BISP Employees Service Rules & Regulations 2012

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BENAZIR INCOME SUPPORT PROGRAMME (BISP)                                             
BISP Employee’s Service Regulations, 2012    


BISP Employees Service Rules 2012
BISP Employees Service Rules 2012

In exercise of the powers conferred by virtue of Section 23 of the Benazir Income Support Program Act 2010  (No XVIII of 2010), the Board is pleased to make the  following Regulations:

Recruitment & Selection- Policy & Procedures
It  is  the  policy  of  Benazir  Income  Support  Programme  to  use  a  uniform  and    thorough  selection  process  to  promote  equal  employment  opportunities  in  the  hiring  of    qualified employees. The Policy aims to get the best available people having the relevant    qualification and attributes.     General Principles and Objectives     The recruitment process will:
a.    Ensure that all vacant positions are advertised
b.   The process is fair and transparent
c.    Equality  of  opportunity  within  the  overall  constitutional  and  legal  guarantees  is ensured
To cover all appointments both for permanent, contractual and deputation employees        Preamble:  Whereas  it  is  expedient  to  regulate  by  regulations,  the  appointment  of  persons    to,  and  the  terms  and  conditions  of  service  of  persons,  in  the  service  of  Benazir  Income    Support  Programme,  and  to  provide  for  matters  connected  therewith  or  ancillary  thereto;  it    is hereby notified as follows:
1.1 Short Title, commencement and applicability
a)  These regulations shall be known as the Benazir Income Support Programme Service Regulations, 2012.
b)  They shall come into force with effect from Twenty Eighth Day of June, 2012.
1.2 Definitions  –  In  these  regulations  unless  there  is  anything  repugnant  to  the  subject or context.
1)  “Act”  means  the  Benazir  Income  Support  Programme  Act,  2010  (Act  No:  XVIII  OF 2010);
2)  “Regulations”   shall   mean   all   regulations   made   and/or   approved   by   the   Board  pursuant  to  Section   23   of  the  Act,   as  amended  and  or  modified  by  the  Board                or  with  authority  of  the  Board  delegated  from  time  to  time  in  accordance  with                Section 6 (2) of the Act;
3)  “Manuals”  shall  mean the Benazir Income Support Programme Operation Manuals, all annexures  thereto, all sub annexures  thereto  and  all  other Manuals approved, amended and/or modified by the Board or with the authority of  the Board delegated from time to time in accordance with Section 6 (2) of the Act;
4)  “Instruments”               means         Board        approved           Regulations            made        pursuant          to     the          Act      and        Board         approved            Manuals           made         pursuant           to     the       prevailing          Regulations  as  amended  and  or  modified  by  the  Board  or  with  authority  of  the          Board delegated from time to time in accordance with Section 6 (2) of the Act;
5)  ‘Programme”                means          the       Benazir          Income          Support          Programme               (“BISP”)          established by Section 3 of the Act;        6)  “Board”   means   the   Board   established   under   Section   5   of   the   Benazir                                         Income          Support Programme Act, 2010;
7)  “Chairperson                 of        the        Board”           means            the         person           appointed              as          Chairperson of BISP pursuant to Section 5 (3) of the Act;
8)  “Council”          means        the     Council       of    the     Programme             constituted         under        Section        8          of the Act;
9)  “Secretary”             means         the      Secretary           appointed           to     the      Programme              by      the          Federal Government as per Section 5 (5) of the Act;
10) “Management”  means  the  Secretary  and  the  BISP  employees  in  the  Management          Cadre;
11) “Employee”              means         a     person         appointed           to     the     Programme              under        these          regulations, and includes, regular, contractual and deputationist employees.
12) “HR Section” means the Human Resource Department of the Programme
13) “Initial  Appointment”  means  an  appointment  made  otherwise  than  by  promotion,          deputation or by transfer as prescribed.                                                                                                                         14) “Penalty” means a penalty prescribed under these Regulations.
