BSNL CDA RULES 2006

By
F.A.Shaikh, SDE
BRBRAITT, Jabalpur

For circulation to Trainees only 1

 BSNL CDA RULES 2006
Rule1 Short Title and Commencement

Rule2 Application

Rule3 Definitions

Rule4 General

Rule5 Misconduct

Rule6 Employment of near relatives of the employees

Rule7 Joining of unlawful association by employees

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 BSNL CDA RULES 2006
Rule8 Demonstrations and strikes

Rule9 Connection with press or radio or television or other

media

Rule10 Taking part in political activities

Rule11 Criticism of Government and / or of the company

Rule12 Evidence before committee or any other authority

Rule13 Unauthorized communication of information

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 BSNL CDA RULES 2006
Rule14 Inventions

Rule15 Gifts

Rule16 Dowry

Rule17 Private trade or employment

Rule17A Subletting and vacation of company accommodation

Rule18 Approaching foreign government for financial assistance

Rule19 Investment, lending and borrowing

Rule20 Insolvency and habitual indebtedness

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 BSNL CDA RULES 2006
Rule21 Movable, immovable and valuable property

Rule21A Restriction in relation to acquisition and disposal of

immovable property outside India and transaction with foreigners etc.
Rule 21B Dealing in Companies Share(IPO/FPO)

Rule22 Canvassing of non-official or other outside influence

Rule23 Restriction regarding marriage

Rule24 Consumption of intoxicating drinks and drugs

Rule25 Vindication of official acts and character of employee

Rule26 Classification of services

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 BSNL CDA RULES 2006
Rule27 Constitution of services

Rule28 Classification of posts

Rule29 Appointing Authority

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 Rule 1. SHORT TITLE AND COMMENCEMENT

1. These rules may be called the Bharat Sanchar Nigam

Limited (BSNL) Conduct, Discipline and Appeal Rules,
2006.
2. They shall come into force w.e.f 10th October 2006.

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 Rule 2. APPLICATION

These Rules shall apply to all the employees of the BSNL

(except those employees who are governed by the
Industrial Employment (Standing Order) Act, 1946).

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 Rule 3. DEFINITIONS

Appellate Authority
Family

Appointing Authority
Government

Board
Public Servant

Chairman/Managing
Premises
Director
Reviewing Authority

Company
Inquiring Authority’ or

Competent Authority ‘Inquiring Officer’

Disciplinary Authority
Schedule

Employee
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 RULE 4. GENERAL

1.Every employee of the Company shall at all times

 Maintain absolute integrity;
 Maintain devotion to duty;
 Do nothing which is unbecoming of a Public Servant;
 Conduct at all times in a manner conducive to the best
interest of the Company or which will enhance the
reputation of the company
 Do nothing to lower the image of the Company in the
eyes public
 Be courteous and prompt in his official dealings with the
public.

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 RULE 4 :GENERAL
2.(a) Every employee of the Company holding a supervisory position
shall take all possible steps to ensure the integrity and devotion to duty of
all employees for the time being under his control and authority.

2.(b) No employee shall, in the performance of his official duties, or in

the exercise of powers conferred on him, act otherwise than in his best
judgment except when he is acting under the direction of his official
superior;

2.(c) & 2.(d) Oral directions to subordinates shall be avoided

An employee who has received oral direction from his
official superior shall seek confirmation of the same in
writing as early as possible

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 RULE 4. GENERAL

3.(a) No employee shall indulge in any act of sexual harassment of

any woman at her work place.

3.(b) Every employee holding a supervisory post shall take

appropriate steps to prevent sexual harassment to any woman at such
work place.

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 Rule 5. MISCONDUCT

1. Theft, fraud or dishonesty in connection with the business

or property of the Company, or of property of another
person within the premises of the Company.
2. Taking or giving bribes or any illegal gratification or
indulging in corrupt practices.
3. Possession of pecuniary resources or property
disproportionate to the known sources of income by the
employee or on his behalf by another person, which the
employee cannot satisfactorily account for.

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 RULE 5- Contd.
4. Furnishing false information regarding name, age, father’s
name, qualifications, ability or previous service or any
other matter germane to the employment at the time of
employment or during the course of employment.
5. Willful insubordination or disobedience, whether or not in
combination with others, of any lawful and reasonable
order of his superior.
6. Absence without leave or over-staying the sanctioned
leave without sufficient grounds or proper or satisfactory
explanation.

