RAJASTHAN COwOPERATIVE DAIRY FEDERATION

EMPLOYEES (NON-WORKMAN)
SERVICE REGULATION 1980.

CHAPTER-J

PR ELIMINARY

1. Short title commencement and application:

(l) These regulations shall be called the Rajasthan Co-operative

Dairy Federation Employees (Non-Workman) Service Regulation
1980.

(2) These regulation shall come into force from the date of the
adoption by the RCDF.

(3) These regulation shall apply to such employees of the RCDF

who are not on deputation or on contract services and are not
'Workmen' under the definition of Jndustiial Dispute Act, 1947.
The category of employee covered under these regulations is given
in Schedule-I appended to these regulations.

2. Definitions :

In these regulations, unless the context otherwise require :-

(a) "Act" means the Rajasthan Co-operative Societies Act-1965.

(b) "Rules" means the Rajasthan Co-operative Societies Rules, 1966.

(c) "Registrar" means a person appointed to perform the functions

of the Registrar of Co-operative Societies for the State under
the act.
""-

RAJASTHAN CO-OPERATIVE DAIRY FEDERATION LTD.,

l5-UNIARA GARDENS, JAIPUR-302004.

0000

No. RCDF/Estt./F. 2(1)/80/8294-8329. Dated.: 25.9.80

In exercise of the powers conferred by Section-21 of the Bye-laws of

Rajasthan Co-operative Dairy Federation Ltd., the Board of Directors of
RCDF in their 15th meeting held on 20/21.6.80 have resolved to approve
the Rajasthan Co-operative Dairy Federation Employees (Non-Workmen)
Service Regulations, 1980 vide. resolution No. 15(4). This resolution has
further been confermed in the 16th meeting of the Board held on 12th
August, 1980.

This Service Regulation is hereby notified to come into force with

immediate effect.

Sd!-
(N.R. Bhasin)
Managing Director
 "
i
I
I RAJASTHAN CO-OPERATIVE DAIRY FEDERATION LIMITED
15-UNIARA GARDENS, JAIPUR-302004.

The Board of Directors of Rajasthan Co-operative Dairy Federation

in their 15th meeting held on 20-21st June, 1980 constituted a sub-committee
vide resolution No. 15(4) for finalisation and approval of the RCOF
Employees (Non-Workman) Service Regulations, 1980.

In exercise of the powers conferred by the Board of Direotors, the

committee met on 16tbs July, 1980 and formulated the rules which are
appended herewith (pages 22) alongwith schedule-I,

Sd/- Sd/-
(N.R. Bhasin) (Miss A.K. Ahuja)
MO,RCDF OS (Finance)

•..•.•..
 2 3

(d) "Appointing Authority" in relation to any employee means :_ (m) "Recruitment Schedule" means the Schedule attacbed to

(I) Tbe authority empowered to make appointments to the Rajasthan Co-operative Dairy Federation conditions of recruit.

category of post of which the employee is for the time being ment and promotion Regulations.

a member or to the grade in which the employee is for the (n) "State Government" means the Government of Rajasthan.
time being included or the post which the employee for the (0) "Substantive pay"means the pay other than special pay,
time being holds or
personal payor any other emoluments which may be specially
(i./) Th classified as pay by the Board of Directors to which an employee
. e authority which appointed the employee to such grade
is entitled on account of a post to which he has been appointed
or post as the case may be or whichever authority is the
. higher authority. substantively or by reasons of his substantive position in a cadre.

(e) •• Board of Directors" means the Board of RCDF.

3. Classification and number of posts:

The Board of Directors shall from time to time determine the

(/) "Federation" means Rajasthan Co-operative Dairy Fedration and categories of staff and the strength of the staff of various cadres
includes its units.
necessary for carrying out the functions of the Federation end
(g) itsunits.
"Non. Workmen" m eans emp Ioyees not covered under the
definition of'Workmen' under the Industrial Disputes Act, .I9~7. 4. Category of Employees:

(h) '·C0m.petent Authority" in relation to exercise of any powers Official in permanent employment means an employee who is confirmed

means the Board of Directors or the Managing Director or any against a permanent post or who holds a lien on a permanent post or

other authority to whom powers are delegated under these would hold a lien on a permanent post had the lien not been

regulations or by the Board of Directors subject to the provisions suspended.

