PTDC Service Rules (Staff)

CHAPTER I

PTDC SERVICE RULES (STAFF)

GENERAL
In pursuance of the provision of Article 144(e) of the Memorandum and
Article of Association, the Board of Directors is hereby pleased to frame the following
subsidiary Rules to be called Service Rules. The provision of these Rules shall apply to
all the employees of the Corporation other than Officers and such members of the staff
who are employed on a purely casual basis or who are employed on special terms under
a contract or who are on deputation from the Government.

The Board reserves the right to change these Rules from time to time and
such changes will be binding on all the members of the staff of the Corporation to whom
these Rules apply.

1. SHORT TITLE, COMMENCEMENT AND APPLICATION:

a) These Rules may be called the Pakistan Tourism Development

Corporation Limited (Service) Rules, 1972.(amended from time to time)

b) They shall come into force from 8 April, 1972

c) They shall apply to all Pakistan based employees who are in the whole
time employment of the Corporation other than Officers and persons on
deputation to the Corporation.

2. (i) RULES NOT TO AFFECT DECISIONS ALREADY TAKEN:

Nothing in these Rules shall affect, or authorize the reopening of any

decision as to conditions of service of an employee, made before the
commencement of these Rules on the ground that such a decision is not
consistent with the provision of these Rules. The Board of Directors reserves the
right to itself of interpreting finally the meanings of these Rules or any
supplementary rules issued in connection with these Rules.

(ii) MATTERS NOT PROVIDED FOR IN THE RULES:

In all matters not provided for in the Rules, the decision of the Board or of
the Managing Director, in respect of matters delegated to him by the Board, shall
be final.

3. DEFINITIONS:

In these Rules, unless there in anything repugnant in the subject or

context:

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(a) APPRENTICE: is a learner who is paid an allowance during the period of

his training.

(b) BADLI: is an employee who is appointed in the post of a permanent

employee or a probationer, who is temporarily absent.

(c ) BOARD: means the Board of Directors of the Corporation.

(d) COMPENSATORY ALLOWANCE: means an allowance granted to meet

the personal expenditure necessitated by special circumstances in which
a duty is performed.

(e) COMPETENT AUTHORITY: in relation to the exercise of any power,

the competent authority means an authority specified in the Appendix-I.

(f) CONVEYANCE ALLOWANCE: means an allowance granted for

attending duty at the normal place of work from the residence of the
employee or for carrying out other duties necessitating maintenance of a
transport in lieu of free transport by the Corporation.

(g) DAILY ALLOWANCE: means an allowance granted to an employee to

cover the daily expenses at an out-station while on duty and includes
incidental charges.

(h) DUTY: mean an includes:-

i. Service as a Probationer
ii. Joining Time.
iii. Period of training in or outside Pakistan after becoming an
employee of the Corporation.

(i) EMPLOYEE: means any person including an apprentice employed in the

Corporation to do any skilled, unskilled manual, technical or clerical work
for hire or reward but will not include any person:-

i) Employed as an officer in a managerial or administrative capacity, or

ii) Employed in a supervisory capacity exercising function of supervision

and control or concerned with management of the affairs of the
Corporation.

(j) FAMILY: includes employees wife/husband, children step-children and

legally adopted children residing with and wholly dependent upon him.

(k) HEAD OF THE DEPARTMENT: means an officer declared as such by

the Managing Director.

(l) HONORARIUM: means a non-recurring payment granted to an

employee as remuneration for work of specially arduous nature or of
occasional or intermittent nature or in consideration of specific addition to
the work and responsibility.

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(m) LEAVE: means leave of absence from duty taken with the prior written
approval of the authority who has been authorized by the competent
authority to grant leave as admissible under the leave rules of the
Corporation.

(n) MANAGEMENT: means and includes the Managing Director the Deputy
Managing Director, General Managers and Officers who are employed in
Managerial or Administrative capacity or in a supervisory capacity
exercising functions of supervision and control or concerned with the
Management of the affairs of the Corporation.

(o) MANAGING DIRECTOR: means the Managing Director of the

Corporation.

(p) MONTH: means a calendar month of the Christian era. In calculating a

period in terms of months and days complete calendar months
irrespective of the number of days in each should first be calculated and
odd number of days calculated subsequently.

(q) OFFICIATE: an employee of the Corporation officiate in a post when he

performs the duties of the post on which another person holds a lien. An
employee may also officiate on a post on which no other employee holds
a lien.

(r) PAY: means the amount drawn monthly by an employee as the pay
which has been sanctioned for a post held by him or to which he is
entitled by reason of his appointment, and includes special pay, personal
pay and any other emoluments classed as pay by the Board.

(s) PERMANENT EMPLOYEE: is an employee who has been engaged on

work of a permanent nature and has satisfactorily completed a
probationary period of three months in the same or other post in the
Corporation.

(t) PERMANENT POST: means a post so designated carrying a definite

rate of pay and sanctioned without limit of and for work of a permanent
nature.

(u) PERSONAL PAY: mean additional pay granted to an employee

(i) to save him from loss of substantive pay in respect of permanent

post due to a revision of pay or to reduction of such substantive
pay other than as disciplinary measure or

(ii) in exceptional circumstances, on other personal consideration.

(v) PROBATIONER: is an employee who is provisionally employee to fill a

permanent vacancy in a post and has not completed three months
service therein. If a permanent employee employed as a probationer in a

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higher post he may, at any time during the probationary period of three
months, be reverted to his old permanent post.

(w) SERVICE: means the period for which an employee receives pay from
the Corporation and includes the period of leave duly sanctioned by
competent authority and any other period termed as service by such
authority.

(x) SPECIAL PAY: means an addition in the nature of pay to the

emoluments of a post granted in consideration of -

(i) the specially arduous nature of the duties, or

(ii) a specific addition to the work or responsibility.

(y) SUBSTANTIVE PAY: means the pay to which an employee is entitled on

account of the post to which he is appointed substantively by reason of
his substantive position in a cadre other than overseas, special or
personal pay or other emoluments classed as pay.

(z) TECHNICAL PAY: means and includes an amount drawn by Typists,

Steno-typists and Stenographers on account of their professional ability
and as a result of the tests conducted by the Corporation.

(aa) TEMPORARY EMPLOYEE: is an employee who has been engaged for

work which is of an essentially temporary nature likely to be finished
within a period not exceeding nine months.

(ab) TEMPORARY POSTS: mean a vacancy or post which is of an

essentially temporary nature to be abolished within a specified period not
exceeding nine months.

(ac) TRAVELING ALLOWANCE: means an allowance given to an employee

to cover the expenses, to the extent he is allowed to incur, for traveling in
the interest of the Corporation.

4. DELEGATION OF POWER:

The various powers delegated by the Board under Article 144(e) of the
Corporation for the purpose of these Rules, unless otherwise specified are given
in Appendix-I.