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 RULE 5- Contd.
7. Habitual late or irregular attendance.
8. Neglect of work or negligence in the performance of
duty including malingering or slowing down of work.
9. Sabotage or damage to any property of the Company.
Acting in a manner prejudicial to the interests of the
Company.
10.Interference or tampering with any safety devices
installed in or about the premises of the Company or
violating the safety or environmental regulations in or
about the premises of the Company.

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 RULE 5- Contd.
12.Drunkenness or riotous or disorderly or indecent
behavior in the premises of the Company or outside such
premises where such behavior is related to or connected
with the employment.
13.Gambling within the premises of the Company.
14.Smoking within the premises of the Company where it is
prohibited.
15.Collection without the permission of the Competent
Authority of any money within the premises of the
company except as sanctioned by any law of the land for
the time being in force or rules of the Company.

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 RULE 5- Contd.
16.Sleeping while on duty.
17.Commission of any act, which amounts to a criminal
offence involving moral turpitude.
18.Absence from the employee’s appointed place of work
without permission or sufficient cause.
19.Purchasing properties, machinery, stores, etc., from/or
selling properties, machinery, stores, etc. to the
Company without express permission in writing from
the Competent Authority. .
20.Commission of any acts subversive of discipline or of
good behavior.

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 RULE 5- Contd.
21. Subletting or unauthorized use of Company’s premises,
equipment, tools or any other property of the company.
22. Misuse
. of any amenity provided by the company
23. Participation and/or inciting others to participate in strikes,
gherao, go-slow and similar other agitational activities, or
abetting, inciting, instigating or acting in furtherance thereof.
24. An act of sexual harassment of any woman at her work place.
25. An act to lower the image of the Company in the eyes of the
public.
26. Tempering with or willfully damaging or falsification of
Company’s records, impersonation or forgery.

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 RULE 5- Contd.
27.Making representations in order to bring any political or
any outside influence to bear upon any superior authority
to further employee’s interest in respect of matters
pertaining to employment, postings or transfers.
28.Making representation or sending grievance petitions to
the Members of the Board of Directors or the Senior
Officers except through proper channels.
29.Attending or holding meeting other than in the course of
duty within the Company’s premises without prior
written permission of the Competent Authority.

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 RULE 5- Contd.
30.Distribution or exhibition of any newspapers, handbills,
pamphlets, etc.
31.Deliberately making any false statement before a
superior knowing it to be false.
32.Proxy registering of attendance or abetting in the act of
registering attendance of another employee.
33.Spreading or encouraging casteism, regionalism or
communalism.
34.Abetment of or attempt at abetment of, any act which
amounts to misconduct.
35.Spreading false rumors or spreading false information.

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 RULE 5- Contd.
36.Carrying on money lending or any other private business
without the written permission of the Company.
37.Habitual indebtedness or insolvency.
38.Interference or riotous or disorderly or indecent behavior
in the premises of the company.
39.Writing of anonymous or pseudonymous letters or
associating oneself in writing such letters in respect of
Company affairs.
40.Misuse of any advance or non-compliance with the
provisions of terms and conditions governing grant of
such advance as specified in the respective rules relating
to the advance(s).
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 Rule 6. EMPLOYMENT OF NEAR RELATIVES OF THE
EMPLOYEES
(1) No employee shall use his position or influence directly or indirectly
to secure employment for any person of his family or company.

(2) No employee shall, except with the previous sanction of the

competent authority, permit his son, daughter or any other member of the
family to accept employment with any Company or firm with which he
or she has official dealings or with any other Company or firm
having official dealings with the Company

(3) The employee shall, as soon as, he becomes aware of the acceptance
of an employment by a member of his family in any such company or
firm, intimate such acceptance to the competent authority and shall
also intimate whether he has or has had any official dealings with
that company.

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 Rule 7. JOINING OF UNLAWFUL
ASSOCIATION BY EMPLOYEES

No employee shall join, or continue to be a member of an

association the objects or activities of which are prejudicial
to the interest of the Company or of the sovereignty and
integrity of India, or Public Order or morality.

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 Rule 8.DEMONSTRATIONS AND STRIKES

No employee shall
(1) engage himself or participate in any demonstration
which is prejudicial to the interest of the sovereignty and
integrity of India, the security of the state, friendly
relations with foreign states, public order, decency or
morality, or which involves contempt of court, defamation
or incitement to an offence, or
(2) resort to or in any way abets any form of strike or
coercion or physical duress in connection with any matter
pertaining to his service or the service of any other
employee of the Company.

