This Page gives you some information regarding various retirement types and the rules governing them. You can get detailed description by selecting the type you want
RETIREMENT ON SUPERANNUATION
Normally, the Electricity Board employees retire from service on superannuation, on completion of 58 years of age. If the date of completion of 58 years of age falls on anyone of the dates of the month, the retirement date will be the last date of the month.
2. In the case of a few categories of workers, v.i.z., Office Helper, Duffadars, Watchmen, Sweepers and unskilled workmen, the retirement age is completion of 60 years. (Memo.No.71576/Q1/R2/81-14, dated 16-4-84).
3. The superannuation of 58 years was raised from 55 years in G.O.No.532, dated 25-4-79 (B.P.No.233, dated 11-5-82).
SUSPENSION FROM SERVICE AT THE TIME OF SUPERANNUATION
4. If it is necessary to place an employee under suspension advance action shall be taken early enough, so that such suspension orders are passed at least about 15 days prior to the date of his retirement. (Memo.No.56680 dated 30-9-89).
5. An employee retiring on superannuation may be kept under suspension on the date of retirement, only in the following circumstances.
a) Where the charge are so serious that a penalty or Dismissal or removal from service is contemplated.
b) Where the employee had already been kept under suspension in view of criminal offence under investigation by the Police or trial in a court of law, the suspension in such case may be continued beyond superannuation, taking into consideration the gravity and nature of the case.
c) Where he is already under suspension on a charge of misconduct. (Memo.No.20914/35/DP1/S1/77-74, dated
6. The person under suspension may have to be continued under suspension only when the charges are so serious that a penalty or dismissal or removal from service is contemplated. He shall be retained in suspension until the enquiry is completed and final orders passed thereon.
7. When the misconduct committed is of a minor nature, v.i.z., cases causing loss to the Board, such employees may be permitted to retire, without prejudice to the outcome of the Departmental Proceedings.
8. When the misconducts committed are of a minor nature, not involving loss to the Board, such employees may be permitted to retire on their normal date of retirement. The Disciplinary cases pending against them in such cases will abate. (Memo.No.209514/35/DP1/S1/77-74, dated 3-4-84.)
9. In the case of an employee who was placed under suspension just before the date of retirement and allowed to retire from a prospective date, pension is applicable from the date of order retiring him from service. (Lr.No.79409/dated 28-7-90).
10. In case of superannuation of Class I officers only reference to vigilance Cell for vigilance clearance is necessary. (Memo.No.47126/dated 8-11-94 and 47126 dated 15-12-94).
Disciplinary cases on employees on the verge of retirement shall be processed expeditiously and final orders obtained at least six months prior to the date of retirement. (Memo.No.37710.P.1/95-1, dt.25-7-95).
EXTENSION OF SERVICE BEYOND THE DATE OF SUPERANNUATION.
11. If an employee, in respect of whom an order of suspension issued is fully exonerated or not, he shall be considered to have been extension of service from the date of retirement to the date of termination of the proceedings.
12. During such an extension of service, the service rights which have accrued to the employee shall freeze at the level reached on the date of retirement and salary during that period of extension shall not exceed the pension which had accrued to the employee on the date of retirement. The amount of subsistence allowance payable during the period of suspension before the date of retirement shall be reduced to the amount of pension which will be provisionally admissible to him until the enquiry is completed and final orders passed by the competent authority.
13. If an employee under suspension continues under suspension in view of Disciplinary Proceedings and is exonerated from the charges later, he shall be paid Dearness Allowance as admissible on superannuation and H.R.A. and C.C.A. for the period from the date subsequent to superannuation till the date on which final orders on the Disciplinary Proceedings were issued. (B.P.No.106, dated 28-4-94).
A. NOTICE PERIOD
An employee, who has attained the age of 50 years or who has completed 20 years of qualifying service, may retire from service, by giving a notice of not less than three months, in writing, direct to the appointing, authority, with a copy marked to his immediate superior Officer. Before giving such notice he may satisfy himself by means of a reference to such authority, that he has completed the required minimum number of years or qualifying service. (B.P. No. 6 dated 25-1-93 and B.P. No. 222 dated 11-6-84).
