The CCS (CCA) Rules, 1965 were made by the President under the proviso to Article 309 and Clause (5) of Article 148 of the Constitution, after consultation with the Comptroller and Auditor-General for staff of the Indian Audit and Accounts Department. They set out how Central Government employees are classified, when and how they can be suspended, what penalties can be imposed and how, and how an employee can appeal, seek revision, or seek review of an order against them.

Definitions

• Appointing Authority — the authority empowered to make appointments.
• Cadre Authority — as defined in the relevant service rules.
• Disciplinary Authority — the authority authorised to impose a penalty.
• Government Servant — a member of a Central Civil Service, or the holder of a post in a Central Civil Service.
• Head of the Department — as prescribed under the Fundamental Rules / Supplementary Rules.
• Head of the Office — as prescribed under the General Financial Rules.

Who the rules apply to

Classification of Services & Posts

Classification of Services Rule 4

• Central Civil Services, Group ‘A’
• Central Civil Services, Group ‘B’
• Central Civil Services, Group ‘C’ (includes former Group ‘D’)

Classification of Posts Rule 6

• Central Civil Posts, Group ‘A’
• Central Civil Posts, Group ‘B’
• Central Civil Posts, Group ‘C’

General Central Service Rule 7

Follows the same Group A / B / C structure as above.

Services vs. Posts — what’s the difference?

Appointing Authority for Group A Rule 8

Central Civil Services, Group ‘A’ and Central Civil Posts, Group ‘A’ are appointed by: the President, or any other authority delegated by the President.

Appointing Authority for other Services/Posts Rule 9

For Group ‘B’ and Group ‘C’ Services/Posts, the appointing authority is:

• The authority specified in the Schedule, or
• An authority specified by Order of the President — falling back to the Schedule if no such Order is made

For Group ‘C’ civilian Services/Posts (including civilian posts in the Defence Services), appointments may also be made by officers specifically empowered by the above authorities.

Suspension Rule 10

What is suspension?

Suspension temporarily stops an employee from attending office. An employee may be suspended where their continuance in office is:

• Against public interest
• Detrimental to a proposed inquiry
• A risk of subversion of discipline
• Likely to attract a major penalty (compulsory retirement, removal, or dismissal), as evident from a preliminary inquiry

Typical examples: moral turpitude, embezzlement, deliberate failure of duty, desertion, or loss to Government due to dereliction of duty.

Who can issue a suspension order?

• The Appointing Authority
• The authority to which the Appointing Authority is subordinate
• The Disciplinary Authority
• An authority specified by Presidential order

When can it be issued?

• A disciplinary proceeding is contemplated or pending, or
• The authority believes the employee has engaged in activities prejudicial to the security of the State, or
• A criminal case against the employee is under investigation, inquiry, or trial

Deemed suspension

An employee is automatically deemed suspended if:

If a penalty is later set aside

Rule 10(3): if a penalty of dismissal, removal, or compulsory retirement (imposed while the employee was under suspension) is set aside on appeal or review and the case is sent back for further inquiry, the original suspension is deemed to have continued from the date of that original penalty order, and remains in force until further orders.

Rule 10(4): if such a penalty is instead set aside or voided by a Court of Law, and the Disciplinary Authority decides to hold a further inquiry on the same allegations, the employee is deemed placed under suspension by the Appointing Authority from the date of the original order, continuing until further orders.

General guidelines on suspension

• Suspension continues unless revoked or modified 10(5)(a)
• It may continue until disciplinary proceedings conclude, for recorded reasons 10(5)(b)
• It may be revoked or modified at any time by the authority that ordered it (or one it is subordinate to) 10(5)(c)
• It must be reviewed before the expiry of 90 days 10(6)
• A single extension cannot exceed 180 days 10(6)
• Suspension (including deemed suspension) lapses after 90 days unless extended before expiry 10(7)
• Deemed suspension on detention need not be reviewed if the detention itself extends beyond 90 days (proviso to 10(7))
• An employee already suspended who is then detained beyond 48 hours doesn’t need a separate deemed-suspension order
• Outside job applications from a suspended employee need not be forwarded
• Reasons for suspension must be communicated to the employee if a charge sheet isn’t filed within 3 months

Penalties Rule 11

Minor Penalties

1. Censure — a formal expression of strong disapproval, placed on record.
2. Withholding of promotion.
3. Recovery from pay of the whole or part of any pecuniary loss caused to the Government by the employee’s negligence or breach of orders.
4. Reduction to a lower stage in the time-scale of pay, by one stage, for a period not exceeding three years — without cumulative effect, and without adversely affecting pension.
5. Withholding of increments of pay.