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 Rule 9.CONNECTION WITH PRESS OR RADIO OR
TELEVISION OROTHER MEDIA
(1)No employee shall, except with the previous sanction of the
competent Authority, own wholly or in part, or conduct or participate
in the editing or management of any newspaper or other periodical
publication or electronic media. If he accepts an advisory post
without any remuneration he shall intimate the fact with details of the
periodical etc. to the Company which in its judgment may require the
employee to disassociate himself from the newspaper, or periodical, if
it considers such an association to be prejudicial to the
Company/Government interest.
(2) No employee shall, except with the previous sanction of the
competent authority publishes a book, participate in a radio/television
broadcast or contribute any article or write any letter either in his own
name or anonymously, pseudonymously or in the name of any other
person to any newspaper or periodical or other vehicles of publicity,

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 Rule 10.TAKING PART IN POLITICAL ACTIVITIES

(1)No employee shall be a member of, or be otherwise associated with,

any political party or an organization, which takes part in politics, nor
shall he take part in, subscribe in aid of, or assist in any other
manner, any political movement or activity.

(2)No employee shall canvas or otherwise interfere with, or use his

influence in connection with or take part in an election to any Legislature
or Local Authority.

(3) If any question arises whether a party is a political party or whether

any organization takes part in politics or whether any movement or
activity of the organization is subversive of the
Government/Company by law established, the decision of the
Government/Company thereon shall be final.

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 Rule 11. CRITICISM OF GOVERNMENT AND/OR OF THE
COMPANY
No employee shall, in any radio broadcast or telecast through any
electronic media or in any document published under his name
or anonymously, pseudonymously or in the name of any other person
or under any pen name or pseudonym, or in any communication to the
press or in any public utterances, make any statement-
(1)which has the effect of adverse criticism of any policy or action of the
Central or State Government or of the Company; or

(2)which is capable of embarrassing the relations between the Company

and the public Association/Society/Institution for the purpose of
safeguarding the conditions of service of such employees or for
securing any improvement thereof.

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 Rule 12.EVIDENCE BEFORE COMMITTEE OR
ANY OTHER AUTHORITY
(1) No employee shall, except with the previous sanction of the
competent authority, give evidence in connection with any
enquiry conducted by any person, committee or authority.
(2)No employee giving such evidence shall criticize the policy
or any action of the Central Government or of State
Governments or of the company.
(3) Nothing in this rule shall apply to:
(a) evidence given at any enquiry before an authority appointed
by the Government, Parliament or a State Legislature or the
Company.
(b) evidence given in any judicial enquiry; or,
(c) evidence given at any departmental enquiry ordered or
by authorities subordinate to the Government.
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 Rule 13.UNAUTHORIZED COMMUNICATION OF
INFORMATION
(1)No employee shall, except in accordance with any general
or special order of the Company or in the performance in good
faith of the duties assigned to him, communicate, directly or
indirectly, any official document or any part thereof or
information to any employee or any other person to whom he
is not authorized to communicate such document or
information.

(2)Every employee of the Company shall follow the

instructions with regard to security of information, as issued
from time to time.

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 Rule 14.INVENTIONS

(1)An employee who, while in the service of the Company makes any
discovery, invention or modification to any process or method or
equipment resulting in improvement of the Company’s services,
operations and products, shall forthwith communicate the fact to the
Company.
(2) The employee shall furnish, at the request and expense of the
Company all particulars thereof and if required, shall apply for all letters
of patent and rights in India or elsewhere and give assignments and
transfers to the Company or its nominees as may be directed by the
Company.
(3)Letter of patent, if taken out shall belong to the Company, and
any remuneration payable to the employee for any such invention,
discovery or modification shall be at the discretion of the Company.
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 Rule 15. GIFTS

(1) No employee shall accept or permit any member of his family

or any other person acting on his behalf, to accept any gift.
(2) On occasions such as weddings, anniversaries, funerals or
religious functions, when the making of gifts is in conformity
with the prevailing religious or social practice, an employee
may accept gifts from his near relatives or from his personal
friends having no official dealings with him, but he shall make
a report to the competent authority if the value of any gift
exceed
a) Rs.2, 000/- in case of Group ‘D’ and Group ‘C’ category.
b) Rs.5, 000/- in case of Group ‘B’ and up to JAG category.
c) Rs.8, 000/- in case of SAG and HAG category.
d) Rs.10, 000/- in case of CMD and Board Directors
(Full Time).
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 Rule 15. GIFTS
(3) Gift received from foreign dignitaries/firms may be retained by the
recipient if the value thereof does not exceed the amount mentioned in
Para (2) above for different categories. The same shall, however, be
intimated to the competent authority.
.
(4) In any other case, an employee of the Company shall not accept or
permit any other member of his family or any other person acting on
his behalf to accept any gift without the sanction of the competent
authority if the value thereof exceeds the amount mentioned in Para (2)
above for different categories
(5) When more than one gift has been received from the same
person/firm within a period of twelve months the matter shall be
reported to the competent authority if the aggregate value of the gifts
exceeds the amount mentioned in Para (2) above for different
categories.
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 RULE 16. DOWRY
No employee shall-
a) Give or take or abet giving or taking dowry or
demand dowry directly or indirectly.
b) Demand directly or indirectly from the parents or
guardian of a bride or bridegroom, as the case may
be, any dowry.

