Right to Information Act 2005 Information under section 4(1) B About Society
o Indian Red Cross Society (IRCS) was established in 1920 under the Indian Red Cross Society Act and incorporated under Parliament Act XV of 1920. The act was last amended in 1992 and of rules were formed in 1994.
o Honourable Deputy Commissioner is the President of the Society.
o The District Red Cross managing Body consists of 15 members.
o The Managing Body is responsible for governance and supervision of the functions of the society through a number of committees.
o The Secretary is the Chief Executive of the Society. Origin
History of Red Cross and Red Crescent Movement
Young Swiss businessman, Jean Henry Dunant was appalled by the condition of the wounded soldiers he happened to see in the battle field of Solferino , Italy in 1859 during the Franco - Austrian war. He arranged relief services with the help of the local community immediately. He wrote the book 'Memory of Solferino' suggesting that a neutral organization be established to aid the wounded soldiers in times of war. Just a year after the release of this book, an international conference was convened in Geneva to consider the suggestions of Henry Dunant and thus the Red Cross Movement was born. International Red Cross Movement was established by Geneva Convention of 1864. The name and the emblem of the movement are derived from the reversal of the Swiss national flag, to honor the country in which Red Cross was found.
Origin of Indian Red Cross Society During the first world war in 1914, India had no organization for relief services to the affected soldiers, except a branch of the St. John Ambulance Association and by a Joint Committee of the British Red Cross. Later, a branch of the same Committee was started to undertake the much needed relief services in collaboration with the St. John Ambulance Association in aid of the soldiers as well as civilian sufferers of the horrors of that great war. A bill to constitute the Indian Red Cross Society, Independent of the British Red Cross, was introduced in the Indian Legislative Council on 3rd March 1920 by Sir Claude Hill, member of the Viceroy's Executive Council who was also Chairman of the Joint war Committee in India . The Bill was passed on 17th March 1920 and became Act XV of 1920 with the assent of the Governor General on the 20th March 1920 . On 7th June 1920 , fifty members were formally nominated to constitute the Indian Red Cross Society and the first Managing Body was elected from among them with Sir Malcolm Hailey as Chairman. Indian Red Cross Society is a member of the International Federation of Red Cross and Red Crescent Movement. Relations between the IRCS and the India Delegation of the Federation are strong. Indian Red Cross Society has partnership with National Red Cross and Red Crescent Societies, St.John Ambulance, International Federation of Red Cross and Red Crescent Movement (IFRC), International Committee of the Red Cross (ICRC ), Multinational firms. Individuals and others in supporting IRCS activities. It also coordinates with Indian Government and other agencies ( UNDP, WHO etc ) Red Cross Emblem Red Cross on a white background, is the Emblem of Red Cross, recognized in 1864 as the distinctive sign for medical relief teams on the battle field. In the Russo-Turkish war the Ottoman empire used a Red Crescent in place of the Red Cross. Egypt too opted for the Red Crescent while Persia chose a Red Lion on a white background. These symbols were written and accepted into the 1929 Geneva Conventions. The IRCS adopted RED CROSS as its emblem. The National Society make use of the emblem as an indicative device in peacetime and during armed conflicts within the limits stipulated in national legislation, the regulations and its statutes only for activities consistent with the principles set out by International Federation of the Red Cross and Red Crescent. During the General Assembly and the council of Delegates in November 2005 at Geneva, Red Crystal has been adopted as another emblem for the Red Cross Red Crescent movement.
USE OF RED CROSS EMBLEM The object of Red Cross is allied with doctors and this has led to the belief in the monds of some medical practitioners that every medical practitioner is entitled to use Red Cross emblem. This belief is fallacious and as a matter of fact its use by medical practitioners is prohibited by law. It is the right only of members of medical service of any army. As per the Geneva Conventions Act 1960 (as prevailing in India), Section 12 of the Act prohibits use of Red Cross and other allied emblem for any purpose whatsoever without approval of the Government of India and Section 13 imposes a penalty on anyone who uses such emblems without the permission of Central Government. The emblem of a Red Cross is as with vertical and horizontal arm of same length on and completely by a white ground or the designation “Red Cross or “Geneva Gross.” The other allied emblems / designations are “Red Crescent”; “Red Lion and Sun”, and emblem of “Swiss Confederation.” As per Las use of any design or wording resembling or likely to be mistaken for any of above emblems is subject to penalty. The punishment may extend to fine upto Rs. 500/- and be liable to forfeit any goods upon or in connection with which the emblem, designation or wording was used by that person. The Government of India has issued Press notices in 1938 pointing out that such user was illegal. Our Mission & Vision Our Vision
To improve the lives of vulnerable people in India and internationally by mobilising the power of humanity. Our Mission
The Mission of the Indian Red Cross Society District Branch Jind is to prevent and alleviate suffering with complete impartiality, making no discrimination as to nationality, race, sex, religious beliefs, language, class or political opinions.
To be a leading humanitarian organisation in India, improving the lives of vulnerable people through services delivered and promotion of humanitarian laws. To promote the Fundamental Principles of the Movement and the International Humanitarian Law in order to inculcate humanitarian ideals among the population, and in particular among children and youth
Our Principles In 1965, the seven Fundamental Principles were adopted by the 20th International Conference. They were developed to link together the International Committee, Federation and National Societies. Our network is vast, but our approach is simple. All Red Cross programs and activities are guided by the Fundamental Principles of Humanity, Impartiality, Neutrality, Independence, Voluntary Service, Unity and Universality. These principles allow us to provide help immediately to whoever needs it, wherever they are, whatever their race, political beliefs, religion, social status, or culture. Humanity The International Red Cross and Red Crescent Movement, born of a desire to bring assistance without discrimination to the wounded on the battlefield, endeavours, in its international and national capacity, to prevent and alleviate human suffering wherever it may be found. Its purpose is to protect life and health and to ensure respect for the human being. It promotes mutual understanding, friendship, co-operation and lasting peace amongst all peoples. Impartiality It makes no discrimination as to nationality, race, religious beliefs, class or political opinions. It endeavours to relieve the suffering of individuals, being guided solely by their needs, and to give priority to the most urgent cases of distress. Neutrality In order to continue to enjoy the confidence of all, the Movement may not take sides in hostilities or engage at any time in controversies of a political, racial, religious or ideological nature. Independence The Movement is independent. The National Societies, while auxiliaries in the humanitarian services of their governments and subject to the laws of their respective countries, must always maintain their autonomy so that they may be able at all times to act in accordance with the principles of the Movement. Voluntary Service It is a voluntary relief movement not prompted in any manner by desire for gain. Unity There can only be one Red Cross or one Red Crescent Society in any one country. It must be open to all. It must carry on its humanitarian work throughout its territory. Universality The International Red Cross and Red Crescent Movement, in which all Societies have equal status and share equal responsibilities and duties in helping each other, is world-wide.
Member Ship of Red Cross Members of the Red Cross make the backbone of the Organisation. The Indian Red Cross Society has the following grades of members
Patron; Vice Patron; Life Member; Life Associate; Institutional Member; Annual Member; Annual Associate.
The membership subscriptions range from Rs.10/- to Rs.25,000/-. Individual/institutions enrolling themselves in different grade of memberships by subscribing the membership fee as follows :-
Patron : Rs. 25000 Vice-Patron : Rs. 12000 Life member : Rs. 1000 Life associate : Rs. 250 Annual Member : Rs. 50 per annum Annual Associate : Rs 10 per annum Institutional Member : Rs. 5000 per annum
All member are associated with the Red Cross world over. The Patron membership certificates issued by the national Headquarters of the Indian Red Cross Society are signed by Honourable President of India, in his capacity as President of the Indian Red Cross Society. Vice – Patron, Life Member and Life Associate membership certificates are signed by the Chairman and Secretary General of the society. Indian Red Cross Society District Branch Jind welcome you to all Membership of red cross which is obtained by enrolling in the District Red Cross Society Jind.
On becoming member in any grade of membership, the individual helps in rendering Red Cross a noble cause to serve the most vulnerable and thereby reaching to the needy, through Red Cross.
Volunteer Join Red Cross as a Red Cross volunteer. When ever some social activity is organized in and around your place, you shall be invited as a Red Cross volunteer for some social activity ie Blood donation , Save Girl Child , Road Safety etc . Join us as a Volunteer today Online submission accepted. Eligibility 1. Resident of North India. 2. Minimum Age 18 Yrs Documents Required 1. Scan Photo ID & Address Proof. 2.Scan Photo First Aid & Home Nursing training First aid is the assistance given to any person suffering a sudden illness or Injury with care provided to preserve life, prevent the condition from worsening, and/or promote recovery. It includes initial intervention in a serious condition prior to professional medical help being available, such as performing CPR while awaiting an ambulance, as well as the complete treatment of minor conditions, such as applying a plaster to a cut. First aid is generally performed by the layperson , with many people trained in providing basic levels of first aid, and others willing to do so from acquired knowledge.
1. First Aid & Home Nursing training is imparted to the Junior & Seniors. Any person upto the age of 16 years is called Junior. Above the age of 16 years, Senior Certificate course is conducted in schools, colleges, District Headquarters and Industries. 2. First Aid & Home Nursing training charges: The below mentioned charges are applicable in all District St. John Centres in Haryana.
Sr. No. Class Fee for training Senior First Aid 1. Rs. 1000/- per candidate (Professionals) Senior Home Nursing 2. Rs. 500/- per candidate (Professionals)
3. Voucher in First Aid Rs. 500/- per candidate
4. Voucher in Home Nursing Rs. 500/- per candidate
5. Medallion in First Aid Rs. 500/- per candidate
6. Medallion in Home Nursing Rs. 500/- per candidate
7. Senior First Aid (Students) Rs. 30/- per candidate Senior Home Nursing 8. Rs. 30/- per candidate (Students)
9. Junior First Aid (Students) Rs. 25/- per candidate Junior Home Nursing 10. Rs. 25/- per candidate (Students)
Home Nursing A Home Nursing, convalescent home, skilled nursing facility (SNF), care home, rest home or intermediate care provides a type of residential care. It is a place of residence for people who require continual nursing care and have significant difficulty coping with the required activities of daily living. Nursing aides and skilled nurses are usually available 24 hours a day. Residents include the elderly and younger adults with physical or mental disabilities. Residents in a skilled nursing facility may also receive physical, occupational, and other rehabilitative therapies following an accident or illness. Junior Red Cross Children and adolescent also represent a substantial part of the membership of Red Cross for its humanitarian commitment. Young volunteers can make a significant contribution to meeting the needs of the most vulnerable people within their local communities through Red Cross programme. This has been designed to involve young people as much as possible in the movement and its activities not only as workers but also as beneficiaries, and as partners in management. The programme focuses on the following areas:
Promote life and health through training and education on safety, primary health care and • healthy living • Encourage community service through training and education Disseminate the seven fundamental principles of Red Cross and Red Crescent movement • through activities that encourage the Red Cross ideals • Promote international friendship with activities that cultivate a humanitarian spirit Technical support in the development of youth programmes, fund-raising, identification of • material and human resources The youth unit aims to have young people recognized by Societies leadership as equal partners who address the needs of the most vulnerable. Youth Red Cross Who can join Youth Red Cross?
Why should you join the Red Cross Movement through your college, university/institution? How does Youth Red Cross work in college, university/institution? When and where can I get involved? Activities performed by the Youth Red Cross at a glance State Level Youth Red Cross Training Camps INTER STATE (National Level) Youth Red Cross Training Camp youth exchange programme GUIDELINES ON YOUTH RED CROSS Who can join Youth Red Cross?
All students of College, University, Technical and Engineering institutions are the members of Youth Red Cross. All arts & science colleges, Engineering, Medical and Paramedical institutions, Agricultural and Law Colleges are to ensure the much needed increase in the enrollment of Youth Red Cross volunteers and encourage the momentum for the establishment of YRC. Ask your counsellor/Incharge, Youth Red Cross (teachers/lecturers) of your college/institution/university and contact District Red Branch /State Red Cross Branch if you do not have a Youth Red Cross wing in your college/institution/university. You can also contact District Red Cross branch Jind at any time for more information.
