Orissa Government Press Industrial Employees Classification, Recruitment, Promotion, Conditions of Service and Appeal Rules, 1978
(1) These rules may be called "the Orissa Government Press Industrial Employees' Classification, Recruitment, Promotion, Conditions of Service and Appeal Rules, 1978."
(2) They shall come into force with effect from the 22nd January, 1978 and will be applicable to the industrial employees of the Orissa Government Press as specified in the Schedule 'A' appended to these rules:
Provided that the Government may include or exclude any category of industrial employee in the schedule by notification in the Official Gazette as would be required according to necessity.
Immediately after implementation of these rules, similar rules framed on such subjects in the Orissa Government Press Manual, 1959 shall cease to apply, but various statutory rules of Government, regulating various service conditions of Government servants such as : The Orissa Service Code, The Orissa Civil Service (Classification, Control and Appeal) Rules, Pension Rules, Orissa Government Servants' Conduct Rules and the like and any other rules which may be framed by Government in future, shall continue to apply to those industrial employees in the same manner as they are applicable to Government servants and to the extent that they are not in conflict with various labour laws and the provisions made in these rules.
In case of any dispute regarding interpretation and application of these rules, the matters shall be referred to Government for decision.
The Director of Printing, Stationery and Publication is responsible for proper implementation of these rules.
Director may delegate such of his powers as vested in him under these rules to any other officer subordinate to him for better administration and efficient implementation of these rules.
-(1) Unless there be something repugnant in the subject or context, the terms defined in this Chapter are used in these rules in the sense here explained-
(a)"Administrative Department" means the Government in Commerce and Transport (Commerce Main) Department;
(b)"appointing authority" means the authority empowered to appoint all categories of employees as mentioned in the Schedule appended to these rules;
(c)"Appointment and Promotion Committee" means the Committee of Officers constituted under these rules to aid and advise the Appointing Authority in all matters concerning appointment and promotion of personnel in the undertaking;
(d)"apprentice" means a person who is recruited for undergoing training in a particular subject/craft for a specified
-(1) All industrial employees of the undertaking are classified, as :
(a)Unskilled,
(b)Semi-skilled,
(c)Skilled,
(d)Highly skilled,
(e)Supervisory (Sectional),
(f)Supervisory (General non-Gazetted managerial).
(2) The industrial employees classified in Sub-rule (1) may be Class IV or Class III Government servants and may be permanent, temporary, probationary or apprentice.
Note-The above classification and categorisation apply only to the regular staff of the undertaking and not to such employees as contract or casual employee.
A list showing the different nomenclature of posts, their classification according to skill and grade is appended in Schedule 'A'.
This classification may be changed by the Government by notification in the Official Gazette according to the changes which may take place in the pattern of working of the undertaking from time to time.
-(A) Appointment and Promotion Committee-The Director who is the appointing authority with respect to all non-Gazetted industrial posts will make appointment to such post by way of direct recruitment, internal promotion and deputation from outside. He will be aided and guided by a Committee of Officers comprising the following, namely :
Director...Chairman
All Unit Officers...Members
Labour Welfare Officer...Member
Establishment Officer...Member-Secretary.
(B) Functions of the Committee-(i) The Committee shall meet occasionally to discuss all matters relating to recruitment and promotion etc. The Secretary shall take initiative and issue formal notices to convene the meetings. He will issue agenda for
The Committee as well as the appointing authority will be guided by the following principles in matters of recruitment, promotion and deputation, namely :
(A) General principles of appointment and promotion -(i) No industrial employee can claim promotion to any post as a matter of right. All cases of promotion shall be decided strictly on merit which will be judged on the overall performance of an industrial employee in terms of his qualitative and quantitative work, his regularity and punctuality in attendance, his official conduct, his devotion and sincerity of duty, his allegiance to the undertaking and his ability to manage a particular post. Seniority in service will be given due weightage. All things being equal, a senior industrial Employee will get preference over his junior in matters of promotion in a particular cadre, but seniority shall not be the only criterion for p
All direct appointment in the first point of recruitment in all trades will be made in the following manner :
(i)The number of vacancies in this category may be notified to the local employment exchange and names of suitable candidates obtained. While sending such requisition to the employment exchange it should be made clear to get the names of candidates who have obtained national trade certificates or equivalent certificates after completing their training in the training school attached to the undertaking or similar other schools in the country recognised by Government;
(ii)The appointing authority, on receipt of the lists of such candidates sponsored by the employment exchange will conduct necessary interview and test and select suitable candidates as per the vacancy on a particular occasion;
General supervisory (non-Gazetted managerial) posts will be filled up by taking into consideration, the cases of sectional supervisors in all the trades, their inter se seniority, individual ability, versatility to supervise more than one trade and particularly the qualities required to hold a managerial post along with the conditions as mentioned in Clause (A) (1) of Rule 10.
