Stc service rules (provisional)

THE SARHAD TOURISM CORPORATION LIMITED
TABLE OF CONTENTS
PARTICULARS. PAGE
CHAPTER-I
Short title Commencement & 4
Application.
Definitions. 5-9
Board
Basic Pay
Managing Director
Corporation
Conveyance Allowance
Contract
Competent Authority
Directors
Daily Allowance
Day
Deputation Pay
Employee
Entertainment Expenses
Establishment
Family
Government
Headquarter
Honorarium
House Rent Allowance
Leave
Misconduct
Officiate
Overtime
Pay
Personal Pay
Probationer
Permanent Employee
Reporting Officer
Rules
Retirement
Service
Special Pay
Travelling Allowance
Washing Allowance
Matters not provided in the Rules 10
CHAPTER-II Employment Policy & Procedure. 11
Creation and abolition of posts
Procedure of Recruitment/Promotion in STC.
CHAPTER-III Terms & Conditions of Service. 12-17
1

Salary on initial Appointment
Increment in the scale of pay
Fixation of pay on Promotion
Inquiry Procedure Kinds of Punishment
Termination of Service
Transfer
CHAPTER-IV Leave. 18-21
Casual Leave
Earned Leave
Maternity Leave
Leave Without Pay
Leave Not Due
Special Disability Leave
Sick Leave
Compensatory Leave
CHAPTER-V Medical Facilities. 22-24
Hospital Entitlement
Explanation
Grant of Medical Facilities during
Leave on Medical Grounds
CHAPTER-VI Provident Fund. 25
CHAPTER-VII Gratuity. 26
CHAPTER-VIII Pay scale/fringe Benefits Definitions27-30
Pay scales Executive Staff
Pay scales Staff
Loan and advances 31-35
Purchase of car
Purchase of Scooter/Motorcycles
Marriage, Funeral Ceremonies and
Other Unavoidable Domestic Needs.
Purchase of cycle
CHAPTER-IX T.A. Allowance. 36-41
Authorization of Travel
The Headquarter
Mileage Allowance
Mode of Journey
Travel Insurance
Daily Allowance
Rate of Daily Allowance
Reimbursement of Actual Conveyance Expenses.
2

MISCELLANEOUS. 41-43
Amendments
Taking part in Politics and Elections
Review for further usefulness for retention in service
on attaining the age of 55 years/completion of 25
years service.
Officers from Tourism Officers to Manager
Grade
For Officers of General Manager's Grade
The Nomination for Group Insurance/Provident
Fund/Gratuity or any other dues payable by STC.
ANNEXURE 44
- STC. PAY SCALES/QUALIFICATIONS ETC, CHART. 45-46
- POWERS OF THE MANAGING DIRECTOR. 47-49
- JOB DESCRIPTION OF THE MANAGING DIRECTOR. 50-52
- JOB SPECIFICATION & DESCRIPTION OF THE
GENERAL MANAGER (FINANCE & ADMINISTRATION). 53-55
- JOB DESCRIPTION OF MANAGER MARKETING, SALES,
PROMOTION, PUBLICITY AND TOUR OPERATIONS. 56
- JOB DESCRIPTION OF MANAGER TRANSPORT & OPERATIONS 57
3

C H A P T E R - I
GENERAL :
1- NWFP - SARHAD TOURISM CORPORATION LTD SERVICE RULES
A) These rules shall come into force with effect from -
1st December, 1991.
B) These rules shall apply to all employees of the
Corporation including those on contract as long as
they are not in conflict with the terms of contract.
EXPLANATION :
These rules shall also apply to persons who are on
deputation with the Corporation from the Provincial/Federal
Government only in so far as they are not in conflict with
the terms & conditions of their deputation or with other
rules applicable to them as Government servants.
C) The Corporation reserves to
itself the right of
interpreting finally
these rules or any
supplementary rules made
in connection with these
rules.
2 - DEFINITION :
In these rules unless there is anything repugnant in the subject
or context :-
i) BOARD :
means the Board of Directors of the Corporation established
under the Companies Ordinance 1984.
iii) MANAGING DIRECTOR :
means the Managing Director of the Sarhad Tourism Corporation
Limited nominated by the Government of NWFP.
iv) CORPORATION :
means Sarhad Tourism Corporation Limited established under the
Companies Ordinance, 1984.
viii)DIRECTORS :
means Directors of Board appointed by the government and elected.
xii) EMPLOYEE :
means a person employed by the Corporation either at Headquarter
or any of the Projects/Centers/Company managed by the
Corporation to whom these rules apply.
xv) FAMILY :

means wife or husband, as the may be legitimate unmarried
children and step children, residing with and wholly dependent
on the employee. For the purpose of medical facilities will
also include dependent upon and Except that the requirement of
residence of the family with the employee will not be applicable
in the case of the following categories of employees:-
a) Those employees who after initial appointment are still on
probation and whose families have not yet joined them.
b) Those employees who have been transferred from one station
to another station and for reasons of children's education
etc. their families have not yet joined them.
c) Those employees who are employed on field duties and whose
families cannot possibly reside with them.
xvi) GOVERNMENT :
The province of N.W.F.P unless otherwise specification mention
C H A P T E R - II
EMPLOYMENT POLICY AND PROCEDURE
4- Creation and abolition of posts.
The Competent Authority may at any time create or abolish
any post or posts in any grade permanent or temporary in
conformity with the policy laid down by the Corporation
from time to time.
5- Appointments against all posts shall be made as per
authority delegated under Schedule attached to Rule 5-A.
5-A. Procedure of Recruitment/Promotion in STC.
The procedure of recruitment/promotion and required
qualification for each cadre to be borne on the strength of
STC, is indicated in the schedule annexed to these rules.

C H A P T E R - III
Efficiency & Discipline
(stautory provision )
S1.N0.1
Section 16 of Civil Servent Act, 1973:- Displinary Action.
A civil servent shall be liable to prescribed disciplinary action amd
penalties in accordance with the prescribed procddure.
NWFP Goernment servants (Efficiency and discipline) Rules,1973
S1.No.2
1. short title cimmencement and application :- these rules may be
calledthe {North-West Frontier Porvince Governament Seervants
(Efficiency nd Diciline )Rules,1973.}
2. they shall come into force at once and shall apply to every
person who is a member of the civil service of the province of if is
the holder of a civil post in connection with the affairs of the
province and shall also apply to of in relation to a person in
temporary employment in the civil service or post in connection with
affairs of the province.
2. Defination:-(1) In the rules, unless the context otherwise
requires , the following erxpressions shall have the meanings hereby
respectively assigned to them, that is to say:-
(a) :accused" mreans a Goverment servant against whom action is
taken under these rules.
(b) "authoity" meansthe Governor or an officer or authoity
designated by him to exercisethe powers of the authority under these
rules;
(c) "authorised" officer means an officer authorised by the
authority
to perform funcations of an authorised officer under these rules;
(d) "Governament" means the governmeat of north-west forntier
provice;
(e) "misconduct" means conuct prejudicial to good order or service
discipline or contrary to the 1{N.W.F.P government servants (conduct)
ules 1987} or unbecoming of an officer and a gentleman and includes
any act on the part of government servant to bring or attemt to
bring ploticial or the other outside influence directly or indirectly

to bear on government or any government officer in respcet of any
matter relating to the appointment of service of a government servant;
(F) "penlty" means a penalty which may be imposed under these
rules; and
(g) "province" means the north-west frontier province
(2) in case two or more government servants are to be procceded
against jointly under these rules, the authority or, as the case may
be, the authorised officer, designated or authorised for the
government servants senior most in rank shall be the authority or,
as the case may be, the authorised officer in respcet of all such
accused.
"3) the inquiry officer or member of enquiry committee, as the case
may be, shall be the officer (s) senior in rank to the accused
officer."
Ground of Penlty:- where a government servants, in the opinon
of the authority;
(a) is inefficient or has ceased to be efficient; or
(b) is guilty of misconduct; or
(c) is corrupt, or may reasonably be consedered corrupt because:-
(1) he is, or any of his dependents or any other person through him
or any of his behalf is , in possession (for which he cannot
reasonable account ) of pecuniary resources of of property
dispeoportionate to his known sources of income; or
(2) he has assumed a style of living beyond his ostenivble means; or
(3) he has a persistent reputation of being corrupt; or
(d) is engaged, or is reasonably suspceted of being enagaged in
subversive activities, or is reasonably suspceted of being associated
with others enagaged in subversive activities or is guilty of
disclosures of official secrers to any un-authorised person, and his
(retention) in service is, therfore, prejudicial to national
security, the authority may impose on him once or more penalties.
4.Penalties:- (1) the following are the minor and major penalties,
namely :-
(a) Minor penalties

(1) Ceneurs;
(2) withholding, for a specific period, prmotion or
increment otherwise than for unfitness for promation or financial
advencement, in accordance with the rules or orders pertaining to
the service post;
(3) recovery from pay of the whole or any part of any
pecuniry loss caused to government by nelgigence or breach of order.
(b) Major penalties:-
(1) Reduction to a lower post,grade or time scale, or to a
lower stage in a time scale
(2) compulsory retirement;
(3) removal form service; and
(4) dismissal from service.
(2) Removal form service does not,but dismissal from service
does, disqualify for future employment.
(3) in this rule, removal or dismissal from service does not
include the dischage of person;-
(a) appointed on probation, during the period of probation,or
in accordance with the probation or training rules applicable o him;
or
(b) appointed, otherwise than under a contrct, to hold
tamporary appointment, on the expitration of the period o
fappionment; or
(c) engaged under a contract, the accordance with the terms of
the contrct.
5. Inquiry procedure:-
the following procedure shall be observed
when a Government servant is the proceeded against under these rules;-
(1) In case where a governmeant servant is accused of

subversion corruption or misconduct,the authorized officer may
require him to proced on leave or, with the approval of the
authority, suspend him provide that any continuation of such leave or
suspension shall require approval of the authority after every three
month.
(2) the authorized officer shall decide whether in the
ligth facts of the case or interests of justice an inquiry should ]
be conducted through an inquiry officer or inquiry commttee. if he so
decides, the procedure indicated in rule 6shall apply
(3) if the authorized officer decides that it is not necssary
to have an inquiry conduct through an inquiry officer or inquiry
commttee ,
he shall:-
(a) by order in writing, inform the accused
Revision:- The authority may, inthe case of any order passed by the
authorised officer, callfor and examine the record of any case and
may, after making such further inquiru or investigation, if necessry,
either personlly or through an officer pass such order as he may deem
appropriate;
provided tha in cases where the authorised officer has exonerated
an accused and the authority decides to impose a penalty on him
orwhere the penalty imposed by the authorised officer is decided to
be increased, the authority shall not impose any peanlty or increase
the penalty, unless an oportunity is given to the person concerned to
show cause as to why such a pwnalty should not impose d or, as the
case may be, be increased.
8. Rule 5 not to apply in certian cases:-nothing in rule 5 shall
ro a case:-
(a) where the accused is dismissed or removed or from service
or reduced in rank, on the grounds of conduct which has led to a
sentence of fine or of imprisonment; or
(b) where the authority competent to dismiss or remove a
person from service, or to reduce a person in rank, is satisfied
thet, for reasons to be recorded in writing by that authority of
showing cause.

