NAMESKAR

Narendra Kumar Sharma MBA (HR) Final Year Student, Enrollment No.510811352 Study Center : Kota-01691 (Raj.)
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

A PROJECT REPORT ON EVALUATION OF DISCIPLINARY PROCEEDINGS IN NUCLEAR POWER CORPORATION OF INDIA LIMITED AT RAJASTHAN ATOMIC POWER STATION

Comparative Study by
Narendra Kumar Sharma MBA Final Year, Enrollment No.510811352 Study Center : Kota-01691 (Raj.)

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

BRIEF DESCRIPTION OF THE ORGANIZATION

Nuclear

Power Corporation of India Limited is a public sector

enterprise of Central Government under the administrative control of Department of Atomic Energy with an objective of Generation

of Electricity through the use of nuclear energy by designing,

constructing and operating reactors and other Peaceful and constructive use of atomic energy in the field of agriculture, medicines etc. NPCIL had its registered office at New Delhi but it has been changed now to Mumbai with its Head Office in Mumbai. All the nuclear power projects and stations under the control of DAE have been transferred to NPCIL Units after formation. The different units of NPCIL with its capacity are as under:

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

Sl. No. Station with locations No. of Reactors Capacity Reactor-I 160 MWe 540 MWe 100 MWe 170 MWe 220 MWe 220 MWe 220 MWe 220 MWe 200 MWe Reactor-II 160 MWe 540 MWe 200 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe

1 2 3 4 5 6 7 8 9

Tarapur Atomic Power Station-1&2, Distt. Thane, Maharashtra Tarapur Atomic Power Station-3&4, Distt. Thane, Maharashtra Rajasthan Atomic Power Station-1&2, Distt. Chittorgarh, Rajasthan Madras Atomic Power Station, Distt. Chingleput, Tamilnadu Narora Atomic Power Station, Distt. Bulandshahar, Uttar Pradesh Kakarapar Atomic Power Station, Distt. Surat, Gujrat Kaiga Generating Station 1&2, Distt. Uttar Kannada, Karnataka Kaiga Generating Project 3&4, Distt. Uttar Kannada, Karnataka Rajasthan Atomic Power Station-3&4, Distt. Chittorgarh, Rajasthan

TWO TWO TWO TWO TWO TWO TWO TWO TWO

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

UNIT UNDER CONSTRUCTION:

Sl. No. Station with locations No. of Reactors Capacity Reactor-I Reactor-II

01

Rajasthan Atomic Power Project5&6, Distt. Chittorgarh, Rajasthan

TWO

200 MWe

220 MWe

02

Kudankulam Atomic Power Project, Distt. Nagarcoil, Tamilnadu

TWO

1000 MWe

1000 MWe

Unit 5 of RAPP-5&6 HAS GOT CRITICALITY ON 24.11.2009

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

ABOUT THE UNIT CONCERNED FOR THE PROJECT REPORT Rajasthan Atomic Power Station which is the first unit of Department of Atomic Energy is today very popular not only on the map of Rajasthan but on the map of India as biggest Nuclear Centre of the world and popularly known as Anu Nagari. It is situated about 50 Kms from Kota City which is very popular for Kota Stone and is actually in the Chittorgarh district of Rajasthan State.

The Station has 4 units running and two more units of 220 MWe are at
the advanced stage of construction and it is expected that these twin units under construction will start generating electricity very shortly. The total man power the station is about 2800 comprises Scientists, supervisors,

technicians, Manager and administrative assistants. The station has got

multi residential colonies well maintained, and horticulture.
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

Classification of posts according to CCS (CCA) Rules & NPCIL (Discipline & Appeal) Rules SN Description of Post Classification of Posts Group A Group B

1 2

A central civil post carrying a pay or scale of pay with a maximum of not less than Rs. 13,500/A central civil post carrying a pay or scale of pay with a maximum of not less than Rs. 9,000/- but less than Rs. 13,500/A central civil post carrying a pay or scale of pay with a maximum of not less than Rs. 4,000/- but less than Rs. 9,000/A central civil post carrying a pay or scale of pay with a maximum of which is Rs. 4,000/- or less

Group C

Group D

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

MISCONDUCT
Misconduct: An act or conduct which makes it unsafe for the employer to retain the employee in Service Misconducts under different rules have been different. Misconducts under different rules are defined as under:-

01 02 03 .

Under CCS( Conduct Rules)-1964 Under NPCIL (Conduct ) Rules-1994 Under Industrial Employment Standing Orders Act & Models Standing Orders -1946

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL MISCONDUCT

SOME MISCONDUT UNDER NPCIL (CONDUCT) RULES

Theft, fraud or misappropriation or dishonesty in connection with the business or property of the Corporation or of property of another person within the premises of the Corporation. -Taking or -Possession of pecuniary resources or property disproportionate to the known source of income by the employee or on his behalf by another person, which the

employee

annot

satisfactorily

account

for.