Selection lists drawn as per above principles will be drawn according to merit and the seniority of the candidates will be fixed in service accordingly.
Ordinarily no posts beyond the first point of recruitment will be filled up either by direct recruitment or deputation. But in cases where suitable and befitting candidates will not be available from within the organisation to fill up certain posts by way of promotion, the said posts may be filled up by way of deputation or direct recruitment. The decision of the Appointment and Promotion Committee should be unanimous in this regard before implementation.
Whether it is direct recruitment or promotion or deputation, all posts should be manned by candidates fulfilling all the requirements of the posts. A chart showing such requirement of individual posts, the required qualification and experience and the like required for a post is furnished in Schedule 'C'.
The Appointment and Promotion Committee may, in special cases, consider the question of relaxation of the prescribed qualification, if they are otherwise found suitable and deserving. In such cases specific reasons are to be recorded in writing in favour of each selection.
(i) The posts of Instructors in different trades in the School of Printing and Allied Trades shall be treated at par with the posts of sectional supervisors and the posts of Instructors should be filled up by senior and suitable employees available in the respective trades in the works side. In case of non-availability of suitable candidates the post may be filled up by direct recruitment.
Note-Since job requirement in the School is slightly different and for that reason necessity may arise or might have arisen in the past at times to appoint a junior industrial employee from the trade to man a post of Instructor by virtue of his extra educational or technical qualification or aptitude and ability for teaching, such industrial employee may be appointed. But in such a case the employee should not be allowed to supersede in the promotional channel in the works or trade side by virtu
Ordinarily there will be no trade test and personal interview in matters of recruitment and promotion beyond the first point of recruitment. But in cases where a number of candidates of equal qualification, merit, seniority and good performance record are available to be considered for promotion to limited higher posts, trade tests and personal interviews may be conducted for any post as would be decided by the appointing authority on the recommendation of the Appointment and Promotion Committee.
All unskilled Class IV posts will be filled up by way of direct recruitment from open market. For this purpose, the following procedure will be adopted, namely :
(i)All regular vacancies will be duly notified to the local employment exchange from among the candidates duly sponsored by them. Selection shall be made after proper interview and test unless otherwise provided in these rules.
(ii)A candidate must be sufficiently literate, should know cycling and should possess sound health, strong and good physique and necessary aptitude to do any kind of manual work.
(iii)A candidate will be given appointment strictly on the basis of his merit judged through the above process of interview and test.
(iv)Preference will be given to the casual employees w
-(1) Recruitment of Diploma-holders and otherwise highly skilled and technically qualified persons in the trades-Persons holding diploma in the printing technology and allied subjects from the Regional Schools of Printing in India and such institutions abroad and persons having specialised training in any branches of Printing Technology may be recruited in the undertaking against suitable vacancies as the Appointment and Promotion Committee would find him fit. While selecting such persons the Committee shall hold competitive examination and trade tests also.
(2) In case no vacancies are available, the above category of persons may be recruited against some supernumerary posts and subsequently absorbed when vacancies will arise. They shall be given some fixed monthly allowance not more than the emoluments assigned to the post during the above period.
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(i) A direct recruit appointed against a permanent post or a temporary post likely to continue, will have to work on probation for a minimum period of two years. The period of probation may be extended by the appointing authority depending on the performance and conduct of the industrial employee concerned. Such extension may not exceed a further period of two years sanctioned either in piecemeal or at a time. If the performance and conduct of the industrial employee do not come up to standard his services may be terminated by recording such reasons.
