocks are

sold through auction and then buyers bear all the charges pertaining to filling, weighing,

stitching, auction, commission, market fees etc. at the declared support price for stocks

conforming to FAQ specifications by participating in the bidding.

The system followed in various states is given below: -

PUNJAB / HARYANA

As per the Punjab/ Haryana Agricultural Produce Marketing Act, all stocks of wheat are to be

sold in the regulated markets/ mandis only. Procurement is done through ‘Kacha Arthias’ who

are the licensed markets functioning and act as a link between seller and buyer.

Under the system, as per the Act, Wheat is procured in the mandis through Kacha Arthias and a

nominal commission paid to them for the services.

Presently Kacha Arthias are allowed a commission @ 2% ad valorem of the purchase price. On

presentation of bill prompt payment is made to Kacha Arthias through A/c Payee Cheque at the

places of their business ex-district offices and Pay Offices established specifically for that

purpose. In case of mandis, where there are no branches of the banks, discounting charge upto 12

per 100 rupees are also allowed.

UTTAR PRADESH/ RAJASTHAN/ MADHYA PRADESH

Unlike Punjab & Haryana, the services Kacha Arthias are not utilized in U.P and the stocks are

procured directly from the farmers by FCI and the State Agencies at the mandis and the purchase

centres established by them. . The allocation of purchase centres to FCI and the various State

Agencies is made by the State Government after joint discussions. At the centres, purchases are

made from the farmers on ‘first come first served basis’. For handling the stocks at each

purchase centre, handling agents are appointed. The payment to the farmers is made through

bearer cheques upto Rs.20,000/- in each case and payment exceeding Rs.20,000/- is made

107

through A/c payee cheques. The stocks procured at the purchase centres by the agencies as well

as FCI are moved to the nearest FCI godowns/ railheads. The State Government and its Agencies

are paid the cost of foodgrains procured by them at the support price. The State Government and

its agencies are also allowed the services of Katcha Arthias procurement. This has been

discontinued. In M.P, Rajasthan, procurement is done directly from farmers by opening centres.

FCI has appointed sub-agents in these states for undertaking procurement. As in the case of U.P,

Government of India also fixes the incidentals payable to these agencies. In Rajasthan, the

services of Katcha Arthias were also utilized in addition to direct centres in last two seasons to

maximize procurement.

The procurement of wheat upto 1980-90 was made in two grades and different procurement

prices were payable for each subject to imposition of quality cuts. From the year 1990-91, the

Govt. of India adopted a ‘Single Grade specifications’ for FAQ Wheat in order to simplify the

marketing operations in the interests of farmers.

PROCUREMENT OF PADDY AND RICE:

i) Like Wheat, procurement of paddy is made under price support scheme. Govt. of India

after taking into account the cost of various agricultural inputs, margins etc. declares a

minimum support price during each kharif season. The FCI and the State Govts. and its

agencies, in consultation with each other established a number of purchase centres at

designated mandis and other important points where the farmers offer their produce for

sale at the minimum support price. Farmers sell their stocks to FCI and State agencies if

they do not get better offer from private traders and millers.

ii) The system of paddy procurement varies in various states. In Punjab and Haryana, paddy

is procured through Katcha Arthias in the regulated markets/ mandis as per Punjab and

Haryana Agricultural Produce Marketing Acts. In U.P, Rajasthan. M.P, A.P, Orissa etc.

paddy is procured by FCI and State Agencies under price support scheme directly from

the farmers at the purchase centre.

iii) Incidental charges are being allowed to the State agencies at the rate fixed by the GOI. In

these States, the paddy procured by the state agencies is got custom milled by them and

the resultant rice is delivered to FCI at the price fixed by Govt. of India. In the States

Tamilnadu and Gujarat, the State Govt. and its agencies are procuring paddy on State

account only.

The support prices of paddy for the last twelve years are given below: -

Year Common Grade ‘A’

1999-00 490 520

2000-01 510 540

108

2001-02 530 560

2002-03 530*20 560*20

2003-04 550 580

2004-05 560 590

2005-06 570 600

2006-07 580+40(Bomus) 610+40 (Bonus)

2007-08 645+100 (Bonus) 675+100 (Bonus)

2008-09 850+50 (Bonus) 870+50 (Bonus)

