FOOD

CORPORATION OF
INDIA (STAFF)
REGULATIONS,
1971
Published in the
Gazette of India,
Part-III Section 4,
dated the 8th May, 1971
(As amended upto
31st March, 2023)

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 THE FOOD CORPORATION OF INDIA

THE FOOD CORPORATION OF INDIA (STAFF) REGULATIONS, 1971

NEW DELHI, DATED THE APRIL 30, 1971

No. 1-6/71-EP - In exercise of the powers conferred by Section 45 of the Food

Corporations Act, 1964 (37 of 1964) and all other powers hereunto enabling, and with the
previous sanction of the Central Government, the Food Corporation of India, hereby makes
the following regulations, namely:

SECTION 1

PRELIMINARY

1. Short title, commencement and application:

1. These regulations may be called the Food Corporation of India (Staff) Regulations,
1971.

2. They shall come into force at once.

3. They shall apply to all the employees of the Corporation including transferred
employees, other than:

(a) Persons employed on a purely part-time basis; and

(b) Persons employed on special contracts to the extent that the terms and
conditions of such contracts are inconsistent with the provisions of these regulations:

(c) *Persons governed by the Industrial Employment (Standing Orders)Act, 1946

(Act 20 of 1946) and / or the Food Corporation of India (Industrial
Establishments) Standing Orders framed under the said Act.

[**Provided that nothing contained in these regulations shall apply to any

Director of the Corporation or to the Secretary who is not an employee of the Corporation].

2. Definition:

In these regulations, unless the context otherwise requires:

(a) “Act” means the Food Corporations Act, 1964 (37 of 1964);

(b) “Board” means the Board of Directors of the Corporation;

*Inserted vide notification No.1-16/73-EP dated 17.10.1974 (22nd Amendment)

**Substituted vide notification No.1-18/75-EP dated 20.11.1975. Effective from 24.9.1975
(26th Amendment).

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 (c) “Chairman” means the Chairman of the Corporation;

(d) “Corporation” means the Food Corporation of India established under

Section 3 of the Act;

(e) “Executive Committee” means the Executive Committee of the

Corporation.

(f) “Executive Director (Finance)” means the persons appointed by the

Corporation to be the Executive Director (Finance) or any other person authorized to
perform the duties of the Executive Director (Finance);

(g) “Food Department” means the Department of the Central Government

dealing with food or any of its subordinate or attached offices and engaged in the
performance of these functions;

(h) “Head of Division” means all officers appointed in the rank of #General
Managers or above in the Head Office of the Corporation, or any other officer
designated by the Corporation to be a Head of a Division;

(i) “Managing Director” means the Managing Director of the Corporation;

(j) “Pay” excludes allowances;

(k) “Secretary” means the Secretary of the Corporation;

(l) “Transferred employees” means an officer or other employees transferred

to the Corporation by an order issued under Sub-Section (1) of Section 12-A of the
Act

@(m) “Management Trainee” means a person selected for his appointment (in the
event of successful completion of training) as #Manager in the services of the FCI. A
Management Trainee shall deem to be included within the meaning of word
„employee‟ wherever appearing in section 5 concerning the Discipline and Appeal
Regulations of the FCI (Staff) Regulations, 1971.

##(n) Basic pay means basic pay as defined under guidelines/instructions issued by
Department of Public Enterprises relevant to the pay scales of Central Public Sector
Enterprises followed in the Food Corporation of India, as amended from time to time.

$(o) ”Accelerated Promotion Scheme” (APS) is an additional methodology for

promotion through Limited Departmental Promotion Examination (LDPE) and the
employees who are promoted through APS are covered under the term appointee or
promotee wherever appears in the Regulations.

@Added vide Notification No.75/EP (16)/3/92 dated 19th September, 1996. Effective from the date of
Notification.
#Re-designated vide notification No.93/EP-32(4)/2004 dated 20thMay2005 notification No.95/EP-
7(1)/2005 dated 21st October 2005. Effective from the date of notification.
##Substituted vide notification No.110 dated 14.05.2015 (file No.EP.36(1)/2004). Effective from the
date of Notification.
$ Added vide Notification No. 131 dated 17.06.2021. Effective from 17.06.2021.
***********************

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 SECTION 2

GENERAL CONDITIONS OF SERVICE

3. Classification:

1) *The posts; in the Corporation shall be categorized as follows:

All posts with a fixed pay of or on a scale of pay Classification

with a maximum of
Not less than Rs. 1300 Category-I
Not less than Rs.1200 but less than Rs. 1300 Category-II
Over Rs.350 but less than Rs.1200 Category-III
Rs.350 or less Category-IV

2) The Corporation shall have posts of the description specified in the Table set out in
Appendix. I.

4. Appointments:

1) Subject to the provisions of Regulation 17, the unit for the purpose of appointment,
seniority, promotion, reversion and retrenchment shall be as follows, namely:

Category Recruitment Unit Promotion/Reversion/

Retrenchment Unit.
IV ^Divisional (Regional, Zonal Offices and Head **Region
Office will be separate units)
III Region(Zonal office, Head Office will be separate **Zone
Units)
II Zone (Head Office will be a unit) Zone
I All - India All – India

*Substituted vide notification No.1-16/76-EP dated 26.7.76. Effective from 1.5.1976 (35th
Amendment).
** Head Office will be treated as a separate unit for the purpose of promotion/ reversion/
Retrenchment provided that the Managing Director shall have the discretion to transfer any
employee of the Head Office to any of the zones or vice versa, wherever he considers it
necessary. In doing so, the Managing Director will keep in view the necessity to give due
representation to the various zones.
^Substituted vide Notification No.121 dated 26.04.19 effective from the date of Notification.

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5. General conditions relating to appointments:

The following general conditions shall apply to all appointments to the service of the
Corporation:

(a) No person shall be eligible for initial appointment unless he has attained the age of
18 years.

(b) A candidate for appointment in the service of the Corporation shall be:

i) a citizen of India, or
ii) a subject of Nepal, or
iii) a subject of Bhutan, or
iv) a Tibetan refugee who came over to India before the 1st January,1962with
the intention of permanently settling in India, or
v)** a person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka
and East African countries of Kenya, Uganda and the United Republic of Tanzania
(formerly Tanganika and Zanzibar), Zambia, Malawi, Zaire, Ethiopia and Vietnam
with the intention of permanently settling in India.

Provided that a candidate belonging to Categories (ii), (iii), (iv) and (v) shall be a
person in whose favour a certificate of eligibility has been given by the Government of India.

(c) *A candidate, in whose case a certificate of eligibility is necessary may be

admitted to an examination or interview and may also be appointed provisionally
subject to the necessary certificate being given to him by the Managing Director.

(d) No person shall be initially appointed unless he has been certified by a qualified
registered medical practitioner approved by the appointing authority to be of sound
constitution and medically fit to discharge his duties.

Explanation: Unless the appointing authority, otherwise directs, the application of

this provisions shall be limited to regular appointments by direct recruitment.

(e) No person shall be eligible for appointment who has previously been dismissed, or
compulsorily retired from the service of the Corporation or from a Department of a State or
the Central Government or from any public Sector Undertaking.

(f) No person shall be eligible for appointment who has been convicted in a court of law
for any offence involving moral turpitude.

(g) No person who has entered into or contracted a marriage with a person having a
spouse living or who, having a spouse living, has entered into or contracted a marriage with
any person, shall be eligible for appointment in the service of the Corporation.

Provided that the Managing Director may, if satisfied that such marriage is
permissible under the personal law applicable to such person and the other party to the
marriage and there are other grounds for so doing, exempt any person from the operation
of this rule.

*Substituted vide notification No.4-4/77-EP dated 1.2.1979. Effective from 23.1.1979.

** Substituted vide Notification No.123 dated 06.01.2020, effective from 06.01.2020.

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(h) Without prejudice to the generality of the provisions of clauses (d),(e),(f) and (g), no
person shall be appointed unless the appointing authority is satisfied that the person is fit
for appointment in all respects.

6. Appointing Authority:

The authorities competent to make appointments to the type of posts indicated in

column 2 of the Table set out in Appendix 2, will be those specified in the corresponding
entries in column 3 of that Table:

Provided that the transferred employees shall be deemed to have been appointed by
the competent authority.

7. Mode of appointment:

(1) Regular appointments in the service of the Corporation can only be to the posts
specified in column (2) of the Table set out in Appendix 1 sanctioned for a period of not less
than one year and shall be made :

(a) in accordance with any of the modes specified against each in column (4)
thereof; or

(b) by transfer from the corresponding categories as specified in column (9) of

the said Table of employees of the Central Government in the Directorate General of
Food / Pay & Accounts Offices; or

(c) By permanent absorption of deputationists in the service of the Corporation.

(2) Where any qualification, or age limits, have been specified in columns(7) and (8)
respectively of the Table set out in appendix 1 in respect of any post with reference to any
mode of appointment thereto, only persons satisfying such qualifications and within the age
limits so specified shall be appointed to that category through such mode.

Provided that the authority specified in column 4 of the Table set out in Appendix 2
may in respect of the posts indicated in the corresponding entries in column 2 of that Table:

(a) Relax the specified age limits in the case of persons with exceptional
qualifications or experience; and

(b) Relax the qualifications in the case of persons with outstanding records of
service.

(c) Provided further that the Board may relax, by order, any of the provisions of
the Recruitment Rules contained in Appendix I, if in their opinion it is necessary or
expedient so to do.

(3) Notwithstanding anything contained in this regulation, appointments may be made to

any post in the Corporation on an ad-hoc basis:

(a) by deputation of suitable officers from the Central or from any State
Government or from any public sector undertaking or with the prior approval of the

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 Managing Director from any private sector undertaking for a period not exceeding
three years;

Provided that an authority immediately higher than the appointing authority may
extend the period of deputation of an employee belonging to Categories I,II or III beyond 3
years but not exceeding 5 years;

Provided further that the Board/Executive Committee, as the case may be, may
extend the period of deputation of an employee beyond 5 years in exceptional cases of
merit if it is considered necessary in the interest of the Corporation.

(b) by re-employment of personnel superannuated from service of the Central

or any State Government or of the Corporation for a period not exceeding two years;
such re-employment being sanctioned by an authority not lower in rank than the
Managing director.

[Provided that the Executive Committee (or in case where the Board of Directors is
the appointing authority, the Board)] may extend the period of re-employment of Category
I, II or III officers beyond a period of two years subject to a maximum age limit of 60
years.

Provided further the Executive Committee (or in case where the Board of Directors is
the appointing authority, the Board) may extend the period of re-employment of scientific/
technical personnel of Category I,II, or III officers up to the age of 62 years in very rare
and exceptional circumstances.

Note: for criteria determining rare and exceptional circumstances, the relevant guidelines
contained in Ministry of Home Affairs, O.M. No.26/11/68-Ests (B) dated the 17th
June, 1969 shall be followed].

(c) on a purely temporary basis for a period not exceeding one year;

(d) on special contracts subjects to such terms and conditions as may be decided
by the Board.

4) @Notwithstanding anything contained in this Regulation, appointment of

outstanding/meritorious sportsmen/women who have distinguished themselves in sports at
State/ National / International level may be made to Category-II,III and IV posts, including
the promotional posts, subject to their fulfilling the conditions prescribed for such posts.

Provided that the authority specified in Column 4 of the Table set out in Appendix-2
may relax specified age limit, qualification and experience in exceptionally deserving cases.

Provided further that the appointment of sportsmen / women shall be subject to the
administrative instructions issued from time to time with the approval of the Managing
Director.

[Substituted vide notification No.1-5/73 EP dated 17.8.1973 effective from 10.7.1973]

@Incorporated vide Notification No. 1(6)/84-dated 19.3.87 effective from 19.3.1987.

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8. Creation of Posts:

(1) The Corporation shall from time to time determine the number of posts of each
description in the service of the Corporation.

(2) The authorities specified in column (1) of the following Table shall be empowered to
create new or additional posts in the Corporation of the description specified in Column (2)
thereof.

TABLE

Authority Category of Post

(1) (2)
Board Any post below the Board level.
Chairman Category I post the maximum of the scale of pay of
which does not exceed Rs. 1800.*
Managing Director Category II posts and Category I posts the maximum of
the scale of pay which does not exceed Rs.1600*
Executive Category III and IV posts.
Director(Personnel)
Zonal Manager 1. Category II posts up to six months.
2. Category III and IV posts up to one year.

(3) **Notwithstanding anything contained in these regulations when a new post is

created, the authority creating such post shall specify the scale of pay ( which shall not be
different from the standard scales of pay adopted by the Corporation ) of the post, the
mode or modes of appointment thereto and the qualifications and the age limits, if any,
applicable thereto. Thereafter such post shall be deemed to have been included under the
appropriate category in the Table set out in appendix-I.

*Substituted vide notification No.1-16/76-EP dated 5.10.1976. Effective from 1.5.1976 (37th
Amendment)
**Added vide notification No.1-27/71-EP Vol.I dated 25.1.1975. Effective from
9.1.1975.(24th Amendment )

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9. Procedure for direct recruitment:

The following procedure shall be followed in the case of direct recruitment to posts
sanctioned for more than 3 months or to posts sanctioned initially for less than 3 months but
extended beyond 3 months:

(a) Category III and IV Posts:

*The vacancies shall be notified to the Employment Exchange/Exchange

having jurisdiction over the unit of appointment. Simultaneously the
appointing authority shall arrange for the issue of an advertisement in
prominent newspapers. Selection of eligible candidates out of the applications
received shall be made on the basis of elimination/proficiency tests.

All applications received shall be considered and promising candidates called

for interview. Final selection shall be made on the basis of an interview or
after holding a test, wherever such a test is considered necessary or
appropriate. Having regard to the nature of the post.

**Provided that the employees serving under the Central / State Governments and
Public Sector Undertakings whose applications are received through proper channel and the
surplus employees of the Central / State Governments shall also be eligible to be considered
for appointment against direct recruitment vacancies along with the nominees of the
Employment Exchanges.

***Provided further that such of the employees who were recruited on daily-rate
basis for periods of less than 3 months or on purely temporary basis and whose services
have been retained after allowing periodical breaks, shall also be eligible to be considered
for appointment against direct recruitment along with candidates sponsored by the
respective Employment Exchanges.

****Provided further that any apprentice who has successfully completed the period
of his apprenticeship training under the Apprentices Act, 1961 in the Corporation shall also
be eligible for regular appointment in accordance with the instructions issued by the Central
Government from time to time.

_________________________________________________________________________
* Substituted vide notification No.101 Dt.20.07.2010 [FCI (Staff) (3rd Amendment)
Regulations, 2010]. Effective from 20.07.2010.
**Added vide notification No.4-7/72-EP Dt.30.10.1973. Effective from 20.10.1973 (16th
Amendment).
***Added vide notification No.4-8/75-EPDated 4.2.1976. Effective from 27.1.1976(28th
Amendment)
****Added vide notification No.4-1/78-EP dated 23.3.1978.Effective from 28.2.1978(52nd
Amendment).

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 *Provided further that the regular departmental labour workers of the Corporation,
who fulfill the educational qualifications prescribed for direct recruitment to category III and
IV posts, shall also be eligible to apply and be considered for appointment against direct
recruitment vacancies along with the nominees of the Employment Exchange.

(b) Category I and II posts:

(i) **The appointing authority shall notify the vacancies to the Regional
Employment Exchanges concerned. At the same time, it will arrange or cause
to be arranged for issue of an advertisement in a few prominent newspapers
having all – India circulation.

(ii) All applications received shall be scrutinized and the candidates considered
prima facie suitable shall be called for interview. Interviews shall be held by
Selection Boards duly constituted from time to time for different categories of
posts. A selection Board shall consist of not less than 3 members. The
Selection Board shall draw up a panel of candidates fit for selection and
furnish it to the appointing authority together with its recommendations in
the order of merit. The number of person on the panel shall generally be one
and a half times the number of vacancies and the panel shall remain valid for
one year from the date it is drawn up.

(c) General:

(i) Candidates shall be required to appear for interview at their own expense.

Provided that the appointing authority may in the case of interviews held for
Category II and Category I posts and for departmental candidates grant traveling allowance
at such rates as it may specify.

(ii) Selected candidates shall be required before appointment to submit

themselves to a medical test by a qualified medical practitioner approved in
this behalf by the appointing authority. The fees payable for the medical test
shall be borne by the Corporation.

*Added vide notification No.13(2)/81-BC dated 5.9.1981.Effective from 25.7.1981(72nd

Amendment)
**Substituted vide notification No.26-4/78-EP dated 6.3.1980.Effective from 12.2.80(68th
Amendment)

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10. Procedures for promotion:

*(i) Promotion shall be made on the basis of seniority subject to fitness in respect of
non-selection posts indicated in Appendix I of the Staff Regulations.

(ii) Promotion in respect of selection posts indicated in Appendix I of the Staff

Regulations shall be made on the basis of merit, seniority being considered only when the
merit of contending candidates is approximately the same.

*#(iii) All promotions except through APS shall be considered by a Promotion Board
duly constituted for this purpose and shall be regulated by the general instructions to be
issued by the Board of Directors, in regard to the filed of choice of candidates, the size of
the panel and the validity of the panel. APS shall be extended to the specified percentage of
available promotional vacancies as indicated in Appendix-I.

#Provided that, a post where promotions are made through APS, the seniority of
eligible selected candidates will be arranged in the consolidated order of merit in limited
departmental promotion examination.

Note: Purely as an interim measure, pending their permanent absorption in the

service of the Corporation, the employees of the Central Government in the Directorate
General of Food posted to work under the administrative control of the Food Corporation of
India may be given ad hoc promotions, in accordance with the principles mutually agreed
upon between the Corporation and the Central Government.

11. Reservation for Scheduled Castes, Scheduled Tribes and other categories in
the services under the Corporation:

**In making appointments in the services of the Corporation, reservations,

relaxation of age limits and other concessions would be provided to Scheduled Castes,
Scheduled Tribes and other category of persons as directed by Government of India from
time to time. The Managing Director may issue detailed administrative instructions
accordingly.

12. Treatment of appointment made prior to coming into force of these

regulations:

Appointments made prior to the coming into force of these regulations shall be
treated in the following manner, namely:

(a)Where the appointment has been made on the basis of a competitive selection of
candidates applying against an advertisement issued or against requisition sent to
Employment Exchanges, the appointment shall be deemed to have been regularly made to
the service of the Corporation by direct recruitment in the Corresponding post in the table
set out in Appendix. I.

(b)In every other case the appointment shall be deemed to have been made on an
ad hoc basis in accordance with sub-clauses (a), (b) and (c) of Clause 3 of Regulation 7 as
may be appropriate in the circumstance of each case.
________________________________________________________________________
*Substituted vide notification No.1-5/73-EP dated17.8.1973. Effective from 10.7.1973.
**Substituted vide notification No.18-1/78-EP dated 29.8.1978. Effective from 1.7.1978.
#Amended vide notification No. 131 dated 17.06.2021. Effective from 17.06.2021.

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13. Commencement of service:

Service shall be deemed to commence from the working day on which an employee
reports for duty in an appointment if he reports for such duty in the forenoon and from the
following day if he reports for duty in the afternoon.

14. Declaration of fidelity and secrecy:

Every person on first appointment to service of the Corporation shall before entering
upon his duties make a declaration of fidelity and secrecy as required under Section 38 of
the Act.

15. Probation:

@(1)”Every person regularly appointed to any post in the Corporation under Sub-
Clause (a) of Clause (1) of Regulation 7 shall be required to be on probation for a period
one year from the date of appointment. Provided further that there will be no probation for
a person promoted from one grade to another grade within the same category except where
the promotion involved a change in the category of post in the same cadre e.g. if an Asstt.
Grade-III is promoted as Asstt. Grade-II there will be no probation whereas if a Messenger
(Category IV official) is promoted as Asstt. Grade.III (Category-III) or an Asstt. Grade-I
(Category III) is promoted as ##Asstt. Manager (Category-II) normal probation period shall
be applicable. Similarly if an ##Asstt. Manager (Category II) is promoted as #Deputy
Manager (Category I) there will be normal period of probation and for persons promoted
from #Deputy Manager onwards, there will not be any probation”.

(2) The appointing authority may in his discretion extend the period of probation by a
further period not exceeding one year.

*(3) During the period of probation an employee directly recruited shall be liable to be
discharged from service without assigning any reason by giving him a notice of 30 days or
pay and allowances in lieu thereof.

An employee promoted from a lower post to a higher post shall be liable to be

reverted to the lower post without notice and without assigning any reason.

**(4) An employee who has satisfactorily completed his probation in any post shall
thereafter be confirmed.

(5) Where an employee has rendered continuous temporary service or continuous

service on deputation in any post immediately proceeding his regular appointment to such
post, the period of service so rendered temporarily or on deputation may be counted
against the period of probation if the appointing authority so directs.
______________________________________________________________________
@Amended vide notification No.EP4 (2)/84 dated 29.11.1991. Effective from 29.11.1991 (3rd
Amendment of 1991)
*Amended vide notification No.13-5/84-BC dated 23.11.84 (90th Amendment) Effective from
3.9.1984(4-2/77-EP)
**Amended vide Notification No.1-5/73-EP dated 17.8.1973. Effective from 10.7.73.
# Re-designated vide notification No.93/EP-32(4)/2004 dated 20th May 2005.
## Re-designated vide Notification No.95/EP-7(1)/2005 dated 21st Oct 2005.
Effective from the date of notification.

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*Explanation:

The term “allowances” used in this Regulation means and includes Dearness
Allowance and Additional Dearness Allowances only and does not include any compensatory
or other allowances.

16. Seniority:

Seniority of employees appointed shall be determined as follows:

(1) Direct recruits:
The relative seniority of all direct recruits will be determined by the order of merit in
which they are selected for such appointment by the selecting authority; persons appointed
as a result of an earlier selection being senior to those appointed as a result of subsequent
selection.
(2) Promotees:
(a) The relative seniority of persons promoted to various grades will be
determined in the order in which their names appear in the panel drawn up in
accordance with Regulation 10.
Provided that seniority of an employee who refuses to accept promotion, may be
altered in accordance with the administrative instructions issued by the Corporation from
time to time.
(b)** Where promotions to a grade are made from more than one grade, the
eligible persons will be arranged in a combined seniority list in the order of their
relative seniority in their respective grades. The Selection Committee will then select
persons for promotion from this list and arrange the candidates selected in a
consolidated order of merit or according to seniority in the lower grade, as the case
may be, which will determine the seniority of the persons on promotion to the higher
grade.
#(3) (A) Relative seniority of promotees and accelerated promotees: The relative seniority
of promotees and accelerated promotees will be determined according to rotation of the
vacancies as between promotees and accelerated promotees based on the quotas reserved
for Promotion and Accelerated Promotion Scheme respectively.
#(3)(B) Relative seniority of direct recruits and promotees:
(i) The relative seniority of direct recruits and promotees will be determined
according to the rotation of the vacancies as between direct recruits and
promotees as based on the quotas reserved for direct recruitment and
promotion respectively.
(ii)(a) Vacancies arising in a calendar year shall be filled up during the same calendar
year, as far as possible.

*Amended vide notification No.13-5/84-BC dated 23.11.1984. Effective from 3.9.1984.

**Substituted vide notification No.7-1/74-EP dated 11.12.1975.Effective from 1.5.1974.
#Amended vide notification No. 131 dated 17.06.2021. Effective from 17.06.2021.

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 (b) Notwithstanding anything stated above, if for any reasons whatsoever, any
vacancy or vacancies arising during a calendar year reserved for promotion or direct
recruitment, as the case may be, remain unfilled by the prescribed mode such
vacancy or vacancies shall be carried over to the subsequent calendar year. The inter
se seniority of such persons as are promoted or recruited against such vacancy or
vacancies shall be fixed as if such earlier year‟s vacancies for promotion or direct
recruitment, as the case may be, had arisen during such subsequent calendar year
and the persons selected against the additional vacancies shall be placed en-block
below the last promotee or the direct recruit, as the case may be, in the seniority list
based on the rotation of vacancies for that year.

(4) Transferred employees:

(a) Inter-se seniority of the Food Department employees transferred to the

Corporation will follow the order of their relative seniority in the Department of Food
irrespective of their actual date of employment in the Corporation. The seniority of
an employee belonging to a Regional Directorate, who is working on the date of his
employment by the Corporation in the Procurement Organization on a temporary
transfer basis, will be determined on the basis of his seniority in the Regional
Directorate.

(b) If employees in one or more grades in the Food Department are merged in a
common grade in the Corporation, their inter-se seniority shall be determined on the
basis of length of continuous service in the equated grades.

(5) Relative seniority of Food Department transferees and direct recruits of the
Corporation:

The seniority of employees transferred to the Corporation from the Food

Department vis-à-vis the seniority of direct recruits employed by the Corporation will
be determined with reference to the length of continuous service in the grade
concerned in the Corporation including the service in an appropriate / equated
grade(s) in the Department. Such fixation of seniority will, however, be without
prejudice to the inter-se-seniority of the Food Department transferees to the
Corporation in accordance with item (4) above and the inter-se seniority of other
persons employed by the Corporation in accordance with items (1) to (3) above.

(6) Seniority of deputationists absorbed in the service of the Corporation:

*The Seniority of deputationists absorbed in the service of the Corporation

shall be determined in accordance with the guidelines issued by the Bureau of Public
Enterprises from time to time.

(7) Relative seniority of an employee transferred from one Unit to another:

An employee transferred from one unit of seniority to another will be ranked as the
junior most in the particular category on the date he joins the new Unit. If, however, such
transfer is in the opinion of the competent authority in the interest of the Corporation,
seniority of the transferee will be fixed in the new Unit after giving full weightage to the
service counting for seniority in the particular category in the old Unit.

*Substituted vide notification No.1-8/76-EP dated 25.1.1977.Effective from 14.12.1976.

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$(8) RELATIVE SENIORITY OF MANAGEMENT TRAINEES AND PROMOTEES.

(i) The seniority of Management Trainees absorbed as ##Managers in the

services of FCI will be determined by the order of merit in which they are
finally selected for absorption after successful completion of their training
period.

(ii) Relative seniority of Management Trainees absorbed as ##Managers in the

services of the FCI and the promotees will be determined with reference to
the date of induction into the Corporation as Management Trainees and the
date of appointment as ##Managers in the case of promotees.

17. Transfers and tours:

An employee shall be liable to serve anywhere in India in the service of the

Corporation and to proceed on tour in the course of his official duty to any place within India
or abroad.

18. @ Deputation of Officers of the Corporation to other organization:

Employees of the Corporation may be sent on deputation to other organization

(including Central / State Government) with the prior approval of the Managing Director or
any other subordinate authority as may be decided by the Managing Director as
per Delegation of Powers. The deputation of such employees shall be governed by the
terms to be mutually agreed upon between the Corporation and the borrowing authority.

19. Termination of service and discharge:

(1) The services of any employee who has appointed on a regular basis to any post in
the Corporation and has satisfactorily completed his period of probation may be terminated
by the competent authority on giving such employee 90 days‟ notice or [pay and allowances
in lieu thereof]*.
Provided that services of a transferred employee shall not be terminated except as a
consequence of abolition of posts or a reduction in their number. Termination of service
consequent on such abolition or reduction shall take place in the order of juniority in the
grade concerned in the Corporation and the period of notice or *[pay and allowances in lieu
thereof] * in such cases shall not be less than the period or *[pay and allowances in lieu
thereof]* to which such a transferred employee was entitled if he had continued in
Government service.

Provided further that a transferred employee who is promoted to a higher post in the
Corporation shall be reverted to the grade from which he is promoted in the case of
abolition or reduction in the number of posts to which he is promoted in the Corporation.

$Added vide Notification No.75/EP-16(3)/92 dated 19.09.1996.

*[Substituted vide notification No.1-2/77-EP dated 7.6.1977.Effective from 24.5.1977.
## Re-designated vide Notification No.95/EP-7(1)/2005 dated 21st Oct 2005.
@ Amended vide Notification No. 133 dated 08.12.2021. Effective from the date of
Notification.

Page | 15
*(2) The services of any employee appointed under sub-clause (b) or sub-clause (c) of
clause (3) regulation 7 may be terminated by the competent authority on giving him 30
days‟ notice or [pay and allowances in lieu thereof.]

(3) The competent authority for purposes of this regulation will be an authority not lower
in rank than the appointing authority.

(4) Nothing contained in this regulation shall affect the right of the appropriate authority
for dismissal, removal from service or compulsory retirement of an employee as a result of
disciplinary proceedings or in pursuance of the provision relating to retirement under
regulation 22.

**Explanation: The term “allowances” used in this Regulation means and includes
Dearness Allowances and Additional Dearness Allowance only and does not include any
compensatory or other allowances.

20. Safeguards to transfer employees:

The redeployment of transferred employees by the Central Government who are

rendered surplus as a result of winding up of the Corporation or abolition or reduction of
posts will be regulated by the instructions contained in Appendix 3.