2. Orders should be obtained from the competent authority on the voluntary retirement before the expiry of the notice period of three months. The acceptance or otherwise of the proposal for voluntary retirement shall be intimated to the employee before the expiry of the notice period of three months. (U.O. Note No. 068736/E-7-1/83-5/dated 3-9-83).
3. An employee may withdraw the notice of voluntary retirement, or withdraw his voluntary retirement after acceptance subsequently, with the approval of the appointing authority, before the expiry of the period of notice. (B.P. No.6/dated 25-1-93).
4. The three months notice may be given before the employee attains the age of 50 years or completion of 20 years if qualifying service, provided that the retirement takes place after he has attained the age 50 years or completed 20 years of qualifying service.
5. Whether the employee issues the notice of voluntary retirement to the appointing authority directly or through proper channel, the notice period takes effect from the date of receipt of the notice by the appointing authority only. (Memo.No. 46362/p1/42-1/dated 27-4-94).
6. The last three months period should necessarily be a continuous one and should not include period of extraordinary leave without pay and allowances. When extraordinary leave without allowances runs concurrently with the period of notice, the leave should be refused and the employee may be requested to join immediately and give a fresh notice of not less than three months. Otherwise, the request for voluntary retirement may be negatived. (Memo. No. 28575-Q2-97-6 dated 10-7-98).
B. B. ACCEPTANCE OF VOLUNTARY RETIREMENT
7. Notice of voluntary retirement shall be accepted subject to the fulfillment of the following conditions.
a) No Disciplinary proceedings is contemplated or pending against the employee for imposition of any major penalty.
b) No prosecution is contemplated or pending in a court of law against the employee.
c) No enquiry is contemplated or pending against the employee in the records of the vigilance.
d) No dues which cannot be recovered from the D.C.R.G. are pending to be recovered.
e) There should be no contractual obligation pending against the employee for the period subsequent to his voluntary retirement. (B.P.No.6/25-1-93).
8. If an employee, who was awarded punishment of stop-page of increment with or without cumulative effect, wants to retire voluntarily and if he comes forward to remit the monetary equivalent of the punishment, such request shall be considered and he shall be allowed to retire voluntarily. (Memo. No. 029140/16/E3/A2/87-1 Adm.Br/dated 4-3-87).
9. If an employee under suspension or against whom disciplinary action is pending seeks to retire voluntarily, the specific permission of the appropriate authority shall be necessary. Clearance is also necessary from the Directorate of Vigilance and Anti-Corruption. (B.P. No.77 dated 14-3-83 and Memo.No. 99294 dated 12-3-99).
10. If no orders accepting or rejecting the voluntary retirement are issued, before the expiry of the notice period, then the voluntary retirement will become deemed.
11. A report shall be obtained from the Vigilance cell also, in addition to the report from the Directorate of Vigilance and Anti-corruption, in respect of the employees of the T.N.E.B. who are in foreign service and desire to get voluntary retirement from the Board service. (B.P. No.247/29-7-85).
12. It is enough if the appointing authority concerned is satisfied that no criminal case is pending or contemplated against the employee who opt for voluntary retirement and it is left to the appointing authority to contact the Special Branch, C.I.D. or other concerned organisations for this purpose. (Memo No. 46658/P-1/98/dated 25-2-99).
C. VOLUNTARY RETIREMENT OF R.W.E. WORKERS
13. The R.W.E. Workmen, to whom the pension scheme has been extended with effect from 1-7-86, have become eligible to seek voluntary retirement with reference to the provisions in Regulation 17(gg) of the Board’s Service Regulations. An employee is permitted to seek voluntary retirement after attaining the age of 50 years or after putting in 25 years of service in pursuance of the orders in B.P.No. 76 dated 17-1-76 or after putting in 20 years of qualifying service in pursuance of the orders issued in B.P. No.117 date 10-9-79, excluding the benefit of weightage, as the case may be. (B.P. No. 428 dated 3-9-86).
C. C. WEIGHTAGE OF SERVICE ON VOLUNTARY RETIREMENT
14. An employee retiring, voluntarily, shall be given a weightage of service, not exceeding 5 years, subject to the condition that the total qualifying service rendered, including the weightage, does not in any case exceed 30 years and it does not take him beyond the date of superannuation, as the case may be, for the purpose of pension and gratuity.
15. The weightage given is only to increase the period of qualifying service. The pension and gratuity will be based on the actual emoluments on the date of retirement. (B.P. No. 58 dated 22-6-98).