(ii) All appointments against temporary posts shall be made temporarily and the terms and conditions of such appointments will be determined by the appointing authority.
In case of promotion beyond first point of recruitment the period of probation should be minimum one year and all other conditions as mentioned in the foregoing
(i) An industrial employee holding a permanent post may be confirmed against that post on successful completion of the period of probation, and subject to verification of character and antecedents; provided that the post is available for confirmation.
(ii) An incumbent in a temporary post may be confirmed if he has worked satisfactorily in all respects for three years continuously and such a post is declared permanent by Government subject to verification of character and antecedents.
The appointing authority may ask an industrial employee holding a lower post to manage the work in a higher post in the respective trade in the exigencies of public service against a short vacancy not exceeding thirty days. No industrial employee shall have any option in this regard. Refusal to manage such work by any industrial employee on any occasion shall constitute misconduct and this shall be noted in the record of performance which will have an adverse effect on him in matters of future promotion. Such repeated refusal will make the industrial employee liable for disciplinary action also.
In cases of disputes relating to appointment, seniority and promotion arising before or after the commencement of these rules the Appointment and Promotion Committee shall decide such disputes on the basis of individual merit in each case.
-(1) Every permanent/temporary/probationary industrial employee without exception shall be allotted with a departmental ticket/metal token bearing a number. The industrial employee, on attendance each day, shall have to collect and deposit the ticket/token at a place specified by the management.
(2) Every casual industrial employee and apprentice shall be provided with a special ticket which will bear a number, indicate the category of work and department to which he is attached. On the day/ days he works, he shall have to deposit the said ticket at the place specified by the management while entering into the premises of the undertaking and collect the same at the time of his leaving the premises.
(3) The ticket/token shall be designed by the management and carry such information and photograph etc., as would be felt necessary by the m
-(1) Every industrial employee shall be regular and punctual in his attendance. He shall present himself at the gate in proper time, deposit his ticket/token etc., and should proceed to his work place so as to start his duty at the beginning of his shift. Fifteen minutes' grace time may be allowed to all industrial employees to present themselves at the time office. No one should take more than five minutes' time to reach his work place and report for duty to the Sectional Head concerned. An industrial employee presenting in the Time Office within the grace time and reporting in duty place within next five minutes will not be marked late.
(2) An industrial employee presenting himself in the time office beyond fifteen minutes' grace time but within thirty minutes of the scheduled working hour shall be marked 'single late'. Ordinarily he will be allowed to enter into the premises
-(1) The entry and exit point will be kept open and closed during specific hour as would be notified by the management from time to time. Entry and exit by any industrial employee through any unauthorised point will be considered as misconduct.
(2) Any industrial employee who has been laid off, suspended or otherwise removed from service should not only leave the premises of the undertaking immediately on receipt of such orders, but also shall not make any effort to enter into the premises without specific permission of the Director or any other officer authorised by him. Such industrial employees having any personal work in the undertaking may come with a written application praying entry into the premises, and after getting the due permission only may be allowed to get inside. In all such cases details about persons and sections which the employee visits and the duration of time spent for such visit shall be recorded b
-(1) Every industrial employee irrespective of his status in the undertaking is liable for check and search at the points of entry and exit. This will be done by the security staff posted at the points in order to prevent pilferage of the properties of the undertaking and for other security reasons. Industrial employees inside the premises of the undertaking are also liable for search. All industrial employees shall co-operate with this process.
(2) When an employee is suspected to be in wrongful possession of some properties of the undertaking or is suspected to be secretly carrying such materials/properties which would put the undertaking to financial and other losses, the concerned security staff/the supervisory and managerial staff who detects or suspects the case shall inform the employee concerned about his suspicion and shall order him to be detained to make physical search
-(1) Period and hour of work of various categories of industrial employees employed in the undertaking in its different units/branches/sections shall be fixed and notified by the management from time to time. The normal working hours shall be eight hours a day and forty-eight hours in a week. This shall ordinarily be regulated in accordance with the provisions of the Factories Act, 1948 and rules framed thereunder. If required under exigencies of public service changes in the working hours may be ordered as would be permissible under the factory laws or with the special permission of the appropriate authorities under the said laws.
