Question 1

To whom are the fundamental rules applicable?

Accepted Answer

Ans: Under F.R.2, Fundamental Rules are applicable to all Govt. Employees without any exemption. They are not applicable to the contingent workers.

Question 2

Can the head of an office automatically apply the provisions in these rules?

Accepted Answer

Ans: Under F.R.7 unless there is delegation from higher authority no functionary can automatically apply these rules

Question 3

Supposing the head of the office has a doubt in regard to these rules, what is the position?

Accepted Answer

Ans: Under F.R.8 interpretation of these rules will be done by the Government Only. Hence clarification from the Government be sought.

Question 4

Can the head of a department relax the provisions of these rules in case of hardship to the employees in t the application of a particular rule?

Accepted Answer

A. Under F.R.5, the powers of relaxation of rules are vested with the Government and not delegated to Heads of Departments.

Question 5

Can the head of a department delegate the powers vested on him under these rules to his subordinates?

Accepted Answer

Ans: Government only can delegate the powers to the subordinates. Concurrence of finance department is required for delegation, HODs cannot delegate powers on their own (FR6&7)

Question 6

What are the components of the duty period?

Accepted Answer

Ans. The periods of regualar working, Training journeys on duty and the period of foreign service can be treated as on duty. FR 9(6) elaborates this

Question 7

What are the limitations in regard to acceptance of fees?

Accepted Answer

Ans: The original material states limits of ₹250 per annum for recurring fees and ₹400 for non-recurring fees. These figures are historical and have not been independently verified against a current Andhra Pradesh Government order. Do not apply these monetary limits without checking the latest applicable FR 9 instructions and competent-authority sanction.

employee can receive up to Rs.250/- per annum. If it is non-recurring he can receive upto Rs.400/- in a year. If more than the above limited is received 1/3 of the fees should be remitted to Government under F.R.9. For acceptance of fees sanction of controlling officer is necessary.

Question 8

Can a Govt. Servant accept honorarium without any restrictions?

Accepted Answer

Ans: There is no monetary restriction. But for acceptance has to obtain permission from the Unit Head, Under FR.9 & 47

Question 9

What is compulsory wait and who is the competent authority to regularize period of compulsory wait?

Accepted Answer

Ans: Compulsory wait is a period during which a Government servant, after being relieved, awaits posting/assumption of duty, subject to the applicable rules and instructions. The original answer cites Finance (HR.IV-FR) Circular Memo No.3021/136/2017 dated 22-06-2017 and refers to 30/90-day limits. Confirm the current delegation and Finance Department concurrence requirements before regularising any case; the cited memo and limits have not been verified here against a current official consolidated instruction.

But the period of compulsory wait or excess joining time exceeds 90 days, the concurrence of the Finance Department should be obtained. (Cir.Memo.No.3021/136/2017 Dated.22.06.2017 of Finance (HR.IV-FR) Department.

Question 10

What is meant by special pay? Does it count for calculation of the allowances and for the purpose of pay fixation?

Accepted Answer

Ans: Special pay is a pay sanctioned to an employee by considering the arduous duties and additional duties in his work. It does not count for pay fixation, promotion etc. and also for caluculation of allowances.

Question 11

When is a subsistence allowance payable?

Accepted Answer

A: When an employee is kept under suspension, subsistence allowance is payable to him

Question 12

What is meant by identical pay scale?

Accepted Answer

Ans: Pay scales having no difference in regard to minimum of scale, rate and span of increase and maximum are known as identical pay scales

Question 13

What is meant by the term “lien”?

Accepted Answer

14A: Lien is the title of an employee to hold the post, substantively. As per G.O.Ms.: No. 663, dt. 8-11-89, confirmation is necessary in the first post to which an employee is directly recruited.

Question 14

What is the significance of certificate of health?

Accepted Answer

Ans: Under F.R.10 Medical certificate is a must to enter into Govt. Service.

Question 15

What is the maximum period of leave, an employee can be granted under special circumstances?

Accepted Answer

Ans: Not more than 5 years (FR18)

Question 16

What is meant by the term dies -non?

Accepted Answer

Ans: Under F.R.18, Dies non-means a period of willful absence from duty of Government Employee. The period of Dies-non will not be counted for pension, leave, increment and the employee is not entitled for salary for this period.

Question 17

Can the head of an office insist his sub-ordinate to discharge official duties on a public holiday?

Accepted Answer

Ans: Under F.R.11, it can be done

Question 18

Can a probationer be subjected to fresh medical examination during the period of probation?

Accepted Answer

Ans: Yes, if necessary, under F.R.10.

