final karnataka state co-operative consumers federation ltd....1 final karnataka state co-operative...

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final

Karnataka State Co-operative Consumers Federation Ltd.

No.4, Pampamahakavi Road, Chamarajpet, Bangalore 18.

SUBSIDIARY RULES

In exercise of the powers vested in the Board of Directors under the Bye Law no. 36 of

the following subsidiary rules relating to the service conditions for employees are framed

1) DEFINITIONS :

1. “Pay” means the amount drawn by the employee as the pay which has been

sanctioned for a post held by him substantively, or in an officiating capacity or which he is

entitled by reason of his position in a particular cadre

2. “substantive pay” means the pay other than special pay, personal pay or

emoluments classed as pay by the board, to which an employee is entitled on account of a post

to which he has been appointed substantively or by reason of his substantive position in a

particular cadre.

3. “salary” means pay and all other allowances .

4. “approved service” means, the service counting from the date of confirmation to the

date of retirement.

5. “Probation” is the period of service from the date of appointment till

confirmation spent before being confirmed in a permanent post.

6. “Temporary service” means service spent on a post held and prior to absorption

in a permanent post.

7. Special allowance means an additional allowance granted to the employee in

consideration of :

a) The special arduous nature of the duties involved.

b) A specific addition to the work of responsibility.

8. “Hill Station Allowance” means, allowance granted to employees working in Hill

Station viz., M.M.Hills or such other Hill station at fixed rates per month in lieu of

C.C.A.,

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2) APPLICATION

These rules shall apply to all the employees of the federation who are in the service on the date

of approval of the rules by the Registrar of cooperative societies and to those who may be

employed after the said date.

3) OFFICE SECRECY

No employee shall, except when generally or specifically empowered or permitted by the

Board, communicate directly or indirectly to any other person or Institution or to the press any

document or information which has come to his possession in the course of his official duties, or

has been prepared and collected by him in the course of such duties, whether from official

sources or other wise.

4) OFFICE STAFF

A) The Federation establishment may consist of the following officers and

employees.

1.The Managing Director who shall be an officer of the Cooperative Department, not

below the rank of Additional Registrar of Cooperative Societies, appointed by the government.

1. a) The Administrative Officer who shall be an Officer of the Cooperative

Department not below the rank of Deputy Registrar of Cooperative Societies,

appointed by the Government

2. The Accounts Officer who shall be an officer of the Cooperative Department not

below the rank of an Asst. Registrar of Cooperative Societies, appointed by the

Government.

3 Business manager / Manager Grade-I

4 Distribution officer/Technical officer/Security cum Public Relation Officer/Asst.

Manager / Manager Grade-II

5 Accountant/Textile Asst. /Senior Pharmacist/

6 Supervisor/Field officer/Floor Manager/Deputy Accountant/Senior Accounts

Clerk/Chief Cashier/Office Superintendent/Pharmacist

7 Asst. Accountant /Internal Auditors/Junior Supervisor/Sr. Steno.

8 First Division Clerk/Cashier/Godown Keeper/Stenographer/Sr.Typist/Sr.Sales

Asst/District Sales Representative / Sales Executive/Sales Supervisor/Knitting

Mechanic.

9 Second Division Clerk/Sales Assistant/Typist/Senior Driver/ Telephone Operator

/Receptionist

10 Driver /Cutters

11 Attenders/ Ironers/ Stitchers

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12 Peon/ Gardener/ Unskilled Labour

13 Hamali Cum-Packer Boy

Subject to the budget allotment sanctioned by the General Body, The Board of

Directors shall prescribe from time to time the strength of the establishment of the Federation

and scales of pay admissible to each employee thereof.

B) Appointments will be made by the Board from time to time to various posts

subject to the qualifications prescribed in K.C.S. Act and Rules.

5)CONDITIONS OF SERVICE:

I ) Recruitment

a) No appointment by direct recruitment shall be made except by calling for application from

eligible candidates after the publication.

b) ‘Not with standing anything contained in condition (a), in the event of the death of an

employee while in service the Managing director at the request of the heir of the deceased and

with the approval of the Board of Management could provide employment either to his

wife/Husband/Son /Daughter as the case may be. One of the Heirs of the deceased as mentioned

above, could be absorbed to the suitable post in consideration of the educational status of the

heir. Such employment to the heir of the deceased employee while in service, could be provided

up to the cadre of the Second division clerk only. The age limit prescribed for recruitment

under the Subsidiary Rules could be relaxed with the permission of the Registrar of

Cooperative Societies in Karnataka, Bangalore. Provided that an application for a suitable job

is made by the heir within five years from the death of employee.

II) All persons directly appointed to permanent posts shall be on probation for a period of one

year or such period as the board may determine. The approved services shall count only from

the date of completion of the probationary period. On completion of the probationary period. In

case his work is found satisfactory and he is appointed in a permanent post, the employee may

be called upon to execute an agreement to serve the federation for such period as the board may

determine and to abide by the terms stipulated therein.

III) To give one-month notice on either side for termination service.

IV) Except the post of the Managing Director and post held by the officers on deputation from

the Government, all other posts may be filled-up in the following manner.

5.(iv) A.SALES ASSISTANT

There shall be direct recruitment to the posts of Sales Assistant to the extent of 90%. The

balance 10% of the vacancies of the post of Sales Assistant should be available for Class-IV

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posts and if not available 10% should also be filled up by direct recruitment. The qualifications

for recruitment to these posts shall be a pass in S.S.L.C. Preference being given to experience

and Diploma in Cooperation. The existing Junior Sales Assistant and Sales Assistant will be

merged/in to one cadre and called as Sales Assistant.

NOTE: The pay of Junior Sales Assistant Merged shall be fixed in the scale of pay of Sales

Assistant at a stage what they are drawing at the time of merger and their original seniority will

be maintained and they will occupy a place at the bottom of the list of present Sales Staff.

5 .(iv) B. SENIOR SALES ASSISTANT:DIST. SALES REPRESENTATIVES:

The posts of Senior Sales Assistants / District Sales Representatives shall be filled up by direct

recruitment and promotion on 40:60 basis. The promotional posts should be filled up by the

promotion from the cadre of Sales Assistants, provided if they put in a satisfactory service of 5

years in the cadre of Sales Assistants. The Qualification for direct recruitment to the post of

Senior Sales Assistant/District Sales representatives shall be a Graduation, preference being

given to experience, training in Cooperation.

5(iv) C. JUNIOR SUPERVISOR

The post of Junior Supervisor shall be filled up by promotion from the cadre of senior sales

assistants provided the persons have put in a satisfactory service of 5 years in the cadre of

Senior Sales Assistants. The post of Junior Supervisor shall carry the pay scale equivalent to

that of Assistant Accountant.

5(iv) D. SUPERVISOR/DEPUTY ACCOUNTANT/SENIOR ACCOUNTS

CLERK/CHIEF CASHIER/ OFFICE SUPERINTENDENT

The post of Supervisor and Deputy Accountant shall be filled up by direct recruitment and

promotion on 10% - 90% basis.

I. The qualification for direct recruitment for Supervisor/Deputy Accountants shall be a

graduation in commerce of any recognised University with a Diploma in Business Management

or Management Accounts with experience.

II. The promotional post of Supervisor/ Field Officer/ Floor Manager shall be filled up by

promotion in the following manner

a. 80% from the cadre of Assistant Accountant provided they have put in a satisfactory

service of 5 years.

b. 20% from the cadre of Junior Supervisor provided they have put in satisfactory service

of not less than 5 years.

III. The promotional post of Deputy Accountant/Senior Accountant / Chief Cashier/Office

Superintendent shall be filled up from the cadre of Assistant Accountant provided they have to

put in a satisfactory service of 5 years.

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5.(iv)E. SECOND DIVISION CLERK

90% of the Second Division Clerks shall be filled up by direct recruitment and 10% should be

filled up by promotion from Class-IV post, if eligible persons are available. If there are no

eligible persons, the 10% shall also be filled up by direct recruitment. The qualifications for

direct recruitment of Second Division Clerks shall be a pass in S.S.L.C. with preference being

given to experience and training in co operation.

5.(iv) F. FIRST DIVISION CLERKS;

The post, shall be filled up by promotion and direct recruitment on 60% and 40% basis. The

qualification for direct recruitment shall be a graduation in any discipline from a recognised

University, preference being given to training in cooperation and experience. 60% of the posts

of F.D.C. shall be filled up by promotion from the cadres of S.D.C. provided they have put in a

satisfactory service of 5 years.

First Division Clerks can be posted to work as Godown keeper or cashier.

5 (iv) G. ASSISTANT ACCOUNTANT

The post of Asst. Accountant shall be filled up in the following manner.

I. 90% from the cadre of First Division Clerk provided they have put in a satisfactory

service of 5 (five) years. AND

II. 10% from the cadre of Stenographers provided they have put in a satisfactory service of

5(five) years.

5 (iv) H. ACCOUNTANT

The post of accountant shall be filled up as follows:

I. 33 1/3% of the post shall be filled up by direct recruitment. The qualification for direct

recruitment shall be M.Com, of a recognised university of C.A or B.Com with Diploma in

Cooperation or equivalent.

II. 66.2/3% of the post shall be filled up by promotion of seniority cum merit basis from

among the Supervisor/Deputy Accountant/Senior Accounts Clerk/Chief Cashier/ Office

Superintendent provided they have put in a satisfactory service of not less than 5 years in the

cadre.

5 (iv) I. PEONS

a) 50% of the posts of peons shall be filled up by direct recruitment, a pass is VII standard

is compulsory. Remaining 50% of the posts of Peons shall be filled up by Promotion

from the Cadre of Hamali Cum Packer Boy.

b) ATTENDERS :

The post of Attenders shall be filled by promotion of Peons who have put in service

of 12 years.

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c) HAMALI CUM PACKER BOY :

The post of Hamali Cum Packer Boy shall be filled up by direct recruitment. The post

shall be under Class – IV category.

5.(iv) J TYPISTS:

The post of Typist shall be filled up by direct recruitment. The qualification shall be a pass is

S.S.LC. and a pass in Senior Kannada and Senior English typewriting.

The Typists who have put in a satisfactory service of 5 years after the completion of probation

should have option to work as Second Division Clerks and that will take them on to the line of

promotions provided therein. The option given is final and irrevocable.

5(iv) K. SENIOR TYPISTS

The post of Senior Typist shall be filled up by promotion of Typist who has put in a satisfactory

service of 5 years after completion of their probationary period.

5(iv) L . STENOGRAPHERS:

The post of Stenographers shall be filled up; by direct recruitment. The qualification for the

post of Stenographers is S.S.L.C. with Senior Grade English Typewriting and Senior Grade

English Shorthand and Senior Grade Kannada Typewriting and Senior Grade Kannada

Shorthand, or Diploma in Secretarial practice in Kannada Shorthand and Kannada

typewriting.

5 (iv) M. SENIOR STENOGRAPHERS

The post of Senior Stenographer shall be filled up by promotion of Stenographer who have put

in a satisfactory service of 5 years after the completion of probation

5 ( iv) N. PHARMASIST

The post of Pharmacist shall be filled up by direct recruitment. The qualification shall be a

Diploma in Pharmacy and experience may be preferred.

5 (iv) O. SENIOR PHARMACIST:

The post shall be filled up by direct recruitment or by promoting the Pharmacist who have put

in satisfactory service of 5 years after the completion of probation. For the direct recruitment

the qualification shall be Diploma in Pharmacy and experience of 7 years as Pharmacist in any

reputed firm.

5 (iv) P. DRIVERS:

90% of the post of Drivers shall be filled up by direct recruitment. The qualification shall be a

pass in VII standard and a valid Heavy Vehicle-Driving License. 10% of the post shall be filled

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up by promotion of Peons/ Attenders who have put in 5 years of service as peons and possessing

a valid heavy vehicle-driving license.

5 (iv) Q. SENIOR DRIVERS:

The post of Senior Driver shall be filled up by promotion of driver who have put in a

satisfactory service of 5 years after the completion of probation.

5 (iv) R. MANAGER GRADE II/ASSISTANT MANAGER

The post shall be filled up as follows.

1. 33/1/3% of the post shall be filled up by direct recruitment. The qualification for direct

recruitment shall be graduation with M.B.A. or Master Degree of equivalent to the

master Degree of a Recognized University.

2. 66/2/3% of the post by selection on Seniority-cum-Merit from among the Accountants

who have put in satisfactory service as Accountants for a period of 5 years.

.

5 (iv) S. MANAGER GRADE-I

The post shall be filled up by promotion of Assistant Manager/Manager Grade-II who have put

in a satisfactory service in that cadre for a period of 5 years.

NOTE FOR RULE 5(iv)

a) Promotion will be made ordinarily according to seniority and merit but no promotion

can be claimed as a matter of right direct recruitment can be made for the posts of

promotional vacancies also with the permission of the board when suitable candidates

are not available for promotion.

b) The persons who are involved in shortage of stock or cash under suspension/facing

enquiry for serious charges/ who are having adverse remarks in their confidential

reports of previous 3 years at the time of promotion are not eligible for promotion. The

employee who is facing enquiry if exonerated of the charges is however eligible for

promotion.

c) Any of the employee can be posted to any of the equivalent post but the sales staff can

not be posted as clerical staff and vice versa

d) Promotion of the different cadres shall be after being screened by the screening

committee constituted for different cadres as prescribed hereunder.

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CATEGORY OF THE POST TO WHICH MEMBERS OF THE COMMITTEE

PROMOTION TO BE MADE

1. Manager Grade I & equivalent post 1) President

2) Managing Director

3) Administrative Officer

4) Accounts Officer

2.Manager Grade II, Accountants, 1) President

Field officers, Dy. Accountant & 2) Managing Director

Equivalent posts. 3) Administrative Officer

4) Accounts Officer

3. All other cadres except at (1)&(2) above 1) Vice President

2) Managing Director

3) Administrative Officer

The committee report shall be placed before the board for approval .

AGE LIMIT FOR ENTREY INTO SEVICE :

Except with the previous permission in the writing of the registrar of cooperative societies, no

person who has attained the age of 38 years in the case of scheduled castes and scheduled tribes

or backward tribes and 36 years in the case of backward caste or backward community and

33years in the case of others shall be appointed to any post in the service of the federation.

Provided that this restriction shall not apply to government servants whose services are lent to

the federation.

VI. AGE OF RETIREMENT

The age of retirement of an officer or an employee of the federation is the date on which

he attains the age of sixty years.

Vii. VOLUNTARY RETIREMENT SCHEME

An employee of federation could avail voluntary retirement scheme enumerated hereunder

subject to the terms and conditions mentioned therein.

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1. For an employee who has put in above 5 years

and less than 10 years of satisfactory and

approved service.



approved service



approved service.



approved service


of satisfactory and approved service.

1month pay for every completed

year of service.

1 ½ month pay for every completed

year of service.

2 months pay for every completed

year of service.

4 months pay for every remaining

year of service till superanuation.

5 months pay for every remaining

year of service till superanuation

TERMS & CONDITIONS.

1 The Employee falling under any category should avail the benefits offered to that

particular category only.

2 The above voluntary service benefits shall come into effect from the date of Registrar of

Cooperative Societies accords approval for the same.

3 The Acceptance of the Voluntary retirement application of any employee shall vest with the

Board of Directors/Management. The same shall be acceptable within 3 months from the date

of receipt of the same.

4 Payment under the voluntary retirement scheme shall be made within 30 days from the date

of acceptance of the application.

5 No employee who has availed voluntary retirement benefit scheme shall not be re employed

under any circumstances, after the acceptance of Voluntary Retirement.

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The amount of compensation to be paid as above in the table will be without adjusting or

deducting any dues what so ever.

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Viii .COMPULSORY RETIREMENT

The Board may retire any employee if such retirement is in their opinion necessary in the

interest of the institution provided that the employee concerned is given notice of 3 months

before the date of retirement or in lieu of such notice, a sum equivalent the amount of his salary

for a period of 3 months. Further the board may also consider sanction of compensation as in

the case of compensation payable under Voluntary retirement scheme

ix. CONDITIONS OF SERVICE TRANSFER

a) Any worker/employee of the Federation or its subsidiary units is liable to be transferred

from one place to another or from one unit to another or one section to another and the

workman/employee shall work at the new place of work.

b) The Managing Director is authorized to transfer and to issue posting to any employee of

the Federation or its units.

c) The Manager/Technical officer of any unit or Janatha Bazaar is authorized to effect

transfer in respect of workman/employee not above the rank of Assistant Accountant

from one section to another/or from one unit to another attached to the concerned

Janatha Bazaar/Hosiery factory/regional warehouse, regional Branches.

d) Any amendments to Rule-5 is subject to prior approval of the Registrar of coop societies

6. SCHEME OF TIME BOUND ADVANCEMENT FOR THE EMPLOYEE

I. (a) A scheme of time bound advancement for the employee is introduced w.e.f.

1st of July 1985.

(b) An employee may be permitted to move on to the next higher grade of pay scales

mentioned hereunder subject to fulfillment of conditions stipulated in para (2) of this rule. This

shall come into effect from 1/7/1989 and onwards.

SCALE OF PAY SELECTION TIME

SCALE OF PAY

490-720

710-1145

780-1295

825-1420

885-1595

1070-1970

1145-2125

1235-2235

710-1145

780-1295

825-1420

885-1595

1070-1970

1145-2125

1235-2235

1525-2780

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An employee holding any post in any of the above eight scales of pay either on an officiating

basis or in a temporary of substantive capacity may be permitted to move on to the selection

time scale of pay assigned, there to subject to the fulfillment of the conditions stipulated in

para (2) of this rule.

2. I ) The movement of the employee to the selection time scale of pay assigned to the post held

by him/her shall be subject to the following conditions.

a) The employee should have completed a service of 10 years in the post held by him /her.

b) The employee should have a satisfactory record of services the satisfactory nature

of service being determined in the same manner as suitability is determined

for promotion on the basis of Seniority-cum-Merit.

c) Where there is avenue of promotion, the employee should be qualified and eligible

for promotion in accordance with the rules of recruitment.

II. The employee who has voluntarily fore gone promotion shall not be eligible for movement

to the selection time scale of pay.

III. The employee who has been once permitted under this scheme to move on to the

selection time scale of pay shall not be eligible for the benefit of selection time scale of pay

during the remaining period of service.

IV. Subject to the fulfillment of the above conditions

a) An employee who has completed a service of 10 years in the post held by him/her as on

30th June 1985 may be permitted to move onto the selection time scale of pay assigned to the

post held by him/her w.e.f. 1-7-1985.

b) An employee who completes a service of 10 years in the post held by him on or after 1-7-1985

may be permitted to move on to the selection time scale of pay assigned to the post held by him

w.e.f. the date following the date of completion of such service.

3. The Managing Director shall be competent to permit an employee to move on to the

selection time scale of pay assigned to the post held by him/her subject to the provisions

mentioned above.

4. a) The pay of the employee who is allowed the benefit of the selection time scale of pay

has to be fixed in accordance with the provisions of rule 18. The pay may be re fixed on

the date on which the employee would have drawn normal increment if it is

advantageous to him. However in the case of an employee who has reached there

maximum of the scale of pay applicable to the post held by his/her next increment in the

selection time scale of pay will accrue after the completion of the incremental period of

twelve months.

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b) If an employee who has been permitted to move on to the selection time scale of pay gets

promotion within 2years from the date of his/her movement to the selection time scale of pay,

his/her pay on promotion shall be fixed in the scale of pay applicable to the promotional post at a

stage equal to the pay drawn in the selection time scale of pay.

c)The service which counts for the purpose of determining seniority in the cadre of promotion

has to be taken into account in computing the period of 10 years prescribed for grant of the

selection time scale of pay. The service rendered as a local candidate, service rendered under

work-changed establishment or any other service which does not count for determining seniority

cannot be taken into account in computing the prescribed period.