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 RULE 17.Private trade or employment
Without previous sanction from the competent authority,
Do not
• Engage directly or directly in any trade or business
• Negotiate for, or undertake, any other employment
• Contest or canvass for an elective office in any body
• Canvass for any insurance or commission agency
• Take part in registration, promotion or management of
any company, bank or a cooperative society (for
commercial purposes)

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 Private trade or employment (contd)
An employee may, without the previous sanction of the
competent authority can
 undertake honorary work of a social or charitable nature, or
 undertake occasional work of a literary, artistic or scientific
character, or
 participate in sports activities as an amateur, or
 take part in the registration, promotion or management (not
involving the holding of an elective office) of a literary,
scientific or charitable society or of a club or similar
organization, the aims or objects of which relate to
promotion of sports, cultural or recreational activities,
registered under the Societies Registration Act, 1860 (21 of
1860), or any other law for the time being force, or

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 Rule 18.APPROACHING FOREIGN GOVERNMENT FOR
FINANCIALASSISTANCE

No employee shall approach directly or indirectly a foreign

Government or a foreign organization for financial assistance
for visiting a foreign country or attending a course abroad
without the prior permission of the Company.

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 Rule 19. INVESTMENT, LENDING AND BORROWING

No employee shall, save in the ordinary course of business

with a Bank, Unit Trust of India, the Life Insurance
Corporation, Housing Urban Development Corporation,
City Industrial Development Corporation, Housing
Development Finance Corporation or a firm etc. of standing,
borrow money from or lend money to or otherwise place
himself under pecuniary obligation to any person with whom
he has or is likely to have official dealings or permit any
such borrowing, lending or pecuniary obligation in his name
or for his benefit or for the benefit of any member of his
family.

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 Rule 20.INSOLVENCY AND HABITUAL INDEBTEDNESS

(1)An employee shall avoid habitual indebtedness unless he

proves that such indebtedness or insolvency is the result of
circumstances beyond his control and does not proceed from
extravagance or dissipation.
(2) An employee who applies to be, or is adjudged or declared,
insolvent shall forthwith report the fact to his competent
authority.

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 Rule 21. MOVABLE, IMMOVABLE AND VALUABLE PROPERTY

(1) (a) No employee shall, except with the previous knowledge

of the competent authority, acquire or dispose of any
immovable property by lease, mortgage, purchase, sale,
gift or otherwise, either in his own name or in the name of
any member of his family . ( Form-1 ).
(b) Any addition/extension in the immovable property
subsequently shall be intimated/sanctioned.(Form-
2&3&5 )
(2) .No employee shall, except with the previous sanction of
the competent authority, enter into any transaction
concerning any immovable or movable property with a
person or firm having official dealings with the employee
or his subordinate For circulation to Trainees only 39
(3) Every employee shall report within a month to the
competent authority every transaction concerning movable
property owned or held by him in his own name or in the
name of a member of his family, if the value of such property
exceeds:
a) Rs.1,00,000/= in case of employees in the non-
executive
b) Rs 2,00,000/= in case of employees in the executive
(4) Every employee shall, on his first appointment in the
Company, submit a return of his assets and liabilities etc
{Form A (2 to 8)} within three months of joining giving the
particulars
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a) the immovable property inherited by him or owned or
acquired by him or held by him on lease or mortgage either
in his own name or in the name of any member of his
family or in the name of any other person;
b) shares, debentures and cash including bank deposits
inherited by him or similarly owned acquired or held by
him
c) other movable property inherited by him or similarly
owned acquired or held by him if the value of such
property exceeds
Rs.1,00,000/= in case of employees in the non-executive
Rs 2,00,000/= in case of employees in the executive
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5) debts and other liabilities incurred by him directly or indirectly.
6) Every employee shall beginning 1st January submit a return of
immovable property inherited/owned/acquired by him either in
his own name or in the name of any member of his family in
January, as on 1st January in the prescribed Form-4.
7) The competent authority may at any time, by general or special
order require an employee to submit within a period specified in
the order a full and complete statement of such movable or
immovable property held or acquired by him or on his behalf or
by any member of his family as may be specified in the order.
. Such statement shall, if so required by the competent authority,
includes details of the means by which, or the source from
which, such property was acquired