-Furnishing false information regarding name, age, fathers name, qualification, previous service or any other -matter germane to the employment at the time of

employment

or

during

the

course

of

employment.

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL MISCONDUCT

- Habitual late or irregular attendance. - Sabotage or damage to any property of the Corporation - Interference or tampering with any safety devices installed in or about the premises of the Corporation. - Riotous or disorderly or indecent behavior in the premises of the Corporation or outside such premises where such behavior

is related to or connected with the employment.

- Gambling within the premises or the Corporation. - Smoking within the premises of the Corporation where it is

prohibited
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

COMPARISION The comparative study is quite essential as Industrial Employment (Standing Orders) Act-1946 which is applicable to industrial workers have been made compulsory to NPCIL employees in the absence of any rule in this regard. The main reason for making this Act applicable to NPCIL is that an industrial dispute has been pending for certification of standing orders for NPCIL. Following are the comparison which brings out the deficiency due to applicability of Industrial Employment

(Standing Orders) Act-1946.

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

COMPARISION 01
Central Civil Services (Conduct) Rules

1964 and NPCIL (Conduct) Rules

1994 provides that possession of pecuniary resources or property disproportionate to the known sources of income by the employee will be a grave misconduct. However, this clause is not applicable to workers in the small or other industries where wages of workers are very less, in NPCIL it is applicable to workmen on following grounds : Workmen of NPCIL are highly paid, They are earning good overtime allowance, some times equal to their wages or slightly lesser than that. Free Medical Facility

More than Rs. 20,000/- incentive per annum.

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

COMPARISION 01 These lucrative wages, and attractive perquisites attract them to acquire property beyond their reach and some times it leads to violation of the provision of disproportionate to the known source of income. However, their being no provision under Industrial

Employment (Standing Orders) Act-1946, workers are safe from action on this count. Whereas, junior officers who are not getting any overtime allowance are governed by the Rule. Thus there is disparity in applicability of rules and creates grouse among other class of

employees
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

COMPARISION PROBLEM: Sleeping while on duty is a misconduct under NPCIL(Conduct) Rules but not under Industrial Employment (Standing Orders) Act 1946. in small industries or private industries where workmen are under the direct control and supervision of their superiors, they are not getting opportunity for this mis-conduct. However, in NPCIL the work is spread at different locations and in round the clock shift in such

a way that supervisor cannot reach there. Only self efficiency is the main solution.
Notwithstanding the above, if worker sleeps on duty in NPCIL, there being no provision available in Industrial Employment (Standing Orders) Act 1946, the worker can not be proceeded against under the right clause. It is different aspect

that management may initiate action for lack of devotion to duty etc. or under
clause (I) that is habitual negligence or neglect of work. But when this right clause is available under NPCIL (Conduct) Rules 1994, and at present which applies to officers only may be more suitable and authentic for the purpose.
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DISCIPLINARY CASES PENDING AS ON DATE IN RAPS

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GROUP 'A' GROUP 'B' GROUP 'C' GROUP 'D'

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MISCONDUCT WISE DISCIPLINARY CASES FOR 2008

0% 26% 5%

EMBEZZLEMENT MISCOUNDUCT ABSENTEEISM Slice 4

69%

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OPINION OF SOME OF DISCIPLINARY AUTHORITIES ABOUT PREVAILING PRACTICES

VERY GOOD GOOD

17 % 4 1% 14 %

SATISFACTORY NEEDS CHANGE

14 % 14 %

Slice 5
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL PENALTIES

Penalties Under CCS (CCA) Rules-1965
S.N 01. Censure MINOR PENALTIES SN 01. MAJOR PENALTIES Reduction to a lower stage for a specified period with further direction as to whether or not he will earn increments of pay during the period of such reduction. Reduction to a lower time scale of pay, grade, post or service which shall ordinarily be a bar to the promotion of the Govt. servant to the time scale of pay, grade, post or service from which he was reduced. Compulsory retirement.

02.

Withholding of promotion

02.

03.

Recovery of his pay of the whole or part 03. of any pecuniary loss caused by him by negligence or breach of orders. Reduction to a lower stage for period not 04. exceeding 3 years without cumulative effect and without affecting his pension. Withholding of increments of pay 05.

04.

Removal from service without disqualification for future employment under the Government. Dismissal from service which shall ordinarily be a disqualification for future employment with Govt.
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05.

Penalties Under NPCIL (Conduct) Rules-1994

SN
01.

MINOR PENALTIES
Censure

S.N.
01.

MAJOR PENALTIES
Reduction to a lower stage in the scale of pay for a specified period and with further directions as to whether the employee will earn increment during the period of reduction and whether on expiry of such period, the reduction will or will not have the effect of postponing the future increments. Reduction to lower scale of pay which shall ordinarily be a bar to the promotion of the employee to the scale of pay from which he was reduced with or without further directions regarding conditions of restoration to the scale of pay from which the employee was reduced. Compulsory retirement from service. Removal from service which shall not be a disqualification for future employment in the Corporation.

