Employee disciplinary rules prohibit an employee from addressing an appeal, representation or petition to any outside authority or person concerning a matter relating to the employee's service in the Authority. Such conduct constitutes a breach of discipline.

Regulation 75 requires an employee to obtain prior sanction from the competent authority before approaching a court or the press to vindicate an official act subjected to adverse criticism or defamatory attack. It does not restrict action to vindicate the employee's private character or acts done in a private capacity, but any such action must be reported to the competent authority.

Arrest for debt, criminal charges, or detention under legal process results in deemed suspension from the date of arrest or detention, with suspension payment subject to later adjustment. The period is treated as duty on acquittal of all blame or where no improper conduct caused the detention. Imprisonment for debt or conviction involving gross moral turpitude or affecting official duties may attract dismissal or another prescribed penalty. Reinstatement follows where a higher court sets aside the conviction and acquits the employee.

Employees must manage private affairs to avoid habitual indebtedness or insolvency and promptly report debt-recovery or insolvency proceedings to the competent authority. Employees in debt must file signed half-yearly financial statements identifying corrective measures. False statements, failure to submit statements, inability to clear debts within a reasonable time, or seeking insolvency-court protection may attract disciplinary action. Debt and inability to liquidate it are determined by prescribed liability, income, personal-resource, expense, and time-based criteria.

Employees must comply with laws concerning intoxicating drinks or drugs applicable at their place of posting. They must ensure that intoxicating drinks or drugs do not affect duty performance, must not appear intoxicated in a public place, and must not habitually consume intoxicating drinks or drugs in excess. Public places include qualifying clubs, bars, restaurants, public conveyances, and other places accessible to the public.

Employee participation in auctions conducted by the Authority for sale of movable or immovable property pursuant to recovery proceedings is prohibited. The restriction applies to both direct and indirect participation.

Section 50 deems capital gains on transfer of depreciable assets to be short-term only for computing those gains. The deeming fiction does not change the underlying character of a depreciable asset held for more than three years as a long-term capital asset. Accordingly, under Section 74, brought-forward long-term capital loss may be set off against the capital gain computed under Section 50 on transfer of such a long-term depreciable asset.

Employees must not misuse their official position in dealings with outside agencies, market intermediaries or the public. Official clarifications should ordinarily be communicated in writing. Office facilities and official letterheads must not be used to seek allotment of shares or securities for family members, friends or associates. Employees must avoid activities, favours or physical facilities that may compromise integrity and fairness in performing official duties. Use of official position for personal favour for oneself, family members, relatives or friends is strictly prohibited.

Section 307 CrPC permits a Sessions Judge to refer a jury acquittal where no reasonable body could have reached that verdict on the evidence, with recorded reasons. On a competent reference, the High Court independently evaluates the entire evidence, giving due weight to both the judge and jury, and may disregard a verdict affected by material misdirection, non-direction, perversity, or conflict with the weight of evidence. Where accident is pleaded, the charge must address the statutory presumption and special burden under Section 105 of the Evidence Act. Grave and sudden provocation requires loss of self-control in a reasonable person and excludes calculated conduct after time for passion to cool.

Employees must obtain prior sanction from the competent authority before soliciting or accepting contributions or participating in the raising of funds or other collections. The restriction applies to collections in cash or kind and operates irrespective of the purpose for which the funds are sought.

Regulation 69 prohibits an employee from joining or continuing membership in an association whose objects or activities prejudice the interests of the Authority, India's sovereignty and integrity, public order, or morality.

Employee demonstrations are prohibited where an employee engages in or participates in conduct prejudicial to the interests of the Authority, India's sovereignty and integrity, State security, friendly relations with foreign States, public order, decency or morality. The prohibition also extends to demonstrations involving contempt of court, defamation, or incitement of an offence.

Employees are prohibited from private borrowing, lending, securities dealings and guarantees that create financial obligations or conflicts involving brokers, moneylenders, subordinate employees, constituents, or persons and entities dealing with the Authority. Borrowing by dependent family members from such persons is also restricted. Private guarantees or indemnities require prior permission of the competent authority. Employees may obtain loans from a cooperative credit society of which they are members and may stand surety for another member's loan from that society.

Employees must declare assets and liabilities on joining, where applicable on continuation in service, and annually. Immovable-property transactions in the employee's or a family member's name require prior knowledge of the competent authority, while transactions with persons having official dealings require prior sanction. Movable-property transactions above the specified value must be reported within the prescribed period, with prior sanction required for dealings with such persons. A complete property statement, including acquisition sources, may also be required.

Employees are prohibited from engaging in badla trading or from trading or speculating in stocks, shares, securities or commodities. An employee with unpublished price-sensitive information must not encourage another person to deal in the related securities. In allegations of insider trading, the employee bears the onus of proving absence of insider trading.

Employee investment restrictions prohibit direct or indirect investments in equity and equity-related instruments, including convertible debentures and warrants. Exceptions permit units of mutual funds, non-convertible bonds, non-convertible debentures, and rights issues relating to shares already held by the employee. Coverage includes employee investments, guardian-managed investments of dependent children or other wards, and specified family investments made from money received from the employee.

Private trading restrictions prohibit employees from engaging in commercial business on their own account or as agents for others. Employees must not act as agents for insurance companies or participate in the formation or management of joint-stock companies. Canvassing in support of an insurance or commission agency operated or managed by a family member constitutes a breach.

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.

Employees must not solicit or accept gifts, or permit family members or representatives to accept them, from persons with actual or likely official dealings or subordinate employees. Gifts include free transport, boarding, lodging, services and other pecuniary advantages, subject to stated exclusions. Gifts from near relatives or personal friends without official dealings may be accepted on customary occasions, subject to reporting above Rs 25,000; other gifts above Rs 5,000 require Authority sanction. Giving, taking, abetting, or demanding dowry is prohibited.