2009-10 950 1000

2010-11 980 1030

* Special draught releif price approved by Govt. Of India

LEVY RICE: -

Rice is procured by collecting the share of levy from the millers as per the levy orders issued by

the concerned State Govts. with the concurrence of the GOI. The agency which is entrusted with

the responsibility to collect the levy rice, is decided by the State Govt. the rice millers are paid

the procurement price of levy rice as fixed by GOI. they are also allowed the forwarding charges

and cost of gunnies as fixed by GOI. in addition, they are reimbursed the transportation charges

beyond 8 kms. for delivery of rice in the godowns FCI at the rates fixed by FCO in consultation

with the State Govt.

ii) The procedure of collection of levy rice varies from state to state. In Punjab and Haryana,

the millers offer share of levy rice at the depot premises of FCI where the samples are drawn by

the representative of FCI, and the millers and the analysis of such sample is carried out by the

quality control wing of FCI. The stocks which are found conforming to the specification laid

down by GOI are accepted and the payments to the State Govt. who in turn release the payments

to the concerned millers. In order to facilitate cost of levy rice to the millers, FCI gives advance

to the State Govt. of Punjab and Haryana and such advance is adjusted against the quantity being

accepted during the levy procurement-operations. With the introduction of single grade

specifications in 1995-96, this system has been modified. Analysis is now done at receiving FCI

depots/ State Lab. and if any of these analysis show that the stocks are not upto specifications are

rejected. The payment of cushion money advances has also been stopped.

iii) In respect of U.P, the stocks of levy rice are first being offered by the millers to the State

Govt. at the miller’s premises itself. The State Govt. officials on being satisfied about the quality

of the stocks offered by the millers notionally accept and offer the same to the FCI. FCI officials

109

take out the sample of such stocks at the mill premises and carry out the analysis. If the stocks

are found conforming to the specifications laid down by the GOI, the same are accepted and

moved to the FCI godown through FCI transport contractors and the payment are released within

48 hours of such acceptance. If any stocks are found beyond the rejection limits, the millers

through the State Govt. are advised to upgrade the stocks and offer the same again following the

same procedure. From marketing season 1994-95, this system has been changed to the extent that

the State Govt. undertakes transportation of rice to FCI godown where it will be analyzed and

accepted. In respect of remaining States of AP, Orissa, MP, Rajasthan, West Bengal and Assam,

etc, the stocks of levy share are directly purchased by the FCI after analysis of the sample in

FCI’s own laboratory without associating State Govt. and the payments are also released directly

to the millers. In these states, the State Govt. officials only ensure that the levy control orders are

enforced in the States.

DECENTRALISED PROCUREMENT OF FOODGRAINS

The scheme of Decentralized procurement of food grains was inroduced by the

Governement in 1997-98 with a view to increasinf the partici[ation of State in imp;ementation of

ther Public Distrtibution System, Enjancing the efficiency of procurement and PFS and

encouragng local farmers. Inder the decentralized procurement scheme, the Sate Government

itself undertakes direct purchase of food grains on behalf of Governemtn of India. Purchase

centres are opend by the State Governments procures, stored and distribute food grains under

TDPS and other welfare schemes. In the event of the total quantity of wheat and rice thus

procureds falling short of the total allocation made by the Central Government, through FCI,

meets the defict out of the Central Pool Stocks.

The Central Government undertakes to meet the entire expenditureincurred by the State

Governments on the procurement operartion as per the approved cost. The Central Government

also monitors the quality of food grains procured under the scheme and review the arrangements

made to ensure that the procurement operations are carried smoothly.

The following State are undertaking decentralized procurement of Wheat and Rice.

Commencement of DCP

Sl. No. Name of the State Wheat Rice

1. Pudcherry 2009-2010

2. Madhya Pradesh 1999-2000 2007-2008

3. Uttrakhand 2003-2004 2002-2003

4. Gujrat 2004-2005

5. Chattisgarh 2001-2002 2001-2002

6. West Bengal 2010-2011 1997-1998

7. Orissa 2003-2004

8. Tamilnadu 2002-2003

9. A & N Islan 2003-2004

10. Karnatka 2009-2010

11. Kerala 2004-2005

110

Note :- Maharastra was included in the list of DCP states as Ministry had sent MOU to Staste

Government of Maharastra for RMS 2008-09, however ministry vide letter no. 167(17)/2008-

py.I dated 12/19.11.2010 clarified that no MOU has been signed with Maharastra so far,

therefore Maharastra is not a DCP State at this stage.

Decentralized procurement has the following advantages:

1. The ovrer dependence on FCI for PDS supplies of food grains will be eliminated.

2. FCI will freed from the task of procrement operations under Price Support Scheme in

defict and marginally surplus States.

3. Since the consuming will be the cutodians of the procured food grains, there will be

fewer complaints on quality and availability will be ensured.