Major Penalties

6. Reduction to a lower stage in the time-scale of pay for a specified period, with directions on whether increments continue to accrue during that period and whether the reduction postpones future increments.
7. Reduction to a lower time-scale, grade, post, or Service for a specified period — barring promotion back during that period — with directions on whether the reduction postpones future increments, and whether original seniority is regained on promotion afterward.
8. Compulsory Retirement.
9. Removal from service (does not disqualify from future Government employment).
10. Dismissal from service (does disqualify from future Government employment).

Compulsory Retirement vs. Removal vs. Dismissal

Compassionate Allowance is governed by Rule 41 of the CCS (Pension) Rules, 2021 (previously Rule 41 of the 1972 Rules) — the ₹9,000 minimum remains the current figure.

Disciplinary Authority

The authorities competent to impose the penalties listed under Rule 11:

Who can institute (start) disciplinary proceedings?

• The President
• A Disciplinary Authority acting on the President’s direction
• A Disciplinary Authority competent to impose only minor penalties can still initiate proceedings for a major penalty Rule 13(2)

Procedure for Imposing Major Penalties Rule 14 & 15

A formal inquiry is mandatory before imposing a major penalty — conducted per Rule 14/15, or under the Public Servants (Inquiries) Act, 1850. The Disciplinary Authority can conduct the inquiry personally or appoint an Inquiry Officer (in sexual harassment cases, the Complaints Committee is deemed to be the Inquiry Officer). Tap each stage below to expand it.

Procedure for Imposing Minor Penalties Rule 16

• Action is proposed against the employee.
• A full Rule 14 inquiry is held only if the Disciplinary Authority considers it necessary.
• The employee’s representation is taken, the Commission is consulted if required, and findings are recorded.

Records to be kept

• Copy of the intimation proposing action against the employee
• Copy of the imputations of misconduct delivered to them
• Their representation, if any
• Evidence produced during any inquiry
• The Commission’s advice, if any, and the employee’s representation on it
• Findings on each imputation of misconduct
• The final order, with reasons

Orders are communicated to the employee under Rule 17. Where employees under different Disciplinary Authorities are jointly implicated in the same matter, a common Disciplinary Authority can be designated to conduct joint (“common”) proceedings instead of separate ones.

Special Procedure in Certain Cases

In three specific situations, the standard Rule 14 inquiry can be dispensed with — but the employee’s other procedural rights largely remain:

Appeals

Appellate Authority & Time Limits

Where no specific provision is made, the appeal lies to whichever authority is designated the Appellate Authority. If the person who made the original order later becomes the Appellate Authority themselves (e.g. through promotion), the appeal instead goes to the authority they are immediately subordinate to.

Period of limitation

An appeal must be filed within 45 days from the date a copy of the order is delivered to the appellant. The Appellate Authority may still entertain a late appeal if satisfied there was sufficient cause for the delay.

Form & contents of an appeal Rule 26

• Filed separately, in the employee’s own name.
• Presented to the Appellate Authority, with a copy forwarded to the authority that made the order.
• Must contain all material statements and arguments relied on, avoid disrespectful or improper language, and be complete in itself.
• The authority whose order is appealed must forward the appeal copy, its comments, and the relevant records to the Appellate Authority without delay — without waiting to be asked.

How an appeal is considered Rule 27

Revision & Review

Revision Rule 29

A competent authority may, on its own motion or otherwise, call for the records of any inquiry at any time and revise an order made under these rules.

Who can revise?

• The President
• The Head of a Department directly under the Central Government, for employees serving under that Head
• The Appellate Authority, within six months of the order it proposes to revise
• Any other authority specified by the President, within whatever time that order prescribes

What can be revised?

• Confirming, modifying, or setting aside an order
• Confirming, reducing, enhancing, or setting aside a penalty — or imposing one where none was imposed
• Remitting the case for further inquiry
• Passing any other order it deems fit

Review Rule 29-A

The President may, at any time and on his own motion or otherwise, review any order passed under these rules — including an order passed in revision — when new material or evidence comes to light that wasn’t available earlier and would change the fundamental nature of the case. Unlike revision, the power of review rests with the President only, not with any other authority.

Miscellaneous Provisions

• Service of notices: in person, or through registered post.
• Power to relax time-limits / condone delay: available for good and sufficient reasons.
• Removal of doubts: any question on interpreting these rules is referred to the President (or an authority specified by the President), whose decision is final.

Frequently asked questions