02.

Withholding of increments of pay 02. with or without cumulative effect.

03. 04.

Withholding of promotion.

03.

Recovery from pay whole or part 04. of any pecuniary loss caused to the Corporation by negligence or breach of orders. Reduction to a lower stage in the 05. scale of a pay for a period not exceeding 3 years without cumulative effect and not adversely affecting the pension in the case of an

05.

Removal from service which shall ordinarily be a disqualification for future employment in the Corporation.
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

PRINCIPLES OF NATURAL JUSTICE

Though the Principles of Natural Justice must be given due importance, care must be taken against any over emphasis. These principles can not be elevated to the positions of Fundamental Rights. Natural justice is prescribed only a

minimum standard of fair procedure and this minimum can not be bloated into a rigmarole of technicalities to vitiate the inquiry

somehow or other.

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

AVOIDING DELAYS & DILATORY TACTICS
There are followingtwo negative aspects , in my view, if the delay is caused
EFFECTS TO EMPLOYER Delays defeat the very purpose of the inquiry. The purpose of disciplinary proceedings is not only to punish the culprit for violation of rules or misconduct but also to streamline the administrative machinery so that such things do not happen again an blood flows through the veins of administrative machinery without fear of any clog. This is possible only if we are quick in taking disciplinary proceedings. Memories fail with time, witness may die or own over, record may become unavailable for any reason, the delays are thus to the benefit of the wrong doer who may escape because of negligence and consequent delays.
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EFFECTS TO EMPLOYEE Due to delay the employee becomes a loser. He cannot get any promotion or other advancements in service so long as clouds of disciplinary proceedings are there. In most of the cases, the employee loses his peace of mind also he cannot devote fully to the office work as it should be. On account of seal of disciplinary proceedings that also with prolonged delays, employee and his family members are socially boycotted. For all these reasons, there is no option but to cut delay with strong hand and dispose of disciplinary cases with utmost speed.

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

ROLES OF VARIOUS AUTHORITIES
Following Authorities are involve to conduct the inquiry :Disciplinary Authority Has not to play much role except disposal of bias representation As known as Inquiry Officer, to inquire and finding facts of the charges

Inquiring Authority

Presenting Officer

To advocate and verify the charges by oral and documentary evidences

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

Conclusion and Recommendations

Recommendations
Simplification of the Procedure Standardization of the procedure Training and Awareness Disciplinary Procedure needs to Simplified Apart from simplification of the procedure, the procedure should be also standardized Training to employees who functions as Inquiry Officer should be conducted as a essential particular. Disciplinary Authority should, before appointing inquiry officer, will give a time schedule to complete the inquiry It is very popular proverb that Justice delayed is justice denied Hence, Disciplinary authority should ensure that there is no abnormal delay in delivering the justice.

Adherence of the Time Schedule

Justice

Strong Disciplinary Cell

D Cell should be strong enough in correcting and discipline the errant employees. The system should be so designed that employee should have faith in the system of disciplinary 23 proceeding.

Faith of employees in system

EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

Conclusion and Recommendations

Recommendations
Better Quality, Gain trust and Confidence The System of disciplinary proceedings should be such that it wins the trust and confidence of the employees.

Continual improvement in procedures

Every time improvement is needed for up-dated the disciplinary proceeding and Rules
It is necessary that we should obtain from employees particularly from the charged employees or hurt employee for improvement of the system.

Suggestion from employees for further improvements

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

Conclusion and Recommendations

CONCLUSION
With my experience of Ten years, my observations are that in some of the units due to unfair handling of the people, some of employees have lost their interest of working. The sole reason which I have come to know from them is that they have not been treated well, they have not been given due respect, they have been ignored and side lined with their high level of ability than the officers to whom they are reporting. Other reason is that they were forced to compromise with their noble principles which they could not do. Such ill treatments have given them rise of dejection in their life and they were proceeded against. Nowadays, when we are in the ear of high technology and are considering man power as human resource, a duty is cast on the persons who are having expertise in these areas to cure these people and bring them on the track. Disciplinary action is not a solution and hence, it should be resorted to as a tool

when counseling and other measures fail to yield required result

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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

ABBREVIATIONS USED IN THIS REPORT
NPCIL CCS(CCA ) DAE CCS PO IO Nuclear Power Corporation of India Limited Central Civil Services (Classification, Control & Appeal) Rules 1965 Department of Atomic Energy Central Civil Services Presenting Officer Inquiry Officer

IA
CO

Inquiring Authority
Charged Official

DA
ETC

Defence Assistant/Disciplinary Authority

Etcetera

NAPS
MAPS

Narora Atomic Power Station

Madras Atomic Power Station

RAPS
KKNPP VSB CO KGS

Rajasthan Atomic Power Station

Kudankulam Nuclear Power Project Vikram Sarabhai Bhawan, Corporate Office Kaiga Generating Station
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EVALUATION OF DISCIPLINARY PROCEEDINGS IN NPCIL

THANK YOU

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