8.A "A Procedure in case of wilful absence:- Not with atanding
anything to the contrary cintained in these rules, in case of wilful
absence from duty by a Govenment Servant, a notice shall be issued be
the authorised officer through registered acknowledgement due cover
on his home address dirceting him to resume duty forthwit. If the
same is received back as undelivered or no response os received fronm
the absentee within the stipulated time, a notice shall be published
in at least two leading newspapers directing him to resume duty
within fifteen days of the publication of that notice, failing which
an ex-parte decision will be talen against him. On expiry os the
stipulated period given in the notice, the authorised officer shall
recommend his case to the authority for imposition of major penalty
of removal from service."
9. Porcedure of inquiry against officers lent to other Provincial
Government or the Federation:-
(1) Where the services of Government servants to whom these rules
apply are lent to the Fedration or klto any other Privinial
Government or to a local or other authority, in the rule referred to
as the borrowing authority, the borrowing authority shall have the
powers of the authority for the purpose of placing him under
suspension or requiring him to proceed on leave and of intiating
proceedings against him under these rules;
Provided that the borrowing authority shall forthwith inform he
authority which has lent his services, hereinafter in the rule
referred to as to lending authority, of the circumstances leading to
the order of his suspension or the commenement of the proceeding, as
the case may be.
Provided futher that the borrowing authority shall obtain prior
approval of the {Chief Minister} before taking any action under these
rules against a member of auch Civil service of the Province or the
holder of such civil post as Government may by notification (soecify)
(2) If , in the light of the findings in the proceedings taken
against.the Government servant in trems of sub-rule(a), the borrowing
authority is of the poinion that any penalty should be imposed on
him, it shall transmit to the lending authority the record of the
proceedings and thereupon the lending authority shall rale actuin
prescribed in these rules.
"(3) Notwith standing anything contained contained in these rules,
Government may by order in writing authorise the borrowing authority
or any subordinate officer to such authority to exercise all or any
of lthe powers of "authorised officer" "authority" and "appellate
authority" in respect of civil servants whose servicer have been

lent to the borrowing authority "
(10). "Appeal A person on whom a penalty is imposed shall have such
right of appeal as prescribed in the North-West Frontier Province
Civil Servants (Appeal) Rules,1980."
10A. Appearance of counsel:- No party to any procedings under
these rules before the authoriy the authorised officer, an Inquiry
Officer or an Inquiry committee shall be represented by an advocate.
10B. "Exception:- Notwithstanding any thing to the contrary
contained in these rulea, in cases where Government servants
collectively strike work, willfully absent themselves from duty or
abandon their official work, the Government or the aythority may
serve upon them,thourgh the newspapers or any other mean such notice
as deemed appropriate to resume duty and in event of failure or
refusal to comply with the directive contained in the notice,impose
upon the defaulting government servants any of the major penalties
prescribed in these rules."
(11). Repeal:- The West Pakistan Government Servants (Efficiency and
Discipline Rules , 1960, in their application to the Government
servants to whom these rules apply are repeated, but the repeal
thereof shall not affect any action taken or any thing done or
suffered thereunder.
NOTIFICATION
Peshawar, dated the 16th junuary,1992
No. SOR11(S&GAD)5(29)/86:-In exercise of the powers
conferred by clauses (b) and (c)of rule 2 of the Norht-West Frontier
Province(Efficiency and Displine) Rule, 1973 and in supersession of
this department's Noticfication No.SOS111(S&GAD)1-80/73, dated the
28th january , 1975, the Governor of the NorhtWest Frintier Province
is pleased to direct that the officers specified in column 3 and 4 of
the table below shall respectively be the "Authority" and
"Authorised officer" for the puepose of the said rules in respect of
civil servants specified against each in column2 of the said table:-
TABLE
S.No Basic Pay Scale
of Govt Servant
Authority authority
officer
1 2 3 4
Officer of former Chief Minister Chief Secretary
provincial Civil

Secretariat service
and ex-provincial
Civil Service
(Executive Branch)
in basic Pay scale 17
2. Officer of former Chief Justice As authorised
Civil Service by the Authority
(Judicial branch)in
basic Pay Scale 17
and above
3. Deputy superintendent Chief Secretary Inspector General
of police in basic Pay of police.
17
4. Officers in Basic Chief secretary Directror of Education
Scale 17 in the Concerned
Educatin Department.
5. other officer
"Where the divisional Khidmat committees as specified by the
Government from time to time, on the basis of their findings, deem
nessary to proceed aganist a civil servant from BPS-1 to BPS-16,
posted / working in the Division, the Commissioner of the respective
Division shall execise the powers of authority under the NWFP
Government Servants (Efficiency & Discipline) Rules 1973 this
provincial shall not be applicable to the civil servant serving in
the Provincial Civil Secretariat"
NWFP Government Servants
Efficiency and Discipline),
Rules, 1973
S1.NO.3
Attention is invited to Rule 5(2) of the North-West forntier
Porvince Government Servants (Efficiency and Discipline Rules, 1973
under which the powers to appoint an Inquiry Committee have given. It
has been observed that this provision is not being utilised
presumably as sufficient number of officer are not nomally available
to hold inquirys.

2. However it has been desired by the Government that sincer the
finding of the inquiry committee consisting of two or more officers
would be more realistic than that of one inquiry officer, the use of
inquiey Committee may be made whenever feasible. I am, therefore to
request that these instrctions may be brought to the notice of all
authorities
CSR417-A
S1.No.4 In prusuance of the proclamation of the fifth day of
July,1977,
read with the Laws (continuance in force) Order ,1977(MLA Order No.1
of 1977), the Federal Government is pleased to dircet that the
following further amendment shall br made in the Civil
Service Regulations , namely:-
If an officer, who has been suspended pending inquiry into has
conduct , attains the age of superannuation before completion of the
inquiry, the disciplinary proceedings against him shall abate and
officer shall retire with full pensionry benefits and the period of
suspension be reated as period spent on duty".
Dealy in Process of Discipline cases.
S1.No.5
ithas been observed that inquiry proceedings against Civil
Servants under E&D rules tent to be under protracted for various
reasons causing hardship to the affered officer, on one hand and
defeating the purpose of speedy of cases, on the other.
2. It has, therefore, been decided that in all disciplinary cases,
in addition to strict observance of the provisions of Rules 6 E&D
Rules, 1973 and the instructions already issued with D.O
No.553/80JS(rev&D), dated 22.10.1980 the following measures shaould
be strictly observed:-
(a) The inwuiry officer be carefully selected for his competence
and capability to hold the inquiry.
(b) A time limit should be perscribed for completion of the
inquiry
(c) Unit the inquiry is completed, the inquiry officer, the
accused as well as the witness concerned should not be permitted to
proceed on leave training, course or on transfer in or outside
Pakistan

(d) A check-sheet recordings the day progress, should be
maintaind by the inquiry officer.
(e) The Inquiry proceedings once started should be processed
interuption ,as far as possible , on day to day basis.
(f) On receipt of the inquiry, the case should be processed
expeditiously by the Ministry concerned.
(g) It should br imressed upon the inquiry officer that the
qualty of work produced by him will reflect on his efficiency, which
will be recorded in ACR.
(h) The initiating officer should record his assissument of the
Inquiry officer's performance inthe ACR.
Procedure under the NWFP Government servants
(Efficiency and Discipine )Rules,1973.
S1.NO.6
In the past, while proceeding against a Government
servant under the North-west Frontier Province Government Servants
(Efficiency and Displine ) Rules, 1973,it was not required to give
an opportunity to the accused officer/ official at the final stage
to show cause against the penalty proposed to be imposed on him on
the basis of the inquiry report,in the cases where a formal inquiry
was orderd to be held by the Authorised Officer under rule 5 of the
said rules .Insted , the opportunity given to him to make through the
charge sheet served on him, thereby allowing him to make his written
explanation / defence against the charges and availing the chance of
personal hearing, and further allowing him full liberty to defend his
case before the inqury officer conducting the inquiry , was
considered as sufficient opportunity for all practical purpose of
imposing a penalty onthe basis of the inquiry report.
2. The Supereme Court, in Civil Appeal No.64 of 1979 (Syed Mir
Mohummand versus NWFP Government),decided on l16.1981 (report as PLD
read together of the aforesaid rules, it is statutory requirement
that if a formal inquiry is held, then the Authorised Officer
should, after he has tenatively decided upon the action proposed to
be taken against an accused officer/official, give him an opportunity
to offer his explanation against the proposed action in the lght of
the findings of the inquiry Officer /inquiry committee
3. In view of the abov judgement of the Superme Cour, the position
that emerges now is that it has become a statutory requirement to
give an opportunity to an accused officer/ pfficial to affer his

explanation against the proposed action inthe light of the findings
of the inquiry Officer or as the case may be the inquiry committee,
in cases where the Authorised officer decides to hold a formal
enquiry in any case.
4. Therefore, the procedure that has now to be followed for
proceeding against Govrenment servant under the North-West Frontier
Province, Government Servants (Efficiency and Displine) Rules,1973
(hereinafter referred to in the said rules ), is reporduced below for
information and future guidance:-
"Before intiating proceeding under the said rules, the
authorised officer shall decide whether in the light of the facts of
the case or interest of justecd an inquiry through an inquiry Officer
or inquiry committee should or should not be conducted. if the
authorised officer decided that it is not necessary to have an
inquiry conducted through an inquiry officer or inquiry committee, he
shall follow the procedure perscribed in sub-rule(3) of rule 5 of the
said rules before imposing any penalty in the manner presceibed in
sub-rule (4)ibid.
however,if the authorised officer decides that an inquiry
should be conducted thrugh an inquiry officer or an inquiry
committee, then the procedure as laid down in rule 6 of the said
rules shall br followed . After the receipt of the report of the
inquiry officerl or the onquiry committee, as the case may be the
authorised officer shall determine whether the charge has been
provide or not . if the authorised officer is of the poinion that
the charge has not been peoved, he may drop the proceedings and
absolve the accused officer/official of the charge. But if the
authorised officer id of the view that on the basis of adverse
findings of the inquiry officer or inquiry committee the charge has
been orived then he will tentatively decide whether it calls for a
major or minor penalty. After so deciding , he wil inform the accused
officer / official of the action proposed to be taken against him
with a view to giving him an opportunity to offer his explanation
against the proposed action in the light of the adverse findings of
the inquiryu officer or inquiry committee on the basiss whereof the
action is proposed tobe taken.
On recipt of the explanation of the accused officer /
official, the authorised officer shall again apply his maind to the
case and determine vis0-a-vis the explanation of the accused
officer/official whether the charge against him still stands proved?
he will drop the proceedings and absolve the accused officer/official
However, if the explanation, if any furnised officer shall,-
(a) in case it was proposed to impose a minor penalty or if
it was proposed to impose a major penalty, but in the light of the