BRIGADE OFFICERS’ TRAINING COURSE – Every year Brigade Officers’ Training Course is being organized on District Level. – Eligibility– All Eligible candidates for the Brigade Officers Training Camp are invited. The male candidates, who have Senior First Aid certificates and the female candidates, who have Senior First Aid and Home Nursing both certificates are invited to attend the Brigade Officers Training Camp . – The main aim to organize this training camp is the formation of Brigade Divisions in the District so that the services of these Divisions may be utilized at the time of any Disaster or Emergency. – Documents required : stamp size photograph of candidate and photocopies of the requisite certificates (First Aid/Home Nursing) duly attested by Hony. Secretary, District St. John of the concerned District St. John Centre. – Course Fee – The course fee is exempted for all the candidates. No course fee is taken from any candidate. Free boarding & Lodging is provided to all participants by this office.
Blood Camp Organizing blood donation camps is the perfect way to cater to the demand of blood. Everyone wants to contribute towards the society and save lives. You, as a camp organizer, are giving everyone a chance to do so. Organize these camps regularly and bring smiles to many faces. Voluntary blood donation programmes - recruitment and retention are about people and community, about understanding them, capturing their interest and influencing their behaviour. The main communicating task for both blood donor recruitment and retention should be geared towards getting public understanding about the importance and triggering a response for action. Once a blood donor motivator raises awareness, he or she must motivate and persuade people to donate blood. One key secret of successful blood donor recruitment is to take the beds to the donors as close as possible on their convenient date and time rather than expecting the donors to come to the blood bank. The closer the bed to the potential donor, the stronger is the likelihood of success. This is possible only through outdoor blood donation camps. If the camps are held in a relaxed manner, it can be an enjoyable pleasant experience for all concerned. All over the world, most blood from voluntary blood donors is collected from outdoor camps in rural and urban areas. In Indian context camps can be organised on holidays or in the evening in residential area or locality based socio-cultural organisations not only in cities or towns, but also in suburbs and villages. The people of all ages assemble either on holidays or at the end of day’s or week’s work and the example of adults donating blood would be a strong teaching and demonstration effect for the children. Even diehard determined non-donors may be expected to donate blood someday if the camps become a regular activity in a particular venue. Camps can be organised in educational institutions, industrial and commercial houses throughout the week. Only all these combined efforts would ensure steady flow of blood in the blood banks. A few blood banks have well equipped mobile blood collection vans fitted with everything including beds, doctor’s chair, wash basin, storage refrigerator and even a small refreshment corner with own power generating unit. These vans are quite costly and cannot negotiate through the roads in suburban areas and villages and are not suitable for mass blood donation camps even in camps with 200 donors. Besides, festive mood of the environment and demonstration effect would not be there. So in Indian context, best method is outdoor camps by carrying blood bank personnel and equipment in a vehicle and pitching the camp in a prefixed well ventilated place. The outdoor camps in India are and will be organised in places faraway from blood banks. So a checklist of blood collection equipment and instruments should be maintained and carefully checked before the departure of the vehicle from the blood bank. Most of the blood collection items cannot be organised locally. Any omission to carry even a small item may frustrate the noble effort of the donor organisers and the donors. Advantages of collection of blood from camps:
• Intending donors get opportunity to donate according to their • convenience. • Familiar faces and known atmosphere help in the shedding of • fear complex by the first time donors. • Community participation. • Recruits new donors. • Health status and habits of intending blood donors are known to • organisers, quality blood is assured due to self exclusion. • Demonstration effect. • Convert non-donor to donor. • Help in donor retention.
In camp management and organisation, local organisers have scope of using their imagination to convert the area to a festive mood with decoration, light music rather than the silence inside a hospital blood bank. The motivator should identify a key person amongst the group. In consultation with the key person, motivation session and the date and time of the camp should be fixed up according to the convenience of the donor group. The proposed camp site should be inspected well in advance with due importance to the following points:
• Adequacy of the space for anticipated number of donors and on-lookers • Lighting and ventilation • Electrical outfits • Availability of water • Toilet facilities • Waiting space • Donors’ screening space • Furniture (tables and chairs) • Refreshment space not far away from the donors’ beds • Cleanliness of the site.
Movement of the donor in the camp should be as far as possibl unidirectional. Flow diagram of donor may be as hereunder; On the day of the camp, the chief motivators and the team of volunteers and the blood bank team should reach in time. The donors should be warmly received and guided and escorted through different stages. Presentation of memento, badge, certificate with courtesy and sincerity and answering all queries of donor should be considered as part of donor motivation. The refreshment corner should be well managed and donors should be handled with personal human touch. This being the last point of the camp, it leaves a permanent impression in the mind of the donors. Talking with the donor throughout all the stages is extremely important, as it helps donors to feel wanted and also helps the first time donors to shed their fear. The donors should be advised to remain in refreshment room for at least 15 minutes and should be advised to increase their water consumption I during the day and refrain from smoking for half an hour.A hearty good-bye with a request to donate again after three months is destined to inspire a donor to become a regular repeat donor.Signs of minor reaction like the following should be handled with tender loving care and compassion :
• Restlessness • Perspiration on forehead • Pale colour • Lack of willingness to communicate • Nervous glances • Tendency to faint.
When reaction occurs to a donor, motivator or medico-social work should remain calm and try not to get other donors upset and call in the medical officer-in-charge of the blood collection team, but ensuring the prevention of the donor from falling down. Placing the donor in the bed or floor with a pillow under the feet, helps in subsiding minor reactions. But doctors should check up the donor in all such cases. In case of bleeding from the seal of venipuncture, finger pressure with cotton wool, folding the arm with a cotton wool pad in between and raising the folded hand a little upward helps in stopping such bleeding. Once the bleeding stops, the venipuncture site may be sealed again. The best motivational efforts may go in vain, in spite of best possible donor recruitment and retention strategies, if the camps are not organised in an efficient manner with active involvement of blood bank team, local organiser and motivators. At every stage, care should be taken so that the donor can leave the area with a good impression with a resolution to come back again. Donors’ blood cards should be made available to the donors in time directly or through their local organisers. Refreshment should be offered neatly with a friendly gesture and hospitality. The motivators should understand the significance of serving refreshment to keep the donor engaged under the watchful eyes of socio-medical volunteers or the medical officer. The donor should be made to understand that refreshment has nothing to do with immediate recuperation of blood loss due to donation. A piping hot or cold drink and light refreshment are offered to compel the donor to spend some time in a relaxed mood. Whatever be the items of refreshment, they should be served neatly and nicely with a smile. A well organised camp inspires many onlookers around to become blood donors.
Blood Donation Camp Premises The premises used for outdoor donor sessions may often be the only local venue available, but they must be of sufficient size, suitable construction and in an appropriate location to allow proper operation. They must be clean and maintained in accordance with accepted rules of hygiene. Space Requirement The space required will obviously depend on the number of staff and donors and the rate at which donors arrive. The following activities should be kept in mind when accepting a venue.
• Registration of donors and all other necessary information processing. Wherever possible, there should be easy access to a telephone, preferably within the venue. • Pre-donation counselling, the medical history and the health check-up to determine donors’ fitness to donate blood. Facilities should be available for confidential discussions between donors and social workers or the medical officer. • Withdrawal of blood from donors without risk of contamination or errors. Visitors and onlookers should not be allowed to come too close to the bleeding area. • The social and medical care of donors, including those who suffer • adverse reactions. Sufficient seating arrangements should be provided for donors and staff, with allowance made for possible queues during busy periods. • Storage of equipment, reagents and disposable.
Health and Safety Health and safety factors should be taken into account when selecting venues for outdoor camps. In particular, the following points should be kept in mind:
• The venue should be as close as possible to the centre of population being served. It should be possible for the vehicle to park close to the access doors in order to facilitate the unloading of equipment. The ground to be covered by staff carrying equipment into the building should be even and well-lit, if possible, the space to be used should not require the carrying of equipment on stairs. A similar safe approach to the building should be ensured for donors. Notices should be displayed directing donors to the appropriate entrance to the building and to the room being used. • The place should be free from dust as far as practicable. Cement floor with appropriate matting would be helpful. • The furniture and equipment should be arranged within the available space to minimise crowding (for avoiding possibility of mistakes or accidents), enabling privacy and adequate supervision to be maintained and ensuring a smooth and logical work-flow. • There should be adequate lighting for all the required activities. Wherever possible,there should be provision for the use of emergency lighting in the event of a power-cut. The blood collection team should always carry a hunter’s torch. • It may not be possible for the collection team to control the temperature, but every effort should be made to ensure that the • space does not become too hot. too cold or stuffy and must be • comfortable. There should be arrangement for fans in summer. • Facilities for providing refreshments for donors and staff should • be separate from other activities, wherever possible. Every effort should be made to ensure that equipment used in this area does • not pose a safety hazard. • Toilet facilities for male and female donors and staff should be available. Separate washing facilities are desirable for staff. • Adequate facilities should be available for .the safe disposal of waste. Sharp and solid waste should be collected in suitable containers for return to the blood transfusion centre or blood bank and for subsequent safe disposal. • The premises should be free from vermin. • Proper arrangements should be made for cold chain maintenance.
Senior Citizen Club Getting involved in senior citizen clubs is a great opportunity to learn leadership skills, promote advocacy, socialize, get discounts and trusted information on topics of interest.The amount of time or energy spend with a club is up to the individual. The clubs we list in this article are just a few of your options, and you can choose many levels of involvement. See which ones you should become a part of to help enrich your life and give you the services you need as a healthy senior. Tuberculosis Tuberculosis (TB) is an infection of the lungs and respiratory system, which is the organ system that allows us to breathe. TB is caused by a bacterium called Mycobacterium tuberculosis. It spreads from person to person when an infected person coughs, sneezes, laughs, or spits. Tiny droplets of fluid from the lungs are carried in the air and can be breathed in by someone nearby. Although it can affect many parts of the body, TB usually occurs in the lungs. One third of the world's people are infected with TB, and along with HIV, TB is one of the world's leading causes of death due to disease. The World Health Organization (WHO) estimates that over three million women became sick with TB in 2014. Of the almost ten million new cases of tuberculosis in 2014, over one million occurred in people living with HIV (HIV+). The risk of developing TB is estimated to be 26 to 31 times greater for people living with HIV than for those who are HIV-negative. The largest numbers of TB infection occur in southeast Asia and the Western Pacific (58 percent of global total), while Africa had the most severe TB burden in relation to its population. The good news is that the number of people living with TB across the globe in 2015 was 42 percent lower than in 1990. In the US, the number of new TB cases reported declined each year from 1993 to 2014; there was a slight increase in the number of cases in 2015 (1.6 percent more than in 2014). According to the Centers for Disease Control and Prevention (CDC), the number of TB cases reported in 2014 was the lowest that is has been since reporting began in 1953. Worldwide, TB is the leading cause of death in people living with HIV in Africa, and a leading cause of death elsewhere. The WHO estimates that one third of the 35 million people living with HIV worldwide are infected with TB. The CDC recommends that people living with HIV be screened for TB when they are first diagnosed with HIV; in addition, yearly screening is recommended for people living with HIV who have repeated exposure to others with active TB (see "Diagnosing TB," below). Forms of TB Being infected with TB does not mean a person is contagious or able to spread TB. This is because not everyone who is infected with TB bacteria shows signs of TB infection or develops "active" disease.
