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    Why Rules?: - To Create Uniformity - To Ensure Out Put - To

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    anwar3
    This document discusses rules and discipline in organizations. It provides definitions for discipline and misconduct, outlines procedures for disciplinary actions and penalties, and notes rights to representation and appeal. Key points include: - Discipline refers to employees following an organization's rules and standards of acceptable behavior. - Procedures depend on whether a formal inquiry is conducted, and include preliminary inquiries, allegations, defenses, and show cause notices. - Penalties range from minor like censures to major like removal from service or dismissal. - Individuals have rights to make representations regarding penalties and can appeal adverse decisions.

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    Why Rules?: - To Create Uniformity - To Ensure Out Put - To

    Uploaded by

    anwar3
    38 views17 pages
    This document discusses rules and discipline in organizations. It provides definitions for discipline and misconduct, outlines procedures for disciplinary actions and penalties, and notes rights to representation and appeal. Key points include: - Discipline refers to employees following an organization's rules and standards of acceptable behavior. - Procedures depend on whether a formal inquiry is conducted, and include preliminary inquiries, allegations, defenses, and show cause notices. - Penalties range from minor like censures to major like removal from service or dismissal. - Individuals have rights to make representations regarding penalties and can appeal adverse decisions.

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    it is a power point presentation regarding an important management topic

    Original Title

    Discipline 1

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    This document discusses rules and discipline in organizations. It provides definitions for discipline and misconduct, outlines procedures for disciplinary actions and penalties, and notes rights to representation and appeal. Key points include: - Discipline refers to employees following an organization's rules and standards of acceptable behavior. - Procedures depend on whether a formal inquiry is conducted, and include preliminary inquiries, allegations, defenses, and show cause notices. - Penalties range from minor like censures to major like removal from service or dismissal. - Individuals have rights to make representations regarding penalties and can appeal adverse decisions.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    38 views17 pages

    Why Rules?: - To Create Uniformity - To Ensure Out Put - To

    Uploaded by

    anwar3
    This document discusses rules and discipline in organizations. It provides definitions for discipline and misconduct, outlines procedures for disciplinary actions and penalties, and notes rights to representation and appeal. Key points include: - Discipline refers to employees following an organization's rules and standards of acceptable behavior. - Procedures depend on whether a formal inquiry is conducted, and include preliminary inquiries, allegations, defenses, and show cause notices. - Penalties range from minor like censures to major like removal from service or dismissal. - Individuals have rights to make representations regarding penalties and can appeal adverse decisions.

    Copyright:

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    of 17

    WHY RULES?

    • TO CREATE UNIFORMITY

    • TO ENSURE OUT PUT


    • TO ENSURE PEACEFUL
    WORKING ENVIRONMENT
    DISCIPLINE
    WHAT IS DISCIPLINE?

    Condition in an organization
    where the employees
    conduct themselves in
    accordance with the
    organizations rules and
    standards of acceptable
    behavior.
    CHOICES
    Creative excitement

    Heartfelt commitment

    Cheerful cooperation

    Willing compliance

    Malicious obedience

    Rebel or quit
    RFS 2000

    • WHY RFS 2000 AND NOT


    2002?
    • IS IT STILL AN
    ORDINANCE?

    • WHAT IS SO SPECIAL
    ABOUT IT?
    APPLICABILITY
    • TO ALL THE FEDERAL GOVT.
    EMPLOYEES EXCEPT JUDJES
    • TO ALL THE CORPORATIONS’
    EMPLOYEES, BE THEY ON
    CONTRACT, PROBATION OR
    REGULAR, IF THE CORPS R
    BEING CONTROLLED BY FED.
    GOVT.
    MISCONDUCT
    • RFS DOES NOT OVERRIDE
    THE WAPDA CONDUCT
    RULES 1978
    • DEFINED MORE BROADLY IN
    RFS
    • DEFINITION OF FAMAILY
    VERY BROAD AND THE
    RULES R APPLICABLE ON
    FAMILY MEMBERS ALSO
    MISCONDUCT
    • SOME MISCONDUCTS:
    PERSISTANT LIVING BEYOND LEAKAGE OF
    REPUTATION OF KNOWN SOURCES INFO
    BEING CORRUPT OF INCOME RELATED TO
    TENDR
    DOCUMENTS

