INSTITUTE OF MANAGEMENT SCIENCES

PESHAWAR
SERVICE RULES

1. Title
These Rules may be called the Service Rules of the Institute of Management Sciences, Peshawar,
2001.

2. Commencement
These Rules shall be deemed to have come into force with effect from 1st July, 2001.

3. Application
These Rules shall apply to all employees of the Institute of Management Sciences, Peshawar,
unless otherwise provided in the contract of service of a particular employee.

All matters not covered under these Rules, will be governed by the rules in vogue in the Federal
Government.

4. Definitions
a. In these Rules, unless there is anything repugnant in the subject or context, the
following expressions shall have the meaning hereby respectively assigned to them as
under:

(1) “Appointing Authority” in relation to a post means the officer or a committee

or a board authorized to make appointment to that post.
(2) “Appointment on Contract” means appointment made by the Board of
Governors/Management Committee on the recommendations of the Selection
Board/Committee for a period not exceeding four years at one time.
(3) “Board” means the Board of Governors of the Institute.
(4) “Competent Authority” in relation to exercise of any power means the
authorities specified in the Executive Order and/or the rules made thereunder,
and the other bodies and officers of the Institute, to whom powers may have
been delegated.
(5) “Direct Appointment” means appointment other than by promotion, transfer
or deputation.
(6) “Director” means the Director of the Institute.
(7) “Employee” means an employee of the Institute appointed against a post by
the competent authority and drawing pay from the Institute funds. The
Institute will have the following categories of employees:
(a) those initially appointed against a permanent post or leave vacancy for not
more than one year.
(b) those who were appointed as at (a) above, and their appointment has been
extended for further one year.
(c) those appointed on regular basis against the permanent post in the
prescribed pay scale.
(d) those who have been engaged on contract extending from one to four
years. These will include all those engaged after retirement prior to or
after superannuation.

Provided that the term employee will not include those whose engagement is
for less than one year or who are on the panel of visiting faculty or who have
been engaged on part-time basis.

(8) “Executive Order” means Executive Order of the Institute notified by the
Government under No.SO(UE)/1-47/98, as amended from time to time.
(9) “Faculty” includes all members engaged in teaching and/or research carried
out in the Institute by whatever name called and includes the Director.
(10) “Initial Appointment” means appointment made otherwise than by promotion
or transfer.
(11) “Institute” means the Institute of Management Sciences (IMSciences)
Peshawar.
(12) “Lower Staff” includes employees placed in IMSciences pay scale Group-3 or
below or classified as such.
(13) “Ministerial Staff” includes employees performing office duties upto the level
of Superintendent and all those whose pay scales is not higher than Group-10,
irrespective of the designation of the post and not falling in the category of
lower staff.
(14) “Pay Scale” means the scale of pay prescribed by the Institute.
(15) “Pay” means an amount drawn by an employee on monthly basis and includes
special pay, personal pay and any other amount declared by the competent
authority to be a part of pay.
(16) “Permanent Post” means a post so declared by the competent authority.
(17) “Scale” means Institute’s approved time scale of pay in which a post or group
of posts is placed.
(18) “Selection Board” means the Board constituted under the Executive Order for
recommending appointments to the Board of Governors for teaching and
administrative staff.
(19) “Selection/Promotion Committee” means committee constituted by the BOG
or other competent body for selection/promotion of ministerial and lower staff
whose pay scales does not exceed Group-10.
(20) “Substantive Pay” means the pay (other than special pay, personal pay) or
emoluments classified as pay by the competent authority at which an
employee is appointed substantively.
(21) “Temporary Post” means a post other than a permanent post.
(22) “Year” means Calendar year.
APPOINTMENTS
1. GENERAL
i) Appointment may be made on permanent or temporary basis, or on contract and on terms and
conditions approved by the Board of Governors.

ii) In the first instance all permanent appointments shall be made on the basis of advertisement
appearing in at least two newspapers circulated at the national level followed by interviews
and/or tests or in the manner prescribed by the Board of Governors.