• Latent/Inactive TB - Most people with healthy immune systems can fight off TB bacteria, even after they breathe them in and are infected. This is called latent TB, which means it is inactive. People with latent or inactive TB are infected with TB yet have no symptoms. They do not feel sick and cannot spread the disease to other people. In some people, TB stays latent or inactive for their entire lives. But in other people, latent TB turns into active disease if their immune system is damaged or weakened, through things like HIV infection, cancer, or transplant surgery that requires taking drugs to suppress the immune system. • Active TB - Some people infected with TB develop active disease. Active TB usually causes symptoms like coughing and weight loss. People with active TB can spread it to others. Active TB may develop either soon after infection or years later when a person's immune system becomes weaker. TB and HIV People with weakened immune systems are more likely to develop active TB disease. This includes people living with HIV, children, elderly people, and people who take drugs that suppress the immune system. Research shows that, among those with inactive TB, people living with HIV are three to 12 times more likely to develop active TB disease than HIV-negative people. Treating latent TB can greatly reduce your chances of developing active TB. Treatment of latent TB protects your health as well as keeps you from spreading TB to others. You can develop active TB with any CD4 count. Preventing TB TB is spread through the air when an infected person coughs, sneezes or spits. Family members of people with TB, people living in the same house, health-care workers, and people who live in residential facilities like homeless shelters and prisons are most likely to get TB. People with latent (inactive) TB do not spread the disease. Once a person with active TB starts treatment (see "TB Treatment" below), they usually cannot spread the disease after two to three weeks on treatment. People with active TB should be separated from others until they can no longer spread the disease. If you have TB or spend time around people with TB, it is important to wear a disposable face mask. Certain types of air filters can trap the TB bacteria, and ultraviolet light can kill it. TB Symptoms After TB bacteria are inhaled, they settle in the lungs. People with healthy immune systems can usually fight the bacteria and keep it from multiplying. The immune system may build structures that wall off or contain the bacteria. These structures can burst, leaving scars in the lungs. If a person's immune system is too weak and the structures burst, the bacteria can get out and enter the bloodstream. Once in the bloodstream they travel to other parts of the body including the brain, kidneys, bones, and reproductive organs, where they can cause infertility. This is called "extrapulmonary TB" because is has spread outside the lungs. Extrapulmonary TB is more likely in people with advanced HIV disease. People with active TB disease may develop symptoms including:
• Cough lasting more than two to three weeks • Coughing up sputum (phlegm) or blood • Unexplained weight loss • Fever or chills • Night sweats • Fatigue (unusual tiredness) • Loss of appetite • Chest pain Finding and Diagnosing TB Screening
It is recommended that people living with HIV get screened for TB using a skin or blood test. The skin test is called a TST (tuberculin skin test) or PPD (purified protein derivative; this is the substance used to do the test). A small amount of "tuberculin" (a TB protein) is injected under the skin of the arm, and the test is checked or "read" two to three days later by a health care worker who looks at the spot on the arm and measures any swelling. The test is positive if the area develops a hard swelling under the skin that is bigger than 5mm (5mm is a little smaller than a standard pencil eraser). There is also a blood test that screens for TB called an interferon-gamma release assay (IGRA) that measures your immune response to TB. With the IGRA test, there is no need to return to a health clinic; results are usually available within 24 hours and can be communicated by phone. Because people living with HIV sometimes do not develop a positive TB skin test reaction even if they are infected, the TB blood or sputum tests are now the preferred tests for those living with HIV. A positive TB skin or blood test shows that you have been exposed to TB, but it does not mean you have active TB disease. Diagnosis
For people who are suspected of having active TB because they have symptoms, providers will often suggest a TB test called the Xpert MTB/RIF test. This test uses sputum (mucus or phlegm you cough up from your lungs) and takes less than three hours to give results. It tests for the genetic material of TB (TB’s DNA) and for resistance to rifampin (a drug used to treat TB; see more below) at the same time. Your health care provider will look at your symptoms as well as other tests, such as chest X-rays and sputum tests, before diagnosing you with active TB disease. TB Treatment There are two types of treatment for TB: Preventive Treatment
If you have latent or inactive TB (infected but no symptoms), your health care provider will likely suggest that you start treatment to help your body get rid of the TB germ. This treatment is intended to prevent active TB (TB with symptoms) from developing. Treatment typically involves nine months of an antibiotic called isoniazid (INH) plus vitamin B6 supplements. Although it is recommended that all people living with HIV begin taking HIV drugs as soon as possible, there may still be rare instances in which people living with HIV and TB are not yet taking HIV drugs. Those people living with HIV who are not taking HIV drugs may be treated with INH and B6 plus rifapentine or rifampin for only three months. The INH, B6, and rifapentine or rifampin treatment combination is not recommended for people on HIV treatment because rifapentine and rifampin can interact negatively with some HIV drugs. Your health care provider will help you decide which treatment option is best for you. During INH and B6 treatment, your provider will draw lab tests to check for any side effects from the INH medication, such as liver inflammation. The first set of lab tests will be done after you have taken the medication for one month. Also, your provider will question you regularly about any side effects you may be having from the INH. Possible side effects from INH include:
• loss of appetite • nausea and/or abdominal pain • jaundice (yellowing of the skin, eyes, and mucous membranes) • dark urine • rash • numbness and tingling of your hands and/or feet (peripheral neuropathy) • fever and weakness for more than three days • muscle soreness • long-lasting fatigue (extreme tiredness)
The pyroxidine or B6 medication is taken to prevent the peripheral neuopathy symptoms that INH can cause. It is important not to drink alcohol while you are taking INH, or your liver may become badly damaged. Treatment of Active Disease
Treatment of active TB requires combination therapy. The usual regimen is:
• Isoniazid (INH) • Rifampin (also known as rifampicin, Rifadin, or Rimactane) • Pyrazinamide • Ethambutol (Myambutol)
These four drugs are taken daily for two months. Tests can be done to see how well the drugs are fighting the TB. If the drugs are fighting the TB well, then the treatment changes to just two drugs: isoniazid plus rifampin for four more months. Sometimes the treatment will last longer, depending on whether or not the TB is resistant to these drugs, or if the TB disease has spread through the bloodstream to other parts of the body. Some TB drugs can interact with HIV drugs. Rifampin, for example, can interfere with protease inhibitors and non-nucleoside reverse transcriptase inhibitors. This can make it difficult to treat both diseases at the same time. If you are taking a protease inhibitor, your health care provider may make changes to your TB drugs. Your provider may also adjust your drug doses when you are being treated for both TB and HIV. Some people living with HIV may need longer TB treatment than people without HIV. As with HIV, taking your TB drugs exactly as prescribed (good adherence) is very important. Even though symptoms usually improve after three to four weeks and you feel better before you have finished taking all your drugs the full course of treatment must be completed. This helps prevent TB from coming back and becoming resistant to drugs. Drug Resistant TB Like HIV, TB can change to become resistant to drugs, especially if a drug is used alone or all the medication is not taken exactly as prescribed. This can cause the drugs to stop working. Therefore, it is important for your provider to test your TB for drug resistance. Drug-resistant tuberculosis (DR TB) must be treated with a combination of drugs. Some TB strains are now resistant to several different drugs. These strains are called multiple-drug resistant tuberculosis (MDR TB) and extensively-drug resistant tuberculosis (XDR TB). XDR TB is resistant to almost all medications used to treat TB. As a result, many more people with XDR TB die or have treatment failure. It is estimated that almost half a million new cases of MDR TB occurred in 2014. TB and Pregnancy According to the CDC, untreated TB is a greater threat to pregnant women and their babies than TB treatment. Therefore, it is important for pregnant women to be screened and treated for TB. The TB skin test, the TB blood test, and the TB sputum test are safe during pregnancy. As with anyone who is not pregnant, additional tests are needed to determine if someone who tests positive for TB has active TB disease. For pregnant women with latent or inactive TB, INH taken daily or twice weekly at a higher dose for nine months is the usual treatment. In pregnant women with active TB disease, the usual treatment is INH, rifampin, and ethambutol daily for two months followed by INH plus rifampin for seven months (for a total of nine months of treatment). It is important for pregnant women taking INH to take pyridoxine (vitamin B6) daily to help prevent nerve damage. Pregnant women should not take streptomycin because it can cause deafness in babies. Pyrazinamide is most often not recommended during pregnancy, as its effects on the developing baby are not yet known. Other TB drugs that should be avoided during pregnancy include: kanamycin, amikacin, capreomycin, and fluoroquinolones (an entire group or type of antibiotics). The Bottom Line TB is a serious disease that is a leading cause of death in people living with HIV worldwide. Many people can keep TB under control and have latent, or inactive, disease. But people with weakened immune systems, including some people living with HIV, are much more likely to develop active TB disease that needs treatment. In many ways, TB and HIV treatment are similar. Both diseases must be treated with a combination of drugs, since using only one drug can lead to resistance. With both TB and HIV, good adherence is a very important factor in successful treatment. But unlike HIV, TB can usually be completely cured after less than a year of treatment. WELCOME TO RCIT
I am delighted to introduce the worth name in computer education as RCIT Red Cross Institute of Technology to bring out your dreams close reality in professional life and skills.In the area of science and technology, computer education is the integral part of every profession. Everyone has to build their capacities of computer as the virtual utility device and explore the skills in Their own field of specialization, to explore and demonstrate the professional’s capacities such capacity building programs, short and long team courses, vocational education programs etc has designed with a combination of practical relevancies that the student can prove their selves and contribute in reality.
Aid & Appliances for Divyang Annual Assessments & Distribution camp of aids and appliance (The items to be distributed include wheelchairs, tricycles, hearing aids) for Divyang is organised by District Red Cross Society JIND with the help of ALIMCO (Artificial Limbs Manufacturing Corporation of India) Remuneration
The monthly remuneration received by each of its Officers and employees of District Red Cross Society, Jind
Sr. No. Officers/Employees Designation Pay 1 Rajkapoor Sura Secretary 113870 2 Surender Sheoran Asst. Secretary 91622 3 Suresh Kumar Clerk 41463 4 Pardeep Peon 26973 5 Jawahar Lal Mali-cum-Chokidar 39095 6 Banarshi Dass Mali-cum-Chokidar 41463 The monthly remuneration received by each of its Officers and employees of District Red Cross Society St. John Ambulance (India) Distt. Branch, Jind
Sr. No. Officers/Employees Designation Pay 1 Saroj Programmer 39949 2 Babita Clerk 41463 3 Krishan Kumar Driver 76261 4 Jagbir Singh Driver 53593
SERVICE RULES OF INDIAN RED CROSS & ST. JOHN AMBULANCE (INDIA) DISTRICT BRANCHES, HARYANA
APPROVED BY HON’BLE GOVERNOR-CUM-PRESIDENT
INDIAN RED CROSS SOCIETY & ST. JOHN AMBULANCE (INDIA) HARYANA STATE BRANCH ON 27-02-2017
INDI AN RED CROSS SOCIETY / ST. JOHN AMBULANCE DISTRICT BRANCH …………………………
PREAMBLE: Whereas it is necessary to frame Rules of the employees of the Indian Red Cross Society/St. John Ambulance (India), District Red Cross Branch…………….., the Managing Committee/Executive Committee of the Indian Red Cross Society/St. John Ambulance (India), Haryana State Branch is pleased to make the following rules regarding the recruitment and conditions of services of persons appointed to the District Red Cross Branch/St. John Ambulance Branch, ………………….. . PART - I GENER AL
Short Title 1 (i) These Rules may be called the Indian Red Cross Society/ and St. John Ambulance (India), District Red Cross Branch Application …………………. Staff Rules, 2017. (ii ) They shall apply to all the employees in service of the Society except those governed by specific agreements: (iii) They shall be deemed to have come into force with effect from the date they are approved by the Managing Committee of the Indian Red Cross Society, Haryana State Branch/Executive Committee, St. Ambulance (India), Haryana State Branch.
Definitions 2 In these Rules unless the context otherwise requires:
(a) “Act” means the Indian Red Cross Society Act XV of 1920. (As amended by Act No. 22 of 1956 and the adaptation of Laws (No. 4) Order 1957 and the Act 14 of 1992). (b) "Societ y" means the Indian Red Cross Society, District Branch ……………………….. .
(c) “St. John Ambulance” means St. John Ambulance (India), District Branch. (d) "Executive Committee” means the Executive Committee of the Indian Red Cro ss Society/St. John Ambulance (India), District Branch …… ……………. .
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(d) "President" means the President of the Indian Red Cross Society/ St. John Ambulance (India), District Branch …………………. . (e) “Vice-President” means the Vice-President of Indian Red
Cross Society/St. John Ambulance (India), District Branch ………………. . (f) “Appointing Authority” means the appointing authority of the Indian Red Cross Society/ St. John Am bulance (India)
District Branch as specified in the rule. (g) “Direct Recruitment” means an appointment made otherwise than promotion from within the service of the
Society. (h) “Education Board” means the Board of school education, Haryana or any other education board established by law in any of the State of India.
(i) "Service" means service in the Indian Red Cross Society/St. John Ambulance (India), District Branch.
(j) "Recognized University" m eans: - (i) Any University incorporated by law in India, or
(ii ) Any other University which is declared by the Government of Haryana to be a recognized University.
(k) "Instit ution" means, any institution recognized by the Govt. of Haryana. (l) “Technical Post” means a post which requires technical
qualifications. (m) “Non Technic al Post” means a post which does not require technical qualifications.
(n) “Appendix” means an appendix of these rules. …3…
PART-II RECRUITMENT IN SERVICE:
Number 3. The service shall comprise the posts shown in Appendix A of and these rules. Character s of posts Provided that nothing in these rules shall affect the inherent right of the Society to add or to reduce the number of such posts or to create new post(s) with different designation(s) either permanently or temporarily.
