CAA Service Regulations 2014

CAA SERVICE REGULATIONS-2014
REGULATIONS
VERSION : 1.0
DATE OF IMPLEMENTATION : 30-09-2014
OFFICE OF PRIME INTEREST : Human Resource Directorate (HR)
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INTENTIONALLY LEFT BLANK
30/09/2014 CSRG-001-HRXX-1.0
In exercise of the power conferred by section 27 of the Pakistan Civil Aviation Ordinance, 1982
(XXX of 1982) read with section 12 of the said Ordinance and in suppression of the Civil Aviation
Authority Service Regulations, 2000 except things done or omitted to be done before such
suppression, the Civil Aviation Authority with the approval of the Board during its 152nd meeting
held on 30th September, 2014 hereby makes the following regulations:-
i. Civil Aviation Authority Employees (Appointment, Promotion, Transfer and other Service
Terms & Conditions) Regulations 2014
ii. Civil Aviation Authority Efficiency and Discipline Regulations, 2014
iii. Civil Aviation Authority Employees Appeal Regulations, 2014
iv. Civil Aviation Authority (Code of Conduct) Regulations, 2014
v. Civil Aviation Authority Employees Pay and Pension Regulations, 2014
vi. Civil Aviation Authority Internal Job Placement Regulations, 2014
vii. Civil Aviation Employees (Working Hour) Regulations, 2014
Secretary of the Board
(Seal)
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30/09/2014 CSRG-001-HRXX-1.0
RECORDS OF AMENDMENTS AND CORRIGENDA
AMENDMENTS CORRIGENDA
Date Date Date Entered
No. Entered by No. Date of Issue
Applicable Entered Entered by
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TABLE OF CONTENTS
Civil Aviation Authority Employees ...................................................................................................... 1

(Appointment, Promotion, Transfer and other Service Terms and Conditions) Regulations 2014 1
1. SHORT TITLE, EXTENT, APPLICATION AND COMMENCEMENT: ......................................................... 1
2. DEFINITIONS: ..................................................................................................................................................... 1
3. INTERPRETATION: ............................................................................................................................................ 3
Chapter I......................................................................................................................................................................... 4
TERMS AND CONDITIONS OF SERVICES ............................................................................................................ 4
4. SERVICE CONDITIONS: ................................................................................................................................... 4
5. CLASSIFICATION OF SERVICE: ..................................................................................................................... 4
6. CLASSIFICATION OF POSTS: ......................................................................................................................... 4
7. COMPETENT AUTHORITY: ............................................................................................................................. 5
8. REGULAR APPOINTMENT IN SERVICE: ...................................................................................................... 6
9. PROCEDURE FOR ASSESSING RECRUITMENT REQUIREMENT: ....................................................... 6
10. INITIATION OF RECRUITMENT PROCESS: ................................................................................................. 7
11. APPLICATIONS:.................................................................................................................................................. 7
12. INTERVIEW: ........................................................................................................................................................ 7
13. CANDIDATES TO BE RECOMMENDED:....................................................................................................... 8
14. CONSTITUTION OF SELECTION BOARD: ................................................................................................... 8
15. APPOINTMENT IN OTHER THAN SERVICE GROUPS SPECIFIED FOR DIRECT RECRUITMENT: 9
16. DIRECT RECRUITMENTS IN SG-01, SG-05, EG-01:................................................................................... 9
17. CONDITIONS OF RECRUITMENT OR INITIAL APPOINTMENTS: ........................................................... 9
18. AD-HOC AND TEMPORARY APPOINTMENTS:......................................................................................... 10
19. TEMPORARY OR SHORT-TERM, POSTS: ................................................................................................. 10
20. CONDITIONS FOR APPOINTMENTS ON TEMPORARY POST: ............................................................ 11
21. CONTRACT APPOINTMENT:......................................................................................................................... 11
22. APPOINTMENT OF CONSULTANTS:........................................................................................................... 11
23. PROBATION: ..................................................................................................................................................... 11
24. CONFIRMATION: .............................................................................................................................................. 12
25. SENIORITY: ....................................................................................................................................................... 12
26. SENIORITY ON INITIAL APPOINTMENT: .................................................................................................... 12
27. SENIORITY ON PROMOTION:....................................................................................................................... 13
28. SENIORITY ON APPOINTMENT BY TRANSFER:...................................................................................... 13
29. SENIORITY ON APPOINTMENT BY SELECTION:..................................................................................... 13
30. INTER SE SENIORITY OF EMPLOYEES APPOINTED IN THE SAME CALENDAR YEAR: ............... 13
31. PROMOTION: .................................................................................................................................................... 13
32. PROMOTION PROCEDURES:....................................................................................................................... 14
33. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN SG-11 AND BELOW: ....... 14
34. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN EG-01 TO EG-06:... 14
35. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN EG-07 & ABOVE: ... 15
36. PROMOTION OF EMPLOYEE ON DEPUTATION:..................................................................................... 15
37. PROMOTION OF EMPLOYEE ON LEAVE:.................................................................................................. 15
38. PROMOTION TO BE DEFERRED: ................................................................................................................ 15
39. SUPERSEDED EMPLOYEES: ....................................................................................................................... 15
40. EFFECTIVE DATE OF PROMOTION OF AN EMPLOYEE: ....................................................................... 16
41. TRAINING OF EMPLOYEES: ......................................................................................................................... 16
42. QUALIFICATION AND EXPERIENCE REQUIREMENT:............................................................................ 16
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43. CONDITIONS FOR ACTING CHARGE POST: ............................................................................................ 16

44. CONDITIONS FOR ADDITIONAL CHARGE: ............................................................................................... 16
45. CONDITIONS FOR DEPUTATION: ............................................................................................................... 17
46. TERMINATION OF SERVICE: ........................................................................................................................ 17
47. REVERSION TO A LOWER POST: ............................................................................................................... 18
48. RETIREMENT FROM SERVICE: ................................................................................................................... 18
49. LAST DATE FOR PAY PURPOSE: ................................................................................................................ 18
50. EMPLOYEE BEING UNFIT FOR SERVICE:................................................................................................. 19
51. EMPLOYMENT AFTER RETIREMENT:........................................................................................................ 19
52. PRIVATE EMPLOYMENT:............................................................................................................................... 19
53. PAY:..................................................................................................................................................................... 19
54. PAY DURING TRAINING COURSES: ........................................................................................................... 20
55. REWARDS, INCENTIVES AND RECOGNITION CERTIFICATES: .......................................................... 20
56. ALLOWANCES: ................................................................................................................................................. 20
57. PROFESSIONAL AND QUALIFICATION ALLOWANCE:........................................................................... 20
58. PERSONAL STAFF ALLOWANCE: ............................................................................................................... 20
59. MEDICAL ALLOWANCE: ................................................................................................................................. 20
60. HOUSE RENT ALLOWANCE: ........................................................................................................................ 20
61. UTILITY ALLOWANCE: .................................................................................................................................... 20
62. TRAVELLING AND DAILY ALLOWANCE ENTITLEMENT: ....................................................................... 20
63. ADDITIONAL CHARGE ALLOWANCE:......................................................................................................... 20
64. ACTING OR CURRENT CHARGE ALLOWANCE: ...................................................................................... 21
65. ANNUAL INCREMENT:.................................................................................................................................... 21
66. SUBSISTENCE GRANT: ................................................................................................................................. 21
67. PERFORMANCE APPRAISAL REPORT:..................................................................................................... 21
68. RECORD OF SERVICE AND APPRAISAL REPORT: ................................................................................ 21
69. LEAVE:................................................................................................................................................................ 21
70. PROVIDENT FUND, BENEVOLENT FUND AND GROUP INSURANCE:............................................... 21
71. FINANCIAL AND OTHER ENTITLEMENTS FOR FAMILY OF A DECEASED EMPLOYEE: ............... 22
72. RESERVATION OF QUOTA FOR APPOINTMENT OF CHILDREN OF RETIRING EMPLOYEES ON
SUPERANNUATION AND INVALIDATION: ................................................................................................. 23
Chapter II...................................................................................................................................................................... 24
MEDICAL ATTENDANCE AND TREATMENT...................................................................................................... 24
73. DEFINITION: ...................................................................................................................................................... 24
74. TREATMENT OF EMPLOYEES: .................................................................................................................... 24
75. OUTDOOR TREATMENT OF SERVING AND RETIRED EMPLOYEES:................................................ 25
76. REIMBURSEMENT AMOUNT TO AN EMPLOYEE: ................................................................................... 25
77. ENTITLEMENT FOR RETIRED EMPLOYEES: ........................................................................................... 25
78. ENTITLEMENT OF WARD AND ROOM IN CASE OF INDOOR TREATMENT: .................................... 25
79. CONSTITUTION OF MEDICAL BOARD: ...................................................................................................... 26
80. TREATMENT OF AN EMPLOYEE WHILE BEING OUT OF STATION: ................................................... 26
81. TREATMENT WHILE ON FOREIGN TRAINING: ........................................................................................ 26
82. ANNUAL MEDICAL EXAMINATION OF EMPLOYEES: ............................................................................. 26
83. MEDICAL CERTIFICATION: ........................................................................................................................... 27
Chapter III..................................................................................................................................................................... 28
LEAVE .......................................................................................................................................................................... 28
84. RIGHT TO LEAVE:............................................................................................................................................ 28
85. AUTHORITY EMPOWERED TO SANCTION LEAVE: ................................................................................ 28
86. LEAVE APPLICATION, ITS SANCTION, ETC:............................................................................................. 28
87. COMMENCEMENT AND TERMINATION OF LEAVE: ............................................................................... 28
88. WHEN LEAVE EARNED: ................................................................................................................................. 28
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89. LEAVE ON FULL PAY: ..................................................................................................................................... 29

90. LEAVE TO BE APPLIED, ETC., IN TERMS OF DAYS:............................................................................... 29
91. CARRY FORWARD OF EXISTING LEAVE: ................................................................................................. 29
92. EXTRAORDINARY LEAVE (LEAVE WITHOUT PAY): ............................................................................... 29
93. STUDY LEAVE: ................................................................................................................................................. 29
94. CASUAL LEAVE:............................................................................................................................................... 29
95. SPECIAL LEAVE: .............................................................................................................................................. 30
96. MATERNITY LEAVE:........................................................................................................................................ 30
97. DISABILITY LEAVE: ......................................................................................................................................... 30
98. QUARANTINE LEAVE:..................................................................................................................................... 30
99. LEAVE EX-PAKISTAN: .................................................................................................................................... 31
100. LEAVE PREPARATORY TO RETIREMENT: ............................................................................................... 31
101. POWER TO REFUSE LEAVE PREPARATORY TO RETIREMENT, ETC: ............................................. 31
102. ENCASHMENT OF REFUSED LEAVE: ........................................................................................................ 31
103. PROCEDURE FOR ENCASHMENT OF LEAVE PREPARATORY TO RETIREMENT:........................ 31
104. IN-SERVICE DEATH, ETC: ............................................................................................................................. 32
105. REASONS NEED NOT BE SPECIFIED, ETC: ............................................................................................. 32
106. RECALL FROM LEAVE: .................................................................................................................................. 32
107. OVERSTAY AFTER SANCTIONED LEAVE: ................................................................................................ 32
108. COMBINATION OF LEAVE: ............................................................................................................................ 32
109. EMPLOYEE ON LEAVE NOT TO JOIN DUTY WITHOUT PERMISSION BEFORE ITS EXPIRY: ...... 32
110. LEAVE DUE MAY BE GRANTED ON ABOLITION OF POST: .................................................................. 33
111. MANNER OF HANDING-OVER CHARGE WHEN PROCEEDING ON LEAVE EX- PAKISTAN: ........ 33
112. ASSUMPTION OF CHARGE ON RETURN FROM LEAVE: ...................................................................... 33
113. HUMAN RESOURCE DIRECTORATE TO MAINTAIN LEAVE ACCOUNT:............................................ 33
114. LEAVE TO LAPSE WHEN EMPLOYEE AVAIL GOLDEN HANDSHAKE SCHEME: ............................. 33
115. PAY DURING LEAVE: ...................................................................................................................................... 33
Chapter IV .................................................................................................................................................................... 34
GENERAL PROVISIONS .......................................................................................................................................... 34
116. LIABILITY OF THE EMPLOYEE TO SERVE ANYWHERE: ....................................................................... 34
117. TRANSFERS: .................................................................................................................................................... 34
118. CHANGE OF ADDRESS:................................................................................................................................. 34
119. ABSENCE FROM DUTY: ................................................................................................................................. 34
120. WORKING HOURS:.......................................................................................................................................... 34
121. ATTENDANCE AND LATE COMING:............................................................................................................ 35
122. SERVICE AND FAMILY CARD AND PERMITS: .......................................................................................... 35
123. APPEAL: ............................................................................................................................................................. 35
124. CODE OF CONDUCT: ..................................................................................................................................... 35
125. COMPLIANCE OF SAFETY PROCEDURES: .............................................................................................. 35
126. UNIFORM AND LIVERIES SERVICE: ........................................................................................................... 35
127. DELEGATION OF POWERS: ......................................................................................................................... 35
128. RESIGNATION: ................................................................................................................................................. 35
129. COMMENCEMENT OF SERVICE: ................................................................................................................ 36
130. POWER TO AMEND REGULATIONS AND SCHEDULES: ....................................................................... 36
131. REMOVAL OF DIFFICULTIES: ....................................................................................................................... 36
132. APPLICATION OF FEDERAL GOVERNMENT REGULATIONS: ............................................................. 36
133. POWER TO RELAX THESE REGULATIONS: ............................................................................................. 37
SCHEDULE - I ............................................................................................................................................................. 38
METHOD OF APPOINTMENT .............................................................................................................. 38
SCHEDULE-II .............................................................................................................................................................. 40
FORM OF MEDICAL CERTIFICATE..................................................................................................... 40
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SCHEDULE-III ............................................................................................................................................................. 41
PANEL HOSPITAL ................................................................................................................................ 41
SCHEDULE-IV............................................................................................................................................................. 41
FORM OF MEDICAL CERTIFICATE ..................................................................................................... 42
SCHEDULE-V.............................................................................................................................................................. 43
FORM OF FITNESS CERTIFICATE ..................................................................................................... 43
SCHEDULE-VI............................................................................................................................................................. 44
CONDITIONS FOR GRANT OF STUDY LEAVE .................................................................................. 44
ORDER ......................................................................................................................................................................... 46
Civil Aviation Authority Efficiency and Discipline Regulations, 2014 ............................................ 47
1. SHORT TITLE, COMMENCEMENT, EXTENT AND APPLICATION: ....................................................... 47
2. DEFINITIONS: ................................................................................................................................................... 47
3. INTERPRETATION: .......................................................................................................................................... 48
4. AUTHORITY TO IMPOSE MINOR PENALTY: ............................................................................................. 48
5. AUTHORITY TO IMPOSE MAJOR PENALTY: ............................................................................................ 48
6. GROUNDS FOR INITIATION OF DISCIPLINARY PROCEEDINGS:........................................................ 48
7. PENALTIES:....................................................................................................................................................... 49
8. PROCEDURES FOR CONVICTED EMPLOYEE UNDER ANY OTHER LAW: ...................................... 50
9. ACTIONS TO BE TAKEN BEFORE INITIATION OF INQUIRY:................................................................. 50
10. INQUIRY PROCEDURE: ................................................................................................................................. 51
11. PROCEDURE TO BE OBSERVED BY THE INQUIRY OFFICER OR INQUIRY COMMITTEE: .......... 52
12. POWERS OF THE INQUIRY OFFICER OR INQUIRY COMMITTEE:...................................................... 53
13. REGULATION 9, 10 NOT TO APPLY IN CERTAIN CASES: ..................................................................... 53
14. REVISION:.......................................................................................................................................................... 53
15. ACTION IN RESPECT OF EMPLOYEES REQUIRED TO PROCEED ON LEAVE OR SUSPENDED:........ 54
16. PROCEDURE OF INQUIRY AGAINST PERSON ON DEPUTATION TO THE AUTHORITY: ............. 54
17. PENDING PROCEEDINGS TO CONTINUE:................................................................................................ 54
18. INDEMNITY:....................................................................................................................................................... 54
19. POWER TO ISSUE ORDERS AND INSTRUCTIONS:................................................................................ 54
21. APPLICATION OF FEDERAL GOVERNMENT REGULATIONS: ............................................................. 54
22. RELAXATION OF REGULATIONS: ............................................................................................................... 54
23. APPLICATION OF EFFICIENCY AND DISCIPLINE ORDERS:................................................................. 55
SCHEDULE-I ............................................................................................................................................................... 57
SCHEDULE-II .............................................................................................................................................................. 58
SHOW CAUSE NOTICE ........................................................................................................................ 58
Schedule-III.................................................................................................................................................................. 59
SPECIMEN – INQUIRY PROCEEDINGS ............................................................................................. 59
Civil Aviation Authority Employees Appeal Regulations-2014 ........................................................ 62
2. DEFINITIONS: ................................................................................................................................................... 62
Chapter I....................................................................................................................................................................... 63
RIGHT OF APPEAL ................................................................................................................................................... 63
3. APPEAL AGAINST AN ORDER IMPOSING PENALTY:............................................................................. 63
4. APPEAL AGAINST AN ORDER OTHER THAN AN ORDER IMPOSING A PENALTY: ........................ 63
Chapter II...................................................................................................................................................................... 64
PROCEDURE TO FILE AN APPEAL ...................................................................................................................... 64
5. MEMORANDUM OF APPEAL: ....................................................................................................................... 64
6. PROCEDURE FOR SUBMISSION AND CONTENTS OF APPEAL: ........................................................ 64
Chapter III..................................................................................................................................................................... 65
APPELLATE AUTHORITY........................................................................................................................................ 65
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7. PROCEDURE FOR APPELLATE AUTHORITY: .......................................................................................... 65

8. TO GIVE EFFECT TO AN ORDER OF APPEAL: ........................................................................................ 65
9. WITHHOLDING OF APPEAL: ......................................................................................................................... 65
10. TRANSMISSION OF APPEAL: ....................................................................................................................... 66
Chapter IV .................................................................................................................................................................... 67
RIGHT OF REPRESENTATION AND PROCEDURE........................................................................................... 67
11. RIGHT TO FILE A REPRESENTATION: ....................................................................................................... 67
12. AUTHORIZED OFFICER TO DECIDE REPRESENTATION: .................................................................... 67
13. SECOND REPRESENTATION: ...................................................................................................................... 67
14. EXISTING APPEALS AND REPRESENTATIONS: ..................................................................................... 67
15. APPEARANCE OF COUNSEL: ...................................................................................................................... 67
16. INDEMNITY:....................................................................................................................................................... 67
Schedule - I ............................................................................................................................................ 68
Schedule -II ............................................................................................................................................ 69
Civil Aviation Authority (Code of Conduct) Regulations, 2014 ........................................................ 70
Part I …………………………………………………………………………………………………………………70
PRELIMINARY PROVISIONS .................................................................................................................................. 70
2. DEFINITIONS: ................................................................................................................................................... 70
3. INTERPRETATION: .......................................................................................................................................... 71
Part II ............................................................................................................................................................................. 71
STANDARD OF CONDUCT...................................................................................................................................... 72
4. GENERAL CONDUCT OF EMPLOYEES: .................................................................................................... 72
5. ACCEPTANCE OF GIFTS AND REWARDS: ............................................................................................... 73
6. ACCEPTANCE OF FOREIGN AWARDS: ..................................................................................................... 73
7. ABUSE OF AUTHORITY: ................................................................................................................................ 73
8. LIVING BEYOND MEANS: .............................................................................................................................. 74
9. ILLEGAL GRATIFICATION OR BRIBE: ......................................................................................................... 74
10. PUBLIC MEETINGS AND GATHERINGS:.................................................................................................... 74
11. PRIVATE LENDING AND BORROWING: ..................................................................................................... 74
12. SALE AND PURCHASE OF PROPERTY: .................................................................................................... 74
13. BAR ON DOING BUSINESS, OCCUPATION OR TRADE: ........................................................................ 74
14. INFLUENCING THE AUTHORITY:................................................................................................................. 75
15. USE OF POLITICAL OR OTHER INFLUENCE ETC: .................................................................................. 75
16. EXPRESSING OF VIEWS: .............................................................................................................................. 75
17. EXPRESSING VIEWS IN MEDIA: .................................................................................................................. 75
18. PUBLICATION OF RESEARCH PAPERS, NEWSPAPER ARTICLES, REPORTS: .............................. 75
19. DECLARABLE INTEREST:.............................................................................................................................. 76
20. ANNUAL DECLARATION OF "DECLARABLE INTERESTS": ................................................................... 76
21. CRIMINAL PROCEEDINGS OR CONVICTION: .......................................................................................... 76
Part III ............................................................................................................................................................................ 77
STANDARD OF DILIGENCE .................................................................................................................................... 77
22. STANDARD OF DILIGENCES: ....................................................................................................................... 77
23. DISCLOSURE OF INFORMATION: ............................................................................................................... 77
24. CONFLICT OF INTEREST: ............................................................................................................................. 77
25. WITHDRAWAL OR SEIZURE OF PROFESSIONAL LICENSE:................................................................ 77
26. IMPROPER OR UNAUTHORIZED USE OF PROPERTY OR EQUIPMENT: ......................................... 78
27. ABSENT WITHOUT LEAVE: ........................................................................................................................... 78
28. PUNCTUALITY IN ATTENDANCE: ................................................................................................................ 78
Part IV ........................................................................................................................................................................... 78
STANDARD OF ETHICS ........................................................................................................................................... 79
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29. STANDARDS OF ETHICS: .............................................................................................................................. 79

30. REPORTING OF FRAUD, THEFT AND ILLEGAL ACTIVITY: ................................................................... 79
31. ACCEPTANCE OF HOSPITALITY: ................................................................................................................ 79
32. PRODUCTION OF EVIDENCE: ...................................................................................................................... 79
33. INTIMATION OF COURT PROCEEDINGS: ................................................................................................. 80
34. TAKING PART IN POLITICAL ACTIVITIES: ................................................................................................. 80
Part V ............................................................................................................................................................................ 80
35. VIOLATIONS OF THE CODE:......................................................................................................................... 81
36. DECLARATION OF FIDELITY: ....................................................................................................................... 81
37. POWER TO ISSUE ORDERS AND INSTRUCTIONS:................................................................................ 81
39. POWER TO AMEND REGULATIONS: .......................................................................................................... 81
40. UNDERTAKING:................................................................................................................................................ 81
SCHEDULE-I ......................................................................................................................................... 82
DECLARATION OF SALE/DISPOSAL OF PROPERTY ....................................................................... 82
SCHEDULE-II ........................................................................................................................................ 83
INTIMATION OF COURT PROCEEDINGS ........................................................................................... 83
SCHEDULE-III ....................................................................................................................................... 84
DECLARATION OF FIDELITY............................................................................................................... 84
SCHEDULE-IV ....................................................................................................................................... 85
UNDERTAKING ..................................................................................................................................... 85
Civil Aviation Authority Employees Pay and Pension Regulations, 2014 ...................................... 86
1. SHORT TITLE, APPLICATION AND COMMENCEMENT: ......................................................................... 86
PART – I (PAY) ...................................................................................................................................... 87
Chapter I....................................................................................................................................................................... 87
2. DEFINITIONS: ................................................................................................................................................... 87
Chapter II...................................................................................................................................................................... 89
GENERAL CONDITIONS OF PAY .......................................................................................................................... 89
3. ENTITLEMENT OF AN EMPLOYEE FOR SERVICE PAY: ........................................................................ 89
4. COMMENCEMENT OF PAY: .......................................................................................................................... 89
5. FIXATION OF PAY:........................................................................................................................................... 89
6. FIXATION OF PAY OF EXISTING EMPLOYEE:.......................................................................................... 90
7. FIXATION OF PAY ON PROMOTION: .......................................................................................................... 90
8. ALLOWANCE ON ACTING OR CURRENT CHARGE:............................................................................... 90
9. ALLOWANCE ON ADDITIONAL CHARGE:.................................................................................................. 90
10. ADMISSIBILITY OF PAY DURING TRAINING / COURSE: ........................................................................ 90
11. PAY OF TEMPORARY POST:........................................................................................................................ 90
12. CONDITIONS FOR FIXATION OF PAY OF TEMPORARY POST:........................................................... 91
13. REVISION OF THE EXISTING PAY SCALES: ............................................................................................. 91
14. PRESUMPTIVE PAY OF THE POST:............................................................................................................ 92
15. ABSORPTION OF PERSONAL PAY: ............................................................................................................ 92
Chapter III..................................................................................................................................................................... 92
ALLOWANCES AND INCREMENT......................................................................................................................... 93
16. ENTITLEMENT OF ALLOWANCES:.............................................................................................................. 93
17. APPLICATION OF ANNUAL INCREMENT: .................................................................................................. 93
18. DATE OF NEXT INCREMENT IN THE REVISED PAY SCALE: ............................................................... 93
19. WITHHOLDING THE INCREMENT:............................................................................................................... 93
20. SERVICE WHICH COUNTS FOR INCREMENT:......................................................................................... 94
21. TIME SCALE OF PAY: ..................................................................................................................................... 94
22. MERGER OF AD-HOC AND DEARNESS ALLOWANCES: ...................................................................... 94
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Chapter IV .................................................................................................................................................................... 94
23. ESTABLISHMENT OF PAY AND PENSION COMMITTEE:....................................................................... 95
24. POWER TO CONSTITUTE SUB- COMMITTEE: ......................................................................................... 95
25. DELEGATION OF POWERS: ......................................................................................................................... 95
THE FIRST SCHEDULE........................................................................................................................ 95
THE SECOND SCHEDULE................................................................................................................... 97
PART – II (PENSION) ............................................................................................................................................... 101
Chapter I..................................................................................................................................................................... 101
26. DEFINITIONS: ................................................................................................................................................. 101
Chapter II.................................................................................................................................................................... 102
GENERAL CONDITIONS ........................................................................................................................................ 102
27. EMPLOYEE PENSION FUND:...................................................................................................................... 102
28. CLAIMS FOR PENSION OR FAMILY PENSION: ...................................................................................... 102
29. LIMITATION ON NUMBER OF PENSIONS: ............................................................................................... 102
30. PENSION SUBJECT TO FUTURE GOOD CONDUCT: ........................................................................... 102
31. RIGHT OF AUTHORITY TO WITHHOLD OR WITHDRAW PENSION: ................................................. 103
32. PRIVATE EMPLOYMENT AFTER RETIREMENT:.................................................................................... 104
33. EMPLOYMENT AFTER RETIREMENT OUTSIDE PAKISTAN: .............................................................. 105
Chapter III................................................................................................................................................................... 105
QUALIFYING SERVICE........................................................................................................................................... 106
34. COMMENCEMENT OF QUALIFYING SERVICE: ..................................................................................... 106
35. COUNTING OF SERVICE AS ON PROBATION: ...................................................................................... 106
36. COUNTING OF PERIODS SPENT ON LEAVE:......................................................................................... 106
37. COUNTING OF PERIODS SPENT ON TRAINING:................................................................................... 106
38. COUNTING OF PERIODS OF SUSPENSION: .......................................................................................... 106
39. FORFEITURE OF SERVICE ON DISMISSAL OR REMOVAL: ............................................................... 106
40. COUNTING OF PAST SERVICE ON REINSTATEMENT: ....................................................................... 106
41. FORFEITURE OF SERVICE ON RESIGNATION:..................................................................................... 107
42. EFFECT OF INTERRUPTION IN SERVICE: .............................................................................................. 107
43. CONDONATION OF INTERRUPTION IN SERVICE: ................................................................................ 107
44. CONDONATION OF DEFICIENCY IN SERVICE:...................................................................................... 107
45. PERIOD OF DEPUTATION FROM THE AUTHORITY: ............................................................................ 108
Chapter IV .................................................................................................................................................................. 109
EMOLUMENTS ......................................................................................................................................................... 109
46. CALCULATION OF EMOLUMENTS: ........................................................................................................... 109
Chapter V ................................................................................................................................................................... 110
CLASSIFICATION OF PENSION & ITS GOVERNING CONDITIONS ............................................................ 110
47. SUPERANNUATION PENSION: .................................................................................................................. 110
48. RETIRING PENSION:..................................................................................................................................... 110
49. INVALID PENSION: ........................................................................................................................................ 110
50. COMPENSATION PENSION: ....................................................................................................................... 110
51. COMPULSORY RETIREMENT PENSION: ................................................................................................ 110
52. COMPASSIONATE ALLOWANCE:.............................................................................................................. 111
Chapter VI .................................................................................................................................................................. 111
AMOUNT OF PENSION........................................................................................................................................... 112
53. RETIREMENT ON COMPLETION OF QUALIFYING SERVICE: ............................................................ 112
54. AMOUNT OF PENSION:................................................................................................................................ 112
55. EXTRAORDINARY PENSION IN CASE OF INJURY OR DEATH DURING EXECUTION OF DUTY: ........113
56. PENSION FOR INJURY OR DEATH IN COURSE OR CONSEQUENCE OF DUTY: ......................... 113
57. MINIMUM LIMIT OF INVALID PENSION:.................................................................................................... 113
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58. GRATUITY: ...................................................................................................................................................... 113

59. PROCEDURE TO NOMINATE PERSON[S] TO RECEIVE GRATUITY:................................................ 114
60. PERSONS TO WHOM GRATUITY IS PAYABLE: ..................................................................................... 115
61. DEBARRING A PERSON FROM RECEIVING GRATUITY:..................................................................... 115
62. LAPSE OF GRATUITY: .................................................................................................................................. 115
63. FAMILY PENSION: ......................................................................................................................................... 115
64. ENTITLEMENT OF FAMILY PENSION IN CASE OF COMMISSION OF AN OFFENCE: .................. 117
Chapter VII ................................................................................................................................................................. 117
PAYMENT PROCEDURES FOR PENSION ........................................................................................................ 118
65. PROCEDURE FOR GRANT OF PENSION AND GRATUITY: ................................................................ 118
66. PREPARATION OF LIST OF EMPLOYEE DUE FOR RETIREMENT: ................................................... 118
67. PREPARATION OF PENSION PAPERS: ................................................................................................... 118
68. INTIMATION TO DIRECTOR FINANCE REGARDING ANY EVENT HAVING BEARING ON PENSION: .118
69. AUTHORIZATION OF PENSION AND GRATUITY: .................................................................................. 119
70. RECOVERY OF EXCESS PAYMENT: ........................................................................................................ 119
Chapter VIII ................................................................................................................................................................ 119
DUES OF THE AUTHORITY................................................................................................................................... 120
71. RECOVERY AND ADJUSTMENT OF DUES OF THE AUTHORITY:..................................................... 120
72. UN-REALIZED AND UN-ASSESSED DUES OF THE AUTHORITY: ..................................................... 120
Chapter IX .................................................................................................................................................................. 121
PAYMENT OF PENSION AND GRATUITY.......................................................................................................... 121
73. PAYMENT OF PENSION:.............................................................................................................................. 121
Chapter X ................................................................................................................................................................... 122
COMMUTATION OF PENSION.............................................................................................................................. 122
74. ENTITLEMENT OF COMMUTATION: ......................................................................................................... 122
75. APPLICATION FOR COMMUTATION:........................................................................................................ 122
76. BENEFIT TO PENSIONERS: ........................................................................................................................ 123
77. POWER TO RELAX ANY REGULATION:................................................................................................... 123
78. POWER TO AMEND THESE REGULATIONS:.......................................................................................... 123
SCHEDULE-A ..................................................................................................................................... 124
GUIDELINES FOR DETERMINING ATTRIBUTABILITY/AGGRAVATION IN CASES OF CARDIAC
DISEASES .......................................................................................................................................... 126
PART – III ................................................................................................................................................................... 127
Chapter I..................................................................................................................................................................... 127
79. DEFINITIONS: ................................................................................................................................................. 127
80. ADMISSIBILITY OF TRAVELING AND DAILY ALLOWANCE: ................................................................ 127
81. FUNCTIONS OF CONTROLLING AUTHORITY: ....................................................................................... 127
82. SIGNATURE OF CONTROLLING AUTHORITY ON TRAVELING AND DAILY ALLOWANCE BILL:128
83. DUTIES OF CONTROLLING AUTHORITY:................................................................................................ 128
84. JOURNEYS FOR WHICH TRAVELING AND DAILY ALLOWANCE MAY BE DRAWN: ..................... 128
Chapter II.................................................................................................................................................................... 129
TRAVELING ALLOWANCE FOR JOURNEYS ON TOUR ................................................................................ 129
85. TOUR: ............................................................................................................................................................... 129
86. ENTITLEMENT OF EMPLOYEES FOR TRAVELLING AND DAILY ALLOWANCE:............................ 129
87. DISTANCE TO BE TRAVELED BEFORE TRAVELING ALLOWANCE IS ADMISSIBLE: ................... 129
88. DETERMINATION OF GRADE OF EMPLOYEE IN TRANSIT: ............................................................... 129
89. AUTHORITY TO PRESCRIBE TRAVELING AND DAILY ALLOWANCE:.............................................. 129
Chapter III................................................................................................................................................................... 130
MILEAGE ALLOWANCE ........................................................................................................................................ 130
90. DEFINITION AND PRINCIPLES OF CALCULATION:............................................................................... 130
91. RATES FOR CLASSES OF JOURNEYS: ................................................................................................... 130
30/09/2014 ix CSRG-001-HRXX-1.0
92. MILEAGE ALLOWANCE FOR JOURNEYS BY RAIL: .............................................................................. 130

93. MILEAGE ALLOWANCE FOR JOURNEYS BY ROAD:............................................................................ 131
94. AIR TRAVEL: ................................................................................................................................................... 132
95. MILEAGE ALLOWANCE FOR AN EMPLOYEE NOT AUTHORIZED TO TRAVEL BY AIR: .............. 132
Chapter IV .................................................................................................................................................................. 133
DAILY ALLOWANCE............................................................................................................................................... 133
96. DAILY ALLOWANCE: ..................................................................................................................................... 133
97. RATES OF DAILY ALLOWANCE: ................................................................................................................ 133
98. PERIOD FOR WHICH DAILY ALLOWANCE MAY BE DRAWN:............................................................. 133
99. MAXIMUM PERIOD FOR WHICH DAILY ALLOWANCE IS ADMISSIBLE: ........................................... 134
100. FOR THE PURPOSES OF THESE REGULATIONS:................................................................................ 134
Chapter V ................................................................................................................................................................... 135
TRAVELING ALLOWANCE FOR JOURNEYS ON TRANSFER ..................................................................... 135
101. GENERAL CONDITIONS OF ADMISSIBILITY:.......................................................................................... 135
102. ELEMENTS OF THE TRAVELING ALLOWANCE ON TRANSFER: ...................................................... 135
103. MILEAGE ALLOWANCE AND TRANSFER GRANT: ................................................................................ 135
104. PROCEDURAL MATTERS:........................................................................................................................... 137
105. EMPLOYEE TAKING OVER CHARGE OR HANDING OVER CHARGE AT A PLACE OTHER THAN
HIS HEADQUARTERS:.................................................................................................................................. 137
106. TRANSFER OR DEPUTATION FOR TRAINING: ...................................................................................... 137
107. EMPLOYEE APPOINTED TO A NEW POST WHILE IN TRANSIT:........................................................ 137
Chapter VI .................................................................................................................................................................. 138
TRAVELLING ALLOWANCE FOR JOURNEYS OTHER THAN THOSE ON TOUR OR TRANSFER..... 138
108. JOURNEYS ON FIRST APPOINTMENT TO AUTHORITY AND ON RETIREMENT, DISMISSAL ETC:....138
109. JOURNEY ON A COURSE OF TRAINING: ................................................................................................ 138
110. JOURNEY TO GIVE EVIDENCE IN A COURT, TO ATTEND AN INQUIRY OR CONFERENCE, ETC:.....139
111. AN EMPLOYEE SUMMONED TO GIVE EVIDENCE: ............................................................................... 139
112. JOURNEY TO GIVE OR OBTAIN MEDICAL ADVICE: ............................................................................. 139
113. JOURNEYS TO ATTEND CEREMONIAL FUNCTIONS, ETC:................................................................ 140
114. TRAVELLING AND DAILY ALLOWANCE ON FOREIGN TOUR, VISITS ETC: .................................... 140
ORDER ....................................................................................................................................................................... 141
Civil Aviation Authority Internal Job Placement Regulations, 2014 ............................................ 142
1. SHORT TITLE AND COMMENCEMENT: ................................................................................................... 142
2. DEFINITIONS: ................................................................................................................................................. 142
3. PROCEDURE FOR ASSESSING SELECTION REQUIREMENT:.......................................................... 142
4. PROCEDURE OF APPLICATION ETC: ...................................................................................................... 143
5. APPLICATION: ................................................................................................................................................ 143
6. APPLICATION PROCESSING PROCEDURE: .......................................................................................... 143
7. INFORMATION FOR TEST AND INTERVIEW:.......................................................................................... 144
8. INTERVIEW OF THE APPLICANT: .............................................................................................................. 144
9. INTEGRITY ASSESSMENT: ......................................................................................................................... 144
10. DECLARATION OF SUCCESSFUL APPLICANT: ..................................................................................... 145
11. MAINTENANCE OF APPLICANT DATABASE:.......................................................................................... 145
12. NO VESTED RIGHT AND PERIODIC EVALUATION, ETC: .................................................................... 145
13. NO VESTED RIGHT IN CASE OF LESS NUMBER OF POSTS: ............................................................ 145
14. REMEDIES FOR UNSUCCESSFUL APPLICANTS: ................................................................................. 145
15. VALIDATION: ................................................................................................................................................... 146
Civil Aviation Employees (Working Hour) Regulations, 2014 ....................................................................... 147
1. SHORT TITLE, COMMENCEMENT AND EXTENT: ................................................................................. 147
2. DEFINITIONS: ................................................................................................................................................. 147
3. WORKING HOUR: .......................................................................................................................................... 147
30/09/2014 x CSRG-001-HRXX-1.0
4. MAXIMUM WEEKLY WORKING HOURS:.................................................................................................. 147

5. DAILY REST AND DUTY BREAKS: ............................................................................................................. 147
6. LENGTH OF NIGHT DUTY:........................................................................................................................... 148
7. EMPLOYEES TO PERFORM DUTY IN SHIFTS: ...................................................................................... 148
8. DUTY ROASTER: ........................................................................................................................................... 148
9. DUTY REGISTER: .......................................................................................................................................... 148
10. POWER TO AMEND REGULATIONS: ........................................................................................................ 148
11. DELEGATION: ................................................................................................................................................. 148
ORDER ....................................................................................................................................................................... 149
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Civil Aviation Authority Employees

(Appointment, Promotion, Transfer and other Service Terms
and Conditions) Regulations 2014
REG-001-HRXX-1.0 - In exercise of the power conferred by section 27 of the Pakistan Civil Aviation
Authority Ordinance, 1982 (XXX of 1982) read with section 12 of the said Ordinance and in suppression
of the Civil Aviation Authority Service Regulations, 2000 except things done or omitted to be done before
such suppression, the Civil Aviation Authority with the approval of the Board hereby makes the following
regulations governing the appointment, promotion, transfer and other service terms and conditions of its
employees, namely:-
1. SHORT TITLE, EXTENT, APPLICATION AND COMMENCEMENT:

