Constitution of the Holy Church part – I

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Constitution of the Holy Church part – I







C.       PAY









As provided and empowered by ‘The star of elects’ chapter 3, Sub-head A, Section 3, Sub-section (c) clause (iv), this rules framed and approved by the Executive Committee of The Holy Church shall be called ‘SERVICE RULES OF THE HOLY CHURCH-1996’


1.      Name: ‘Service Rules of the Holy Church – 1996’ and ‘The rules’ hereafter used will mean this rule unless otherwise expressed.

2.      Effective Date: This rule shall become effective from the date decided upon by the Executive committee and the same may applied retrospectively to those who have already been in the church services.

3.      Executive Committee: Whenever the word ‘Executive Committee’ is used in the rules, it will mean the Executive Committee of The Holy Church.

4.      Board: Whenever the word ‘Board’ is used in the rules, it will mean the Departmental board of the holy church or any formed by the Executive Committee.

5.      Coverage: The rules shall cover employees of the church such as employees appointed for pensionable post, for temporary posts and on contract basis, but not manual labours.

6.      Pay: Pay means the amount drawn by an employee of the church as –

a)      The pay, other than special pay or pay granted in view of this personal qualifications, sanctioned for the post held by him substantively or in an officiating capacity, or to which he is entitled by reason of his position in a cadre;

b)      Special pay;

c)      Any other emoluments which may specifically classed as pay.

7.      Special pay: Special pay means an addition of nature of pay to emoluments of a post or of an employee, granted in consideration of –

a)      The specially arduous nature of the duties; or

b)      A specific addition to work or responsibility.

8.      Substantive Pay: This mean the pay other special pay, personal pay or endowments classed as pay to which an employee is entitled on account of a post to which he has been appointed substantively or by reason of his substantive position in a cadre.

9.      Honorarium: This means recurring or non-recurring payment granted to an employee from the church fund as re-numeration for special work of an occasional or intermittent character.

10.   Gratuity: This means lump sum payment to an employee for an extra voluntary works done or to a person who voluntarily serve for the interest or welfare of the church, granted by a church authority sanctioned from the church fund.

11.   Leave Salary: This means the monthly amount pay to an employee on leave, other than extraordinary leave.

12.   Duty: This included –

a)      Service as a probationer and

b)      Service from the joining time.

13.   Month: This means a calendar month. In calculating a period expressed in terms of month and days, completed month, irrespective of the number of day in each, should first be calculated and the odd number of days calculated subsequently.

14.   Time scale pay: It means pay which rises by periodical increments from a minimum to a maximum.

15.   Permanent post: This means a post carrying a definite rate of pay sanctioned without limit of time.

16.   Temporary post: It means a post carrying a definite rate of pay sanctioned for a limited time.

17.   Lien: This means the right/title of an employee to hold a regular post, whether permanently of temporary, either immediately or on the termination of a period or periods of absence.

18.   Officiate: This means an employee officiates in a post when he performs the duties of a post on which another person hold a lien.

This does not bar for a competent authority to appoint an employee to officiate in a vacant post on which no other employee hold a lien.

19.   Probationer: This is an employee employed on probation in or against a substantive vacancy in cadre.

20.   Category: This means classifications of posts according to the natures of duties and responsibilities.

21.   Qualification: This means qualifications academic or spiritual or together required for a certain post as may be shown by the authority in the advertisement notice.

22.    Disqualification: This means a qualification which does not meet the required qualifications shown in the advertisements for appointment.

But these qualifications for those who are in service are:

a)      One who ceases to belong to the holy church.

b)      An employee who is barred or disqualified by the executive committee of the church.

23.   Church: This means the holy church, the body of Jesus Christ.

24.   Employee: This means employee of the church for permanent posts or temporary post excluding manual labours or those who are employed on daily wages basis.


The Natures of the rules shall be.

1.      To establish the fatherly care of the church towards its employees.

2.      To enhance mutual trust between the church as employer and employees who answer the call of god to serve his church with duties and trusted.

3.      To establish loyalty to god stands first and service follows for the good and welfare of the church.

4.      To expect every employee to understand that to serve god and the church by being faithful to the duty and trusted is a special privilege.

5.      To establish a thankful heart in service, to an employee and to understand that any additional duties entrusted by the authority concerned is often god – given opportunity to be more useful.

6.      To establish in the heart of an employee that he has freedom to claim his right according to the provision of the rules while loyalty without grudge bears more blessings.

7.      To enable an employee to remember that his appointment and the duties entrusted are his answer to the call received from the lord.

8.      To inform an employee that his voluntary spirit gives him his pay for the service.

9.      The employers and employees may often be reminded that the church fund is a available contributions collected from the children of god.

10.   To help an employee to remember that god hates careless heart and negligence in duty for the sake of his children who contribute the church fund.

11.   That the church may be properly administered.

12.   That employee may follow the light of service through these provisions of rules.

C.      PAY

It is provided that –

1.      Authority to fix and/or revise pay:

The Executive committee of the holy church is the authority to fix and/or revise pay of employees of the church from time to time if necessary.

2.      Fixation of pay on promotion of one post to higher post

When an employee holding a post an confirmed or in a temporary or officiating capacity is promoted or appointed in a regular, temporary or officiating capacity, as the case may be, to another post carrying duties and responsibility greater importance than those attaching to the post held by him, his initial pay in the time scale of the higher post should be fixed at the stage next above the national pay arrived at by increasing his pay in respect of the lower post held by him regularly by an increment at the stage at which such pay has accrued subject to the following conditions:

a)      The promotion/appointment to the higher post should fulfil the eligibility conditions as prescribed in the relevant service rules.

b)      The pay in the higher post should be fixed only with reference to the pay drawn in the lower post which has been held by an employee on regular basis.

c)      The question of fixation of pay of an employee does not arise, if he had been drawing in the lower post, which has been held by him, a pay less than the initial pay of the higher post in which he is promoted.

3.      Dearness allowance:

a)      The executive committee is the authority to grant dearness allowance, from time to time, to the employee of the church.

b)      The rates of dearness allowance provided in this rules may be revised by the executive committee if and when necessary. The revised rate, if any, should continue at least for one calendar year.

c)      Grant of dearness allowance to the employees of the church should be calculated based on basic pays.

d)      Dearness allowance may be drawn during any period of leave other extra-ordinary leave.

e)      Payment on account of dearness allowance including fractions of 50 paise an above shall be rounded off to the next higher rupee and the fractions less than 50 paise is ignored.

4.      House Rent:

a)      House rents shall be fixed in accordance with categories and posts.

b)      House rents provided in this rules may be revised by the executive committee if and when necessary.

c)      Any revised rate, if fixed, should be continued at least for one calendar year.


It is provided that there shall be four categories of posts and the pay scales fixed accordingly.

1.      “A” Category: Under this category pay employees by the church shall include.

a)      Executive Secretary of the church.

b)      Superintendent of secretariat office.

c)      Head of departments and

d)      Any post the executive committee may create as and when necessary. The pay shall include –

i)                    Basic pay or Substantive pay shall be – Rs. 3000-100-3900-EB-150-5,400

ii)                  Dearness allowance shall be calculated as 50 percent of basic pay.

iii)                House rent allowance shall be fixed as Rs 500/- per month.





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2.      “B” Category: The pay shall include –

a)      Basic pay or substantive pay shall be – Rs 2200-60-2740-EB-100-3740.

b)      Dearness allowance shall be calculated as 50 percent of basic pay.

c)      House rent allowance shall be fixed as Rs 500/- per month.



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3.      “C” Category: The Pay shall include –

a)      Basic pay shall be – Rs. 2000-50-2450-EB-80-3250.

b)      Dearness allowance shall be calculated as to percent of basic pay.

c)      House rent allowance shall be fixed as Rs. 500/- month.



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4.      “D” Category: The pay shall include –

a)      Basic pay shall be Rs. 1000-30-1270-EB-60-1990

b)      Dearness allowance shall be calculated as 50 percent of basic pay.

c)      House rent allowance shall be calculated as Rs. 200/- per month.



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5.      Provided that since permanent posts are made to be under pension scheme, to protect pension fund contribution amount and pension pay amount, the above pay scales will remain constant, unless revised  by the executive committee.

6.      Provided that revision of pay if ever the executive committee may introduce, such revision will automatically necessitate refixing pension fund contribution amount in line with the present pension scheme. (Vide pension rule B.2 (a), (b) and (c)).

