Stree Nidhi Credii Cooperotive Federotion Ltd ,*&**d,

Stree Nidhi Credii Cooperotive Federotion Ltd ,*&**d,

Deportmenl of Rurol

Development

Governmenl of

Telongono

_ffit-K

_*Xft.

TFD No: OO2/2014

502, sth Floor, Hermiloge Office complex, Hillfort Rood, Adorsh Nogor, Hyderobod- 500 004.

HR Policy

1

2 3 4 5

INDEX

Sl iipS'l suBrEcr$,."- "=

Title, Application, Definition, Interpretation

Staffing Pattern

-

categorisation of posts - promotion

I

General Conditions of the Service

Pay Structure, allowances and other benefits Leave Policy

Conduct and Discipline

Disciplinary action against employees

P^R,u-Ri

WF\$

1-3

4-8

9 10- 13 L4-T6 17-22 23-24

6 7

CHAPTER. ¹

Title, application, definition and interpretation

1.1.

Title:

The

service conditions

may be

called

"H.R Policy" for

^employees

of

^Stree

Nidhi

Credit Cooperative Federation

Limited.,

Telangana.

1.2.

Applicability:

c.

1.2.1

The H.R

policy

shall apply to the employees

of

Stree

Nidhi

who include

the existing

employees and those employees appointed hereafter. The service

of

existing employees

will

be reckoned

from the

^date

of their

joining for considering their five year term. HR policy shall

be applicable to the extent of provisions of terms and conditions

of

contract agreement entered in to

with

them.

I.2.2

HR

policy

shall be applicable to those retired employees or professionals who served in banks

/

Govt. etc., earlier and appointed as consultants on contract basis on a monthly consolidated pay,

to

the extent specified

in

HR ^policy and provisions of terms and conditions of

^contract

agreements

with

them.

I.2.3 In case of employees working on deputation from

Government departments

or

other Govt. organisations

or

SERP, the

HR policy

shall be applicable only to the extent specified in their terms and conditions

of

deputation agreed

upon with the

Govemment

or other

organisations.

Further

,

^issues

if

^{any occur due}

to

frauds/negligence Stree

Nidhi will

reserye the right to proceed legally to recover the amounts.

I.2.4 H.R policy will

^come

into

force

from the

date

of

approval

by

General Body

of

Stree

Nidhi.

1.2.5 Provided further that, nothing in the HR policy shall affect

the application

of

any other law, statutory rule or any regulation for the time being

in

force.

1.3.

Definitions:

1.3.1

^ooStree

Nidhi"

^means

the

Stree

Nidhi Credit

Cooperative Federation ltd., Telangana.

1.3.2 "HR ^policyo'

^means

^{HR policy} of

Stree

Nidhi Credit

Cooperative Federation ltd., Telangana.

I.3.3

ooManaging

Committee"

means the Managing Committee

of the

Stree

Nidhi

Credit Cooperative Federation ltd., Telangana.

I.3.4 'oManaging Director" means Managing Director, Stree Nidhi,

appointed by the Government.

1.3.5

o'Employee

of

Stree Nidhpo means any person employed by Stree

Nidhi on

contract basis as

per the HR policy

and

not

as

a

consultant and appointed for a period 5 years.

I.3.6 Consultant

^means any professional/ person who ^has retired from

regular

^.

employment

on

super annuation

/ voluntarily, or a

professional

with

domain expertise

offering

services as consultant on contract basis

for

a

period of 1 or 2

^years

by ^paying

consolidated

fee for the

services rendered as per the terms

of

contract.

1.3.7 "Pay"

^means the amount drawn monthly by an employee

of

Stree

Nidhi

as per the basic pay sanctioned for the post held.

1.3.8

"Salaryoo ^means pay and other allowances.

1.3.9 6oAppointing authority" means the authority competent to

^make

appointments i.e., Managing Director

of

Stree

Nidhi.

1.3.10"Competent Authority"

means

the

authority empowered

to

deal

with

any matter as prescribed in HR policy.

1.3.110'Period

of

^{service'o includes}

^{period on} duty,

deputation

or any

leave duly sanctioned by the competent authority.

l.3.I2"Period

on duty'o means

i.

Unintemrpted period

of

service

ii.

^{Joining time} allowed on transfer

iii.

^{Period of leave duly} sanctioned as per leave rules.

iv.

^{Period spent}

in any

course

of

institutions

or training to which

an employee has been deputed.

1.3.13

"Duy"

^{means a} Calendar day beginning and ending at mid-night.

l.3.I46Holiday"

means a day

notified

as holiday by the Govt. of Telangana 1.3.15

"Year"

^{means the} Financial Year beginning

with

the

first

day

of April

and ending

with

the 31't day of March.

1.3.16 ooMonth" means Calendar month.

l.3.lTooBamily'o means employee's wife/husband, unmarried children/ adopted son

/

daughter, parents, unmarried brothers and sisters

of

the employee residing

with

employee,

wholly

dependent on himlher.

1.3.18"Travelling

Allowanceoo means an allowance granted to an employee to cover the expenses

in

respect

of

travelling undertaken

by

him/her while on duty

/official tour

and

D.A

payable as decided

by MC from

time to time.