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CHAPTER II

CLASSIFICATION OF POSTS

(1) The posts other than of officers in the Corporation shall be classified in
the following grades.

PTDC GradeV: Assistant Tourism Officer, Accountant, Assistant Admin

Officer, Assistant Personnel Officer, Overseer,
Draughtsman, Personal Assistant, Photographer, Graphic
Designer.

PTDC GradeIV/A: Stenographers/ Computer Operators

PTDC GradeIV: Assistants, Accounts Assistant,

PTDC GradeIII/A: Stenotypists,

PTDC GradeIII: Clerk, Typist, Supervisor, Accounts Clerk, Lab Assistant,

Electrician, General Mechanic, Telephone Operator

PTDC GradeII: Driver, Dispatch Rider

PTDC GradeI: Qasid, Naib Qasid, Chowkidar, Sanitary Worker, Loader,

Packer, Cleaner, Mali

2) The Managing Director shall have the power to change the grade of any
post shown in these Rules and to add new categories of staff in any grade.

2. APPOINTMENT:

1) Appointments to all grades shall be made by the competent authority

within the sanctioned establishment and ordinarily on the basis of
recommendation of Selection Committee, constituted by such authority.

2) Appointments shall be made on the minimum pay of the grade but, in

case where a person to be recruited possesses experience or special
qualifications or both, the appointing authority may allow a higher initial
pay in the time scale of the grade.

3) No person shall be appointed to the service of the Corporation unless he

has been certified by the Medical Officer of the Corporation to be
medically fit for service.

3. CONDITIONS OF APPOINTMENT:

1) Unless the Managing Director otherwise decides in any special case, no

person who is not a citizen of Pakistan, shall be eligible to hold any post
under the Corporation.

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2) a) The minimum educational qualification for the posts in

Grade V - III shall be as follows:-

i) Grade V Bachelors Degree or equivalent

examination.

ii) Grade IV-A Intermediate or equivalent (typing speed 40

w.p.m. Shorthand speed 100 w.p.m.)

iii) Grade IV Intermediate or equivalent

examination

iv) Grade III-A Matriculation (preferably

Intermediate or equivalent examination
(typing speed 40 w.p.m. and shorthand
speed 80 w.p.m.)

v) All other Matriculation (preferably

Ministerial Intermediate or equivalent examination with
knowledge of typing speed 30 w.p.m.

b) (i) The posts in Grade II shall ordinarily be filled by persons

who can read and write in any national language and are
also conversant with elementary English Language.

(ii) A post in Grade I may be filled on the basis of suitability for

the job with or without educational qualification.

3) Notwithstanding the provisions contained in 2(a) (iii) Matriculates with

previous job experience shall be eligible for appointment and promotion to
the posts of Clerks and equivalent posts.

4) A candidate shall not be less than 18 years or more that 45 years at the
time of appointment in the Service of the Corporation. The upper age-limit
may be relaxed in special cases by the competent authority.

5) On entering the service of the Corporation all employees (including those

appointed on temporary basis or on deputation with the Corporation) shall
sign the declaration of loyalty and secrecy as per Appendix-II.

4. COMMENCEMENT OF SERVICE:

The service under the Corporation shall commence from the working day
on which an employee reports for duty in an appointment covered by these Rules
at the place and time intimated to him by the appointing authority, provided that
he reports before noon; otherwise his service shall commence from the next
following working day.

5. PROBATION:
i) Every appointment to a permanent post shall be on probation for three
months. In the event of an employee failing to show satisfactory progress

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during the period of probation, the appointing authority may offer him an
appointment in the lower grade, with the usual probationary period, or
terminate his service.

ii) If a permanent employee is employed as a probationer in a higher post,

he may, at any time during the probationary period of three months, be
reverted to his old permanent post.

6. CONFIRMATION:

On satisfactory completion of the probationary period confirmation in

various regular posts shall be made by the appointing authorities.

7. TEMPORARY APPOINTMENT:

An employee who is not appointed against a permanent post shall

continue to be temporary for a period not exceeding nine months. In the event of
such an employee being absorbed against a permanent post later on, his
temporary service in the Corporation shall count towards his total service
provided continuity of his service has not been broken.

8. TERMINATION OF SERVICE:

The competent authority may dispense with the Service of a confirmed

employee by giving him THREE months previous notice in writing or in lieu
thereof a sum equivalent to his wages for THREE months. Provided that the
confirmed employee may be removed or dismissed from service without prior
notice as a disciplinary measure in which case the provision of Chapter VI shall
apply.

2) The services of a temporary employee may be terminated at any time

without assigning any reason and by giving 15 days prior notice in writing to him
or on payment to him by the Corporation a sum equal to his pay for 15 days in
lieu of notice or even without giving any notice or pay in lieu thereof.

9. RESIGNATION:

A confirmed employee shall not resign from his post without giving one
calendar months pervious notice in writing to the Corporation, failing which he
shall be liable to pay to the Corporation a sum equal to his pay for one month. A
temporary employee may resign from his post by giving 15 days previous notice
in writing or on payment by him to the Corporation a sum equal to his pay for 15
days. The right to recover pay in lieu of notice may be waived by the Managing
Director.

10. RETIREMENT:

All employees shall retire on completion of 60 (sixty) years of age. The

Managing Director in case of all staff may retire any employee from the service of
the Corporation on completion of 25 years of service even though such employee
has not attained the age of 60 years. (Office circular No. 11/78 date 16-8-1978)

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11. ANNUAL CONFIDENTIAL ASSESSMENT:

At the end of each calendar year the work of each employee shall be
assessed by an officer under whom he is directly placed and a report is to be
furnished by him on the prescribed form. An employee shall not have access to
his confidential reports. He shall, however, be informed of adverse remarks in
writing in order to provide him an opportunity to explain his position or to correct
himself.

12. SENIORITY:

An employee, other than an employee appointed on probation, shall rank

for seniority in his grade on the basis of his appointment in the grade or in the
case of an employee appointed on probation against a permanent vacancy, from
the date of his confirmation.

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PROMOTION POLICY STAFF (1993)

The Promotion Policy for PTDC staff will be as under:-

1) The minimum length of service required for the promotion in each of the
grade shall be :-

PTDC GRADE CATEGORY OF POSTS LENGTH

OF SERVICE

G-III TO IV From Clerk, Telephone Operator, = 5 Years

General Mechanic and Supervisor
to Assistant

G-IIIA TO IV/A From Stenotypist to Stenographer = 5 Years

GRADE IV TO V i) From Assistant to A.P.O., = 5 Years

A.A.O. / ATO,
ii) Accounts Assistant to Accountant

G-IV-A TO V From Stenographer / Computer Operator

To Personal Assistant = 5 Years

G-V(BPS-16) (i) From Assistant Tourism Officer = 5 Years

TO BPS-17 To Tourism Officer

(ii) From Accountant to Accounts Executive = 5 Years

(iii) From Personal Assistant to = 5 Years

Private Secretary

(iv) From A.P.O./A.A.O. to = 5 Years

AO / PO/ TO

(v) From Overseer/Draughtsman to = 5 Years

SDO/Sub-Engineer

(vi) From Photographer and other = 5 Years

category of Posts.

2) All promotions will be made on the basis of seniority-cum-fitness subject

to availability of vacant post.

3) Confidential reports will be given due importance.

4) A person, once superseded for promotion, will be eligible for re-

consideration only after he earns one more confidential report.

5) Employee will only be considered for promotion within his own cadre.

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6) The DPC constituted by the competent authority shall consider the

promotion cases of eligible persons strictly in order of seniority-cum-
fitness and either:-

a) Recommend an employee for promotion to the next higher grade/post:

or
b) Recommend an employee for supersession:
or
c) Defer consideration of promotion of an employee provided that
consideration of an employees promotion will be deferred only when

i) The CR Dossier is incomplete,

or

ii) Disciplinary or departmental proceedings are pending

against the employees whose promotion case comes up
for consideration before the DPC.

13) METHOD OF SELECTION

i) The DPC should recommend the names of suitable persons fit for
promotion.

ii) The Committee will make their selection in the light of past record of the
persons concerned.

iii) The Committee may interview the candidate if it so desires.

iv) 75% posts will be filled through promotion and 25% through direct
recruitment in all grades of staff till A.T.O. level.

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CHAPTER III

PAY AND ALLOWANCES

1. SCALE OF PAY:

The scales of pay of the employees shall be as provided for in Appendix II.

2. FIXATION OF PAY AND ALLOWANCES:

Except as otherwise provided in these Rules and subject to such

directions as the Board may issue in any particular case or class of cases, the
pay and allowances of an employee shall be fixed by the appointing authority in
the scales of pay applicable to the post to which an employee has been
appointed or promoted.

3. INCREMENT:

An employee shall draw the pay of the post to which he is appointed from
the date of his appointment to such post. The annual increments to his pay shall
accrue on the anniversaries of such date after verification of such service and
subject to the condition that the leave without pay, shall not count towards annual
increments. Increments in the pay of an employee shall be postponed by the
period or periods of such leave without pay.

4. ANNUAL INCREMENTS:

Annual increments shall be sanctioned by the competent authority.

5. HONORARIUM:

1) The Managing Director may grant an honorarium not exceeding one

thousand rupees in a year to an employee for special work performed by him
which is occasional in character and is either so laborious or of such special
nature as to justify a special reward.

2) Deputy Managing Director may grant an honorarium upto Rs. 500/- in a

year to an employee for special work performed by him which justifies payment
of honorarium. The maximum amount which they can so grant should not exceed
Rs. 1,000/- in a year.

6. ALLOWANCES:

The grant of various compensatory allowances other than those

prescribed in these Rules shall be governed by such instructions as may be
issued by the Managing Director from time to time.

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7) HOUSE RENT ALLOWANCES:

The Corporation shall grant House Rent Allowance to each employee at

the rate of 105% of basic pay, as provided in the Union Agreement for the period
from (1-1-2008 to 31-12-2009).

8) CONVEYANCE ALLOWANCES:

Conveyance allowance shall be admissible @ Rs. 2480/- per month on

flat rate basis to all staff irrespective of grades, as provided in the Union
Agreement for the period from (1-1-2008 to 31-12-2009)

(i) CHILDREN EDUCATION AID

Children Education Aid shall be paid @ Rs.2000/- per month as provided

in the Union Agreement for the period from (01.01.2010 to 31.12.2011)

(ii) UTILITY ALLOWANCE

Utility Allowance shall be 4% of running basic pay as provided in the

Union Agreement for the period from (01.01.2010 to 31.12.2011)

9) WASHING/UNIFORM ALLOWANCES :

Liveried Employee of PTDC, Head Office and PTL shall be paid @

Rs.400/- per month, as provided in the Union Agreement for the period from
(01.01.2010 to 31.12.2011).

10) MEDICAL ALLOWANCES:

Medical allowance shall be admissible to all employees from grade I to V
@ 85% of basic pay per month with monthly salary, as provided in the Union
Agreement for the period from (01.01.2010 to 31.12.2011).

11) TRAVELLING ALLOWANCES RULES

(Circular No. 8419/Allow/Estab, dated 30-4-1995) :

1) An employee required to travel on Corporation duty by rail shall be

eligible for the following:-
i) Staff drawing pay exceeding Rs. 1725/- per month but not
exceeding Rs. 5330/- per month.
First class (Sleeper) accommodation. If traveling on a line which
does not provide 1st class (Sleeper), the next lower class.

ii) (Staff excluding Grade I & II or equivalent

First class (sitter) accommodation. If traveling on line which
provides no 1st class (sitter) accommodation, the next lower class.

iii) Staff in Grade 1 & 2.

Lowest class by whatever name be it called.

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12) CARRIAGE OF PERSONAL EFFECTS (Vide letter No. 8495/Allow/Estab, dated

10-11-1992)

Paisa 0.148 per kilometer, per kilogram (or 2.96 paisa, per kilometer, per unit of
20 kilograms) from the residence of the employee at the old station to his
residence at the new station.

13) TRANSFER GRANT, TRANSPORTATION OF MOTOR CAR/MOTOR-

CYCLE/SCOOTER BY ROAD AND THE MILEAGE ALLOWANCE

TRANSFER GRANT

i) Employees having family one months pay.

ii) Employees not having family half months pay.

Transportation / Mileage Allowance

Existing Revised
Transportation
i. Motor Car Rs.1.20/- per km Rs.2/- per km
ii. Motorcycle / Scooter Rs.0.40/- per km Rs.1/- per km
Mileage Allowance
Personal Car/ Taxi Rs.3/- per km Rs.5/- per km
Travel by Air Govt servants in BPS-17 & Fro officers falling in
those in receipt of pay of BPS-17 and above
Rs.5400/- and above
Carriage of Personal Paisa 0.148/- per km per kg Rs.0.008 per km per kg
effects on transfer / (or 2.96 paisa per km per
retirement unit of 20 kgs)

16. JOINING TIME:

(i) An employee on transfer from one station to another will be eligible for
joining time as indicated below:

(ii) Six days for preparation, but where a journey is performed by rail or road
in addition to the aforesaid 6 days, one day for each 250 miles or fraction
thereof.

Note: (1) A Sunday does not count as a day for purposes of calculating the
time for preparation.

(2) A holiday counts as a day for the purposes of the above Rules.
(3) An employee on joining time shall be regarded as on duty and
shall be entitled to be paid as follows:

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a) If on transfer from one post to another he is entitled to the pay

which he would have drawn if he had not been transferred or the
pay which he would draw on taking charge of his new post which
ever is less.
b) When joining a new post on return from leave, he will draw leave
salary which he last draw on leave; and
c) For the transportation of personal effects by road, an employee
shall draw within the mileage limits prescribed in the proceeding
rules, mileage allowance at a rate to be determined from time to
time.

17. SUBMISSION OF T.A. CLAIMS:

(a) An employee when submitting his claim for travelling allowance shall
furnish (i) a certificate to the effect that the journey by sea; rail was
performed by the class of sea; rail accommodation for which the claim is
made; (ii) cash memo or other vouchers in respect of the amount
claimed for the carriage or personal (house-holds) effect etc.

(b) No TA/DA shall be admissible on transfer at own request by an

employee.

18. DAILY ALLOWANCE:

An employee shall receive daily allowance at the rates mentioned below
for complete days of his over-night stay at out-station, 12 hours or more being
regarded as full days and less than 12 hours not to be taken into consideration.
Where over-night stay is not involved, the employee will not be eligible for daily
allowance. Instead he will be paid actual expenses or terminal charges, transport
and meals consumed by him at the out-station. An employee will be eligible for
daily allowance from the time he reaches that station and will cease to be eligible
from the time he leaves the station. The following will be the rates of daily
allowance:- (Circular No. 8419/Allow/Estab, dated 19.06.2006)

Existing Revised
Ordinary Special Ordinary Special
BPS-1-4 80/- 110/- 125/- 200/-
BPS-5-11 100/- 120/- 155/- 220
BPS-12-16 180/- 200/- 280/- 365/-

Note: Daily Allowance will be admissible only for the actual night (s) at the out
station for which daily allowance claimed. Where night stops not involve
and if absence from Head Quarter exceeds four (4) hours half Daily
Allowance will be allowed (Finance Divisions (Regulation Wing), O. M.
No. F.1(2)-Reg (9)/91, dated 21.8.1991).

Existing rate of DA for commercial duty for Drivers in PTL/Motels, is

increased to Rs. 300/- per day for out-station duty and Rs. 150/- per day for local
duty. The rate of DA shall be applicable on completion of duty for more than four
(4) hours, as provided in the Union Agreement for the period from (1-1-1998 to
31-12-1999).

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19. FLIGHT INSURANCE:

Employees of the Corporation while traveling on duty by air shall be

insured for each flight at the expense of the Corporation for Rs. 50,000/- worth of
insurance.

20. COUNTER SIGNATURE ON TRAVELLING BILLS:

T.A. bills shall not be paid unless they are counter-signed by the Head of
Department.

21. SPECIAL PAY:

An employee who is required to perform full duties of an additional post of

the same designation or of an equal level with its existing post or is appointed to
look-after the full duties of a higher post, shall be entitled to special pay @ 20%
of his basic pay, subject to a maximum of Rs. 6000/- per month.

Such additional charge arrangements shall be made with the approval of

the Managing Director, subject to the condition that they shall not be for less than
a month and more than six months. Extension of the period beyond six months
shall requires specific sanction of Managing Director.

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CHAPTER IV

LEAVE
1. GRANT OF LEAVE:

Though leave is a right granted by law yet when the exigencies of service
so require, the sanctioning authority may refuse the grant of leave or cancel the
leave already granted or recall the employee before the expiry of the leave.
However, in such cases the employee will be entitled to get leave or the un-
expired portion of leave previously granted to him, at later date.

2. EARNED LEAVE:

1) An employee shall earn leave at the rate of 1/11 of the period spent on
duty including compulsory off days. The maximum earned leave that may
be accumulated shall be 365 days. Out of which leave upto 180 days
maximum can be encashed at the time of retirement / resignation.
However, in case of death during service, payment for 180 days leave will
be made even if lesser leave is due to the deceased employee, as
provided in the Union Agreement, (1996-97).

3. LEAVE PAY:

i) An employee proceeding on earned or he shall be entitled to leave pay

equivalent to the total emoluments last drawn by him before the
commencement of leave.

ii) An employee proceeding on earned or sick leave may, at the discretion

of the competent authority, be paid for the period of his leave pay in
advance provided that in no case shall such payment exceed the amount
equal to the employees leave emoluments for the actual leave granted to
him.

4. MEDICAL LEAVE:

i) An employee shall be eligible for 30 (thirty) days Medical leave on full pay
for each completed year of his service. This leave may be accumulated
upto to maximum of 60 days.

ii) Application for Medical Leave for a period exceeding three days shall
ordinarily be supported by a Medical Certificate by the Medical
Practitioner or a Hakim. However, he must inform within 24 hours his
immediate superior regarding the cause of his absence from duty. At
places where such Medical Practitioner or Hakim is not available
certificate from a registered Medical Practitioner may be submitted
alongwith the application.

iii) In case of prolonged illness of an employee he will be granted additional

leave upto a period of six months on half average pay and thereafter upto
one year leave without pay may be granted at the discretion of the
Management, as provided in the Union Agreement, (1983-85).

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5. ACCIDENT AND DISABILITY LEAVE:

An employee sustaining an injury caused by an accident arising-out of

and in the course of due performance of the normal or special duties assigned to
him officially may on production of medical certificate be granted leave for such
period on full pay as the competent authority may decide.

6. MATERNITY LEAVE:

Married female employees who have completed a minimum of 4 months

service shall be entitled, on application duly counter-signed by a Gynecologist, to
maternity leave with pay for six weeks before her confinement and for six weeks
after confinement. It may be sanctioned by the competent authority.

7. LEAVE WITHOUT PAY:

1) In addition to the leave provisions made herein before, an employee may

be granted subject to the discretion of competent authority, leave without pay
upto a maximum of one year provided that the leave without pay is granted only
when any kind of leave is not admissible;

Provided that leave without pay may be given to employee on medical

grounds on the following basis:-

i) to female employees who are unable to resume duty on the expiry of

maternity leave upto a maximum of four months on medical certificate.

ii) in other cases upto a maximum of one year on production of medical

certificate.

2) The period of leave without pay shall not count towards service in the
Corporation. If taken during probation the period of probation will automatically
be extended accordingly.

8. EX-PAKISTAN LEAVE:

Ex-Pakistan Leave may be granted as per government leave rules, as

provided in the Union Agreement (21-5-1991 to 20-5-1993).

9. GENERAL CONDITIONS REGARDING ALL KINDS OF LEAVE:

1) Except with the prior permission of competent authority, Sunday or

holidays shall not be prefixed or suffixed to any leave. They shall not be counted
as part of the leave when so permitted.

A Sunday falling between the first and the last days of any leave period
shall count as part of the leave.

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2) An employee shall cease to earn any leave from the date of notice of
termination of service being served on either side.

3) Proper record of all leave shall be maintained in the personal file of the
employee concerned.

4) Leave shall not be granted to an employee who is under suspension.

10. CASUAL LEAVE:

1) An employee may be granted Casual Leave of absence with pay not

exceeding 20 days in the aggregate in one calendar year.

2) 6 days casual leave may be granted at a time.

3) Casual leave and earned leave shall not be combined.

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 PTDC Service Rules (Staff)

CHAPTER V

MISCELLANEOUS

1. AGREEMENT WITH CORPORATION:

Employee entering the service of the Corporation shall at the time of their
appointment be given an appointment letter which will form the basis of
contractual obligations of the Corporation as well as the employee.

2. MEMBERSHIP OF PROVIDENT FUND:

Employee in the permanent service of the Corporation shall become

members of the Corporations Provident Fund Scheme, in accordance with the
subsidiary Rule of the Scheme.

3. GRATUITY:

i) Gratuity shall be admissible @ one month basic pay for each completed
year or in excess of six months service rendered by an employee. Gratuity will
not be admissible to the employee whose services are terminated on account of
misconduct, as provided in the Union Agreement, (1993-95).

ii) It was also agreed to pay gratuity to an employee for the period of service
served as workman if promoted to officer rank / grade, as per Union Agreement
for the period (1989-91).

4. GROUP INSURANCE SCHEME:

An employee shall become a member of the Group Insurance Scheme.

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 PTDC Service Rules (Staff)

CHAPTER - VI

PTDC EMPLOYEES (CONDUCT)

REGULATIONS, 1993

1. SHORT TITLE AND COMMENCEMENT

1. These regulations may be called the Pakistan Tourism Development

Corporation Employees (Conduct) Regulations, 1993.

2. They shall come into-force at once.

2. EXTENT OF APPLICATION

These regulations apply to every employee whether on duty or on leave, within or

outside Pakistan, serving in any capacity in connection with the affairs of the
Corporation.

3. DEFINITIONS

1. In these regulations, unless there is anything repugnant in the subject or

context:

a) Corporation means Pakistan Tourism Development Corporation

Ltd.

b) Employee means as person to whom these regulations apply;

c) Member of an employees family includes.

i) his wife, child or step-child, whether residing with the

employee or not; and
ii) any other relative of the employee or his wife, parents
when residing with and wholly dependent, upon the
employee, but does not include a wife legally separated
from the employee or a child or step child who is no longer
in any way dependent upon him or of whose custody the
employee has been deprived by law.

(d) Managing Director means Managing Director of the Pakistan

Tourism Development Corporation Ltd.

2. Reference to a wife in clause (c ) of sub-regulation (1) shall be construed

as reference to a husband where the employee is a woman.

4. GIFTS

i) Save as otherwise provided in these regulations, no employee shall,

except with the previous sanction of the Corporation, accept or permit any
member of his family to accept, from any person any gift the receipt of
which will place him under any form of official obligation to the donor. If

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the offer of a gift cannot be refused without giving undue offence, it may
be accepted and delivered to the Corporation for decision as to its
disposal.

ii) If any question arises whether receipt of a gift places an employee under
any form of official obligation to the donor, the decision of the Corporation
thereon shall be final.

iii) If any gift is offered by the head or representative of a foreign State, the
employee concerned should attempt to avoid acceptance of such a gift, if
he can do so without giving offence. If, however, he cannot do so he shall
accept the gift and shall report its receipt to the Corporation for orders as
to its disposal.

iv) An employee may accept gifts offered abroad or within Pakistan by

institutions or official dignitaries of foreign Government of comparable or
higher level, provided that the value of gift in each case does not exceed
Rs. 1000/- . An employee desirous of retaining a gift worth more than this
limit, can retain it on payment of difference, after evaluation of the gift by
a Committee headed by the Managing Director, the gift should, however,
first be offered for sale to the person; who received it from a foreign
dignitary.

5) PUBLIC DEMONSTRATION IN HONOUR OF AN EMPLOYEE

1) No employee shall encourage meetings to be held in his honour or

presentation of addresses of which the main purpose is to praise him.

2) Notwithstanding anything contained in sub-regulation (1)

a) An employee may, with the prior permission of his next higher

officer, take part in the raising of funds to be expended for any
public or charitable purpose.

b) An employee may take part, with the prior sanction of the

Corporation in the raising of funds to be expended for any public
or charitable subject connected with the name of an other
employee or a person who has recently quit the service of the
Corporation.

3) When an employee takes part in the raising of funds in accordance with

the provisions of clauses (a) and (b) of sub-regulation (2) he shall be
required to keep regular accounts and submit them to his next higher
office for scrutiny.

6. GIFT TO MEDICAL OFFICER

Subject to the departmental regulations governing the question, a medical officer

may accept any gift of moderate value offered in good faith by any person or
body of persons in recognition of his professional services.

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7. SUBSCRIPTIONS

Subject to regulation 6, no employee shall, except with the prior sanction of the
Corporation ask for or accept or in any way participate in the raising of any
subscription or other pecuniary assistance in pursuance of any object
whatsoever.

8. LENDING AND BORROWING

1) No employee shall, lend money to, or borrow money or place himself

under any pecuniary obligation to, any person within the local limits of his
authority of any person with whom he has any official dealings:-

Providing that the above regulation shall not apply to dealings in the
ordinary course of business with a joint stock company; bank or a firm of
standing.

2) When an employee is appointed or transferred to a post of such a nature

that a person from whom he has borrowed money or to whom he has
other wise placed himself under a pecuniary obligation will be subject to
his official authority, or will possess immovable property, or carry on
business with in the local limits of such authority, he shall forthwith
declare the circumstances to the Corporation through the usual channel.

3) This rule, in so far as it may be construed to relate to loans given to or

taken from cooperative societies registered under the Cooperative
Societies Act, 1912 (II for 1912) or under any law for the time being in
force relating to the registration of cooperative societies, by the
employees shall be subject to any general or special restriction or
relaxation made or permitted by the Corporation.

9. BUYING AND SELLING OF MOVABLE AND IMMOVABLE PROPERTY

An employee who intends to transact any purchase, sale or disposal by other

means of movable or immovable property exceeding in value Rs. 25,000/-
(Twenty Five Thousand Rupees only) with any person shall apply for permission
to the Corporation. Any such application shall state fully the circumstances, the
price offered or demanded and, in the case of disposal other than by sale, the
method of disposal. Thereafter such employee shall act in accordance with such
orders an may be passed in the matter.

Explanation: In this regulation the term property includes agricultural or

urban land, bonds, shares and securities but does not include a plot purchased
for building a house from a cooperative housing society.