iii) Appointment against sanctioned posts will be made through properly constituted Selection
Board/ Selection Committee/ Promotion Committee. A vacancy in the higher post may also
temporarily be filled in by promotion taking into consideration seniority, merit, suitability
and experience. However, regular appointments in the case of ministerial and lower staff
against a permanent vacant post upto IMSciences pay scale of Group-10 may also be made
by a Committee constituted by the BOG, through promotion without advertisement.

iv) The Director of the Institute may, in case of emergency, appoint teachers, officers and other
employees as he may deem necessary; provided that every such appointment shall be
reported to the BOG without unnecessary delay for its formal approval and shall not continue
beyond one year unless regularized under the rules contained in the preceding paras.

v) Professionals and experts having qualifications and/or experience in any of the major fields
of academic discipline offered at the Institute may be appointed on contract basis. However,
such appointments will be made on the recommendation of the committee specially
constituted by the BOG for this purpose. All such appointments will be reported to the BOG
for approval.

vi) Initial appointment shall be made on the minimum of the pay scale except where the person
to be appointed:
 a) possesses additional experience or higher/special qualifications or both, the
appointing authority may allow for reason to be recorded in writing a higher initial
pay in the same pay scale.
b) joins IMSciences on transfer and forgoes his lien of service from another organization
with the consent of his previous employer his pay shall be fixed not less than that last
drawn and the period of such part of service shall count towards his seniority and
annual increments.
vii) In entering the service of the Institute every employee shall submit an affidavit of his non-
alignment with any political activity and politics and shall submit such declaration of secrecy
and fidelity as may be prescribed by the Institute.

2. ELIGIBILITY FOR APPOINTMENT

a. No person shall be eligible for regular appointment in the Institute unless he is a Pakistani
National
b. Appointment to all posts in the Institute shall be made by the authorities competent to do
so.
c. No person shall be appointed to any post in the Institute unless he/she possesses the
minimum educational, technical and/or professional qualifications and experience as
notified for that post.
d. Appointment in the Institute shall be conditional upon verification of personal data and of
certificates of service, qualifications, antecedent, character, etc.

3. PROOF OF AGE/AGE LIMIT

The Secondary School Examination Certificate of an employee shall be the conclusive proof of
age. If the Secondary School Examination Certificate is not available as a proof of age, the age
assessed by the Medical Superintendent/Civil Surgeon and accepted by the employee at the time
of appointment shall be placed on record and shall be final for all purposes. No person shall be
appointed on permanent basis if he is less than 18 years. However, the BOG, can relax the
minimum age limit in very exceptional cases where it is in the best interests of the Institute.
4. CRITERIA FOR APPOINTMENT
Appointment to academic, research, and administrative positions of the Institute shall be made in
accordance with the rules prescribed by the Board of Governors. Criteria, perquisites and terms
and conditions of employment of Faculty members are given in the Annexure – I.

5. INITIAL FACULTY APPOINTMENT

In the first instance, a person, considering his qualifications and experience, will be appointed on
one-year contract, which will be renewable based on his satisfactory performance for further one
year. After the evaluation of his two years’ performance by the Selection Board he will be
recommended for permanent absorption in the cadre in which he was originally appointed.

6. RETIRED FACULTY APPOINTMENT

A person who has honourably retired before or after superannuation from government, semi-
government or autonomous body can be engaged by the Institute on one to four years’ contract
(renewable) in any one of the following cadres and on terms and salary to be fixed by the
competent authority.

Mid-Career Faculty Cadre

Senior Career Faculty Cadre

7. EXISTING EMPLOYEES
All those employees who are on the payroll of the Institute and have completed three years
continuous satisfactory service with the Institute on the date of the enforcement of these rules,
will be considered as permanent/regular employees of the Institute; and will be absorbed against
the appropriate posts in the regular pay scales.

