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The Employee Service Rules of Power Grid

Gompany of Bangladesh Limited (PGCB)-2016

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 Index
Chapter Title Paqe
Chapter‐ I 1.O Preliminary 01
1 l Short Title and Application 01
1.2 Deflnitions 01-04
Chapter‐ Ⅱ 2.O Posts 05

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2.1 Creation of Posts

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2.2 Catesories and Classification of Posts

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2.3 Filline up a Premanent Post
2.4 Probation 06
Chapter-III 3.0 Recruitment and Promotion Policies & Guidelines 07
3.1 Recruitment Policies and Guidelines 07
3 I Recruitment Policies 07
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.2 Obiectives of the Policy 07

3 3 Scope of the Policy 07
3 .4 Strategies of the Policy 07‐ 08

3.2 GuideHnes 08
V 08
3.2.1 Invitation of Applications
3.2.2 Screening 08‐ 10
3.3 Promotion Policies and Guidelines 10
3.3.1 0bieCt市 es ofthe Policy 10
3.3.2 Scope of the Policy 10
3.3.3 Strategies of the Policy 10… 11

3.3.4 Guidelines
Chapter-lV 4.0 General Conditions of Service 12
4.1 Certain Pre-Conditions of Service 12
4.2 Deoution for foreisn training/visits 12
4.3 Transfer 12
4.4Pay and Allowances 12
4.5 Criteria of Promotion
4.6 Pav
4.7 1nitial Pay 13
4.8 Annual IncremenVPay Raise 13‐ 14

4.9 Joining time 14

4.10 Pav during ioining time 14
V 4.1I Period of ioinins time 14
4.12 Leave in transit
4.13L市 eries
4.14 Washing Facilities
4.15 Income Tax

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 Chapter Title Page
Chapter‐ V 5.0 Leave 16
5.1 Types ofleave 16
5.2 Leave Procedure 16
5.3 General Conditions 16‐ 17

5.4 Earned Leave 7

5.5 Casual Leave 7
5.6 Maternity Leave 8
5.7 Extraordinary Leave without pay 8
5.8 Special Disability Leave 18‐ 19

5.9 Ex-Bangladesh Leave 19

5.10 Ouarantine Leave 19
5.11ヽ 江edical Lcave 19
Chapter-VI 6.0 Honorarium, Festival Allowances and Bonus 20
6.1 Honorarium 20
6.2 FestivalAllowances and Bonus 20
6.3 Overtime Allowance 20
\-, 6.4 Shift Duty Allowance 20
6.5 Charee Allowance for combination fo appointment 21
6.6 Traveling Allowance 21
6.7 Medical Beneflt/AHowance 21
6.8 CPF Beniflts 21
6.9 Fringe Benifits 21
Chapter-VII 7.0 General Conduct and Discipline 22
7.1 Fidelity and Secrecy 22
7.2 Conduct and Discipline 22‐ 23

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7.3 Punishment and appeal
7.4 Penalties 24
7.5 Power to impose penalty 24
7.6 Suspension 24
7.7 Inquiry Procedure in cases ofnegligence, 24-25
ineffi ciency. misconduct and comrption
7.8 Procedure for disposal ofa case, where and 25
employee has been convicted by a court of law
7.9 Summary proceedings 25
7.10 Appeal 26
7.1I Reinstatement 27
7 .l2Bar to resign or retire by employees under suspension 27
Chapter-VIII 8.0 Service Record 28
Chapter-IX 9.0 Retirement, Termination and Resignation 29
9.1 Retirement 29
9.2 Resisnation 29
9.3 Tellllination 29
Schedule Appendices 30
Schedule of Direct Recruitment (MD & ED) 31-34
Schedule of Promotion and Direct Recruitment (Core) 35‐ 4ユ
Schedule of Promotion and Direct Recruitment (Non-Core) 4L-61,

MD. ASHRAF HOSSAIN

Company Secretary
Po*erGril Companl cf Eangi;cesh Lld (aqq-rqf..r-c<-<-,fr)
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 Chapter-!
1.0 Preliminary
４日

４１

Short Title and Application

(a) These rules shall be called The Employee Service Rules of Power Grid
Company of Bangladesh Limited (PGCB) -2016.

(b) These rules shall apply to all employees in the employment of the
company except as specifically mentioned in the respective rules.

(c) lt shall come into force as soon as it is approved by the Board of Directors
of the company and on due circulation of the approval for generat
information to the employees.

(d) The Board of Directors of the company may change or amend or repeal
V these rules from time to time as it may deem fit.

1.2 Definitions
a) "Appointing Authority" means the authority empowered to make
appointments i.e., the'Board of Directors'in relation to'Managing Director,
Directors & company secretary' and 'Appointment committee Approved
by the Board' in relation to all other employees.

b) "Authorized Medical Officer" mans a medical practitioner so designated

by the Competent Authority from time to time and if there is no
"Authorized Medical Officer" so designated, any registered medical
practitioner.

c) "Average pay" means the average of pay earned during the twelve
complete months immediately preceding the month in which the leave is
taken or the pay of the employee drawn immediately before proceeding
V on leave which is more favorable to the employee.

d) "Basic Pay" means the pay, which has been sanctioned for a post held by
an employee regularly or in an officiating capacity, or to which he/she is
entitled to by reason of his/her position in the company.

e) "Board" means the Board of Directors of the Company which determines

the policies, procedures, guidelines and directives for its overall
management.

f) i) "Core" means a functional area of a technical services sanctioned by

the Competent Authority.
ii) "Non core" means a functional area of a non technical services
sanctioned by the Competent Authority.

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 g) "Company" means Power Grid Company of Bangladesh Ltd (PGCB).

h) "Competent Authority" means the Board of Directors or the authority

designated or delegated by the Board to be competent for the specific
purpose

i) "Contract" means an agreement between an employee and the company

which lays down the terms of employment.
j) "Controlling Officer" means the officer declared to be the controlling
officer for the purpose of administrative and financial and technical matters
including traveling allowance and medical facilities of a particular employee or class of
employees by the Board of Directors.

k) "Day" means a calendar day beginning and ending at midnight but an

absence from headquarters, which does not exceed twenty-four hours,
shall be reckoned for all purposes as one day, at whatever hour the
absence begins or ends.

I) "Dearness Allowance" means the allowances made for the employees

for compensating higher cost of living.

m) "Deputation" means duty of an employee outside the company but within

the country with lien in the substantive post.

n) "Duty" includes-
l. Service as a probationer and an apprentice provided such service is
followed by an appointment on a permanent post;
ll. Joining time;
lll. The period spent on a duly authorized course of instruction, training or
a visit including the time reasonably required for the journey to and from
the place of such training and visit; and
lV. Attendance at compulsory departmental examination/interview
including a reasonable time required for the journey to and from the
place of examination and the day or days of the examination.

o) "Emolument" means and includes-

i. Pay;
ii. special pay, personal pay, technical pay, officiating pay and additional
pay;
iii. Compensatory allowances other than traveling and medical allowances;
iv. Leave salary/ Leave encashment;
v. Any other payments and fees, if any, in the shape of fixed monthly
addition to pay;
vi. Subsistence allowance; and
vii. Dearness allowance.
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 (p) "Employee" means an officer or staff employed in the approved post of
the company.
(q) "Expensive place" means the city areas declared by the government and
any other places declared from time to time.

(r) "Family" means wife (s) or husband and legitimate children and parents
dependent on the employee.

(s) "First entry post" means post(s) or a percentage of posts as embodied in

the schedule in a category which is filled up by direct recruitment.

(t) "Headquartens" means such place as the Head of office may prescribe and
in the absence of any order to the contrary, means the place where the
office or the place of duty of an employee is located.
(u) "Holiday" means a day declared as such by order of the GovernmenU
Board of Directors of the company.
V
(v) "Honorarium" means a recurring or non-recurring payment made to any
employee by the company as remuneration for special work of an
occasional character.
(w) "Hospital" means any registered hospital/clinic at home and abroad for
the treatment of the employees of the company and their family.

(x)"lncentive" means any compensation scheme or plan made by the

company to motivate the individual/the group for their improved
performance.

