[1][THE KERALA STATE POLLUTION CONTROL BOARD
SERVICES DISCIPLINARY RULES, 1989 In exercise of the powers conferred by sub-sections
(3) and 3 (A) of section 12 of the Water (Prevention and Control of Pollution)
Act, 1974 and in supersession of all previous rules relating to the matter
dealt with hereunder the Kerala State Pollution Control Board hereby make the
following rules with the approval of Government. (i)
Kerala State Pollution Control Board Disciplinary Rules; (ii)
Kerala State Pollution Control Board Conduct Rules; and (iii)
Kerala State Pollution Control Board Medical Attendance
Rules. (1)
These rules may be called the Kerala State Pollution Control
Board Services Disciplinary Rules. (2)
They shall come into force from the date of notification, In
these rules, unless the context otherwise requires:- (a)
'Appointing authority' means the Chairman of the Board or
any other authority empowered to make appointments by a general or special
orders or rules made by the Board to that extent. (b)
'Board' means Kerala State Pollution Control Board
constituted under the Water (Prevention and Control of Pollution) Act, 1974
(Act 6 of 1974). (c)
'Board employee' means every person in the whole time
employment of the Board (other than a person so employed on daily wages) and,
paid for from the funds of the Board. (d)
'Chairman' means, the Chairman of the Board, appointed
under subsection 2 (c) of the Water (Prevention and Control of Pollution) Act,
1974 by Government. (e)
'Disciplinary authority' in relation to the Imposition of
penalty on a Board employee, means the authority competent under these rules,
to impose on him that penalty. (f)
'Government' means Government of Kerala. (g)
'Service' means group of persons classified according to
the rules of the Board as General or subordinate services, as the case may be. Note:-
Where the context so require 'Service' means the period during which a person
holds a post or is member of a service. (1)
These rules shall apply to all employees of the Board
except. (a)
Persons in casual employment. (b)
Persons subject to discharge from service without notice. (c)
Persons for whose appointment and other matters covered
by these rules, special provisions is made by or under any law for the time
being in force in regard to the matters covered by such law. (2)
Notwithstanding anything contained in sub-rule (1) the
Board may and by order, exclude from the operation of all or any of these
rules, any Board employee or class or employees. Where
it is necessary to make special provisions in respect of a Board employee
inconsistent with any of these rules, the Board may by agreement with such
Board employee make such special provisions and thereupon these rules shall not
apply to such Board employee to the extent to which the special provisions so
made are inconsistent therewith. Nothing
in these rules shall operate to deprive any employee of the Board of any right
or privilege to which he is entitled by the terms of any agreement subsisting
between such person and the Board at the commencement of these rules. The
services, the members of which are subject to these rules shall be classified
as follows: (1)
General Service (Technical, Administrative and Scientific
Branches) of the Kerala State Pollution Control Board. (2)
Subordinate Service (Technical, Administrative and
Scientific Branches) of the Kerala State Pollution Control Board. (1)
The Chairman of the Board or any authority subordinate to
him or any other authority empowered by him in that behalf may at any time,
place an employee of the Board under suspension- (a)
Where a disciplinary proceeding against him is
contemplated or is pending; or (b)
Where a case against him in respect of any criminal
offence is under investigation or trial; (c)
Where in the opinion of the authority aforesaid, he has
engaged himself in activities prejudicial to the interests of the Board. (d)
Where final orders are pending in the disciplinary,
proceedings, if the appropriate authority considers that in the then prevailing
circumstances it is necessary in the interest of the Board that the employee
should be suspended from service of the Board. (2)
An employee of the Board shall be decided to have been
placed under suspension by an order of the Chairman. (a)
With effect from the date of his detention, if he is
detained in custody, whether on a criminal charge or otherwise, for a period
exceeding forty-eight hours. (b)
With effect from the date of his conviction, for an
offence, if he is sentenced to a term of imprisonment exceeding forty-eight hours
and is not forthwith dismissed or removed or compulsorily retired consequent to
such conviction. Explanation:-
The period of forty-eight hours referred to in sub-clause (b) of clause (2)