(2) Period and hours of work for all industrial employees shall be exhibited in a conspicuous place or the place of work or the time office, as the case may be.
(3) Shift-More than one shift can be introduce
The industrial employees may be required to work overtime according to the exigencies of work in the undertaking. Regulation of such work, payment of extra wages for this purpose shall be made in accordance with the Factories Act, 1948 and rules framed thereunder.
Refusal to work overtime without valid reasons and to the satisfaction of the competent authority shall constitute grave misconduct.
(1) The undertaking may, at any time or times in the event of fire, catastrophe, breakdown of machinery, stoppage of power supply, shortage of raw material, civil commotion, lockout and strikes affecting one or more unit/branch or section of the undertaking, reduction of shift, periodical repairs, reconstruction or extension of any building partly or wholly of the undertaking or any other cause beyond its control, stop or shutdown any work in any unit/branch or section wholly or partially in accordance with the provisions of Industrial Disputes Act, 1947.
(2) In the event of stoppage or shutdown being ordered during working hours for any of the reasons mentioned in Sub-rule (1) other than a lockout or a strike, the employees affected shall be notified at an appropriate place and time as soon as practicable about the time when work will be resumed and whether they are to remain at o
(1) All industrial employees in the undertaking to whom these rules are applicable, shall be allowed in each calendar year three National holidays, i.e.26th January, 15th August and the 2nd October, all holidays as are declared by the Government every year under the Negotiable Instrument Act and the 1st May.
(2) Out of the holidays, as are declared by the Government every year under the Negotiable Instrument Act, four days shall be specified as festival holidays, as the Inspector appointed under Section 6 of the Orissa Industrial Establishment (National and Festival) Holidays Act, 1969 in consultation with the Director and the industrial employees may determine in that behalf.
(3) All the above holidays are paid holidays. The industrial employees may, however, be required to work on any or all of the above holidays in exigencies of publ
The industrial employees of the undertaking are now enjoying the leave benefits as admissible under Orissa Leave Rules and Orissa Service Code and as such they will be governed under those rules inasmuch as they are Government servants.
Note-Details of leave such as their rate, circumstances under which they are to be availed and the formalities to be observed in availing each kind of leave are furnished in the "Orissa Leave Rules" and as prescribed in the Orissa Service Code. The industrial employees of the undertaking are to enjoy the above kinds of leave which are rather much liberal in character and quantity than compared to those available to their counterparts in the industries. Facility of various leaves has been provided to meet the needs of the industrial employees in all possible difficult situations under which they are unable to attend the factory and perform their dut
-(a) The basic wages for different categories of industrial employees may be fixed at time rates.
(b) The time rate of pay applicable to different posts held by the industrial employees in the undertaking shall be fixed by the Government from time to time which shall not be less than the rates as fixed or revised by the Government under the Minimum Wages Act, 1948.
(c) Pay due to the industrial employees shall be paid in accordance with the provisions of the Payment of Wages Act, 1936.
(d) Any pay due to the industrial employees but not paid on the usual pay day on account of the same being unclaimed shall be paid to the industrial employees by the undertaking on such a day or days as may be notified in this behalf, on their being present to receive the same within one year from the date on wh
Deduction from wages/salaries shall be made in accordance with the provisions of the Payment of Wages Act of 1936 and rules made thereunder in so far as it relates to Industrial employees.
(i) Increments in a time scale of pay shall ordinarily be drawn and paid as a matter of course in favour of an industrial employee unless it is withheld by the authority empowered to make his appointment.
(ii) Increment shall not be stopped except as punishment.
Note-Grant of increment and all matters connected thereto shall be regulated in accordance with the provisions in the Orissa Service Code as amended from time to time.
When an efficiency bar is prescribed in a time scale of pay, increment next above the bar shall not be allowed to an industrial employee without specific sanction of the authority empowered to withhold increment. Crossing of efficiency bar is not to take place as a matter of routine like annual increments. An industrial employee's work in terms of quality and quantity, conduct and attendance etc. are all to be reviewed thoroughly and if found suitable only he will be allowed to cross the efficiency bar.