Those employees with less than three years service will be treated on probation for one year from
the enforcement of these rules and will be recommended for permanent absorption in their
respective scales after evaluating their performance, provided that those retired before/after
superannuation and re-employed by the Institute will be governed by the nature of their
respective contract.

8. PROMOTIONS
No employee shall be automatically entitled to promotion and shall, in the event of being eligible
for a position higher than the one he occupies, apply for the position in the event of its being
vacant. The appointing/selection authority shall give preference to eligible employee of the
Institute while making appointment to such a position, as long as such an employee has
satisfactory performance and conduct record. In all such cases criteria of seniority, merit,
suitability and experience will be strictly adhered to.
CONTRIBUTORY PROVIDENT FUND
The Institute of Management Sciences, Peshawar, will have a Contributory Provident Fund
Scheme for its employees. Given below are some of its key features:

CONTRIBUTION TO THE FUND

The employee and the Institute each will contribute 10% of the employee’s monthly basic pay to
the Fund.

PAYMENT TO THE FUND

If an employee is terminated from service or leaves the service with less than one year’s
continuous service he will be refunded his contributions without profit.

In all other cases an employee, when he leaves service, will be paid the accumulated balance to
the credit in his account (i.e. inclusive of IMSciences contribution and profit) in accordance with
the following scale:

(a) more than one year but less than two Employee contribution plus 25% of the
years continuous service. IMSciences contribution.

(b) more than two but less than three years Employee contribution plus 50% of the
continuous service. IMSciences contribution.

(c) three years or more of continuous Contribution of employee and

service. IMSciences contribution and profit.

(d) in case of death while in service or a Contribution of employee and

person employed after superannuation. IMSciences Contribution and profit,
irrespective of criteria given at (a), (b)
and (c).
LEAVE RULES
GENERAL
Leave cannot be claimed as matter of right. When the exigencies of the service so require,
discretion to refuse or revoke leave of any description, except medical leave, is vested with the
authority empowered to grant it.

These leave rules will apply to all employees of the Institute except those employed on part-time
basis and the visiting faculty.

Except in an emergency, no leave will be taken without prior permission in writing.

The service rendered by an employee qualifies him to earn leave in accordance with these rules.
However, no leave shall be earned during the period an employee was on leave.

For the purpose of leave the employees of the Institute shall fall in two categories:

 Teaching & Research

 Administrative, Ministerial and Lower staff

LEAVE EARNED
An employee falling in the Teaching and Research category will earn leave on full pay at the rate
of one day for each calendar month’s service. While making calculation of such leave duty
period of 14 days or less in a calendar month will be ignored and 15 days or more to be treated as
a full calendar month for this purpose.

If an employee proceeds on leave during a calendar month and returns from it during another
calendar month and the period of duty is either month is more than 14 days, the leave to be
credited for both the incomplete months will be restricted to that admissible for one full calendar
month.
An employee falling in the Administration, Ministerial and lower staff category will earn leave at
the rate of two days for each calendar month’s service. The method of calculating such leave
will be the same as for the Teaching and Research staff.

The maximum total leave, which can accumulate under this head will be as follows:

 For Teaching and Research Staff 60 days

 For Administrative, Ministerial and Lower Staff 120 days

This leave if not availed can be encashed at the rate of basic pay drawn by an employee at the
time of encashment.

GRANT OF LEAVE

CASUAL LEAVE
An employee falling in Teaching and Administrative category will be entitled to ten days casual
leave and an employee falling in Administrative, ministerial and lower staff category will be
entitled to twenty days casual leave in a calendar year.

Casual leave can be applied for at any one time for a maximum duration of 5 days.

Unavailed casual leave cannot be carried forward to the next year.