shall be computed from the commencement of the imprisonment after the
conviction and for this purpose intermittent periods of suspension, if any,
shall taken into account. (3)
(a) An order of suspension made or deemed to have been
made under this rule shall continue to remain in force until it is modified or
reviewed by the authority competent to do so. (b)
Where an employee of the Board is suspended or is deemed to have been suspended
(whether in connection with any disciplinary proceedings or otherwise) and any
other disciplinary proceeding is commenced against him during the continuance
of that suspension, the authority competent to place him under suspension, may
for reasons to be recorded by him in writing, direct that the employee of the
Board shall continue to be under suspension till the termination of all or any
of such proceedings. Where
the order of suspension is made by an authority - lower than the Chairman such
authority shall forthwith report to the appointing authority, the circumstances
under which the order was made. Where
a penalty of dismissal, removal or compulsory retirement from service imposed
upon an employee of the Board under suspension is set aside in appeal or on
revision under these rules and the case is remitted for further enquiry or
action or with any other direction, the order of his suspension shall be deemed
to have continued in force on and from the date of the original order of
dismissal, removal or compulsory retirement and shall remain in force until
further orders. Where
a penalty of dismissal, removal or compulsory retirement from service imposed
upon an employee of the Board is set aside or declared or rendered void in
consequence of or by a decision of a court of law and the disciplinary
authority, on a consideration of the circumstances of the case decided, to hold
a further enquiry against him on the allegations on which the penalty of
dismissal, removal or compulsory retirement was originally imposed, the Board
employee shall be deemed to have been placed under suspension by the appointing
authority from the date of the original order of dismissal, removal or
compulsory retirement and shall continue to remain under suspension, until
further orders. An
order of suspension made or deemed to have been made under the rules may, at
any time be modified or revoked by the authority which made or is deemed to
have made the order or by any authority to which that authority is subordinate. (1)
Whenever an employee is placed under suspension, he shall
be paid such subsistence and other allowances admissible under the rules for
the time being in force regulating such matters: Providing
that where the period of suspension exceeds twelve months it shall be within
the competence of the suspending authority to increase or reduce the amount of
subsistence allowance for any period subsequent to the period of the first
twelve months subject to the following conditions, namely:- (i)
The amount of subsistence allowance may be increased by a
suitable amount, not exceeding fifty per cent of the subsistence allowance
drawn during the period of the first twelve months, if in the opinion of the
suspending authority the period of suspension has been belonged for reasons not
directly attributable to the employee of the Board. (ii)
The amount of subsistence allowance may be reduced by a
suitable amount not exceeding fifty per cent of the subsistence allowance drawn
during the period of the first twelve months, if in the opinion of the
suspending authority the prolongation of the period of suspension has been due
to reasons directly attributable to the employee. (2)
No employee of the Board shall be entitled to receive
payment under clause (1) unless he furnishes a certificate to the effect that
he is not engaged in any other employment, business profession or vacation. The
following penalties may for good and sufficient reasons and as hereinafter
provided, be imposed on an employee of the Board, namely:- A.
Minor penalties. (i)
Censure. (ii)
Fine. - (in the case of persons on whom such penalty may
be imposed under these rules) (iii)
withholding of increments or promotion. (iv)
(a) Recovery from pay of the whole or part of any
pecuniary loss caused to the Board or a State Government or the Central
Government or to a local authority or any legally constituted body, by
negligence or breach of orders; (b)
recovery from pay to the extent necessary, of the monetary value equivalent to
the amount of increments ordered to be withheld where such an order cannot be
given effect to. Explanation:-
In cases of stoppage of increments with cumulative effect, the monetary value
equivalent to three times the amount of increments ordered to be withheld may
be recovered. B.
