iii) An employee who has submitted a medical certificate of incapacity, for further service shall,
if he is on duty, be invalidated from service from the date of relief of his duties, which should be
arranged without delay on receipt of the medical certificate. If he is already on leave other than
extraordinary leave, at the time of submission of the medical certificate, he shall be invalidated
from service on the expiry of that leave or extension of leave, if any, granted to him. If he is on
extraordinary leave, he will be invalidated from the date of the medical report.
iv) When a person, against whom a departmental action has been taken, produces an invalidation
certificate immediately after such action has been taken, he should not be allowed to retire, until
the order in the departmental enquiry held against him is passed. When an employee, referred to
in the above mentioned clause, is however, exonerated or not, shall be considered to be on
extension of service for the period from the date of compulsory retirement to the date of
completion of the proceedings.
Note: 3. Employees retiring from service on attaining the age of superannuation (58/60 years) shall not
be given extension or re-employment in service. Only in exception circumstances, the Competent
Authority may re-employ (not extension in Company’s service) the employee subject to fulfilling
the following conditions strictly:-
(a) Suitable employees were not available by nomination, promotion or transfer though efforts
were made atleast three months prior to vacating the concerned post.
(b) No suitable employee is available for holding the additional charge of the concern post or its
is not possible to promote any person from the concerned Department/Office temporarily.
(c) The post in question is a tenure post and the tenure of that post expires after completion of
the period of re-employment.
(d) The person who is to be re-employed possesses special educational qualification (especially
technical qualification) and vast experience and such special qualification, experience is not
possessed by serving employees.
(e) Re-employment is made in public interest.
Note:4. An employee, who has been charge-sheeted for misconduct, regarding commission of an act,
willful loss or destruction of Company’s property, commission of an act of violence, while on duty
or commission of an act for which he is convicted in a Criminal Court and which in the opinion of
the Competent Authority, is considered appropriate for deciding any punishment including
dismissal or removal from service, shall not be permitted to retire on his reaching the date of
compulsory retirement, but should be retained in service, until the enquiry is concluded and final
orders passed thereon by the Competent Authority. When an employee referred to in the above
mentioned clause, is however, exonerated or not, shall be continued to be on extension of service
for the period from the date of compulsory retirement to the date of completion of the
proceedings. The retiring benefits should not be granted to the employee unless he is exonerated
of the charges against him.
Note:5. On promotion of employee in the Pay Group IV to the post in Pay Gr.III, the retirement age of58
years shall apply. However, if an employee in Pay Gr.IV post is promoted to the post in Pay
Gr.III after attaining the age of 58 years, he shall retire with effect from the afternoon of last day
of the month in which he assumes the post in Pay Gr.III. Further, in case such employee refuses
to accept the promotion, the higher grade benefit granted to him under G.O.74(P) dt.30/04/1974
shall not be withdrawn. This special Dispensation of continuing higher grade benefit granted
under G.O.74(P) dt.30/04/1974 shall be applicable only in the cases of Pay Gr.IV employees who
have been promoted to the post in Pay Gr.III after attaining the age of 58 years.