Nationality 4. (1) No person shall be appointed to any post in the service , domicile unless he/she is - and (a) A citizen of India; or character (b) A subject of Nepal; or of (c) A subject of Bhutan; or candidates (d) A Tibetan refugee who came over to India before the 1st appointed of January, 1962 with the intention of permanent settling to serv ice. in India; or
(e) A person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East African countries of Kenya, Uganda, the United Republic of Tanzania (formerly Tanganyika & Zanzibar), Zambia, Malawi, Zaire and Ethiopia with the intention of permanently settling in India. Provided that a person belonging to any of the
categories (b), (c), (d) and (e) shall be a person in whose favour a certificate of eligibility has been issued by the government.
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(2) No person shall be appointed to any post in the service by direct recruitment, unless he/she produces (a) A certificate of character from the principal academic officer of the University, college, school or institution last attended, if any, and similar certificate from two other responsible persons, not being his/her relatives, who are well acquainted with him/her in his/her private life and are unconnected w ith his/her university, college, school or institution and ; (b) A medical certificate of physical fitness as required under rule 3. 1. of the Punjab Civil Services Rules, Volume I, Part-I.
Age 5. a) No person shall be appointed to the service by direct recruitment who is less than twenty one years of age or more than forty five years of age of the last date of receipt of applications.
Provided that the lower and the upper age limit shall be such as may be fixed by the Managing Committee/ Executive Committee of Indian Red Cross Society/St. John Ambulance (India ), Haryana State Branch from time to time. b) Provided further that in the case of candidates belonging to the Schedule Caste, Schedule Tribes, Ex-Servicemen, the upper age limit shall be such as may be fixed by the Managing Committee/Executive Committee Indian Red Cross Society/St. John Ambulance (India), Haryana State Branch from time to time. c) Provided further that there will be no age bar for the employees of this organization for applying to any post at District Red Cross Branch under Direct Recruitment provided they fulfill all the eligibility criteria and have Minimum 7 years service left before their retirement. Appointing 6 Appointments to the posts specified in column 2 of the table given
Authority below, in the service shall be made by the appoin ting authority mentioned against each in column 3 of the said table.
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Sr. No. Designation of Post Appointing Authority 1 2 3 1 Secretary District Pre sident
2 Assistant Secretary District Pre sident
3 District Training Officer District President
4 Accountant, Assistant, Accounts District President Clerk & Clerk
5 Driver, peon, Mali, Chowkidar, District President Safai Karamchari and Blind Master Trainers and any other class-IV employee. Qualifications 7 No person shall be appointed to any post in the Service unless he/she is in possession of qualifications and experience specified in column 5 of Appendix ‘B’ to these rules in the case of direct recruitment and those specified in column of the aforesaid Appendix in the case of appointment other than by direct recruitment. Disqualification s 8 No person:
a. Who has entered into or contracted a marriage with a person having a spouse living : or
b. Who having a spouse living has entered into or contracted a marriage with any person, shall be eligible for appointment to any post in the service.
Provided that the Society may, if satisfied, that such marriage is permissible under the personal law applicable to such person and the other party to the marriage and there are other grounds for so doing exempt any person from the operation of this rule. Source of 9 All direct recruitments shall be made through advertisement in the leading News papers. Recruitment Method of 10. (i) Recruitment shall be made by promotion or by direct
Recruitment recruitment to be decided by the competent authority. …6…
From the date of enforcement of these rules, the recruitment for the post of Drivers, peons, Mali, Chowkidar, Safai karmachari or any other class-IV employee against the sanction posts only will be made on outsource basis on consolidated pay only. (ii) In the case of direct recruitment, when ever any vacancy in the District Branch arises, the same shall be advertised in the leading newspapers so as to give adequate publicity. The applications so received shall be placed before the selection committee comprising the following (as mentioned at a & b) for conducting the interviews and recommending the suitable names. The recommendations of the Selection Committee for all the posts in the District Red Cross/St. John Branch would then be submitted to the Hon’ble Governor-cum-President, Indian Red Cross Society/St. John Ambulance (India), Haryana State Branch for approval through the General Secretary, Indian Red Cross Society/St. John Ambulance (India), Haryana State Branch. (a) For the post of Secretary, Assistant Secretar y, District Red Cross Branches in Haryana, the selection committee will be as under: (i) Concerned D eputy Commissioner-cum-President, District Chairman Red Cross Branch. (ii) General Secretary, Indian Red Cross Society, Haryana State Member Secretary Branch. (iii) Civil Surgeon of concerned district . Member (b) For the post of District Training Officer, District St. John Branches and remaining posts i.e. Accountant, Assistant, Accounts Clerk, Clerk, Driver, Peon, Chowki dar, Mali, Safai Karamchari and etc. at District Red Cross Branches would be filled up by a selection committee comprising of the followings:- (i) Concerned Deputy Commissioner-cum -President, District Chairman Red Cross Branch. (ii) Representative of Indian Red Cross Society, Haryana State Member Branch. (iii) Civil Surgeon of concerned district. Member (iv) Secretary of concerned District Red Cross Branch. Member Secretary
In future the recruitment for the post of Drivers & the Class-IV will be made on outsource basis on consolidated salary. (iii) Any recruitment beyond the sanctioned post shall be made with the prior approval of the State President for which the indenting officer shall give the requirement in writing alongwith the justification for the same. …7…
(iv) The recruitment in the service shall be made as under in the ca se of the followings: -
Sr. No. Designation Method of Recruitment 1. Secretary a) By Direct Recruitment or b) By Promotion amongst the Assistant Secretaries from the entire District Red Cross Branches of Haryana on seniority-cum-merit basis.
2. Assistant Secretary a) By Direct Recruitment or b) By Promotion from amongst the District Training Officers, Accountants and Assistants from the entire District Red Cross Branches of Haryana on seniority- cum-merit ba sis having five years experience on the feeder post. 3. Programme Officer Placed on Diminishing Cadre
4. District Training Officer a) By Direct Recruitment b) By promotion amongst the eligible/qualified candidates in the staff of District on seniority-cum-merit basis having three years experience in imparting training in First Aid & Home Nursing and qualified Lecturer in First Aid Home Nursing (St. John Ambulance) 5. Accountant a) By Direct Recruitment or b) By Promotion from Accounts Clerk, if eligible. 6. Assistant By P romotion amongst the Clerks. 7. Accounts Clerk By Direct Recruitment. 8. Clerk By Direct Recruitment. 9. D river By outsource basis on consolidate d salary 10. Peon By outsource basis on consolidated salary 11. Chowkidar By outsource basis on consolidated salary 12. Mali By outsource basis on consolidated salary 13. Safai Karamchari By outsource basis on consolidated salary
14. Blind Master Trainers By transfer from Haryana Govt. on diminishing cadre.
Note: * The posts of Secretary and Assistant Secretary are State Cadre posts whereas remaining posts at District Red Cross/St. John Branches are district cadre posts. * The D istrict Secretary can be promoted to the post of General Secretary, Indian Red Cross Society, Haryana State Branch from amongst the three senior Secretaries from the entire District Red Cross Branches of Haryana and Joint Secretary, State Branch on seniority-
cum-merit basis. The merit will be decided on the basis of service record. * All posts at District Red Cross/St. John Branches in Haryana will be filled up with the prior approval of State President through General Secretary, State Headquarters.
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Procedure of 11 Promotion in respect of posts shall be made on the basis of seniority- Promotion cum-merit and seniority alone shall not confer any right to such promotions. Regular Annual Confidential Reports will be initiated for
all employees for consideration of merit /performance as per norms fixed by the Society. Probation 12 (1) Persons appointed to any post in the service except those appointed on contract basis shall remain on probation for a period of two years, if appointed by direct recruitment and for a period of one year, if appointed by promotion or otherwise: (Note- The persons appointed on contract basis shall be governed as per terms & conditions of their contract.) Provided that: - (a) Any period after such appointment spent on a higher post shall count towards the period of probation.
(b) Any period of officiating appointment shall be reckoned as period spent on probation, but no person who has so officiated shall, on completion of the prescribed period of probation, be entitled to be confirmed, unless he/she is appointed against a permanent vacancy. (2) If, in the opinion of the appointing authority the work or conduct of a person during the period of probation is not satisfactory, it may:
(a) such person, is appointed by direct recruitment, dispense with his/her service; and (b) If such person is ap pointed otherwise than by direct recruitment,
i) Deal with him/her in such other manner as the terms and conditions of the previous appointment permit. ii) Revert him/her to his/her former post; or
Provided that reversion under (b) (ii) above shall not be deemed to be reduction to a lower post.
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(3) On the completion of the period of probation of a person, the appointing authority may, (a) If his work or conduct in his/her opinion has been satisfactory:-
i) Confirm such person from the date of his appointment if appointed against a permanent vacancy; or ii) Confirm such person from the date from which a permanent vacancy occurs if appointed against temporary vacancy; or
iii) Declare that he/she has completed his/her probation satisfactorily if there is no permanent vacancy; or
(b) If his work or conduct has, in its opinion, been not satisfactory:- iv) Extend his/her period of probation and thereafter pass such order as it could have passed on the expiry of the first period of probation.
v) Dispense with his/her services, if appointed by direct recruitment, and if appointed otherwise, revert him/her to his/her former post or deal with him in such other manner as the terms and conditions of previous appointment permit; or
Provided that the total period of probation, shall not exceed three years.
Seniority 13 Seniority interse of the members of the Service shall be determined b y the length of continuous service on regularization on their post in the service: Provided that where there are different cadres in the service the seniority shall be determined separately for each cadre.
Provided further that in the case of members appointe d by direct recruitment, the order of merit determined by the selection committee, constituted for this purpose, shall not be disturbed in fixing the seniority: Provided further that in case of two or more members appointed on the same date, their seniority shall be determined as follows:
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(a) A member appointed by direct recruitment shall be senior to a member appointed by promotion; (b) In case of members appointed by promotion, seniority shall be determined according to the seniority of such members in the appointments from which they were promoted. (c) In the case of members appointed by promotion from different cadres, their seniority shall be determined according to pay, preference being given to a member, who was drawing in higher rate of pay in his/her previous appointment and if the rates of pay drawn are also the same, then by the length of their service from the date of promotion and if the length of such service is also the same, an older member shall be senior
to a younger member.
An updated seniority list of all regular employees will be maintained and circulated to all employees periodically to avoid any discrepancies .
Note: Seniority of members of the service appointed on purely provisional basis or on daily wages/contractual person shall be determined as and when they are regularly appointed in view of the date of such regular appointment. In case of regularization of service of such members, period of contract/daily wages/outsourcing will not be counted for seniority.
Liability to 14 A member of the Service shall be liable to serve at any place whether Serve within or outside the State of Haryana, on orders issued by the Competent Authority.
Pay, Leave, 15 In respect of pay, leave, provident fund and all other matters not Provident Fund expressly provided for in these rules, the members of the service shall and othe r be governed by the Society Rules. matters. (i) Leave Employee of the Society shall be entitled to leave as per Haryana Government Leave Rules.
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(ii) Contribu tory Every employee of the District Branch/ other than Provident persons engaged on daily wages or on part-time Fund basis against leave vacancies or under a specific contract/outs ource, shall contr ibute as per contributory Provident Fund Act 1925 (Amended upto 29th June, 1985) . The Society shall contribute to the fund every month an amount equal to the prescribed contribution of each member as per contributory Provident Fund rules of Haryana Government. Other rules regarding payments, withdrawals, advances, loans and recoveries etc. shall also be as per the contributory Provident Fund Rule s applicable on Haryana Govt. employees. (iii) Gratuity, The employees of the District Branch shall be Leave entitled to gratuity, leave encashment as per Encashment instructions issued from time to time by the competent authority. (iv) Leave Leave Travel Concession, Medical Allowance and Travel TA/DA will be given as per instructions given Concession, from time to time, subject to availability of funds Medical as considered appropriate by the competent Allowance & authority. TA/DA
(v) Ex-Gratia In case of death during service of any employee, Ex-gratia rules of Haryana Government will be applicable. Conduct, 16 Conduct, Discipline, pena lties and Appeals and procedure Discipline thereon is enclosed at Appendix-‘’C’ & ‘D’ Penalties and Appeals. …12…
Vaccination 1 7 Every member of service shall get himself vaccinated or revaccinated as and when the Government directs by a special general order. Oath of 18 Every member of service, unless he/she has already done so, shall Allegiance. be required to take the oath of allegiance to India and to the Constitution of India as by law established. Special 19 Notwithstanding anything contained in these rules, the appointing
Provisions authority may impose special terms and conditions in the order of appointment if it is deemed expedient to do so. Change of 20 Appointing authority shall have the discretionary powers to change Cadre the cadre of a member of service provided that the option to change the ca dre can be exercised only once in the whole service by a member. Resignation 21 If a member of the service wants to resign he/she shall give one from service month’s notice in case of temporary employee and three months notice in case of confirmed employee in writing to the appointing authority. If the member fails to give such notice of a month/three months or a shorter period, the appointing authority shall be entitled to recover one month’s salary with usual allowance or salary with usual allowances to the extent of such remaining period of one/three months, as the case may be, in lieu of notice.
