16.
What
are all the circumstances Dies non can be ordered?
·
A day can be marked as dies non in the
following cases:
·
(1) absence without permission
·
(2) leaving the office without
permission while on duty and
·
(3) while on duty, refusal to perform
the duties assigned.
·
The leave sanctioning authority can
order dies non in the above cases.
·
This means, even if the GS performs
duty for part of the day, the day can be treated as dies non.
·
However, dies non is not ordered for
late–coming; only half a day casual leave is debited to his casual leave
account.
17. Whether Dies non can be marked for late attendance?
·
Head of the office can condone late
attendance up to three time in a month.
·
Dies non is not ordered for
late–coming; only half a day casual leave is debited to his casual leave
account.
·
Suppose, in the above case the GS has
no casual leave to his credit. The competent authority, if he does not propose
to initiate disciplinary action, will inform the GS that he will be treated as
on unauthorized absence for the day.
·
It is left to the GS either to face the
consequences of such unauthorized absence, or to apply for any kind of leave.
18.
Whether Two penalties can be imposed on
a GS for a single offence and if so what shall be quantum of such punishment?
·
Two statutory penalties can be imposed
on a GS for a single offence, though normally there will be no need to impose
two penalties at a time.
·
The penalty of Recovery from Pay can be
imposed along with another penalty.
·
However, the net cumulative effect on
the GS should not be so severe as to make it impossible for him to bear the
strain.
·
The second penalty imposed should be a
higher penalty like Withholding of increment or Reduction.
19. What is the distinction between Censure and Warning? What is its effect?
·
There is a distinction between Censure
and Warning.
·
The first is a formal penalty imposed
on a GS for good and sufficient reason.
·
That is, the GS has been found guilty
of some misconduct or misbehaviour.
·
The penalty is imposed after following
the prescribed procedure under the CCS (CCA) rules, 1965.
·
A record of the penalty is kept in the
official’s Confidential Report (now APAR).
·
It can have a bearing on the assessment
of his merit or suitability for promotion to higher posts. (Generally, Censure
is not a bar to promotion).
·
A written Warning is given to the GS
when he is found guilty of an act which does not justify imposition of a formal
penalty, such as carelessness in work, delay in disposal of cases, etc.
·
A warning also can be recorded in the
G.S’ s Confidential Report, if the reporting authority considers it necessary.
·
In such cases, the GS can appeal
against such warnings also.
·
Though a warning does not amount to a
formal penalty, it can also affect the promotion chances of the GS.
20.
Whether the disciplinary proceedings
can be ended with the punishment of Warning?
·
If a disciplinary proceeding is held
against a GS, it cannot be closed with a warning; at least the penalty of
Censure should be imposed.
· That is, warning should not be issued as a result of a disciplinary proceeding. (If there is no justification to impose the penalty of Censure on the GS, the DA can drop the proceeding).
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