10. CONSTRUCTION OF BUILDING ETC.

No employee shall construct a building, whether intended to be used for

residential or commercial purposes, except with the previous sanction of the
Corporation obtained upon an application made in this behalf disclosing the
source from which the cost of such construction shall be met.

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11. DECLARATION OF PROPERTY

1) Every employee shall, at the time of entering service, make a declaration

to the Corporation through the usual channel, of all immovable and
movable properties including shares, certificates, securities insurance
policies and jewellery having a total value of Rs. 50,000/- (Rupees Fifty
Thousand only) or more belonging to or held by him or a member of his
family and such declaration shall:

a) State the district within which the property is situate

b) Show separately individual items of jewellery exceeding Rs.

50.000/- (Rupees Fifty Thousand only) in value, and

c) Give such further information as the Corporation may, by general

or special order, require.

2) Every employee shall submit to the Corporation through usual channel,

an annual return of assets in the month of December, showing any
increase or decrease of property as shown in the declaration under sub-
regulation (1) or, as the case may be the last annual return.

12. DISCLOSURE OF ASSETS, IMMOVABLE, MOVABLE AND LIQUID

An employee shall, as and when he is so required by the Corporation by a

general or special order, furnish information as to his assets disclosing liquid
assets and all other properties, immovable and movable, including shares,
certificates, insurance policies, jewellery.

13. SPECULATION AND INVESTMENT

1) No employee shall speculate in investments. For the purpose of this sub-

regulation, the habitual purchase and sale of securities of notoriously
fluctuating value shall be deemed to be speculation in investments.

2) No employee shall make, or permit any member of his family to make,

any investment likely to embarrass of influence him in the discharge of his
official duties.

3) No employee shall make any investment the value of which is likely to be

affected by some event of which information is available to him as an
employee and is not equally available to the general public.

4) If any question arises whether a security or an investment is of the nature

referred to in any of the foregoing sub-regulations, the decision of the
Corporation thereon shall be final.

14. PROMOTION AND MANAGEMENT OF COMPANIES ETC.

No employee shall, except with the previous sanction of the Corporation take part
in the promotion, registration or management of any bank or company;

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Provided that an employee may subject to the provisions of any general or

special order of the Corporation take part in the promotion, registration or
management of a cooperative society registered under the cooperative societies
Act; 1912 (II of 1912) or under any similar law.

15. PRIVATE TRADE, EMPLOYMENT OR WORK

1) No employee shall, except with the previous sanction of the Corporation

engage in any trade or undertake any employment or work, other than his
official duties:-

Provided that he may, without such sanction, undertake honorary work of

a religious, social or charitable nature or occasional work of a literary or
artistic character, subject to the conditions that his official duties do not
thereby suffer and that the occupation or undertaking does not conflict or
is not inconsistent with his position or obligations as an employee but he
shall not under take or shall discontinue such work if so directed by the
Corporation. An employee who has any doubt about the propriety or
undertaking any particular work should refer the matter for the orders of
the Corporation.

Provided further that employees in ________ to __________ may without

such sanction, undertake a small enterprise which absorbs family labour
and where he does, he shall file details of the enterprise alongwith the
declaration of assets.

2) Notwithstanding anything contained in sub-regulation (1) no employee

shall associate himself with any private trust, foundation or similar other
institution which is not sponsored by the Government.

3) This regulation does not apply to sports activities and membership of

recreation clubs.

16. EMPLOYEE NOT TO LIVE BEYOND HIS MEANS, ETC.

No employee shall live beyond his means or indulge in ostentation on occasion

of marriage or other ceremonies.

17. INSOLVENCY AND HABITUAL INDEBTEDNESS

An employee shall avoid habitual indebtedness. If an employee is adjudges or

declared insolvent or if the whole of that portion of his salary which is liable to
attachment is frequently attached for debt, has been continuously so attached for
a period of two years, or is attached for a sum which, in ordinary circumstances,
he cannot repay within a period of two years, he shall be presumed to have
contravened this regulation unless he proves that the insolvency or indebtedness
is the result of circumstances which, with the exercise of ordinary diligence, he
could not have foreseen or over which he had no control and has not proceeded
from extravagant or dissipated habits. An employee who applies to or is
adjudged or declared insolvent shall forth with report his insolvency to the
Corporation.

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18. UNAUTHORIZED COMMUNICATION OFFICIAL DOCUMENTS OR

INFORMATION

No employee shall, except in accordance with any special or general order of the
Corporation communicate directly or indirectly any official document or
information to an employee not authorized to receive it, or to a non-official
person, or to the press.

19. APPROACH TO MEMBERS OF THE ASSEMBLIES ETC.

No employee shall directly or indirectly, approach any member of the National

Assembly, Senate, Provincial Assembly or any other non-official person to
intervene on his behalf in any matter.

20. MANAGEMENT ETC. OF NEWSPAPER OR PERIODICALS

No Employee shall, except with the previous sanction of the Corporation, own
wholly or in part, or conduct or participate in the editing or management of any
newspaper or other periodical publications.

21. RADIO BROADCASTS OR TELEVISION PROGRAMS AND

COMMUNICATIONS TO THE PRESS

No employee shall, except with the previous sanction of the Corporation or in the
bonafide discharge of his duties, participate in a radio broadcast or television
program or contribute any article or write any letter either anonymously or in his
own name or in the name of any persons to any newspaper or periodical:-

Provided that such sanction shall generally be granted if such broadcast or

television program or such contribution or letter is not or may not be considered
likely to jeopardize the integrity of the employee, the security of Pakistan or
friendly relations with foreign states, or offend public order, decency or morality,
or to amount to contempt of court, defamation or incitement to commit an
offence;

Provided further that no such sanction shall be required if such broadcast or

television programme or such contribution of letter is of purely literary, artistic or
scientific character.

22. PUBLICATION OF INFORMATION AND PUBLIC SPEECHES CAPABLE OF

EMBARRASSING THE CORPORATION

No employee shall, in any document published, or in any communication made to

the press, over his own name or in any public utterance or television programme
or in any radio broadcast delivered by him make any statement of fact or opinion
which is capable of embarrassing the Corporation;

Provided that technical staff may publish research papers on technical subjects,
if such papers do not express views on political issues and do not include any
information of a classified nature.

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 PTDC Service Rules (Staff)

23. EVIDENCE BEFORE COMMITTEES

1) No employee shall give evidence before a public committee except with

the previous sanction of the Corporation.

2) No employee giving such evidence shall criticize the policy or decisions of

the Corporation.

3) This regulation shall not apply to evidence given before statutory

committee which have power to compel attendance and the giving of
answers, or to evidence given in judicial inquiries.