5) The scheme is applicable to all the employees except the following:

a) Persons employed on contract basis.

b) Persons appointed on daily wages

c) Persons appointed on consolidated pay or on part time basis.

d) Persons appointed as temporary candidate

6) Whenever the pay scales of the employees of the Federation are revised, the corresponding

Selection time scale of pay shall be made applicable.

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13

6A.3 ªÉÆzÀ®£ÉÃ CxÀªÁ vÀzÀ£ÀAvÀgÀzÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛAiÀÄ£ÀÄß ¥ÀqÉzÀÄ £ÀAvÀgÀ PÁ®«Äw ªÉÃvÀ£À §rÛ ¥ÀqÉzÀgÉ CxÀªÁ G£ÀßvÀ ºÀÄzÉÝUÉ §rÛ ºÉÆA¢zÀ £ËPÀgÀgÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛAiÀÄ£ÀÄß F PÉ¼ÀPÀAqÀAvÉ PÀæªÀÄ UÉÆ½¸ÀvÀPÀÌzÀÄÝ.

i) ªÉÆzÀ®£ÉAiÀÄ CxÀªÁ vÀzÀ£ÀAvÀgÀzÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛUÀ¼À£ÀÄß ¥ÀqÉzÀ £ÀAvÀgÀ G£ÀßvÀ zÀeÉðUÉ §rÛ ºÉÆA¢zÀ £ËPÀgÀgÀÄ §rÛAiÀÄ ºÀÄzÉÝAiÀÄ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è UÀjµÀ× ºÀAvÀªÀ£ÀÄß vÀ®Ä¦zÀ MAzÀÄ ªÀµÀð¥ÀÇtðUÉÆAqÀ ¢£ÁAPÀ¢AzÀ JgÀqÀ£ÉÃ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛ CxÀªÁ vÀzÀ£ÀAvÀgÀzÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛAiÀÄ£ÀÄß ¥ÀqÉAiÀÄ®Ä CºÀðgÁVgÀÄvÁÛgÉ.

ii) ªÉÆzÀ®£ÉAiÀÄ CxÀªÁ vÀzÀ£ÀAvÀgÀzÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛAiÀÄ£ÀÄß ¥ÀqÉzÀ £ÀAvÀgÀ G£ÀßvÀ ºÀÄzÉÝUÉ §rÛ ºÉÆA¢zÀ £ËPÀgÀgÀ ªÉÃvÀ£ÀªÀ£ÀÄß §rÛAiÀÄ ºÀÄzÉÝUÉ C£ÀéAiÀÄªÁUÀÄªÀ ªÉÃvÀ£À ±ÉæÃtÂAiÀÄ°è ªÉÆzÀ®Ä ¸ÀÜVvÀ ªÉÃvÀ£À M¼ÀUÉÆAqÀAvÉ ¥ÀqÉAiÀÄÄwÛzÀÝ ªÉÃvÀ£ÀzÀ ºÀAvÀPÉÌ ¸ÀªÀÄ£ÁV ¤UÀ¢ü ¥Àr¸À¢zÀÝ°è CAvÀºÀ £ËPÀgÀjUÉ JgÀqÀ£ÉAiÀÄ CxÀªÁ vÀzÀ£ÀAvÀgÀzÀ ¸ÀÜVvÀ ªÉÃvÀ£À §rÛUÀ¼À£ÀÄß CªÀ¢üUÉ ¥Áæ¥ÀÛªÁUÀÄªÀ ¢£ÁAPÀzÀAzÀÄ ®¨sÀå«gÀÄvÀÛzÉ.

6A.4 ¸ÀÜVvÀ ªÉÃvÀ£À §rÛ ªÀÄAdÆgÀÄ ªÀiÁqÀÄªÀ C¢üPÁgÀ ªÀÄºÁªÀÄAqÀ½AiÀÄ ªÀåªÀ̧ ÁÜ¥ÀPÀ ¤zÉðÃ±ÀPÀgÀÄ ºÉÆA¢gÀÄvÁÛgÉ.

7) LEAVE RULES:

i) No leave of any kind can be claimed as a matter of right.

ii) Leave may be granted to the employees in the ordinary course but it is left to the

discretion of the appropriate authority to grant, refuse or revoke leave of any

description according to the exigencies of services.

iii) Leave will ordinarily be granted only on previous written applications in the prescribed

form.

iv) Absence without leave for more than 2 months at a time whether in continuation of

sanctioned leave or other entail termination of appointment unless otherwise ordered.

v) The following kinds of leave may be granted to employees.

A) Casual leave.

B) Earned leave.

C) Maternity leave.

D) Sick leave on Half pay on Medical certificate.

E) Leave without allowance.

F) Special Disability leave.

G) Special casual leave.

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A) CASUAL LEAVE:

Every permanent employee shall be eligible for 15 days casual Leave in a calendar year, but not

more than 6 days at a time.

B) EARNED LEAVE:

Every permanent employee shall be entitled for ‘Earned Leave’ of full pay at the rate of one

eleventh of the period spent on duty and every temporary employee shall be entitled for ‘Earned

Leave’ at one day for every twenty two of the period spent on duty. The Earned leave can be

accumulated up to a maximum period of 240 days, subject to the balance of leave at his/her

credit, an employee may be sanctioned earned leave for a period up to 240 days at a time.

C) MATERNITY LEAVE:

Maternity leave of absence from duty on full pay may granted to married women employees, for

a period which shall not ordinarily exceed two months but which may be extended to three

months at the discretion of the sanctioning authority. In no case shall maternity leave be

extended beyond six weeks form the date of confinement. Provided that no maternity leave shall

be granted to married women employees having two or more living children.

Note: The Managing Director is empowered to grant Maternity leave to married Women

employees.

Maternity leave may be combined with leave of any other kind, but any leave applied for

in continuation of the former may be granted only if the request be supported by a Medical

certificate.

Maternity leave under this rule may also be granted in cases of miscarriage, including

abortion, subject to the condition that the leave granted shall not exceed six weeks and the

application is supported by a Medical Certificate.

Vacancies caused on account of grant of Maternity leave should not be filled up if they

are of less than two weeks duration.

D) SPECIAL LEAVE ON MEDICAL CERTIFICATE:

i) Special leave on production of a Medical certificate from a Government Medical

officer, not below the rank of an Assistant surgeon may be granted on half pay, if

leave is due. Such leave shall not exceed a period made up by reckoning fifteen days

for each year of service in the institution without break. The total of such leave shall

in no case exceed twelve months through out the total service of an employee.

However the provision is not applicable to those employees who are covered by the

Employees State Insurance Act 1948.

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ii) However the persons covered under the ESI act shall be entitled to receive

sickness benefits in accordance with the provisions of the ESI Act. Provided any person

is not entitled for sickness benefit for more than 56 days for any 2 consecutive benefit

periods. The period for which any person gets sickness benefit shall be treated as ESI

leave.

E) LEAVE WITHOUT ALLOWANCE:

Leave without allowance may be granted to employees at the discretion of the

sanctioning authority when no leave is available at his credit. Time spent on this leave does not

count as service for other allowance or for earning increments. Absence without applying for

leave for more than 30 days whether in continuation of sanctioned leave or otherwise shall be

liable for termination from service. Further the employees shall also be liable for termination

for habitual absence, from duty for more than three times or 30 days in a calendar year.

F) SPECIAL DISABILITY LEAVE:

1. Subject to the conditions herein after specified special disability leave may be granted

to the employee whether permanent or temporary who is disabled by injury intentionally

inflicted or caused in or in consequence of the due performance of his official duties or in a

consequence of his official position.

2. Such leave shall not be granted unless the disability manifests itself within three

months of the occurrence to which it is a tributed and the person disabled acted with due

promptitude in bringing to notice. But the Board, if they are satisfied as to the cause of the

disability, may permit leave to be granted in cases where the disability manifested itself more

than three months after the occurrence of its cause.

3. The period of leave granted shall be such as is certified by a Medical officer of the

rank of Civil Surgeon to be necessary. It shall not be extended except with the certificate of that

authority and shall in no case exceed 24 months.

4. Such leave may be combined with leave of any other kind.

5. Such leave may be granted more than once the disability is aggravated or reproduced

in similar circumstances at a later date, but not more than twenty four months of such leave

shall be granted in consequence of any one disability.

6. Special disability leave will count as duty calculating service but will not count as

service for leave. It will not be regarded as interrupting service for leave under the ordinary

rules, nor as diminishing the amount of such leave at the employee’s credit or as part of the

maximum leave admissible to him.

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7. Leave allowance during such leave shall be equal.

a) For the first three months of any period of such leave including a period

of such leave granted under clause (5) of this rule to average pay and

b) For the remaining period of any such leave to half average pay.

8. In the case of person to whom the workmen’s compensation act applies, the amount of

leave allowance payable under this rule shall be reduced by the amount of compensation

payable under that act.

G) SPECIAL CASUAL LEAVE:

1. Special casual leave not exceeding 14 days may be sanctioned by the Managing

director to the women employees of the Federation who under go non-puerperal sterilization on

the strength of Medical certificate granted by the Government medical officer performing the

operation.

2. Such special casual leave may also be sanctioned to female employees having 3 or

more living children who are not entitled to grant of maternity leave but who undergo

tubectomy operation even during puerporium under the family Planning Scheme.

3. In the event of failure of tubectomy operation if the employee under goes non-

puerperal tubectomy operation for the second time, she shall be granted special casual leave not

exceeding 14 days again on production of Medical certificate from the Government Medical

officer performing such operation to the effect that the first operation was a failure and the

second operation actually performed.

Vi) ELIGIBILITY FOR LEAVE

Employees appointed on probation and employees appointed temporarily are eligible for (I)

casual Leave at the rate of one day for every months duty (ii) Earned leave at the rate of 1/22 of

the period spent on duty. Such employees shall not be eligible for any other leave. Earned leave

for not more than two months may be availed of by the employees preparatory to retirement,

provided no re-employment is sought. Persons re-employed are eligible for such casual leave

and Earned leave as available to other permanent employees.

Employees who apply for leave with the intention of resigning shall not be eligible for any leave.

Leave shall not be granted to an employee when a competent punishing authority has decided to

dismiss, remove or compulsorily retire him/her from service.

8 SCHEME OF ENCASHMENT OF EARNED LEAVE:

1. An employee shall at his option be allowed to surrender and Encash earned leave, not

exceeding 30 days out of the leave to his/ her credit once in Block period of 2 years commencing

from the calendar year 1985. Thus the blocks will be 1-1-1985 to 31-12-1986, 1-1-87 to 31-12-

1988 and so on.

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2. An employee may apply for surrender of earned leave while on duty in combination

with or in continuation of any kind of leave due and admissible under the rules

3. An application for surrender of earned leave shall be made in the prescribed form at

least a week in advance of the due date for surrender. The date of surrender shall be

specifically indicate in the application for surrender of Earned leave.

4. The order sanctioning the surrender of earned leave so specifically indicate the date

from which the employee concerned is permitted to surrender the earned leave so that entries

could be made in his service book. The number of days of earned leave surrendered shall be

reckoned as surrendered on this date.

5. i) The leave salary and allowances admissible for the leave surrendered shall be

equivalent to that which the employee would have received had he actually availed the leave so

surrendered.

ii) The leave salary and allowances admissible for the leave surrendered shall be

calculated and paid at the rate of 1/30th of the monthly pay and allowance for each day of

surrender irrespective of the number of days in the month in which the leave is surrendered as

on duty or on leave.

iii) The leave salary for the period of surrender leave is not liable to any deduction on

account of provident fund subscription, Insurance premium and House rent, however it is

permissible to effect deduction on account of any advance and shortages due to the Federation

and the Units.

6. An employee who is unauthorisedly absent or who is under suspension is not entitled to

surrender earned leave for encashment.

7. The authority competent to sanction the earned leave will be competent to accept the

surrender of leave.

8. The period of earned leave surrendered for purpose of encashment should not be taken

into account for calculating the earned leave.

9. In order to guard against any omission in passing a debit of the leave surrendered in the

leave account of an employee, details of the surrender leave shall be noted in his her service

book and in the leave account at the time the leave salary is drawn. A certificate to the effect

that necessary entries have been made in the service book and the leave account shall be

recorded by the drawing officer in the bill in which the leave salary for the surrendered leave is

drawn and that the employee has not availed this concession previously during the Block period

in respect of which this concession is claimed.

10. The scheme of encashment of earned leave is not applicable to temporary and

probationary employees unless the former become regularized and the later are declared to

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have satisfactorily completed the period of probation and they have put in satisfactory service of

4 years in the Federation and its units.

11. The scheme of encashment of surrender leave is not applicable to daily rate worker.

9. ENCASHMENT OF EARNED LEAVE AT CREDIT AT THE TIME OF

SUPERANNUATION/ VOLUNATRY RETIREMENT: DEATH

i) An employee at his/her option is entitled to receive encashment of earned leave at

his/her credit in the event of superanuation, voluntary retirement from service/death

subject to a maximum of 240 days.

In case of death of an employee while in service, encashment of earned leave at the

credit of the deceased employee on the date of his/her death subject to maximum of 240 days

shall be paid to his/her legal heirs.

10. SERVICE REGISTER:

The Federation shall maintain a record of service of every employee as also of the leave

availed by him from time to time. All charges affecting the rank emolument and other allied

matters shall be recorded in this register and attested by the Administrative officer in respect of

employee working in Head office of the Federation and by the concerned Manager: Unit Head

in respect of employees working in Janatha Bazaars: Units.

10. A) PROVIDENT FUND

Every permanent employee shall be governed by the staff contributory Provident Fund Rules

framed hereunder.

a) STAFF PROVIDENT FUND RULES AND REGULATIONS MEMBERSHIP:

i) Every permanent full time employee of the Federation shall be eligible for membership

and every employee shall become a member.

ii) A member of the fund is allowed to name a nominee.

iii) The balance outstanding at credit of a member in provident fund account will be paid

upon his retirement to himself and on his death to the nominee and in his absence the

legal heirs

Except as is by these rules expressly provided no member nor any person or persons claiming

under or through him shall be entitled to claim any payment of money to him or them.

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SUBSCRIPTION OF MEMBERS :

iv) Each member shall contribute monthly a sum equal to 12 percent of the amounts of the

monthly salary paid to him by the federation. The pay disbursing officer shall

deduct the amount of the members subscription each month, for the month

proceeding and the federation may from time to time deduct from any sum payable

by the federation to any members for salary such as may be required to pay any

subscription due by him to the fund.

v) The Management shall contribute an equal sum of the members contribution for the

fund.

11. STAFF GRATUITY RULES:

Contribution of staff gratuity fund and the payment of the gratuity shall be governed by the

special rules framed here under.

i. The Board of management of the federation shall create a fund called staff gratuity fund

and administer the same in the manner here in after provided.

ii. The object of the fund is to provide gratuities financial relief to such of the permanent

employees of the federation who retire after putting an approved and continuous service in the

federation as here in after provided or to the dependents of such employees at their death

should death occur during the service in the Federation.

iii. The Federation shall on the last day of each official year contribute to the fund amount

equal to at least 1/24th

of the total substantive pay of the permanent staff of the Federation.

iv. When an employee in the permanent service of the Federation who has put in not less

than ten years of satisfactory and approved services is retired from service either on account of

his/her reaching the age of superanuation or on ;account of physical or mental incapacity

disabling him/her for further service or if he/she dies while in service. The board of

Management with the approval of the General Body may grant to him or to his nominees or to

his heirs as the case may be an amount of gratuity not exceeding one month’s pay for every year

of service provided that in no case shall it exceed 15 months pay.

a) When an employee in the permanent service of the Federation who has put in not less

than ten years of satisfactory and approved service is retired from service either on account of

his reaching the age of superanuation or on account of physical or mental incapacity disabling

him for further service or if he dies while in service, the Managing Director may sanction and

pay to him or to his nominee or to his heirs as the case may be an amount of gratuity not

exceeding one month’s pay for every year of service provided that in no case shall it exceed 15

months pay.

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b) Gratuity shall be payable to an employee on his resignation, provided he has rendered

continuous service for not less than 5 years before resigning his position. Gratuity shall be

payable at the rate of 15 days pay for every completed year of service or part there of in excess

of 6 months. The Federation shall pay gratuity to the employee at the rate of 15 days pay based

on the pay last drawn by the employee concerned. The amount of gratuity payable to an

employee shall not exceed 15 months pay. Provided in the case of the piece rated employee, daily

wages shall be computed on the average of the total wages received by him for a period of 3

months immediately proceeding the termination, of his employment and for this purpose the

wages paid for every time work shall not be taken into account.

EXPLANATION:

a) The ‘Heirs’ shall mean and include in the order, wife, son or sons, daughter of the

deceased.

b) ‘Pay’ means as defined in rule 18(a) of K.C.S. Rules 1960.

c) ‘One month’s pay means the highest monthly pay last drawn.

d) ‘Service’ means service from the date on which an employee begins to draw pay in

permanent appointment and must in the opinion of the board be satisfactory. Temporary

service without a break followed by permanent service shall count for service. Discontinuous

service will not count for gratuity.

v) The board of directors may invest the fund separately. The interest earned need not be

added on to the fund.

vi) Gratuity shall not be paid to an employee who has been convicted of criminal offence or

has been dismissed for dishonesty or misconduct involving the federation in loss or damage. No

member of the staff can claim any relief under these rules as a matter of right.

vii) The decision of the board of directors of the federation in all matters relating to the

administration; of the fund and in any question regarding the eligibility of the employee to

receive a gratuity and the amount of gratuity he/she may be paid shall be final and conclusive.

12. BONUS:

(a) Bonus may be allowed to all employees of the federation in the case of each

proportionate to the service put in by him during the year of account in accordance with

payment of Bonus Act.

(b) Bonus shall be calculated on the average pay earned by the members during the period

of account that is computed on the basis of the aggregated of the basic pay.

(c) Bonus may be paid to employees who are in service during the period for which bonus is

declared. So no bonus shall be payable to employees who are discharged from service for

misconduct prior to the date of disbursement of the bonus.

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d) Every member of the staff shall nominate a person to receive in the event of his

death the amount of bonus payable to him .

Provided that the re-employed officials on superanuation in the federation service are

also eligible for bonus on the above terms and conditions.

e) The exgratia equivalent to bonus declared may be allowed to employees who

are not covered by the Bonus act.

13. CONDUCT RULES:

A. ACTS & OMISSIONS CONSTITUTING MINOR MISCONDUCTS:

1. Not commencing the work at the official time or stopping work before the official

closing time unless express permission in writing or instruction to stop work

earlier has been given or if allotted work is completed.

2. Committing nuisance in the premises of the Federation’s head office and its units

and other premises belonging to the federation.

3. Carelessness or neglect of duty or work or leaving the stipulated place of work

without permission of the superior official.

4. Laziness and inefficiency.

5. Staying away from duty without getting leave sanctioned.

6. Quarrelling while on duty which may have subversive effects on the discipline of

the Federation/Janatha Bazaar/Hosiery factory/Regional Warehouse/Regional

branches.

7. Not taking proper care of the goods fixtures, tools entrusted to him.

8. Late attendance without sufficient cause.

9. Reading news papers/magazines/story books etc., during working hours.

10. Refusal to accept any communication, notices or order from the Fedration and its

units,

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11. Non submission of the records, information and documents when called for by the superior

officials

12. Disobeying or non compliance with any circular or notice that may be issued from time to

time.