1.4. INTERPRETATION:

1.4.1

The power

to interlret

the

HR policy

vests

in

the Managing Cominittee

which is

empowered

to

issue such instructions as may be necessary to give effect to and aar-ry out the provisions of the HR policy.

1.4.2 It

shall be competent

for

the Managing Committee

of the

Stree

Nidhi

whenever

it

^deems

fit, to

alter, amend

or

change

the HR policy.

Such alteration, amendment

or any

other changes shall however take effect only after their approval by the General Body

of

Stree

Nidhi.

CHAPTER-2

Staffing Pattern- cate gorization of posts

Fixation

of

staff strength.

designations and scale:

2.1,.

^The Managing Committee shall

speciff from time to

time the strength, category of posts, which

will

be placed in General Body for approval.

2.2.

The General Body

of

Stree

Nidhi

i.

may abolish or create any class or category of

posts

ii.

Authorizes

MC for

approval of pay and allowances subject , to Sec 116 C

of TS

Cooperative Societies

Act'7964,

and

others

including

TA, daily

allowances and other benefits, leaves etc.,

iii.

^Approval

of

annual budget

limits

for expenditure on

staff

iv. ^Permit MC to recruit

employees

over and above the staff

strength

sanctioned by the

General

Body, to the

extent

of ^I}Yo of

such

staff

strength

in

order

to

meet the requirement

of

staff

in

exigency and leave reserve etc..

2.3. ManagingDirector:

The Managing Director

will

be appointed by the Govemment of Telangana

for

a term

of

3

to

5 years at a time and ratified by

MC.

The services

of

Managing

Director

can be extended

up to

a maximum age

of

65 years.

MD

shall

be

a

professional with relevant

experience

and qualifications. The

Managing Committee

will

decide

the

service conditions, such

as

salary and

all

other allowances

like

residential accommodation, medical benefits and other perks etc.,

2.4. Classification of

^posts:

Stree

Nidhi

staff

will

have the

following

cadres aside Managing Director.

S.N; Nu-*

^{of the Post}

, 1

General Manager

2

^Deputy General Manager

3

Assistant General Manager

4

Chief Manaeer

5

6 7

senior

Mil;g;-

vlanager

Assistant Manager

8 9 10

Executive Assistant Office Assistant

Driver

The employees who are presently designated as

AGMs will

be called

as Chief

Manager henceforth. However,if posted

in district

the post

will

be

called

as

Regional Manager. Staff

working

at present

in different

cadres are as under.

Organogram

of

Stree

Nidhi

is enclosed.

SI.No. Position

Stree Nidhi Staff

Deputation

from SERP Total At HO Zonal/District

/Mandal ^Level

t

General Manager 0 0 0 0

2 DGM 6 ^{2 1. 9}

3 AGM 1 0 0 L

4 Chief Manager 6 9 0 15

5 Senior Manager 0 0 0 0

6 Manaser 9 22 0 31

7 Asst. Manaser 3 26 0 29

B Executive Assistant 0 0 0 0

9 Office Assistant ^{T 0} 1 2

10 Driver ^{2 0 0 2}

Total:

28 59 2 B9

)1 Recruitment

Policy:

a) Qualifications

^specified

for different

posts: The

eligibility

criteria

for

recruitment

of different

category

of

Stree

Nidhi will

be decided

with

the approval hatification by

MC

whenever notification is issued

for the

vacancies

to be filled in . The

roles and responsibilities

of

different category

of

staff

will

be specified by Managing Director.

b)

^Stree

Nidhi will recruit

employees

in different

cadres as and when required

by inviting

applications through newspapers, other modes and

following

procedure

which

^may include written test

or interview

c)

d)

or both as per the

policy laid

down by

MC. No T.A

or

D.A

shall be

allowed to the

candidate

called for written test / ^interview or for joining duty on their first

appointment

to the

service

of the

Stree

Nidhi.

The selected candidates

will

be appointed on contract basis

for

a term

of

5 years period and an agreement

will

be entered

for

the purpose.

The

employees' services,

will

be renewed

till the

employee attains age

of 60

years

if the

performance

is found to be

satisfactory

in

annual reviews and suitability.

Date of Birth:

^{The date}

^{of birth}

as recorded

in a

school

or

collego certificate shall be adopted

without

^any modification.

e) While

making appointments

of

employees, except consultants, Stree

Nidhi

shall

follow

reservation

I

^{roster system as}

^{per the}

^guidelines

issued by Govt. from time.

0 ^As

per the need

of

the posts

in

different cadres, the vacant positrons

will

be declared to be

filled in

by existing

contract

employees to the

extent of 600/o

based

on the

possession

of ^past

experience and

performance

as prescribed

by MC

from time

to time

and remaining 40%by direct recruitment

who

include staff on deputation and extent

of

such staff on deputation

will

^{be decided}

by M.C. In

case

of

non-

availability of

suitable candidates

from the existing

employees

for higher

positions ,candidates

will be

recruited

directly

as

per

need.

The above

policy will

be modified by

MC

as and

when

required.

