Code of Conduct


IASST employees, barring a few exceptions, are bound by CCS (Conduct) Rules, 1964 which prescribe certain dos and don’ts to be observed by the employees. The Conduct Rules while recognizing the rights and privileges of the employee lay down the conduct requirements of a civil servant for an impartial and faithful discharge of his duties and responsibilities.

The Conduct Rules apply to every civil employee (including a civilian in Defence Service and employees of non-statutory departmental canteen/tiffin rooms) except employees of Railways/Railways Board/Financial Commissioner of Railways employees of All India Services, and employees of public corporations, undertakings and autonomous bodies financed by Government, who are also governed by similar conduct rules framed by the concerned organizations/services.


1. Maintain integrity, devotion to duty and ensure the same of his subordinates, and do nothing unbecoming of a Govt. servant, at all times. Action may be initiated where there has been a failure on the part of the supervisory officer concerned to take all reasonable and necessary steps to ensure the integrity and devotion to duty of his subordinate. Habitual failure to perform tasks within time will amount to lack of devotion to duty.
2. Act in his best judgment except when acting under the direction from superior.
3. Give written directions. If oral direction becomes unavoidable, it must be confirmed in writing as soon as possible. Any subordinate receiving oral directions should also seek confirmation in writing from his superior. This is equally applicable to matters considered sensitive or secret.
4. Observe policies of Government on the age of marriage, environment preservation, protection of wildlife and cultural heritage and prevention of crime against women.
5. Inform about the fact and circumstances of his conviction by a court, at the earliest to the superior.
6. Inform about the fact and circumstances of his arrest, if any, to the superior promptly even if subsequently released on bail.
7. Maintain independence, a high degree of integrity and impartiality.
8. Observe courtesy in dealing with MPs and MLAs.
9. Observe proper decorum during lunch hour.
10. Refer to the superior any matter of sanctioning any contract to a company or firm in which any family member is interested or employed.
11. Furnish information about the close relatives of foreign origin or residing in foreign countries in a prescribed format on the first appointment and any change in the particulars at the end of each year (not applicable to Group D employees).
12. Be cautious in associating with socio-religious bodies.
13. Clearly state while participating in media or publishing a book that the views expressed are his own.
14. Avoid habitual indebtedness or insolvency.
15. Inform office, if any legal proceedings for recovery of debt or declaration of insolvency have been initiated or are pending against him.
16. Report to Govt. if any family member is engaged in trade/business or owns or manages insurance/commission agency.
17. Vacate the Government accommodation on cancellation of its allotment within the prescribed time limit.
18. When posted or transferred to a post where there can be a breach of provisions of Rule 16, relating to investments, lending, and borrowing, the employee must inform the Government. The rule prohibits any investment by self or family members which may embarrass or influence the employee in the discharge of his official duties as also borrowing/lending/depositing money with any person, private limited company, firm with whom the officer has official dealings.
19. Abide by law on intoxicants in the area in which the employee happens to be there for the time being.
20.Observe punctuality in the office.
1.Do not act in discourteous manner.
2.Do not adopt dilatory tactics.
3.Do not cause willful delay in disposal of work.
4.Do not make joint representation, as it may be viewed as subversive of discipline. Represent separately in your own name.
5.Dont play cards in the lawns/other office premises except in recreation room or other places approved for the purpose.
6.Dont play indoor games after 7:00 p.m. in the office except on special occasions of tournaments.
7.Do not evade responsibility by seeking directions from the superior when instructions/directions are not needed under the scheme of distribution of powers.
8.Do not use official position or influence to get employment for members of family in any firm/company.
9.Do not assign the contract/give sanctions to any company or firm in which any family member has interest or is working.
10.Do not engage in private practice/consultancy.
11.Do not sublet, lease or otherwise allow occupation of Govt. accommodation by any other person except in the manner provided in law.
12.Do not get associated with a political party/organization.
13.Do not participate/associate with a Indo-foreign cultural organization.