Provided that such notice may be waived off in part or full by the appointing authority. In case of breach or the provisions of this sub-rules by an employee, he/she shall be liable to pay the Branch, a sum equal to his salary (total emoluments) for the period of notice required of him/her or the period by which the notice falls short, which sum may be deducted from the amount of money due to him/her. …13…
Power of 22 Where the State Presi dent is of the opinion that it is necessary to Relaxation expedient to do so, it may, by order, relax any of the provisions of these rules with respect to any class or category of persons, or an individual, as the case may be. Provided that relaxation so considered by the President will be ratified by the Managing Committee of the Indian Red Cross Society, Haryana State Branch. Matter not 23 In respect of the matters not expressly provided for, in these Rules, the expressly members of the Service shall be governed by such rules and regulations provided in as may have been or may hereafter be adopted / amended or made by these rules. the Managing Committee of the Indian Red Cross Society, Haryana State Branch (State Headquarters). Repeal and 24 The Existing Rules adopted by the District Red Cross / St. John Bra nch savings. will be repealed from the date of enforcement of these rules. Provided that any order or action taken under the rule so repealed shall be deemed to have been made or taken under the corresponding provisions of these rules. Further provided that all rights which have already accrued to the employees under the above stated repealed rules shall continue to be protected till they remain in service. Superannuation 25 An employee shall retire on attaining the age of 58 years. Provided that and Retirement an employee may seek voluntary retirement before attaining the age of 58 years, after completing 20 years service, and giving 3 months clear notice of his/her intention to do so. In that case, he/she shall be entitled to benefits admissible to him/her under the Rules according to his/her length of service. Provided that an employee, may, however, be permitted to withdraw his notice during the notice period with the approval of the competent authority. The date of retirement of th e employees except those whose date of birth falls on the 1st day of the month, will be the afternoon of the last day of the month, in which the date of their retirement falls instead of the actual date of their s u perannuation. In the case of those employees whose date of birth falls on the 1st day of the month, the date of retirement will be the afternoon of the last day of the month preceding the month in which their date of birth falls. ( However, in the case of Blind Master Trainers, the retirement age will be 60 years as per approval of Social Justice & Empowerment Department letter No. 22652 dated 30-12-2013) …14…
Amendment 26 The Managing Committee of the Indian Red Cross Society, Haryana State Branch by 2/3 majority present and voting shall be competent to amend, alter, rescind or modify any or all of the provisions of these Rules. However, in case of emergent situation the State Pre sident shall be competent to amend, alter, rescind or modify any or all of the provisions of these Rules subject to the ratification by the Managing Committee of the Indian Red Cross Society, Haryana State Branch (State Headquarters).
Residuary 27 In case of anything remaining uncovered under these Rules, the decision of the Powers State President shall be final. Dispute 28 The State President shall be competent to decide disputes regarding interpretations Regarding of these Rules and whose decision on such interpretation shall be binding on all interpretation . concerned. Pow er to 29 The General Secretary, Indian Red Cross Secretary, Haryana State Branch may Implement issue such instructions or directions from time to time as may be necessary to give effect to carry out the provisions of these Rules in order to secure the effective control over the staff employed in the service. Powers to 30 a) The President, Indian Red Cross Society, Haryana State Branch have full power Transfer to transfer any District Secretary/Assistant Secretary from his/her place of District posting to any other District Red Cross Branch in Haryana State, keeping in Secre taries/ view the welfare of the organization and public interest. Assistant Secretaries Pow er to b) The President, Indian Red Cross Society, Haryana State Branch shall have full transfer any power to transfer/transfer against vacant post/transfer on administrative employee of grounds/on deputation of any employee of the District Red Cross Branch from District Red his/her place to any District Red Cross Branch in Haryana for reasons of Cross/St. John economy, rationalization of manpower or any other grounds as deemed fit. Power to Mutual c) The President Indian Red Cross Society, Haryana State Branch shall have full transfer/transfer powers to mutual transfer/transfer against vacant post of any District employee against vacant from his/her place of posting to any other District Red Cross Branch in the post Ha ryana State with the mutual consent of both the concerned District Presidents, keeping in view the welfare of the organization and public interest. Power to d) The President, Indian Red Cross Society, Haryana State Branch shall have full transfer of State power to transfer/transfer against vacant post/transfer on administ rative Red Cross grounds/on deputation of any employee of the State Branch from his/her place to Employees any District Red Cross Branch in Haryana and vice-versa for reasons of economy and rationalization of manpower or any other grounds as deemed fit. …15…
Staff employed 31 All Staff employed in different project of Red Cross at District under Grant-in- Headquarter under the grant-in-aid from Haryana Government or Govt. Aid. of India. New Delhi, shall be Governed by Rules of services of employees as per norms of the project scheme. Hence it is clarified that their services shall continue as long as grant exists. When grant is stopped/red uced/withheld by State/Centre Government, the service of the employees shall be liable to be discontinued from services accordingly. Staff employed 32 The number of all staff employed under the various projects being run under the by the District Red Cross Branches by its own funds will be decided by various Projects the respective executive committee of the district branch under the being run by the frame work of these rules. The recommendations of the executive District Red committee of the district branch will be submitted to Hon’ble Governor- Cross Branches cum-President, Indian Red Cross Society, Haryana State Branch for by its own approval through the General Secretary, Indian Red Cross Society, funds. Haryana State Branch. Extension and 33 a) Extension in service may be given for one year to the State Reappointment Awardees and two years to the National awardees (One year at one after time) after attaining the age of superannuation/retirement as per Superannuation pattern of Haryana Government. and Retirement b) The employees who are in service and rendered outstanding performance can be re-appointed after superannuation on the basis of satisfactory performance and medical fitness on a contract of year to year basis by the competent authority on a fixed 50% of the last pay drawn. Initially he/she will be re-appointed on contract upto one year and may be extended (not more than one year at one time) upto sixty five years of age by the competent authority. As per resolution No. 17 passed by the Managing Body in its m eeting held on 25-07-2013. Means of 34 (a) Every employee shall have a right to appeal to the appellate Redress authority specified in Appendix-‘C’ against any order passed under Rule 16. …16… APPENDIX- “A”
(See Rule No.3)
S. No. Design ation of Post Number of Posts Scale of Pay (As per 6th pay commission)
1 2 3 4 1 Secretary 1 9300-34800 + 5400 Grade Pay 2 Assistant Secre tary 1 9300-34800 + 4200 Grade Pay
3 Programme Officer 1 9300-34800 + 4200 Grade Pay (Diminishing Cadre) 4 District Training Officer 1 9300+34800 + 3600 Grade Pay 5 Accountant 1 9300-34800 + 3600 Grade Pay
6 Assistant 1 9300-34800 + 3600 Grade Pay
7 Accounts Clerk 1 5200-20200 + 1900 Grade Pay 8 Clerk 2 5200-20200 + 1900 Grade Pay 9 Driver One or more as per state of 5200-20200 + 2400 Grade Pay vehicles (For existing Staff only) 10 Peon 3 4440-7440 + 1300 Grade Pay (For existing Staff only) 11 Mali 1 4440-7440 + 1300 Grade Pay (For existing Staff only) 12 Chowkidar 1 4440-7440 + 1300 Grade Pay (For existing Staff only) 13 Safai karamchari 1 4440-7440 + 1300 Grade Pay (For existing Staff only) 14 Blind Master Trainers Allocation as per the 4440-74440+1300 Grade Pay directions by the Haryana ( for existing staff only) Govt. Note: i) The pay scale as shown from Sr. No. 1 to 14 have been mentioned as per the 6 th Pay Commission. The same will be conver ted into the new pay scales as are/will granted under 7th pay commission. ii) The scale of pay is applicable only for existing staff (Dri ver, Peon, Mali, Chaowkidar and Safai Karamchari). In future, w.e.f. the enforcement of these rules, the post of Driver, Peon, Mali, Chaowkidar and Safai Karamchari will be filled up o n outsource basis on consolidated salary on retirement of the existing incumbents. iii) The services of Blind Master Trainers have been transferred by the Director, Social Justice & Empowerment Department vide their letter No. 34998 dated 24-09-2009 under Haryana Govt. notification No. 1469-l0d0(1) dated 31-08-2009. Pay & allowances and all other retiral benefits will be borne by the Haryana Govt. . There will be no further transfer/appointment of the said post from Govt.. The existing staff has been placed under diminishing cadre. Their retirement will also be as per the rules of the Haryana Govt. (At present the retirement age is 60 years). ******** APPENDIX- “B”
Sr. Designation No. of Age Qualification for Direct Pay Scale No. post Recruitment/promotion (As per 6th pay commission)
1. 2. 3. 4. 5. 6. (see rule No .3) (see rule (see rule (see rule No. 7,10 & 11) (see rule No.3) No.3) No.5) 1. Secretary one --- a) From amongst the Assistant 9300-34800 with a) By Promotion Secretaries from the entire the grade pay of District Red Cross Branches Rs. 5400/- . of Haryana on seniority-cum- merit basis. Essential Qualification b)By Direct 25- 45 b) (i) Graduation and knowledge Recruitment years of Hindi/Sanskrit/Urdu/ Punjabi upto Matric standard. (ii) Five years ex perience in Social and development activities with record in dealing with different projects and assignments and qualities of initiative and leadership. Age: 25-45 years Relaxation of 5 years in case of SC/ST/BC) The candidate of ex- servicemen category be
recruited upto the age of 45 years plus continue military service added by three years. Pay Scale: 9300-34800 …2…
2. Assistant Secretary One --- a) (i) From amongst the District 9300-34800 with Training Officers, Accountants the grade pay of a) By Promotion and Assistants from the entire Rs. 4200/-. District Red Cross Branches of Haryana on seniority-cum-merit basis having five years experience on the feeder post. b) By Direct 25-45 i) Graduate from a recognized Recruitment years University. ii) Five years experience in Social and development activities with record in dealing with different projects and assignments and qualities of initiative and leadership. Knowledge of Hindi/Sanskrit/ Urdu/Punjabi upto Matric standard. Age: 25-45 years. (Relaxation of 5 years in case of SC/ST/BC) The candidate of ex-servicemen category be recruited upto the age of 45 years plus continuous military service added by three years. Pay Scale: 9300-34800
3. Programme Officer One Placed on Diminishing Cadre. 9300-34800 with the grade pay of Rs. 4200/- under Pay Band-II. …3…
3. District Training Officer 1 25-45 i) Graduate from recognized University. 9300 - 34800 with a) By Direct Recruitment years the grade pay of Rs. 3600/-. ii) Qualified lecturer in First Aid & Home Nursing (St. John Ambulance) with three years experience in imparting training in these subjects. There should be lecturer and practical demonstration for five to ten minutes for each candidate on First Aid and Home Nursing. The videography is mandatory.
iii) Knowledge of English/Hindi/ Punjabi
upto Matric standard.
iv) Age: 25-45 years. (Relaxation of 5 years in case of SC/ST/BC) The candidate of ex-servicemen category is recruited upto the age of 45 years plus continuous military service added by three years. v) The serving employees in this organization having required qualifications & experience may also apply for this post for which there should not be any age bar and if selected, their seniority should not be effected. Note: Only those candidates will be called for interview who will qualify Lecture and practical demonstration. 4. b) By Promotion By promotion amongst the eligible/qualified candidates in the staff of District on seniorit y-cum-merit basis having three years experience in imparting training in First Aid & Home Nursing and qualified Lecturer in First Aid Home Nursing (St. John Ambulance) …4…
4. Accountant One a) i) The Accounts Clerks having 9300-34800 with a) By Promotion five years experience on the the grade pay of feeder post on the basis of Rs. 3600/-. seniority-cum-merit basis. b)By Direct recruitment 25 – 45 b) i) B.Com from recognized years. University. ii) 5 Years experien ce in the field of commercial accounts and budget formulation. iii) Knowledge of
English/Hindi / Punjabi upto Matric Standard. iv) Knowledge of computer Tally Accounting and MS Office from any recognized institution. v) Age: 25-45 years. ((Relaxation of 5 years in case of SC/ST/BC) The candidate of ex- servicemen category be recruited upto the age of 45 years plus continuous military service added by three years. 5. Assistant One i) From amongst the Clerks on 9300- 34800 with
(By Promotion) seniority-cum-merit basis the grade pay of having five years experience Rs. 3600/-. on the feeder post.