15) “Departmental                 Promotion            Committee”             means          committee            constituted           by      the          Management   for   the   purpose   of   promotion   from   one   grade   to   the   next   grade          etc.
16) “Departmental                 Selection         Committee”             means         a    committee            constituted          by      the          Management for the purpose of making selection for initial appointment.
17) “Deputationist”  means  a  civil servant or an employee of the Federal/Provincial/AJK/GB Government,  its  attached  departments  or  any  body created  by  or  under  the  control  thereof,  appointed  through  requisition  of  his services for a specific period, by the Programme, on terms and conditions mutually agreed between the Programme and the lending department.
18) “Prescribed” means prescribed by or under these Regulations;
19) “Probation” means the period of one year or such period as may be extended by the          Programme    from the date of joining for which an employee is placed on trial basis in          a vacancy on initial appointment.
20) “Department”  means  operational  sub   division   of  the   Programme  and  includes          corresponding regional units;        21) The singular shall include the plural;        22) The masculine shall include the feminine.

2.0       Organizational Commitment
2.0.1  Benazir Income  Support Programme fully supports employment equality,  which offers          job opportunities, training and career advancement based on merit, abilities, qualifications          and job performance in consonance with the applicable law.
2.0.2  Benazir Income  Support Programme is an equal opportunity  employer i.e. employment                will be offered irrespective of caste, creed, religion, ethnicity, gender or disability.
2.0.3  When              a      physical            disability          may          affect         the        individual’s             ability         to                perform essential job functions, the  Management shall be responsible for considering                what reasonable accommodations may be made.
2.0.4  No person under the age of Eighteen (18) or over Sixty  (60) years shall be considered for                regular           employment.                  Candidates              over          60         years           can         be        hired                on contract basis only if the skills/expertise they possess are difficult to find.
2.0.5  No employment shall be made below minimum wage requirement as per existing law.
2.0.6  The Candidate profile and job specifications  shall be served as the minimum criteria  for                hiring, which may be amended from time to time by the Board.        2.0.7  In  case  of  engaging  the  services  of  a  consultant  or  a  consulting  firm  for  any  specific                service/project, approval of the Management shall be required.
2.1       CADRES:
There  shall  be  following  four  cadres  of  employees,  each  having  its  separate  appointment    requirements, promotion criteria and compensation packages etc.
a.        Management               (Band 1)                                             [Formerly SPS 20/21]
b.         Executive               (Band 2, 3, 4, 5)                                    [Formerly SPS 19 – 18 – 17 – 16]
c.        Senior Support Staff              (Band 6, 7, 8, 9, 10)                                [Formerly SPS 15/14 – 13/12 – 11/10 – 9/8 –  7/6/5]
d.        Junior Support Staff               (Band 11 and 12)                                     [Formerly SPS 4/3 – 2/1]
Candidates Profiles and Job Descriptions  shall be approved by the Management from              to time.
2.2       Responsibilities        HR          Department                 shall         be        responsible                for        all       the         hiring          for         Benazir    Income Support Programme.
2.3       Initiation and Approval of Hiring Request Vacancies can be of five types:
1.   Initial
2.   Promotion
3.   Transfer
4.   Contract
5.   Deputation
For  all  types  of  vacancies  the  HR  Department  shall  initiate  a  hiring  request.  For  Initial  new    positions,  Management’s  approval  shall  be  enough  for  proceeding  with  hiring.  For  all  new    positions whose title and job responsibilities are different from the existing titles and roles, the    HR Department shall conduct proper job analysis with the help of the Department concerned.    Subsequently,  Candidates  Profile  and  Job  Description  for  that  position  shall  be  determined    along with its compensation and benefits with the approval of the Board.
2.4       Processing of Hiring Request        Internal Hiring
2.4.1  In   order   to   motivate   and   utilize   employees   to   the   best   of   their   potential,   HR              Department             shall      inform         the     existing        employees            about        the      vacant        positions.              Internal Advertisement will be displayed on notice boards.