Major Penalties (v)
Reduction to a lower rank in the seniority list or to a
lower grade or post or time-scale. Note:-
1. The period of reduction shall not be less than six months and not more than
five years. If the period is not specified in the order, the period of
reduction shall be deemed to be six months; Note:-
2. Reduction to a lower stage in the time scale can be with or without the
effect of postponing future increments. If no mention is made about this in the
order, the reduction shall be deemed to be without the effect of postponing
future increments. (vi)
Compulsory retirement; (vii)
Removal from the service of the Board which shall not be
a disqualification for future employment unless otherwise directed
specifically; (viii)
Dismissal from the service of the Board which shall be a
disqualification for future employment. Explanation:-
The following shall not amount to a penalty within the meaning of this rule:- (i)
withholding of increments of an employee for failure to
pass a departmental examination or consequential to the extension of probation
in accordance with the rules or orders governing the services or post or the
terms of his appointment. (ii)
Stoppage of increment of an employee of the Board at the
efficiency Bar in the time-scale on the ground of his unfitness to cross the
bar. (iii)
Non-promotion, whether in an officiating or substantive
capacity, of an employee of the Board after consideration of his case, to a
higher grade or post, for promotion to which he is eligible. (iv)
Reversion to a lower Service, category, grade or post of
an employee of the Board officiating in a higher service, category, grade or
post on the ground that he is considered, after trial, to be unsuitable for such
higher service, category, grade or post or on administrative grounds
unconnected with his conduct. (v)
Reversion to his previous service, category, grade or
post of an employee of the Board, appointed on probation to another service,
category, grade or post during or at the end of the period of probation in
accordance with the terms of his appointment or the rules governing probation. (vi)
Replacement of the service of a person whose service have
been borrowed from the Central Government or State Government or local
authorities at the disposal of the authority which had lent his services. (vii)
Compulsory retirement of an employee of the Board in
accordance with the provisions relating to his superannuation or retirement. (viii)
Termination of service of an employee of the Board during
or at the end of the period of his probation, in accordance with the terms of
the appointment or the laws of the Board. (ix)
Termination of service of an employee of the Board
employed under agreement, in accordance with the terms of such agreement. The
penalty of fine as such shall be imposed only on Board employees holding the
posts of peon, watcher, Attenders, Driver and the like, The disciplinary
authority against each category of employees of the Board shall be the
authority mentioned against each, below:- Category Disciplinary
authority for imposing Appellate
Authority Minor punishment Major punishment (1) (2) (3) (4) Environmental
Engineers Chairman Chairman Board Environmental
Scientist do. do. do. Assistant
Environmental Engineer Member Secretary do. do. Assistant
Engineer Environmental
Engineer Member Secretary Chairman Draftsman Grade
I & II do. do. do. Asst.
Environmental Scientist Member Secretary Chairman Board Assistant
Scientist Environmental
Scientist Member Secretary Chairman Senior Scientist
Assistant do. do. do. Junior Scientist
Assistant do. do. do Laboratory
Attender do. do. do. Administrative
Asst. Member Secretary Chairman Board Office Superintendent do. do. do. Confidential
Asst. The officer with
whom he is attached do. do. Assistant/Typist/Driver/
Peon/Watcher Environmental
Engineer/ Environmental Scientist/ Administrative Assistant/ Accounts Officer Member Secretary Chairman The
powers which an authority may exercise under Rule 5, shall be exercisable by
higher authorities also. wherein
any case a higher authority has imposed or declined to impose a penalty under
these rules, a lower authority shall have no jurisdiction to proceed under
these rules in respect of the same case. The
order of a higher authority imposing or declining to impose in any case a
penalty under these rules shall supersede any order passed by a lower authority
in respect of the same case. Procedure for Imposing Major Penalties Without
prejudice to the provisions of the Kerala Public Servants (Inquiry Act 1963) no
order imposing on a Board employee any of the Penalties specified in item (V)
to (VIII) of rule 13 shall be passed except after an inquiry held as far as may
be, in the manner hereinafter provided in rule 20 to 30. (a)
Whenever a complaint is received or on consideration of
the report of an investigation, or for other reasons, the disciplinary
authority or the appointing authority or any other authority empowered in this
behalf is satisfied that there is Prima facie case for taking action against an
employee of the Board, such authority shall frame definite charge or charges
which shall be communicated to the Board employee together with statement of
allegation on which it is proposed to take into consideration in passing orders
on the case. The accused employee shall be required to submit within a
reasonable time to be specified in that behalf a written statement of his
defense and also to state whether he desires to be heard in person. The
employee may, on his request be permitted to peruse or take extracts from the
records pertaining to the case for the purpose of preparing his written