***21. Resignation:

(1) No employee shall resign from the service of the Corporation except by giving such
notice or by paying compensation in lieu of such notice or for the shortfall in the notice
period, as the case may be, as an employee of equivalent rank would have received under
Regulation 19 or under Regulation 15(3), as the case may be, if his services were to be
terminated or compensation paid in lieu of such notice.

Provided that it shall be open to the appointing authority to waive such notice.

(2) Resignation may be accepted by the appointing authority with immediate effect or at
any time before the expiry of the period of notice in which case an employee shall be paid
pay in respect of unexpired period of notice given by him. In case a shorter period of notice
is accepted at the request of an employee, he shall be entitled to receive his pay and
allowances only in respect of actual period spent on duty in the Corporation.

(3) The resignation submitted by an employee will become effective only when it is
accepted and the employee is relieved of his duties.

(4) An employee leaving the service of the Corporation without giving proper notice or
compensation paid in lieu of such notice or without acceptance of his resignation or without
being relieved of his duties shall be liable to disciplinary action under these Regulations.

*Amended vide notification No.1-5/73-EP dated 17.8.1973. Effective from 10.7.1973.

**Added vide notification No.13-5/84-BC dt.23.11.84. Effective from 3.9.1984.
***Substituted vide notification No.5-4/73-EP.Vol.I dated 24.02.1979. Effective from
07.02.1979.

Page | 16
22. Superannuation and retirement:

* (1) Every employee appointed to the service of the Corporation shall retire on the
afternoon of the last day of the month in which he/she attains the age of 60 years.
However, employees whose date of birth is the first of the month shall retire from service on
the afternoon of the last date of the preceding month on attaining the age of 60 years.

**$ (2) (A) (i) Notwithstanding anything contained in this Regulation, the Appropriate
Authority shall, if it is of the opinion that it is in the public interest so to do, have the
absolute right to retire any Corporation employee by giving him notice of not less than three
months in writing or three months' pay and allowances in lieu of such notice:

(a) If he is, in Category I & II service or post in a substantive, quasi-

permanent or temporary capacity and had entered Corporation service before
attaining the age of 35 years, after he has attained the age of 50 years;

(b) In any other case after he has attained the age of fifty-five years;

(ii) If on a review of the case either on a representation from the Corporation

employee retired prematurely or otherwise, it is decided to, reinstate the Corporation
employee in service, the authority ordering reinstatement may regulate the intervening
period between the date of pre-mature retirement and the date of reinstatement by the
grant of leave of the kind due and admissible, including extraordinary leave or by treating it
as dies non depending upon the facts and circumstances of the case:

Provided that the intervening period shall be treated as a period spent on duty for all
purposes including pay and allowances, if it is specifically held by the authority ordering
reinstatement that the premature retirement was itself not justified in the circumstances of
the case, or, if the order of premature retirement is set aside by a Court of Law.

(iii) Where the order of premature retirement is set aside by a Court of Law with
specific directions in regard to regulation of the period between the date of premature
retirement and the date of reinstatement and no further appeal is proposed to be filed, the
aforesaid period shall be regulated in accordance with the directions of the Court.

___________________________________________________________________________
*Substituted vide Notification No.EP-1(3)/98 dated 29th May, 1998. Effective from
29.05.1998.
**Amended vide notification No.1-15/75-EP Vol.V dated 26.7.1990. Effective from
26.7.1990.
$ Amended vide Notification No.EP-14(1)/2017 dated 02.06.2021. Effective from
02.06.2021.

Page | 17
 (B) (i) Any Corporation employee may, by giving notice of not less than three months
in writing to the Appropriate Authority retire from service after he has attained the age of
fifty years, if he is in Category I or II service or post, (and had entered the Corporation
service before attaining the age of 35 years), and in all other cases after he has attained the
age of 55 years:

(a) It shall be open to the Appropriate Authority to withhold permission to a

Corporation employee under suspension who seeks to retire under this clause.

(b) A Corporation employee referred to in sub-clause (2)(B)(i) may make

request in writing to the Appointing Authority to accept notice of less than three
months giving reasons therefor;

(c) On receipt of a request under sub-clause (b), the Appointing Authority

may consider such request for the curtailment of the period of notice of three
months on merits and if it is satisfied that the curtailment of the period of notice will
not cause any administrative inconvenience, the Appointing Authority may relax the
requirement of notice of three months on the condition that the Corporation
employee shall not apply for commutation of a part of his pension before the expiry
of the period of notice of three months.

(B) (ii) A Corporation employee, who has elected to retire under this rule and has
given the necessary intimation to that effect to the Appointing Authority, shall be precluded
from withdrawing his election subsequently except with the specific approval of such
authority:

Provided that the request for withdrawal shall be within the intended date of his
retirement.

(C) Notwithstanding anything contained in Clause (2)(A)(i), the Appropriate Authority

shall, if it is of the opinion that it is in the public interest to do so, have the absolute right to
retire a Corporation employee in Category III & IV service or posts, after he has completed
thirty years‟ service by giving him notice of not less than three months in writing or three
months‟ pay and allowances in lieu of such notice.

(D) A Corporation employee in Category III or IV service or posts, may, by giving

notice of not less than three months in writing to the Appropriate Authority, retire from
service after he has completed thirty years‟ service.

Note: In computing the notice period of 3 months referred to above, the date of
serving of the notice and that the date of its expiry shall be excluded.

(3) Nothing contained in clause (1) and clause (2) shall effect the right of the competent
authority to retire an employee with due notice or pay in lieu thereof on his being certified
by a medical examiner to be nominated for the purpose by such authority as being
incapacitated for a further period of a continuous service due to his continued illness or
accident.

(4) An employee may be permitted to retire at his own request on the competent
authority being satisfied that such employee is incapacitated for a further period of
continuous service due to his continued illness or accident.

Page | 18
 Provided that before acting under this clause it shall be open to such authority to
require the employee to undergo a medical examination by such medical examiner as it may
nominate for this purpose.

(5) The competent authority for the purpose of this regulation shall in respect of an
employee be the authority competent to terminate the services of an employee of equivalent
rank under clause (1) of Regulation 19.

*Explanation: The term “allowances” used in this Regulation means and includes
Dearness Allowances and additional dearness allowances only and does not include any
compensatory or other allowances.

**22-A. Voluntary Retirement of employees on completion of 20 years of

qualifying service:

(1) At any time after an employee has completed 20 years of Qualifying Service, he may,
by giving notice of not less than three months in writing to the Competent Authority, retire
from service of the Corporation.

Explanation:

Qualifying service means service rendered in the Corporation by an employee after

completion of 18 years of age except period of service rendered as an apprentice and
extraordinary leave without any leave salary.

Service rendered in the Government or any public or private undertaking by an

employee before his joining of the Corporation may be declared by the Managing Director to
be deemed, in whole or in part, to be qualifying service in the Corporation provided that
there was no break in service before joining the Corporation.

For the purpose of pensionary benefits under the Central Government rules and
orders, the service rendered in any public or private undertaking would not count towards
qualifying service.

(2) The notice of voluntary retirement given under Sub-Regulation (1) shall require
acceptance by the Competent Authority.

@ (3) The qualifying service as on the date of intended retirement of the employees of the
Corporation under this Regulation shall be increased by a period not exceeding five years,
subject to the condition that the total qualifying service rendered by the Corporation
employee does not in any case exceed 33 years and it does not take him beyond the date of
superannuation.

Provided that the total qualifying service after allowing the increase under the Sub-
Regulation shall not exceed the qualifying service, which he would have had, if he had
retired voluntarily at the lowest age limit for such retirement prescribed under Sub-
Regulation (2) of Regulation 22 of these Regulations.

*Added vide notification No.1-2/77-EP dated. 03.09.84. Effective from 03.09.1984.

**Added vide notification No.11 (3)/77-EP dated 15.9.1982. Effective from 15.9.1982.
@Amended vide notification No.1-15/75-Vol.V dated 26.7.1990 (3rd Amendment of (1990)

Page | 19
(4) (a) An employee referred to in Sub-Regulation (1) may, make a request in
writing to the appointing authority to accept notice of voluntary retirement of less than three
months giving reasons therefore;

(b) On receipt of a request under clause (a), the appointing authority, subject to
the provisions of sub-regulation (2), may consider such request for the curtailment of the
period of notice of three months on merits and it is satisfied that the curtailment of the
period of notice will not cause any administrative inconvenience, the appointing authority
may relax the requirement of notice of three months on the condition that the Corporation
employee shall not apply for commutation of a part of his pension before the expiry of the
period of notice of three months.

(5) The amount of pension /gratuity to be granted under this Regulation shall be subject
to other provisions made under the relevant Regulations in this regard. The increase not
exceeding 5 years in Qualifying Service shall not entitle an employee of the Corporation
retiring voluntarily to any notional fixation of pay for the purposes of calculating pension and
/ or gratuity which will be based on the actual emoluments calculated with reference to the
date of retirement.

The increase in the Qualifying service shall not also entitle an employee governed by
the Contributory Provident fund Regulations of the Corporation to any contribution by the
Corporation towards the Contributory Provident Fund for such increase in the qualifying
service.

(6) The employee of the Corporation who is allowed to retire under this Regulation and
has given the necessary notice to that effect to the Competent Authority should be
precluded from withdrawing his notice except with the specific approval of such authority.

Provided that the request for withdrawal shall be made before the intended date of
this retirement.

(7) This Regulation shall not apply to the employees of the Corporation who are on
deputation from the Central Government/State Government/Local Bodies/Autonomous
Bodies/Public Sector Undertaking or to employees who have gone to such organization and
who propose to get absorbed therein.

****************************************

Page | 20
 SECTION – 3

LEAVE AND JOINING TIME

*23. The employees of the Corporation will be entitled to the grant of leave including
entitlement of various kinds of leave in accordance with the provisions contained in the
Central Civil Service (Leave) Rules, 1972 as amended from time to time.

** - 24 – 28 (Deleted)

29. Competent Authority:

The Corporation may from time to time prescribe the competent authorities for grant
of various kinds of leave and for the exercise of other powers in this chapter in respect of
employees of different categories.

***29-A. Encashment of Earned Leave while in service:

Encashment of Earned Leave shall be allowed to the regular employees including

food Transferees of the Corporation once in a calendar year in accordance with the terms
and conditions laid down in appendix-5 for the purpose of this Regulation, the expression
“earned leave” shall not include the un-availed portion of joining time credited to the leave
account as earned leave under Regulation 30.

NOTE: (i) The existing Regulation 29-A will cease to be in operation in respect of
the employees governed by CDA Pattern Pay Scales w.e.f 1.7.90 and a new
Regulation 29(b) shall be applicable to them w.e.f. the above date.

(ii) In the case of employees who are on IDA Pattern Pay Scales w.e.f.
1.8.83 for the purpose of encashment of E.L. emoluments include the Basic
Pay, Special Pay, Personal Pay, IDA and Interim Relief.

****29-B. Encashment of Earned Leave while in

Service/Superannuation/Regulation for C.D.A. Optee Employees.

(i) Encashment of Earned Leave shall be allowed to regular employees (including

food Transferees) of the Corporation while in service/superannuation and
resignation governed by Central D.A. Pattern Pay scales, in accordance with
the terms and conditions laid down in appendix-6. for the purpose of this
Regulations, the expression “EARNED LEAVE” shall not include the un-availed
portion of joining time credited to the leave account as Earned Leave under
Regulation -30.

_________________________________________________________________________
*Amended vide notification No.1-16/76-EP dated 13.4.78.Effective from 1.10.76. (53rd
Amendment)
**Deleted vide notification No.1-16/76-EP dated 13.4.78. Effective from 1.10.76 (53rd
Amendment).
***Added vide notification No.22/F. No. 6-1/76-IC Vol.IV dated 22.1.1983 (85th
Amendment) Effective from 1.11.1977.
****Added vide notification No EP.38-1/90 dated28th December, 1993(1st Amendment).
Effective from 1.7.90.

Page | 21
 (ii) A New Appendix-6 shall be added after the existing appendix-5 in the FCI
(Staff) Regulations, 1971 as follows:-

*30.Joining Time:

(1) Joining time shall be granted employee of the Corporation on transfer in public
interest to enable him to join the new post either at the same or new station. No joining
time is admissible in case of temporary transfer for a period not exceeding 180 days. Only
the actual transit time, as admissible in case of journeys on tour may be allowed.

(2) For appointment to posts under the Corporation on the results of a competitive
examination and /or interview open to the employees of the Corporation and others, the
employees of the Corporation will be entitled to joining time under these rules.

(3) (a) The joining time shall commence from the date of relinquishment of charge of the
old post if the charge is made over in the forenoon or the following date if the charge is
made over in the afternoon.

(b) The joining time shall be calculated from old Headquarters in all cases including
where an employee receives his transfer orders or makes over charges of the old post in a
place other than his old Headquarters or where the Headquarters of an employee while on
tour is changed to the tour station itself or where his temporary transfer is converted into
permanent transfer.

(c) Not more than one day‟s joining time shall be allowed to an employee to join a new
post within the same station or which does not involve a change of residence from one
station to another. For this purpose, the term “same station” will be interpreted to mean the
area falling within the jurisdiction of the Municipality or Corporation including such of
suburban municipalities, notified areas or cantonments as are contiguous to the named
municipality etc.

(d) In cases involving transfer from one station to another and also involving change of
residence, the employee of Corporation shall be allowed joining time with reference to the
distance between the old headquarters and the new headquarters by direct route and
ordinary mode(s) of travel as indicated in the following schedule. When holiday (s)
follows(s) joining time, the normal joining time may be deemed to have been extended to
cover such holiday(s).

Distance between the Joining time admissible Joining time admissible

old Headquarters and where the transfer
the new headquarters necessarily involves
continuous travel by road for
more than 200 KMs.
1,000 KMs, or less 10 days 12 days
More than 1,000 KMs 12 days 15 days
More than 2,000 KMs 15 days except in cases of 15 days
travel by Air for which the
maximum time will be 12
days
Note: Distance means actual distance and not weighted mileage for which fare is charged
by the Railways in certain ghat/ hill sections.

*Substituted vide notification No.7-4/79 EP dated 26.12.1981 (80th Amendment) Effective

from 26.12.1981.

Page | 22
(e) Extension of joining time beyond the limits indicated in Sub-Regulation 3 (d) above
can be granted upto the maximum limit of 30 days by ##Executive Director (Zone) /
Executive Director (Personnel) in Head Office under whose jurisdiction the employee
concerned has been transferred and beyond 30 days by the ##Executive Director
(Commercial)/ Executive Director (Finance), the guiding principle being the total period of
joining time should be approximately equal to 8 days, for preparation plus reasonable transit
time plus holidays, if any, following the extended joining time. While computing the transit
time, allowance could be made for the time unavoidably spent due to disruption of transport
arrangements caused by strike or natural calamities, or the period spend awaiting the
departure of the steamer.

4. (a) When an employee joins the new post without availing of the full joining
time, the number of days of joining time, as admissible in Sub-regulation 3(d) above subject
to the maximum, of 15 days reduced by the number of days actually availed of shall be
credited to his leave account as earned leave.

(b) Joining time may be combined with regular leave of any kind or duration
except casual leave.

(c ) If an employee in transit on transfer is directed to proceed to a place

different from the indicated in the initial transfer orders, he shall be entitled to joining time
already availed of upto the date of receipt of revised orders plus fresh spell of full joining
time from the date following the date of receipt of the revised orders. The fresh spell of
joining time in such cases shall be calculated from the place at which he received revised
orders as if he is transferred from that place.

5. The authority sanctioning the transfer may, in special circumstances, curtail/ extend
the joining time admissible under these regulations at his discretion for reasons to be
recorded in writing.

6. An employee who does not join in his new post within his joining time is not entitled
to any pay or leave salary after the end of the joining time. An employee willfully absenting
himself from duty after expiry of joining time shall be liable to disciplinary action under these
regulations.

**********************

________________________________________________________________
## Re-designated vide Notification No.95/EP-7(1)/2005 dated 21st Oct 2005.

Page | 23
 SECTION-4

CONDUCT REGULATIONS

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 the rules and
regulations made there under :

(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.

*31-A. Promptness and Courtesy:

No employees shall:

(1) in the performance of his official duties, act in a discourteous manner;

(2) in his official dealings with the public or otherwise adopt dilatory tactics or
willfully cause delays in disposal of the work assigned to him.

*31-B. Observance of Government’s policies:

Every employee shall, at all times –

(1) act in accordance with the Government‟s policies regarding age of marriage,
preservation of environment, protection of wildlife and cultural heritage;

(2) observe the Government‟s policies regarding prevention of crime against

women.

*31-C. Prohibition of sexual harassment of working women.

(1) No employee shall indulge in any act of sexual harassment of any woman at
her work place.

(2) Every employee who is in-charge of a work place shall take appropriate steps
to prevent sexual harassment to any woman at such work place.

*Inserted vide Notification No.92/EP-33(1)/97-Vol.II dated 1st April, 2005.(1st Amendment).

Effective from the date of Notification.

Page | 24
 EXPLANATION: - For the purpose of this Regulation, “sexual harassment” includes
unwelcome sexually determined behaviour, whether directly or otherwise, such as:

(a) physically contact and advances;

(b) demand or request for sexual favours;

(c) Sexually coloured remarks;

(d) showing any pornography; or

(e) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

**(f) The following circumstances, among other circumstances, if it occurs or is present in

relation to or connected with any act or behavior of sexual harassment may amount
to sexual harassment:

(i) implied or explicit promise of preferential treatment in her employment; or

(ii) implied or explicit threat of detrimental treatment in her employment; or

(iii) implied or explicit threat about her present or future employment status; or

(iv) interference with her work or creating an intimidating or offensive or hostile

work environment for her; or

(v) humiliating treatment likely to affect her health or safety.

32. 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-A. Misconduct:

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.

*Added vide Notification No.1-8/80-EP dated 22.2.1982. Effective from 22.02.82.

** Added vide Notification No.132 dated 26.08.2021. Effective from 26.08.2021.

Page | 25
 (5) Acting in a manner prejudicial to the interests of the Corporation.

(6) Willful 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-stay 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 willfully or due to negligence.

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

premises of the Corporation.

(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) Willful absence from duty after expiry of joining time on transfer from one post
to another.

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

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

(22) Willful 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.

Page | 26
 (24) Failure to maintain a responsible and decent standard of conduct in private life,
thereby bringing discredit to the Corporation.

(25) Failure to observed proper decorum during lunch hour, playing games/cards
beyond the prescribed lunch hour and playing cards/gambling in the open spaces or building
in the immediate vicinity of the office building.

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

without prior permission of the competent authority.

(27) Any unruly or irresponsible behaviour before a Department 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 utilizing 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.

(32) Interference in the work of other employees.

(33) Approaching higher authorities directly or through other persons for promotion
or any other personal favour or gain except through proper channel.

(34) Writing of anonymous or pseudonymous letter criticizing 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) Willful 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 instances of misconduct are only illustrative in nature and not exhaustive.

Page | 27
33. Employment of near relatives of employees in private forms 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 private firm with
which he has official dealings or in any other firm having official dealings with the
Corporation.

Provided that where the acceptance of the employment cannot await prior
permission of the Corporation or 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 become 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 be 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 of 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 organization which takes part in politics, nor shall he take part in, subscribe in
aid of, or assist in any other manner, and political movement or activity.

(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 arise whether a party is a political party or whether

any organization 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.

Page | 28
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 object 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 Associations/Unions recognized by the Management either on de-

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

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 office; 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
employee 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.

(ii) 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

Page | 29
 (b) participate in radio broadcast or contribute an article or write a letter to a
newspaper or periodical either in his won 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 on 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;

(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 (iii), 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 criticize the policy or any action of the Central Govt. or of a State Govt.
or of the Corporation;

(iii) 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 or the Corporation.

41. Unauthorized communication of information.

No employee shall, except in accordance with any general or special order of the
Corporation or in the performance in good faith of the duties assigned to him, communicate

Page | 30
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 authorized to have an access, or which he is not authorized to keep in his
personal custody or for personal purposes, shall amount to unauthorized 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 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)(i) An employee shall avoid accepting lavish hospitality or frequent hospitality
from any individual having official dealings with him or from industrial or
commercial firms, organization, etc.
**(ii) On occasions such as wedding, anniversaries, funerals or religious functions,
when the making if gift is in conformity with the prevailing religious and social
practice, an employee may accept gifts from his near relatives or from his
personal friends having no official dealing with him, but shall make a report
to the corporation, if the value of such gift exceeds;-

(a) Rs.25,000/- in case of an employee holding any Category-I or Category-II

Post;
(b) Rs.15,000/- in case of an employee holding any Category-III post;
(c) Rs.7,500/- in the case of an employee holding any Category IV post.

**(iii) In any other case, an employee shall not accept any gift without sanction of
the Corporation if the value thereof exceeds:

%(a) Rs.5000/- in case of an employee holding any Category-I or Category-II

posts;
%(b)Rs.2000/- in case of an employee holding any Category-III and IV posts.
(c) Deleted.

**(iv) Deleted.

*Substituted vide Notification No.EP-32(12)/94 dated 14th January, 1997.

**Substituted vide Notification No.119 dated 19.03.2019. Effective from 19.03.2019.
% Substituted vide Notification No.125 dated 30.07.2020. Effective from 30.07.2020

Page | 31
%(v) Notwithstanding anything contained in Sub-Regulations (ii) to (iii) above, a
Corporation employee being a member of Indian delegation or otherwise may receive and
retain gifts from foreign dignitaries in accordance with the provisions of the Foreign
Contribution (Acceptance or Retention of Gifts or Presentations) Rules, 2012, as amended
from time to time.

(vi) A Corporation employee shall not accept any gift from any foreign firm which is
either contracting with the Food Corporation of India or is one with which the Corporation
employee had , has or is likely to have official dealings. Acceptance of gifts by a Corporation
employee from any other firm shall be subject to the provisions of Sub-Regulations.

**43-A. Obtaining donations / advertisement / sponsorship, etc. by Association / NGO‟s

formed by either employees or their spouse / family members, etc. from contractors,
vendors, customers or other persons having commercial relationship / official dealing with
FCI will be treated as misconduct.

44. Public demonstration in honour of Corporation employees:

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 / her
retirement or transfer or any person who has recently quit the service of
Corporation; or

(ii) the acceptance of simple and inexpensive entertainments 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 or business, or

(b) negotiate for, or undertake, any other employment, or

(c) hold an elective office, or canvass for a candidate or candidates for an

elective office, in any body, whether incorporated or not, or
_______________________________________________________________
** Substituted vide Notification No.115 (File No.EP.7(1)/2016) dated 06.03.2017.
% Substituted vide Notification No.125 dated 30.07.2020. Effective from the date of
notification.

Page | 32
 (d) canvassing in support of any business of 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 organization, the aims or objects of which relate to
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 (not involving

the holding of an elective office) of a co-operative society sub-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 his
official duties shall not suffer thereby and he shall, within a period of one
month of his taking part in such activities, 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, no
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.

Page | 33
Explanation:

The term „Fee‟ used means a recurring or non-recurring payment made to an

employee of the Corporation but does 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 in sports activities as amateur”.

46. Investment, lending and borrowing:

% (i) No employee shall speculate in any stock, share or other investment.

% Provided that, nothing in this sub-regulation shall apply to occasional investments

made through stock brokers or other persons duly authorized and licensed or who have
obtained a certificate of registration under the relevant laws.

% 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-regulation.

(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.

(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

inmoney 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.

___________________________________________________________________________
% Substituted vide Notification No.125 dated 30.07.2020. Effective from 30.07.2020.

Page | 34
 (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 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; and

(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.*10,000 may be added and shown as a lump-sum. 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 lease, mortgage,
purchase, sale, gift or otherwise either in his own name or in the name of any
member of his family.

*Substituted vide Notification No.94/-EP-36(1)/2004 dated 02.06.2005. Effective from

02.06.2005.
**Substituted vide Notification No.94/-EP-36(1)/2004 dated 02.06.2005.Effective from
02.06.2005.

Page | 35
 Provided that the previous sanction of the competent authority shall be obtained by
the employee if any such transaction is with a person having official dealings with him.

#(iv) “Every employee shall report to the competent authority every transaction
concerning movable property owned or held by him in his own name or in the
name of a member of his family, within one month from the date of such
transaction, if the value of such property exceeds two months‟ basic pay of
the employee.

Provided that the previous sanction of the prescribed authority shall be obtained by
the Corporation employee if such transaction is with a person having official dealings with
him.”
(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 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 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 premium of which exceeds two
months‟ basic pay of the employees, 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
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 or 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.

#Substituted vide notification No. 110 dated 14.05.2015 (file No.EP.36(1)/2004). Effective
from 14.05.2015.
Page | 36
51. Bigamous marriages:

(i) no employee shall enter into, or contract, a marriage with a person having
a spouse living;
(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 India
Nationality, shall forthwith intimate the fact to the competent authority.

Provided that 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 of intoxication;
(d) not use in excess any intoxicating drink or drug

53. Definitions:

For the purpose 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.

**Added vide notification No.EP-36(2)/85 dated 8.11.1985. Effective from 8.11.1985.

*******************

Page | 37
 SECTION 5

DISCIPLINE AND APPEAL REGULATIONS

54. Penalties:

Notwithstanding anything contained in any other regulation, and without prejudice to

such action to which an employee may become liable under any other regulation or law for
the time being in force, the following penalties may (for good and sufficient reasons and as
hereinafter provided) be imposed on any employee of the Corporation.

Minor Penalties:

(i) censure;

(ii) withholding of his promotion;

(iii) recovery from his pay of the whole or part of any pecuniary loss caused by
him to the Corporation by negligence or breach of orders;

*$ (a) Reduction to a lower stage in the time scale of pay by one stage for a
period not exceeding three years, without cumulative effect and not
adversely affecting his pension.

(iv) withholding of increments of pay.

Major Penalties:

(v) * same as provided for in Regulation (iii) (a) above, reduction to a lower
stage in the time scale of pay for a specified period, with further directions as
to whether or not the employee of the Corporation will earn increments of
pay during the period of such reduction and whether on the expiry of such
period, the reduction will or will not have the effect of postponing the future
increments of his pay;

(vi) reduction to a lower time-scale of pay or post which shall ordinarily be a bar
to the promotion of the employee to the time-scale of pay or post from which
he was reduced, with or without further directions regarding conditions of
restoration to the post from which the employee of the Corporation was
reduced and his seniority and pay on such restoration to that post;

(vii) compulsory retirement;

* Inserted vide Notification No.84 dated 25.08.2000. Effective from the date of Notification.
$ Inserted vide Notification No.126 dated 30.07.2020. Effective from the date of Notification.

Page | 38
 (viii) *removal from service which shall not be disqualification for future
employment under the Corporation / Government;
(ix) *dismissal from service which shall ordinarily be a disqualification for future
employment under the Corporation / Government.
*Provided that, in every case in which [the charge of possession of assets
disproportionate to known sources of income or the charges of acceptance] from any person
of any gratification, other than legal remuneration, as a motive or reward for doing or for
bearing to do any official act is established, the penalty mentioned in Clause (viii) – removal
from service which shall not be a disqualification for future employment under the
Corporation / Government or Clause (ix) – dismissal from service which shall ordinarily be a
disqualification for future employment under the Corporation / Government shall be
imposed:
*Provided further that in any exceptional case and for special reasons recorded in
writing, any other penalty may be imposed.
Explanation: the following shall not constitute a penalty within the meaning of this
regulation.

(a) discharge of an employee for failure to pass any examination or test or a

medical test prescribed for fresh appointment to any category of post; compulsory
retirement of an employee in accordance with the provision relating to
superannuation or retirement;
(b) compulsory retirement of an employee in accordance with the provision
relating to superannuation or retirement;
(c) termination of service or reversion to a lower category or post of an
employee appointed or promoted on probation either during or at the end of the
period of probation;
(d) discharge of an employee under regulation 19 or as a measure of
retrenchment for want of vacancy;
(e) termination of service of an employee employed under a contract or
agreement in accordance with the terms of such contract or agreement or in the
case of an employee appointed for a specific period, at the end of such period;
(f) reversion of an employee promoted from a lower post to a higher post to
such lower post for want of vacancy;
(g) on-promotion of an employee after consideration of his case for promotion;
whether on a regular or on ad-hoc basis to a post to which he is eligible for being
considered;
(h) replacement of the services of an employee whose services had been
borrowed at the disposal of his parent organization.
#(i) Any compensation awarded on the recommendation of the Complaints
Committee referred to in the proviso to sub-rule (2) of Regulation 58 and established
in the Corporation for inquiring into any complaint of Sexual harassment within the
meaning of Regulation 31-C of the FCI (Staff) Regulations, 1971.