(1) These Regulations will be called as the Civil Aviation Authority Employees (Appointment,
Promotion, Transfer and Other Service Terms and Conditions) Regulations, 2014.
(2) These Regulations shall apply to all employees of the Authority.
(3) For officer on deputation the service shall be subject to conditions agreed between the
Authority and the lending organization.
(4) For contract appointment the service shall be subject to such terms and conditions as
determined by the Authority.
(5) These Regulations shall come into force at once.
2. DEFINITIONS:
(1) Unless there is anything repugnant in the subject or context;
a. “Appointment” includes all appointments whether by recruitment, selection,

promotion and transfer otherwise than by deputation or contract made in accordance
with the prescribed procedure;
b. “Authority” means the Authority constituted under Section 3 of the Ordinance;
c. “Board” means the Board established under Section 7 of the Ordinance;
d. “Cadre” means a part of an Establishment declared by the Authority which may
include one or more posts in different pay groups at different levels, the incumbents of
which are eligible for promotion by seniority and / or selection, as the case may be,
when vacancies of higher posts occur in the same part of the Establishment.
e. “Cadre seniority” means the relative position of an employee in the cadre to which he
belongs;
f. “Common seniority” means the relative position of an employee amongst all the
employees of the same pay group under the common seniority list;
g. “Consultant” means an individual, organization, firm, body, etc. whether incorporated
or not, engaged for rendering services on terms and conditions governed by a
contract;
h. “Contract employee” means a person, engaged for rendering service for a specified
period on terms and conditions governed by a contract;
i. “Competent Authority” means the appointing authority duly designated by the
Authority;
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j. “Common seniority list” in relation to any pay group means the seniority list of
employees of that pay group serving in all cadres;
k. “CAA Pay Group” means the pay group applicable on employees of the Authority;
l. “Duty” means functions performed by an employee on a post whether temporary or
permanent and includes.-
i. service as a probationer; or
ii. period of joining time; or
iii. period of authorized training; or
iv. period spent on official visit/ tour; or
v. period spent on duly authorized leave; or
vi. any kind of work to be declared as duty by the Competent Authority.
m. “Director General” means the Director General of the Authority;

n. “Employee” means any person appointed by the competent authority;
o. “Establishment” means overall strength of posts in all cadres as sanctioned by the
Authority from time to time;
p. “Family” means spouse[s] of the employee, his parents and children;
q. “Form” means the Forms appended to the Schedule;
r. “Gender and Number” in these Regulations means;
i. words importing the masculine gender shall be taken to include the feminine; and
ii. words in singular shall include the plural and the words in plural shall include the
singular.
s. “Government” means the Federal Government;
t. “Initial appointment or recruitment” means appointment made other than by
promotion, transfer or deputation;
u. “Interpretation committee” means committee headed by Director General including
Director Human Resource, Director Legal as its members and/ or such other member[s]
as prescribed by the Authority;
v. “Leave” means the absence from duty with the approval of the leave sanctioning authority;
w. “Ordinance” means the Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982);
x. “Officer on deputation” means an officer whose services have been borrowed from the
Federal Government, a Provincial Government, agency, department, organization etc.;
y. “Post” means a vacancy /position created in the cadre within the approved
establishment of the Authority;
z. “Posting” means the movement of an employee from one post or office to another post
or office in pursuance of a posting order issued by a competent authority;
aa. “Permanent post” means a post sanctioned by the Authority without prescribed time
limit;
bb. “Probation” means any period of employment before confirmation in the service of the
Authority or on a post, in case of promotion;
cc. “Probationer” means an employee appointed by the Authority who has not been
confirmed;
dd. “Promotion” means appointment of an employee to a higher pay group in the service or
cadre to which he belongs;
ee. “Prescribed” means prescribed under these Regulations;
ff. “Regular employee” means a permanent employee who has been confirmed after
completing the probation period successfully;
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gg. “Schedule” means the Schedule prescribed under these Regulations;

hh. “Service” means service rendered by an employee in the Authority;
ii. “Selection Board” means Boards constituted by the Authority for the purpose of
appointment, promotion or transfer;
jj. “Temporary employee” means an employee who has been appointed against a
temporary post sanction for a specific period or appointed on temporary basis against a
permanent post;
kk. “Temporary post” means a post other than a permanent post;
ll. “Transfer” means permanent posting / appointment of an employee subject to the laid
down criteria and tenability prescribed by the Authority.
(2) The words and expressions used in these Regulations but defined in the Ordinance or the
rules and regulations for the time being in force shall have the same meaning respectively
assigned to them in the Ordinance or the rules and regulations as the case may be.
3. INTERPRETATION:
Wherever a clarification is required, the interpretation committee shall be the final authority for the
interpretation of these Regulations and for all supplementary instructions and orders issued in
connection with these Regulations.
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30/09/2015 CSRG-001-HRXX-1.0
Chapter I
TERMS AND CONDITIONS OF SERVICES

4. SERVICE CONDITIONS:
(1) Service terms and conditions of every employee shall be governed by these Regulations.
(2) All employees in service, before commencement of these regulations, shall be deemed to
have been appointed under these regulations and service render by them shall be counted
for purpose of service benefits.
5. CLASSIFICATION OF SERVICE:
(1) The service shall be classified into operational and general cadres.
(2) Each cadre shall comprise posts for staff or/and officers.
6. CLASSIFICATION OF POSTS:
(1) All posts of Authority shall be classified into Groups in accordance with the Table given
below.-
Group CAA Designation/ Post Length of

Pay Service
Group
Support SG-01 Junior Staff 8 years
Staff SG-02 Staff 8 years
SG-03 Senior Staff 8 years
SG-04 Head Staff 8 years
Technical & SG-05 Assistant Grade II 5 years
Administration SG-06 Assistant Grade I 5 years
Staff SG-07 Supervisor Grade II 5 years
SG-08 Supervisor Grade I 5 years
SG-09 Superintendent Grade II 5 years
SG-10 Superintendent Grade I 5 years
SG-11 Senior Superintendent
EG-01 Assistant Director Grade I 4 years
Executive /ATCO Grade II
EG-02 Senior Assistant Director 3 years
Grade I /ATCO Grade I
EG-03 Deputy Director/ SATCO 4 years
Grade II
EG-04 Senior Deputy Director/ 3 years
SATCO Grade I
EG-05 Joint Director / CATCO 4 years
Grade II
EG-06 Senior Joint Director/ 3 years
CATCO Grade I
EG-07 Additional Director/ 4 years
PATCO Grade II
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Group CAA Designation/ Post Length of

Pay Service
Group
EG-08 Senior Additional Director 3 years
/ PATCO Grade I
EG-09 Director /EATCO 4 years
EG-10 Assistant Director General
-- * Deputy Director General --

-- * Director General --
(2) Provided that the criterion of classification under clause (1) shall be applicable to all
operational or general posts.
(3) The Authority may, from time to time, create or abolish such number of posts as it may deem
necessary for its functions under the Ordinance.
(4) The Authority may also, from time to time, revise its establishment subject to the strength of
employees necessary for its functions under the Ordinance.
(5) Director General shall be the Executive Head of the organization appointed by Federal
Government.
(6) *The Pay Groups of Director General and Deputy Director General may be determined by
the Competent Authority
7. COMPETENT AUTHORITY:
(1) The authorities competent to make appointment by recruitment, selection, promotion and
transfer to the various posts in the revised pay group shall be as follows:-
TABLE-I
Sr. No. Revised CAA Pay Competent Authority

Group
1. EG-09 and above Chairman of the Board
2. EG-01 to EG-08 Director General
3. SG-01 to SG-11 Director Human Resource
(2) All existing pay groups and posts have been revised with immediate effect.
(3) Subject to completion of prescribed length of service in their respective pay groups, on the
commencement of these Regulations all regular employees shall be deemed to be in revised
CAA Pay Groups with immediate effect, as provided in Table – II.
TABLE - II
Sr. No Existing Pay Revised CAA Length of

Group Pay Group Service
1. PG-01 SG-01 8 years
SG-03 8 years
SG-06 5 years
SG-08 5 years
SG-09 5 years
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Sr. No Existing Pay Revised CAA Length of

Group Pay Group Service
SG-11
7. PG-07 EG-01 4 years
EG-02 3 years
EG-04 3 years
EG-06 3 years
10. PG-10 EG-07 4 years
EG-08 3 years
11. PG-11 EG-09 4 years
12. ------- EG-10
(4) The existing designations of posts shall also be revised as specified in Regulation 6.
(5) Notwithstanding the above the Authority may use any other nomenclature for designations
assigned to its employees under these Regulations.
8. REGULAR APPOINTMENT IN SERVICE:

(1) The Authority shall make appointments in its service by;
(a) Recruitment;
(b) Selection;
(c) Promotion; or
(d) Transfer.
(2) The method of appointment and other conditions have been prescribed in the Schedule I.
(3) The Authority may amend or modify the Schedule from time to time subject to the
requirements of the post.
(4) Provided that such amendment(s) or modification(s) shall be made to improve and further
strengthen the prescribed conditions under Schedule I.
9. PROCEDURE FOR ASSESSING RECRUITMENT REQUIREMENT:

(1) The Human Resource Directorate, in consultation with the concerned Directorate shall carry
out an assessment for recruitment against the posts falling vacant in induction pay groups
due to.-
(a) retirement; or
(b) death; or
(c) promotion; or
(d) voluntary retirement; or
(e) removal or dismissal from service; or
(f) compulsory retirement; or
(g) selection under internal job placement regulations; or
(h) upon creation of new post[s] by the Authority; or
(2) Notwithstanding anything contained in clause (1), any Directorate may also send to the
Human Resource Directorate its recruitment requirement with a reasonable justification.
30/09/2014 6 CSRG-001-HRXX-1.0
(3) In case the Human Resource Directorate is of the opinion that recruitment under clause (1)
and (2) is necessary to or ancillary to operational functions of the Authority shall initiate the
process immediately with the approval of the Competent Authority.
(4) The Human Resource Directorate shall carry out a periodic assessment for recruitment
either on its own or in consultation with the concerned Directorate.
(5) The Human Resource Directorate on being satisfied after the assessment under above
clauses that requirement exists, shall initiate the recruitment process with the approval of the
Competent Authority.
10. INITIATION OF RECRUITMENT PROCESS:

(1) The Human Resource Directorate shall initiate the process of recruitment through
advertisement in newspapers having nationwide circulation.
(2) The advertisement shall clearly include.-
(a) the required eligibility criteria for such appointment;

(b) the terms and conditions of acceptance and rejection of application;
(c) the requirement to verify degree/certificate through respective educational or technical
institute or university as the case may be;
(d) the deadline for submission of application; or/ and
(e) any other details as prescribed by the Authority.
11. APPLICATIONS:
(1) All applications received on or before the prescribed or extended date, if any, shall be
entered in the record in chronological order by the Human Resource Directorate.
(2) In case of more than one post the Human Resource Directorate shall maintain separate
record of each post subject to the condition under clause (1).
(3) The Human Resource Directorate shall facilitate the online submission of applications.
Provided that the interested candidate may submit his application on the electronic – form or
through courier or postal service.
(4) All candidates shall be allowed to amend or add any information that has been submitted
online before the application submission deadline.
(5) All applications shall be subject to a screening process as prescribed by the Authority, from
time to time. After screening process, test and assessment of shortlisted candidates shall be
conducted by the Human Resource Directorate or/and any consultant employed for such
purpose.
(6) The test results compiled by the Human Resource Directorate shall remain confidential.
12. INTERVIEW:
(1) The Human Resource Directorate shall issue formal letters for calling candidates for
interview who have qualified the test.
(2) Interview under clause (1) shall be processed by the Human Resource Directorate on the
prescribed date and venue.
(3) The panel for conducting interviews shall be constituted by the Human Resource Directorate
with the approval of the Competent Authority subject to the nature of the advertised post.
(4) The panel shall conduct interviews and prepare a merit list[s] of candidates who are eligible
for recruitment subject to conditions of advertised post[s].
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13. CANDIDATES TO BE RECOMMENDED:

(1) The Director Human Resource shall forward the merit list of eligible candidates to the
concerned Selection Board as prescribed under these Regulations.
(2) The concerned Selection Board shall evaluate the merit list, test and interview results,
screening report, along with the proof of qualification, experience, age, etc. that shall be the
primary consideration for recommendation.
(3) The Selection Board based on its evaluation under clause (2) shall recommend the most
suitable candidates, for appointment, to the Competent Authority.
(4) Provided that the Selection Board after evaluation under clause (2) may change the order of
merit list as proposed by the panel upon considering that.-
(a) Proof of qualification, experience, age, etc. are insufficient or incorrect;

(b) Non satisfactory certificate of character and antecedents;
(c) Record or documents of candidate are based on misrepresentation; or
(d) After re-verification of any degree or certificate if found to be or forged.
(5) If the re-verification under clause (4) (d) is causing delay, the Selection Board may forward
its recommendations to the Competent Authority.
(6) If the Competent Authority decides to appoint a candidate whose re-verification is pending,
such appointment shall remain subject to the outcome of the verification report.
(7) The merit list shall be arranged in the order of merit and in case of candidates of equal merit
their names shall be arranged in the order of seniority in age.
14. CONSTITUTION OF SELECTION BOARD:

(1) The Authority shall constitute such Selection Boards for recruitment, promotion and transfer
as prescribed below:
Table: I (Selection Board for EG-10)

Sr. No. Selection Board Constitution of Board
for EG-10
1. Secretary Aviation / Chairman CAA Board Chairman
2. Director General Member
3. Deputy Director General Member
4. Director Human Resource Secretary
Table: II (Selection Board for EG-09)

for EG-09
1. Director General Chairman
3. Director Human Resource Member
4. Concerned Additional Director (HR) Secretary
Table: III (Selection Board for EG -07& EG-08)

for EG-07& EG-08
1. Director General Chairman
4. Director Concerned Member
5. Concerned Additional Director (HR) Secretary
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Table: IV (Selection Board for EG -01 to EG-06)

for EG-01 to EG-06
1. Deputy Director General Chairman
3. Director Concerned Member
4. Concerned Additional Director (HR) Member / Secretary
Table: V (Selection Board for SG-01 to SG-11)

for SG-01 to SG-11
1. Director Human Resource Chairman
2. Additional Director Concerned Member
3. Concerned Additional Director (HR) Member
4. Concerned Deputy Director (HR) Secretary
(2) In case of recruitment, selection, promotion and transfer the Selection Board shall follow all
concerned orders and instructions that are not inconsistent with these Regulations.
(3) The recommendations of the Selection Board shall be binding, unless the Competent
Authority has compelling reasons to reject the recommendations of the Selection Board, he
may revise the order of merit list for reasons to be recorded in writing.
15. APPOINTMENT IN OTHER THAN SERVICE GROUPS SPECIFIED FOR

DIRECT RECRUITMENT:
The regular appointment in all service groups except SG-01, SG-05 and EG-01 shall be made only
by promotion and transfer subject to the recommendations of the concerned Selection Board.
16. DIRECT RECRUITMENTS IN SG-01, SG-05, EG-01:

(1) Direct Recruitments shall only be made in SG-01, SG-05 and EG-01 subject to the
provisions of these Regulations.
(2) In case of recruitments for SG-01 posts, the vacancies shall be preferably filled on local basis.
17. CONDITIONS OF RECRUITMENT OR INITIAL APPOINTMENTS:

(1) All recruitments on posts shall be subject to the conditions prescribed by the authority as per
Schedule-I.
(2) Provided that as and when necessary the Authority may amend or modify the Schedule –I but such
amendment or modification shall be made to enhance the prescribed criteria for recruitment.
(3) In case of recruitments or appointment post-qualification experience shall be taken into
consideration.
(4) No person other than a citizen of Pakistan shall be eligible for appointment in the Authority.
Provided that this restriction may be relaxed where the person holds dual nationality or holds a
Pakistan origin card subject to the law for the time being in force subject to the nature of service.
(5) No person who intends to or has married a foreign national shall be eligible for appointment in the
Authority. Provided that the Authority may, relax such restriction subject to the nature of service.
(6) A person who intends to be recruited in the service must possess good physical and mental
health. Provided that physical incapacitation must not be of a nature that may affect or
interfere with the discharge of his duty.
(7) At the time of initial appointment a person shall furnish.-
i. a medical certificate of fitness in the form as prescribed in Schedule II;
ii. if married, a marriage certificate indicating that his spouse is not a foreign national;
iii. an undertaking as prescribed by the Authority;
iv. character certificate;
30/09/2014 9 CSRG-001-HRXX-1.0
v. declaration of assets;
vi. undertaking, declaration, bond, affidavit, etc. as prescribed under other regulations for
the time being in force; and
vii. any other information required under any special or general order of the Authority.
(8) Provided that every person to be recruited or appointed shall be medically examined, by the
Authorized Medical Officer, to determine his physical/ mental fitness required for such post, if
found to be medically unfit, shall not be appointed.
(9) A person at the time of initial appointment must declare his date of birth and produce evidence
thereof e.g. matriculation certificate or secondary school certificate or birth certificate of the
concerned Union Council/ Municipal Administration of the concerned Local Government or in
case PATA and FATA the authorized entity under any law for the time being in force. In the
absence of prescribed proof of age such evidence which is acceptable to the Authority. If a
person is unable to produce evidence of his age for reasons beyond his control, he shall state his
age and make a declaration on the “Affidavit” that the age stated by him is correct. Case of such
a person shall be referred to the prescribed Medical Board for opinion.
(10) The opinion of the Medical Board on the age shall be final and binding on such person.
(11) The date of birth recorded by the Authority at the time of initial appointment shall not be
altered except in case of a clerical error.
(12) No person who is less than 18 years of age shall be recruited in service of the Authority.
(13) All vacant posts shall be filled on All-Pakistan basis in accordance with the merit. Provided
that Provincial or regional quota as prescribed by the Federal Government, from time to time,
shall be filled subject to production of original certificate of domicile.
(14) No person shall be eligible for initial appointment unless he produces certificate of character from
the head of the academic institution last attended and letter of recommendation from two
respectable persons, not his relations, who are well acquainted with his character and antecedents.
(15) Notwithstanding anything contained above, recruitment shall remain subject to screening and
verification of character and antecedents of the person to be appointed to the satisfaction of
the Competent Authority.
18. AD-HOC AND TEMPORARY APPOINTMENTS:

(1) In cases where the Competent Authority is of the opinion that it is necessary in the interests
of the Authority to immediately fill a post falling vacant, may fill the post on ad-hoc basis after
forwarding the requisition to the prescribed Selection Board through Human Resource
Directorate, for a period not exceeding six months.
(2) The Competent Authority shall make all ad-hoc appointments subject to the conditions
prescribed below.-
i. The person to be appointed is duly qualified in accordance with the prescribed criteria
under the regulations and orders for the time being in force;
ii. The appointment shall be made as per the prescribed procedure on merit determined by
the objective criteria;
iii. The appointment order/ letter certifies that a requisition has been forwarded to the
prescribed Selection Board through Human Resource Directorate; and
iv. The appointment to be made subject to termination or revision.
(3) Provided further that ad-hoc appointment shall not confer any right on the person so
appointed in the matter of regular appointment to the same post or service count towards
seniority in the pay group.
19. TEMPORARY OR SHORT-TERM, POSTS:

(1) The Authority subject to discharge of its functions may create temporary post[s] for a
duration not exceeding 12 months.
(2) In case where the Authority decided that a temporary post may continue for a duration
exceeding 12 months it shall pass specific order as to the date of abolition of such post.
30/09/2014 10 CSRG-001-HRXX-1.0
(3) Such temporary post[s] shall be filled by the Competent Authority for a specified period
according to the conditions prescribed under clause (2) of Regulation 18.
(4) The Authority shall advertise all such posts in newspapers of nationwide circulation.
(5) The Authority shall have the power to revoke or terminate the service of any person[s] so
appointed against such temporary post[s].
20. CONDITIONS FOR APPOINTMENTS ON TEMPORARY POST:

(1) Financial resources required for temporary post[s] shall be approved by the Authority prior to
any appointment made on such post.
(2) The salary package for such post shall include pay and benefits as prescribed by the
Authority.
(3) All appointments shall remain subject to minimum educational qualification, experience as
prescribed in Schedule-I or the advertised eligibility criteria.
(4) Such appointments will be made for a short period not exceeding 12 months or such
duration as determined by the Authority at the time of creation of post.
(5) Provided that the Authority may abolish any such post before 12 months or expiry of an
extended duration.
(6) An appointed person or employee on a post abolished under clause (5) shall have no lien
against such post for any financial benefit of any remaining period or count towards seniority
as the case maybe.
(7) Provided that in case an employee of the Authority is appointed on a temporary post he shall
have no lien against his substantive post/pay group after a period of 12 months.
(8) In case a temporary post is abolished before 12 months period the said employee shall
revert to his post against which he holds a lien.
21. CONTRACT APPOINTMENT:

(1) Subject to upper age limit criteria of the Federal Government, the contractual appointment
shall be made in accordance with the procedure prescribed by the Authority from time to
time.
(2) The terms and conditions for appointment on contract shall be determined by the Authority
on case to case basis, save in accordance with any other regulations of the Authority for the
time being in force.
22. APPOINTMENT OF CONSULTANTS:

(1) The Authority may appoint Consultants, as and when necessary, for discharge of its functions.
(2) The service of the consultant[s] shall be subject to the terms and conditions of their
respective contract save in accordance with any other regulations of the Authority for the
23. PROBATION:
(1) Subject to the terms and conditions of service all employees, on appointment to any post by
recruitment, promotion and transfer or selection under the Internal Job Placement
Regulation, 2014, shall be deemed to be on probation for a period of one year. Provided that
such period may be extended at the discretion of the Competent Authority for a period not
exceeding one year.
(2) The period of probation may be curtailed by the Competent Authority. Provided that such
curtailment shall not be more than two months, subject to reasonable and sufficient grounds
in writing as it considers necessary.
(3) On the successful completion of the probation period, the Competent Authority shall, by
specific order, terminate the probation and declare him to be eligible and fit for confirmation
subject to any pending re-verification of degree, certificate, etc. as the case may be.
30/09/2014 11 CSRG-001-HRXX-1.0
(4) In absence of an order under clause (3) of this Regulation the period of probation shall
deemed to be extended for another period of one year.
(5) In case of unsuccessful completion of the probation period of initial appointment, the
Competent Authority shall not extend such period.
(6) If an employee fails to show satisfactory progress during the initial or the extended period of
probation in case of:-
(a) recruitment/ initial appointment he shall be discharged from the service; and
(b) promotion and transfer or selection, be reverted to the service or post from which he was
promoted or transferred or selected against which he holds a lien.
24. CONFIRMATION:
(1) An employee appointed on probation shall on satisfactory completion of his probation, be
eligible for confirmation on a post as may be prescribed.
(2) An employee on promotion shall be eligible to be confirmed after rendering satisfactory
service for a prescribed period.
(3) There shall be no confirmation of an employee appointed against any temporary post or
vacancy.
(4) An employee, who during the period of his service was eligible to be confirmed but retires
from service before being confirmed shall not, merely by reasons of such retirement, be
refused confirmation or any benefit accruing there from.
(5) Confirmation of an employee shall take effect from the date of occurrence of permanent post in
the Authority or from the date on which employee was due for confirmation whichever is later.
25. SENIORITY:
(1) For proper administration of service, the Human Resource Directorate shall cause and
maintain common seniority list[s] of all employees. Provided that such list shall be in addition
to separate seniority list maintained for each service cadre.
(2) Provided that nothing herein contained shall be construed as to confer any vested right to a
particular seniority in such cadre or pay group as the case may be.
(3) Provided that seniority of an employee shall be subject to the length of continuous service in
his respective service cadre and any sanctioned leave at the credit of the employee during
such period shall not constitute a break in continuity of service.
(4) Provided further that for the purpose of existing incumbents the inter-se seniority shall
remain unchanged on the commencement of these Regulations.
26. SENIORITY ON INITIAL APPOINTMENT:

(1) All employees initially appointed on the recommendations of the prescribed Selection Board
through an earlier recruitment process shall be senior to those who shall be appointed
subsequently.
(2) In case two or more employees are being recommended by the Selection Board, their inter
se seniority shall be determined in order of merit assigned by the Selection Board.
(3) Provided that inter se seniority of the employees on training, as recommended by the
Selection Board, shall remain subject to successful completion of training course from CATI
or any other accredited institute.
(4) In case one employee, is being recommended by the Selection Board, his seniority shall be
calculated from-
i. the date of recommendation by the Selection Board, if he was already appointed on the
same post on ad hoc basis; or
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ii. the date of his appointment order if he was not already holding the same post.
(5) In case of reserved percentage of posts for direct recruitment and selection through internal
job placement, the seniority of directly recruited candidates viz-a-viz employees appointed
through internal job placement shall be based in accordance with the final merit list.
27. SENIORITY ON PROMOTION:

(1) Seniority in service cadre or pay group to which an employee is promoted shall take effect
from the date of regular appointment to a post in such pay group.
(2) Provided that an employee promoted to higher pay group on an earlier date shall be senior
to those promoted on a later date.
(3) Provided that employees promoted to higher pay group in one batch shall, on their promotion
to the higher pay group, retain their inter se seniority of the lower pay group.
(4) Provided that employees eligible for promotion who were deferred while their juniors were
promoted to the higher pay group shall, on promotion, take their seniority with the original batch.
28. SENIORITY ON APPOINTMENT BY TRANSFER:

(1) Seniority in a service cadre or pay group to which an employee is appointed by transfer shall
take effect from the date of regular appointment in the service cadre or pay group to which
he is being transferred or as prescribed by the Authority.
(2) Provided that all employees belonging to the same service cadre or pay group selected for
appointment by transfer to a service cadre or pay group in one batch shall, on their
appointment, take inter se seniority in the order of their date of regular appointment in their
previous service cadre or pay group.
(3) Provided that all employees belonging to different cadres selected for appointment by
transfer in a new cadre or when one cadre has been merged into another cadre shall take
their inter se seniority in accordance with the common seniority list maintained in the Human
Resource Directorate.
29. SENIORITY ON APPOINTMENT BY SELECTION:

(1) Seniority of service cadre or pay group of an employee who is appointed by selection shall
be determined in order of merit assigned by the Selection Board in case of more than one
employee.
(2) Provided that all existing employees of the same service cadre or pay group shall be senior
to those who are appointed in such service cadre and pay group by selection process under
Internal Job Placement.
30. INTER SE SENIORITY OF EMPLOYEES APPOINTED IN THE SAME

CALENDAR YEAR:
(1) Employees appointed by promotion, transfer, or initial appointment shall take seniority from
that date of their regular appointment.
(2) Provided that the provisions of these regulations shall not in any manner affect or impair the
rights of the existing incumbents.
31. PROMOTION:
(1) Subject to minimum prescribed qualification and experience, promotions shall be made on
posts reserved for such purpose.
(2) A post referred in clause (1) may either be a selection post or a non-selection post to which
promotions shall be made as prescribed below;
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i. In the case of a selection post, on the basis of selection on merit and suitability; and
ii. In the case of a non-selection post, on the basis of seniority-cum- fitness:
Explanation: Posts in EG-07 & above are selection posts and posts in EG-06 & below are non-
selection posts.
32. PROMOTION PROCEDURES:

(1) All promotions to higher pay groups in service shall be made by the Competent Authority on
the recommendations of the prescribed Selection Boards.
(2) The Selection Boards shall consider cases of employees eligible for promotion at least once
in a year.
(3) The employee eligibility for promotion shall be subject to requirements such as.-
i. prescribed minimum continuous length of service for promotion in next higher pay group;
ii. prescribed qualification, experience, trainings and courses as the case may be;
iii. Performance Appraisal Reports (PAR) for minimum continuous length of service required
for promotion in next higher pay group;
iv. promotions to be made first and selection/ recruitment shall be made later in order;
v. promotions on technical and operational posts shall be within their own line of
specialization or service cadre. The criteria for promotion in their case[s] shall always
remain the technical qualifications and experience e.g. valid ratings criteria, etc. as
prescribed by the Authority from time to time.
vi. provided that promotion of an employee on post outside his service cadre may be done
only on tenable selection post[s] prescribed by the Authority.
33. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN

SG-11 AND BELOW:
(1) For the purpose placement of case, for promotion on seniority cum fitness in prescribed posts in
SG-11 and below, before the prescribed Selection Board following condition shall apply;
(a) an employee to have been completed the prescribed length of service on posts in the
same pay group and must possess the prescribed qualifications and experience for
higher pay group; and
(b) performance of such employee meets the criteria as prescribed by the Authority from
time to time and;
(c) has not been involved in any disciplinary case.
(2) Provided that promotion shall be subject to availability of vacancy[s] / post[s] in the service
cadre of such employee.

EG-01 TO EG-06:
(1) For the purpose of placement of cases, for promotion on seniority cum fitness in prescribed posts
in EG-01 to EG-06, before the prescribed Selection Board following condition shall apply;
(a) an employee to have been completed prescribed years of service on post[s] in his
existing pay group and possess the prescribed qualifications and experience required for
promotion in the next higher pay group.
time to time and;
(c) has not been involved in any disciplinary case.
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EG-07 & ABOVE:
(1) For the purpose of placement of cases, for promotion in selection posts in EG-07 & above,
before the prescribed Selection Board following condition shall apply;
(a) an employee to have been completed prescribed years of service on post[s] in his
existing pay group and possess the prescribed qualifications and experience required for
promotion in the next higher pay group.
time to time and;
(c) promotions against selection posts shall be made on the basis of merit and suitability,
seniority plays its part only when other things are equal.
(d) has not been involved in any disciplinary case.
36. PROMOTION OF EMPLOYEE ON DEPUTATION:

(1) An employee of EG-01 and above, on deputation to the Federal/ Provincial Government,
institution, foreign government, international agency or private organization abroad will be
considered for promotion only on return of his services to the Authority after earning
specified number of Performance Appraisal Report[s] and any other condition as specified.
(2) The authorized officer shall give intimation to the employee on deputation with an option to
return to the Authority before his case is considered for promotion in accordance with the
seniority list, if such employee fails to return he will not be considered for promotion.
37. PROMOTION OF EMPLOYEE ON LEAVE:

An employee on leave who meets the condition of qualified length of service and other specified
conditions necessary for placement his case for promotion shall be considered by the concerned
Selection Board.
38. PROMOTION TO BE DEFERRED:

The promotion of an employee shall be deferred due to reasons including:-
(a) Non- submission of the Performance Appraisal Report by an employee to the concerned
officer[s]; or
(b) Non- submission of the Performance Appraisal Report by the concerned officer; or
(c) In case the prescribed Selection Board considers the record to be incomplete in any manner
whatsoever; or
(d) In case of pendency of a criminal case, involving moral turpitude, etc.; or
(e) In case of pendency of disciplinary proceedings; or
(f) In case employee’s inter se seniority is subjudice.
39. SUPERSEDED EMPLOYEES:
(1) An employee, who has been superseded by the Selection Board, shall be re-considered for
promotion, after earning such number of Performance Appraisal Report[s] as prescribed by
the Authority.
(2) An employee who is superseded shall be re-considered for promotion only thrice.
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40. EFFECTIVE DATE OF PROMOTION OF AN EMPLOYEE:

(1) The Competent Authority shall approve the promotion of an employee from the date, on
which the recommendation for promotion was made by the prescribed Selection Board.
(2) Notwithstanding anything contained above, the employee who dies or superannuates after the
recommendation of the prescribed Selection Board shall be eligible for all the retirement benefits
of the promotion post without assumption of the charge of such higher pay group/ post.
41. TRAINING OF EMPLOYEES:

(1) An employee shall be required to undergo such training[s] for such period[s] as may be
specified by the Authority from time to time.
(2) The Authority may require an employee to sign a bond on such terms and conditions as it
may deemed necessary.
42. QUALIFICATION AND EXPERIENCE REQUIREMENT:

(1) The employees, who possess the required qualifications and meet the conditions laid down
for the purpose of promotion and transfer to a post of higher pay group, shall only be
considered by the Selection Board.
(2) No promotion, on regular basis shall be made, unless the employee concerned has
completed such minimum length of service and attended such training[s], as may be
prescribed from time to time.
43. CONDITIONS FOR ACTING CHARGE POST:

(1) When the Authority considers it to be in the public interest, to fill a post reserved for
promotion quota, the Authority may appoint the most suitable employee belonging to the
service cadre concerned on acting charge basis, who is otherwise eligible for promotion.
(2) Provided that in case of a post reserved for recruitment, on the report of prescribed Selection
Board, that no suitable person is available in the advertised category to fill the post and it is
expedient to fill the post, the Authority may appoint, the most suitable employee on additional
charge basis on that post, who is otherwise eligible to hold such charge.
(3) Acting charge appointment shall be made against posts which are likely to fall vacant for a
period of six months or more.
(4) Provided that the duration of such acting charge may by order of the Competent Authority be
extended only for another period of six months.
(5) In case of posts falling vacant for period less than six months only current charge
appointment may be made subject to the orders issued by the Competent Authority from
time to time.
(6) All appointment on acting or current charge, as the case may be, shall be made by the
(7) Acting charge appointment, shall not amount to appointment by promotion on regular basis
or for any other purpose including seniority.
(8) Acting charge appointment shall not confer any right for regular promotion to the post held on
acting charge basis.
44. CONDITIONS FOR ADDITIONAL CHARGE:

(1) If a post falls vacant upon condition other than retirement or promotion and it is expedient to
fill the post, the Authority is of the opinion that no suitable employee of the same service
cadre or pay group is available to fill the post, it may appoint, the most suitable employee of
the same pay group to hold an additional charge.
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(2) The duration of such additional charge shall not be more than six months. Provided subject
to the order issued by the Authority such duration may be extend for period not more than six
months.
(3) Provided that beyond the specified duration or extension, as the case may be, if post remain
vacant it shall stand abolished and the work of such post shall be distributed among the
employees belonging to the same service cadre and pay group.
(4) Provided that such an employee shall be eligible for an additional charge pay as prescribed
by the Authority.
45. CONDITIONS FOR DEPUTATION:

(1) The Authority shall prescribe deputation criteria for its regular employees and officials who
are required to be borrowed from other Federal Government Organizations.
(2) The terms & conditions shall not be less favourable as compared to the entitlement under
these regulations.
(3) The maximum period of deputation shall not exceed five years.
(4) Provided that the post vacated by an employee who has been transferred by deputation shall
be filled in accordance with the procedure as determined by the Authority.
(5) An employee who has been confirmed against a permanent post shall retain his lien while on
deputation and upon return shall be transferred against the same post or any vacant post of
the same pay group subject to tenability criteria.
(6) Provided that such lien shall be terminated upon appointment against a permanent post
outside his service cadre.
46. TERMINATION OF SERVICE:

(1) The service of an employee may be terminated without notice.-
(a) during the initial or extended period of his probation;

(b) on the expiry of period of temporary appointment; or
(c) if the appointment is made on ad-hoc basis it shall be terminated on the appointment of a
person on the recommendation of the Selection Board.
(2) Provided that in case of probation after promotion, an employee will be reverted to the lower
post against which he holds a lien.
(3) Provided that in case, where an employee has been transferred from one service cadre to
another he shall be transferred back to his original cadre.
(4) The Authority may abolish or cause reduction in strength of posts subject to service
exigencies.
(5) Upon abolition of a post or reduction in the number of posts in a service cadre and if an
employee[s] is required to be terminated, the employee[s] whose service has to be
terminated shall ordinarily be the one, who is the most junior in such service cadre or pay
group.
(6) Provided that in case of abolition of permanent post the employee who is otherwise entitled
for retirement or service benefits shall be deemed to be eligible for all such benefits.
(7) Notwithstanding the provisions of sub-clause 1(a), but subject to the provisions of sub-clause
1 (b), the service of a person on temporary or contract appointment shall be liable to
termination on a forty five days’ notice or pay in lieu thereof or according to the terms and
conditions of his contract.
(8) The service shall be terminated if the Authority is satisfied that it is expedient to terminate the
service of an employee [s] on account of;
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i. Prolonged or intermittent absence without permission of the leave sanctioning authority;

or
ii. Loss of confidence in the employee’s professional competence or whose integrity
assessment report is unsatisfactory ; or
iii. Possible threat to the security and the interest of the Authority; or
iv. Non satisfactory report on re-verification of degree, certificate, etc.
(9) Provided that termination in case of sub-clause 8 (i), (iii) and (iv) the Authority reserves its
right to initiate disciplinary action against such employee in accordance with regulations for
the time being in force.
47. REVERSION TO A LOWER POST:

(1) An employee appointed to a higher pay group on ad-hoc, temporary or acting charge basis
shall revert to his lower pay group/ post against which such employee holds a lien, without
notice, by the order of the Competent Authority.
(2) Provided that an employee promoted from a lower pay group/ post to a higher pay group/
post shall be deemed to be on probation for such period as may be prescribed and shall
revert by the orders of the Competent Authority, upon notice after assigning reasons thereof,
at any time during the probation period.
48. RETIREMENT FROM SERVICE:

(1) An employee shall retire from service on attaining the sixtieth year of his age.
(2) An employee may opt to retire on such date after he has completed twenty five years of
qualifying service and shall be entitled for pension and other retirement benefits as
prescribed by the Authority.
(3) Provided that an employee may apply for retirement, with the approval of Director General,
on such date after he has completed twenty years of qualifying service and shall be entitled
to pension and other retirement benefits as prescribed by the Authority.
(4) Provided that on retirement from service, the date on which entitlement to pay, allowances
and other service benefits cease to continue shall be determined by the Authority.
49. LAST DATE FOR PAY PURPOSE:

(1) The last date for pay purpose, in case of pre-mature retirement, resignation, termination,
removal from service or death, shall be the date on which the entitlement to pay, allowances
and other benefits cease to continue as determined below.-
i. in case of resignation, the date shall be either the date of expiration of the notice period
or such other date as the Authority may permit. Such employee shall continue to perform
his duty during the period of notice of resignation or otherwise, except when resignation
takes effect upon completion of any sanctioned leave. Earned leave shall be granted
during the period of notice of resignation as determined by the Authority;
ii. in case of a temporary or contract appointment, the date shall be that specified in the
appointment letter;
iii. in case of termination, the date shall be indicated in the notice of termination;
iv. in case of dismissal or removal, the date shall be the date of the order of dismissal or
removal from service;
v. in case of death, the date shall be the actual date of death or the date on the death
certificate; and
vi. in case of incapacitation while in service, upon the date of decision of the Medical Board
to discharge such employee.
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50. EMPLOYEE BEING UNFIT FOR SERVICE:

(1) If the Authority requires an employee to appear before an Authorized Medical Officer for
examination, if it appears that such employee is suffering from a disease, or incapacitation or
invalidation on account of accident or terrorist attack or law and order situation, which
renders him unfit for the proper and efficient discharge of his duties or service or having
dangerous disease[s] which is communicable and is likely to endanger the health of other
employees.
(2) If the Authorized Medical Officer certifies, that such employee requires a period of absence
from duty for the purpose of his recovery, the Authority may grant him leave, including extra-
ordinary leave, as if the employee had himself applied for such period as recommended by
the Authorized Medical Officer.
(3) If the Authorized Medical Officer after examining the employee certifies that such employee
is permanently incapacitated and is unable to perform his duties, the finding of the
Authorized Medical Officer shall be communicated to the employee immediately.
(4) The employee within fourteen days of receipt of such official intimation may apply to the
Authority for a review of his case by a Medical Board.
(5) The Authority shall immediately constitute a Medical Board the members of such Board shall
not include the Authorized Medical Officer who had issued the certificate in the first instance.
If the reviewing Medical Board certifies that the employee is permanently incapacitated for
further service or the employee fails to apply for review the Authority may require him to
retire or discharge from service, as the case may be.
(6) In case the Medical Board holds that employee is fit for service he shall be reinstated
forthwith and the period of his absence will be treated as duty.
51. EMPLOYMENT AFTER RETIREMENT:

A retired employee shall not ordinarily be re-employed unless such re-employment is necessary in
the public interest and subject to the prevalent policy of the Authority.
52. PRIVATE EMPLOYMENT:

(1) An employee may seek any private employment during leave preparatory to retirement or
after retirement from service.
(2) Provided that, where employment is sought while on leave preparatory to retirement, he shall
obtain prior approval of the Authority.
53. PAY:
(1) Applicable pay group[s] in the Authority may be revised from time to time.
(2) An employee shall on first appointment to a pay group in a time scale draw the minimum of
that pay group and admissible allowance[s] if any unless the Competent Authority for
reasons to be recorded, fixes his initial pay at a stage in that pay group.
(3) Subject to the regulations for the time being in force an employee shall begin to draw the pay
& admissible allowances attached to his post with effect from the date when he obtains
necessary medical fitness certificate and assumed duties and shall cease to draw as soon
as he ceases to hold such post.
(4) The pay groups prescribed under these Regulations shall be applicable to all employees of
the Authority from the commencement of these Regulations.
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54. PAY DURING TRAINING COURSES:

(1) An employee shall be deemed to be on duty during an authorized course of training or
instructions in Pakistan or abroad and shall be entitled to draw the pay and admissible
allowances attached to the pay group.
(2) Provided that employee on training or instructions course abroad shall only be entitled to
draw pay and allowances in Pak rupees in addition to any travelling and daily allowance as
prescribed for foreign training.
55. REWARDS, INCENTIVES AND RECOGNITION CERTIFICATES:

The Authority may prescribe any scheme for rewards, incentives, etc. for its employees in
recognition of their extra-ordinary service record or performance.
56. ALLOWANCES:
All eligible employees shall be entitled to such compensatory and prescribed allowances at such
rates as may be determined by the Authority from time to time.
57. PROFESSIONAL AND QUALIFICATION ALLOWANCE:

All eligible employees shall be entitled for professional and qualification allowance at such rates as
may be determined by the Authority from time to time.
58. PERSONAL STAFF ALLOWANCE:

All eligible employees shall be entitled for personal staff allowance at such rates as may be
determined by the Authority from time to time.
59. MEDICAL ALLOWANCE:

All eligible employees shall be entitled to receive medical allowance as prescribed by the Authority
from time to time.
60. HOUSE RENT ALLOWANCE:

All eligible employees shall be entitled to receive house rent allowance at such rates as may be
determined by the Authority from time to time.
61. UTILITY ALLOWANCE:

All eligible employees shall be entitled to receive utility allowance at such rate as the Authority may
determine from time to time.
62. TRAVELLING AND DAILY ALLOWANCE ENTITLEMENT:

All eligible employees shall be entitled to such travelling and daily allowance as determined by the
Authority from time to time.
63. ADDITIONAL CHARGE ALLOWANCE:

An employee who holds an additional charge of an equivalent pay group post, for a period not less
than 30 days shall be entitled to an additional charge allowance equivalent to 20% of the basic pay
provided that it shall not exceed 20% of the mid-stage of the pay scale attached to the pay group.
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64. ACTING OR CURRENT CHARGE ALLOWANCE:

An employee who holds an acting or current charge of a higher post, for a period not less than 30
days shall be entitled to acting or current charge allowance equivalent to 20% of the basic pay
provided that it shall not exceed 20% of the mid-stage of the pay scale attached to the pay group.
65. ANNUAL INCREMENT:

The annual increment will accrue on 1st December and shall be prescribed under the regulations
for the time being in force.
66. SUBSISTENCE GRANT:

An employee, who has been placed under suspension in accordance with provisions of efficiency
and discipline regulations, shall be entitled to subsistence grant as determined from time to time by
the Authority.
67. PERFORMANCE APPRAISAL REPORT:

(1) All employees shall be responsible to the Authority for the proper discharge of their duties.
(2) The Authority shall assess employees’ performance and conduct in order to ensure
accountability and professional development by performance appraisal reports. Such reports
shall deem to be one of the criteria for promotion of an employee for his career development
and progression in service.
(3) Provided that this Regulation shall not apply to temporary employees unless otherwise
prescribed by the Authority.
68. RECORD OF SERVICE AND APPRAISAL REPORT:

(1) The service record and performance appraisal report of every employee shall be maintained
and recorded in the form and manner as specified by the Authority.
(2) An employee shall not have access to his performance appraisal reports. Provided that such
employee shall be informed of adverse remarks, if any, relating to remedial effect in order to
give him an opportunity to explain his position.
(3) A service book/ record, containing events relating to the service including a leave account, shall be
maintained in respect of all employees in such form and manner as specified by the Authority.
(4) The identification marks of the employee shall be given in the service book/record and a
passport size photograph and finger prints of both hands of the employee shall be affixed in
the service book/record.
(5) All entries in the service book/record shall be initialed by, the Human Resource Directorate.
69. LEAVE:
An employee while in service shall be entitled to leave in accordance with Chapter III of these
Regulations.
70. PROVIDENT FUND, BENEVOLENT FUND AND GROUP INSURANCE:

All employees and their families shall be entitled to benefits of the general provident, benevolent
and/ or group insurance as prescribed by the Authority from time to time.
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71. FINANCIAL AND OTHER ENTITLEMENTS FOR FAMILY OF A DECEASED

EMPLOYEE:
Upon death of an employee while performing his duty, family of such deceased employee shall
have following financial and other entitlements.-
Sr. Item Death while performing Security In-service

N duty(gallantry service) related/ law death
o and order
. death while
in service
1. Lump sum grant As prescribed by the As prescribed As prescribed
Authority from time to time by the by the
shall be more than security Authority from Authority from
related grant time to time time to time
2. Death due to 100% pension to the

reasons not spouse or eldest son till the
attributed to youngest child attains the
employees own age of 21 years.
fault
3. Accommodation Retention of Authority

accommodation or payment
of rent for hired house till
the age of superannuation
in case of security related
death and in all other cases
for 05 years.
4. Employment Employment on five years
contract without
advertisement.
5. Education Free education to all

children up to the age of 21
years.
6. Health Free health facilities to

widow, dependent parents
for life and children up to
age of 21 years in CAA
authorized hospitals.
7. House Building / In case of advance against

car Advance salaries sanctioned by the
Authority, the unpaid
balance amount shall be
waived.
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72. RESERVATION OF QUOTA FOR APPOINTMENT OF CHILDREN OF RETIRING

EMPLOYEES ON SUPERANNUATION AND INVALIDATION:
(1) A quota of 5% of initial recruitment in induction levels of Staff Groups shall be reserved for
appointment of one of the child of a retiring employee on superannuation or invalidation as
the case may be;
(2) The quota under clause (1) shall subject to the conditions including;
i. availability of vacancy;
ii. waiting list maintained by the Authority showing the name, designation and date of
retirement or invalidation of the employee. The merit shall be determined from the date
of retirement or invalidation of the employee;
iii. that child possesses qualification prescribed for the post;
iv. in case, the date of retirement/invalidation of two employees is the same, the child of the
employee older in age shall be considered first for appointment;
v. under age child of the said employee on waiting list shall be considered for appointment
after he attains the age prescribed for the posts.
(3) In case the reserved quota under clause (1) has not been utilized due to non fulfillment of
minimum prescribed criteria, such quota shall be opened for direct recruitment on merit.
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Chapter II
MEDICAL ATTENDANCE AND TREATMENT
73. DEFINITION:
For the purpose of this Chapter unless there is anything repugnant in the subject or context;
a. “Authorized medical attendant" means a registered Authorized Medical Officer or medical
practitioner of any government hospital or panel hospital including military hospitals
approved by the Authority from time to time;
b. “Medical Attendance” means an attendance in a hospital including all types of clinical
procedures and tests for the purposes of diagnosis or treatment as considered necessary by
the Authorized Medical Officer including consultation with a Specialist[s] as recommended by
the Authorized Medical Officer and further treatment as advised by the Specialist[s];
c. “Patient” means an employee, whether serving or retired and his family who is entitled and
requires medical treatment;
d. “Family” of an employee includes his spouse, dependent parents and children up to age of
21 years (including step children) but the age limit shall not be applicable in case of un-
married daughter[s];
e. “Residing with” shall not be so construed as to exclude any member of the family of an
employee wholly dependent upon him and not actually residing with him at place of his
appointment or duty station or the spouse of an employee temporarily residing elsewhere;
f. “Indoor treatment” means the treatment of patient in Authority’s health facility or consulting
room or panel hospital;
g. “Authorized Medical Officer” includes the Chief Medical Officer, Senior Medical Officer and
Medical Officer of the Authority ;
h. “Panel hospital” means a hospital approved by the Authority for treatment of its employees
whether serving or retired as prescribed under Schedule -III;
i. “Treatment” includes indoor and outdoor treatment related to the use of all medical and
surgical facilities available at the health facility or the consulting room of the Authorized
Medical Officer or panel hospitals and includes:
i) the application of such pathological, bacteriological, radiological and other methods as
are considered necessary;
ii) the supply of such medicines, vaccines, sera or other therapeutic substances as are
essential for the recovery or for the prevention of serious deterioration in the condition of
the patient;
iii) such nursing care as is ordinarily provided to indoor-patients;
iv) the specialist consultation pursuant to sub clause (ii) above;
v) shifting of the patient for treatment or examination from residence to a hospital or from
one hospital to another hospital in an ambulance of the Authority or hospital;
vi) dental treatment.
74. TREATMENT OF EMPLOYEES:

(1) All serving and retired employees and their families shall be allowed for medical treatment
subject to their entitlement as determined by the Authority from time to time.
(2) Provided that treatment shall not include dentures, gold fillings, artificial teeth, plastic surgery for
cosmetic reasons, contact lenses, braces or as determined by the Authority from time to time.
(3) All employees shall be entitled to free-of-charge medical attendance.
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(4) If the Authorized Medical Officer is of the opinion that the case of a patient is of a serious or
special nature so as to require medical attendance of a specialist person other than himself,
he may with the approval of senior medical officer present, send the patient to the nearest
specialist or a panel hospital, by whom, in his opinion, medical treatment is required.
75. OUTDOOR TREATMENT OF SERVING AND RETIRED EMPLOYEES:

The procedure for outdoor treatment of serving and retired employees and their families shall be in
accordance with the instructions issued by the Authority from time to time.
76. REIMBURSEMENT AMOUNT TO AN EMPLOYEE:
(1) The Authority shall reimburse the amount to an employee incurred on;
i) treatment in non-panel hospital as per entitlement; or
ii) treatment by a non- panel specialist as per entitlement.
(2) Reimbursement claims under clause (1) shall be subject to prior approval of the Authorized
Medial Officer and production of original prescriptions and receipts duly verified by the
Authorized Medical Officer except in case of medical emergencies and accidents.
(3) Notwithstanding anything contained above, no treatment shall be allowed except with prior
production of valid service card of self or/and family, as the case may be.
(4) The Authority shall pay diet cost of the entitled patient directly to the panel hospital while
indoor treatment. If an employee incurs such expense he shall be entitled for per day
medical diet allowance as the Authority may direct from time to time.
(5) Upon production of necessary proof of purchase of medicine for prolonged illness the
employee may request the Authority to reimburse cost incurred in excess of any amount
beyond three months admissible medical allowance. Provided that from the next month the
Authority may discontinue his medical allowance and reimburse the total cost of medicine.
77. ENTITLEMENT FOR RETIRED EMPLOYEES:

(1) A retired employee and his family shall have treatment entitlement as applicable to serving
employees of the same pay group.
(2) Provided that cost of medicines if incurred while admitted in the hospital shall be reimbursed
subject to the production of original prescription and receipt duly verified by the Authorized
Medical Officer.
(3) Notwithstanding anything contained above, no medical attendance shall be allowed except
with prior production of valid retirement card of self or/and family entitlement card, as the
case may be.
(4) The Authority shall pay diet cost of the entitled patient directly to the panel hospital while
indoor treatment. If an employee incurs such cost he shall be entitled to an amount
equivalent to per day medical diet allowance as the Authority may direct from time to time.
78. ENTITLEMENT OF WARD AND ROOM IN CASE OF INDOOR TREATMENT:

(1) The serving and retired employees and their family shall have the accommodation
entitlement subject to their respective basic pay groups as provided in the Table given below:
Sr. Pay Group (PG) Group Entitlement of

No. accommodation
1. SG -01 to SG- 04 Support Staff General Ward
2. SG-05- to SG-11 Technical and Administration Staff Semi Private Room
3. EG-01-to EG- 04 Executive Private Room
4. EG-05 to EG -06 Executive Deluxe Room
5. EG-07 and above Executive VIP Room
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(2) The above entitlement shall be applicable if the Medical Attendant is of the opinion that
patient requires indoor treatment and care.
(3) Notwithstanding anything contained above if the condition of an employee or his family
member is serious and he is or has been retained in intensive care unit, the entitlement
period shall commence when the Medical Attendant is of the opinion that it is safe to shift the
patient to a room or a ward, as the case may be.
79. CONSTITUTION OF MEDICAL BOARD:

(1) The Authority may constitute a Medical Board[s] as and when necessary, in such manner as
it may deem appropriate. Such board may include;
(a) Senior / Additional Director Medical Services/his nominee as its President;

(b) Specialist concerned as its Member;
(c) Additional Director HR /his nominee as its Member;
(d) Representative of Head of the Unit as its Member; etc.
80. TREATMENT OF AN EMPLOYEE WHILE BEING OUT OF STATION:

(1) When an employee falls sick while on out station duty or leave where an Authorized Medical
Officer is available, he will immediately report to him for treatment.
(2) If condition referred in clause (1) is not complied for any valid reason, he may receive
treatment from any Authorized Medical Attendant but shall inform in writing the concerned
Airport Manager/Head of Unit within two days of its occurrence.
(3) In case the illness prolongs beyond two days the employee shall report to the nearest panel
hospital and inform the Airport Manager/Head of Unit concerned in writing.
(4) In case of non-availability of a panel hospital the employee shall forward all the medical
documents to the Authorized Medical Officer under intimation to his concerned unit for
further instructions. The opinion of Authorized Medical Officer shall have precedence over
the medical advice given by the panel hospital.
81. TREATMENT WHILE ON FOREIGN TRAINING:

(1) Employees on authorized foreign training shall be provided with coverage of health
insurance plan of the recipient foreign organization. No re-imbursement for medical
treatment obtained abroad in such cases shall, therefore, be admissible.
(2) In case the recipient foreign organization has no health insurance scheme for foreign trainee,
the Authority at its own expense shall arrange a suitable health insurance plan for the period
of stay during training abroad.
(3) If an employee falls sick while on sanctioned training or duty abroad without coverage of
health insurance, he may opt for medical treatment at his own cost. The cost of treatment
shall be reimbursed to such employee if his claim is approved through the Authorized
Medical Officer upon production of all relevant supporting documents duly authenticated by
Pakistan Embassy/Mission abroad. In all such cases the employee shall inform the
Authorized Medical Officer of the HQ at first available opportunity about the nature of
sickness and treatment received for such illness, unless this condition is waived off by the
Competent Authority for valid reasons.
(4) The Authority may also arrange treatment abroad on the advice of Authorized Medical
Officer in accordance with the prescribed procedure for major operative treatment and/or
other special cases for which adequate treatment within the country may not be available.
82. ANNUAL MEDICAL EXAMINATION OF EMPLOYEES:

(1) All employees shall be medically examined annually by Authorized Medical Officer to
ascertain their physical fitness for retention in service at the cost of Authority.
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(2) An employee may be called upon any time, to appear before a Medical Board duly
constituted, for examination of his continued physical fitness to perform duty.
(3) The employee will not perform any duty if so ordered after a date has been set for his
medical examination by Authorized Medical Officer and until he has been declared fit by the
Medical Board.
(4) The period of absence from duty shall be treated as leave on medical grounds. The
expenses incurred for such examination will be paid by the Authority.
83. MEDICAL CERTIFICATION:

The Authorized Medical Officer or the Medical Board shall issue such medical certificate[s] as
prescribed under these Regulations or under Schedule IV.
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Chapter III
LEAVE
84. RIGHT TO LEAVE:
(1) Leave cannot be claimed as a matter of right and the leave sanctioning authority may refuse
or revoke leave of any kind.
Explanation: “leave sanctioning authority” means officer authorized to sanction leave of an
employee.
(2) Leave will not be granted to employees under suspension.
85. AUTHORITY EMPOWERED TO SANCTION LEAVE:

(1) All applications for leave or for extension of leave shall be addressed to the leave
sanctioning authority.
(2) Leave may be sanctioned by the authorized officer[s] to whom such powers have been
delegated by the Authority. The Human Resource Directorate shall regulate leave accounts
of all employees.
(3) The Chairman of the Board may sanction leave other than casual leave to the Director General.
The Director General may avail himself casual leave, as prescribed, under his own authority.
86. LEAVE APPLICATION, ITS SANCTION, ETC:

(1) In case where all applications for leave cannot be granted to run simultaneously, the leave
sanctioning authority shall sanction leave after taking into consideration the following
conditions for deciding the priority of the applications.-
(i) how many applicants can for the time being be relieved from duty;
(ii) whether any of the applicant was last recalled compulsorily from leave; and
(iii) whether any of the applicant was required to make adjustment in the timing of their leave
on the last occasion.
(2) Provided that an employee in case of medical leave shall have to submit a medical certificate
of the Authorized Medical Officer for the grant of such leave.
(3) No employee who has been granted leave on medical certificate shall return to duty without
producing a medical fitness certificate as prescribed under Schedule V.
87. COMMENCEMENT AND TERMINATION OF LEAVE:

(1) Leave ordinarily begins from the date on which such leave has been granted and ends on
the day preceding the date on which an employee has been directed to resume his duty.
(2) Saturdays, Sundays, Public holidays and other Gazatted holidays or the vacation may be
prefixed as well as suffixed to any leave, subject to any limit of absence on leave prescribed
under each category of leave.
88. WHEN LEAVE EARNED:

Service rendered by an employee in the Authority qualifies him to earn leave in accordance with
these Regulations.
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89. LEAVE ON FULL PAY:

The maximum period of leave on full pay that the Authority may grant at one time shall not be more
than the following days:-
a) Without medical certificate ____________________________________ 120 days;

b) With medical certificate ____________________________________ 180 days;
c) On medical certificate from leave account in entire service ___________ 365 days.
90. LEAVE TO BE APPLIED, ETC., IN TERMS OF DAYS:

(1) An employee shall be under obligation to apply leave in terms of days.
(2) The authorized officer shall also sanction leave of an employee in terms of days.
91. CARRY FORWARD OF EXISTING LEAVE:

(1) All leave credit in the account of an employee from the date of commencement of these
Regulations, shall be carried forward and be deemed as leave on full pay in accordance with
the following criteria:-
(i) Leave on average pay:
(a) 1 month_______________ 30 days

(b) 1 day _______________ 1 day
(ii) Leave on half average pay:
(a) 1 month_______________ 60 days

(b) 1 day _______________ 2 days
(2) Notwithstanding the effect of numbers of days in one calendar month, each month shall
deem to be of 30 days.
(3) Provided that after commencement of these Regulations the earned leave shall be encashed
as per conditions specified herein.
92. EXTRAORDINARY LEAVE (LEAVE WITHOUT PAY):

(1) The Authority at its discretion may grant extraordinary leave without pay, on grounds
prescribed by the Authority up to a maximum period of three years at one time, to an
employee in continuous service for a period not less than ten years.
(2) An employee who has not completed ten years of continuous service in the Authority,
extraordinary leave without pay for a maximum period of one year may be granted at the
discretion of the Authority.
93. STUDY LEAVE:

(1) The study leave may be granted at the discretion of the Authority up to a maximum period of
three years at one time, to an employee in continuous service for a period not less than ten
years subject to conditions prescribed under Schedule VI.
(2) An employee who has completed more than five years of continuous service in the Authority,
leave without pay for a maximum period of two years may be granted at the discretion of the
Authority.
94. CASUAL LEAVE:

(1) An employee shall not claim casual leave as a matter of right and such leave shall not be
treated as absent from duty.
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(2) Casual leave shall not exceed maximum period of 20 days in a calendar year and in addition
each employee will also be allowed to avail himself of any gazette holiday[s]. However,
casual leave shall not be granted for more than 06 days at any time, except under special
circumstances.
(3) Provided that casual leave shall not be combined with any other kind of leave or joining time
except when granted in continuation or combination of special leave.
(4) No employee may leave his station during casual leave or holidays except with the
permission of the authorized officer.
95. SPECIAL LEAVE:

(1) Special leave shall be granted on full pay, when applied by a female Muslim employee, in
case of death of her husband, for a period not exceeding one hundred and thirty days.
(2) Such leave shall commence from the date of death of her husband and may be sanctioned
on production of the death certificate issued by the concerned authority along with an
application for special leave.
(3) Such certificate may be furnished to the authorized officer within sixty days of the application
under clause (2).
(4) Provided that such leave shall not be debited to her leave account.
96. MATERNITY LEAVE:

(1) Maternity leave shall be granted on full pay, outside the leave account of a female employee
to the extent of ninety days in all from the date of its commencement (as specified in the
application for leave) or forty-five days from the date of her confinement, whichever be
earlier.
(2) The pay during maternity leave shall, remain unaffected except an increment which accrues
during such period shall take effect from the reporting date.
(3) Provided that such leave may not be granted for more than three times in the entire service
of the female employee and for confinement beyond the third one, the female employee shall
apply for leave from her leave account.
(4) Maternity leave may be granted in continuation of or in combination with any other kind of
leave including extraordinary leave as may be due and admissible to a female employee.
97. DISABILITY LEAVE:

Disability leave shall be granted on full pay, outside the leave account up to a maximum of seven
hundred and twenty days on the recommendation of the Medical Board to a regular employee
disabled by injury or accident or terrorist attack etc. while on duty.
98. QUARANTINE LEAVE:

(1) Leave under this regulation shall be deemed as extra leave and where the exigencies of
service are compelling the concerned Directorate or unit may substitute the employee on
such leave by another employee on current charge.
(2) An employee may be granted such leave outside his leave account subject to the
recommendation of the Authorized Medical Officer. Such leave shall be deemed as duty with
full pay and allowances of the post held by him before proceeding on such leave.
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99. LEAVE EX-PAKISTAN:

(1) The leave sanctioning authority may grant or refuse leave ex-Pakistan on full pay to an
employee.
(2) In case the request for leave ex-Pakistan has been accepted the employee shall be entitled
to pay.
(3) The leave pay shall be payable in Pak Rupees.
(4) Provided that ex-Pakistan leave shall not be granted for more than one hundred and twenty
days at a time.
100. LEAVE PREPARATORY TO RETIREMENT:

(1) The maximum period of leave preparatory to retirement shall not be more than three
hundred and sixty-five days.
(2) Such leave shall be on full pay.
(3) An employee prior to superannuation or who opts for voluntary retirement on completion of
25 years of qualifying service shall deemed to be qualified for pension and shall be granted
leave preparatory to retirement equal to entire leave credit in leave account on full pay
subject to condition under clause(1).
101. POWER TO REFUSE LEAVE PREPARATORY TO RETIREMENT, ETC:

(1) Under ordinary circumstances leave preparatory to retirement shall not be refused to the
entitled employees.
(2) All orders refusing leave preparatory to retirement to an employee and recalling employee from
leave preparatory to retirement shall be subject to the decision of the leave sanctioning authority.
102. ENCASHMENT OF REFUSED LEAVE:

(1) Under special circumstances the Authority shall have the power to refuse leave preparatory
to retirement to an employee. Provided that such employee shall be entitled to receive lump-
sum leave pay for the refused period.
(2) The payment of leave pay in lieu of such refused leave may be made to the employee either
in lump-sum at the time of retirement or may, at his option, be drawn by him month-wise for
the period of leave so refused.
(3) In case an employee whose leave preparatory to retirement has been refused or proceeds
on leave preparatory to retirement dies before availing partially or wholly such leave his
family shall be entitled to lump-sum payment equal to the period falling short or equivalent to
three hundred and sixty five days.
103. PROCEDURE FOR ENCASHMENT OF LEAVE PREPARATORY TO

RETIREMENT:
(1) An employee may, fifteen months before the date of superannuation or voluntary retirement
on completion of 25 years of qualifying service, shall in writing inform the leave sanctioning
authority his intention to either;
(a) avail such leave preparatory to retirement; or

(b) encash his leave credit which shall not be more than three hundred and sixty five days
subject to conditions for leave encashment under Regulation 89.
(2) The employee shall submit the option under clause (1) to the leave sanctioning authority who
may accept the option and issue formal orders.
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(3) In lieu of such leave, pay may be claimed for the actual period of such leave.
(4) For the purpose of payment in lieu of such leave. –
a) the rate of pay shall be the rate admissible at the time the leave pay is drawn;
b) the leave pay shall include the "personal pay" as admissible.
104. IN-SERVICE DEATH, ETC:

(1) If an employee dies, or declared permanently incapacitated or disabled by a Medical Board,
while in service, a lump-sum payment equal to full leave pay up to three hundred and sixty
five days out of his leave credit shall be made to his family as defined for the purposes of
family pension or, as the case may be, to the employee.
(2) For the purpose of lump-sum payment under clause (1), the "personal pay" shall be included
in the leave pay where admissible.
105. REASONS NEED NOT BE SPECIFIED, ETC:

(1) In case leave is due and admissible to an employee it shall not be necessary to specify the
reasons for the applied leave under the prescribed regulations.
(2) Leave applied on medical certificate shall not be refused. Provided that the leave sanctioning
authority may, at its discretion, secure a second medical opinion of the Authorized Medical
Officer or Medical Board, as the case may be, to medically re-examine such employee.
106. RECALL FROM LEAVE:

(1) If an employee is recalled on duty compulsorily on the recommendation of the concerned
Directorate he may be granted a single return fare plus daily allowance subject to approval of
DG CAA on submitting cogent reasons, as admissible from the station where he is spending
his leave to the place where he is required to report for duty.
(2) In case the employee is recalled on duty and his remaining leave is cancelled, the fare then
admissible shall be for one way journey only.
107. OVERSTAY AFTER SANCTIONED LEAVE:

(1) Unless the leave of an employee is extended by the leave sanctioning authority, an
employee who remains absent after the end of his leave shall not be entitled to pay for
period of his absence from duty and double the period of such absence shall be deducted
from his leave account, without prejudice to any disciplinary action that may be initiated
against him.
(2) If there is insufficient credit in the leave account, the unauthorized absence shall be adjusted
against future leave.
108. COMBINATION OF LEAVE:

(1) One form of leave may be combined with joining time or with any other form of leave
otherwise admissible to the employee. Combination of leave in any case shall not exceed
120 days.
(2) Notwithstanding the above leave preparatory to retirement shall not be combined with any
other form of leave.
109. EMPLOYEE ON LEAVE NOT TO JOIN DUTY WITHOUT PERMISSION BEFORE

ITS EXPIRY:
Unless the employee has been duly permitted by the leave sanctioning authority, shall not return to
duty before the expiry of such leave period.
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110. LEAVE DUE MAY BE GRANTED ON ABOLITION OF POST:

(1) When the service of an employee has been terminated by abolition of a permanent post,
such employee shall be entitled to avail the option to encash his leave credit subject to the
maximum limit of three hundred and sixty five days.
(2) The grant of leave in such cases shall be deemed to have also extended the duration of the
post and tenure of the incumbent employee, except in cases of superannuation.
111. MANNER OF HANDING-OVER CHARGE WHEN PROCEEDING ON LEAVE EX-

PAKISTAN:
(1) An employee proceeding on leave ex- Pakistan shall handover the charge of his post and
shall sign the charge relinquishment report as prescribed.
(2) If leave ex-Pakistan has been sanctioned on medical grounds, the employee shall take
abroad with him a copy of the medical statement of the Authorized Medical Officer or Medical
Board, as the case may be.
112. ASSUMPTION OF CHARGE ON RETURN FROM LEAVE:

(1) An employee, on return from leave, shall report to the leave sanctioning authority before
assuming duty.
(2) Such employee shall take charge of the same post or to which he is directed by the
(3) If such employee is directed to take charge of a post at a station other than that from where
he proceeded on leave, travel expenses as on transfer shall be payable to him.
113. HUMAN RESOURCE DIRECTORATE TO MAINTAIN LEAVE ACCOUNT:

(1) Leave account of an employee shall be maintained as part of his service book/ record
subject to these Regulations.
(2) The Human Resource Directorate shall maintain the leave accounts of all employees as if
they have been maintaining such accounts immediately before the commencement of these
Regulations.
114. LEAVE TO LAPSE WHEN EMPLOYEE AVAIL GOLDEN HANDSHAKE

SCHEME:
Leave credit in account of an employee who avails voluntary golden handshake scheme shall be
governed by the conditions prescribed for such scheme.
115. PAY DURING LEAVE:

(1) Pay during leave shall be at the same rate as pay drawn on the day immediately before the
beginning of the leave.
(2) Subject to these Regulations, an employee shall be entitled to revised leave pay if a general
revision in pay of employee takes place or an annual increment accrues during such period
of leave.
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Chapter IV
GENERAL PROVISIONS
116. LIABILITY OF THE EMPLOYEE TO SERVE ANYWHERE:

(1) All employees shall be liable to serve anywhere in connection with the affairs of the
Authority.
(2) Provided that, where an employee is appointed to serve in a post outside his service cadre,
his terms and conditions of service as to his pay shall not be less favorable than those to
which he would have been entitled if he had not been required to serve so.
117. TRANSFERS:
(1) All employees shall be transferred at the discretion of the Authority subject to their suitability
from one post to another equivalent post in accordance with the laid down criteria and
tenability specified by the Authority from time to time.
(2) An employee who has been transferred at the discretion of the Authority to any tenable post
his seniority shall remain unaffected.
(3) Notwithstanding anything contained above the seniority of employee may not remain intact
who are transferred on account of inefficiency or disciplinary action or on written request
from such employee.
118. CHANGE OF ADDRESS:

An employee shall on joining the service inform to the Human Resource Directorate his correct and
verifiable permanent and present residential address. Upon any change in his addresses he shall
immediately inform the said Directorate.
119. ABSENCE FROM DUTY:

Unless the Competent Authority otherwise determine in view of any special circumstances, an
employee shall cease to be in the employment after five years of continuous absence from duty,
elsewhere than on deputation.
120. WORKING HOURS:

(1) All employees shall remain at the disposal of the Authority.
(2) The normal working week for employees in full-time service of the Authority shall be 48
hours, excluding time for prayer and for meals.
(3) Subject to exceptions as prescribed in Working Hours Regulations, daily duty time shall be 8
hours for all employees.
(4) No employee shall be allowed to exchange duties without prior approval of the Authority.
(5) The Authority shall fix the weekly working rosters for all employees subject to service
exigencies according to their respective cadre[s].
(6) Notwithstanding anything contained above an employee shall be under obligation to remain
present on duty whenever directed by the Authority on account of service exigencies.
(7) Any violation of provisions of this regulation shall be misconduct.
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121. ATTENDANCE AND LATE COMING:

(1) All employees shall be present on duty at the time specified by the Authority.
(2) The attendance of employees shall be marked daily according to the method specified by the
(3) The Authority may specify different hours for attendance subject to service exigencies and
Working Hour Regulations for the time being in force.
(4) All employees are required to sign the attendance register, shall record the time (hour
and minute) of assuming and leaving the duty either manually or electronically as the
case may be.
122. SERVICE AND FAMILY CARD AND PERMITS:

(1) All serving and retired employees shall comply with all orders and instructions relating to the
service and family cards either with or without any photograph as may be specified from time
to time.
(2) The service and family cards shall be non-transferable.
123. APPEAL:
(1) Where a right to prefer an appeal or review of any order relating to the terms and conditions
of service under the regulations for the time being in force, except otherwise prescribed such
appeal or review shall be made within thirty days of such order.
(2) Where no provision for appeal or review exists under the regulations for any order or class of
orders, an employee aggrieved by any such order may, within thirty days of the
communication to him of such order, make a representation as prescribed.
124. CODE OF CONDUCT:

All persons in employment of the Authority shall be under obligation to comply with the prescribed
code of conduct for the time being in force.
125. COMPLIANCE OF SAFETY PROCEDURES:

All employees shall be bound to observe all safety orders issued by the Authority from time to time.
A violation of safety order shall be misconduct and the employee concerned shall be liable for a
disciplinary action under the prescribed Regulation for the time being in force.
126. UNIFORM AND LIVERIES SERVICE:

(1) The Authority may from time to time specify the application of uniform and liveries for all or
any set of its employees.
(2) The condition of uniform under clause (1) shall only be applicable to employees of pay group
EG-08 and below.
127. DELEGATION OF POWERS:

The Authority may delegate by order any or all of its powers and functions under these Regulations
to the Director General, who may further re-delegate such powers to the concerned officer[s] in a
manner consistent with the provisions of these Regulations.
128. RESIGNATION:
(1) No employee other than the Director General or a person on deputation from the Federal
Government or a Provincial Government or an agency, department, organization or
institution shall leave or discontinue his service in the Authority except-
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(a) after giving one months’ notice in writing of his intention to do so to the appointing
authority in case of temporary employees; and
(b) after giving three months’ notice in writing of his intention to do so to the appointing
authority in case of regular employees; or
(c) in case of immediate resign payment in lieu of notice period shall be made by the
employee.
(2) If an employee leaves or discontinues his service in the Authority in contravention of the
provisions of clause (1) above, it shall be misconduct and such employee shall be liable to a
disciplinary action. In addition such employee shall pay as compensation to the Authority a
sum equal to his prescribed pay for the period of notice or for the period that falls short of the
prescribed period of notice.
(3) Provided that the Authority may, for reasons to be recorded in writing, waive, either wholly or
in part the requirement to pay such compensation.
(4) The Authority reserves its right to reject such request of resignation, for the reasons to be
recorded in writing.
(5) Provided that till such time the resignation of an employee is accepted or is relieved from his
duty, will continue to be in the employment of the Authority and shall remain subject of these
Regulations.
(6) The Competent Authority may permit an employee to withdraw his resignation before its
acceptance on the following conditions, such as;
(a) the resignation of the employee is due to some compelling reasons which did not involve
any reflection on his integrity, efficiency or conduct; and
(b) the request for withdrawal of resignation is due to a material change in the
circumstances which originally compelled him to tender resignation.
129. COMMENCEMENT OF SERVICE:

The service of an employee in the Authority shall commence by reporting to the concerned officer
within the period specified in his initial appointment letter.
130. POWER TO AMEND REGULATIONS AND SCHEDULES:

The Authority may amend or modify these Regulations and Schedules from time to time.
131. REMOVAL OF DIFFICULTIES:

(1) If any difficulty arises in giving effect to any of the provisions of these Regulations, the
Authority may make such order, not inconsistent with the provisions of these Regulations as
may appear to be necessary for the purpose of removing the difficulty.
(2) All orders and instructions related to terms and conditions of service issued by the competent
authority and in force immediately before the commencement of these Regulations shall, in
so far as such orders or instructions are not inconsistent with the provisions of these
Regulations, be deemed as orders or instructions made under these Regulations.
132. APPLICATION OF FEDERAL GOVERNMENT REGULATIONS:

(1) The Authority may by specific orders apply any Federal service rule[s], as and when
necessary, which is not inconsistent to the Ordinance or Rules or Regulations made there
under.
(2) Provided that nothing contained in these Regulations shall operate in derogation to any right
of a contract employee or a consultant as set out in the terms and conditions of the contract.
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133. POWER TO RELAX THESE REGULATIONS:

The Authority shall not relax the provisions of these Regulations except for the interest of all
employees of the Authority.
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SCHEDULE - I
(See Regulation 8(2))
METHOD OF APPOINTMENT
1) The appointment to the posts shall be made by promotion or transfer or direct recruitment or
selection through internal job placement.
2) For ;
“The post of SG-05 and EG-01 will be filled by direct recruitment.”
“25% of the posts of SG-05 and EG-01 will be filled by selection through internal
job placement”.
(In case some posts are intended to be filled by transfer that too would require to be specified).
Provided that if no suitable candidate is available for selection post, the post or posts reserved
for selection shall be filled by direct recruitment.
Provided further that if no suitable candidate is available for selection post, it may be filled, in the
public interest, by an appointment on ad-hoc basis or contract or deputation.
CONDITIONS FOR PROMOTION
3) Promotion to posts in column 1 below shall be made by prescribed board from amongst the candidates
who hold the posts on regular basis who possess the qualifications, experience and training as
prescribed in CAAO. (To be prescribed by CAAO in format given below)
Post & Service Condition of eligibility Remarks

Group Education Experience Training
QUALIFICATIONS/CONDITIONS FOR TRANSFER
4) Promotion against the tenable posts shall be made in accordance with the criteria of tenability
prescribed by the Authority from time to time.
5) Appointments by transfer shall be made from amongst the employees holding appointment on a
regular basis in the same pay groupin which the post to be filled exists, provided the employee
concerned possesses the qualifications/experience prescribed for the post concerned(CAAO to be
prescribed by Authority).
QUALIFICATIONS/CONDITIONS FOR SELECTION UNDER INTERNAL JOB

PLACEMENT (IJP) REGULATIONS
6) Appointments by selection under internal job placement shall be made according to the prescribed
regulations(CAAO to be prescribed by Authority).
QUALIFICATIONS, EXPERIENCE AND AGE LIMITS

FOR DIRECT RECRUITMENT
7) A candidate must possess the educational qualifications and experience and must be within the
age limits as mentioned against the post concerned in the schedule to this CAAO. (To be
prescribed in CAAO).
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[Unless otherwise provided, the experience prescribed for initial appointment will be the post
qualification].
Provided that the maximum age limits will be relaxed by 3 years in the case of candidates
belonging to Scheduled Castes, Budhist Community, recognized tribes of the Tribal Areas, Azad
Kashmir, and Northern Areas (Districts of Gilgit, Skardu and Diamir), in accordance with the
instructions issued by the Director General.
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SCHEDULE-II
(See Regulation 17(7) (i))
FORM OF MEDICAL CERTIFICATE

I,__________________ do hereby certify that I have examined Mr. /Mrs./Ms.
_____________________ a candidate for employment in the Authority and confirm that
he/she has no disease (communicable or otherwise) constitutional weakness or bodily
infirmity except_________________.
I consider/do not consider this a disqualification for employment in the Authority. Mr.
/Mrs. /Ms.____________________'s age according to his/her own statement is
________years, and by appearance, about______ years.
(Name & Designation of the Medical Attendant/Officer)
Signature of the Candidate (Seal of the Medical Attendant/Officer)
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SCHEDULE-III
(See Regulation 73(h))
PANEL HOSPITAL
To be prescribed in a separate CAAO. This list of panel hospitals shall be reviewed and circulated
at least bi-annually by the Competent Authority.
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SCHEDULE-IV
(See Regulation 83)
FORM OF MEDICAL CERTIFICATE
_________________
Name and Signature of applicant
MEDICAL CERTIFICATE FOR EMPLOYEES RECOMMENDED FOR