14.Do not indulge in any sort of sexual harassment of women employees.
15.Do not employ a child below the age of 14 years for domestic work(violation of this rule also entails fine up to Rs.20,000 or imprisonment up to one year or both under Child Labour (Prohibition and Regulation) Act, 1986, w.e.f. 10.10.2006.
16.Do not accept awards of monetary benefits from Private Trusts/Foundations etc.
17.Do not use free companion tickets or free milage points earned on tickets purchased for official travel after 23.09.2008, for private travel or family members, except in case of international travel.
18.Do not apply for shares of PSUs if you are involved in decision making process w.r.t. the price of shares.
No employee should bring or attempt to bring any political/outside influence to further his interests in matters of service including for out-of turn allotment of accommodation. For the first violation, a letter will be issued by the appropriate disciplinary authority, for the second violation, a warning letter will be issued and a copy to be kept in CR dossier and, on further violation disciplinary action will be initiated against the employee. Representations from relatives are not to be entertained except when the employee is dead or disabled.
In the matters relating to drinks and drugs a Govt. employee should observe the following instructions:-
1. he should abide by the law relating to intoxicating drinks or drugs for the time being in force.
2. he should not be under influence of intoxicants while on duty.
3. he should not allow the influence of intoxicants to affect work.
4. he should not consume intoxicants in public places (where public have access e.g. clubs or bar in a restaurant, but a lodging room in a hotel is not a public place).
5. he should not appear in public places in a state of intoxication.
6. he should not consume intoxicating drinks or drugs in excess.
7. he should refrain from consuming intoxicant drinks even in official parties.
1.Failure to inform the superior about his conviction, if any.
2.Failure to inform the superior about his arrest, if any.
3.Neglecting wife and family is unbecoming of a Government Servant. If the matter is subjudice, no action should be taken.
4.Participating in proselytizing activities (i.e. converting persons of one caste/religion/party to another) or direct or indirect use of official position for such activities.
5.Practice of untouchability in any form.
6.Playing cards in lawns/other places outside recreation room, playing indoor games after 7:00 p.m.
7.Organising/participating in gherao involving forcible confinement of public servants within office premises. 8.Giving, taking, abeting or demanding dowry.
9.Acts/conducts that may amount to misconduct:
i.Acts prejudicial or likely to be prejudicial to the reputation or interest of master.
ii.Acts inconsistent/incompatible with due/peaceful discharge of duties.
iii.Acts/conducts that make it unsafe for the master to retain the employee in service.
iv.Act/conduct that is so grossly immoral that the employee cannot be trusted.
v.Act that makes master unable to rely on the faithfulness of employee.
vi.Act/conduct such as to open before the employee temptations for not discharging his duties properly. vii.Abusing or disturbing peace in the place of work.
viii.Act of insulting and insubordination to such degree that continuation of the relation of master and servant becomes incompatible.
ix.Habitual negligence of duties.
x.Negligence (even isolated) causing serious consequences.
10.Acts/conducts that amount to misconduct:
i.Acts of infidelity, unfaithfulness, dishonesty, untrustworthiness, theft and fraud or dishonesty in connection with the employers business or property.
ii.Acts of strikes, picketing, gherao, meeting against the provision of law/rules.
iii.Acts subversive of discipline, such as, making a joint representation.
iv.Acts of insubordination/disobedience to lawful/reasonable orders.
v.Gross moral misconduct-riotism or disorderly misbehavior during working hours t the establishment, after factory hours or in business premises.
vi.Habitual late attendance.
vii.Habitual absence without permission and over-staying leave.
viii.Negligence or neglect of work or duty.
ix.Conviction by a criminal court.
x.Any act of sexual harassment of women employees.
Note:Cases of trivial nature should be eliminated from cases proposed for action to be taken against an employee.
11.Associating with a political organization/movement/activity.
12.Membership of or association with Tastriya Swayam Sewak Sangh (RSS) or Jamaat-e-Islam.