* Amended vide Notification No. 134 dated 08.12.2021. Effective from 08.12.2021.
# Added vide Notification No. 132 dated 26.08.2021. Effective from 26.08.2021.

Page | 39
55. Provisions regarding transferred employees:

Disciplinary proceedings under these regulations may also be initiated against a

transferred employee, in respect of any act or omission pertaining to the period of service
rendered in the Department of the Central Government dealing with the Food or in any of its
subordinate or attached offices, before his transfer to the Corporation, if such act or
omission amounted to a contravention of any of the Central Civil Services (Conduct) Rules,
1964, as if it were a contravention of these Regulations.

56. Disciplinary authorities:

*The Board or the authority specified in Appendix 2 in this behalf or any other
authority (higher than the authority specified in Appendix-2) empowered in this behalf by
general or special order of the Board, may impose any of the penalties specified in
Regulation 54 on any employee.

Provided that the penalties of reduction in rank, compulsory retirement, removal

from service or dismissal from service specified in clauses (v) to (ix) of Regulation 54 shall
not be imposed on any employee by an authority lower than the appointing authority.

Explanation: „Appointing Authority‟ in relation to an employee for the purpose of

this Regulation shall be read as under:

(i) the authority empowered to make appointments to the post / grade which
the employee for the time being holds; or

(ii) the authority which appointed the employee to such post/grade as the case
may be; whichever authority is the higher authority.

57. Authority to institute proceedings:

**(1) The Board or the authority specified in Appendix 2 in this behalf or any other
authority (higher than the authority specified in Appendix 2) empowered in this behalf by
general or special order of the Board may:

(a) Institute disciplinary proceedings against any employee of the Corporation;

(b) direct a disciplinary authority to institute disciplinary proceedings against any

employee of the Corporation on whom that disciplinary authority is
competent to impose under these Regulations any of the penalties specified
in Regulation 54.

(2) A disciplinary authority competent under these regulations to impose any of the
penalties specified in clauses (i) to (iv) of Regulation 54 may institute disciplinary
proceedings against any employee of the Corporation for the imposition of any of the
penalties specified in clauses (v) to (ix) of Regulation 54 notwithstanding that such
disciplinary authority is not competent under these regulations to impose any of the latter
penalties.

*Amended vide Notification No.EP8-1/84 dated 16.10.1987. Effective from 16.10.1987.

**Substituted vide Notification No.9-2/79-EP dated 10.2.1981. Effective from 06.02.1981.

Page | 40
58. Procedure for imposing major penalties:

*** (1) No order imposing any of the penalties specified in clauses (v) to (ix) of Regulation
54 shall be made except after an inquiry held whether through personal hearing or
through Video Conferencing^ as far as may be, in the manner provided in this
regulation and Regulation 59, or in the matter provided by the Public Servants (Inquiries)
Act, 1850 (37 of 1850), where such inquiry is held under that Act.

(2) Whenever the disciplinary authority is of the opinion that there are grounds for
inquiring into the truth of any imputation of misconduct or misbehavior against an employee
of the Corporation, it may itself inquire into or appoint under this regulation or under the
provisions of the Public Servants (Inquiries) Act, 1850, as the case may be, an authority to
inquire into the truth thereof.

*“Provided that where there is a complaint of sexual harassment within the meaning
of Regulation 31(c), the Complaints Committee established in each office of the
Corporation for inquiring into such complaints, shall be deemed to be the Inquiring
Authority appointed by the Disciplinary Authority for the purpose of these Regulations and
the Complaints Committee shall hold, if separate procedure has not been prescribed for the
Complaints Committee for holding the inquiry into the complaints of sexual harassment, the
inquiry as far as practicable in accordance with the procedure laid down in the
Regulations”.

Explanation: Where the disciplinary authority itself holds the inquiry, any
reference in sub-regulation (7) to sub-regulation (20) and in sub-regulation (22) to the
inquiring authority shall be construed as a reference to the disciplinary authority.

(3) Where it is proposed to hold an inquiry against an employee of the Corporation

under this regulation and Regulation 59, the disciplinary authority shall draw up or cause to
be drawn up:

(i) the substance of the imputations of misconduct or misbehaviour into definite and
distinct articles of charge;

(ii) a statement of the imputations of misconduct or misbehaviour in support of each

article of charge, which shall contain:

(a) a statement of all relevant facts including any admission or confession made
by the employee.

(b) a list of documents by which, and a list of witnesses by whom, the articles of
charge are proposed to be sustained.

**(4)(a) The disciplinary authority shall deliver or cause to be delivered to the employee a
copy of the articles of charge, the statement of the imputations of misconduct or
misbehaviour and a list of documents and witnesses by which each article of charge is
proposed to be sustained.

*** Amended vide Notification No.128 dated 07.12.2020. Effective from 07.12.2020.
^ The amendment will not have any adverse effect on any Departmental Proceedings
already conducted / being conducted through Video Conferencing in terms of DoPT
Guidelines issued vide OM No.142/40/2015-AVD-I dated 15.09.2017
* Amended vide notification No.98 dated 09.09. 2009. Effective from 14.09.2009.
**Substituted vide Notification No.117 dated 06.03.2018. Effective from 06.03.2018.

Page | 41
 (b) On receipt of the articles of charge, the employee shall be required to submit his
written statement of defence, if he so desires, and also state whether he desires to be heard
in person, within a period of fifteen days, which may be further extended for a period not
exceeding fifteen days at a time for reasons to be recorded in writing by the Disciplinary
Authority.
Provided that under no circumstances, the extension of time for filing written
statement of defence shall exceed forty-five days from the date of receipt of article of
charge.
(5) (a) On receipt of the written statement of defence, the disciplinary authority may
itself inquire into such of the articles of charge as are not admitted, or if it considers it
necessary to do so, appoint under Sub-regulation(2), an inquiring authority for the purpose;
and where all the articles of charge have been admitted by the employee in his written
statement of defense, the disciplinary authority shall record its findings on each charge as it
may think fit and shall act in the manner laid down in Regulation 59.
(b) If no written statement of defense is submitted by the employee, the disciplinary
authority may itself inquire into the articles of charge or may if it considers it necessary to
do so, appoint under Sub-regulation (2), an inquiring authority for the purpose.
(c) *Where the disciplinary authority itself inquiries into any articles of charge or
appoints an inquiring authority for holding an inquiring into such charge, it may, by an
order, appoint an employee of the Corporation (or of any State or Central Government
employees) or a legal practitioner, to be known as the “Presenting Officer” to present on its
behalf the case in support of the articles of charge.
(6) The disciplinary authority shall, where it is not the inquiring authority, forward to the
inquiring authority;
(i) a copy of the articles of charge and the statement of the imputation of
misconduct or misbehaviour;
(ii) a copy of the written statement of defence, if any, submitted by the
employee;
(iii) a copy of the statements of witnesses, if any, referred to in sub-regulation(3);
(iv) evidence proving the delivery of the documents referred to in sub-regulation
(3) to the employee; and
(v) a copy of the order appointing the “Presenting Officer”.
***(7) The employee shall appear in person or through Video Conferencing^ before the
inquiring authority on such day and at such time within ten working days from the date of
receipt by him of the articles of charge and the statement of the imputations of misconduct
or misbehavior, as the inquiring authority may, by a notice in writing, specify in this behalf,
or within such further time, not exceeding ten days, as the inquiring authority may allow.
**(8) The employee may take the assistance of any other employee of the Corporation or
any State or Central Government employee to present the case on his behalf, but may not
engage a legal practitioner for the purpose unless the Presenting Officer appointed by the
disciplinary authority is a legal practitioner, or, the disciplinary authority, having regard to
the circumstances of the case, so permits.
*Amended vide notification No.1-14/71-EP dated 19.4.72. Effective from 5.4.1972.
**Amended vide Notification No.107 dated 10.07.2014. Effective from 10.7.2014.
*** Amended vide Notification No.128 dated 07.12.2020. Effective from the date of Notification.
^The amendment will not have any adverse effect on any Departmental Proceedings already
conducted / being conducted through Video Conferencing in terms of DoPT Guidelines issued vide OM
No.142/40/2015-AVD-I dated 15.09.2017

Page | 42
 The employees of FCI may take the assistance of a retired FCI employee provided:

(i) The retired employee concerned should have retired from service under the
Corporation (FCI).

(ii) If the retired employee is also a legal practitioner, the restrictions on

engaging a legal practitioner by the employee as mentioned above will apply.

(iii) The retired employee concerned should not have, in any manner, been
associated with the case at investigation stage or otherwise in his official
capacity or otherwise during his course of employment and retired
unblemished from the service.

(iv) The retired employee concerned should not act as a Defence Assistant in
more than three cases at a time. The retired employee should satisfy the
inquiring officer that he does not have more than three cases at hand
including the case in question.

Note (1) The Corporation shall pay traveling allowance only in respect of the
employees of the Corporation and not Central/ State Government employees.

Note (2) The employee shall not take the assistance of any other employee of the
Corporation or any State or Central Government employee who has two pending disciplinary
cases or FCI retired employee who has three pending cases on hand in which he has to give
assistance.

Note (3) The Corporation shall pay traveling allowance and other expenses to the
retired FCI employee assisting an employee of FCI as Defence Assistance in disciplinary
proceedings in accordance with the instructions contained in the FCI (Staff) Regulations,
1971 and the rules prevalent in the Corporation. He will be deemed to belong to the
grade/category to which he belonged immediately before his retirement for the purpose of
these instructions. The expenditure on account of travelling and other expenses will be
borne by the Office of the Corporation to which the delinquent employee belongs. The rates
are to be regulated from the declared place of residence on retirement or the place of
current residence whichever is less and as per the level of post just before his retirement.

(9) If the employee who has not admitted any of the articles of charge in his written
statement of defense or has not submitted any written statement of defence, appears
before the inquiring authority, such authority shall ask him whether he is guilty or has any
defence to make and if he pleads guilty to any of the articles of charge, the inquiring
authority shall record the plea, sign the record and obtain the signature of the employee
thereon.

(10) The inquiring authority shall return a finding of guilt in respect of these articles of
charge to which the employee pleads guilty.

(11) The inquiring authority shall, if the employee fails to appear within the specified time
or refuses or omits to plead, require the Presenting Officer to produce the evidence by
which he proposes to prove the articles of charge, and shall adjourn the case to a later date
not exceeding thirty days, after recording an order that the employee may, for the purpose
of preparing his defence:

Page | 43
 (i) inspect and take extract from, if desired, within five days of the order or
within such further time not exceeding five days as the inquiring authority
may allow, the documents specified in the list referred to Sub-regulation(3);

(ii) submit a list of witnesses to be examined on his behalf.

Note: If the employee applies orally or in writing for the supply of copies of the
statements of witnesses mentioned in the list referred to in Sub-regulation(3), the inquiring
authority shall furnish him with such copies as early as possible and in any case not later
than three days before the commencement of the examination of the witnesses on behalf of
the disciplinary authority.

(iii) Give a notice within ten days of the order or within such further time not
exceeding ten days as the inquiring authority may allow for the discovery or
production of any documents which are in the possession of the Corporation
but not mention in the list reference to in Sub-regulation (3).

Note: The employee shall indicate the relevance of the documents required by him
to be discovered or produced by the Corporation.

(12) The inquiring authority shall, on receipt of the notice for the discovery or production
of documents, forward the same or copies thereof to the authority in whose custody or
possession the documents are kept, with a requisition for the production of the document by
such date as may be specified in such requisition.

Provided that the inquiring authority may, for reasons to be recorded by it in writing,
refuse to requisition such of the documents as are, in its opinion, not relevant to the case.

(13) **On receipt of the requisition referred to in sub-regulation (12), every authority in
the Corporation having the custody or possession of requisitioned documents shall produce
the same or issue a non-availability certificate before the Inquiring Authority within one
month of the receipt of such requisition.

Provided that if the authority having the custody or possession of the requisitioned
documents is satisfied for reasons to be recorded by it in writing that the production of all or
any of such documents would be against the public interest or security of the State, it shall
inform the Inquiry Authority accordingly within one month of the receipt of such requisition
and the Inquiring Authority shall, on being so informed, communicate the information to the
employee and withdraw the requisition made by it for the production or discovery of such
documents.

(14) On the date fixed for the inquiry, the oral and documentary evidence by which the
articles of charge are proposed to be proved shall be produced by or on behalf of the
disciplinary authority. The witnesses shall be examined by or on behalf of the Presenting
Officer and may be cross-examined by or on behalf of the employee. The Presenting Officer
shall be entitled to re-examine the witnesses on any points on which they have been cross-
examined, but not on any new matter without the leave of the inquiring authority. The
inquiring authority may also put such questions to the witnesses as it thinks fit.

**Substituted vide Notification No.117 dated 06.03.2018. Effective from 06.03.2018.

Page | 44
(15) If it shall appear necessary before the close of the case on behalf of the disciplinary
authority, the inquiring authority may, in its discretion, allow the Presenting Officer to
produce evidence not included in the list given to the employee or may itself call for new
evidence or recall and re-examine any witness and in such case the employee shall be
entitled to have, if he demands it, a copy of the list of further evidence proposed to be
produced and an adjournment of the inquiry for three clear days before the production of
such new evidence, exclusive of the day of adjournment and the day to which the inquiry is
adjourned. The inquiring authority shall give the employee an opportunity of inspecting such
documents before they are taken on the record. The inquiring authority may also allow the
employee to produce new evidence, if it is of the opinion that the production of such
evidence is necessary in the interest of justice.

Note: New evidence shall not be permitted or called for or any witness shall not be
recalled to fill up any gap in the evidence. Such evidence may be called for only when there
is an inherent lacuna or defect in the evidence which has been produced originally.

(16) When the case for the disciplinary authority is closed, the employee shall be required
to state his defence, orally or in writing as he may prefer. If the defence is made orally, it
shall be recorded and the employee of the Corporation shall be required to sign the record.
In either case, a copy of the statement of defence shall be given to the Presenting Officer, if
any, appointed.

(17) The evidence on behalf of the employee shall then be produced. The employee may
examine himself on his own behalf, if he so prefers. The witnesses produced by the
employee shall then be examined and shall be liable to cross-examination, re-examination
and examination by the inquiring authority according to the provisions applicable to the
witnesses for the disciplinary authority.

(18) The inquiring authority may, after the employee closes his case, and shall, if the
employee has not examined himself, generally question him on the circumstances appearing
against him in the evidence for the purpose of enabling the employee to explain any
circumstances appearing in the evidence against him.

(19) The inquiring authority may after the completion of the production of evidence hear
the Presenting Officer, if any appointed, and the employee, or permit them to file written
briefs of their respective case, if they so desire.

(20) If the employee to whom a copy of the articles of charge has been delivered, does
not submit the written statement of defence on or before the date specified for the purpose
or does not appear in person before the inquiring authority or otherwise fails or refuses to
comply with the provisions of this regulation, the inquiring authority may hold the inquiry
ex-parte.

(21) (a) Where a disciplinary authority competent to impose any of the penalties specified
in clauses (i) to (iv) of Regulation 54 (but not competent to impose any of the penalties
specified in clauses (v) to (ix) of Regulation 54) has itself inquired into or caused to be
inquired into the articles of any charge and that authority, or having regard to its own
findings or having regard to its decision on any of the findings of any inquiring authority
appointed by it, is of the opinion that the penalties specified in clauses (v) to (ix) of
regulation 54 should be imposed on the employee that authority shall forward the records of
the inquiry to such disciplinary authority as is competent to impose the last mentioned
penalties.

Page | 45
 (b) The disciplinary authority to which the records are so forwarded may act on the
evidence on the record or may, if it is of the opinion that further examination of any of the
witnesses necessary in the interests of justice, recall the witness and examine, cross-
examine and re-examine the witness and may impose on the employee such penalty as it
may deem fit in accordance with these Regulations.

(22) Whenever any inquiring authority, after having heard and recorded the whole or any
part of the evidence in an inquiry ceases to exercise jurisdiction therein, and in succeeded
by another inquiring authority which has, and which exercises, such jurisdiction, the
inquiring authority so succeeding may act on the evidence so recorded by its predecessor, or
partly recorded by its predecessor and partly recorded by itself:

Provided that if the succeeding inquiring authority is of the opinion that further
examination of any of the witnesses whose evidence has already been recorded is necessary
in the interests of justice, it may recall, examine, cross-examine and re-examine any such
witnesses as herein before provided.

(23) (i) After the conclusion of the inquiry, a report shall be prepared and it shall contain:

(a) the article of charge and the statement of the imputations of misconduct or
behavior.

(b) the defence of the employee in respect of each article of charge;

(c) an assessment of the evidence in respect of each article of charge;

(d) the findings on each article of charge and the reasons therefore.

Explanation: If in the opinion of the inquiring authority the proceedings of the

inquiry establish any article of charge different from the original articles of charge, it may
record its findings on such article of charge:

Provided that the findings on such article of charge shall not be recorded unless the
employee has either admitted the facts on which such article of charge is based or has had
a reasonable opportunity of defending himself against such article of charge.

(ii) The inquiring authority, where it is not itself the disciplinary authority, shall forward
to the disciplinary authority the records of inquiry which shall include:

(a) the report prepared by it under Clause (i);

(b) the written statement of defence, if any, submitted by the employee;

(c) the oral and documentary evidence produced in the course of the inquiry‟

(d) written briefs, if any, filed by the Presenting Officer or the employee or
both during the course of the inquiry; and

(e) The orders, if any, may by the disciplinary authority and the inquiring
authority in regard to the inquiry.

Page | 46
***(24)(a) The Inquiring Authority should conclude the inquiry and submit his report
within a period of six months from the date of receipt of order of his appointment as Inquiry
Authority.

(b) Where it is not possible to adhere to the time limit specified in clause (a), the
Inquiring Authority may record the reasons and seek extension of time from the disciplinary
authority in writing, who may allow an additional time not exceeding six months for
completion of the Inquiry, at a time.

(c) The extension for a period not exceeding six months at a time may be
allowed for any good and sufficient reasons to be recorded in writing by the Disciplinary
Authority.

59. Action on the inquiry report:

(1) The disciplinary authority, if it is not itself the inquiring authority may, for reasons to
be recorded by it in writing, remit the case to the inquiring authority for further inquiry and
report and the inquiring authority shall thereupon proceed to hold the further inquiry
according to the provisions of Regulation 58 as far as may be.

(2) The disciplinary authority shall, if it disagrees with the findings of the inquiring
authority on any article of charge, record its reasons for such dis-agreement and record its
own findings on such charge, if the evidence on record is sufficient for the purpose.

(3) If the disciplinary authority having regard to its findings on all or any of the articles
of charge is of the opinion that any of the penalties specified in clause (i) to (iv) of
Regulation 54 should be imposed on the employee, it shall, notwithstanding anything
contained in Regulation 58, make an order imposing such penalty.

*(4) If the disciplinary authority having regard to its findings on all or any of the articles
of charge and on the basis of the evidence adduced during the inquiry, is of the opinion that
any of the penalties specified in clause (v) to (ix) of Regulation 54 should be imposed on the
Corporation employee, it shall make an order imposing such penalty and it shall not be
necessary to give the Corporation employee any opportunity of making representation on
the penalty proposed to be imposed.

**(5) The disciplinary proceedings shall come to an end immediately on the death of the
charged employee. No disciplinary proceeding under the FCI (Staff) Regulations can,
therefore, be continued after the death of the concerned charged employee.

60. Procedure for imposing minor penalties:

(1) Subject to the provisions of Sub-regulation (3) of Regulation 59, no order imposing
on an employee any of the penalties specified in clauses (i) to (iv) of Regulation 54 shall be
made except after:

(a) informing the employee in writing of the proposal to take action against him and
of the imputations of misconduct or misbehaviour on which it is proposed to be
taken, and giving him a reasonable opportunity of making such representation as
he may wish to make against the proposal;

*Substituted vide notification No.9-4/78-EP dated 5.1.79. Effective from 2.1.1979.

**Incorporated vide notification No.EP-36(1)/89 dated 16.7.1992. Effective from 16.7.1992.
***Inserted vide Notification No.117 dated 06.03.2018. Effective from 06.03.2018.

Page | 47
 (b) holding an inquiry in the manner laid down in Sub-regulation (3) to (23)of
Regulation 58, in every case in which the disciplinary authority is of the opinion
that such inquiry is necessary;
(c) taking the representation, if any, submitted by the employee under clause (a)
and the record of inquiry, if any, held under clause(b) into consideration;
(d) recording a finding on each imputation of misconduct or misbehaviour.
(2) Notwithstanding anything contained in clause(b) of Sub-regulation (1), if in a case it
is proposed, after considering the representation, if any, made by the employee under
clause(a) of the sub-regulation, to withhold increment of pay and such withholding of
increments is likely to affect adversely the amount of retirement benefits payable to the;
employee or to withhold increments of a pay for a period exceeding 3 years or to withhold
increments of pay with cumulative effect for any period, an inquiry shall be held in the
manner laid down in Sub-regulation (3) to (23) of Regulation 58 before making any order
imposing on the employee any such penalty.
(3) The record of the proceedings in such cases shall include:
(i) a copy of the intimation to the employee of the proposal to take action against
him,

(ii) a copy of the statement of imputations of misconduct or misbehavior delivered to

him;

(iii) his representation, if any;

(iv) the evidence produced during the inquiry;

(v) the findings on each imputation of misconduct or misbehavior; and

(vi) the orders on the case together with the reasons therefore.

*60-A. Procedure for disciplinary proceedings after retirement:

(i) Any disciplinary proceeding, if instituted by issue of chargesheet while the
employee was in service, whether before his retirement or during his re-employment, shall,
after the retirement of the employee, be continued and concluded by the authority by
which it was commenced, in the same manner, as if the employee had continued in service.
@ (ii) Proceeding after retirement should be completed expeditiously and within 18
months from the date of delivery of charge sheet to the charged official, subject to Court
Orders, if any.
(iii) During the pendency of the disciplinary proceedings, the disciplinary authority
may withhold payment of gratuity for ordering the recovery from gratuity of the whole or
part of any pecuniary loss caused to the Corporation, if the employee is found in a
disciplinary proceedings or judicial proceedings to have been guilty of offence or misconduct
as mentioned in the relevant Sections of the Payment of the Gratuity Act, 1972 (39 of 1972)
or to have caused pecuniary loss to the Corporation by misconduct or negligence during his
service, including service rendered on deputation or on re-employment after retirement,
provided that the provisions of relevant Sections of the Payment of Gratuity Act, 1972 shall
be kept in view in the event of delayed payment, in case, the employee is fully exonerated”.

*Added vide Notification No. 97 dated 15.5.2007 (1st Amendment, 2007)

@Amended vide Notification No.127 dated 30.07.2020. Effective from 30.07.2020.

Page | 48
$60-B. Procedure for withholding of employer contribution of the pension corpus
for recovery of pecuniary loss:

(i) During initiation of the Disciplinary Proceeding by issue of charge sheet, the
Disciplinary Authority may withhold pension corpus accumulated by the contributions made
by the employer for ordering recovery from pension if, the employee is found to have
caused pecuniary loss to the Corporation in the disciplinary or judicial proceedings while in
service including service rendered on deputation or on re-employment after retirement.

If, the disciplinary or judicial proceedings culminate in imposition of a penalty of

compulsory retirement or removal from service or dismissal under Regulation 54(vii), (viii) or
(ix) the employer‟s contribution to the pension corpus shall be forfeited.

Provided the relevant provisions of DCPS/PFRDA Act, Regulations and Rules notified
thereunder as the case may be, shall be kept in view.

61. Communication of Order:

Order made by the disciplinary authority shall be communicated to the employee

who shall also be supplied with a copy of the report of the inquiry, if any, held by the
disciplinary authority and a copy of its findings on each article of charge, or where the
disciplinary authority is not the inquiring authority, a copy of the report of the inquiring
authority and a statement of the findings of the disciplinary authority together with brief
reasons for its disagreement, if any, with the findings of the inquiring authority(unless they
have already been supplied to him).

62. Common proceedings:

(1) Where two or more employee of the Corporation are concerned in any case, the
Board or any other authority competent to impose the penalty of dismissal from service on
all such employees, may make an order directing that disciplinary action against all of them
may be taken in a common proceeding.

Note: If the authorities competent to impose the penalty of dismissal on such

employees are different, an order for taking disciplinary action in a common proceeding may
be made by the highest of such authorities with the consent of the others.

(2) An order under sub-regulation (1) shall specify:

(i) the authority which may function as the disciplinary authority for the purpose
of such common proceeding;

(ii) the penalties specified in Regulation 54 which such disciplinary authority shall
be competent to impose

(iii) whether the procedure laid down in regulation 58 and Regulation 59 or

Regulation 60 shall be followed in the proceeding.

$ Added vide Notification No.135 dated 28.12.2021. Effective from 28.12.2021

Page | 49
63. Special procedure in certain cases:

Notwithstanding anything contained in Regulation 58 to Regulation 62:

(i) where any penalty is imposed on an employee on the ground of conduct

which has led to his conviction on a criminal charge, or

(ii) where the disciplinary authority is satisfied for reasons to be recorded by it in

writing that it is not reasonably practicable to hold an inquiry in the manner
provided in these regulations.

(iii) where the Board is satisfied that in the interest of security of the State, it is
not expedient to hold any inquiry in the manner provided in these
regulations.

The disciplinary authority may consider the circumstances of the case and make such
orders thereon as it deems fit.

64. Provisions regarding officers lent to other organizations:

(1) Where the services of an employee of the Corporation are lent to another
organization (hereinafter in this regulation referred to as “the borrowing authority”), the
borrowing authority shall have the powers of the appointing authority for the purpose of
placing such employee under suspension and of the disciplinary authority for the purpose of
conducting a disciplinary proceeding against him:

Provided that the borrowing authority shall forthwith inform the authority which lent
the services of the employee (hereinafter in this regulation referred to as “lending
authority”) of the circumstances leading to the order of suspension of such employee or the
commencement of the disciplinary proceeding, as the case may be.

(2) In the light of the findings in the disciplinary proceeding conducted against the
employee:

(i) if the borrowing authority is of the opinion that any of the penalties specified
in clauses (i) to (iv) of Regulation 54, should be imposed on the employee, it
may after consultation with the lending authority, make such order on the
case as it deems necessary:

Provided that in the event of a difference of opinions between the borrowing

authority and the lending authority, the services of the employee shall be replaced at the
disposal of the lending authority;

(ii) If the borrowing authority is of the opinion that any of the penalties specified
in clauses(v) to (ix) of Regulation 54 should be imposed on the employee, it
shall replace his services at the disposal of the lending authority and transmit
to it the proceedings of the inquiry and thereupon the lending authority may,
if it is the disciplinary authority, pass such orders thereon as it may deem
necessary, or if it is not the disciplinary authority, submit the case to the
disciplinary authority, which shall pass such orders on the case as it may
deem necessary:

Page | 50
 Provided that before passing any such order the disciplinary authority shall comply
with the provisions of Sub-regulations (3) and (4) of Regulation 59.

Explanation: The disciplinary authority may make an order under this clause on the
record of the inquiry transmitted to it by the borrowing authority, or after holding such
further inquiry as it may deem necessary as far as may be, in accordance with regulation 58.

65. Provisions regarding officers borrowed from Central or State Governments,

government-owned organizations, companies and Corporations:

(1) Where an order of suspension is made or disciplinary proceedings are taken against
a government servant or an employee of a public sector or private sector undertaking,
whose services have been borrowed from a government or an authority subordinate thereto
or such undertaking, the authority lending his services(hereinafter in this regulation referred
to as the “lending authority”) shall forthwith be informed of the circumstances leading to the
order of his suspension or of the commencement of disciplinary proceedings, as the case
may be.

(2) In the light of the findings in the disciplinary proceeding taken against the borrowed
government servant, employee of public sector or private sector understating:

(i) If the disciplinary authority is of the opinion that any of the penalties
specified in clauses (i) to (iv) of Regulation 54 should be imposed on him, it
may, after consultation with the lending authority, pass such orders as it
deems necessary:

Provided that in the event of a difference of opinion between the borrowing authority
and the lending authority the service of the government servant or employee of the public
sector or private sector undertaking shall be replaced at the disposal of the lending
authority;

(ii) If the disciplinary authority is of the opinion that any of the penalties
specified in clauses (v) to (ix) Regulation 54 should be imposed on him, it
shall replace his services at the disposal of the lending authority and transmit
to it the proceedings of the inquiry for such action as it may deem necessary.

66. Suspension:

(1) The appointing authority or any authority to which it is subordinate or the

disciplinary authority or any other authority empowered in that behalf by the Board, by
general or special order, may place an employee under suspension:

(a) where a disciplinary proceeding against him is contemplated or is pending

or
(b) where in the opinion of the authority aforesaid, he has engaged himself in
activities prejudicial to the interest of the security of the State; or

(c) where a case against him in respect of any criminal offence is under
investigation, inquiry or trial:

Page | 51
 Provided that, where the order of suspension is made by an authority lower than the
appointing authority, such authority shall forthwith report to the appointing authority the
circumstances in which the order was made.

