Arrest or detention for debt or on a criminal charge places an employee under deemed suspension, with payment subject to later adjustment according to whether the period is treated as duty or leave. Full pay and allowances require treatment as on duty and acquittal or proof that no improper conduct caused detention. Committal for debt or conviction involving moral turpitude or official duties may result in dismissal or other penalties. Acquittal after a higher court sets aside the conviction requires reinstatement.

Employees must avoid habitual indebtedness or insolvency and promptly disclose debt-recovery or insolvency proceedings to the Competent Authority. Employees deemed to be in debt must provide signed half-yearly financial statements identifying corrective steps. False statements, failure to submit statements, inability to liquidate debts within a reasonable time, or seeking insolvency-court protection may attract disciplinary action.

Employees must comply with local law on intoxicating drinks and drugs and ensure that no influence affects official-duty performance. They must not appear intoxicated in a public place or habitually use intoxicating drinks or drugs in excess. Public places include public conveyances and accessible locations, but exclude premises where lawful consumption is allowed under a valid licence or permit.

Employee participation in recovery auctions is prohibited where the Authority auctions movable or immovable property pursuant to recovery proceedings under the Act or enactments listed in its First Schedule. The restriction covers both direct and indirect participation by any employee.

Financial creditor standing to initiate a section 7 insolvency application in a consortium lending arrangement involves the relationship between an individual lender's declaration of default and collective decision-making under inter-se arrangements. The issues also cover the security trustee mechanism for holding and enforcing security, procedures for recalling facilities and coordinated enforcement, and the scope of a continuing guarantee and guarantor liability. The appeal was dismissed after no error was found in the appellate order.

Employees must not misuse their official position, seek or accept favours from an IFSC Unit, or obtain personal favours for themselves, family members, relatives or friends. Meetings with outside-agency representatives at residences or temporary tour headquarters for official discussions are prohibited. Oral or personal discussions on official dealings are allowed only where necessary, with the superior informed, and written communication must ordinarily be used. Employees must avoid conduct or facilities that compromise integrity and fairness in duty discharge.

Employee involvement in raising subscriptions requires the previous sanction of the Competent Authority. Employees may not ask for or accept contributions, or associate themselves with raising funds or other collections in cash or in kind, without that sanction. The requirement applies regardless of the objective of the fundraising or collection activity.

Employee association membership is restricted where an association's objects or activities prejudice the interests of the Authority, India's sovereignty and integrity, public order, or morality. Employees must neither join such an association nor continue an existing membership. This conduct and discipline obligation safeguards institutional interests and specified national and public-interest concerns, covering both prospective and continuing membership in associations with such prejudicial objects or activities.

Employees must not engage in or participate in demonstrations prejudicial to the Authority's interests, India's sovereignty and integrity, State security, friendly foreign relations, public order, decency or morality. The prohibition also covers demonstrations involving contempt of court, defamation or incitement of an offence.

Employee financial conduct restrictions prohibit borrowing from persons or entities having dealings with the Authority, debts at race meetings, private lending to IFSC Units, and personal financial-service dealings with IFSC Units concerning regulated financial products. Private guarantees and indemnities require prior permission. Cooperative credit society loans and related surety arrangements are permitted. Subscription to an IFSC Unit's debt instrument is not private lending, while compliant employee investments and transactions are not prohibited personal dealings.

Employees must declare assets and liabilities in the prescribed manner or, pending such prescription, as approved by the Competent Authority. Prior intimation is required for acquisition or disposal of immovable property, while previous sanction is mandatory for dealings with persons having official dealings with the employee. Specified movable-property transactions must be reported within 30 days. A complete property statement, including sources of acquisition, may be required.

Employees who possess unpublished price sensitive information must not encourage any person to deal in the related financial products or financial services. Every employee is deemed an insider for purposes of the SEBI (Prohibition of Insider Trading) Regulations, 2015, as amended, or other insider-trading regulations notified by the Authority. Those insider-trading provisions apply to each employee.

Employee dealing restrictions prohibit employees from using their position to obtain returns or profits from an IFSC Unit on terms more favourable than prevailing market norms. Employees must not obtain financial services concerning a regulated financial product while possessing unpublished price sensitive information. The restrictions also prohibit specified direct or indirect investments in instruments solely listed on recognised IFSC exchanges, subject to exclusions for mutual fund units, non-convertible bonds, non-convertible debentures, and rights issues in shares already held.

The private trading restriction bars employees from engaging in any commercial business, whether on their own account or as agents for others. Employees may not act as agents for insurance companies or participate in the formation or management of joint stock companies. Canvassing in support of an insurance agency or commission agency carried on or managed by a family member constitutes a breach.

Employees must not solicit or accept gifts from persons having actual or likely official dealings with them, or from subordinate employees; this extends to family members and persons acting on their behalf. Gifts include pecuniary advantages such as free transport, boarding, lodging and services, subject to specified exceptions for qualifying personal relationships, casual social hospitality, and nominal customary tokens received at official functions. Lavish or frequent hospitality must be avoided. Social or religious occasion gifts from personal friends without official dealings require reporting when they exceed the prescribed value threshold. Dowry-related giving, taking, abetment and demands are prohibited.

Where required by the Competent Authority, an employee must obtain prior sanction from her superior before remaining absent from the station overnight. If genuine circumstances make advance permission impossible, the employee must notify the Competent Authority within 24 hours after the absence. Station includes the place of posting and contiguous areas specified by the Competent Authority.

Unauthorised absence or leave overstay, unless caused by circumstances beyond the employee's control and satisfactorily explained, results in ineligibility for pay and allowances and may attract disciplinary measures. The period may be treated as extraordinary leave unless followed by discharge, compulsory retirement, removal, or dismissal. Habitual lateness requires forfeiture of casual leave, with ordinary or extraordinary leave substituted where no casual leave is due.

Part-time work for a private or public body, or a private person, and acceptance of related fees require prior approval of the Competent Authority. Approval is limited to exceptional cases where the work does not detrimentally affect official duties and responsibilities. The Competent Authority may require fees or payments received for approved work to be paid wholly or partly to the Authority.

Seeking to influence in employee service matters is prohibited where an employee brings or attempts to bring political or other outside influence to bear on a superior authority to further her interests in matters pertaining to her service in the Authority. The restriction applies to completed efforts and attempted influence alike, protecting superior-authority consideration of employee service interests from improper political or external pressure.

Giving evidence by employees requires prior approval of the Competent Authority where it concerns an enquiry conducted by any person, committee or authority. An employee giving approved evidence must not criticise the policy or actions of the Central Government, a State Government, or the Authority. Prior approval is unnecessary for evidence before specified government-appointed authorities, judicial enquiries, or departmental enquiries ordered by the Competent Authority.