13.Participation in activities of the Dharma Pracharak Sanstha or Doordarshi Party.
14.Acting in a discourteous manner or adopting dilatory tactics in dealing with the public, will also attract deterrent action against the employee.
15.Adopting dilatory attitude, leading to delay in decision-making and/or harassment of the public.
16.Unauthorised communication of information and document.
17.Failure to furnish annual return of immovable property within the prescribed time.
18.Criticising in the press the functioning of his own Ministry.
19.Expressing views directly in opposition to the views expressed by Minister in public.
20.Making representation or seeking redressal of a grievance to a higher unless the appropriate lower authority has already rejected the claim or refused relief or unduly delayed the disposal of the case, amounts to unbecoming conduct. The grievance should be addressed to the immediate superior official or the Head of office, or such other authority at the lowest level as he is competent to deal with.
21.Failure to wear proper uniforms by the staffs who are supplied with uniforms. Disciplinary action be taken after three defaults, and in addition, be debarred from supply of uniforms.
22.Unauthorisedly overstaying on deputation beyond the period (or extended period) of deputation.
23.Any other omissions and commissions under Dos and Donts.
1.Joining educational institutions seven outside office hours. The permission is generally granted, but it can be withdrawn if the office work hampers due to the employees pursuit of studies. In case of tenure officers the period of permission should not extend beyond the period of tenure.
2.Joining foreign language classes conducted by Indo-Foreign cultural organizations.
3.Making any transaction of acquisition/disposal of any property with a person having official dealings.
4.Acquiring or disposing an immovable property in the name of the employee or any member of his family, prior intimation to the Government is needed. If the transaction is with a person having official dealing with the employee prior sanction is needed. Acquisition/disposing of any immovable property through Power of Attorney or lease are also covered.
5.Accepting gifts otherwise than on ceremonial occasions or retirement, of value more than Rs. 1500 in case of Group A & B employees and more than Rs 500 in case of Group C & D employees. If permission is not received within 30 days, if shall deemed to have been granted.
6.Joining Book clubs run by foreign agencies.
7.Receiving any complimentary/valedictory address, or accepting testimonials or attending meeting in the employees own/anyone elses honour except in case of farewell on transfer/retirement of an employee or simple/inexpensive entertainments by public bodies/institutions. Receiving awards from private bodies/institutions (without monetary component) rewarding the merit of an officer, for work done outside the purview/function of Govt. Permission for receiving international awards from foreign Govt. organizations, international official bodies and academic institutions/universities, shall be allowed by the administrative Ministry/Department concerned in consultation with the Min. of External Affairs, provided the employee does not strive to seek publicity/international recognition for securing such awards and other conditions.
8.Accepting remuneration for services to cooperatives, prior permission is needed.
9.Participation in competitions/social events organized by private agencies, the primary objective of which is to promote their business activities or their products.
10.For construction of house specific permission under Conduct Rules as distinct from sanction of House Building Advance, is required. Completion report should also be made after the construction of the house.
11.For carrying out repairs of accommodation, exceeding Rs. 10,000.
12.For sale of car/ scooter purchased with loan from Government.
13.Accepting any fee for any work done by the employee for any private or public body or any private person. 14.Accepting part-time lectureship.
15.Permission for part time employment after office hours is ordinarily not allowed except in rare cases.
16.Owning (wholly or in part), conducting or participating in editing/managing any newspaper /periodicals/electronic media except as part of official duty. The permission shall be granted within 30 days from the date of receipt of request. If no communication is received within 30 days, the permission shall be deemed to have been granted. The employee shall clearly state that the views expressed in the book etc are his own and not of the Government.
17.For contesting/canvassing in election for sports bodies.
18.For contesting/holding an elective office in a co-operative society, provided the bye-laws of society provide for eligibility of candidates, tenure, number of terms etc.
19.For making any transaction in any property outside India or with any foreigner/foreign bank/ Government.