13. Bringing influence or recommendations for cancellation or modification of any order or

transfer and postings issued by the management or in respect of any other matter relating

to his service or any valid order of the management’s.

13.a) Making false and fictitious complaints against other employee /officers of the federation

and fabricating false evidence.

B ACTS AND OMISSIONS CONSTITUTING MAJOR MISCONDUCTS

1. Any insubordination to or insulting superiors or disobeying any lawful order of the

superior.

2. Participation in or instigating to an illegal or unjustified which includes sit down or stay-in-

strike or refusal to work without notice.

3. Slowing down any purpose of work or inciting or persuading others to resort to deliberate

go slow policy within the premises of the federation head office and its units.

4. Sleeping while on duty.

5. Theft within the premises of the federation head office and its units.

6. Hiding away any articles or material.

7. Demanding offering or accepting bribes or any illegal gratification.

8. Producing false accounts or not rendering proper accounts.

9. Habitual absence without permission.

10. Absenting without permission for 10 consecutive working days.

The duration spent in police custody without intimation or proper information to the

management is also construed as absence without permission.

11. soliciting or collecting contributions for any purpose whatsoever at any time in the premises

of the federation and its units.

12. Engaging in private work or trade for remuneration out side the federation and its unit, or

engaging in other employment for remuneration while in service of the federation or its

subsidiary units without permission of the management.

23

13. Riotous disorderly behaviours, threatening, intimidating coercing other workman or

employees, interfering with the work of other workman employees, assault or threat to

assault within the premises of the federation or its subsidiary units or any act subversive of

discipline.

14. Drunkenness in the premises of the federation or its subsidiary unit in toxication,

consumption of alcohol or being under the influence of alcohol while on duty.

15. Habitual neglect of work.

16. Canvassing for any trade union or party membership or collection. Of union or party dues,

funds and contributions within the premises of the federation or its subsidiary units without

permission of the management.

17. Irresponsible action and negligence resulting damage to any goods or property or financial

loss to the federation or its subsidiary units.

18. Organizing, holding any meeting or gathering within the premises of the federation or its

subsidiary units without the permission of management.

19. Causing cash or stock shortages in the value of goods entrusted or received by the

employees of the federation.

20. Misappropriation of stock entrusted to him or cash received by him.

21. Misuse of the property or vehicle of the federation or its subsidiary units.

22. Indulging in criminal acts whether in or outside the premises of the federation and its units

involving moral turpitude, morality or the community or social decency or criminal offence.

23. Disclosing to any person information in regard to the secrets of the federation and its units.

24. Fraud or cheating on for personal gains.

25. Gambling in the premises of the federation or its subsidiary units.

26. Smoking in the premises of the federation or its subsidiary units in places where it is

prohibited.

27. Furnishing false information or suppressing any information regarding name, address,

fathers name qualifications or previous service at the time of employment or thereafter.

28. Suppression of any material information or documents or willful falsification willful

manipulation, suppression, defacement or destruction of any record of the federation or its

subsidiary units.

29. Conviction by any court or law for any criminal offence or offence involving moral

turpitude.

30. Forging the signature or of a superior officials.

31. Distributing within the premises of the Federation or its subsidiary units any hand bills,

pamphlets, posters or canvassing to be displayed by means of signs or writing other visible

representation of any matter without the permission of the management.

24

32. Possession of any lethal weapon on the premises of the Federation or its subsidiary units

without the permission of the management.

33. Money lending or habitual indebtedness.

34. Commission of minor misconduct for more than 4 times within a period of 12 calendar

months.

35. Instigation, incitement, abatement or furtherance or any of the above acts of misconduct.

36. Making false fictitious claims in respect of conveyance charges, purchases of materials for

the federation or any of its subsidiary units.

37. Blocking or obstructing the gates or office of the federation of any or its subsidiary units or

resorting to violence, use of offensive words towards the superior officials, clients or

customers with respect to the federation or its subsidiary units concerning the official

business.

38. Committing or indulging or instigating or abetting or attempting to do or gesturing any

sexual act.

39. Obstructing threatening or assaulting any workman or employee who wish to attend his

duty during strike period in the premises of the federation or its subsidiary units.

40. Failure to discharge official duties attached to the post as prescribed in the subsidiary rules.

41. Selling any commodity or articles of the Fedration/its units at a higher or lower price than

the fixed sale price.

42. Disposing of or selling of or selling any old material or goods of the federation/its units

without written permission of the management.

43. Selling any goods entrusted to any employee with out raising a valid cash/credit bill.

44. Failure to report for duty in the event of transfer, at the place of work within the stipulated

time.

45. Committing any act or omission amounting to loss of confidence.

14. DISCIPLINARY ACTION:

14 A. PUNISHMENT FOR MINOR MISCONDUCTS

The management at its discretion may impose any one of the following punishments for minor

misconduct/misdemeanor.

1. Censure or warning .

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14.B PUNISHMENT FOR MISCONDUCT:

The management at its discretion may impose any one of the

following punishments for the major misconduct.

1. Suspension without wages not exceeding 4 days

2. Stoppage of increment with or without cumulative effect

3. Withholding annual increment for specified period not exceeding 3

years.

4. Reduction in rank/demotion to next lowest scale.

5. Termination/discharge from service

6. Dismissal.

14C. PROCEDURE FOR DEALING WITH CASES OF MISCONDUCT:

1. Where an act of major misconduct is alleged against a work men/employee a

charge sheet with the statement of allegation and charges calling upon for a

written explanation of the workmen/employees within the period to be

specified in the charge sheet shall be given to the workmen/employees

concerned.

2. In case of act or omission amounting to a minor mis-conduct, on receipt of

the explanation of the workmen/employee or the workmen/employee failing

to submit his explanation within the stipulated period, the management will

consider the same and if it is of the opinion that the workmen is guilty of

the charges leveled, may pass an order imposing punishment as at clause

No. 14a or 14b above, otherwise exonerate him.

3. In case of an act or omission amounting to major misconduct if the

management is not satisfied about the explanation to the charge sheet the

workmen/employee or where the workmen employee fails to submit his

written explanation appoint an officer or an outsider as the enquiry officer

and order domestic enquiry to be held in to the alleged act or misconduct.

5. Where such enquiry relates to several workmen/employees together a joint

enquiry to be held for all the workmen/employees together.

26

5. If the workmen/employee concerned, during the enquiry proceedings pleads

Guilty the inquiring authority may record the admission of guilt by the

workman/employee and return the papers to the management.

6. The domestic enquiry shall be held in strict conformity with the principles

of natural justice.

7. At the enquiry the management will be represented by a person of federation

or any of its subsidiary units to be nominated for the purpose as presenting

officer and the workmen/employee concerned will be afforded reasonable

opportunity of inspecting the documents produced by the management, to

hear the management witness, cross examine them, produce the defense

witnesses, produce documents in support of the defense. If the

workmen/employee concerned desires, be permitted to be assisted by another

workmen/employee of his choice provided such workmen/employee on such

date of enquiry continues to be on the muster roll of the federation or its

subsidiary units. The workmen/employees shall not be entitled to take the

assistance of an out sider.

8. The management may at its discretion disagree with the findings of the

inquiring authority on any articles of a (s) of finding, recording its reasons for

such disagreement and record its own findings of such charge(s) if the evidence

on record is sufficient for the purpose.

9. If the management having recorded its findings on all or any of the articles of

charge(s) or on concurring with the findings of the inquiring authority, is of the

opinion that any of the penalty specified in clause No. 14b above imposed on

the workmen/employee, it shall make an order imposing such penalty.

10. If the management having regard to the findings of the inquiring authority or

itself is of the opinion that no penalty is called for it may pass on order

exonerating the workmen/employee concerned.

27

14 D SUSPENSION :

The Managing Director may place a workmen/employee under suspension under the

following circumstances.

a) Where the alleged misconduct is of grave and serious nature.

b) Where the disciplinary proceeding against the workmen/employee is

contemplated or is pending for a major misconduct or

c) Where a case against the workmen/employee in respect of a criminal offence is

under investigation by police or trial in a criminal court.

14 E REVOCATION OF SUSPENSION

a) An order of suspension made under clause 14D of the subsidiary rule may at any

time be revoked at discretion of the management.

b) The payment of subsistance allowance as per the subsidiary rules shall be subject

to the workmen/employee concerned not taking up any other employment during

the period of suspension.

c) If after the enquiry, the workmen/employee is found guilty of misconduct and

punishment is awarded, the workmen/employee shall not be entitled to any

remuneration for the period of suspension other than the subsistence allowance

already paid to him.

d) Provided that where an order of dismissal if passed after the enquiry, the

workmen/employee shall be deemed to have been absented from duty during the

period of suspension and shall not be entitled to any wages/salary for such period

and subsistence allowance already paid to him shall not be recovered.

e) If, on the conclusion of the enquiry the workmen/employee has been found to be

guilty of any of the charges framed against /not him and exonerated by the

management, he shall be deemed to have been on duty during the period of

suspension and shall be entitled to the same wages as he would have received it

and if had not been placed under suspension. After deducting the subsistence

allowance paid to him for such period.

f) In case where a workmen/employee is placed under suspension for reasons

mentioned in clause 14D under the subsidiary rules, the workmen/employee so

placed under suspension shall not be entitled to any wages or subsistence

allowance during the period of suspension.

28

g) Where a workmen/ employee is suspended for reasons mentioned in clause 14(D)

under the subsidiary rules, is acquitted by the criminal court, the order of

suspension shall be revoked but the workman/employee will not be entitled to

any wages for the period of suspension.

14 F DISCIPLINARY AUTHORITIES:

The Managing Director is authorized to initiate disciplinary action against any

workmen/employee such as issue of show cause notice charge sheet appoint enquiry

officer and to order domestic enquiry.

14 G SUSPENTION

1. The Managing Director is empowered to suspend any workmen/employee of the

federation or its units for the purpose of disciplinary action.

2. The Managers of the units of the federation are authorized to suspend workman /

employees of the concerned unit subject to the approval of ratification of the

Managing Director.

3. In relation to the suspended workmen/employee the Managing Director is

authorized at his discretion to sanction subsistence allowance at rate not exceeding

50% of the substantive pay during the period of suspension.

For payment of subsistence allowance the suspended employee shall produce a

Certificate to the effect that he is residing in his head quarters and not employed any where.

NOTE: This is applicable prospectively from the date of approval by the registrar of

Cooperative societies.

14 H PUNISHMENT:

1. The Managing Director is empowered to impose punishment for minor

misconduct as contemplated under clause 14(A) of subsidiary rules.

2. The Managing Director is empowered to impose the extreme punishment of

dismissal in respect of the following categories of workman employees.

a) Second division clerk.

b) Junior Sales Assistant/Sales assistant.

c) First Division Clerk/Godown Keeper.

d) Drivers/ Attenders / Peons.

e) Packer boy

f) Security peon.

g) Casual laborer.

29

3. In respect of other employees other than the employees mentioned in clause (H) (2)

the Managing Director on receipt of the enquiry report. If the charges proved do not

call for extreme punishment of dismissal may at his discretion impose other

punishment such as censure/warnings/stoppage of annual increments/reversion to

lower grade.

4. The board of directors of the Federation is empowered to dismiss employees the

categories which are not enumerated under clause 14(H) (2) of the subsidiary rules.

The board of directors shall impose the punishment only on receipt of the findings

of the enquiry officer and after considering the findings therein.

5. The disciplinary authorities may or may not concur with the findings of the enquiry

officer while imposing punishment on any workman /employee.

6. An appeal against the punishment awarded to any workmen/employee shall lie to the

General Body only.

14. I. SUMMARY DISMISSAL:

a) The Board may, if it considers that it is not reasonably practicable to hold a enquiry

where the employee terrorizes, threatens or intimidates the disciplinary authority or

the witnesses to the effect that they are prevented from taking action or giving

evidence against him and where an atmosphere of violence or general indiscipline

and in subordination prevailed, dismiss any such employee summarily.

b) The board may also dismiss any employee summarily without holding any enquiry

when it is satisfied that no enquiry was necessary on receiving secret information;

about information; about the brewing danger to the security, interest and reputation

of the federation; and like matters.

c) Any employee who has been convicted of a criminal charge may also be dismissed

summarily without any enquiry.

15. CONFIRMATION:

The employee’s whose probationary period has been declared as satisfactorily

completed by an order of Managing Director is deemed to have been confirmed from

the date he satisfactorily completed his probation .

16. TRAVELLING ALLOWANCE AND DAILY ALLOWANCE :

The following shall be scale of traveling and other allowance to the employees of the

Federation and also Officers and Officials who are on Deputation to the Federation.

30

CLASS OF

OFFICERS

Air Fare Railway

Fare

Bus Fare D.A

Within the

state

Halt at

Mumbai

Delhi,

Calcutta,

Chennai &

other state

Capitals .

Other

places

outside the

state

1 2 3 4 5 6 7

Employees whose

actual pay is RS.

1800/- and above.

2. Employees

whose basic pay is

RS. 1080/- and

above but below

RS. 1800/-

3.Employees

whose basic pay is

RS. 1080/- and

above below RS.

1360/-

4.Employees

whose actual basic

pay is RS. 535/-

and above but

below Rs.1080/-

One and one fifth of the

standard air fare for the

journey the incidental fare of

one fifth being subject to a

maximum RS. 30/-(Thirty

only) in respect of each single

journey.

b)If available return tickets at

reduced rates should always be

purchased when an officer

expects to perform the return

journey by air within the

period during which a return

ticket is available. In such

cases actual cost of the return

ticket plus 2/5 of the standard

air journey between two places

should be allowed to be

drawn.

Not eligible

Not eligible

Not eligible

Single I

class +

Incidental

charges at

2Ps. Per

K.M.

----do-----

-

----do-----

1/1/2 times

II class

1/1/2 times

Bus fare each

way if the

journey

exceeds

20KMs + DA.

--do---

-----do----

-----do----

RS. 90/-

RS. 75/-

RS. 60/-

RS. 50/-

RS. 150/-

RS. 125/-

RS. 90/-

RS. 90/-

RS. 125/-

RS. 100/-

RS. 75/-

RS. 60/-

31

N.B.

1. In respect of road journey of less than 20 KMs , 1/1/2 times bus fare each way or daily

allowance which ever is more admissible.

2. In respect of air journey air ticket or receipt of airlines or bill of travel agent to ;be attached

to the bill.

3. In respect of bus fare luxury bus fare is admissible provided journey is performed in the

luxury bus.

4. In respect of journey by I class the said fare is admissible only when journey is performed

actually by that class.

5. Those officers in categories from 1 to 3 can travel by a taxi when accommodation is not

available in the train for night journeys and claim taxi hire by producing the receipt mentioning

the number of vehicle and such hire charges shall not exceed three times bus fare if there is no

rail connection or 3/4th of I class railway fare if there is railway connection. Urgency of

undertaking such taxi journey to be mentioned while preferring the bill. (Night bus or contract

bus or mini bus journey will not be regarded as taxi).

6. Daily allowance will be paid as follows:

For halts of 12 hours and more one full DA and for less than 12 hours half DA.

7.During urgency the Managing director in consultation with the president may authorize such

officer or official to travel by air.

8.Managing Director is authorized to allow actual conveyance expenditure incurred by the

officers and officials at the place of work, provided such a conveyance was required to be

engaged for the work of the federation which was so urgent.

9.The Managing Director is authorized to allow lodging expenses for the employees of the

federation including the officers on deputation as follows:

i) a) Within the State: Bangalore, Belgaum, Gadag, Doddaballapur,Hubli, Gulbarga, Dharwar,

Mangalore, Mysore, M.M. Hills and all district head quarters in the state maximum of Rs. 40/-

per day for employees below the rank of field officer.

b)For the employees in the rank of field officer and above, maximum amount is RS. 50/- per

day.

ii) OUTSIDE STATE:

Ahamedabad, Mumbai, Calcutta, Delhi, Madras, Kanpur, Hyderabad,

Srinagar, Simla, Lucknow, Goa maximum of Rs. 100/- per day.

32

iii) OTHER STATE CAPITIAL:

Maximum RS 90/- per day.

iv)Business or Commercial Centers like Indore Nagapatnam, Cochin, Enrnakulam,

Bhavani, Unjha, Tonka, Borada, Nemuch, Akola, Khandwa, Warrangal, Khollapur,

Pune, Guntar, and such other places as may be decided by the Managing Director,

maximum of RS. 75/- per day.

Note: For the purpose of admissibility of T.A means basic pay actually drawn by the employees.

17. PAY DEARNES ALLOWANCE AND OTHER ALLOWANCES:

i) The pay and allowances of the employees shall be in accordance with the scales

prescribed from time to time.

ii) An employee shall be given to draw the pay and allowances of a post with effect

from the date of his assuming the duties of that post and shall cease to draw them as

soon as he ceases to discharge these duties.

iii) In case of promotion involving change of duties, the pay and allowances in the new

cost shall take effect from the date on which the employee assumes the duties of

that post.

17A. DEARNESS ALLOWANCES

The Board may grant dearness allowance to the employees of the federation at

such rates, as it deems fit from time to time.

Note: Dearness allowance shall be admissible on the substantive pay.

17B. CONVEYANCE ALLOWANCE: The Board may grant to an employee a monthly

conveyance allowance, when he is entrusted to attend the federation work within

corporation limits at several places, at such rate and such terms and conditions as they

may deem fit. The word ‘Conveyance’ in this rule includes bicycle.

33

17C. SPECIAL ALLOWANCE:

The board may sanction any special allowance to the employees for the reasons

cited under the definition of special allowance on a fixed rate per month. Such

allowance shall be drawn along with the pay.

17D. CYCLE ORDERLIES ALLOWANCES:

An allowance of Rs. 25/- per month may be paid to the cycle orderlies of the

federation who own cycles and who are attending to the duties of Cycle orderlies.

Note: The allowances shall not count for purpose of calculation of travelling allowance,

daily allowance and dearness allowance and shall not be admissible during the period of

leave other than casual leave. The above allowances shall be drawn only on specific

sanction by the board and these allowances shall be attached to the posts only.

17E. CHARGE ALLOWANCE:

1. The managing director is competent to make in charge arrangements and

sanction charge allowance in the interest of smooth administration of the federation.

However in respect of the units, the managers are competent to make in charge

arrangement up to two months subject to the approval of the Managing Director.

2. When a employee is appointed to the in charge of the current duties of an office

in addition to his own duties and that charge entails substantial increase of

responsibility and additional work, he is entitled to charge allowance of 1/20th

of the

minimum pay of the post.

Note: i). The minimum period of claming charge allowance shall be one month.

ii) Charge allowance is admissible in cases when an employee is placed in

additional charges of the duties of another office carrying almost the same or higher

rate of pay for example, when a first division clerk is placed in additional duties of II

division clerk, charge allowance is not payable to the former.

iii) Charge allowance shall count for the purpose of calculation of travelling

allowance, daily allowance.

18. FIXATION OF PAY AND GRANT OF INCREMENTS:

a) When an employee is recruited to the regular service he shall draw the minimum pay of

the post to which he is appointed. However, the board may be in exceptional cases for

sufficient reasons start an employee on his first appointment on ;a pay higher than the

initial pay in the cadre applicable to the post.

34

b) When an employee is promoted or appointed in a temporary or officiating capacity to

any other posts carrying the duties and responsibilities of greater importance than

those attached to the post held by him his initial pay in the time scale of the higher post

shall be fixed at the stage next above the pay drawn by him in the time scale of pay of

the lower post at the time of such fixation.