6. Accounts Clerk One 21-45 i) B.Com from recognized 5200-20200 with (By Direct recruitment) years University the grade pay of Rs. 1900. ii) Having five years experience in accounts desirab le. iii) Knowledg e of English/Hindi / Punjabi upto Matric Standard. iv) Knowledge of computer (MS Office & Tally from any recognized institution) …5…
v) Age: 21-45 years
(Relaxation of 5 years in case of SC/ST/BC) The candidate of ex-servicemen category be recruited upto the age of 45 years plus continuous military service added by three years. 7 Clerk two 21-45 b) (i) Graduate from any recognized 5200-20200 with b) By Direct Recruitment years university or its equivalent. the grade pay of Rs. 1900 under Pay Band-I. (ii) Knowledge of Hindi @ 25 words per minute on computer with commonly used word proc essing software. (iii) Knowledge of English @ 30 words per minute on computer with commonly used word processing software. (iv) Knowledg e of English/Hindi/ /Punjabi upto Matric Standard. (v) Knowledge of computer (MS
Office from any recognized institution.) (vi) Age-21-45 years. (R elaxation of 5 years in case of SC/ST/BC) The candidate of ex-servicemen category is recruited upto the age of 45 years plus continuous military service added by three years. (vii) 5 years experience as a clerk- typist. …6…
8. Driver One or 21-45 (i) Matric with Hindi Consolidated (By outsourcing More as years salary on He should have valid driving basis only) per need (ii) outsource basis. license, at-least 3 years old.
(iii) He should have pass ed the driving test. (iv) He should not be coloured blind (v) Age-21-45 years. (Relaxation of 5 years in case of SC/ST/BC) The candidate of ex- servicemen category be recruited upto the age of 45 years plus continuous military
service added by three years. 9. Peon, Three 21-45 Middle Standard Consolidated years. salary on (By outsourcing outsource basis. basis only)
10. Mali, Chowkidar One ea ch 21-45 Middle Standard Consolidated and Safai Wala. years. salary on (By outsour cing outsource basis. basis only)
11. Blind Master One time As per Existing staff under diminishing 4440-74440+1300 Trainers appointment direction cadre. No further appointment Grade pay under of the (Direct diminishing Haryana will be made as per directions Recruitment as cadre. Govt., no of Haryana Govt. directions of Allocation as further
Haryana Govt. ) per the appoint- directions of men t will Haryana Govt.) be made Note:- 1. The additional staff required in various projects, their appointment strength will be decided as per norms of the project(s). 2. Any additional Staff required other then specified in the rules considering worthy of District Branch, same will be projected to State Headquarters by District President for obtaining prior approval of the President. 3. The persons working against the post other then mentioned above are declared surplus and their post are placed on diminishing cadre. …7…
4. The number of staff employed under the various projects being run by the District Branches on its own funds will be decided by the respective Executive Committee of the District Branch under the frame work of the rule No. 32. 5. In future, w.e.f. the enforcement of the rules, the post of Driver, Peon, Mali, Chowkidar and
Safai Karamchari will be filled up on outsource basis on consolidated salary on retirement of the existing incumbents.
6. Age: There will be no age bar for the employees of this organization for applying to any post under Direct Recruitment – Provided they are left with minimum of seven years of service before retirement. 7. In addition to the above post, Blind Master Trainers have been transferred/allocated by the Social Justice & Empowerment Department vide their letter No. 34998 dated 24-09-2009 under Haryana Govt. notification No. 1469 (1) dated 31-08-2009 to District Red Cross Branches through Indian Red Cross Society, Haryana State Branch (State Headquarters). The said posts have been placed on diminishing cadre .
******** APPENDIX- “C”
(See rule No.16) AUTHORITIES TO IMPOSE PENALTIES AND APPELLATE AUTHORITY
S. Designation of Post Appointing Nature of penalty Punishing Appellate No. Authority Authority Authority 1 3 4 5 6 I 1 Secretary District Minor & Major District State 2 Assistant Secretar y President Penalties President President
II 3 Programme Officer District Minor & District Vice-Chairman (Diminishing Cadre) President Major Penalties President State Branch
4 District Training Officer III 5 Account ant District Minor Penalties District Secretary General 6 Assistant President Secretary 9 Major Penalties District Presiden t Vice-Chairman State Branch
IV 7 Accounts Clerk District Minor Penalties District General Clerk President Secretary Secretary 8 9 Driver 10 Peon, 11 Mali, 12 Safai Karamchar i Major Penalties District Vice-Chairman President State Branch 13 Blind Master Train ers Note: - * In case where the President is not the Appellate Authority then any employee may file memorial to President, Indian Red Cross Society, Haryana State Branch against the Appellate Authority which will be final.
All posts at District Red Cross/St. John Branches in Haryana will be filled up with the prior approval of State President through General Secretary, State Headquarters.
***** APPENDIX-‘D’
CONDUCT AND DISCIPLINARY PROCEEDINGS :
16 CONDUCT, DISCIPLINE PENALTIES PROCEDURE AND APPEALS: -
During the services of the Society or during the period of specific service agreement, if any, as the case may be an employee shall devote his/her whole-time and energy exclusively to the work and interest of the Society and shall not correspond or otherwise negotiate, directly or indirectly with any other prospective employer except with the prior knowledge and approval of the Society, in writing. An employee shall at all the time conduct himself/herself soberly and temperately while on work premises of the Society and shall show proper respect to promote the interest of the Society and to maintain and promote the good reputation thereof. The employee shall keep secret all documents, information and instructions which may be imparted to him/her by the Society in the course of this employment and he/she shall not divulge the same, directly or indirectly to any one except in right-full discharge of duties assigned to him/her by the Society . Misconduct and penalties thereof (including procedures) are as detailed Below:-below:
1. Without prejudice to the generality of the term "misconduct" it shall include but shall not be limited to the following acts of Omissions and Commissions:
(a) Willful insubordination or insult to superiors or disobedience, whether alone or in combination with another or others, of lawful and reasonable orders of the administration or of a superior ;
(b) Habitual irregularity in attendance or absence without leave or over-staying the sanctioned leave without sufficient cause or proper or satisfactory explanation; leaving Headquarters without informing the administration or without sufficient cause; making a false statement in the application for leave; …2…
(c) Theft or fraud or dishonesty in connection with Society's/Association's affairs or property including falsification of the Society's / Association's records, mis-appropriation of Society's / Association's funds;
(d) Riotous or disorderly, behavior, threatening, intimidating, coercing other employee or employees, interfering with the work of other employee or employees, assault or threat to assault other provoked or otherwise, any act of moral turpitude within the Society premises or outside and Commission of any act having subversive effect on Society discipline or reputation in connection with the affairs of the Society.
(e) Conduct prejudicial to the Society's/Association's reputation and/or Society's/Association's work and sabotage of any description;
(f) Conviction by a Court of Law for any criminal offence;
(g) Taking up employment elsewhere by an employee whilst still in the service of the Society/Association;
(h) Striking work and/or inciting other employees to strike work in contravention of the provisions of any law or rule having the force of law. This will also include willful slowing-down, in performance of work or abetment or instigation thereof;
(i) Shortage found in stock/cash entrusted to an officer/official;
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(j) Borrowing money or incurring debts from individuals or habitual indebtedness, declaration by any competent authority as involvement, unless the employee can prove that the indebtedness or insolvency was the result of circumstances beyond his/her control and does not proceed from extravagance or dissipation;
k) Making any false statement for employment or misrepresentation regarding any other matter prejudicial to the Society’s/Association’s interes t.
l) Failure to carry out work in accordance with general or specific instructions given by the officers of the Society directly or through delegated authority. m) Demanding, offering or accepting bribes or any illegal gratification.
n) Soliciting or collecting contributions for any purpose whatsoever at any time in the Society without permission of the authority. o) Engaging in private work or trade within the Society or engaging in other employee whilist still in the service of the Society without the permission of the authority.
p) Drunkenness, intoxication or indecent behavior inside the Society premises or the persists thereof. q) Gambling within the Society’s premises.
r) Smoking within the Society’s premises in places where it is prohibited. s) Refusal to accept a charge sheet, Office order or other communication served either in accordance with the Service Rules or in the interests of discipline.
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t) Giving false information regarding his/her name, age, father’s name, qualifications or previous service at the time of employment or thereafter.
u) Unauthorized use or forcible occupation of the Society’s quarters.
v) Money lending with interest or any gains amongst Society employees and borrowing from any subordinates.
w) The commission of a minor misdemeanor after two previous warnings, fines or suspension or the habitual breach of any law or rule applicable to the Society.
x) Indecent behavior, obscene jokes, passing of filthy remarks or by justiculation behaving in an objectionable manner towards a woman employee and vise-verse.
Depending upon the gravity of the offence, misconduct shall be punishable by:
1.1 Minor Penalties
(i) Warning with a copy in the personal file. (Character roll): (ii) Censure: (iii) Withholding of promotions :
(iv) Recovery from pay of the whole or part of any pecuniary loss caused by negligence or breach of orders, to the Central Government or a State Government or to a Company and Association or a body of individuals whether incorporated or not, which is wholly or substantially owned or controlled by the Society or to a local authority or University set up by an Act of Parliament or of the legislature of a State: and
(v) Withholding of increments of pay without cumulative effect.
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1.2 Major Penalties
(i) Withholding of increments of pay with cumulative effect.
(ii) Reduction to a lower stage in the time scale of pay or a specified period, with further directions as to whether or not the employee will earn increments of pay during the period of such reduction and whether on the expiry of such period, the reduction will or will not have the effect of postponing the future increments of his pay:
(iii) Reduction to a lower scale of pay, grade, post of service which shall ordinarily be a bar to the promotion of the employee to the timescale of pay, grade, post or service from which he/she was reduced with or without further directions regarding conditions or restoration to the grade or post or service from which the employee was reduced and his/her seniority and pay on such restoration to that grade, post or service.
(iv) Compulsory retirement :
(v) Removal from service which shall not be a disqualification for future employment under the Red Cross/St. John Ambulance. (vi) Dismissal from service which shall ordinarily be a disqualification for future employment under the Red Cross/St. John Ambulance.
Explanation: - the following shall not amount to a penalty within the meaning of this rule namely :-
(i) Withholding of increments of pay of an employ ee for his failure to pass any departmental examination in accordance with the rules or orders governing the service to which he belongs or post which he/she hold s or the terms of his/her appointment;
(ii) Stoppage of an employee at the efficiency bar in the time scale of pay on the ground of his/her unfitness to cross the bar; (iii) Non-promotion of an employee, whether in a substantive or officiating capacity, after consideration of his/her case, to a service grade or post for promotion to which he/she is eligible;
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(iv) Reversion of an employee officiating in a higher service, grade or post to a lower service, grade or post, on the ground that he/she is considered to be unsuitable for such higher service, grade or post on any administrative ground unconnected with his/her conduct;
(v) Reversion of an employee appointed on probation to any other service, grade or post to his/her permanent service, grade or post during or at the end of the period of probation in accordance with the terms of his/her appoint ment or the rules and orders governing such probation;
(vi) Compulsory retirement of an employee in accordance with the provisions relating to his/her superannuation or retirement;
(vii) Termination of the service-
(a) Of an employee appointed on probation during or at the end of the period of probation in accordance with the terms of appointment or the rules and orders governing such probations; or
(b) Of a temporary employee appointed otherwise than under contract, on the expiration of the period of the appointment, or on the abolition of the post or before the due time in accordance with the terms of appointment; or
(c) Of an employee employed under an agreement in accordance with the terms of such agreement.
2. PROCEDURE: Preliminary enquiry (General)
(a) It is not obligatory in every case to hold a preliminary or what is known as a fact finding enquiry. However, when a complaint is received against an employee or otherwise some act of commission or omission on the part of the employee comes to the notice of the appropriate authority, it may be desirable to know as to how far the imputations or allegations leveled against the employee concerned have some substance and warrant initiation of
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disciplinary action against him/her. With this end in view, a preliminary enquiry may be conducted. The sole purpose of preliminary enquiry is to decide whether or not there is a prima facie case against the employee for proceeding against him.
(b) This object can be achieved by holding a preliminary enquiry in different ways. It may be done by asking for the explanation of the employees concerned or by holding an enquiry through a departmental officer.