20.For visits abroad (before leaving) information in the prescribed format should be provided.


21.For going to court/press for vindicating any official act which has been the subject matter of adverse criticism, prior permission is necessary. Sanction is presumed after 3 months of the request if no communication is received. Vindication of his private character/act done by him in his private capacity is permitted but a report must be submitted of the action taken.


22.In case of allegations against an employee in Press/Media, preliminary enquiry must be done by the Department. If preliminary enquiry indicates that action in Court is needed to vindicate the conduct of the employee, it should be considered whether Government would initiate action in Court or require the employee to take such action. If Government requires the employee to take recourse to court, Govt. will give financial assistance. If the preliminary enquiry raises reasonable doubt on the propriety and correctness of the conduct of the employee, Government would initiate appropriate action against the employee. If the employee on his own desires to institute proceedings in a court to vindicate his character or conduct.
1.He must have the prior permission of the Government,
2.Expenses of the employee will not be reimbursed,
3.Employee can get advances for litigation as per rules.


(a) Prior permission is necessary for any dependent of a Group A employee to take any job in a firm/company having official dealing with the employee. If there is urgency for the dependent to join the job, the fact may be reported and job accepted provisionally subject to permission of the Govt.
(b) If a family member of any Govt. employee takes a job in any company or firm, the employee shall intimate the same to the prescribed authority and that whether he has or had any official dealings with that company/firm.
(c) Prior permission/intimation is needed for acceptance of employment in foreign mission and related agencies, international organizations and foreign mission and related agencies, international organizations and foreign commercial firms in India by any family member. 24. For commercial employment within one year after retirement prior permission must be obtained.
1.To participate in Shramdan organized by Government Department or the Bharat Sevak Samaj but not by private organizations.
2.To join as volunteers in the Civil Defence Service and receive allowances.
3.To join St. Johns Ambulance Brigade.
4.To join Home Guards Organizations is encouraged.
5.To join Territorial Army.
6.To join Bharat Sewak Samaj.
7.Part time examinership in universities.
8.Collection for National Defence Fund.
1.To seek redressal in Court of Law for grievances related to employment and conditions of service. The employee should however, first exhaust the normal official channels of redressal.
2.To join Samyukta Sadachar Samiti mere intimation is sufficient.
3.To publish/broadcast on any subject in an official capacity.
4.To attend purely cultural (non-political) functions and speak there.
5.To undertake social or charitable work, occasional literary, artistic or scientific work.
6.To participate in sports as amateur.
7.To take in registration, promotion and/or management (but not holding an elective office) of a literary/scientific/charitable society or a recreation club or a co-operative society for the benefit of employees, without hindrance to official work. The employee should ensure that the objectives and activities of the organization are not of sectarian or communal in nature. Such participation should be discontinued if asked by Govt. The employee should not accept any fee for the services rendered by him, without previous sanction of the Government.
8.To give evidence before Pay Commission in private capacity.
9.To give evidence on behalf of association.
10.Collection of Funds for National Foundation for Communal Harmony as a volunteer.
11.Participation in Flag Day celebrations including voluntary collection of funds.
12.To make personal contributions to Jawaharlal Nehru Memorial Fund.
13.To participate in games and sports competitions, sponsored by private companies.
14.To join Moral Rearmament Movement.
15.To obtain separate permission for going abroad where an employee has indicated his intention of leaving headquarters/station along with leave address while applying for leave. The leave sanctioning authority shall take prior approval, if required, for permitting the officer to go abroad.
16.NOC is not must for passport, mere intimation to employer is sufficient.
1.Permission is needed to engage in any business directly or indirectly, negotiate/undertake any employment, hold elective office; canvass for election for anybody, canvass for any business owned or managed by any member of his family; take part, except in the discharge of his official duties, in registration/promotion/management of any bank/company/cooperative society for commercial purpose or in making a sponsored radio/TV programme/media programme by a private agency/private video magazine. An employee may be permitted to hold an elective office, if the administrative authority is satisfied that it will not interfere in any manner with the discharge of official duties by him.