(2) An employee shall be deemed to have been placed under suspension by an

order of appointing authority:

(a) with effect from the date of his detention, if he is detained in custody,
whether on a criminal charge or otherwise, for a period exceeding forty-eight
hours.

(b) with effect from the date of his conviction, if in the event of a conviction for
an offence, he is sentenced to a term of imprisonment exceeding forty-eight
hours and is not forthwith dismissed or removed or compulsorily retired
consequent on such conviction.

Explanation: The period of forty-eight hours referred to in clause (b) of this sub-
regulation shall be computed from the commencement of the imprisonment after the
conviction and for this purpose, intermittent periods of imprisonment, if any, shall be taken
into account.

(3) Where a penalty of dismissal, removal or compulsory retirement from service

imposed upon an employee under suspension is set aside in appeal or on review under
these regulations and the case is remitted for further inquiry or action or with any other
directions, the order of his suspension shall be deemed to have continued in force on and
from the date of the original order of dismissal, removal or compulsory retirement and shall
remain in force until further orders.

(4) Where a penalty of dismissal, removal or compulsory retirement from service

imposed upon an employee is set aside or declared or rendered void in consequence of or
by a decision of a court of law and the disciplinary authority, on a consideration of the
circumstances of the case, decides to hold a further inquiry against him on the allegations
on which the penalty of dismissal, removal or compulsory retirement was originally
imposed, the employee shall be deemed to have been placed under suspension by the
appointing authority from the date of the original order of dismissal, removal or compulsory
retirement and shall continue to remain under suspension until further orders.

(5) @(a) An order of suspension made or deemed to have been made under this
Regulation shall continue to remain in force until it is modified or revoked by the
authority competent to do so.

@(b) Where an employee is suspended or is deemed to have been suspended

(whether in connection with any disciplinary proceedings or otherwise), and any
other disciplinary proceedings is commenced against him during the continuance of
that suspension, the authority competent to place him under suspension may for
reasons to be recorded by him in writing, direct that the employee shall continue to
be under suspension.

___________________________________________________________________________
@Substituted vide Notification No.116 (File No.EP.36(1)/2013) dated 21.11.2017. Effective
from the date of Notification in the official gazette.

Page | 52
 (c) An order of suspension made or deemed to have been made under this
regulation may at any time be modified or revoked by the authority which made or is
deemed to have made the order or by any authority to which that authority is
subordinate.

*@(d) An order of suspension made or deemed to have been made under this
Regulation shall be reviewed by the authority which is competent to modify or
revoke the suspension before expiry of 90 days from the effective date of
suspension on the recommendation of the Review Committee constituted for the
purpose and pass reasoned order either extending or revoking the suspension.
Subsequent reviews shall be made before expiry of the extended period of
suspension. Extension of suspension shall not be for a period exceeding 180 days at
a time.

Provided further that an order of suspension issued under this regulation

shall not extend beyond three months if within this period the Memorandum of
charges / chargesheet is not issued to the delinquent.

*(e) Notwithstanding anything contained in sub-Regulations 5(a), an order of

suspension, made or deemed to have been made under sub-Regulation (1) or (2) of
this Regulation shall not be valid after a period of 90 days unless it is extended after
review, for a further period before the expiry of 90 days.

(6) **(An employee under suspension or deemed to have been under suspension shall
be entitled to subsistence grant at one half of the pay drawn by the employee concerned
immediately on the date proceeding the date of his suspension). He is entitled to draw other
compensatory allowances e.g. compensatory (city) allowance, house rent allowance, other
than conveyance allowance admissible from time to time, on the basis of pay of which he
was in receipt on the date of suspension subject to the fulfillment of other conditions laid
down for the drawl of such allowances. If the headquarters of an employee under
suspension are changed in the public interest by order of a competent authority, he shall be
entitled to the allowance as admissible at the new station provided he furnishes the requisite
certificates, if any, with reference to such station:

Provided that no payment under this regulation shall be made unless the employee
furnishes a certificate that he is not engaged in any other employment, business, profession
or vacation.

*Inserted vide Notification No.92/EP33 (1)/97-Vol.II dated 1st April, 2005. (1st Amendment)
Effective from the date of Notification.
**Substituted vide notification No.1-5/73-EP Vol.I dated 29.5.76. Effective from 19.5.76
(33rd amendment).
@Substituted vide Notification No.116 (File No.EP.36(1)/2013) dated 21.11.2017.

Page | 53
 *(7) The competent authority may vary the amount of subsistence grant for any
period exceeding the first three months, as follows:

i) The amount of subsistence grant may be increased by a suitable amount, not

exceeding 50% of the subsistence grant admissible during the period of the
first three months, if in the opinion of the said authority, the period of
suspension has been prolonged for reasons to be recorded in writing not
directly attributable to the employees;

ii) The amount of subsistence grant may be reduced by suitable amount not
exceeding 50% of the subsistence grant admissible during the period of the
first three months, if in the opinion of the said authority, the period of
suspension has been prolonged due to reason to be recorded in writing
directly attributable to the employees.

Note: Where the competent authority is the Board/Executive Committee, the

increase or decrease will be made by the Board/Executive Committee as the case may be.

(8) When the suspension of an employee is held to be unjustified or not wholly justified;
or when an employee has been dismissed or suspended is reinstated, the disciplinary,
appellate or reviewing authority, as the case may be, whose decision shall be final, may
grant to him for the period of his absence from duty:

(a) if he is honourably acquitted, the full pay and allowances other than
conveyance allowance to which he would have been entitled, if he had not
been dismissed or suspended, less the subsistence grant;

(b) if otherwise, such proportion of pay and allowances other than conveyance
allowances as the disciplinary, appellate or reviewing authority may
prescribe. In a case falling under clause (a), the period of absence from duty
will be treated as a period spent on duty. In a case falling under clause (b) it
will not be treated as a period spent on duty unless the disciplinary, appellate
or reviewing authority, as the case may be, whose decision shall be final, so
directs.

No order passed under this regulation shall have the effect of compelling any
employee to refund any part of the subsistence grant paid to him.

**Note: Notwithstanding anything contained in the above Regulation, where an

employee under suspension dies before the disciplinary or Court proceedings instituted
against him are concluded, the period between the date of suspension and the date of death
shall be treated as duty for all purposes and his family shall be paid the full pay and
allowances for that period to which he would have been entitled, had he not been
suspended, subject to adjustment in respect of subsistence allowance already paid.

*Substituted vide Notification No.9-1/80-EP dated 20.11.1981(77th amendment). Effective

from 20.11.1981).
**Added vide notification No.1-8/80-EP dated 4.8.1983. (86th amendment) Effective from
4.8.1983.

Page | 54
67. Appeals:

Orders against which no appeal lies:

Notwithstanding anything contained in these regulations, no appeal shall lie against:

(i) any order made by the Board;

(ii) any order of an interlocutory nature or of the nature of a step–in-aid #of the
final disposal of a disciplinary proceeding, other than an order of suspension;

(iii) any order passed by an inquiring authority in the course of an inquiry under
Regulation 58.

68. Orders against which appeals lie:

Subject to the provisions of Regulation 67, an employee of the Corporation may

prefer an appeal against all or any of the following orders, namely:

(i) an order of suspension made or deemed to have been made under Regulation
66;

(ii) an order imposing any of the penalties specified in Regulation 54 whether

made by the disciplinary authority or by any appellate or reviewing authority;

(iii) an order enhancing any penalty, imposed under Regulation 54;

(iv) an order which -

a) denies or various to his disadvantage his pay, allowances, and other

retirement benefits as regulated by regulations or by agreement; or

b) interprets to his disadvantage the provisions of any such regulation or

agreement;

(v) An order-

a) reverting him while officiating in a higher grade or post to a lower grade

or post otherwise than as a penalty;

b) reducing or withholding the terminal benefits or denying the maximum

terminal benefits admissible to him under the regulations;

c) determining the subsistence and other allowances be paid to him for the
period of suspension or for the period during which he is deemed to be
under suspension or for any portion thereof;

d) determining his pay and allowances-

(i) for the period of suspension, or

Page | 55
 (ii) for the period from the date of his dismissal, removal, or
compulsory retirement from service, or from the date of his reduction
to a lower grade, post, time scale or stage in a time-scale of pay, to
the date of his reinstatement or restoration to this grade or post, or

e) determining whether or not the period from the date of his

suspension or from the date of his dismissal, removal, compulsory
retirement or reduction to a lower grade post, time-scale of pay or stage
in time scale of pay to the date of his reinstatement or restoration to his
grade or post shall be treated as a period spent on duty for any purpose.

Explanation: In this regulation-

(i) the expression “employee of the Corporation” includes a person who has
ceased to be in the service of the Corporation.

(ii) The expression „terminal benefits‟ includes gratuity/ and any other retirement
benefit.

69. Appellate Authorities:

An appeal against an order imposing any of the penalties made by the disciplinary
authority shall lie to the appellate authority specified in this behalf in appendix 2 or to any
other authority(not lower in rank than the appellate authority specified in Appendix-2)
empowered in this behalf by a general or special order of the Board. In other cases, an
appeal lies to the authorities next higher to the authority passing the order.

70. Period of limitation for appeals:

No appeal preferred under these regulations shall be entertained unless such appeal
is preferred within a period of forty-five days from the date on which a copy of the order
appealed against is delivered to the appellant:

Provided that the appellate authority may entertain the appeal after the expiry of the
said period if it is satisfied that the appellant has sufficient cause for not preferring the
appeal in time.

71. Form and contents of appeal:

(1) Every person preferring an appeal shall do so separately and in his own name.

(2) The appeal shall be presented to the authority to whom the appeal lies, a copy being
forwarded by the appellant to the authority which made the order appealed against. It shall
contain all material statements and arguments on which the appellant relies, shall not
contain any disrespectful or improper language, and shall be complete in itself.

(3) The authority which made the order appealed against shall on receipt of a copy of
the appeal, forward the same with its comments thereon together with the relevant records
to the appellate authority without any avoidable delay, and without waiting for any direction
from the appellate authority.

Page | 56
72. Consideration of appeal:

(1) In the case of an appeal against an order of suspension, the appellate authority shall
consider whether in the light of the provisions of Regulation 66 and having regard to the
circumstances of the case, the order of suspension is justified or not and confirm or revoke
the order accordingly.

(2) In the case of an appeal against an order imposing any of the penalties specified in
Regulation 54 or enhancing any penalty imposed under the said Regulation, the appellate
authority shall consider –

(a) whether the procedure laid down in these regulations has been complied
with, and if not, whether such non-compliance has resulted in the violation of
any provisions under these regulations or in the failure of justice;

(b) whether the finding of the disciplinary authority are warranted by the
evidence on the record; and

(c) whether the penalty or the enhanced penalty imposed is adequate,

inadequate or severe; and pass orders-

(i) confirming, enhancing, reducing or setting aside the penalty; or

(ii) remitting the case to the authority which imposed or enhanced the
penalty or to any other authority with such direction as it may deem
fit in the circumstances of the case;

*Provided that if the enhanced penalty which the appellate authority proposes to
impose is a major penalty specified in clauses (v) to (ix) of Regulation 54 and an inquiry as
provided in Regulation 58 has not already been held in the case, the appellate authority
shall direct that such an enquiry be held in accordance with the provisions of Regulation 58
and thereafter consider the record of the inquiry and pass such orders as it may deem
proper. If the appellate authority decides to enhance the punishments but an enquiry has
already been held as provided in Regulation 58, the appellate authority shall give a show
cause notice to the employee as to why the enhanced penalty should not be imposed upon
him. The appellate authority shall pass final order after taking into account the
representation, if any, submitted by the employee.

(3) In an appeal against any other order specified in regulation 68, the appellate
authority shall consider all the circumstances of the case and make such orders as it may
deem just and equitable.

73. Implementation of orders in Appeal:

The authority which made the order appealed against shall give effect to the orders
passed by appellate authority.

* Substituted vide notification No.1-8/80-EP dated 4.8.1983 (86th amendment). Effective

from 4.8.83.

Page | 57
74. Review:

(1) *(Notwithstanding anything contained in these regulations, the Board may, at any
time either on its own motion or otherwise, call for the records of any inquiry and review
any order made under these regulations), and

(a) confirm, modify or set aside the order; or

(b) confirm, reduce, enhance or set aside the penalty imposed by the order, or
impose any penalty where no penalty has been imposed; or

(c) Remit the case to the authority which made the order or to any other authority
directing such authority to make such further inquiry as it may consider proper
in the circumstances of the case; or

**(d) pass such other orders as it may deem fit;

Provided that no order imposing or enhancing any penalty shall be made by the
reviewing authority unless the employee concerned has been given a reasonable opportunity
of making a representation against the penalty proposed and where it is proposed to impose
any of the penalties specified in clauses (v) to (ix) of Regulation 54 or to enhance the
penalty imposed by the order sought to be reviewed to any of the penalties specified in
those clauses; and if an enquiry under Regulation 58 has not already been held in the case,
no such penalty shall be imposed except after an inquiry in the manner laid down in
Regulation 58.

(2) No proceeding for review shall be commenced until after:

i) the expiry of the period of limitation for an appeal, or

ii) the disposal of the appeal, where any such appeal has been preferred.

(3) An application for review shall be dealt with in the same manner as if it were an
appeal under these regulations.

(4) Powers similar to those specified in clause (1) above may be exercised by the
(Chairman)*, Managing Director, ##Executive Director (Zone) and ##Deputy General
Manager (Region) / # Deputy General Manager in respect of orders passed by authorities
subordinate to them.

^(5) “No application for Review preferred under these Regulations shall be entertained
unless such application for Review is preferred within a period of Forty-five days from the
date on which a copy of the Order sought to be reviewed is delivered to the Applicant;

Provided that the Reviewing Authority may entertain the Review after the expiry of
the said period if it is satisfied that the Applicant has sufficient cause for not preferring the
Review in time.”

* Substituted vide notification No.1-5/73-EP dated 17.8.73 Effective from 10.7.1997

**Substituted vide Notification No.120 dated 19.03.2019. Effective 19.03.2019.
# Re-designated vide Notification No.93/EP-32(4)/2004 dated 20.05.2005. 2nd Amendment.
## Re-designated vide Notification No.95/EP-7(1)/2005 dated 21.10.2005. 4th Amendment.
^Inserted vide Notification No.118 dt.05.06.2018. Effective from 05.06.2018.

Page | 58
**75. Miscellaneous:

Service of Orders, Notices etc. ;

The following procedure shall be followed by the Corporation while serving orders,
notices, etc. on Corporation‟s employees:

(i) Every order, notice and other process made or issued under these
Regulations shall, as far as possible, be delivered or tendered to the
employees concerned in person;

(ii) Where such order, notice or other process cannot be served personally as at
(i) above, the notice etc. shall be served on such employee by Registered
Post acknowledgement due at the address of the employee available with the
Corporation at the office where the employee was last working or, if he is on
leave, as per his leave application particulars, if any, and

(iii) If the notice sent by the Registered post is returned unserved, it should be
published in the Local/regional Language Newspapers and All India
Newspapers, as appropriate and upon such publication, it shall be deemed to
have been personally served on such employee.

76. Power to relax time-limit and to condone delay:

Save as otherwise expressly provided in these regulations and authority competent

under these regulations to make any order may, for good and sufficient reasons or if
sufficient cause is shown, extend the time specified in these regulations for anything
required to be done under these regulations or condone any delay.

76.A*** Any penalty or penalties provided under Regulation 54, imposed on an

employee shall not be reversed or altered on appeal by the appellate authority on account of
any error, omission or irregularities in the charge sheet, procedure prescribed for disciplinary
proceedings, action on the inquiry report and in following the procedure for imposing
penalties, communication of order, consideration of appeal and review as prescribed in this
Section, unless failure of justice has in fact been occasioned thereby.

**Substituted vide notification No.36 (4)/81-EP dated 26.11.1981(79th

Amendment).Effective from 26.11.1981.
***Added vide notification No.1-8/80-EP dated 15.9.1981.(76th Amendment) Effective from
15.9.1981.

Page | 59
 SECTION 6

PAY AND ALLOWANCES

77. Scales of Pay:

*The scales of pay applicable to various categories of posts in the Corporation shall
be as indicated in column 3 of the table in appendix-I to the Regulations.

Provided that 1/3rd of the number of the posts in the scale of Rs.1800-100-2000-
125/2-2250 shall be placed in the selection grade of Rs.2250-125/2-2500.

**Provided further that in arriving at a number of selection grade posts ibid the post
of Additional Financial Adviser, for which the pay scale of Rs.2250-100-2750 has been
prescribed, shall be taken into account and that the post of Additional Financial Adviser will
be counted against the number of selection grade posts in scale of Rs.2250-125/2-2500 so
arrived.

78. Allowances and advances:

The Corporation may prescribe from time to time.

(i) The rates at which and the conditions subject to which traveling allowance
may be paid to the employees in connection with journeys undertaken by
them on tour or transfer in the service of the Corporation.

(ii) The rates at which and the conditions subject to which conveyance allowance
may be paid to the employees for the maintenance of different types of
conveyance for use on official duties;

(iii) The kinds and rate of any other allowances and the terms and conditions on
which such allowances may be granted;

(iv) The rates at which and the conditions subject to which medical charges and
insurance premia may be reimbursed to the employees of the Corporation;
and

(v) The types of advances that may be granted to the employees and the terms
and conditions on which such advances may be granted.

*Amended vide notification No.1-16/76 EP dated 13.12.79. Effective from 1.1.1973.

**Substituted vide notification No.EP16-6/82 dated 22.6.1982. (82nd Amendment). Effective
from 1.7.1982.

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79. Commencement and cessation of pay:

An employee shall commence to draw the pay of the post to which he is appointed
and the allowances applicable thereto from the date he assumes charge of the post if such
charge is assumed in the forenoon and from the following day if the charge is assumed in
the afternoon and shall cease to draw the same from the day he relinquished charge if the
charge is relinquished in the forenoon and from the following day if the charge is
relinquished in the afternoon.

Provided that in the case of an employee who dies while in service, pay shall cease
to be payable with effect from the day subsequent to that on which the death occurs.

80. *Pay and allowances during joining time:

An employee on joining time shall be regarded as on duty during that period and
shall be entitled to be paid joining time pay equal to the pay which was drawn before
relinquishment of charge in the old post. He will also be entitled to dearness allowance, if
any, appropriate to such joining time pay. In addition, he shall also be entitled to draw
compensatory allowances like City Compensatory Allowance and House Rent Allowance as
applicable to his old post at the rates applicable to the old station from which he was
transferred.

Explanation: The above regulation shall also apply to a deputationist while joining
the service of the Corporation or while being reverted to his parent department.

81. ##Pay on first appointment:

The pay of an employee on first appointment to a post in the service of the

Corporation shall be fixed at the minimum of the pay scale applicable to the post to which
he/she is appointed, or where the post is on a fixed pay, such fixed pay.

Provided that where any person appointed to a post in the Corporation has been in
continuous service for a period of not less than 2 years in any Department of the Central /
State Government or any Central / State Public Sector Enterprises or Central / State
Autonomous Bodies / FCI immediately preceding such appointment, his pay shall be
protected to the extent of {Basic Pay, Grade Pay (if any)} + DA last drawn by him in parent
organization.

Provided that in no case, the basic pay shall be fixed more than the maximum than
the pay scale applicable to the post.

Provided that the pay protection shall be admissible to only those employees who are
appointed after applying through proper channel.

* Substituted vide Notification No.7-4/89-EP dated 26.12.1981. (80th Amendment). Effective

from 26.12.1981.
## Substituted vide Notification No.114 (File No.EP.17(8)/2012-Vol.I) dated 06.03.2017.
Effective from the date of notification in the official gazette.

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82. Pay on promotion:

(1) When an employee of the Corporation is promoted from one post to a higher post in
the service of the Corporation, his pay in such higher post shall be fixed at the next higher
stage after allowing him one increment in the scale of pay, if any, applicable to the post
from which he has been promoted.

Provided that where an employee is promoted to a post on a fixed pay, he shall be

allowed only such fixed pay.

*Provided further that if an employee belonging to Cat.IV, III, II or I is promoted to

a post with starting pay up to Rs.1500/- after having reached the maximum of the scale of
the lower post and his pay is required to fixed under this Regulation, he shall be allowed a
notional increment above the maximum of the lower scale (equivalent to the amount of such
increment in that scale) and the pay be then fixed at the stage next above in the higher
scale.

(2) When an employee is specifically required by the competent authority to hold charge
of a higher post in addition to his own duties, he shall be eligible to draw charge allowance
in accordance with the instructions issued by the Corporation from time to time.

83. Pay in the case of deputationists from Central / State Government

Departments or Public Sector Undertakings:

The pay of deputationists shall be regulated in accordance with his terms of

deputation, as mutually agreed upon between the lending authority and the Corporation,
subject to the condition that in no case should the benefit accruing to a deputationist exceed
the limits prescribed by the Government of India in the Ministry of Finance (Department of
Expenditure) O.M. No.10 (24)/E.III/60, dated 4.5.61, as amended from time to time.

84. Pay and allowances in the case of deputationists from Private Sector
Undertakings:

Except where otherwise specified by Managing Director, the pay of deputationist

from Private Sector Undertakings shall be fixed in accordance with Regulation 83.

85.## Pay in the case of superannuated Government servants re-employed by

Corporation:

In the case of persons who have been superannuated from the service of the Central
or any State Government and have been re-employed in the service of the Corporation in
the Category III &IV, the pay shall be regulated in accordance with the principles applicable
to similar appointments in the Civil Departments of the Central Government. Annual
increments in such cases shall be drawn on completion of one year of service in the
Corporation.

In the case of persons re-employed in the service of the Corporation in Category I &
II, the pay shall be regulated in accordance with the guidelines issued from time to time by
the Government of India, Department of Public Enterprises.
___________________________________________________________________________
*Substituted vide notification No.EP17 (17)/82 dated 7.5.1984. Effective from 7.5.1984.
## Substituted vide Notification No.114 (File No.EP.17(8)/2012-Vol.I) dated 06.03.2017

Page | 62
86. Increments:

**Increments in the time-scale of a post to which a person is appointed shall be

drawn as a matter of course except where such increments have been withheld as a result
of a penalty imposed under these regulations.

@ All increments shall fall due on the first date of the next month after completion of
one year of service period in the Corporation if the employee has joined/will be joining on or
after 01.01.2016. In case of all employees who had joined the Corporation before
01.01.2016, annual increment shall be applicable from first January of every year. This
amendment shall be applicable from 01.01.2017.

@ Explanation: All service in the Corporation in equivalent or higher posts counts

for increments. Therefore, all employees who joined the Corporation after 01.01.2016 will be
covered under the amended provisions and their date of annual increment shall be fixed
accordingly.

87. Adhoc increment to employees stagnating at the maximum of their pay

scale:

*(1) An employee under Industrial Dearness Allowance Pattern of Scale of pay shall be
granted one stagnation increment on the completion of every two years of service at the
maximum of scale of pay subject to a maximum of two such increments in the relevant
grade.

%(2) An employee under Central Dearness Allowance Pattern of Scale of pay shall be
granted one stagnation increment on the completion of every two years of service at the
maximum of scale of pay subject to a maximum of three such increments in the relevant
grade. The stagnation increment shall be applicable to all posts up to the scale of pay of
Rs.5900-6700. The pay plus stagnation increment shall not in any case exceed Rs.7300/-.

***(3) The stagnation increment shall be in the form of “Personal Pay” equal to the rate of
increment last drawn.

(i)# The stagnation increment shall be treated as “Pay” equal to the rate of
increment last drawn;

(ii)# Further, the stagnation increment shall also be taken into account for fixation
of pay on promotion to the higher post.

##(4) Deleted.

___________________________________________________________________________
** Substituted vide Notification No.1-5/73-EP dated 18.8.1973. Effective from 8.5.1971.
@ Substituted vide Notification No.130 dated 02.06.2021. Effective from 01.01.2017.
* Amended vide Notification No.EP-17-11/90 dated 18.10.1991. Effective from 1.8.1983.
% Amended vide Notification No.EP 17-11/90 dated 18.10.1991. Effective from 1.1.1986.
*** Amended vide Notification No.EP-17-11/90 dated 18.10.1991. Effective from 1.8.1983.
# Amended vide Notification No.EP-17(11)/90 dated 19th May, 1994. Effective from
30.09.1993.
## Deleted vide Notification No.EP-17(11)/90 dated 19th May, 1994. Effective from
30.08.1993.

Page | 63
EXPLANATORY MEMORANDUM

(1) According to Para 15.1 of the memorandum of Settlement dated 23.3.1989 signed
between staff bodies and Management of Food Corporation of India, the employees
governed by Industrial Dearness Allowance Pattern of pay scales, are entitled for one
additional increment on completion of every two years of service at the maximum of scale
subject to a maximum of two increments. This scheme is effective from 1st August, 1983.

(2) The Corporation has accepted and implemented the recommendation of the High
Power committee report with effect from 1.1.1986. According to Para 5(i) of the DPE O.M.
No.2 (43)/90 DPE (WC) dated 12th June, 1990, one stagnation increment on completion of
every two years on maximum of scale of pay subject to a maximum of three such
increments can be granted to such employees.

(3) It is certified that by giving retrospective effect to this regulation, it will not
prejudicially affect the interest of any person to whom these regulations are applicable.

(4) The Corporation is obliged to amend the Regulation 87 of the FCI (Staff)
Regulations, 1971 on the analogy of the instructions issued by the Government of India
from time to time. In supersession of all previous orders, the Ministry of Finance has issued
two O.Ms. No. 7(11)/E.III/93 dated 30th August, 1993 and O.M. No.7 (44)/E.III/92 dated
30th September, 1993. The said orders were effective from 30th August, 1993 and 30th
September, 1993 respectively. The amendments were necessitated to avoid financial
hardships to the employees either stagnated or may stagnate on maximum of their pay
scales. By amending the said regulations with retrospective effect will not have any adverse
effect to any of the employee of the Corporation to whom these regulations are applicable.

88. Ex-gratia grant:

In the event of death of an employee in extraordinary or tragic circumstances, the

Managing Director may sanction, in accordance with such rules as may be framed by the
Board in that behalf, an ex-gratia grant to the family members dependent on the employee
if no terminal benefits / compensation is admissible under normal Rules.

89. Saving Provisions:

Nothing contained in these Regulations shall affect the application of any other law,
rule or regulation for the time being in force.

90. Nothing contained in these Regulations shall invalidate any order made or action
taken by the Corporation or any of its officers in accordance with the provisions contained in
the draft Staff Regulations which were in force before the commencement of these
Regulations:

91. Interpretation:

If any doubt or difficulty arises in interpreting these Regulations, or in giving effect to

them, or if any lacuna, inconsistency or anomaly is discovered in their application, it shall be
open to the Board to issue general instructions not inconsistent with the Act, and the rules
and regulations made hereunder for the purpose of removing such doubt, difficulty, lacuna,
inconsistency or anomaly.

************************************

Page | 64
 APPENDIX-I

STATEMENT SHOWING THE VARIOUS CATEGORIES OF POSTS, SCALES OF PAY, MODE OF RECRUITMENT ETC. IN THE FOOD
CORPORATION OF INDIA

PART-I SPECIAL POSTS

Sl. Description Scale of Mode of Promotion € Deputation from AIS/ #Age Correspo Remarks
No. of post pay (Rs.) recruitment Central Services/ PSEs or * nding
% through lateral entry from Limit categorie
Private Sector on contractual Years s of
basis for a period of 03 years posts in
extendable upto 05 years the
(depending upon Directora
performance). te Genl.
Selection #Experience #Qualifications & experience, Of Food
/ Non- if any.
selection
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
1$ Executive ~ (E-9) € Selection $$4 years € In case of transfer on €- - &&― Where juniors
Director Promotion as GM deputation basis; who have
(Finance) 150000 - / Transfer including completed their
300000 on the period Deputation is to be effected by qualifying/eligibility
deputation of service as taking officers at SAG level services are being
/ through Additional from AIS/ Central Services. considered for
lateral Financial promotion, their
entry. adviser. Holding analogous posts or seniors would also
57
To be two years regular service in be considered
determined IDA pay scale of Rs.120000- provided they are
by 280000 (E-8) or four years not short of the
##Chairma regular service in IDA pay requisite
n on each scale of Rs.100000-260000 (E- qualifying/eligibility
occasion. 7) in case of PSEs. service by more
Ratio of than half of such

Page | 65
 deputationi In case of lateral entry; 50-55 qualifying/eligibility
st/ lateral service or two
entry to Minimum CTC of Rs.35 lakhs years, whichever is
internal per annum during the previous less, and have
candidates two financial years excluding successfully
(promotee) the year of advertisement as completed
will be per Form 16/ ITR (Salary probation period
50:50 Income) or pay slip in absence for promotion to
(excluding of Form 16 or ITR. the next higher
the post of grade along with
Executive Qualification their juniors who
Director- have already
Vigilance). Essential: completed such
ACA/AICWA/CFA/MBA qualifying/eligibility
(Finance) or an equivalent service‖
qualification in finance from a
recognized
University/Institution approved
by Ministry of Education, Govt.
of India.