    Appointed or Failure to initiate/


    Speculative promoted on countersign or
    transactions extraneous grounds forward ACR as per
    against law given schedule
    PROCEDURE(Summary)
    Where formal enq. is to be Where formal enq. is not
    conducted: to be conducted:

    •Prelim enquiry •Prelim enquiry (No need


    •Statement of allegations in case of abscondence)
    •Appointment of Enq. offic. .Formal enq. not required
    •Communication of where sufficient evidence
    allegation exists or in case of plea
    •Defense reply(7days) bargaining
    •Statement of allegations
    •Completion of formal
    enq.(25 days) •Show cause notice
    •Show cause notice •Defense reply (15 days)
    •Defense reply (15 days) •Final orders.
    •
    PENALTIES
    MINOR: MAJOR:
    • CENSURE • REDUCTION TO A LOWER
    POST OR TIME SCALE
    • WITHHOLDING • COMPULSORY
    PROMOTION OR RETIREMENT
    INCREMENT FOR • REMOVAL FROM SERVICE
    SPEC. PERIOD • DISSMISAL FROM
    • RECOVERY SERVICE

    REMOVAL FROM SERVICE DOES


    NOT BUT DISSMISSAL FROM
    SERVICE DOES DISQUALIFY FROM
    FUTURE EMPLOYMENT.
    REPRESENTATION
    •A PERSON ON WHOME PENALTY
    HAS BEEN IMPOSED MAY WITHIN
    15 DAYS OF THE COMMUNICATION
    OF THE ORDERS PREFER A
    REPRESENTATION TO THE
    COMPETENT AUTHORITY.
    •COMPETENT AUTHORITY MAY SET
    ASIDE CONFIRM MODIFY OR VARY
    THE PENALTY.
    APPEAL
    •WITHIN THIRTY DAYS OF
    DECISION ON
    REPRESENTATION.

    •OR WAIT FOR 60 DAYS IF NO


    DECISION ON
    REPRESENTATION MADE.
    THEN MAY GO TO COURT
    WITHIN 30 DAYS AFTER THE
    COMPLETION OF 60 DAYS
    PERIOD.
    WA TER WI NG OFFI CERS
    07. 05. 2001

     EXERCISING THE POWERS BY CEOs


    AGAINST OFFICERS OF G-17 & 18
    ATTACHED WITH OTHER FORMATION.
     APPEAL AGAINST THE DECISION OF CEO
    SHALL BE REFERRED TO GM (C&M) WATER
    FOR DISPOSAL BY M (WATER) BEING
    APPELLATE AUTHORITY.
    TECH NICAL DI RECT OR
    11. 02. 02

     UPGRADED TO CHIEF ENGINEER IN EACH


    DISCOs WITH COMPLETE ADMINISTRATIVE
    AND FINANCIAL POWERS OF CE.
     FIN / TECH DIR APPOINTED BY PEPCO ARE
    EQUIVALENT IN STATUS TO GM OF WAPDA
    (08.09.99)
    CH IEF EN GINEERS
    13. 04. 02

     POSTED IN DISCOs UPTO GRADE-17.


     APPELLATE AUTHORITY SHALL BE CEO OF
    DISCO/NTDC.
     AGAINST THE DECISION OF CEO M
    (POWER).
    CEO s (EX CEPT G EN CO )
    12. 10. 02
     OF GMs AND CEs
     UPTO GRADE 18 OFFICERS
     FOR G-18 OFFICER IN GENCO IS GM
    (THERMAL)
     APPELLATE AUTHORITY IN ALL THE CASES
    SHALL BE MEMBER CONCERNING THE
    SERVICE GROUP.
    DI R (H R& A)
    06. 10. 03

    IN RESPECT OF BPS 1 TO 16 EMPLOYEES


    IRRESPECTIVE OF THE CADRE EXCEPT AUDIT
    STAFF.
    G.M (ADMN )
    22. 07. 2004

    DESIGNATED AS COMPETENT AUTHORITY


    AGAINST THE CIVIL ENGINEERS OF WATER
    WING – WORKING UNDER HIS DIRECT
    ADMINISTRATIVE CONTROL UPTO BPS-19.

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