of the bye-laws of the Federation. Official in temporary employrr.ent means an employee who is selected
and appointed against a post which has been created for a specific
(i) 'E
' mployees" means a person who is in the whole time service of
period and it will also include employee temporarily appointed against
the Fed~ration but does not include a persons employed by the
a permanent post.
Federation on casual or daily wages.
CHAPTER-II
(j) "Establishment Committee" means
,
the E StabliIS h ment C ommtttee
.
of the Board of Directors. General conditions relating to .ppointment I

The following general conditions shall apply to all appointments to

(k) "Government Servent" means a person who holds a post under
the service of the Federation :-
the Government of Rajasthan and whose services are temporarily
I. Age on first appointment:
placed on deputation at the disposal of tbe Federation.
(a) No person who is below 16 years shall be appointed to any
(I) "Chief Executive" means the Managing Director of the Federation. post in the Federation. The maximum age for appointment
 4
5
shall be 28 years except in the case of technical posts where
(e) who is declared insolvent by a court of law;
it would be specified by the Board.
(f) who is member of a political party.
(b) For the purpose of these rules age would be determined on
the basis of date of birth as recorded in the Matriclllation/ V. Plural Marriages:
High School/Secondary Certificate/School Leaving Certificate.
No person who has more than one spouse living or who having
In the absence of school leaving certificate the appointing
autbority may accept the date of birth on tbe basis of a spouse living marries and wben marriage is void by reason of
, time
its taking place during the life . 0 f such spouse • shall be
Municipal birth certificate.
.
eligible for appointment to the service 0f the institution unless
IT. Educational and other qualifications: specially exempted by the appointing authority.

The minimum educational professional and other qualifications VI. Medical Examination at the time of first appointment .-
including previous experience etc. where necessary in respect of
.
No person shall be appointed by direct recrui it ment unless he has
each post shall be as indicated in the recruitment scbedule for
each post. .
been certified by a Civil Assistant Surgeon Class I under . .the
b
employrr ent of the, State Government to e 0 s f ound constitution
Ill. Verification of Character:
. duties.
and medically fit to discharge bis . Th e tiee, if any for such
No person recruited directly shall be appointed to any post under medical certificate shall be paid by the employee concerned.
the Federation unless his character and anticidents have been
VII. Furnishing of Security by employee:
verified to the satisfaction of the a ppointing authority.
. prescn'bed from time
Employee shall furnish such security as IS
lV. Disqualification for appointment:
to time by the Management for each category of posts.
No person shall be eligible for appointment :_
VIIT. Letter of Appointment:
(a) who has' previously been dismissed from the service of any
co-operative institution or from a service of Central/State Every person to be appointed. un d er t er ms and ccn.litions
.' of
these Regulations and an employee of the institution Will be given
Government or from any other Government institution or
Public Sector Organisation. . biIS mon thl y pay , scale
a letter of appointment stating , of pay and
other emoluments if any the period of service (for temporary post)
(b) who has been convicted in court of law for any offence and period of probation.
involving moral turpitude and serious offences.
IX. Letter of Acceptance:
(c) against whom proceedings-u/s 74 of the Rajasthan Co-opera-
tive Societies Act, 1965 are pending or against whom an Any person to wh om a letter Of appointment bas been issued
order ujs74 of the said act has been passed. shall confirm in writing bis acceptance of the offer within the
prescribed time I··imit as stipulated in aforesaid letter of
(d) who is of un-sound mind or lunatic;
appointment.

"~>'"'~,-,--
 6 7

X. Joining Report: (ii) By promotion.

Fvery person to whom a letter of appointment has been issued (iii) By deputation.
and who has accepted the employment with institution as per his (iv) By contract.
letter of acceptance shall report himself for dnty at the place and
(v) By absorption of such employees v.ho b ave wor k e d at least for
time specified in the aforesaid letter of appointment and shali
3 years on deputation in Corporation/Federation.
give his joining report for first appointment.