4. Higher local procurement is expected to reduce pressure on freight movement by ail.

5. Overall increase in the procuremet of food grains for distributions undeer PDS as local

procurement is likely to get a fillip.

6. FCI can relocate its manpower and other resources in these State / areas where the stocks

are not required for TDPS of the same State.

In view of above, the Govt. of India is encouraginmg the State Govts. To go in for

decentralized procurement by their agencies where over there is a sizeable quantum to be

issued under local PDS within the same State.

GUIDELINES ON PROCUREMENT OF FOODGRAINS FOR THE STATE

GOVERNMENT

1. General Guidelines

Grains procured under the decentralised procurement (DCP) scheme or by the State

Governments on behalf of FCI are ultimately a part of the Central Pool. Therefore, there is a

need to ensure that the existing DCP Scheme is properly regulated the guidelines framed

hereunder should be strictly followed by the State Government, FCI and the officials of the S&R

Division. The general guidelines for the procurement of foodgrains are as under: -

(i) Foodgrains should be procured strictly conforming to the Uniform specifications

prescribed by the Government of India. The Ministry of Consumer Affairs, Food

and Public Distribution, Govt. of India vide letter No. 8-15/2008-S&I dated Ist

September 2008 has already issued these specifications. The uniform

specifications of foodgrains should be widely publicized. The uniform

specifications should be prominently displayed at procurement centres and

mandis so that the farmers may be fully aware of them.

(ii) The Minimum Support Price (MSP) for the different foodgrains should also be

publicised and displayed.

111

(iii) Adequate number of mandis/ procurement centres of State Agencies should also

be published and displayed.

(iv) The field staff should be deputed in all the mandis/procurement centres well

before the commencement of the season and pay office/district lab. etc should

kept ready and functional in all respects.

(v) Proper cleaning of the paddy/ wheat/ coarse grain stocks should be ensured before

purchase. For this necessary cleaning facilities should be provided.

(vi) Stocks must be strictly procured on first come first serve basis.

(vii) There should be no undue delay in accepting stocks and making payment to the

farmers.

(viii) Immediate clearance and liquidation of procured foodgrains stocks from the

mandis/ procurement centres should always be ensured.

(ix) Supervising Officers should be continuously on the move for close supervision of

procurement operations including the quality of procured stocks.

2. Administrative Arrangements

i) There should be no delay in the issue of authorization for operation of bank

accounts. It should be ensured that bank accounts are opened well before the

commencement of the procurement season.

ii) There should be timely appointment of mandi labour contractors and transport

contractors for handling operations in the mandis/ purchase centres.

iii) Weights and Scales, grains, dunnage materials (wooden crates) polythene sheets/

tarpaulins should be made available in time at all purchase centres. Weights and

scales should be stamped/ verified well before mandi operations.

iv) Adequate storage capacity should be arranged in advanced keeping in view the

estimated procured centres.

3. Quality assurance of the procured stocks.

i) Quality Inspectors / Purchase staff at each every purchase centre must be fully

equipped with analysis kits and moisture meters (duly calibrated)

ii) They should be aware of the procedure for physical analysis of foodgrains

including determination of moisture content and government of India’s uniform

specification of foodgrains applicable for the respective marketing season.

112

iii) Quality Inspectors / Purchase staff must have adequate number of cloth bags and

polythene bags for drawing sample. These samples should be regularly sent to the

District Office Laboratory for analysis with proper labeling viz, name of mandi,

date of sampling commodity, signature of inspector etc.

iv) Adequate laboratory facilities for the analysis of foodgrains at district level should

be provided by the State Govts. The expenditure may be met out of 2.5%

administrative charges given to the State Govts for the procurement Operations.

4. Operation in mandis / Purchase Centres.

i) Stocks brought by farmers should be heaped separately to maintain individual

identity. Prior to purchase, The Quality Inspectors/ Purchase staff should inspect

the stocks heap – wise, to assess quality and advise farmers to do necessary

cleaning/ upgradation wherever necessary.

ii) At the time of final acceptance of the stocks, the presence of officials of the mandi

committee and respective of farmers is necessary. The report indicating the

reasons for rejection of each rejected lot must be maintained by the V Inspector in

a separate register.

iii) In case of any dispute arising on the quality of foodgrains, the quality inspector/

purchase staff should bring the matter to the notice of senior officers without any

delay.