2.4.2  All        internal        candidates            must        obtain        a     No      Objection           Certificate         from        their              Departmental Head before applying for a vacancy within the Program.
External Hiring
2.4.3  HR  Department  will  draft  an  appropriate  advertisement  to  be  published  in  the             newspaper/s. Approval of Advertisement from the Director General  (Admin and HR)             will be required for processing.
2.4.4  The advertisement will then be sent to the Media Department.
2.4.5  Head         Hunting/Recruitment                    Agencies         can      also     be     hired      for     certain       positions.
2.5    Selection of Candidates        HR       Department            shall      screen        out      the      applications           received         in    response           to    the    advertisement                   according               to         job           specification               criteria,            and           will    send the initially short-listed applications to the relevant Departmental Selection Committee,    particulars whereof are set out hereinbelow, for further processing:        Departmental Selection Committees                                                                                                                                          No            Committee                                    Composition                                             Dealing with                                                                                                                                                                        1               DSC – I                     a. Secretary                                                  a. Management Cadre                                                    b. DG (Admin & HR)                                               b. Executive Cadre                                                    c. DG concerned                                                                                                                    d. One expert in the relevant field                                                        (Nominated by CP)                                                                                                                                            2              DSC – II                     a. DG (Admin & HR)                                        Senior Support Staff Cadre                                                    b. DG Concerned                                                                                                                    c. Director (HR)
3              DSC – II                     a. Director concerned                                     Junior Support Staff Cadre                                                    b. Deputy Director (Admin)                                                                                                          c. Deputy Director (HR)
2.6      Interview Arrangements        Written         test,    group        discussion          or     any     other       selection        tools      will     be     used       on     the    recommendation  of  the  relevant  DSC.  HR  Department  will  send  the  interview  call  letters    (through  mail/telephone,  phone  call/e-mail  to  the  short  listed  candidates.  HR  Department    shall  update  all  candidates  about  their  status.  HR  shall  also  maintain  a  list  of  rejected  and    blacklisted  candidates.  A  candidate  once  blacklisted  shall  not  be  allowed  to  apply  for  any    other  position in BISP. HR  Department  shall maintain entire record of the selection process    and   candidates             for   audit   purposes.             The   relevant   DSC   shall   recommend   the   suitable    Candidates for appointment to the relevant appointing Authority.
2.7      Appointing Authorities        Appointing Authorities in respect of various posts are set out hereinafter:         a.       Management, Executive and Senior Support Staff                                       —-        Secretary        b.       Junior Support Staff                                                                 —-        DG (Admin & HR)                                                                                                               (For Head Office)                                                                                                                                                                                                                         Regional Directors General                                                                                                               (For Regions)
2.8      Joining          The date of joining will be decided  by HR  Department with  the consent of the  Department    concerned. HR  Department will open personal file of the employee and allocate him a regular    employee  code  number.  HR  Department  shall  sign  employment  contract  letters  for  all    positions.  The  personal  file  shall  be  handed  over  to  the  Director  General  (Inspection  and    Training) for orientation.
2.9      Orientation Program          All new employees shall go through an orientation program designed by the  Inspection and    Training         Department.            Orientation           program          will     introduce          new       employees           to     the    vision,      culture       and      objectives         of    Benazir        Income        Support         Program          and     will     cover    the organization’s structure and key policies.