Xl. The persons appointed through direct recruitment shall be on 7. Procedure {or Direct Recruitment:
probation for a period of one year and the person appointed by
I. Inviting of Applications:
promotion shall be on probation for one year. Such period can
Applications for recruitment .
to various po sts mentioned in.. the
be further extended at the discretion of the appointing authority.
schedule attached shall be invited by the Federation by advertlsmg
The person will be confirmed on satisfactory completion of the
probation period. the vacancies to be so filled in daily Newspaper or through
Employment Exchange, giving full information regarding the
Xl!. Reservation:
nature and duties of the post, laying down the qualification for

In making recruitment representation to S.C. and S.1. at such the concerned post.
percentage of the total number of posts as may be prescribed by .. t . 1 and Class-IV shall be
II All vacancies in category of miDIS ena . .
the Government from time to time for its employee shall be given . tifl d to the Employment Exchange havi avmg JU. risdlctlon and
subjeot.. to the availability of suitable oandidates. In case of no led' d t forwarded
may also be advertised if necessary and the can I a e
non~availability of such candidates vacancies may be filled in . ditree t app I"cations
b " shall be considered alongwith I • In all
other candidates, but such vacancies of SCjST shall be oarried Y1 f th Federation as also
cases of direct recruitment, employees 0 e ..
forward to next year for recruitment. Maximum period of employees of affiliated Co~operative Unions will be eligible to
carried forward vacancies will be 3 years.
apply alongwith outside applications provided they fullfil the
XIII. The ratio of appointment by direct recruitment and by promotion qualification laid "own for ~h:ecqn::,,~~o.s~·3~ _ 6'3 Jrf. 9 ~3~J.o/'I
shall be as prescribed in the recruitment schedule provided that -?'"If-A cly~ .« A.Lf'!:''3~(' "f ..t~-:9-.tolt-
Ill. Form of Applications:
if suitable persons for promotion are not available, the appointing
authority may fill the remaining posts through direct recruitment. The applications shall be made in the form prescribed by the

Federation on payment of such fee as the Federatiou may fix

CHAPTER-III
from time to time.
6. Methods and Principles of Recruftment :
IV. Scrutiny of Applications:
The posts under the Federation shall be filled by one or the other of
the following methods :~ The Federation shall scrutinise the applications received and
require candidate fulfilling qualifications to appear before the
(I) By direct recruitment.
Selection Committee for an interview. Provided that the number
 8

of candidates so called will not be ordinarily more than six times eliaible members of each category of employees from which
of the total number of vacancies. Provided furtber that in case promotion are to be made, and shall forwarded it together with
tbere are not sufficient number of qualified candidates the post the confidential rolls and personal files of the Departmental
may be re-advertised,
Promotion Committee.

V. Selection from among the eligible candidate shall be made on the

IV. The Departmental Promotion Committee shall consider the cases
basis of interview. A writtin test and or practical test as may be
of all the persons included in the list interviewing such of them as
considered necessary can be also taken.
they may deem necessary and shall select a number of candidates
VI. Direct recruitment to various categories of posts shall "e made equal to number of vacancies likely
to be filled by promotion.
from amongst the names recommended by the Selection The names of candidates i a list
so selected shall be arrange d In I in

Committee. The names of the selected candidate shall be order of preference,

arranged in order of performance and the appointing authority
V. The Committee shall also prepare a separate reserve list
shall make appointments in that order only. The selection
containing names of persons half of the number of vacancies or
committee may to the extend of 50o,. of the advertised vacancies
atleast one who may be considred suitable to fill vacancies which
keep names of suitable candidates on the reserve list which will
are likely to occur till the next meeting of the committee for
remain in force for a period not exceeding one year.
temporary or officiating basis
and the list so prepared shall be
Vll. The selection committee for selecting person on various posts
reviewed and revised every year and s h a II remain., ID force until it
shall consist of such person as determined by Board of Directors. is so reviewed or revised. The names of the candidates selected
as suitable shall be arranged in the order of seniority.
8. Procedure for Recruitment by Promotion:

I, Criteria for Promotion: VI. The Departmental Promotion Committee shall consist of such
persons as are nominated by Board in the case of officers and by
For purpose of recruitment to the posts to be filled through Managing Director in case of sub-ordinate employee.
promotion, a selection strictly on seniority cum-merit or merit
alone shan be made from among all the persons eligible for such
promotion under the provisions of these regulations on the first CHAPTER-IV
day of calendar year in which promotions are considered.
9. Principles for Determining ~eDiority :
II: No employee shall be considered for promotion unless .he is
Substantively appointed and confirmed on the next lower post. (I) Seniority shall be determined with reference to the date of
substantive appointment to a particular post or grade or in an
1/1. Procedure for Selection:
equivalent post or grade. If an appointment order contains
As soon as it is decided that a certain number of vacancies in names of more than one person, the person, whose name figures,
category of employees mentioned in the schedule will be filled by first in the order of appointment will be senior to the one whose
promotion, the Chief Executive shall prepare a list of all the name appears next to him and so on.
 10
11
(Ii) When appointments are made on th e b asis. of competivive
examination or test, names of the successful condidates shall be (v) An employee is expected to avail himself of the leave granted

arranged in the order of the merit as determined by the Dumber fully before resuming duty and may not return to duty before
of marks obtained in the examination or test and their seniority the expire of such leave except with the permission of tb"
will be in the order of merit so determined. competent authority.

(ill) The candidates appointed by promotion shall be senier to those Provided that an employee who has been granted casual leave
appointed by direct recruitment in same calendar year. may at any time before the expiry of such leave rejoin duty
without availing himself of the full period of the casual leave
(Iv) If any question arises regarding the seniority of an employee the
sanctioned.
decision of appointing authority shall be final in the matter.
(vi) If an employee after proceeding on leave desires an extension
CHAPTER-V thereof, he shall apply by letter or telegram to the leave
10. sanctioning authority as aforesaid in sufficient time for the reply
Leave and JoIning Time.
to reach him before the date on which the employee would have
General condition governing grant of leave: to start back to resume his duties.
The following general principles shall govern the grant cf leave to
(vii) If on account of sickness, accident or the like an employee is
employees:
unable to resume bis duties by the due date be shall notify the
(I) When the exigencies of Federation service so require the leave sanctioning authority as aforesaid without any delay
discteti,on to refuse, postpone, curtail or revoke leave 0; any aJongwith a certificate from a Registered Medical Practictioner.
description or to recall an employee already on leave to dury is
(viii) Leave begins from the day on which charge is handed over if such
reserved to the authority competent to grant it.
handing over takes place in fore-noon of that day or from the
(ii) AU leave lapses on the cessation of the employee's service in the next day of such handing over if sucb handing over takes place
Federation whether as a result of discharge. dismissal, retirement, on the afternoon of that day and leave ends on the day preceeding
death or otherwise. that on which charge is resumed if such resumption takes place
(iii) An employee on leave shall not take up any other service or
in the forenoon and on the next day on whicb cbarge is resumed
accept any employement or business. if such resumption take. place in the afternoon.

(iv) Leave shall not be availed of without obtaining the prior sanction (Ix) Any kind of leave may be granted in combination with or in

of the competent authority. Application for such sanction. shall continuation of any other kind of leave.
be submitted in writing to the competent authority in such form Provided that causal leave cannot be availed of in conjection or
as may be prescribed by the Federation, sufficiently in advance continuation with any other kind of leave.
~~e_~ase of pr~vili~~J~a.~e~ha!!~~!_~~_less-1hliQ_
15 days
before the date on which the leave applied for is to commence. (x) Unless otherwise provided, employees on deputation shall be
governed by the leave rules applicable in their parent department.

---.-~~ ;.- , -'1I1MW"",,,,,,,,, '"".---

 12 13

(xi) An employee before proceeding on leave shall intimate to tbe on completion of 240 days of continuous service or confirmation
competent authority his address while on leave and shall keep the whichever is earlier the privilege leave admissible to such employee
said authority informed if any change in tbe address from time shall be at the rate one eleventh of the period spent on duty.
to time. 'Duty' for this purpose shall mean the period spent in the service
(xii) Leave may be prefixed or suffixed to a holiday but holidays
of the Federation excluding the periods of leave of any kind

