The Punjab University Employees (Efficiency and Discipline) Statutes, 1975 establish rules to manage employee misconduct and inefficiency, detailing procedures for disciplinary actions and penalties ranging from censure to dismissal. The statutes define misconduct, grounds for disciplinary action, and the inquiry procedure, ensuring a structured approach to handling breaches of conduct. Employees have the right to appeal or request a review of penalties, promoting a transparent and fair process.

1. The Punjab University
Employees (Efficiency and
Discipline) Statutes, 1975
These statutes are a set of rules designed to ensure the efficient and
disciplined operation of the University of the Punjab. They outline
procedures for addressing employee misconduct, inefficiency, and other
issues that may arise. The statutes also establish a system of penalties for
breaches of these rules, ranging from minor sanctions like censure to
major penalties like dismissal from service.
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by Fouzia Salma

2. Definitions
Key Terms
• Accused: Employee against whom disciplinary action is
taken.
• Authorised Officer: Person designated to conduct
disciplinary proceedings.
• Competent Authority: Officer or body with power to
appoint the accused.
• University Employee: Includes teachers and officers,
excluding the Chancellor, Pro-Chancellor, and Vice-
Chancellor.
Misconduct and Penalties
• Misconduct: Conduct detrimental to service, discipline, or
unbecoming of an officer.
• Penalty: Sanctions imposed for violations, ranging from
censure to dismissal.

3. Grounds for Penalty
1 Inefficiency
Employees who are inefficient or
cease to be efficient are subject to
disciplinary action. This includes
those who fail to meet
performance standards or
demonstrate a lack of competence.
2 Misconduct
Employees guilty of misconduct,
such as acts prejudicial to service,
discipline, or conduct unbecoming
of an officer, are also subject to
penalties.
3 Corruption
Corruption includes instances
where an employee possesses
resources disproportionate to their
income, engages in corrupt
practices, or attempts to influence
officials for personal gain.
4 Subversive Activities
Employees suspected of
subversive activities or disclosure
of confidential information are
subject to penalties, as their
actions can be detrimental to the
University's interests or national
security.

4. Penalties
Minor Penalties
• Censure: Formal reprimand.
• Withholding Promotion or Increment: Delaying advancement
for a specified period.
• Stoppage at Efficiency Bar: Preventing advancement to a
higher level.
• Recovery of Pecuniary Loss: Recovering financial losses
caused by negligence or breach of rules.
Major Penalties
• Reduction to Lower Grade or Post: Demoting to a lower
position.
• Compulsory Retirement: Forced retirement before the regular
retirement age.
• Removal from Service: Termination of employment without
disqualification.
• Dismissal from Service: Termination of employment with
disqualification for future employment.

5. Initiation of Proceedings
Grounds
The competent authority initiates
disciplinary proceedings if sufficient
grounds exist for action against an
employee.
Authorized Officer
The competent authority directs
the authorized officer to conduct
the disciplinary proceedings.

6. Inquiry Procedure
1
Accusation
The accused employee is informed of the proposed action and the
grounds for it. They are given a chance to present their defense.
2
Inquiry Officer or Committee
The authorized officer determines whether an inquiry is necessary. If so,
they appoint an inquiry officer or committee, consisting of individuals
senior to the accused.
3
Determination
The authorized officer reviews the inquiry findings and decides whether
the charge is proven. If a minor penalty is proposed, they issue orders
accordingly.

7. Inquiry Procedure: Inquiry Officer or
Committee
Charge
The inquiry officer or committee frames a charge, communicates it to the accused,
and provides a statement of allegations and relevant circumstances.
Defense
The accused is given a reasonable time to submit a written defense and indicate
whether they wish to be heard in person.
Evidence
The inquiry officer or committee examines oral and documentary evidence
presented by both sides, and the accused has the right to cross-examine witnesses.
Findings
The inquiry officer or committee submits their findings and the grounds for them to
the authorized officer within a specified time.

8. Action by the Competent Authority
1
Hearing
The competent authority, having received the record from the authorized officer,
provides the accused with an opportunity to be heard in person.
2
Decision
The competent authority reviews the evidence and determines the
appropriate course of action, including potential penalties.
3
Order
The competent authority issues an order outlining their
decision, which may include the imposition of a penalty.

9. Appeal or Review
1
Appeal
Employees who have been penalized can appeal the decision within a specified time period.
2
Review
Employees can also apply for a review of the penalty, which is considered by the
Chancellor.
3
Decision
The Syndicate or Chancellor, as the case may be, review the
appeal or review petition and may affirm, modify, or reverse
the penalty.

10. Key Takeaways
1
Disciplinary Procedures
These statutes provide a comprehensive
framework for addressing employee
misconduct and inefficiency.
2
Penalties
A range of penalties are available,
tailored to the severity of the offense,
from minor sanctions to dismissal.
3
Appeal and Review
Employees have the right to appeal or
request a review of a penalty, ensuring a
fair and transparent process.