19. INCREMENTS:

In a time scale of the post, the increment shall accrue on the completion of each specified period

of service at such stage of that scale whether such service be officiating or substantive or

probationary if the period of probation is completed satisfactorily. If the probationary period is

extended, he is not eligible for increments for the extended probation period but eligible to get

increments from the date of his probation period is declared a satisfactorily completed after

extended period.

No increments may be with held except as disciplinary measure.

CONDITIIONS UNDER WHICH SERVICE COUNTS FOR INCREMENTS:

i) All duty in a post on a time scale counts for increments in that time scale.

ii) Period spent on earned leave will count for increments

iii) The following shall not count for increments:

a ) Time spent on leave without allowance shall not count towards increments if the

authority competent to impose any punishments directs that the period of suspension;

shall not count as duty.

b)Period spent on leave without allowances shall not count for increment.

19A. DISBURSEMENT OF SALARIES :

i) The salaries of the employees shall be paid on the last working day of the month.

ii) When the services of an employee are terminated or his resignation is accepted, the

salary earned by him shall be paid on the last working day of the month or even earlier.

iii) Sums, if any, due by an employee to any Cooperative societies registered under the

Mysore cooperative societies act, when required to be deducted from his salary in

accordance with the agreement executed by him requisition from such society be

deducted and amount so deducted shall be sent to such society within 14 days from the

date of deduction.

iv) It shall also be competent to deduct from the salary all sums to the Federation under

any advance as per the terms and conditions of such advances and all other sums

justly due to the Federation and also make deduction, if any , required to be done

under any statute.

-*-

35

SUBSIDIERY RULES WHICH ARE NOT COMING UNDER RULE 17 & 18OF

KARNATAKA CO-OPRATIVE SOCIETIES RULES 1960

20. THE OFFICE

The hours of attendance for the Federation and its Units shall be as follows:

Head Office, Chamrajpet. 10-00Am to 1-30PM & 2-15PM to 5-30PM

Yeshwanthapur Godown 09-30AM to 1-30PM & 2-00PM to 6-00PM

Janatha Bazaars 10-00Am to 1-30PM & 3-30PM to 8-00PM

Janatha Bazaar L.H. 09-15AM to 2-15PM & 4-00PM to 7-00PM

Or such other hours as the Board of Directors may fix from time to time.

20 A. ATTENDANCE REGISTER

There shall be an attendance register in which each official shall initial daily on his first

entering the office. The Administrative Officer shall mark late by means of cross mark if any

official attends office late by 15 minutes.

Four such late attendance will be treated as a day’s leave. An abstract of attendance shall be

prepared by the Administrative office at the close of every month and submitted to the

Managing Director or in his absence such other officers as may be duly authorised in this

behalf. One hour late attendance or early going may be permitted in special cases on application

in ;writing to the Managing Director and in his absence to the Administrative officer/Accounts

officer, but four such late attendance or early going in a month shall be treated as day’s leave

and debited to leave account.

21.HOLIDAYS

All Sundays and such other holidays as approved by the board of directors shall be general

holidays. A list of holidays and restricted holidays approved by the board shall be published at

the beginning of every year.

22.SECURITY BY THE STAFF

The following shall be the amount and nature of security to be furnished by the members of the

‘staff’ of the federation and its units.

36

DESIGNATION

Business Manager

Manager Grade I & II/Accounts/Field

officer/

Deputy Accountant.

Sr. Accounts clerk

Superintendents

Asst. Accountants Jr. Supervisor

Cashier/Storekeeper FDC

Sr. Sales Assistant

Second Division Clerk

Pharmacist/Sales Assistant/Jr. Sales

Assistant

Drivers

Cash

5000/-

5000/-

2500-00

2000-00

2000-00

2500-00

5000-00

2500-00

2000-00

5000-00

500-00

Indemnity Bond

Like sum

Like sum

Like Sum

Like Sum

Like Sum

Like Sum

20000-00

5000-00

10000-00

20000-00

1000-00

Fidelity

Guarantee

5000-00

5000/-

5000-00

2000-00

2000-00

2000-00

5000-00

2000-00

2000-00

5000-00

5000-00

Interest at such rates as the deposit fetches from the bank shall be allowed on these

deposits and added on to the deposit at the end of each financial year which will be the

additional security amount in addition to cash security prescribed above.

Fidelity guarantee for a period of 5 years shall be furnished at the rate mentioned above at the

time of appointment itself within one month from the date of appointment. It shall be renewed

every 5yerars there in other wise it will be considered as misconduct and liable for disciplinary

action.

The above security deposit shall be forfeited if the employee leaves the job before the completion

of 3 years of service from the date of satisfactory completion of probation or in contravention of

the conditions as stipulated in the agreement.

The above conditions regarding furnishing of security need not be insisted in the case of

Government servant lent to the federation.

37

23.ADVANCE TO THE EMPLOYEES

The following advance may be granted.

1. Cycle Advance

2. Festival Advance

3. Motor Cycle Advance.

a. CYCLE ADVANCE.

An advance may be granted for purchase of cycle to all the permanent employees of the

federation subject to the following conditions.

The advance will be admissible only to those who reside at a distance of not less than 2 kilo

meters from the federation.

The maximum limit of advance admissible is Rs. 2000-00 only or the cost of the bicycle which

ever is less.

The advance together with interest there on at 13 ½% per annum shall be recoverable in not

more than 24 monthly installments.

SECURITY FOR THE ADVANCE

Personal security of the employee and the bicycle purchased will form the security for the

advance.

The advance will be paid direct to the dealer from whom the bicycle is proposed to be

purchased on receipt of an invoice. On completing the purchase, the employee will be required

to execute a mortgage bond hypothecating the bicycle to the federation as security for the

advance.

b. FESTIVAL ADVANCE.

It shall be competent fore the managing director to sanction to the staff of the federation

advance for Pongal, Republic Day, Mahashivarathri, Ugadi, Ramzan, Bakarid, Ganesh

Chaturthi, Deepavali, Christmas, up to maximum of Rs. 1000/- in one calendar year for such

festival or festivals and to recover the advance within a period of ten months from the monthly

salary of the staff for the succeeding months. Employees are not entitled to second advance till

the advance already drawn is outstanding. (Board Meeting dated 23-7-1990, Resolution No. 10)

Festival advance Rs. 500-00 may be sanctioned to the temporary employee working in hosiery

factory, Mysore for the above festivals once in a calendar year and such advance to be

recovered in ten equal monthly installments (Board meeting 25/3/1991 Resolution No. 18).

b. MOTORCYCLE ADVANCE

1. An advance for the purchase of Motor Cycle/Scooter may be given to permanent

employees only when the managing director considers that the employee is capable of

maintaining such a vehicle and deserves the sanction of such advance. The managing director is

38

empowered to sanction this advance and application for advance may be rejected by him

without assigning any reason.

2. An advance equal to twelve months pay subject to a maximum of Rs 20,000-00 may be

sanctioned, the amount to be advanced however shall not exceed the price of the motor cycle or

Scooter.

NOTE: The term ‘Pay’ means the actual basic pay drawn by the employee.

2. Advance granted under these rules shall carry interest at 13 ½% per annum.

4. REPAYMENT

The advance granted to the employees under these rules together with the interest there on shall

be recoverable in monthly installment within six years. Recovery will commence with the first

issue of pay after the advance drawn. Recovery will be made in monthly installments from the

pay of the employee. The recovery of interest will commence from the month following that in

;which the repayment of the Principle has been completed. The principle is recoverable not

more than 60 installment and the interest is not more than 12 installments.

Note: The amount of the advance to be recovered monthly should be fixed in whole rupees,

except in ;the case of the last instatement when the remaining balance including any fraction of

a rupee should be recovered.

5.(a) In order to secure the Federation from loss, the conveyance (Motorcycle/Scooter)

purchased will have to be mortgaged to the federation, by whom the mortgage will be released

on liquidation of the full amount of advance together with interest there on.

Note: a) Registration certificate shall be assigned in favour of the federation.

b) In addition to the above, the applicant must cover the vehicle with a

comprehensive risk policy with the Insurance department.

c) Such Insurance should be effected immediately on puchase of the conveyance and

the fact intimated to the federation who will obtain from the employee drawing

advance, a letter addressed to the insurance department with which the vehicle is

insured to notify the fact that the federation is interested in the insurance policy

effected on annual basis, the process should be repeated every year until the

advance is fully repaid to the federation.

d) Contravention of these rules will render the employee liable to refund the whole of

the advance drawn with interest accrued there on, unless satisfactory reason is

shown to the contrary, the amount of which the conveyance is insured during any

period should not be less than the out standing balance of the period and the

insurance should be renewed from time to time until the amount so due is

completely repaid. If at any time and for any reason; the amount insured under a

current policy is less than the outstanding balance of the advance, the employee

39

should refund the difference to the federation. The amount to be refunded must be

recovered in not more than three monthly installment.

e) In respect of sanction of motor Cycle advance the amount of advance sanctioned

shall be paid directly to the dealers from whom the motor cycle is proposed to be

purchased on receipt of the of the Performa invoice.

The motor cycle advance can be sanctioned to all permanent employees. However in case of

peons & attendants only such persons who have put in 12 years of service are eligible for the

said advance.

24 JOINING TIME

1. Joining time may be granted to an employee of the federation to enable him to join a new

post either at the same station or at new station without availing him self of any leave or

relinquishing charge of his old post.

2. Not more than one day is allowed to an employee in order to join a new post when the

appointment to such post does not involve a change of his residence from one station to

another. A holiday counts as a day for the purpose of this rule.

3. In cases involving transfer from one station to another, the joining time of an employee is

calculated as follows subject to a maximum of five days. Three days are allowed for

preparation; and in addition a period to cover the actual journey at one day for every 250

Kms.

4. An employee who does not join his post within his joining time is not entitled to pay or leave

salary after the end of joining time. Absence from duty after the expiry of joining time will

render an employee liable to disciplinary action for misconduct except where the employee

establishes to the satisfaction of the managing Director or any person authorized by him in

this behalf that he was unable to join duty for reasons beyond his control.

5. Travelling allowance may not be drawn by an employee on transfer from one station to

another unless he is transferred for the convenience of the federation and is entitled to pay

during the period occupied by the journey. A transfer of his own request should not be

treated as a transfer for the convenience of the federation.

6. An employee is entitled for a journey on transfer to the following concessions

1. FOR JOURNEY BY RAIL:

a. He may draw single fare of the class of accommodation to which he is entitled and by which

he has actually traveled.

b. He may draw one extra fare for each adult member of this family who accompanies him

and for whom such full fare is paid and one half fare for each child for whom such fare is

actually paid.

40

Note: Family means an employee’s wife or husband, legitimate children and parents residing with

and wholly dependent on the employee.

c. He may draw the actual cost of carriage by goods train or personal effect upto the

following maxim.

If not Possessing a If possessing

Family a family

1. Employees whose actual pay is Rs. 1000-00

And above 1,000 Kgs 1,500 Kgs


And above but below Rs. 1000-00 700 Kgs 900 Kgs


But below Rs. 750-00 600 Kgs 800 Kgs

4. Employees whose actual pay is below Rs. 575/- 500 Kgs 750 Kgs

Note: ‘Pay’ means the actual basic pay drawn by the employee.

II . No employee is entitled to travel by air on transfer one station to another.

IV. FOR JOURNEY BY ROAD :

a) He may draw two fares for self and one extra fare for adult member of his family, who

accompanies him and one half fare for each child for whom such fare is actually paid.

b) For the personal effects he may draw the actual cost of transportation subject to the

limits prescribed in clause(c)

7. An employee is entitled for transfer grant in case of transfer to any other place as

follows. Amount eligible

1. Employees in the grade of Field Officer & above - Rs. 300-00

2. All other Employees - Rs. 200-00

Note: Employee who is transferred to other places on his own request is not eligible for transfer

grant.

25 ANNUAL CONFIDENTIAL REPORTS

1(a) An annual confidential report shall be recorded in respect of every employee assessing as

correctly as possible, such employees physical mental and moral suitability for his office and for

promotion his ability to apply intelligently the law and procedure prescribed to the cases

coming before him his treatment of his subordinates and behavior towards his superiors.

(b) An officer preparing a confidential report shall record the relevant observations and

opinions which he might have formed which shall be frank and full appraisal of the employee’s

merits and demerits giving as far as possible specific instances or reasons for the particular

41

opinions he has expressed. The report shall be prepared with greatest caution and no record or

remark shall be made lightly on the spur of the moment or based on prejudice.

2. The confidential report for every year in;respect of the employees shall be recorded in

forms A & B as on 31st march every year. Provided further that during the first 3 years of

service of an employee, a confidential report may be recorded covering the period of every six

months of service.

3. (a) Every officer who prepares the confidential report and every officer through whom

it passes shall sign the report and indicate his name and designation in block letters below his

signature.

(b) The name and designation of the employees in respect of whom the report is

recorded shall be specified in full and in the same manner as shown in the service book.

(c) The report shall unless otherwise directed by the board, be prepared in the first

instance by the officer under whose administrative control the employee in respect of

whom the report is recorded is working and passed to the next higher officer who shall

add his remarks, if any before passing it on. If the officer through whom a report

passes has no knowledge of the work of the employee reported upon, he shall record a

statement accordingly.

(d) Reports in respect of the employees upto the rank of assistant managers shall be

prepared and transmitted through the usual channel to the managing director and the

said report shall be retransmitted to the head of the officer for record.

(e) Reports in respect of the employees upto the rank of the manager & above shall be

prepared and transmitted through the usual channel by the managing director to the

president. After the president and the managing director have seen the report and

added their remarks, if any, the said report shall be maintained in the Head Office for

record.

4. The pendency of any disciplinary proceedings shall not be recorded in any confidential

report in respect off any employee. Unless such proceedings are in respect of charges relating to

his integrity. A copy of the final order in all disciplinary proceedings shall, however, be included

in the employee’s confidential record.

5. (a) Special reports may be called for at any time on the work of any employee by the

managing director or the board. Such reports shall be prepared and sent through the

appropriate channels.

(b) Any special reports about an employee’s work or about his conduct may be included

in the confidential report at the discretion of the officer or the authority in whose

custody the record is kept.

42

6. (a) All adverse remarks whether in an ordinary or special report shall be communicated

immediately in writing to the employee concerned. While communicating the adverse

remarks a short summary of the good points shall also be communicated, but the name of

the officer recording the remarks shall not be communicated to the employee reported

upon. Where a report says that an employee has made successful efforts to remedy the

defects to which his attention has been drawn previously, it shall be communicated to

him.

(b) When an employee has done out standing work in the course of a year and earned

appreciation, it shall be communicated to him.

(c) The fact of communication of remarks under clause (a) or (b) shall be recorded in the

report.

(d) The responsibility of communication shall be:

i) In respect of Manager/Units officers on the Managing Directors.

ii) In respect of others on the unit officer/manager concerned.

iii) Adverse remarks are 1. any act done in contravention of the conduct rules

enumerated in these subsidiary rules.

2 Any omissions and commissions or act which is considered as adverse by the managing

director/The board of federation.

7. (a) Every employee to whom adverse remarks are communicated may within six weeks

from the receipts of such communication; by him submit his representation if any against the

said remarks to the officer mention in clause (d) of sub rule 6. Provided that for sufficient cause

shown representation submitted after the said period of six weeks may be received and taken

into consideration.

The decision on such representation; shall be taken expeditiously and communicated to the

employee concerned.

8. The officer initiating the report shall forward it by the 1st May following the year of

report and each successive authority shall pass on the report with its remarks to the next higher

authority within one week of its receipt.

9. The Managing Director is authorised to issue suitable circular instructions regarding

writing up of confidential reports where ever necessary.

25A ANNUAL PROPERTY RETURNS

1) Every employee shall on his first appointment to ;any service or post and there after at the

interval of every twelve months, submit a return of his assets and liabilities and of all members

of his family in the prescribed form giving the full particulars regarding.

43

a) The immovable property inherited by him or any members of his family or owned or

acquired by him or any m ember of his family 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 persons.

b) Shares, debentures and cash including bank deposits inherited by him or any member of

his family or similarly owned, acquired or held by him or any member of his family.

c) Other movable property inherited by him or ;any member of his family or similarly

owned, acquired or held by him or any member of his family.

d) Debts or other liabilities incurred by him or any member of his family directly or

indirectly.

ANNUAL CONFIDENTIAL REPORT ON THE EMPLOYEE UNIT:

FOR THE YEAR ENDING 30th

JUNE ------------------------------

NAME: -----------------------------------------------------------------------

Rank------------------------Appointment Held---------------------------

Date of Birth-----------------Entry into service-------------------------

Present Grade----------------------------------------------------------------

Section – I Performance of duties in present grade.

1. Knowledge

a) Of work of post held :

b) Of branch or section :

c) Of the institution :

2. Personality and character:

3. Judgement :

4. Power of taking responsibility :

5. Initiative :

6. Accuracy :

7. Promptness :

8. Address/and tact :

9. Power of supervising staff :

10. Zeal and industry :

11 a) Attendance :

c) Period of absence from duty :

14. Official conduct (Discipline)

15. Fitness to held the present post including in respect of ministerial staff

His capacity to note draft.

44

16. Shortage caused in the value of the goods entrusted to the employee:

17. General assessment (This should contain an over all assessment of

Qualities and short comings and should in particular on the following

Points viz., quality of mind originality and comprehension knowledge

Of work power of acquiring general information attention to detail industry and consciousness,

Judgement speed of disposal willingness, judgment speed of disposal willing

Ness to accept the responsibility and take decisions relations with sub-

Ordinates and colleagues: public relation.

18. If the officer has been reprimanded for indifferent work or for other causes

During the period under review brief particulars should be given. If the

Officer has done any outstanding notable work meriting recommendation

Brief mention should be made

19. Integrity and reliability

Signature

NAME BLOCK LETTERS

DESIGNATION.

SECTION – II

Degree of fitness for promotion :

Delete all but one of the followings :

Exceptionally well qualified/Highly qualified/qualified/Not yet qualified

Remarks

Date : SIGNATURE OF THE REPORTING OFFICER.

Remarks of counter signing officer rank

Date SIGNATURE OF HEAD OF DEPARTMENT

CONFIDENTIAL REPORT FORM ‘B’

1. Name in Full:-----------------------------------------------------------------

2. Date and place of Birth --------------------------------------------------------

3. A) Educational qualification-----------------------------------------------------

B) Details of training, deputation

And other courses under gone

In India and abroad

C) Language he can read and write

45

4. Home Address : ---------------------------------------------------------------------

5. Names of relations, if any in the

Service of the federation with

Post held by them and the

Relationship.-----------------------------------------------------------------------------

Details of post held :-----------------------------------------------------------------

Post Held From To

Note : Please indicate particulars of training undergone within and outside India

deputation/foreign service etc., within and outside India.

Section – I

Note 1) Insert in this column (A) (B) (C) (D) or (E) against each item to the following

appraisements.

A. Out standing

B. Very good

C. Satisfactory

D. Indifferent

E. Poor

Note : 2) An ‘A’ or ‘B’ marking in appropriate to items 12 and 13.

c) This report is to be regarded as confidential but D&E marking against any items must be

communicated to the officer concerned except in the following circumstances.

1. Where the marking is due to in experience owning to less than one year service in the

grade (except in case to unsatisfactory conduct, laziness etc.,)

g) Where the weakness has already been notified and it is clear that no useful purpose can

be served by repeated notification in ;such case the officer should be advised of the proposal to

discontinue future notification, to the same effect as those he has previously made. Any change

for better or worse should be notified to the officer.