2.10  Appointment by Deputation
2.10.1 Procedure for appointment by Deputation        Appointments   on               deputation   to   any   post   in               the   Programme              shall   be   made   by   the    Management  in the best interests of the Programme.  Endeavors shall be made to make direct    hiring  in  the  Programme.  Only  where,  despite  such  endeavors,  direct  recruitment  is  not    possible, appointments shall be made by way of Deputation.          Civil      servants,         officers       and      staff      of     the     Armed          Forces,        employees           of     Federal,    Provincial   or   local   governments,   and   employees   of   the   corporations   and   autonomous    and   semi   autonomous   bodies   set   up,   managed   and   funded   by   the   Federal,   provincial    or  local  government,  may  with  the  consent  of  the  respective  government  authority  of    body       concerned,          be     appointed          by    the     Management              on     deputation          to    appropriated    posts in the Program, on terms and conditions mutually agreed between the Programme and    the lending authority.         All cases of appointment of Deputationists  shall be  placed by the HR  Department before  the    relevant  Departmental  Selection  Committee,  which  shall  process  the  same  like  any  other    appointment in the Programme.           2.11  Appointment on contract
2.11.1  General guidelines         Appointments may be made on contract basis for hiring temporary employees for an activity    that is not permanent in nature. Their conditions of service shall be governed by the clauses of    the said contract.  Hiring of all employees shall be authorized by the  Management. Necessary    devolution for hiring on contract may be done through sub regulations to be made anytime, to    the Regional and Divisional heads for non-officer grades.
2.11.2 Procedure         Appointment  on  contract  shall  be  made  with  the  approval  of  the  Management  in  the    following cases:
a)         Against  vacancies  –  in  special  circumstances,  where  it  is  not  possible  to  fill  the               vacancy in the prescribed manner or necessary in the interest of the Program to do               so.
b)         As  consultant  in  case  of  any  specialized  job,  not  covered  by  posts  sanctioned,  the                appointment               of       consultant             on       contract           basis         may          be       made          for               that  specified  job,  and  at  appropriate  remuneration,  with   the  approval  of  the                Management.
c)          Conditions of appointment: appointment on contract may be made on specific terms                and conditions, which shall be accepted by the person being so appointed.        All  cases  of  appointments  on  contract  shall  be  placed  by  the  HR  Department  before  the    relevant  Departmental  Selection  Committee,  which  shall  process  the  same  like  any  other    appointment in the Programme.

3.0      Appointment by Promotion
3.0.1 Posts for promotion         All     employees             of     the      Program           are      eligible        for     selection          to     posts        on     the      basis       of    promotion,  provided  they  fulfill  the  relevant  criteria,  approved  by  the  Board,  from  time    to  time,  and  provided  further  that  all  such  promotion  is  done  on  the  basis  of  merit.  The    eligibility criteria for promotion to  posts in  Executive, Management, Senior Support Staff and    Junior Support Staff shall be approved by the Management from time to time.
3.0.2  Procedure for promotion         In case of a vacancy to be filled by promotion, the  HR Department shall place the names of all    eligible   employees   meeting   the   stipulated   criteria,   before   the   Departmental   Promotion    Committees, particulars whereof set out hereinafter:          Departmental Promotion Committees                                                                                                                                                          No          Committee                                     Composition                                                      Dealing with                                                                                                                                                                                    1               DPC – I                  a.      Secretary                                                        a. Management Cadre                                                 b.      DG (Admin & HR)                                                                                                                                                                                                   b. Executive Cadre                                                 c.      DG concerned                                                 d.      One expert in the relevant                                                                                                                     field (Nominated by CP)                                                                                                                                                                                                     2              DPC – II                  a.     DG (Admin & HR)                                               Senior Support Staff Cadre                                                 b.     DG Concerned                                                                                                                           c.     Director (HR)                                                                                                                                                                                                                 3             DPC – III                  a.     Director concerned                                            Junior Support Staff Cadre                                                 b.     Deputy Director (Admin)                                                                                                                c.     Deputy Director (HR)
While   considering   the   promotion   cases,   the   relevant   DPC   shall   take   into   account   the    performance appraisal/assessment of the employee,potential to discharge higher    responsibilities, skills commensurating the job profile of the post to which promotion is to be    made.