STUDY LEAVE

(i) Every regular faculty member of the Institute, who has rendered at least five years’
continuous service may be allowed to avail Study Leave.
(ii) Maximum period for study leave for Ph.D will be five years and for M.Phil it will be
two years.
(iii) The progress of the scholar on study leave will be monitored by the Institute on
regular basis. The study leave will be granted for one year at a time, and extension
will be granted only on receipt of satisfactory progress report of the scholar from the
Supervisor concerned.
(iv) That study leave will be granted for studies in any university/institute of international
repute either within or outside the country other than the IMSciences, Peshawar.
(v) Keeping in view the limited facilities of foreign scholarships and also due to the
reasons that foreign education has become very expensive, the Institute will only
encourage those teachers, who on their own, manage to acquire foreign
scholarship/assistantship, etc.
(vi) Study leave will ordinarily be granted as a matter of course. However, in the interest
of the Institute it can be refused if the circumstances so demand.
(vii) Improvement in qualifications/acquiring higher education by the teachers should be in
their relevant fields.
(viii) These rules will not apply in cases pertaining to Post Doctoral Fellowships.
 ANNEXURE – I
Lecturer
Minimum Qualification First Class Master's Degree OR equivalent degree awarded after 16
Years of education in the relevant field from an HEC recognized
University/Institution with no 3rd division in the academic career.

Condition of no 3rd division shall not be applicable in the qualification

of appointment as lecturer in Universities or Degree Awarding
Institutions provided that the candidate holds a higher degree viz.
M.Phil./PhD or equivalent degree with not more than one 3rd division
in entire academic career.

Furthermore, the candidate with 2nd division in the Master’s Degree

but holding higher degree i.e. M. Phil/PhD or equivalent degree with
18 years of education may be Considered.

*First division (1st Division) in Master of Arts in English is relaxed in

favor of the second division (2nd Division) as the minimum eligibility
condition for appointment of Lecturers in English for Annual System
degree holders as per HEC criteria.

Experience Nil
Minimum Number of Nil
Publications
Assistant Professor
Minimum Qualification a. PhD in relevant field from HEC recognized
University/Institution
b. Master’s degree (foreign) or M.Phil. (Pakistan) or
equivalent degrees awarded after 18 years of education
as determined by the HEC in the relevant field from an
HEC recognized University/Institution.

Experience a. No experience required

b. 4-years teaching/research experience in an HEC
recognized University or a postgraduate Institution or
professional experience in the relevant field in a
National or International organization

Minimum Number of Nil

Publications
Associate Professor
Minimum Qualification Ph.D. in the relevant field from an HEC recognized
versity/Institution.
Experience 10-years teaching/research experience in an HEC recognized
University or a postgraduate Institution or professional
experience in the relevant field in a National or International
organization

Note: After 30th June, 2020, at least 4-years Post-PhD level

experience in an HEC recognized University or post- graduate
institution or professional experience in the relevant field in a
National or International organization will be required

OR

5-years post-PhD teaching/ research experience in an HEC

recognized University or a post-graduate Institution or
professional experience in the relevant field in a National or
International organization

Eligibility conditions for appointment of faculty in All disciplines excluding

Engineering, Information Technology, Computing Sciences, Medical Sciences,
Law and Arts & Design (Studio Practice) disciplines in all HEIs/DAIs
Minimum Number of The applicant must have 10 research publications (with at-least 4
Publications publications in the last 5 years in the HEC
recognized Journals.

Professor
Minimum Qualification Ph.D. from an HEC recognized Institution in the relevant field.
Experience 15-years teaching/research experience in HEC recognized
University or a post-graduate Institution or professional
experience in the relevant field in a National or International
organization.

Note: After 30th June, 2020, at least 8 years Post Ph.D. level
experience in an HEC recognized university or post- graduate
Institution or professional experience in the relevant field in a
National or International organization will be
required.