2.Undertaking private practice/consultancy work shall not be permitted to any employee.
3.Private medical practice may be allowed in case of employees holding recognized qualifications in any system of medicine, and employed in posts the duties of which do not require the possession of any such qualifications provided the practice is undertaken during spare time, on a purely charitable basis. The employee shall seek prior permission from the Head of Department.
4.Registered Homoeopathists may be allowed to practice.
5.Prior permission is necessary for carrying on (or commissioning for) life insurance business or advertising agency in the name of the employee himself or his wife or dependents, etc.
6.Intimation to the Government is needed if any member of employees family is engaged in trade or business or owns or manages an insurance/commission agency.
7.An employee cannot act as an agent for various Savings Schemes.
8.Prior sanction is necessary for accepting part-time lecturership or part-time employment after office hours.
9.Prior sanction is needed to accept any fee for any work done by the employee for any private/public body or private person.
10.Negotiations for private employment is not ordinarily allowed unless special reasons are there.
11.An employee may be permitted to register himself as an advocate with the Bar Association but he cannot practice.
12.Prior permission is needed for any dependent of any Group A official to take up any job in any firm/company having official dealing with the employee.
1.No employee should speculate in stock, share or other investments.
2.Occasional investment through brokers is not speculation.
3.Frequent purchase and sale amounts to speculation.
4.No investment (such as Directors quota) that would embarrass the Government employee or influence him in discharging his duties should be made by him or his family members.
5.No employee should lend to or borrow from or deposit with any private limited company/person/firm etc with whom he has official dealings, or otherwise place himself under pecuniary obligations to such company/persons/firm, except with prior sanction of the Government. The sanction should be sought in advance and not ex post facto.
6.Employee should not lend money at interest (in cash/kind).
7.He may give/accept small loans from friends/relatives free of interest.
8.He can have credit with bonafide tradesman.
9.He can give advance pay to private servants.
10.If an employee is posted or transferred to a post where there can be breach of the above provisions the employee must inform the Government.
11.Seniors should not ask subordinates to be their sureties.
12.Day-to-day savings bank account transactions are exempt from the provisions of Rule 16(4).
13.Bidding at discount in chit funds amounts to loan (borrowing).


1.All employees ( other than Group D) should submit a return of assets and liabilities ( as on date of appointment) including all immovable properties, shares, debentures, cash, bank, deposits, or other movable properties owned, acquired/inherited/held on lease or mortgage and debts/liabilities incurred directly/indirectly in prescribed form, within 3 months after the date of appointment. Lease here means lease of immovable property for more than one year (except in case of transactions with persons having official dealings where it will have the same meaning as in Transfer of Property Act).
2.Movable property includes (a) jewellery; (b) insurance policies carrying annual premium more than Rs. 10,000 or one sixth of total annual emoluments of the employee, whichever is less; (c) shares, securities and debentures; (d) loans advanced or taken; (e) car/scooter/horse etc; (f) refrigerators, radios, T.V. sets, radiograms etc.
3.Savings bank accumulation need not be reported in annual return; however, purchase of NSCs, UTI deposits etc., exceeding the prescribed limits of Rs. 20,000 for Group A and B employees and Rs 15,000 for GROUP C and D employees, must be reported.
4.Movable worth less than Rs. 10,000 may be added and shown as a lump sum in the return.
5.Articles of daily use (clothes, utensils, etc) need not be included in the return.
6.Individual items of loans not exceeding Rs.1,000 or 3 months emoluments, whichever is less, need not be included in the return.
7.Employee who is a member of Hindu undivided joint family may indicate in the prescribed return form, the value of his share in the family property and if exact value is not known its approximate value.
1.Every employee, belonging to any service or holding Group A and Group B posts, should submit an annual return of immovable property.