explanation of the accused officer /official it calls for a minor
penalty pass orders him self;
(b) in case it was proposed ot impose a major penalty, pass
on the case to the ayuthority alongwith the charge shreet and the
statement of allegations the reply of the accused officer/official
the report of the inquiry committee the explanation of the accused
officer/official if any and his own recommendations, for such ordres
as the authority may deem fit.
remand of Disciplinary cases in consequence of the Judegement of the
Supereme Court of pakistan in the case of Syed Mir Mohammad Shah
Senior Civil Judege Versus Government of NWFP.
S1.No.7
The Supereme Court of Pakistan in the case of syed Mir
Muhammad Shah Senior Civil Judge Versus Government of NWFP have held
that in a disciplinary case where an inquiry officer has been
appointed, it is incumbent on the "Authorised Officer" to supply a
copy of the inquiry report ti the accused civil servant advising him
to give within a specified time his written explanation as to why a
major or minor penalty (which should be specified in the show cause
notice) should
not be impose on him Any penalty imposed on the civil servant without
meeting the above requirement will be bad in law.
2. Based on the above judgement of the Supereme Court of
Pakistan , the NWFP Service Tribunal, in the recent past,have
accerpted appeals of the certain civil servants who had either been
dismissed or removed or compulsorily retired from Government Service
under the provisions of the NWFP Government Servants (Efficiency and
Discipline)Rule,1973 directing the re-instatement in service of such
civil servants and starting the disciplinary proceedings afreash from
the stage where the dafault had occurred.
3. In order to encure that all such cases are finalisd without
any avoidable delay, the Government NWFP has been pleased to direct
that such must be finalized within one month of the reinstatement in
service of such civil servants This period will only be extendable
with the prior approval of the Chief Secretary to Government of NWFP,
by the giving satisfactory explanation for the delay .
4. The Govner NWFP has been further pleased to direct that
persons dismissed, removed or compulaorily retired from Government
Service under the Efficiency and Discipline Rules, and in consequence
of the decision of the supereme Court of Pakistan mentioned in

paragraph 1 of his letter , on reinstatement in service, if they are
gazetted officers, should be posted as officers on Special Duty in
their original grades in their Department and if they are non-geztted
officials, should be posted against equivalant tenporary posts with
the same designation in their Departments during the penadency of the
disciplinary cases against them
5. Incidentally, it may be advised for the benefit of the
Authority/Authorused officer that when an accused officer/official
claims persons hearing in his reply to the charge sheet served upon
him ,he should be given an opportunity of persons hearing before
final orders are passed.
Borrowing Authority to seek prior approval of the Government.
S1.No.8
In pursuance of the provisions contained in the second
proviso to the sub rule (1) of Rule 9 of the North-West frontier
Province Government Servants (Efficiency and Discipline)Rules,1973
the Government of the North-West forntier Province is pleased to
specify that the civil servnats holding civil posts in shall obtain
prior approval of the Governor before taking any action against them
under the said rules.
Discipline action against Cinvicts of Military
S1.No.9
Instances have come to notice of this Secretariat where
certain public servants not falling within the purview of the
Pakistan Army Act,1952 convicted by Militry Courts and subsequently
granted pardon were reinstated perhaps on the plea that pardon takes
away the convition.
2. The issue was however examined in consutation with the law
Division who have advised that a free pardon does not restore
convicted person public office forfeited in consequence of a
conviction though it may remove disability for freash grant of
employment.
Scrutiny Committee-Disciplinary Action

S1.No.10
Detailed deliberations take place during the Scrutiny
Committee Meeting on the cases which are submitted by the Governor's
Inspection Team and other agencies. Only those cases are approved in
which substantial Mis- appropriation /loss of Government funds has
taken place due to negligence / misconduct etc. of officials these
meetings are invariably attended by the administrative Secretaries
who concur in to initiate departmental action against the defulting
officers. concerned departmens are, therefore, directed to take
necessary disciplinary action against the invoed persons.
2. It has been observed with concern that inquiry officers in
certain cases have exonerted the accued and have not boamed any body,
where as a substantial loss had occurred to the Government and
someone had to e reponsible for such a loss the inquiry officers
while exonerating the defaulting officers do not point out as to who
else is to be blamed for such losses .
3. It has, therefore ,been decided that the inquiry officers
will in future pin-point the actual persons involed / responsible,
in case the accused under invertigation/trial are being exonaerated.
4. department should also ensure that when an official is
penalised to repay/ make good a loss, disciplinary action should
also be initiated against him.
5. It may also be worth mentioning that unnecessary delays take
place, due to one reason or the other in finalization of the cases
after approval by Scrytiny Committee Meeting. The MLA desures that
in future , all cases referred for disciplinary action will by
finalized within six months and any further delay will only be
condoned by him personally.
6. You may please apprise the concerned department of the
foregoing instrutions.
Procedure under the NWFP government Servants
(Efficiency and Discipline),Rule1973.
S1.No.11
It has been observed that in some cases the Enquiry
officers,appointed under Rule 5 of the Government (Efficiency and
Discipline) Rules, 1973 not only follow the procedure,as out- lined
in Rule 6 of the Rule ibid but exceed the limits of their duties, as

assigned in sub-rule (4) of Rule 5 of the NWFP Government Servants
(Efficiency & Discipline Rules ,1973 The Enquiry officer is suposed
to find out only whether the charges against the accused
officer/official have been proved or dispeoved and whether he is
guilty or not.
2. It is prerogative / privilege of the competent
Authority(Authorised Officer) to decide whether to impose a minor
penalty or major penalty. The Enquiry Oficer is not required to make
mention of exoneration or any other recommendation of punishment etc
unless otherwise specifically asked for.
3. The instructions may be brought to the notice of all
concerned comliance please.
Discipline action against Civil Servants
convicted by Military Courts.
S1.No.12
Some doubts have arisen as to whether a pardoned convict
could be reinstated or not. These doubts were mainly created due to
the note given under PAA Sec 143(pardon takes away the convicition).
instruction have already issued on the subject vide this Sectt:
Letter No.57/29(1)Ib/AJ/CMLA/83 dated 16th March , 1983 and all zones
were requied not to issue orders reinatatement of such convicted
civil servants who been granted pordan by the competent ML authorised
.
2. The matter has been re-examitted and it has been decided that
the instruction already issued vide our above said letter are
required to be stricly comlied withn in case there is any
Court/Tribunal order for reinstatement of Civil Servant on the
strenght of previous pardon cases the Government should perfer an
appeal os already tine barred a petation for lrave to appeal
alongwith a petition for condonaton of delay may be moved in the
appellate court at an early date .
3.It may be apprecited that the term "Service Tribunal" has already
been included in the term 'court' as mentioned in cluase (5) and (6)
of Art 15 of the CMLA's order No.1 1981 (CXLA's Office Order dated
31.7.1984 refers ).
Delay in process of Discipline cases.

S.1.No.13
Enquiry proceeding against civil servnats under Efficiency
and Discipline Rules tent to be unuly protracted for various
avoidable reasons causing hardships to the affected offeice on one
hand defeating the purpose of speedy disposal of cases, on the other.
Iam directed to request that in all disciplinary cases , in addition
to the strict observance of the porvision of Efficiency & Discipline
Rules, and the instructions already issued,the following meaures
should be strictly obsered:-
(1) The authorised officer should ensure that no avoidable delay
is allowed to occur during any stage of a disciplinary case.
(2) The Enquiry Officer be carefully selected for his
competence and capability to hold the enquiry .
(3) A time-limit should be prescribed for completion of the
enquiry .
(4) The Enquiry Officer should be specifically dirceted to
complete the enquiry within the perscribed period.
(5) Unit the inquiry is comlete, the Enquiry Officer, the
accuesed as well as the witnesses concerned should not be permitted
to prceed on leave, training course or on transfer in or outside
Pakistan.
(6) A check-sheet recording the day to day progress, should be
maintained by the Enquiry Officer,
(7) The equiry proceedings once started should be held without
interruptiion,as far ad possible on day to day basis.
(8) On recipt of the equiry report the case should bd processed
expeditiously.
(9) It should be imposed upon the Enquiry Officer that the
quality of work produced by him will reflect on his efficiency,
which will be recorded in his ACR.
(10) the initiating officer should record his assissment of the
Enquiry Officer's performance in the ACR.

Stoppage of incerment under Government servanrts
(Efficeency & Discipline) Rules, 1973.
S1.No.14
Instances have cone to the notice of the Government where the
pennlty of stoppage of increment under the NWFP Government Servants
(Efficiency & Discipline)Rules, 1973 has beenimposed on Government
Servants, who have reached the maximum of the pay scale , thus making
the penalty in effictive . I am accordingly dirceted to request that
the competent authorised may, in future, kindly keep in view the
stage of the pay scale at which a Government servant is drawing pay
before imposing the penalty of stooppa' of incerment on him under the
above rule.
Parallel running of Department/judicial Proceedings.
S1.No.15
The Law Department proceeeding can run parallel to each
other. They can take place simulataneously against an acused on the
same set of facts and yet may end differently without affecting
their validity. Even Depertment inquiry can be held subsequently on
the same charges of which Government servant has been acquitted by a
Court.The two proceedings are to be pursued independent of each other
and it is not necessary to pend departmental porceedings till the
finalization of judicial proceedings"
Departmantal Proceedings yis-a-vis Judicial Proceedins.
S1.NO.16
The question as to whether or not a department iiquiry and
judicial peoceedings can run parallel to each other against an
accused officer/official has been exaamined in consulation with the
Law Department.
2. It ism hereby clairfied that Court and Departmental
proceedings may atart from

CH A P T E R - IV
11- LEAVE
Casual Leave.
a) An employee will be entitled to 20 days Casual Leave with
pay in each calendar year. Such leave will not be carried
forward to the following year and will lapse if not availed
during the year. The Casual Leave will not normally be
granted for more than 10 days at a time.
b) Casual leave is intended to meet unforeseen circumstances.
c) Casual Leave will not be combined with any other leave.
Earned Leave.
a) The entitlement/admissibility of the Earned Leave to an
employee borne on the STC strength shall be worked out from
the date of joining.
b) i) Earned Leave for 30 days shall be admissible in
every calendar year.
ii) Leave for periods of less than one year will be
calculated on prorata basis ignoring decimal fractions.
iii) Earned Leave of 30 days will be admissible only after
completing one year of service. The privilege of
calculating the earned leave on prorata basis will not
beadmissible to the employees with less than one year
Service.
c) The earned leave may be accumulated by the employees upto a
maximum of four months.
d) At any time during the service the leave due may be availed
upto a maximum of two months on ordinary grounds i.e. any
grounds other than illness and study leaves.
e) Earned leave if not availed can be encashed with the
approval of competent authority.