7.      Provided that promotion from junior grades of B category and of C category shall be under the power, of competent authority clarified by the executive committee. Such promotion will not hamper provisions of the pension scheme.

8.      Provided that promotion right shall not be given on the seniority grounds for promotions from one grade to the next higher grade.

9.      Provided that promotion from the lower grade to the next higher grade shall be made only under special considerations by the competent authority.

10.   Provided that an employee promoted to the next higher may enjoy pension benefits of the category to which he is promoted subject to the fund contributed for pension scheme has continued for a period of five years or more under the post he is promoted.

And if the said fund contribution period is less than five years, his pension amount shall be as per the provision of category to which he was appointed.

11.   Provided that charge allowance may be paid to an employee who is given charge of duties and responsibilities of higher as per the amount the executive committee may fix for the purpose.

But charge allowance drawn will not affect pension scheme under which an employee was formerly appointed.

12.   Provide that employee appointed before this rule was made effective and also has been in service, excluding probation period, for one or more years, will be entitled to draw his pay with increments in accordance with the number of years served.

13.   Provided that an employee appointed who has drawn his monthly pay more than the starting pay as provided in the scales, will continue to draw the same amount till the time comes when the pay he draws shall be the same amount which the annual increment shall reach. Till then he will not enjoy annual increment of pay. But as soon as the annual increment and pay he now draws are equal, his pay increment will be effective from the following year.



Appointments for pensionable posts shall be as provided that –

1.      Only the Executive committee of the church shall have power to appoint for the post of ‘A’ category. This power includes any promotion pertaining to ‘A’ category from another category.

2.      The executive committee or its authorised board shall have power to appoint for the post under B and C categories.

3.      Excepting emergent cases, post vacancies will be advertised for a period not less than 15 days time.

4.      Written test or interview or both may be conducted for applicants/candidates by board formed from time to time by the executive committee or by the board of concerned department.

5.      The appointing authority shall issue an appointment order to the selected candidate starting the terms and conditions of appointment.

A copy of appointment order shall be given the executive secretary of the church subject to the appointment order is not issued by him. In such a case, a copy of the order shall be given to the head of department under which the appointee is appointed to serve.

6.      There shall be probation period for any appointment for permanent posts, at least for one calendar year period, subject to permanency shall be offered to an employee, with effect from the joining time.

7.      Appointment for the permanent post shall be on temporary basis and offer of permanency or termination shall be under the discretion of the authority concerned within the period of probation.

8.      Before or at the time of submitting a joining report, the appointee shall submit a medical fitness certificate from a licensed medical doctor to the head of department.

No employment for a pensionable post shall be accepted without a medical fitness certificate.

9.      An employee to be confirmed for the post held shall be required to sign a pledge prescribed by the executive committee for the purpose.

10.   An employee, at the time of confirmation, shall be furnished with service book of the church to be kept in safe custody by the head of department concerned.

11.   No annual increment of pay will be applied to an employee under probation an no pension fund shall be paid as he is not yet entitled to join pension scheme of the church.

12.   A confirmed employee shall join pension scheme of the church by contributing pension fund as per provisions of pension scheme.

13.   No employee shall be given the increment next above the efficiency bar without a specific sanction of the competent authority empowered to withhold increment.

14.   Competent authority may withhold annual increment of pay at any stage of service including withholding from crossing efficiency bar in accordance with annual confidential report kept by the head of department concerned.

Reasons for ground of withholding increment may be kept confidential and declaration shall not be compulsory.

15.   Sanction to withhold annual increment may be revoked by the withholding authority as and when it is satisfied to release the withheld increment order/decision.

But such revocation will not permit the employee concerned to jump the increment on ground of revocation order.

16.   Probation period may be extended by competent authority to certained employees up to two years service. And if the authority concerned cannot recommend for his confirmation after two years service, his employment may be terminated with or without declaring grounds of action.



The following post are provided to be under temporary post –

1.      Any post which is not pensionable or non-pensionable post shall be termed as temporary post.

2.      Temporary post will not be entitled to have time-scale of pay.

3.      Any increase of pay may be fixed from time to time by concerned competent authority.

4.      Appointment for temporary post shall have maximum period of three years. If ever the competent authority finds it good to extend the period of service at the end of the appointment period, it may issue fresh appointment order for another and so on.