In

the cadre

of

General Manager,50Yo of the posts

will

be

filled in

from the existing employees

and

50%by way of direct recruitment.

g)

However,

all

Asst. Managers,

Office

Assistants and drivers

will

be recruited directly or

will

be on deputation.

h)

Deputation of staff from SERP:

The staff working in SERP are

having rich experience in nurturing SHGs and their federations. They play a key role in facilitating the members of SHGs in availing credit and other financial

services from Stree Nidhi. During the past 4 years , ^the staff gained knowledge on systems and ^procedures

evolved by Stree Nidhi under credit, savings and

repayment. Keeping the above in view ,it is ^{desirable to}

utilise the services of staff from SERP on deputation ^as when there is a need. However, while filling up the vacancies in higher cadre and they become part of

^4Ooh

of ^vacancies to be filled bv direct recruitment from outside.

2.6.

^General

Conditions relating

to

Appointment:

2.6.1.

Any

person shall

not

be appointed

if his

character and antecedents are

not

satisfactory. Person,

who

has suffered punishment

of

any nature

in

any

institution or

Government, shall not be appointed

to

the service

of

Stree

Nidhi.

2.6.2.

A

member

of the staff of

^Stree

Nidhi shall

cease

to be in

service

if

he/she

is

sentenced

for

any

criminal

offence

involving

moral turpitude and the conviction has not been reversed.

2.6.3.

Any

employee

who is

found

guilty of

production

of

false certificates

of

qualification or service shall be terminated

from

Stree

Nidhi.

2.6.4.

A

^person shall

not be

appointed unless

medically fit

^as

certified by

u medical practitioner not below the rank of Assistant

Civil

Surgeon and is free from any

bodily

defects making him /her unsuitable for the ^post.

2.6.5. On selection, the Managing

Director

shall issue a letter

of

appointment

to the

person selected

indicating the

name

of the post, pay,

^place

of

posting, security to be furnished

if

any etc., and time allowed for

joining

duty.

2.6.6. The service

of

an employee shall commence

from

the

working

day on which he reports

for

duty, provided that where an employee

joins

duty

in

the aftemoon

of a

day, that day shall not be reckoned

for

the purpose

of

payment

of

salary.

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CHAPTER.S

General Conditions of the Service

3.1.Service whole

time:

The employee shall be at the disposal

of

the Stree

Nidhi for

whole time and he/she may be employed

in

a manner as required by the competent

authority. The

employee

is not entitled to claim for any

additional remuneration.

3.Z.Transfer

and Postings ^:

The employees are liable to be tiansferred or posted during their service to any place in the district /state.

In

case of Assistant Managers, they

will

be

posted

within native district

and

they are liable to be

transferred

within the

same

district. They can also be shifted from one post to

another

in the

same category

to

meet administrative requirement. They

also shall be liable for transfer after completing a term of 3

^years

normally

and

depending on exigency.

3.2.1. The Managing

Director is the

authority competent

to

effect transfer

of

any employee.

3.2.2. Joining

time

may be allowed

to

an employee

for

enabling

him /

her to

join _duty

_{at a different} station as decided by Managing Director. Where

the transfer

does

not involve

change

of station, no joining time

is allowed to an employee.

3.3.

Performanceassessment:

3.3.1.

In

respect

of all

employees proper record

of

service shall be maintained in a prescribed form from time to time.

3.3.2. Confidential report on the

work

done and conduct

of

the employee shall be recorded annually

for

every

financial

^year.

In

respect

of

employees up

to the

cadre

of

Asst. General Manager, the confidential reports

will

be

written by

the immediate Superior

Officer

and

in

case

of GMs

and

DGMs

cadre, the Confidential Report

will

be recorded by the Managing Director.

3.3.3.

An

employee

is eligible to apply for

a

post in

higher category as and when announced

if eligible

as

per the eligibility

criteria decided

from

time to time ^.

3.3.4. On appointment

in

a higher post, the pay

of

an employee shall be

fixed

at the minimum of the

pay

&

allowances

of the

^post

to which he

is appointed or may be fixed as per mutual consent.

CHAPTER. 4

Pay Structure, allowances and other benefits

4.1. Pay and Allowances:

4.I.1 The

payment

of

wages

is subject to ^{review every} year as per

the

provisions of Sec 116-C of

^Telangana

State

Cooperative Societies

Act'1964

. Managing Committee shall be the authority

to

prescribe the pay structure and allowances payable

for

every post and revision

of

the same

may be

considered

every five

^years.

However, the extent of

increase/decrease'will

be subject to

^Sec.116-

C of the

Cooperative Societies Act 1964.

4.I.2 In the

case

of first

appointment

to the

service

of

Stree

Nidhi, the

^pay

shall be fixed in the minimum

pay

&

allowances

fixed for the

post.

However,

the M.D may

sanction higher

pay in the

case

of

deserving candidates possessing

higher qualifications and the details will

^be

submitted to

M.C

for information.

4.I.3

The present salary at entry

level

^is refixed by categorising

into

different components for different cadres ensuring that the total amount paid does

not

exceed

the amount presently

paid.Present

salary structure for

different cadres at entry level is as given below:

Nn*a. ^l.

The present pay of the employees will be protected while changing the pay structure as

r\vrw'

above by making required adjustment under special allowance and field allowance.

Present Salary Structure at entry level

S.No. Name of the Post

Starting Basic

Pay

HRA (30%

CCA (s%)

PF (r2%)

SpL Allowance

(s3%)

Gross Pay

I General Manaserx 2 Deputy General Manager

17500 5250 875 2100 9275 35000

J Assistant General

Martaser ^I Zonal M anager 16000 4800 800 r920 8480 32000 4 Regional Manager/Chief

Manaser 14000 4200 700 1680 7420 28000

5 Senior Manager* 1 1750 3525 s88 1410 6228 23500

6 Manager 10000 3000 500 1200 s300 20000

7 Asst. Manager 5000 1s00 250 600 2650 10000

8 Executive Assistant* ₆₂₅₀ 1 875 313 750 33t3 12s00

9 Office Assistant 3750 1125 188 450 1988 7500

10 Driver _{6000 I 800 300 720 3180 12000}

1_0

2.The annual increase in Basic Pay will _{be @ 6%}

3. Staff Working in HO, Hyderabad are eligible for HRA (30% of Basic) and CCA of 5o/o

4. Staff working at District Head Quarter ^are eligible for HRA @ ^{14.5% of Basic and l2Yo} working at other places

5. Staff working at Head Office, Hyderabad arc eligible for Special Allowance and those working in field are eligible

for

Field Allowance of 20.50%o and23o/o working at District and Other places respectively.

6.At the time of revision of salary for fixing hike percentage in the existing salary, the employees will be grouped in to the following categories.

I Category: Asst. Manager, Executive Assistant, Offrce Assistant and Driver II Category: Chief/Regional Manager, Senior Manager and Marlager

III Category: General Manager, Deputy Manager and Assistant General Manager

* _Post is yet to be created

4.I.4

The annual increase

in

pay and allowances shall accrue

to

an employee

on completion of 12 months service. Depending on the

^merit

/performance

of

the employee, the Managing

Director

at

his

discretion may

fix

the pay

&

allowances at higher level. The details may be placed

in MC for ratification. Annual

increase

in ^pay and

allowances shall

ordinarily be drawn as a matter of

^course

or the

same

may be

or unsatisfactory

perfornance withheld as disciplinary

measure

at

the discretion of Managing Director.

4.1.5

The annual increase accruing on any day

in

a month shall be deemed to have accrued on that day

of

the month.

If

an employee is on loss of pay

for

a

period for

any reason what so ever,

the

date

for

accrual

of

^next

increment

will

be delayed by that many no.of days.

4.1.6 In

case

of ^{not awarding} or

suspending

the

increase

to an

employee, observations/ remarks are to be recorded.

4.2.

Disbursement

of Salary:

4.2.1. The salary of the staff shall be disbursed before 5th

of

succeeding month

by the

Managing

Director. The

salary

may

however,

be

disbursed

in

advance on the last

working

day

of

the month

in

special cases such as

festivals etc.,

tt

4.2.2.

Deductions:

A11 deductions

-

income taxlservice taxlprofessional

taxl

CooperativelLlC premium etc., have to be done at source from the salary before payment

/

disbursement.

4.3. Medical Insurance Allowance: The

annual

premium for the

medi-

claim/ health

insurance

shall be paid by

Stree

Nidhi directly to

^an

insurance company. Stree Nidhi will cover it's ^{employees for}

Hospitali zation and

Domiciliary

^Hospitali zation

Benefit Policy

^(Group

Medi-claim) up to

a

limit

depending

on

cadre as decided

by MC from

time to time.

4.4.

^Personal

Accidental Insurance:

The

limit for

covering accidental

risk of

the employees and consultants under

different

^cadres

will

be decided

by MC from time to time

^and

^the

^{required annual premium}

will

be borne by Stree

Nidhi.

4.5. Transport allowance is

payable

to

employees

in different

cadres as

decided bv M.C.

4.6.

On transfer

the

employee

will

be

eligible for TA

and other allowances for shifting

of

luggage as per policy laid down by MC.

4.7.

^The staff whose performance is found

to

be extraordinary as decided by

MC

from time to time

will

be paid incentive

in

lumpsum or monthly

for

12 months based on the annual performance in

previous

financial year ^.

4.8.

Loans and advances

to stafft

4.8.1.

Festival Advance: All the

employees

of

Stree

Nidhi

are eligible

to

^get 15 days gross salary as

festival

advance once

in a

calendar year.

No

second advance

will be

sanctioned unless

the earlier

advance

is fully repaid.

The advance shall be interest free ^and recoverable

in

10 monthly instalments.

4.8.2.

Vehicle Loan to Staff:The

employees

may be granted loans for

purchase

of two

wheeler as per

the

guidelines evolved

by MC in

this regard from time to time.

4.9. ^Provident Fund: The

employees

of

Stree

Nidhi shall be entitled

to become a member

of

the Provident Fund as provided

in

the employees

provident

scheme

of

1992 and

the

benefits

of

contributory provident

t2

fund. An

amount equal

to

^24o/o

of the

basic

pay of

employee

will

be deducted everv month from the salarv towards Provident Fund.

4.10. Gratuity:Gratuity

shall be payable

to

an employee as per the provisions

of

payment

of Gratuity Act'

1972 and rules framed under the Telangana Payment

of

Gratuity rules 1972 as amended from time to time. However,

this is not

applicable

to

those

who

are appointed as consultants aged above 60 years. For payment

of

gratuity the date of

joining _of

_employee

will

be considered to determine the eligible period.

13

CHAPTER - 5

Leave Policy 5.

^{Leave Rules:}

5.1. General

Rules:Leave

though it is a

privilege,cannot

be

claimed as a

matter

of right. It involves

application, consideration and sanction by competent

authority. An

employee

before

proceeding

on leave

shall furnish his/ her address during the period

of

his leave and any change

in

the addressis to be informed to the competent

Authority.

,

5.2. Authorities empowered: The Managing Director or the Officer authoized by him can grant all ^types of ^leave to the

employees.

Application for leave shall be addressed to the Managing Director.

5.3. ^{Power to}

^refuse

^or recall when

an employee

on

leave: Depending on the exigency

of

services so required, discretion to refuse or revoke leave

of

any

type or to recall an

employee

from

leave

is

reserved

with

the competent authority except in the case of leave on medical grounds.

5.4. ^Extention of ^leave: If an

employee

on leave

desires

an

^extention

thereof, he has

to

make an application

in writing

so as

to

reach Stree

Nidhi at

least

7

days

before the expiry of the leave. Written

reply communicating

the

sanction

or

rejection

of

leave shall

be

sent

to

the employee to the address given by employee.

5.5.

^Absence

^{or overstay:}

^Absence

^without

^leave

^for

^{more than seven days}

whether in continuation of

sanctioned

leave or ^otherwise

^entails

disciplinary

action and the

period of

absence

will

be treated as loss

of

pay at the discretion

of

competent authority.

5.6. Commencement and termination of ^leave:The first day of

^an

employee's leave

is the working

day succeeding

to the day on which

employee is relieved. The last day

of

an employee's leave is the

working

day preceding the day on which employee returned to duty.

5.7. Types of leave: Subject to the provisions of the HR Policy,

the

following

kinds

of

leave may be granted

to

an employee as decided by the Managing Committee.

i.

Casual leave

ii.

^Annual /Sick leave

iii.

Special

Casual

leave

iv. Maternity and Patemity leave.

v.

Extraordinarv leave

5.7.1.

Casual

Leave:

, i.

Casual leave may be granted for 12 days

for full

calendar year and on pro rata basis one day leave

for

every month

of

service which are lapsable at the end

of

each completed year

of

service. Casual leave

will

be counted

for

calendar year and

for part of

the year,

will

be calculated on pro rata basis.

ii. ^The

^days

^of

^{casual leave and}

^{public Holidays}

^combined

^{in all}

shall not exceed ten davs at a time.

iii. ^It

shall not be affixed or prefixed to any other kind

of

leave.

iv. Prior

sanction

is

^necessary

to avail of

^casual

^leave

^except

unforeseen circumstances

which will have to be

specified

writing

in the application.

5.7.2.

Annual

Leave

In

addition to the casual leave, the employees can

avail

18 days

of

annual leave

in

a calendar year,

which

are lapsable at the end

of

each calendar

year.In

case of part of the year,

it will

be on prorata basis.

5.7.3. Special Casual Leave

Special casual leave,

not

counting against ordinary casual leave, may be granted

in the following

circumstances.

Any

employee

who

undergoes operation

under family planning

scheme

is eligible for

special casual leave on production

of

medical certificate

from

Assistant

Civil

Surgeon.

Female

employees

who undergo Tubectomy are eligible for

special casual leave

for

a period not exceeding2} days and male employees who undergo Vasectomy are eligible for six days

of

special casual leave.

5.7.4.

Maternity

and

Paternity

leave:

i. Maternity leave on full pay shall be

^granted

to a married

woman employee

for

a period not exceeding 3 months per delivery up to 2

living ln in

15

children

with

a rest

of

12 months

or

as per changes made

in

the

policy

from time to time. However,

it will

be sanctioned

for

a fuither period

of

3 months

with

out any salary.

ii. ^Matemity

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 is supported by a medical certificate.

iii.

^Maternity leave should be taken in one spell and not in instalments.

iv. ^Maternity leave may be

granted

on two

^occasions

during the

^entire

period of female employee's seryice.

v.

Paternity leave on

full

pay shall be granted

to

a married male

employee

^,

for a period not exceeding 6 days each time for two children.

5.7 .5.

Extraordinarv

leave

i. Extraordinary leave may be ^granted

depending

on track record of

employee and

only

in case

of

serious sickness or any other reason at the discretion of Managing Director only

if

the other leaves are exhausted.

ii. ^In

^{such case increment}

will

be postponed and no salary

will

be paid

for

the leave period.

16

6.1

CHAPTER - 6

Conduct and Discipline

These

rules

called

the

Stree

Nidhi,

^Telangana Contract Employees Conduct and

Discipline

rules.

Any violation of

^these

rules by an

employee

will

^be

inviting

punishment and

termination of contract

as decided

by M.D,

^Stree

Nidhi.

6.2

Liability and abide by: Every

employee

shall at all times

mbintain absolute

integrity

and devotion

to duty,

conform

to

and abide

by

these regulations and observe, comply

with

and obey

all

orders and directions

which

may

from

time

to time

^{be given}

to him/

her

in

the course

of

his

official duties by any person or

^persons

under

whose

jurisdiction,

superintendence or control he/she

may

^for the time being placed.

Code of Conduct: An ^{employee shall} at all times,

^conduct

himself/herself

soberly and temperately

and

show proper respect and

civility to

his superiors and

all

persons having any

official

dealings

with

Stree

Nidhi. An

employee shall serve honestly and

faithfully to

promote and

protect

interests

of the

organization

in all

respects.