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8) Every Return submitted under this rule shall be handled as secret
document and the provisions of Rule 13 shall apply thereto.
9) In the event of no change in the list of the immovable property
mentioned in sub-rule (4) above a ‘No change’ Return shall be filed
by the employee.
Explanation:- For the purpose of Rules 6,9,12,15,21,21-A & 23, the
competent authority is as under:-
SSA level staff : SSA Head.
Circle level staff : Circle Head.
All India level staff : Circle Head where the staff is posted.
For the circle Head, the competent
authority will be CMD.
Corporate office : Concerned Sr. DDG/DDG/Head of the
Division.

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 Rule 21-A RESTRICTION IN RELATION TO
ACQUISITION AND DISPOSAL OF IMMOVABLE
PROPERTY OUTSIDE INDIA AND TRANSACTIONS
WITH FOREIGNERS ETC.
No employee shall, except with the previous sanction of the
competent authority acquire or dispose of any immovable
property situated outside India by lease, mortgage, purchase, sale,
gift or otherwise, either in his own name or in the name of any
member of his family, enter into any transaction with any
foreigner, foreign government, foreign organization or concern
mission including international organizations, the acquisition or
disposal of any immovable property by lease, mortgage, purchase,
sale, gift or otherwise either in his own name or in the name of
any member of his family.

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 Rule 21-B Dealing in Company’s Shares(IPO/FPO)

a) A full time Director or any executive/employee involved in

decision making process of fixation of price of an IPO/FPO of
shares of company shall not apply for allotment of shares
b) All executives/employees including full time Directors of
Company are in possession of unpublished price sensitive
information prohibited from dealing/transacting shares of the
Company
c) Full time Director or any executive/employee shall not apply for
shares out of any preferential quota reserved for employees/
Directors of other company
a) All employees of Company would required to disclose to the
Company all transaction of purchase/sale in shares worth Rs
20,000/- or more to competent authority

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 Rule 22.CANVASSING OF NON-OFFICIAL
OR OTHER OUTSIDEINFLUENCE

No employee shall bring or attempt to bring any political or

other outside influence to bear upon any superior authority to
further his interests in respects of matters pertaining to his
service in the Company.

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 Rule 23.RESTRICTION REGARDING MARRIAGE

(1)No employee shall enter into or contract marriage with a person

having a spouse living;
(2)No employee having a spouse living shall enter into or contract
a marriage with any person, Provided that the Board may permit an
employee to enter into or contract any such marriage as is referred
to clause (1) or clause (2) above if it is satisfied that
(a) such marriage is permissible under the personal law
applicable to such employee and the other party to the marriage;
(b) there are other grounds for so doing.
(3)An employee who has married or marries a person other than
that of Indian Nationality shall forthwith intimate the fact to
the competent authority.

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 Rule 24. CONSUMPTION OF INTOXICATING
DRINKS AND DRUGS

An employee of the Company shall:

(a) strictly abide by any law relating to intoxicating drinks or
drugs in force in any area in which he may happen to be for
the time being,
(b) not be under the influence of any intoxicating drink or drug
during the course of his duty and shall also take due care that
the performance of his duties at any time is not affected in any
way by the influence of such drink or drug.

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 Rule25.VINDICATION OF OFFICIAL ACTS AND
CHARACTER OF EMPLOYEE
(1) No employee shall, except with the previous sanction of the
competent authority, have recourse to any court or to the press for the
vindication of any official act which has been the subject matter of
adverse criticism or any attack of defamatory character:
Provided that if no such sanction is received by the employee
within a period of three months from the date of receipt of his request by
the competent authority, he shall be free to assume that the permission
sought for has been granted to him.
(2). Nothing in this rule shall be deemed to prohibit an employee
from vindicating his private character or any act done by him in
his private/personal capacity and where any action for vindicating his
private character or any act done by him in private capacity is
taken, the employee shall submit a report to the appointing authority
regarding such action.

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Rule 26.CLASSIFICATION OF SERVICES
The services of the employees of the Company are classified as follows: -(i)
Executive (ii) Non-executive.
Rule 27.CONSTITUTION OF SERVICES
The services of employees in the Company shall consist of Executive and
Non-Executive and various grades in these services are specified in the
schedule.
Rule 28.CLASSIFICATION OF POSTS
The posts in Company are classified in Executive and Non-Executive
categories. The details are given in the schedule.
Rule 29.APPOINTING AUTHORITY
The appointing authority for various grades in Executive and Non-
Executive categories is specified in the schedule.
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