intervening during the period of leave sball except in the case of except casual leave. The maximum period of Privilege leave
which can be accumulated by snyemployee shall be 180 days,
casual leave count as part of leave.
and the maximum privilege leave that may be granted at a time
(xiii) (a) An employee who absents himself witbout leave for seven
to an employee shall be 120 days.
continous days or absents himself after the expiry of the
period of leave originally granted or subsequently extended (Ii) Terminal leave to the extent of earned leave due ana admissible
shall cease to be in the employment of the Federation unless may be grunted at the discretion of the authority competent to
he submits satisfactory explanation to the authority compe- sanction leave to any employee whose services are terminated. In
tent for his absence. case where a notice of termination of servic is required to be given
such notice or the unexpired portion there of will run concurrently
(b) An employee who absents without leave Of. before any leave
with the leave granted.
is sanctioned or who does not report for duty after the expiry
of his leave is entitled to no leave is no leave salary of his (Iii) An employee on earned leave shall during the period of earned
. leave for the period of absence. Absence without leave more- leave draw leave salary equal to the pay drawn on the day
over, amounts to interruption in service involving forfeiture proceeding the day on which be proceeded on leave and allowances
of post service, unless on satisfactory reasons being furnished appropriate thereto.
the period of such wilful absence is commuted into leave
Maternity Leave :
without pay.

11. Casual Leave: (1) A woman employeee of the Federation may be granted maternity
leave twice during the entire period of lier service on full pay for
Casual Leave may be granted up to a maximum of 15 days during a
a period which may extent upto the end of three months form
caleandar year. An employee will not be permitted to avail himself
the date of its commencement or to the end of six weeks from
of more than 10 days casual leave at a time. Casual leave unavailed
the date of confineme-nt whichever is earlier.
of at the end of the calendar year shall lapse. However, the Board of
Directors will be competent to prescribe less number of casual leave (2) Maternity leave may also be granted in case of miscarriage
for different categories of employees. including abortion which is complete, subject to the condition
that :-
12. Privilege Leave:
(i) the leave dose not exceed six week and
(I) Privilege leave shall be admissible to temporary employee at the
rate of one twenty second of the period spent on duty. However, (Ii) the application from the authorised medical officer'
 14 15

16. Joining Time:

(i/i) such leave will be granted only once without prejudice to
leave mentioned at 15 (1). (I) Joining time may be granted to an employee to enable him to

(3) Temporary woman employee having put in service of a year may join to a new post to whicb he has been transferred.
also be allowed maternity leave. (2) When a person is transferred from one post to another within a

(4) Maternity leave may be combiaed with leave of any kind but ,
district, the joining "
time will not exceed one day when he is
any leave applied for in continuation of the former may be transferred from one district to another district it will be 3 days
, for preparation in addition to journey time.
granted only if the request be supported by a medical certificate.
i
·i 14. (3) Persons appointed througb direct recruitment would not get any
Spedal Dfsabllfty Leave :
joining time.
(I) Subject to the conditions specified in these regulations, Federation
(4) The transferring authority would be competent to reduce the
may grant special disability leave to an employee who is
period of joining time wherever required.
disabled by injury intentionally inflicted or caused or in
consequence of due performance of his duties in the Federation
service. CHAPTER-VI

(ii) Such leave shall not be granted unless the disability manifest itself 17. Service Record :
within three months of the occurance to which it is attributed
(i) A record of particulars of service of each employee shall be
and t~e person disabled acted with due promptuude in bringing
it to notice, of the Federation. maintained in a prescribed form. But it would be the duty of each
employee for notifying to the Management any change of his
(iii) The period of leave granted shall be such as is certified by the permanent address.
Medical Authority specified by the Federation.
(ii) Annual performance Appraisal Reports for the Cooperative Year
(iv) Such leave shall be counted as duty in calculating set vice for in respect of each employee shall be drawn up annually by the
contributory provident fund rules. competent authority in such manner as may be prescribed,
15. HalCPay Lcave and Medical Leave : 18. Termination of Employment. :

