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b) Subsistence allowance:- Employees placed under
suspension shall be entitled to receive 50% of the last drawn
salary as subsistence allowance. The suspended employee has
to give a declaration that he has not engaged in any other
employment on a month-to-month basis and he shall also
furnish the address for communication during the suspension
period.
c) If a direction is given by the Society U/s 59 of Act, the
competent authority shall initiate disciplinary action by following
the procedure and guidelines specified in these regulations.

7. PROCEDURE FOR DISCIPLINARY ACTION: The following
procedure shall be followed for initiating disciplinary action.

a) The employee shall be issued a memo in writing of the allegation
levelled against him, providing him an opportunity to submit his
explanation within the prescribed time. When the explanation offered
is not found satisfactory, he shall be served with a charge-sheet along
with statement of allegations indicating the gravity of the misconduct.
In case sufficient prima-facie evidence/material is available to proceed
against the employee the charge-sheet may also be issued directly.
The process of appointment of Enquiry Officer shall necessarily be
followed in respect of major misconduct. The managing Committee
shall appoint an Enquiry Officer or Enquiry Committee. During the
enquiry process, the employee shall be permitted to verify and take
extracts form relevant records as required by him. The Enquiry Officer
may however refuse such permission if in his opinion such records are
not relevant to the enquiry by recording reasons in writing. The
Enquiry Officer or Enquiry Committee shall submit detailed enquiry
report within a reasonable time i.e., within a period of 02 months.
b) No penalty shall be imposed on any employee unless the charge/
charges on which it is proposed to take disciplinary action against him/
her have been communicated to him/ her in writing and he/ she has
been given reasonable opportunity of showing cause against the action
proposed to be taken against him/ her.
c) An employee, against whom disciplinary action is proposed to be taken
for gross misconduct, shall be given a charge sheet clearly setting,
forth the circumstances appearing against him/ her and a date shall be
fixed for enquiry, sufficient time for his/ her explanation as also to
produce any evidence in his/ her defence. The employee shall be
permitted to cross examine any witness, whose evidence is adduced to
prove the charge/ charges and produce evidence in defence. In case
any charge is held to be proved, the employee shall be advised in
writing of the nature of punishment proposed to be inflicted on him/

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