An

employee shall

at

aII times, hold himself

in

readiness, to

work diligently,

carefully

and with a

sense

of responsibility to perform any duty required of him/her by the

management

to ^the best of

hisArer

ability and

skills.

He/she shall devote his/her

time

and interest

for

Stree

Nidhi

and shall attend

to

his/trer duties punctually, dt the place or places where he may be required to work from time to time.

Scope of Employee Service: A11 employees shall be full

^time

employees

of

Stree

Nidhi

and shall devote themselves exclusively to the duties assigned to them from time to time by the management, due to the exigencies of work and circumstances.

Prohibition

against

participation in politics: No

employee shall be a

member of or be ^otherwise

associated

with any party or

^any

organization, which take part

in politics

or participate

in

aid or assist

in any other

manner,

any political movement or activity or stand for

elections to any legislature or local authority.

Private Employment: During the period of

employment

with

^Stree

Nidhi,

no employee shall hold

office

of

profit

outside the organization or engage

himself in

any other service, trade, business, profession, either

17

part time or fulI time,

whether

on profit or gain or

honorary basis or otherwise,

in

any capacity

or for

any purpose what so ever,

without

the

prior

permission

of

the management and management shall be under no obligation to grant any such permission to the employee.

6.6 Resorting to Strike and Agitation: No

employee shall resort

to

strike lagitation

of

any nature and

if

resorted, Stree

Nidhi

reserves

its right

to terminate the contract

of

such employees

with

out any notice.

6.7 Private Trading or Business: No

employee

shall have any

private

dealings, what so ever whether financial or otherwise with

those

individual

institutions,

Firms,

Companies, business organizations etc.,

who

have any business dealings

with

the organization

without

the

prior

permission of the management.

6.8 Speculation in

^Stockso

Shares etc: No

employee

shall

speculate

in

stocks, shares, securities

or

commodities

of any

description, provided that nothing

in

this

rule

shall be deemed

to prohibit

an employee

from

making a bonafide investment

of his

own funds

in

such a manner as he may consider it necessary.

6.9 Obligation

to

maintain

Secrecy:

6.9.1 No

employee shall use

for his own

^purpose

or

disclose

or

cause

to

be disclosed

in

any manner

, ^what

^{so ever}

,

^during

his

service

with

Stree

Nidhi or

after leaving the service

of

Stree

Nidhi _,

except

in

the

official

discharge

of his duty , ^any

^secret

^or

confidential matter

or any

other

information

conceming Stree

Nidhi

about process

or work or

contracts entered

in to or

any other information relating

to

the business activities

of

^Stree

Nidhi to any

organization

or to ^any individual or group of

individuals

whether employees

of

Stree

Nidhi or not or to any

news

papers or ^journal or book or pamphlet or leaf let or to ^any

^one

whomsoever unless compelled

to

do so by

judicial _or

_{other authority or}

instructed by superior officers in discharge of his/her duties.

6.9.2 No

employee shall take

with

him/her

for

hislher

own

personal use any photographs regarding any business activities

of the

organization

with him for his/her

personal

use

irrespective

of the fact that these

are prepared by the employee.

6.9.3

A11 books, photographs and other papers containing notes or information

relating to

Stree

Nidhi affairs or

operations shall always be treated ^as organization's property whether prepared by the employee or otherwise.

6.9.4 No

^employee

shall use

Stree

Nidhi's

name

or

properties

etc., for

his personal use or benefits.

18

6.10 Acceptance of Gifts: No

employee

shall solicit or

accept

any gift

directly or

indirectly

on his own behalf or on behalf

of

any other person or permit his

family

members to accept any

gift,

gratuity or reward from any person

with

whom he

is

concerned

in

the performance

of

his

work

or from any employee or from a constituent

of

Stree

Nidhi.

6.ll ^{Lending, Borrowing &} Investment:

6.11.1.

No

employee shall make or permit any member

of his family to

make any investment

likely to

embarrass

or

influence

him in

the discharge

of

his offrcial duties.

6.11.2. Lend money to any person at interest or

in

a manner where by return

in

money or kind is charged or paid or.

6.11.3. Incur debts considered excessive by Stree

Nidhi

6.12 Insolvency: An

^employee,

^who is involved in legal

proceedings

for

insolvency

shall forthwith inform the true

facts

to

^Stree

^Nidhi

^and

ⁱⁿ

case he is adjudicated as insolvent his services shall stand terminated.

6.13

^Absence

^{from duty:}

6.13.1. No employee shall

absent

himself from duty without ^leave

^or

permission

from the authority

^competent

to

^sanction leave

or

overstay

his

leave except under

the

circumstances beyond

his control for

which satisfactory explanation is to be tendered. He/she shall not be entitled to

any

salary

for

such absence

or

overstay

or further be liable for

^such

disciplinary action as may be imposed. However, the

explanation tendered may be accepted and such period

of

absence

or

overstay may be treated

by the

competent authority as

period

spent

on

^such

kind of

leave as would be appropriate under the circumstances.

6.13.2.No employee either

on

leave

or

on

holiday

shall leave station

without prior

permission

of ^the Head of the office and without giving full

address at which he is

likely

to be available

in

emergency

with

the Head of the office.

6.14

Attendance:

6.14.1.Every employee

is

expected

to

attend the

office in time. An

employee attending the

office

later than 15 minutes after the commencement of the

working

hours shall be treated

to

be late

in

attendance.

For

every three days

of

late attendance

in

a calendar month,

the

employee shall

forfeit

one day of casual leave. Where such employee has no casual leave to his

credit, the forfeiture may be made in ^the form of ^loss of

^pay

proportionately for the days treated as late.

19

6.14.2

An

employee attending the

office

later than

30

minutes

without prior

permission shall be treated as having absented himself

for

the forenoon or afternoon of that dav as the case mav be.

6.15 Entrustment

of

Alternative Work:

6.15.1.No employee

shall

refuse

to do

alternative work/duties

which in

the

opinion of the

management

the

employee

is

^capable

of doing

as and when required by the management to do so, depending on the exigencies of work, for the same emoluments.

6.15.2. Refusal

to do

altematiVe

work /

duties

will

be treated as misconduct"

and appropriate action

will

be taken by the competent authority.

6.l5.3.Application for seeking employment in other organizations: An

employee

who

intends

to

apply

for

any

post in

any organization shall obtain no objection

/prior

permission

from

Stree

Nidhi

before applying

for

such post.

6.15.4.Keeping

the

Premises Clean:

No

employee shall create insanitary or unhealthy

conditions

inside

or

around

the office or

other premises

of

organization.

Every

employee shall strive

to

keep the premises and his surroundings in neat and

tidy

environment.

6.16 Drinking and Taking Drugs:

Subject

to ^the provisions of any law

relating to intoxicating or drugs in force in any area no employee shall:

6.16.1.Whi1e on duty, be under the influence

of

such drinks or drugs, or 6.l6.2.Appear in a public place in a state of intoxication.

6.17

Contact

with electronic

media and press:

6.17.1No employee

of

Stree

Nidhi

shall except

with

the previous sanction

of

the

competent

authority or

the prescribed authority,

own wholly, or in part or conduct or

participate

in the editing or

management

of

^any

newspaper or other periodical publication.

6.17.2No employee

of

Stree

Nidhi

shall except

with

the previous sanction

of

the

competent

authority or

the prescribed authority,

or in

the bonafide

discharge of his duties, participate in an electronic broadcast

or

contribute any article or any letter either in his own name

or anonymously,

or in

the name

of

any other person

to

any newspaper or

periodical. Provided that no such

sanction

shall be

required

if

such broadcast or such contribution is

of

a purely literary, artistic or scientific character.

20

6.18 Criticism of

Govt. and the Stree

Nidhi:

6.18.1.No employee shall

in

any electronic or

print

media or

in

any document published under his/her name

or in

the name

of

any other person

or in

any communication

to

the press

or in

any

public

utterances, make any statement.

i.

which has the effect

of

adverse criticism

of

any

policy

or action

of

the Central or State Governments or of the ^Stree

Nidhi.

ii.

which is

capable

of

embarrassing

the

relation between

the

Stree

Nidhi

and the public.

6.l9.2.Provided

that nothing

in

these rules shall apply

to

any stAtement made or views expressed by an employee,

of

purely factual nature

which

are

not

considered to be

of

a confidential nature,

in

his

official

capacity or

in

due performance of the duties assigned to him.

6.20.

Evidence before committee

or

any

other Authority:

6.20.1.No employee

of

Stree

Nidhi

shall except

with

the previous sanction

of

the competent authority, gives evidence

in

connection

with

any enquiry conducted by any person, committee or authority.

6.20.2.Where a sanction has been accorded, no employee

giving

such evidence

shall criticize

the

policy or any

sanction

of the

Government

or

^Stree

Nidhi.

6.20.3.Nothing in this rule shall apply to,

a.

^Evidence

^{given at}

^any enquiry before an authority appointed

by the

Government, Parliament

or a

State Legislature

or

any Federation.

b.

^{Evidence given}

atanyjudicial

enquiry OR

c. Evidence given at any

departmental

enquiry ordered

by authorities subordinate to the Government.

6.21. Employee's responsibility to inform

facts of

conviction: It

shall be the

duty of

the employee,

who

may be arrested

or

convicted

in

a

criminal

case,

to inform the

management

of the facts of ^his/her arrest

or

conviction. Failure on the paft of any employee to ^inform

^the

management

will be

regarded as suppression

of

material information and facts and shall be treated as grave misconduct on the

part of

the employee.

2t

6.22. Disciplinary Action against employees of

Stree

Nidhi:

6.22.1 Stree

Nidhi

Staff: The Managing Director

or

any

officer

authorised by

MD would be

competent

enough to take disciplinary action

against the employees

of

Stree

Nidhi which

includes

filing criminal

cases

in

^deserving

cases.

6.22.2.Staff on deputation: Without prejudice to the provisions of

^other

regulations, an employee

who is

on deputation from the Government

to work

in

Stree

Nidhi, who

commits a breach

of

regulations

of

^Stree

^{Nidhi or}

^who

displays negligence, inefficiency or indolence or who

knowingly

^{does anything} detrimental

to the

instructions

or who

commits

the

breach

of discipline

or

guilty of

any other

of

misconduct shall be

liable for

punishment

by

the Dept.

concerned on the charges framed

by

Stree

Nidhi.