24. PROPAGATION OF SECTARIAN CREEDS, ETC.

No employee shall propagate such sectarian creeds or take part in such

sectarian controversies or indulge in such sectarian partiality and favouritism as
are likely to affect his integrity in the discharge of his duties or to embarrass the
administration, create feelings of discontent or displeasure amongst the
employees in particular and amongst the people in general.

25. NEPOTISM, FAVOURTISM AND VICTIMIZATION, ETC.

No employee shall indulge in provincialism, parochialism, favourtism,

victimization and willful abuse of office.

26. VINDICATION BY EMPLOYEES OF THEIR PUBLIC ACTS OR CHARACTER

An employee may not, without the previous sanction of the Corporation have
recourse to any court or to the press for the vindication of his public acts or
character from defamatory attacks. In granting sanctions, the Corporation will
ordinarily bear the cost of the proceedings and in other cases leave the
employee to institute them at his own expense. In the latter case, if he obtains a
decision in his favour, the Corporation may reimburse him to the extent of the
whole or any part of the cost.

Nothing in this regulation limits or otherwise affects the right of an employee to

vindicate his private acts or character.

27. USE OF POLITICAL OR OTHER INFLUENCE

No employee shall bring or attempt to bring political or other outside influence,

directly or indirectly, to bear on the Corporation or any employee in support of
any claim arising in connection with his employment as such.

28. APPROACHING FOREIGN MISSIONS AND AID-GIVING AGENCIES

No employee shall approach, directly or indirectly, a foreign Mission in Pakistan

or any aid-giving agency to secure for himself invitations to visit a foreign country
or to elicit offers of training facilities abroad.

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29. REPRESENTATIONS BY EMPLOYEES

No employee shall make any personal representation except to the Managing
Director / Deputy Managing Director. Such representation shall be submitted
through the employees immediate superior, if any. Joint representations shall not
be entertained.

30. TAKING ACTIVE PART IN POLITICS

No officer / official shall take part in any political activity. He shall not be the
member of any political party / organization. He shall be full time employee of the
PTDC. However, he shall exercise his political right of voting.

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 PTDC Service Rules (Staff)

CHAPTER - VII

EFFICIENCY AND DISCIPLINE (REGULATIONS), 1993

In exercise of powers conferred by the Articles of Association the Pakistan

Tourism Development Corporation Ltd., with the prior approval of the Board of Directors,
is pleased to make the following regulations:-

2. SHORT TITLE, COMMENCEMENT AND APPLICATION

1) These regulations shall be called the Pakistan Tourism Development

Corporation Ltd., Employees Efficiency and Discipline (Regulations),
1993.

2) These regulations shall come into force with immediate effect and shall
apply to all employees of the Corporation.

3. DEFINITIONS

In these regulations, unless the context otherwise requires:

a) accused means an employee of the Corporation against whom action is

taken under these regulations;

b) authority means an officer so designated by the Corporation

to exercise the powers of the authority under these regulations;

c) authorized officer means an officer authorized by the authority to

perform function of an authorized officer under these regulations;

d) Corporation means Pakistan Tourism Development Corporation Ltd.

e) misconduct means cond uct prejudicial to good order or service

discipline or contrary to the Pakistan Tourism Development Corporation
Employees (conduct) Regulations, 1993 or unbecoming of an officer and
a gentleman and includes any act on the part of employees of the
Corporation to bring or attempt to bring political or other outside influence
directly or indirectly to bear on the Corporation or any officer of the
Corporation in respect of appointment, promotion, transfer, punishment or
other conditions of service of an employee of the Corporation.

f) penalty means a penalty which may be imposed under these

regulations.

04. IMPOSITION OF PENALTY

Where an employee of the Corporation, in the opinion of the authority;

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a) is inefficient or has ceased to be efficient, or is guilty of misconduct: or

b) is corrupt, or may reasonably be considered corrupt, because :-

i) he is, or any of his dependents are or any other person through

him or on his behalf is in possession (for which he cannot
reasonably render account) of pecuniary resources or of property
disproportionate to his known sources of income; or

ii) he has assumed a style of living beyond his ostensible means; or

iii) he has a persistent, reputation of being corrupt; or

c) is engaged or is reasonably suspected of being engaged in subversive
activities, or is reasonably suspected of being associated with others
engaged in subversive activities or is guilty of disclosure of official secrets
and his retention in service is, therefore, prejudicial to the interest of the
Corporation.

The authority may impose on him one or more penalties.

5. PENALTIES

The following are the minor and major penalties namely:

A) Minor Penalties

1) Censure

2) Withholding for a specific period promotion or annual increment otherwise

than for unfitness for promotion or financial advancement, in accordance
with these regulations or orders pertaining to the service or post.

3) Stoppage for a specific period, at an efficiency bar in the time scale,

otherwise than for unfitness to cross such bar.

4) Recovery from pay of the whole or any part of any pecuniary loss caused
to the Corporation by negligence or breach of orders.

B) Major Penalties

1) Reduction to a lower post or time scale or to a lower scale in a time scale;

2) compulsory retirement;

3) removal from service;

4) dismissal from service;

In this regulation removal or dismissal from service does not include discharge of
a person;

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a) appointed on probation, during the period of probation, or in accordance

with the probation or training regulations applicable to him; or

b) appointed, otherwise than under a contract, to hold a temporary

appointment, on the expiration of the period of appointment; or

c) engaged under a contract, in accordance with the terms of the contract.

6. INQUIRY PROCEDURE

The following procedure shall be observed when an employee of the

Corporation is proceeded against under these regulations:-

a) In case where an employee of the Corporation is accused of subversion,

corruption or misconduct, the authorized officer may require him to
proceed on leave or, with the approval of the authority suspend him,
provided that any continuation of such leave or suspension shall require
approval of the authority after every three months.

b) The authorized officer shall decide whether in the light of facts of the case
or the interests of justice an inquiry should be conducted through an
inquiry officer or inquiry committee. If he so decides, the procedure
indicated in regulation 7 shall apply.

c) If the authorized officer decides that it is not necessary to have an inquiry

conducted through inquiry officer or inquiry committee he shall:-

1) by order in writing, inform the accused of the grounds of the action

proposed to be taken against him,

2) give him a reasonable opportunity of showing cause against that

action;

3) on receipt of the report of the inquiry officer or inquiry committee

or, where no such officer or committee is appointed, on receipt of
the explanation of the accused, if any, the authorized officer shall
determine whether the charge has been proved.

4) In a case where inquiry is held and the authorized officer has

determined that the charge has been proved he shall arrive at a
provisional conclusion as to the penalty to be imposed, supply a
copy of the inquiry report to the accused, apprise him of the action
proposed against him, and ask him, to show cause within a
specified time, which shall not ordinarily exceed fourteen days
against the proposed penalty. Any representation submitted by the
accused in this behalf shall be taken into consideration before final
orders are passed.