Question 19

When there is a transfer of an employee from one post to the other, is additional time granted to enable handing over of charge to the successor?

Accepted Answer

Ans: If there are large stores in charge of a particular individual and when the transfer is to another place within the headquarters, the Head of the Dept., can give One day additional time. If it is out of station, orders should be obtained from the Govt.

Question 20

How are the services of a Govt. employee regularized when he is working outside the department and proceeds on leave directly from the borrowing department and when the leave is granted by the borrowing department?

Accepted Answer

Ans: Under ruling No.5, F.R.17, when an employee with another department/borrowing department proceeds on leave, and when the leave is granted by the borrowing Dept, his services are deemed to have been replaced at the disposal of the lending Department only on the termination of the sanctioned leave. The transit pay and allowances should be regularized as per the normal rules inforce.

Question 21

Can the head of an office admit an employee who has un-authorised absented himself from duty pending regularization of the period of unauthorized absence?

Accepted Answer

Ans: As per Executive instruction No.3 , Under F.R.18 the Head of the office has to necessarily admit an employee who has remained absent, from duty, when joins to duty and the fact that whether the period of absence has been regularized or not is not a consideration for admitting the employee to duty. Therefore, he cannot be stopped from rejoining duty and separate action can be taken in respect of the unauthorized absence.

Question 22

Who can sanction leave applied by a Govt. Employee for under taking employment abroad?

Accepted Answer

Ans. State Government.

Question 23

What is the procedure in regard to serving of notice on an employee who has been absent un-authorizedly from duty?

Accepted Answer

Ans: Under F.R.18, the competent authority has to initiate disciplinary action against him. The charge memo should be communicated to him through registered post with acknowledgement due, or by person, if the person is not available and not receiving the registered post, the charge memo should be published in A.P. Gazette and it is deemed to have been read by the employee.

Question 24

What is meant by the next below rule?

Accepted Answer

Ans. Under Fundamental Rule 19 (F.R. 19), the benefit of the higher pay scale may be extended to the senior-most employee, even if working outside the regular line, when his junior in the regular line is promoted, subject to the conditions prescribed under the relevant rules.

Question 25

What is the significance of the master pay scale?

Accepted Answer

Ans. At present the master pay scale is ₹20,000 to ₹1,79,000 (RPS 2022) Previously in the part for different category of employees, there were different categories of pay scales with different patterns of increment. So it was difficult to identify the suitable scale. To simplify the process and ensure uniformity in pay fixation, all category-wise pay scales have now been aligned with the Master Pay Scale. This alignment facilitates the identification of the appropriate corresponding stage and enables the fixation of basic pay on promotion in a systematic and consistent manner, subject to the applicable pay fixation rules.

Question 26

What are the emoluments taken into consideration in respect of pay fixation?

Accepted Answer

Ans. Only basic pay will be taken into consideration for pay fixation. However special pay of typist can also be taken into consideration, when the higher post does not carry the special pay in respect of those recruited to service earlier than 24-8-1998.

Question 27

Is it a necessary condition that a pay fixation arises only when the employee is appointed in a time scale?

Accepted Answer

Ans. Under F.R. 35 the pay of an employee can be fixed at a stage below the time scale of pay also. In such cases the pay fixation in the minimum of the time scale does not arise. Similarly in a consolidated pay there is no pay-fixation in time scale.

Question 28

Is a pay fixation allowed protecting previous pay where an employee of an autonomous government corporation is appointed to government service on direct recruitment?

Accepted Answer

Ans. There is no provision to protect the pay of an employee who was earlier working in an autonomous corporation. This concession of allowing pay protection is only for the regular Government employees working in departments of State Government appointed to another post in Govt on direct recruitment. .

Question 29

A regular government employee working in another government department on selection by direct recruitment to another post under the government of A.P. is allowed the benefit of pay fixation taking into consideration the pay drawn by him in the earlier post but if there is no stage in the new pay scale equivalent to the pay drawn by him in the earlier post what is the action taken?

Accepted Answer

Ans. The source material describes pay fixation at the stage next below the pay drawn in the earlier post, with the difference treated as Personal Pay. This treatment must be applied only where the employee and appointment qualify for pay protection under the relevant rule/order. The governing provision commonly cited for eligible regular State Government employees appointed by direct recruitment to another Government post is FR 22(a)(iv), read with G.O.Ms.No.297, Finance & Planning (FW.FR.II) Department, dated 14-10-1996. Verify eligibility and the current wording before fixation.

next increment in the new pay scale.