(y) "Joining time" means the time allowed to a person to enable him/her to
join a new post on transfer and promotion.

(z) "Misconduct" means conduct prejudicial to good order or discipline or

which is unbecoming of an employee or gentleman and includes
contravention of any of the provisions of 7.1 and 7 .2 of chapter Vll of these
V rules.
(aa)"Month" means a calendar month.
(bb)"Officer" means the employee holding the post of the Sub-Assistant
Engineer/ Junior Assistant Manager or equivalent post up to the post of
Managing Director.
(cc)"officiate" means officiating in a post by an employee by discharging the
duties of that post in which another person holds lien, or when he is
appointed by an authority competent to make a regular appointment to
the post to officiate in a vacant post to which no other person holds a
lien.

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 (dd)"Pay" means the basic pay which has been sanctioned for a post held by
an employee or in an officiating capacity or to which he/she is entitled to
by reason of his/her position in a cadre and includes special pay,
personal pay and additional pay, if any, admissible under general or
special order.
(ee)"Personal pay" means an additional pay granted to an employee to save
him/her from loss of pay in respect of a permanent post held by him/her
due to a revision of pay or to reduction of such pay otherwise than as
disciplinary measure or in exceptional circumstances, on other personal
considerations;
(ff)Selection Committee: means a committee form by the board and will be
responsible for selection of employee for first appoint.

(gg)"Special pay" means an addition in the nature of pay to the emolument of

an employee granted in consideration of -
i. The specially arduous nature of the duties ;or
i. A specific addition to the work or responsibility; or
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ii. The unhealthiness of the locality in which the work is performed.

(hh)"Staff' means an employee including an apprentice who is employed in

the company in any position below the level of Sub-Assistant
Engineer/Junior Assistant Manager (JAM) or equivalent.

(ii) "subsistence Allowance" means a monthly allowance made to an

employee during the period he/she is under suspension;

fii) "Transfer" means the movement of an employee from one headquarters

station in which he is employed to another such station either to take up
the duties of a new post or inconsequence of change of his/her
headquarters;

(kk)"Traveling" means any travel undertaken / made for carrying out the
activities of the company or for its interest.
V
(ll) "Year" means a financial year for the purpose of accounts and finance
and a calendar year for other purposes.

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 Chapter-ll
2.0 Posts

2.1 Greation of Posts

To manage the affairs of the company, posts shall be created by the
Management and approved by the Board of Directors. The Board shall create
all permanent post(s) considering the organization structure, functional
differentiation and job description.

2.2 Gategories and Classification of Posts

The post shall be of the following categories, namely-

(a) A Permanent post shall be a regular post carrying a definite pay grade
ν approved by the Board of Directors deemed to be continued for an indefinite
time and which is included in the organizational setup.
(b) A temporary post shall be a post carrying a definite scale of pay deemed to be
continued for a definite period of time and which is not included in the
organizational setup. The temporary post should be approved by the Board of
Directors.

(c) Outsourcing of any tasU job of a functional area may be made for the interest
of company as per the role only through the approval of the Board of
Directors.

The Board of Directors may create cadres with permanent posts having
similar qualification requirements and job description. Seniority among
employees appointed to posts in such cadres shall thereafter be regulated as
per prescribed rules.

V
2.3 Filling up a Permanent Post
Appointment to all permanent posts shall be made
(a) BY Promotion

Criteria /guidelines of promotion for management and staff position shall be as

per the schedule of recruitment and promotions.

(b) By Direct Recruitment by direct recruitment with provision lateral entry to all
categories of posts, if necessary;

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 2.4 Probation
Persons selected for appointment by direct recruitment in entry level to a
permanent post shall be appointed on probation for a period of one year.
Provided that the appointing authority may, by an order in writing, extend the
period of probation in the case of any person or terminate his service if his
performance during that period is found unsatisfactory.
After successful completion of the period of probation including the extended
period, the incumbent will be appointed in the permanent post for contractual
basis.

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 Chapter-lll

3.0 Recruitment and Promotion Policies & Guidelines

3.1 Recruitment Policies and Guidelines
3.1.1 Recruitment Policies

3.1.2 Objectives of the policy

The objectives of recruitment of the company shall be

(a) To provide the company with quality human resources to ensure health,
survival and growth of the company.
v (b) To ensure adequate and consistent human resources for the effective
operation of the company

(c) To establish a transparent recruitment system.

3.1.3 Scope of the policy

This policy shall be applicable to the company for the recruitment of its
employees for all disciplines at all levels.

3.1.4 Strategies of the policy

(a) There shall be a uniform practice of recruitment in the company.
(b) Recruitment shall be undertaken at the entry level in conformity with the
provisions of these rules.
V
(c) Recruitment on immediate need or on emergency basis shall be avoided as
far as possible and shall rather be based on human resources planning.
Recruitment shall be made on functional/discipline basis such as Electrical
Engineering, Mechanical Engineering, Accounting Service and Human
Resources Management.
(d) Recruitment shall be carried out most efficiently and effectively.
(e) Emphasis shall be given to the development of team work in the company.
Therefore, care shall be taken to recruit an employee having appropriate
qualities and aptitude.
(0 The criteria for screening shall be to determine technical ability and behavioral
trait of the individual. The basic policy of recruitment shall be to recruit with
total corporate performance in mind.

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 (g) No discrimination shall be made in respect of sex, caste, creed, locality etc.
while implementing the recruitment policy.
(h) The primary objective of recruitment shall be to provide the company with
human resource having high morale and discipline, sound mental and
physical health and the requisite qualification.

3.2 Guidelines
3.2.1 lnvitation of Applications

(a) Efforts shall be made to ensure adequate number of job applicants having
requisite qualification. lt may be done through advertisement at least in the
three reputed and well circulated in the national dailies (at least two),
company website, e-mail notification etc.

. (b) Such advertisement shall contain all relevant information about the post
\-, including:
. designation
. pay grade
. educational qualification
' age

.'
experience
nationality
. marital status
. service conditions

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(c) Applications shall be received only at the Headquarters directly or through
post or courier services, e-mail or online.
(d) All applications received shall be given a scroll number and be immediately
acknowledged.

\-' 3.2.1 Screening

(a) The main purpose of the screening process shall be to identify the most
suitable candidate for the company. This screening shall be carried out at the
following stages for all categories of employees of the company.
r screening of eligible applications
r screening through written test
r screening through viva voce and interview
' medical check up

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 (b) All applications shall be scrutinized in respect of completeness and eligibility.
lncomplete applications and those which do not fulfill the qualification criteria
shall be rejected.
(c) Only the concerned committee authorized or the officer shall make screening
of applications.

(d) Written test shall be considered as an important screening device for all
positions. Where number of applications received for any position except
entry positions is so less that effective screening through viva-voce is
possible, written test may not be considered for selection purpose. Only the
acceptable applicants shall be allowed to sit for a written test. The marks
distribution should be as follows:

Analytical ability - 20 points

Relevant Subject matter - 40 points
General knowledge - 20 points

V
Bengali, English & Power Sector - 20 points
= 100 Points
(e) Maximum 3 applicants securing highest points in order of merit against each
position shall be called for the viva- voce. However, any applicant securing
less than 50% in the written test shall not be invited for the viva-voce.

(0 5-7 members viva board for recruitment of officers from the position of Junior
Assistant Manager to the General Manager shall be constituted by the
company board where at least one member from Power Division and one
outside specialist should be include viva board will distribute marks for the
assessment of candidate(s). Board may follow out sourcing for conducting
written test.
(g) Candidates securing less than 60 points/marks (i.e.) in viva voce shall be
rejected.
(h) A list of successful candidates shall be prepared by adding the scores secured
in the written test and viva voce.
v (i) ln case of recruitment of staff (not officers), 4-5 members viva voce board shall
be constituted by the company board taking at least one member from the
Power Division. The viva board will distribute marks for the selected
candidate. Board Decision will be followed for marks allocation in written and
Viva for different positions.
0) Candidates securing less than 60% marks in viva shall not be considered
eligible for selection.
(k) Successful candidates shall be requested to report to the Medical Officer of
the company on a particular date and time for medical check-up.

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 (l) Candidates declared fit by the medical officer shall be issued appointment
letters in order of merit to join the company on a particular date mentioning at
least the following conditions:
. lt shall be on contractual basis.
. Every employee shall, before joining service sign declaration of fidelity and
secrecy in the prescribed form.
. Appointment regularization in the entry post shall be subject to following
terms and conditions:
. Satisfactory Performance Report (Minimum 70 marks)
. Satisfactory Police Verification Report
. Satisfactory Performance Evaluation Report in Departmental Foundation
Training Course (Minimum 60 marks).
. Satisfactory quota certificate verification report, if any ( if applicable).

This appointmenUcontract shall be reviewed at the end of each contract.

V Service may be extended on the basis of result and performance (at least 70
marks).

3.3 Promotion Policies & Guidelines

3.3.1 Objectives of the policy

The main objectives of promotion policy of the company shall be

ａ   ｂ

To ensure the promotion at competent personnel.

To create an internal environment for high morale and good performance of
employees.
c. To create a sense of belongingness among the employees.
d. To have a stable, high quality and continuously improving workforce.

3.3.2 Scope of the policy

This policy shall apply to all employees up to the level CE/GM or equivalent.

3.3.3 Strategies of the policy

a. Promotion shall be made keeping the long-term organizational and individual

goal in view.
b. Promotion in the company shall be fair and free from any influence and
biases.

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 The main purpose of promotion shall be to ensure the employee motivation to
continue to make persistent efforts to improve them.
d. Promotion shall be administered against a vacancy with due consideration to
the terms and conditions envisaged in the service rules.
Promotion in the company shall be given without any discrimination based on
sex, caste, creed, locality etc.
ｆ

Promotion to any post shall be on the basis of merit cum seniority. .

．
 

All company should prepare seniority list which will be approved by the
ｇ

competent authority. Cadre wise seniority list of all employees shall be kept by
the company. The promotion of employees should be considered only on
cadre basis.

3.3.4 Guidelines
a. Promotion of all employees shall be subject to the fulfiltment of required
period of service as stipulated in the schedule of Recruitment and Promotion
and the rating of performance appraisal.
V b. Promotion to the post of Assistant Manager and equivalent shall be subject to
the fulflllment of conditions stipulated in the
schedule of
RecruitmenUAppointment and the rating of the Performance Appraisal. Each
and every promotion shall be judged through an interview. The company
board shall be approved the lnterview board for promotion.

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 Chapter-lV
4.0 General Conditions of Service

4.1 Certain Pre-Conditions of Service

(a) Unless in any case it is otherwise distinctly provided, the whole time of an
employee shall be at the disposal of the Company and he/she may be
employed in any manner in any place required by the Company.
(b) Two or more employees shall not be appointed on a substantive basis to the
same post at the same time.
(c) An employee shall not be appointed to two or more posts at the same time.
(d) Considering the technical nature of the company and employee motivation,
career path needs to be established.
(e) ln case of promotion or direct appointment (applying through proper channel)
of an permanent employee of the company to the higher post, his/her
V previous length of service shall be counted as continuous service for
calculating the leave, CPF & Gratuity. ln this case, the CPF membership and
contribution will be continued during the probation period.

4.2 Deputation for foreign training/ visits

An employee may be allowed to visit overseas countries with the approval of
the Managing Director in the case of all officers & staff up to the level of Chief
Engineer/General Manager and with the approval of the Board of Directors in
the case of Managing Director/Executive Director for training, seminar,
workshop, study, medical treatment, contract negotiation, witnessing, testing,
inspection, on leave or for any other purpose whether official or private.

4.3 Transfer
An employee may be transferred from one post to another or from
▼ one jurisdiction to another jurisdiction of the Company. The transfer activities
will be done following the approved "Transfer Policy of PGCB-2015".

4.4 Pay and Allowances

An employee shall draw the pay and allowances attached to the post with
effect from the date he/She assumes the duties of that post and shall cease to
draw the pay and allowances as soon as he ceases to discharge those duties.
Note: ln this rule, "date' means the forenoon of the day in question, for
example, if charge ts assumed or transferred before noon of a day, it shatl
take effect from that day and if charge is assumed or transferred in the
afternoon, it shall take effect from the following day.

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 4.5 Criteria of Promotion
Criteria of promotion of employees are laid down in the promotion guidelines
and the recruitment and promotion schedule.

4.6 Pay
An employee while on duty shall draw the pay approved for his/her post, as
fixed from time to time.

4.7 lnitial Pay

(a) The initial pay of an employee on first appointment shall be the grade of pay
of the new post to which he/she is appointed.
(b) The initial pay of an employee appointed on promotion shall be fixed at the
stage of the grade of pay of the new post which is next above his/her basic
pay including personal pay of the old post

Provided that if an employee has previously worked in the same post, or a

contractual post on the same grade of pay, the initial pay shall not be less
than the basic pay which he/she drew on the last month, and he/she shall
count for an increment for the period during which he/she drew that pay on
last month of before.

4.8 Annual lncremenU Pay Raise

(a) Annual incremenU Pay raise shall be based on the rating of the performance
appraisal provided that the employee will get increment achieving at least 70
marks in Annual Performance report.
(b) The conditions under which the service count for an increment to the grade of
Pay of the post held by an employee are as follows:
i. duty in the post;
ii. service in another post, whether in substantive or officiating capacity or on
deputation;
iii. leave other than an extraordinary leave;
iv.lf an employee after officiating in a higher post is reverted to a lower post, the
period of service in the higher post shall count for increment in the lower post;
and

MD. ASHRAF HOSSAIN

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Pora Gnd Company of Eanglade$ Lld. I
 v. when two posts are on identical grades of pay it should be held that the duties
and responsibilities of the posts are not very different in nature irrespective of
the fact whether the pay of the posts is borne in the permanent organizational
setup or is paid from contingency and the duty rendered in any such post shall
be allowed to count towards an increment.
(c) An employee may, in the case of first appointment in recognition of special
qualification or experience, and in other cases, in recognition of outstanding
performance or merit, be granted one or more advance increments in a grade
of pay, by the competent authority.

(d) No additional allowance shall be allowed for holding the charge of a superior
post which has never been filled up through an appointment.

(e) For holding additional charge of another post, the employee shall draw the
pay of his/her own post plus an additional Allowance as per Clause 6.6

4.9 Joining time

Joining time may be granted to an employee: to join a new post to which
he/she is appointed on transfer or on promotion while on duty in his/her old
post;

4.10 Pay during joining time

(a) Joining time shall be regarded as on duty during joining time and shall be
entitled to the pay of his/her old post.
(b) An employee, who does not join his/her post within his joining time, shall not
be entitled to any pay or leave salary on the expiry of joining time.

4.11 Period of joining time

(a) The joining time admissible to an employee whose transfer does not involve a
change of residence from one station to another is one day only, a holiday
counting as a day for this purpose, provided if there be more than one holiday,
he/she should join immediately after the holiday.
(b) ln the case of transfer involving a change of residence from one station to
another, a period of seven days shall be allowed for shifting including holidayp),
if any.
(c) Travel by road not exceeding 5 miles to or from a railway or steamer station at
the beginning of the journey shall not count for joining time.
(d) The Appointing authority may, in the exigency of service, curtail, or in any
special case, extend the period of joining time admissible under this rule.

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MD. ASHRAF HOSSAIN
u,\:JX4i\e,i ;;ir)
Company Secretary |

Power Grrd Company of Bangiadesh Ltd.

 4.12 Leave in transit
lf an employee takes leave while in transit from one post to another, the
period which has elapsed since he handed over the charge of his/her old post
shall be included in his/her leave, unless the leave is taken on medical
certificate. ln the later case, he/she may be allowed joining time in addition to
leave.

4.13 Liveries
(a) Employees shall be provided with (02) two sets of uniforms/ dresses every
year free of cost by the company. Under the provision, an officer shall be
entitled to two sets of shirts and pants, a pair of shoes and a tie every year. A
security guard shall be entitled to two sets of pants and shirts, one belt, one
cap, one pair of boots, a rain coat and a whistle in every year while a member
of technical staff such as lineman, electrician, plumber, helper shall get two
sets of pants and shirts ,one pair of shoes/gum boots and a rain coat
V appropriate of his/her nature of job. The drivers, gardeners, MLSS etc, shall
be provided with two sets of pants and shirts, one pair of shoes and a rain
coat in a calendar year.

(b) Officer and staffs posted in Sub Station or Line Maintenance activities will be
provided safety gear.

414 Washing Facilities

Employees shall be provided washing allowance every month approved by
the board from time to time

4.15 lncome Tax

An employee shall pay income tax on his/her taxable income. Company shall
deduct the income tax payable by him/her at source as per the Govt. Rules
▼
and pay the same to the Government exchequer.

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MD.ASHRAF HOSSAIN 1能
Company Secretary i淋
Portef 6nd Company 616anc13desh Lld

15
 Chapter-V
5.0 Leave
Unless otherwise stated, leave of an employee shall be governed by the
provisions laid down in this chapter.

5.1 Types of leave

(a) Earned Leave (b) Casual Leave

(c) Maternity Leave (d) Extra-Ordinary Leave

(e) Special Disability Leave (f) Compensatory Leave

(g) Ex-Bangladesh Leave (h) Quarantine Leave

ν
(i) Medical Leave

5.2 Leave Procedure

(a) Leave account of every employee shall be maintained as per the rules and
procedures of the company as laid down in this chapter.
(b) All applications for leave shall be submitted to the competent authority in the
prescribed form.

(c) All types of leave to be enjoyed by the employee up to the level of Executive
Director shall be approved by the Managing Director or by his/her delegated
officials but leaves for Managing Director, Board will approve the leave.

5.3 General Conditions

V (a) An incumbent shall be entitled to enjoy the leave admissible under the rule
provided such leave is due to his/ her credit. An employee shall obtain the
information regarding the status of his / her leave in the account from the HR
department.
(b) Any leave prayer may be rejected or the time and period of leave may be
rearranged and granted in the interest of the company.
(C) An employee shall not overstay without the prior approval of the competent
authority after proceeding on leave.
(d) lf an employee fails to attend his/ her duty due to illness, the competent
authority shall be informed of such illness either on the same day or on the
next immediate day. lf the period of absence due to illness exceeds 3(three)
days, the incumbent shall provide the medical certificate for the period of
absence.

MD.ASHRAF HOSSAIN
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 (e) An employee may be recalled from leave to duty before the expiry of his/ her
leave if the exigencies of service so warrants.
(0 lf an employee remains absent for more than 15 (fifteen) days without any
permission, it shall be treated as misconduct.
(g) Leave is a privilege; it cannot be claimed as a matter of right.

5.4 Earned Leave

(a) Full average pay: Leave on full average pay shall be earned at the rate of
lnlh of the period spent on duty and the maximum that may be accumulated
shall be of 6 months at a time. But in case of refusal of earned leave, such
rule shall not apply. The refused leave shall be added to the accumulated
leave but encashment of 100% refused earned leave shall be admissible
under this rule. The amount of leave on full average pay that may be taken at
a time shall not exceed 60 days.
V
(b) Half average pay: Leave on half average pay shall be earned by an
employee at the rate o1l12th of the period spent on duty and accumulation of
such leave shall be without limit. lt shall be permissible to convert leave so
allowed into leave on full pay on submission of medical certificate up to a
maximum period of 12 months exclusive of the encashment of the leave as
mentioned in clause (a) above.
(c) Encashment: The unavailed earned leave referred to clauses (a) & (b) above
may be encashed at the time of retirement or at the time of separation from
the service with the company.

5.5 Gausal Leave

(a) An employee shall be granted 20 (Twenty) days of casual leave in each
calendar year. Such leave may be availed by an employee with the approval
V of the competent authority. Casual Leave shall be change if the government
order changed.
(b) Casual Leave cannot be enjoyed for more than 10 (ten) days at a stretch.
(c) Casual leave shall not be enjoyed between leaves. However it can either be
prefixed or suffixed
(d) casual leave cannot be carried forward to the next carendar year.

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 5.6 Maternity Leave
(a) A female employee shall be entitled to maternity leave for a period of 6 ( Six)
months which is not debitable to the leave account.
(b) A female employee shall be entitled to such leave if the request for granting
the leave is not suggested by a registered medical practitioner or retainer
doctor appointed by the company.
(c) A female employee of the company shall be entitled to maternity benefit up to
two surviving children.

5,7 Extra ordinary Leave without pay

(a) An extra ordinary leave without pay may be granted when an employee does
not have any leave to his credit but when the employee concerned applies in
writing for the grant of such leave.
(b) The period of an extra ordinary leave without pay shall not be more than 3
ν (three) months at a time but such period may be extended under the following
conditions:
When the employee is under medical treatment.
When the competent authority is satisfied that the said employee is unable to
attend his/ her duties due to unavoidable circumstances.
When the competent authority may convert the period of absence without
leave into extra-ordinary leave with retrospective effect.
lV The complement authority of the company may approved study leave for an
employee for not more than 02 (two) years without pay.

5.8 Special Disability Leave

(a) Special disability leave may be granted by the competent authority to an
employee who is disabled by an injury received in the course of employment
and out of employment
‐
Provided that an employee shall be granted leave for accidental injury arising
out of and in the course of employment for such a period as it incapacitates
him/her to attend the duty subject to the submission medical certificate.
(b) Special disability leave shall not be granted unless disability is manifested
itself within three months of the occurrence to which it is attributable and the
person disabled acts with due promptitude in bringing it to the notice of the
competent authority.
(c) The leave may be granted for the period as recommended by the doctor
appointed for this purpose. Such leave shall not be extended without the
certification of the doctor. The period of this leave will be 12 months but
extraordinary up to 24 months.

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 (d) Special disability leave may be combined with leave of any other kinds.
(e) special disability leave may be granted more than once if the disability
is aggravated or reproduced in similar circumstances at a later date but more
than 24 months of such leave shall be granted in consequence of any one
disability.
(0 special disability leave shall be treated as on duty and shall not be debited
against the leave account.
(g) An employee shall be entitled to full average pay as Leave salary during
special disability period.

5.9 Ex-Bangladesh Leave

An employee may be allowed Ex-Bangladesh leave for purposes of
pilgrimage, treatment, meeting or visiting close family members, study,
outside Bangladesh. ln such cases, the maximum leave allowed shall not
exceed 60 (sixty) days in a calendar year and shall be debited from earned
leave or shall be counted as extra-ordinary leave without pay. This leave up to
‐ Executive Directors shall be granted by the Managing Director and for the
Managing Director by the Board.

5.10 Quarantine Leave

Quarantine Leave is the leave of absence from duty necessitated by the order
not to attend the office in consequence of the occurrence of the infectious
/
diseases in the family household of an employee. Such leave may be
granted by the head of the office on the certificate of a medical or a public
health officer for a period not exceeding 21 days or, in exceptional
circumstances, 30 days. Any leave necessary for quarantine purposes in
excess of this period shall be treated as ordinary leave. Quarantine leave may
also be granted where necessary, in continuation of other leave subject to the
maximum amount of admissible under this rule. An employee on quarantine
leave shall treated as on duty during the leave.

5.11 Medical Leave

(a) Medical leave may be granted by the competent authority to an employee on
acceptable medical ground. The leave may be granted for the period as
recommended by the doctor appointed for this purpose. Such leave shall not
be extended without the certification of the doctor. The period of this leave will
be maximum 3 months.
(b) Medical leave may be combined with leave of any other kinds.
(c) Medical leave shall be treated as on duty and shall not be debited against the
leave account.
(d) An employee shall be entitled to full average pay as Leave salary during
special disability period

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 Chapter― Vi

6.0 Honorarium, Festival Allowances and Bonus

6.1 Honorarium :

(a) The Board may grant an honorarium to an employee for work performed
which is not included in his/her job description and occasional in character
and either so laborious or of such special merit as to justify a special reward.
(b) The Board may, on a casual or intermittent basis, and under such conditions
as it may prescribe, allow any of the employees, in individual cases or class of
cases, to provide service to another organization at a fee prescribed by the
appointing authority for work done or service rendered by him/her to such
department or organization. A portion of the fee as decided by the appointing
authority shall be paid to the concerned employee or employees.
つ

6.2 Festiva! Allowances and Bonus:

(a) An employee shall be entitled to 2 (two) festival allowances equivalent to two
months basic salary in a year.
(b) Bangla New Year allowance (Boishaki Bhata) at the rate of 20o/o of basic one
in a year.

(c) The Board, in relation to a fiscal year, may provide performance incentive
bonus to an employee at such rates and on such conditions as it may deem fit
subject to the achievement of KPI or net profit. The government shall set and
evaluate the KPI target and accordingly will approve the incentive bonus for
the company.

6.3 Overtime Allowance

Overtime shall be discouraged in principle. lt shall be avoided where there is a
V shift operation. However, where manpower is less than the setup and/or in the
event of emergency, overtime work may be allowed if the concerned
controlling officer orders to do so. The total hours of overtime shall not exceed
14 (fourteen) hours in a week but not exceed in 50 hours in a month. No
overtime allowance shall be allowed, if an employee draws daily allowance for
the period.

6.4 Shift Duty Allowance

When an employee (both the officer and the staff) is required to work regularly
on rotating shifts, he/she shall be allowed the shift duty allowance at the rate
of 15o/o of the basic during the period of shift duty.

20
MD.ASHRAF HOSSAIN
Company Secretary
PowelGndColnpanydBandadeshL‖
 6.5 Charge allowance for combination of appointment
When an employee is assigned to perform duties of another post, in addition
to his own duties, he/she may be allowed an additional allowance on the
following terms and conditions, namely
(a) there shall be a formal order of the Competent Authority for holding the
additional post;
(b) no additional allowance shall be allowed for holding an inferior post;
(c) no additional allowance shall be allowed when the period of dual charge is
less than 3 weeks or more than 12 months
(d) no additional allowance shall be allowed for holding the charge of a superior
post which has never been filled up by appointment; an

v (e) for holding additional charge of another post, the employee shall draw the
pay of his/her own post plus an additional 20o/o (not extending tk. 5000) of
his/her pay as charge allowance.

(0 For holding additional charge of another post and shift duty simultaneously
the employee shall be allowed to draw either additional charge allowance or
shift allowance whichever is higher.

(g) No overtime allowance shall be allowed if an employee draws additional

charge allowance for holding another post.

6.6 TravelingAllowance
An employee shall draw traveling and dearness allowance as per the rates
and conditions fixed by the board.

6.7 Medical BenefiU Allowance

\-/ An employee shall be allowed medical benefits / allowances as per the rates
and conditions fixed by the board.

6.8 CPF Benefits

An employee shall be allowed CPF benefits as per the rates and conditions
fixed by the board.

6.9 Fringe Benefits

An employee shall be entitled to fringe benefits against such items and at
such rates as per decision of the company board

A
21
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Secretary
Company
Poner Grid Company of Banglade$ Ltd.
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 Chapter-Vll:
7.0 General Conduct and Discipline

7.1 Fidelity and Secrecy

(a) Every employee shall maintain strict secrecy regarding the affairs of the
company and shall not communicate directly or indirectly to any person the
information which has come into his/her possession in the course of his/her
duties whether from official sources or otherwise, unless he is required to do
so by law or directed by a superior officer in the discharge of his/her duties.
(b) Every employee shall before joining service, sign declaration of fidelity and
secrecy in the prescribed form.

7.2 Conduct and Discipline

(a) Every employee shall-.
i. Conform to and abide by these rules;
ii. Remain aligned to the company vision, mission, policies and goals
iii. Demonstrate and participate in the process and show commitment through
performance
iv. Observe, comply with and obey all orders and directions which may, from time
to time, be given by the Company and any person or persons under whose
jurisdiction, superintendence or control he may be;
v. Serve the Company and discharge his assigned duties faithfully, honestly and
diligently;
vi. Use his utmost endeavor to promote the interests of the Company;
vii, Observe proper decorum, attend otfice / duty wearing uniform, use safety
dresses and show courtesy in all matters to all concerned and the members of
the public; and
\.'/
viii. Maintain strict secrecy regarding the affairs of the Company

(b) No employee shall-

i. Associate himself/herself with any political organization, front organization of

political parties or otherwise take active part in politics or any political
demonstration;
ii. Absent himself/herself from duties, or leave his/her station without obtaining
permission from his/her controlling officer;
iii. Make any public statement'through media such as press, radio or television
or e-mail or internet or web-site, unless specifically authorized to do so by
the Company excepting on Company's day to day routine matters.

22

MD. ASHRAF HOSSAIN \..^ - 6h-

Company Seuetary
Pourt Gnd Company of Bangladesh Ltd.
 lV. Accept or seek any other employment or office or part-time work, whether on
payment, stipendiary or honorary, without previous sanction of the appointing
authority.
V. Engage in any trade or business without specific approval of the appointing
authority.
V:. lndulge in parochialism, favoritism, victimization, willful abuse of office,
seizure (Gherao) of office or any officer or coercion to officer/staff in a body or
individually.

Notwithstanding anything contained in clause (v) and (vi) of the above sub-
rule, an employee may undertake occasional work of a purely professional,
literary or artistic nature provided such work does not cause any
embarrassment to the company.

(C) No employee or member of his family shall-

Accept any gift or concession from any employee or person having or likely to
▼ have dealing with the company; and
Lend money to, or borrow money from, or place himself/herself under any
pecuniary obligation to any person or firm having or likely to have dealings
with the company.
(d) No employee shall be a member, office bearer or representative of any
association or union other than a philanthropic, religious, social or
professional organization unless such association or union is organized for
the welfare and safeguard of the interest of the employees under the terms
and conditions of the company rules and regulations in force.

7.3 Punishment and appeal

Grounds for penalty-Where an employee -
(a) ls guilty of negligence to his duties; or
(b) ls inefficient, or has ceased to be efficient; or
V
(c) ls guilty of misconduct; or
(d) ls corrupt, or may reasonably be considered corrupt because-
(i) He/she is, or any of his dependants or any other persons through him/her or
on his/her behalf. is in possession of wealth which is disproportionate to
his/her known source of income; or
(ii) He/she has assumed a style of living beyond his ostensible means; or
The authority may impose on him/her one or more penalties specified in
clause 7 .4 of this chapter.

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 7.4 Penalties
(a) There shall be the following penalties, namely: -
:. Censure;
Withholding, for a specified period, of increment or promotion.
Recovery from pay of the whole or part of any loss caused to the company by
the negligence or any other misconduct of the employee;
Removal from service; and
V Dismissal from service

(b) Removal from service does not, but dismissal from service does, disqualify
from future employment in the company.

7.5 Power to impose penalty

The power to impose penalty upon an employee shall vest in the authority
V competent to make appointment to the post or a delegated authority, which is
held by the employee in the company.

7.6 Suspension
(a) An employee may be placed under suspension, pending inquiry, for any
offence. The power of suspending an employee shall normally vest in the
Appointing authority or a delegated authority. But the Controlling officer may
also exercise this power with the approval of the Appointing authority.
Provided that the authority may, if it considers more expedient instead of
placing such employee under suspension, by order in writing require him/her
to proceed on such a leave as may be admissible to him/her from such a date
as may be specified in the order.

(b) During the period of suspension, an employee shall be entitled to a

subsistence allowance at the rate of one-half of his/her basic. However,
he/she shall be entitled to get all other allowances admissible under the rule in
V full. An employee shall not, while under suspension, leave the headquarters
without prior permission of the authority.
(C) An employee committed to prison on a criminal charge should be considered
under suspension from the date of arrest and should be allowed the
subsistence allowances until the termination of proceedings against him.

7.7 lnquiry procedure in cases of negligence, inefficiency, misconduct

and corruption
(a) When an employee is to be proceeded against under clause (a) or (b) or (c) or
(d) under "punishment and appeal", he shall be called upon to submit
explanation in writing to the authority within ten days for the alleged offence.

24
MD.ASHRAF HOSSAIN
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 (b) When the explanation of the employee is not found satisfactory, the authority
shall frame a charge.
(c) The competent authority shall appoint an inquiry officer or constitute a
committee consisting of three officers senior in rank to the accused to
conduct the inquiry which shall submit a report after giving the employee a
personal hearing if so desired by him/her within two weeks(may be extended
if so required ) from the date of its constitution.
(d) The competent authority shall consider the written statement submitted by the
employee in his/her defense, the report of the inquiry officer/ Inquiry
Committee and other circumstances. if any, and impose such penalty as it
may deem proper in the circumstances of the case;
The decision of the authority shall be communicated by an order in writing to
the employee concerned. The proceedings under this rule shall be completed
within four months from the date of framing charge against an employee.

7.8 Procedure for disposal of a case, where an employee has been

convicted by a court of law
(a) When an employee is convicted by a court of law on charge of a criminal
offence, the competent authority may dismiss or remove him/her from the
service of the company, or impose any other penalty upon him without
following the inquiry procedure or may not impose any penalty, if the
Appointing authority decides that the offence for which he/she is convicted is
not liable to disciplinary action under these rules.
(b) Any penalty imposed upon an employee shall take effect from the date of
communication of the order of imposition of the penalty to the employee and
not from the date of his/her conviction or suspension.

7.9 Summary proceedings

(a) An employee found guilty of-
i) Habitual late aftendance;
ii) Leaving place of duty without permission;
iii) Willful misrepresentation or suppression of fact;
iv) Misbehavior with other employees or members of the public; o
v) Unnecessary delay in disposal of files and records;
vi) Seizure, Coercion to any office or officer;
shall be called upon to submit explanation to the authority within seven days
as to why disciplinary action shall not be taken against him/her for the alleged
offence.
(b) !f the competent authority is, on such an inquiry, satisfied that the employee
is guilty of any of the offences mentioned in above shall impose upon him/her
such penalty as specified in7.4 (a) & (b) of the "Penalty Clause"

25
/1,"/L_
MD. ASHRAF HOSSAIN
Company Secretary
Porer Gnd Company of Bangiadesh Ltd
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 7.10 Appeal
(a) An employee shall have the right to appeal once only against an order
imposing any penalty specified in clause 7.4(a) &(b) of this chapter except
censure to the authority next superior to the authority imposing the penalty,
and where the penalty is imposed by an order of the Board of Directors, there
shall ordinarily lie no appeal but the Board of Directors may review its own
order suomoto or on receipt of representation from the employee concerned.
(b) Every appeal shall comply with the following requirements, namely;-
i) lt shall contain all material statements and grounds relied upon and shall be
complete in all respects;
ii) lt shall specify the relief desired;
iii) lt shall be submitted through proper channel;
iv) lt shall not be couched in improper language; and
v) lt shall be submitted within thirty days from the date of receipt of the order of
▼
penalty.
(c) An appeal may be withheld by the authority imposing the penalty, if-
i) it does not comply with the requirements of Appeal, it deals with matters,
which are not relevant to the case;
ii) it is found to be a repetition of appeal withheld or rejected before by the
appointing authority unless it discloses any new point or circumstances which
afford grounds for reconsideration; or
iii) it is addressed to an authority to which no appeal lies under this rule.
(d) ln every case in which an appeal is withheld , the appellant shall be informed
of the fact and the reasons thereof.

Provided that an appeal withheld under 7.1O(c)may be re-submitted at any

time within thirty days from the date on which the appellant has been informed
of withholding of the appeal in a form, which compiles, with the provisions of
appeal requirement mentioned in Clause 7.10(b).
Ψ
(e) The appellate authority shall examine-
i) Whether the facts on which the order of penalty is based have been
established; and
ii) Whether the penalty is adequate, inadequate or excessive, and after such
examination shall pass such order as it considers proper.
(0 An appellate authority may call for the records of any case including an
appeal withheld by an authority subordinate to it and may pass such orders
thereon as it considers fit under the provisions of these rules.
(g) Nothing in these rules shall preclude the Company Board form revising,
whether on its own motion or otherwise, any order passed by an authority
subordinate to it in exercise of powers conferred on such authority by these
rules

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7.11 Reinstatement:
When an employee who was dismissed, removed or suspended is reinstated,
the punishing or appellate authority may grant him/her for the period of his/her
absence from duty.
(a) lf he/she is honorably acquitted of the charge against him/her and is
reinstated with retrospective effect, the full pay to which he/she would have
been entitled had he/she not been dismissed, removed or suspended; or
(b) lf otherwise, such leave with full pay or with half-pay or without pay as the
punishing or appellate authority may prescribe.
Explanation-Except in case of leave without pay, the suDsisfence
allowance, if any paid to an employee during suspension shall be recovered
from hi{her salary on reinstatement.

7.12 Bar to resign or retire by employees under suspension

An employee under suspension or prosecution on charge of offences under
these rules shall not resign or retire at his/her own option from service until
the case is finalized.

t,\. g\
MD. ASHRAF HOSSAIN T::7II-Ei'.''zq"'+;
T-7'nt^d' +i7:--'c
company secretary
PowerGridCompanyofBangiade$ltd'rreit'sfrc c<'r'tiit--Tciir'[7fr3
ltlI,i. (i€ffi?'i I

27
 Chapter-Vlll

8.0 Service Record

(1) A record of service of each employee shall be maintained separately in the
form prescribed by the company and the company shall preserve the specific
service record.

(2) An employee shall be allowed to go through his/her service record once in a

year in presence of an authorized officer and he/she shall sign with date in
that service record stating that matters endorsed in the service record is true
and complete.

(3) lf an employee finds any omission or error in the service record, he/she shall
communicate the matter in writing for correction to the officer having the
‐ authority within 15 (fifteen) daYs.

l.^ #h
陀Atts酬 trte?ntt
(':f t -J?.-5tFTf , .,l'f.

ijiu
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j

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<;(i..;/i, I
f_,;3

28
 Chapter-lX
9.0 Retirement, Termination and Resignation
9.1 Retirement
(a) (i) Normal retirement is
mandatory upon the completion of 60 years of
employee's age except Executive Director and above.
(ii) The Board of Directors may extend the retirement age of any senior level
officer up to 62 years, if his/her service is deemed to be essential for the
betterment of the company.
(iii) The Executive Director and Managing Director shall retire from service on
his/her attainment of 62 years of age but the authority may extend their
service up to the age of 65 years.
(b) lf any judicial proceedings instituted by the Company or any departmental
proceedings are pending against an employee at the time of his retirement or
as the case may be, ceasing to be in service, he shall not be entitled to any
retirement benefits, except his own contribution to any fund and the interest
thereon, till the end of such proceedings and the payment of any retirement
benefit to him shall be subject to the findings of such proceedings. The
proceeding shall be completed within the time schedule mentioned in relevant
section of the rules.
(c) While paying retirement benefits, advances/loans if any due shall be adjusted.

9.2 Resignation
(a) Unless otherwise provided in the terms of employment or of any bond
executed by an employee, a permanent employee may resign from the
service after giving 2 (Two) months' notice in writing or refunding two months'
pay in lieu of such notice or for the period by which such notice falls short of 2
months and after repaying the dues of the Company if any.
(b) A temporary employee/probationer may resign from the Company after giving one
month's notice in writing or refunding one month's pay in lieu of such notice or for
the period by which the notice falls short of one month and after repaying the dues
of the Company, if anY.

9.3 Termination
(a) The competent authority may terminate the service of an employee by giving
3 (three) months' notice in case of permanent employees and 1 (one) month's
notice in case of temporary employees/probationer or by paying an amount
equivalent to 3(three) months' or 1 (one) month's basic pay as the case may
be without assigning any reason whatsoever.