(c) The circumstance in which a preliminary enquiry should be held cannot be exhaustively enumerated. However, to illustrate the point, it may be said that in the following cases such an enquiry can be held with advantage:-
(i) Where it is not immediately known as to who was responsible for a particular loss.
(ii) Where it is considered desirable before initiating departmental; proceedings to have prima facie evidence against the official concerned.
(iii) Where the allegations are vague or indefinite and it is necessary to find out all the acts of commission or omission to form the basis of the charges.
3. Action on preliminary enquiry report.
The competent authority should examine the report and should decide whether action should be taken for imposing one of the major penalties. In the absence of specific provision in the Service Rules to the contrary, the competent authority shall mean the Punishing Authority. If it is so decided then an enquiry into the allegations against the employee should be held, keeping in view the clause No. 16-1.2 of the Indian Red Cross Society/St. John Ambulance (India), Haryana State Branch, Service Rules, 2016
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4. (I) Issue of Statement of charges and allegations.
The grounds on which it is proposed to initiate formal departmental proceedings should be reduced to the form of definite charge or charges. The charges should not be vague and should be expressed in a language that is clearly understandable. These should give full details of the incident. The charges should be communicated in writing to the delinquent together with statement of allegations on which each charge is based. The delinquent should be required to submit, in writing, his/her explanatio n, if any, within a reasonable time (say fifteen days) and to state whether he/she desires to be heard in person. For the purpose of preparation of his/her explanation, he/she should also be permitted to inspect documents relevant to the enquiry and to take extract there from provided that such permission may be refused in respect of a document if the Punishing Authority for special reasons considers it against the public interest to allow access thereof. The charge-sheet and the statement of allegations should be sent to the delinquent alon g with the forwarding memorandum.
(2) Requisites of valid charges.
The charge should be based either on breach of the Employee (Conduct) under clause 16- 1 or on “good and sufficient reasons”. What is good and sufficient reason is, of course for the competent authority to decide.
(3) Facilities for copies of records and statement
(a) The employee may like to inspect or require copies of the documents for submitting his/her explanation to the charge sheet. Competent authority is not bound to supply copies of documents where the employees have been granted permission to inspect and take extracts from documents. He/she should be permitted to inspect and take extract from such official records as he/she may specify.
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The competent authority may refuse to allow inspection of such records or the taking of such extracts as are not relevant for the purpose of enquiry or are not to be used against him/her. Privilege can also be claimed in respect of certain documents. The main purpose of this is to apprise the employee regarding the material which is being used against him/her in the enquiry and thus to afford him/her reasonable opportunity to defend himself/herself.
(b) The employee cannot make a blank demand for copies of “all statements recorded during the preliminary enquiry”. He/she is called upon to discredit only those witnesses who are to be examined in the departmental enquiry and can ask for copies of their statement only.
(c) The employee involved in the departmental proceedings usually asks for copies of or access to –
(i) Documents to which reference has been made in the statement of allegations.
(ii) Documents and records not so referred to in the statement of allegations but which the employees considers relevant for purpose of his/her defense:
(iii) Statements of witness recorded in the course of-
(a) A preliminary enquiry conducted by the department ; or
(b) An investigation made by the police; …10…
(iv) Reports submitted to the or other competent authority (including the disciplinary authority) by an officer appointed to hold a preliminary enquiry to ascertain facts;
(v) Reports submitted to the competent authority (including the disciplinary authority) by the police after investigation ;
(d) doubts often arise regarding documents at (iv) and (v) above, Reports made after preliminary enquiry or investigation are usually confidential and the employee has no right to have access to them. It is, therefore, necessary to avoid strictly any reference to such reports in the statement of allegation s.
(5) Reply of the delinquent and its examination.
(a) The delinquent official has to submit his/her written reply within the time specified, unless it is extended by the competent authority. It is not incumbent on the competent authority to wait indefinitely for the reply or to give extension of time whenever requested. It is open to such authority to proceed to hold the enquiry in the absence of any reply.
(b) In the reply the official if expected to meet the various allegations on the basis of which the charges had been framed and to give his/her own version. If he/she admits the charges and asks for mercy, there is an end of the matter and no enquiry need be held. If the Punishing Authority decides not to award any penalty, the proceedings should be dropped. If, however necessary to give the delinquent a second show cause notice in order to afford him/her an opportunity to urge against the proposed penalty. …11…
(c) The explanation of the employee to the charge sheet should be scrutinized with the utmost care. Charge in respect of which the explanation is satisfactory should be dropped. Thereafter, if in the opinion of the punishing authority, the imposition of a major penalty is not warranted and that it would meet the ends of justice, if sum minor penalty is awarded then straightway an order awarding one of the minor penalties be passed and no show cause notice is necessary. If the Punishing authority after considering the explanation of the employee to the charge sheet , however, decides that he/she deserves the imposition of a major penalty then an enquiry officer should be appointed to hold a regular departmental enquiry in respect of charges which are not admitted and in respect of which a satisfactory explanation is not forthcoming. (d) After the receipt of the reply to the charge sheet the delinquent should personally heard if he/she has so requested. This should be done before it is decided to hold a regular departmental enquiry.
5. (1) Appointment of enquiry officer and the procedure to be followed-
(a) The Punishing Authority may himself/herself conduct the enquiry in which case all the principals applicable to the enquiry officer as a tribunal will apply to it or, as is often the case, it may appoint another officer to enquire into the charges. Care should be taken in selecting the enquiry officer so as to avoid any genuine suspection of bias. The enquiry officer must be an impartial officer. The appointment of an enquiry officer shall be made under clause No. 16-1.2 of the Indian Red Cross Society/St. John Ambulance (India) Haryana State Branch Service Rules, 2016. …12…
(b) The Punishing Authority should supply to the enquiry officer a copy of the charge-sheet and the explanation of the employee. The relevant record should be placed by the departmental representative before the enquiry officer during the course of enquiry in the presence of the delinquent without any interference or instructions or pressure from any quarter.
(c) Due notice of the time, date and place of enquiry should be given to the delinquent. This notice should be communicated at least a week before the date fixed for the enquiry. It should be made clear in the notice that if the delinquent does not attend at the time and place mentioned in the notice. The enquiry would be held exparte. If the employee concerned, avoids service, or is not available for service of notice, or refuses to accept service, then a copy of the notice should be affixed at his/her per manent address and at his/her last known address and a notice at both the addresses should also be sent by Registered post A.D. the enquiry officer should, however, satisfy himself that service, In the above manner has been affected and an order in writing should be made to that effect. If the official concerned does not appear at the time of the enquiry and due notice has been given as indicated above, the enquiry may held exparte. If for any reason the service of the notice is not affected about a week before the date of enquiry it would be expedient to adjourn the enquiry, if the delinquent makes a request in that behalf.
(d) Similarly when a show cause notice at the second stage is issued calling upon the delinquent to show cause why the proposed penalty should not be imposed, the service of the shows cause notice should be affected in the manner indicated above.
(e) It would, however, be the discretion of the enquiry officer to adjourn the enquiry if he/she deems it proper for any sufficient reason. If the enquiry officer declines to adjourn the enquiry at the request of the delinquent, he/she should pass an order stating briefly the reasons therefore.
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(2) Official conducting the prosecution
The punishing authority may nominate any person to present the case in support of the charges before the enquiry officer.
(3) Legal Assistant for defense.
No person in the service of the Society who is called upon to produce his/her defence to the charges against him shall be allowed to engage a counsel; provided that if the charge or charges are likely to result in his/her dismissal, the employee may, with the permission of the enquiry officer be represented by a counsel. If a counsel is engaged on behalf of the department, the employee shall be entitled to engage a counsel.
(4) Attendance and examination of witness.
The processes to be issued for causing attendance of witnesses in all these enquiries may as nearly as practicable be in the form prescribed for a summons under the code of Criminal Procedure.
(5) Report and Findings
(a) After the close of the enquiry, the enquiry officer should prepare his/her report which should inter-alia indicate the following:-
(i) The statement of charges and the allegations framed against the employees of the Society.
(ii) His/her explanation, if any;
(iii) The oral and documentary evidence produced in support of the charges;
(iv) The oral and documentary evidence led in defense;
(vi) Findings on the charges.
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(b) The enquiry officer should give clear findings on each of the charges so that the employee should know from the findings on what ground he/she has been found guilty. Each finding must be supported by evidence and reasons thereof. The findings are in the nature of a report to the competent authority to enable it to pass final orders. Such findings are to assist but do not bind him. He/she alone has to come to a final decision. Moreover, the enquiry should not in any case recommended or propose any penalty.
(c) When the competent authority gives a finding on any of the charges contrary to the findings of the enquiry officer, he/she will give detailed reasons therefore. However, in cases of the agreement with the findings of he enquiry officer, no separate reasons need be recorded unless he/she wishes to support the findings of the enquiry officer by supplementary reasons available from the record of the enquiry. While concurring with the findings of the enquiry officer, though no reasons need be recorded by the punishing authority but his/her order should show that he/she has applied his/her mind to the matter. It is the Punishing Authority who must be satisfied that the charges against the delinquent are approved and then he/she must tentatively decide about the penalty to be inflicted on the employee. It is only thereafter that the second such cause notice should be issued.
(d) When the report of the enquiry officer is received, the Punishing Authority should pass an order after applying his/her own mind to the whole case and should come to his/her own independent conclusions un - inf luenced by any other person. Mere acceptance of the proposal made in the noting by the subordinates will no tb e sufficient and such an order will not stand the scrutiny of the court.
(e)Where after the receipt of the report, he/she is of the opinion that a minor penalty is sufficient than a show cause notice indicating therein the particular penalty to be imposed together with a copy of the report of the enquiry officer should be served upon the delinquent and after considering his/her explanation, the penalty should be inflicted.
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6 . (1) Show Cause notice.
(a) Where the Punishing Authority decides that one of the major penalties i.e. dismissal, removal or reduction in rank, reduction to a lower stage in the time scale of pay or compulsory retirement should be awarded, he/she should proceed to give the second show cause notice mentioning there in the proposed penalty. A copy of the enquiry report should accompany the show cause notice. Moreover, where the competent authority disagrees with any findings of the enquiry of the enquiry officer recorded in favour of the delinquent, the notice of dissent recorded by the competent authority should also accompany the show cause notice. So also the additional reasons, if any, given by the competent authority in support of the finding arrived at by the enquiry officer, should be communicated to the delinquent. The show cause notice must be issued and signed by the competent authority who is to take action against the employee. The employee should be given reasonable time (say fifteen days) to submit his reply.
(b) On receipt of the reply the show cause notice, the competent authority should examine it carefully and if he/she wishes to inspect any document or to examine any witness in order to dispose of the explanation effectively he/she has the power to do so. The delinquent has no right to adduce any oral evidence. However, if, he/she prod uces any document along with the reply, the competent authority is not precluded from considering it, if it has any relevance.
6 (2) Comments on para 6-I(b) regarding reference to Legal opinion.
After the reply to the second show cause notice has been received, the matter should be referred to the Legal Advisor for consultation wherever it may be necessary in accordance with the preceding provisions. In doing so, the competent authority should give its own view point regarding the establishment of the charges and his/her quantum of the penalty to facilitate the examination of the case by Legal Advisor. …16…
6 (3) Consideration of the past record.
A competent authority while passing a final order imposing a penalty on a delinquent after the charges have been proved, some times makes a reference and takes into consideration his/her past record in order to justify, the awarding of a severe penalty, but it is not permissible unless in the show cause notice, a mention of the past record calling for a severe penalty had been made. Thus where a Competent Authority is of the opinion that the past record of an employee should be taken into consideration for awarding a severe penalty, he/she must mention it in the show cause notice.
7 . Penalty
On receipt of the advice, the Competent Authority should consider the whole matter including the advice of Legal Advisor and determine the actual penalty to be imposed. It is in the discretion of the Punishing Authority to award any penalty but a graver penalty cannot be awarded than proposed in the show cause notice.
8 . Final Order
The order of penalty is struck down by courts many a times for not being a speaking one i.e. not supported by reasons. This is necessary as the delinquent may have to file an appeal or revision before the higher administrative authority or he/she may desire to invoke the writ jurisdiction of the High Court. He /she will not be able to decide whether to take further action in the matter unless he/she knows the grounds on which the impugned order was based. This is also necessary for proper disposal of an appeal or revision against the order because the appellate authority or the revision authority should be able to find out by reading the order the grounds on which the order is based, in the reply to the show cause notice, the delinquent may put forward some explanation or point out some defects in the enquiry causing prejudice to him/her. All such objections should be disposed of by the Punishing Authorities by a process of reasoning, so that it is clear that the authority had fully applied their m ind to the case.