Question 30

Supposing in respect of the appointment of a government employee in a post at his own request results in the pay fixation in the new post at the maximum of the pay scale of the new post and there by the employee sustains a loss because in the previous post the pay drawn by him is greater than a maximum of the new post. In such cases how is the pay regulated?

Accepted Answer

Ans. The original answer says Personal Pay is not admissible where the employee accepts appointment to the new post at his/her own request. Treat this as a general summary only; verify the applicable FR, the nature of appointment and the relevant Government orders before applying it.

Question 31

What is the marked difference between FR 22(a)(i) and FR 22-B?

Accepted Answer

Answer: The 22 a(i) fixation stipulates that the pay should be fixed in the promotional post at a stage next above the pay drawn by the employee in the lower post whereas in FR 22B, it is permissible. only in respect of cases of officers who are not in advancement pay scales on promotion. It is permissible to add one notional increment to the pay already drawn in the lower post and to fix the pay at next higher stage.

Under G.O.Ms.No.399, Finance (FR-II) Department, dated 18-11-2005, an employee holding Special Grade Scale / Special Promotion Post Scale-I who is regularly promoted to the next higher post on or after 01-07-2003 is covered by the specific proviso permitting pay fixation under FR 22-B. The amendment is deemed effective from 01-07-2003; monetary benefit accrues from 01-04-2005.

Question 32

What happens if an eligible employee does not exercise the FR 22-B option within one month?

Accepted Answer

Answer: Under the amendment described in G.O.Ms.No.145, Finance (FR.II) Department, dated 19-05-2009, if the employee does not exercise the option in writing within one month from the date of promotion, the competent authority (such as the Drawing Officer/Head of Office, as applicable) shall fix pay by adopting the method most beneficial to the employee under the rules in force. The order states that the amendment operates prospectively from its issue date; cases already settled need not be reopened and cases under litigation are not covered. Verify the official order before acting.

Question 33

How should the FR 22-B benefit under G.O.Ms.No.399 dated 18-11-2005 be described?

Accepted Answer

Answer: The order is cited for eligible Government employee who is holding Special Grade/ Special Promotion Post Scale-I when he/she is promoted regularly on or after 1.7.2003 to next higher post, his/her pay in the time scale of higher post shall be fixed in terms of FR 22-B.

Fundamental Rules – Frequently Asked Questions

1.To whom are the fundamental rules applicable?

2.Can the head of an office automatically apply the provisions in these rules?

3.Supposing the head of the office has a doubt in regard to these rules, what is the position?

4.Can the head of a department relax the provisions of these rules in case of hardship to the employees in t the application of a particular rule?

5.Can the head of a department delegate the powers vested on him under these rules to his subordinates?

6.What are the components of the duty period?

7.What are the limitations in regard to acceptance of fees?

8.Can a Govt. Servant accept honorarium without any restrictions?

9.What is compulsory wait and who is the competent authority to regularize period of compulsory wait?

10.What is meant by special pay? Does it count for calculation of the allowances and for the purpose of pay fixation?

11.When is a subsistence allowance payable?

12.What is meant by identical pay scale?

14.What is meant by the term “lien”?

15.What is the significance of certificate of health?

16.What is the maximum period of leave, an employee can be granted under special circumstances?

17.What is meant by the term dies -non?

18.Can the head of an office insist his sub-ordinate to discharge official duties on a public holiday?

19.Can a probationer be subjected to fresh medical examination during the period of probation?

20.When there is a transfer of an employee from one post to the other, is additional time granted to enable handing over of charge to the successor?

21.How are the services of a Govt. employee regularized when he is working outside the department and proceeds on leave directly from the borrowing department and when the leave is granted by the borrowing department?

22.Can the head of an office admit an employee who has un-authorised absented himself from duty pending regularization of the period of unauthorized absence?

23.Who can sanction leave applied by a Govt. Employee for under taking employment abroad?

24.What is the procedure in regard to serving of notice on an employee who has been absent un-authorizedly from duty?

25.What is meant by the next below rule?

26.What is the significance of the master pay scale?

27.What are the emoluments taken into consideration in respect of pay fixation?

28.Is it a necessary condition that a pay fixation arises only when the employee is appointed in a time scale?

29.Is a pay fixation allowed protecting previous pay where an employee of an autonomous government corporation is appointed to government service on direct recruitment?

32.What is the marked difference between FR 22(a)(i) and FR 22-B?

33.What happens if an eligible employee does not exercise the FR 22-B option within one month?

34.How should the FR 22-B benefit under G.O.Ms.No.399 dated 18-11-2005 be described?