LEAVE OR EXTENSION
I,______________________________, after careful personal examination of the case,

hereby certify that whose name and signature is given above, is suffering from
________________ and I consider that a period of absence from duty with effect from
______________ is absolutely necessary for the restoration of his health.
Dated, the ________________
Authorized Medical Attendant
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SCHEDULE-V
(See Regulation 86 (3))
FORM OF FITNESS CERTIFICATE
_________________
Name and Signature of applicant
FITNESS CERTIFICATE
I,______________________________, after careful personal examination of the case,

hereby certify that whose name and signature is given above, his health is fully restored
from such _________________illness or ailment and is fit to resume its duty with
immediate effect.
Dated, the ________________
Authorized Medical Attendant
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SCHEDULE-VI
(See Regulation 93 (1))
CONDITIONS FOR GRANT OF STUDY LEAVE

1. Study leave may be granted to an employee[s] for study in relevant fields of duty or service cadre in
furtherance of objectives and functions of the Authority. The employee on such study leave shall
undertake any special course, including a degree, diploma, certification, etc. course subject to prior
intimation and approval of the Authority.
2. These regulations are not intended to meet the cases of employees deputed to other countries at the
instance of Authority, either for the performance of special duties imposed on them or for the
investigation of specific problems connected with their technical duties.
3. The regulations shall apply to all employees.
4. Study leave may be taken either in or outside Pakistan. It may be granted to an employee of the
Authority once in a service, in accordance with Regulation 93 subject to the conditions that the leave
sanctioning authority can make internal arrangements to carry on his work in his absence.
5. Study leave should not ordinarily be granted to employees who have less than five years' service.
Such leave shall not be granted to employees within three years of the date of superannuation or the
date of which they have the option of retiring.
6. The study leave should be granted with due regard to the service exigencies. In no case should the
grant of this leave in combination with leave other than extra-ordinary leave or leave on medical
certificate, involve an absence of an employee for more than 28 months from regular duties, or
exceed two years in the entire service of an employee; nor should it be granted with such frequency
as to remove him from contact with his regular work or to cause difficulties in the concerned
Directorate owing to his absence on leave.
7. Provided that the period of three years may be extended to four years on the merit of each case for
obtaining a Doctorate, subject to the condition that the extension should not be available for scholars
who fail to complete the courses within the prescribed time limit.
8. Provided that the limits of absence from regular duties prescribed above include the period of
vacation if any.
9. Extraordinary leave may not be taken in conjunction with study leave.
10. An employee whose study leave is combined with any other kind of leave should be required to take
his period of study leave at such a time as to retain at its conclusion, a balance of other previously
sanctioned leave sufficient to cover the period spent in returning to duty.
11. When an employee has been granted a definite period of study leave and finds subsequently that his
course of study will fall short of the sanctioned period to any considerable extent, his absence from
duty should be reduced by the excess period of study leave unless he produces the approval of the
leave sanctioning authority to be deemed as ordinary leave.
12. All applications for study leave should be submitted with the Human Resource Directorate's
certificate to the head of the concerned Directorate through the prescribed channel, and the course
or courses of study contemplated and any examination which the candidate proposes to undergo
should be clearly specified therein. If the course of study is outside Pakistan the Director General
may also forward to the Embassy of Pakistan or directly a copy of the approved program of study. If it
is not possible for the employee to give full details as above, in his original application, or if after
leaving Pakistan he wishes to make any changes in the program which has been approved in
Pakistan, he should submit particulars as soon as possible to the Authority through Embassy of
Pakistan or directly. In such cases, he should not unless prepared to do so at his own risk,
commence the course of study, nor incur any expenses in connection therewith, until he receives
approval of the Authority to the course through the Embassy of Pakistan or directly.
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13. Employees on leave outside Pakistan who wish to convert part of their leave into study leave or to
undertake a course of study during leave, should before commencing study and before incurring any
expenses in connection therewith, submit a program of their proposed course of study to the
Authority through Embassy of Pakistan or directly. The program should be accompanied by an
official syllabus of the course, if one is available and by any documentary evidence that the particular
course or examination has the approval of the Higher Education Commission in Pakistan.
14. No course of study will be recognized as qualifying for the grant of study leave for any other purpose
unless it has been approved in at least broad outline by the Authority in accordance with paragraph
12 and 13 above.
15. A study leave will be granted subject to Regulation 94 for the period spent in pursuing a definite
course of study at a recognized institution or in any definite course tour or inspection of any special
class of work, as well as for the period covered by any examination at the end of the course of study.
16. Provided that an employee admitted in the Ph. D course shall be allowed full pay during study leave
subject to the condition that the Ph. D shall be in the relevant field of duty or service.
17. Study leave will be admissible for any period of vacation. A period during which an employee
interrupts his course for his own convenience cannot be considered as vacation. Study leave will be
given at the discretion of the Authority. In the case of an employee retiring from service without
returning to duty after a period of study leave, it will be converted into ordinary leave to the extent of
the ordinary leave standing to his credit on the date of retirement. Any balance of the period of study
leave mentioned which cannot be so converted will be excluded in reckoning service for pension.
18. Employees granted study leave are ordinarily required to meet the cost of fees paid for courses of
study.
19. On completion of a course of study, a certificate on the proper form (which may be obtained from the
Embassy of Pakistan), together with certificates of examinations passed or of special study shall
when the study leave has been taken outside Pakistan, be forwarded to the Authority supported by
proper certificates of attendance.
20. Study leave may be counted as service for promotion and pension if sanctioned against the leave at
the credit of the employee.
21. On an application for study leave outside Pakistan being sanctioned by the Authority, it shall inform
the Embassy of Pakistan of the particulars of the case. It will be necessary for each employee
concerned to place himself in communication with the Embassy, who will arrange any details and
issue any letters of introduction that may be required.
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ORDER
(Under Regulation 127)
REG-001-HRXX-1.0 - In exercise of the power conferred under Regulation 127 of the Civil Aviation
Authority Employees (Appointment, Promotion, Transfer and other Service Terms and Conditions)
Regulations 2014, the Civil Aviation Authority vide its Board decision dated 30th September, 2014 is
pleased to order delegation of its powers and functions to the Director General except the powers to
modify or amend these Regulations.
It is further directed that the Director General may re-delegate any powers and functions to the
concerned officer in a manner consistent with the provision of these Regulations.
(Seal)
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30/09/2014 CSRG-001-HRXX-1.0
Civil Aviation Authority Efficiency and Discipline

Regulations, 2014
REG-002-HRXX-1.0 - In exercise of the powers conferred by Section 27 of the Pakistan Civil Aviation
Authority Ordinance, 1982 (XXX of 1982), the Authority is pleased to make the following Regulations as
per decision taken at the 152nd meeting of the Board held on the 30th September, 2014 for speedy
disposal of efficiency and discipline cases and matters ancillary thereto.-
1. SHORT TITLE, COMMENCEMENT, EXTENT AND APPLICATION:

(1) These Regulations shall be called the “Civil Aviation Authority (Efficiency & Discipline)
Regulations, 2014”.
(3) These shall be applicable to all employee of the Authority. Provided that in case of contract
employees their services can be terminated in accordance with the terms and conditions of
their contract without assigning any reason. If they are involved in a disciplinary action,
proceeding shall be initiated under these Regulations.
(4) Nothing contained in these Regulations shall affect any decision taken or order made by the
Competent Authority, before the commencement of these Regulations, unless specified
otherwise.
(5) Notwithstanding the above provisions, the Authority may exclude wholly or in part from the
operation of these regulations any person or group of persons.
(6) Provided that if any doubt arises with reference to the application of any or all provisions of
the prescribed Regulations, the matter shall be referred to the Director General whose
decision thereon shall be final.
2. DEFINITIONS:
In these Regulations, unless there is anything repugnant in the subject or context: -
a. “Accused” means an employee against whom an action has been initiated under these
regulations;
b. “Authority” means the Authority, constituted under Section 3 of the Ordinance;
c. “Authorized Officer” means an officer authorized by the Competent Authority for the
purpose of these Regulations and if no officer is so authorized, the Competent Authority
itself;
d. “Chairman” means the Chairman of the Authority;
e. “Charge” means a formal charge sheet issued to the accused;
f. “Competent Authority” means the appointing authority duly designated by the Authority;
g. “Censure” official expression of displeasure/disapproval;
h. “Director General” means the Director General of the Authority;
i. “Employee” includes all employees engaged for rendering service to the Authority whether.-
i. an employee as defined in the Civil Aviation Authority Employees (Appointment,
Promotion, Transfer and Service Terms and Conditions ) Regulations 2014;
ii. on contract;
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iii. on temporary basis; and

iv. on ad-hoc basis.
j. “Gender and Number” in these Regulations means:-
i. Words importing the masculine gender shall be taken to include the feminine; and
ii. Words in singular shall include the plural and the words in plural shall include the
singular;
k. “Interpretation committee” means committee constituted under Civil Aviation Authority
Employees (Appointment, Promotion, Transfer and Other Service Terms and Conditions)
Regulations, 2014.
l. “Misconduct” means conduct prejudicial to good order or service discipline or contrary to
the Civil Aviation Authority Employees (Code of Conduct) Regulations, 2014 or unbecoming
of a public servant and a prudent person or any act on the part of the employee to bring or
attempt to bring political or other influence directly or indirectly or affecting the functions or
objectives of the Authority or any matter relating to the appointment, promotion, transfer,
penalty or other conditions of service of an employee;
m. “Ordinance” means Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982);
n. “Penalty” means, a penalty duly imposed under these Regulations;
o. “Schedule” means schedule attached to these Regulations.
3. INTERPRETATION:
connection with these Regulations.
4. AUTHORITY TO IMPOSE MINOR PENALTY:

(1) The authorized officer as specified by the Authority shall have the power to impose minor
penalty.
(2) Provided that such officer may also initiate inquiry proceeding before issuing the show cause
notice containing specific charges to the accused.
5. AUTHORITY TO IMPOSE MAJOR PENALTY:

(1) The Competent Authority as specified by the Authority shall have the power to impose major
penalty.
(2) Provided that in all cases where penalty required to be imposed is not within the competence
of the authorized officer the case shall be forwarded to the Competent Authority with his
written recommendations.
6. GROUNDS FOR INITIATION OF DISCIPLINARY PROCEEDINGS:

When an employee in the opinion of the authorized officer.-
a. is inefficient or has ceased to be efficient; or

b. displays negligence or who knowingly does anything detrimental to the interest of the Authority
or in conflict with its instructions, orders, regulations, rules, Ordinance, etc.; or
c. commits a breach of discipline; or
d. guilty of misconduct; or
e. is corrupt or may reasonably be considered as corrupt, because:-
i. he or any of his dependents or any other person through him or on his behalf, is in
possession of pecuniary interest or property disproportionate to his known sources of
income; or
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ii. he has assumed a life style beyond his ostensible means and for which he cannot
reasonably account; or
iii. he has a persistent reputation of being corrupt; or
iv. there are complaints against him of monetary or financial corruption or any unlawful gain
substantiated by evidence;
f. is engaged or is reasonably suspected of being engaged, in subversive activities, or is

reasonably suspected of being associated with others engaged in subversive activities and his
retention in service is therefore prejudicial to the national security or he is guilty of disclosure of
service related sensitive information by any means whatsoever to any unauthorized person; or
g. has entered into plea bargaining under any law for the time being in force and has returned the
assets or gains acquired through corruption or corrupt practices voluntarily; or
h. is found to have been appointed or promoted on extraneous grounds in violation of the
regulations for the time being in force, the Competent Authority upon inquiry may
notwithstanding anything contained in terms & conditions of service of such employee, by
order in writing dismiss or remove such employee from service, compulsorily retire from
service or reduce him to lower post or pay group or impose one or more penalties as
prescribed in Regulation No. 7.
i. habitual absences without leave or habitual late attendance; or
j. has been indulged in any political activity, including forming a political, social, trade, religious,
ethnic or linguistic association and has joined as a member or an office-bearer; or
k. acts in a manner prejudicial to the interest of the Authority; or
l. propagate sectarian creeds or take part in sectarian controversy or indulge in sectarian
partiality or favoritism; or
m. indulges in provincialism, parochialism, nepotism, victimization and willful abuse of power; or
n. is engaged directly or indirectly in any trade, business or occupation (on his own account) or
undertake any other employment while in service; or
o. has made his recourse to the press for vindication; or
p. has committed to judicial lock up or any prison for more than four calendar months from the
date of his arrest; provided that it is established during the inquiry that the employee is involved
in crime; or
q. is suspected of commission of any offence or conduct which has violated the provisions of
Ordinance, or Rules or Regulations, instructions or orders made there under.
7. PENALTIES:
Following are the minor and major penalties:-
a. MINOR PENALTIES;
(1) Censure;
(2) Withholding, for a specific period of not more than two years, promotion or increment
etc., otherwise than for unfitness for promotion or financial advancement in accordance
with the Regulations;
(3) Recovery from pay and other payable dues of the whole or any part of any pecuniary
loss caused to the Authority by negligence or breach of orders.
(4) The penalties shall also be applicable mutatis mutandis to all contract employees.
b. MAJOR PENALTIES;
(1) For regular employee;

(a) Reduction to lower pay group or to a lower stage in a time scale;
(b) Compulsory retirement;
(c) Removal from service; and
(d) Dismissal from service;
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(2) For contract employee;
(a) Termination of contract with all admissible benefits; or

(b) Termination of contract without benefits; or and
(c) Termination of contract barring him from future employment in any government
organization or department.
(3) Provided that compulsory retirement or removal or dismissal from service shall disqualify
an employee for future employment in the Authority.
Explanation- I:In this Regulation removal or dismissal from service does not include the
discharge of an employee from service in case of unsatisfactory performance during the
period of probation after recruitment;
Explanation- II: Employees appointed against temporary or ad-hoc posts or engaged

under a contract in accordance with the terms of the service contract.
(4) In case of major penalty of dismissal or removal or compulsory retirement from service or
reduction to lower pay group or pay scale of an employee shall be in addition to;
(a) recovery of amount embezzled or misappropriated by an employee; or

(b) liability to any punishment to which an employee may be liable for an offence[s]
under any law for the time being in force committed by him while in the service of
the Authority.
(5) An employee whose integrity assessment report is unsatisfactory or is revoked or
withdrawn, after giving him a right of hearing, the Competent Authority may impose any
prescribed penalty as it may deem fit in the circumstances of the case.
8. PROCEDURES FOR CONVICTED EMPLOYEE UNDER ANY OTHER LAW:

(1) Where an employee has been convicted by a court of law and sentenced to imprisonment or
fine, the Competent Authority shall examine the facts and the grounds on which the order
convicting such employee was passed by a court of law.
(2) Where on examination the Competent Authority finds that order of imprisonment or fine is
based on. –
(a) established charges of corruption or moral turpitude it shall pass an order for dismissal
of delinquent employee from service with effect from the date of his conviction by a
court of law; and
(b) charges other than corruption or moral turpitude it may, in the light of the facts and
circumstances of the case, decide as to whether it is a fit case for taking disciplinary
action under these Regulations and it may impose any penalty authorized by these
Regulations as it may deem fit in the circumstances of the case.
9. ACTIONS TO BE TAKEN BEFORE INITIATION OF INQUIRY:

(1) The following procedure shall be observed;
a. in order to initiate any inquiry against an employee, the authorized officer may require
him to proceed on leave or suspend him with the approval of the Competent Authority till
the finalization of his case or till such time as the Competent Authority may decide
otherwise.
b. Provided that where the Competent Authority is the Chairman of the Authority powers of
the Competent Authority under this clause shall be exercised by the Director General.
c. The authorized officer shall serve an explanation under Schedule–I to the concerned
employee to explain his position and the authorized officer after receipt of his reply shall
decide to:-
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i. accept the reply of explanation and not to proceed any further; or

ii. issue him show cause notice as prescribed under Schedule -II in case he confesses
or sufficient documentary proof is available regarding his misconduct for dispensing
with the inquiry proceedings. The authorized officer shall give reasons to be
recorded in writing that there is no need of holding an inquiry; or
iii. hold an inquiry in accordance with Regulation 10; or
iv. If the authorized officer considers that the offence committed lies in the realm of
national security, Competent Authority shall be immediately informed for initiation of
action under law against the concerned accused. In such cases no opportunity of
show cause may be given where the Competent Authority is satisfied that in the
interest of security of Pakistan or any part there of it is not expedient.
10. INQUIRY PROCEDURE:

(1) The following procedure shall be observed when it is decided to hold an inquiry against an
employee under these Regulations:-
a. In case where an employee is accused of subversion, corruption, involvement in
criminal case or misconduct, the authorized officer may require him to proceed on
leave or suspend him with the approval of the Competent Authority till the finalization
of his case or till such time as the Competent Authority may decide otherwise.
Provided that where the Competent Authority is the Director General, he may delegate
his powers to the Director Human Resource;
b. The authorized officer shall decide whether in the light of facts of the case or in the
interest of justice an inquiry should be conducted through an inquiry officer or the
inquiry committee. If he so decides, the procedure indicated in Regulation 11 shall
apply;
c. The Competent Authority or authorized officer, as the case may be, will constitute an
inquiry committee or authorize an inquiry officer through a written order to establish the
authenticity of the charges or otherwise and specify the character of information
required from that inquiry;
d. The Competent Authority or authorized officer as the case may be shall ensure service
of the inquiry order along with charge sheet to the accused employee[s] and the
inquiry officer or the inquiry committee;
e. The accused within a reasonable time, which shall not be less than seven days or
more than 14 days from the day the charge[s] is communicated to him, to put in a
written defence and to state at the same time whether he desires to be heard in person
or otherwise;
f. The inquiry officer or the inquiry committee, as the case may be, shall inform the
accused, complainant (if any) and their witnesses to appear before the inquiry officer
or the inquiry committee, as the case may be, on the date, time and place fixed in the
notice;
g. The inquiry officer or the inquiry committee, as the case may be, shall conduct inquiry
of facts related to charge[s] and may examine such oral or documentary evidence in
support of the charge[s] or in defence of the accused as may be considered necessary
and the accused shall be entitled to cross examine the witnesses against him;
h. The inquiry officer or the inquiry committee, as the case may be, shall hear the case
from day to day and no adjournment shall be given except for special reasons to be
recorded in writing. However, every adjournment, with reasons thereof shall be
reported forthwith to the authorized officer. Provided that no adjournment shall be for
more than a week;
i. Where the inquiry officer or the inquiry committee, as the case may be, is satisfied that
the accused is hampering or attempting to hamper the progress of the inquiry a
warning shall be given to the accused and if the accused in any way act in disregard of
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the warning, finding to that effect shall be recorded and inquiry proceeding shall be
completed in such manner as deemed proper in the interest of substantial justice;
j. The inquiry officer or the inquiry committee, as the case may be, shall submit findings,
opinion and recommendations pursuant to the inquiry proceeding to the authorized
officer;
k. If there is sufficient documentary evidence against the accused regarding his
involvement in misconduct or corruption and the authorized officer decides that it is not
necessary to have an inquiry conducted through an inquiry officer or the inquiry
committee; he shall:-
i. by order in writing, inform the accused of the action proposed to be taken against
such accused along with the grounds of actions; and
ii. give him a reasonable opportunity of showing cause against the action within
seven days or within such extended period as the authorized officer may
determine;
l. Provided that no such opportunity shall be given where the Competent Authority is
satisfied that in the interest of security of Pakistan or security of any important
operational equipment or installation of the Authority or any part thereof it is not
expedient to give such opportunity;
m. Where an inquiry is made under Regulation 8 Director Human Resource on his behalf
may recommend the Competent Authority to remove an employee from his post or
service with or without any service benefits;
n. If the employee is involved in any offence under the Prevention of Anti National Activity
Act, 1974 (VII of 1974) or the Private Military Organizations (Abolition and
Prohibition) Act, 1973(IV of 1974) his case shall be referred by the Directorate of
Human Resource to the Director General for lodging criminal complaint against such
employee in addition to the penalties imposed under these Regulations;
o. The inquiry committee after completion of inquiry proceedings shall submit its report
along with findings, opinion and recommendations as per Schedule -III to the
authorized officer or Competent Authority within thirty days of the initiation of inquiry or
within such extended period as allowed by the Competent Authority;
p. On receipt of the report of the inquiry officer or the inquiry committee, as the case may
be, or, where no such officer or committee is appointed, on receipt of the explanation
of the accused, if any, the authorized officer shall determine whether the charge[s] has
been proved or otherwise. If it is recommended by the inquiry officer or the inquiry
committee, as the case may be, to propose to impose minor penalty[s] if agrees to
such recommendations, he shall pass an order in accordance to give effect to such
recommendation;
q. If it is proposed or recommended by the inquiry officer or the inquiry committee to
impose a major penalty[s] or the authorized officer disagree with the recommendation
of the inquiry committee, in such circumstances the authorized officer shall forward the
case to the Competent Authority along with the charge and statement of allegation
served on the accused, the explanation of the accused, the findings and
recommendations of the inquiry officer or the inquiry committee, if appointed, and his
own recommendations regarding the major penalty to be imposed. The Competent
Authority shall pass such orders as it may deem appropriate in accordance with the
procedures prescribed under these Regulations.
11. PROCEDURE TO BE OBSERVED BY THE INQUIRY OFFICER OR INQUIRY

COMMITTEE:
Where an inquiry officer or the inquiry committee is appointed, the following procedure shall be
observed by the inquiry officer or the inquiry committee, as the case may be:-
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a. frame a charge and communicate it to the accused together with statement of allegations
explaining the charge and any other relevant circumstances which are proposed to be taken
into consideration;
b. require the accused within a reasonable time, which shall not be less than seven days or more
than 14 days from the day the charge is communicated to him, to put in a written defence and
to state at the same time whether he desires to be heard in person;
c. shall inquire into the charge and may examine such oral or documentary evidence in support of
the charge or in defence of the accused as may be considered necessary and the accused
shall be entitled to cross examine the witnesses against him;
d. shall hear the case from day to day and no adjournment shall be given except for special
reasons to be recorded in writing. However, every adjournment, with reasons thereof shall be
reported forthwith to the authorized officer. Provided that no adjournment shall be for more
than a week;
e. if satisfied that the accused is hampering, or attempting to hamper, the progress of the inquiry
a warning shall be given to the accused and if the accused in any way act in disregard of the
warning, finding to that effect shall be recorded and inquiry proceeding shall be completed in
such manner as deems proper in the interest of substantial justice;
f. shall submit findings, opinion and recommendations pursuant to inquiry proceeding to the
authorized officer within thirty days of the initiation of inquiry or within such extended period as
allowed by the authorized officer.
12. POWERS OF THE INQUIRY OFFICER OR INQUIRY COMMITTEE:

(1) For the purpose of an inquiry under these Regulations, the inquiry officer and the inquiry
committee shall have the powers of a civil court under the provisions of the Code of Civil
Procedure, 1908 (Act V of 1908) in respect of the following matters, namely:
i. summoning and enforcing the attendance of any person relevant to the case;
ii. examining him on oath;
iii. requiring the discovery and production of any document;
iv. receiving evidence on affidavits; and issuing commissions for the examination of the
witnesses or documents.
(2) The proceedings under these Regulations shall be deemed to be judicial proceedings within
the meaning of Section 193 and 228 of the Pakistan Penal Code (Act XLV of 1860).
13. REGULATION 9, 10 NOT TO APPLY IN CERTAIN CASES:

Nothing in Regulation 9 and 10 shall apply to a case:-
a) where the accused is dismissed or removed from service or reduced in lower pay group, on
the ground of misconduct which has led to a sentence of fine or of imprisonment in any court
of law; or
b) where the Competent Authority which dismisses or removes such employee from service, or
to reduce an employee in lower pay group, is satisfied that, for reasons to be recorded in
writing, it is not reasonably practicable to give the accused an opportunity of showing cause.
14. REVISION:
(1) The Competent Authority may call for the record of any case pending before or disposed of
by the authorized officer and pass such order in relation thereto as it may deem fit.
(2) No order under clause (1) shall be passed in respect of an accused unless the authorized
officer has informed the accused or such employee in writing of the grounds on which it is
proposed to make the order and has been given an opportunity of showing cause against it,
including an opportunity of personal hearing if requested by the accused or is otherwise
necessary in the interest of justice, in particular, when the Competent Authority finds
reasonable justification to pass order to impose or enhance the penalty as the case may be.
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15. ACTION IN RESPECT OF EMPLOYEES REQUIRED TO PROCEED ON LEAVE

OR SUSPENDED:
If an accused is required to proceed on leave or suspended in pursuance of an order under clause
(a) of sub-regulation (2) of Regulation 8 is not dismissed, removed from service, reduced in lower
pay group or compulsorily retired, he shall be required to rejoin duty. The period of such leave or
suspension shall be treated as duty on full pay.
16. PROCEDURE OF INQUIRY AGAINST PERSON ON DEPUTATION TO THE

AUTHORITY:
When a person, is serving on deputation in the Authority, incase circumstances exist to initiate
disciplinary proceedings against such person under these Regulations, the Authority shall forward
a report with supporting documents on the basis of which disciplinary proceedings are proposed
against such person to his parent department or organization, and if it deems necessary, it may
with the approval of the such parent department or organization place him under suspension or
send him on leave. On receipt of report from the Authority, such parent department or the
organization shall take action as prescribed under its relevant Rules or Regulations for the time
being in force.
17. PENDING PROCEEDINGS TO CONTINUE:

For the removal of doubts, it is hereby provided that all proceedings pending immediately before
the commencement of these Regulations against an employee shall deemed to be pending under
these Regulations.
18. INDEMNITY:
No suit, prosecution or other legal proceedings shall lie against the Competent Authority or any
authorized officer or inquiry officer or members of the inquiry committee for anything which is done
in good faith or intended to be done under these Regulations, Instructions and Orders made there
under from time to time.
19. POWER TO ISSUE ORDERS AND INSTRUCTIONS:

With the prior approval of the Authority, Director General may on recommendation of the Director
Human Resource, make such orders or issue instructions as it may deem appropriate for carrying
out the purposes of these Regulations from time to time.

If any difficulty arises in giving effect to any of the provisions of these Regulations, Director General
may make such order, not inconsistent with the provisions of these Regulations, as may be
necessary for removing any such difficulty.
21. APPLICATION OF FEDERAL GOVERNMENT REGULATIONS:

Where these Regulations do not contain any provision covering any specific matter relating to the
Efficiency and Discipline, the Authority may under specific order apply Federal Government rules
that are not inconsistent with the provisions of the Ordinance, Rules, Regulations and Orders made
there under.
22. RELAXATION OF REGULATIONS:

The Authority shall have the powers to relax any provision of these Regulations, except provision
related to imposition of penalty, with reasons to be recorded in writing.
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23. APPLICATION OF EFFICIENCY AND DISCIPLINE ORDERS:

All orders, directives and instructions presently in force on matters related to efficiency and
discipline shall remain in force unless inconsistent or contrary to the provisions of these
Regulations.
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[See Regulation 4]
Competent Authority and Authorized Officer
To be specified by the Authority
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SCHEDULE-I
[See Regulation 9(c)]
To: Mr. ______________

EG/SG.______________BPS.(In case of officials on deputation ) ___________,
Designation __________,
Directorate/ Unit_______________.
Subject: EXPLANATION
1. It has been observed / reported that you have committed the following acts of commissions and
omissions, which calls for issuance of this explanation letter as to why disciplinary proceedings /action
may not be taken against you for the same. Details of allegation[s] together with the specific charges are
as under:
a. _______________________
b. _______________________
c. _______________________
d. _______________________
e. _______________________
2. You are hereby directed to submit your reply to the undersigned within seven (07) days of the
receipt of this letter, as to why disciplinary proceeding /action as aforesaid may not be initiated against
you.
3. If you fail to submit your written submission in defence within aforesaid period, it shall be presumed
that you have admitted the truth of all charges and accepted the charges, whereby the case shall be
decided ex-parte decision against you on the basis of available record / evidence.
Name and Designation

Authorized Officer
Encl: ( Copies of Evidentiary material, if any)
Copy to:
1. Concerned Directorate
2. Personal File
3. Case File
4. Office Copy
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SCHEDULE-II
[See Regulation 9 (c)(ii)]
SHOW CAUSE NOTICE

Whereas, you
a. Name: _________________,
b. Designation: ___________
c. Directorate/ Unit: ______________
d. Place of Posting: ____________________
while serving as _______________________ are accused of having committed the following acts, which
constitute:-
a. Inefficiency
b. Misconduct
c. Unauthorized absence
d. Corruption
e. Committal of an offence Or any other law for the time being enforced (write whatever is
applicable) under Regulation 6 of Civil Aviation Authority (Efficiency and Discipline)
Regulations, 2014:
2. By reasons of the above you appear to be: -
a. Inefficient or has ceased to be efficient within the meanings under the provisions of Civil
Aviation Authority (Efficiency and Discipline) Regulations, 2014; or
b. Guilty of misconduct within the meanings under the provisions of Civil Aviation Authority
(Efficiency and Discipline) Regulations, 2014; or
c. Corrupt or may reasonably be considered as corrupt within the meaning under the
provisions of Civil Aviation Authority (Efficiency and Discipline) Regulations, 2014; or
d. Absent from duty without prior sanctioned leave for a consecutive period of seven days or
is guilty of habitually absent from duty without prior approval of leave under the provisions
of Civil Aviation Authority (Efficiency and Discipline) Regulations, 2014; or
e. Have committed an offence under the ………… or any other law for the time being in force
within the meanings under the provisions of Civil Aviation Authority (Efficiency and
Discipline) Regulations, 2014; or
f. …………………….
g. …………………….
3. AND WHEREAS, I, (Name & Designation) , being authorized officer, under the provision
4 of these Regulations, have decided in terms of provision 9 of these Regulations, that it is not necessary
to have an inquiry into the above charges conducted through an inquiry officer or the inquiry committee.
4. NOW, THEREFORE, you are hereby called upon to show cause as to why one or more penalties
as prescribed in provision 7 of these Regulations may not be imposed upon you on the above grounds.
5. Your written reply to this Show Cause Notice should reach the undersigned within seven (07)
days of its receipt by you. Failing which it shall be presumed that you have no defence to offer, and ex-
parte decision may be taken. If you want to be heard in person, you may mention the same in your reply
and the opportunity of personal hearing shall be given in due course.
Name and Designation

Authorized Officer
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Schedule-III
[See Regulation 10]
SPECIMEN – INQUIRY PROCEEDINGS
Statement of No. _________ Name _______________________ S/O

the Accused
_________________________ Appointment / Designation ________________
Religion ___________ Sect _________ Caste _________________ Resident of
________________________________________
______________________________________________________ Serving in
________________________ Since _______________ having been duly sworn
states:-
The above statement has been read over to the accused in the language
he understands and signs it as correct.
Date: _________
______________________________
(Signature & Designation of Accused)

Witness No. 1. Same as above.
Witness No. 2. Same as above.
Statement of Question No. 1. __________________

the
Answer No. 1. __________________
Witness(es)
Question No. 1. __________________
Answer No. 1. __________________
Questions by OR the Accused declines to cross examine the witness

the Inquiry
Officer /
Committee
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Cross
Examination FINDINGS OF THE INQUIRY COMMITTEE
(Findings shall be recorded giving brief statement of facts)
by the
Accused to
the Witness
No. 1 & 2 etc.
OPINION OF THE INQUIRY COMMITTEE

(Opinion shall be recorded based on the findings)
RECOMMENDATIONS OF THE INQUIRY COMMITTEE
Date: _________ ________________________________

(Signature & Designation President Inquiry Committee)
REMARKS BY THE COMPETENT AUTHORITY / AUTHORIZED OFFICER
Date: _________ ________________________________

(Signature & Designation)
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PROCEEDINGS OF INQUIRY
INSTRUCTIONS
1. The proceedings of inquiry (officer / committee) will be held in accordance with relevant provision
of these Regulations or any other order / instruction issued in this behalf from time to time by the
Authority.
2. The inquiry officer or the inquiry committee should conduct all inquiries in accordance with these
Regulations and shall record proceeding relating to relevant facts.
3. The inquiry officer and members of the inquiry committee should remain present throughout the
proceedings.
4. Full particulars of the accused and witness(es) including Employee number, designation, name,
age, directorate/ unit, father’s name, religion, sect, caste, residential address (temporary / permanent)
should be recorded.
5. Before recording statement of a witness, the inquiry officer or the inquiry committee should tell
him that he is to tell the committee true facts, as known to him relating to the matter before the
committee.
6. After recording statement of the witness, it will be read back to him in the language which the
witness understands, by the inquiry officer or the inquiry committee and signature / thumb impression of
the witness thereon taken as an acceptance of statement as correct (thumb impression will be attested
by the inquiry officer or the inquiry committee). Date of recording the statement will also be mentioned.
7. Questions by the inquiry officer or the inquiry committee to the witness(es) and the answers
thereto shall be recorded.
8. Cross examination by the accused or he declines to cross examine the witness shall be
recorded.
9. Findings of the inquiry officer or the inquiry committee shall be recorded giving brief statement of
the facts.
10. Opinion of the inquiry officer / committee shall be recorded based on the findings.
11. Exhibits (1, 2, 3 etc.)
a. Documentary evidence(s), if any.

b. List of witness(es)
12. Recommendations of the inquiry officer or the inquiry committee for award of penalty or
otherwise.
13. Remarks by the Competent Authority or authorized officer.
14. Inquiry Committee Proceedings
a. Proceedings of inquiry committee composed as under:-
(1) Presiding Officer: ________________
(2) Members: (a) ________________
(b) ________________
b. Assembled at (Place) on (date) by the order of (Authority Ordering) vide order /
letter number and date
c. To inquire; subject and terms of reference of the inquiry
d. Signatures of the Presiding Officer and members of the inquiry committee.
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Civil Aviation Authority Employees Appeal Regulations-2014

REG-003-HRXX-1.0 -In exercise of the powers conferred by Section 27 of the Pakistan Civil Aviation
Authority Ordinance, 1982 (XXX of 1982), the Authority is pleased as per decision taken at the 152nd
meeting of the Board held on the 30th of September, 2014 to make the following regulations namely:-

(1) Notwithstanding the above provisions, the Authority may exclude wholly or in part from the
operation of these Regulations any person or group of persons.
(2) These Regulations shall be called the “Civil Aviation Authority Employees (Appeal)
(4) These shall apply to all employees of the Authority except where otherwise prescribed, but
shall not apply to the following.-
a. a person who is employed on contract basis; to be governed by terms and conditions of
his contract; and
b. a person who is serving on deputation or re-employed after retirement.
c. employees who are ad-hoc or temporary, or on work charge basis.
(5) Nothing contained in these regulations shall affect any decision taken or order made by the
Competent Authority before the commencement of these regulations unless specified
otherwise.
2. DEFINITIONS:
a. “Appellate Authority” means
i. the Competent Authority in cases relating to discipline where the order is made by the
authorized officer under the Efficiency and Discipline Regulations, 2014;
ii. in all other cases officer next above the rank against whose order the appeal is
preferred.
b. “Authority” means the Civil Aviation Authority, constituted under Section 3 of CAA
Ordinance, 1982;
c. “Authorized Officer” means as defined in the Efficiency and Discipline Regulations;
d. “Appeal” means appeal made under these Regulation;
e. “Appellant” means an employee who is preferring an appeal under these Regulation;
f. “Chairman” means the Chairman of the Authority;
g. “Competent Authority” means the appointing authority as specified from time to time;
h. “Director General” means the Director General of the Authority;
i. “Petition” means a petition for appeal under these Regulations;
j. “Representation” means written submission by an employee along with all relevant
documents ;
k. “Ordinance” means the Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982).
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Chapter I
RIGHT OF APPEAL
3. APPEAL AGAINST AN ORDER IMPOSING PENALTY:

(1) An employee aggrieved from an order to impose upon him any penalty passed by the
Competent Authority or authorized officer as the case may be, may prefer an appeal against
such order within 30 days before the prescribed appellate authority.
(2) Provided that where the penalty is imposed by an order of the Chairman, the employee shall
have no right of appeal. Such an employee may file a review of such order before the
Chairman.
(3) Provided further that no appeal or review shall lie on matters relating to the determination of
fitness of an employee to hold a particular post or to be promoted to a higher pay group.
(4) The appellate authority shall have the powers to confirm, set aside, vary or modify the order
in respect of which an appeal has been preferred.
(5) Provided that where the Competent Authority is the Director General, the powers of the
Authority under this clause shall be exercised by the Director of Human Resource.
(6) Provided further that the decision of the appellate authority shall be final and shall not be
called in question before any court of law.
4. APPEAL AGAINST AN ORDER OTHER THAN AN ORDER IMPOSING A

PENALTY:
(1) An employee aggrieved by an order of the Competent Authority or authorized officer shall
within 30 days of such order, may prefer an appeal before the prescribed appellate authority
incase if such order;
(a) alters, modifies terms and conditions of service, pay, allowances, or gratuity, etc.;
(b) interprets any regulation concerning service which makes an employee aggrieved;
(c) reduces or forfeits gratuity admissible to him under the regulations governing gratuity;
or
(d) terminates or issues termination of service notice in contravention to any of the service
regulations applicable.
(2) Provided that appeal or representation shall be made to the appellate authority against
supersession in matter of promotion other than on the ground of his suitability for promotion.
(3) Provided where the appeal has been decided by the Chairman, the employee may apply for
review within 30 days of such decision
(4) The appellate authority shall have the power to condone any delay in preferring an appeal or
review on its satisfaction that reason(s) stated are beyond the control of the appellant.
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Chapter II
PROCEDURE TO FILE AN APPEAL

5. MEMORANDUM OF APPEAL:
(1) The appellant preferring an appeal under these Regulations shall file a petition in
accordance with the criterion prescribed in Schedule- I to these Regulations.
(2) Any petition filed in any other manner contrary to the prescribed form shall not be entertained
by the appellate authority and shall be returned to the appellant with a direction to re-file
such petition after removing the objections within one week of such direction.
(3) Provided that petition returned for removal of objections under clause (2) shall deemed to be
filed within the limitation period if the appellant removes and re-file such petition within the
specified limit.
6. PROCEDURE FOR SUBMISSION AND CONTENTS OF APPEAL:

(1) The appellant shall file a petition of appeal on his own behalf.
(2) The appellant shall file separate petition for each order against which he decide to prefer an
appeal.
(3) The petition for appeal shall be accompanied by an attested copy of the order against which
such appeal has been preferred.
(4) Every petition for appeal shall be in writing.
(5) Every petition shall contain considerable grounds and reasons of being feeling aggrieved by
the order against which an appeal has been preferred.
(6) The petition shall not contain disrespectful or improper language.
(7) The petition shall be filed in the prescribed manner and end with a specific prayer.
(8) The appellant shall file an appeal petition through his concerned Directorate/ Head of Unit.
(9) Every appeal petition shall be filed within a period of thirty days of the communication for
each order against which appeal has been preferred.
(10) In case an appellant directly files an appeal petition to the appellate authority by
circumventing the prescribed procedure through the concerned Directorate or Head of Unit,
such act shall be deemed as misconduct.
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Chapter III
APPELLATE AUTHORITY
7. PROCEDURE FOR APPELLATE AUTHORITY:
(1) The appellate authority after giving reasonable opportunity of hearing to the appellant shall
consider.-
a) Whether the procedure laid down in these Regulations has been complied with, and if
not, whether such non-compliance has resulted in the failure of justice, or
b) Whether the findings of the authorized officer, or of the inquiry officer or the inquiry
committee are warranted by the evidence on the record, or
c) Whether the penalty imposed is adequate, in-adequate or severe and may pass orders: -
i. setting aside, reducing, confirming or enhancing the penalty; or
ii. remand the case to the Competent Authority which imposed the penalty or to any
authorized officer with such directions as it may deem fit in the circumstances of the
case;
iii. provided that such other authorized officer to whom the case is remanded shall not
be lower in rank to the Competent Authority in relation to the delinquent employee;
iv. the Appellate Authority shall not impose any enhanced penalty which neither such
Competent Authority nor the Authorized Officer which made the order appealed
against is competent in the case to impose;
v. no order imposing an enhanced penalty shall be passed unless the appellant is
given an opportunity of making any representation which he may wish to make
against such enhanced penalty.
(2) The order of the appeal shall be communicated to the appellant through his concerned
Directorate/ Head of Unit.
(3) Every appeal petition shall be decided by the Appellate Authority within ninety days of its
transmission under Regulation 10 from the concerned Directorate/ Head of Unit.
8. TO GIVE EFFECT TO AN ORDER OF APPEAL:

The Competent Authority or Authorized Officer from whose order an appeal has been preferred
under these Regulations shall give effect to any order made by the appellate authority.
9. WITHHOLDING OF APPEAL:
(1) The Competent Authority or Authorized Officer, not lower than the authority from whose
order it is preferred, may withhold the petition of appeal if:
(a) the order against which an appeal has been preferred is non-appealable under the
Regulations; or
(b) it does not comply with the provisions of Regulation 6 above; or
(c) it is not preferred within the time specified and no reasonable cause is shown for the
delay; or
(d) it is addressed to an authority to which no appeal lies under these Regulations; or
(e) it is a repetition of appeal which has already been decided, and no new facts or
circumstances are adduced which afford grounds for reconsideration of the case;
(f) it contain disrespectful and scandalous language/words.
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(2) Provided that, in case an appeal has been withheld, the appellant shall be informed of the
reason(s).
(3) Provided further that an appeal withheld on account of failure to comply with provisions of
Regulation 6 or clause (d) above, may be re-submitted within fifteen days of the date on
which the appellant is informed of such withholding, and if the appellant re-submit the
petition in a form which complies with these provisions or is addressed to the proper
appellate authority, as the case may be, it shall not be withheld.
(4) No appeal shall lie against the withholding of an appeal by an authority competent to do so.
10. TRANSMISSION OF APPEAL:

(1) Every appeal which is not withheld under these Regulations shall be forwarded to the
Appellate Authority within thirty working days.
(2) A list of appeals withheld under these Regulations shall be forwarded quarterly to the
appellate authority with reason(s) for such withholding.
(3) An appellate authority may call for any appeal admissible under these Regulations but
withheld by a subordinate authority and may pass orders thereon as it considers fit.
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Chapter IV
RIGHT OF REPRESENTATION AND PROCEDURE
11. RIGHT TO FILE A REPRESENTATION:

(1) An employee aggrieved by the order or decision made by the Competent Authority with
reference to his terms and condition of service may, move a representation as prescribed in
Schedule - II to these Regulations.
(2) Any representation made by the employee under clause (1) above shall be made to the
authorized officer.
12. AUTHORIZED OFFICER TO DECIDE REPRESENTATION:

After receipt of the representation made by an employee the Authorized Officer within thirty days
may decide the representation and shall give reasons.
13. SECOND REPRESENTATION:

(1) If not satisfied by the decision of the authorized officer an employee may file representation
before the Competent Authority.
(2) Provided, if the Authorized Officer is the Director General the employee shall file
representation to the Chairman of the Board.
14. EXISTING APPEALS AND REPRESENTATIONS:

All appeals and representations pending immediately before commencement of these Regulations
shall deemed to be appeals and representations duly filed under these Regulations.
15. APPEARANCE OF COUNSEL:

No party to any proceedings under these Regulations shall be represented by an advocate or legal
counsel.
16. INDEMNITY:
No suit, prosecution or other legal proceedings shall lie against the Competent Authority or
Authorized Officer for anything which is done in good faith or intended to be done under these
Regulations, instructions and orders made there under from time to time.
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Schedule - I
(Prescribed Format see Regulation 5)
To CAA Appeal Regulations – 2014
Dated: __/___/_____
To,
The Appellate Authority of CAA
a. Name___________________________________________________
b. Designation/ post;__________________________________________
c. SG/ EG;__________________________________________________
d. Directorate;_______________________________________________
e. Employee Number;_________________________________________
f. CNIC Number;_____________________________________________
g. Additional proof of his employment in Authority;___________________
h. Aggrieved by the Order of____________________________________
i. Major penalty/ Minor penalty;_________________________________
j. Dated___________________________________________________
Contents of Petition;
a. Contain all material statement and facts;

b. Grounds of Appeal and arguments;
c. Along with a specific prayer;
d. In case of Appeal Petition under Regulation 3 following documents shall be filed as
annexure:–
i. charge sheet;
ii. reply of the accused to the charge sheet;
iii. Show Cause Notice;
iv. reply of the accused to the Show Cause Notice;
v. recommendations/order of the ‘Authorized Officer’ or ‘Competent Authority’, as the
case may be, regarding the imposition of penalty upon the accused;
vi. notification of the penalty
e. In case of Appeal Petition under Regulation 4 following documents shall be filed as
annexure:–
i. attested copy of the order;
ii. any other proof or evidence on record;
Form of Petition.-
a. Typescript on standard size pages;

b. Every petition shall be authenticated by the signature of appellant, and submitted by the
appellant on his own behalf;
c. Every petition and all accompanying documents shall be in English or accompanied by a
translation into English;
Transmission of the Petition;
a. Appellant shall file three sets of petition with his concerned Directorate;
b. The two sets for the Appellate Authority and one set shall be returned to the appellant
with the stamp of his concerned Directorate along with the receiving date.
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Schedule -II
(Prescribed Format see Regulation 11)
To CAA Appeal Regulations – 2014
Dated: __/___/_____
To,
The Authorized Officer
Subject: Representation against Order, decision, etc.
Dear Sir,
a. Short description of all relevant and material facts.
b. Specific grievance.
c. How it effects the right of employee.
d. Evidence, if any, etc.
Name of the Employee

Designation/ post;
SG/ EG_______________
Directorate;_____________________________________________
Employee Number;_______________________________________
CNIC Number;___________________________________________
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Civil Aviation Authority (Code of Conduct) Regulations, 2014

REG-004-HRXX-1.0 - In exercise of the powers conferred by Section 27 read with Section 12 of the
Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982), the Authority is pleased to make the
following Regulations as per decision taken at the 152nd meeting of the Board held on the 30th
September, 2014 to set out principles and standards of conduct and integrity from person in the
employment of Civil Aviation Authority namely:-
Part I
PRELIMINARY PROVISIONS
(1) These Regulations shall be called the “Civil Aviation Authority (Code of Conduct)
(2) These Regulations shall come into force at once and shall be applicable to all persons in the
employment of the Authority, whether on duty or on leave, within or outside Pakistan, while
on training, study leave, on deputation with any other organization including an agency,
institution or college or retired employees of the Authority.
(3) Nothing contained in these Regulations shall affect any decision taken or order made by the
Competent Authority, before the commencement of these Regulations, unless specified
otherwise.
2. DEFINITIONS:
a. “Authority” means the Civil Aviation Authority, constituted under Section 3 of the
Ordinance;
b. “Beneficial interest” means the gains or benefits from the financial interests;
c. “Code” means the Code of conduct prescribed under these regulations;
d. “Conflict of interest ” means situation or circumstances where employee has private or
personal interest that is sufficient to influence his capacity to perform his official duties
judiciously, honestly and impartially;
e. “Conduct” means the general, moral, ethical behavior, good order of the employee while in
service of the Authority;
f. “Good order” means standard of conduct and discipline expected from an employee;
g. “Director General” means the Director General of the Authority;
h. “Employee” includes a person engaged for rendering service to the Authority whether.-
i. an employee as defined in the Civil Aviation Authority Employees (Recruitment/
Appointment, Promotion, Transfer and Service Terms and Conditions) Regulations 2014;
or
ii. employed on contract; or
iii. on temporary basis; or
iv. on ad-hoc basis.
i. “Family” includes
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i. Spouse[s], child, or step child or children of the employees;

ii. Parents of the employee and of his spouse[s] when residing with or wholly dependent
upon the employee;
iii. Provided that wife legally separated from an employee, or a child or step-child who is no
longer dependent upon him, or incase the employee has lost the custody of his child or
children, by process of law shall not be deemed as family of the employee;
j. “Gender and Number” in these Regulations means:-
i. Words importing the masculine gender shall be taken to include the feminine; and
ii. Words in singular shall include the plural and the words in plural shall include the
singular.
k. “Interpretation committee” means committee constituted under Civil Aviation Authority
Employees (Appointment, Promotion, Transfer and Other Service Terms and Conditions)
Regulations, 2014.
l. “Official gifts” means gifts other than diaries, calendars, pens, pins, emblems or other
tokens of modest intrinsic value;
m. “Ordinance” means the Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982);
n. “Person” means any individual, firm, partnership, association, group, entity incorporated or
not;
o. “Pecuniary interest” means any direct or beneficial or financial interests in shares,
securities, debt obligations, proprietary or partnership interest, rents, mortgages,
compensations or any other payments received for which employee has no plausible
justification;
p. “Property” includes movable and immovable, tangible and intangible property whether
residential, commercial, urban, rural or in any form whatsoever;
q. “Public” includes general public and clients /customers of the Authority;
r. “Schedule” means schedule prescribed under these Regulations.
3. INTERPRETATION:
connection with these Regulations
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Part II
STANDARD OF CONDUCT
4. GENERAL CONDUCT OF EMPLOYEES:
(1) All employees shall follow and self-enforce highest standard of conduct, good order and
discipline.
(2) All employees shall strive to continuously improve their professional competence and their
ability to serve the Authority.
(3) All employees shall strive to maintain dress code as prescribed by the Authority from time to
time, personal grooming and cleanliness which is deemed reasonable and appropriate.
(4) Every employee shall without restricting, be under obligation to conduct himself in a manner
prescribed by these Regulations and must.-
a. maintain the highest level of integrity by:-
i. being honest;
ii. acting in a way which enhances trust and confidence;
iii. avoiding real and apparent conflicts of interest;
iv. not seeking improper influence;
v. reporting all improper and unethical conduct that comes in their knowledge;
vi. seeking efficient and lawful use of resources of the Authority;
vii. submitting themselves to appropriate scrutiny;
viii. accepting responsibility of their own actions and decisions;
ix. keeping transparency in their actions and decisions;
x. not using their official position or resources of the Authority for personal gain; and
xi. ensuring that their conduct does not bring in question their integrity.
b. maintain and enhance public confidence by:-
i. performing their duties conscientiously, honestly and impartially;

ii. performing their duties with diligence, efficiency and courtesy;
iii.discouraging any activity showing perceived influence;
iv. making decisions on merits and law relating to each case without bias, caprice,
favoritism or self-interest;
v. acting fairly in all circumstances; and
vi. implementing law, rules, regulations, policies, orders, circulars, instructions, etc.
equitably.
c. observe optimum behavior at work by:-
i. avoiding harassment and victimization of fellow employee[s] on ground of sex,

provincialism, parochialism, etc.;
ii. avoiding discrimination and victimization of the public on grounds of sex, tribe,
religion, political affiliations, nationality, ethnicity, marital status, disability, etc.;
iii. treating their officers, colleagues, associates, staff, etc. with courtesy and respect;
iv. dealing with the public courteously, fairly and promptly;
v. promoting equality and avoiding bias in their dealings with the public;
vi. not seeking, extracting or accepting any remuneration, illegal fee, reward or other
favour for any act done or not done by virtue of his duty.
d. Adhere to the core values of the Authority namely Safety & Security, Commitment,
Professional Excellence, Integrity and Customer Focus at all times.
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5. ACCEPTANCE OF GIFTS AND REWARDS:

(1) No employee shall accept or permit any member of his family to accept any gift either
directly or indirectly except for an official gift, they should courteously but firmly decline.
(2) All cases of acceptance or receipt of any gift including an official gift shall be reported to the
Authority.
(3) No employee shall during his official dealings with any person including agent, supplier,
manufacturer, contractor, consultant, etc. of the Authority shall accept any gift in whatsoever
manner.
(4) No employee shall retain any discount or rebate granted in connection with any expenditure
of the Authority. Any such financial interest is the property of the Authority and should be
surrendered to the Authority.
(5) Gifts received from the representative of a foreign agency, organization or any other State,
during official visits shall immediately be reported to the Authority by the concerned
employee upon his return. The gift other than an official gift shall be deposited with the
Authority or Director General for its prescribed disposal.
(6) No employee shall receive any cash reward other than the rewards and incentives
sanctioned by the Authority. Provided that reward received from any foreign agency or
organization the value of that.-
a. is not beyond Rs.50,000/- may be allowed to be retained by a recipient employee; and
b. in case value exceeds beyond Rs. 50,000/- may be allowed to be retained by a recipient
employee subject to reimbursement of 50% of its additional value to the Authority.
(7) The amount received by an employee shall be deposited in a separate account and shall be
used for the welfare of the employees.
(8) Provided that value of such deposited gifts shall be assessed by Directorate of Human
Resource and Directorate of Finance and efforts shall be made to find out the value of the
gift in the country of its origin otherwise its reasonable value within Pakistan shall be
considered.
(9) Provided that if the assessed value of the deposited gift is not more than Rs. 10,000/- then it
shall be returned to the recipient employee.
(10) All gifts which are fit for display shall be properly catalogued in the Human Resource
Directorate of the Headquarters and their place of display shall be decided by the Director
General. Provided that when a gift is not fit for display it shall be disposed of and amount
shall be deposited in the account maintained for the welfare of the employees.
6. ACCEPTANCE OF FOREIGN AWARDS:

No employee shall receive or accept any foreign award except with the prior permission of the
Authority. Provided that in-case an employee receives intimation from any foreign agency or
organization of his nomination he shall immediately inform the Authority and upon approval may
proceed for taking such award.
7. ABUSE OF AUTHORITY:
(1) No employee shall use his official position to obtain unwarranted privileges or personal
benefits for which he is otherwise in-eligible.
(2) No employee shall while performing his duty, discriminate or exercise preferential treatment
contrary to merits of each case.
(3) No employee shall engage in any activity that may impair his independence or impartiality
with respect to his duty.
(4) No employee shall sublet or rent out his official residence whether allotted or hired for him by
the Authority.
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8. LIVING BEYOND MEANS:

All employees and their families shall lead modest and simple living proportionate to their position
and income. They shall not indulge in extravagant or ostentatious display of wealth in any form
whatsoever.
Explanation: “modest and simple living” means maintaining a standard of living within the visible
means of income as correctly disclosed in the income tax returns, annual statement of assets,
liabilities and net worth and other documents relating to financial interests and connections.
9. ILLEGAL GRATIFICATION OR BRIBE:

(1) No employee shall solicit or accept, directly or indirectly, a bribe from anyone.
(2) In case if employee found to be involved in such activity he shall be subject to disciplinary
action in accordance with Efficiency and Discipline Regulations for the time being in force.
10. PUBLIC MEETINGS AND GATHERINGS:

(1) No employee shall attend any public or political meetings arranged for achievement of any
cause other than for charitable purposes.
(2) No employee shall assist or take part in any demonstration directed against the decisions of
the Authority or any rules, regulations, order, instructions etc. made there under.
(3) Notwithstanding anything contained above employee may, with the prior permission of the
Authority.-
a. take part in fund raising activity for any public or charitable purpose;
b. take part in any gathering representing the Authority before any agency, organization,
department in foreign country or otherwise;
c. arrange modest gatherings to celebrate his own or his family’s achievements, etc.
11. PRIVATE LENDING AND BORROWING:

No employee shall indulge in private lending and borrowing of money from any private person,
except within the immediate family.
12. SALE AND PURCHASE OF PROPERTY:

(1) All employees shall be under obligation to declare to the Authority their intention to enter into
any transaction related to purchase or sale or disposal of any property whether movable or
immovable , tangible or intangible exceeding in value of Rs. 2,100,000/-.
(2) The declaration made under clause (1) above shall be on the prescribed form as set out in
Schedule- I providing details of legitimate ownership and state circumstances for such
sale/disposal and purchase as the case may be.
(3) All employees shall be under obligation to declare sale receipt under clause (2) to the
Authority in their annual declaration.
(4) Provided that employee on out station postings may dispose of any of his movable property to
any other employee of value not exceeding of Rs. 500,000/- subject to provision of proof of such
sale by sending a copy to the authorized officer to place the same in service book/ record.
13. BAR ON DOING BUSINESS, OCCUPATION OR TRADE:

(1) Notwithstanding anything contained in any other law, all employees shall be barred to
conduct any business or commercial activity or to join any occupation or trade while in
service of the Authority.
(2) This Regulation shall not apply to any sports activity at regional or national level.
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14. INFLUENCING THE AUTHORITY:

(1) No employee shall form or become a member of any ethnic, social, trade, religious, etc.
group or association or solicit fellow employee[s] for such membership.
(2) No employee shall solicits, provoke, incite others employees to disrupt, interfere, etc. with
the administration or functions of the Authority or any Directorate/ Unit, which may result into
an influence on any decision, order, or instruction of the Authority.
(3) No employee shall propagate sectarian creeds or take part in any such controversies or
indulge in such sectarian activities and favoritism as are likely to affect his integrity in the
discharge of his duties or to embarrass the Authority or the Federal or Provincial
Government or local administration or create feelings of discontent or displeasure amongst
the employees in and amongst the people in general.
(4) Employee who is found to be involved in violation of these Regulations shall be liable for
disciplinary action in accordance with efficiency and discipline regulations for the time being
in force.
15. USE OF POLITICAL OR OTHER INFLUENCE ETC:

(1) No employee shall directly or indirectly approach any Federal or Provincial Government or
any member of Senate, National or Provincial Assembly or any other political figure to
influence the discharge of functions of the Authority.
(2) No employee shall influence the Authority by any means to support any claim whether
related to finance or any other right arising in connection with his employment or terms and
condition of his service or other employee[s].
(3) No employee shall approach directly or indirectly, any member of the Board or Director
General or Directors or any public functionary or official for the above said purpose except
through proper channel.
16. EXPRESSING OF VIEWS:

(1) No employee shall express views detrimental to the ideology or integrity of Pakistan.
(2) No employee shall be allowed to affix, distribute or post any notice, circular, literature or
articles of any kind without the specific approval of the Authority.
17. EXPRESSING VIEWS IN MEDIA:

(1) No employee shall, except with the prior sanction of the Authority, participate in any
broadcast or television programme or social blogs or social media or contribute in any article
or write any letter, either anonymously or in his own name in any newspaper or periodical or
social media.
(2) Provided that such sanction shall only be granted when such broadcast, television
programme or such contribution or letter is made in official capacity of an employee to
represent the Authority’s view point to the public.
(3) Employee representing the Authority shall not make any statement or gesture that may be
considered to jeopardize the integrity of the Authority, the security of Pakistan or friendly
relations with foreign states or to offend public order or decency or morality or deemed as
contempt of court, defamation or an incitement for commission of an offence.
18. PUBLICATION OF RESEARCH PAPERS, NEWSPAPER ARTICLES, REPORTS:

(1) All technical or professional employees may contribute research papers in recognized
professional journals, subject to prior approval upon showing a formal request for
contribution to such journal[s].
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(2) Notwithstanding anything contained above no such research paper or article shall express
any views of political or religious or ethnic nature, etc. that may be detrimental to the integrity
or security of Pakistan or criticizing any law, rules, regulations, orders, instructions, policy,
etc. of the Authority including sharing any information of a classified nature.
(3) Provided further that if such contribution from an employee is of a purely literary, artistic or scientific
character a draft of a literary artistic or scientific article or book before its publication, shall be
submitted to the Authority for a review of its contents, the Authority shall within two months of such
submission review and by a formal order in writing may withhold such publication. Incase no
express order is made employee shall be entitled to presume that the contents are reviewed.
19. DECLARABLE INTEREST:

(1) All employee shall upon entering the service of the Authority, make a declaration of assets to
the Authority of all immovable, movable , tangible and intangible property including pecuniary
interests in share certificates, securities, insurance policies and jewelry of his own or his
family and such declaration shall include.-
a. real estate property, its improvements, acquisition costs, assessed value, and current fair
market value;
b. personal property and acquisition cost;
c. all other assets such as investments, cash in hand or in banks, stock, bonds ,etc.;
d. worth of gold jewelry;
e. all financial liabilities; and
f. any other additional information as the Authority may by general or special order require.
(2) The declaration of asset shall be submitted to the Directorate of Human Resource, shall be
the repository of the declaration of assets of all employees.
20. ANNUAL DECLARATION OF "DECLARABLE INTERESTS":

(1) All employees shall be under obligation to make annual declaration of assets including
movable, immovable, tangible and intangible property before the annual performance
appraisals.
(2) All annual declaration of assets shall be made on the prescribed forms issued by the
(3) The employee shall be under obligation to furnish such other additional information as
required by the general or special order of the Authority from time to time.
21. CRIMINAL PROCEEDINGS OR CONVICTION:

(1) An employee who has been accused for commission of any offence under any law for the
time being in force shall immediately report to the Authority except in case of arrest or
detention along with the copy of an FIR, complaint, reference or other criminal proceedings
of any nature whatsoever.
(2) Failure to inform the Authority about any such criminal proceedings shall be construed as
misconduct on the part of an employee.
(3) Notwithstanding anything contained above if an employee gets convicted under any criminal
proceeding the Authority may take any appropriate action as provided in the Civil Aviation
Authority (Efficiency and Disciplinary) Regulations, 2014. If Authority is satisfied that such
conviction of an employee may have serious adverse implications on the Authority’s function,
it may take all additional measures in the interest of the Authority.
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Part III
STANDARD OF DILIGENCE
22. STANDARD OF DILIGENCES:
(1) All employees shall perform their duties diligently by maintaining good order and discipline.
(2) All employees shall be under obligation to:
a. use their skills, knowledge and expertise to attain maximum results;
b. execute duties and assign responsibilities with optimum excellence within the required
time;
c. dis-engage at once from any activity which may adversely affect their work performance;
d. always willing to work at any duty station; and
e. be all times punctual in terms of official hours at workplaces and official engagement.
23. DISCLOSURE OF INFORMATION:

(1) No employee serving or retired or pensioner shall disclose, directly or indirectly to any
unauthorized person or entity associated with print or electronic media, any information
acquired during their employment within the Authority and shall for all times not use such
information in order to adversely affect the interest of the Authority.
(2) No employee serving or retired or pensioner shall disclose information not intended to make
available in public domain such as docket, agenda, schedules, inquiries or investigation,
audits and similar matters.
(3) No employee shall, except in accordance with any special or general order of the Authority,
communicate directly or indirectly any official document or information to another employee
not authorized to receive it.
(4) In case of any disclosure under clause (3) such employee shall be liable to disciplinary
24. CONFLICT OF INTEREST:

(1) No employee of the Authority shall acquire any pecuniary or other interest that comes in
conflicts or intends to come in conflict or has likelihood of coming in conflict with performance
of his official duty.
(2) When an employee has a conflict of interest in relation to any matter that is before the
Authority for consideration or determination or any matter that has reasonable probability to
come before the Authority for consideration or determination, such employee shall
immediately disclose the conflict of interest and shall refrain from taking part in the
consideration or determination of the matter.
(3) Any person who without reasonable cause, fails to make declaration of his interest as
required under these Regulations or who knowingly makes a false declaration or mislead in
material particulars thereby affecting the decision or determination of the Authority, shall be
deemed to have committed violation of the code of conduct and shall be liable to disciplinary
25. WITHDRAWAL OR SEIZURE OF PROFESSIONAL LICENSE:

(1) All employees who have been appointed by virtue of a specific professional qualification or
licence (e.g. engineers, doctors, pilots, etc.) shall immediately inform their Airport Manager
or the Head of their Directorate or Human Resource Directorate in writing of any suspension,
withdrawal or cancellation of professional licence.
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(2) Any act of non-disclosure of information under clause (1) by an employee shall be liable for
disciplinary action in accordance with Efficiency and Discipline Regulations for the time being
in force.
26. IMPROPER OR UNAUTHORIZED USE OF PROPERTY OR EQUIPMENT:

(1) No employee shall misuse the property and equipment owned and controlled by the
Authority save as provided under the Standing Operating Procedures for the time being in
force.
(2) Any action of the employee that violates or disregards the prescribed procedure shall be
subject to criminal liability and the Authority shall initiate a criminal proceeding against the
responsible employee[s] for acts or omissions that may adversely affect the functions of the
Authority or creates panic in the general public.
27. ABSENT WITHOUT LEAVE:

No employee shall be absent without leave and shall be under obligation to follow prescribed
Leave Regulations for the time being in force.
28. PUNCTUALITY IN ATTENDANCE:

(1) An employee shall be punctual and regular in attendance except in case of unforeseen
circumstances.
(2) In case an employee is habitually attending duty late, the Authority shall initiate disciplinary
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Part IV
STANDARD OF ETHICS
29. STANDARDS OF ETHICS:

(1) All employees in the service of the Authority shall conduct themselves in a manner which is
ethical and reasonable.
(2) All employees shall;
a. perform their work with honesty, diligence, and responsibility;
b. observe all laws, rules, regulations, orders etc. and shall make all lawful disclosures
under these Regulations to the Authority;
c. knowingly be not a party to any illegal activity, or engage in acts that are detrimental to
the functions of the Authority;
d. respect and contribute to the legitimate and ethical objectives of the Authority;
e. disclose all material facts known to them that may adversely affect the function of the
Authority;
f. be prudent in the use and protection of information acquired in the course of their duty;
g. not use information for any personal gain;
h. engage only in those activities for which they have the necessary knowledge, skills, and
experience.
30. REPORTING OF FRAUD, THEFT AND ILLEGAL ACTIVITY:

(1) All employees shall be under obligation to remain alert and vigilant with respect to frauds,
thefts and illegal activity committed by anyone anywhere related to the service and functions
of the Authority. If any such activity comes to the knowledge of an employee, he shall
immediately report such information to the Airport Manager or Head of Unit or to the relevant
Security Officer who will be under obligation to take appropriate action.
(2) The employee’s failure to report any such activity within his knowledge promptly shall be
liable to disciplinary action in accordance with Efficiency and Discipline Regulations for the
31. ACCEPTANCE OF HOSPITALITY:

(1) All employees shall ensure that any acceptance of hospitality on their part does not influence
or reasonably be seen to influence them in discharge of their duty.
(2) All employees shall be under obligation to disclose all offers of hospitality, subscriptions,
vouchers and facilitation arising out of commercial interests or contractual relations of the
Authority in whatsoever manner.
(3) Any failure under clause (2) shall be deemed as misconduct on part of such employee who
shall be liable for disciplinary action in accordance with Efficiency and Discipline Regulations
for the time being in force.
32. PRODUCTION OF EVIDENCE:

(1) No employee shall give evidence before a public committee, any court of law except with the
prior sanction of the Authority or any officer duly authorized by it.
(2) No employee while deposing or producing any evidence subject to clause (1) shall criticize
the policies or decisions of the Federal Government and the Authority.
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(3) This Regulation shall not apply to evidence given before any inquiry committee, inquiry
officer, any other committee[s] established for the purposes of implementing the objectives of
the Ordinance which has power to compel the attendance of any witness to give answers to
questions put to them.
33. INTIMATION OF COURT PROCEEDINGS:

(1) An employee shall be under obligation to provide intimation to the Authority before
instituting/filing or defending, court proceedings.
(2) Such intimation shall be provided to the Authority on the prescribed form as set out in
Schedule -II.
(3) No employee shall recourse to any court of law without previous sanction of the Authority in
order to vindicate his official acts or character from defamatory attacks.
(4) The Authority may after granting the sanction bear the cost of court proceeding if the
employee intends to defend his bona-fide acts in the interest of the Authority.
34. TAKING PART IN POLITICAL ACTIVITIES:

(1) No employee shall take part in or subscribe in aid of, or assist in anyway any political party in
Pakistan.
(2) No employee shall permit any person dependent on him for maintenance or under his care
and control to take part in, or in any way assist, any anti national movement, or activity which
is or tends to directly or indirectly subvert the Constitution of Pakistan.
(3) No employee shall canvass or otherwise interfere or use his influence in connection with or
take part in any election to a legislative body, whether in Pakistan or elsewhere. Provided
that an employee may exercise his right to vote; but if he does so, he shall give no indication
of the manner in which he proposes to vote or has voted.
(4) No employee shall indulge in any political activity including forming a political association or
a party.
(5) If any question arises whether movement or activity falls within the scope of this Regulation,
the decision of the Director General thereon shall be final.
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Part V
GENERAL PROVISIONS
35. VIOLATIONS OF THE CODE:

Any violation of these Regulations by an employee shall deem to be misconduct and shall be liable
for disciplinary action under Civil Aviation Authority (Efficiency and Disciplinary) Regulation, 2014.
36. DECLARATION OF FIDELITY:

An employee on appointment shall sign the declaration of fidelity and secrecy on the form as set
out in Schedule- III.
37. POWER TO ISSUE ORDERS AND INSTRUCTIONS:

With the prior approval of the Authority, the Director General in consultation with the Director
Human Resource, make such orders or issue such instructions, as necessary for carrying out the
purposes of these Regulations from time to time.

If any difficulty arises in giving effect to any of the provision of these Regulations, Authority may
make such order, not inconsistent with the provisions of these Regulations, as may appear to be
necessary for the purpose of removing such difficulty.
39. POWER TO AMEND REGULATIONS:

The Authority shall have the power to amend or modify these Regulations from time to time.
40. UNDERTAKING:
All persons in the employment of the Authority including retired and pensioner shall be under
obligation to sign a formal undertaking to strictly follow the code of conduct on the form as set out
in Schedule-IV.
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SCHEDULE-I
FORM
[See Regulation 12]
DECLARATION OF SALE/DISPOSAL OF PROPERTY

(A Separate CAAO to be issued be the Authority)
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SCHEDULE-II
FORM
[See Regulation 33]
INTIMATION OF COURT PROCEEDINGS
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SCHEDULE-III
FORM
[See Regulation 36]
DECLARATION OF FIDELITY
I_______S/O _________________adult____________R/o_________do hereby declare on oath as
under:-
1. That, I as __________________________ of the Authority shall discharge my duties and perform my
functions to the best of my ability and accordance to the Pakistan Civil Aviation Authority Ordinance,
1982 (XXX of 1982) and the Rules , Regulations made there under and shall always remain faithful to the
cause of the Authority and I shall not directly or indirectly communicate or reveal to any person in any
matter which shall be brought under my consideration or shall become known to me as an employee of
the Authority except as may be required for due discharge of my duties as
_____________________________.
2. That, I shall not allow my personal interest to influence my official conduct or my official decisions or
duty.
3. That, I shall always preserve, protect and endeavor for the interest and up- bringing of the cause of the
Authority and shall show due courtesy and attention to all orders and instructions issued from time to time
by the Authority.
4. May Allah Almighty help and guide me (Ameen) (in case of non- Muslim employee delete para 4).
(Name of Declarant/Deponent)
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SCHEDULE-IV
FORM
[See Regulation 40]
UNDERTAKING
I ________________S/O ______________________Adult______________R/o_________do hereby
declare on oath as under:-
That, I as __________________________ (Designation) of the Authority shall strictly follow the
prescribed Code of Conduct in all times while in service or retired or as pensioner.
(Name of Deponent)
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30/09/2014 CSRG-001-HRXX-1.0
Civil Aviation Authority Employees Pay and Pension

Regulations, 2014
REG-005-HRXX-1.0 - In exercise of powers conferred under Section 16 and 27 of the Pakistan Civil
Aviation Authority Ordinance, 1982 (XXX of 1982),for vesting and utilization of “Civil Aviation Fund” in the
Authority in order to meet charges in connection with its functions including payments of salaries and
other remunerations to its employees, servants, experts, and consultants, the Authority is pleased to
make the following Regulations as per decision taken at the 152nd meeting of the Board held on the 30th
September, 2014 to formulate the pay, pension and travelling and daily allowance regulations namely,
1. SHORT TITLE, APPLICATION AND COMMENCEMENT:
(1) These Regulations may be called as the Civil Aviation Authority Employees Pay, Pension
and Travelling & Daily Allowance Regulations 2014.
(2) These Regulations shall be applicable to all serving and retired employees of the Authority.
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PART – I (PAY)
Chapter I
2. DEFINITIONS:
In these regulations, unless the context otherwise requires -
a. "Basic Pay" means the minimum and maximum scale of pay attached to a pay group but does
not include any other type of pay such as special pay, technical pay, personnel pay, etc.;
b. "Existing Basic Pay" means minimum and maximum scale of pay attached to the existing pay
group, including increment[s], but does not include any other type of pay such as special pay,
technical pay, personnel pay etc.;
c. "Existing Pay Group" means the present pay group applicable to an employee of the
Authority as on the 1st day of January, 2014 whether in a substantive or officiating capacity.
d. "Existing emoluments" means the sum of (i) existing basic scale of pay including increments
attached to the pay group , (ii) ad-hoc allowance[s] (iii) dearness allowance[s] in addition to the
entitled service and post allowances; and(iv) any other entitled payment categorized as pay;
Explanation: emoluments for the purpose of gratuity shall not include service and post
allowance[s].
e. "Pay group" means the pay group in which employee is appointed substantively;
f. "Pay" means the amount drawn by an employee on monthly basis as-
(a) the basic pay, other than special pay or pay granted in view of his personal qualifications,
which has been sanctioned for a post held by him substantively or in an officiating capacity
or to which he is entitled by reason of his position in a cadre;
(b) technical pay, special pay and personal pay; and
(c) any other emoluments which may be specifically classed as pay by the Authority.
g. "Personal pay" means additional pay granted to an employee of the Authority –
(a) to save him from a loss in his substantive pay in respect of a permanent post other than a
tenure post due to a revision of pay or due to any reduction of such substantive pay
otherwise than as a disciplinary measure; or
(b) in exceptional circumstances, on other personal considerations i.e., after reaching the
maximum basic scale of the pay attached to the pay group, etc.;
h. "Presumptive pay" means the pay to which an employee shall be entitled if he may have held
the post substantively and had been performing its duties, but it does not include special pay
unless an employee performs or discharges the work or responsibility, in consideration of the
sanctioned special pay;
i. “Revised pay structure" in relation to any post specified in column 1 of the First Schedule
means the pay specified against that post or the pay scale attached to a pay group specified in
column 2 thereof, unless a different revised pay group or pay scale is notified separately for
that post;
j. "Revised emoluments" means the pay attached to a pay group of an employee in the revised
pay group and includes the revised allowances, if any, admissible to him.
k. "Substantive pay" means the pay inclusive of special pay sanctioned in lieu of higher time-
scale of pay, other than special allowance, personal pay or emoluments classed as pay under
these Regulations to which an employee is entitled on account of a post to which he has been
appointed substantively or by reason of his substantive position in a cadre;
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l. “Schedule" means a schedule under these Regulations;

m. “Special Allowance’’ means an addition of the nature of allowance, to the emoluments of a
post or of an employee granted in consideration of;
(a) the special nature of duties;
(b) relevant experience and qualification;
(c) a specific addition to duty or charge or responsibility;
n. “Technical Allowance” means the Allowance granted to an employee in consideration of the
fact that he possesses technical qualifications in the relevant field from an accredited institute,
university, etc.;
o. “Time scale pay” means the pay which, subject to any conditions prescribed in these
Regulations, rises by periodical increments from a minimum to a maximum prescribed basic
pay;
p. “Temporary duty” means absence of an employee from his place of duty under the order/
approval of the Competent Authority, for purposes in furtherance of functions of the Authority;
q. “Identical time scale” means the time scales when the minimum, the maximum, the period of
increment and the rate of increment of the time-scales are identical;
r. “Same time scale” for the purpose of a post, same time-scale means if two posts are in
identical time scale fall within a cadre, or a class having been created in order to fill all posts
involving duties of approximately the same character or degree of responsibility, in the
establishment of the Authority so that the pay of the holder of any particular post is determined
by his position in the cadre or class and not by the fact that he holds that post;
s. “Travelling and Daily allowance” means a compensatory allowance for an employee for
travelling, boarding and lodging expenses in case of a temporary duty, to be determined from
time to time.
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Chapter II
GENERAL CONDITIONS OF PAY

3. ENTITLEMENT OF AN EMPLOYEE FOR SERVICE PAY:
(1) An employee on commencement of his service shall be entitled to draw sanctioned pay
attached to a pay group/post in which he is initially appointed or promoted as the case may
be.
(2) The Authority may from time to time revise by specific order, the prescribed scales of pay
attached to the pay groups.
(3) An employee shall also be entitled to draw in addition to his basic scale of pay attached to
his pay group the special allowance, personal pay, technical allowance, etc. as and when
such employee becomes entitled in accordance with the applicable order for the time being
in force.
(4) A person in employment of the Authority on contract shall be entitled to draw the pay
approved by the Competent Authority or as per his last pay certificate in case of a retired
judges, retired members of civil service and retired armed forces personnel, in accordance
with these Regulations and terms of the contract, which shall not be less than the sanctioned
pay approved for such pay group post.
(5) An employee on training after his initial appointment while on probation shall draw the
entitled fixed running basic pay attached to his pay group with or without any premature
increment[s] including the annual increment[s] as and when it accrues.
(6) A person on deputation in the Authority shall be entitled to draw pay in accordance with his
last pay certificate in addition to a deputation allowance equivalent to the allowances of pay
group and post which he holds during such period.
(7) A person on deputation shall also be entitled for all admissible allowances and ancillary
benefits of the post.
4. COMMENCEMENT OF PAY:
The entitlement of pay shall commence on initial appointment from the date on being reported to
duty in addition to any other allowance[s] or emolument[s] under prescribed orders issued from
time to time.
5. FIXATION OF PAY:
(1) On initial appointment to a post, the pay of an employee shall be fixed at the minimum of the
scale of pay approved for such pay group/ post.
(2) Provided that upon initial appointment the Competent Authority on the recommendations of
the Selection Board may fix the initial pay of an employee after grant of not more than six
premature increments subject to the conditions including.-
(a) in case the Competent Authority is satisfied that suitable persons of requisite experience
and qualifications are not available on the minimum basic pay fixed for such pay group/
post; and
(b) in case the initial appointment is not an appointment on ad-hoc basis.