f) The amount of basic pay, house rent & utilities will be
encashable to the employees upto the status of Managers.
For GMs/MDs personal Staff Allowance will also be
encashable in addition to basic pay, house rent &
utilities. However encashment of earned leave during
services period will remain restricted to basic pay only as
other benefits continue to accrue to the employee during
the service period.
g) If an employee leaves service the un-availed earned leave
standing to his credit will be adjusted towards the notice
period. In case no un-availed earned leave stands to the
credit of the employee concerned, he will be required to
deposit the amount of basic pay, house rent, utilities and
personal staff allowances in lieu of the remaining notice
period, as the case may be.
Maternity Leave.
a) Female employees with a minimum of one year service shall
be entitled to two months maternity leave with pay. This
leave will not be adjusted against earned leave.
b) Maternity leave shall not be granted for more than three
times in the entire service of a female employee.
c) Before completion of one year service the maternity leave
shall be without pay.
d) Study leave shall be granted with pay subject to
entitlement of earned leave available to the credit of the
employee concerned. Both earned leave as well as leave
without pay shall not be extended beyond a period of three
years.
e) After the completion of study, an employee concerned will
have to come back and serve the organization for the period
separately stipulated in each case.
Leave Without Pay
a) In addition to the earned leave, an employee may be
granted, under compelling circumstances, and subject to the
discretion of competent authority extra-ordinary leave
without pay which would be calculated as under:-
i) Upto a maximum of three months after completion of
eight years service.
ii) Upto a maximum of one year after completion of ten
years service or more.

b) Leave without pay will be granted only by the competent
authority when the earned leave standing to the credit of
the employee concerned has been exhausted.
Leave Not Due.
A permanent employee with at-least five years service will
be entitled to avail leave not due at the discretion of the
competent authority and this leave will be on full pay. The
period of leave not due will not exceed 60 days and will be
adjusted against earned leave account to be earned by him
in future. This leave will be granted only when there are
reasonable chances of the employee concerned resuming duty.
Special Disability Leave.
a) An employee sustaining any injury caused by an accident or
due to prolonged illness will be eligible to avail Special
Disability Leave on the following conditions:-
i) He remains under treatment of a Clinic/Doctor on the
STC Panel of Doctors.
ii) Or is treated in a Hospital where he has been referred
to by the Clinic/Doctor on the Panel of STC.
b) The period of Disability Leave will not exceed one year.
c) Such leave shall not be debited against earned leave.
During the course of disability leave the employee
concerned will be entitled to the reimbursement of medical
expenses incurred on his treatment.
d) Special Disability Leave on full Pay/Allowances etc
The Special Disability Leave shall be admissible for 180
days on full pay and allowance with the exception of
conveyance allowance and on half pay for the remaining
period of one year.
e) The period of Special Disability Leave shall qualify for
earning earned leave and gratuity.
Sick Leave.
Sick leave shall normally be admissible to employees for a
period of 15 days in a calendar year at full pay when
recommended by the authorized medical attendant. The sick
leave shall lapse if not availed off during the year. The
sick leave in excess of 15 days will be availed.

Compensatory Leave.
The Compensatory leave will be treated as Earned Leave and
it will be permitted as Earned Leave as per Rules.

C H A P T E R - V
12- MEDICAL FACILITIES
Free/Fixed Medical facilities shall be provided to all employees
borne on the pay roll of the Corporation and their families. For
the purpose of these rules, the employees are divided into the
following categories:-
a) Grade I shall include Managers & above.
b) Grade II shall include Sr Tourism Officer and Tourism
Officer.
c) Grade III shall include all employees in the clerical
cadre and above.
d) Grade IV shall include all drivers, attendants, messengers,
guards, malis and sweepers.
The following medical facilities will be afforded under these
rules:-
i) Free medical consultation, attendance and treatment by the
authorized medical officer for self and family.
ii) Free Medicines from the authorized drug stores on
production of the prescription of the medical officer for
self and family.
iii) Free Annual medical check-up of the employees only.
iv) Pathological laboratory test and X-rays, if considered
essential by the medical officer.
v) Free Medical attendance at residence to the employee and
family in emergent cases.
vi) Cost of hospitalization of the employees and their family
members in recognized hospitals when hospitalization is
recommended by the medical officer in a manner to be
prescribed by the Corporation.
vii) Cost of maternity cases in recognized hospitals/nursing
homes shall be borne by the Corporation in the manner
prescribed below:-
a) Cost of maternity cases (Other than those cases)
conducted in authorized hospitals/nursing homes
shall be borne by the Corporation upto a maximum
amount of Rs. 1500/- for Managers and Rs. 1200/- for
SR T.O. and T.O. to Deputy Managers and Rs. 1000/- for
other staff.

b) Cost of maternity cases in recognized
hospitals/nursing houses so authorized by the
Corporation will be reimbursed at actual.
c) Expenses incurred on provision of Blood may also be
paid on the recommendation of the authorized medical
officer of the Corporation.
d) Grant of maternity benefit i.e. child birth benefit
shall be restricted to the birth of first three
children only.
e) Maternity benefit will only be payable in case of wife
as defined in Rules 2(XV) of STC Service Rules.
f) Expenses of operation in maternity cases will be borne
by the Corporation at the actual if the operation is
carried out in an authorized maternity home/nursing
home.
viii) The diet charges during the period of hospitalization
and the cost of dental treatment will be reimbursable
to the concerned employee by the Corporation on the
recommendations of the authorized medical officer. The
cost of denture excluding gold filling and gold
crowning will be reimbursable at actual.
Transportation cost in connection with the medical treatment and
attendance is not payable by the Corporation except in case of
serious illness when removal to hospital is necessitated in the
Ambulance.
Hospital Entitlement.
i) The employee in Grade I & II shall be entitled to private
wards in approved hospitals. Grade I officers will be
entitled to private air-conditioned rooms during their
hospitalization.
ii) The employees in Grade III shall be entitled to semi-
private wards of four or five beds.
iii) The employee in Grade IV shall be entitled to General wards.
Explanation.
In serious cases the authorized medical officer may
recommendadmission in private/semi-private wards for any
employee of the Corporation.
The Corporation will arrange for medical cover through
authorized medical attendants and chemists. Cash reimbursement
pertaining to the medical treatment is not allowed except in
extraordinary circumstances and on the verification of such
expenses by the authorized medical attendants.

Reimbursement of the cost of blood purchased by an employee for
transfusion to self or to any member of his family will be
allowed on the recommendation of the authorized medical
attendant.
All employees will get themselves and their families registered
with one of the authorized medical attendants on the basis of
letters of authorization to be issued by the Head
Office/Regional Offices of the Corporation as the case may be.
Grant of Medical Facilities during Leave on Medical Grounds.
In genuine cases all employees on leave without pay on medical
grounds will be entitled to the reimbursement of medical
expenses subject to the certification by the STC Medical
Officers. This facility will be available only for six months.
C H A P T E R - V I
13- PROVIDENT FUND
The Sarhad Tourism Corporation Limited Employees Provident Fund
to be constituted and established by a separate deed of trust,
shall be governed by the rules and regulations to be framed by
the Board of the Corporation.
An employee after confirmation in service shall be entitled to
become the member of the Employees Provident Fund Scheme of the
Corporation and a deduction @ 10% of the basic pay (8.33% in the
case of officers of GM's Grade) shall be made with equal
contribution of the Corporation.
A slip in the first week of July every year indicating the
deduction/contribution under this scheme will be issued to every
member of the Employee Provident Fund Scheme.
C H A P T E R - V I I
14- GRATUITY
Gratuity @ one month's basic pay last drawn for each completed
year of service shall be payable to an employee on retirement or
discharge by the Corporation subject to the following
conditions:-
a) Gratuity for service rendered by an employee during any
part of the year shall be payable proportionately.
b) No Gratuity for service rendered by an employee dismissed
for misconduct.
The following scale is laid down for the payment of Gratuity if
an employee leaves service voluntarily.

One month last drawn basic pay for each completed year and a
proportion of year.
If an employee dies in service, his nominee/legal heirs will be
entitled to 100% Gratuity for the entire period.
On Promotion of an employee from unionized staff to Management
cadre the service rendered in unionized cadre will not be
counted towards final settlement of Gratuity, if any, under the
rules for service in the unionized cadre at the time of
promotion.
C H A P T E R - V I I I
15- PAY SCALE/FRINGE BENEFITS
The pay scale and other benefits admissible to the employees of
Sarhad Tourism Corporation may be prescribed by the Corporation
and changed/modified from time to time. Pay scales of the
corporation are annexed herewith.

THE SARHAD TOURISM CORPORATION LIMITED.
PAY SCALES
S.NO DESIGNATION PAY SCALES STC LTD. BY MONTH
EXECUTIVE STAFF:
1. A.T.O/P.A/Photographer/ Basic. 1875-146-4065.
PS to M.D/Computer- H.R. 1125/-
Programmer/Office- C.A. 400/-
Superintendent Utilities 135/-
Med Allow 400/-
2. Tourism Officer/ Basic 2870-215-5450.
Admn. Officer/ H.R 1785/-
Publicity Officer/ C.A 537/-
Visual Officer/ Utilities 200/-
Liaison officer/ Med Allow 400/-
Marketing officer/
Information officer
3. Engineer Basic. 3765-271-6475.
H.R. 3200/-
C.A. 800/-
Utilities 500/-
Med Allow 500/-
4. Controller Accounts
Basic. 2870-215-
5450.
H.R. 1785/-
C.A. 537/-
Utilities 200/-
Med Allow 400/-
5. Manager Basic. 5740-285-8020.
H.R. 4500/-
C.A. 900/- or Company
Car with 200 litres Fuel at
the discretion of the MD.
T/E/G. 400/-
Entertainment 350/-
Med Allow 500/-.
6. General Manager. Basic. 6810-375-9410.
H.R. 5800/-
Entertainment 550/-
Car. Free Chauffeur
driven car with 200
litres fuel or Rs. 2000/-as
C.A. at the discretion of MD.
Phone. Upto 1200 local calls
Utilities :

Electricity. 750 units.
Gas. 3 Mcf
Med Allow 1000/- P.M.
Water. Actual.
Appliances. One AC & One
Refrigerator or Rs. 500/-in
lieu of each.
P.S.S. Rs.1000/-
7. Managing Director or
Senior General Manager Basic. 9100-560-15820.
H.R. "Government
Resi
dent
ial
Acco
mmod
atio
n
comm
ensu
rate
to
the
stat
us
of
the
MD
or
a
four
bedr
oom
hous
e to
be
prov
ided
by
the
Corp
orat
ion
with
a
maxi
mum
ceil
ing
of
Rs. 7700/-per month".
Transport. Car with
driver.

Petrol. Actual.
P.S.S. Rs. 1100/-
Utilities:-
Electricity. Actual.
Gas. Actual.
Water charges. Actual.
Phone. Free.
Entertainment. 10% of Basic
pay.
Appliances:
Two AC's and one Refrigerator
or Rs. 550/-in lieu of each
(PM)
Free Medical
Facility.
L.F.A. 583.33

THE SARHAD TOURISM CORPORATION LIMITED.
PAY SCALES
S.NO DESIGNATION PAY SCALES OTHER EMOLUMENTS
STAFF:
1. Assistant/
1275-86-2565 i)
H/Rent. Rs.
765/-
Accountant/
ii)
Med Allow Rs. 200/-
Budget Asstt/ iii) C.A. Rs. 174/-
Accounts Asstt/ iv) Utilities:
Draftsman/Sub-Engineer Rs. 60/-
per month.
2. Receipt/despatch 1035-49-1770 i) H/Rent. Rs. 621/-
delivery clerk/ ii) Med
Allow Rs. 120/-
typist/
iii) Utilities :
Rs. 60/- P.M
iv) C.A. Rs. 115/- P.M.
3. Computer Operator 1440-107-3045 i) H/Rent. Rs. 863/-
ii) Med Allow Rs. 200/-
iii) Utilities:
Rs. 60/- P.M.
iv) C.A. Rs. 300/- P.M
iiv) Comp All Rs.150/-P.M
4. Steno typist/ 1355-96-2795 i) H.R. 810/-
PA to GM ii) Med
Allow Rs. 120/-
iii) C.A. Rs. 120/ P.M.
iv) Utilities :
Rs. 60/- P.M.
5. Telephone Operator 1095-60-1995 i) H.R. 658/-
ii) C.A. 100/-
iii) Med Allow Rs. 100/-
iv) Utilities :
Rs. 60/- P.M.
6. Driver 1065-54-1875 i) H/R. 639/-
ii)C.A. 100/- P.M.
iii) Med Allow Rs. 100/-
iv) Utilities :
Rs. 60/- P.M.
v) Uniform free.

7. Dustman/N.Q/ 920-26-1310 i) H/R. 550/-
Chowkidar/Mali/ ii) C.A. 100/-
Sweeper iii) Med Allow Rs. 100/-
iv) Utilities :
Rs. 40/- P.M.

16- LOANS AND ADVANCES
Purchase of Car.
i) Entitlement:
An employee of Manager's grade and above with a minimum of three
years service with STC.
ii) Maximum Loan Limit.
Rs. 75,000/- Maximum of two loans during the services.
iii) Surety.
Car will remain registered in the name of STC till such time the
loan plus interest thereon is paid off. The Car will be insured
by the borrower with the National Insurance Corporation and all
charges incurred in this context will be payable by the borrower.
iv) Interest.
Simple interest at 2% less than the lending rate of Commercial
Banks shall be charged on reducing balance.
v) Recovery.
a) Principal plus interest will be repayable in 54 equal
monthly installments.
b) In the event of retirement/ resignation/termination of
services of an employee the entire amount of loans/advances
will be adjusted.
c) In the unfortunate event of death of an employee the
recovery of the outstanding amount will be made as follows:
a) If the balance outstanding on the date of an employee's
death is less than 20% of the amount actually drawn by such
employees then such amount will be written off by the
competent authority.
b) If the balance is more than 20% of the amount actually
drawn, only 50% of the balance shall be recoverable and the
remaining amount will be written off.
c) Following procedure will be adopted for the recovery of
outstanding amounts:-
i) Installments will continue to be realized until the
liquidation of loan/advance.
ii) No interest will be charged from the date of death of
the employee. However, on default in payment of an
instalment, the concession of waiver of interest will

be withdrawn.
vi) Sanctioning Managing Director.
Authority.
vii) Availability of
Funds. Total amount of Car advance
will not exceed the amount provided in
the Budget.
viii) Number of loans Two
per annum.
Purchase of Scooter/Motorcycle:
i) Entitlement. All employees
of STC having at-least 3 years service
with the Corporation.
ii) Maximum Loan Limit.
Rs. 15,000/- Maximum of two loans
during service.
iii) Surety.
Scooter/Motorcycle will remain
registered in the name of STC till such
time the loan plus interest thereon is
paid off. Expenses incurred for the
registration and maintenance etc. will
be borne by the borrower.
The scooter/Motorcycle will be insured
by the borrower with the national
Insurance Corporation and all payable
by the borrower.
iv) Interest.
Simple interest at 2% less than the
lending rate of commercial banks shall
be charged on reducing balance.
v) Recovery. a) The principal
amount plus interest will be recovered
in 54 equal monthly installments.
b) In the event of
retirement/registration/ termination of
services will be adjusted in lump sum.
c) In the unfortunate event of death of an
employee, the recovery of the
outstanding amount will be made as
follows :
i) If the balance outstanding on the

date of an employee's death is
less than 20% of the amount
actually drawn by such employee
then the amount will be written
off by the competent authority.
ii) If the balance is more than 20% of
the amount actually drawn, only
50% of the balance shall be
recoverable and the remaining
amount will be written off.
iii) Following procedure will be
adopted for the recovery of
outstanding amount :-
a) Installments will continue
to be realized until the
liquidation of loan/advance.
b) No interest will be charged
from the date of death of the
employee. However, on default
in payment of an instalment,
the concession of waiver on
interest will be withdrawn.
Authority.
vii) Availability of
Funds.
Total amount of scooter/Motorcycle advance will not exceed
the amount provided in the budget.
viii) Number of Loans Four.
per annum.
Marriage, Funeral Ceremonies and
Other Unavoidable Domestic Needs.
i) Entitlement.
Minimum one year's service.
ii) Maximum Loan.
Amount equivalent to four months
basic salary.
iii) Interest.
Interest free.
iv) Recovery.
a) 16 equal installments.

b) In the event of retirement/
resignation/termination/of
services of an employee the entire
amount of loans/advances will be
adjusted in lump sum.
c) In the unfortunate event of death
of an employee, the recovery of
the outstanding amount will be
made as follows:
a) If the balance outstanding on the
date of an employee's death is
less than 20% of the amount
actually drawn by such employees
then such amount will be written
off by the competent authority.
b) If the balance is more than 20% of
the amount actually drawn, only
50% of the balance shall be
recoverable and the remaining
amount will be written off.
v) Security.
Personal securities of two
confirmed employees of STC not
less than T.O.'s Grade.
Authority.
Purchase of Bicycle.
1. A regular employee with at-least one year's service will be
entitled to a loan of Rs. 2,000/- for the purchase of bicycle.
2. The loan will be recovered from the employees concerned at the
rate of Rs. 100/- per month.
3. This loan advance facility shall be confined to the 1/3 strength
subject to a maximum of 15 employees in a year.
4. No other advance shall be allowed to the officer/official unless
all the previous advances are paid off.
5. The loan for cycle will be given only once in five years.
6. In the event of retirement/resignation/termination of services
of an employee the entire amount of loan/advance will be
adjusted in lump sum.
7. In the unfortunate event of death of an employee, the recovery
of the outstanding amount will be made as follows:-

a) If the balance outstanding on the date of an employee's
death is less than 20% of the amount actually drawn by such
employees then such amount will be written off by the
b) If the balance is more than 20% of the amount actually
drawn, only 50% of the balance shall be recoverable and the
remaining amount will be written off.

C H A P T E R - I X
17-(1) TRAVELLING ALLOWANCE.
For the purpose of calculating travelling allowance (daily
allowance and mileage allowance etc.) employees are divided
into seven grades as follows:
i) GRADE-I shall include the Managing
Director of the Corporation.
ii) GRADE-II shall include the General Manager
and Secretary of the Corporation.
iii) GRADE-III shall include the Managers.
iv) GRADE-IV shall include the Deputy Manager
and Senior Tourism Officers.
v) GRADE-V shall include Tourism Officers and
Assistant Tourism Officers.
vi) GRADE-VI shall include Drivers, Clerks and Assistants.
vii) GRADE-VII shall include Helpers, Naib Qasids
and other employees in the pay scale.
17-(2) Authorization of Travel.
Travel on Corporation's business must have prior approval
in the following manner:-
i) Departmental employees approved by the General
Manager/Secretary.
ii) General Manager/Secretary approved by the Managing Director.
17-(3) The Headquarters.
The Headquarters of an employee shall be such place as a
competent authority may prescribe.
17-(4) Local Duty
i) For local duty, within the Municipal limits of Peshawar,
employees in Grade IV, V and VII, shall obtain written
approval of MD before making the journey.
ii) Due to urgency of work, local duty may be performed on the
verbal instructions of MD, but note for approval and bill
must be put up immediately after the performance of duty.

iii) If bill for local duty is submitted by an employee, after
six(6) days of performance of duty, the bill will not be
entertained.
iv) All the employees will use the shortest possible route
between the HQ of STC and place of destination. If it is
felt that mileage claimed is excessive, MD before
sanctioning the bill, may reduce the mileage.
v) No daily allowance would be admissible for local duty
performed within the limits of Municipal Corporation
Peshawar.
vi) The rate of mileage allowance for local duty would be as
following:-
Grade IV - Rs. 2.00/- per k.m.
Grade V - Rs. 1.50/- per k.m.
Grade VI - Re. 1.00/- per k.m.
Grade VII - Re. 0.50/- per k.m.
17-(5) Mileage Allowance.
i) Mileage allowance is calculated on the distance travelled
and is given to meet the cost of a particular journey.
ii) For the purpose of calculating mileage allowance a journey
between two places is held to have been performed by the
shortest of two or more practicable routes or by the
cheapest of such routes or the route specified by the
iii) If
an
empl
oyee
trav
els
by a
rout
e
whic
h is
not
the
shor
test
,
his
mile
age
allo

wanc
e
will
be
calc
ulat
ed
on
the
rout
e
actu
ally
used
.
iv) An employee is required to travel by the class of
accommodation entitled to him.
v) The point in any station at which journey held to commence
or to end is the office of the Corporation or the residence
as the case may. A journey on transfer begins and ends at
the residence of the employee.
vi) Mileage allowance for the journey by road is admissible at
the following rates according to the different modes of
travel.
a) Personal Car.
i) The mileage allowance on tour/temporary duty will be
admissible @ Rs. 3/- per k.m. to all employees entitled to
travel/use private Car for official duty.
ii) The employees using private motorcycle for official duty
would be entitled to mileage allowance @ Re. 1/- per k.m.
b) Taxi.
i) To an employee of Grade I,II & III, actual/full taxi
charges, as the case may be for a journey between places
not connected by Rail and for such journey he is required
to produce a certificate of having spent the amount and
also to justify the travel by taxi.
ii) To an employee of Grade IV the fare actually paid for a
single seat in taxi regularly plying for hire on any
particular route.
Explanation.
This facility is not admissible to an employee of Grade III
and above.

c) Bus.
Mileage allowance equivalent to the fare of a single seat is
admissible. Where two classes of accommodation are provided on a
Bus, an employee of Grade IV may travel by the upper class and
an employee of Grade V and below by the lower class and may
claim mileage allowance accordingly.
d) Actual conveyance charges incurred by the employee concerned
will be payable to him during his tour for official purpose in
addition to the payment of daily allowance as admissible under the
rules. The Accounts Department will, however, ensure that these
charges are strictly according to his entitlement and of the
prevailing rates of taxis hired or other means of transport.
Explanation:
i) Joint Travel in one Conveyance.
Where two or more employees travel in the same Cab/Car, only
that employee who either owns the vehicle or has hired it, may
draw mileage & daily allowance, while the rest may draw only
daily allowance.
17-(6) Short Journeys from Headquarter.
When an employee travels by conveyance owned by the
Corporation on official duty and the journey is beyond 15
KM of the municipal limits on one side he will be entitled
to draw full daily allowance of his grade if the absence
from his headquarter is for eight hours or more. If the
absence is less than eight hours he will be entitled to
one-half of the daily allowance only.
17-(7) Mode of Journey.
The class of travel admissible to an employee will be as
follows:
ENTITLEMENT
Grades. Air. Rail. Road.
Grade-I Economy
A.C.C.
Corporation's
Car/Rented Car.
Grade-II --do-- --do-- --do--
Grade-III --do-- --do-- --do--
Grade-IV Nil 1st Class Wagon Service.
Grade-V Nil --do-- --do--
Grade-VI & VII Nil 2nd Class --do--

Explanation.
i)
An employee who reserves his seat for official business but
subsequently, due to an unexpected change in programme, gets the
reservation cancelled, may be allowed reimbursement of
reservation fee and any deduction made from the price of the
ticket, provided that it is certified by the Controlling Officer
that the cancellation was un avoidable and in the Corporation's
interest; and the booking was cancelled at the earliest
opportunity.
ii)
Reservation charges are included in the term "The amount
actually paid".
iii)
The Officers working against Senior Tourism Officer's posts will
be entitled to travel by Air, if required on account of
exigencies of work with prior permission from MD/GM/Manager.
iv)
Each employee, while submitting his T.A. bill to the Accounts
Department will append the certificate to the effect that "He
has actually travelled in the class of which he has submitted
the claim in the T.A. Bills".
17-(8) Travel Insurance.
The employee may arrange travel insurance cover on
Corporations expense as under:
- Rs.10,00,000.00 in respect of Grade-I.
- Rs. 1,00,000.00 in respect of Grade-II & III.
- Rs. 10,000.00 in respect of Grade-IV,V,VI,VII
When undertaking air, road or railway journeys on
Corporation's business.
17-(9) Daily Allowance.
i) A daily allowance is a uniform allowance for each day of
absence from headquarters and is intended to cover the
ordinary daily charges incurred by an employee in
consequence of such absence. It is expected to cover the
elements of lodging, boarding, transport and incidental
expenses:
a) Lodging charges in approved hotels will continue to remain
reimbursable to actual.
b) Lodging in Rest houses will be reimbursable on production
of Receipt from the Rest House.

c) If no company transport is provided then an amount
equivalent to 30% of the entitlement will be added in the
daily allowance to cater for the increased expenses for
transportation. A certificate to the effect that no company
transport was provided will be endorsed on the claim form
by the claimant to qualify himself to get 30% added to the
daily allowance, or Rs. 0.50 per km will be admissible to
grade I to V as T.A and Rs. 0.30 to grade VI & others as
T.A. whichever is beneficial.
ii) A day is to be reckoned from midnight.
A part of the day, at commencement or end of day is to be
reckoned as a full day, if it is 8 hours or more and half day if
it is less than 8 hours but more than 2 hours.
The rate of daily allowance of an employee who spent part of a
day at one place and part at another place for which a different
rate of daily allowance is admissible, should be determined
according to the place where he spent major part of such day.
Daily Allowance may be drawn for the entire period of absence
from headquarter, i.e. for the time spent on a journey, a halt
on tour or holiday occurring during a tour.
III- Rate of Daily allowance.
Grade._________Accommodation_Rent_______________________Daily
Allowance.
Grade-I Five Star Hotel or equivalent Rs. 300.00
Grade-II Single room rent of a Rest
House or 1st class Hotel. Rs. 150.00
Grade-III Single room rent of a Rest
House or a 1st Class Hotel Rs. 120.00
Grade-IV Single room rent with a
ceiling of Rs. 100/- per day Rs. 100.00
Grade-V Single room rent with a
Grade-VI Single room rent with a
Grade-VII Single room rent with a
Where an employee stays with a friend or relatives and does not
claim room rent he will be paid an additional allowance for
every night spent under his own arrangement equal to his Daily
Allowance.
IV- ReImbursement of Actual Conveyance Expenses.

Reimbursement of the actual conveyance expenses will be
admissible according to the entitlement to the employees of STC
when they are directed by the Managing Director/Concerned
Departmental Head to report for duty on a Holiday.
18-(1) MISCELLANEOUS
Amendments.
The Corporation may change , modify or amend the rules
cont
aine
d
here
in
from
time
to
time.
18-(2) Taking part in Politics and Elections.
1) No STC employee shall take part in, subscribe in aid of or
assist in any way political movement in Pakistan or
relating to the affairs of Pakistan.
2) No STC employee shall permit any person dependent on him
for maintenance or under his care or control to take part
in, or in any way assist, any movement or activity which
is, or tends directly or indirectly to be, subversive of
Government as by law establishment in Pakistan.
3) No STC employee shall canvass or otherwise interfere or use
his influence in connection with or take part in any
election to a legislative body, whether in Pakistan or
elsewhere.
Provided that a STC employee who is qualified to vote at
such an Election may exercise his right to vote: but if he
does so he shall give no indication of the manner in which
he proposes to vote or has voted.
4) No STC employee shall permit any member of his family
dependent on him to act in a manner in which he himself is
not permitted by sub-rules(3) above to act.
5) A STC employee who issues an address to electors or in any
other manner publicly announces himself to be a candidate
or prospective candidate for election to a legislative body
shall be deemed for the purpose of sub-rule(3) to take part
in an election to such body.
6) The provisions of sub-rule(3) and (5) shall, so far as may

be, apply to elections to local authorities or bodies, save
in respect of STC employees required or permitted by or
under any law, or order of the Government, for the time
being in force, to be candidates at such elections.
7) If any question arises whether any movement or activity
falls within the scope of this rule, the decision of the
STC thereon shall be final.
8) Any breach/violation of these rules shall be considered to
be an act of grave mis-conduct and shall render the STC
employees to severe disciplinary action.
18-(3) REVIEW FOR FURTHER USEFULNESS FOR RETENTION IN SERVICE ON
ATTAINING THE AGE OF 55 YEARS/COMPLETION OF 25 YEARS
SERVICE.
a) On attaining the age of 55 years and or completion of 25
years service, cases of all officers of STC will be
reviewed for further retention, the officer will
automatically continue in service subject to periodic
review until he reaches the superannuation age. In case the
officer is not found fit for retention, his service will be
terminated with full benefits as admissible under the STC
Service Rules.
b) On attaining the age of 55 years or completion of 25 years
service, the officer will also have the option to
voluntarily leave the service. In such cases also the
officer will be given full benefits as admissible under the
STC Service Rules.
c) The composition of review committees will be as follows:-
i) Officers_from_Tourism_Officer_to_Manager_Grade.
The committee will be composed of the respective
General Manager and Secretary. The appellant authority
against this review will be Managing Director.
ii) For_Officers_of_General_Manager_Grade.
In the case of officers of General Manager's grade,
review will rest with the Managing Director. The
appellant authority against this review will be the
Chairman Board of Directors.
iii) In both the above cases, Secretary STC will arrange
processing of the cases.
18-(4) The Nomination for Group Insurance/Provident Fund/
Gratuity or any other dues payable by S.T.C.

In the event of death of an employee the adjustments of
estate of the deceased is done in accordance with the
nomination given by the employees during his life time. The
estate in respect of STC employees normally comprises of
his dues in the form of Gratuity, Group Insurance,
Contributory Provident Fund, Enhancement of Leave etc
payable by the STC. In order to avoid any hardship the
Nomination Proforma attached as Annexure is to be filled in
by the employees.
a) No Officer/employee of STC shall directly or
indirectly, approach any Member of the Parliament or a
Provincial Assembly or any other non-official person
to interfere on his behalf in any matter.
b) No Officer/Employee of STC shall bring or attempt to
bring political or other outside influence, directly
or indirectly, to bear on the STC or any
officer/functionary of the STC in respect of any
matter relating to his appointment, promotion,
transfer, punishment, retirement, or any other
condition of service as an officer/employee of the STC.
c) Any breach of this rule will be dealt with as "mis-
conduct" as provided under Rules 2(XXI).

ANNEXURE
SARHAD TOURISM CORPORATION LIMITED.
90/D UNIVERSITY ROAD, UNIVERSITY TOWN, PESHAWAR.
NOMINATION FOR GROUP INSURANCE/PROVIDENT FUND/GRATUITY OR ANY
OTHER DUES PAYABLE BY SARHAD TOURISM CORPORATION LIMITED.
I, ____________________________S/o_______________________________
working as ____________________in STC ___________________________
do hereby nominate the person/persons hereinafter described in the
following schedule to be person/persons to whom the dues payable by
STC in respect of Group Insurance/Gratuity/ Provident Fund or any
other dues shall be paid in the event of my death in the shares
indicated and I also appoint the persons names and described in the
last column thereof, to receive the share of any minor, nominee for
the purpose of giving a valid discharge thereof.
THE SCHEDULE ABOVE REFERRED TO
---------------------------------------------------------------------
--
Name/Address |Whether a major |Share to go |Name & Address
of Nominee or |or minor & if | to each |of person to
Nominees. | minor, age at | Nominee. |whom minor's
| this date. | |share is to
| | |be paid.
---------------------------------------------------------------------
--
Signature of Member
Date:_______________
Witness:
__________________________
__________________________

SARHAD TOURISM CORPORATION LIMITED.
== = = = = = == = = = = = = = = = = = = = = = = = = = = = = = = == = = = = = = = = = = = = = = = = = = = =
== = = = = = = = = = = = = = = = = = = = = = = = = == = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = =
|S.No |Designation/Particulars |AppointingAuthority|Competent Authorityfor |Qualification/Experience/Age |
| |ofthe Postwith scale | |removal from Service/ | |
| | | |taking disciplinary | |
| | | |action inservice | |
| | | |matters: |
== = = = = = == = = = = = = = = = = = = = = = = = = = = = = = = == = = = = = = = = = = = = = = = = = = = =
== = = = = = = = = = = = = = = = = = = = = = = = = == = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = =
1. GeneralManager. Managing Director Managing Director Qualifications:
6810-375-9410 with the approvalof with the approval
the Chairman. ofthe Chairman. Chartered Accountant with three
years planning &
feasibility study
experience &/or
experience with hotel
chain. Orientation must
be to detail & budget
working knowledge of
computer essential.
2. Managers. As above As above 1. Qualifications.
5740-285-8020
a) MBA with specialization in
marketing & having three
years experience as sales
manager in advertising or
tour operators agency
preferably with
international experience.
Must be able to write
Urdu well. Private
expertise in photography
& design. Working
knowledge of computer.
b) Post graduate/Professional
qualification from any
Pakistan/foreign
institution.
2. Experience.
a) Minimum 3 years
experience inthe relevant
field.
3. Engineer Managing Director Managing Director 1. Qualification.
3765-271-6475
a) B.Sc in civil engineering
from any Pakistani/foreign
institution with minimum
3 years experience in the
relevantfield.
4. ControllerAccounts Managing Director Managing Director
2870-215-5450 Preferably be an officer
from the Audit
department on deputation
or M.Com with 5 years
experience inthe relevant

fieldfordirectentrance.
5. Tourism Officer. Managing Director GeneralManager. 1. Qualifications.
2100-175-4725 With the approval
of the MD. a) Graduate from a
recognized University.
b) Qualification& Experience
required for employment
in marketing, com mercial
& Finance Department as
per company rules.
2. Experience.
a) To undergo training (In
House) withinone year.
PRIVATE SECRETARY.
Intermediate with
120 w.p.m. in shorthand
and 40 w.p.m. in typing
with experience as
stenographer from 5-10
years. Graduate will be
given preference.
7. Asstt:Tourism Officer/GM/ Company Secretary. Graduate with 1-2 years Photographer/PS
to MD/ Company Secretary
the relevant
field.
Stenographer/Computer Pro/Supdt:
1875-146-4065.
8. P.S.Cum-Stenographer/ GM/ GM/ Matriculatewith 100
1875-146-4065 Company Secretary. Company Secretary w.p.m. and 35 w.p.m. in
typing speed having 3 years
experience.Intermediate/ Graduate willbe
preferred.
9. Stenotypist/PAto GM GM/ GM/ Matriculate with 80 w.p.m
in
1355-96-2795 Company
Secretary
Company Secretary
and 35 w.p.m. in
typing.
10. A/C Asstt& Budget Asstt/ GM/ GM/
Draftsman/Sub-Engineer Company Secretary Company Secretary Matriculatewith 2-3 years

1275-86-2565 experience.
Intermediate with 2-3
years experience in
relevant field in case of
Draftsman/Sub-engineer.
11. Telephone operator-
GM/
GM/
Telephone
Operatorcum
cum-receptionist
Company Secretary
Company
Secretary receptionist
matriculatewith
1095-60-1995 2-3 years experience.
12. Receipt/Despatch GM/ GM/ Clerk/typist
Company Secretary. Company Secretary. Matriculate. 1035-49-1760
13. Driver/Carpenter/ GM/ GM/ For ElectricianDiploma inthe
Electrician/Machine Company Secretary. Company Secretary. trade or 5-7 years
experience
Operator. inthe field.
1065-54-1875
14. Naib Qasid/Security GM/ GM/ For Naib Qasid 20-35 years of Guard/Mali/Chowkidar/
Company Secretary Company Secretary age. For SecurityGuard 25-45 Sweeper.
years of age.
920-26-1310
NOTE : The Managing Directorwillbe the reviewing authorityfordecisions taken in disciplinarycases at all
levels upto the levelof Senior Tourism Officer. The Managing Director willbe competent to grant
age-relaxation by 5 years in deserving cases for allcadres. In exceptional cases the Managing
Directorwillbe competent to relax qualification/experience requirements forallcadres.
NOTES FOR DEPART M E N T AL CANDIDATES ONLY.
1. Departmentalcandidates inthe Management cadre willbe permitted to
apply forpostsof higher grades and compete with directentrants.
2. Ifdeclared successfulby the competent authoritythen they will
stand promoted without any break intheirservice.

PROP OSE D DELEGATION OF PO W E R S TO THE MA N A GING
DIRECTOR SARHA D TOURISM CORPO R ATION LIMITED.
subject powers
APPOINT ME NTS
a) Recruitment The
Managing Director shall have full
authorityforappointment at alllevelof
officers and staff other than the
Management Group me mbers i.e.
Managers and above.
b) Promotion inaccordance Managing Director
with the ServiceRules
LEAVE
a) Normal leave :
b) Accidentalleave :
: The Managing Directorshallexercise
c) Study leave : fullpowers.
INCREME NT
a) Normal : The Managing
Director shall exercise full powers of
sanctioningnormal increments to allofficials.
b) Accelerated : The appointing
authority as the case may be shall be
empowered to grantaccelerated increments.
ACCEPTANCE OF RESIGNATION : The appointing authority
shall accept an official'sresignation.
PUNISHMENT
(According to laiddown procedure) The appointingauthorityshall

suspension censure or warning authorizepunishment inrespectof
fine and recovery,demotion to every officialappointed by itwho
lower grade,stoppage ofincrement isliableto such punishment with
discharge and dismissal. the rules.
subject powers
STAFF COMPENSATION The Managing Director shall
exercisefullpowers inaccordance with rules.
TRANSFERS The Managing Director
shall exercise powers of appropriation and
re-appropriation provided that there is a
sufficientamount availableforthe purpose.
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CREATION OF ADH O C POSTS The Managing Directorshall

(On a temporary basisfor exercisefullpowers subjectto the
a period not exceeding availabilityoffunds.
sixmonths).
PO W E R S TO ACCEPT TENDERS FOR The Managing Director may
exercise
W O R K E RS AND SIGN CONTRACTS. fullpowers inrespectofapproved
schemes.
PO W E R S TO RESCIND CONTRACTS
AND INITIATE LITIGATION. As Above
LITIGATION The Managing Director will
have
(Institutionofsuitsetc.) full powers but shall keep the Chairman
informed ofallactiontaken.
DELEGATION OF PO W E R S The Managing Director may delegate
any of his powers to other officials of the
Corporation.
OTHER MATTERS The Managing Director shall
keep the Chairman/Relevant sub-com mittee
appointed by the Board informed and
implement directives in regard to the
following :-
i) Location of sites, undertaking/ selection of
schemes, building plans and architectural
designs.
ii) ADP/Five Year Plan and changes in existing
schemes by way of change in scope of work
and corresponding financial outlays and
othermatters.
iii) Raising of loans and debentures,country and
foreign collaboration with investors and
consultants.
iv) Participation in International Conferences

and Exhibitions.
v) Negotiate with professional services,
organizations/individuals the terms and
conditions for letting out works e.g. in the
fieldof architecturalrestoration,in the field
of arts,culture and performing arts,and in
special cases with architects when certain
projects are required to be executed
expeditiously.
ANY OTHER ITEM NOT PROVIDED
IN THESE RULES. vi) Fullpower forMD.

MA N A GING DIRECTOR/CHIEF EXECUTIVE
JOB DESCRIPTION
I. The board of directors shall appoint a Chief Executive who shall
manage the affairsofthe Corporation on behalfofthe Board.
II. He willbe a fulltime officerof the Corporation and shallreceive such
salaryand allowances as the Chairman or Board may determine.
III. He shall perform such duties as given below subject to the
supervisionofthe Board ofDirectors.
a. To pay the costs, charges and expenses preliminary and
incidental to the promotion, formation, establishment and
registrationofthe Corporation.
b. To purchase or otherwise acquire for the Corporation property,
rights,privileges which the Corporation isauthorized to acquire
at such priceand generallyon such terms and conditionsas they
think fit,and to sell,to let,exchange or otherwise dispose of all
or any part of the properties,privileges and undertakings of the
Corporationas they may thinkfit.
c. To make, draw, endorse, sign, negotiate and give allcheques,
billsof lading,drafts,hundies and promissory notes, and other
negotiableand transferableinstruments required inthe business
of the Corporation and may also sign and give receipts,release
and other discharge for money payable to the Corporation and
forthe claim and demands ofthe Corporation.
d. To exercisealland every or any of the powers forthe time being
vested in thisCorporation as the Managers,Secretariesor other
officers of any other company, firm or person and for the
purposes aforesaid may sign, seal, execute and do all such
documents, acts, deeds and things as may be deemed
necessary.
e. To appoint,employ and instructSolicitorsand Counsels.
f. To pay forany property,rights,privilege,acquired by or services
rendered to the Corporation either wholly or partiallyin cash or
in bonds, debentures or other securitiesof the Corporation and
any such bonds, debenture or other securities may be either

specificallycharged upon allor any part of the property of the
Corporationnot so charged.
g. To secure the fulfillment of any contracts or engagement
entered into by the Corporation by mortgage or charge of allor
any of the property of the Corporation forthe time being insuch
othermanner as may be thought fit.
h. To appoint and remove or suspend such managers,Secretaries,
Officers, Clerks, Assistants and Servants for permanent,
temporary or special services, and to determine their powers
and duties and fix theirsalaries or emoluments and to require
security in such instances and to such amount as they may
deem fit.
i. To appoint any person or persons(whether incorporated or not)
accept and hold in trust for the Corporation any property
belonging to the Corporation or in which the Corporation is
interested or forany other purposes and execute and do allsuch
deeds, documents and things as may be requisitein relation to
any such trustees.
j. To institute,conduct, defend, compound or abandon any legal
proceedings by or against the Corporation or its officers or
otherwise concerning the affairs of the Corporation and allow
time for payment or satisfaction of any debts due from and of
any claims or demands by or againstthe Corporation.
k. To referany claim or demands by or againstthe Corporation to
arbitrationand observe and perform the awards.
l. To Act on behalf of the Corporation in all matters relating to
bankruptsand insolvent.
m. From time to time to provide forthe management of the affairs
of the Corporation either in different parts of Pakistan or
elsewhere in such manner as they think fitand in particularto
establish branch offices and to appoint any person to be the
Attorney or Agents of the Corporation or so far as the terms of
appointment of the Corporation to the office of Managers,
Secretaries,Agents of any other Company, firm or person will
permit, to be the Attorney or Agents of such other Company,
firm or person with such powers (including such powers to sub-