SECTION – II

Note: 4) The estimate of fitness for promotion should be related to the officers capacity for the

performance of the duties of the grade above if he is marked ‘E’ capationally will qualified or

‘Not yet qualified’ the reason for the remarking should be stated, and in general reporting

officers should be stated, and in general reporting officers should make the fullest use of the

remarks space.

GENERAL

Note: (5) Every efforts should be made to arrive at adjust estimate the qualities of the officer at

the time of report is made. Reporting officers should reply on their own judgement and

46

experience and the current report should be written in the first place without reference to the

previous reports. Thereafter the previous reports may be referred to the extent of either

contradicting or lessening the effect of the adverse remarks made in the previous confidential.

26. MANAGING DIRECTOR

The Managing Director will have following powers, in addition to the duties and powers

prescribed under bye-laws.

1. The Managing Director along with the President shall be competent to give valid discharge of

fixed deposit receipts held by the Federation.

2. Managing Director along with the President shall be competent to endorse or discharge

Pronotes,hypothecation, agreements etc., executed by the constituents of the Federation.

3. Managing Director shall be competent to endorse or give valid discharge of government and

Trust securities and negotiable instruments such as cheques, bills, R.Rs. RTO, on behalf of

the federation and collect interest there on.

4. The Managing Director shall check the cash balance and the securities either on the first day

of the ;month or on the last day of the month and certify its correctness. In the absence of the

Managing Director the Administrative officer will be in charge of the duties of the Managing

Director.

5. The Managing Director shall be competent to sign advises, counterfoils and challans,

statement of accounts and pass cheque, drafts pay orders and vouchers etc., to any extent.

6. The Managing Director shall be competent to impose fine upto Rs.10/- on all the employees

of the federation except in the case of government servants whose services have been lent to

the federation.

7. The Managing director in concurrence with the President shall be competent to purchase

consume goods from the manufacturers or their authorised distributors ,wholesalers and

from the producing points as far as possible and also from the stockists /dealers in emergent

circumstances and arrange for sale on both wholesale and retail basis, and place the details

before the next Business Committee.

8. The Managing Director shall be competent to order transfer of employees in the interest of

smooth administration of the Institution. However Manager grade- II and employees above

that cadre shall be transferred in consultation with the president.

9.The Managing Director shall be competent to accept resignations tendered by the employees

of the federation ;and its units.

10. The Managing Director is competent to sanction and pay the gratuity to employees

under rule 13 of this rules.

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11. The Managing Director is shall be competent to declare the probationary period of the

employees.

26B . THE DUTIES OF THE ADMINISTRATIVE OFFICER WILL INCLUDE THE

FOLLOWING .

1. To be incharge of the Administrative section of the federation ;and the management of the

office under the supervision of the Managing Director.

2. To verify furniture and library of the federation once in a year and report the result of such

verification to the managing director.

3. To control the Executive staff under the instructions of the Managing Director.

4. To attend to all the work connected with the meeting of the general body, board and other

committees if any.

5. To sanction casual leave to all the staff members of the cadres below the section head office

and managers of Janatha Bazaars.

6. To sanction ;all kinds of leave upto 60 days to all the employees of the federation ;and its

units branches other than managers of janatha bazaars branches and section heads in; head

office except maternity leave and special disability leave.

7. To sanction; increment to all the employees of the Fedration and its units branches except

section heads in H.O. and managers of the Bazaars/branches.

8. To sign the copies of the letters sanction orders after the action is approved by the

Managing Director.

9. To attest the entries in the service registers maintained in office.

10. To be incharge of all the developmental activities of the federation including opening of

units.

11. To attend to the correspondence relating to the seminars, conferences and allied meetings.

12. To be incharge of the Administrative control over the Janatha Bazaars and other units.

13. To perform and to attend to such other duties as may be assigned by the Managing Director

and President from time to time.

26C ACCOUNTS OFFICER

The duties of the Accounts officer will include the followings:

1. To be in charge of the accounts section of the federation and over all control over the

accounts of the units under the supervision of the Managing Director.

2. To be incharge of the of the federation fixed deposit receipt books and issue them to the office

on indents.

3. The accounts officer shall be competent to sign advises, counter foils,challans, statements of

accounts and to pass cheques and drafts, pay orders and vouchers etc., to the extent of Rs.

10,000-00.

48

4. To attend to all the work connected with the meeting of the general body board business

committee and other committees, if any.

5. To attend to all the work connected with the audit of accounts of the federation; and the units

and to be responsible for rectification and compliance of audit observations under the

supervision of the Managing Director.

6. To be responsible for the efficient working of the system of internal audit of the federation

and its units.

7. To be responsible for the financial management i.e., management of the funds of the

federation and its units under the supervision of the Managing Director.

8. To perform and to attend to such other duties as may be assigned by the Managing Director

and to President from time to time.

27.A.1. DUTIES AND RESPONSIBILITIES OF THE BUSINESS

MANAGER (PLANNING)

1. To plan for purchase of seasonal agricultural commodities and other manufacture items

well in advance and get the approval of the Managing Director.

2. To assess the total requirement of stock and to maintain inventory of the head office at an

optimum level and to take necessary steps in his direction.

3. Periodically inspect and identify the goods, which have remained unsold for a period of

more than 3 months and advise suitably.

4. To plan for the procurement of goods by obtaining necessary information/indents from the

units and advice for their procurement , market intelligence.

5. To attend to all the work connected with the business to be placed before the business

committee, board and general body and other committee if any.

6. To arrange for recovery of the shortages that may be found during the stock verification

from the concerned.

7. To arrange for the half yearly/yearly verification of stock.

8. To get the licenses/permits required under various statues for the conduct of business of the

federation and to see that the said licenses are renewed in time.

9. To examine, proposals of the head office and units in respect of Sales of goods under

discount, destroying of unusable and damaged goods, waiving or assessing of shortages and

loss if any and place it before the Managing Director and to board.

10. He is responsible for maintenance of unit wise/year wise shortages registers at Head office/

and watch/review periodically.

10(a)To conduct market survey regarding the arrivals of commodities, rates and likely

fluctuations in the prices.

49

(b) Make random comparisons of prevailing retail wholesale rates of the head office units and

compare the same with rates in the market and appraise the managing director of the same

on the last day of the week.

c)With previous sanction ;of the managing director he will visit different part of the city of

Bangalore and purchase ½ K.G of each item from a retailer where packed material is sold

and compare the rates and get it approved by the Managing Director one locality per week.

11. He is incharge of the confiscated goods section including correspondence with N.C.C.F and

customs department procurement of their items and arrange distribution to member CCWS

stores, retail sales at Head Office and Sales through Bazaars.

12. He shall be responsible to see that the sales does not fall below the target/Sales during the

previous years.

13. He shall be responsible for supervision, guidance and correspondence relating to lead and

link societies and to ensure that it is properly implemented.

14. He shall be responsible for fixing realistic targets of business to branches, units and regional

ware house and to maintain their progress at least once in 3 months.

15. To attend any other items of work that may be entrusted to him by the Managing Director

from time to time.

27A. 2. DUTIES AND RESPONSIBILITIES OF THE BUSINESS MANAGER

(PROCUEMENT)

1. To arrange for the procurement of items and the quantity required by the federation at

proper time with the approval of the managing director.

2. To arrange for the calling of the tender/quotation for procurement of goods in accordance

with the procedure in force in the federation and place them before managing director.

3. To make arrangements for transportation inclusive of loading and unloading of goods from

the point of procurement to the godowns of the federation.

4. To take action for registration of suppliers both at head office and units in and outside

Bangalore for different commodities for registration of suppliers in consultation with the

Manager concerned.

5. To collect samples along with rates and place them before managing director for selection

and approval and send the approved samples to the Business Manager(Distribution).

6. To maintain inventory of the head office at optimum level and procure the goods indented

by the business manager (distribution) and units without delay and at no time there shall be

non availability of any commodity.

7. He is responsible for procurement of good quality commodities and in accordance with the

approved sample..

50

8. He should ensure that the rate of commodity procured is always at reasonable market rate.

If any time the rate of procurement exceeds the market rate he shall be personally

responsible for the loss, if any.

9. If for the reasons that the goods procured are not in agreement with the approved samples

and rejected he shall be personally responsible to arrange for the replacement immediately

and for any expenditure incurred on such a replacement.

10. He shall prepare the purchase orders and issue the same with the signature of the Managing

Director.

11. He shall ensure the quantity of goods for which puchase orders are placed are delivered at

the godown of the federation within the period prescribed in the purchase orders subject to

the terms and conditions mentioned in the purchase orders.

12. He shall certify the bills/invoices of the procured goods for payment, with the stock receipt

acknowledge in keeping with the sample from business manager (distribution) with in 3

days from the date of delivery of stock.

13. He shall maintain all accounts relating to the procurement, transportation and other

expenses connected therein, maintain proper and upto date accounts of the creditors and

purchase advance.

14. He shall be responsible to see that the sales does not fall below the target/sales during the

previous years.

15. To attend to such other item of work that may be entrusted to him by the Managing

Director and the president from time to time.

27A. 3. DUTIES AND RESPONSIBILITES OF THE BUSINESS MANAGER

(DISTRIBUTION)

1. To attend to all the work connected with distribution of in coming and out going stocks,

godown accommodation relating to all goods (except Textiles).

2. To arrange for proper receipt of the goods received at the godown of the federation and to

attend to all distribution of goods to the units, member institution and others.

3. A) To arrange for the safety of the goods stored in Godown and to take action for proper

insurance coverage, fumigation of goods etc.,

B) He is also required to account for the goods stored in the ware house and safety of warehouse

receipts to be maintained separately.

4. To arrange for supply of goods to the member institutions under rural distribution scheme

and any other schemes.

5. To fix up the selling price of the goods with the approval of the managing director.

6. To have proper control and supervision over the godown keepers and other staff under his

control.

51

7. To make a random check of the bills, invoices, stock receipts and stocks of the godown in

order to prevent any fraud or misappropriation of cash or stocks. Responsible for proper

accounting and adjusting of sales returns.

8. To appraise the managing director about the sundry debtors and to arrange for the recovery

of the same once in fortnight.

9. To arrange for supply and delivery of indented goods to units/others immediately.

10. If any commodities or goods are likely to exhaust he must inform the business manager

(procurement) and managing director well in advance for early procurement of the same.

11. To ensure that the accounts relating to his section are maintained correctly and upto

date and reconciliation done at periodical intervals. He shall also attend to all

correspondence relating to his section.

12. To counter sign all invoices, bills, supply slips, delivery notes.

13. To attend to supervision and arrangements for cleaning weighing packing of goods,

proper storage and distribution of goods.

14. To maintain attendance of casual laborers/daily wage employees and prepare the wage

bills.

15. To check and compare sample of the goods with those procured and report to the

managing director whether the quality of goods received is in agreement with approved

sample.

16. If the goods received are not in accordance with approved sample he shall reject to take

delivery of the same with approval of the Managing Director.

17. He shall be responsible to see that the sales does not fall below target/sale during the

previous year.

18. He shall be responsible to submit a statement detailing sales, inventory of stock and

furnish any other information periodically as desired by the managing director.

19. To take action as is necessary for implementation of the provision of various statutes

like weights and measures act. Packaged commodities rules, factories act, prevention of food

adulteration act, essential commodities act etc.,

20. To attend to such other items of work that may be entrusted to him by the Managing

Director from time.

27B. TEXTILE MANAGER/TEXTILE ASSISTANT

1. To attend to all the work connected with the purchases, storage movement of stocks, sales of

textiles subject to the control of the managing director.

2. To arrange for the annual verification of stocks of textiles godown in head office.

3. To procure only such items as are necessary and fast moving and find ready sale ability.

52

4. To ensure that replacement of goods remaining unsold for more than 3 months is obtained

in time and to see that the goods will not remain unsold for more than 6 months at any cost.

5. To maintain inventory of the head office at an optimum level and to take all steps in this

direction.

6. To arrange for supply of goods to member institutions.

7. To arrange for supply of goods to co-op. Institutions under the rural distribution scheme.

8. To recover the shortages that may be found during the stock verification from the

concerned responsible for the custody of the stocks.

9. To ensure that the accounts in respect of textile section are maintained correctly and

reconciliation done at periodical intervals of time.

10. To ensure that the inventory of the units is also maintained at the optimum level.

11. To recover the dues from sundry debtors.

12. To be in charge of the textile section of head office and to make correspondence in this

behalf under the supervisions of the managing director.

13. To get the licenses/permits required under various statutes for the conduct of textile

business of the federation; and to see that the said licenses are renewed in time.

14. To take such action; as is necessary for implementing the provisions of various statutes like

weights and measures act, packaged commodities rules, essential commodities act etc.,


director or the president from time to time.

28. SUPERVISORS/ FIELD OFFICERS:FLOOR MANAGER AT HEAD

OFFICE

1. He shall be in over all charge of the godown and arrange for transshipment of goods from

the railway yard/lorry office/suppliers premises to the godown or vis versa.

2. He shall supervise the receipt/dispatches of goods purchased by the federation from places

within and outside the state and arrange for securing waging lorries and other transport

facilities required to meet the demand.

3. He shall arrange for dispatch of goods to our retail units, members and other co-op.

Institutions as per their indents.

4. He shall check the correctness of the indents furnished by the sales staff/godown

keeper/member societies/retail units. He shall verify the existing godown and counter stocks

and satisfy himself that there is need for purchase goods indented with reference to the past

performance and future program, then recommends to the concerned managers for

purchase of goods. He shall ensure that the goods so purchased on his recommendation are

53

sold within 3 months or not later than 6 months at any cost. He shall not recommend for

purchase of such items as are not readily saleable and there shall not be any accumulation of

stocks which are not saleable. He shall ensure that the stocks remaining unsold for more

than 6 months are either got replaced or sold under discount. The discount sales shall be

avoided as far as possible. If the goods are to be sold under discount and written of without

valid reasons due to his negligence, he will be liable to make good the loss caused to the

institution or account of such discount sales/write off.

5. He shall take action for timely replacement of unsold and damaged goods.

6. He shall ensure that the selling premises namely godown and the counters are kept neat and

tidy and the goods are arranged properly in the counters/godown.

7. He shall ensure that the goods especially baby foods and medicines which are likely to time

expire shall be got replaced well in time failing which he will also be held liable for the

consequences.

8. He shall ensure that the goods received in the godown/counters are properly accounted in

the books.

9. He shall also ensure that the purchase and sales returns are duly accounted in the books and

follow up the same till they are passed on to the accounts section for timely adjustment.

10. He shall put up to the Asst. Manager for fixing up selling prices taking the landed cost, all

incidental and the margin as for the pricing policy.

11. He shall ensure that the goods are sold at correct prices i.e.. there shall not be any over

charging on any account.

12. He is responsible for ensuring the maintenance of relevant books of accounts in the godown.

It is his duty to get the stock verified at the close of the every quarter. The value of the

physical stocks should be tallied with that of the stock register.

13. He shall ensure that the sales abstract tally sheets are prepared and internally verified and

cash remittance made every day. He shall also ensure that there are no cash and shortages

in the godown as well as counters.

14. He shall ensure that the sales abstract are prepared and internally verified and cash

remittances made every day. He shall also ensure that there are no cash and bill shortages in

the godown as well as counters.

15. He shall check up sales abstract every day and test check at least 10% to 15% of the bills to

ensure that there is no manipulation of prices.

16. He shall ensure that the bill books/receipt book are utilized properly by the sales

staff/godown keepers. The bills must be put serially and in consecutive order. He shall check

the stock of the books periodically as to find out any irregularities.

54

17. He shall be liable for making goods the loss caused to the institution on account of his

negligence/dereliction of duties.

18. He should make available copies of the price lists to the tally section daily so as to facilitate

verification of the correctness of the rates charged by the sales assistants/Jr. sales assistants

in the bills put by them.

19. He shall abide by such instructions/regulations as may be issued framed for the proper

management of the business better discipline and up keep by the manager and managing

director.

20. He shall work under the control and supervision of the manager and the managing director.

21. He shall attend to any other work entrusted by the manager and the managing

director.

29. ACCOUNTANT IN HEAD OFFICE

The duties of the Accountant will include the following.

1. To be in charge of bills section and see to their early disposals.

2. To verify the correctness of all the accounts relating to the accounts section and with this

and in view to supervise the working of all the staff of accounts branch.

3. To pass entries in the investment register and bank ledgers etc.,

4. To prepare statements of accounts including financial statements like balance sheets etc.,

required from time to time.

5. To put up proposals for transfer of fund in time.

6. To look after correspondence relating to the accounts section.

7. To do all the work connected with the audit of accounts of the federation and its units.

8. To furnish necessary documents and information to the auditors for concurrent and final

audit of accounts of the federation and its units and coordinate the working of other section

to facilitate the above.

9. To ensure that the accounts are maintained correctly and the books of accounts are written

upto date.

10. To get the cash book written up to date and sign the same for its correctness.

11. To ensure that the books are in the custody of proper persons.

12. To be in joint custody of cash along with the cashier.

13. To ensure that the cash cheques and demand drafts are remitted to the bank promptly by

the cashier.

14. To scrutinize periodical stock statements and furnish details of irregularities if any.

15. To do any other work that may be entrusted to him from time to time.

55

30/1. CASHIER IN HEAD OFFICE :

The Cashier will be in charge of the cash section. The Cashier is

responsible for cash. The Cashier shall not keep in his custody a cash balance

exceeding Rs.500.00 However cashier can keep cash balance up to Rs.50000.00

in the following circumstances.

a).. If the cash is received after the closure of Bank.

b) Cash is needed on bank holiday.

c) Any other circumstances with the consent of Managing Director/

Accounts Officer.

Cash shall be kept in the Joint custody of the cashier and the Accounts officer.

The Accounts Officer shall check the cash balance everyday and see that it is

properly lodged in the Iron safe and the safe is properly locked. The Accounts

Officer may delegate these power to one of his subordinates with the approval of the

Managing Director . The inner key of the Iron safe shall be with the Accounts Officer

or with an Officer nominated by the Managing Director in writing.

31 STORE KEEPER/GODOWN KEEPER OF HEAD OFFICE

1. He shall receive all stocks purchased after due weighment, arrange for proper

storage and issued stock receipts in token of his having received the stocks.

he shall not receive any goods which are nearing time expiry or damaged or

substandard. He shall ensure that the quality of the goods received is in

accordance with the samples indented. He shall duly account for the stocks so

received and acknowledged.

2. He shall issue stocks only against delivery note and only on weighment after

raising necessary invoices cash bills. He shall be responsible for the stocks

as well as for proper maintenance of stock accounts issue register and other

registers. The posting of stock and allied accounts should be done on the

every day the transactions takes place and no arrears left. He shall maintain

the commodity wise stock register.

56

3. The stocks should be so arranged that it should facilitate the taking of stocks at the

shortest notice and final checking on the last day of every month. He shall be responsible

for any shortage in stocks.

4. He shall prepare sales abstract every day and get it internally verified and submit the

same to the accounts section. He shall remit the sales proceeds to the cashier every day

without retaining any sum.

5 He shall submit daily statement showing the receipts and issues of stocks and sales

abstract to the concerned section of head and the Managing Director.

6 He shall carefully verify the requirement of goods with reference to the past performance

and future needs based on the sales programme taking into accounts the stock on; hand

and the indents of the units member societies other organisations sales staff and then

submit his indent for purchase of goods to the supervisor assistant manager textile

manager business manager after satisfying himself that there is need for purchase of

goods so indented. the quantum of purchases shall be the minimum required for meeting

the needs.