5.      Competent authority will fix pay for every employee engaged under the service of temporary posts.

6.      Appointment on contract basis for a temporary post may be opened to non-members of the church as well.

7.      Under the term of temporary post, re-employment after retirement period of service is permissible for those who had been in the church services, for one year if so decided by the competent authority. Any such extension of service, as re-employment shall be decided a new at the end of every re-employment period. Unless renewed by the authority concerned for another period, his service will terminate automatically at the end of re-employment period.

8.      Honorarium may be sanctioned by the executive committee for distinguish service rendered by an employee serving under temporary post with the amount decided by the said committee.

9.      Appointment for temporary post shall be conducted by a competent authority and agreement is signed whenever necessary.

10.   Concerned authority will serve termination notice of service starting the exact date of termination in advance so as the employee concerned receives information before the date of termination.



Provided that –

1.      Travelling allowance: – An official, travelling on duty, is entitled travelling allowance amounting to Rs 60/- per day, starting, holding and arrival days inclusive and transportation cost. No allowance shall be entitled for engagements of taxi fare or porter meant for private properties.

2.      Extra charge may be granted for transportation cost of church properties including local taxi fare or porter charges.

3.      Transfer allowance:- When an employee is transferred from the city, town or village to another shall be entitled transfer allowance for transportation of private properties including local taxi fare or porter charge, and also each member of the family shall be entitled transfer allowance at the rate of Rs 50/- per person per day, starting journey, holding and arrival days inclusive.

4.      There shall be no distinction of category or grades for payments of travelling allowance or transfer allowance.

5.      Travelling allowance and transfer allowance shall be calculated from the official transport rates of the state or of associations.

6.      Advance payment of travelling allowance or of Transfer allowance shall be in the discretion of officer-in-charge not exceeding 75 per cent of total bill.

7.      Bill for Travelling allowance or transfer allowance, submitted by an employee concerned, shall be paid only after the officer-in-charge or head of department is satisfied, endorsed and signed for payment.

8.      Charge Allowance or officiating allowance, as may be fixed by the Executive Committee as and when deemed fit, for payment showing the amount per month, payment shall not be continued after the additional duties are no longer needed.

9.      Whenever workload demands especially for time bound programmes, over-time allowance may be sanctioned at the rate of Rs. 20/- per hour for A. Category, Rs. 10/- per hour for B category and Rs. 5/- per hour for C category employees.

10.  Gratuity This provides that the Executive Committee may grant gratuity to be paid in lump sum to those who serve the Church outside official duty, irrespective of employee or non-employee of the Church for distinguish services rendered voluntarily for the interest of the Church.

The amount granted shall be decided from individual to individual and no generalisation shall be made.

11.   Honorarium When a department head or officer-in-charge recommends for payment of honorarium to an employee or employees for special workloads done or exemplary performance of duties, the Executive Committee may grant payment of honorarium with amount fixed from time to time.



While performing their duties, the following leave rules are provided –

1.      Office staff will observe Sundays and Saturdays as holidays and the offices of the church will remain closed on these days.

2.      Office staff will observe annual holiday list of a calendar year as is approved and laid by the executive committee of the local church and on such days the offices shall remain closed.

3.      Leave taken on official holiday list will not affect monthly pay of an employee.

4.      Every employee shall be accredited 30 days of earned leave and 20 days of half-pay leave for every one calendar year.

5.      The accredited earned leave may be granted up to 45 days at a time by an officer-in-charge and up to 45 days by the executive committee at a time.

Extension of earned leave may be applied and granted by the concern officer-in-charge up to 45 days and the executive committee up to 90 days subject to accumulated earned leave the period.

6.      An employee is entitled to enjoy leave with full pay for earned leave accumulated not exceeding 240 days or six months at the time of retirement, but other days accumulated shall be ignored.

7.      Half pay leaves may be granted only on grounds of sickness for which a medical certificate from a licensed medical doctor shall be required concerning an employee or member of his family, and on grounds of death of member of his family or natural calamities.

8.      Half pay leave may be granted by the officer-in-charge for 45 days maximum at a time and leave extension may also be granted up to 45 days by a concerned officer-in-charge. As long as accumulated half pay leave is available, the officer-in-charge may extend leave subject to extension of leave applied for.

9.      Leave without pay may be granted only by the executive committee.

10.  Office staff may enjoy 12 days of casual leave every calendar year for personal conveniences if ever granted by concerned officer –in-charge. Casual leave taken without prior permission from concerned officer, unless regularised by him, will be treated as absence from duty and his pay shall be cut accordingly.