29

MD. ASHRAF HOSSAIN

Pola
Company Secretary
C*d Company of Eanglade$ Lld
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;1,": trl't.il
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一〇０一
∽ 凹 ０ ロロ Ｚ 凹 ﹄ ﹄ く

コ０ ⊆ｏ一
︺ｏＥ Ｏ﹂Ｌ Ｏｃｃ ︺
ν
ｃｏＥ ︺
一コ﹂

００
ｏｏビ ﹂
ｏ Ｏ一
コＯ①〓０∽︶

r=:￨● 可―も
k侃
■らi4■ :■ F■ ヽ
■ .II 1 1 4ri ″ て
、
MD.ASHRAF HOSSAIN イICl■ 千
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¨
こ一 し
にセじ● サレ嘔Ｆ 一 に 匡嬌リャ
，
〓
コ
コ∽一
¨
一一一
¨
﹄﹂
﹂一
耗
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一
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ぁ。
﹂
∽く ＯΣ
く ∽ ∽ 〇 工 ﹂く ∝ ェ
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m

．
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のコ５一  ︵
υ
コＱＥ ００ ０Ｃ一
ピ０︺ ∽コ ｏｏＣＯ〓ＯＱＸ０ ０Ｃ一 〓螢Ｙ５ ０Ｃ一﹁コ一ＯＣ一
官 ｏ〓ｏＱの “ Ｅｏ︺一
﹂〓 ︶〓望 ｏｃШ “ 一 扇 ＤＥｏｍ 圧 〓〓ｏ ｃｏ一 ｃコＥ Ｅ ｏｏ ｏｃｅ ち ｏ＞０〓 ち コΣ   ︵
扇 ｏ一 じ
ＪｃｏＥ ｏｏ●ｃ●Σ ｏ︺ 璽 ｏＱ﹄ｏｏ Ｅ ｏＤＯ型 ３ ０ｃ〓 ｏ︺
ｏコσ００● ∽∽０∽００Ｑ ︺ のコΣ   ͡〓︶
ふ︺〓５ ０ Ｑ〓 ２ ｏｏ籠型 と ｏ︺●Ｑ一ｏモ ”Ｑ Ｏｃ２ ち Φ一璽 ち ｃｏＥ ｏＯ ち コΣ   ︵ｏ︶
６ ｏｃ２ ２ ２ Ｑ ち ｏ 〓〓 ｏち 遅 ｏＥ ｏｏｍｃ●Σ ち ｏＯ と
ごｃｏＥ ｏｏｃｃｃｓ﹄ ０一〇０一０﹂   ぃ
００Ｃ籠Ｃ﹂０＞０︹︶ ０一 ０﹂ＯＱ﹄００ ¨
︺
∽ ００ＣＯＥＯ︺Ｃ¨Ｃ⊆﹂ ０＞〓〓０＞０﹂Ｌ
¨ ︹
Σ Ｌ卜 Σ σ 卜 ¨
〓 璽 ﹂ｏＯ理 ︹ ３ 璽 ゝｃ●ＱＥ ｏｏ ｃ一 ｏｏｏ聖 ３ ０Ｃ〓 ０お ﹂ち ｃｏＥ ｏＯ ｏ︺ 聖 ０く   Ｃ︶
００ＣＯ﹂０蹴ビＱ ︺
． ００
璽 コｏ２ “ ∽聖 う﹂ ．
≡３ ｏｃｐ ︺ ︺＞ｏＯ ︺ ３００口 ０００⊇ ３ ０Ｃ〓 ｏ︺
ｃｃ＞聖 ２ ︺ 璽一∽ｃｏＥ Ｏ﹁ ｏ”聖 ０く  ︵
ｏ︶
．
∽０〓一〓コ ＥＯ〓コ０〓︺
一 ∽一
〇
ヽＣ〇一
∽０７このＣ●﹄一 ヽ〓０〓０﹂ＯＣ００ ０ｙ〓 ０一
０﹂ ︺
ＥＣ＞０一  〇０〓０一ＯＱＸ０ ０﹂嘔０ゝ ０ 一
Φ﹂ Ｃ一 〇〇０一
 ”イ、 ︵０︶
． ｏ＞ち σｏ ﹂Ｏ ШＯ ︶ｃｐ ︺
一Ｅ〇一 ちｏＱ ︺
ＥｏＥ ｏｏＯｃｃＥ
﹂０一  ０﹂００ゝ Ю ︺
ＣＯ∽ Ｅ一 ０椰０一
 ︺ 〓≧′﹂０ ００ＥＯ〓ＯＱＸＯ 〓﹄０≧′﹂ｏ ２ ●０ゝ ЮＮ ︺
０ 〓０一 ∽籠ｏ一 イ、 ︵
 タ ０︶
．Ｃ〇一∽一＞一でヽ∽∽“一
〇
∽０〇 ０ ∽∽００００Ｑ のコ〓﹄ ゝ
ｏこＮ ︺ 一︺ ︺ ︵ＣＯ ∽
¨ ン
一 一
で ０
ヽ ０”一０︶ Ｆ
ヒ ０︺∽ ∽ 一ＯＣ Ｏ〓ＣＯ ＞Ｃ０ ０ ０〓 一 Ｃ一
 〇 〇〇〇ＯＱ
ＯＥＣ Ｏ．寸 ﹂０ 〇一●００ ０ ＣＯ ｎ．Ｎ´ｑＬ︹Ｘり ０ ０ＣＣ Ｏ． ０ ﹂０ 〇一●００ 籠 Ｃ０ ０． ∞´ くＬハＸ︶ ０ 一 の●０一
︺Ｃ ∽∽００００Ｑ ” ヒ０ りヽの ＯＣ ０﹂０ ０
のコＣ﹄ ” ︺ 一〇 〓︺ Ｃ一 ﹁０ ００● Ｑ の０ ●
︺ ０一ＯＥＣ ∩︶ ．
Φ 一
０ ●︺Ｑ００ ００ ００
〓籠〓∽ ﹂００﹂●０ ０アに０つ０００ ０二一﹄０ ００〇一 の ゝに０ 一 ０一Ｃ〇一 ∞＞一コσＯ ﹄０ ０００ス︶ヽＥ〇一 ０一＞バ］ ０と〓︺ＯＺ  ︵ ０︶
．
００⊃ “
・ ｏ
Ｏ ゝ０ ﹁ｏＮ一
Ｃ０００２ む 一望 ｏ＞一ｃコ ヽＥＣ Ｅ ９ ﹂だ ＯＥ ｏｏ“ＥＯΣ ≧ ０〓璽 ︺ ∽ Ｅ ｏｏｏｃ ∽コｍ ︺ｃｏ ｒ■ ¨
コ﹂ｏｏ﹂ の﹂ＱＯ＞ ｏ０
一
Ｅ つく 一
，Ｏ ｃＣ二 ﹂ 〓 ２ ０︺
ヽ のα〓 ﹄ｏ ｏＥ ﹂ＯｏＥ ＯｃШ 一●ｏ ｃｃ〓ｏＯΣ ヽ一〇０ ﹂ち 型 Ш ｃ一ｏ︺０３■ 巴 ０ 一
の０聖 ︺く   ︵籠︶ ちＱ 西 Ｅ ＤＥ 板ｃΣ ﹄ ｏ ｏＥｏｃｃ●Σ
ｏち螢 一
︺ＥＯ“
ヒ〓 コ﹄００ビ
●﹄ョ﹁０００﹄Ｌ
︺Ｅ〇一
ヒ〓コ﹄００∝ “０●〓口 ﹄０いＥＯ唇”ＯＬ一
一●コσ ︺００と ロ
・
︺Ｅ〇一
Ｅ 〓 コ﹄００ビ
﹄０﹄ 〓 Ｃ涯 Ｊ ●りく
︵
﹂ｏ一〇０と 口 ｏ＞〓コ０００ＸШ “ ﹂０︺ｏＯ上 口 ＤＥ¨
０”ＥＣ〓じ 一ＥＯＦお 一
コ﹄００ビ ︺００﹂¨
０ い０ ０¨
コ﹁０〓００
く ・さ ＯＥｏａａく