7 He shall duly account for purchase and sales returns. he shall sell the goods at the prices

determined after costing. If he sells the goods at price less than prescribed prices, he shall

make good the difference. He shall see that the goods do not remain unsold for more than

3 months ordinarily and in ;any case not later than6 months and replacement of unsold

and time barred goods go within that time. he shall ensure that the damaged goods are

got replaced immediately. he shall inform the concerned section head of the short excess

receipts of stocks on the day of stock receipt itself and the actual physical stock taken to

the stock book the benefit of such excess so received will go to the institution and not to

the person incharge of the Godown.

8 He shall ensure that there are no stock shortage manipulation in price and other

irregularities in the godown.

9 He shall check the goods especially baby foods and medicines with respect to the time

expiry and ensure that the goods which are likely to time expire are got replaced well in

time. Failing which, he will be held responsible for the consequences.

10 He shall check the goods especially baby foods and medicines with respect to the time

expiry and ensure that the goods which are likely to time expire are got replaced well in

time. Failing which, he will be held responsible for the consequences.

11 He shall keep; the godown neat and tidy ;and arrange the goods properly in the godown.

12 He shall use the bill book : receipt books properly. The bills must be put serially and in

consecutive order.

57

13 He will be responsible for making good the loss caused to the institution on account of his

negligence and dereliction of duties.

14 He shall maintain the accounts up to date prepare the necessary stock statements and

produce the stocks for verification. He shall be responsible for making good the stock

deficits, shortages stock not accounted that may be noticed during stock verification.

15 He shall facilitate the checking of stocks:cash:accounts periodically and at random by the

supervisor: asst.,. Manager or a person authorised in his behalf.

16 He shall be responsible for safe and proper storing of the goods stocks and property

belonging to the federation/units and to keep the money documents and other valuable

papers in his custody with great care and caution.

17 He shall not cause any loss or deficit in assets of the federation units by misappropriation,

breach of trust, embezzlement, negligence or otherwise.

18 He shall abide by such instructions regulations as may be issued framed by the

supervisor, asst. Manager or Manager Textile, Manager, Business Manager, or

Managing Director for the proper management and up keep the business.

19 He shall be subject to such security checks as may be brought into force in the interest of

the discipline and effective management of the organisation

20 He shall work under the control and supervision of the supervisor asst. manager,

manager textile manager, business manger, Managing Director.

32.DUTIES AND RESPONSIBILITIES OF DISTRICT SALES

REPRESENTATIVES.

1. On posting he shall report for duty before the manager of JBR:RWH:KCCF: branches to

which they are attached as the case may be. If there are no such attachment they shall report

to the managing director or any authority specified in the posting order.

2. He shall approach the cooperative institution in his area and canvas for the sales of the

products dealt in by the federation and its units.

3. He shall be responsible to contact the cooperative societies in his area and secure indents

from them for the supply of goods dealt in by the federation ;and its units as sole distribution

agents etc., in which the indents will be directly sent to the supplying firm, example:

(i) Mysore soaps and Detergent,

(ii) N.T.C. Mills.

(iii) Krishna Wollen Mills, Bombay.

58

(iv) Mysore Lamps

(v) Any other

4. He shall be responsible for co. ordinating between the cooperative societies of his area and the

Karnataka co-op consumers federation and its units.

5. He shall achieve the sales target stipulated by the management from time to time.

6. On receipt of indents he shall arrange for promptly dispatch of the same to federation head

office or the units as the case may be and shall also be responsible to arrange for the delivery

of the goods indented to the concerned indenter.

7. He shall be responsible to realise the sale value of the goods from the indenter.

8. He shall undertake tours atleast 20 days in a month to visit various cooperative societies in his

area with the prior approval of the tour programme from the head of the unit managing

director as the case may be. He shall not leave the head quarters without prior permission.

9. He shall contact all prospective bulk purchasers in respect of the goods that are dealt by

K.C.C.F. as agency/distributorship basis. Such purchasers are Gov./private hospitals,

Nursing home govt. departments, hostels, municipalities and industrial establishment.

10. He should meet the cooperative departmental office of his districts, and attend regularly the

meeting conveyed by the department officers.

11.He shall examine the potentiality of making seasonal procurements of the items required by

the federation and make periodical intelligence reports regarding availability and rates of

goods.

12. He shall submit monthly diary and also progress reports, he shall attend to any other work

entrusted directed by the managing director.

33. DRIVER.

The driver attached to vehicle of the federation\units shall be responsible for proper

maintenance of the vehicle and he shall be incharge of vehicle and its tools. A log book should be

maintained which should contain details of the load carried, the number of kilometers and the

hire amount received. The diesel oil used and the hire amount received, should be given in a

clear account.

34.NIGHT WATCHMEN

The night watchmen should attend to their duties between 5.30 and 10.30 A.M. the next day in

shifts. They should keep a watch over the belongings of the federation.

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35.GENERAL

No new forms, registers, bill books,letter heads, paper bags etc., shall be got printed without the

previous sanction of the Managing director provided that the ordinary forms, bill books, letter

heads,etc., of routine nature involving a cost of not more than RS. 1000\- may be got printed at a

time by the administrative officer. When the printing charges exceed RS. 2500/- quotations

should be called for and disposed by the Managing director. In important matters involving

heavy expenditure, the board shall decide accordingly.

36.CHARGE OF CASH IN THE ABSENCE OF ACCOUNTS OFFICER

In the absence of Accounts officer, the cash will be in joint custody of the cashier and the

Accountant.The accountant shall arrange to deposit the amount realised from the sales to the

Bank on the succeeding day.

37.PETTY EXPENDITURE

The Managing director can incur as trade charges an expenditure of Rs.1000/- on petty

expenditure per month.

38. THE DUTIES AND RESPONSIBILITIES OF VARIOUS OFFICERS

OF BAZAARS:OTHER UNITS

A) DUTIES AND RESPONSIBILITIESOF THE MANAGER:

a) Financial powers:

1) To purchase the goods required for sales and use in the janatha bazaar from supplies

approved by the Managing director.

2) To pass bills for payment in respect of purchases made.

3) To incur contingent expenditure subject to budget provisions.

4) To pass salary bills of the staff of J.B/units for payment.

5) To pass the T.A. bills of the staff for payment after counter signature of the Managing

director.

6) To sanction festival advance to staff members as per the provisions of the subsidiary rules.

7) To operate on the bank account jointly with the Managing director.

8) To procure only such items as are necessary and fast moving and find ready salability.

9) To ensure that replacement of goods remaining unsold for more than 3 months is obtained

in time and to see that the goods will not remain unsold for more than 6 months at any cost.

10) To maintain the inventory at optimum level.

11) To ensure that the accounts of the units are maintained correctly and reconciliation done at

periodical intervals of time.

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b) ADMINISTRATIVE POWERS:

1. To supervise and have control over the staff.

2. To transfer staff from one section to another section.

3. To suspend the employees up to the grade of Asst.Accountants

4. To sanction casual leave of the employees of the bazaars/branches.

5. To entrust any other work to the staff of janatha bazaar.

6. To dispose of empties such as cartons, dealwood boxes, hoop iron, gunnies etc., after calling

for quotations and following the rules.

7. To attend to all the work connected with the meetings of the general body, board, business

committee and other committee if any.

8. To attend to all the work connected with the audit of accounts of the bazaar\unit and

rectification of audit observations.

9. To be responsible for the efficient functioning of the system of internal audit.

10. To maintain the inventory at optimum level.

11. To take all steps to ensure that the bazaars/units runs as a viable unit.

12. To obtain licenses/permits necessary for the conduct of business of the bazaars/unit and to

see that they are renewed in time/.

13. To take such action as is necessary for implementing the provisions of various statutes like

weights and measures act,packaged commodities rules, factories, act, prevention of food

adulteration act, essential commodities act, P.F. act etc.,

14. To be responsible for filing civil and criminal cases and to initiate disciplinary action against

errant employees whenever necessary.he may also authorise the Assistant

manager/supervisors to file criminal complaints whenever necessary.

15. To arrange for periodical verification of stocks and other assets.

16. To be responsible for recovery of shortages from the concerned employees.

17. To be responsible for recovery of dues from the sundry debtors.



38B. DUTIES AND RESPONSIBILITIES OF ASSISTANT MANAGER

1. He is responsible for the general administration of his department, and shall arrange for the

proper maintenance of accounts prescribed for the department and check these accounts.,

registers regarding their correctness.He shall attend to the correspondence of his

department.

2. He will maintain the attendance register of the employee working under him.

3. He is responsible for checking the correctness of the indents furnished by the sales

staff/godown keeper/supervisor/floor manager/field officer. He shall verify the existing

61

godown and counter stocks and satisfy himself that there is need for purchase of goods

indented with reference to the past, performance and future programme and then

recommend to the manager for purchase of the goods. He shall ensure that the goods so

purchased on his recommendation or sold within three months or not later than 6 months at

any cost. He shall not recommend for purchase of such items as are not readily saleable and

there shall not be any accumulation of stocks, which are not saleable. He shall ensure that

the stock remaining unsold for more than 6 months are either get replaced or sold under

discount. The discount sales shall be avoided as far as possible. If the goods are to be sold

under discount without valid reasons or due to his negligence, he will be liable to make good

the loss caused to the Institution on account of such discount sales.


5. He shall ensure that the selling premises viz., counter and the godowns are kept neat and

tidy and the goods are arranged properly in the counters, godowns.



consequences.

7. He shall ensure that the inventory is maintained at the minimum level and not more than

the optimum level.


the books.


follow up the same till they are passed to the Accounts section for timely adjustments.

10. He shall put up to the manager for fixing up selling prices taking the landed cost, all

incidentals and the margin as per the pricing policy. He shall ensure that the goods are sold

at correct prices, i.e.,that there will not be any over charging on any account.

11. He is responsible for all the stock in his department. He is responsible for maintaining the

liability registers of various sales Assistants/junior sales assistants working under him. It is

his duty to get the stock verified at the close of every quarter and the value of the stock

should be tallied with that of the liability registers.

12. He shall take necessary steps to ensure that there are no stock shortages, manipulation in

prices and other irregularities in the godown/counters.

13. The department cashier will work under him. A cash book of all the cash received should be

maintained and the daily cash abstract duly signed by the Assistant manager along with the

cash should be sent to the chief cashier for incorporating in the main cash book.

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14. He shall ensure that the sales abstract are prepared and internally verified and cash

remittances made every day. He shall also ensure that there are no cash and bill shortages in

the godown as well as counters.

15. He shall check up sale abstract every day and test check atleast 10% to 15% of the bills to

ensure that there is no manipulation of prices.

16. He shall ensure that the bill books/receipt books are utilised properly by the sales


the stock of the books periodically so as to find out any irregularities.

17. He shall be liable for making good the loss caused to the institution on account of his

negligence/dereliction of duties.

18. He should make available copies of the price lists to the tally section daily so as to facilitate

verification of the correctness of the rates charged by the sales Assistants/junior sales

assistants in the bills put by them.

19. He shall abide by such instructions/regulations as may be issued framed for the proper

management of the business/better discipline and up-keep by the manager and the

Managing director.

20. He shall work under the control and supervision of the manager and the Managing director.

21. He shall attend to any other work entrusted by the manager and the Managing director.

38.C. DUTIES AND RESPONSIBILITIES OF ACCOUNTS SUPERINTENDENT:

ACCOUNTANT

1. TO be incharge of receipt books and to issue them to the section on indent.

2. To verify furniture and library of janatha bazaar once in a year and report the result of

such verification to the manager.

3. To scrutinize periodical stock statements and furnish certificates.

4. He shall be competent to sign advises, counter foils, challans, statement of accounts and to

put up all bill etc., for passing for payments by the competent authority

5. he is authorised to sign the certificate of balance in respect of the accounts maintained by

the unit.

6. To furnish necessary documents and information to the auditors for concurrent and final

audit of account of the bazaar.

7. To get the cash book written upto date and sign the same for its correctness.

8. To verify the correctness of all accounts ( cash as well as stock) relating to janatha bazaar.

9. To pass entries in the investment register and other ledgers etc.,

10. To prepare statements of accounts including financial statements and balance sheet from

time to time.

11. To look after correspondence relating to accounts section.

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12. To be in joint custody of the cash of the janatha bazaar along with the chief cashier.

13. To perform such other functions as are assigned by the manager from time to time.

.

38.D. DUTIES AND RESPONSIBILITIES OF THE SECURITY-CUM-PUBLIC RELATION

OFFICER.

a) SECURITY

1. TO be in charge of security measures.

1. To post watch and ward staff at different places, wherever it is necessary with the prior

approval of the manager.

2. To give surprise visits to the janatha bazaar during nights atleast twice a week, to check up

the security measures and submit diaries to the manager.

3. To be present both at the time of opening and closing of the janatha bazaar during both the

morning and evening sessions every day.

4. To report about the incidents relating to security measures that might happen to the

manager to pursue the follow up actions as per instructions of the manager.

5. To maintain opening/closing register of the bazaar and sign the same. He should also obtain

the signature of the sales staff,present at the time of opening or closing.

6. To maintain lock and key register of all important openings and also see that the same are

properly locked and sealed before the main gate is locked.

7. To assist the manager in all other matters relating to security measures.

b) PUBLIC RELATIONS:

1. To be incharge of the sanitary arrangements in the premises of the janatha bazaar.

2. To receive the complaints if any, from the customers and to suggest remedial measures.

3. To take the dignitaries and trainees around the janatha bazaar, during working hours and

furnish them necessary information about the working of the janatha bazaar.

4. To arrange functions such as ‘consumers day’ ‘Independence day’ ‘Republic day’ etc.,

5. Any other duty that may be entrusted by the manager and other superior officers.

38.E. DUTIES AND RESPONSIBILITGIES OF SUPERVISORS:FIELD OFFICERS FLOOR

MANAGERS OF JANATHA BAZAAR:UNITS:

1. he shall be in over all charge of the godowns and arrange for transshipment of goods from

the railway yard,lorry office,suppliers premises to the godown.

2. He shall assist the Asst.manager: manager in the discharge of his duties.

He shall be responsible for the movement of goods from the godown to the sales counters and

for arranging proper display and sales.

3. he shall arrange for dispatch of goods to the institution as per their indents.

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4. He shall check the correctness of the indents furnished by the sales staff/godown keeper.He

shall verify the existing godown and counter stocks and satisfy himself that there is need for

purchase of goods indented with reference to the past performance and future programme,

then recommend to the assistant manager, manager for purchase of goods.He shall ensure

that the goods so purchased on his recommendation are sold within 3 months or not later

than 6 months at any cost, he shall not recommend for purchase of such items as are not

readily saleable and there shall not be any accumulation of stocks which are not saleable.

He shall ensure that the stocks remaining unsold for more than 6 months or either got

replaced or sold under discount. The discount sales shall be avoided as far as possible. If the

goods are to be sold under discount and written off without valid reasons due to his

negligence he will be liable to make good the loss caused to the institution on account of such

discount sales write off.


6. He shall ensure that the selling premises namely the godowns and the counters are kept neat

and tidy and the goods are arranged properly in the counters/godowns.



consequences.


the books.


follow up the same till they are passed on to the accounts section for timely adjustments.

10. He shall put up to the Asst.manager:Manager for fixing up selling price taking the landed

cost, all incidentals and the margin as per the pricing policy.

11. He shall ensure that the goods are sold at correct prices i.e., there shall not be any over


12. He is responsible for maintaining the liability registers of various sales assistants/junior

sales assistants working under him.it is his duty to get the stock verified at the close of the

every quarter. The value of the stocks should be tallied with that of the liability register.

13. He shall ensure that the sales abstracts/tally sheets are prepared and internally verified and

cash remittance made every day. He shall also ensure that there are no cash and bill

shortages in the godown as well as counter.

14. He shall check up sales abstract/tally sheets every day and test check atleast 10% to 15% of

the bills to ensure that there is no manipulation of prices.

65

15. He shall ensure that the bill books/receipt books are utilized properly by the sales


the stock of the book periodically so as to find out any irregularities.

16. He should make available copies of the price lists to the tally section:internal auditor so as to

facilitate verification of the correctness of the rates charged by the sales assistants/junior

sales assistants/godown keepers in the bills put by them.

17. He shall take necessary steps to ensure that there are no stock shortages, manipulation in

prices and other irregularities in the godown/counters.

18. He shall arrange for proper display of good and supervise the sales in the counters and the

staff working there.

19. During peak hours, he shall take up the bigger and important counters which require

special attentions and responsibility.

20. He shall abide by such regulations as may be issued/framed for the proper management of

the business/better discipline and up keep by the Asst.manager manager and the managing

director.

21. He shall be subject to such security checks as may be brought into force in the interest of the

smooth and efficient administrations of the organization

22. He shall work under the control and supervision of the Asst.managers, manager and

managing director.

23. In the absence of the Asst./manager, he will act as Asst. manager with full responsibility.

24. He shall attend to any other work entrusted by the asst. manager manager and the

managing director.if there is no post of Assistant manager in any bazaar,the duties and

responsibilities of the Asst.manager at Sl.No. 1 to4,7,12,and 13 shall vest with the manager

and those at Sl.No.3 to 6 ,8, to 12, 14 to 21 with supervisor/floor manager/field officer.

38.F. DUTIES AND RESPONSIBILITIES OF DEPARTMENT CASHIERS:

There will be one department cashier attached to each assistant manager he should receive

the cash from the counter cashiers of the department immediately after the close of the

business for the day along with the tally sheets and issue receipts. He should remit the days

total sale proceeds of the counter to the chief cashier along with a statement showing the

sale proceeds in each counter and sales tax collected and obtain a receipt. He should

maintain a cash scroll for this purpose, which should be written up every day and signed by

the cashier as well as the assistant manager. It is the duty of the department cashier to

provide the required change to counter cashiers. He will also supply the bill books, tally

sheets etc., required by the counter cashiers. He will be in charge of all books and forms

etc., required. He is also responsible for maintenance of the liability register of the sales

66

assistants of the department. He shall maintain a register for issue of books and forms to the

sales staff. He shall draw up a reconciliation statement showing the excess and shortages of

the counters of his section.

38G/1 DUTIES AND RESPONSIBILITES OF CHIEF CASHIER.

1. The chief cashier will be in charge of the cash section. He is responsible for cash.

He shall not keep in his custody a cash balance exceeding Rs. 500/-. However chief

cashier can keep cash balance upto Rs.100000.00 in the following circumstances only.

If the cash is received after the closure of bank.

a) If the cash is needed on bank holiday

b) Any other circumstances with the consent of Manager Cash shall be kept in the Joint

custody of the chief cashier and the accounts superintendent/accountant the accounts

superintendent/Accountant shall check the cash balance everyday and see that it is

properly locked. The inner key of the iron safe shall be with the accounts

superintendent/accountant. The cash shall be remitted to the bank twice a day with

escort, if necessary the cash in safe and cash in transit shall be insured to the extent

required.

The chief cashier shall be responsible for all the transactions of the cash section

and shall be personally responsible for proper receipt and payment of cash and for

shortage of cash, cut notes, forged notes and counter fiet coins if any found in the

cash balance.

The chief cashier shall also attend to any other work that may be entrusted to

him from time to time by the superior officers of the Bazaars and HO

2) 2) In case of following Janatha Bazaar cash balance upto limit as detailed below

may be kept in the jointly custody of cashier and accountant. Under following conditions.