16. The addition of weightage is for calculation of pension and not for calculation of gratuity. (Memo. No. 28575-Q2/97-5 dated 27-8-97).
17. The weightage will not entail to any notional fixation of pay for calculation of pension and gratuity, with effect from 1-7-96, (B.P. No.41 dated 27-8-97).
18. Both age and qualifying service shall be taken into consideration simultaneously and care should be taken that after adding such weightage, the total no, of qualifying service does not exceed 30 years and at the same time it does not exceed 58 years/60 years of age, as the case may be.
19. Weightage added to qualifying service for those who retire on completion of 58 years of age.
Qualifying service Weightage Age Weightage
25 Years and above 5 Years 53 Years 5 Years
26 Years and above 4 Years 54 Years 4 Years
27 Years and above 3 Years 55 Years 3 Years
28 Years and above 2 Years 56 Years 2 Years
29 Years and above 1 Year 57 Years 1 Years
20. In the case of office Helpers, Daffadars etc. whose retirement age is 60 years.
55 Years 5 Years
56 Years 4 Years
57 Years 3 Years
58 Years 2 Years
59 Years 1 Year
(B.P. No. 41 dated 22-2-97).
21. Weightage of 5 years shall be limited upto the eligibility for full pension and D.C.R.G. calculation accordingly. (Memo. No. 28575-Q2/97-6 dated 10-7-98).
22. The pension shall be based on the average emoluments drawn during the last 10 months, prior to the date of such voluntary retirement. Gratuity shall be based on the actual emoluments drawn on the date of such voluntary retirement. (Memo. No. 10903-Q1/89-1 dated 8-5-89 G.O.No. 350/P&AR/FA Spl/dated 7-10-81).
COMPULSORY RETIREMENT AS A MEASURE OF PUNISHMENT
An employee may be retired compulsorily as a measure of punishment. The authorities, who propose to impose the punishment of compulsory retirement, shall satisfy themselves, after verifying the service Book of the employee concerned, that he has put in not less than 10 years of qualifying service, to make him eligible for pension. Any order passed without ascertaining the fact whether he is entitled to draw pension, will be bad in law.
2. Every employee of the Board, who is compulsorily retired, shall be entitled to submit, within a period of one month from the date on which the order on compulsory retirement was communicated to him, a petition of the Board for review of the orders passed. (B.P. No. 175 dated 28-12-83).
3. The Government has no say regarding the review as well as appeal in respect of the employees of the T.N.E.B. compulsorily retired. The Board itself is competent to review and examine the appeals of compulsorily retired employees. (U.O.No. 34482 dated 7-11-83).
4. An employee, who has been placed under suspension pending enquiry, should not be dismissed or removed or compulsorily retired from service retrospectively from the date on which he was placed under suspension. The orders in such a case should take effect only from the date of issue of orders thereof. (B.P. No. 108 dated 10-3-87).
5. No weightage in service shall be admissible to persons compulsorily retired. (B.P. No. 51 dated 22-6-88).
A. REINSTATEMENT OF COMPULSORILY RETIRED EMPLOYEES
6. If an employee who was compulsorily retired is reinstated on appeal, the period between the date of compulsory retirement and the date of reinstatement will be treated as duty period and such an employee is entitled to pay and allowances, less the pension already received. (B.P. No. 363 dated 21-9-87).
7. Even though the period between the dates of compulsory retirement and reinstatement is treated as duty, deputation allowance and additional charge allowance need not be given to an employee, who was on deputation or holding additional charge on the date of compulsory retirement. (Lr. No. 331336 dated 18-7-83 of Govt. and B.P. No. 204 dated 1-6-84).
8. If an employee under suspension continues under suspension after the date of superannuation in view of the pending Disciplinary proceedings against him and is fully exonerated from the charges against him later, he shall be paid Dearness Allowance as admissible on superannuation and H.R.A. and C.C.A. as admissible prior to the date of superannuation for the period from the date of superannuation till the date on which final orders on the Disciplinary proceedings were issued. (B.P. No. 106 dated 28-4-94).
9. Whenever a Board employee is compulsorily retired and is ordered to be reinstated in service consequent on the examination of the review petition to the Board or on the basis of orders of a Court, a supernumerary post shall be created, if the post has already been filled up from the date of his compulsory retirement, till the date of his rejoining duty or superannuation as the case may be. (B.P. No. 328 dated 30-11-84 and 267 dated 14-10-91).