3.1         TRAINING
PURPOSE – The main objective of training is to help employees develop key competencies,    which  enable  individuals  to  perform  current  or  future  job  successfully.  Inspection  and    Training Department  shall coordinate with other Department s to assess training needs. In    this  regard,  all  training  programs  organized  by  the  Inspection  and  Training  Department    will be geared towards the following objectives:
·        Strengthening the job skills/knowledge of employees;
·        Improving operational efficiency and productivity; and or
·        Developing the  potential of employees for maximizing mutual  benefit to  individuals and BISP.
3.2         Mandatory Training Required for Promotion       DG (Inspection & Training) shall develop mandatory training courses  in consultation with    the  Department  Heads,  passage  whereof  shall  be  prerequisite  for  being  eligible  to  be    considered  for  promotion  to  higher  level.  The  Mandatory  Courses  may  be  either  run  in-   house or held in collaboration with Universities, Professional Bodies or reputable Training    Institutes.
3.3        Need Based Trainings:        The  immediate  supervisor  of  an  employee  shall  assess  his  performance  on  bi-annually    basis.  In  the  said  assessment,  the  supervisor  shall  ascertain  the  specific  areas  where  the    employee requires training and recommend the same to DG (Inspection and Training), who    shall arrange for such training for the employee as soon as possible but not later than the    next assessment. DG (Inspection and Training) shall through out the year continually be in    touch with the Department heads and tailor various short-term trainings in various areas    either  in  house  or  in  collaboration  with  Universities,  professional  bodies  or  training    institutes. With the approval of Secretary, employees may be recommended by Department    Head   to   attend   trainings   organized   by   national   and   international   training   institutes,    professional   bodies   and   universities   in   Pakistan   or   abroad.   All   such   cases   shall   be    submitted to Secretary through DG (Inspection and Training).

4.0.       Postings / Transfers
Due  to  operational  requirements,  the  Management  may  at  times  transfer  or  rotate  any    employee   from   his   present   position   or   change   the   type   of   work   performed   by   the    employee.  Such  transfers  are  regarded  as  positive,  both  for  the  employee  as  well  as  the    Programme  and shall  be encouraged by the Management  as a method of development for    mutual   benefit.   These   transfers   will   be   based   on   the   Programme’s   needs   and   the    employee’s  area  of  residence  will  be  considered,  where  possible,  while  making  such    decisions.  Department  Heads  concerned  shall  communicate  the  need  of  a  transfer  to  HR    Department,           which       shall     initiate     the     transfer       process       after     consulting         with     the    Management.   In  case  of  employee  posted  in  regions,  the  Regional  DGs  shall  also  be    consulted.          HR  Department  will  inform  respective  Departments  of  this  change  after  updating  the    employee database. No transfer will be considered official unless a notification is issued by    the HR  Department to effect thereof. All employees shall accept the transfer orders as per    the  appointment  letter.  Failure  to  comply  with  transfer  orders  may  result  in  disciplinary    action.

5.0.1      Scope         This policy applies to all BISP employees including those on deputation.
5.0.2      Principles        Performance  management  is  a  two-way  process  between  Management  and  employees    negotiated  between  both  parties  and  focused  on  the  achievement  of  agreed  goals.  The    Management   will   ensure   that   performance   management   processes   are   in   place   and    operating  effectively.  Employees  will  be  involved  in  performance  management  processes    that  enable  them  to  be  effective  and  efficient  in  their  work.  They  will  have  access  to    appropriate information and opportunities for knowledge and skill development. This will    provide  support  to  meet  outcomes  that  have  been  negotiated  and  agreed  within  the    context of department and organization goals. Agreed outcomes will be recognized through    the provision of balanced, objective feedback about performance.        The   HR   Department  will   make   work   expectations   clear   to   employees   and   establish    procedures   that   actively   and   effectively   enable   the   development   of   each   employee’s    performance.      Active and constructive participation in performance management will be encouraged by    the  department  recognizing  and  valuing  all  contributions,  ensuring  fair  and  consistent    treatment of employees seeking feedback on performance management process.
