In exercise of the powers conferred under clause
(c) of section 79 of the Indian Electricity (Supply) Act 1948, the Rajasthan
State Electricity Board with the prior concurrence of -the Government of
Rajasthan in pursuance of the directive issued by the Government under
sub-section (i) of Sec.78(A) of the said Act hereby makes the following
regulations (i) These regulations may be called
the Rajasthan State Electricity Board (Technical Workmen) Service Regulations,
1975. (ii) They shall come into force with
effect from 27th January, 1976. These regulations shall be applicable to the workmen
as defined under clause (i) of Regulation 3 of these regulations. In these Regulations, unless there is anything
repugnent in the subject or context: (a) "Board" means the
Rajasthan State Electricity Board. (b) "Chairman", "Chief
Engineer", "Additional Chief Engineer" and "Superintending
Engineer" means the Chairman, Chief Engineer, Additional Chief Engineer
and Superintending Engineer of Rajasthan State Electricity Board respectively. (c) "Competent Authority"
means, in relation to the exercise of any power, the Chairman or any other
authority to which the power is delegated by him. (d) "Establishment" means
the Staff engaged to run a power House/ Workshop/Grid Sub-Station of the Board,
and will also include the staff engaged on distribution, transmission and
construction of lines or any work incidental to or connected with the work of
the Board. (e) "Manager" means the
Incharge of Power House/Workshop/Grid Sub-Station or such other person or
persons as may be authorised by the Chairman to exercise the powers of a
Manager under these regulations, but not below the rank of Assistant Engineer. (f) "Muster Roll" means the
attendance register or registers maintained under the provisions of the
Factories Act, 1948 or any other law for the time being in force requiring the
maintenance of attendance registers. (g) "Notice" means the
notice in writing required to be given or notified for the purposes of these
regulations. (h) "Notice Board" means
the notice board specially maintained and kept in a conspicuous place at or
near the main entrance to the works premises and of all sections thereof for
the purpose of displaying notices required to be notified or affixed under the
provisions of these regulations and clearly marked as notice board. (i) "Workman" means any
person (including an apprentice) employed in th$ Board to do any skilled or
un-skilled, manual, supervisory or technical work for hire or reward, who is
employed on any post included in Appendix-I, whether the terms, of his
employment be expressed or implied, but does not include any such person: (i) who is employed mainly in
managerial or administrative capacity; (ii) who being employed in supervisory
capacity draws wages exceeding Rs.500/- per mensem or exercises either by the
nature of the duties attached to the office or by reasons of powers vested in
him,? functions mainly of a managerial
nature; or (iii) who is employed on any post
included in Appendix II. (j) "Work premises" means
the area or property owned on lease or hired by the Board and shall include the
place/places used for the construction, transmission or distribution of
power/power lines. (i) All applications for recruitment
shall be sent to the manager or any other person authorised by the Board from
time to time. (ii) The selection will be made in the
manner as prescribed by the Board from time to time. (i) Permanent-A Workman engaged on a
permanent basis, including any person who has satisfactorily completed a
probationary period of six months in the same or another occupation in the
establishment including breaks due to sickness, accident, leave, lock out,
strike (not being an illegal strike) or voluntary closure of a work and who has
been confirmed against a permanent post. (ii) Probationers-A Workman
provisionally employed to fill a permanent vacancy in a post and who has not
completed six months' service therein or in case his period of probation has
been extended to twelve months service. If a workman does not show requisite
skill within six months or within the extended period of probation of twelve
months, he may at any time during the probationary period, be reverted to his
old permanent post and if he does not have lien on any permanent post, be kept
in a temporary or other capacity or be discharged from Board?s service. (iii) Badlis-A workman who is appointed
on the post a permanent workman, or probationer, who is temporarily absent. (iv) Temporary-A workman, who is
engaged for work, which is of an essentially temporary nature likely to be
finished within a limited period. (v) Casual-A workman, whose
employment is of a casual nature. (vi) Apprentice-A learner, who is or
is not paid an allowance during the period of his training including an
Apprentice under the Apprenticeship Act, 1961. (a) The decision of the Manager upon
any question arising out of, in connection with or incidental to these
Regulations, shall be final provided that the worker aggrieved by the Manager?s decision shall have a right to appeal to the next
higher authority as per procedure mentioned below: The aggrieved worker may appeal against the order
of the Manager to the next higher authority within a period of one week from
the date of the communication of Manager?s order. The next higher authority shall depose of the appeal within a