10. When an employee is compulsorily retired, under F.R. 56(d) the D.Ps. that are being pursued against him shall be dropped and no action need be pursued in such cases. (B.P. No. 10/18-1-83).
B. MATTERS RELATED TO EARNED LEAVE G.P.F AND D.C.R.G. OF EMPLOYEES COMPULSORILY RETIRED
11. The employees of the Board, who are retired compulsorily from service as a measure pf punishment, are permitted to encash the Earned leave at their credit on the date of such compulsory retirement, subject to a maximum of 240 days. (B.P. No. 83 dated 3-9-86).
12. At the time of final retirement of compulsorily retired and reinstated employee, the Earned leave at credit minus the surrender already allowed on the date of compulsory retirement can be allowed.
13. A reinstated person may be required to repay any amount paid to him from G.P.F. with interest thereon and the amount so repaid shall be credited to his account in the G.P.F.
14. D.C.R.G. already paid shall be adjusted against the pay and allowances admissible to the extent possible. The balance D.C.R.G. may be allowed to be retained by the employee on payment of simple interest as prescribed for G.P.F. for the corresponding period. The amount to be retained will be adjusted against the final D.C.R.G. becoming due on final retirement and the balance, if any, paid to him. (B.P. No. 204 dated 1-6-84).
15. The suspension period of employees who have been dismissed or removed from service and the punishment subsequently modified as one of compulsory retirement and the suspension period of any employee who has been compulsorily retired as a measure of punishment shall be regularised as per service Regulation 57-A/11 of T.N.E.B. Service Regulations. (B.P. No. 322 dated 28-11-89).
COMPULSORY RETIREMENT DUE TO ADMINISTRATIVE REASONS
The appropriate authority shall. if it is of the opinion that it is in the interest of the Electricity Board, have the absolute right to retire any Board employee compulsorily, by giving him notice of not less than three months in writing or three months pay and allowances in lieu of such notice, at any time after he has completed 30 years of qualifying service or he has attained the age of 50 years. (B.P.No.109, dated 17-5-91 F.R.56(2)).
2. The retiring age for persons belonging to the basic services, if they are compulsorily retired on administrative grounds, is 55 years or after completion of 30 years of qualifying service.
3. Compensation pension is given to a person who is discharged from service after giving three months notice, owing to abolition of a permanent post, if he refuses to accept another appointment on such pay as may be offered and opted for compensation pension to which he is entitled for the service he has rendered. (Rule 38(1) T.N.Pension Rules).
4. No compensation is payable for the period in respect of which he receives pay and allowances in lieu of notice. (Rule 38(2) of T.N.Pension Rules).
5. No service weightage is admissible to employees who opt for compensation pension when he is compulsorily retired in public interest.
DEATH WHILE IN SERVICE
The term `while in service’ will include periods of leave, periods under suspension and periods on tour.
2. On the death of an employee, against whom Disciplinary Proceedings are pending, such Proceedings shall abate. No orders otherwise than regularising the period of suspension as duty can be passed. (B.P.No.1073, dated 27-5-72).
3. When an employee under suspension dies before the disciplinary or court proceedings instituted against him are concluded, the period between the date of suspension and the date of death shall be treated as duty for all purposes and his family shall be paid the full pay and allowances for that period to which he would have been entitled had he not been suspended, subject to adjustment in respect of subsistence allowance already paid. (F.R. 54-B2).
4. When an employee had died while in service, on or after 1-12-84, without exercising option to come over to the revised scales of pay, pay fixation shall be allowed by the Office itself on such a rate as would be advantageous to the deceased employee. (Memo.No. 11398-Ci/86-1 dated 21-3-86).
A. TRANSPORT OF THE DEAD BODY OF THE EMPLOYEE WHO DIES WHILE IN SERVICE
5. The body of an employee, who dies while in service, can be transported in Board’s vehicle to his/her native place free of cost. The cost thereof, if a private vehicle is hired, in the absence of a Board’s vehicle, will be borne by the Board.
6. If death occurs in any place, while in service, within the State of Tamil Nadu, during the period of leave, the cost of transportation of the body to his place of residence or place of cremation or to his native place, as desired by the members of the family, will be borne by the Board. (B.P. No. 31 dated 26-5-89).