(i) Half pay leave shall be admissible to a permanent employee at (a) An employee of the Federation may after giving at least three
the rate of 20 days in respect of each completed year of service. month's previous notice in writing to the appointing authority
This leave will be granteJ to an emplyee on medical certificate. retire from the service after completing 20 years of service or on
the date on which he attains the age of SO years whichever is
(iI) A permanent employee can be permitted to avail himself of medi-
ealrier, or any otber date hereinafter to be specified in the notice.
cal leave on average pay once during the period of his service,
such leave on average pay being entered twice the amount of (b) The Board of Directors, may after giving 3 months' previous
leave taken in his leave account. notice in writing or by payment of three months' pay and
 1I
16
Superannuation and Retirement:
i allowances in lieu of such notice require an employee to retire

It from service on the date on which he completes 20 years of

service or on the date on which he attains the age of SO years
whichever is earlier or nay other date thereafter.
<') Every employee shall retire on attaining age of fif!(~~!j!.sjf
superannuation age.
( "v'I' ~J.A.vJ
0 ~'?,
o· , 2.}:.-1.. ••
,,~-JJ>'~~~
• 20
(ii) Notwithstanding anything contained in ~egulatl0n~m~
lopee
l0'iJ0
/:
I shall, on invalidation by a Medical-Boaroas· inay be constituted
i (c) The employment of a temporay employee shall be terminated by
one.month's notice in writing or by paying one month's pay in
for the purpose cease to be in service on account of complete a
permanent incapacitation.
Jieu of notice. The Federation may similarly .deduct one month's
pay from the dues of the employee who leaves its employment CHAPTER-VII
without giving due notice.
Pay and Addition to Pay:
(d) Services of an employee whose appointment has been made or (a) Payscales i-«
extended up to a specified period or date shall automaticaily
terminate on the expiry of that period or date. no notice for (I) The payscales of the posts shall be laid down by the Board
termination of services of such employee will be necessary. of Directors of the Federation. An employee shall draw
such pay for the post held by him ~hich may be sanctioned
(e) An employee on probation will not be required to be given any
by the competent authority.
notice for termination of his services if his work at any stage
during his probation is found to be unsatisfactory. (ii) An employee awaiting posting orders shall draw pay of the
post lest held by him or which he will have drawn on his
(I) Not,,!,ithstanding any thing contained in these rules the services of
new post whichever is less.
a permanent employee can be terminated by giving him a notice of
(iIi) Powers to sanction special pay under this rules shall vest
three months or pay and allowances for an equivalent period.
with the Board of Directors.
]9. Resignation:
(b) Regulations of pay on promo/ion or appointment to a higher
(i) Employees who wish to leave the Federation Services must give post :-
3 months notice to the Federation. The appointing authority
<i) An employee holding a post in substantive, temporary or
Ihallhavediscretion to accept salary and allowances for a period
officiating capacity when promoted or appointed in a
of three months and accept his resignation without notice of
substantive, temporary of officiating capacity to another post
duration less than three months.
carrying duties and responsibilies of great importance than
(it) If an employee leaves the service of the Federation without the
those attached to the post held by him, ~is initial pay in the
requisite notice, then without prejudice for any other action under
time scale of the higher post shall be fixed at the stage next
his contract of service~ if any sum equivalent to the period of above the pay notionally arrived at by increasing the actual
notice which he is required to give under clause (i) and if no such
pay drawn by him in the lower post by one increment at the
wages are due, take recourse. to such legal action as may be
stage at which such pay is drawn.
necessary.
 (Ii) An employee holding a substantive or temporary post In
an officiating capacity continously for 5 years under the transferred to a new post or the new pay, Provided that he
, next incremen
may at his option retain his , t , or any snbsequent
State /Central Government may on appointroent in the
Federation in a time scale higher than the scale of his increment on the old scale or uuti 'I h e vac ates his post or .

substantive post/temporary post may be fixed at the stage ceases to draw pay on that time scale, The op t'Ion once

determined in accordance with the prlciple of sub rule (i) exercised shall be final. Failure to exercise option shall
i••••

above, This is, however, subject to the condition that he entail forfeiture of benefit of this regulation,'

agrees to get absorbed in the services of the Federation and

informs previous employer accordingly, (c) Increments:

(iiI) ProvIded that where an employee is immediately before hi, An increment accruing in a time sea 1e 0 f pay except next above
promotion or appointment to a higher post, drawing pay at "d
the efficiency bar shall ordinarily be rawn on a matter of course
tbe maximum of the time scale of the lower POSt shall be unless it is withheld by an authority empowere d , to with hold to
,
.
such increment in accordance , inliIDe and conduct
with the dlscip
fixed at the stage in that time scale next above sueh maximum
in the lower post, regulation prescribed by the Federation.