Experience

25 years‘ experience in
Finance/Accounts/Audit in an
organization of repute.
1. Executive ~ (E-9) € Selection $$4 years € In case of transfer on €- - &&
(A) Director Promotion as GM deputation basis;
$ (Internal 150000 - /Transfer including
Audit) 300000 on the period Deputation is to be effected by
deputation of service as taking officers at SAG level
/ through Additional from AIS/ Central Services.
lateral Financial
entry. Adviser.
Page | 66
To be Holding analogous posts or 57
determined two years regular service in
by IDA pay scale of Rs.120000-
##Chairma 280000 (E-8) or four years
n on each regular service in IDA pay
occasion. scale of Rs.100000-260000 (E-
Ratio of 7) in case of PSEs.
deputationi
st/ lateral In case of lateral entry;
entry to 50-55
internal Minimum CTC of Rs.35 lakhs
candidates per annum during the previous
(promotee) two financial years excluding
will be the year of advertisement as
50:50 per Form 16/ ITR (Salary
(excluding Income) or pay slip in absence
the post of of Form 16 or ITR.
Executive
Director- Qualification
Vigilance).
Essential:
ACA/AICWA/CFA/MBA
(Finance) or an equivalent
qualification in finance from a
recognized
University/Institution approved
by Ministry of Education, Govt.
of India.

Experience

25 years‘ experience in
Finance/Accounts/Audit in an
organization of repute.
Page | 67
2. $$$ ~ (E-9) € Selection ### 4 € In case of transfer on €- Deleted &&
Executive Promotion years as deputation basis; by
Director 150000 - /Transfer General Notifica
(Zone) 300000 on Manager Deputation is to be effected by tion No.
deputation including taking officers at SAG level 113
/ through the period from AIS/ Central Services. dated
lateral served as 1st
entry. Chief Holding analogous posts or August
57
To be General two years regular service in 2016
determined Manager IDA pay scale of Rs.120000-
by (Genl.). 280000 (E-8) or four years
##Chairma regular service in IDA pay
n on each scale of Rs.100000-260000 (E-
occasion. 7) in case of PSEs.
Ratio of
deputationi In case of lateral entry; 50-55
st/ lateral
entry to Minimum CTC of Rs.35 lakhs
internal per annum during the previous
candidates two financial years excluding
(promotee) the year of advertisement as
will be per Form 16/ ITR (Salary
50:50 Income) or pay slip in absence
(excluding of Form 16 or ITR.
the post of
Executive
Qualification
Director-
Vigilance).
Essential: Post Graduation in
any discipline

Desirable: MBA / Post

Graduate Diploma in
Management from a

Page | 68
 Recognized University or
Institute.

Experience

25 years‘ experience in
warehousing and / or logistics
in managerial capacity.

Preference will be given for

experience in the field of food
industry.
3.$ Deleted by Notification No.113 dated 1st August 2016 (File No.EP-7(1)/2016).
4.$ Executive ~ (E-9) € Selection ### 4 € In case of transfer on €- - &&
Director Promotion years as deputation basis;
(Storage)/ 150000 - /Transfer General
(General) 300000 on Manager Deputation is to be effected by
deputation including taking officers at SAG level
/ through the period from AIS/ Central Services.
lateral served as
entry. Chief Holding analogous posts or 57
To be General two years regular service in
determined Manager IDA pay scale of Rs.120000-
by (Genl.). 280000 (E-8) or four years
##Chairma regular service in IDA pay
n on each scale of Rs.100000-260000 (E-
occasion. 7) in case of PSEs.
Ratio of
deputationi In case of lateral entry; 50-55
st/ lateral
entry to Minimum CTC of Rs.35 lakhs
internal per annum during the previous
candidates two financial years excluding
(promotee)
Page | 69
 will be the year of advertisement as
50:50 per Form 16/ ITR (Salary
(excluding Income) or pay slip in absence
the post of of Form 16 or ITR.
Executive
Director- Qualification
Vigilance).
Essential: Post Graduation in
any discipline

Desirable: MBA / Post

Graduate Diploma in
Management from a
Recognized University or
Institute.

Experience

25 years‘ experience in
warehousing and / or logistics
in managerial capacity.

Preference will be given for

experience in the field of food
industry.
5.$ Executive ~ (E-9) € Selection 4 years as € In case of transfer on €- - &&
Director Promotion GM (Engg.) deputation basis;
(Engineerin 150000 - /Transfer
g) 300000 on Deputation is to be effected by
deputation taking officers at SAG level
/ through from AIS/ Central Services.
lateral
entry. Holding analogous posts or 57
Page | 70
To be two years regular service in
determined IDA pay scale of Rs.120000-
by 280000 (E-8) or four years
##Chairma regular service in IDA pay
n on each scale of Rs.100000-260000 (E-
occasion. 7) in case of PSEs.
Ratio of
50-55
deputationi In case of lateral entry;
st/ lateral
entry to Minimum CTC of Rs.35 lakhs
internal per annum during the previous
candidates two financial years excluding
(promotee) the year of advertisement as
will be per Form 16/ ITR (Salary
50:50 Income) or pay slip in absence
(excluding of Form 16 or ITR.
the post of
Executive Qualification
Director-
Vigilance). Essential: Degree in Civil/
Electrical/ Mechanical
Engineering of a recognized
University or equivalent

Desirable: Master degree in

Civil/ Electrical/ Mechanical
engineering with specialized
knowledge of Rice Mills, Food
Processing Industries,
preparation of designs and
specifications, maintenance
and operation of mechanical
handling equipment at ports /
godowns.
Page | 71
 Experience

25 years‘ experience of Civil /

Electrical / Mechanical
engineering works
6.$ Executive ~ (E-9) € Selection ### 4 € In case of transfer on € - - &&
Director Promotion years as deputation basis;
(Personnel) 150000 - /Transfer General
300000 on Manager Deputation is to be effected by
deputation including taking officers at SAG level
/ through the period from AIS/ Central Services.
lateral served as
entry. Chief Holding analogous posts or 57
To be General two years regular service in
determined Manager IDA pay scale of Rs.120000-
by (Genl.). 280000 (E-8) or four years
##Chairma regular service in IDA pay
n on each scale of Rs.100000-260000 (E-
occasion. 7) in case of PSEs.
Ratio of
deputationi In case of lateral entry; 50-55
st / lateral
entry to Minimum CTC of Rs.35 lakhs
internal per annum during the previous
candidates two financial years excluding
(promotee) the year of advertisement as
will be per Form 16/ ITR (Salary
50:50 Income) or pay slip in absence
(excluding of Form 16 or ITR.
the post of
Executive
Qualification
Director-
Vigilance).
Page | 72
 Essential: Post Graduation in
any discipline

Desirable: MBA / Post

Graduate Diploma in
Management from a
Recognized University or
Institute.

Experience

25 years‘ experience in various

aspects of HRM / Personnel
Management / Industrial
Relations in an organization of
repute.
6A Chief ~ (E-8) – 100% by Selection 2 years as - - - &&
## General 120000- promotion. General
# Manager 280000 Manager
(Genl.)
7.$ $$$ ~(E-7) Transfer on Selection 5 years as Essential: 45 - &&
General deputation/ $$$ Deputy A good Master‘s degree in
Manager 100000- direct General Economics/ Agriculture
(Planning & 260000 recruitment Manager. Economics/ Statistics with at
Research) / least 10 years‘ experience of
promotion. research investigation in
##Mode of Economics or Economics
recruitment Statistics particularly in the
to be field of price and consumer
determined survey in a senior responsible
by the capacity in a Govt. Department
Chairman and/ or a Commercial/ Public
on each Sector Undertaking operating
occasion as on a country-wide basis or of
Page | 73
 and when conducting and guiding
vacancy in research in these fields in
the post University or Institution of
arises. training or research as
evidenced (by published
work.)

Desirable:
Familiarity with the
application of operations
research techniques and
business economics.
8* $$$ Chief ~ (E-8) – Promotion/ Selection $$2 years - 45 - &&
* General 120000- direct as
Manager 280000 recruitment $$$General
/ Transfer Manager.
on
deputation
to be
determined
by
##Chairma
n on each
occasion.

Page | 74
9. Chief 2250- ##Mode of - - Essential 45 - &&
@ Traffic 125/2- recruitment
@ Manager 2500 to be (1) A degree of a recognized
determined University or equivalent.
by the
Chairman (2) At least 10 years‘
on each experience in coordination of
occasion as movement of goods and
and when transportation in Government
vacancy in or Public/ Private Limited
the post Undertaking.
arises.
10. @@@Chief 2250- ##Mode of - - (i) Degree in Law from a 45 - &&
Legal 125/2— recruitment recognized University.
Manager 2500 to be
decided by (ii) At least 15 years
the experience as Legal Officer in
Chairman Central/State Government or
on each Public/ Private Sector
occasion as Undertakings or 10 years
and when practice at the Bar.
vacancy in
the post
arises.
11. $$$ Genl. ~ (E-7) ##Mode of - - Essential: 30-40 - &&
Manager recruitment
(Quality 100000- to be (1) Master‘s degree in Zoology
Control) 260000 determined (with Entomology) Agri. Or
by the Biochem. of a recognized
Chairman University or equivalent
on each qualification.
occasion as
and when (2) Adequate knowledge of
vacancy in classification and grading of
Page | 75
 the post food grains their sampling and
arises. analysis.

(3) About 7 year‘s practical

experience in maintenance of
quality of large stocks of food
grains. (including storage and
inspection) in a responsible
position in Govt. or Public /
Private Limited Undertaking.

Desirable:

(1) Doctorate in Entomology/

Biochemistry.

(2) Knowledge and/or

experience of structural
specifications of godown for
scientific storage of
foodgrains.
12. $$$ Genl. ~ (E-7) ##Mode of - - Essential: 30-40 &&
Manager recruitment
(Movement 100000- to be (1) A degree of recognized
) 260000 determined University or equivalent.
by the
Chairman (2) About 10 years‘ experience
on each in coordination of movement
occasion as of goods and transportation in
and when Govt. or Public/ Private Limited
vacancy in Undertakings.
the post
arises.

Page | 76
13. $$$ Genl. ~ (E-7) Promotion/ Selection £ 4 years as %% Essential: 45 - &&
Manager Direct Deputy
(Engineerin 100000- recruitment Genl. (1) Full Time Bachelor‘s
g) 260000 / transfer Manager Degree (or equivalent,
on (CE)/(EE)/( including dual degree
deputation ME) programs) in Civil/Elec./Mech.
** Engg. of minimum 04 years
duration from AICTE / UGC
recognized University or
##Mode of equivalent Institution.
recruitment
to be OR
decided by
the Passed Sections A and B of the
Chairman Institution Examinations of the
on each Institution of Engineers (India)
occasion as in Civil/ Elect./ Mech. Engg.
and when
vacancy in AND
the post
arises. (2) Minimum 10 year
experience of Civil/ Elec./
Mech. Engg. works out of
which:

(a) Minimum 04 years

experience in IDA pay scale
80000-220000 (E-5 or higher)

OR

(b) Minimum 04 year

experience in Level 12 of CDA

Page | 77
 pay scale or higher

%% Desirable:

(1) Master‘s Degree in Civil/

Elec./ Mech. Engg. From
AICTE / UGC recognized
University / equivalent
Institution with specialized
knowledge of design and
construction of Food Grain
Godowns / Roads / Building
Projects / Food Grain SILOs,
etc.

(2) Persons who have held

independent charge of
Engineering Division of
Industrial Establishments /
PSU and have had experience
of planning and execution of
projects will be preferred.
14. $$$ Genl. ~ (E-7) – ££££ 100 Selection @@@@ 4 To be prescribed by the 40 Regiona &&
Manager/ 100000- % by years as Chairman. l Note: No Direct
GM(Zone) 260000 promotion. $$$Deputy Director Recruitment at
Genl. Food DGM and above
Manager level posts.
However, this shall
not affect the
present practice of
taking officers
from All India
Services, Central
Government etc.
Page | 78
 on deputation.
~1 ~^Division ~ (E-4) – ~Automatic
5(A al Manager 70000- time scale
) after 5 year 200000 upgradatio
- - - - - -
n on
completion
of 5 years
$$ $$$ ~ (E-3) – ££££ By - - - - - &&
$$/ ^Divisional 60000- transfer
~1 Manager 180000 from
5 amongst
(B) Assistant
General
Manager
(General
Administrat
ion Cadre)
either
recruited
directly or
by
promotion.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
****Incorporated vide Notification No.1-12/71-EP dated 18.8.1980, Effective from 25.7.70.
@ Incorporated vide Notification No.1-28/71-EP dated 3.1.1972 Effective from 18.11.1971 (2nd Amendment).
2.
The percentage of direct recruitment and promotion in these grades has not been prescribed for the present. The position will be
reviewed after a period of 3 years when it may be possible to lay down percentages of vacancies in these grades to be filled by direct
recruitment or promotion in the meantime, however, while filling up any of the existing/future vacancies in these grades, the
Corporation shall first explore the possibilities of promotion and then resort to other methods (added vide Notification No.1-28/71-EP
dated 3.1.72) Effective from 18.11.71 (2nd Amendment).
@@ Incorporated vide NotificationNo.1-28/71-EP dated 31.3.1973, Effective from 15.2.1973 (8th Amendment).
@@@ Incorporated vide Notification No.1-12/73-EP dated 25.4.74, Effective from 21.12.1973 (19th Amendment).

Page | 79
2. For placement in the Selection Grade of Rs.2250-125/2-2500, a minimum of 2 years‘ service in the ordinary grade will be necessary, the
selection being made on the basis of seniority in the grade subject to fitness. (Added vide Notification No.1-16/76-EP dated 13.12.79
Effective from 29.12.1976 (51st Amendment).
** Amended vide Notification No.1-15/75-EP dated 5.2.1977 Effective from 18.1.1977 (42nd Amendment).
@@@@ Amended vide NotificationNo.1-3/76-EP dated 7.11.1978. Effective from 18.1.1977 (56th Amendment).
*** Amended vide Notification No.1-16/76-EP dated 13.12.1979. Effective from 29.12.1977 (51st amendment).
* Relaxable in the case of departmental employees by 5 years and further relaxable by 5 years for departmental employee belonging to
SC/ST communities (Amended vide Notification No.1-3/76-EP dated 22.9.79. Effective from 16.10.78) (65th Amendment).
3. ―Note:-Direct recruitment covers transfer on deputation including under Central Staffing Scheme of DOPT. (Substituted vide
Notification No.95/EP-7(1)/2005 dated 21st October, 2005. Effective from the date of Notification)‖.
4. $ Amended vide Notification No.EP-16(2)/86 dated 9.8.1991. Effective from 9.8.1991 (2nd Amendment of 1991)
$$ Amended vide Notification No.EP-2(6)/91 dated 16.7.1992. Effective from 16.7.1992 (3rd Amendment of 1992).
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999.(1st Amendment). They shall come into force at once.
$$$$ Inserted vide notification No.88/EP-30(1)/88-Vol.IV dated 27th December, 2002 (2nd Amendment). Effective from 27.12.2002.
## Substituted vide Notification No.91/EP-7(1)/2004. Dated 8thDec, 2004. (1st Amendment) Effective from the date of Notification.
$$$ Re-designated vide Notification No.93/EP-32(4)/2004 dated 20thMay, 2005.)2nd Amendment. Effective from the date of Notification.
£ Substituted vide Notification No. 99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
### Substituted vide Notification No. 111/EP-1(3)/2010 dated 09.07.2015, FCI (Staff) (3rd Amendment) Regulations, 2015. Effective from
the date of Notification.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility
service or two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along
with their juniors who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016( file No.EP-7(1)/2016). Effective from the date of Notification.
^ Substituted vide Notification No.121 dated 26.04.19 Effective from the date of Notification.
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in
coloumn-3 of Appendix-I against each post are subject to revision from time to time.‖
€ Amended vide Notification No. 136 dated 24.01.2022. Effective from 24.01.2022.
%% Amended vide Notification No. 137 dated 25.05.2022. Effective from 25.05.2022.
***********************
Page | 80
 PART-II – GENERAL ADMINISTRATION CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age* Corresponding Remarks
No of post pay(Rs.) recruitment Selection #Experience # Qualifications & Limit categories of
. % / Non- experience, if any. Years posts in the
selection Directorate
Genl. Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
~ ~ Deputy ~ (E-6)- ~Automatic
1 General 90000- time scale
(A) Manager 240000 upgradation
- - - - - -
after 4 years on
completion
of 4 years.
~ $$$$$ ~ (E-5)- ££££ 100% Selection 5 yrs. as - - Director &&
1 Deputy 80000- by $$$$$ Asstt.
(B) General 220000 promotion. Genl. Manager in ***To be
Manager General selected from
Admn./Tech./Mov combined
ement/ Planning seniority list of
& Research different cadres
Cadres. mentioned in
column No.6
2. Senior 1200- 100% Selection 3 years as - - Joint Director &&
Deputy 50-1700 promotion $$$$$Asstt. Genl.
Manager Manager (Genl.
Admn.)
~ ~ Asstt. ~ (E-4) ~ Automatic
3 Genl. – time scale
(A) Manager 70000- upgradation
- - - - - -
after 5 year 200000 on
completion
of 5 years
Page | 81
~ $$$$$Asstt. ~ (E-3) ** 25% by - - ££££ $$$$ Deputy &&
3 Genl. – Direct (i) Post 30 Director
(B) Manager 60000- Recruitment Graduate degree Years
180000 or equivalent from
a recognized
** 65% by Selection 5 yrs. as University /
Promotion Manager (Genl./ Institutes
Godown) recognized by
Central Govt. (or
body authorized
** 10% by by it) with
** 03 years as
APS through minimum 55%
Manager (Genl./
LDPE. marks; or
- Godown) ** Subject to
excluding the maximum of four
training or /and (ii) ACA /
attempts.
probation period. AICWA / ACS; or

(iii) Bachelor‘s
10% of total Degree in Law, or
marks in LDPE 5 years Integrated
will be for Course in Law,
experience in from recognized
excess of 03 University with
years excluding minimum 55%
the training or/ marks.
and probation Note: In case of
period in such a SC/ST/PH
manner that 1% candidates, the
marks being minimum
allotted for every percentage of
additional year of marks shall be
service subject to 50% instead of
maximum of 55%.

Page | 82
 10%. Balance
90% of total
marks will be ear-
marked for
written
examination.
4. Senior 700-40- Direct 50% - - Graduate; 4 yrs 32 Assistant -do-
Assistant 1100- experience in Food Director
Manager 50-1300 & allied fields.

-
Promotion Selection 3 years as - -
50% Manager
(Genl.Admn/
Godown.
CATEGORY-II POSTS:
~ ~ Manager ~ (E-2) ~ Automatic
5 after 5 years 50000- time scale
(A) 160000 upgradation
- - - - - -
on
completion
of 5 years
~ $$$$$ ~ (E-1) £** 25% - - ££££ ### Office &&
5 Manager 40000- by direct (i) Graduate 28 Superintendent
(B) 140000 recruitment degree or ###The number
equivalent from of Management
recognized Trainees to be
** 65% by Selection ##3 years as University with determined on
promotion Assistant Grade-I minimum 60% each occasion by
(Genl.Admn./ marks; the Managing
Stenographer Director
Grade-I. Or depending on the
requirements.

Page | 83
 ** 03 years in (ii) CA/ ICWA/ CS
** 10% by category III post
APS through - (Genl./Typist/Ste Note: In case of
LDPE. no.) excluding the SC/ST/PH
training or /and candidates, the ** Subject to
probation period. minimum maximum four
- -
percentage of attempts.
10% of total marks shall be
marks in LDPE 55% instead of
will be for 60%.
experience in
excess of 03
years excluding
the training or/
and probation
period in such a
manner that 1%
marks being
allotted for every
additional year of
service subject to
maximum of
10%. Balance
90% of total
marks will be ear-
marked for
written
examination.
CATEGORY-III POSTS:
6. Assistant 450-15- Promotion Non- ##3 years as Graduate; 7 years‘ 31 Assistant &&
Grade. I 555-20- 100% Selection Asst. Grade II / experience in any superintendent
675-25- failing which telex operator. office s, Accountants
850 direct
recruitment.
Page | 84
7. Assistant 380-12- Promotion Non- ##3 years as Graduate, 4 years‘ 28 Sr. Clerks, &&
Grade-II 440-15- 100% Selection Assistant Grade- experience in any Deputy
560-20- failing which III/ Typist/ office Accountants
640 direct Telephone
recruitment operator.
8. Telex 380-12- By transfer - - - - Telex Operator &&
Operator 440-15- from the
560-20- Grade of
640 AG.II
knowing
typing, on a
tenure
basis.
9. Assistant 290-10- @@@ Non- - $$ Graduate @@@ Jr. Clerks (who &&
Grade. III 380-12- Direct 70% Selection Degree in any @ 27 do not know
440-15- Promotion discipline from a typing)
485 30% from recognized Comptometer
Matriculate University with operator
Cat. III proficiency in use
employees of computers.
holding
posts
in the Scale
of pay of
Rs.290-6-
326-8-390-
10-400/
matriculate
Cat. IV
employees
with 3
years‘
experience
in any
Page | 85
 cadre/lateral
transfer of
Matriculate
Vehicle
Drivers Gr.I.
10. Telephone 290-10- Direct - - $$$ Graduation 25 Telephone &&
Operator 380-12- recruitment with Experience as Operator
440-15- Telephone
485 Operator for one
year.
11. Typist 290-10- @@@ - - $$ Graduate along @@@ Jr. Clerks who &&
380-12- Direct 70% with ‗O‘ level @ 25 know typing
440-15- Promotion qualification of
485 DOEACC and
30% from Non- speed of 40
Matriculate selection w.p.m. in typing or
Cat. III Degree in
employees Computer Science/
holding Computer
posts in the Application with
scale of pay speed of 40
of Rs.290-6- w.p.m. in typing.
326-8-390-
10-400/
Matriculate
Cat. IV
employees
with 3
years‘
experience
in any cadre
and who
possess the
requisite
Page | 86
 typing
speed of 40
w.p.m./later
al transfer
of
Matriculate
Vehicle
Drivers
Grade-I who
possess the
requisite
typing
speed of 40
w.p.m.
12. @@@@@ 290-10- Promotion Non- 3 years as - - - -
Subedar 380-12- 100% Selection Jamadar
440-15-
485

PERSONAL STAFF:
13. Personal 700-40- - - - To be determined - - &&
Secretary 1100- on each occasion
50-1300 as and when a
vacancy arises.
14. Steno. Gr. I 450-15- Promotion Non- 3 years Typing $$ Graduation 25 Sr. &&
555-20- 100% selection speed 40 words with a speed of 40 Stenographers
675-25- failing which and 120 words in & 120 w.p.m. in
850 direct shorthand per typewriting and
recruitment minute essential shorthand
respectively.
15. Steno. Gr. II 380-12- Promotion Non- 3 years typing $$+ Graduate $ 25 Stenographer/ &&
440-15- of typists selection speed 40 w.p.m. degree with speed Steno-Typist.
560-20- failing which and shorthand 80 of 40 w.p.m. & 80
640 direct w.p.m. essential. w.p.m. in English
Page | 87
 recruitment typing &
shorthand
respectively.
CATEGORY-IV POSTS:
1. Gestetner 260-6- 100% Non- 3 years as Middle Standard 28 Gestetner &&
Operator 326-8- promotion, selection Daftary and pass and Operator
350 failing which qualification to qualification to
direct operate a operator a
recruitment Gestetner Gestetner machine
Machine
2. @@@@@ 260-6- 100% Non- 3 years as Head - - - &&
Jamadaar 326-8-350 promotion selection Watchman
3. Daftary 225-5- 100% Non- 3 years as Peon - - Daftary &&
260-6- promotion selection
308
4. Peon 210-4- 100% direct - - Middle Standard 25 Peon &&
250-5- recruitment pass
290
5. Watchman Recruitment rules will be same as in the case of Watchman in Godown; they will be considered for promotion also along-
(Chowkidar with Watchmen in Godown.
in Offices)
6. Picker 260-6- 100% Non- 3 years as - - Picker &&
326-8- promotion selection Stitcher / Dusting
350 Operator/Head
Watchman
7. Head 225-5- 100% Non- 3 years as - - Head &&
Watchman 260-6- promotion selection Watchman Watchman
308
8. Dusting 225-5- 100% Non- 3 years as Middle Standard 25 Dusting &&
Operator 260-6- promotion selection Sifter/Watch- pass Operator Only literate
308 man/Sweeper Sifter/
watchman/sweep
er will be eligible
for promotion. In
Page | 88
 case literate
Sifter/ Watchman
/ Sweeper, i.e.
those who are
able to read and
write instructions
given to them
even in the local
language are not
available for
promotion, the
posts shall be
filled by direct
recruitment.
9. Stitcher 225-5- 100% -do- -do- -do- -do- Stitcher -do-
260-6-308 promotion
10. Watchman 210-4- 100% direct - -do- -do- -do- Watchman &&
(Godown) 250-5- recruitment
290
11. Sifter 210-4- -do- - - -do- -do- Sifter &&
250-5-
290
12. Labourer 210-4- -do- - - Should be able to -do- Labour/ &&
250-5- read and write in Cleaning gang
290 any language
13. Sweeper 210-4- -do- - - -do- -do- Sweeper &&
250-5-
290

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
**** Added vide Notification No.1-19/71-EP dated-29.10.1973, effective from 8.5.1971(15th amendment).
@ Added vide Notification No.3-2/70-EP dated 6.5.72, effective from 6.5.72 (6th amendment).
@@ Substituted vide Notification No.7-1/74-EP dated-22.4.76, effective from 1.5.1974(30th amendment).
** Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.
Page | 89
$ Amended vide Notification No.1-3/76-EP dated-27.10.1978, Effective from 18.1.1977(55th Amendment)
***** Substituted vide Notification No.1-3/76-EP dated 27.10.78, effective from 18.1.1977(55th amendment).
―NOTE:-Direct recruitment covers transfer on deputation also‖. (Added vide Notification No.1-3/76-EP Dt. 16.11.1978, effective from
25.9.1978(57th amendment).
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
Scheduled Castes and Scheduled Tribes Communities, (Amended vide Notification No.1-3/76-EP dated-22.9.79. Effective from
16.10.1978 (65th Amendment).
@@@@@ Added vide Notification No.1-12/72-EP dated 28.3.1981, effective from 28.3.1981.
*** Added vide Notification No.13 (4)/81-BC dated-15.9.1981, effective 29.8.1981(73rd amendment).
@@@ Amended vide Notification No.13 (9)/81-BC dated 30-12-1981, effective from 20.9.1981 (78th amendment)
## Notified vide Notification No. EP-30(3)/92-Vol.II dated 28th Feb, 2000 consequent on the judgment dated 14.08.98of the Hon‘ble
Supreme Court of India in WP © Np.20/1992 and WP(C) 174/1995.
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.
$$$$ Substituted vide Notification No.78/EP-16(2)/98 dated 6th October,98. (2nd Amendment). Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$ Amended vide Notification No.104 dated 14th June, 2011. [FCI (Staff) (2nd Amendment) Regulations, 2011] Effective from 14.6.2011.
$$$ Substituted vide Notification No.89/EP-2(5)/91-vol.II dated 28 August, 2003. (1st Amendment.). Effective from the date of Notification.
#### Amended vide Notification No.90/EP-16(3)/92-Vol.II dated 27th November, 2003.(2nd Amendment) Effective from 27.11.2003.
$$$$$ Re-designated vide Notification No.93/EP32 (4)/2004. dated 20th May, 2005.(2nd Amendment) Effective from the date of Notification.
£ Substituted vide Notification No.99/ Amendment EP-1(1)/2009 dated 12th March, 2010. (1st.). Effective from the date of Notification.
£££ Substituted vide Notification No.102/ Amendment EP-1(4)/2010 dated 23rd November, 2010. (4th). Effective from the date of Notification
@@@@ Substituted vide Notification No.105 (E.P.1(3)/99 dated 14.06.2011, effective from 14.06.2011(2nd amendment).
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

Note: No Direct Recruitment at DGM and above level posts. However, this shall not affect the present practice of taking officers from All India
Service, Central Government etc. on deputation.
Page | 90
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in coloumn-3
of Appendix-I against each post are subject to revision from time to time.‖
+ Substituted vide Notification No.123 dated 06.01.2020, effective from the date of notification.

Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct
Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being
created in promotion roster annually.