7. When nativity of the deceased employee happened to be any one of the places in the States of Pondichery, Andhra Pradesh, Karnataka or Kerala, the transport cost for the body to the native place will be borne by the Board. The T.N.E.B. vehicles have no route permits to other States. Therefore private taxis can be engaged to places in the adjoining States. (Memo. No. 69626 dated 3-8-84).
8. The body of an employee, who dies in harness outside the State, should also be transported at Board’s cost, by air, to the airport nearer to the place of residence or cremation or native place of the deceased employee. (B.P. No. 14 dated 12-1-87).
9. The family of the deceased employee or anyone of his nearest relatives/friends also are permitted to travel in the same vehicle.
RETIREMENT DUE TO INVALIDATION ON MEDICAL GROUNDS
Invalid pension is granted to an employee, who is by physical or mental infirmity, permanently incapacitated for public service. (Rule 36(1) of T.N.Rules).
2. The date of effect of retirement will be the date of Medical certificate, if the employee was on duty or the date on which he will join duty, if he was on leave during the period when the Medical Certificate was issued.
3. If the infirmity is curable and the employees refuses to get cured by operation or otherwise, no pension or gratuity need be admitted if the competent authority decides so on merits.
4. If a Medical Authority recommended a less laborious work than the one in which he is presently involved, then the employee may be appointed to the less laborious work on a lower pay and if he does not accept that, he can be granted pension. (Rule 36(2) of T.N.Pension Rules).
5. No service weightage is admissible to medically invalidated employees.
EMPLOYMENT TO DEPENDANTS
6. If employment to the dependant of medically invalidated employees is to be considered, the employees should have been retired from service on medical ground before attaining the age of 50 years and he should have been totally disabled so as to deprive him of his earning capacity. Cases of dependents of employees retired on medical grounds may be considered on merits and provision of employment considered in exceptional case only. (B.P.No.51, dated 31-5-84).
7. The procedure for admission and scrutiny of applications from dependants of deceased employees prescribed in B.P.No.411, dated 22-7-87 will apply to the above case also, subject to the modifications that the enquiry shall be conducted personally by an Officer not below the rank of an Executive Engineer. (B.P.No.51, dated 31-5-84.
RESIGNATION FROM SERVICE
A. NOTICE OF RESIGNATION:
A Board employee may resign his appointment by giving a notice of not less than 3 months, in writing, to the appointing authority, with copy to his immediate superior officer. The period of 3 months notice shall be reckoned from the date of receipt of such notice by the appointing authority.
2. The employee may withdraw the notice of resignation, before its acceptance. Withdrawal of resignation will not be a permitted after its acceptance by the appointing authority. (B.P.No.31 dated 2.7.99).
B. ACCEPTANCE OF RESIGNOATION:
3. The orders on the notice of resignation shall be issued before the date of expiry of the notice, either accepting the resignation from a date not later than the date of expiry of the notice or rejecting the same, giving reasons therefore If no such order is passed, the resignation will be deemed to have been accepted on the expiry of the period of the notice.
4. The Superintending Engineer shall forward the resignation letter, with details, within 15 days of its receipt, to Hd.Qrs. (Memo.No.011292 dated 15.4.85).
5. The resignation shall not be accepted if it has been withdrawn before orders accepting the resignation are issued actually. (B.P.No.221, dated 5.5.82).
6. Earlier, it was ordered in B.P.No.221, dated 5.5.82 that the resignation cannot be accepted from a retrospective date. But, these orders have been revised subsequently to the effect that resignation shall be accepted either prospectively or retrospectively as decided by the authority competent to accept the resignation. (B.P.No.397 dated 15.11.85).