11.  Study leave may be granted

a)       With full pay or half pay when the Church initiates for further study meant for the interest of the Church.

b)       With full pay or without pay when further study is initiated by an employee and for his personal interest.

12.    No pay shall be drawn for leave of absence not granted by a competent authority.

13.    An employee, who takes leave under any one of which the rules permit for more than 30 days, is required to submit his joining report to the authority concerned which granted the leave, on the day he joins his official duty.

14.  Transfer leave may be granted as follows-

a)       3 days before departure.

b)       Time of journey.

c)       7 days after arrival to the place he is transferred.

15.   An employee who is transferred must submit his joining report to the authority concern. If not, he may be treated for absence from duty till joining report is submitted.

16.  For Field staff, such as missionaries and evangelists, in view of the natures of works or duties entrusted, three shall be no holiday list prescribed and no travelling allowance be paid for travels within their allotted area.

17.  Field staffs are entitled up to 60 days holiday for a calendar year to be taken in part or in all at a time, with prior permission of the governing Board or head of Department concerned.

18.  Absence from the allotted area without prior permission of the governing Board or head of department will be treated as absence from duty and his pay for the period of absence shall be cut from his monthly pay.

19.  Absence of a field staff from the allotted area, the days spent for travel to and fro, when the authority concerned requires to do so, including the days he is engaged by the authority concerned, will be treated as on duty. So, such period spent will not be treated as leave.

20.  Leaves taken by an employee under earned leave, half pay leave, extra-ordinary leave or under suspension shall be recorded in his service book showing number of days and grounds of leave so granted.

21.   Officiating employee engaged for certain vacancy period will vacate the post held automatically when an employee on leave returns to resume his duties.

22.   A confirmed employee appointed for a permanent post shall have a right of lien on the post for which he is appointed, and the lien gives him a right to return to the post leaned after serving in duties detailed by the authority concerned outside his post held, or after a period of further study granted leave without pay or at the re-instalment from suspension.

23.   Lein on post will not continue in cases that the employee is absorbed permanently to other post or when his service is terminated by a competent authority concerned.

24.   Offices of the church will maintain attendance register as prescribed by the executive committee.

25.   The whole time of an employee is at the disposal of the church which pays him, and he may be employed in any manner required by the proper authority, without claim for additional remuneration.



The following rules of disciplinary actions are provided as.

1.      Misappropriation of church fund :-

a)      An employee suspected for mis-appropriation of church fund will served show-cause notice within a certain fixed period, to clarify the matter.

b)      Show cause notice shall be served by a competent authority.

c)      If the officer-in-charge is convinced by the clarification that there was no criminal intent, he will report the matter to the Executive Committee while the employee concerned continues his official duties.

d)      If the officer-in-charge suspects that there was criminal intent, after submission of clarification by the employee, he will recommend for the disciplinary action even up to suspension order.

e)      Any case concerning misappropriation of Church Fund shall be considered by the Executive Committee and decision of the Committee for disciplinary action or otherwise, even up to termination of service will be final and binding excepting provisions under sub-sections (h) and (i) below.

f)       If the Executive Committee decides for suspension and issue order to that effect, the employee concerned will be suspended he case is finalised.

g)      In case of suspension, departmental enquiry shall be conducted and the findings of enquiry shall be given to the Executive Committee for its final decision.

h)      If the amount of misappropriated Church fund or loss of Church property with a value less than 1000, and the loss happened due to action taken in good faith, the officer –in- charge can demand payment of the same amount of loss or return the loss property or its equivalent, as the case may be, within a specified period of time, to be fulfilled by the employee responsible for the loss.

i)        If the amount misappropriated is Rs 1000 or more but less than Rs 10,000,  or due to action taken by the employee done in good faith, the concerned  Departmental Board can demand payment of the same amount misappropriated or return of the lost  property or its equivalent to be fulfilled by the employee  responsible within a specified period of time.

j)        Any loss of Church Fund or loss of property valued Rs 10,000/- or more, with or without criminal intent, necessary action shall be taken by the executive committee.

k)      If demands made under (h), (i) and (j) are not complied within the specified period, the competent authority concerned will take necessary further action.

l)        If the loss Church fund or loss of property is due to accident or natural calamity, the matter shall be reported to the executive committee for necessary action.

m)   Any loss of Church fund or Church property suspected or proves to be due to criminal intent or negligence of duty, the matter shall be reported to the executive committee for necessary action.