5. Stitching and Stenciling on bags.

i) Manual stitching of paddy/ coarse grain bags with minimum 14-16 cross stitches

across the mouth of the bags should be carried out to avoid “bleeding” of the

stock during handling, transportation and storage. In the case of wheat, double

line machine stitching should be carried out. Wherever such facilities are not

available, hand stitching as mentioned above, should be carried out.

ii) Quality Inspector/ purchase staff must ensure that proper stenciling on bags is

done before packing of stocks procured. The stenciling should be comprise name

of the procuring agency, mandi, commodity, crop year and net weight.

iii) Stenciling marks should be in the middle of the bags.

6. Record of Purchase

i) For each day’s purchase, the mandi committee/ purchase centres should maintain

purchase records containing the name of the cultivator, commodity and

appropriate quantity in heaps and the name of the arthiya (commodity agent, if

any). Similar details should be maintained by the Quality Inspector / purchase

staff for the lots purchased.

113

ii) The position of stocks purchased by procuring agency and private traders / rice

millers should be reported daily to the district office / control room.

7. Payment

i) In the case of direct purchase from the farmers, payment must be ensured

immediately after effecting the purchases. The purchase from the farmer should

be made after ensuring his proper identity (Cooperative Loan, book etc.). This is

necessary to avoid complaints of purchase through middleman.

8. Storage of Foodgrains

Most of the paddy / wheat procured by State Govt. Agencies is ordinarily store in open

space(Covered and Plinth Cap complexes) due to shortage of covered storage facilities.

All necessary precautions should be taken to maintain the quantity and quality of

foodgrains (Wheat and paddy) particularly stored in cap complex. The following code of

practice for the scientific storage of foodgrains to be stored under cap as well as in

covered godowns should be followed by all procuring agencies to minimize losses during

storage ;

1) Sites selected for cap storage must be high plinth preferably with pucca masonry

work. These sites should have proper drainage facilities, good approach roads,

necessary provision for security etc.. the plinth should be free from cracks and

crevices, termites and there should not be unwanted wild vegetation growth

around the plinths.

2) Proper dunnage material viz. Wooden crates / stone slabs / wooden poles etc.

should be used for stacking the bags to avoid damage to the lower layers from

moisture.

3) Stack planning must be done in such a manner so that alleyways (3 feet)

gangways (5 feet) are left for proper operation of cap complexes.

4) Stacks must be formed of standard size and height in a regular domed shape so as

to avoid ballooning of the cover and avoid any accumulation of water on the

stacks. The quality of foodgrains to be stored in each stacks should not be more

than 150 MTs.

5) Rodent control measures must be taken regularly by fumigating the live rat

burrows with aluminium phosphite tablets (1/2 tablet per burrow) or by poisoning

the rat burrows with Zinc phosphide (torpedo baiting).

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6) Birds (Parrots, sparrow, pigeon, crow etc) the major avian pests causing damage

to the foodgrains stored in the caps should be kept away from the complexes by

using birds scarers, making noise, destroying their nests etc.. these birds not only

eat away the foodgrains but cause extensive spillage, damage to the bags and

polythene covers, thus rendering them unfit for fumigation.

7) Prophylactic and curative controls for the control of insects pests should be

regularly carried out in cap complexes. Malathion 50% EC in 1:100 dilution with

water @ 3 ltrs emulsion per 100 sq. meters of surface area should be sprayed at

fortnightly intervals. Deltamethrin 2.5 % WP (40 gms. Per litre of water ) @ of 3

litres emulsion per 100 sq. meters of surface area may be sprayed at 3 months

intervals. Similarly Aluminum phosphide @ 9 gms. per ton may be used for

fumigation of foodgrains as and when required.

8) Moisture, a major factor responsible for adversely effecting the quality /

merchantability / nutritive value of the foodgrains must be controlled

meticulously. In cap storage sometimes the grain is directly exposed to rain water

due to leakage / seepage. Therefore, immediate aeration of such rain affected

stacks should be carried out during sunny days. Otherwise, these may cause

germination of grains and development of fungus, and eating of grains which lead

to deterioration.

9) Only dedicated, well motivated, energetic and knowledgeable staff should be

posted at cap complexes who have the capacity and capability to take right

decisions on the spot. They must have a set of detailed instructions to act upon.

10) The stacks should be broken and aerated wherever the heating of grain is

observed.

11) The staff must have the first aid kit and antidotes fore insecticides and fumigants

and knowledge for meeting unforeseen circumstances such as snake / scorpion

bites, injury due to collapsing of stacks etc.

12) Sufficient number of ladder should be available in the cap storage premises for

the inspection of stacks from the top.