C.CONDITIONS FOR ACCEPTING THE RESIGNATION:
7. Before accepting the resignation, the following aspects should be studied and a decision taken.
a) Whether any Disciplinary Proceedings is contemplated or pending against the employee.
b) Reports from the Directorate of Vigilance and Anticorruption/Vigilance Cell of the T.N.E.B. to the
effect that no enquiry is contemplated or pending against the employee shall be obtained.
c) No dues are pending to be recovered by the Board from the employee.
d) If the employee, against whom Disciplinary Proceedings or criminal action or vigilance enquiry is pending or if he is under suspension, seeks to resign, the appointing authority shall examine the nature and gravity of the case and may accept the resignation, if the case is not such as would warrant rejection of the notice of resignation.
e) Whether the employee has undergone any foreign training under the Board’s cost, executing a Bond to serve in the Board for a specified period and the amount spent by the Board on the training course.
f) Whether any work order is pending against him to be closed.
g) Whether any T&P is to be handed over by him.
h) Whether any loans and advances sanctioned to him are pending payment by him and if so, the amount.
i) Whether he has been sponsored for higher study at Board’s cost.
j) No due certificate is to be enclosed.
8. The application is to be forwarded after payment of all dues. (Memo No.26078, dated 23.3.83/B.P.31/2-7-99).
9. The Official who resigned his post should be relieve only after his resignation is approved by the competent authority. (Memo.No.26078 dated 18-7-83).
D. STATUS OF THE EMPLOYEE AFTER RESIGNATION, WITH REFERENCE TO HIS SERVICE:
10. A member of a service shall, if he resigns his appointment forfeit not only the service rendered by him in the particular post held by him at the time of resignation, but also all the previous services under the Government. (Tamilnadu State and Subordinate Service Rules).
11. The reappointment of such person to any service by direct recruitment shall be treated in the same way as a first appointment to such service. He shall not be entitled to count any portion of his previous service for any benefit or concession. (T.N. Liberalised Pension Rules, 1978).
12. A member of a service who has resigned his appointment and contested for the General Election to Parliament or State Legislature on in the Election to Local Bodies, either as a party candidate or as an independent candidate, shall not be eligible for re-appointment to any Service. (G.O.No.534, dated 21.5.85).
REMOVAL/DISMISSAL FROM SERVICE
An employee can be removed or dismissed from service, on the ground of misconduct which has led to his conviction on a criminal charge. Employees, who had been in continuous unauthorised absence from duty for more than 5 years, may be removed from service. (Memo.No.083622/434/Adm-1/4/82-2/6-9-82.
2. In all cases of dismissal/removal from service for unauthorised absence, the orders will take effect prospectively. Orders of removal or dismissal shall not be issued retrospectively. The orders in such cases shall take effect from the date of issue thereof only. (B.P.No.77, dated 14-3-85).
3. The pay and allowances of an employee dismissed/removed from service, cease from the date of such dismissal/removal.
4. Dismissal/Removal of an employee entails forfeiture of his past services. As such, the question of payment of terminal benefits such as D.C.R.G. and encashment of Earned Leave to dismissed/removed employee does not arise. However, the employee will be entitled to the refund of his contribution towards. C.P.F. till the date of dismissal/removal/resignation. (Lr.No.102581-Q2/83-1, dated 9-3-84).
5. If such an employee is subsequently reinstated in service, on acquittal by the court, either on the ground that the charge has not been proved against him or by giving benefit of doubt or on any other technical grounds, he must be regarded as having been prevented from discharging his duties and the period of absence, including the period of suspension shall be treated as duty for all purposes. He shall be paid full pay and allowances, which he could have been entitled to, had he not been under dismissal/removal/compulsorily retired from service. (B.P.No.40, dated 23-2-95 and B.P.No.261, dated 25-8.88).
6. When an employee is served with an order of dismissal/removal from service, he ceases to be an employee of the Board and it would not be appropriate to continue another proceedings against him. However, if he is reinstated in service, the second proceedings on which orders have already been passed simultaneously and served on him can be proceeded with. (B.P.No.75, dated 13-3-85 and Memo.No.22237-p2/85-/17-6-85).
7. When the dismissal or removal is set aside by a court of law and the employee is reinstated without holding any further enquiry, the period of absence shall be regularised and he shall be paid full pay and allowances.
8. The removal of an employee from service will not disqualify his for future employment. But, dismissal of a person from service shall ordinarily disqualify him for future employment. (G.O.No.62/P&AR/N.Dept./dated2-2-96).
9. Where a person has been dismissed, removed, compulsorily retired, or substantively reduced from any service, no vacancy caused thereby or arising subsequently in such service, shall be substantively filled to the prejudice of such person until the expiry of a period of one year from the date of such dismissal; removal etc. or the appeal. if any, preferred by him against such dismissal, removal etc. is decided, whichever is later.