2.The return should be submitted in prescribed form giving full particulars of immovable property owned/inherited/acquired or held on lease/mortgage either in his own name/family members name/in the name of any other person as on 31st December of the year.
3.The return should be furnished by 31st March of the next year.
4.The return need not be submitted if the first return was submitted less than six months ago.
5.Where there are no changes during the year in property holdings, the Annual Return stating No change or Same as last year will be sufficient.
6.An entry in CR about submission of annual returns is to be made.


1.Prescribed authority for Rule 18 is Government for Group A (except when lower authority is specified), Head of Department for Group B and Head of Office for Group C & D, employees.
2.For any transaction in any property with a person having official dealings, prior permission of Government is necessary.
3.Government may ask an employee to furnish complete report of all property movable/immovable, acquired/held by him or his family member, including the details of the means/source of acquisition.
4.Any category of Group C and D employee may be exempted from the provisions of Rule 18 except Rule 18(4) with concurrence of Cabinet Secretariat.
5.Transactions made:
(i) out of employees own funds, whether in his own name or in the name of any family member, only need be reported.
(ii) by his family members out of their own funds in their name need not be reported.
(iii) by transfer of any of his property exceeding the prescribed monetary limit must be reported and must have sanction of Government.
6.Transaction between two Government servants also need prior sanction wherever necessary.
1.All transactions made out of the funds of the employee should be with the previous knowledge of the prescribed authority.
2.The employee or any member of his family should not acquire/ dispose of an immovable property without the previous intimation to the Government.
3.Joint family transactions in immovable property, do not need prior permission but must be reported with share of the employee or with complete details of property and the members who share it.
4.Before start of construction of house permission is needed and completion report should also be made.
5.For repairs of accommodation exceeding Rs 10,000, sanction is needed.
6.If permission is not communicated within 30 days, the same shall be deemed to have been allowed.
7.No employee shall without prior permission make any transaction in any property outside India, or with any foreigner or foreign organization/banks/Governments. Permission can be assumed to have been granted after 60 days of the request made in the absence of any communication from the competent authority.
8.In transactions of immovables, while taking permission, if amount is not indicated, then at the conclusion of transaction, the amount should be reported immediately.
9.If property is not satisfactorily accounted, presumption of corruption arises.
10.Pugri charged for renting out ones own house amounts to corruption.
11.Sanction shall not be given for accepting substantial amount as advance rent in violation of States Rent Control Act.
12.Transactions in immovable property under General Power of Attorney also covered.
1.Any transaction in movable property in the name of the employees himself or his family member should be reported, if value exceeds Rs. 20000 in case of Group A & Group B employees and Rs. 15,000 in case of others.
2.On account payment to Co-operative Housing Societies are transactions in movables.
3.Purchases at the same time, from the same shop of many things is treated as one transaction.
4.Bidding at auction arranged in ones own office is an act of unbecoming of a Govt. Servant.
5.For sale of car purchased on loan, the employee is required to obtain the permission required to be taken under the rules governing the advance for the purchase of the car, and a separate permission under the Conduct Rules.
6.Purchases of items for giving presents at the time of marriage will be regulated as per rule 18 (3).
7.Cash prizes exceeding the prescribed monetary limit will be regarded as transactions in movable property.
8.Subscriptions to Chit Funds and Insurance Policies are transactions in movable property.
(a)If the amount received from chit fund exceeds the prescribed limit in Rule 18(3) the matter is to be reported.
(b)If the transactions are with a person having official dealings prior permission of Government is needed under rule 16(4).
(c)If annual premia on all policies taken at the same time exceeds the prescribed limit or one-sixth of employees emoluments, whichever is less, it should be reported.
(d)The employee should report at the time of receiving the sum assured as survival benefit/on maturity of the policy.
9.Transactions of buying and selling in shares, securities, debentures, mutual funds should be reported, if the total transaction in a year exceeds Rs 50,000 for Groups A & B and Rs 25,000 for others.