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CHAPTER X.
he should be entitled to be accompanied by a representative of an accre-
dited trade union of which he is a member, or by one of his fellow work-
men to assist him in presenting his case at the hearing. Suitable time-
limits should be fixed for the disposal of such cases, and no rule should
diminish the power of the competent officer to suspend an employee
where such action is necessary. An employee overstaying his authorised
leave, or being absent from duty without leave, except in a genuine case
of sickness, should be presumed to have left the service and to have for-
feited his right of appeal, subject to the competent officer having dis-
cretionary power. In the event of an employee being dismissed or dis-
charged, he should be entitled to appeal in the first instance direct to the
head of his department or Divisional Superintendent, and, in the event
of his appeal being dismissed, he should have the right of further appeal
to the Agent, whose decision should be final. Where, however, dismissal
involves the forfeiture of his provident fund bonus, he should, as at pre-
sent, have the right of appeal to the Railway Board. An employee
should be entitled to the same facilities for representation at these hear-
ings as is accorded to him at the hearing before the competent officer.
We suggest that the time-limit for these further appeals should not exceed
one month from the time the decision is conveyed to the appellant ; and
within that period no appeals should be withheld from consideration and
determination.
Appeals against Disciplinary Action.

There are other cases in which an employee confirmed in the
service may be charged with an offence which, although it may not
merit discharge or dismissal, may require more than the issue of a warn-
ing. In such cases, the officer who has reason to complain should issue
to the worker concerned a charge sheet setting out the complaint, and its
return should be required with a written explanation within seven days
from the time of its receipt. If it is then necessary to take disciplinary
action such as reduction of grade, stoppage of increment or privileges or a
fine, an order should be issued accordingly, but the employee should
have the right of appeal to his district or divisional officer and be allowed
the same facilities ror representation at the hearing as have been indicat-
ed above. The decision of the competent officer should be final, except
in cases where a reduction of grade is decided upon. In such cases a
right of appeal should lie to the head of the department or Divisional
Superintendent, whose decision should be final. We recommend that
proper records of the disciplinary action taken against workmen should
be kept and that these records should be examined periodically by ad-
ministrative or personnel officers to ensure that disciplinary power is not
abused
Reduction of Establishments.

The only other ground for discharge requiring consideration is
that of reduction of establishment. Circumstances may arise necessitat-
ing a reduction of the staff employed in the various departments. This
is a matter of policy to be decided by the administrations and in our
opinion must be differentiated from discharges connected with discivline