period of 15 days from the date of presentation of appeal. The aggrieved worker shall have a right of second
appeal to the Chief Engineer who shall dispose of the appeal within a period of
one month. No appeal shall lie against the order of the Chief
Engineer. (b) Should a worker send a notice
through a legal practitioner or resort to any legal proceedings whatsoever, or
indicate in any other manner his intention of having recourse to legal process,
no appeal may be heard by the Superintending Engineer/Chief Engineer. (a) Shift working shall be regulated
in accordance with the provisions of the Factories Act, 1948 for the time being
in force. More than one shift may be worked in a section or sections at the
discretion of the Manager. At the time of the introduction of a shift it shall
be specified whether the shift is a temporary or a permanent one. (b) Shift may be alternated at the
sole discretion of the Manager. (c) If more than one shift is worked,
workers shall be liable to be transferred from one shift to another at the
discretion of the Manager. (d) A notice of fifteen days will be
given before a permanent shift is discontinued which shall be placed on a notice
board, provided that : (i) It shall not be necessary to give
any notice if as a result of discontinuance of the shift, no permanent workman
b discharged, or (ii) When a temporary shift is
discontinued. (i) The period and hours of work for
all classes of workmen in each shift shall be exhibited on a notice board. (ii) All workmen shall be at work at
the work place at the times fixed and notified. (iii) Any worker, found absent from his
proper site or sites of work during working hours without permission or without
sufficient reason, shall be liable to be treated as absent for the period of
his absence. If however, he is so absent from the work premises
during working hours without written permission, he shall be liable to be treated
as absent for the whole day, in case his absence commences before the recess
period and for half a day in case his absence commences after the recess
period. (iv) If the worker is so absent from
the work premises with the written permission of the Head of the section his
wages for the period of absence only shall be liable to be deducted. (v) The deductions from wages for the
periods of absence under these Regulations shall be made in accordance with the
payment of Wages Act, 1936. (i) Any worker, who desires to obtain
leave shall apply to the Manager or any officer authorised for this purpose
whose name or names shall be notified on the notice board. (ii) Applications for leave of absence
for less than 3 days? duration must be made at least
24 hours previous to the time, from which the lease is required, except on
medical grounds or death in the family in which case the application may be
made on the same day. Before proceeding on leave all workers must leave their
address with the section incharge and any change must be communicated to the
section incharge. (iii) Application for leave of absence
for more than 3 days? duration of a non-urgent
character shall be made at least 7 days previous to the date from which leave
is required. (iv) The leave sanctioning authority,
if he deems fit and subject to the exigency of the work, may sanction a worker
leave of absence for a period not exceeding one month. (v) Orders in writing shall be passed
by the officer authorised for this purpose on all applications for leave within
three days following the receipt of the applications either refusing or
sanctioning the leave applied for, provided that in case of urgent leave,
orders shall be passed without delay. If the leave is refused the officer shall
record his reasons for such refusal and if so requested by the applicant
communicate the reason to him. The orders passed by the officer shall
immediately be communicated to the applicant, orally if he is present and in
writing when the applicant is not present. (vi) In the event of a worker applying
for extension of leave he shall make an application in writing to the Manager
before the expiry of the previous leave and the manager shall immediately on
receipt of such application, inform the worker in writing on the address given
by him whether the extension of leave had been sanctioned or not and if so, for
what period or whether the extension applied for has not been sanctioned. A
certificate of posting granted by the post office shall be deemed to be
sufficient proof of a reply having been sent provided that extension
application must reach the manager a week before the expiry of leave of 15 days
duration or more than 2 days before in cases of leave of lesser duration. Provided always that the application for leave
extension shall be made will in advance be reply paid telegram or a registered
post enclosing an addressed stamped envelope so that a reply may reach the
worker before the expiry of leave and that an extension of leave shall only be
granted on medical and other valid reasons. (vii) In the event of worker remaining
absent in excess of the period of leave originally granted to subsequently
extended, he shall loose his lien on his appointment unless (i) he returns
within 8 days of the expiry of the period of leave and gives an explanation to
the satisfaction of the manager of his liability to return on the expiry of the