Sanction and payment of travelling allowance shall be regulated as per the Government of Orissa Travelling Allowance Rules as amended from time to time.
Industrial employees in the undertaking are liable to be transferred and posted in its different branches/units or sections in the best interests of the undertaking.
(i) No industrial employee shall leave headquarters without prior permission of the competent authority.
(ii) The joining time and transfer travelling allowance admissible to the industrial employees shall be determined as per the provisions in the Orissa Service Code and Orissa Travelling Allowance Rules.
(i) Records of particulars of service of the industrial employees of the undertaking shall be maintained in form of a Service Book/Service Roll prescribed by the Government from time to time under the provisions of Orissa Service Code.
(ii) Service Books/Service Rolls shall be maintained for all temporary and permanent industrial employees who have been or likely to be in service for a period exceeding one year. In all cases in which service book is necessary under the above rules, it should be opened on the first appointment of the industrial employee and kept in the custody of the officer in charge of the unit/branch or section in which he is working and transferred to such branch/unit or section to which he may be posted on transfer.
(iii) Each Service Book/Service Roll shall be maintained in duplicate. The duplicate copy will be dul
All industrial employees to whom these rules apply shall, unless otherwise decided by the Government, continue to subscribe to General Provident Fund and shall be subject to the General Provident Fund (Orissa) Rules.
All industrial employees to whom these rules apply shall, unless otherwise decided by Government, be governed by the Pension Rules as applicable to Government employees.
(i) A probationer desirous of leaving the service of the undertaking shall give fifteen days' notice in writing to the undertaking.
(ii) Temporary or a permanent industrial employee desirous of leaving the service of the undertaking shall give thirty days' notice in writing to the undertaking.
(iii) Any industrial employee leaving the service shall make over the Property belonging to the undertaking which has been issued to him in connection with his employment in the undertaking.
(iv) Such resignation may not be accepted for any one of the following reasons :
(a)If any dues are outstanding and has not been paid before acceptance of resignation;
(b)If any departmental enquiry is pending against the indust
No industrial employee who has been in continuous service for not less than one year shall be retrenched until-
(i)the industrial employee has been given one month's notice in writing indicating the reason for retrenchment and the period of notice has expired or he has been paid in lieu of such notice, wages for the period of notice, unless the retrenchment is made under an agreement which specifies the date of such termination of service;
(ii)the industrial employee has been paid compensation at the time of retrenchment, which shall be equivalent to 15 days' average pay for every completed year of continuous service or any part thereof in excess of six months;
Explanation-An industrial employee shall be deemed to be in continuous service for a period of one year if he has actually worked in t
The appointing authority may terminate the services of any of the industrial employees otherwise than by way of punishment in the following cases or on grounds of similar nature :
(a)on attaining the age of superannuation as provided under the Orissa Service Code;
(b)on being declared medically unfit to do the duties assigned to him;
(c)on grounds of adverse report revealed in course of verification of antecedent after being given due opportunity to the industrial employee to defend his case when an industrial employee is appointed subject to such verification;
(d)on any other ground stipulated in the contract of employment;
(e)if any of the information given by him in his application or any other form fo
An industrial employee belonging to the category of industrial workman may ordinarily be retained up to the age of 60 years. He may, however, be required to retire at any time after attaining the age of 55 years after being given a month's notice or a month's pay in lieu thereof, on the ground of impaired health, or of being negligent or inefficient in the due discharge of duties. He may also retire at any time after attaining the age of 55 years by giving one month's notice in writing. The industrial employee not falling in the category of industrial workman will retire on attaining the age of 58 years subject to review on the completion of 30 years of qualifying service or 50 years of age or 55 years, as the case may be.
Residential quarters may be provided for housing such staff of the undertaking whose services are considered most essential for the running and security of the undertaking. Allotment will be made at the discretion of the management. Relevant provisions in the Orissa Service Code or such other rules in vogue and as may be prescribed by Government from time to time on this subject shall apply to the industrial employee of this undertaking in matters of allotment and vacation of quarters by the industrial employees and charging of rent etc. No industrial employee can demand or claim to be provided with such facility. However such facilities as payment of house-rent allowance to industrial employees who have not been provided with Government residential accommodation in the specified areas of the State as sanctioned by Government from time to time may be availed by all industrial employees within the purview of the relevant Government orders.
