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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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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
(Seal)
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AMENDMENTS CORRIGENDA
Date Date Date Entered
No. Entered by No. Date of Issue
Applicable Entered Entered by
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TABLE OF CONTENTS
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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
20. REMOVAL OF DIFFICULTIES: ....................................................................................................................... 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
1. SHORT TITLE, COMMENCEMENT, EXTENT AND APPLICATION: ....................................................... 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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Chapter IV .................................................................................................................................................................... 94
GENERAL PROVISIONS .......................................................................................................................................... 95
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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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:-
2. DEFINITIONS:
(1) Unless there is anything repugnant in the subject or context;
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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.
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(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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Chapter I
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.-
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(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
(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
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(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.
(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.
(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.
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(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.
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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(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.
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(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.
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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.
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(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].
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.
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(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.
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.
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.
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.
(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.
(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.
(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.
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(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.
(b) performance of such employee meets the criteria as prescribed by the Authority from
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.
(2) Provided that promotion shall be subject to availability of vacancy[s] / post[s] in the service
cadre of such employee.
(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.
(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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(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.
(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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(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.
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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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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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.
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69. LEAVE:
An employee while in service shall be entitled to leave in accordance with Chapter III of these
Regulations.
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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
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.
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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.
(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.
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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.
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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.
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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.
(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.
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(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.
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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.
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(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.
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Chapter IV
GENERAL PROVISIONS
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.
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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.
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.
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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.
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)
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).
6) Appointments by selection under internal job placement shall be made according to the prescribed
regulations(CAAO to be prescribed by Authority).
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))
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.
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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)
_________________
Name and Signature of applicant
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SCHEDULE-V
(See Regulation 86 (3))
_________________
Name and Signature of applicant
FITNESS CERTIFICATE
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SCHEDULE-VI
(See Regulation 93 (1))
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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
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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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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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.
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;
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;
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(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;
(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;
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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.
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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.
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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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.
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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)]
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.
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SCHEDULE-II
[See Regulation 9 (c)(ii)]
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.
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Schedule-III
[See Regulation 10]
The above statement has been read over to the accused in the language
he understands and signs it as correct.
Date: _________
______________________________
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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.
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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.)
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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(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:
In these Regulations, unless there is anything repugnant in the subject or context: -
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
(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
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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.
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.
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Chapter IV
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;
Form of 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,
Dear Sir,
b. Specific grievance.
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Part I
PRELIMINARY PROVISIONS
1. SHORT TITLE, COMMENCEMENT, EXTENT AND APPLICATION:
(1) These Regulations shall be called the “Civil Aviation Authority (Code of Conduct)
Regulations, 2014”.
(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:
In these Regulations, unless there is anything repugnant in the subject or context: -
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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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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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.
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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(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.
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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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.
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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.
(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.
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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.
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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.
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Part IV
STANDARD OF ETHICS
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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.
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Part V
GENERAL PROVISIONS
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]
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SCHEDULE-II
FORM
[See Regulation 33]
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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:-
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
_____________________________.
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
(Name of Deponent)
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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) 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.
(3) These Regulations shall come into force at once.
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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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Chapter II
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
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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.
------- 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.
An employee shall draw the presumptive pay of the post on which he holds the lien or suspended
lien.
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Chapter III
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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.
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.
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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.
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Regular Allowances:
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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
@ 20% 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
SG-05 to SG-06 amount equivalent to 60 liters of
Fuel / Conveyance
Petrol
Allowance:
SG-07 to SG-08 amount equivalent to 70 liters of
Petrol
SG-09 amount equivalent to 80 liters of Petrol
SG-10 amount equivalent to 90 liters of Petrol
SG-11 amount equivalent to 100 liters of Petrol
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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:
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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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.
(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.
(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 –
(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.
(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
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:-
(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: `
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.
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.
(4) This Regulation shall not apply to an employee who have rendered less than five years of
continuous service.
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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
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.
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.
(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.
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.
(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).
(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.
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.
(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
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.
(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.
Chapter VII
Chapter VIII
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Chapter IX
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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.
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
Authority from time to time.
(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.
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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PART- II
PRINCIPLES AND PROCEDURE FOR DETERMINING ATTRIBUTION TO SERVICE
OF DISABILITY
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.
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.
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.
Chapter II
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Chapter III
MILEAGE ALLOWANCE
(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.
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:-
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
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.
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.
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.
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.
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Chapter IV
DAILY ALLOWANCE
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.
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.
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.
Chapter V
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.
(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.
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:-
(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.
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.
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Chapter VI
(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.
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
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.
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.
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.
ORDER
(Under Regulation 25 )
REG-005-HRXX-1.0 - In exercise of the power conferred under Regulation 25 of the Civil Aviation
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)
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:-
2. DEFINITIONS:
In these Regulations, unless there is anything repugnant in the subject or context, -
(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.
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.
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.
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:-
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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2. DEFINITIONS:
In these Regulations, unless the context otherwise requires.-
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.
1
ATCO’s duty breaks and daily rest as per ICAO standards for 24 hours operational airports/locations.
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.
11. DELEGATION:
The Authority may delegate any or all its powers under these Regulations to any officer as it may
deem appropriate.
ORDER
(Under Regulation 10)
REG-007-HRXX-1.0 - In exercise of the power conferred under Regulation 10 of the Civil Aviation
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)