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 An employee with unpublished price-sensitive information must not encourage another person to deal in the related securities.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.

Gift acceptance restrictions prohibit employees from soliciting or accepting gifts from persons with likely official dealings or subordinate employees, while permitting only trivial customary items. Gifts include pecuniary advantages and specified services, but exclude casual social hospitality; lavish or frequent hospitality from persons with official dealings must be avoided. Customary gifts from near relatives or personal friends without official dealings may be accepted subject to reporting requirements, while gifts above the prescribed threshold require Authority sanction. Giving, taking, abetting or demanding dowry is prohibited.

Absence from station overnight by an employee requires prior sanction from the employee's superior where the competent authority so requires, as part of the conduct, discipline and appeals framework.

Unauthorised absence or overstay of leave disentitles an employee to pay and allowances for the relevant period and may attract disciplinary measures, unless circumstances beyond the employee's control are satisfactorily explained. Habitual late attendance may result in forfeiture of one day's casual leave for every three days of lateness in a month, with the forfeited period treated as ordinary or extraordinary leave where no casual leave is due.

Part-time work for a private or public body or private person, and acceptance of related fees, requires prior sanction from the competent authority. Sanction is available only in exceptional cases where the work will not detrimentally affect official duties and responsibilities. The competent authority may require fees received from the approved work to be paid wholly or partly to the Authority.

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.