delegate) and upon terms as may deem fitexcept Managing
Agents.
n. To invest and deal with the surplus moneys of the Corporation
not immediately required for the purpose thereof upon such
Securities (not shares in the Corporation) and in such lawful
manner as they may think fitand from time to time to vary or
realize such investments but not to act as an investment
Corporation.
o. To give to any person employed by the Corporation a
Com mission of the profits or any particular of business or
transaction.
p. From time to time to make, vary, repeal bye-laws for the
regulation of the business of the Corporation, its Officers and
Servants.
q. establish,maintain,support and subscribe to any charitable or
publicobject and any institution,society or club which may be
for the benefitof the Corporation or its employees or may be
connected with any town or place where the Corporation carried
on business, to give pensions, gratuities,or charitable aid to
wives, children or dependents or such person or persons, that
may appear justor proper,whether any such person,hiswidow,
children or dependents have not a legal claim upon the
Corporation.
r. To enter into allsuch negotiationand contractsand rescind and
vary allsuch contractsand execute and do allsuch acts,deeds
and things in the name and on behalfof the Corporation as may
be considered expedient foror in relation to any of the matters
aforesaidor otherwise forthe purpose ofthe Corporation.
s. Before recommending any dividend to set aside portions of the
profitsof the Corporation to form a fund to provide forpensions,
gratuitiesor compensation or to create any provident or benefit
Fund.
t. To raise and borrow money from time to time forthe purpose of
the Corporation on the mortgage of its property or any part

thereofor otherwise and either including any part of the capital
of the Corporation on any bond or debenture payable to bearer
or otherwise or on mark up basisand repayable in such manner
and generallyupon such terms as they thinkfit.
u. To open current account or letterof creditfor any amount with
any bank and to give instructionsforoperationofsuch accounts.
v. To appear before any civil,criminal, excise, income tax and
other authoritiesfor and on behalfof the Corporation,in favour
of any person to represent,defend and safeguard the interests
ofthe Corporation.
w. To make and alterrulesand regulationsconcerning the time and
manner to payment of the contributionofthe employees and the
Corporation respectively to any such fund the accrual,
employment and suspension of the benefitsof the said fund and
to the applicationand disposalthereof,and otherwise inrelation
to the working and management ofthe saidfund.

SARHA D TOURISM CORPO R ATION (LTD).
JOB SPECIFICATION AND DESCRIPTION OF THE GENERAL MA N A G E R
FINANCE, AD MINISTRATION & CORPO R ATE AFFAIRS.
FINANCE & ACCO U NTS
- To ensure adequate and effectivefinancialcontrolover the
operationsofthe company.
- Preparation of annual and periodical accounts of the
company.
- Operations ofBank Accounts.
- Arranging funds and disbursing in accordance with the
policieslaidby the directorsofthe company.
- To ensure that Company's policy is properly adhered to in
respectofcreditcontroland payment to suppliers.
- Analysis of financial statements for management
information.
- Consolidation of accounts of various ventures of the
company.
- Streamline internal control procedure and accounting
methods.
BUDGETARY CONTR OLS.
- Preparation of budget of the various projects of the
company and consolidationthereof.
- Preparation of cash flow statements and funds flow
statements.
- Periodicalreview of the accounts compared with budget in
orderto adopt measuring controls.
- Review of the performance of the various projects and

resortsofthe company.
INTERNAL CONTR OL & AUDIT.
- Responsibleforinternalcontrolprocedures to safeguard the
assets of the company by suggesting remedialmeasures of
the internalcontrolweaknesses.
- To head internalaudit department to exercise checks and
balances over the financialand operationalactivitiesof the
company.
- Responsible for conduct of Com mercialand statutory audit
ofthe company.
- Responsiblefordealing with auditqueriesand objectionsin
line with the company's policy formulated by the Board of
Directors,and to settleauditobjectionsat differentlevelsof
the auditdepartment.
CORPO R ATE AFFAIRS
- Preparationand filingstatutoryreturnswith the Registrarof
the Companies and Corporate Law Authority.
- Dealing with prospects and allied matters in connection
with the Publicissue and dealing with shareholdersmatters
regarding issue of dividend warrants, share certificates,
share transfersand maintenance of me mbers register,filing
of returns with Stock Exchange in accordance with Stock
Exchange rulesand regulations.
- Arranging Annual General Meeting of the shareholders for
adoption of accounts,appointment of auditorsand approval
ofdividends.
- Arranging directors's meeting for policy formulation and
approvalof accounts and mattersrequired to be referred to
the Board.
JOB DESCRIPTIONS
AD MINISTRATIVE JOBS
General Manager(F&A). - Formulation of Service Rules Reports to

Managing Director. procedure and additions/
amendments thereto relating to the
workmen and executivesofthe company.
- Submission of the periodical statements to
the Managing directorindicating the number
of employees, their categories and
departments and statements regarding
leaves or any otherinformation.
- To ensure prompt payment of salaries and
wages to the employees ofthe company.
- To co-ordinate the meetings of departmental
heads to resolve issues ifany, to exchange
interdepartmental information and to follow
up the matters pending with departmental
heads.
- Maintenance of Personnel record of
appointments, bio-datas, leaves, annual
confidentialreportsofManagers and above.
- Evaluation of candidates for new
appointments and departmentalpromotions.
- Preparation and updating of the
organizational chart in accordance with the
requirements and departmentalpromotions.
- Dealing with Collective Bargaining Agent to
finalizetheirperiodicaland annual demands
incordialmanner.
- Dealing with Licensees of resorts for
finalizing and implementing agreement with
them.
- To process cases for promotion or other
benefits for consideration of the Managing
Director in accordance with the rules of the
company.

- To co-ordinate enquiry proceedings and
other disciplinary actions for perusal of the
Managing Director.
- To liaison with legal advisers for legal
matters pending in the court of law and
preparation of agreements with land lords
and otherparties.
- Any other job which may be assigned by the
Managing Director.

JOB DESCRIPTION OF MA N A G E R MAR KETING, SALES PRO M O TION,
PUBLICITY AND TOUR OPERATIONS.
The Manager is responsible for the whole range of activitiesin
the areas of Marketing & Promoting Tourism Services inthe Province.
It entails administrative, planning, developing, liaising, reviewing,
coordinating, implementing, promoting, projecting and controlling
variousactivities.
More specifically,the Manager isresponsiblefor:-
- Identifying, reviewing and developing various Corporation's
project,schemes and proposals and overseeing implementation
thereof.
- Controlling the affairs of various regional and area offices for
theirsmooth and effectivefunctionalperformance.
- Liaisewith allkinds of Government ,Semi-Governmental,public
and private sector Corporations,publicand private sector on all
mattersrelatingto the promotion ofTourism.
- Liaise with organizing agencies of various public festivals,and
agencies of hospitality industry such as PIA., PATA., Hotels,
TouristOrganizationsetc withinthe countryand abroad.
- Coordinating with other functional divisions within the
Corporation and on allmatters of administration,financialand
otherinterest.
- Keep the Managing Director apprised on all affairs of the
Corporation.
- Developing within the Corporation and outside human resource
relatingto Tourism.
- Review and monitor progress and affairsof The Sarhad Tourism
CorporationLimited'sLicensees ofdifferentprojects.
- To work on self-actualization through attending meetings,
conferences,Seminars etc.

JOB DESCRIPTION OF MA N A G E R TRANSP O RT AND OPERATIONS
The Manager is responsible for the whole range of activitiesin
the area of managing the public transport system of the Sarhad
Tourism Corporation. The job entails administrative, planning,
developing, liaising, reviewing, coordinating, implementing,
promoting,projectingand controllingvariousactivities.
More specifically,the Manager isresponsiblefor:-
- Identifying, reviewing and developing various Corporations's
Projects,schemes and proposalsand overseeing implementation
thereof.
- Controlling the affairs of various regional and area offices for
theirsmooth and effectivefunctionalperformance.
- Liaisewith allkinds of Governmental,Semi-Governmental,Public
and PrivatesectorCorporationand other agenciesinthe country
on all matters relating to the improvement and promotion of
transportsystem.
- Liaise with organizing agencies of various public festivals,and
agencies of hospitality industry such as PIA, Hotels, Tourist
organizations etc within the country and abroad with intent of
nurturingbusinessforthe STC TransportWing.
- Coordinating with other functional departments within the
Corporation on allmatters relating to the Promotion of Tourism
inthe Province.
- Keeping the Managing Director apprised on all affairs of the
Corporation.

PRO M O TION RULES OF STC
The promotion Rules forthe employees of STC willbe
as under :
1. The minimum length of service in previous grade
required forthe promotion in each of the grades shall
be as follows :
a). Grade V (5)
For the purposes of promotion Grade V (Five)include
Assistants, Accountant, Budget Assistant, Account
Assistant,Computer Operator,Receipt/Dispatch Clerk,
Steno-typist, Typist, Telephone Operator,
Photographer, Personal Assistant, Sub-Engineer,
Draftsman and Drivers.
From Grade V (5)to Grade IV (4)= 5 years
b). Grade IV (4)
For the purposes of promotion Grade IV (4) shall
include Tourism Officer, Assistant Tourism Officer,
Information Officer, Publicity Officer, Audio-visual
Officer, Controller Accounts, Administrative Officer,
Liaison Officer,Marketing Officer,Engineer,Computer
Programmer, Private Secretary to M.D, Officer
Superintendent.
From Grade IV(4)to Grade III(3)= 7 years.
c). Grade III(3)
For the purposes of promotion Grade III (3) shall
include Manager i.e. Manager Marketing & Sales
Promotion & Manager Transport & Operation and
SeniorEngineer.
From Grade III(3)to Grade II(2)= 9 years.
d). Grade II(2)
For the purposes of promotion Grade IIshallinclude
General Manager Finance and General Manager
Administration.

From Grade II(2)to Grade I(1)= 11 years.
2. Allpromotions willbe made on the basisof seniority-
cum-fitness.
3. 75% of the posts shallbe filledin by promotion and
25% by initialdirectrecruitment.
4. All promotions will be on the basis of available
vacancy.
5. Confidentialreportswillbe given due importance.
6. A person once superseded for promotion, will be
eligible for reconsideration only after he earns one
more confidentialreport.
7. The Departmental Promotion Com mittee constituted
by the competent authority shall consider the
promotion cases of eligiblepersons strictlyinorder of
seniority-cum-fitnessand either:-
a) Recom mend an officerforpromotion to the next
highergrade;
or
b) Recom mend an officerforsupersession;
or
c) Defer consideration of promotion to an officer
provided that consideration of an officer's
promotion willbe deferred only :-
i) The CR pussierisincomplete
or
ii) Disciplinary or departmental proceedings
are pending against the officer whose
promotion case comes up for consideration

before the Departmental Promotion
Com mittee.
9. Method of Selection:-
i) The Departmental Promotion Com mittee will
recommend the names of suitable persons fit for
promotion.
ii) The Com mittees willmake theirselection in the light
ofpastrecord ofthe persons concerned.
iii) The Com mittee may interview the candidates,ifitso
desires.

Stc service rules (provisional)

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