OR

10-years post-Ph.D. teaching/research experience in a

recognized University or a post-graduate Institution or
professional experience in the relevant field in a National or
International organization.
Minimum Number of The applicant must have 15 research publications with at least
Publications 5 publications in the last 5 years in HEC recognized
journals.
Eligibility conditions for appointment of faculty in Engineering, Information
Technology, and Computing disciplines in all HEIs/DAIs
Lecturer
Minimum Qualification Master’s Degree/ B.Sc.(Engr.) (First Class) in the
relevant field from HEC recognized
University/Institution with no 3rd division in the
academic career

Experience No Experience required

Minimum Number of Nil

Publications

Assistant Professor
Minimum Qualification a. PhD in the relevant field from HEC recognized
University/Institution
b. Master’s degree (awarded after 18 years of
education) in relevant field till 2010. After 2010,
30% should be Ph.D.’s, after 2012, 60% should
be PhDs and by the end of 2015, 100% should
be PhDs in the relevant field from an HEC
recognized University/ Institution

Experience a. No Experience required

b. 2-years teaching/research experience in a
recognized Institution/University/College or
2-years professional experience in the
relevant field in a National or International
organization.

Minimum Number of Nil

Publications
Associate Professor
Minimum Qualification PhD in the relevant field from Institution recognized by
HEC in consultation with PEC
Experience 10-years teaching/research experience in a recognized
Institution/ College/University or 10-years professional
experience in the relevant field in a National or
International Organization out of which 2-years must
be teaching experience.

Note: After 30th June, 2020, at least 4-years’

experience at the Post- PhD level in HEC recognized
University or a post-graduate Institution or professional
experience in the relevant field in a National or
International Organization will be required.
OR
5-years post PhD teaching/ research experience in an
HEC recognized University or a post-graduate
Institution or professional experience in the relevant
field in a National or International organization.

Minimum Number of 10 research publications with at least 4 publications in

Publications last 5 years in HEC/PEC recognized journals

Professor
Minimum Qualification Ph.D. degree in relevant field, recognized by HEC in
consultation with PEC.

Experience 15- Years teaching/ research experience in a recognized

Institution/College/ University or 15-years professional
experience in the relevant field in a National or
International organization out of which 5-years must be
teaching experience.

Note: After 30th June, 2020, at least 8-years’ experience at

the post-Ph.D. level in HEC recognized University or a post -
graduate institution or professional experience in the relevant
field in a National or International organization
will be required.

OR
10-years post-Ph.D. teaching/research experience in an
HEC recognized University or a post-graduate
Institution or professional experience in the relevant field
in a National or International organization.
Minimum Number of 15 research publications with at least 5 publications in last five
Publications years in HEC/PEC recognized journals
Higher Education Qualifications Allowance
The following higher/technical qualifications allowance will be available to all those faculty
members who possess the qualifications shown below:
(i) Ph.D/FCMA/FCA Rs.5,000 p.m.
(ii) M.Phil/MS (from abroad) in the
relevant disciplines/ACMA/ACA Rs.2,500 p.m.
(iii) MIT/MCS/M.Sc. Computer Engineering Rs.2,000 p.m.

ADMINISTRATIVE STAFF DUTIES

The faculty staff performing administrative duties will also be entitled to the monthly
allowances as shown against each post:

Charge Telephone Petrol Ceiling Entertainment

Allowance
Director Rs.3,000 600 calls 200 litres petrol Rs.1,000
Deputy Director Rs.2,000 300 calls - -
Coordinators Rs.1,000 200 calls - -

GENERAL
a. Allowances shall be admissible as applicable/included in the appointment letter or contract.
b. Only one of the two allowances for higher education/technical qualifications shall be
admissible at a time.
c. Entertainment Allowance to the Director will be in addition to that admissible to the
Professor.
d. The Conveyance Allowance will be given only in case pick and drop service is not provided
by the Institute.
e. The petrol expenses will be reimbursed till such time the Director is provided chauffer driven
car for official and private use.
f. The telephone facility will be available on reimbursement basis.
g. The telephone line rent will also be borne by the Institute in addition to the specified
admissible calls.
h. In case a Professor also holds the charge of the Director, he will avail only the ceiling of 600
calls, etc.
i. In order to attract and retain the best nationally and internationally renowned faculty for the
Institute, the Selection Board/Committee can recommend for employment a person of
outstanding merit and exceptional experience at a negotiable salary and perquisites over at or
above.
FIXATION OF PAY OF THE EXISTING EMPLOYEES
In case of an employee already on the payroll of the Institute and is drawing monthly
consolidated salary higher than that of the minimum of the total emoluments of the above pay
scale, he will be adjusted in his respective pay scale in the manner that his monthly emoluments
are in no case less than the existing monthly consolidated salary.