5) if the authorized officer decides to impose a minor penalty, he

shall pass orders accordingly. If it is proposed to impose a major
penalty, the authorized officer shall forward the case to the

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authority along with the charge and statement of allegations

served on the accused, the explanation of the accused, the
findings of the inquiry officer or Inquiry Committee, if appointed,
and his own recommendations regarding the penalty to be
imposed. The authority shall pass orders as it may deem proper.

7. PROCEDURE TO BE OBSERVED BY THE INQUIRY OFFICER AND INQUIRY

COMMITTEE

Where an inquiry officer or inquiry committee is appointed. The authorized officer

shall:-

a) frame a charge sheet and communicate it to the accused together with

statement of allegations explaining the charges and any other relevant
circumstances which are proposed to be taken into account or
consideration:

b) require the accused with in reasonable time, which shall not be less than
seven days or more than fourteen days from the day the charge has been
communicated to him to put in a written defence and to state at the same
time whether he desires to be heard in person:

c) the inquiry officer or the committee, as the case may be shall inquire into
the charges and may examine such oral or documentary evidence in
support of the charges or in defence of the accused as may be
considered necessary and the accused shall be entitled to cross examine
the witnesses against him.

d) the inquiry officer or the committee, as the case may be, shall hear the
case from day-to-day and no adjournment shall be given except for
reasons to be recorded in writing. However, adjournment with reason
therefore, shall be reported forthwith to the authorized officer. Normally no
adjournment shall be for more than a week.

e) where the inquiry officer or the committee, as the case may be, is
satisfied that the accused is hampering or attempting to hamper, the
progress of the inquiry he or it shall administer a warning, and record a
finding to that effect and proceed to complete the enquiry in such a
manner as he or it thinks best suited to do substantial justice:

f) the inquiry officer or the committee, as the case may be, shall within ten
days of the conclusion of the proceedings or such longer period as may
be allowed by the authorized officer submit his or its findings and the
grounds thereof to the authorized officer.

8. REVISION
The authority may call for the record of any case pending before or disposed by
the authorized officer and pass such order in relation thereto as it may deem it.

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9. POWERS OF INQUIRY OFFICER AND INQUIRY COMMITTEE

For the purpose of an inquiry under these regulations, the inquiry officer and the
Inquiry Committee shall have the powers of a Civil Court trying a suit under the
code of civil procedure 1908 (Act v of 1908), in respect of the following matters,
namely:

a) Summoning and enforcing the attendance of any person and examining

him on oath;

b) requiring the discovery and production of documents;

c) receiving evidence on affidavit;

d) issuing commissions for the examination of witnesses or documents.

10. REGULATION 6 SHALL NOT APPLY IN THE FOLLOWING CASES:

a) where the accused is dismissed or removed from service or reduced in

rank, on the ground of conduct which has led to a sentence or fine or
imprisonment;

b) when the authority competent to dismiss or remove an employee from

service or to reduce an employee in rank, is satisfied that for reasons to
be recorded in writing by that authority, it is not reasonably practicable to
give the accused an opportunity of showing cause.

11. APPEAL

A person on whom a penalty is imposed shall have a right to appeal to the

appellate authority against the orders within thirty days of the communication of
the order appealed against.

12. APPEARANCE OF COUNSEL

No party to any proceedings under these regulations before the authority, the
authorized officer and Inquiry Officer or Inquiry Committee shall be represented
by an advocate.

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DESIGNATION OF OFFICERS AS AUTHORITY / AUTHORIZED OFFICER

UNDER THE PAKISTAN TOURISM DEVELOPMENT CORPORATION LTD.
(EFFICIENCY & DISCIPLINE) REGULATIONS, 1993

The Pakistan Tourism Development Corporation Ltd. is pleased to decide

that the following officers shall be designated as Authority / Authorized Officer under
Regulation 3(b) and (c ) of the Pakistan Tourism Development Corporation (Efficiency &
Discipline) Regulations, 1993 in respect of the employees of the Corporation:-

S/ Description Authority Authorized Officer

N
1 Employees in grade Board of Director Managing Director
equivalent to BPS-20 &
above
2 Employees in grade Chairman, Managing Director
equivalent to BPS-19 Board of Director
3 Employees in grade Managing Director Dy. Managing Director
equivalent to BPS-17 & 18
4 Employees in Grade Dy. Managing Director Manager (P&A)
equivalent BPS-1 to 16

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APPENDIX II

PAKISTAN TOURISM DEVELOPMENT CORPORATION LTD.

DECLARATION OF SECRECY

I, the undersigned, having been appointed to the service of the Corporation, do

hereby declare that I will regard as strictly confidential and by no means, direct or
indirect, reveal to any person or persons whatsoever, any information concerning the
business of the Corporation or its constituents not intended to be made public and which
may come to my knowledge in the discharge of my duties, unless compelled to do so by
law or authorized to do so by a Resolution of the Board.

_____________________
(Signature)

Pakistan Tourism Development

Corporation Limited

Date: ____________________

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 PTDC Service Rules (Staff)

APPENDIX III

PAKISTAN TOURISM DEVELOPMENT CORPORATION LTD.

Revised Pay Scale with effect from 01-07-2011

GRADE PAY SCALES

GRADE I 6146-282-14606

GRADE II 6430-336-16480

GRADE III 8205-581-25705

GRADE III/A 8705-645-28155

GRADE IV 9245-757-31295

GRADE IV/A 9842-818-33630

GRADE V 11535-926-37725

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 PTDC Service Rules (Staff)

APPENDIX III

PAKISTAN TOURISM DEVELOPMENT CORPORATION LTD.

Revised Pay Scale with effect from 01-07-2008

GRADE PAY SCALES

GRADE I 3754-169-8824

GRADE II 3974-208-10214

GRADE III 5065-362-15925

GRADE III A 53375-402-17433

GRADE IV 5706-454-19326

GRADE IV A 6044-491-20774

GRADE V 6690-554-23310

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 PTDC Service Rules (Staff)

PTDC
SERVICE RULES (STAFF)
(Amended from time to time)

Personnel Department, PTDC (Head Office)

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 PTDC Service Rules (Staff)

8. TERMINATION OF SERVICE:

The competent authority may dispense with the Service of a confirmed

employee by giving him THREE months previous notice in writing or in lieu
thereof a sum equivalent to his wages for THREE months. Provided that the
confirmed employee may be removed or dismissed from service without prior
notice as a disciplinary measure in which case the provision of Chapter VI shall
apply.

2) The services of a temporary employee may be terminated at any time

without assigning any reason and by giving 15 days prior notice in writing to him
or on payment to him by the Corporation a sum equal to his pay for 15 days in
lieu of notice or even without giving any notice or pay in lieu thereof.

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