Conviction-based dismissal permitted where offence involves gross moral turpitude or affects Board functions; reinstatement follows acquittal.

An employee may be dismissed or otherwise penalised if committed to prison or convicted for an offence that the Board deems to involve gross moral turpitude or to affect the Board's affairs or the employee's duties; the Board's opinion is conclusive, the penalty may take effect from committal or conviction, and Regulations 52 and 54 do not apply. If a higher court sets aside the conviction and the employee is acquitted, the employee must be reinstated.

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