*********************

Page | 91
 PART-III-GODOWN CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Corresponding Remarks
No. of post pay(Rs. recruitment Selection #Experience #Qualifications * categories of
)% / Non- &experience, if any. Limit posts in the
selection Years Directorate Genl.
Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-II POSTS:
~ ~ Manager ~ (E-2) ~ Automatic
1 (Depot)/ 50000- time scale
(A) (Godown/ 160000 upgradation
Dock Supdt.) on - - - - - -
After 5 years completion
of 5 years.

~ $$$$$ ~ (E-1) £  25% by - - ££££ (i) Graduate ### Godown Supdt. / &&
1 Manager 40000- direct degree or 28 Dock Supdt. /
(B) (Depot)/ 140000 recruitment equivalent from Watch & Ward ###The number
(Godown/ recognized Inspector/Chief of Management
Dock Supdt.) University with Verification Trainees to be
 65% by Selection 3 years as minimum 60% Inspector determined on
promotion Asstt. Gr-I marks; each occasion by
(Godown) or the Managing
(ii) CA/ICWA/ CS Director
Note: In case of depending on
SC/ST/PH the
candidates, the requirements.
- -
minimum
percentage of
marks shall be 55%
instead of 60%.

Page | 92
 -  Subject to
 10% by  03 years in maximum of four
APS through category III attempts.
LDPE. post(Godown)
excluding the
training or
/and probation
period.

10% of total
marks in LDPE
will be for
experience in
excess of 03
years
excluding the
training or/
and probation
period in such
a manner that
1% marks
being allotted
for every
additional year
of service
subject to
maximum of
10%. Balance
90% of total
marks will be
ear-marked for
written
examination.

Page | 93
2. Chief Labour 650-30- £ 75% by Selection 3 years as - - - &&
Inspector 740-35- promotion labour
880-40- Inspector
1200
25% by - - ### Degree from ### Chief ### The
direct a Recognized 28 Inspector(Labour) number of
recruitment. University. Management
OR Trainees to be
Degree with Post determined on
Graduate Degree/ each occasion by
Diploma in the Managing
Management or Director
equivalent Degree depending on
in Business the
Management; requirements.
Industrial
Relations; Mass
Communication;
Journalism; Public
Relations;
Information &
Technology;
Training &
Development;
Social Sciences
from a Recognized
University/Institute
of repute.
Appointing
Authority may
prescribe any other
qualification,
experience based
on the requirement
Page | 94
 for induction of
officers.
CATEGORY-III POSTS:
3. Labour 450-15- 100% direct - - Degree or 25 Inspector(Labour) &&
Inspector 555-20- recruitment equivalent.
675-25- Experience:-
850 2 years in
Labour Welfare
work or Social
Service
4. Asstt. Gr.I. 450-15- Promotion Non- 3 years as - - Sr. Godown &&
(Depot) 555-20- 100% selection AG.II (D) Keeper/ Inspector
675-25- (FPS)/ Dock
850 Inspector/ Veri.
Insp./ Watch &
Ward Sub-
Inspector/
Inspector (Food).
5. Assistant 380-12- Promotion Non- ## 3 years as - - Junior Godown &&&
Grade-II 440-15- 100% selection AG.III keeper/Shed
(Depot) 560-20- (Depot) Supervisor/Godown
640 Clerk
6. Assistant Gr. 290-10- **** - - - - - &&
III (Depot) 380-12- Promotion of
440-15- Shed
485 Tallymen
taken over
from Food
Department,
failing which;
Direct
recruitment
70%,

Page | 95
 Promotion Non- 3 years‘ $$ Graduate @@@ -
30% from Selection experience in Degree in any @27
Matriculate Cat.IV discipline from a
Cat.III recognized
employees University with
holding posts proficiency in
in the scale of use of
pay of rs.290- computers.
6-326-8-390-
10-400 /
Matriculate
Cat.IV
employees
with 3 years‘
experience in
any cadre/
lateral
transfer of
Matriculate
Vehicle
Drivers Grade.
I.
7. Shed 290-6- - - Absorption of &&
Tallymen 326-8- shed
390-10- Tallymen of
400 Food
Department

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
*** Amended vide notification No.7(1)/74-EP Vol.III dated 10.2.77, effective from 1.5.1974 (43rd amendment).
** Substituted vide notification No.1-3/76-EP dated 27.10.78, effective from 18.1.77 (55th amendment).

Page | 96
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
Scheduled castes and Scheduled Tribes communities. (Amended vide notification No.1-3/76-EP dated 22.9.79, effective from
16.10.1978 (65th amendment).
―NOTE: - Direct recruitment covers transfer on deputation also‖. (Added vide Notification No.1-3/76-EP Dt. 16.11.1978, effective from
25.9.1978(57th amendment).
**** Amended vide notification No.13(9)/81-BC dated-30.12.1981, effective from 20.9,1981(78th amendment).
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
## Notified vide Notification No.80/ EP-30(3)/92-Vol.II dated 28th Feb, 2000 consequent on the judgment dated 14.08.98of the Hon‘ble
Supreme Court of India in WP © Np.20/1992 and WP(C) 174/1995.
#### Amended vide Notification No.90/EP-16(3)/92-Vol.II dated 27th November, 2003. (2nd Amendment) Effective from the date of
Notification.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nde Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification
$$ Amended vide Notification No.104 dated 14th June, 2011. [FCI (Staff) (2nd Amendment) Regulations, 2011] Effective from 14.6.2011.
£££ Substituted vide Notification No.102/ Amendment EP-1(4)/2010 dated 23rd November, 2010. (4th). Effective from the date of
Notification.
@@@@ Substituted vide Notification No.105 (E.P.1(3)/99) dated 14.06.2011, effective from 14.06.2011(2nd amendment).
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification.
Note: ―The scales of pay mentioned in coloumn-3 of Appendix-I against each post are subject to revision from time to time.‖

 Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.

Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct
Page | 97
 Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being
created in promotion roster annually.

**********************

Page | 98
 PART-IV- TECHNICAL CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Corresponding Remarks
No of post pay recruitment Selection #Experience #Qualifications & * categories of
. (Rs.)% / Non- experience, if any. Limit posts in the
selection Years Directorate Genl.
Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. Sr. Deputy 1200- Promotion Selection 3 years as $$$$$ - - - &&
Manager 50- 100% Asstt. Genl.
(Tech.) 1700 Manager(Technical)
~ ~ Asstt. ~ (E-4) ~Automatic
2 Genl. – time scale
(A) Manager 70000- upgradation
- - - - - -
(Tech.) 200000 on
after 5 completion
years. of 5 years
~ $$$$$ ~ (E-3) *** @ 25% - - ££££ ££££ Deputy Director &&
2 Asstt. Genl. – by Direct B.Sc.(Agriculture)/ 28 (Tech/)
(B) Manager 60000- Recruitment B.Tech/BE in Food
(Tech.) 180000 Science/ Food Science
and Technology/
@ 65% by Selection @ 5 yrs. as Manager Agricultural Engg./ Bio
Promotion Technology from a
recognized university /
an institution
@ 10% by - @ 03 years as approved by AICTE
@ Subject
APS through Manager (Tech.) with minimum 55%
to maximum
LDPE. excluding the training marks.
four
or /and probation
attempts.
period. Note: In case of
SC/ST/PH candidates,
10% of total marks in the minimum
Page | 99
 LDPE will be for percentage of marks
experience in excess shall be 50% instead
of 03 years excluding of 55%.
the training or/and
probation period in - -
such a manner that
1% marks being
allotted for every
additional year of
service subject to
maximum of 10%.
Balance 90% of total
marks will be ear-
marked for written
examination.
3. Senior 700-40- Promotion Selection 3 years as Manager Asstt. &&
Assistant 1100- 100% (Tech.) Director(Tech.)
Manager 50-
(Tech.) 1300
CATEGORY-II POST:
~ ~ Manager ~ (E-2) ~ Automatic
4 (Technical) 50000- time scale
(A) after 5 160000 upgradation
- - - - - -
years on
completion
of 5 years.
~ $$$$$ ~ (E-1) £ @ 25% - ££££ ### Technical &&
4 Manager 40000- by direct B.Sc.(Agriculture)/ 28 Officer/ Quality
(B) (Technical) 140000 recruitment B.Tech/ BE in Food Supervisor ###The
Science/ Food Science number of
and Technology/ Managemen
@ 65% by Selection Agricultural Engg./ Bio t Trainees
*** @ 3 years as
promotion Technology from a to be
Assistant Grade-I.
recognized university determined
Page | 100
 /an institution on each
approved by AICTE. occasion by
the
Managing
@ 10% by @ 03 years in Director
APS through category III post depending
LDPE.. (Tech.) excluding the on the
training or /and requirement
probation period. s.

-
10% of total marks in
LDPE will be for
experience in excess @ Subject
of 03 years excluding to maximum
the training or/ and four
probation period in attempts.
such a manner that
1% marks being
allotted for every
additional year of
service subject to
maximum of 10%.
Balance 90% of total
marks will be ear-
marked for written
examination.
CATEGORY-III POSTS:
5. Asstt. Gr.I 450-15- Promotion Non- 3 years as - - Tech. &&
(Tech.) 555-20- 100% Selection AG.II(Tech.) Assistants/analyz
675-25- ers/Quality
850 Inspector

Page | 101
6. Asstt. Gr.II 380-12- Promotion Non- 3 years as AG.III Degree in Science 25 Asstt. Analyzers/ &&
(Tech.) 440-15- 100% selection (Tech.) preferably in Fumigation
560-20- failing which Agriculture with 3 Asstt.
640 direct years‘
recruitment experience in the field.
7. Asstt. Gr.III 290-10- Direct 100% - - $$ 1. B.Sc. in @@ Laboratory &&
(Tech.) 380-12- Agriculture from a @@ Assistants
440-15- recognized University. 27
485 Or
B.Sc. with any of the
following subject from
a recognized
University:
Botany/ Zoology/ Bio-
Technology/ Bio-
Chemistry/
Microbiology/ Food
Science.
Or
B.Tech/ BE in Food
Science/ Food Science
and Technology/
Agricultural
Engineering/ Bio-
Technology from a
recognized University/
an institution
approved by AICTE.
2. Proficiency in use of
computers.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
** Amended vide notification No.1-3/76-EP dated-7.11.1978, effective from 18.1.1977(56th amendment).

Page | 102
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
Scheduled Castes and Scheduled Tribes communities (Amended vide notification No.1-3/76-EP dated-22.9.79, effective from
16.10.78(65th amendment).
―NOTE: - Direct recruitment covers transfer on deputation also‖. (Added vide Notification No.1-3/76-EP Dt. 16.11.1978, effective from
25.9.1978(57th amendment).
*** Added vide notification No.13 (1)/84-BC, dated 18.2.1984, effective from 19.1.1984 (87th amendment).
$ Incorporated vide Notification No. EP-16-1/92 dated-13.5.1992, effective from 13.5.1992 (1st Amendment of 1992).
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nde Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
$$ Amended vide Notification No.104 dated 14th June, 2011. [FCI (Staff) (2nd Amendment) Regulations, 2011] Effective from 14.6.2011.
@@@@ Substituted vide Notification No.105 (E.P.1(3)/99) dated 14.06.2011, effective from 14.06.2011(2nd amendment).
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
&&―Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in coloumn-3
of Appendix-I against each post are subject to revision from time to time.‖
@ Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.

Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct
Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being
created in promotion roster annually.
*******************
Page | 103
 PART-IVA- PROCUREMENT/PROCESSING WING

Sl. Description of Scale Mode of Promotion Direct #Age* Corresponding categories Remarks
No. post of recruitment recruitment Limit of posts in the
pay Selection / #Experience # Years Directorate Genl. Of
(Rs.) Non- Qualification Food
% selection s &
experience,
if any.
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-II POSTS:
1. $$$$$ Manager * Promotion Selection 3 years as AG-I - - - &&
(Procurement/ 100% (Processing/
Processing) Procurement)
CATEGORY-III POST:
2. Asstt. Gr.I * Promotion Non- 3 years as AG.II - Technical Assistant/ &&
(Procurement/ 100% selection (Procurement/ Analyzers/ Quality
Processing) Processing). Inspectors.
3. Asstt. Gr.II * Promotion Non- 3 years as - - Asstt. Analyzers/ &&
(Procurement/ 100% selection AG.III(Tech.) Fumigation Assistant
Processing)

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nde Amendment). Effective from the date of Notification.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

*************************
Page | 104
 PART-V-MOVEMENT CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Correspondi Remarks
No of post pay recruitment Selection #Experience # Qualifications & Limit ng
. (Rs.)% /Non- experience, if any. Years categories
selection of posts in
the
Directorate
Genl. Of
Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
~ ~ Asstt. ~ (E-3) ~ Automatic
1 Genl. – time scale
(A) Manager 70000- upgradation - - - - - -
(Movement) 200000 on completion
after 5 year of 5 years
~ $$$$$ Asstt. ~ (E-3) £ @ 25% by - - ££££ - Deputy &&
1 Genl. – Direct (i) Post Graduate Director
(B) Manager 60000- Recruitment degree or (Movement)
(Movement) 180000 equivalent from a
recognized
@ 65% by Selection 5 years as Manager University/
Promotion Institutes
recognized by
Central Govt. (or
@ 03 years as
@ 10% by - body authorized by
Manager (Movt.) @ Subject to
APS through it) with minimum
excluding the maximum
LDPE. 55% marks;
training or /and four
or
probation period. attempts.
(ii) ACA / AICWA /
10% of total marks
ACS;
in LDPE will be for
or
Page | 105
 experience in (iii) Bachelor‘s
excess of 03 years Degree in Law, or 5
excluding the years Integrated
training or/ and Course in Law,
probation period in from recognized
such a manner that University with
1% marks being minimum 55%
allotted for every marks.
additional year of
service subject to Note: In case of
maximum of 10%. SC/ST/PH
Balance 90% of candidates, the
total marks will be minimum
ear-marked for percentage of
written marks shall be 50%
examination. instead of 55%.
CATEGORY-II POST:
~ ~ Manager ~ (E-2) ~ Automatic
2 (Movement) 50000- time scale
(A) after 5 160000 upgradation on - - - - - -
years completion of 5
years.
~2 $$$$$ ~ (E-1) £ @ 25% by - ££££ ### Movement &&
(B) Manager 40000- Direct (i) Graduate degree 28 Inspector
(Movement) 140000 Recruitment or equivalent from ###The
recognized number of
University with Management
@ 65% by Selection 3 years as
minimum 60% Trainees to
Promotion Assistant Grade – I marks; be
(Movt.) or determined
(ii) CA/ICWA/CS on each
occasion by
the
Note: In case of Managing
Page | 106
 SC/ST/PH Director
candidates, the depending
minimum on the
percentage of requirements
marks shall be 55% .
instead of 60%.
@ 10% by - @ 03 years in
APS through category III post @ Subject to
LDPE. (Movt.) excluding maximum
the training or /and four
probation period. attempts.

10% of total marks

in LDPE will be for
experience in
excess of 03 years
excluding the
training or/ and
probation period in
such a manner that
1% marks being
allotted for every
additional year of
service subject to
maximum of 10%.
Balance 90% of
total marks will be
ear-marked for
written
examination.
CATEGORY-III POSTS*:
3. Assistant 450-15- 100% by Non- 3 years as Assistant - - Assistant &&
Grade-I 555-20- promotion Selection Grade II Movement
Page | 107
 (Movement) 675-25- (Movement) Inspector.
850
4. Assistant 380-12- 100% by Non- - - - - &&
Grade-II 440-15- lateral Selection On transfer
(Movement) 560-20- deployment of to Movement
640 officials of Cadre, the
Assistant service
Grade-II from rendered in
Godown the Godown
Cadre cadre as
Assistant
Grade-II will
be counted
for purpose
of eligibility
for
promotion to
Assistant
Grade-I
(Movement)

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
## Amended vide notification No.1-11/72-EP dated-1.2.77, Effective from 17.1.1977(41st Amendment).
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
££ Added vide Notification No.100 dated 16.7.2010 [FCI (Staff) (2nd Amendment) Regulation, 2010]. Effective from 16.7.2010.
£££ Substituted vide Notification No.102/ Amendment EP-1(4)/2010 dated 23rd November, 2010. (4th). Effective from 23.11.2010.
* Substituted vide Notification No.103/ Amendment EP-1(5)/2010 dated 1st April, 2011. (1st ). Effective from 01.04.2011.
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013.

Page | 108
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in coloumn-3
of Appendix-I against each post are subject to revision from time to time.‖
@ Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.
Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct
Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being
created in promotion roster annually.

***********************

Page | 109
 PART-VI-PLANNING AND RESEARCH CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Corresponding Remarks
No of post pay recruitment Selection #Experience #Qualifications & * categories of
. (Rs.) % / Non- experience, if any. Limit posts in the
selection Years Directorate Genl.
Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. Sr. Deputy 1200- Promotion Selection 3years as - - - &&
Manager 50-1700 100% $$$$$ Asstt.
(P&R) Genl.
Manager
(P&R)
2. $$$$$ 1100- ** 33 1/3% - - Essential:- 30 - &&
Asstt. Genl. 50-1600 by direct (i) Master‘s Degree in
Manager recruitment. Economics or @ Relaxable
(P&R) Statistics with 1st or upto two
high II class. years in the
(ii) Six years‘ case of
experience in (a) candidates
Market Research and with better
interpretation of academic
economic data @ - -
qualification.
** 66 2/3% ** 3 years as
Selection
by SAM(P&R)/ 5
promotion years as
Manager(P&R).
3. *** $$$$$ 1100- Direct 100% - - Essential:- 30 - &&
Asstt. Genl. 50- (i) A degree in
Manager(O 1600) Industrial Engineering Effective from
perational with Post-Graduate 13.10.1971
Research) degree/diploma in @@
Page | 110
 Operations Research. Experience is
(ii) Six years‘ relaxable upto
experience in a large 3 years in
undertaking in case of
Industrial Engg. & in candidates
the application of with better
operations Research academic
Techniques @@ qualifications
and
exceptional
merit.
4. Sr. 700-40- Promotion Selection **3 years as - - - &&
Assistant 1100- 100% Manager
Manager 50-1300 (P&R)
(P&R)
CATEGORY-II POSTS:
5. $$$$$ 650-30- ### By - - ###Degree ### - &&
Manager 740-35- Promotion from a 28
(P&R) 880-40- (subject to a Recognized ### The
1200 minimum of University number of
75% of Management
vacancies)/ OR Trainees to be
Management determined
Trainees. Degree with on each
Post Graduate occasion by
Degree/Diplo the Managing
ma in Director
Management depending on
or equivalent the
Degree in requirements
Business
Management;
Industrial
Relations;
Page | 111
 Mass
Communicatio
n; Journalism;
Public
Relations;
Information
Technology;
Training &
Development;
Social
Sciences;
from a
recognized
University/Ins
titute of
repute.

Appointing
Authority may
prescribe any
other
qualification &
experience
based on the
requirements
for induction
of officers.

Selection 3 years as - -
Statistical
Assistant
6. ***/$$$$$ 650-30- ### By - - ### Degree ### - &&
Manager 740-35- Promotion from a 28
(Operational 880-40- (subject to a Recognized ### The
Page | 112
Research) 1200 minimum of University. number of
75% of Management
vacancies)/ OR Trainees to be
Management determined
Trainees. Degree with on each
Post Graduate occasion by
Degree/ the Managing
diploma in Director
Management depending on
or equivalent the
Degree in requirements
Business
Management;
Industrial
Relations;
Mass
Communicatio
n; Journalism;
Public
Relations;
Information
Technology;
Training &
Development;
Social
Sciences from
a Recognized
University/
Institute of
repute.

Appointing
authority may
prescribe
Page | 113
 other
qualification
and
experience
based on the
requirements
for induction
of officers.
CATEGORY –III POSTS
7. Statistical 450-15- Direct 100% - - B.A/B.Sc./B.C 25 &&
Assistant 555-20- om. in
675-25- Economics/St
850 atistics/Comm
erce/mathem
atics with 1st
or 2nd class &
proficiency in
Machine/Disk
calculation &
in systematic
tabulation of
diverse
material

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
** Added vide notification No.1-3/76-EP dated-7.11.78. Effective from 18.1.1977 (56th Amendment).
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
SC&ST Communities (Amended vide notification No.1-3/76-EP dated-22.9.79 Effective from 16.10.78 (65th Amendment).
NOTE:-Direct recruitment covers transfer on deputation also‖. (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978 (57th amendment.
*** Added vide notification No.1-12/71-EP dated-18.8.80 Effective from the date indicated in column no. 10 above.
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.

Page | 114
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

************************

Page | 115
 $ PART-VII-ACCOUNTS CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age* Corresponding Remarks
No of post pay recruitment Selection #Experience #Qualifications & Limit categories of
. (Rs.)% / Non- experience, if any. Years posts in the
selection Directorate Genl.
Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. $$$$$ ~ (E-7) £ 100% by Selection 4 years as - - - &&
General – promotion $$$$$Deputy
Manager 100000 failing which Genl. Manager
- by
260000 deputation -
and failing - $$$$ Persons passing $$$$ -
both, by (a) final examination 40
direct of ACA/AICWA/CFA Years
recruitment. with minimum 9
years‘ experience (of
which 3 years at least
should be in middle
management
position), after
passing final
professional
examination in
executive position in
a Government
Department/ a large
Private/ Public Sector
Undertaking or (b)
MBA (Fin.) or an
equivalent

Page | 116
qualification in
Finance from a
recognized
University/Institution
of repute approved
by the Ministry of
Human Resources
Development with 9
years‘ experience
after passing the
examination in
executive position in
a Government
Department/ a large
Private/ Public Sector
Undertaking of which
3 years at least
should be in middle
management position
or (c) SAS (Comml.)
with 12 years‘
experience as an
officer.

Desirable

Proficiency in
computer
applications at a level
to be prescribed by
the Chairman from
time to time.

Page | 117
~ ~ Deputy ~ (E- ~ Automatic
2 Genl. 6)- time scale
(A) Manager 90000- upgradation
- - - - - -
after 4 240000 on
years completion
of 4 years
~ $$$$$Depu ~ (E- ££££ 100% Selection 5 years as - - - &&
2 ty Genl. 5)- by $$$$$ Asstt.
(B) Manager 80000- promotion. Genl. Manager.
220000
~ ~ Asstt. ~ (E-4) ~ Automatic
3 Genl. – time scale
(A) Manager 70000- upgradation
- - - - - -
after 5 200000 on
years completion
of 5 years
~ $$$$$Asstt ~ (E-3) @@ 25% by - - - - &&
3 . Genl. – Direct
(B) Manager 60000- Recruitment
180000
££££ Associate ££££ -
@@ 65% by Selection 5 years as membership of 28
Promotion Manager. (a) The Institute of
Chartered
Accountants of India;
@@ 10% by - @@ 03 years as or @@ Subject
APS through Manager (b) The Institute of
to maximum
LDPE (Accounts) Cost Accountants of
four attempts.
excluding the India; or
training or /and (c) The Institute of
probation Company Secretaries
period. of India.

Page | 118
 10% of total
marks in LDPE
will be for
experience in
excess of 03
years excluding
the training or/
and probation
period in such a
manner that
1% marks
being allotted
for every
additional year
of service
subject to
maximum of
10%. Balance
90% of total
marks will be
ear-marked for
written
examination.
CATEGORY-II POSTS:
~ ~ Manager ~ (E-2) ~ Automatic
4 (Accounts) 50000- time scale
(A) after 5 160000 upgradation
years on
completion - - - - - -
of 5 years.

Page | 119
~ $$$$$ ~ (E-1) £ @@ 25% - - &&
4 Manager 40000- by Direct
(B) (Accounts) 140000 Recruitment
££££ (i) Associate ### ###The
Membership of 28 number of
(a) The Institute Management
@@ 65% by Selection 3 years as of Chartered Trainees to be
Promotion Assistant Accountants of India; determined
Grade-I or on each
(b) The Institute occasion by
of Cost Accountants the Managing
of India; or Director
(c) The Institute depending on
of Company the
Secretaries of India requirements.

OR

- (ii) B.Com from a

@@ 10% by @@ 03 years in recognized University @@ Subject
APS through category III and to maximum
LDPE. post (Accounts) four attempts.
excluding the (a) Post Graduate
training or /and Full-time MBA(Fin)
probation Degree/ Diploma of
period. minimum 2 years
recognized by
10% of total UGC/AICTE; or
marks in LDPE
will be for (b) Post Graduate
experience in Part-time MBA(Fin)
excess of 03 Degree/ Diploma (not
years excluding in the nature of
the training or/
Page | 120
 and probation distance education)
period in such a of minimum 3 years
manner that duration recognized
1% marks by UGC/AICTE; or
being allotted Post Graduate
for every MBA(Fin)
additional year Degree/Diploma by
of service distance education
subject to mode recognized by
maximum of UGC-AICTE-DEC Joint
10%. Balance committee.
90% of total
marks will be
ear-marked for
written
examination.
CATEGORY-III POSTS:
5. Asstt. Gr-I 450-15- 100% by Non- 3 years as AG.II To be prescribed by 31 - &&
@ (Accounts) 555-20- promotion selection (A/cs.) the MD as and when
675-25- failing which occasion
850 by direct arises.
recruitment

6. Asstt. Gr.II 380-12- 100% Non- 3 years as - - U.D.C. &&

440-15- promotion selection AG.III ** Initially,
560-20- Asstt. Gr.II of
640 all cadres
possessing
the degree in
Commerce,
Mathematics,
Statistics and
AG.II working
in the
Page | 121
 Accounts wing
who are
considered to
be competent
and capable
and possesses
an aptitude
for A/Cs.,
work would
be transferred
to the
accounts
cadre on the
basis of the
option. The
AG..II of the
Accounts wing
would be
transferred,
provided they
have been put
through an
intensive
training
course.
7. Asstt. 290-10- 100% by - - $$ Bachelor of @@@ L.D.C &&
Gr.III 380-12- direct Commerce from a @ 27 ** Initially,
440-15-
485 recruitment recognized University AG.III of all
with proficiency in cadres
use of computers. possessing
the prescribed
qualifications
& AG.III
working in the
Page | 122
 Accounts wing
who are
considered to
be competent
and capable
and possess
an aptitude
for Accounts
work would
be transferred
to the
Accounts
cadre on the
basis of the
option. The
AG.III; of the
Accounts wing
would be
transferred
provided they
have been put
through an
intensive
training
course.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated last page.
$ Substituted vide notification No.1-15/75-EP dated-5.2.77, Effective from 18.1.77 (42nd Amendment.)
** Substituted vide notification No.1-15/75-EP dated-17.11.77. Effective from 18.1.77, (47th Amendment).
―NOTE:-. Direct recruitment covers transfer on deputation also‖. (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978 (57th Amendment).
2. ―For placement in the selection grade of Rs.2250-125/2-2500 a minimum of 2 years‘ service in the ordinary grade will be necessary,, the
selection being made on the basis of seniority in the grade subject to fitness‖.(51st Amendment),

Page | 123
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to SC & ST
Communities. Amended vide notification No.1-3/76-EP dated-22.9.79, Effective from 16.10.78, (65th Amendment.)
@ Amended vide Notification No.EP-1-15/75-Vol.V dated-26.7.1990(3rd Amendment of 1990).
### Amended vide Notification No.75/EP-16(3)/92 dated 19th September, 1996. (1St Amendment) Effective from the date of Notification.
$$$$ Substituted vide Notification No.78/EP-16(2)/98 dated6.10.98 (2nd Amendment). Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and age
limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification No.79/EP-
5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
$$ Amended vide Notification No.104 dated 14th June, 2011. [FCI (Staff) (2nd Amendment) Regulations, 2011] Effective from 14.6.2011. and
Corrigendum No.13(1)/2011-BC dated 04.07.2011
@@@@ Substituted vide Notification No.105 (E.P.1(3)/99) dated 14.06.2011, effective from 14.06.2011(2nd amendment).
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be considered
provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or two years, whichever
is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors who have already completed
such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016) Effective from the date of Notification.
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in coloumn-3 of
Appendix-I against each post are subject to revision from time to time.‖
@@ Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.
Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct Recruit
(DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being created in
promotion roster annually.

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Page | 124
 PART-VII (A) - DATA PROCESSING CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Corresponding Remarks
No of post pay recruitment Selection / #Experience # Qualifications & * categories of
. (Rs.)% Non- experience, if Limit posts in the
selection any. Years Directorate
Genl. Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. $$$$$ 1100- Promotion Selection 3 years as - - - &&
Asstt. Genl. 50- 100% Manager (Data
Manager 1600 Processing) The incumbent
(Data of the post will
Processing) be considered
for promotion
to the post of
SDM(A/cs.)
2. Sr. 700-40- Promotion Selection 3 years as - - - &&
Assistant 1100- 50% Manager(Data
Manager 50- Processing)
(Data 1300
Processing) Direct 50% - - (i) Degree in 30 -
Commerce with a
good accounting
background.