(iv) Promotion for the purpose of regulation above shaH mean (i) All duty in a post on prescn ib e d scale will counts for
appointment to a post carrying a pay scale of which increments in that scale.
maximum is higher than the maximum of the scale of the
lower post. (Ii) Service in another post, other than a post carrying less than
on which an employee may be transterre
&' d on account of
(v) When an employee is appoined to a higher post on the date inefficiency ,
or mis-behaviour or on hiis written request.
on 'which his increment in the lower post falls due his pay
whether in susbtantive or officiating capacity.
for the purpose of fixing his initial pay in the higher post
shall be inclusive of his increment accruing on that date. (ili) Service on deputation and all Ieave 0 th e r than Extra-ordinary
leave counts for increments ,
10 thee ti
tune sc ale applicable to the
(vi) Where the pay of an employee is fixed under the sub-
post on which the employee holds a lien, In case an employee
regulation <I) or (Ii) the next increment shall be granted on
was officiating in a post at t h e tiime he proceeded on leave
the date he would have drawn his increment had he continued
.
or on deputation, and wolud have con ti nue d to officiate but
in the lower post, unless the pay is fixed at the minimum of
for leave or deputation, the period ()f such leave or deputa-
the time scale and the pay so fixed exceeds the pay drawn in
tion shall count for increment.
the lower post by the. amount equal to the amount of next
increment in the lower post plus the first increment in the (tv) Bxtra-ordinary leave shall also count for increment in a case
higher post. in which the competent autbority may be satisfied that such
leave was taken on account of iIIness or for any other cause
(vii) An employee holding substantively or officiating appointment
beyond the control of an employee or for prosecuting higher
in a post, the pay of which is changed shall be treated as if
scientific and technical studies,
 20
21

(v) If the employee holding a temporary post or ofilciating in a effective and whether on restoration the period of reduction
post on a time scale is appointed to hold a higher temporary shall operate to postpone future increment and if so, to what
post or to officiate in a big her post, his officiating or extent.
temporary service in a higher post shall, if he is re-appointed
to the last post, or appointed to a post on the same time Provided when an employee is reduced to a particular stage,
scale of pay counts for increments in the time scale applicable his pay will remain constant at that stage for the entire period
to such lower post. The period of officiating in higher post of reduction.
which counts for increments in lower post is however,
restricted to the period during which an employee would have (Iii) After the expiry of the period of reduction the pay of the

officiated in the lower post, but for his appointment to the employee shall be regulated as under :-
higher post, and if he has not actually officiated in lower
(a) If the order of reduction lays down that the period
post at tbe time of his appontment to tbe higher post, he
of reduction sball not operate to postpone future
would have so officiating in the lower post, had he not been
increments, the employee shall be allowed the pay wh'lC.h
appointed to the higher post.
he would have drawn in normal course but for hIS
(vi) Foreign service will count for increment in cases the Employee reduction. However, if the pay drawn by him immedia-
continues to hold the lien on the post. tely before reduction was below the efficienoy bar, he
shall not be allowed to cross the efficiency bar.
(d) Pre-mature increments,'

A .competent authority having power to create a post in a cadre (b) If the order specified that the period of reduction was
on a-particular scale of pay may grant a pre-mature increment to operate to postpone future increments for any
under special circumstances which would justify the grant of specified period the pay of an employee shall be fixed
personal pay to an employee on that time-scale of pay. Next in accordance with (a) above but after the period for
increment in such cases sball accrue after an employee has served which the increments were to be postponed for incre-
for a fuII year on the Dewrate of pay. ments.