leave period. In case a worker looses his lien on his appointment he shall be
entitled to be kept on the list of Badli, (viii) If a worker absents himself for
more than 8 consecutive days without leave he shall be deemed to have left the
services of the Board without notice, thereby terminating his contract of
service. Provided further that if the concerned worker
proves to the satisfaction of the manager that his absence was on account of
sickness or other valid reason, the manager may at his own discretion convert,
his absence into leave due or leave without pay. No worker shall leave the work premises without the
permission of the person authorised to grant him leave. Any worker who has been granted leave, paid off,
suspended, discharged, resigned or is not working for any reason shall leave
the work premises immediately. Liability to be searched on entering and leaving
the work premises-All male workers are liable on entering or leaving the work
premises to be searched by gateman and all female workers are liable to be
searched by a female. Provided that no search shall be made except in the
presence of two other persons of the same sex. Notices specifying the days observed by the Board
as holidays and Pay Days shall be notified on the notice board. In accordance with the Payment of Wages Act and
rules for the time being in force a notice in the specified form shall be
displayed on the notice board specifying the rates of wages payable to all
categories of workers. (a) The manager may at any time, in
the event of a fire, catastrophe, break down of machinery epidemic civil
commotion or other cause whether of a like nature or not, beyond the control of
the Management, stop any machine, or machines, or sections, wholly or partly
for any period without notice. (b) IN the event of a stoppage of any
machine or section under this regulation the worker effected shall be informed
by a notice, as soon as practicable, when work will be resumed and whether
they are to remain or leave their place of work (c) The period of detention as the
work premises shall not ordinarily exceed two hours after the commencement of
the stoppage. (d) If the period of detention does
not exceed one hour the workers so detained shall not be paid for the period of
detention but if it exceeds one hour, worker shall be entitled to receive wages
for the whole of the time during which they were detained in the work premises
as a result of the stoppage. (e) In case of piece-rated workers
the average daily earnings for the previous wage period shall be taken to be
the daily wage. (f) In case where workmen are laid
off for short periods on account of failure of plant or a temporary curtailment
of production the period of un-employment shall be treated as compulsory leave
either with or without pay, as the case may be. When, however, workmen have to
be laid off for an indefinitely long period their services may be terminated
after giving them due notice or pay in lieu thereof. (a) The Chairman may, in the event of
a strike effecting either wholly or partially any one or more sections of the
Power House/Work-shops/Sub-section close down, either wholly or partially such
section or sections for any period or periods. (b) The fact of such closure shall be
notified on a notice board and also in the Section concerned. The Workmen concerned
shall be notified by a general notice prior to the resumption of work as to
when the work will be resumed. In accordance with Section 7 Sub-section 2(c) of
the Payment of Wages Act, deductions may be made for loss of goods expressly
entrusted to a workman for custody or for loss of money for which he is
required to account, where such damage or loss is directly attributable to his
neglect or default. (a) The employment of any permanent
worker may be terminated by the manager by giving one month?s notice for monthly rated workman or 14 days
notice in the case of other workmen by payment of one months; or 14 day?s, wages as the case may be, in lieu of notice. If
the workman draws wages on a piece rate basis. The wages shall be calculated on
the average daily earning of such workers for the days actually worked during
the previous wage period, one month in the case, of monthly-rated and two weeks
in the case of other workmen. (b) The employment of a Badli or
temporary or Apprentice or casual worker may be terminated by the Manager
without assigning any reason and without any notice or any payment in lieu of
notice. The services of a temporary workman shall not be terminated as a
punishment unless he has been given an oppprtunity of explaining the charges of
misconduct alleged against him in the manner prescribed. (c) Where the employment of any
worker is terminated by the Manager the wages earned by him shall be paid
before the expiry of the second working day from the day on which his
employment was terminated in accordance with the provisions of Payment of Wages
Act,1936. (a) In accordance with the provisions of
sub-section 2 of Section 9 of the Payment of wages Act and subject to any rules
made in this behalf by the State Government if 10 or more workmen acting in
concert, absent themselves without giving 14 days? notice an amount not exceeding 12 days? wages may be deducted from the wages of any such persons in lieu of the
time mentioned above. Explanation:- For the purposes of this section a
workman shall be deemed to be absent from the place where he is required to
work, if although present in such place, he refuses, in pursuance of a stay-in-
strike or for any other cause which is not reasonable in the circumstances, to
carry out the work. (b) If any permanent workman leaves
the service of the Board with out given 14 days? notice he will be liable to forfeit 14 days? wages. (c) A probationer, Badli, temparary
workman or an Apprentice or casual workman may leave the service of the Board
without notice, but the wages due to such workman who have left employment
without notice shall be paid alongwith co-workmen on the due date of payment of
the wages for the month and those who leave with a minimum of the three days
notice shall be paid withjn a week of the date of leaving service. (a) Any wages due to the workmen, but
not paid on the usual pay day on account of their being unclaimed, shall be
paid by the employer on an unclaimed, pay day in each week, which shall be
notified on the notice board as aforesaid. (b) Any wages to workman who has died
shall be paid to his heir or heirs or nominee/nominees before the expiry of the
third working day on which a substantiated claim is made. Such claim is to be
made within one year of the death of the workman. The Acts and omission of the types, mentioned below
shall be treated as misconduct: (a) Wilful insubordination or
disobedience, whether alone or in combination with others, to any lawful or
reasonable order of a superior. (b) Striking work or inciting others
to strike work in contravention of the provisions of any law or rule having the
force of law. (c) Theft, fraud, or dishonesty in
connection with Board's business or property. (d) Taking or giving bribes or any
illegal gratification whatsoever (e) Habitual absence without leave or
absence without leave for more than 10 consecutive days. (f) Habitual late attendance. (g) The collection or canvassing for
the collection, of any money whatsoever for purposes not authorised by the management
within the work premises. (h) Drukenness, rioting, fighting,
riotous or disorderly behaviour or conduct likely to cause breach of peace or
danger to life or safety of any person or any act subversive of discipline
during working hours. (i) Habitual negligence or neglect of
work. (j) Habitual discipline or habitual
breach of any rule or instruction for the maintenance and running of any
section/department or its cleanliness. (k) Smoking within work premises
where prohibited and damage to work in process or any other property of the
Board. (l) Failure to observe safety
instructions, the unauthorised removal, interference or damage to machine
guards, fencing and other safety devices installed in the work premises. (m) Distributing or exhibiting inside
the work premises any newspaper, hand-bill, pamphlet or poster without the
previous sanction of the manager, (n) Holding meeting inside the work
premises without the previous sanction of the manager. (o) Threatening, assaulting or
intimidating any workman or employee of the Board within the work
premises. (p) Disclosing to any unauthorised
person or persons any confidential and material information in regard to the
working or the process of the work, which comes into possession of a workman
during the course of his work. (q) Gambling within work premises. (r) The sale or canvassing for the
sale of tickets of any lottery or raffles within the work premises. (s) The sale or canvassing for the
sale of any commodity except commodities sold at the authorised canteen. (t) Collecting union subscriptions in
the work premises except with the permission of the manager. (u) Sleeping whilst on duty. (v) Deliberate delay of production or
go-slow. (w) Any habitual breach of a
regulation or repetition of misconduct as defined above. (x) Arrest of a workman in respect of
any criminal offense or during the course of investigation or trial of workman
in respect of any criminal offence. (y) Spreading false rumours, making
of false or vexatious complaints against employees of the Board. (1) A workman may be fined upto two
percent of his wages in a month for any act and omission as may be specified by
notice under sub-section (2) of Section 8 of the Payment of Wages Act, 1936
(Central Act 4 of 1936). (2) A workman may be suspended for a period
not exceeding ten days at a time or dismissed without notice or any
compensation in lieu of notice, if he is found guilty of any misconduct. (3) Any workman found guilty of any
misconduct enumerated above in Regulation 21 is liable to be
dismissed without notice or compensation in lieu thereof or discharged from
service or reduced to a lower cadre or post or his increment or promotion may
be with-held, provided that no such order shall be made unless the workman
concerned is informed in writing of the misconduct alleged against him and
given a reasonable opportunity of being heard in respect of those of those
charges of misconduct against him and where it is proposed after enquiry to
dismiss him or reduce to a lower cadre or post until he has been given a
reasonable opportunity of making representation on the penalty proposed but
only on the basis of the evidence adduced during such inquiry. (4) (a) Whereas disciplinary
proceedinq against a workman is contemplated or is pending or where criminal
proceedings against him in respect of any offence are under investigation or
trial and the employer is satisfied that ii is necessary or desirable to place
the workman under suspension, he may, by order in writing, suspend him with
effect from such date as may be specified in the order. A statement setting out
in detail the reasons for such suspension shall be supplied to the workman
within a week from the date of suspension. (b) A workman placed under suspension under clause
(a) shall during the period of such suspension, be paid a subsistence allowance
at the following rates, namely- (i) Where the enquiry contemplated or
pending is departmental, the subsistence allowance shall, for the first ninety
days from the date of suspension be equal to one-half of the basic wages,
dearness allowance and other compensatory allowance to with the workman would
have been entitled if he were on leave with wages. If the departmental enquiry
gets prolonged and the workman continues to be under suspension for a period
exceeding ninety days the subsistence allowance shall for such period be equal
to three-fourth of such basic wages, dearness allowance and other compensatory
allowances. Provided that where such enquiry is prolonged
beyond a period of ninety days for reasons directly attributable to the
workman, the subsistence allowance shall for the period exceeding ninety days
be reduced to one-fourth of such basic wages, dearness allowance and other
compensatory allowance. (ii) Where the enquiry is by an
outside agency or as the case may be where criminal proceedings against the
workman are under investigation or trial, the subsistence allowance shall, for
the first one hundred and eighty days from the date of suspension, be equal to
one-half of the basic wages, dearness allowance and other compensatory
allowance to which the workman would have been entitled to, if he were on
leave. If such enquiry or criminal proceedings get prolonged and
the workman continues to be under suspension for a period exceeding one hundred
and eighty days, the subsistence allowance shall for such period be equal to
threefourth of such wages. Provided that where such enquiry or criminal
proceeding is prolonged beyond a period of one hundred and eighty days for
reasons directly attributable to the workman, the subsistence allowance shall
for the period exceeding one hundred and eighty days, be reduced to one- fourth
of such wages. (c) If on the conclusion of the inquiry, or as the
case may be of the criminal proceedings the workman has been found guilty of
the charges framed against him and it is considered after giving the workman
concerned a reasonable opportunity of making representation on the penalty
proposed that an order of dismissal or suspension or fine or stoppage of annual
increment or reduction in rank would meet the ends of justice, the employer
shall pass an order accordingly. Provided that when an order of dismissal is passed
under this clause, the workman shall be deemed to have been absent from duty
during the period of suspension and shall not be entitled to any remuneration
for such period, but the subsistence allowance already paid to him shall not be
recovered. Provided further that where the period between the
date on which the workman was suspended from duty pending inquiry or
investigation or trial and the date on which an order of suspension was passed
under this clause exceeds ten days, the workman shall be deemed to have been
suspended only for ten days or for such shorter period as is specified in the
said order of suspension and for the remaining period he shall be entitled to
the same wages as he would have received if he had not been placed under
suspension after deducting the subsistence allowance paid to him for such period. Provided also that where an order imposing fine or
stoppage of annual increment or reduction in rank is passed under this clause,
the workman shall be deemed to have been on duty during the period of
suspension and shall be entitled to the same wages as he would have received if
he had not been placed under suspension, after deducting the subsistence
allowance paid to him for such period. Provided further also that in the case of a workman
to whom the provisions of clause (2) of Article 311 of the Constitution apply,
the provisions of that Article shall be complied with. (d) If on the conclusion of the inquiry or as the
case may be of the criminal proceedings, the workman has been found to be not
guilty of any of the charges framed against him, he shall be deemed to have
been on duty during the period of suspension and shall be entitled to the same
wages as he would have received had he not been placed under suspension but
after deducting the subsistence allowance paid to him for such period. (e) The payment of subsistence allowance under
these Regulations shall be subject to the workman concerned not taking up any
employment during the period of suspension. (5) In awarding punishment under
these Regulations the manager shall take into account the gravity of the
misconduct, the previous record, if any, of the workman and any other
extenuating or aggravating circumstances that may exist. A copy of the order
passed by the manager shall be supplied to the workman concerned. It shall not be necessary to follow the procedure
laid down in regulation 22(3)- (a) where a person is dismissed or
removed or reduced in rank on the gound of conduct which has led to his
conviction on a criminal charge; (b) where an authority empowered to
dismiss or remove a person or to reduce him in rank is satisfied that for some
reason, to be recorded by that authority in writing it is not reasonably
practiable to hold such enquiry; or (c) where the Chairman is satisfied
that in the interest of the security of the State it is not expedient to hold
such inquiry. Explanation:- If in respect of a workman, a
question arises whether it is reasonably practicable to hold inquiry as is
referred to in regulation 23(b) or (c) the decision of the Chairman shall be
final. (1) Except as otherwise provided in
these Regulations, the date of compulsory retirement of a workman covered under
Board?s pay scales No.1 to 6 of the
Agreement dated 22-2-72 is the date on which he attains the age of 58 years. (2) The workman may, after giving
atleast 3 months previous notice in writing to the Board retire from the
service on the date on which he completes 20 years of service or attains the
age of 50 years or on any date thereafter to be specified in the notice. (3) The Board may, after giving 3
months previous notice in writing, require a workmen to retire from service on
the date on which he completes 20 years of service or attains the age of 50
years or on any other date thereafter to be specified in the notice. Note :- (i) The right conferred by Regulation
24(3) is intended to be exercised only against a workman whose efficiency is
impaired, but against whom it is not desirable to make formal charges of
inefficiency or who has ceased to be fully efficient but not to such a degree
as to warrant his retirement on compulsory grounds. It is not the intention to
use this rule as a financial weapon, that is to say, the previous should be
used only in the case of a workman who is considered unfit for retention on
personal as opposed to financial grounds. (ii) Compulsory retirement under this
regulation does not attract the provisions of clause 2 of the Article 311 of
the Constitution of India because such retirement is not conceived as a penalty
but as the exercise of a right reserved by the Board of retiring a workman
after he has served for a certain length of time. Accordingly, the procedure
laid down under these regulations for formal proceedings against a workman
before removing him from service is not meant to apply to such cases. (iii) This rule shall be applicable
both to the workmen who are members of the C.P.F. scheme and those of the
erstwhile E & M Department of the Government of Rajasthan who have opted
for Board?s service with penisonary
benefits. (iv) In the case of workman of erstwhile
E&M Department opting for Board?s service with penisonary benefits as also in case of other workman
subscribing to C.P.F. the term service shall mean the period from the date of
initial appointment under the State Government or the Board, as the case may
be, to the date of compulsory retirement under sub-regulation (iv) above. (a) Every permanent workman or
probationer at the time of resigning service, dismissal or discharge shall be
given a service certificate. (b) Any objection from workman as to
the correctness of the amount payable shall be enquired into by the Manager so
that there may be no delay in payment by the time fixed. (c) If due to any reason it is not
possible to conclude enquiry into the objection before the time fixed for
payment, the objection shall be registered-. If such objection is found correct
and difference in the amount payable to a worker shall be paid within six days
of the date of filing the objection. The management would and withdraw any existing welfare
scheme except after taking such action as may be required by any law or rules
having the force of law. (a) For the purpose of filing certian
number of vacancies by fixation/adjustment/promotion, a list of all eligible
workmen shall be prepared by the competent authority authorised for the purpose
and put up before the committee/person, constituted/appointed to carry out
fixation/adjustment/promotion and it shall be carried out in the manner agreed
to under the Industrial Disputes Act, 1948 or in the absence of the same as per
orders of the Chairman, and necessary orders for fixation/adjustment/promotion
may be issued by this committee/person as may be authorised in this behalf. (b) In selecting candidates for
promotion due regard shall be given to their:- (1) Seniority, (2) Previous record of service, (3) Qualifications and knowledge, (4) Integrity, and (5) Tact, energy and intelligence. As soon as it is decided that certain number of
vacancies will be filled in by promotion, a list of all those persons, who are
eligible for promotion to such certain posts, shall be prepared by the Manager
and put up before the selection committee consisting of manager and two
officers nominated by him which will submit recommendations to the appointing
authority with the confidential roll/personal file of each candidate included
in the list of consideration. Promotion of a candidate from a lower post to a
higher post shall take effect from the date on which he/she actually takes over
the charge of the higher post. Category of Staff Seniority Jurisdiction. 1. Unskilled and semi skilled Technical staff. Sub-Division. 2. Skilled'B? and skilled ?A?
Technical staff Division. 3. Supervisory Technical staff upto the scale of
pay identical to the scale of skilled ?A?
category (105-240) Circle. 4. Remaining Supervisory Technical Staff. Board as a whole. The Manager of the Establishment shall personally
be held responsible for the purpose and faithful observance of the Regulations. These Regulations shall supersede the existing
Certified Standing Orders, but any action taken or order issued under the
Certified Standing Orders prior to the commencement of these Regulations shall
not be vitiated by such supersession. APPENDIX-I Technical Subordinate Staff Supervisory: (1) Engineering Supervisor (2) Overseer (3) Store Supdt. (4) Junior Chemist (5) Foreman (6) Foreman-ll (7) Line Inspector (8) Sub-Station Operator-I (9) Surveyor (10) Mistry (11) Head Smith (12) Head Lineman/Electrician-I (13) Incharge Winding Shop (14) Chargeman (15) Head Draughtsman (16) Meter Inspector-I (17) Mistry-I (18) Gate Surgent (19) Meter Tester & Repairer-I SKILLED ?A? (1) Electrician-I (2) Welder (3) Turbine Attendent (4) Relay Tester (5) Foreman-III (6) Mistry-II (7) Head Lineman & Electrician-II (8) Boiler Attendent-II (9) Fitter-I (10) Turbine Attendent-II (11) Artisan-I (12) Radio Mech.-I (13) Meter Tester & Repairer-I (14) Driver-I (15) Cable Jointer (16) Welder-II (17) Asstt. Surveyor (18) Sub Station Attendent-I (19) Turbine Driver (20) Black-smith-l (21) Electrician-I (22) Wireman-I (23) Lineman-I (24) Carpenter-I (25) Painter-I (26) Turner-I (27) Moulder-I (28) Fitter Operator (29) Estimator (30) Electrician. (31) Wireman (32) Masson-I (33) Crane Operator-I (34) Draughtsman-I SKILLED ?B? (1) Electrician-II (2) Lineman-II (3) Cable Jointer-II (4) Sub-Station Attendent-II (5) Artisan-II (6) Driver-II (Mech.) (7) Mechanic-II (8) Fiter- II (9) Mistry-II (10) Auxillory Attendent- II (11) Overseer-II (12) Fireman-II (13) Radio Mechanic- II (14) Welder- III (15) Tool Keepr- II (16) Meter Inspector-II (17) Water Treatment & Plant
Attendent (18) Pump Driver (19) Vehicle Driver (20) Meter Reader & Meter Checker (21) Turner-II (22) Black-smith-II (23) Moulder-II (24) Carpenter-II (25) Filter Attendent-II (26) Masson-II (27) Coal Jamadar-II (28) Painter-II (29) Wireman-II (30) Tracer SEMI-SKILLED (1) Helper-I (2) Sub-Station Attendent-III (3) S. B A.-III (4) Consumer Call Attendent (5) Hammerman (6) Ferroman (1) Helper-ll APPENDIX-II (1) Guard/Chowkidar/Watchman (2) Peon (3) Sweeper (4) Gardner (5) Attendent (Guest House, Rest
House, Welfare Centre), (6) Bill Distributors (7) Watchman (8) Cycle Saw.ar (9) Daftri (10) Farrash (11) Amonia Machine Operator (12) Jamadar (13) Khalasi (14) Orderly (15) Record Lifter (16) Library Boy (17) Cleaner (18) Asstt. Bradma Operator (19) Gestetner Operator (20) Head Jamadar (21) Ferroman (22) L.D.C. (23) Record Keeper (24) Asstt. Store keeper (25) Ward Keeper (26) Bradma Operator (27) Telephone Operator (28) Compounder (29) U.D.C. (30) Accounts Clerk (31) Store Keeper (32) Steno Typist (33) Superintendent Gr. II (34) Head Record Keeper (35) Stenographer Gr.ll (36) Assistant Store Supdt. (37) Statistical Assistant (38) Superintendent Gr.l (39) Accountant/Internal auditor/Rev.
Accountant (40) Legal Assistant (41) Head Store Keeper (Central
Stores) (42) P.A.to Members/Steno-Gr.l (43) Assistant Labour Officer
(Redesignated) (44) Stock Verifier (45) Section Officer APPENDIX-I Technical Subordinate Staff Supervisory: (1) Engineering Supervisor (2) Overseer (3) Store Supdt. (4) Junior Chemist (5) Foreman (6) Foreman-ll (7) Line Inspector (8) Sub-Station Operator-I (9) Surveyor (10) Mistry (11) Head Smith (12) Head Lineman/Electrician-I (13) Incharge Winding Shop (14) Chargeman (15) Head Draughtsman (16) Meter Inspector-I (17) Mistry-I (18) Gate Surgent (19) Meter Tester & Repairer-I SKILLED ?A? (1) Electrician-I (2) Welder (3) Turbine Attendent (4) Relay Tester (5) Foreman-III (6) Mistry-II (7) Head Lineman & Electrician-II (8) Boiler Attendent-II (9) Fitter-I (10) Turbine Attendent-II (11) Artisan-I (12) Radio Mech.-I (13) Meter Tester & Repairer-I (14) Driver-I (15) Cable Jointer (16) Welder-II (17) Asstt. Surveyor (18) Sub Station Attendent-I (19) Turbine Driver (20) Black-smith-l (21) Electrician-I (22) Wireman-I (23) Lineman-I (24) Carpenter-I (25) Painter-I (26) Turner-I (27) Moulder-I (28) Fitter Operator (29) Estimator (30) Electrician. (31) Wireman (32) Masson-I (33) Crane Operator-I (34) Draughtsman-I SKILLED ?B? (1) Electrician-II (2) Lineman-II (3) Cable Jointer-II (4) Sub-Station Attendent-II (5) Artisan-II (6) Driver-II (Mech.) (7) Mechanic-II (8) Fiter- II (9) Mistry-II (10) Auxillory Attendent- II (11) Overseer-II (12) Fireman-II (13) Radio Mechanic- II (14) Welder- III (15) Tool Keepr- II (16) Meter Inspector-II (17) Water Treatment & Plant Attendent (18) Pump Driver (19) Vehicle Driver (20) Meter Reader & Meter Checker (21) Turner-II (22) Black-smith-II (23) Moulder-II (24) Carpenter-II (25) Filter Attendent-II (26) Masson-II (27) Coal Jamadar-II (28) Painter-II (29) Wireman-II (30) Tracer SEMI-SKILLED (1) Helper-I (2) Sub-Station Attendent-III (3) S. B A.-III (4) Consumer Call Attendent (5) Hammerman (6) Ferroman UN-SKILLED (1) Helper-ll APPENDIX-II (1) Guard/Chowkidar/Watchman (2) Peon (3) Sweeper (4) Gardner (5) Attendent (Guest House, Rest
House, Welfare Centre), (6) Bill Distributors (7) Watchman (8) Cycle Saw.ar (9) Daftri (10) Farrash (11) Amonia Machine Operator (12) Jamadar (13) Khalasi (14) Orderly (15) Record Lifter (16) Library Boy (17) Cleaner (18) Asstt. Bradma Operator (19) Gestetner Operator (20) Head Jamadar (21) Ferroman (22) L.D.C. (23) Record Keeper (24) Asstt. Store keeper (25) Ward Keeper (26) Bradma Operator (27) Telephone Operator (28) Compounder (29) U.D.C. (30) Accounts Clerk (31) Store Keeper (32) Steno Typist (33) Superintendent Gr. II (34) Head Record Keeper (35) Stenographer Gr.ll (36) Assistant Store Supdt. (37) Statistical Assistant (38) Superintendent Gr.l (39) Accountant/Internal auditor/Rev.
Accountant (40) Legal Assistant (41) Head Store Keeper (Central
Stores) (42) P.A.to Members/Steno-Gr.l (43) Assistant Labour Officer
(Redesignated) (44) Stock Verifier (45) Section Officer Note :- (i) The right conferred by Regulation
24(3) is intended to be exercised only against a workman whose efficiency is
impaired, but against whom it is not desirable to make formal charges of
inefficiency or who has ceased to be fully efficient but not to such a degree
as to warrant his retirement on compulsory grounds. It is not the intention to
use this rule as a financial weapon, that is to say, the previous should be
used only in the case of a workman who is considered unfit for retention on
personal as opposed to financial grounds. (ii) Compulsory retirement under this
regulation does not attract the provisions of clause 2 of the Article 311 of
the Constitution of India because such retirement is not conceived as a penalty
but as the exercise of a right reserved by the Board of retiring a workman
after he has served for a certain length of time. Accordingly, the procedure
laid down under these regulations for formal proceedings against a workman
before removing him from service is not meant to apply to such cases. (iii) This rule shall be applicable
both to the workmen who are members of the C.P.F. scheme and those of the
erstwhile E & M Department of the Government of Rajasthan who have opted
for Board?s service with penisonary
benefits. (iv) In the case of workman of
erstwhile E&M Department opting for Board?s service with penisonary benefits as also in case of other workman
subscribing to C.P.F. the term service shall mean the period from the date of
initial appointment under the State Government or the Board, as the case may be,
to the date of compulsory retirement under sub-regulation (iv) above.THE RAJASTHAN STATE ELECTRICITY BOARD TECHNICAL WORKMEN
SERVICE REGULATIONS, 1975
PREAMBLE
UN-SKILLED