(ii) 3 to 5years‘
experience in
operating IBM
machines of
which at least
one year as
Supervisor of an

Page | 125
 installation
CATEGORY-II POSTS:
3. $$$$$ 650-30- Promotion Selection 3years as machine - - - &&
Manager 740-35- 100% Operator Gr.I
(Data 880-40-
Processing) 1200
CATEGORY-III POSTS:
4. Machine 450-15- Promotion, Non- 3years as Machine (1) First Class 28 - &&
Operator 555-20- failing which selection Operator Gr.II Graduate in
Gr.I 675-25- by direct Mathematics/Phys Advance
850 recruitment ics/Accounts increments can
(2) Atleast 2 also be given in
years‘ experience deserving
of working in the cases.
Accounts Deptt.
Of a Commercial
or Govt.
organization.
(3) 1 year
experience in
operating IBM
machine e.g. 0.82
sorter, 514
Reproducer, 602
Calculating Punch
and 407
Accounting
Machine, etc.
5. Machine 380-12- Promotion Non- 3 years as Key (1) 2nd Class 28 - &&
Operator 440-15- failing which selection Punch Operator graduate in
Gr.II 560-20- by direct Mathematics/Phys
640 recruitment ics/ Accounts.

Page | 126
 (2) At least 2
years‘ experience
of working in
Accounts Deptt.
Of a Commercial
or a Govt.
organization.
6. Key Punch 290-10- Direct 100% - - Essential: 25 - &&
Operator 380-12- 1. Graduate.
440-15- 2. Aptitude for Preference will
485 figure works. be given to
Desirable: female
Knowledge of candidates.
typewriting.

―NOTE: - Direct recruitment covers transfer on deputation also‖. (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978 (57th Amendment).

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
* Relaxable in the case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
SCs and STs communities. Amended vide notification No.1-3/76-EP dated-22.9.1979. Effective from 16.10.1978. (65th Amendment.)
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility service or
two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along with their juniors
who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

******************************

Page | 127
 PART-VIII-LAW CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Correspondin Remarks
No of post pay recruitment * g categories
. (Rs.)% Limit of posts in
Years the
Selection #Experience #Qualifications & experience, if Directorate
/ Non- any. Genl. of Food
selection
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
SPECIAL POSTS:
1. $$$$$ ~ (E-7) Direct/ Selection 3 years as (i) Degree in law from a 45 - &&
General – promotion $$$$$Deput recognized University.
Manager 100000 y Genl. Mode of
(££££ - Manager (ii) At least 15 years‘ recruitment
Law) 260000 (££££ Law) experience as Legal Officer in to be
Central/ State Govt. or Public/ decided at
Private Sector Undertakings or the time of
10 years practice at the bar. appointment.
CATEGORY-I POSTS:
~ ~Deputy ~ (E- ~Automatic
2 Genl. 6)- time scale
(A) Manager 90000- upgradatio
- - - - - -
(££££ 240000 n on
Law) after completion
4 years of 4 years
~ $$$$$Depu ~ (E- ££££ Selection 5 years as - - &&
2 ty Genl. 5)- 100% by $$$$AGM
(B) Manager 80000- promotion. (££££ Law)
(££££ 220000
Law)
3. Sr. Deputy 1200- Promotion Selection 3 years as (i) Degree in Law from a 40 - &&
Manager 50- 100%, $$$$$AGM recognized University.

Page | 128
 (££££ 1700 failing (££££ Law) (ii) Atleast 8 years‘ experience
Law) which in legal work in Central/State
direct Govt. or a Public/Private Sector
recruitment Undertaking or 5 years practice
at the Bar.
~ ~Asstt. ~ (E-4)
~
4 Genl. – Automatic
(A) Manager 70000-time scale
(££££ 200000upgradatio - - - - - -
Law) after n on
5 year completion
of 5 years
~ $$$$$Asstt ~ (E-3) 100% by - - ££££ Full time Degree in Law ££££ - &&
4 . Genl. – Direct from a recognized University/ 33
(B) Manager 60000- recruitment Institute; and
(££££ 180000
Law) Minimum 5 years‘ experience as
a practicing Lawyer in Civil
matters representing his clients
in at least 3 cases in every year
or 5 years‘ experience as a Law
Officer in Central Government/
State Government/ Central
Government PSU/ State
Government PSU in the IDA
scale of Rs.16400-40500or CDA
scale of Rs.9300-34800 (Grade
Pay 5400) (or corresponding in
pre-revised scales).

Note:
1. Combination of experience
as Lawyer and Law officer is
permitted for determining the
Page | 129
eligibility.

++ 2. The experience as
Lawyer is to be evidenced by
Enrolment Certificate as an
Advocate along with certified
copies of Vakalatnama filed by
the candidate or self attested
copies of Cause List or self
attested copies of Court Orders
/ Judgments or self attested
copies of case status obtained
from the respective Court
websites, as proof of appearing
as an Advocate for his client in
respect of at least 3 cases in
each year of the qualifying
experience, which are verifiable
from the concerned Court
reflecting the name of the
candidate as in the application
form.

3. Candidates working as Law

Officer are required to furnish
certificate of experience
alongwith Pay Scale specifying
the Basic Pay in the service in
Central Government/ State
Government/ Central
Government PSU/State
Government PSU for the
relevant period, apart from
proof of Educational
Page | 130
 qualification, age etc.
CATEGORY-II POST
## $$$$$ ** - - ££££ Degree in Law from a 28 - &&
#5 Manager Recognized University /
. (££££ Institute and pass in the Bar ** As may
Law) Council of India Examination. be notified
from time to
time.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
$ Amended vide notification No. 1-3/76-EP dated-7.11.78. Effective from 18.1.77(56th Amendment.)
NOTE: - ―Direct recruitment covers transfer on deputation also‖. (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978 (57th Amendment).

* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to
SC&ST Communities. (Amended vide notification No.1-3/76-EP dated-22.9.79. Effective from 16.10.78). (65th Amendment.)

(2) **For placement in the Selection Grade of Rs.2250-125/2-2500 a minimum of 2 years‘ service in the ordinary grade will be necessary,,
the selection being made on the basis of seniority in the grade subject to fitness**(Amendment No.51st).

### Added vide Notification No.75/EP-16(3)/92, dated 19th September, 1996. (1st Amendment) Effective from the date of Notification.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).

&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility
service or two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along
with their juniors who have already completed such qualifying/ eligibility service‖

Page | 131
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.
~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in coloumn-3
of Appendix-I against each post are subject to revision from time to time.‖
++ Amended vide Notification No.124 dated 23.06.2020, effective from the date of notification.

**************************

Page | 132
 PART-IX-ENGINEERING CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment Age Correspondin Remarks
No. of post pay recruitment Selection Experience Qualifications & experience, if Limit g categories
(Rs.) / Non- any. Years of posts in the
selection Directorate
Genl. of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
SPECIAL POST:
1. $$$$$ ~ (E-7) Promotion/ Selection £ 4 years as %% Essential: 45 - &&
General – Direct/ Deputy General
Manager 100000 Transfer on Manager (1) Full Time Bachelor‘s
(Engg.) - deputation (CE)/(EE)/ME). Degree (or equivalent,
260000 ** including dual degree
programs) in Civil/ Elec./
##Mode of Mech. Engg. of minimum 04
recruitment years duration from AICTE /
to be UGC recognized University or
determined equivalent Institution.
by the
Chairman OR
on each
occasion as Passed Sections A and B of
and when the Institution Examinations
vacancy in of the Institution of
the post Engineers (India) in Civil/
arises. Elect./ Mech. Engg.

AND

(2) Minimum 10 year

experience of Civil/ Elec./
Mech. Engg. works out of

Page | 133
which:

(a) Minimum 04 year

experience in IDA pay scale
80000-220000 (E5 or higher)

OR

(b) Minimum 04 year

experience in Level 12 of
CDA pay scale or higher

%% Desirable:

(1) Master‘s Degree in Civil/

Elec./ Mech. Engg. From
AICTE / UGC recognized
University / equivalent
Institution with specialized
knowledge of design and
construction of Food Grain
Godowns / Roads / Building
Projects / Food Grain SILOs,
etc.

(2) Persons who have held

independent charge of
Engineering Division of
Industrial Establishments/
PSU and have had experience
of planning and execution of
projects will be preferred.

Page | 134
CIVIL WING
~ ~Deputy ~ (E- ~Automatic
1(A General 6)- time scale
) Manager 90000- upgradatio
(Civil 240000 n on - - - - - -
Engineerin completion
g) after 4 of 4 years
years
~ Deputy ~ (E- ££££100 Selection 5years AGM(CE) - - - &&
1(B General 5)- % by
) Manager 80000- promotion.
(Civil 220000
Engineerin
g)
2. Sr. Deputy 1200- 100% Selection 3 years as - - - &&
Manager(C 50- promotion $$$$$AGM(CE)
E) 1700 failing
which
deputation
~ ~ Asstt. ~ (E-4) ~
3 Genl. – Automatic
(A) Manager(C 70000- time scale
E) after 5 200000 upgradatio - - - - - -
years n on
completion
of 5 years
~ $$$$$Asstt ~ (E-3) ** 100% Selection **SAM(CE) with Degree in Civil Engg. and 45 Executive &&
3 . Genl. – promotion 3 years‘ experience for 5 years Engineer
(B) Manager(C 60000- failing experience/M(CE
E) 180000 which by ) with 5 years‘
direct experience in the
recruitment grade
/
deputation
Page | 135
4. Sr. 700-40- 50% Selection 3 years as M(CE) - - Assistant &&
Assistant 1100- promotion Engineer
Manager(C 50-
E) 1300 - Degree in Civil Engineering
50% Direct - and Experience for 3 years.
recruitment - -
CATEGORY-II POSTS:
~ ~ ~ (E-2) ~
5(A Manager(C 50000- Automatic
) E) after 5 160000 time scale
years upgradatio - - - - - -
n on
completion
of 5 years
~ $$$$$ ~ (E-1) £ ^ 25% - - ###Degree in Civil ###2 - &&
5(B Manager(C 40000- by Direct Engineering from a 8
) E) 140000 Recruitmen recognized University or ###The
t equivalent. number of
Managem
ent
^ 65% by Selection ** ^ Junior Trainees
Promotion Engineer(CE) of to be
02 years‘ determine
experience in the d on each
case of Degree occasion
holders and 05 by the
years‘ Managing
experience in the Director
case of diploma depending
holders. on the
requireme
nts.
^ 03 years in
^ 10% by
category III post
APS
Page | 136
 through (CE) excluding - ^ Subject
LDPE. the training or to
/and probation - - maximum
period. four
attempts.
10% of total
marks in LDPE
will be for
experience in
excess of 03
years excluding
the training or/
and probation
period in such a
manner that 1%
marks being
allotted for every
additional year
of service
subject to
maximum of
10%. Balance
90% of total
marks will be
ear-marked for
written
examination.
CATEGORY-III POSTS:
6. Junior 450-15- 100% - - + Degree in Civil Engineering 28 Section &&
Engineer 555-20- direct or Diploma in Civil Officer
675-25- recruitment Engineering with one year
850 experience in case of diploma
holders only.

Page | 137
7.* Work 290-10- Direct - - Matriculation with a good 30 - &&
** Assistant 380-12- 100% knowledge of local vernacular
* 440-15- language. Effective
485 from
Desirable: Qualified from a 9.8.1971
Vocational Training Institute
in an engineering subject.
8* Mason 290-10- Direct 50% - - (1) Must be able to mark 35 - &&
** 380-12- foundations and set-out work
* 440-15- with tape and rules as also Effective
485 prepare foundations for from
pumps and other machinery. 9.8.1971

(2) Must be able to carry out

all kinds of masonry i.e.
masonary with various types
of bonds and arch work in
case of brick work and
setting face stones properly,
breaking bond in case of
stone massonary including
proper setting of bond stones
whenever called for.

(3) Should be able to carry

out all kinds of RCC work.

Promotion Non- 3 Years as - - -

50% Selection Beldar, subject
to passing the
trade test
Page | 138
CATEGORY-IV POSTS:
9* Beldar 225-5- Direct - - Should be physically fit for 35 - &&
** 260-6- 100% strenuous manual labour Effective
308 from
9.8.1971
10 Gardner 210-4- Direct - - Literate, with 3 years‘ 28 - &&
** 250-5- 100% experience as Mali Effective
* 290 from
9.8.1971
CATEGORY-II POSTS: DRAFTSMEN
11. Head 650-30- 100% Selection 3 years as Diploma in Civil Engineering 35 Head &&
Draftsman 740-35- promotion, Draftsman with 5 years‘ experience as Draftsman
880-40- failing Grade-I Incharge of Drawing Office in
1200 which any Organization
direct
recruitment
CATEGORY-III POSTS:
12. Draftsman 450-15- 100% Non- 3 years as Diploma in Civil Engineering 30 Draftsman &&
Gr.I 555-20- promotion, selection Draftsman with 2 years‘ experience as Gr.I
675-25- failing Grade-II Draftsman in any
850 which Organization.
direct
recruitment
13 Draftsman 380-12- 25% Non- 3 years as - - Draftsman &&
** Grade.II 440-15- promotion selection Tracer-cum-Blue Gr.II
** 560-20- Printer
640 75% direct - - Matriculation or equivalent 28 -
recruitment with Diploma in
Draftsmanship after a study
of not less than 2 years from
a recognized institution.
14 Tracer- 290-6- 100% - - Matriculation or equivalent 25 - &&
** cum-Blue 326-8- direct with technical training
** Printer 390-10- recruitment certificate in drawing from a
Page | 139
 400 recognized Institute, 2 years‘
experience in drawing work.

15. Maistry 290-6- 100% Non- - Middle standard ITI 30 - &&

@ 326-8- direct selection Certificate in building trade or
390-10- recruitment similar qualifications. 3
400 years‘ experience in building
work.
^^^^ELECTRICAL MECHANICAL WING
CATEGORY-I POSTS:
~ ~Deputy ~ (E- ~Automatic
1(A General 6)- time scale
) Manager 90000- upgradatio
(Elect. 240000 n on
- - - - - -
Mech. completion
Engineerin of 4 years
g.) after 4
years
~ Deputy ~ (E- 100% by Selection 5 years as AGM - - - &&
1(B General 5)- promotion (EM/ EE/ ME)
) Manager 80000-
(Elect. 220000
Mech.
Engineerin
g.)
~ ~ Asstt. ~ (E-4) ~
2(A Genl. – Automatic
) Manager 70000- time scale
(Elect. 200000 upgradatio
Mech. n on - - - - - -
Engineerin completion
g.) after 5 of 5 years
years

Page | 140
~ Asstt. Genl. ~ (E-3) **100% Selection 5 years as Degree in Electrical 45 Executive &&
2(B Manager – promotion, Manager Engineering/ Mechanical Engineer
) (Elect. 60000- failing (EM/EE/ME) or 5 Engineering with experience
Mech. 180000 which years as of 5 years
Engineerin direct Foreman
g.) recruitment (EE/ME)
/ possessing
deputation AMIE
qualification or
Diploma in Elec.
Engg. Or
Mechanical
Engineering
CATEGORY-II POSTS
~ ~ Manager ~(E-2) ~
3(A (EM) after – Automatic
) 5 years time scale
50000- upgradatio - - - - - -
160000 n on
completion
of 5 years
~ Manager ~(E-1) ^ 25% by - - Degree in Electrical 28 - &&
3(B (EM) - Direct Engineering or Mechanical ### / ++
) Recruitmen Engineering from a The
40000- t recognized University or number of
140000 equivalent. Managem
ent
Trainees
^ 65% by Selection to be
Experience as
Promotion determine
Junior Engineer
d on each
(EM/EE/ME) of
occasion
02 years in the
by the
case of degree
Managing
Page | 141
 holders and 05 - - Director
years in the case depending
of diploma on the
holders. requireme
nts.
^ 10% by ^ 03 years in
APS category III post ^ Subject
through (EM/ EE/ ME) to
-
LDPE. excluding the maximum
training or /and four
probation period. attempts.

10% of total
marks in LDPE
will be for
experience in
excess of 03
years excluding
the training or/
and probation
period in such a
manner that 1%
marks being
allotted for every
additional year
of service
subject to
maximum of
10%. Balance
90% of total
marks will be
ear-marked for
written
examination.
Page | 142
CATEGORY-III POSTS:
6. Junior 11100- 100% - - Degree in Electrical 28 &&
Engineer(E 29950 direct Engineering or Mechanical
M) recruitment Engineering or Diploma in
Electrical Engg. Or
Mechanical Engineering with
one year experience in the
case of Diploma holders only.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
**** Substituted vide notification No.3-9/72-EP Dated 27.8.73, effective from 10. 8.73 (13th amendment).
@ Inserted vide notification No.1-11/73-EP Dated 1.5.74 (20th amendment).
Note: - ―Direct recruitment covers transfer on deputation also‖ (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978 (57th amendment).
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to SCs
& STs communities (Amended vide Notification No. 1-3/76-EP dated-22.9.79, effective from 16.10.1978) (65th Amendment).
*** Added vide Notification No. 1-12/71-EP Dated 18.8.1980. Effective from the date indicated in column 10 above.
** Substituted vide Notification No. 13(5)/81-BC Dated 23.9.1981, effective from 5.9.1981 (74th Amendment).
2. For placement in the Selection Grade of Rs.2250-125/2-2500 a minimum of 2 years‘ service in the ordinary grade will be necessary, the
selection being made on the basis of seniority in the grade subject to fitness (51st Amendment).
@@ Inserted vide notification No. EP.16 (2)/88 dated 11.1.1980, effective from 11.1.1990 (1st Amendment of 1990).
@@@ Deleted vide Notification No. EP16 (2)/88 dated-11.1.1990, effective from 11.1.1990 (1st Amendment of 1990).
### Amended vide Notification No.75/EP-16(3)/92. Dated 19th September, 1996(1st Amendment). Effective from the date of Notification.
# NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.79/EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
## Substituted vide Notification No.91/EP-7(1)2004 dated 8th Dec. 2004.(1st Amendment). Effective from the date of Notification.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment). Effective from the date of Notification.
£ Substituted vide Notification No.99/EP-1(1)/2009 dated 12th March, 2010. (1st Amendment.). Effective from the date of Notification.
££££ Substituted vide Notification No.106 dated 25.06.2013, FCI (Staff) (1st Amendment) Regulations, 2013. Effective from 27.06.2013 (EP-
1(3)/2012).
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility

Page | 143
 service or two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along
with their juniors who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.
^^^^ Inserted vide Notification no.112 dated 27.04.2016 (file no. EP-1(1)/2015).

~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in
coloumn-3 of Appendix-I against each post are subject to revision from time to time.‖

+ Substituted vide Notification No.123 dated 06.01.2020, effective from the date of notification.
++ Added vide Notification No.124 dated 23.06.2020, effective from the initial Notification as mentioned in ### above
^ Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.

Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed
by Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and
Direct Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.
Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies
being created in promotion roster annually.
%% Amended vide Notification No. 137 dated 25.05.2022. Effective from 25.05.2022.

*****************************

Page | 144
 PART-X-MISCELLANEOUS CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment #Age Corresponding Remarks
No. of post pay recruitment Selection #Experienc #Qualifications & experience, if any. * categories of
(Rs.)% / Non- e Limit posts in the
selection Years Directorate
Genl. Of Food
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. Public 1300- Direct - - Graduate of any recognized 30-40 - &&
Relations 50- University. Minimum 5 years‘
Officer 1500- experience in handling public
60- relations work for any private or
1800 public sector commercial
undertaking. Journalistic experience
will be an added qualification.
2. $$$$$Depu 1300- Direct - - (1) Degree in Oil Technology/ 40 - &&
@ ty Genl. 50- 100% Chemical Engineering, preferably a
Manager(Pr 1500- post graduate degree. Effective
oduction) 60- from
1800 (2) Minimum 8 years‘ experience in 9.8.1971
the oil industry, preferably in a .
solvent extraction plant
processing groundnut or other
oil/oilseeds;

(3) Should be familiar with Labour&

Factory Laws & handling/control of
Labour.
3. Editor of 1100- Direct - - Essential 40 - &&
@ Publication 50- 100%
s 1600 (1) Graduate (preferably 1st class) of Effective
a recognized University. from
(2) Five years‘ experience in a 9.8.1971
Page | 145
 News Agency/newspaper/periodical
of repute or Government publicity
Organisation in a responsible
capacity.

(3) Good working knowledge of

Hindi.

Desirable:-

Diploma in Journalism and

experience in additional writing and
bringing out publications in a Govt.
or public/private sector undertaking.
3.A @@ 1100- Direct - - Essential: 40 - &&
$$$$$Asstt 50- 100%
. Genl. 1600 (1) Degree of a recognized
Manager University.
(Public
Relations) (2) Degree or Diploma in mass
communication/journalism/public
relations from a recognized
university or institution.

(3) Minimum 5 years‘ experience of

public relations work, preferably
handling multimedia campaigns, in
responsible position in any publicity
set up in government or public or
private organizations.

(4) Proven ability of good command

over English and one or more

Page | 146
 regional languages.

Desirable:-

(1) Journalistic experience.

(2) Post-graduate qualification.

4. @ 1100- Direct - - (1) Degree in Oil Technology/ 32 - &&
$$$$$Asstt 50- 100% Chemical Engineering, preferably a
. Genl. 1600 post-graduate degree. Effective
Manager(Pr from
oduction) (2) Minimum 5 years‘ experience in 18.3.197
the Oil Industry, preferably in a 5
solvent extraction plant processing
ground-nut or other oil/oil seeds
and proficiency in oil refinery.

(3) Should be familiar with Labour

and Factory Laws and
handling/control of labour.
5. $Asstt. 10750- 100% By Selection 8 years - - - &&
Genl. 300- Promotion regular
Manager 16750 service as
(Hindi)$$$ (IDA) Manager(Hi
$$ ndi)
6. @ $$$$$ 1100- Direct - - Essential:- 35 - &&
Asstt. Genl. 50- 100%
Manager 1600 (1) Post Graduate Degree in Food Effective
(Products Science/Technology/Bio- from
Developme Chemistry/Cereal Science 17.5.197
nt) 7
(2) A minimum 5 years research
experience in Quality

Page | 147
 Control/Research & Development
Laboratory of repute as evidenced
by published papers.

Desirable:-

Doctorate in Food Science/Food

Chemistry.
7. ###Deleted
8. Asstt. 700-40- 100% - - Essential:- 35 - &&
Public 1100- direct (1) Degree of a recognized
Relations 50- recruitment University or equivalent and
Officer 1300 Diploma in Journalism.
(2) Minimum 3 years‘ experience in
handling Public Relations work in a
Private/Public Sector Undertaking.

Desirable:-
(1) Journalistic experience.
(2) Good command over English
and one or more regional
languages.

Preference may be given to

candidates with Post-graduate
qualification and aptitude for Public
relations work and experience in
organizing exhibitions.
9. @Sr. Asstt. 700-40- Direct - - Essential:- 32 - &&
Manager 1100- 100% (1) A good Honours degree in
(Laboratory 50- Science with Chemistry as the Effective
& Chemical 1300 principal subject. from
Process 9.8.1971
Control)
Page | 148
 (2) Minimum 3 years‘ experience in .
process control and analysis of oil
and food stuffs.

Desirable:-
Candidates with higher qualifications
& longer experience will be
preferred.
10. @Medical ~ (E-2) Direct - - M.B.B.S. (Registered and completed 35 - &&
Officer 50000- 100% the prescribed House Surgery)
160000 (either completed the internship in Effective
1962 or undergone internment and from
a compulsory surgency for a period 15.11.19
of one year. Rotary House Surgency 71
for one year)

Experience:-
3 years‘ experience in any organized
medical institution, preferably in a
labour organization.
## Chief ~ (E-7) 100% Selection 5 years as &&
10 Medical Promotion Zonal
A Officer 10000- Medical
260000 Officer
~ ~Zonal ~(E-6)-~
10 Medical 90000- Automatic
B(i Officer 240000 time scale
) after 4 upgradatio - - - - - -
years n on
completion
of 4 years
## Zonal ~ (E- 100%Prom Section 5 years as &&
/~ Medical 5)- otion Regional
10 Officer 80000- Medical
Page | 149
B(ii 220000 Officer
)
~ ~ Regional ~ (E-4) ~
10 Medical – Automatic
C(i Officer 70000- time scale
) after 5 200000 upgradatio - - - - - -
years n on
completion
of 5 years
## Regional ~ (E-3) 100% Selection 5 years as &&
/~ Medical – Promotion Medical
10 Officer 60000- Officer
C(ii 180000
)
11. @Sr. 700-40- Direct - - (1) Degree in Oil 32 - &&
Assistant 1100— 100% Technology/Chemical Engineering,
Manager(Pr 50- preferably a Post-Graduate degree. Effective
oduction) 1300 from
© (2) Minimum 5 years‘ experience 18.3.197
in the oil industry preferably in a 5
solvent extraction plant processing
ground-nut or other oil/oilseeds. (c)
Relaxabl
(3) Should be familiar with Labour & e to 3
Factory Laws & handling/ control of years in
labour. case of
exceptio
nally
qualified
persons.

- - -

Page | 150
CATEGORY-II POSTS:
12. Librarian 650-30- Direct Selection 3 years as Graduate with a diploma in Library 35 - &&
740-35- recruitment Library Science. Experience in any library
880-40- /Promotion Assistant for 5 years (for direct recruits only)
1200 from
Library
Assistant
13. Deleted Post included in newly formed Official Language Cadre
14. @Manager 650-30- Direct - - (1) Degree in Agriculture/Veternary 30 - &&
(Animal 740-35- 100% Science with post-graduate
Nutrition) 880-40- qualification/specialization in animal Effective
1200 nutrition. from
26.7.197
(2) 3 years‘ experience in 6
formulation and production of cattle
food/poultry in a private or public
sector, food manufacturing unit.

(3) Experience in managing cattle

food unit and marketing of
cattle/poultry foods.
15. Receptionis 650-30- Direct - - Graduate with knowledge of 25 - &&
t 740-35- recruitment typewriting and shorthand
880-40- preference being given to ladies.
1200

CATEGORY-III POSTS:
16. Library 450-15- -do- - - Graduate with a diploma in Library 25 - &&
Assistant 555-20- Science
675-25-
850
17. Comptist -do- -do- - - B.A,B.Sc., or B.Com. in Economics, 25 - &&
Statistics, Commerce or

Page | 151
 Mathematics (I or II Class) and
proficiency in Machine or Disk
Calculation and in systematic
tabulation of diverse material
18. Deleted Post included in newly formed Official Language Cadre
19. @Commerc 450-15- Direct - - (1) Diploma, preferably Degree in 30 - &&
ial Artist 555-20- 100% Commercial Art from a recognized
675-25- institution. Effective
850 from
(2) Three years‘ experience in a 9.8.1971
preparation of design, lay-outs, etc.
20. @Chemist 450-15- Promotion Selection 3 years as B.Sc. (Hons.) or equivalent in 28 - &&
555-20- 100%, Asstt. Chemistry, with 2 years‘ experience
675-25- failing Chemist in Chemical Analysis of food-stuffs Effective
850 which from
direct 9.8.1971
recruitment
21. @Jr. -do- Direct - - Diploma in Oil Technology with 2 28 - &&
Engineer 100% years‘ experience in Chemical
(Production process plant. Particularly solvent
) extraction plant of continue type. Effective
from
OR 20.3.197
Degree of B. Tech. (Oil & Fats) with 6
one year experience
22. @Senior -do- Promotion Non- 3 years as Matriculation, Higher qualification 31 - &&
Storekeepe 100% Selection Store- shall be preferred. 7 years‘
r failing keeper experience in Stores(Engg.)
which involving custody, preservation and Effective
direct issue including keeping accounts from
recruitment and inventory. Should be capable of 28.7.197
giving guidance to store- 6
keeper/Store Clerk
23. @Productio 425-15- Promotion - Boiler - 30 - &&
Page | 152
 n 560-20- 100%, Attendant/
Supervisor 700 failing Mechanic-
which cum- Effective
direct operator/El from
recruitment ectrician- 3.1.1976
cum-
operator,
subject to
passing
diploma in
Mechanical
/Electrical/
Production/
Processing
Technology
and with a
minimum
total
experience
of 5 years
in
processing/
production
units
(Drying
units for
the
purpose
will be
treated as
Production/
Processing
Units).
24. Comptomet 380-12- Direct - - Essential:- $25 Comptometer &&
Page | 153
 er Operator 440-15- recruitment (i) Graduate; Operator
560-20- (ii) Knowledge of handling $
640 computing machine. Relaxabl
e in
Desirable: deservin
(i) Mathematics as one of the g cases.
subjects in Matriculation or
equivalent qualification.

(ii) Aptitude for figure work.