(e) Pay on reversion to a lower post as penally:

22. Dearness Allowance :
(I) An employee reverted as a penalty from a higher post to a
The employees of the Federation shan be entitled t~ dearness ~llow-
lower grade or post may be allowed to draw any pay, not
ance at the rates determined by the Bord of Directors from time to
exceeding the maximum of the lower grade or post as may
time.
be considered proper by a competent authority.

(Ii) The competent authority ordering reduction of an employee 23. House Rent Allowaoce :
to a lower stage in his time-scale as a measure of penalty
House Rent Allowance will be admissible to the employees of the
shall state the period for which the reduction sball be
Federation at places and rates specified by the Board of Directors.

" -,--------.---,-~

.,.."'..
j
22
24, , discretlon
, . rem it any unexpired
Medical Benifits· : (Subject to provisions of ESI Act), P ld d that the Board may, at Its ,
rOVl e " his service

I
portion of the Bond in the event of the termination or h
EmplOyees of tbe Federation shall be entitled to medical benefits as di , 1 from t
'Of compulsory retirement or for removal or isrmssa , e
per rules made by Board from time to time,
service by the Federation or for any ot her rea son before the explIy

I
25. Travelling Allowance : of the period of that bond.

Travelling allowance to tbe employees of tbe Federation shall be 9. Advance to Employees :

regUlated by the rules farmed by the Board of Directors.
The employees shall be given such advances for purchase of con-
26, Provident Fund: veyance, food-grain, festival advance etc as may be decided by Board
of Director from time to time,
(I) Employees shall be entitled to benefits of CPF in accordance with
Provident Fund Act. Predons Action :

(Ii) In case of Employees drawin,ll salary more than Rs. 1,600 per ,
All actlons in respect of appointment, promo tions
I confirmations and
month, for the purpose of contributing Provident Fund, their other service matters taken prior, to the commg
. 1into force of these
salary would be taken as Rs. 1,6001-per month, Rules in accordance to the existing rules shall be deemed to have

27. been taken under theses regulations.

Gratuity:
1. Amendments :
~mployeesshalJ be entitled to payment of gratuity in accordance
with tbepayment of Gratuity Act, 1972 and the rules made thereunder. Amendments to the Rules may be made b y t he Board of Directors of
Tbe officers.' of the Federation will also be entitled to payment of Federation.
gratuity as per the Act and the Rules.

CHAPTER-VIII
28. Training : .000
<,> Persons recruited directly or promoted to any post shall undergo
such training and Refresher Course as ,may be prescribed from
time to time.

(it) Every employee deputed for training at the expenses of the

Institution shall execute a Bond to serve the Federation after tbe
completion of such training for a minimum period to be specified
therein failing which he shall be liable to refund to the Federation
the cost of training and the emoluments received by him during
the period of training.
-- I

I Employees covered under Raiasthan Co-operative Dairy

Schedua1e-l

I 1.
Federation fmployees (non·workman) Regulations, 1980.

Employees working in the headquarter office of Rajasthan

Co-operative Dairy Federation not covered under Industrial
Dispute Act, 1947.
2. Employees working in the Dairy Plant, Chilling Centre and Feed
Milting Plant who are working in supervisory capacity drawing
salary of Rs. 1,000/- per month and above and not covered
under Industrial Dispute Act, 1947.
Group A General Manager, Manager.
Group B Shift OfficerjDy. Manager/Dairy
Teohnologist/Dairy Engineer,
Quality Control Officer,
Dy. Manager (Feed Mixing Plant)
Group C Accounts Officer, Asstt. Engineer,
Quality Control Officer, Technical
Asst. Manager, Chilling Centre,
Production Enginner,
Animal Nutrition Officer,
3· Employees working in District' Milk Producers' Co-operative
Unions who are working in Supervisory capacity drawing salary
of Rs, I,OOO/-per month and above and not covered under
Industrial Dispute Act, 1947 and whose cadre is managed by
Rajasthan Co-operati ve Dairy Federation.
Group A Manager (P & I)
Group B Project Officers.
Group C Asstt, Project Officers,
Asstt. Fodder Agronomist.
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"SARAS SANKUL", J.L.N. MARG, JAIPUR - 302017

Phone No.270:?501-508 : Telefax 27007,32: Website: www.sarasmilkfed.coop .E-mail: [email protected] .'
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