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It should be possible to find out from the order the approach and mind of the Punishing authority and the grounds on which the impugned order was passed. The basic idea is that from perusal of the order it should be obvious that the Punishing Authority had applied its own mind fully to all the aspects of the case.
9 . Speaking order
There is no prescribed form for a speaking order but it should fulfill the requirements of para 8 and should be self-contained. It should indicate clearly the points for consideration, the decisions thereon, and the reasons on which those decisions are based.
If it appears that it would be inconvenient to record a self contained order, a brief order awarding the penalty may be passed but it should be accompanied by a note giving detailed reasons in support of the order.
1 0 Minor Penalties
Apart from major penalties the rules provide for the imposition of minor penalties, which are set out at serial No. (i), (ii),(iii), (iv) and (v) of clause No. 16 -1.1 of the Indian Red Cross Society / St. John Ambulance (India) Service Rules, 2016, referred to earlier.
Without prejudice to the provisions of Clause No. 16-1.2 no order for imposing a minor penalty shall be passed on an employee unless he/she has been given an adequate opportunity of making any representation that he/she may desire to make, and such representation has been taken into consideration:
Provided that this condition shall not apply in a case where an order based on facts has led to his/her conviction in a criminal court or an order has been passed superseding him/her for promotion to higher post on the grounds of his/her unfitness for that post on account of the existence of unsatisfactory record.
Provided further that the requirements of his/her rule may, for sufficient reasons to be recorded in writing be waived where it is not practicable to observe them and where they can be waived without injustice to the employee concerned. …18…
Comments regarding minor penalties.
(a) It is clear from the above rule that a minor penalty can be imposed after calling for the explanation of the employee and two opportunities as in the case of major penalty are not necessary. “Under this rule the only requirement is that the employee concerned should be given an adequate opportunity of making representation that he/she may desire to make. There is no provision for cross- examination of witness and furnishing a copy of the report, all requirem ents which we find in clause 16-1.2. Clause 16-1.1 d oes not require anything more than that the allegation on the basis of which the concerned is charged should be made known to him/her and should be given an opportunity to make representation with regard to them. He/she need not be told the Punishment which is sought to be imposed on him/her either at the time the charge-sheet is served on him/her or at any other stage. There is no question of his/her being given an opportunity a second time after the enquiry is completed in respect of the punishment sought to be imposed on him/her unlike in a case covered by clause 16 -1.2 . (b) Thus where a penalty under clause 16-1.1 is to be imposed it is sufficient to serve a show-cause notice containing a statement of allegations on which the charges are based. It is not necessary to mention to specific punishment which is sought to be imposed or to give a second show-cause notice mentio ning therein the quantum of punishment. The Punishing Authority can make a fact finding enquiry if it is deemed necessary, but no reference of it should be made in the show-cause notice. If any reference is made to any document or of an enquiry in the show cause notice it would be necessary to show these documents (enquiry report) and to supply the copies of the same to the employee if it may feasible. After the receipt of the reply to the show cause notice the Punishing authority may some time feel the necessity of making further enquiry regarding the points raised in the reply in order to satisfy itself as to whether the same are tenable and if so, to what extent. …19…
However, a copy of the report of such an enquiry is not required to be supplied to the delinquent. It may be made clear here that the order imposing the penalty should be based on the basis of allegations mentioned in the show-cause notice already served on the employee and no reference in respect of any additional allegations or changed nature of allegations, following from the enquiry referred to above should be made, but if it is felt that the reference is necessary a fresh show-cause notice shall have to be given to the employee.
(C) However, it may be pointed out that where an employee has been charge sheeted under clause 16 -1.2 and on receipt of the reply it is considered that the imposition of a minor penalty would be appropriate, an order awarding one of the minor penalties be passed without issuing any show-cause notice. However, where an enquiry has been initiated and the enquiry report has been received, then a show-cause notice indicating therein the particular penalty to be imposed together with a copy of report should be supplied to the delinquent and after considering his/her explanation the penalty should be inflicted.
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11. SUSPENSION
The appointing authority or any other authority to which it is subordinate or the punishing authority empowered in that behalf by the President by general or special order, may place an empl oyee under suspension -
(a) Where a disciplinary proceedings against him/her is completed or is pending, or
(b) Where a case against him/her in respect of any criminal offence is under investigation, inquiry or trial;
[Provided that where an employee against whom disciplinary proceedings are contemplated is suspended, such suspension shall be valid, unless before the expiry of a period of ninety days from the date from which the employee was suspended, disciplinary proceedings are initiated against him/her:
Provided further that the competent authority in the matter may, at any time before the expiry of the said period of ninety days and after considering the special circumstances for not initiating disciplinary proceedings, to be recorded in writing and after seeking the approval of next higher authority allow continuance of the suspension beyond the period of ninety days without the disciplinary proceedings being initiated:
Provided further that where the order of suspension is made by an authority lower than the appointing authority, such authority shall forthwith report to the appointing authority the circumstances in which the order was made.
(2) An employee shall be deemed to have been placed under suspension by the order of the appointing authorit y.
(a) With effect from the date of his/her detention, if he/she is detained in custo dy whether on a criminal charge or otherwise, for a period exceeding forty-eight hour s:
(b) With effect from the date of his/her conviction, if in the event of a conviction for an offence, he/she is sentenced to a term of imprisonment exceedin g forty eight hours and is not forthwith dismissed or removed or compulsory retired consequent to such conviction. …21…
Explanation : - The period of forty-eight ours referred to in clause (b) of this sub-rule shall be computed from the commencement of imprisonment after the conviction and for this purpose, intermittent periods of imprisonment, if any, shall be taken into account.
(3) Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an employee under suspension is set aside in appeal or on review under these rules and the case is remitted for further inquiry or action or with any other directions, the order of his/her suspens ion 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.
(4) Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an employee is set aside or declared or rendered void in consequence of or by a decision of a court of law and the punishing authority, on a consideration of the circumstances of the case, decides to hold a further inquiry against him/her on the allegations on which the penalty of dismissal, removal or compulsory retirement was originally imposed, the 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.
(5) 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 revoked by the authority competent to do so.
(6) Where an employee is suspended or is deemed to have been suspended, whether in connection with any disciplinary proceedings or otherwise, and any suspension the authority competent to place him /her under suspension may, for reasons to be recorded by it in writing, direct that an employ ee shall continue to be under suspension until the termination of all or any of such proceedings. …22…
(12 ) Allowances during the period of suspension:-
In the case of any other employee:-
A subsistence allowance at an amount equal to the leave salary which an employ ee would have drawn if he /she had been on leave on half pay and in addition dearness allowance, if admissible, on the basis of such leave salary :
Provided that where the period of suspension exceeds six months, the authority which made or is deemed to have made the Order of suspension shall be Competent to vary the amount of subsistence allowance for any period subsequent to the period of the first six months as follows:-
(i) The amount of subsistence allowance may be increased by a suitable amount not exceeding 50 percent of the subsistence allowance admissible during the period of the first six months, if, in the opinion of the said authority, the period of suspension has been prolonged for reasons to be recorded in writing, not directly attributable to the employee;
(ii) The amount of subsistence allowance may be reduced by a suitable amount not exceeding 50 percent of the subsistence allowance admissible during the period of the first six months, if, in the opinion of the said authority, the period of suspension has been prolonged due to reasons to be recorded in writing, directly attributable to the employee;
(iii) The rate of dearness allowance will be based on the increased or as the case may be, the decreased amount of subsistence allowance admissible under clause (i) and (ii) above;
Any other compensatory allowances admissible from time to time on the basis of pay of which the employee was in receipt on the date of suspension subject to the fulfillment of other conditions laid down for the drawal of such allowances.
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( 13 ) Allowances on re-instatement:-
(1) When an employee who has been dismissed, removed, compulsorily retired or suspended, is reinstated, or would have been reinstated but for his/her retiremen t on superannuation the authority competent to order the reinstatement shall consider and make a specific order:-
(a) Regarding the pay and allowances to be paid to the employee for the period of his/her absence from duty, occasioned by suspension and or dismissal, removal or compulsory retirement ending with his /her reinstatement on or the date of his/her retirement on superannuation as the case may be; and
(b) Whether or not the said period shall be treated as period spent on duty.
(2) Where the authority mentioned in sub-rule (1) is of the opinion that the employee has been fully exonerated or, in the case of suspension, that it was wholly unjustified, the employee shall be given the fully pay and allowances to which he would have been entitled, had he not been dismissed, removed, compulsorily retired or suspended, as the case may be.
(3) In other cases, the employee shall be given such proportion of such pay and allowances as such competent authority may prescribe:
Provided that the payment of allowances under sub-clause (2) or (3) shall be subject to all other conditions under which such allowances are admissible:
Provided further that such proportion of such pay and allowances shall not be less than the subsistence and other allowances admissible under sub-clause (2) .
(4) In a case falling under sub-clause (2) the period of absence from duty shall be treated as a period spent on duty for all purpose.
(5) In a case falling under sub-clause (3) the period of absence from duty shall not be treated as a period spent on duty unless such competent authority specifically directs that it shall be so treated for any specified purpose:
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Provided that if the employee so desires, such authority may direct that the period of absence from duty shall be converted into leave of any kind due and admissible to the employee.
(6) An order of suspension made or deemed to have been made under this rule 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.
(14) Promotion pending Departmental Proceedings;
(a) Accordingly to the instructions issued by the Society, the cases of promotion of the employee against whom disciplinary proceedings under clause 1(2) are pending should be considered but he/she should not be promoted till disciplinary enquiry has been completed and he/she has been exonerated. In a case in which the employee has been charge-sheeted but his /her explanatio n in response to the charge-sheet has not been received, the case of promotion should be kept pending and should be decided after the decision as to whether regular departmental proceedings should or should not be promoted until he/she has been exonerated. If he/she is ultimately exonerated of all the charges without the imposition of any penalty and is otherwise fit for promotion in every respect, he/she should be promoted with retrospective effect, i.e. from the date on which he/she was due for promotion and an official junior to him was promoted.
(b) In the case of a n employee against whom action is proposed to be taken under clause (1), the matter should be considered in the light of the nature of allegations and the quantum of penalty that is proposed to be awarded. The criterion should be whether or not if the allegation were to be proved and the proposed penalty was to be imposed. …25…
(c) Promotion of the employee would still be justified on the basis of his/her entire record. In other words promotion should not be withheld only because disciplinary action under clause 1(1) is pending against the employee. If promotion is withheld on that basis, but on completion of the departmental proceedings of the employee is exonerated without imposition of a penalty or is administered a warning then he/she should, if he/she is otherwise fit for promotion in every respect, be promoted with retrospective effect i.e. from the date on which he/she was due for promotion and an official junior to him was promoted.
(d) It should, however, be kept in mind that while deciding a case of promotion, it would be incumbent to consider for promotion those employees as well against whom enquiry proceedings are contemplated or are pending, but the decision should be taken according to the instructions stated in the above paras.
15 . Right of appeal - Every person to whom these rules apply, shall be entitled to appeal, as hereinafter provided to such superior authority, as may be prescribed by Society in the rules, regulating his/her conditions of services against an order. In case where the President is not the appellate Authority then any employee may file memorial to President, Indian Red Cross Society, Haryana State Branch against the Appellate Authority which will be final.
16. Period of limitations of appeal – No appeal preferred under clause 15 shall be entertained unless such appeal is preferred within a period of forty-five days from the date on which a copy of the order appealed against is delivered to the appellant:
Provided that the appellate authority may entertain the appeal after the expiry of the said period, if it is satisfied that the appellant had sufficient cause for not preferring the appeal in time. …26…
17. Order which may be passed by appellate authority –
(1) In the case of appeal against an order under clause 15 or any penalty specified in clause 1-1.1 & 1.2, the appellate authority shall consider –
(a) Whether the facts on which the order was based have been established;
(b) Whether the facts establishment afford sufficient ground for taking action; and
(c) Whether the penalty is excessive, adequate or inadequate and after such consideration, shall pass such order as it thinks proper:
Provided that no penalty shall be increased unless opportunity is given to the person concerned to show cause why such penalty should not be increased-
(2) An authority from whose order, an appeal is preferred under these rules, shall give effect to any order made by the appellate authority.
20. If anything remain silent in these rules, the guidelines regarding procedure in disciplinary cases of the Haryana Civil Service (Punishment and appeal) Rules 1987 will be followed.
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