There shall be a four-phase performance appraisal system for assessing performance of the    employees, including those on deputation.
Phase 1 – Planning Your Employee Performance Appraisal System
At  the  beginning  of  the  year,  the  immediate   supervisor   meets  with  each  person  for    discussion  on  the  planning  piece  of  the  employee  performance  appraisal  process.  In  this    session they discuss the “how” and the “what” of the job:        •   How  the  person  will  do  the  job  (the  behaviors  and  competencies  expected   of  the         company’s members), and        •   What        results       the     person        will     achieve        over       the     next      twelve       months          (the     key         responsibilities of the person’s job and the goals and projects the person will work on).        They also discuss the individual’s development plans. The  outcome of this  discussion shall    be  to  agree  upon  in  writing  and  develop  Key  Performance  Index  (KPI)  for  the  employee    against which the performance shall be assessed.
Phase 2 – Executing the Performance Appraisal System
Over the course of the year,  employee performance review should be focused on  achieving    the goals, objectives and key responsibilities of the job as set out in the agreed KPIs.
The  supervisor  shall  provide  coaching  and  feedback  to  the  individual  to  increase  the    probability  of  success  and  shall  create  the  conditions  that  motivate  and  resolve  any    performance  problems  that  arise.  Midway  through  the  year  –  even  more  frequently,  if    required  –  they  meet  to  review  the  individual’s  progress  toward  the  plans  and  goals    discussed in the employee performance planning meeting. The supervisor shall check if the    employee  is  heading  in  the  right  direction  in  pursuit  of  the  agreed  KPIs.  In  case  of  any    shortcomings, the supervisor shall suggest steps to overcome the same.
Phase 3 – Employee Performance Assessment
As  the  time  for  the  formal  employee  performance  appraisal  system  approaches,  the    supervisor reflects on how well the subordinate has performed over the course of the year,    assembles  the  various  forms  and  paperwork  that  the  HR  Department  shall  prepare  and    provide to make this assessment, and fills them out. The supervisor may also recommend a    change in the individual’s compensation based on the quality of the individual’s work.  The    assessment  made  by  the  supervisor  shall  then  be  submitted  to  his  immediate  boss  who    shall   review   the   completed   assessment   form   before   discussing   it   with   the   assessed    employee.
Phase 4 – Employee Performance Review
The  supervisor   and  the  subordinate  shall  formally  meet.  The  employee  performance    appraisal form is reviewed with the self-appraisal that the individual created assessing his    own   performance.   The   supervisor                   and   employee   talk   candidly              about   how   well   he    performed  over  the  past  twelve  months:  Strengths,  weaknesses,  successes  and  areas    needing  improvement.  The  supervisor  shall  also  recommend  appropriate  training  in  the    weaker areas of the employee to DG (Inspection and Training) through Department Head.    At  the  end  of  the  review  meeting  they  set  a  date  to  meet  again  to  hold  an  employee    performance  planning  discussion  for  the  upcoming  twelve  months,  starting  the  process    anew.     This     four-phase         performance            appraisal       system        shall    not     only     transform         employee    performance  management  from  an  annual  event  to  an  on-going  cycle,  it  will  also  tightly    link the performance of each employee with the zeal, spirit and values of BISP as a whole.

6.0        Compensation and Benefits
6.1        Policy
BISP  considers  its  employees  not  as  a  cost  but  a  vital   resource  in  which  the    organization has invested from which it expects valuable returns. Working for BISP is not    just an everyday job for its employees. The contentment of playing a pivotal role towards    the welfare of the poorest of the poor and downtrodden segment of the society cannot be    quantified  in  terms  of  money.  Nevertheless,  BISP,  in  order  to  attract  and  retain  the  best    talent, shall endeavor to keep the compensation packages   attractive       vis-à-vis       it    competition/similar organizations.         Every two years, the Management shall carry out survey of compensation packages for  its    employees              prevailing           in        BISP’s         competition/similar                  organizations.              The    salaries/compensation  packages  shall  be  adjusted  appropriately.  The  Management  may    however,  enhance  the  compensation  package  or  make  such  additions  therein  as  deemed    appropriate  keeping  in  view  the  specialized  nature  of  professional  skills,  exceptional    qualification  or  experience  and  demand  of  such  professional   in  the  job  market.  The    employees  on  deputation  shall  have  the  option  to  either  stick  to  their  pay  scales  as    prevalent  in  their  parent  organization  along  with  deputation  allowance  or  to  opt  for  the    BISP compensation packages applicable to the scale they have been appointed.

7.0      Severance and Termination
7.1         Scope        This policy applies to all employees working in Benazir Income Support Programme.
7.2        Objectives         Benazir   Income   Support   Program   values   all   its   employees   and   believes   in   having   a    mutually  beneficial  long-term  relationship  with  its  employees.  However,  it  recognizes  that    the same may require separation under certain circumstances, including reaching the age of    superannuation,  resignation,  termination  of  services,  and  retrenchment.  It  has  therefore    devised  regulations and  procedures  to  deal  with  such  like  situations, which  are  mentioned    below.
7.3         Resignation         If  an  employee  wishes  to  resign  and  leave  the  services  of  the  Benazir  Income  Support    Programme, the employee must inform  his  Department  Head of his  intention, which will be    forwarded by  Department  Head to HR  Department  for necessary consideration and further    action. The Benazir Income Support Programme  requires three  month’s  notice from all full-   time  employees.  The  Head  of  the  Department/HR  Department  will  endorse  appropriate    comments  and  pass  the  letter  to  the  Management  for  final  decision.  HR  Department  will    ensure  to  seize all  the  benefits  (whichever  applies  to the  respective employee) and  inform    Finance Department for final settlement. Finance Department will ensure that all the relevant    Department  Heads  have  signed  the Final  Settlement  Form  for  clearance  before  making  the    final  payment.  Final  settlement  payment  must  be  made  through  cheques  only.  No  cash    payment will be given as final settlement.
7.4      Retrenchment                     Services of an employee shall be dispensed with in the event of budgetary constraints or    abolition of the  particular post. The employee will be  entitled to  the prescribed terminal    benefits.  In case of retrenchment the Management  shall set up a  committee under Director    General  (Admin  and  HR)/Director  General  (Finance)  to  make  recommendations  after    making  financial  costs  and  assessments,  the  same  shall  be  put  before  the  Board,  and  if    approved, the identified posts shall be retrenched, along with people serving against them.    Relevant financial  packages shall  be  prepared in keeping with the  post  and the  length of    service of the employee. The same shall also require approval from the Board.
7.5      Retirement        An employee shall retire from service on attaining the age of sixty. Any employee may seek    retirement with full benefits after twenty-five years service in the Programme.

8.1         POLICY
Unsatisfactory             job     performance,             under        performance,             misconduct,           habitual         lateness,    absenteeism,  failure  to  comply  with  Programme  policies  and  procedures  or  any  other    breach of employer/employee relationship may result in disciplinary action.        Programme’s policy is that disciplinary action against employees should:
·        Be undertaken only in cases where good reason and clear evidence exists;
·        Be appropriate to the nature of the offence;
·        Be demonstrably fair and consistent with previous action in similar circumstances;
·        Take  place  only  when  employees  are  aware  of  the  standards  that  are  expected  of             them or the rules with which they are required to conform
8.2        PROCEDURE
Depending upon the circumstances, employees may be subject to the following reprimand    or disciplinary actions:        Coaching or Counseling        If an employee falls below the normal or acceptable requirements, under performs or gives    unsatisfactory performance,  coaching and counseling by his supervisor should take  place    as soon as practicable to prevent the situation from deteriorating to a more serious one, or    becoming  a  habit.  The  supervisor  officer  should,  first  of  all,  find  out  what  causes  such    behaviors, and assist the employee to rectify the shortcomings.        Verbal Warning        Even  after  coaching   and  counseling,  if  no   improvement   made   by  the   employee,  the    supervisor  shall  give  him  verbal.  The  areas  for  improvement  and  the  consequences  of    failure to make improvement within a specified period of time should be clearly explained    to  the  employee.  The  warning  should  be  recorded  in  a  memo,  acknowledged  by  the  DG    concerned  and  a  copy  of  which  should  be  sent  to  the  Human  Resources  Department  for    retention in the employee’s personal file. A verbal warning should be given to employee in    the first instance of a minor offence.        Written Warning        If there is no improvement after the verbal warning has been given, a written warning must    be given to the employee.  The written warning should state the following:
·       The  nature  of  the  offence  with  reference  to   Programme’s  policy,  instruction  or            procedure   which   prohibits   it              or   the   particulars   of   under   performance   of   the            employee;
·       Any past warning or action taken for similar violations or under performance;
·       The details on disciplinary action being taken;
·       The expectations or improvements required of the employee; and
·       The  future  disciplinary  action,  which  will  be  taken  against  the  employee  if  the            offence/under performance is repeated within a specified period of time.        Depending  on  the  situation,  the  warning  may  be  given  by  the  Department  Head.  The    warning   letter   must   be   explained   clearly   to   the   employee.   He   will   be   requested   to    acknowledge  his  understanding  of  the  warning  letter  should  circumstances  warrant.  A    copy  of  the  written  warning  should  be  sent  to  the  HR  Department  for  retention  in  the    employee’s personal file.  Improvement by an employee after disciplinary action should be    noted in the employee’s personal file. The  Department  Head must constantly monitor the    performance of the employee to ensure that he maintains a satisfactory performance over a    specified period. A written warning should be given to the employee in the first instance of    a more serious offence or after repeated minor offences.
8.3       Suspension of Employment        The Management  may suspend the employment of an employee for a period not exceeding    14  days  for  investigation  of  any  serious  offence  that  could  lead  to  summary  dismissal.    However, where the investigation is of a criminal nature and proper criminal proceedings    cannot be concluded within 14 days, the suspension may be extended till the conclusion of    the criminal proceedings.         During the suspension period, the employee will be paid salary as normal and will be given    an opportunity to state his case. During the hearing of the case, he may be accompanied by    a colleague if he so wishes. In exceptional cases, suspension without pay may be warranted    but this decision can only be made with the approval of the Management.
8.4         Dismissal        The   Management   shall   constitute   committee,   which   shall   hear   the   may   dismiss   an    employee  after  verbal  and  written  warnings  have  been  given  and  if  no  improvement  is    made. Requirements of rules of natural justice and due process such as serving show cause    notice  and  fair  hearing  etc.  shall  be  adhered  to  at  all  times.  In  case  of  deputationist,  his    services  may  be  reverted  back  to  his  parent  department  with  advice  to  take  appropriate    action against him in accordance with the law.  This does not prejudice the right of BISP to    revert the services of an employee on deputation back to his parent department before the    stipulated period without adhering to the aforesaid process if no allegation of misconduct    or under performance is leveled.
8.5         APPEAL        An employee may appeal against suspension, dismissal with notice or summary dismissal    to  the  Board.  The  appeal  may  be  made  within  30  days  from  the  date  the  decision  of    dismissal or suspension has been communicated to the employee. The  appeal  shall  be  submitted  to  the  Secretary  of  the  Board,  in  writing,  which  shall  be    placed before the Board in its next meeting.

9. Power to make Sub Regulations
The   Management   may   make   Sub   Regulations   to   provide   for   and   further   clarify   the    employees’  terms  and  conditions  of  service,  regulate  their  conduct  and  deal  with  other    matters  connected  therewith  and  ancillary  thereto.  However,  no  Sub  Regulation  shall  be    made contrary to the Act and these Regulations.

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