TECHNICAL ALLOWANCE
The Technical Allowance will be admissible only if the nature of duties of the post involves the
extensive use of computer and the concerned employee possesses a certificate/diploma from the
board/institution recognized by the Government. However, in case of existing employees of the
Institute who have been working against posts involving use of computer for the last five years
and their performance on the job is satisfactory, the Selection Committee may recommend them
for exemption from producing such a certificate/diploma.

QUALIFICATION
The academic and professional qualifications including related experience for each of the above
posts will be determined by the Selection Board/Selection Committee before the respective post
is advertised for inviting application.
Employees Efficiency and Discipline Rules

The following rules are prescribed to govern the matter relating to efficiency and
discipline of the IMSciences Employees.

Short Title, commencement and application

1. These rules may be called the IMSciences Employees Efficiency and Discipline Rules,
2000.
2. They shall come into force with immediate effect.
3. They shall apply to every person in the employment of the IMSciences, including those
on deputation, contract and temporary basis.

Definitions
4. (1) In these rules unless there is anything repugnant in subject or context the
following expressions shall have the meaning; hereby respectively assigned to them as
under:

(a) “Authority” means an officer or authority or specified, competent to appoint.

(b) “Authorized Officer” means an officer competent to take disciplinary action.

(c) “Misconduct” means conduct prejudicial to good order of service, discipline or any
action, unbecoming of IMSciences employee and a gentleman and includes
disclosures of official secrets to any unauthorized person.

(d) “Penalty” means a penalty, which may be imposed under these rules.

(2) All other expressions and terms used in these rules shall have the same meanings as
assigned to them.
Ground of Penalty

5. Where IMSciences Employee in the opinion of the authority;

(a) is inefficient or has cased to be efficient; or
(b) is guilty of misconduct; or
(c) is indifferent to his duties; or
(d) is corrupt or may be reasonable considered to be corrupt because:
(i) He is, or any of his dependents or any other person through him or on his
behalf is in possession (for which he cannot reasonably account) of
pecuniary resources or of property disproportionate to his known
resources or income; or
(ii) he has assumed a style of living beyond his ostensible means; or
(iii) he has a persistent reputation of being corrupt; or

(e) is engaged directory or indirectly in any trade, business or occupation (on his own
account) which may in the opinion of the appointing authority interfere with the
due performance by him of the duties of his office, without the prior permission
of the appointing authority in writing; or

(f) absents himself from duty or overstays sanctioned leave without sufficient cause
acceptable to the appointing authority.

(g) is indulging in politics, like contesting elections etc. to any body or a Forum
within and outside the IMSciences.
Penalties
6. The following are the minor and major penalties:
(a) Minor Penalties
(i) Censure;
 (ii) Withholding, for a specified period, promotion or increment, otherwise
than for unfitness for promotion or financial advancement, in accordance
with the rules or orders pertaining to the service or post;
(iii) Stoppage, for a specific period, at an efficiency bar in the time scale,
otherwise than for unfitness to cross such bar;
(iv) Recovery from pay of the whole or any part of the pecuniary loss caused
to the IMSciences by negligence or breach of orders.

(b) Major Penalties

(i) Reduction to a lower post, grade or time scale, or to a lower stage in a time
scale;
(ii) Compulsory retirement;
(iii) Removal from service;
(iv) Dismissal from service

7. Removal from service does not, but dismissal from service, does, disqualify for future
employment.

8. In these rules removal or dismissal from service does not include the discharge of a person:

(a) appointed on probation, during the period of probation or in according with the probation
or training rules applicable to him; or

(b) appointed, otherwise than under a contract, to hold a temporary appointment, on the
expiry of the period of appointment; or

(c) engage under a contract, in accordance with the terms of the contract.