13) The staff must be specifically trained to pull, shift and move the polythene covers

which is one of the main reasons for tearing up of the covers. The staff must also

know as to how to effect minor repairs of the polythene covers. Necessary

material for carrying out for such repairs should be provided to them.

14) The staff must be extra cautious while issuing the stocks as to avoid any

complaints. In case of incidents of localized deterioration, floor formation in

wheat bags, germination etc. same may be segregated from the sound stocks.

9. Quality Control in the Procurement of Rice

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The following steps should be taken for monitoring the quality of rice at the time of

procurement / receipt in the godowns ;

1) rice should be procured / accepted strictly conforming to uniform specifications

prescribed by the Govt of India. Special care should be taken that the percentage

of the damaged grains, broken grains including small broken grains and moisture

content is well within the laid down specifications.

2) The samples of rice should be carefully drawn and should be analyzed

immediately before accepting the rice stocks.,

3) Some samples should be regularly sent to district office/ laboratory for analysis.

10. Storage of Rice

The storage function is an important link in the whole system of production, marketing and

consumption of foodgrains. During storage, rice may be damaged due to abiotic factors viz.

Temperature, moisture and biotic factors viz. Insects, rodents, birds and microorganisms. The

type of damage caused is summarized below: -

a) Damage by abiotic factors:

1) Damage to stocks due to exposure during natural calamities like fire,

flood, cyclone etc.

2) Damage to bottom layer stocks due to absorption of floor seepage if

stacked on naked floor without [roper and adequate dunnage.

3) Negligence in undertaking storage as per laid down code of storage

practices and due to unscientific storage godowns

b) Damage by Biotic factors

1) Insect infestations during storage resulting in excessive weevilization,

powder formation etc..

2) Microbial (Fungal) damaged to excessive moisture in the grain resulting in

charring / caking of grains due to “ Wet grain heating”.

Steps to be taken for safe storage of rice

To ensure safe storage of rice and avoid any damage, the following steps should be taken.

1) Rice with moisture content within the safe storage limit as per uniform

specifications should be procured / accepted for storage.

2) Stocks should be stored in scientific godowns.

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3) Suitable dunnage such as wooden crates or bamboo mates sandwiched with

polythene film should be used to avoid absorption of floor seepage.

4) Stocks should be properly stacked and periodically inspected every fortnight to

check development of insect infestations, if any.

5) Stocks should be subjected prophylactic treatment with Deltamethrin, Malathion

or air charging with DDVP for prevention of insect infestation.

6) In case of heavy insect infestation, immediate curative action by way of

fumigation with suitable fumigant should be undertaken.

7) The stocks should be issued on “first in first out” (FIFO) basis so as to avoid

damage to stocks due to prolonged storage.

Proper training of the staff engaged in procurement and storage of foodgrains should be

arranged by the State Govts. Short duration training programme on procurement and scientific

storage of foodgrains may be organised by the Ministry of Consumer Affairs, Food & Public

Distribution and FCCI on the request of the State Govt.

11. Role of the FCI

As foodgrains procured under the DCP scheme or by the state Govts. on behalf of FCI

ultimately belong to the Central Pool, it is important that the officers of the FCI at Hqrs. as well

as at zonal and Regional Offices level also ensure that the scheme is implemented as per the

guidelines issued by the Department. In specific terms, the following stops should be taken by

the FCI Officers:

(i) The Headquarters and the Zonal Office of FCI may depute teams to the DCP states on a

regularly basis during the Procurement season comprising both administrative and quality

control staff. The team should make random visits to the procurement centres / locators. They

should interact with the state agencies and regional offices and provide guidance and

supervision for smooth procurement operations.

(ii) These teams should take up detailed review to ensure that all the guidelines enumerated

above are being strictly followed.

(iii) The Regional offices should be in constant touch with the state agencies. The SRMs,

DMs and Quality Control Staff should be constantly on the move drawing random samples on

daily basis. Wherever lapses are noticed, these should be brought to the notice of the Food

Secretary of the state as also to the FCI Hqrs and the Ministry.

(iv) The QC Division of the FCI based on the information collected by the team / Regional

offices prepare a monthly report for submission to MD FCI and Ministry and the concerned

State Govt. with suggestion for corrective actions, wherever lapses have been reported.

Documents

ÖÖª ÃÖ¸ü ÖÖ ÃÖÃ£ÖÖ−Ö - Food Corporation of Indiafci.gov.in/app2/webroot/upload/Personnel/SM-OrntnPgm-Vol... · 2013-04-18 · Preventive Vigilance, Type of complaints