Deputation and external assignment of an Authority employee to serve under another employer may be permitted on terms and conditions specified by the Competent Authority. Such placement cannot be imposed against the employee's will. Deputation is prohibited during the first ten years of employment unless otherwise decided in accordance with the applicable deputation policy.

Regulation 110 permits the Authority to allow its employees to be deputed to military service. Such permission is discretionary and subject to terms and conditions determined by the Authority for each employee and the relevant military-service deputation.

Travelling and halting allowances for employees are payable at rates and on terms and conditions approved by the Competent Authority from time to time. Applicable payment rates and conditions may therefore be determined and revised periodically through the approval-based framework.

Medical aid facilities must be provided to employees and eligible dependents for illness, accident-related injuries, hospitalisation, and domiciliary treatment under applicable guidelines. Comprehensive health insurance may additionally cover all employees and their dependents, subject to terms and conditions determined by the Authority. This insurance option operates alongside the general medical aid framework.

Vigilance cases involving alleged corrupt practices may be investigated by the Central Bureau of Investigation, Central Vigilance Commission, or another approved agency where allegations concern disproportionate assets, criminal misconduct, non-employee evidence, or otherwise warrant referral. Where a prima facie case exists, advice may be sought on disciplinary proceedings. Enquiries may be conducted by a Commissioner for Departmental Enquiries or a nominated person, and the Competent Authority determines penalties after considering advice on the charges and appropriate penalty.

Regulation 106 confers a power to relax time limits and condone delay on an authority competent to make an order. Unless an express contrary provision applies, the authority may extend a prescribed period for an act required to be done where good and sufficient reasons exist or sufficient cause is shown.

Service of orders, notices and other processes under the International Financial Services Centres Authority (Employees' Service) Regulations, 2026 must be effected personally on the concerned employee or communicated to her by registered post. The provision establishes authorised modes for serving communications in conduct, discipline and appeals matters.

The Authority or Chairperson may review an order where newly available material or evidence, unavailable or incapable of production at the original stage, is capable of changing the nature of the case. An employee must receive a reasonable opportunity to represent against a proposed penalty or enhancement. A proposed major penalty, including enhancement of a minor penalty to a major penalty, requires an enquiry under Regulation 88 where no prior enquiry has been held, subject to Regulation 93.

Revisional jurisdiction permits review of disciplinary orders where no appeal has been filed or no appeal lies. The revising authority may alter or set aside orders and penalties, impose a penalty, remit matters for further inquiry, or issue other appropriate orders. Penalty imposition or enhancement requires a reasonable opportunity of representation, and specified major penalties require a disciplinary inquiry where none has already occurred. Revision begins only after appeal timelines expire or an appeal is disposed of.

Implementation of appellate orders under the conduct, discipline and appeals framework requires the authority that made an order subsequently challenged in appeal to give effect to the order passed by the appellate authority. The obligation rests on the original decision-making authority and concerns execution of the appellate authority's directions concerning the appealed order, ensuring their implementation within the applicable service regulatory framework.

Appeals concerning disciplinary penalties or penalty enhancement require examination of procedural compliance, including whether non-compliance caused a constitutional violation or failure of justice; whether disciplinary findings are supported by record evidence; and whether the penalty is adequate, inadequate, or severe. The appellate authority may confirm, enhance, reduce, or set aside a penalty, or remit the matter with directions. Before imposing a specified enhanced penalty, it must ensure an inquiry where none occurred or afford reasonable opportunity of representation.

E-waste management requires bulk consumers to channel end-of-life electrical and electronic equipment through authorised collection, take-back, dismantling, or recycling routes; maintain Form 2 records; prevent mixing with radioactive e-waste; and file Form 3 annual returns by 30 June following the relevant financial year. Multiple offices in one State may submit one consolidated annual return.

Each person must lodge an appeal separately and in that person's own name. The appeal must be presented to the authority to which it lies, with a copy forwarded to the authority that made the challenged order. It must contain all material statements and arguments relied upon, be complete in itself, and avoid disrespectful or improper language. The originating authority must forward the appeal, comments, and relevant records to the appellate authority without avoidable delay and without awaiting directions.

Appeals under the disciplinary and appeals framework must be filed within forty-five days from delivery to the appellant of a copy of the challenged order. The appellate authority may admit an appeal after expiry of that period only where it is satisfied that sufficient cause prevented timely filing, allowing condonation of a justified delay.

Employee disciplinary appeals are allocated according to the competent authority issuing the appealable order. A former employee may also appeal. Appeals from common disciplinary proceedings go to the authority immediately superior to the disciplinary authority, subject to referral to the Authority where the ordinary superior is subordinate to it. If the order-maker later becomes appellate authority, the appeal goes to that person's immediate superior.

Subject to Regulation 96, employees may appeal suspension orders, specified disciplinary penalties and enhanced penalties. Appeals also cover adverse orders concerning pay, allowances, pension, other service conditions, interpretations of regulations or agreements, efficiency-bar stoppage, non-penal reversion, pension entitlement, subsistence allowances, and determinations of pay, allowances or duty status for periods of suspension or between service actions and reinstatement. The term employee includes former employees, while pension includes additional pension, gratuity and other retirement benefits.

Appeals are barred against orders made by the Authority, interlocutory and step-in-aid orders in disciplinary proceedings, and orders issued by the inquiring authority during an inquiry. Suspension orders are excepted from the appeal bar imposed on interlocutory and step-in-aid disciplinary orders, preserving an appellate avenue for suspension orders under the specified exclusion.

Disciplinary action against an employee borrowed from another entity requires prompt communication to the lending authority where suspension or proceedings are initiated. Specified first-category penalties may be imposed after consultation with the lending authority, subject to placing the employee's services at its disposal where disagreement arises. For specified second-category penalties, the employee's services must be placed at the lending authority's disposal and the inquiry proceedings transmitted for further action.

Employees lent to other organisations are subject to a divided disciplinary framework. The borrowing authority may suspend the employee and conduct disciplinary proceedings, while promptly informing the lending authority. For one specified group of penalties, the borrowing authority may make orders after consultation; disagreement requires the employee to be placed at the lending authority's disposal. For the other specified group, the employee and inquiry record must be returned to the lending authority for action by the competent disciplinary authority, subject to prescribed safeguards and any further inquiry considered necessary.

Regulation 93 permits the disciplinary authority to depart from the ordinary inquiry procedure where an employee's conduct has led to criminal conviction, a written finding shows that inquiry is not reasonably practicable, or State security makes inquiry inexpedient. The authority may consider the circumstances and make appropriate orders. In conviction-based cases, the employee may be given an opportunity to represent against the proposed penalty before an order is made.