2.      Any loss of fund or property of the Church and the person responsible is officer-in-charge; including board officers the matter shall be reported to the executive committee or necessary action. Decision so made by the committee shall be final and binding.

3.      Disciplinary actions for negligence of duty shall be-

(a)   Verbal warning shall be given by the officer- in-charge.

(b)   If warning has to be repeated, the second warning shall be served in writing.

(c)    If such warnings are not given proper heed and negligence of duty repeated, the officer-in-charge will calculate the total loss of time due to negligence and payment for such loss of time will be cut from his pay.


The concern officer-in-charge may stay the employee’s annual increments as per his discretionary decision. In this case, the action taken is reported to the executive committee either for information or for necessary action.

(d)   The executive committee may take any suitable disciplinary action for negligence of duty even up to termination of service; such action shall be final and binding.

(e)   Any leave taken beyond the provision or the officer-in-charge such leave shall be treated as absence from duty and his pay shall be cut accordingly.

(f)     If an employee is not satisfied with the disciplinary action taken by the concerned officer-in-charge, he may submit petition to the executive committee for re-consideration, and the decision of the executive committee shall be final and binding.

4.      Suspension:  The following provisions of procedures are to be followed for actions in case of suspension –

a)      The show cause notice shall be served to the concerned employee when the case involved, if found guilty is tantamount to termination of service.

b)      When the case is criminal nature as described in (a) above, immediately after show cause notice is served or when the clarification from the concerned employee received, suspension order shall be issued by a competent authority.

c)      Even before suspension order is served, on the ground of interest of justice, the officer-in-charge may grant leave to the concerned employee under earned leave or under half pay leave, whichever is convenient from accumulated leave for a period not exceeding 30 days, grant should be complied with by the concerned employee.

d)      The authority concerned will institute departmental enquiry commission.

e)      Finding of the commission in the case of suspension order shall be submitted to the executive committee for final decision, and a copy of the findings should also be submitted to the officer-in-charge for information.

f)       Decision of the executive committee shall be final and binding.

g)      When suspension order issued is against the concerned officer-in-charge, or when he is suspected to be involved in the case, only the chairman of the executive committee will serve the suspension order.

h)      When the chairman happens to be in the church service as an employee of the church, suspension order against him will be served by the executive secretary.

i)        Any case of suspension under (g) and (h) above, only the executive committee will institute departmental enquiry and in view of findings of the commission, decision made by the executive committee will be final and binding.

j)        Employee under suspension may draw subsistence allowance with his basic pay excluding other allowances, if the suspension order specifically states that subsistence allowance will be paid.

k)      An employee under suspension may continue his pension fund contribution and if not continued, even if he is re-instated, such period not contributed will be subtracted from his service for calculation of his pension.

l)        Employee re-instated from his suspension may or may not be re-imbursed of pay not drawn during his suspension period and the revocation of suspension order will clearly state for re-imbursement or otherwise.

m)    The authority concerned, as it thick fit, may regularise suspension period as service by granting the period as leave.



1.      Provided that audit instructions or objection shall be carefully studied and examined with provisions of the rules of the church. If not found a contradictory, it should be observed for future handlings of the church fund. An audit objection, if any, shall be scrutinised and necessary actions should be taken.

2.      Provided that, not withstanding any provisions made in this rules, the executive committee, on purely in the interest of the church, shall have power to appoint for a certain post, a person who has already been in the service of the state or of an organisation or of a company and the like, holding a pensionable or permanent post, by absorbing such previous services as church service into or in part so as to enable the person so appointed in the employment of the church may join pension scheme of the church.

Whether the employee so appointed will draw the starting pay or jump to a certained stage of annual increment of the time scale of the category to which he is appointed, shall be under the discretion of the executive committee.

3.      Provided that only the executive committee shall have power of amendment of this rules.

4.      Executive committee may stay or suspend any provision or provisions of these rules in the interest of the church welfare, administratively or spiritually.






By | 2013-03-17T16:19:20+00:00 March 17th, 2013|Kohhran Chungchang, Uncategorized|0 Comments

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