67

a) If the cash is received of after the closure of Bank

b) If cash is needed on bank holiday

c) Any other circumstances with the consent of Manager

Provision for cash Balance Amount :

1.Janatha Bazaar Sadashivanagar Rs. 20000.00

2. Janatha Bazaar Nandidurga Rs. 15000.00

3.Janatha Bazaar Rajajinagar Rs. 2000.00

4.Janatha Bazaar RMV Extn Rs. 10000.00

5.Janatha Bazaae HAL Rs. 20000.00

6.Janatha Bazaar Mandya Rs. 20000.00

7.Janatha Bazaar Chamrajanagar Rs. 5000.00

8. Janatha Bazaar Chitradurga Rs. 10000.00

9. Janatha Bazaar Hubli Rs. 10000.00

10. Janatha Bazaar, Dharwad Rs. 2000.00

11. Janatha Bazaar, Karwar Rs. 2000.00

12. Janatha Bazaar. Jayanagar Rs. 50000.00

13. Nimhans Drugs Rs. 50000.00

14. Janatha Bazaar, Tumkur Rs. 20000.00

Cash Balance shall be kept in the joint custody of cashier and accountant. If there is only

one post of cashier in any Bazaars, he shall perform the duties and responsibilities of both the

Departmental cashier and the chief cashier. The Cash in safe and cash in transit shall be insured

38 H DUTIES AND RESPONSIBILITIES OF THE PHARMACIST:

1. He is responsible for all the stocks received in the drug counter.

2. He is responsible for proper maintenance of accounts of receipts issues and balances.

3. He shall place indents for medicines before the stocks are exhausted and see that the stocks

are replenished.

4. He shall maintain commodity wise stock register of all medicines.

5. He shall arrange to get the necessary bills prepared for credit supplies made to the hospitals

and others once in a week/fortnight.

68

6. He shall keep constant watch over the date expiry medicines under his custody and

arrange to return the unsold medicines before the expiry date to the concerned well in time

and get replacement thereon.

7. He shall be responsible for date expired medicines and the cost to of the same will be

recovered from him.

8. He shall remit the daily cash realized from the sale of medicines to the concerned before

the closing hours and obtain the required acknowledgement.

9. He shall keep the premises always clean, neat and tidy and shall not give scope for any

complaints either from the hospital authorities or from the general public.

10. He shall see that the required licenses are renewed every year well in time.

11. He shall notify daily before the commencement of business in the stock board the names of

such of those scheduled drugs as required such notification indicating the stock position.

12. He shall keep the properties of the stores under his custody and account for it.

13. He shall maintain a register of furniture and fixtures and other dead stocks supplied to his

section and be responsible for any short fall noticed.

14. He shall be responsible for any shortages noticed in his counter and the same shall be

recovered out of his salary.

15. If there are more than one pharmacist, they should be jointly and severally responsible for

the stocks in the counter.

16. He/they shall attend to any other work that may be entrusted to him/them by the Assistant

manager/manager/Managing Director.

38. I. DUTIES AND RESPONSIBILITIES OF STORE KEEPER:GODOWN KEEPER

1. He shall receive all stock purchased after due weighment, arrange for proper storage and

issue stock receipts in token of his having received the stocks.he shall not receive any goods

which are nearing time expiry or damaged or substandard. He shall ensure that the quality

of the goods received is in accordance with the samples indented. He shall duly account for

the stocks so received and acknowledged.

2. He shall issue stocks only against delivery note and only on weighment after raising

necessary invoices/cash bills. He shall be responsible for the stocks as well as for proper

maintenance of stock accounts issue register and other register.the posting of stock and

allied accounts should be done on the very day the transactions take place and no arrears

left. He shall maintain the commodity wise stock register.

69

3. The stocks should be so arranged it should facilitate the taking of stocks at the shortest

notice and final checking on the last day of every month. He shall be responsible for any

shortage in stocks.

4. He shall prepare sales abstract every day and get it internally verified and submit the same

to the accounts section.he shall remit the sale proceeds to the cashier every day without

retaining any sum.

5. He shall submit daily a statement showing the receipts and issue of stocks and sales abstract

to the concerned section head and the managing director.

6. He shall carefully verify the requirements of goods with reference to the past performance

and future needs based on the sales program taking into account the stock on hand and the

indents of the units/member societies/other organizations/sales staff and then submit his

indent for purchase of goods to the supervisor/assistant manager/textile manager/business

manager after satisfying himself that there is need for purchase of goods indented.the

quantum of purchases shall be the minimum required for meeting the needs.

7. He shall duly account for purchase and sales returns. He shall sell the goods at the prices

determined after costing. If he sells the goods at a price less than the prescribed prices,he

shall make good the difference. He shall see that the goods do not remain unsold for more

than 3 months ordinarily and in any case not later than 6 months and replacement of

unsold and time barred goods got within that time. He shall ensure that the damaged goods

are got replaced immediately. He shall inform the concerned section head of the short/excess

receipts of stocks on the day of stocks receipt itself and the actual physical stock taken to the

stock book. The benefit of stock excess so received will go to the institution and not to the

person in charge of the godown.

8. He shall ensure that there are no stock shortages, manipulations in prices and other

irregularities in the godown.

9. He shall check the goods specially baby foods and medicines with respect to the time expiry

and ensure that the goods which are likely to time expire are got replaced well in time

failing which, he will be held responsible for the consequences.

10. He shall keep the godown neat and tidy and arrange the goods properly in the godown.

11. He shall use the bill/books receipt books properly. he bills must be put serially and in

consecutive order.

12. He will be responsible for making good the loss caused to the institution on account of his


13. He shall maintain the accounts up to date, prepare the necessary stock statements and


deficits/shortages/stock not accounted that may be noticed during stock verification.

70

14. He shall facilitate the checking of stocks/cash/accounts/periodically and at random by the

supervisor/assistant manager or a person authorized in this behalf.

15. He shall not cause any loss or deficit in assets to the federation unit by misappropriation,

embezzlement, breach of trust, negligence or other-wise.

16. He shall be responsible for safe and proper storing of the goods stocks and property

belonging to the federation/unit and to keep the money documents and other valuable

papers in his custody with great care and caution.

17. He shall be subject to such security checks as may be brought into force in the interest of the

discipline and effective management of the organization.

18. He shall abide by such instructions/regulations as may be issued/framed by the

supervisor,Assistant Manager or Manager/Textile Manager/Business Manager or Managing

Director for the proper management and up keep the business.

19. He shall work under the control and supervision of the Supervisor/Assistant

Manager/Textile Manager/Business Manager/Managing Director.

38.J. SALES ASSISTANTS JUNIOR SALES ASSISTANTS

1. They shall be present 15 minutes in advance of the time of commencement of the business of

the bazaar and sign the register meant for opening along with security officer.they shall also

be present at the time of closing the bazaar after the day’s business and sign the register

meant for the purpose.

2. They shall receive the stocks for sale in the counters after acknowledging the receipt in the

supply slips.

3. They shall examine and receive the stocks in good condition. They shall not receive goods

which are damaged and nearing time expiry. If the goods received in good conditions are

found to be damaged subsequently they shall be liable for the consequences.

4. They are jointly and severally liable for the stocks in the counters along with the counter

cashier.

5. They shall arrange the articles in their section in such a way as to catch the eyes of the

customers. Courteous and prompt attention should be given to the consumer/public and

their requirements met.

6. They shall issue proper bills to the consumers to cover the entire value of the sales.

7. The bills shall be put serially and in consecutive order.

8. They shall sell the goods at correct prices i.e., there shall not be any over charging under


71

In case they have sold any goods at higher prices than prescribed the benefit of over

charging shall go to the concerned customers and not to the sales staff.in case they have sold

any goods at lesser prices than prescribed,the loss caused to the institution on account of the

under sale shall be made good by the concerned sales staff.

9. there shall not be any manipulation of prices on any account. If any instance of

manipulation is noticed the concerned sales staff shall be liable for the consequences.

10. They shall keep their racks always full with proper display of goods stock exhausted and no

sales boards shall be avoided at any cost.

11. After the close of the day’s transaction, they shall prepare sales abstract tally sheets and

handover the same to tally section/cashier after due scrutinizing by the supervisor everyday.

12. They shall maintain commodity wise stock register and submit the stock statement to the

supervisor/assistant manager/manager every month.

13. They shall verify the existing stock in their counters and satisfy themselves that there is

need for purchase of goods with reference to the past performance and future program

based on the sales target and consumer demand and then put up indents to the

supervisor/assistant manager/manager. They shall be responsible for selling the goods so

purchased on their recommendation within 3 months or not later than 6 months at any cost.

They shall not indent for purchase of such items as are not readily salable and they shall submit

the list of items remaining unsold for more than 6 months for replacement. The discount

sales shall be avoided as far as possible. If the goods are to be sold under discount/written

off without valid and justifiable reasons and due to their negligence, they shall be liable to

make good the loss caused to the institution on account of such discount sale/write off.

14. they shall take action for timely replacement of unsold and damaged goods.

15. They shall keep the selling premises including their counters neat and tidy. The goods shall

be arranged properly in the counters.

16. They shall get the goods especially baby foods and medicines, which are likely to time expiry

replaced well in time failing which they will be liable for the consequences.

17. They shall account for the goods received in the counters properly in the books.

18. They shall also duly account for the purchases and sales return in the books and follow up

the same till the returns are passed on to the accounts section for timely adjustment.

19. They shall prepare the necessary statements,produce the stocks for verification and sign the

statements in taken thereof. They shall be responsible for making good any stock shortages

stock not accounted noticed during such verification.

20. They shall prepare the sales abstracts/tally sheets,get them internally verified and make

cash remittance to the extent of the sales proceeds every day without retaining any sum.they

shall ensure that there is no cash and bill shortages in their counters.

72

21. They shall be responsible for a safe and proper storing of the goods/stocks and property

belonging to the federation/units and to keep the money,documents and other valuable

papers in their custody with great care and caution.

22. They shall afford full facility of supervision,checking the accounts and verification of stocks

to the manager/assistant manager accountant/supervisor or any authorized person.

23. They shall keep and maintain the true and correct accounts for all or any sum of money

documents stocks and other valuable properties belonging to the federation/unit that they

receive or become possessed of.

24. They shall not cause, any loss or deficit in assets to the federation/units by misappropriation

breach of trust embezzlement negligence or otherwise.

25. They shall abide by such instructions/regulations as may be issued/framed for the proper

management of the business/better discipline and up-keep by the supervisors/assistant

manager/manager and the managing director.

26. They shall be subject to such security checks as may be brought into force in the interest of

the smooth and efficient administration of the organization.

27. They shall work under the control and supervision of the supervisors, asst.manager,

manager and Managing director.

38.K. DUTIES AND RESPONSIBILITIES OF COUNTER CASHIER

one of the sales assistants in the counter will function as counter cashier. if the business in a

counter does not justify appointing more than one sales assistant, the sales assistant will

attend to both the works of the sales assistant as well as counter cashier.

The counter cashiers should verify the bills and the rates before receiving cash. They will be

jointly liable with the sales assistants and the junior sales assistants for any wrong entries in

the bill. They are also jointly liable for the stocks held in the counter along with the sales

assistants and junior sales assistant. They should account for the cash received during the

day and remit the same to the department cashier after reconciling the sales with the Tally

sheets and obtain a cash receipt from the department cashier.

38.L. DUTIES AND RESPONSIBILITIES OF TALLY CLERKS

It is the responsibility of the tally clerks to check the tally sheets with the bills every day. they

should also verify the prices noted in the bills with the prices of various commodities fixed

by the assistant manager/manager and should furnish the daily statement to the assistant

manager/supervisor. They should maintain a statement in the prescribed form duly noting

the sale proceeds in each,counter and the tax separately. They are also responsible for

attending to the sales tax statement and the returns. They shall note down their observations

73

every day in a separate register and bring the same to the immediate notice of the accounts

superintendent: manager.

38.M. DUTIES AND RESPONSIBILITIES OF THE OF THE SENIOR SALES ASSISTANT

1. he shall assist the manager/assistant manager/floor manager or supervisor in

discharging his duties.

2. He shall be responsible for arranging proper display of rates at the counters

attached to him. he shall ensure that the counters are always full “stock exhausted” and “No

sales” boards are avoided by taking prompt measures by bringing the facts to the notice of

the manager or other concerned.

3. He shall take action for replacement of damaged or likely to be time barred goods

by frequent checking of the goods in the counters.

4. He shall ensure that the selling premises entrusted to him is kept clean and tidy and

the goods are arranged properly in counters.

5. He shall ensure that the goods supplied under supply slips are duly accounted for in

the books prescribed for that purpose and no stock shortages are caused by the sales staff.

6. He shall ensure that the goods are sold at correct prices i.e., there shall not be any

overcharging or under sale on any account. He shall verify every day the bills raised by sales

staff with the rates mentioned in supply slips to ensure that the goods are sold at correct

price.

7. He shall ensure that the sales staff prepare the tally sheet of the day at the close of the same

day and remit the sale proceeds to the cashier on the same day.

8. He shall test check the tally sheet of at least one counter each day and by rotation

test check all the counters entrusted to him. If any discrepancies are found in the tally sheets

which he has checked, he shall be personally responsible, and he shall make good the excess

amount so collected jointly with sales assistant.

9. He shall abide by such other regulations as may be issued by the manager for the

proper management of the business/better discipline.

10. He shall supervise the sales in the counters and staff working there. He shall work under the

control and guidance of the manager/asst.manager/floor manager or supervisor.

11. To attend to such other work that may be entrusted to him by the Managing

director/manager/assistant manager.

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38.N. DUTIES AND RESPONSIBILITIES OF THE SALES ASSISITANT ATTACHED TO

DELIVERY VEHICLES OF THE FEDERATION.

1. The sales assistant is responsible for all goods that are stored in the said vehicle and he is the

custodian of the goods and responsible to keep the goods safe and locked.

2. He shall receive all stocks supplied to him by the weighment/physical counting and arrange

for proper storage and issue stock receipts in token of his having received the stocks. He

shall not receive any goods which are nearing time expiry or damaged or substandard. He

shall duly account for the stocks so received and acknowledged.

3. He shall issue stocks only on weighment/counting after raising necessary invoices. He shall

be responsible for the stocks as well as for proper maintenance of stock accounts, sales

abstract register.The posting of stock and allied accounts should be done on the very day the

transactions take place and no arrears left. He shall maintain the commodity wise stock

register.

4. The stocks should also be arranged that it should facilitate the taking of stocks at the short

notice and final checking on the last day of every month. He shall be responsible for any

shortage in stocks.

5. He shall prepare sales abstract every day and get it internally verified and submit the same

to the accounts section the day after he returned to head office. He is empowered to raise

invoice for transfer of stocks to our units and invoice against D.D./cheque of the sales only.

All D.D./cheque will be remitted along with sales abstract immediately on returning to the

head office. He shall on no occasion receive cash in lieu of goods supplied.

6. He shall submit weekly statement showing the receipts and issue of stocks and sales

abstract to the business manager (distribution) and the Managing director.

7. He shall collect indents from the janatha bazaar,Karnataka cooperative consumers

federation Ltd., branch and other cooperative in route fixed for the delivery vehicle to

which he is posted and ensure that the goods are supplied as per indents when the vehicle go

on particular route.

8. He shall duly accounts for purchase and sales returns. He shall sell the goods at the prices

determined after costing. If he sells the goods at a price less than the prescribed prices he

shall be responsible for the differences in addition to being a major misconduct. He shall see

that the goods do not remain unsold for more than 3 months and replacement of unsold and

time barred goods got within that time. He shall ensure that the damaged goods are got

replaced immediately. He shall inform the concerned section head of the short excess report

of stocks on the day of stock receipt itself and the actual physical stock taken to the stock

75

book. The benefit of stock excess so received will go to the institution and not to the person

incharge of the godown.

9. He shall ensure that there are no stock shortages,manipulations in price and other

irregularities.

10. He shall check the goods specially baby foods and medicine with receipt to the time of expiry

and ensure that the goods the period of which are likely to expire are got replaced well in

time failing which he will be held responsible for the consequences.

11. He shall keep the goods properly in the vehicle. The vehicle will be duly locked and sealed

where in at head office before the security and whereas outside in the presence of local unit

managers,

12. He shall use the bill books/receipt books properly. The bills must be put serially and in

consecutive order.

13. He will be responsible for making good the loss caused to the institution on account of his


14. He shall maintain the accounts upto date,prepare the necessary stock statements and


deficits/shortages/stock not accounted that may be noticed during stock verification.

15. He shall facilitate the checking of stocks/accounts periodically and at random by the Field

officer/business manager(distribution or a person authorised in this behalf)

16. He shall be responsible for safe and proper storing of the goods stocks and property

belonging to the federation/units and to keep the documents and other valuable papers in

his custody with great care and caution.

17. He shall not cause any loss or deficit in assets of the federation/units by misappropriation,

breach of trust, embezzlement negligence or otherwise.

18. He shall abide by such instructions/regulations as may be issued framed by the business

manager or Managing director for the proper management and up keep the business.

19. He shall subject to such security checks as may be brought into force in the interest of the

discipline and effective management of the organisation from time to time.

20. He shall proceeds as per the movement prescribed by the office and contact every

cooperative societies and our units on route. He shall not deviate from the regular route

without the explicit permission in writing or orally in exceptional circumstances.

No passengers shall be allowed to travel in the vehicle no other goods other than that of the

federation meant for sale of goods returnable to the federation be carried in the vehicle.

21. he shall not draw any advance from the units and he should account for the amount that

will be given to him as imp rest amount to meet the unfore seen expenses if any which shall

be reimbursed and when exhausted from the head office.

76

22. He shall work under the control and supervision of the field officer/business

manager(distribution) Managing director.

39. DUTIES AND RESPONSBILITIES OF THE TECHNICAL OFFICER

HOSIERY FACTORY, MYSORE

1. To be in charge of the production of Hosiery products.

2. To study the latest fashion and designs in the market and arrange for the manufacture of

the Hosiery products which find ready market.

3. To pass bills for payment in respect of purchases made.

4. To pass salary and wage bills of the staff of the Hosiery Factory for payment.

5. To incur contingent expenditure subject to the budget provisions

6. To make payment of TA bills of the staff after counter signature of Managing

Director

7. To operate on the bank account jointly with one of the directors of the K.C.C.F. as

may be authorized by the Board.

8. To supervise and have control over the staff and the workers.

9. To entrust duties and responsibilities to the staff and workers in the factory

10. To sanction casual leave to the staff of the Factory

11. To dispose of empties such as cartons, dealwood boxes, gunnies etc., after calling for

Quotations and following the rules and with the approval of the managing director.

12. To attend to all the work connected with the meetings of the General body, Board,business

committee and other committees if any.

13. To attend to all the work connected with the audit of accounts of the factory and


14. To be responsible for maintenance of accounts correctly.

15. To be responsible for the efficient functioning of the system of internal audit.

16. To obtain license/permits necessary for the factory and to see that they are renewed

in time.

17. To maintain Inventory at an optimum level.

18. To take such action as is necessary for implementing the provisions of various

statutes like weight & measures act,packaged commodities rules, factories act, provident fund

act, industrial regulations and promotion act etc.,

19. To be responsible for filing civil and criminal cases and initiate disciplinary action

against errant employees wherever necessary.

77


21. To be responsible for recovery of shortages/deficits from the concerned

responsible for such acts.


23. To prepare statement of accounts including financial statements and balance sheet from

time to time.

24. To submit periodical returns required by head office, Registrar of cooperative societies,

national cooperative development corporation national cooperative consumers federation

and others.

25 To look after correspondence relating to the factory.

26. To take all steps to ensure that the Factory runs as a viable unit.

27. To attend to such other items of work as may be entrusted to him by the Managing

director and the president from time to time.

40. COMPOSITION AND UTILISATION OF FUNDS

The following funds may be created for the business of the federation.

1.POOL FUND:

This fund may be created out of the contributions from the Government and the

appropriations out of the profits earned by the federation at such rate as may be

decided by the general body from time to time.