(iii) Two year experience in a similar
capacity in a Central/State
Department/or Public Sector or
Private Sector Undertaking.
25. Proof 380-12- Direct - - (i)Degree of a recognized University. 28 - &&
Reader 440-15- recruitment (ii) Two years‘ experience of proof
560-20- reading in a news-paper office or
640 printing press.
26. **Nurse(N 380-12- Direct - Matriculation or equivalent 21-35 - &&
on- 440-15- 100% qualification from a recognized
resident) 560-20- Board. Registered Nurse and Mid-
640 wife or equivalent for the Male
Nurses.

Experience:-
One year as Nurse in a Govt.
Hospital/Reputed Private Nursing
Home.
27. ** 380-12- Direct - - Matriculation or equivalent 21-28 - &&
Laboratory 440-15- 100% qualification from a recognized
Technician 560-20- Board.
640
Experience:-
One year of handling ECG Machine.
Page | 154
28. @ Assistant 380-12- Direct - - B.Sc. or equivalent in Chemistry. 28 - &&
Chemist 440-15- 100% Effective
560-20- from
640 9.8.1971
29. @Store- -do- Promotion Non- 3 years as Matriculation, 4 years‘ experience in 28 - &&
Keeper 100% Selection Store-Clerk Stores (Engg.) involving custody Effective
failing preservation and issue including from
which keeping accounts and inventory. 28.7.197
direct 6
recruitment
30. Deleted Post included in newly formed Official Language Cadre.
31. £ Deleted Post re-designated as Asst. Grade III (Rajbhasha) in Official Language Cadre.
32. @ 290-10- Direct - - SSLC Government Certificate in 25 - &&
Pharmacist 380-12- 100% Allopathic compounding. Should Effective
(Compound 440-15- have continuous practice of from
er) 485 compounding. Should have 15.11.19
The registered as Pharmacist under the 71
posts of State Pharmacy Registration
Compo Authority. Knowledge of local
under language essential.
and
Pharma
cist will
be in
the
scale of
Rs.380-
12-440-
15-560-
20-640
provide
d the
incumb
ent
Page | 155
 possess
qualific
ations
mentio
ned in
section
31 and
32 of
the
Pharma
cy Act,
1948.
33. @Store- 290-10- Direct - - Matriculation 1 year experience in 24 - &&
Clerk 380-12- 100% Stores (Engg.) involving custody,
440-15- preservation and issue including Effective
485 keeping accounts and inventory. from
28.7.197
6
34. Caretaker- 290-6- Direct - - Capable of cooking Continental as 40 - &&
cum-Cook 326-8- 100% well as Indian dishes. Should be
390-10- able to take orders in English and
400 speak Hindi fluently.
35. Vehicle 290-10- 100% Non- 6 years as Middle Standard and license to drive 30 Heavy Driver &&
Driver 380-12- promotion, Selection Vehicle heavy vehicles with a driving Vehicle
Grade-I 440-15- failing Driver Gr.II experience for at least 5 years. ***33-
485 which 1/3 of
direct the
recruitment posts of
vehicle
Driver
Gr.II will
be
placed
in the
Page | 156
 higher
scale of
pay of
vehicle
driver
Gr.I has
at least
10 years
service
in Gr.II
(%%
Deleted
)
36. Vehicle 290-6- 100% - - Middle Standards. Car/ light vehicle 28 Vehicle Driver &&
Driver 326-8- direct licence with a driving experience of
Grade-II 390-10- recruitment 4 years.
400

CATEGORY-IV POSTS
37. @Laborator 260-6- Direct - - Matriculation or equivalent. 25 - &&
y Helper 326-8- 100%
350 Effective
from
17.5.197
7
38. @Despatch 210-4- Direct - - Middle Standard. Car/light vehicle 28 - &&
Rider 250-5- 100% licence with a driving experience of
290 4 years. Proficiency in driving a Effective
Scooter/ Motor Cycle from
Page | 157
(The 28.7.197
post of 6
Despat
ch
Rider
will be
in the
scale of
Rs.290-
6-326-
8-390-
10-400
provide
d the
incumb
ent
possess
es the
qualific
ations
and
experie
nce
prescrib
ed for
the
post of
Vehicle
Driver
Gr.II in
additio
n to
proficie
ncy in
Page | 158
 driving
a
Scooter
/Motor
Cycle).
39. @Dresser 210-4- Direct - - Middle School pass. Should possess 25 - &&
250-5- 100% a certificate in First Aid and practical
290 experience in Surgical dressing Effective
(The work. from
posts of 18.3.197
Dresser 5.
will be
in the
scale of
Rs.225-
5-260-
6-308
provide
d that
the
incumb
ent of
the
post
has
passed
middle
standar
d with
certifica
te in
Dresser
‘s
examin
Page | 159
ation
from a
recogni
zed
Instituti
on or
adequa
te
knowle
dge of
first aid
and
dressin
g of
wounds
with
two or
three
years‘
experie
nce in a
hospital
or
dispens
ary).

Page | 160
40. **** 260-6- Direct - - Minimum: Should have passed 10th 30 - &&
Telephone 326-8- 100% Standard. Knowledge of Battery Set
Mechanic 350 Maintenance, Cable colour code and
line wire network distribution.
Should be able to repair all kinds of
auto telephones, replace common
spares in exchange like 50 ohms
magnet coil, hiper leaves, etc. 3
years‘ experience in an exchange
dealing with telephones.

% As amended from time to time. Revised IDA pay scales as on 01.01.2007 are tabulated at last page.
** Incorporated vide Notification No.1-18/79-EP dated 12.5.1980, effective from 5.3.76(70th amendment).
NOTE:-Direct recruitment covers transfer on deputation also‖. (Added vide notification N0.1-3/76-EP dated 16.11.1978. Effective from
25.09.1978. (57th amendment).
* Relaxable in case of departmental employees by 5 years and further relaxable by 5 years for departmental employees belonging to SCs
&STs communities (Amended vide notification No.1-3/76-EP, dated-22.9.79. effective from 16.10.1978) (65th amendment).
@ Added vide notification No.1-12/71-EP Dated 18.8.1980, effective from the date indicated in column No.10 above.
@@ Added vide Notification No.1-12/79-EP dated 16.11.1981, effective from 16.11.1981.
**** Added vide Notification No.13 (3)/82-BC dated 8.11.1982, effective from 10.8.82(83rd amendment).
$ Amended vide Notification No.EP/16-3/88 dated 11.3.1991, effective from 11.3.1991 (1st Amendment of 1991).
%% Deleted vide Notification No.EP-2(4)/93 dated 3rd January, 1995. (1st Amendment) They shall come into force at once.
# ―NOTE: Experience in the case of promotion indicated in Col.6 and qualifications, experience in case of direct recruitment in Col.7 and
age limit in Col.8 will be with reference to the last date of the preceding year of the promotion/ recruitment‖. Inserted vide Notification
No.EP-5(1)/99 dated 29th November, 1999. (1st Amendment). They shall come into force at once.
## Inserted vide Notification No.81/ EP-30(7)/98 dated 22nd March, 2000 (1st Amendment). They shall come into force on the date of their
publication in the official Gazette.
### Deleted vide Notification No.81/EP-30(7)/98 dated 22nd March, 2000 (1st Amendment). They shall come into force on the date of their
publication in the official Gazette.
$$ Substituted vide Notification No.89/EP-2(5)-Vo.II dated 28thAgust, 2003. (1st Amendment). Effective from date of notification.
$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay,2005(2nd Amendment). Effective from the date of Notification.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility
Page | 161
 service or two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along
with their juniors who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016). Effective from the date of Notification.

~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in
coloumn-3 of Appendix-I against each post are subject to revision from time to time.‖
£ Deleted vide Notification No. 138 dated 27.07.2022. Effective from 27.07.2022.

******************************************

Page | 162
 *PART-XI – OFFICIAL LANGUAGE CADRE

Sl. Description Scale of Mode of Promotion Direct recruitment Age Corresponding Remarks
No of post pay(Rs.) recruitment Selection Experience Qualifications & Limit categories of
. % /Non- experience, if Years posts in the
selection any. Directorate
Genl. Of Food.
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
CATEGORY-I POSTS:
1. General ~ (E-7) 100% by Selection 4 years regular - - - &&
Manager – promotion. service as Dy. Genl.
(Hindi) 100000- Manager (Hindi)
260000
~ ~Dy. General ~ (E-6)- ~Automatic
2 Manager 90000- time scale
(A) (Hindi) after 240000 upgradation - - - - - -
4 years on completion
of 4 years
~ Dy. General ~ (E-5)- 100% by Selection 5 years regular - - - &&
2 Manager 80000- promotion. service as Assistant
(B) (Hindi) 220000 General Manager
(Hindi)
~ ~ Assistant ~ (E-4) ~ Automatic
3 General – time scale
(A) Manager 70000- upgradation - - - - - -
(Hindi) after 200000 on completion
5 years of 5 years
~ Assistant ~ (E-3) 100% by Selection 5 years regular - - - &&
3 General – promotion. service as Manager
(B) Manager 60000- (Hindi)
(Hindi) 180000
CATEGORY – II POST:
~ ~ Manager ~(E-2) ~ Automatic
- - - - - -
4 (Hindi) after 50000- time scale
Page | 163
(A) 5 years 160000 upgradation
on completion
of 5 years
~ Manager ~ (E-1) ^ 25% by - - Essentials:- 35 &&
4 (Hindi) Direct
(B) 40000- Recruitment (i) Master‘s
140000 degree of
recognized
^ 65% by Selection 03 years as University all
Promotion Assistant equivalent in Hindi
Grade-I with English as a
subject at the
degree level.

OR

Master‘s degree
^ 10% by - ^ 03 years in ^ Subject
of a recognized
APS through category III post to
University or
LDPE. (Hindi) excluding maximum
equivalent in
the training or /and four
|English with
probation period. attempts.
Hindi as a subject
at the degree
10% of total marks level.
in LDPE will be for
experience in
OR
excess of 03 years
excluding the
Master‘s degree
training or/ and
of a recognized
probation period in
University or
such a manner that
equivalent in any
1% marks being
subject with Hindi
allotted for every
and English as a
additional year of
subject
Page | 164
service subject to at the degree
maximum of 10%. level.
Balance 90% of
total marks will be OR
ear-marked for
written Master‘s degree
examination. of a recognized
University or
equivalent in any
subject with
English medium
and Hindi as a
subject at the
degree level.

OR

Master‘s degree
of a recognized
University or
equivalent in any
subject with Hindi
medium and
English as a
subject at the
degree level.

(ii) 5 years‘
experience of
terminological
work in Hindi and
/ or translation
work from English
to Hindi vice-
Page | 165
 versa preferably
of technical or
scientific
literature.

OR

5 years‘
experience of
teaching/
research writing
or journalism in
Hindi

Desirable:-
(i) Knowledge of
Sanskrit or a
modern India
Language
(ii)Administrative
experience
(iii)Experience of
organizing Hindi
Classes or
workshop for
noting and
drafting.
CATEGORY–III POST:
5 Assistant Gr.I 11100- 100% by Non- 3 years regular Essentials:- &&
(Hindi) 29950 Promotion Selection service as Grade II
(IDA) Hindi Master‘s degree
of a recognized
University in Hindi
/ English with
Page | 166
English /Hindi as
a main subject at
degree level.

OR

Master‘s degree
of recognized
University in any
subject with Hindi
and English as
main subject at
degree level.

OR

Master‘s degree
of a recognized
University in any
subject with
Hindi/English
medium and
English Hindi as
main subjects at
degree level.

OR

(ii) Recognized
Diploma/certificat
e course in
translation from
Hindi to English
and vice-versa or
Page | 167
 2 years‘
experience of
translation work
from Hindi to
English and vice-
versa in
Central/State
Government
offices, including
Government of
India
Undertaking.
6 Assistant Gr. 9900- £ 100% by - £ 3 years as £ Nil. &&
II (Hindi) 25530 promotion Assistant Grade-III
(IDA) (Hindi).
£ £ Assistant ££ £ Direct £ Nil. £ Essentials:- ££ 28
7 Gr. III 28,200- 100%
(Hindi) 79,200 Degree of a
(IDA) recognized
University with
Hindi as main
subject.

Proficiency in
English
specifically for the
purpose of
translation.

Certificate/
Diploma course in
Translation from
English to Hindi
and vice versa of
Page | 168
 at least one year
duration from a
recognized
university/
institution
approved by
Government.

* Inserted vide Notification No.`109/EP-2(1)/2005 Vol.III dated 31.03.2015 (1st Amendment).Effective from 31.03.2015.Vide this
Notification a separate cadre ‗PART-XI-OFFICIAL LANGUAGE CADRE‘ formed.
&&― Where juniors who have completed their qualifying/ eligibility services are being considered for promotion, their seniors would also be
considered provided they are not short of the requisite qualifying/ eligibility service by more than half of such qualifying/ eligibility
service or two years, whichever is less, and have successfully completed probation period for promotion to the next higher grade along
with their juniors who have already completed such qualifying/ eligibility service‖
&& Inserted vide Notification No. 113 dated 01.08.2016 (file No.EP-7(1)/2016) Effective from the date of Notification.

~ Substituted vide Notification No.122 dated 03.09.19 Effective from the date of Notification. Note: ―The scales of pay mentioned in
coloumn-3 of Appendix-I against each post are subject to revision from time to time.‖

^ Amended vide Notification No.131 dated 17.06.2021. Effective from 17.06.2021.

Note 1: While integrating seniority between Promotee (PR) and Accelerated Promotee (APS), the Promotee shall be placed first followed by
Accelerated Promotee in the applicable ratio based on the quota. While integrating seniority between Promotee (PR & APS) and Direct
Recruit (DR), the Promotee (PR & APS) will be placed first followed by the Direct Recruit (DR) in the applicable ratio based on the
quota.

Note 2: The implementation of 10% quota of APS will be initially done in phased manner by conducting LDPE for 50% of vacancies being
created in promotion roster annually.

£ Amended vide Notification No. 138 dated 27.07.2022. Effective from 27.07.2022.
££ Inserted vide Notification No. 139 dated 21.10.2022. Effective from 21.10.2022.

**************************
Page | 169
 APPENDIX-II
DISCIPLINE AND APPEAL REGULATIONS
STATEMENT SHOWING COMPETENT AUTHORITIES

Sl. Post Appointing Authority competent to Authority competent to impose Appellate Authority
No Authority relax age limit and penalties and penalties it may
. qualifications impose
Authority Penaltie
s
1. 2. 3. 4. 5. 6. 7.
1. CATEGORY-IV
^Divisional Office ^Divisional $$$$$General Manager ^Divisional Manager All $$$$$General Manager
Manager (Region) /Deputy Genl. (Region)/ Deputy Genl.
Manager. Manager(Region)/Deput
y Genl. Manager
Regional/Port Office $$$$$Asstt. Genl. $$$$$General Manager $$$$$Asstt. Genl. All $$$$$General Manager
Manager/Deputy (Region)/ Deputy Genl. Manager/Deputy (Region)/ Deputy
General Manager Manager(Region)/Deputy General Manager Regional
(Region) General Manager Manager(Region)/Deput
y General Manager.
Zonal Offices/Head- $$$$$Asstt. Genl. $$$$$General Manager $$$$$Asstt. Genl. All $$$$$Executive Director
quarters Manager (Zone) /Deputy Genl. Manager (Zone) /Executive
Manager(Zone) Director(Personnel).
2. CATEGORY-III
^Divisional/Regional/Por $$$$$General Executive $$$$$/^Divisional Minor $$$$$General Manager
t Office. Manager(Region) Director(Personnel) Manager/Asstt. General (Region)/ Deputy Genl.
/ Deputy General Manager/ Deputy Genl. Manager(Region)/Deput
Manager(Region) Manager y Genl. Manager

$$$$$General Executive Director(Zone)

Manager(Region)/ All
Deputy Genl. Manager

Page | 170
 Zonal Office $$$$$General Executive $$$$$General Manager All $$$$$Executive Director
Manager (Zone) Director(Pers.)/*Executiv (Zone) (Zone)
e Director (Zone)
Headquarters $$$$$Deputy Executive Director(Pers.) $$$$$ Deputy Genl. All Executive
Genl. Manager Manager Director(Personnel)
3. CATEGORY-II
Zone $$$$$Executive Managing Director $$$$$General Manager Minor $$$$$Executive Director
Director (Zone) (Region/Deputy Genl. (Zone)
Manager(Region)/Deput
y Genl. Manager

$$$$$Executive Director All $$$$$Managing Director

(Zone)
Headquarters Executive Managing Director $$$$$Deputy Genl. Minor Executive
Director(Pers.) Manager Director(Personnel)

Executive Director(Pers.) All Managing Director

4. CATEGORY-I
Category-I Managing Chairman Managing Director All Chairman
Director

*Executive Director (Zone) will exercise the powers only in respect of appointments of dependents of deceased employees or employees retire
on medical grounds. (Amended vide Notification No.EP.8-1/84 dated 16.10.1987, effective from 16.10.1987- 98th Amendment).

$$$$$ Re-designated vide Notification No.93/EP-32(4)2004 dated 20thMay, 2005(2nd Amendment) Effective from the date of Notification.

^ Substituted vide Notification No.121 dated 26.04.19 Effective from the date of Notification.

Page | 171
 APPENDIX-III

No.5/1/68-REI
(GOVERNMENT OF INDIA)
Ministry of Agriculture
(Department of Food)

New Delhi, dated the 30th Nov. 1971.

Subject: - REDEPLOYMENT OF FOOD DEPARTMENT TRANSFEREES RENDERED SURPLUS FROM THE SERVICE OF THE F.C.I. AS A RESULT
OF THE CORPORATION CEASING TO PERFORM CERTAIN FUNCTIONS.

*1. I am directed to say that the question of redeployment of Food Department transferees who may be rendered surplus from the
service of the Food Corporation of India as a result of the Corporation ceasing to perform certain functions/being wound up has been under
consideration for some time past. It has now been decided in consultation with Ministry of Finance and Department of personnel that in the
event of reduction of the functions of the F.C.I./winding up of the Corporation and the consequent retrenchment from the service of the
Corporation, the Food Department transferees, i.e. the employee transferred to the F.C.I FROM THE Food Department under the Food
Corporations(Amendment) Act, 1968, would be rendered re-employment assistance in accordance with or consistent with the general
Government policy in the matter.

Yours faithfully,
Sd./
Niranjan Singh
Deputy Secretary to the Govt. of India

The Secretary
Food Corporation of India,
EkaBhavan,
1, Bahadurshah Zafar Marg,
NEW DELHI.

*Amended vide Notification No.14-4/71-EP dated 19.6.1972. Effective from 5.6.1972

Page | 172
 APPENDIX-IV.
STATEMENT OF IMMOVABLE PROPERTY ON FIRST APPOINTMENT/FOR THE YEAR

1. Name of Officer (in full and service to which officer belongs):…………………………………………………………………..

2. Present post held: …………………………………………………………………………………………………………………
3. Present pay…

Name of District, sub- Name and details of property If not in own How acquired- Annual REMARKS
Division, Taluk and name state in whether by income from
Housing Lands *Present
Village in which whose name purchase, lease, the property
and other value
property is situated. held and mortgage,
buildings.
his/her inheritance, gift or
relationship to other-wise with
the date of acquisition
Corporation and name with
employee% details of persons
from whom
acquired @

NOTE: - The declaration form is required to be filled in and submitted by every employee of the Corporation under regulation 48 of the
Food Corporation of India Staff Regulations on first appointment to the service and thereafter at the interval of every twelve months, giving
particulars 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.

Signature………………..

Date ……………………
(*) In cases where it is not possible to assess the value accurately the approximate value in relation to present conditions may be
indicated.
(%) In applicable clause to be struck out.
(@) Includes short term lease also.
Sd/-
JOINT PERSONNEL MANAGER

Page | 173
 APPENDIX-V

Terms and conditions governing the encashment of earned leave by the regular employees of the Corporation while in service
(Reference Regulation 29-A).

All regular employees (including Food transferees) of the Corporation may be allowed to encash earned leave to the extent indicated
below only once in a calendar year by the authorities competent to sanction earned leave.

(2) Encashment of Earned Leave is not permissible to the following classes of employees:

i) Employees working on daily wages/contract basis;

ii) *Deleted.

iii) Trainees/Apprentices; and

iv) Employees under suspension.

(3) Encashment will not be permissible unless the employee has at least 45 days Earned Leave to his credit on the date of application.

(4) The maximum number of days of encashable Earned Leave at a time will be half of the earned Leave at the credit of an employee
on the date of application reduced by one year‘s Earned Leave entitlement. In other words if ―X‖ represents the balance of Earned
Leave at credit on the date of application and ―Y‖ represents one year‘s Earned leave entitlement then, the maximum Earned Leave
that can be encashed will be equal to (X-Y)/2.

Note: - The unavailed portion of joining time credited to the leave account will not be encashed.

(5) The amount of encashment for the Earned Leave (sanctioned to be encashed) shall be worked out on the basis of the emoluments
admissible on the date preceding the date of the application. Emoluments shall mean and include the following:

i) Basic Pay
ii) Special Pay
iii) Personal pay
iv) Dearness Allowance including Additional Dearness Allowance.
Page | 174
 (6) Emoluments shall not include Charge Allowance/Deployment Allowance for this purpose.

(7) The amount of encashment shall be worked out treating the month as of 30 days.

―(8) (a) Earned leave at credit will not be encashed if an employee is dismissed, terminated, removed from service under the
disciplinary provisions of the FCI(Staff) Regulations, 1971.

(8) (b) Cash payment of unutilized leave on retirement superannuation, resignation, etc. may be made strictly in accordance with the
relevant provisions of the CCS (Leave) Rules, 1972 as amended from time to time.‖

(9) If any doubt arises regarding the interpretation of these terms and conditions, the decision of the Managing Director shall be final.

Explanatory memorandum:

The scheme for encashment of earned leave, once in a calendar year during the service, was introduced in the Corporation w.e.f. 1st
November, 1977 vide circular No.6-1/76-IC dated 13.12.77 with the approval of the Board of Directors in its 113th meeting held on 28th and
29th November, 1977. The prior concurrence of the Bureau of Public Enterprises under Ministry of Finance, New Delhi, was also obtained.

(2) According to the scheme, half of the earned leave at credit of an employee on the date of application reduced by one year‘s
entitlement to be retained at the credit of the employee can be encashed once in a calendar year.

(3) The applicability of the above scheme, introduced as a measure of fringe benefit to the employees of the Corporation transferred to
the Corporation from the Regional Directorates of the Food under the provision of Section 12A of the Food Corporations Act, 1964 and who
opted to be governed by the leave, Provident Fund, and other retirement benefits of the Central Government as applicable to Central
Government employees, was objected to by the Government audit. The scheme has been reviewed in the light of audit observations and Legal
advice and it has been decided that the benefit of encashment of earned leave while in service‖ should not be allowed as a matter of fringe
benefit but the scheme should be incorporated in the FCI(Staff) Regulations, 1971, retrospectively, since it involved‖ condition of service‖.

(4) It is found not feasible to give effect to the scheme from the date of publication of the notification, amending the relevant
Regulation(29-a) of the Food Corporation of India(Staff) Regulations, 1971, in the Gazette of India but the scheme needs to be implemented
with retrospective effect because there will be innumerable difficulties including industrial problems apart from administrative problems
involved in the recovery of the payments already made as some employees have paid income-tax on the amounts received by them against
encashment of earned leave, between 1977 and 1982, and some employees have retired, resigned or died.

Page | 175
 (5) In order to regularize the payments already made on account of leave encashment during the period from 1.11.77 onwards, the
scheme being incorporated in the Staff Regulations as Regulation 29-A shall take retrospective effect w.e.f. 1.11.77.

*Deleted vide Notification No.108 dated 10.07.2014 [FCI (Staff) (2nd Amendment) Regulations, 2014. File No.EP.38(1)/2013. Effective
from 10.7.2014.

*********************************

Page | 176
 #APPENDIX-VI

Terms and conditions governing the Encashment of E.L. by the regular employees of the Corporation who are on CDA pattern pay
scales while in service, superannuation and resignation under Regulation 29-B.

All regular employees of the FCI(including food transferees) who are on CDA pattern pay scales may be allowed to encash E.L. to the
extent indicated below only once in a calendar year by the authorities competent to sanction E.L.

2. Encashment of Earned leave is not permissible to following classes of employees:-

(a) Employees working on daily wages/contract basis;

(b) *Deleted.

(c) Trainees/apprentices; and

(d) Employees under suspension;

3. Applicability.

(i) Only Earned Leave on full pay would be allowed to be encashed and not any other kind of leave like sick leave, half pay
leave, casual leave etc.

(ii) The Earned Leave account of all employees would be maintained in two sections:

(a) encashable leave account and

(b) non-encashable leave account.

Of the total earned leave at the credit as on 30.6.1990, 50 per cent of the accrued Earned Leave will be credited to encashable
leave account and 50 per cent to the non-encashable leave account. Similarly, the Earned Leave earned in the future, from time to

Page | 177
time, will also be divided into two parts and credited to the two accounts in the ratio of 50:50. Any part or whole of the encashable
leave can be availed of as leave and it is not necessary that it should be encashed.

(iii) For encashing Earned Leave from the encashable leave account, an employee will have to actually avail himself of an
equal amount of Earned Leave. However, this requirement of actually availing of Earned Leave would be subject to a
ceiling 30 days. The requirement of actually availing a matching period of leave could be relaxed if the full amount of
Earned Leave required to be taken as per the scheme is not granted by the Management on account of exigencies of
work.

(iv) Cash equivalent to be paid for the encashed leave would be restricted to pay and dearness allowance and should not
include any other allowance.

(v) The payment made towards encashment would not be reckoned for any other purpose like gratuity, provident fund,
bonus etc.

(vi) The ceiling on accumulation of encashable Earned Leave would be 50% of the ceiling on total accumulation of Earned
leave as per BPE‘s O.M. No.2 (27)/85-BPE (WC) dated 24.4.1987.

(vii) Earned Leave at credit will not be encashed if an employee is dismissed, terminated, removed from service under the
disciplinary provisions of the FCI (Staff) Regulations, 1971.

(viii) Cash payment of un-utilized leave on retirement/superannuation may be made strictly in accordance with the relevant
provisions of the CCS (Leave) Rules, 1972 as amended from time to time.

(ix) An employee who resigns or quits service may be allowed 50 per cent encashment of non-encashable earned leave to
his/her credit on the date of cessation of service. This would be limited to the maximum of 60 days as per BPE‘s O.M.
No.2 (27)/85BPE (WC) dt.24.4.1987.

(x) It is further clarified that the 50 per cent encashment of non-encashable leave as indicated at Sl. No.(ix) above
(restricted to 60 days) will be in addition to encashment of the encashable leave i.e., to say that he/she will get 75 per
cent encashment of total Earned Leave at his/her credit while resignating from service.

Page | 178
EXPLANATORY MEMORANDUM:

The revised scheme for encashment of earned leave once in a calendar year during the service for the employees who are
governed by the Central DA pattern pay scales was introduced in the Corporation with effect from 1.7.1990 vide WRC Circular No.12 of
1990 dated25.6.1990 (Para No.10 refers). The said circular was issued based on the DPE instructions contained in O.M.
No.2(43)/90/DPE(WC) dated 12.6.1990 which inter-alia communicates the decision of the Central Government for implementation of
the HPPC recommendations for revision of pay scales and perquisite to the Public Sector Enterprises following the III/IV CPC DA
pattern. The said memorandum of the DPE was issued with the approval of the Central Government and as per the direction of the
Supreme Court of India vide its order dated 3.5.1990.

2. As per the existing instructions, the calculation of Earned Leave to the employees of the Corporation is on half yearly basis i.e.
1stJanuary and 1st July every year. As the Corporation has adopted the recommendation contained in HPPC report as per WRC circular
No.12 of 1990 dated 25.6.1990 and in view of the fact that the next calculation of Earned Leave is from 1.7.90, it was decided with the
approval of the Chairman that the revised procedures of encashment of Earned Leave while in service to the employees of the
Corporation governed by the III & IV CPC DA pattern will be effective from 1.7.1990.

3. In order to regularize the payment already made to CDA optee employees on account of leave encashment as per the revised
procedures during the period 1.7.90 onwards, the schemes being incorporated in the Staff Regulations as Regulation 29-B which shall
take retrospective effect from 1.7.1990. However, the cases on account of encashment of earned leave settled prior to 1st July, 1990
i.e. upto 30th June, 1990 shall not be reopened.

#Added vide notification No.EP-38-1/90 dated 28th December, 1993 (1st Amendment) Effective from 1.7.90.
*Deleted vide Notification No.108 dated 10.07.2014 [FCI (Staff) (2nd Amendment) Regulations, 2014. File No.EP.38(1)/2013. Effective
from 10.7.2014.
Page | 179