Medical and first-aid facilities provided under the Factories Act and rules framed thereunder will be available to the industrial employees of the undertaking. Besides, medical facilities as are available to Government servants from time to time shall also be available to the said employees of the undertaking.
The above facilities shall automatically be withdrawn from the moment the employees' State Insurance or such other specific schemes meant for industrial employees comes into force in the undertaking under the provisions of law or with the specific consent of the industrial employees.
The scale and pattern of clothing or uniformthat may be supplied to any industrial employee or class of industrial employees in the undertaking and the terms and conditions of supply shall be fixed by the Government in consultation with the Director. Registered Trade Unions may also be consulted in the matter. In case of difference of opinion, the decision of the Government shall be final in the matter.
Maintenance of discipline among the industrial employeesby laying down rules and regulations from time to time and enforcing the same by such action as the undertaking may deem proper, is necessary in the interest of proper and efficient administration. The acts and omissions by an industrial employee mentioned below shall be considered as misconduct and any other act or omission not mentioned in the list but which are subversive rules of decency, discipline and morality according to normal human conduct and behaviour or are against established practice of discipline in the undertaking shall also constitute misconduct and will be punishable under these rules.
The following acts or omissions and commissions shall be treated as misconduct and be liable for disciplinary action :
(1)Wilful insubordination or disobedience whether alone or in combination with another or others of any lawful and reasonable orders of the superior authority;
(2)Striking work or to resort to "go slow tactics" or inciting others to strike work with another or others in contravention of any lawful and reasonable orders of the authority;
(3)Striking work or inciting others to strike work in contravention of the provisions of the Industrial Disputes Act, 1947 or any other enactment or rules in force for the time being;
(4)Theft, fraud or dishonesty in connection with the employer's business or property;
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-(1) Any one or more of the following penalties may be imposed on an industrial employee for proved misconduct or for any other good and sufficient cause, namely :
(i)Fine;
(ii)Censure;
(iii)Withholding of increment or promotion;
(iv)Recovery from pay of the whole or part of any pecuniary loss caused to the undertaking by negligence or breach of orders;
(v)Suspension;
(vi)Reduction to lower service, grade or post or to a lower time scale or to a lower stage in a time-scale;
(vii)Compulsory retirement;
(viii)Removal from service which shall not be a disqualification for fut
The procedure for imposing minor penalty as well as major penalty in respect of the industrial employees shall be as laid down in the Orissa Civil Service (Classification, Control and Appeal) Rules, 1962.
(1) The appointing authority may place an industrial employee under suspension (a) where disciplinary proceeding against him is contemplated or is pending, or (b) where the case against him in respect of serious offence is under investigation or trial, during the period of which his presence in the undertaking is considered undesirable.
(2) During the period of suspension the industrial employee is entitled to subsistence allowance which is regulated by the rules in the Orissa Service Code.
The detailed procedure as mentioned under Rule 53 are not necessary to be followed in the event of imposition of any penalty on an industrial employee arising out of his conviction in a criminal charge and where it is deemed not expedient to follow the said procedures in the interest of security of the State.
An industrial employee on whom a penalty has been imposed may appeal against the order imposing penalty to the authority higher in rank than the punishing authority subject to condition laid down in Rule 29 of the Orissa Civil Service (Classification, Control and Appeal) Rules, 1962.
The power of the Governor under Rule 31 of the Orissa Civil Service (Classification, Control and Appeal) Rules, 1962 shall apply to the industrial employees.
SCHEDULE 'A'
[See Rule 8]
List showing the different nomenclature of posts, their classification according to skill and grade etc.
CLASS IV
Unskilled
1.Helper5.Darwan
2.Cleaner6.Choukidar
3.Canteen Attendant7.Watchman
4.Mali8.Sweeper
Semi-skilled
1.Hand Press Fly Boy6.Dresser-cum-Beher
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