9. (1) Any penalty mentioned in Section 6 may be imposed for misconduct.

(2) Any penalty mentioned in clauses (i) and (ii) of (a) of Section 6 may be ordinarily
imposed for inefficiency, indifference to duties, engaging directly or indirectly in trade
 without permission, absenting from duty or over-staying sanctioned leave, indulging in
politics and contesting elections
Provided that for reasons to be recorded and particularly in a case where an employee has
been on a previous occasion punished under the said provisions, a penalty mentioned (i)
and (ii) of sub-section (b) of Section 6 may be imposed.

(3) Any penalty mentioned in (ii), (iii) and (iv) of sub-section (b) of Section 6 may ordinarily
be imposed for corruption, subversion or an action involving moral turpitude and
contesting elections to any body or forum within and outside IMSciences.

Inquiry Procedure
10. In case where a IMSciences employee is accused of subversion, corruption, or
misconduct, the authorized officer may require him to proceed on leave, or with the
approval of the authority, suspend him, provided that any continuation of such leave or
suspension shall require the approval of the authority after every three months.

11. The authorized officer shall decide whether in the light of facts of the case or the interests
of justice an inquiry should be conducted through an Inquiry Officer or Inquiry
Committee. If he so decides, the procedure indicated shall apply.

12. If the authorized officer decided that it is not necessary to have an inquiry conducted
through an Inquiry Officer or Inquiry Committee, he shall;

(a) by order in writing, inform the accused of the action proposed to be taken in
regard to him and the grounds of the action; and
(b) give him a reasonable opportunity of showing cause against that action; provided
that no such opportunity shall be given where the authority is satisfied that in the
interests of the security of Pakistan or any part thereof it is not expedient to give
such an opportunity.
13. On the receipt of the report of the Inquiry Officer or Inquiry Committee, or where no
such Officer or Committee is appointed, on receipt of the explanation of the accused, if
any, the authorized officer shall determine whether the charge has been proved. If it is
proposed to impose a minor penalty he shall pass orders accordingly. If it is proposed to
impose a major penalty he shall pass orders accordingly. If it is proposed to impose a
major penalty he shall forward the case to the authority alongwith the charge and the
statement of allegations served on the accused, the explanation of the accused, the
findings of the Inquiry Officer or Inquiry Committee, if appointed, and his own
recommendations regarding the penalty to be imposed. The authority shall pass such
orders as it may deem proper.

14. Nothing under Sections 10 to 13 shall apply to a case:

(a) Where the accused is dismissed or removed from service or reduced in rank, on
the grounds of conduct which has led to a sentence of fine or imprisonment; or
(b) Where the authorized officer is satisfied that for reasons to be recorded in writing
by that authority, it is not reasonably practicable to give the accused an
opportunity of showing cause.

Procedure to be observed by the Inquiry Officer and Inquiry Committee.

15. Where an Inquiry Officer or Inquiry Committee is appointed, the authorized officer shall:
(a) Frame a charge and communicate it to the accused together with statement of the
allegations explaining the charge and any other relevant circumstances which are
proposed to be taken into consideration.

(b) Require the accused within a reasonable time, which shall not be less than seven
days or more than fourteen from the day the charge has been communicated to
him, to put in a written defence, and to state at the same time whether he desires
to be heard in person.

16. The Inquiry Officer or the Committee, as the case may be, shall enquire into the charge
and may examine such oral or documentary evidence in support of the charge or in
 defence of the accused as may be considered necessary and the accused shall be entitled
to cross examine witnesses against him.

