Page 9 - Conduct Rules for Employees

HR MANUAL
CHAPTER 6 CONDUCT RULES FOR ALL EMPLOYEES
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11. Domestic Enquiry & Criminal Trial :-
a. Where misconducts are offences under penal laws, criminal action may also be initiated.
b. There is no hard and fast rule that disciplinary action and criminal action should not be held

simultaneously.
c. Where the disciplinary authority finds it fit to defer the domestic enquiry, pending criminal
proceedings. The substantive difference in both these proceedings is the degree of proof

required. Acquittal by criminal Court shall not be a bar on the departmental proceedings

12. Suspension - Where disciplinary proceedings against an Employee is contemplated or pending or
where criminal proceedings against him is in progress and the Institute is satisfied that it is

necessary or desirable to place the Employee under suspension, the Registrar or such other Officer,
may by order in writing suspend him with effect from such date as may be specified in the order. A

statement setting-out in detail the reason for such suspension shall be supplied to the Employee
while placing him under suspension. An Employee, who is placed under suspension under this
clause shall during the period of such suspension be paid a subsistence allowance as per provisions
of Tamil Nadu Payment of Subsistence Allowance Act, 1981.

If, on the conclusion of the enquiry, or as the case may be, of the criminal proceedings, the Employee
has been found guilty of the charges framed against him and it is considered, after giving the

Employee concerned a reasonable opportunity, of making representation on the penalty proposed
that an order of punishment, the Employer shall pass an order accordingly.
Provided that when an order of dismissal or termination is passed under this clause, the Employee
shall be deemed to have been on loss of pay during the period of suspension and shall not be

entitled to any remuneration for such period and that subsistence allowance already paid to him
shall not be recovered.

The Appointing Officer shall be the competent person to impose punishment.

Provided also that when an order imposing fine or stoppage of annual increment or reduction in
rank is passed under this clause, the Employees shall be deemed to have been on duty during the
period of suspension and shall be entitled to the same Wages/Salary as he would have received if he

had not been placed under suspension, after deducting the subsistence allowance paid to him for
such period.

If on the conclusion of the enquiry or as the case may be of criminal proceedings, the Employee has
been found to be not guilty of any of the charges framed against him, he shall be deemed to have

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