(3) Provided that due to service exigencies, if the Selection Board is of the opinion, that suitable
person of requisite qualification and experience is not available on the minimum basic pay
scale attached to the pay group, it may recommend to the Competent Authority for
appointment on contract basis to meet the service exigencies.
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6. FIXATION OF PAY OF EXISTING EMPLOYEE:

(1) The basic pay of an employee in service on the commencement of these Regulations shall
be fixed in the prescribed revised basic pay scale attached to the pay group, as specified by
the Competent Authority.
(2) Provided that on fixation of basic pay, an employee whose pay is fixed beyond the maximum
scale shall be determined by treating the amount of his personal pay drawn on the
commencement of these Regulations as part of his basic pay attached to the pay group and
the amount beyond the maximum of the prescribed stage in the revised basic scale shall be
allowed as personal pay.
7. FIXATION OF PAY ON PROMOTION:

(1) On promotion from a lower to higher pay group post, the basic pay shall be fixed at the
corresponding stage that such employee occupied above the minimum scale of basic pay.
(2) Provided that if the pay of an employee after fixation in the next higher pay group post is
equal to or less than the substantive pay of the lower pay group the Competent Authority in
such case shall grant one premature increment on promotion.
(3) The corresponding stage for fixation of basic pay for an employee on promotion from a lower
to higher pay group post whose pay was fixed beyond the maximum scale shall be
determined by treating the amount of his personal pay drawn on the commencement of
these Regulations as part of his basic pay scale in his lower pay group post and the amount
beyond the maximum of the prescribed stage in the revised basic scale in the higher pay
group post shall be allowed as personal pay.
8. ALLOWANCE ON ACTING OR CURRENT CHARGE:

Upon assuming the acting or current charge the employee shall be entitled to an amount equal to
20% of his pay as acting or current charge allowance provided that it shall not exceed 20% of the
mid-stage of the pay scale attached to the pay group, as the case may be, in addition to his entitled
pay attached to his pay group and other admissible service emoluments if any.
9. ALLOWANCE ON ADDITIONAL CHARGE:

Upon assuming the additional charge the employee shall be entitled to an amount equal to 20% of
his pay as additional charge allowance provided that it shall not exceed 20% of the mid-stage of
the pay scale attached to the pay group, as the case may be, in addition to his entitled pay
attached to his pay group.
10. ADMISSIBILITY OF PAY DURING TRAINING / COURSE:

(1) The Authority shall allow an employee to draw the pay attached to his pay group in addition
to any other approved emolument whether categorized as pay or allowance during the
period of his training or course etc.
(2) Subject to limitation of 30 days, where an employee is holding a current or acting or
additional charge at the time when he is placed on training he shall draw the current or
acting or additional charge allowance during the period of such course of instructions and
training as if he is still holding such current or acting or additional charge. The current or
acting or additional charge allowance shall be an amount equivalent to 20% of his pay in
addition to the pay attached to his pay groupprovided that it shall not exceed 20% of the mid-
stage of the pay scale attached to the pay group.
11. PAY OF TEMPORARY POST:

(1) The Competent Authority shall, when temporary post is created and is to be filled by a
person who is not already an employee of the Authority, he shall be allowed salary subject to
the terms and condition of his contract for a term/tenure as it may deem necessary.
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(2) If the temporary post is to be filled by an employee of the Authority, his pay shall be fixed
after taking into consideration the nature of duty/ work which has to be performed and the
existing pay attached to the pay group of such employee.
12. CONDITIONS FOR FIXATION OF PAY OF TEMPORARY POST:

(1) The Competent Authority at the time of fixation of pay, may divide temporary posts into two
categories;
a. posts created to perform the ordinary work for which permanent posts already exist in a
cadre; and
b. special posts created for the performance of special tasks unconnected with the ordinary
work which is necessary in the interest of the Authority.
(2) The posts under sub- regulation (1) clause (a), employee shall be entitled to sanctioned pay
attached to the pay group.
(3) For posts under sub-regulation (1) clause (b), employee shall be entitled to a special
allowance in addition to the sanctioned pay, but the special allowance shall not exceed 20 %
of the pay attached to the pay group, provided that it shall not exceed 20% of the mid-stage
of the pay scale attached to the pay group.
13. REVISION OF THE EXISTING PAY SCALES:

(1) The Authority on the commencement of these Regulations in accordance with the Civil
Aviation Authority Employees(Appointment, Promotion, Transfer and other Service Term and
Conditions) Regulations has approved and introduced new pay groups.
Table-I
Existing Pay Revised CAA Service Group

Group Pay Group
PG-01 SG-01 Support
PG-02 SG-02 Staff Group
SG-03
PG-03 SG-04
PG-04 SG-05
SG-06
PG-05 SG-07
SG-08 T & A Staff
SG-09 Group
PG-06 SG-10
SG-11
PG-07 EG-01
EG-02
PG-08 EG-03
EG-04 Executive Group
PG-09 EG-05
EG-06
PG-10 EG-07
EG-08
PG-11 EG-09
------- EG-10
(2) The pay scale attached to the new pay groups have been specified in the First Schedule
therein.
(3) The Authority shall have the power to revise the scale of pay attached to the pay group from
time to time.
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(4) Provided that the Authority may consider revision of scale of pay attached to the pay group,
at least once in three years.
14. PRESUMPTIVE PAY OF THE POST:
An employee shall draw the presumptive pay of the post on which he holds the lien or suspended
lien.
15. ABSORPTION OF PERSONAL PAY:

Unless the Authority otherwise decide, the personal pay shall be reduced to an amount by which
the recipient employee's pay has been increased or revised. As soon as the increase become
equivalent to the personal pay, it shall cease to be drawn.
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Chapter III
ALLOWANCES AND INCREMENT

16. ENTITLEMENT OF ALLOWANCES:
(1) An employee in addition to his approved pay attached to the pay group shall be entitled to
draw all service or/and allowances attached to the post, if any, subject to the conditions
specified by the Authority from time to time.
(2) The Authority may specify the allowance entitlement criteria from time to time subject to the
nature of duty, service pay group and post.
(3) All allowances granted to employees are prescribed in the Second Schedule.
(4) Provided that the Authority may from time to time revise, modify or discontinue any
allowance[s] specified in the Second Schedule.
17. APPLICATION OF ANNUAL INCREMENT:

Notwithstanding anything contained in any procedural order, from time to time the Authority may
specify the amount of annual increment on the pay in a ratio of fixed percentage of initial pay
attached to the pay group.
18. DATE OF NEXT INCREMENT IN THE REVISED PAY SCALE:

(1) The annual increments in the revised basic pay scales shall accrue only on the first day of
the month of December following the completion of six months of such service, at the
relevant stage in the scale attached to the pay group, shall be counted for entitlement of an
increment except in cases where the increment has been withheld or suspended under
disciplinary proceedings.
(2) Provided that on attaining the maximum scale of pay attached to the pay group, any accrued
increment shall be allowed as personal pay.
19. WITHHOLDING THE INCREMENT:

(1) The Authority through its order declares withholding of the increment as a penalty, the
Competent Authority shall specifically declare that whether such withholding be;
a. With cumulative effect; or
b. Without cumulative effect.
(2) The declaration under sub-regulation (1) shall be made for the purpose of clarification that
order withholding shall defer all future increments or it shall have an effect during the
prescribed time causing loss to an employee of temporary nature. Provided that if the order
does not contain declaration subject to sub-regulation (1) it shall be deemed that withholding
of the increment has been made without cumulative effect.
(3) An order of withholding the increment shall deem to have been made after the date of
issuance of such order. Provided that any order of withholding the increment made with
retrospective effect shall be deemed to have a prospective effect.
Explanation: The order to withhold the next increment implies that all the increment falling
due during that period will be withheld because without getting the next increment an
employee cannot get increment falling after the next increment.
(4) In case of minor penalty of withholding an increment for a specified period shall not exceed
two years without cumulative effect. The employee shall earn increment in the normal course
during the period of penalty and on such expiry of the penalty, that employee shall be
entitled for the pay which he may have drawn incase if no penalty had been imposed upon
him.
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(5) In case of major penalty of reduction to the lower stage, it shall not exceed two stages, in the
time scale or reduction to lower pay group.
20. SERVICE WHICH COUNTS FOR INCREMENT:

(1) The following provisions prescribe the conditions under which the service shall be counted
for increments in a time-scale:-
(a) All duty in a post on a time-scale and periods of leave other than extraordinary leave
shall count for increments in that time-scale.
(b) If an employee holds a lien or a suspended lien against a post, the service in another
post, whether in a substantive or acting or current charge or service on deputation, shall
count for increment in that post.
(c) If an employee is on acting or current charge on a post or holding a temporary charge on
another post which does not carry less pay than the pay of his original post, then on an
appointment to the lower post the service in the higher post counts for increments in the
lower post. But such period of service in the higher post, which may be counted for
increment in the lower post, shall be restricted to the period during which the employee
may have held the lower post but for his appointment in the higher post.
(d) Service of an employee on deputation within or outside Pakistan shall be counted for
increments in the time-scale of the post in the Authority’s service on which such
employee holds a lien or a suspended lien.
(e) If a probationer is confirmed at the end of probation exceeding twelve months he shall be
entitled to claim the accrued increments retrospectively as if he may have received in an
ordinary course.
(f) The concession in count of increments may be given to all employees subject to order of
the Authority from time to time.
21. TIME SCALE OF PAY:
The initial pay of an employee who is appointed substantively to a post on a time scale, the pay
shall be regulated as prescribed by the Authority from time to time.
22. MERGER OF AD-HOC AND DEARNESS ALLOWANCES:

(1) The Authority shall merge the amount of all existing ad-hoc and dearness allowances into
approved pay of the employees.
(2) On the commencement of these Regulations, the existing ad-hoc and dearness allowances
up to 2010 shall stand merged in the approved pay of an employee. The remaining amount
of ad-hoc and dearness allowances may be considered for merger in the next revision[s] of
pay and allowances.
(3) If the Authority approves any new ad-hoc or dearness allowance, such allowance may be
considered for merger wholly or partially as the case may be, into the approved pay on the
subsequent revision[s] of the pay and allowance.
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Chapter IV
GENERAL PROVISIONS
23. ESTABLISHMENT OF PAY AND PENSION COMMITTEE:
(1) On commencement of these Regulations, the Authority shall establish a pay and pension
committee headed by the Director Human Resource, with members from Directorate of
Finance, Audit, Legal and HR not below the designation of Additional Directors/ General
Managers and may co-opt any other ex-officio member[s] as and when necessary.
(2) The committee shall meet annually two months before the end of each fiscal year in order to
review existing emoluments given to employees who are in service or have been retired in
the form of pay and allowances or pension respectively.
(3) The committee shall give its recommendations in writing for the revision of pay and pension,
as the case may be on the basis of its review under sub-regulation (2) above for the approval
of the Authority.
24. POWER TO CONSTITUTE SUB- COMMITTEE:

The Authority may constitute by order, one or more sub- committee[s], under the pay and pension
committee, as may be necessary in furtherance of any of its functions.
25. DELEGATION OF POWERS:

(1) The Authority by a specific order may delegate any or all powers under these Regulations to
its Chairman or the Director General in generality.
(2) In particular the Authority may by order delegate its powers to.-
(i) sanction any ad-hoc relief in pay subject to the recommendation of the pay and pension
committee;
(ii) revise or discontinue any service allowance[s] subject to the recommendation of the pay
and pension committee;
(iii) revise pay scales attached to pay groups subject to the recommendations of the pay and
pension committee;
(iv) determine the entitlement, terms and conditions for grant of travelling and daily
allowances of its employees.
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THE FIRST SCHEDULE

(See Regulation 13)
Pay scales
New Pay scale

Pay Group Minimum pay Increment Maximum pay Stages
SG-01 6600 660 19800 20
SG-02 7600 760 22800 20

SG-03 8800 880 26400 20
SG-04 10200 1020 30600 20
SG-05 11700 1170 35100 20

SG-06 13400 1340 40200 20
SG-07 15300 1530 45900 20
SG-08 17500 1750 52500 20
SG-09 20000 2000 60000 20
SG-10 22800 2280 68400 20
SG-11 26000 2600 78000 20
EG-01 29400 2940 88200 20

EG-02 33300 3300 99000 20
EG-03 37700 3770 113100 20
EG-04 42700 4270 128100 20
EG-05 48300 4830 144900 20
EG-06 54600 5460 163800 20
EG-07 61700 6170 185100 20
EG-08 69800 6980 209400 20
EG-09 78900 7890 236700 20
EG-10 89200 8920 267600 20
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THE SECOND SCHEDULE

(See Regulation 16)
Allowances
Allowances admissible to all employees of EG-01 and above
Regular Allowances:
House Rent Allowance: @ 80% of running basic pay

@ 20% of running basic pay
Medical Allowance:
(Min of Rs 1,500/- p.m.)
Utility Allowance: @ 25% of running basic pay
EG-01 to EG– 02 Rs. 400/-
EG-03 to EG– 04 Rs. 600/-
Entertainment Allowance: EG-05 to EG– 06 Rs. 1500/-
EG-07 to EG– 08 Rs. 2,000/-
EG-09 to EG– 10 Rs. 3,000/-
Allowance will be discontinued from the
Night Duty Allowance:
commencement date of these Regulations.
Telephone Allowance:
EG–01 to EG-02 amount equivalent to 125 liters
of Petrol
of Petrol
of Petrol
Fuel / Conveyance Allowance:
of Petrol
of Petrol
(EG – 01 to EG – 10 APMs are entitled for fuel
allowance equivalent to 150 liters of Petrol if his
entitlement under service pay group is lower than this
entitlement)
EG-07- to EG – 10 allowance equivalent to
100% of gross pay of SG-01.
Driver’s Allowance: APMs of EG – 01 & above Rs. 6000/= p.m. if
his entitlement under service pay group is lower than
this entitlement)
EG-05 allowance equivalent to 50% of gross pay of

SG-01.
Servant Allowance:
EG-06- to EG – 10 allowance equivalent to 100% of
gross pay of SG-01.
@ 10% of minimum basic pay of the corresponding
pay scale
Motor vehicle Maintenance
(EG – 01 to EG – 10 APMs are entitled for car
Allowance:
maintenance allowance @ Rs. 4000/= if his
entitlement under service pay group is lower than this
entitlement)
Local Compensatory Allowance will be discontinued from the
Allowance commencement date of these Regulations.
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Trade Specific Allowances -shall be subject to the applicable orders of the

Authority for the time being in force
@ 150% of running basic pay – initial type rating of
A/C
Flying Allowance for Flight
@ 225% of running basic pay – 500 hours on A/C
Inspectors (Pilots / Flight
type or 5 years’ experience
Engineers) & Calibration Pilots
@ 300% of running basic pay – 1000 hours on A/C
Type or 10 years’ experience
Airworthiness Allowance:
(for Airworthiness Engineers)
LL.M/ CA / ACMA or similar qualification from
Technical Allowance: recognized accounting bodies / Ph. D. Rs. 10,000/
p.m.
Uniform Allowance: (Flight Allowance will be discontinued from the
Inspectors & Calibration Pilots) commencement date of these Regulations.
Non Practicing Allowance: EG-01 to EG-10 @ 20% of the running
(Admissible to Lawyer and basic pay up to a maximum of Rs.10, 000/ per
Medical Officers only) month.
Computer Allowance: Allowance will be subject to the applicable orders of
(for Programmers) the Authority for the time being in force.
Instructional Allowance: @ 40% of running basic pay for EG-01 to EG-10
(for Instructors at CATI only) posted as Instructors at CATI
Audit and Account Allowance: @ 20% of running basic pay for EG-01 to EG-10
Technical Allowance: @ 20% of running basic pay to Electronics
(CNS Engineers) Engineers
Graduate Engineers’ Rs. 5, 000/ per month on confirmation after initial
Allowance: appointment
(Registered with Pakistan
Engineering Council) Rs. 10, 000/per month after 10 years of service
@ 40% of running basic pay with Maximum limits as
specified below:
EG-09 to EG-10 up to Rs. 30,000/ per month
EG-07 to EG-08 up to Rs. 25,000/ per month
Project Allowance: EG-05 to EG-06 up to Rs. 20,000/per month
EG-01 to EG-04 up to Rs. 15,000/per month
Allowance shall be admissible during active duty on

the project.
Simulator Allowance:
@ 20% of running basic pay for each ATC Rating;
- TWR / GMC
- AREA (Procedure)
ATC – Rating Allowance: - AREA (Radar)
(for ATC Officers only) - APP (Procedure)
- APP (Radar)
- ATCL
- OJTI (On Job Training Instructor)
Categorization Allowance: Allowance will be subject to the applicable orders of
(for ATC Officers only) the Authority for the time being in force
ATC Supervisor Allowance:
Allowance will be subject to the applicable orders of
(Manager Airside / Shift
the Authority for the time being in force
Managers)
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@ 20 % running basic pay allowance shall be

admissible to employees who are not eligible
Special Allowance:
otherwise for any trade specific allowance subject to
specific order of the Authority.
Ancillary Benefits:
1. EG-05 to EG–06
a. One A/C and Refrigerator once in 5 years.
b. Rs.50,000/- be paid as furnishing grant once in EG-05 to EG -06.
2. EG-07 to EG-08
a. Locally manufactured car 1000 c.c. Replacement of car after five years
b. one A/C, and Refrigerator once in five years
c. Rs.70,000/- be paid as furnishing grant once in EG-07 toEG-08.
d. Cell phone as per entitlement.
3. EG-09 to EG-10
a. Locally manufactured car 1300 c.c. Replacement of car after five years
b. two A/Cs and a Refrigerator
c. Rs.100,000/= be paid as furnishing grant once in EG-09 to EG-10.
d. Cell phone as per entitlement
4. DG / DDG
a. Locally manufactured car 1600 c.c.
b. two A/Cs and a Refrigerator.
c. Rs150,000/- be paid as furnishing grant. Such amount shall not be
admissible if DG / DDG avail CAA accommodation
d. Cell phone as per entitlement
5. EG-01 to EG-05 APMs are allotted official car for their official and personal use
during the tenure of office.
Allowances admissible to all employees of SG-01 to SG-11
Regular Allowance:
House Rent Allowance: @ 80% of running basic pay
Medical Allowance:
(Min of Rs 1,500/- p.m.)
Utility Allowance: @ 25% of running basic pay
SG -01 to SG-02 amount equivalent to 40 liters of
Petrol
SG-03 to SG-04 amount equivalent to 50 liters of
Petrol
Fuel / Conveyance
Petrol
Allowance:
Petrol
SG-09 amount equivalent to 80 liters of Petrol
Motor vehicle Maintenance @ 10 % of minimum basic pay of the corresponding

Allowance: pay scale or Rs. 1200/= whichever is higher.
Local Compensatory Allowance will be discontinued from the

Allowance commencement date of these Regulations.
Non-Regular Allowances:
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@ 40% of running basic pay with maximum limits as

specified below:
SG–07 to SG-11 up to Rs. 10,000/- per month
Project Allowance:
SG–04 to SG–06 up to Rs. 7,000/- per month
SG-01 to SG-03 up to Rs. 5,000/- per month
LL.M/ CA / ACMA or similar qualification from
Special Qualification
recognized accounting bodies / Ph. D. Rs. 10,000/-
Allowance:
p.m.
Audit and Account Allowance: @ 20% of running basic pay for SG-05 to SG-11
Night Duty Allowance:
SG-01 to SG–04 Rs.1000/- p.m.
Washing Allowance: Admissible to liveried staff incase if not drawing any
other uniform allowance.
Cash Handling: SG-05 to SG -11 Rs. 1500/- p.m.
Proficiency Allowance: Allowance will be discontinued from the
(Stenos / Typist) commencement date of these Regulations.
Category of hard area allowances shall be admissible when an employee in SG-01 to
SG-11 or EG-01 to EG-10 is performing duty in following areas:
@ 60% of minimum basic pay of the
corresponding pay scale at Parachinar,
Special Category: Khuzdar, Laram Qilla, Zhob, Dalbandin,
Gawadar, Jiwani, Pasni, Pasni Radar, Ormara,
Panjgur, Turbat, Sibi, Bannu & Lakpass.
Category – I corresponding pay scale at Gilgit, Skardu &
Chitral
corresponding pay scale at Quetta,
Category – II Moenjodaro, Sehwan Sharif, Jacobabad,
Mirpurkhas, NDB Chore, SSR Rojhan, CVOR
Bindo, Rawalakot, Saidu-Sharif, & D. I. Khan
Category – III corresponding pay scale at Cape Monze NDB,
Muzaffarabad and Cherat Approach Control.
Heating & Warming Allowance:
Rs 1000/ per month (from October to March)
(At Special Locations)
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PART – II (PENSION)
Chapter I
26. DEFINITIONS:
In these Regulations, unless the context otherwise requires.-
a. “Child” means child of the employee who, if a son, is under twenty one years of age and if a
daughter, is unmarried and the expression 'children' shall be construed accordingly;
b. “Date of retirement” in relation to a permanent employee, means the afternoon of the day of
the month in which the employee attains sixty years of age or prescribed for
c. under the terms and conditions governing his service;
d. “Deputation” means service of an employee when he receives pay with the sanction of the
Competent Authority from a source other than the funds of the Authority;
e. “Director Finance” means the Director Finance of the Authority;
f. “Employee in permanent employment” means an employee who holds, substantively or
provisionally a permanent post or who holds lien on such a post had the lien not been
suspended;
g. “Family” for the purpose of entitlement of gratuity/ pension benefits under these Regulations
includes the following relatives of the employee:
(a) wife or wives, in the case of a male employee;

(b) husband, in the case of female employee (a female employee can exclude her husband
from being a member of her family);
(c) children of the employee
(d) parents or legal heirs in case of unmarried employee
Note: For the purpose of entitlement of medical facilities family includes retired employee and
his spouse only.
h. “Medical Officer or Medical Authority” means the authorized ‘Medical Officer’, 'Chief
Medical Officer' of the Authority as the case may be;
i. “Minor" means a person who has not completed the age of eighteen years;
j. “Pension” includes gratuity except when the term Pension is used in contradiction to gratuity;
k. “Pensioner” means an employee who retires from the service of the Authority and is entitled
to exercise an option to receive an amount either as.-
(a) 100% pension; or
(b) 35% commutation and 65 % pension; or
(c) 100% commutation.
l. “Qualifying service” means service rendered while on duty or otherwise which shall be
taken into account for the purpose of pension and gratuities admissible under these
Regulations;
m. “Retirement age” means when an employee is required to retire, or cease to be on leave, on
attaining a specified age, the day on which he attains that age is reckoned as a non-working
day, and the employee must retire, revert, or cease to be on leave (as the case may be) with
effect from and including that day;
n. “Retirement benefits” includes pension or service gratuity, where admissible.
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30/09/2014 CSRG-001-HRXX-1.0
Chapter II
GENERAL CONDITIONS
27. EMPLOYEE PENSION FUND:
(1) The existing pension fund of the Authority shall be deemed as the fund established and
administered under these Regulations.
(2) The administration of pension fund shall remain effective and functional in its present form,
unless the Authority may otherwise specify by its orders.
28. CLAIMS FOR PENSION OR FAMILY PENSION:

Any claim for pension or family pension shall be regulated by the provisions of these Regulations in
force at the time when an employee retires or is discharged or is allowed to resign from service or
dies, as the case may be.
29. LIMITATION ON NUMBER OF PENSIONS:

(1) An employee shall not earn two pensions in the same service at the same time or by the
same continuous service.
(2) An employee who, having retired on superannuation or retiring pension, is subsequently re-
employed shall not be entitled to a separate pension or gratuity for the period of his re-
employment.
30. PENSION SUBJECT TO FUTURE GOOD CONDUCT:

(1) Future good conduct shall be an implied condition of every grant of pension and its
continuance under these Regulations.
(2) The Competent Authority may, by order in writing withhold or withdraw pension or part
thereof, whether permanently or for a specified period, if the pensioner is convicted of a
serious crime or is found guilty of grave misconduct.
(3) Provided further that where a part of pension is withheld or withdrawn, the amount of such
pension shall not be reduced below an amount per month as specified by the Authority.
(4) Where a pensioner is convicted of a serious crime by a court of law, an action under sub-
regulation (2) shall be taken in the light of the judgment of the court relating to such
conviction.
(5) If the Competent Authority considers that the pensioner is prima facie guilty of grave
misconduct, it shall before giving any order under sub-regulation (2);
(i) serve upon the pensioner a notice specifying grounds for action proposed to be taken
against him and calling upon him to submit his reply within fifteen days of the receipt of
the notice; or file a representation under the applicable regulations; and
(ii) take into consideration the representation if any, submitted by the pensioner under sub-
clause (a).
(6) An appeal against the order passed by the Competent Authority under sub-regulation (1)
shall be filed in accordance with the Appeal Regulations for the time being in force.
Explanation: The term "misconduct" shall have the meaning assigned to it under the applicable
Efficiency and Discipline Regulations.
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31. RIGHT OF AUTHORITY TO WITHHOLD OR WITHDRAW PENSION:

(1) The Authority reserves the right to withhold or withdraw a pension or part thereof, either
permanently or for a specified period, and may order recovery from pension of the whole or
part of any pecuniary loss caused to the Authority, if under any disciplinary or judicial
proceedings, the pensioner is found guilty of grave misconduct or negligence or corruption
during the period of his service.
(2) Provided further that where a part of pension is withheld or withdrawn, the amount of such
pension shall not be reduced below the amount per month as specified by the Authority.
(3) (a) The disciplinary proceedings referred to in sub-regulation (1) if instituted while the
employee was in service, shall after the retirement of the employee, be deemed to be
proceedings under this Regulation and shall continue and be concluded by the
Competent Authority as if the employee is in service.
(b) Such proceedings if not instituted while the employee was in service before his
retirement;
(i) shall not be instituted save with the sanction of the Authority;
(ii) shall not be in respect of any event which took place more than four years before
such institution; and
(iii) shall be conducted by such Competent Authority and in such place as the Authority
may direct and in accordance with the procedure applicable to disciplinary
proceedings in which an order of dismissal from service could be made in relation to
the employee during his service.
(4) No judicial proceeding, if not instituted while the employee was in service, shall be instituted
in respect of a cause of action which arose, or in respect of an event which took place, more
than four years before such institution.
(5) In case of an employee who has retired on attaining the age of superannuation or otherwise
and against whom any departmental or judicial proceedings are instituted or where
departmental proceedings are continued under sub-regulation (2);
(i) The anticipatory pension not exceeding 80% of the maximum pension which have been
admissible on the basis of the qualifying service up to the date of retirement of the
employee; or if he was under suspension on the date of retirement up to the date
immediately preceding the date on which he was placed under suspension, shall be
sanctioned.
(ii) Such anticipatory pension shall be sanctioned during the period commencing from the
date of retirement up to the date of conclusion of the disciplinary or judicial proceedings
after passing of final order by the Competent Authority.
(iii) No gratuity shall be sanctioned to the employee until the conclusion of the disciplinary or
judicial proceedings and issue of final order thereon.
(iv) Payment of anticipatory pension made under sub-regulation 5 (i) shall be adjusted
against final retirement benefits sanctioned to such employee upon conclusion of such
proceedings but no recovery shall be made where the pension finally sanctioned is less
than the anticipatory pension or the anticipatory pension is reduced or withheld either
permanently or for a specified period.
(6) Where the Authority decides not to withhold or withdraw pension but orders recovery of
pecuniary loss from pension, the recovery shall not ordinarily be made at a rate exceeding
one third of the pension admissible on the date of retirement of an employee.
(7) For the purpose of this Regulation –
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(i) Disciplinary proceedings shall be deemed to be instituted on the date on which the show
cause notice is issued to the employee or pensioner, or if the employee has been placed
under suspension from an earlier date, on such date; and
(ii) Judicial proceedings shall be deemed to be instituted:
(iii) In the case of criminal proceedings, on the date which the complaint or report of a police
officer, of which the competent court takes cognizance is made ; and
(iv) In the case of civil proceedings, on the date the plaint is presented in the court.
32. PRIVATE EMPLOYMENT AFTER RETIREMENT:

(1) If a pensioner who, immediately before his retirement was a Executive Group employee,
intends to accept any private employment before the expiry of twelve months from the date
of his retirement, he shall obtain the previous sanction of the Authority to such acceptance.
(2) Provided that an employee who was permitted by the Authority to take up a particular form of
private employment during his leave preparatory to retirement shall not be required to obtain
subsequent permission for his continuance in such employment after retirement.
(3) Subject to the provisions of sub-regulation (3), the Authority may, by order in writing, on an
application made by a pensioner, grant, subject to such conditions, if any, as it may deem
necessary, permission, or refuse, for reasons to be recorded in the order, permission, to
such pensioner to take up the private employment specified in the application.
(4) In granting or refusing permission under sub-regulation (2) to a pensioner for taking up any
private employment, the Authority shall consider the following factors, including but limited to:
(i) the nature of the employment proposed to be taken up and the antecedents of the
employer;
(ii) his duties in the employment which he proposes to take up might be such as it bring him
into conflicts with the Authority;
(iii) the pensioner while in service had any such dealing with the employer under whom he
proposes to seek employment as might afford a reasonable basis for the suspicion that
such pensioner had shown favour to such employer;
(iv) duties of the private employment proposed involve liaison or contract work with the
Authority.
(v) his private duties will be such that his previous official position or knowledge or
experience under the Authority could be used to give the proposed employer an unfair
advantage.
(vi) the emoluments offered by the proposed employer, and
(vii) any other relevant factor.
(5) Where within a period of sixty days of the date of receipt of an application under sub-
regulation (3), the Authority does not refuse to grant the permission applied for or does not
communicate the refusal to the applicant, the Authority shall be deemed to have granted the
permission applied for.
(6) Where the Authority grants the permission applied for subject to any conditions or refuses
such permission, the applicant may, within thirty days of the receipt of the order of the
Authority to that effect, make a representation against any such condition or refusal and the
Authority may made such orders thereon as he deems fit.
(7) Provided that no order, other than an order cancelling such condition or granting such
permission without any conditions, shall be made under this sub-regulation without giving the
pensioner an opportunity to show cause against the order proposed to be made.
(8) If any pensioner takes up any private employment at any time before the expiry of two years
from the date of his retirement without the prior permission of the Authority or commits a
breach of any condition subject to which permission to take up any private employment has
been granted to him under this regulation, the Authority may declare by order in writing with
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reasons to be recorded therein that such pensioners shall not be entitled to the whole or
such part of the pension and for such period as may be specified in the order.
(9) Provided that no such order shall be made without giving the pensioner an opportunity of
showing cause against such declaration.
(10) Provided further that in making any order under this sub-regulation, the Authority shall have
consideration to the following factors, including:-
(i) the financial circumstances of the pensioner concerned;
(ii) the nature of private employment taken up by the pensioner concerned; and
(iii) any other relevant factor.
(11) Every order passed by the Authority under this Regulation shall be communicated to the
pensioner concerned.
(12) In this Regulation:-
(a) the expression "private employment" means :-
(i) an employment in any capacity including that of an agent, under a company, co-
operative society, firm or individual engaged in trading, commercial, industrial,
financial or professional business and includes also a directorship of such company
and partnerships of such firm, but does not include employment under a corporate,
wholly or substantially owned or controlled by the Federal or Provincial Government.
(ii) setting up practice, either independently or as a partner of a firm, as adviser or
consultant in matters in respect of which the pensioner-
(a) has no professional qualifications and the matters in respect of which the
practice is to be set up or is carried on are relatable to his official knowledge or
experience, or
(b) has professional qualifications but the matters in respect of which such practice
to be set up are such as are likely to give his clients and unfair advantage by
reason of his previous official position, or
(iii) has to undertake work involving liaison or contact with the offices or employees of
the Authority: `
Explanation:(a) For the purpose of sub-clause (i) "employment under a co-operative

society" includes the holding of any office, whether elective or otherwise,
such as that of President, Manager, Secretary, Treasurer and the like,
whatever name called in such society.
(b) The expression "date of retirement", means the date on which an
employee finally ceases to be employed in the service of the Authority.
33. EMPLOYMENT AFTER RETIREMENT OUTSIDE PAKISTAN:

(1) If a pensioner, who immediately before his retirement has been a Group ‘C’ employee,
intends to accept any employment outside Pakistan, he shall obtain prior permission of the
Authority for such acceptance and no pension shall be payable to a pensioner who accepts
such an employment without permission in respect of any period for which he is so employed
or such longer period as the Authority may direct.
(2) Provided that an employee who has been duly permitted by the Authority, to take up a
particular form of employment outside Pakistan during his leave preparatory to retirement,
shall not be required to obtain subsequent permission for his continuance in such
employment after retirement.
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Chapter III
QUALIFYING SERVICE
34. COMMENCEMENT OF QUALIFYING SERVICE:
(1) Subject to the provisions of these Regulations, qualifying service of an employee shall
commence from the date he takes the charge of the post to which he is first appointed either
substantively or in temporary capacity.
(2) Provided that temporary service is followed without interruption by substantive appointment
in the same or other service cadre or post.
35. COUNTING OF SERVICE AS ON PROBATION:

Service on probation against a post if followed by confirmation in the same or another post shall be
counted in the qualifying service.
36. COUNTING OF PERIODS SPENT ON LEAVE:

(1) All leave during service for which leave pay is payable and leave granted on medical
certificate except extra ordinary leave shall be counted in the qualifying service.
(2) Provided that in the case of leave other than extraordinary leave granted on medical
certificate the leave sanctioning authority may, at the time of granting such leave, allow the
period of that leave shall to be counted in the qualifying service if such leave is granted to an
employee;
(i) due to his inability to join or rejoin duty on account of civil commotion; or
(ii) for pursuing higher scientific and technical studies, etc.
37. COUNTING OF PERIODS SPENT ON TRAINING:

The time spent by an employee under training arranged by the Authority immediately after his
appointment in the service, shall be counted in his qualifying service.
38. COUNTING OF PERIODS OF SUSPENSION:

Time passed by an employee under suspension pending inquiry into conduct, shall count as
qualifying service where on conclusion of such inquiry, he has been fully exonerated or the
suspension is held to wholly unjustified, in other cases the period of suspension shall not count
unless the Competent Authority under applicable regulations makes specific order that the whole
or part of suspension period shall be counted in the qualifying service.
39. FORFEITURE OF SERVICE ON DISMISSAL OR REMOVAL:

Upon order of dismissal or removal of an employee from service, the Authority shall forfeit the past
service of such employee.
40. COUNTING OF PAST SERVICE ON REINSTATEMENT:

(1) An employee who is dismissed, removed or compulsorily retired from service, but is
reinstated on appeal or review, his past service shall be counted as qualifying service.
(2) The period of interruption in service between the date of his dismissal, removal or
compulsory retirement, as the case may be, and the date of reinstatement, and the period of
suspension, if any, shall not count as qualifying service unless regularized as duty or leave
by a specific order of the Competent Authority who has made the order for reinstatement.
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41. FORFEITURE OF SERVICE ON RESIGNATION:

(1) Resignation from service, unless it is allowed to be withdrawn by the Competent Authority,
shall forfeit his past service.
(2) Provided that resignation for taking up another appointment in any other government service
or authority or department, in which service counts for the purpose of pension, shall not be
deemed as resignation under sub-regulation (1).
(3) When an order is passed by the Competent Authority allowing a person to withdraw his
resignation and to resume duty, the order shall be deemed to include the condonation of
interruption in service and the period of interruption shall be counted in his qualifying service.
42. EFFECT OF INTERRUPTION IN SERVICE:

(1) An interruption in the service of an employee shall forfeit his past services, except in the
following cases:
a. authorized leave of absence;
b. unauthorized absence in continuation of authorized leave of absence so long as the post
of absentee is not filled substantively;
c. suspension, where it is immediately followed by reinstatement, whether in the same or a
different post, or where the employee dies or is permitted to retire or is retired on
attaining the age of superannuation while under suspension;
d. abolition of post;
e. loss of appointment due to reduction in approved establishment;
f. transfer of employee to any other non-qualifying service, except in case of resignation;
g. transit time from one appointment to another appointment to or from the service of the
Authority; or
h. due to any other reason, provided that the interruption is not due to any fault or willful act
of an employee of the Authority, such as, unauthorized absence, resignation or removal
or dismissal from service.
(2) Notwithstanding anything contained in sub- regulation (1) the Competent Authority may, by
order, commute retrospectively the periods of absence without leave as extra-ordinary leave.
43. CONDONATION OF INTERRUPTION IN SERVICE:

(1) An interruption between two spells of service rendered by an employee under the Authority
shall be treated as condoned and the pre-interruption service treated as qualifying service.
(2) Nothing in sub- regulation (1) shall apply to interruption caused by resignation, dismissal or
removal from service or for participation in a strike.
(3) The period of interruption referred to in sub- regulation (1) shall not count as qualifying
service.
44. CONDONATION OF DEFICIENCY IN SERVICE:

(1) A deficiency of a period not exceeding six months in the qualifying service of an employee
shall be deemed to have been condoned.
(2) The authority competent to sanction pension may condone a deficiency of more than six
months but less than a year, subject to the following conditions:
a. the employee has died while in service or has retired under circumstances beyond his
control, such as on invalidation or abolition of his post, and would have completed another
year of qualifying service; if he had not died or retired;
b. the service rendered by him had been meritorious.
(3) Provided that a deficiency of full one year or more cannot be condoned.
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(4) This Regulation shall not apply to an employee who have rendered less than five years of
continuous service.
45. PERIOD OF DEPUTATION FROM THE AUTHORITY:

The period of deputation of an employee on service outside the Authority shall be counted in his
qualifying service for the purpose of pension under these Regulations.
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Chapter IV
EMOLUMENTS
46. CALCULATION OF EMOLUMENTS:
(1) If an employee immediately before his retirement or death while in service has been
absenting from duty or on leave for which leave pay is payable or having been suspended, if
he has been re-instated without forfeiture of service, the emoluments which he would have
drawn if he was not absent from duty or suspended, shall be the emoluments for the purpose
of this Regulation. Provided that any increase in pay (other than the increment referred to in
sub- regulation (4)) which he has not actually drawn shall not form part of his emoluments.
(2) When an employee immediately before his retirement or death while in service has
proceeded on leave of not more than thirty days for which leave pay is payable after having
held a higher appointment whether in an acting or current charge, the benefit of emoluments
drawn in such higher appointment shall be given only if it is certified that the employee would
have continued to hold the higher appointment but for his proceeding on leave.
(3) When an employee immediately before his retirement or death while in service has
proceeded on leave of not more than thirty days for which leave pay is payable after having
held an additional charge the benefit of emoluments drawn in such charge shall be given
only if it is certified that the employee would have continued to hold such charge but for his
proceeding on leave.
(4) If an employee immediately before exercising option for encashment of leave preparatory to
his retirement while in service had been holding acting or current or additional charge, the
period of leave preparatory to retirement shall be deemed as duty on acting or current or
additional charge as the case may be, the emoluments which he drew immediately before
proceeding on such leave shall be the emoluments, in addition to ordinary increment as and
when it accrues, for the purpose of this Regulation.
(5) If an employee immediately before his retirement or death while in service had been absent
from duty on extra-ordinary leave or had been under suspension, the period whereof does
not count as service, the emoluments which he drew immediately before proceeding on such
leave or being placed or deemed under suspension shall be the emoluments for the purpose
of this Regulation.
(6) If an employee immediately before his retirement or death while in service, was on earned
leave, and earned an increment which was not withheld, such increment, though not actually
drawn, shall form part of his emoluments.
(7) Provided that increment earned during the currency of the earned leave not exceeding one
hundred and twenty days, or during the first one hundred and twenty days of earned leave
where such leave was for more than one hundred and twenty days shall form part of the
emoluments.
(8) Pay drawn by an employee while in service on deputation outside the Authority shall not be
treated as emoluments but the pay which such employee may have been eligible to draw
from the Authority if he had not been on deputation, shall alone be treated as emoluments.
(9) Employees of EG-08 and above shall be entitled to orderly allowance in addition to entitled
pension.
Explanation: the expression "emoluments" means the basic pay, special pay, personal pay and
any other emoluments which may be specifically classed as pay by the Authority which an
employee was receiving immediately before his retirement or on the date of his death and includes
dearness allowance, incentive payment and any other allowance if such an allowance or
allowances and payments are allowed to be counted as pay for the purpose of pension by the
Authority.
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Chapter V
CLASSIFICATION OF PENSION & ITS GOVERNING CONDITIONS

47. SUPERANNUATION PENSION:
A superannuation pension shall be granted to an employee who is retired on his attaining the age
of sixty years.
48. RETIRING PENSION:

A retiring pension may be granted to an employee who opts for his retirement before the age of
superannuation, after completing twenty five years of service or apply for retirement on completion
of twenty years of service subject to approval of DGCAA in accordance with the applicable
regulations governing the terms and conditions of service of the employees.
49. INVALID PENSION:

(1) Invalid pension may be granted if an employee retires after rendering more than five years
and less than 10 years of service on account of any bodily or mental infirmity which
permanently incapacitates him to discharge his duties while in service.
(2) An employee applying for an invalid pension shall submit a medical certificate of incapacity
from the Medical Board of the Authority.
(3) Where the Medical Board of the Authority constituted under the terms and condition of
service regulations declares an employee is fit for any other duty suitable with the nature of
incapacitation he shall not be eligible for invalid pension except when there is no suitable
post available for such employee.
50. COMPENSATION PENSION:

(1) If an employee is discharged from service due to the abolition of a permanent post, he shall
have the option.-
a. to take compensation pension to which he may be entitled for the service he had
rendered in case he is not offered another appointment on the same pay group.
(2) Provided that if an employee who is entitled to compensation pension accepts another
appointment under the Authority and subsequently becomes entitled to receive a pension of
any class, the service he rendered on the abolished post shall be counted as his qualifying
service for the purpose of pension.
51. COMPULSORY RETIREMENT PENSION:

(1) An employee shall be compulsorily retired from service only on condition of imposition of a
major penalty in accordance with the prescribed procedures under the disciplinary
regulations for the time being in force.
(2) The Competent Authority may grant such pension or gratuity at a rate not less than two-
thirds and not more than full of the compensation pension admissible to him on the date of
his compulsory retirement.
Explanation: In this sub-regulation, the expression 'pension' includes gratuity.
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52. COMPASSIONATE ALLOWANCE:

The Authority shall forfeit the pension and gratuity of an employee who is dismissed or removed from
service. Provided that the Competent Authority may, if the case deserve special consideration, sanction a
compassionate allowance not exceeding two-thirds of pension, or gratuity or both which would have been
admissible in case of such employee if he had retired on compensation pension.
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Chapter VI
AMOUNT OF PENSION
53. RETIREMENT ON COMPLETION OF QUALIFYING SERVICE:
(1) At any time after an employee has completed twenty five years of qualifying service, he may
opt to retire from service. Provided that an employee shall give a notice in writing to the
Competent Authority through his concerned Unit or Directorate, as the case may be, at least
three months before the date on which he intends to retire.
(2) At any time after an employee has completed twenty years' of qualifying service, he may
apply for retirement from service subject to the approval of DGCAA. Provided that an
employee shall give a notice in writing to the Competent Authority through his concerned
Unit or Directorate, as the case may be, at least three months before the date on which he
intends to retire.
(3) Provided that where the employee giving notice under sub- regulation (1) is under
suspension, it shall be in the discretion of the Competent Authority to withhold permission to
such an employee to retire under this Regulation.
(4) An employee who has opted / applied for retirement under this Regulation and has given the
necessary notice to that effect to the Competent Authority, shall be precluded from
withdrawing his notice except with the specific approval of the Authority.
(5) Provided that request for withdrawal shall be made before the intended date of his
retirement.
54. AMOUNT OF PENSION:

(1) The amount of pension that may be granted to an employee shall be determined by the
length of qualifying service.
(2) Provided that fractions of a year may not be taken into account in the calculation of any
pension admissible to an employee.
(3) Provided that full pension shall be admissible under these Regulations only in cases of
approved satisfactory service rendered. If the service has not been thoroughly satisfactory,
the Competent Authority may recommend such reduction in the amount as it deem
appropriate.
(4) The amount of any pension shall not be reduced under this Regulation without giving a show
cause notice to such employee against whom the proposed reduction in pension amount is
recommended.
(5) In case of an employee’s compulsory
(6) under the Efficiency and Discipline Regulations, he shall be entitled to pension or gratuity as
admissible under normal procedures and the certificate of 'thoroughly satisfactory service'
shall not be required in his case.
(7) Provided that if an employee in a substantive and permanent capacity retires or is selected
for discharge owing to the abolition of his permanent post after completing qualifying service
of five years but less than ten years, he may be granted a gratuity not exceeding one month
emoluments for each completed year of qualifying service. If such employee has been in
service for twenty year or more but has only completed ten years of active service at the time
of his retirement or discharge, as the case may be, he may be granted ordinary pension.
(8) In case a permanent employee who retires from service in the usual course, i.e., on attaining
the age of superannuation or on being declared incapacitated for further service or who opts
for retirement after completion of qualifying service, shall be entitled to pension in
accordance with these Regulations.
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(9) In case if an employee is discharged from service owing to the abolition of his post he is
entitled to an ordinary pension on completion of qualifying service of ten years or more or to
a gratuity not exceeding one month's emoluments for each completed year of qualifying
service.
(10) The amount of pension of an employee who has the right to retire on a retiring pension
should not be less than the amount to which he may have been entitled if he had exercised
this right, notwithstanding the fact that the emoluments may be reduced by reason of his
appointment to another post carrying lower pay, otherwise than as a penalty.
55. EXTRAORDINARY PENSION IN CASE OF INJURY OR DEATH DURING

EXECUTION OF DUTY:
When an employee is injured, killed by injuries received during the execution of his duty, a pension
or gratuity may be granted to him or to his family in accordance with Regulation 58 in addition to
the pension and gratuity admissible under the normal procedure.
56. PENSION FOR INJURY OR DEATH IN COURSE OR CONSEQUENCE OF

DUTY:
The classification of disabilities and the criteria for determining their attribution to service or duty
along with the rate shall be determined by the Authority (prescribed CAAO shall be issued
separately).
57. MINIMUM LIMIT OF INVALID PENSION:

In respect of an employee who retires on invalid pension in terms of these Regulations, the amount
of invalid pension shall not be less than the amount of Family Pension.
58. GRATUITY:
(1) An employee who is otherwise not entitle to receive pension, shall be eligible to receive
gratuity upon completion of qualifying service of more than five years and less than ten
years, not exceeding one month's emoluments for each completed year .
(2) Provided that upon death or incapacitation of an employee while in service, the rate for
calculation of gratuity in such case shall be one and a half month’s emoluments for each
completed year of service.
(3) Provided that upon death or incapacitation of an employee while on duty due to security
reason, the rate for calculation of gratuity in such case shall be two month’s emoluments for
each completed year of service.
(4) The Authority may grant gratuity if an employee dies after completion of one year of
qualifying service but before completing five years of qualifying service, the amount of
gratuity shall be equal to six times of his emoluments.
(5) In calculating the length of qualifying service, fraction of year equal to 3 months and above
shall be treated as a completed one half year and 9 months and above shall be treated as a
completed one year and reckoned as qualifying service of an employee.
(6) Notwithstanding anything contained in this Regulation the gratuity of an employee, whose
services have been terminated for an act, willful commission, or negligence causing any
damage or loss to, or destruction of property belonging to the Authority shall be forfeited to
the damage or loss so caused. Provided further that the gratuity payable to an employee
may be wholly or partially forfeited if the services of such employee have been terminated for
his misconduct or any other act of violence on his part or for any act of the employee which
constitutes an offence involving moral turpitude subject to proceedings under Efficiency and
Disciplinary Regulations for the time being in force initiated during his service.
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59. PROCEDURE TO NOMINATE PERSON[S] TO RECEIVE GRATUITY:

(1) An employee shall, on his initial confirmation in a service shall make a nomination in form as
may be prescribed, conferring on one or more persons the right to receive the gratuity
payable under these Regulations. Provided that if at the time of making the nomination -
(i) the employee has a family, the nomination shall not be in favour of any person or
persons other than the members of his family, in order of priority provided in the
definition; or
(ii) the employee has no family, the nomination may be made in favour of a persons or
persons, or a body of individuals, whether incorporated or not.
(2) If an employee nominates more than one person under sub-regulation (1), he shall specify in
the nomination the percentage of share payable to each of the nominees to cover the entire
amount of gratuity.
(3) An employee may provide in his nomination the sub nomination of any nominee who pre-
decease the employee, or who dies after the death of the employee but before receiving the
payment of gratuity the right conferred on that nominee shall pass to such other person as
may be specified in the nomination.
(4) Provided that if at the time of making the nomination the employee has a family consisting of
more than one member the person so specified shall not be a person other than a member
of his family.
(5) Provided further that where an employee has only one member in his family, and a nomination
has been made in his favour, it is open to the employee to nominate alternate nominee or
nominees in favour of any person or a body of individuals, whether incorporated or not.
(6) The nomination under this Regulation shall become invalid in the event of the happening of a
contingency provided in the prescribed form.
(7) The nomination made by an employee who has no family at the time of making it, or the
nomination made by an employee under sub-regulation (5) where he has only one member
in his family shall become invalid in the event of the employee subsequently acquiring a
family, or an additional member in the family, as the case may be.
(8) An employee may, at any time, cancel a nomination by sending a notice in writing to the
authority mentioned in sub-regulation (10); Provided that he shall, along with such notice,
send a fresh nomination made in accordance with this Regulation on the prescribed form.
(9) Immediately on the death of a nominee in respect of whom no special provision has been
made in the nomination under sub-regulation (3) or on the occurrence of any event by
reason of which the nomination becomes invalid in pursuance of sub-regulation(6), the
employee shall send to the authority mentioned in sub-regulation (10) a notice in writing
canceling the nomination together with a fresh nomination made in accordance with this
Regulation on the prescribed form.
(10) Every nomination made (including every notice of cancellation, if any given) by an employee
under this Regulation, shall be sent to the Directorate of Human Resource through his
concerned Unit or Directorate.
(11) The Head of the concern Unit or Directorate shall immediately on receipt of the nomination
referred to in sub-regulation (1) countersign it indicating the date of receipt and forward it to
Directorate of Human Resource under his covering letter.
(12) Every nomination made and every notice of cancellation given by an employee shall, to the
extent that it is valid, take effect from the date on which it is received by the authority
mentioned in sub-regulation (11).
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60. PERSONS TO WHOM GRATUITY IS PAYABLE:

(1) The gratuity payable under these Regulations shall be paid to the person[s] who has been
nominated by an employee to receive the amount of gratuity.
(2) If there is no such nomination or if the nomination made does not remain effective due to
cancellation or withdrawal by a notice in accordance with the specified procedure; the
gratuity shall be paid to one or more surviving members of the family specified under these
Regulations, in equal shares.
(3) If an employee dies after retirement without receiving the gratuity admissible under these
Regulations amount the gratuity shall be disbursed to the family.
(4) Where gratuity is granted under these Regulations to a minor member of the family of the
deceased employee, it shall be payable to the guardian on behalf of the minor.
61. DEBARRING A PERSON FROM RECEIVING GRATUITY:

(1) If a person, who in the event of death of an employee while in service is eligible to receive
gratuity, is charged with the offence of murdering the employee or for abetting in the
commission of such an offence, his claim to receive his share of gratuity shall remain
suspended till the conclusion of the criminal proceedings instituted against him.
(2) If on the conclusion of the criminal proceedings referred to in clause (1), the person
concerned –
(i) is convicted for the murder or abetting in the murder of employee, his share of gratuity
shall be payable to other eligible members of the family, if any; or
(ii) is acquitted of the charge of murdering or abetting in the murder of the employee his
share of gratuity shall be payable to him.
62. LAPSE OF GRATUITY:

In case where an employee dies while in service, and leaves behind no family and or has not made
any nomination or the nominee made by him does not exist, the amount of gratuity payable in
respect of such employee shall remain with the pension fund trust of the Authority.
63. FAMILY PENSION:

(1) Without prejudice to the provisions contained in these regulations when an employee dies
while in service or during execution of duty including security related death after completion
of qualifying service, his family shall be entitled for the following extraordinary family pension;
a. in case of in service death 75% pension to the spouse or eldest son till the youngest
child attains the age of 21 years. Normal family pension after that for life; and
b. in case of security related death full pension to the spouse or eldest son till the youngest
child attains the age of 21 years and normal family pension after that for life.
(2) Death after retirement from service before the receipt of pension or compassionate
allowance, the family of the deceased employee shall be entitled to receive all pension dues
and after such disbursement shall be entitled to normal family pension.
(3) If an employee opted for 100% commutation and dies before receiving such amount, the
family shall be entitled to normal family pension. The amount of pension shall be payable to
the family subject to payment of commutation up to 25% of the full pension.
(4) The family for the purpose of payment of pension includes the following relations of the
employee in the order of following priority: -
(a) Wife or wives in the case of male employee.
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(b) Husband in the case of a female employee shall be entitled to the Family Pension only
for ten years.
(c) Legitimate children of the employee.
(d) Widow or widows and children or deceased son of employee.
(5) The normal family pension shall be admissible to the spouse till her remarriage. In the case
of death of spouse, such pension shall be admissible to the son, if any, until the youngest
attains the age of 21 years and the unmarried daughter[s] if any, until they are married. If the
son or daughter of an employee is suffering from any disorder or disability of mind or is
physically crippled or disabled so as to render him unable to earn a living, the family pension
shall be payable to such son or daughter for life.
(6) Provided that before allowing family pension for life to any such son or daughter, the
Competent Authority shall satisfy that the handicap is of such a nature as to prevent him/her
from earning his or her livelihood and the same shall be evidenced by a certificate obtained
from the Chief Medical Officer of the Authority setting out as far as possible, the exact mental
or physical condition of the child/ son/ daughter.
(7) Provided that person receiving the family pension as guardian of such son or daughter shall
produce after every three years a certificate from the Authorized Medical Officer of the
Authority to the effect that such son or daughter continues to suffer from disorder or disability
of mind or continues to be physically crippled or disabled etc.
Explanation: the disability for the purpose of first and second provision shall be restricted to
the one which manifest itself before the retirement or death of the employee while in service.
(8) The amount of family pension shall be fixed at monthly rates and be expressed in whole
rupees and where the family pension contains a fraction of a rupee, it shall be rounded off to
the next higher rupee, provided that in no case a family pension in excess of the maximum
prescribed under this regulation shall be allowed.
Explanation: For the purpose of this sub-clause, authorized pension on retirement includes
all periodical enhancements in pension by the Authority.
(9) In case of death of male pensioner or employee who had more than one wife, family pension
shall be paid to the widows in equal shares.
(10) In case of the death of one widow, her share of the family pension shall become payable to
her eligible child.
(11) Provided that if the widow is not survived by any child, her share of the family pension shall
not lapse but shall be payable to the other widows in equal shares, or if there is only one
such other widow, in full, to her.
(12) Provided further that on the share or shares of the family pension payable to such a child or
children or to a widow or widows ceasing to be payable, such share or shares shall not lapse
but shall be payable to other widow or widows and /or to other child or children otherwise
eligible, in equal shares or if there is only one widow or child, in full to such widow or child.
(13) Where the deceased employee or pensioner is survived by a widow but has left behind
eligible child or children from another wife who is not alive, the eligible child or children shall
be entitled to the share of family pension which the mother would have received if she had
been alive at the time of the death of the employee or pensioner.
(14) Provided that on the share or shares of family pension payable to such a child or children
ceasing to be payable, such share or shares shall not lapse but shall be payable to the other
widow or widows and/or to other child or children otherwise eligible in equal shares or if there
is only one widow or child, in full, to such widow or child.
(15) Where family pension is granted under this Regulation to a minor, it shall be payable to the
guardian on behalf of the minor.
(16) In case both wife and husband are employees and are governed by the provisions of these
Regulation and one of them dies while in service or after retirement, the family pension in
respect of the deceased shall become payable to the surviving husband or wife and in the
event of the death of the husband or wife, the surviving child or children shall be granted the
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two family pensions in respect of the deceased parents, the surviving child or children shall
be entitled to draw two family pensions at the rate specified by the Authority.
64. ENTITLEMENT OF FAMILY PENSION IN CASE OF COMMISSION OF AN

OFFENCE:
(1) If a person, who in the event of death of an employee while in service, is eligible to receive
family pension under these Regulation, is charged with the offence of murdering the
employee or for abetting in the commission of such an offence, the claim of such a person,
including other eligible member or members of the family to receive the family pension, shall
remain suspended till the conclusion of the criminal proceedings instituted against him.
(2) If on the conclusion of the criminal proceedings referred to in clause (1) the person
concerned:
(i) is convicted for the murder or abetting in the murder of the employee, such a person
shall be debarred from receiving the family pension which shall be payable to other
eligible member of the family, from the date of death of the employee; or
(ii) is acquitted of the charge of murder or abetting in the murder of the employee, the family
pension shall be payable to such a person from the date of death of the employee.
(3) The provision of clause (1) and (2) shall also apply for the family pension becoming payable
on the death of an employee after his retirement.
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Chapter VII
PAYMENT PROCEDURES FOR PENSION

65. PROCEDURE FOR GRANT OF PENSION AND GRATUITY:
(1) The procedure for the grant of normal pension, extraordinary pension, family pension and
gratuity shall be such as may be prescribed by order[s] of the Competent Authority from time
to time.
(2) Notwithstanding anything contained above, the guidelines issued for the payment of pension
shall remain in force. In case of any inconsistency between such guidelines and these
regulations, the provision of these Regulations shall have an overriding effect to the extent of
any inconsistency.
66. PREPARATION OF LIST OF EMPLOYEE DUE FOR RETIREMENT:

(1) Each Unit and Directorate shall have a list prepared of all employees who are due to retire
within the next 18 months after 1st January each year in accordance with order[s] specified
from time to time.
(2) Such Directorate/ Unit shall send the copy of such list to the Director Human Resource who
shall forward the same to Director Finance not later than the 31st January of that year in
order to give intimation so as to process the cases of pension for timely payment in
accordance with these Regulations.
(3) In the case of an employee retiring for reasons other than by way of superannuation, the
concerned Directorate/ Unit through Human Resource Directorate shall promptly inform the
Director Finance as soon as the fact of such retirement becomes known to them.
67. PREPARATION OF PENSION PAPERS:

(1) The Human Resource Directorate shall undertake the work of preparation of pension papers
fifteen months before the date on which an employee is due to retire on superannuation.
While doing so, the concerned officer of such Directorate shall consider service record of
such employees and satisfy himself as regards to the correctness of the entries recorded
therein.
(2) The Human Resource Directorate shall complete preparation of Pension Papers and forward
the pension proposal along with all relevant documents to the Director Finance not later than
four months before the date of retirement of the employee. Before forwarding the pension
proposals, the Human Resource Directorate shall as far as possible ascertain and assess
the Authority's dues payable by an employee who is due for retirement and intimate the
same to the Director Finance at the time of forwarding the pension papers to them so that
the dues are recovered before any such payment is sanctioned.
(3) If after the particulars of dues payable against the employee have been intimated to the
Director Finance, any pending additional dues come to the notice of the Human Resource
Directorate such dues shall be promptly reported to the Director Finance and Director
Account.
68. INTIMATION TO DIRECTOR FINANCE REGARDING ANY EVENT HAVING

BEARING ON PENSION:
If after the pension papers have been forwarded by the Human Resource Directorate to the
Director Finance within the period specified in these regulations, any event occurs which has a
direct bearing on the admissible amount of pension, the fact shall be promptly reported by the
Human Resource Directorate to the Director Finance .
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69. AUTHORIZATION OF PENSION AND GRATUITY:

(1) On receipt of Pension Papers referred to in these Regulations the Human Resource
Directorate shall after applying the requisite checks, assess the amount of pension and
gratuity and authorize the payment of same not later than one month of the date of the
retirement of the employee.
(2) After authorization for payment of pension and gratuity the Director Finance shall arrange for
preparation of pension and gratuity bill, subject to verification of the correctness of entries in
the service book or record along with the service history maintained by the Human Resource
Directorate.
70. RECOVERY OF EXCESS PAYMENT:

(1) The amount of pension/ gratuity granted to an employee if afterwards found to be in excess
of his entitlement under these Regulations, he/she shall be called upon by the Director
Finance to refund such excess.
(2) For this purpose the employee concerned shall be served with a notice by the Director
Finance requiring him to refund the excess payments within a period of two months from the
date of receipt by him of the notice. On his failure to comply with the notice, the Director
Finance shall order that such excess payment shall be adjusted by short payment of pension
in future in one or more installments as it may deem fit.
(3) Provided that if an employee opted for 100% commutation, the excess amount of payment
under clause (1), shall be recovered as arrears of land revenue or through process of court.
(4) Provided that any process of refund shall not be instituted under this Regulation after lapse
of three year from the date of retirement.
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Chapter VIII
DUES OF THE AUTHORITY

71. RECOVERY AND ADJUSTMENT OF DUES OF THE AUTHORITY:
(1) It shall be the duty of every retiring employee to clear all dues of the Authority before the
date of his retirement.
(2) Where a retiring employee does not clear the dues of the Authority and such dues are
ascertainable.-
(a) an equivalent amount of cash deposit may be taken from him; or

(b) out of the pension/ gratuity payable to him an amount equal to that recoverable on
account of ascertainable dues of the Authority shall be deducted there from.
72. UN-REALIZED AND UN-ASSESSED DUES OF THE AUTHORITY:

(1) If any of the dues of the Authority remain un-realized and un-assessed for any reasons,
suitable cash deposit may be taken from the retiring employee or such portion of pension
/gratuity payable to him as may be considered sufficient, may be withheld, till the outstanding
dues are assessed and adjusted.
(2) The cash deposit to be taken or the amount of gratuity to be withheld shall not exceed the
estimated amount of the outstanding dues plus twenty -five percent thereof.
(3) Effort shall be made to assess and adjust the recoverable dues of the Authority as early as
possible.
(4) The dues of the Authority as assessed shall be adjusted against the cash deposit or the
amount withheld from the gratuity or commutation and the balance, if any, shall be released
to the retired employee.
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Chapter IX
PAYMENT OF PENSION AND GRATUITY

73. PAYMENT OF PENSION:
(1) Subject to the provisions of these Regulations, pension other than family pension shall
become payable from the date on which an employee ceases to be borne on the
establishment of the Authority.
(2) A pension fixed at monthly rates shall be payable on monthly basis before the first day of the
following month.
(3) Family pension shall be payable for the day on which the pensioner dies.
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Chapter X
COMMUTATION OF PENSION
74. ENTITLEMENT OF COMMUTATION:
An employee who is eligible to retire on attaining the age of superannuation or after 20 years’ of
qualifying service may commute his pension either wholly or partially.
75. APPLICATION FOR COMMUTATION:

(1) On application of an employee exercising the option, the Authority subject to the conditions
specified in the procedure sanction 100% or 35% commutation or such percentage as it may
determine from time to time.
(2) Provided that an employee against whom judicial or a departmental proceeding has been
instituted or a pensioner against whom any such proceeding has been instituted or
continued, shall not be permitted to commute any part of his pension during the pendency of
such proceedings.
(3) The amount payable on commutation and medical benefits shall be calculated in accordance
with the following tables and formula:
Age next Rate Age next Rate Age next Rate Age next Rate
birthday birthday birthday
Birthday
20 40.5043 32 31.3412 44 22.4713 56 14.5602
21 39.7341 33 30.5869 45 21.7592 57 13.9888
22 38.9653 34 29.8343 46 21.0538 58 13.4340
23 38.1974 35 29.0841 47 20.3555 59 12.8953
24 37.4307 36 28.3362 48 19.6653 60 12.3719
25 36.6651 37 27.5908 49 18.9841
26 35.9006 38 26.8482 50 18.1329
27 35.1372 39 26.1009 51 17.6526
28 34.3750 40 25.3728 52 17.0050
29 33.6143 41 24.6406 53 16.3710
30 32.8071 42 23.9126 54 15.7517
31 32.0974 43 23.1840 55 15.1478
(4) For the purpose of calculation of medical benefit in case of commutation following procedure
shall be applied;
a. Formula (Age factor given in the above table x (multiplied by) 12 x 20% of the gross
pension = Medical benefit) for Group ‘C’ employees;
b. Formula (Age factor given in the above table x (multiplied by) 12 x 25% of the gross
pension = Medical benefit) for Group ‘A’ and ‘B’ employee; and
c. Lump sum payment of hospitalization charges subject to fix rate as specified by the
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(5) Provided that all pensioners shall be entitled for the medical allowance equivalent to 20% of
the gross pension per month for Group ‘C’ employees and 25% of the gross pension per
month for Group ‘A’ and ‘B’ or as specified by the Authority from time to time.
(6) Provided that the Authority may from time to time revise the commutation table under this
Regulation on the recommendation of the pay and pension committee.
76. BENEFIT TO PENSIONERS:

(1) The Authority may increase pension and medical benefit subject to the recommendations of
the pay and pension committee from time to time.
(2) Provided that the Authority, at the time of revision or ad-hoc increase in pay, shall also
increase the pension in equitable ratio and which shall not be less favorable as compared to
the current increase in the pension granted by the Federal Government.
77. POWER TO RELAX ANY REGULATION:

Where the Authority is satisfied that the operation of any of these Regulations causes undue
hardship in any particular case, the Authority, may by order for reasons to be recorded in writing
dispense with or relax the requirements of such regulation to such extent and subject to such
exceptions and conditions as the Authority may consider necessary for dealing with the case in a
just and equitable manner.
78. POWER TO AMEND THESE REGULATIONS:

The Authority shall have the power to amend, modify or revise these Regulations from time to time.
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SCHEDULE-A
PART-I
CLASSIFICATION OF DISABILITY
CLASS 'A':
a. Loss of a hand and a foot or loss of use of two or more limbs.
b. Total loss of eye-sight.
c. Total loss of speech.
d. Total deafness both ears.
e. Paraplegia or hemiplegia.
f. Lunacy.
g. Very severe facial disfigurement.
h. Advanced cases of incurable disease.
i. Wounds, injuries or diseases resulting in a disability due to which a person becomes
incapacitated.
Provided that wounds, injuries or disease of limb resulting in damage of nerves, joints, or
muscles making the whole of limb useless would mean loss of that limb. Cases in which
a partial function is retained will not be included in this class. However if the partial
retention of function does not help in walking in case of leg or does not help in holding an
object even with partial efficiency, it should be considered as total loss of function. Those
cases will also be included in this class where the earning capacity of the employee has
been totally impaired due to the invaliding disability.
CLASS 'B':
a. Loss of thumb or at least three fingers of hand.
b. Partial loss of one or both feet at or beyond tars metatarsal joint.
c. Loss of vision of one eye.
d. Loss of all toes of one or both feet.
CLASS 'C:
a. Limited restriction of movement of joint due to injuries.
b. Disease of a limb restricting performance of duties.
c. Provided that in case if the wound, injury or illness causing the disability is not
included in the above schedule, the disability will be assessed by the Medical Board
at the classification most closely corresponding to those given above.
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INTENTIONALLY LET BLANK
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PART- II
PRINCIPLES AND PROCEDURE FOR DETERMINING ATTRIBUTION TO SERVICE
OF DISABILITY
(A) CASUALTIES DUE TO WOUND OR INJURY:
1. It should be established in such cases that the cause of the casualty was the result of duty in
service.
2. Where the injury resulted from the risk inherent in service attributability will be conceded.
3. An individual is on duty for 24 hours of the day except when on leave other than casual leave.
4. An individual will be deemed to be in the performance of duty when
i. he is physically present in his headquarters;
ii. he is travelling on leave at Authority’s expense;
iii. when travelling to or from duty (e. g., from residence to place of
duty and back but not whilst he is in his residence);
iv. whilst travelling on duty i. e., where it is established that but for the duty he would have not
been travelling at all; or
v. disability resulting from purely personal acts as shaving or similar private pursuits would not
normally be treated as attributable to service.
5. Disability resulting from violence provoked by performance of duty will be viewed as attributable
to service unless the circumstances of the case warrant a different conclusion.
6. If circumstances are such that service played no part in the causation of disability, attributability
will not be conceded.
Illustration: If a person driving a motor cycle etc., on duty, collides with a truck the injury
received may be attributed to service but if he is out for a walk and sustains injury from a passing
truck, his case will not qualify for the concession.
(B) CASUALTIES DUE TO DISEASE:
1. The cause of disability resulting from a disease will be regarded as attributable to service only
when it is directly due to risks which may be regarded as peculiar to the circumstances of duty in
service. In determining attributability in such cases due regard should be paid to the question
whether service in a particular region, or of a particular type involved exposure to exceptional risk
of contraction of, or infection by, a disease, as well as to the actual circumstances of the case.
2. Attributability will not be conceded, if, though contracted during the period of actual performance
of duty, the disease is, in the opinion of the medical authorities concerned, due to risks which
cannot be regarded as peculiar to such duty in service.
3. Where a disease or its aggravation resulted from the risk of duty attributability/aggravation will be
conceded.
4. All cases of tuberculosis and bronchial asthma will be accepted as attributable to or aggravated
by service where the medical opinion is in favour of the acceptance.
5. Attributability/aggravation in all cases of Cardiac disease will be determined in accordance with
the guidelines mentioned at the end of this part.
6. Where medical or other supporting documents arc incomplete, cases will be dealt with on merits
with due regard to medical opinion and other evidence.
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GUIDELINES FOR DETERMINING ATTRIBUTABILITY/AGGRAVATION

IN CASES OF CARDIAC DISEASES
1. There are many pre-disposing factors which may precipitate an attack of coronary occlusion. No
single factor can be pin-pointed as being responsible for such an attack. It is, therefore, not easy to
lay any hard and fast rule for awarding attributability/aggravation in such cases. For the guidance of
medical and administrative authorities some of the factors which may precipitate the attack of heart
disease are enumerated below:-
a) Physical exertion.-Coronary occlusion is known to have occurred during or immediately

following physical exertion. Physical exertion may not necessarily be of an unusual character,
i.e., lifting of a heavy bundle, pushing a stalled vehicle or an up-hill climbing have in many
instances been followed by an attack of Coronary occlusion. The effects of exertion are worse if
the individual is unduly fatigued, has lack of sleep or is under emotional stress. Attributability will
be conceded if a person under-going stress and strain, pressure and counter-pressure by virtue
of the nature of his duties, develops psychiatric problem.
b) Emotional strain. The occurrence of Coronary disease in person who had been under an un-
usually severe and protracted emotional strain points to a probable relationship between the two.
Separation from families, uncongenial atmosphere, frequent moves, all add to mental strain and
psychological trauma.
2. The question of attributability/aggravation of heart diseases on occurrence in otherwise a normal

individual who is subjected to the above mentioned factors will, therefore, have to be considered and
decided in the light of known history and merits of each case.
3. While dealing with such cases due precaution will be exercised by all concerned to carefully bring out
detailed merits of the case as award of attributability/aggravation depends on their candid opinion.
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PART – III
Chapter I
79. DEFINITIONS:
In these Regulations, unless the context otherwise requires, the following expressions shall have
the meanings hereby respectively assigned to them, that is to say.–
a. "Authorized Medical Attendant" means as defined in the Civil Aviation Authority Employees
(Appointment, Promotion, Transfer and Other Service Terms and Conditions) Regulations, 2014;
b. "Competent Authority" means the authority as defined in the delegation of administrative and
financial powers manual for the time being in force;
c. "Controlling Authority" means an officer designated under the delegation of administrative
and financial powers manual for exercising supervision over the movement and traveling
allowance claims of an employee;
d. "Day" means a calendar day beginning and ending at midnight;
e. "Family" for the purpose of entitlement of travelling and daily allowance under these
Regulations means spouse[s] of the employee, his parents, children and step children, if wholly
dependent upon him;
f. "Disbursing Officer" means an officer designated by the competent authority;
g. "Headquarters" for the purpose of entitlement of travelling and daily allowance under these
Regulations means the place of posting of an employee whether in Headquarters of Civil
Aviation Authority or Airport , Unit ,etc.;
h. "Month" means a month reckoned according to the Gregorian Calendar;
i. "Pay" means as defined under Regulation 2;
j. "Public Conveyance" means mode of transport by road, by rail or by air for general public;
k. "Personal car" means a car registered in the name of the employee or his /her spouse[s];
l. "Transfer" means the movement of an employee from his headquarters to take duties of a
new post either on posting or promotion or in consequence of change in his station of duty.
80. ADMISSIBILITY OF TRAVELING AND DAILY ALLOWANCE:

(1) Traveling and daily allowance is admissible to an employee on duty to cover his expenses
incurred in furtherance of functions of the Authority.
(2) All claims for traveling and daily allowance shall be dealt under these Regulations.
(3) All existing instructions or order related to traveling and daily allowance will remain in force
unless inconsistent with any provision given under Chapter III and IV of these Regulations.
81. FUNCTIONS OF CONTROLLING AUTHORITY:

(1) The controlling authority shall ensure that traveling and daily allowance is not turned into a
source of profit.
(2) Such traveling shall be resorted to only when it is necessary in the interest of the Authority.
(3) The controlling authority may issue instructions to limit the extent of tour[s] to be done by an
employee.
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82. SIGNATURE OF CONTROLLING AUTHORITY ON TRAVELING AND DAILY

ALLOWANCE BILL:
The bill for traveling and daily allowance shall be paid only when it is signed or countersigned by
the controlling authority.
83. DUTIES OF CONTROLLING AUTHORITY:

Before signing or countersigning a traveling and daily allowance bill, the controlling authority shall:
a. scrutinize the necessity, frequency and duration of journey and halts for which traveling and
daily allowance is claimed; and disallow the whole or any part of the traveling and daily
allowance claimed for any journey or halt if he considers that a journey or halt was
unnecessary or unduly protracted, or that a halt was of excessive duration;
b. scrutinize carefully the distances entered in traveling and daily allowance bills and satisfy
himself of bills signed or countersigned by him in order to ensure that a double payment for
one and the same journey is not approved;
c. satisfy himself in cases where the actual cost of transporting personal effects, etc., is claimed
that the scale on which such personal effects were transported was reasonable and disallow
any claim which, in his opinion, does not fulfill the condition of such reasonableness;
d. exercise care that there is no evasion or breach of the fundamental principle of traveling and
daily allowance, viz., that the allowance is not to be a source of profit;
e. observe all orders and instructions of the competent authority; and
f. satisfy himself that the mileage allowance for journeys by railways or other public
conveyance has been claimed at the rate applicable.
84. JOURNEYS FOR WHICH TRAVELING AND DAILY ALLOWANCE MAY BE

DRAWN:
Traveling and daily allowance may be drawn by an employee as authorized by the Competent
Authority:
a. for the purpose of tour;

b. on transfer;
c. on retirement, suspension, dismissal or termination of employment;
d. to attend training[s]/ course[s] and connected examination[s];
e. to give evidence in a court or to attend an inquiry;
f. to obtain or furnish medical advice or treatment;
g. to attend an official function/ conference;
h. to accompany an incapacitated employee or his family member;
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Chapter II
TRAVELING ALLOWANCE FOR JOURNEYS ON TOUR

85. TOUR:
(1) The absence on duty from headquarters under authorization shall be known as “tour”.
(2) In case of doubt, a Competent Authority may decide whether such absence from
headquarters is to be considered as absence on duty for the purposes of clause (1).
86. ENTITLEMENT OF EMPLOYEES FOR TRAVELLING AND DAILY ALLOWANCE:

All CAA employees shall be entitled for traveling and daily allowances as specified by the Authority
from time to time.
87. DISTANCE TO BE TRAVELED BEFORE TRAVELING ALLOWANCE IS

ADMISSIBLE:
Traveling allowance may not be drawn for any journey during which an employee does not reach a
point outside the city limits of his headquarters.
88. DETERMINATION OF GRADE OF EMPLOYEE IN TRANSIT:

(1) An employee in transit from one post to another rank in the grade to which he is holding the
lower of the two posts would entitle him.
(2) If the initial order of transfer is modified while the employee is in transit, his traveling
allowance shall be regulated in accordance with the initial or the final orders of transfer,
whichever entitles him to rank in the lower grade; provided that if the initial order entitled him
to traveling allowance in a higher grade, he may be allowed to claim traveling allowance
admissible according to that grade on his certifying that he actually traveled by the mode of
conveyance of the class admissible to an employee of the higher grade.
89. AUTHORITY TO PRESCRIBE TRAVELING AND DAILY ALLOWANCE:

The Competent Authority may from time to time prescribe rate of travelling and daily allowance for
its employees.
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Chapter III
MILEAGE ALLOWANCE
90. DEFINITION AND PRINCIPLES OF CALCULATION:

A mileage allowance is an allowance calculated on the distance traveled, which is given to meet
the cost of a particular journey, and is governed by the following principles:
(a) for the purpose of calculating mileage allowance, a journey between two places shall be
deemed to have been performed by the shortest of two or more practicable routes or by the
cheapest of such routes as may be equally short;
(b) the shortest route is that by which an employee can most speedily reach his destination by
the ordinary modes of traveling. In case of doubt, a competent authority may decide which
shall be regarded as the shortest of two or more routes;
(c) if an employee travels by a route, which is not the shortest, but is cheaper than the shortest,
his mileage allowance should be calculated on the route actually used.
91. RATES FOR CLASSES OF JOURNEYS:

(1) Mileage allowance is differently calculated according to the nature of the journey that is
intended to be performed by railway or road or by air.
(2) The following are the authorized modes of travel:
(a) by rail;
(b) by road on:-
(i) car;
(ii) taxi;
(iii) passenger bus;
(iv) motor cycle;
(v) cycle or;
(vi) foot;
(c) by air.
92. MILEAGE ALLOWANCE FOR JOURNEYS BY RAIL:

(1) The mileage allowance for a journey by railway admissible to an employee is the fare actually
paid for the journey in a class of accommodation to which he is entitled or in a lower class.
Note - (1)An employee who reserves his seat in a train for official business but subsequently,
due to an unexpected change in programme, gets the reservation cancelled, may be allowed
reimbursement of the reservation fee and any deduction made by railway authorities before
refunding the price of the tickets out of contingencies provided that it is certified by the
controlling officer that:-
(i) cancellation was unavoidable or/and in the Authority interest; and

(ii) the booking was cancelled at the earliest opportunity.
Note - (2)The provisions contained in note (1) shall mutatis mutandis apply where an
employee, on his transfer, reserves his seat but due to unexpected change in the
programme, gets the reservation cancelled. The said provision shall apply and the
concession of reimbursement shall be admissible also in the case of cancellation of the
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reservation of seats for the members of the family of the employee; provided that the
reservation of seats for the members of family was made along with the reservation of the
seat for the employee concerned.
(2) An employee is required to travel by the class of accommodation for which travelling
allowance is admissible to him, but if for any reason he or any other person for whom
travelling allowance can be claimed under these Regulations, travels in a lower class of
accommodation, he shall be entitled to the fare of the class of accommodation actually used.
(3) When reservation/booking involves the payment for part of journey of rates for
accommodation for a higher class than that to which the employee concerned is entitled, the
employee may draw mileage allowance based on the higher rates for that part of the journey.
93. MILEAGE ALLOWANCE FOR JOURNEYS BY ROAD:

For journeys by road mileage allowance is admissible at the rates prescribed by the Authority from
time to time for:
a. Personal car/Taxi.
Note - (1)Employees of the SG-01 to SG-04 are ordinarily not expected to perform journeys
by motor car and no bill for a journey under this clause by such an employee shall be paid
unless the controlling officer certifies in each case that it was absolutely necessary in the
interest of the Authority that the journey should have been performed in a motor car.
Note - (2)Where Authority provide vehicle to employee he shall not be entitled to any road
mileage.
Note - (3)A taxi, for the purpose of this Regulation, means a motor vehicle plying on hire and
authorized to carry not more than three passengers.
b. Motor-cycle/ scooter.
c. Bicycle / foot.
d. Public transport.
Note - (1)Where two or more employees travel in the same conveyance, only that employee
who either owns the conveyance or has hired may draw mileage and daily allowance, while
others employee[s] may draw only daily allowance. A note showing the circumstances of
such a journey should be made on the traveling allowance bill of each such employee.
Note - (2) Where an employee, while traveling on duty, is required to pay toll tax, he shall be
entitled to recover the amount in addition to the mileage allowance admissible to him.
Note - (3)Mileage allowance shall be admissible from the residence of the employee to the
railway station or the airport, as the case may be, at his headquarters and from the Railway
station or the bus stop or the airport to the place of his temporary residence at the out-
station.
Note - (4) Employees who are entitled to travel by air, or by railway accommodation of the
highest class, or by personal car or by engaging a full taxi, shall also be entitled to travel by
air-conditioned public transport and to charge actual fare as mileage allowance.
Instruction (1) -- Vouchers should be attached to every traveling allowance bill presented for
payment particularly in respect of claims for hiring a whole vehicle but where vouchers
cannot be obtained, the controlling officer should certify that to the best of his knowledge the
claim is correct. But when the whole conveyance is hired a voucher should ordinarily be
required. A voucher should be attached to every traveling allowance bill in respect of claim
for hiring a whole taxi. However a voucher will not be required in the case of a journey
between the residence and the headquarters or the residence and the temporary place of
duty, and vice versa.
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Instruction (2) -- The nature of the conveyance used should be certified on the traveling
allowance bill.
Instruction (3) -- All controlling officers should maintain in their office a record of rates of hire
of conveyances of all kinds within the tract in which the employees subject to their control
ordinarily travel.
Explanation: Each complete journey on tour ends when the employee returns to headquarters
or to a place in which his headquarters is situated, whether he halts there or not.
94. AIR TRAVEL:

(1) For the purposes of these Regulations, travel by air means journeys performed in the
machines of public air transport companies regularly plying for hire. It does not include
journeys performed in private aircraft or air taxis or chartered aircraft.
(2) Only employees in pay group EG-01 and above and any other employee authorized by the
competent authority to travel by air may draw mileage allowance equal to the fare charged
for the air travel.
Note - (1)Employees in EG-01 and above shall be entitled to travel by economy class when
undertaking journey within the country or abroad.
(3) Provided that Director General when traveling outside the country on tour/official duty shall
be entitled to travel by business class.
Note - (2)Wherever available a return ticket at reduced rates should always be purchased
when an employee expects to perform the return journey by air within the period for which a
return ticket is valid.
Note - (3)Airport embarkation fee, where charged, is included in the term "the fare charged
for the air-journey".
Instructions:
i) The issuance of air tickets for travel inland and abroad shall be authorized by the
designated officer of the Human Resource Directorate from the nominated travel agent.
ii) The inland air tickets may be purchased by an employee in case of facility not available
by the nominated travel agent or at locations where there is no nominated travel agent.
iii) The cost of such air ticket shall be reimbursed to the employee subject to an NOC from
Human Resource Directorate where applicable.
iv) The air tickets are non-transferable and non-refundable to a passenger/ employee.
v) In case where a person is entitled to travel by economy class, if the period of stay abroad
permits and if a facility to a destination is available, only excursion tickets, by whatever
name called, should be purchased.
vi) Used/ availed tickets along with the boarding cards should be attached to the travelling
bills. Reasons for failure to do so should be recorded on travelling bills by the controlling
officer of the employee concerned.
95. MILEAGE ALLOWANCE FOR AN EMPLOYEE NOT AUTHORIZED TO TRAVEL

BY AIR:
An employee who is not authorized to travel by air but performs a journey by air can draw traveling
allowance that would have been admissible to him under these Regulations if he had been
authorized to travel by air, or allowance for a journey by rail, road whichever is less.
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Chapter IV
DAILY ALLOWANCE
96. DAILY ALLOWANCE:

(1) A daily allowance is uniform allowance for each day of absence from headquarters which is
intended to cover the extra daily expenditure incurred by an employee in consequence of
such absence.
(2) A day is to be reckoned from midnight.
(3) Daily allowance will be admissible at full rate when during the absence from headquarters a
night is spent while being on tour.
(4) One daily allowance will be admissible when the absence from headquarters is for more than
4 hours.
(5) A part of day less than 4 hours is to be ignored for the purposes of daily allowance.
97. RATES OF DAILY ALLOWANCE:

(1) The rates of entitlement of daily allowance shall be prescribed by the Authority from time to
time.
(2) An employee who avails the stay in a hotel, guest house, inspection bungalow or a
residential club, may in addition to the above daily allowance, be allowed reimbursement of
applicable single room rent including taxes/duties and excluding service charges relating to
room rent subject to production of receipts/vouchers as approved by the Authority.
(3) The DG and DDG who avails the stay in hotel, rest house, guest house, lodge or a
residential club shall be allowed the actual room rent reimbursement including taxes, duties
and service charges.
(4) The employees who in case cannot avail single room facility, two employee may jointly hire
a double room and shall be allowed reimbursement of applicable double room rent and
taxes, duties excluding service charges.
(5) The employees while traveling outside the duty station be allowed reimbursement of room
rent charges subject to the same maximum as given in sub-regulation (2) above in respect of
stay in a hotel besides guest/rest houses, lodges, inspection bungalows and residential
clubs.
Note - (1) For the purpose of calculating the amount of daily allowance the period of absence
from headquarters/ unit shall commence from the time of departure of the employee from his
office or residence, as the case may be, till the time of return to his office or residence, as the
case may be.
98. PERIOD FOR WHICH DAILY ALLOWANCE MAY BE DRAWN:

Daily allowance may be drawn for the entire period of absence from headquarters, i.e., for the time
spent on a journey, a halt, on tour or on a gazetted holiday occurring during a tour.
Note - (1)An employee who takes casual leave when on tour is not entitled to draw daily allowance
during such leave.
Note - (2) An employee who takes casual leave immediately on the conclusion of temporary duty
will draw daily allowance for the day of departure from the out-station to which he would have been
entitled had he not proceeded on casual leave.
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Note - (3)An employee who during the course of his tour returns temporarily to headquarters on
Sunday or a public holiday to attend to his private business is not entitled to draw daily allowance
for the day or days spent at headquarters.
99. MAXIMUM PERIOD FOR WHICH DAILY ALLOWANCE IS ADMISSIBLE:

(1) Daily allowance may not be drawn for a continuous halt of more than fifteen days at any one
place:
(2) Provided that a Competent Authority may, if it is satisfied that prolonged halts are necessary
in the interest of the Authority, grant general or individual exemptions from the operation of
this regulation, on such conditions including reduction in the amount or rate of daily
allowance, as it deems fit.
Note - (1)In granting exemptions from the operation of this Regulation the Competent
Authority may impose such conditions as it deems fit. One such condition is the reduction in
the amount of the daily allowance that may be drawn and the principle underlying this
reduction is that the expense incurred by an employee in respect of a halt at an out-station
ordinarily decreases in proportion to the length of his stay at that station. This principle
should be borne in mind by the authorities to whom powers, under this Regulation have been
delegated and the rate of daily allowance should be suitably reduced after the first fifteen
days in all cases except those which present very special features. Cases in which special
treatment can be justified will be generally those in which the halt of an employee at an out-
station is of uncertain duration which makes it impossible for him to arrange for more
permanent and cheaper accommodation.
Note - (2)Casual leave taken during tour may be excluded in computing the period of fifteen
days referred to in this Regulation.
100. FOR THE PURPOSES OF THESE REGULATIONS:

(1) After a continuous halt of fifteen days' duration, the halting place shall be regarded as the
employee’s temporary headquarters.
(2) A halt is continuous unless terminated by an absence on duty at a distance from the halting
place outside the city limits for a period of not less than three nights.
(3) Provided that when an employee returns to his headquarters, the halt is terminated, even
though the return is for less than three nights.
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Chapter V
TRAVELING ALLOWANCE FOR JOURNEYS ON TRANSFER

101. GENERAL CONDITIONS OF ADMISSIBILITY:
(1) Traveling allowance may not be drawn under this chapter by an employee on transfer from
one station to another unless he is transferred for service exigencies.
(2) A transfer at his own request should not be treated, as a transfer for service exigencies
unless the authority sanctioning the transfer, for special reasons which should be recorded,
otherwise directs.
(3) When an employee is transferred otherwise than for service exigencies, a copy of the order
of transfer shall be sent to the controlling officer with an endorsement stating the reasons for
the transfer. In the absence of such an endorsement the controlling officer shall assume that
the employee has been transferred, for service exigencies.
(4) A competent officer may depute an employee on duty outside his headquarters and order
him to reside at a temporary headquarters for a period not exceeding three months. In such
circumstances traveling allowance as on transfer will not be admissible and the employee in
question will only draw traveling allowance as on tour.
102. ELEMENTS OF THE TRAVELING ALLOWANCE ON TRANSFER:

(1) Traveling allowance for a journey on transfer shall include –
a. the cost of transportation/ mileage allowance of the employee and his family as per his
entitlement;
b. the expenditure incidental to the traveling of the employee and his family subject to sub
clause (10) and (11) of Regulation 103;
c. the transportation cost of the personal effects of the employee; and
d. the cost of the transportation of conveyance or conveyances of an employee under
certain circumstances.
(2) Traveling allowance will be admissible in respect of all items of expenditure specified in sub
regulation (1) provided that the transportation in question took place not earlier than one
month and not later than six months of the date on which the employee took over charge of
the new post.
103. MILEAGE ALLOWANCE AND TRANSFER GRANT:

Employees shall be granted the following—
(1) MILEAGE ALLOWANCE:
(i) In the case of a journey by rail, mileage allowance for himself and for each member of
his family equal to the fare actually paid for journey in a class of accommodation to which
he is entitled or in a lower class.
(ii) In the case of journey by modes other than rail, one full mileage allowance for himself
and one full mileage allowance for each member of his family above 12 years of age and
one-half of mileage allowance for every child below 12 years, at the rate to which he is
entitled while on tour: Provided that where mileage is charged for journey by personal
car or taxi, only a single mileage will be admissible.
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(2) TRANSFER GRANT:
a. Employee possessing a family - One month’s pay;

b. Employee not possessing a family - half month’s pay.
Note: In case where an employee possessing a family moves to a new station alone
may draw transfer grant at the rate at least equal to the amount admissible to an
employee not possessing a family provided that his family opts to do so on transfer.
(3) Provided that the employee is transferred within the same station he will not be entitled to
receive the transfer grant.
(4) Subject to clause (8) an employee is entitled under clause (2) to the cost of transportation of
his personal effects not exceeding the following maximum limit:-
Employees Employee possessing a Employee not possessing

family a family
EG-01 & above 4500 kg 2250 kg
SG-08 to SG-
3000 kg 1500 kg
11
SG-05 to SG-
2000 kg 1000 kg
07
SG-04 & below 1000 kg 500 kg
(5) Both husband and wife would be entitled to transfer grant and charges for transportation of
personal effects in case both are employees and are transferred from one station to a
common destination. The wife would, however, be required to certify that the weight of
personal effects for which transportation charges have been claimed is not more than 25% of
her entitlement under this Regulation.
(6) Subject to entitlement under clause (4) above an employee entitled to draw the cost of
moving motor car or other such conveyance, may draw the cost on actual basis but not
exceeding the expenditure for E.V.K rail transport.
(7) Subject to the prescribed maximum number of kilograms, an employee may draw the actual
cost of transporting personal effects from station ‘A’ to station ‘B’ and again if transferred
within reasonable short time to station ‘C’ he may be paid the cost of transportation of
personal effects from station ‘A’ to ‘C’.
(8) Motor cars and other conveyances shall be deemed a part of personal effect for the
purposes of (these Regulations) in all cases where an employee is not entitled to traveling
allowance for their transport.
(9) Cost of carriage of personal effects up to the maximum limits as in clause (4) shall be
allowed at the rate of 3 (three) paisa beyond 500 kilometers and 5 (five) paisa less than 500
kilometers at the rate of per kilogram per kilometer from the residence of the employee at the
old station to his residence at the new station respectively. Provided that the Executive
Committee of the Authority may revise such cost periodically but not later than 36 months.
(10) When an employee transports his motor car or motor cycle and carriage by road between,
stations connected by rail or partly by rail and partly by road, he may draw an allowance of
Rs.10/- per kilometer in respect of motor car and Rs 5/- per kilometer in respect of a motor
cycle/scooter or as prescribed by the Executive Committee of the Authority from time to time.
(11) Provided that if the employee or a member of his family travels by the conveyance, he may
draw mileage allowance as for journey on tour and no additional allowance under this
Regulation will be admissible.
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104. PROCEDURAL MATTERS:

An employee who claims higher travelling allowance on the ground that members of his family
accompanied him on transfer, must support his claim by a certificate showing the number and
relationship of the said members.
105. EMPLOYEE TAKING OVER CHARGE OR HANDING OVER CHARGE AT A

PLACE OTHER THAN HIS HEADQUARTERS:
(1) An employee transferred from one post to another who is permitted to hand over charge of
his post or to take over the charge of the new post at a place other than the headquarters is
entitled to –
a. travelling allowance as on tour for the journey to the place of taking over or handing over
and also for the journey from such a place to his new headquarters;
b. travelling allowance as on transfer, except his own mileage allowance for the journeys
from his old headquarters to the new headquarters.
106. TRANSFER OR DEPUTATION FOR TRAINING:

An employee who, in consequence of his transfer or deputation on a course of training for a
continuous period of 12 months or more , in which travelling allowance as on transfer is admissible,
is obliged to send his family to a station other than his new headquarters or place of training, may
draw travelling allowance for his family to that other station, subject to the condition that it does not
exceed the travelling allowance which would have been admissible if the family had accompanied
him to his new headquarters or place of training.
107. EMPLOYEE APPOINTED TO A NEW POST WHILE IN TRANSIT:

An employee appointed to a new post while in transit from one post to another, is entitled to draw
travelling allowance as on transfer for so much of the journey as he has accomplished when he
receives the fresh orders and for the journeys from the place at which he receives such orders to
his new station.
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Chapter VI
TRAVELLING ALLOWANCE FOR JOURNEYS OTHER THAN THOSE

ON TOUR OR TRANSFER
108. JOURNEYS ON FIRST APPOINTMENT TO AUTHORITY AND ON RETIREMENT,

DISMISSAL ETC:
(1) Travelling allowance is not admissible to any person initially appointed to a post in the
Authority, for the journey to join his post.
(2) Travelling allowance is not admissible for a journey undertaken to procure medical certificate
required on first appointment in the Authority.
(3) A person holding a permanent post substantively under the Federal Government, may be
granted travelling allowance to join a post under the Authority, and while reverting to his
parent organization.
(4) Provided that no such allowance will be admissible on reversion, if the reversion is at the
request of such person.
(5) No person is entitled to any travelling allowance for a journey made after dismissal or
termination of his service.
(6) Provided that travel allowance will be admissible if:-
(i) an employee retiring from service may draw travelling allowance as on transfer from his
last headquarters to the place of domicile/ permanent address according to the service
record.
(ii) the family of employee who dies while in service shall be entitled to travelling allowance
as on transfer.
(7) Travelling allowance under clause (6) will be admissible in respect of all items of expenditure
provided that the journey and transportation took place either during leave preparatory to
retirement or one month before the date of actual retirement but not later than six months of
the date of actual retirement from service.
(8) Except as otherwise provided travelling allowance under this Regulation should be
calculated as for a journey on tour, but no daily allowance may be drawn for halts. The rate
admissible in case of a new appointee is the rate prescribed for the pay group to which he
will belong after joining his post.
(9) Where under the Regulation the dead body can be transported by air, all the family members
may be allowed one way economy class fare to accompany the dead body of the deceased
employee. The air fare claimed on this account shall be in lieu of the family's normal
entitlement for transfer allowance as admissible on retirement.
(10) In case the deceased employee’s family is not residing with him at the time of death, an
attendant may be allowed to accompany the dead body if the journey is permissible by air.
109. JOURNEY ON A COURSE OF TRAINING:

When an employee is selected to undergo a course of training shall draw travelling allowance for
the first journey to, and the last journey from, the place of training, for halts at such place and
journey during the course of training in interest of the Authority.
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110. JOURNEY TO GIVE EVIDENCE IN A COURT, TO ATTEND AN INQUIRY OR

CONFERENCE, ETC:
(1) An employee permitted at his request to attend a meeting or conference held in Pakistan, and
if any Authority’s interest is served thereby, may be paid return airfare and daily allowance for
the journey without any road mileage.
(2) Mileage and daily allowance, etc., as for a journey on tour, are, however, admissible when
an employee is officially deputed to attend a meeting.
(3) An employee nominated as a member of a committee, commission or board out of his
headquarters, may draw travelling and daily allowance as per his entitlement.
(4) An employee nominated to represent the Authority in any court proceeding or to give
evidence out of his headquarters, may draw travelling and daily allowance as per his
entitlement.
(5) An employee who is nominated to assist at a departmental enquiry or at a preliminary
investigation into charges of corruption or misconduct on the part of an employee and
undertakes any journey in connection with such enquiry or investigation, is entitled to
travelling and daily allowance as per his entitlement.
111. AN EMPLOYEE SUMMONED TO GIVE EVIDENCE:

(1) In a civil or criminal case, or a departmental enquiry held by a properly constituted authority
in Pakistan or in foreign territory, provided that the facts as to which he is to give evidence
have come to his knowledge in the discharge of his official duties; or before a committee
appointed by government; he may draw travelling allowance as for a journey on tour
attaching to his bill a certificate of attendance given by the court or other authority which
summoned him: Provided that if the court by which he is summoned is situated within the city
limits of his headquarters, he may claim actual travelling expenses.
(2) When an employee draws travelling allowance.-
a. If the court or authority by which he was summoned be in Pakistan, he may not accept
any payment of his expenses in connection with the journey from such court or authority,
and any fees which may have been deposited in the court or with the authority for the
travelling and subsistence allowance of the witness must be credited to Authority; and
b. If the court or authority by which he was summoned be in foreign territory, he may

receive from the court or the authority such payment of his expenses as may be
admissible to him under the Regulations of the court and credit the amount to Authority,
stating in his travelling allowance bill the amount received, the treasury in which it has
been credited and the date of credit, and where no amount is paid to him by the court he
should ascertain the reasons thereof and state them in his travelling allowance bill.
Note -- (1) An employee summoned to give evidence while on leave or on vacation is

entitled to travelling allowance under this Regulation from and to the place from which he
is summoned as if he was on duty.
Note -- (2) When an employee summoned as a witness in a criminal case or a civil case
claims travelling allowance under this regulation, a certificate from the court should be
attached to the bill showing the amount of travelling or subsistence allowance which he
has been paid under the Regulations of the court.
112. JOURNEY TO GIVE OR OBTAIN MEDICAL ADVICE:

(1) When the place at which an employee falls ill is not the headquarters having the authorized
medical attendant:
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a. the employee/patient shall be entitled to travelling allowance for the journey to and from
such headquarters; or
b. if the employee/patient is too ill to travel in such circumstances entitled to the attendance of
the authorized medical attendant at his residence, the authorized medical attendant shall be
entitled to travelling allowance for the journey to and from the place where the patient is.
(2) A claim for travelling allowance under sub-clause (a) of clause (1) of this Regulation shall be
accompanied by a certificate from the authorized medical attendant stating that medical
attendance was necessary, and where the claim is under sub-clause (b) of clause (1), that
the patient was too ill to travel.
(3) Subject to the approval of Human Resource Directorate if the authorized medical attendant
sends an employee/ patient or his family to a specialist and issue a certificate in this behalf,
such employee be entitled to travelling allowance for the journey.
(4) A specialist if summoned under clause (3) shall be entitled to travelling allowance as
specified by the Authority for the journey to and from the place where the patient is.
(5) When an employee is required to obtain the counter-signature of a medical board or a
medical officer upon a certificate pronouncing him fit to return to duty from leave granted on
medical certificate, he may draw travelling allowance for the journey undertaken to appear
before such board of medical officers.
(6) If an employee, having obtained a medical certificate in support of an application for an initial
grant of leave is required to appear before a medical board or to appear before a nominated
medical board or to appear before nominated medical officer of the Authority for further
opinion as to the necessity for the leave recommended in that certificate, he may draw
travelling allowance for the journey undertaken to obtain that opinion.
Note: Travelling allowance is not admissible for a journey to obtain a further medical opinion
in support of an application for an extension of leave.
(7) An employee directed by the Human Resource Directorate, in the interest of the Authority, to
apply for an invalid pension may, if he be required to undertake journey in order to appear
before a medical board, draw travelling allowance as on tour;
(8) Provided that his travelling allowance bill is supported by a certificate that he was directed to
apply for an invalid pension in the interest of the Authority.
(9) The Competent Authority may allow travelling allowance to an employee who voluntarily
applies for an invalid pension, provided that the authority is satisfied that the circumstances
of the applicant are such as to justify the concession.
(10) Travelling allowance under this Regulation should be calculated as for a journey on tour;
provided that no allowance shall be drawn for halts on the journeys, while travelling
allowance under other regulations of this section may be allowed as for journeys on tour.
(11) An authorized medical officer who considers that an employee should leave his station to
obtain medical advice or treatment and it is unsafe for him to travel unattended, may arrange
an attendant to do so and the attendant, shall be deemed to have been travelling on duty and
may draw travelling allowance for the outward and return journey as for a journey on tour.
113. JOURNEYS TO ATTEND CEREMONIAL FUNCTIONS, ETC:

An employee who is required to attend ceremony elsewhere than at the headquarters may draw
travelling allowance for the journey as for a journey on tour.
Note: No travelling allowance is admissible to an employee for attending a function with which he
is not officially connected though he may have received a courtesy invitation for the same.
114. TRAVELLING AND DAILY ALLOWANCE ON FOREIGN TOUR, VISITS ETC:

An employee while on foreign duty/tour or training course shall be entitled to draw travelling and
daily allowance at the rate applicable to employees of the Federal Government.
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ORDER
(Under Regulation 25 )
Authority Employees Pay, Pension and Travelling and Daily Allowance Regulations 2014, the Civil
Aviation Authority vide its Board decision dated 30th September, 2014 is pleased to order delegation of its
powers and functions to the Chairman except the powers to modify or amend these Regulations.
It is further directed that the Chairman may re-delegate any powers and functions to the Director General
in a manner consistent with the provision of these Regulations.
(Seal)
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Civil Aviation Authority Internal Job Placement

Regulations, 2014
REG-006-HRXX-1.0 - In exercise of the powers conferred by section 27 read with section 12 of the
Pakistan Civil Aviation Authority Ordinance 1982, the Authority is pleased to make the following internal
job placement regulations, namely:-
1. SHORT TITLE AND COMMENCEMENT:

(1) These Regulations may be called as the Internal Job Placement Regulations, 2014.
(3) These Regulations shall apply to all employees of the Authority.
2. DEFINITIONS:
In these Regulations, unless there is anything repugnant in the subject or context, -
(a) “Applicant” means an employee of the Authority;

(b) “Authority” means the Authority constituted under Section 3 of the Ordinance;
(c) “Employee” means any person appointed by the Authority except other than on contract or
deputation;
(d) “Establishment” means overall strength of posts of all cadre sanctioned by the Authority
from time to time;
(e) “Expert” includes a recognized and accredited entity or person having the specialized skill,
knowledge, resources etc. for the selection purposes;
(f) “Integrity assessment” includes formal assessment conducted by Human Resource
Directorate’s “Integrity Assessment Committee” established on commencement of these
Regulations;
Explanation: The integrity assessment shall be used as an integral part of the internal job
placement for the purpose of selecting the most suitable and duly qualified employee for
appointment to any existing post or on a new post created under the establishment.
(g) “Manpower requirement” means specified number and category of employees required in
the establishment for efficient performance of duties and functions entrusted by the Authority
under the Ordinance, Rules and Regulations made there under;
(h) “Placement” means appointment of an existing employee from one post to another including
transfer from one cadre to another;
(i) “Test” includes a written test, interview and any other mode of assessment and evaluation of
an employee for selection process;
(j) “Ordinance” means the Pakistan Civil Aviation Authority Ordinance 1982;
(k) “Regulations” include all Regulations made under the Ordinance;
3. PROCEDURE FOR ASSESSING SELECTION REQUIREMENT:

(1) The Human Resource Directorate, in consultation with the concerned Directorate shall carry
out an assessment for selection against posts falling vacant due to retirement or promotion
of employees or upon creation of new post[s] by the Authority.
(2) Notwithstanding anything contained in clause (1) a Directorate/ Head of Unit may upon
request shall forward to the Human Resource Directorate, its manpower requirement with a
reasonable justification.
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(3) The Human Resource Directorate shall carry out a periodic assessment for appointment by
selection process either on its own or in consultation with the concerned Directorate.
(4) Where the Human Resource Directorate is of the opinion that the appointment by selection
under clause (1) and (2) is necessary for efficient working of the concerned Directorate, it
shall without any delay seek the approval of the Authority.
(5) The appointing authority shall give immediate directions to the Human Resource Directorate
in case there is an appointment requirement for operational posts.
(6) Subject to clause (4) and (5) the Human Resource Directorate shall, without any delay,
commence the process of such selection.
4. PROCEDURE OF APPLICATION ETC:

(1) The advertisement relating to any post to be filled by selection process under these
Regulation shall be made through the.-
a. intranet portal,
b. newsletter; or
c. memorandum issued for proper internal circulation; or
d. through the circular of the relevant Directorates to their respective units.
(2) The advertisement shall clearly include.-

a. the required eligibility criteria for such appointment;
b. the terms and conditions of acceptance and rejection of application;
c. verified degree or certificate by the concerned educational or technical institute or
university;
d. the deadline for submission of application; and
e. any other details as prescribed by the Authority.
5. APPLICATION:
(1) All applications received on or before the prescribed or extended date, if any, shall be
entered in the record in chronological order on its receipt by the Human Resource
Directorate.
(2) In case of more than one post the Human Resource Directorate shall maintain a separate
record for each post subject to the condition under clause (1).
(3) The Human Resource Directorate shall facilitate the online submission of applications.
Provided that the interested applicant/employee may submit his application, electronically or
through courier or postal service after giving prior intimation to the respective Directorates/
Head of Units.
(4) All applicant/ employees shall be allowed to give any additional information other than his
service record.
(5) All applications shall be subject to screening process. After screening process, test and
assessment of shortlisted applicants/employees shall be conducted by the Human Resource
Directorate or/and any consultant hired for such selection purpose.
(6) The test results shall be compiled and declared by the Human Resource Directorate.
6. APPLICATION PROCESSING PROCEDURE:

(1) The Committee of Human Resource Directorate shall comprise a team of officials to examine
all applications filed electronically or otherwise and assess if the applicant fulfills the criteria
provided for in the advertisement/ circular.
(2) An application shall not be considered unless the applicant/employee affirms and deposes at
the time of filing the application that-
30/09/2014 143 CSRG-001-HRXX-1.0

a. all Performance Appraisement Reports or Performance Evaluation Reports have been

sent to the reporting officer;
b. annual declaration of assets has been filed regularly;
c. the code of conduct has been read and signed;
d. no Performance Appraisal Report of the subordinate employee is pending;
e. no inquiry is pending beyond prescribed time limit;
f. certification of medical fitness has been provided; and
g. no disciplinary action is pending.
(3) The Committee of Human Resource Directorate shall review any application that is not in
conformity with the criteria provided for in the advertisement/ circular and the said
applicant/employee may be given an opportunity to rectify the discrepancies, within a
specified period of time.
7. INFORMATION FOR TEST AND INTERVIEW:

(1) The applicants/ employees shortlisted subject to Regulation 5 shall be informed
electronically or otherwise regarding the date and place of the test and interview, as may be
fixed by the Human Resource Directorate.
(2) All applicants shall be under obligation to clear all tests that are specifically approved for
such post in accordance with the job description in which one or more of the following skills
of the applicant shall be assessed in order to determine the suitability of applicant for
appointment on the post, namely;-
a. professional and technical knowledge, competence and assessment;
b. computer skills;
c. language skills (Urdu, English, and others as may be applicable);
d. knowledge of applicable laws;
e. communication skills, or; and
f. any other skill(s) as determined by the Human Resource Directorate from time to time.
(3) The test and assessment may be conducted by an external expert or the Human Resource
Directorate.
8. INTERVIEW OF THE APPLICANT:

(1) Applicants shall be interviewed on such date and such place as determined by the Human
Resource Directorate from time to time.
(2) The panel for interview shall be constituted by the appointing authority and shall include a
representative of the Human Resource Directorate along with other panel members.
(3) The panel shall carry out the interviews in accordance with the criteria specified in the
circular issued under Regulation 4, and the interview evaluation shall be made on a specified
form duly approved from time to time.
9. INTEGRITY ASSESSMENT:
(1) Integrity assessment of applicants shall also be carried out independently and also through
process of test and interview.
(2) The integrity assessment shall include where required a formal assessment conducted by
the Integrity Assessment Committee, of an applicant in service of the Authority.
(3) The committee referred in clause (2) shall collect and verify information about any previous
complaints, legal proceedings and any other evidence that may give rise to an opinion that
the employee under consideration for the selection under these regulations does or does not
possess the integrity.
(4) The final selection of an applicant shall be subject to result of integrity assessment report.
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10. DECLARATION OF SUCCESSFUL APPLICANT:

(1) The Human Resource Directorate shall consolidate the record of the assessment of the
applicants, which shall include test results, integrity assessment, interview results and
scrutiny of Performance Appraisement Reports, etc.
(2) After completion of the assessment process, a list of successful applicants in the order of
merit, shall be prepared and forwarded to the prescribed Selection Board for
recommendation to the Competent Authority for the purpose of these Regulations.
(3) Provided that such list of applicants shall be deemed to be the recommendations of the
prescribed Selection Board for such internal job placement.
(4) Applicants shall be selected for internal job placement, on the basis of merit list, against the
available number of vacant posts or newly created posts by the Authority.
(5) The Human Resource Directorate shall notify the successful applicants in accordance with
clause (4).
(6) Successful applicants may, if necessary, be provided with relevant training prior to their
internal job placement, or on-the-job training after assuming the charge of the post, as the
case may be.
11. MAINTENANCE OF APPLICANT DATABASE:

(1) The Human Resource Directorate shall maintain the records of successful applicants.
(2) The officials authorized by the Human Resource Directorate shall have access to the
database.
(3) The Human Resource Directorate shall establish and maintain safe custody of following
documents and personal profiles of employees namely:
a. bio-data (all personal details);
b. posting history;
c. qualification;
d. courses/ training;
e. seniority and disposition;
f. occupational achievements profile;
g. language details;
h. foreign visits;
i. spouse (including spouse employment) details of children;
j. other dependents, and
k. pay and allowances details. etc.
12. NO VESTED RIGHT AND PERIODIC EVALUATION, ETC:

Notwithstanding anything contained in these Regulations, the applicants/ employees who have
been declared successful in obtaining an internal job placement, shall not have any vested right to
continue working against that post and their internal placement shall remain subject to the normal
career progression and a regular ongoing periodic evaluation process.
13. NO VESTED RIGHT IN CASE OF LESS NUMBER OF POSTS:

Notwithstanding anything contained in these Regulations, the applicant, who is declared successful
on the basis of written tests, interviews, integrity tests and Performance Appraisement Reports,
may not be posted due to lack of sufficient number of vacancies or posts and shall have no vested
right to be considered for the selected post or any other post.
14. REMEDIES FOR UNSUCCESSFUL APPLICANTS:
The applicant, who is declared unsuccessful or has any grievance in respect of the application of
these Regulations, may opt any of the following remedies to redress his grievance, namely:-
30/09/2014 145 CSRG-001-HRXX-1.0

a. apply for another placement; or

b. seek further training and apply for another internal job placement; or
c. accept a Golden Hand Shake Scheme (voluntary separation scheme), as prescribed
by the authority; or
d. continue service on his existing post.
15. VALIDATION:
All selections and placement of employees duly made and procedures applied for pay, allowance
and benefits prior to the commencement of these Regulations, pursuant to sanctions, grants and
approvals given by the Authority shall be deemed to have been validly made and applied until
varied or revoked.
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30/09/2014 CSRG-001-HRXX-1.0
Civil Aviation Employees (Working Hour) Regulations, 2014

REG-007-HRXX-1.0 - In exercise of the powers conferred by section 27 read with section 12 of the
Pakistan Civil Aviation Authority Ordinance, 1982 (XXX of 1982), the Authority hereby makes the
following regulations namely.-
1. SHORT TITLE, COMMENCEMENT AND EXTENT:

(1) These Regulations may be called the Civil Aviation Employees (Working Hour) Regulation,
2014.
(2) These Regulations shall come into force on the date as determined by the Authority.
(3) These Regulations shall apply to all employees and persons in the service of the Authority.
2. DEFINITIONS:
In these Regulations, unless the context otherwise requires.-
a) “Authority” means the Authority constituted under Section 3 of the Ordinance;

b) “Employees” includes all persons in employment of the Authority;
c) “Duty breaks” means rest period, during duty hours, as specified by the Authority;
d) “Working hours” means the period of duty under the applicable duty roaster or schedule;
e) “Night duty” means duty of not less than eight hours including a period between midnight
and 5.00 am;
f) “Shifts” means any method of organizing work whereby employees replace each other at
the same place of duty according to a set pattern over a given period of days or weeks;
g) “Shift employee” means an employee who performs duty in shifts;
3. WORKING HOUR:
(1) Subject to the exigencies of service, the Authority shall have the power to prescribe working
hours of employees from time to time.
(2) The Authority may fix working hours of its employees in shifts or otherwise. An employee
shall work for such duty hours as specified by the Authority.
(3) Notwithstanding anything contained in this Regulation, the Authority may order or call any
employee for performance of any duty anytime in connection with its affairs/ functions.
4. MAXIMUM WEEKLY WORKING HOURS:

(1) The Authority shall ensure that weekly working hours of an employee, including any
overtime, does not exceed the limit of 48 hours.
(2) Notwithstanding the above the Authority may for any operational or technical reason require
an employee to be engaged in continuous weekly work for a duration that does not exceed
56 hours including authorized rest and duty breaks.
5. DAILY REST AND DUTY BREAKS:

Subject to the nature of duty of its employees, the Authority may prescribe necessary daily rest and
duty breaks.1
1
ATCO’s duty breaks and daily rest as per ICAO standards for 24 hours operational airports/locations.
30/09/2014 147 CSRG-001-HRXX-1.0

6. LENGTH OF NIGHT DUTY:

The night duty of an employee shall not exceed eight hours unless specified otherwise by the
Authority.
7. EMPLOYEES TO PERFORM DUTY IN SHIFTS:

(1) An employee shall, as and when required by the Authority, perform duty in shifts strictly in
accordance with the specified roaster.
(2) No shift employee shall perform duty of more than eight hours unless authorized by the
Authority.
8. DUTY ROASTER:
(1) Each location/unit shall display a duty roaster, in respect of shift employees, issued by the
Authority.
(2) A copy of the duty roaster shall be, sent to the Airport Manager two days before its
implementation and, emailed to the Human Resource Directorate.
(3) Any change in the duty roaster shall be, notified to the Airport Manager and, emailed to the
Human Resource Directorate.
9. DUTY REGISTER:
The Duty Terminal Manager/ Shift In-charge shall maintain a duty register as specified by the
Authority.
10. POWER TO AMEND REGULATIONS:

The Authority may amend or modify any or all provisions under these Regulations.
11. DELEGATION:
The Authority may delegate any or all its powers under these Regulations to any officer as it may
deem appropriate.
30/09/2014 148 CSRG-001-HRXX-1.0

ORDER
(Under Regulation 10)
Employee’s (Working Hour) Regulation, 2014, the Civil Aviation Authority vide its Board decision dated
30th September, 2014 is pleased to order delegation of its powers and functions to the Director General
except the powers to modify or amend these Regulations.
It is further directed that the Director General may re-delegate any powers and functions to the
concerned officer in a manner consistent with the provision of these Regulations.
(Seal)
30/09/2014 149 CSRG-001-HRXX-1.0

CAA Service Regulations 2014

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CAA SERVICE REGULATIONS-2014

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Secretary of the Board

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RECORDS OF AMENDMENTS AND CORRIGENDA

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Civil Aviation Authority Employees ...................................................................................................... 1

43. CONDITIONS FOR ACTING CHARGE POST: ............................................................................................ 16

30/09/2014 iii CSRG-001-HRXX-1.0

89. LEAVE ON FULL PAY: ..................................................................................................................................... 29

7. PROCEDURE FOR APPELLATE AUTHORITY: .......................................................................................... 65

29. STANDARDS OF ETHICS: .............................................................................................................................. 79

30/09/2014 vii CSRG-001-HRXX-1.0

30/09/2014 viii CSRG-001-HRXX-1.0

58. GRATUITY: ...................................................................................................................................................... 113

92. MILEAGE ALLOWANCE FOR JOURNEYS BY RAIL: .............................................................................. 130

4. MAXIMUM WEEKLY WORKING HOURS:.................................................................................................. 147

Civil Aviation Authority Employees

1. SHORT TITLE, EXTENT, APPLICATION AND COMMENCEMENT:

a. “Appointment” includes all appointments whether by recruitment, selection,

m. “Director General” means the Director General of the Authority;

gg. “Schedule” means the Schedule prescribed under these Regulations;

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TERMS AND CONDITIONS OF SERVICES

Group CAA Designation/ Post Length of

Group CAA Designation/ Post Length of

EG-10 Assistant Director General

-- * Deputy Director General --

Sr. No. Revised CAA Pay Competent Authority

Sr. No Existing Pay Revised CAA Length of

Sr. No Existing Pay Revised CAA Length of

12. ------- EG-10

8. REGULAR APPOINTMENT IN SERVICE:

9. PROCEDURE FOR ASSESSING RECRUITMENT REQUIREMENT:

10. INITIATION OF RECRUITMENT PROCESS:

(a) the required eligibility criteria for such appointment;

13. CANDIDATES TO BE RECOMMENDED:

(a) Proof of qualification, experience, age, etc. are insufficient or incorrect;

14. CONSTITUTION OF SELECTION BOARD:

Table: I (Selection Board for EG-10)

Table: II (Selection Board for EG-09)

Table: III (Selection Board for EG -07& EG-08)

Table: IV (Selection Board for EG -01 to EG-06)

Table: V (Selection Board for SG-01 to SG-11)

15. APPOINTMENT IN OTHER THAN SERVICE GROUPS SPECIFIED FOR

16. DIRECT RECRUITMENTS IN SG-01, SG-05, EG-01:

17. CONDITIONS OF RECRUITMENT OR INITIAL APPOINTMENTS:

18. AD-HOC AND TEMPORARY APPOINTMENTS:

19. TEMPORARY OR SHORT-TERM, POSTS:

20. CONDITIONS FOR APPOINTMENTS ON TEMPORARY POST:

21. CONTRACT APPOINTMENT:

22. APPOINTMENT OF CONSULTANTS:

26. SENIORITY ON INITIAL APPOINTMENT:

27. SENIORITY ON PROMOTION:

28. SENIORITY ON APPOINTMENT BY TRANSFER:

29. SENIORITY ON APPOINTMENT BY SELECTION:

30. INTER SE SENIORITY OF EMPLOYEES APPOINTED IN THE SAME

32. PROMOTION PROCEDURES:

33. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN

34. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN

35. GENERAL CONDITIONS FOR PLACEMENT OF CASE FOR PROMOTION IN

36. PROMOTION OF EMPLOYEE ON DEPUTATION:

37. PROMOTION OF EMPLOYEE ON LEAVE: