63. No employee shall engage in any commercial business or pursue it either on his own account or as agent for others, nor act as an agent for an insurance company nor shall he be connected with the formation or management of a joint stock company. Explanation: - Canvassing by an employee in support of the business of insurance agency or commission agency carried on or managed by a member of his family shall be deemed to be a breach of this Regulation. Restrictions on investments in th... ... ...

Section 87A rebate is available against income-tax on total income, including tax on short-term capital gains subject to the special rate under Section 111A for taxpayers governed by Section 115BAC(1A). The applicable provisions contain no express exclusion of such gains from the rebate. By contrast, the specific restriction on rebate for long-term capital gains under Section 112A cannot be applied to short-term capital gains by implication. A later prospective restriction relating to special-rate income does not affect the position for the relevant assessment year.

Rebate on tax liability computed on total income extends to short-term capital gains taxed at special rates. The rebate provision does not distinguish between income taxed at normal rates and such gains, while the special-rate provision and the optional tax-regime provision contain no express exclusion. Consequently, inclusion of short-term capital gains in total income does not, by itself, prevent the taxpayer from claiming the rebate against tax payable on those gains.

62.  (1) An employee shall not solicit or accept any gift or permit any member of his family or any person acting in his behalf to accept any gift from any person with whom the employee is likely to have official dealings either directly or indirectly or from any subordinate employee. Trivial gifts like small packets of sweets, diaries, calendars on the occasion of Diwali and New Year, may however, be exempted. Explanation: - The expression "gift" shall include free transport, boardin... ... ...

61. An employee, if so required by the competent authority, must not absent himself from his station overnight without obtaining previous sanction of his superior. =============... ... ...

60.  (1) An employee shall not absent himself from his duties without having first obtained the permission of the competent authority, nor shall absent himself in case of sickness or accident without submitting a requisite medical certificate. Provided that in the case of temporary indisposition, the production of a medical certificate may, at the discretion of the competent authority, be dispensed with. (2) An employee who absents himself/herself from duty without leave or oversta... ... ...

59. No employee shall undertake part-time work for a private or public body or a private person, or accept any fee thereof, without the sanction of the competent authority which shall grant the sanction only in exceptional cases when it is satisfied that the work can be undertaken without detriment to his official duties and responsibilities. The competent authority may, in cases in which it thinks fit to grant such sanction, stipulate that any fees received by the employee for undertaking t... ... ...

Seeking to influence in service matters is prohibited. No employee may bring or attempt to bring political or other outside influence upon a superior authority to advance the employee's interests in matters relating to service in the Authority. The prohibition operates within the conduct, discipline and appeals framework governing employees.

Employees require prior approval from the competent authority before giving evidence in connection with an enquiry conducted by any person, committee or authority. An employee permitted to give such evidence must not criticise the policy or actions of the Central Government, a State Government or the Authority. Prior approval is not required for evidence before specified government-appointed authorities, judicial enquiries, or departmental enquiries ordered by the competent authority.

An employee must not use position or influence, directly or indirectly, to secure employment with a registered intermediary for a person related by blood or marriage to the employee or the employee's spouse, whether dependent or not. An employee must report to the competent authority when a son, daughter, or other family member accepts employment with an intermediary or undertaking with which the employee has official dealings.

Post-retirement commercial employment requires prior written approval for one year after final cessation of service. The restriction covers employment, agency, directorship, partnership, relevant advisory or consultancy practice, and liaison work with the Authority. Former employees, including contractual employees, also require approval to join or associate with registered intermediaries, with fresh approval required for another intermediary. Approval may be conditioned according to prior dealings and may prohibit representation before the Authority. Refusal requires a hearing, and applications not decided within 90 days are deemed approved.

Outside employment restrictions require an employee to obtain prior sanction from the Competent Authority before accepting, soliciting, or seeking any external employment or office. The restriction applies whether the outside engagement is paid or honorary and operates as part of employee conduct, discipline, and appeals obligations.

Employees require prior sanction to contribute to the press or to make public or publish documents, papers or information acquired in an official capacity. Prior sanction is also required for publishing books or similar printed matter and for delivering public talks or lectures. No sanction is required where a broadcast, contribution or publication is purely literary, artistic, scientific, professional, cultural, educational, religious or social in character.

Employees are prohibited from membership, office-bearing, or direct or indirect association with trade unions of the Authority's employees or federations of such trade unions. They must not resort to, abet, or participate in strikes or violent, unseemly, or indecent demonstrations relating to their own or any other employee's service conditions.

Political neutrality of employees is maintained by prohibiting active participation in politics or political demonstrations. Employees are also barred from standing for election to a Municipal Council, District Authority, other local body, or legislative body.

Employee conduct and duty obligations require honest and faithful service, promotion of the Authority's interests, and courteous dealings with the public, government officers and the Authority. Employees must maintain integrity, good conduct, discipline, devotion and diligence, and avoid unbecoming conduct. They must not use dilatory tactics or wilfully delay assigned work, must exercise official powers according to best judgment unless directed by a superior, and must seek to ensure integrity and devotion to duty among persons under their control.

Employee confidentiality obligations prohibit direct or indirect disclosure of confidential information concerning the Authority's affairs, except where compelled by competent authority or directed in the discharge of official duties. Information acquired through the Authority or official duties cannot be used for personal benefit or for the benefit of friends or relatives. Unpublished price sensitive information may be communicated only when required for official duty. Employees, including contractual and temporary personnel, must make the prescribed declaration of fidelity and secrecy before assuming duties.

Regulation 48 requires every employee to comply with the applicable service regulations and to obey orders and directions issued by persons exercising jurisdiction, superintendence, or control over the employee.

Scope of an employee's service requires an employee's whole time to remain at the disposal of the Authority unless expressly provided otherwise. The employee must serve the Authority's business in the capacity and at the place to which he or she is directed from time to time.

Failure by an employee to join the post within the allowed joining time is deemed to constitute a breach of Regulation 60 under the International Financial Services Centres Authority (Employees' Service) Regulations, 2020.