KERALA STATE
ELECTRONICS DEVELOPMENT
CORPORATION LIMITED.

STANDING ORDERS

2.9    ADDITIONAL CHARGE

The management may order a workman to hold additional charge of any other post and on such an order he shall attend to the duties of that other post in addition to the duties of his own post and shall also be responsible for the due discharge of those duties. If the period of additional charge exceeds a period of 30 days consecutively, the workman shall be entitled to 20% or the basic pay of the higher post to which he is put in additional charge of.

2.10    FOREGIN SERVICE AND DEPUTATION

The management may, if it finds it expedient to do so at any time, place the services of any workman at the disposal of the State or Central Government or other Companies or bodies and every workman shall be liable to such foreign service/ deputation if ordered by the management. During the period of such foreign service/ deputation, the workman shall be deemed to continue in the service of the company and shall be entitled to receive such pay and allowances as he would have drawn if his services were not so placed on foreign service/ deputation. He may also draw during the period of such foreign service/deputation such other allowance as may be ordered by the management. However, if the deputation is to a Company other than the subsidiary/ associate /unit of K.S.E.D.C the workman will be entitled to receive deputation allowance of 20% of his basic pay, if the post to which he is deputed is higher than the post he is holding in the Company and 10% in the case of deputation to a parallel post.

RESIGNATION

Subject to the terms and conditions in the order of appointment or in the contract of employment, a workman shall not leave or discontinue his service in the company without giving prior notice in writing to the management of his intention to leave or discontinue his service; provided that the management may waive such notice. The period of such notice shall not be less than –

a)    7 days during the period of probation or temporary service or training/ apprenticeship; and
b)    30 days in the case of a permanent workman.

The management may permit a workman to leave or discontinue his service after giving a shorter notice than prescribed above, on his paying or agreeing to pay a sum equivalent to his pay for the period of deficiency in the notice period.

2.12    TERMINATION OF SERVICE OTHER THAN AS A DISCIPLINARY   MEASURE

The management may terminate the service of any temporary worker, apprentice/ trainee, badli or substitute or casual worker without any notice or pay in lieu thereof.

Subject to provisions of the Industrial Disputes Act, 1947 and the rules framed thereunder a workman, who has been confirmed in a permanent post, may be discharged from the company’s service on abolition of the post after giving one month’s notice or pay in lieu thereof ; provided that, if he has earlier been confirmed in any other post and such other post has not been abolished, he has to be reverted to the other post and if, on such reversion, there is shortage of posts to accommodate him, and all the other persons who hold confirmation in such other post, such number of persons who are found to be in excess of the number of posts may be discharged from service by the management provided further that whenever any discharge or reversion under this Standing Order has to be made, it shall be done in accordance with the principle of seniority.
A workman, whether he has been confirmed or not, may be discharged at any time by the management, if he is found by a Medical officer nominated by the Company to be physically or mentally unfit for the work for which he is engaged. Management may,
however, at its discretion offer him an alternate job (if available), if in its opinion he is or is likely to be fit for such alternate job, and, if he is found to be unfit for such other job also, the management may discharge him from service. In the case of such a discharge, the workman will be entitled to one month’s notice or pay in lieu thereof.

2.13    The Company may, at any time, for a reasonable cause terminate the services of, or, discharge from service, any permanent workman by giving him one month’s notice or payment of one month’s salary in lieu of notice. Giving of one month’s notice or payment in lieu of notice, shall not be necessary where the termination or discharge is as a measure of punishment, or, is in accordance with express terms of employment agreed to by the workman.

The employment of a workman who is engaged in, or whose duties are of confidential nature, may be terminated at any time by the management if the management has reason to believe that the continuation of the workman in employment is likely to affect the secrecy and security of the information which the management considers is of a confidential nature and which the workman might have come to know or acquire during the course of his employment, or, of any process or method of manufacture which the management considers confidential.

2.14    SERVICE CERTIFICATE

Every workman shall be entitled to a service certificate at the time of leaving his service by retrenchment, termination, discharge, dismissal, resignation or retirement, after obtaining a clearance certificate from the concerned departmental head.

2.15    SUPERANNUATION

Every workman shall retire on completion of 58 years of age; provided that the management may, at its sole discretion, sanction from time to time extension of his employment for such period as may be decided by the management. A workman may, at his discretion, retire from service at any time after 20 years of service, with the prior written sanction of the management which shall not be unreasonably withheld.

2.16    EXCLUSIVE SERVICE OBLIGATION OF WORKMEN

Workmen (including workmen on leave) shall not except with the permission of the management in writing, directly or indirectly, either on whole time or part-time basis, engage in any other profession or business or enter the service of, or be employed by in any capacity or for any purpose whatsoever, any other person, firm, company or Government department or other organisation and shall not have any financial dealings with any person, firm or company having business relations with the company. Every workman shall, at all time during the period of his service, whether or not during the normal stipulated working hours, be prepared and ready, if required, to carry out any reasonable or lawful orders and duties required of him by his superiors to the best of his ability even if it involves working beyond or outside his normal hours of work.

2.17    SECRECY

No workman shall, by writing to any person (including another employee) or by any communication to news papers journals etc. or by writing or publishing books, pamphlets or leaflets or by speech or discussion at any place, disclose or cause to be disclosed, any information or document, relating to the company, except with the prior approval in writing of the management. No workman shall, otherwise than in the normal course of his work, engage in giving information or advice on matters relating to the activities of the company.

Except in the ordinary course of his duties, no workman shall disclose, during his service with the company, any secret, cost of production of any of the company’s products, information on purchase made or contract entered into by the company, or quotation given or tender submitted or order secured by the company, information on settlement of claims by the company, in or out of court or any other information on matters of trade or business of the company or secret process, technical information, drawing, pattern, equipment, design and other similar matters.

No workman shall, except with the previous written permission of the management, carry with him outside the factory premises any notebook, drawing, photograph, instrument, apparatus, document, file, paper or any other property of the company.

No workman shall take for his personal use notes, drawings or sketches relating to the company’s workshop, building, process, equipment or work or keep copies of official papers, otherwise than in the normal discharge of his duties.

All books, drawings, sketches, photographs, notes and other papers containing information relating to the Company’s business affairs or operation are always treated as Company’s property, whether prepared by the workman or otherwise.

2.18    RECORD OF SERVICE

A record of service in such form as may be prescribed by the management from time to time shall be maintained in respect of each workman of the company. A separate file will also be maintained in respect of each workman in permanent service, in which all important papers pertaining to his service shall be filed. The records of service and file relating o each workman shall be retained till three years after the termination of his service.

2.19    DATE OF BIRTH

The age of a workman shall be proved as may be required by the management at any time by the production of a true and authoritative copy of the Birth certificate or School certificate, if no birth certificate is available. In the event of the workman not being able to produce the certificate, he shall submit himself to medical examination by a medical Practitioner as may be designated by the management, for certifying his age and the certification of such medical practitioner shall be final and conclusive in all matters relating to the employment of such workman.

Every workman shall be required to furnish proof of his date of birth at the time of his appointment. The date of birth once recorded shall not be altered except in the case of clerical errors.

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