ANDHRA PRADESH STATE ROAD TRANSPORT CORPORATION
O/o the Managing Director,
No: P2/79(4)/2001-PO.IV Mushirabad, Hyderabad-20.
CIRCULAR NO. PD-02/2002, Dated 28-01-2002
Sub: CC&A REGULATIONS – Counselling of erring employees before imposing penalties – Instructions – Issued.
Ref:1. Cir. No. PD-41/75-76, dt. 21.7.1975
2. Cir. No. PD-24/78-79, dt. 1.6.1978.
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Under Reg. 18(1) of APSRTC Employees’ (CC&A) Regulations, 1967, an employee may be placed under suspension pending investigation or enquiry into the grave charges where suspension is necessary in the public interest or where any criminal offence is under investigation or trial.
In order to exercise the powers judiciously, guidelines were issued through the Circular 1st cited to the disciplinary authorities, the circumstances under which an employee can be placed under suspension. Further guidelines were also issued through the circular 2nd cited that an employee should not be suspended from duty as a matter of routine and suspension shall be resorted to only when a prima-facie case has been made out against the employee and warrants suspension. It was also mentioned therein that the suspension order should be followed up by a charge sheet in-variably with specific charges framed against the employee immediately. However if it is not practically possible to issue charge sheet along with the suspension order, the charge sheet should be issued immediately, but not later than 7 days from the date of issue of the suspension order.
The punishments envisaged under Reg. 8 of APSRTC Employees (CC&A) Regulations are to be awarded basing on the gravity of the offence. The omission and commission or lapses is a misconduct under APSRTC Employees (Conduct) Regulations which liable for disciplinary action under CC&A Regulations.
It order to bring awareness amongst the employees on the consequences if they indulge in various acts of misdemeanour, and to reform and motivate the erring employees by correcting themselves, to improve their working habits and also to be more careful in their day to day work., the following guidelines shall be followed :
1. Counselling should be done at periodical intervals by the Unit Officer in case an employee indulges in minor lapses or omission and commission.
2. While counselling, the lapses on the part of the employee, the effect of such lapses on him/her and the Organisation and also on public at large shall be explained.
3. Personal counselling shall also be made to the employee at the time of raising from “Depot Spare” or from “Suspension” with an advise not to repeat such acts of misconduct in future and if such acts are repeated it will be viewed seriously.
4. In spite of Counselling, the employee indulges in misconduct or any activity which is detrimental to the interest of the organization / public, necessary disciplinary action shall be initiated.
5. A personal hearing has also to be given to the employee who has been issued with show cause notice proposing to impose any one of the major penalties like “postponement of increment with cumulative effect, reduction of Pay, reversion to a lower category of post or removal from service” etc.
6. Employee kept in depot spare may be permitted during the Depot spare period to represent his/her case in person and to explain the circumstances under which the offence was committed.
Necessary action shall, therefore, be taken accordingly without any deviation.
Sd/- R.P. SINGH
VICE CHAIRMAN & MANAGING DIRECTOR