statement, provided that the disciplinary or other authority referred to above
may, for reasons to be recorded in writing refuse him such access if in its opinion
such records are not strictly relevant to the case or it is not desirable in
the interest of the Board to allow such access. After the written statement is
received within the time allowed, the authority referred to above may if it is
satisfied that a formal enquiry itself or forward the record of the case to the
authority or officer to in clause (b) and order that a formal enquiry may be
conducted. (b)
The formal enquiry may be conducted by- (i)
The Board of (ii)
An officer authorized by the Board or (iii)
An officer authorized by the appointing authority. The
authority or officers conducting the enquiry (hereinafter referred to as the
inquiring authority) may during the course of the inquiry, if it deems
necessary, and to, amend, alter, or modify the charges framed against the
accused employee in which case the accused shall be required to submit within a
reasonable time to be specified in that behalf any further written statement of
his defense. The
Boards employee shall for the purpose of preparing his defense, be permitted to
inspect and take extracts from such official records as he may specify,
provided that such permission may be refused, if for reasons to be recorded in
writing, in the opinion of the Inquiring Authority, such records are not
relevant for the purpose or it is against the interest of the Board to allow
his access thereto. On
receipt of the further written statement of defense under Rule 21 or if no such
statement is received within t he time specified therefor or in cases where the
accused is not required to file written statement under the said rules, the
Inquiring Authority may inquire into such of the charges as are not admitted. The
disciplinary authority, if it is not the Inquiring Authority, may nominate any
person to present the case in support of the charges before the Inquiring
Authority. The employee shall not engage a legal practitioner, unless the
person nominated by the disciplinary authority is a legal practitioner or
unless the Inquiring Authority, having regard to the circumstances of the case
so permits. The
Inquiring Authority, shall in the course of the Inquiry, consider such
documentary evidences and take such oral evidences as may be relevant or
material in regard to the charges. The Board employee shall be entitled to
cross-examine witnesses examined in support of the charges and give evidence in
person and to have such witnesses as may be produced, examined in his defense.
The person presenting the case in support of the charges shall be entitled to
cross examined the Board employee and the witness examined in his defense. If
the Inquiring Authority decline to examine any witness on the ground that his
evidence is not relevant or material, it shall record the reasons in writing. Explanation:-
If the Inquiring Authority proposes to relay on the oral evidence of any
witness the authority shall examine such witness and given an opportunity to
the accused employee to cross-examine the witness. Any previous written record
of a statement made by witness shall not be used or relied as and shall not
form part of the record of the Inquiry except where the employee agrees in
writing to treat it. The
Board employee may present to the Inquiring Authority a list of witnesses whom
he desires to examine in his defense. Where the witness to be examined is a
Board employee, the Inquiring Authority himself shall normally try to secure
the presence of witness, unless he is of the view, that the witnesses evidence
is irrelevant or not material to the case under Inquiry. Where the witness
proposed to be examined by the employee Is a non-official, the Inquiring
Authority will be under no obligation to summon and examine him unless the
Board employee himself produces him, for examination. At
the conclusion of the Inquiry, the Inquiring Authority shall prepare a report
of the Inquiry recording the findings on each of the charges together with
reasons therefor. If, in the opinion of such authority, the proceedings of the
Inquiry establish charges different from the originally framed he may record
findings on such charges, provided that findings on such charges shall not be
recorded unless the employee has admitted the facts constituting them or has
had an opportunity for defending against him. The
records of Inquiry shall include. (i)
The charges framed against the Board employee and the
statement of allegations furnished to him; (ii)
His written statement of defense, if any; (iii)
A summary of the oral evidence considered in the course
of inquiry; (iv)
The documentary evidence considered in the course of the
inquiry; (v)
The orders, if any, made by the disciplinary authority
and the Inquiring Authority in regard to the inquiry; and (vi)
A report setting out the findings on each charges and the
reasons therefor. The
disciplinary authority shall, where it is not Inquiring Authority consider the
records of the inquiry and where it is considered necessary to depart from the
findings of the Inquiring Authority record its findings on each charges with
reasons thereof. (1)
If the disciplinary authority, having regard to the
findings on the charges is of opinion that any of the penalties specified in
items (v) to (vii) of rule 13 shall be imposed, it shall:- (a)
furnish to the employee a copy of the report of the
Inquiring Authority and where the disciplinary authority is not the Inquiring
Authority, a statement of findings together with brief reasons for
disagreement, if any, with the findings of the Inquiring Authority, and (b)
give notice stating the action proposed to be taken in
regard to him and calling upon him to submit within a specified time, which may
not generally exceed one month, such representation as he may wish to make
against the proposed action. (2)
The disciplinary authority shall consider the
representation, if any, made by the Board employee in response to the notice
under sub-clause (b) and determine that penalty, if any, shall be imposed upon
the board employee and pass appropriate orders thereon. If
the disciplinary authority having regard to its findings is of opinion that any
of the penalties specified in items (i) to (iv) of Rule 14 shall be imposed, he
shall pass appropriate orders in the case. Orders
passed by the disciplinary authority shall be communicated to the employee who
shall be supplied with a copy of the report of the Inquiring Authority and
where the disciplinary authority is not Inquiring Authority a statement of its
findings together with brief reasons for disagreement, if any, with the
findings of the Inquiring Authority, unless they have already been supplied to
him. The
Inquiry shall be conducted as expeditiously as the circumstances of the case may
permit, particularly one against an officer under suspension. No
order imposing any of the penalties specified in items (i) to (iv) of rule 13
shall be passed except after:- (a)
the Board employee is informed in writing of the proposal
to take action against him and of the allegation on which it is proposed to be
taken and given opportunity to make any representation he may wish to make; (b)
such representation, if any. is taken into consideration
by the disciplinary authority. The
record of proceedings under rule 34 shall include. (i)
a copy of the intimation to the employee of the proposal
to take action against him; (ii)
a copy of the statement of allegations communicated to
him; (iii)
his representation if any; (iv)
the orders of the case together with the reasons
therefor. When
two or more Board employees are concerned in any case, the authority competent
to impose the penalty of dismissal from service on all such Board employees or
a higher authority may make an order directing that disciplinary action against
all of them may be taken in common proceedings and specifying the authority which
may function as the Inquiring Authority for the purpose of such common
proceedings. Notwithstanding
anything contained in rule 20 to 30 and 34 to 36. (i)
Where a penalty is imposed on a Board employee on the
ground of conduct which had led to his conviction on a criminal charge; (ii)
Where a disciplinary authority is satisfied for reasons
to be recorded in writing that it is not reasonably practicable to follow the
procedure prescribed in the said rules; or (iii)
Where the Board, for reasons to be recorded in writing,
is satisfied that in the interests of the Board, it is not expedient to follow
such procedure; The
disciplinary authority may consider the circumstances of the case and pass such
orders thereon as it deems fit. There
shall be no appeal against an order passed under the provisions of these rules,
except as expressly provided in these rules. A
Board employee may appeal against an order of suspension to the authority to
which the authority who made or is deemed to have made the order is immediately
subordinate. An
appeal from order imposing a penalty by the disciplinary authority shall lie to
the appellate authority mentioned under Col. 4 on the table given under Rule 5. (1)
A Board employee may appeal against an order which (a)
denies or varies to his disadvantage his pay, allowances
or other conditions of service as regulated by the rules of the Board. (b)
interprets to his disadvantage the provisions of any such
law: to the authority which made such rules. (2)
An appeal against an order, (a)
reverting a Board employee, to a lower grade post or
service from officiating in a higher service, grade or post, otherwise than as
a penalty and (b)
determining the pay and allowances for the period of
suspension to be paid to a Board employee on his re-instatement or determining
whether or not such period shall be treated as period spent on duty for any
purpose shall lie, in respect of a Board employee, to the authority to whom the
authority imposing the penalty is immediately subordinate. No
appeal under rule 38 to 53 shall be entertained unless it is submitted within a
period of sixty days of the receipt of the order appealed against. Every
person submitting an appeal shall do so separately and in his own name, the
appeal shall be addressed to the authority to whom the appeal lies, shall
contain all material statement and arguments on which the appellant relies,
shall not contain any disrespectful or improper language and shall be complete
in itself. Every
appeal shall be submitted to the authority which made the order appealed
against: Provided
that a copy of the appeal may be submitted direct to the appellate authority. The
authority which made the order appealed against may withhold the appeal, if:- (i)
it is an appeal against an order from which no appeal
lies; or (ii)
it does not comply with any of the provisions of rule 43
and 44 or (iii)
it is not submitted within the period specified in rule
42 or (iv)
it is repetition of an appeal already decided and no new
facts or circumstances are adduced; or (v)
it is addressed to an authority to which no appeal lies
under these rules: Provided
that an appeal withheld on the only ground that it does not comply with the
provisions of rules 43 and 44 shall be returned to the appellant and, if
re-submitted within one month thereof after compliance with the said
provisions, shall not be withheld. Where
an appeal is withheld, the applicant shall be informed of the fact and the
reasons therefor. When the appeal is withheld, the authority withholding the
appeal shall forward a copy of the order communicated to the Boards employee to
the appellate authority. The
authority which made the order appealed against shall, without any avoidable
delay, transmit to the appellate authority every appeal which is not withheld
under rule 45 with his comments thereon and the relevant records. The
authority to which the appeal lies may direct transmission to him of an appeal
withheld under rule 45 and thereupon such appeals shall be transmitted to that
authority together with the comments of the authority withholding the appeal and
the relevant records. No
appeal shall lie against the withholding of an appeal by a competent authority. In
the case of appeal against an order of suspension, the appellate authority
shall consider whether in the light of the provisions of rules and having
regard to the circumstances of the case, the order of suspension is justified
or not and confirm or not and revoke the order accordingly. (1)
In the case of an appeal against an order imposing any of
the penalties specified in rule 13 of the appellate authority shall
consider:- (a)
Whether the facts on which the order was based have been
established; (b)
Whether the facts established afford sufficient grounds
for taking action; (c)
Whether the procedure prescribed in these rules have been
complied with, and if so, whether such non-compliance has resulted in violation
of any laws of the Board or in failure or justice; (d)
Whether the findings are justified; and (e)
Whether the penalty imposed is excessive, adequate or
inadequate and pass order- (i)
setting aside, reducing, conforming or enhancing the
penalty; or (ii)
remitting the case to the authority which imposed the
penalty or to any higher authority with such direction as it may deem fit in
the circumstances of the case; Provided
that: (i)
appellate authority shall not impose any enhanced penalty
which neither such authority nor the authority which made the order appealed
against is competent to the case to impose; (ii)
no order imposing an enhanced penalty shall be passed
unless the appellant is given an opportunity of making any representation which
he may wish to make against such an enhanced penalty; and (iii)
if the enhanced penalty which the appellate authority
proposes to impose is one of the penalties specified in items (v) to (viii) of
rule 13 and an inquiry under rules 20 to 22 has not already been held in the
case, the appellate authority shall subject to the provisions of rule 38,
itself hold such inquiry or direct that such inquiry be held and thereafter on
consideration of the proceedings of such inquiry and after giving the appellant
an opportunity of making any representation which he may wish to make against
such penalty, pass such orders as it may deem fit. (2)
In the case of an appeal against an order specified in
rule 41 the appellant authority shall consider all the circumstances of the
case and pass such orders as it may deem just and equitable. The
authority which made the order appealed against shall give effect to the orders
passed by the appellate authority. Notwithstanding
anything contained in rules 38 to 52 where the person who made the order
appealed against becomes by virtue of his subsequent appointment or otherwise
the appellate authority under rules 39 to 41 in respect of the appeal against
such order, such person shall forward the appeal to the authority to which he
is immediately subordinate and such authority shall in relation to that appeal
be deemed to be the appellate authority for the purpose of rules 50 to 52. Notwithstanding
anything contained in these rules, where there is grave miscarriage of justice
or a patents error on the facts in the record of the case of a subordinate
authority, it shall be open to the Board at any time to call for the records
and after examining them pass such orders as it may consider necessary. There
shall be a review of original orders on application of delinquent, by the
Board. There shall be only one review and application for review shall be made
within a period of sixty days from the date of orders. The
authority to which an appeal against an order imposing any of the penalties
specified in rule 13 lies may, of its own motion, or otherwise, call for the
records of the case in a disciplinary proceedings, review an order passed in
such a case and pass such orders as it deems fit as if the employee had
preferred an appeal against order: Provided
that no application for review shall be entertained after the expiry of a
period of thirty days from the date of passing the order: Provided
further that no action under this rule shall be initiated more than one year
after the date of the order to be reviewed. Every
authority other than the Board empowered to impose any of the penalties
specified in rule 13 shall submit to the Board reports of cases where any of
the aforesaid penalties have been imposed or whether an employee is suspended
under rule 7 every appellate authority other than the Board shall likewise
submit to the Board reports of cases disposed of by them. If
any doubt arises, (a)
Whether these rules or any of them apply to any person;
or (b)
Whether any persons to whom these rules apply belong to a
particular service; (c)
As to the interpretation of any of the provisions of
these rules, the matter shall be referred to the Board whose decision shall be
final. THE KERALA STATE POLLUTION CONTROL BOARD
SERVICES DISCIPLINARY RULES, 1989
PREAMBLE