When ever the staff of the federation and its units are sent for training, the additional

cost involved like stipend or contributions to the training etc., may be met out of this

fund.

2. STAFF WELFARE FUND:

This fund may be created by obtaining a monthly contribution of RS.1/- from all the

employees irrespective of the cadre and by contribution of RS. 8000/- per annum from the

federation by charging the expenditure to profit and loss account. This fund may be used

for the following purpose.

i) when an employee dies while in service a sum of RS. 3000/- may be paid to his nominee or

legal representative immediately for meeting the urgent expenses connected with death. The

payment may be made immediately on the information of the death of the employee by the

Managing director in respect of the Head office and by the unit officers in respect of the

units.

ii) A sum of RS.3500/- may be paid to the nominee or successors or legal heirs of the deceased

employee subsequently subject to the production of the death certificate from the competent

78

authority.provided that the federation reserves its lieu on this sum of Rs.3500/- for recovery

of any sums due by the deceased to the federation and its units.

41. DUTIES AND RESPONSIBILITIES OF THE EMPLOYEES OF THE

BRANCHES

The board may open branches/units at any place within the area of operation in the interest of

promoting its business operations.the branches shall work under the over all control and

supervision of the Managing director.

B. THE DUTIES AND RESPONSIBILITIES OF THE EMPLOYEES OF THE

BRANCHES SHALL BE AS FOLLOWS:

Branch Manager:

a) FINANCIAL POWERS

1. To purchase the goods required for sales and use in the branch from suppliers approved by

the Managing director. The purchases shall be made in the interest of Business operations

of the branch. The inventory shall be maintained at an optimum level.

2. To pass bills for payments in respect of the purchases made.

3. To incur contingent expenditure subject to budget provisions.if the expenditure exceeds

RS.100/- he shall obtain the approval of the Managing director. In exigencies he may incur

the expenditure first and take the post fact approval of the Managing Director.Provided

that this limitation will not apply to the payment of the freight charges.

4. To pass salary bills of the staff of the unit for payment.

5. To pass the T.A.bills of the staff for payment with the countersignature of the Managing

director.

6. To sanction festival advance to the staff members as per the provisions of the subsidiary

rules.

7. To operate on the Bank accounts.

8. To procure only such items as are necessary and fast moving and find ready salability.

9. To ensure that replacement of gods remaining unsold for more than 3 months is obtained in

time to see that the goods will not remain unsold for more than 6 months at any cost.

10. To arrange for supply of goods to cooperative institutions in their jurisdiction.

79

B. ADMINISTRATIVE POWERS

1. To supervise and have control over the staff.

1. To transfer staff from one section to another section.

2. To sanction increments to the staff.

3. To suspend the employees drawing basic pay of RS. 500/- and below with the approval

of he Managing director.

4. To sanction all kinds of leave upto 60 days except maternity leave and special disability

leave to the staff.

5. To entrust any other work to the staff of the unit.

6. To dispose of the empties such as cortons,deal woodboxes,hopron gunnies etc., after

calling for quotation and following the rules.

7. To attend to all the work connected with the meetings of the General body,

board, business committee and other committees if any.

8. To ensure that the accounts of the units are maintained correctly and reconciliation one at

periodical intervals of time.

9. To attend to all the work connected with the audit of accounts of the branches and


10. To be responsible for the efficient functioning of the system of Internal audit.

11. To take all steps to ensure that the unit runs as a viable unit.

12. To obtain licenses/permits necessary for the conduct of business of the unit and to see

that they are renewed in time.

13. To take such action as is necessary for implementing the provisions on various

statutes like weights and measures act, packaged commodities rules, factories

act, prevention of food adultration act, essential commodities act,P.F. Act etc.,

14. To be responsible for filing civil and criminal cases and to initiate disciplinary action

against errant employees whenever necessary.


16. To be responsible for recovery of shortages from the concerned employees.




A. The duties and responsibilities of other employees as enunciated in the subsidiary rule

no.39 will mutatie-mutandis apply to the employees working in the branches.

80

B. 43. The employees of the federation be encouraged to adopt family welfare measures and to

accept small family norm. An employee who under go family planning operation after 1-

1-1987, will be eligible to receive cash award of RS. 1000/- (RS.one thousand only) subject

to following conditions.

i. The employee shall be within 45 years of age at the time of undergoing family

planning operation.

ii. he/she shall not have more than two living children.

iii. Either of the spouses also will be entitled for the benefit and both of them will not

be eligible for the same.

iv. The husband/wife of the employee is eligible for this benefit provided that they shall

not be in receipt of any similar benefit from the Government/institution in which

they are working and a certificate from their employer has to be produced to this

effect before claiming benefit under this rule.

42. LIBRARY

a) The federation shall maintain a library and register of books in the library. The library

shall be incharge of the Administrative officer or an official authorized by him. As the

library is intended mainly to serve as a reference library, no books shall be lent outside the

office without the permission of the Administrative officer. An annual verification of the

books shall be made by the Administrative officer or by an official authorized by him and

the results there of reported to the Managing director.

b) A register of periodicals and dailies and other journals subscribed for and received

by the federation shall be maintained. All periodicals and journals may be got

bounded at the end of each year and placed in the library. Dailies and weeklies may

be sold from time to time. The mode and procedure of such sale shall be decided by

the Managing director, the realization there of being taken under receipts in the

book.

43. STATIONARY:

A register of articles of stationary received and issued shall be maintained in the office

1) The stock of stationary shall be in charge of one of the officials.

2) The articles of stationary shall be issued to the staff once in a month or as often as

necessary after obtaining acknowledgements from the persons to whom they are issued,

with the approval of the Administrative officer.

81

3) The Administrative officer or an official authorized by him shall verify and certify

the stock of stationary at the close of every year.

44 . STOCK REGISTER OF FURNITURE :

A register shall be maintained showing the descriptions of furniture together with the

cost of purchase of each article. The stock of furniture shall be verified and certified by the

Administrative officer or an official authorized by him once a year and the results of such

verification reported to the Managing director.

45. STOCK REGISTER OF BOOKS AND FORMS

A register showing the receipts and issues of book and forms got printed from time to time for

office use shall be maintained in the prescribed form. Such Register shall be maintained by

a responsible official and the same verified annually by the Administrative officer or an

official authorized by him.

46 CORRSPONDANCE

All tappals shall be opened by the Administrative officer/Accounts officer or such person as

may be authorized by the Managing director in writing. Separate rules shall be framed by

the Managing Director regarding the office procedure and disposal of papers as also

delegation of authority and fixation of responsibility in the disposal of the office work.

82

47 THE PRESIDENT :

In addition to the powers conferred under Bye-laws No.28 of the federation, the president will

exercise the following powers:

1 ) Between the meetings of the business committee on a recommendation submitted by the

Managing director the president may pass such orders as are necessary, in all urgent

matters concerning the business of the federation and get them ratified in the next

business committee.

2) The president shall be competent to award punishment to the employees as per the

provisions of subsidiary Rule No. 20 on the recommendation of the Managing director

except in the case of Government servants whose services have been lent to the

federation who shall be dealt with as per the Karnataka civil service Rules.

3) Between the meetings of the Board of management on a recommendation submitted by

he Managing director the president May, in urgent cases, sanction (a) Refund of deposits

before maturity after allowing the rate of interest applicable to the number of years

completed deducting 1% from out of the interest so calculated (b) allow interest at a rate to

be fixed by him in respect of fixed deposits renewed after a period of 3 months time

between the date of maturity and the date of renewal (c) invest surplus funds of the

federation in any bank, approved by the Registrar at the rate and conditions advantageous

to the federation and also withdraw the same and get them ratified in the next Board

meeting. All share certificates and all deposit receipts issued by the federation shall be

signed by the President along with the Managing director.

83

48 BOARD MEETING

At least 7 clear days notice for every meeting of the board and 3 clear days for emergent

meeting shall be given to all the Directors. The following statements shall be placed before

the meeting of the Board of directors.

a) Proceedings of the previous meetings (Business committee other committee & Board)

b) Statement of Receipts and payments.

c) Statements of the business done during the period.

49. BUSINESS ADVISORY COMMITTEE

The business advisory committee will exercise the following powers and duties subject to such

general directions as the board may issue from time to time. The proceedings of the Business

Advisory committee shall be recorded by the board at its next meeting.

1. The Business Advisory committee will work under the over all supervision of the Board.

The business Advisory committee will arrange for the study of market conditions, market

trends, arrivals, dispatches, price trends and advise the Managing director in making the

purchases.

2.To arrange to carry out the business of the federation in accordance with the policy laid

down by the Board.

3.To plan and arrange for procurement of consumer goods from production and manufacturing

centers as far as possible.

4.To review the purchases made by the federation for its business operations section-wise

periodically.

5. To arrange for cleaning and packing of commodities if necessary.

6. To review the margin of profit to be charged on various consumer goods periodically.

7. To arrange for display of price lists in the federation and all the branches.

7. To arrange for opening as and when and where necessary branches and retail

units, building, buying or hiring one or more godowns, or business premises for housing

the units subject to the approval of the board.

8.To arrange for checking and verifying the stocks in the federation branches, Janatha

bazaar (department stores ) and such other units and at the central godowns at

periodical intervals at least once in a quarter.

9. To determine the quantum of discount to be allowed on the old and damaged goods and to

destroy the commodity which has become unsaleable/unfit for consumption.

10..To consider recover of shortages from the employees and to recommend to the board

there presentation for waiver of shortages if found genuine.

84

11. To review the business operations including sales of the federation and its units

periodically.

12. To do such other duties as may be entrusted to it by the board.

13.The business advisory committee shall meet as often as circumstances warrant but not

later than once in every two months.

14.In urgent matter, the Managing director may circulate papers by posts otherwise among

the members of the business advisory committee and if on members of the business advisory

committee are unanimous in their opinion, it shall have the same effect as a decision of the

business advisory committee. If however there is difference in the opinion obtained by

circulation the matter shall be placed at the next meeting of the business advisory committee

for decision.

50 SITTING FEE TO DIRECTORS.

provided that, no member shall be paid both the daily allowance and sitting fees but he shall

be entitled only for either the daily allowance or sitting fee of RS.40/- per day.

51 MAINTENANCE OF GUEST HOUSE

1. The federation shall maintain a guest house mainly for the use of its Directors and

Other cooperators.

2. Reservation: Accommodation in the guest house may be provided to the following:

a) Directors of the Karnataka Co-operative Consumers Federation

b) The president, vice-president and the general managers of the central cooperative

wholesale stores Ltd., in the state.

c) Other cooperators and officers of cooperation department.

d) Special invitees and guests of the Karnataka Co-operative Consumers Federation directors

and other officials and office bearers of sister institutions and

e) Such other person as may be considered eligible by the president or Managing

director.

3. TARIFF: The following shall be Tariff:

a) one room shall always be reserved for stay of the president and no rent be charged for his

stay.

b) The directors of the federation shall pay at the rate of Rs. 3/- per day per bed.

c) The president, vice-president and the general managers of the central cooperative

wholesale stores shall pay at the rate of Rs. 8/- per day per bed.

d) Special invitees of the directors of K.C.C.F. and other officials and office bearers of

sister institutions shall pay RS.10/- per day per bed.

85

e) other cooperators and officers of cooperation department and other shall pay RS.10/-

per day per bed

f) The employees of K.C.C.F. and its units including the officers/officials on deputation shall

pay at RS. 5/- per day per bed.

4. The persons who are residing in Bangalore city will not be allowed to stay in the guest house

without special permission of the president or Managing director.

5. If any guest stays for more than 6 hours, he has to pay one days rent.

NOTE:One day means 24 hours from the time of occupation of room.

1. Reservation will be made if intimation is received in time.

2. If any occupant of guest room fails to pay the prescribed rent before vacating the guest

room, he is not eligible to get accommodation next time, besides taking other action for

recovery of unpaid rent.

3. No guests are allowed to stay for more than three days consecutively. However extension

may be granted by the federation on special request.

4. Dogs, arms and ammunitions and other explosive articles etc., which are nuisance to other

occupants are not allowed in the guest house.

5. The Directors are allowed to make use of phones for the local calls.However trunk calls will

be allowed only on payment.

6. The occupants should not create nuisance, noise and other disturbances to the guests in the

guest house during their stay.

7. Any accommodation in the guest house is always subject to availability and subject to the

condition that they should vacant at twenty four hours notice. Accommodation shall not be

claimed as a matter of right.

8. A register shall be kept under the custody of the attender. Guests are requested to note

their names and addresses, time of arrival and departure, rent paid etc. and sign in the

register.

9. The occupants are responsible for any losses, breakage or damage to the furniture, electrical

fittings and other articles kept in the room and they should make other articles kept in the

room and they should make good the loss before leaving the guest house. An inventory of

furniture and other articles kept in the room shall be displayed prominently in the rooms.

10. All bills towards guest house charges shall be settled in cash.

11. Guests are requested to keep their belongings in safe custody and Management will not be

responsible for any losses, damage etc., which may occur during the stay of the guests in the

guest house.

86

52(1) COMMON GOOD FUND

This fund may be created out of the profits earned by the federation at such rates as may be

decided by the general body from time to time. It may be used for the purpose of making

contributions or donations to charitable purposes involving public health, Education etc., as

per section 2 of the charitable endowments Act.

The provision of this rule will be cooperative with effect from the calendar year 1985.

53 SMALL FAMILY NORMS

The employees of the federation be encouraged to adopt Family welfare measures and to accept

small family norm. An employee who undergo Family planning operation after 1-1-1987 will

be eligible to receive cash award of RS.1000/-(Rs. One thousand only) subject to following

conditions.

1.The employee shall be within 45 years age at the time of undergoing Family planning

operation.

2. He/she shall not have more than two living children.

3. Either of the spouses also will be entitled for the benefit and both of them will not be eligible

for the same.

4. The Husband/wife of the employee is eligible for this benefit provided that they shall not be

in receipt of any similar benefit from the Government/institution in which they are working

and a certificate from their employer has to be produced to this effect before claiming

benefit under this rule.

54. RESIDENTAL ACCOMODATION TO PRESIDENT :-

The Karnataka Co-operative Consumers Federation Ltd. , Bangalore may take on rent a

residential building to provide accommodation to the president of the federation. However

the rental liability of the federation shall not be more than RS. 1500/- per month. The

president who occupies the building shall bear the charges towards Electricity and water

bills.

-000-

87

®Üí/ Ÿ.ÙÜ.Pæ 0 A..© 02:0::'3111 ©®ÝíPÜ 3:/5/2:::/

Sd/-

Additional Registrar of Co.op Societies

(Consumers and Marketing)

in Karnataka, Bangalore

88

CONTENTS

SUBSIDIARY RULES

1) DEFINITION .................................................................................................................................... 1

2) APPLICATION ............................................................................................................................. 2

3) OFFICE SECRECY ..................................................................................................................... 2

4) OFFICE STAFF ............................................................................................................................... 2

5)CONDITIONS OF SERVICE: ......................................................................................................... 3

6 SCHEME OF TIME BOUND ADVANCEMENT FOR THE EMPLOYEE ............................. 10

7) LEAVE RULES: ............................................................................................................................. 12

8 SCHEME OF ENCASHMENT OF EARNED LEAVE: ............................................................ 16

9.ENCASHMENT OF EARNED LEAVE AT CREDIT AT THE TIME OF

SUPERANNUATION/ VOLUNATRY RETIREMENT: DEATH: ............................................... 18

10) SERVICE REGISTER: ............................................................................................................... 18

89

10. A) PROVIDENT FUND ............................................................................................................... 18

11.STAFF GRATUITY RULES: ....................................................................................................... 19

12.BONUS: .......................................................................................................................................... 20

13.CONDUCT RULES: ...................................................................................................................... 21

14. DISCIPLINARY ACTION: ......................................................................................................... 24

7. PAY DEARNES ALLOWANCE AND OTHER ALLOWANCES: ....................................... 32

18.FIXATION OF PAY AND GRANT OF INCREMENTS: ......................................................... 33

19. INCREMENTS: ........................................................................................................................... 34

20. THE OFFICE ................................................................................................................................ 35

21.HOLIDAYS .................................................................................................................................... 35

22.SECURITY BY THE STAFF ....................................................................................................... 35

23.ADVANCE TO THE EMPLOYEES ........................................................................................... 37

90

24 JOINING TIME .......................................................................................................................... 39

25 ANNUAL CONFIDENTIAL REPORTS ..................................................................................... 40

26. MANAGING DIRECTOR ........................................................................................................... 46

28. SUPERVISORS/ FIELD OFFICERS:FLOOR MANAGER AT HEAD OFFICE ................ 52

29. ACCOUNTANT IN HEAD OFFICE .......................................................................................... 54

30. CASHIER IN HEAD OFFICE ..................................... ERROR! BOOKMARK NOT DEFINED.

31. STORE KEEPER/GODOWN KEEPER OF HEAD OFFICE ................................................. 55

32.DUTIES AND RESPONSIBILITIES OF DISTRICT SALES REPRESENTATIVES. ......... 57

33. DRIVER. ........................................................................................................................................ 58

34.NIGHT WATCHMEN .................................................................................................................. 58

35.GENERAL ...................................................................................................................................... 59

36.CHARGE OF CASH IN THE ABSENCE OF ACCOUNTS OFFICER .................................. 59

91

37.PETTY EXPENDITURE .............................................................................................................. 59

39. DUTIES AND RESPONSBILITIES OF THE TECHNICAL OFFICER HOSIERY

FACTORY, MYSORE ....................................................................................................................... 76

40. COMPOSITION AND UTILISATION OF FUNDS ................................................................. 77

41. DUTIES AND RESPONSIBILITIES OF THE EMPLOYEES OF THE BRANCHES......... 78

42. LIBRARY ...................................................................................................................................... 80

43. STATIONARY: ......................................................................................................................... 80

44 STOCK REGISTER OF FURNITURE ................................................................................ 81

45 STOCK REGISTER OF BOOKS AND FORMS ............................................................... 81

46 CORRSPONDANCE ................................................................................................................. 81

47 THE PRESIDENT ......................................................................................................................... 82

48 BOARD MEETING ....................................................................................................................... 83

49. BUSINESS ADVISORY COMMITTEE .................................................................................... 83

92

50 SITTING FEE TO DIRECTORS. ................................................................................................ 84

51 MAINTENANCE OF GUEST HOUSE ....................................................................................... 84

52(1) COMMON GOOD FUND ........................................................................................................ 86

53 SMALL FAMILY NORMS .......................................................................................................... 86

54. RESIDENTAL ACCOMODATION TO PRESIDENT :- ......................................................... 86

5)CONDITIONS OF SERVICE: .................................................... ERROR! BOOKMARK NOT DEFINED.

VIII ......................................................................................... ERROR! BOOKMARK NOT DEFINED.

THE BOARD MAY RETIRE ANY EMPLOYEE AFTER HE/SHE HAS COMPLETED 20 YEARS

OF QUALIFYING SERVICE OR AFTER HE/SHE HAS ATTAINED THE AGE OF 50 YEARS, IF

SUCH RETIREMENT IS IN THEIR OPINION NECESSARY IN THE INTEREST OF THE

INSTITUTION PROVIDED THAT THE EMPLOYEE CONCERNED IS GIVEN NOTICE OF 3

MONTHS BEFORE THE DATE OF RETIREMENT OR IN LIEU OF SUCH NOTICE, A SUM

EQUIVALENT THE AMOUNT OF HIS SALARY FOR A PERIOD OF 3 MONTHS. ........ ERROR!

BOOKMARK NOT DEFINED.

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