17. The Inquiry Officer or the Committee, as the case may be, shall hear the case from day to
day and no adjournment shall be given except for reasons to be recorded in writing.
However, every adjournment, with reasons therefore shall be reported forthwith to the
authorized officer. Ordinarily no adjournment shall be for more than a week.

18. Where the Inquiry Officer or the Committee, as the case may be, is satisfied that the
accused is hampering, or attempting to hamper, the progress of the inquiry, he or it shall
administer a warning, and if thereafter he is satisfied that the accused is acting in
disregard of the warning he or it shall record a finding to that effect and proceed to
complete the inquiry in such manner as he or it thinks best suited to do substantial justice.

19. The Inquiry Officer or the Committee, as the case may be shall within ten days of the
conclusion of the proceedings or such longer period as may be allowed by the authorized
officer, submit his or it finding and the ground thereof to the authorized officer.

20. Where the service of IMSciences employee to whom these rules apply are lent to any
other agency, hereinafter referred to as the borrowing authority, the borrowing authority
shall have the powers of the authority for the purpose of placing him under suspension or
requiring him to proceed on leave and of initiating proceedings against him under these
Rules;
Provided that the borrowing authority shall forthwith inform the authority, which has lent
his services, hereinafter referred to as the lending authority, of the circumstances leading
to the order of his suspension or the commencement of the proceedings whatever the case
may be.

21. If, in the light of the finding in the proceedings taken against the IMSciences employee in
terms of section 20, the borrowing authority is of the opinion that any penalty shall be
 imposed on him, it shall transmit to the lending authority the record of the proceedings
and thereupon the lending authority shall take action as prescribed in these Rules.

22. Where it is proposed to proceed against a IMSciences employee on the ground of

inefficiency by reason of infirmity of mind or body, the authority may at any stage,
whether or not an Inquiry Officer or any Inquiry Committee has been appointed, require
the IMSciences employee to undergo a medical examination by a Medical Board or a
Medical Superintendent and the report of the Board or the Medical Superintendent shall
form part of the proceedings.

23. If the IMSciences employee refuses to undergo such examination, his refusal may,
subject to the consideration of any grounds he may give in support of it, be taken into
consideration against him as showing that he had reason to believe that the result of the
examination would prove unfavorable to him. Pension, Provident Fund, Gratuity etc, of
IMSciences employees compulsorily retired, removed or dismissed.

24. The amount of pension, provident fund or gratuity to be paid to a IMSciences employee
compulsorily retired shall be such as would have ordinarily been admissible to him on
date of the retirement under the IMSciences Ordinances/Rules applicable to his services
or post if he had been discharged from service on account of the abolition of the post
without alternative suitable employment being provided.

25. Subject to any order of the authority or the officer, as the case may be, made on
compassionate grounds a IMSciences employee who is removed or dismissed shall not be
entitled to the whole or any part of the amount of any IMSciences contribution to the
provident fund as interest and increments thereon.

Re-Instatement
26. If IMSciences employee proceeding on leave in pursuance of an order under Section 10
of these Rules is not dismissed, removed, reduced in rank, or compulsorily retired, he
 shall be re-instated in service, or as the case may be, restored to his rank or given an
equivalent rank, and the period of such leave shall be treated as duty on full pay.

Appeal
27. IMSciences employee on whom a penalty is imposed shall have the right to prefer an
appeal within fifteen days of the receipt by him of the order imposing the penalty, to the
appropriate appellate authority.

28. (i) These IMSciences Rules supersede all University Ordinances relating to the
efficiency and discipline of the IMSciences employees.
(ii) Notwithstanding the supersession of the University Ordinances referred to above,
any departmental inquiry or proceeding pending immediately before the coming
into force of these IMSciences Rules, shall be completed and orders passed
thereon as if the said University Ordinances had not been superseded.

Powers of the Board of Governor’s to issue instructions

28. For the purpose of these Rules the Board of Governors may from time to time, issue
instructions for maintenance of appropriate standards of efficiency, good conduct,
discipline and integrity of the IMSciences Employees.