Stree

Nidhi

reserves its

right to

proceed against

the guilty to take criminal

action depending on

the

need.

Any

person on deputation shall attend to the

work of only

Stree

Nidhi

and no

work of deputing

organisation

will be

attended

to. They also shall

not participate in any agitation /strike of the deputing organisation.

6.25

Punishment

for

misconduct:

Without prejudice to provisions

of

HR

policy

employee in the Stree

Nidhi

who commits

a

breach

of

the terms

of

^Agreement

/ HR policy of

Stree

Nidhi

or

knowingly

does anything detrimental

to the

instructions

or who

commits a

breach

of discipline shall be liable for termination of

^agreement

forthwith without

one month notice.

6.26. Before termination, an employee

will

^{be asked}

^for

explanation

for

non- performance, misconduct etc., which invite disciplinary action.

No

appeal shall

lie

against

the order of termination

/reversion

under this regulation.

Such information

will

be placed in

MC for

information.

6.27. Resignation: An

employee

who

intends

to resign shall give

advance notice of three months to the competent authority in

writing

of his/her intention

to

leave the service. The Managing

Director

may however waive

/

reduce the

period of

notice at discretion. The appointing authority shall be competent to accept the resignation of an employee.

22

CHAPTER.T

Hiring services of Consultants in Chief Managers, AGMsTDGMs and General Manager cadre on Contract basis

7.0. StreeNidhi is an

organizat\on established

to provide various

financial services

to

SHGs, requires staff having

rich

experience and knowledge

in Banking,

Funds management, Accountancy,

Institutional

Building,

Micro Finance, IT etc., to avail the

services

of ^retired

^{persons or}

professionals in the respective field, who are aged 55 years and above on the date

of

appointment,

in

the'cadre

of

Chief Managers,AGMs, DGMs and General Managers

will

be appointed as consultants .

How ever,

a

candidate whose age is 55 years and below

will

have

option

to

work

as

consultant. The service conditions of the consultants are as follows:

7.1. Appointment:

To meet the requirement of the organization from time to time as decided by Managing Committee, appointment

of

consultants

in the

cadre

of Chief

Manager,

AGM, DGM

and

GM will

be taken up.

Applications from the ^aspiring

candidates

will be called for by

advertisement

in

^news paper and websites

of

SERP and Stree

Nidhi.

Suitable candidates

will ^be

^selected

^after conducting interview by

a

committee

headed

by the Managing Director of

^Stree

Nidhi.

^The

selection committee consists of the

following

authorities:

i.

^{Managing Director}

ii. ^A

Retired/Serving Banker

iii. ^A

professional in the relevant

field

The expenditure on consultants and other employees shall be subject to the provisions

of

section 116-C of Cooperative Societies Act 1964.

7.3. Age and qualification: The eligibility criteria for ^selection of

consultants

will

be decided

by

the Managing Committee depending on the need

of the

organization. The upper age

limit will

be 61 years

for

those

to be

appointed as consultants

in the

above cadres

.

Contract as

consultant can be renewed up

to

65 years and

in

exceptional cases the age

will

be up extended up

to

70 years. They can apply

for

higher posts wherever eligible as and when announced by Stree

Nidhi.

7.4. RemunerationlConsultation fees: Depending on the ^need of

the organization and capabilities of the consultants, consolidated fees

will

be paid on monthly basis and Income tax and other applicable taxes

will

be deducted subject

to the

statutory requirement. There

will

be an annual

23

increase

of

60/o every year

or

as decided

by the

Managing Committee from time

to

time. Periodical wage increase as made applicable

to

Stree

Nidhi

employees

will

be extended to these consultants.

7.5. Period of Contract:

The consultants are appointed on a contract basis

by ^entering in to an

^agreement

with mutually

agreed

terms

and conditions,

initially for

one

/

two years. Unless otherwise terminated

for

misconduct, unsatisfactory performance,

ill

health etc.,services

will

be extended

every year

subject

to

satisfactory performance

and

mutual consent.

7.6.

^Leave

^rules:

The consultants are eligible

for

^a casual leave

of

12, days

in

ayear and 18 days of annual leave and no other leave is permissible.

7.7. Other Allowances and travelling

expenses; The expenses incurred

by a

consultant

on

boarding, stay, outstation

travel, local travel in

out

station will be

reimbursed

by

Stree

Nidhi as per the eligibility

^as

approved

by the

Managing Committee and

notified by the

Managing Director from time to time.

7.8. ^Terminal

Benefits: No terminal benefits are payable.

7.9.

^Coverage

^of insurance:

The consultants

will

be covered under medical

and accident

insurance

up to a limit ^as

^decided

by the

Managing Committee

from

time

to

time,

by

paying the required premium amount directly

to

an insurance company along

with

amount contributed,

if

any by the consultant concerned.

7.10.

Conduct and discipline rules

for

the consultants appointed

in

the above cadres

will be those specified in

^chapter

6 and

consultants

are

are accountable

for

causing financial loss,

if

^any.

7.11.

The roles and responsibilities and accountability

of

the consultants

will

be similar to that of employees recruited on 5 years term basis.

7.12.

A11 the existing

DGMs

and an

AGM( Fl)will

be treated as consultants.

24