V
 〓仁卜Ｆセレ．
け告
に ｔＥ丘げ Ｆレ仁行はじ理¨
¨ ”ェ年９〓
ぉ姜
︶
，
∝
艦仁こ村Ｆく 、Ｌト
コ
〓
２∽
融︶
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﹂一
鰊
﹂馨
〓¨
く∽∽〇ェ
Ｚ一 う Σ
倒
的
ビ０”コＱＥ ００ ０Ｃ¨
のコ ００ＣＯ〓ＯＱＸ０ ０Ｃ一〓﹂０≧′ＯＥ一
０コ一ｏＣ一
公Ｅ ｏ “ ｃｏ“一
﹂彗 ︶ 〓望 ＯｃШ “ 〓ｏｏｃＯｍ ｃＩ 一一〓ｏ ｃＯ¨ ｃコＥ Ｅ ｏｏ ｏｃｅ ち ０＞ｏこ ち ３Σ Ｆ ︶
お ０一
．
００ＣＯ﹄躍面こＱ ００
︺ 〓ヽ５０ ポψ︺ＣＯＥ ０００Ｅ ” ０ 〇０ ０﹂ ヽ
０ ０Ｃ ●Ｃ﹂０＞Ｏｎ︶０一０﹂ＯＱ﹂００
５ ﹄ 一 一 ︺∽
ご ＯｃＧ〓ｏ︺ｃ扇 Σ ｏ＞一
︺ＣＯ＞２ Ｌ  ．
Σ Ｃ 卜  ．
Σ Ｌ卜  ｃ一  ｏｏＯ聖 ３ ｏｃ〓  ０” 璽 ち ＥｏＥ ００ ｏ︺ ｏ〓 く ︵ｏ︶
ふ ≡ ５ ０ Ｑ〓 ２ ０ｏＣ⊇ む ｏ︺０ ｐ ｔｃＱ ｏｃｅ ︺
ｏ ｏ︺
●﹄︺
ＯＣＯＥ ００ ︺
ｏコΣ   Ｃ︶
．０︺０ ． Ｏ﹂５ｏｏ﹂Ｑ Ｏ〓０コＱ Ｃ一〇ＯＣＯ〓Ｏａｘｏ Ｏｃ●
︺ＣＯＥ ，
Ｅ ９ ∽ゝ∽ ﹂９ ８ Ｑ ﹂ｏ ｏｏｃｃＣｅ Ｃ扇 Ｅ “ ｃｏ一Ｅ ０２０ 塵 ｏｏｃｐ ｂ Ｑｘｏ ２ 璽 ち ｃｏＥ ｏＯ ち コΣ ● ︶
︺
．∽Φコ一〓コ ＣＯ〓コ０〓︺
一 ∽一
０ヽＣ〇一∽のアにのＣ口﹂くＣＯ〓０﹂ＯＣＯＤ
ゝ 一 Ю 〓ｏ〓 〓 ﹂ｏ コ ｏ ﹂ ︺ｃｃ＞●一
Ｅ ２ 籠ハ ０﹂ ０こ︺ 圧 ００ｃ〇一﹂ＯＱＸＯ 〓﹂０３ ２ 雨 ０ゝ ｏＮ ︺
∽ｏｏ一 ︺
く ︵０︶
．
ＯＣ〇一 コσＯ﹂
籠＞一 ＯШ∽︶
０嘔 ︺
０一 〓０＞０一
０﹂０〓︺Ｃ一ＥＯ〓一
〇ＯＱ 一
０〓００“Ｃ籠ｒ﹄﹂
０一ＥＯの Ｃ一〇ＯＣＯ〓ＯＱＸ０ ０﹂Ｏ①ゝ ЮＯ ︺
∽師ｏ一ツヽ ︵
０︶
．
Ｃ〇一
０一ン一
﹁ヽ∽０●一
〇
劇︺
ｃ ∽０〇 一︺０ ∽の０∽００Ｑ ︺∽コ〓﹄ ︵
Ｃ 〇一の＞
一一Ｕｂ ∽籠一ｏ一
ｏ
ＯＣ饉 ０．
寸﹂ ０ 〇●
一 ０∽ Ｃ ＣＯ Ю．Ｎ ´
くＬ ︹Ｘり ０ ０ ＣＣ
０ ∽∽０∽００Ｑ 一
︺ のコＦ﹄ ″ヒ０一∽ゝ０ ０Ｅ一ｏｏ﹂０ ０〓”  Ｅ一
︵
〓籠〓∽ ﹂００﹂００ ０７〓００００籠 ０こ一﹂０ ００Ｃ一∽ ゝＣＣ ︺
Ｃ
ン一 ｃコ ゝｃ● Ｅ２いＯＥ一
２ｏ＞一 ﹂００Ｃ５ＣШ 扇ｏｔち型
〓 ｏＥ”
一
ち２ 西
コ﹄
ｏｏ﹂ ∽﹂００＞ ＯＯ
Ｅ ＤＥ 板●Σ ﹂
ｏ
ち９ ｏ
一Ｏ↓
≧
・﹄
﹂﹂一

"
一〓０一
Ｅ 〓 コ﹄０●∝
●﹄コ０●０２ Ｌ
︺〓ＯＦ■ ¨
コ﹄００∝ ︺００と 口 ﹄０﹂ 〓０ ■”０嘔一
¨●コσ ︺００た ０ 一〇ＯＬ Ｏ〓︺﹄０ ０Ｅ ●〓
︺ＥＯＦ”
︺︼ョ﹄００∝

=0
0=
﹂０﹂ 〓 〓と ヨ ●りく

ψ
V
 一■ 卜 ■ に ■ に な
， 二い
∞
こ 言卜〓じ ７ ＬてＦ●︶り行 とにり汗
，
りＦｔＣ〓乍十ル ヽ
Ｆ ︲ 〇
の、■
つコｒ∽
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００ ∝
む ΦｂΦ∽メ ｃ∞０∈００
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m
m
一コＱＥ０００Ｃ一
﹂０ ∽コｏｏＣＯ〓ＯＱＸ０ ０Ｃ一
〓﹄０≧″ＯＣ一
〇３一
ＯＣ一
合Ｅ ｏ “ ｃｏ〓一
﹄〓 ︶ 〓豊 ＤＥШ “ 〓嘔ＯＣＯｍ Ｃ〓 一
一 ＣＤＥ Ｅ ｏｏ ｏｃｅ ち ０＞●〓 ち コΣ
〓ｏ ｃｐ お ０一 Ｃ︶
００ＣＯ景ど面こＱ ︺
． ００ 〓ヽ５ ０報︶︺
ＣＯＥ ００嘔ｃ●５一０一
〇０︺ ぃ Ｑ
０﹂︺ ∽ ００ＣＣＣ﹂０＞００︶０︺ ０﹂Ｏ ﹂００
ぃ
Σ σ 卜 σ〓 ｃコ トく≧ Ｒｃ卜 ぉ〓 籠Ｊ ゝｃ●ＱＥ ｏＯ ｃ一 ｏｏＯ⊇ ３ ０Ｃ〓 ｏ”巴 ち ｃｏＥ ｏＯ ｏ︺ 聖 ０く ︵
ｏ︶
ふ〓 ５ 田 Ｑ〓 ２ ００口型 む ｏ”
∞ ｐ ｔｃａ ＤＥ２ ︺
ｏ ｏ︺
籠﹄︺
∽ＥＯＥ ００ ”
ｏコΣ ︵
０︶
， ．
０︺０
¨
∝ＬＬ¨ 璽コｏ２ “∽
くＬＬ ぉｃｐ︺ ５ｏＯ ｃ一ｏｏＯ聖３ｏｃ〓ｏ︺
聖コ﹄市５ｃ●Ｅ﹂． Ｅ︺∽ＥｏＥｏＯ一
のコΣ ︵
０︶
．
００〓一
一〓コ ＣＯ〓ぅ０電︺
∽¨ ∽∽アに∽ＥＯ﹂くＣＯ〓０﹂ＯＣ００
０ヽＣ〇一
ゝ一Ю 〓２ 〓〓 ﹂ｏ コ ０﹂ ︺
Ｅ ２ ●ハ ｃ●＞０一 ﹂ＯＱＸＯ 〓﹂０３ ∽﹂０●ゝ ｏＮ ︺
ｐ﹄ Φ〓︺ ｃ一 ＯｏＣ〇一 ∽●０¨ ︺ ０︶
く ︵
ｃｏ扇＞ちσＯ﹂
八一 ＯΣ００︶
コｏ嘔
一Ｃ籠＞０一
０﹂ ０〓一
 Ｅ一 〇ＯＱ 一
 ＣＯ〓一 ０〓０００ＥＣｒ﹄ ﹄ｏ一  〇０〓０〓ＯＱＸ０ ０﹂”０ゝ ０＞﹂ 一
ｃｏ∽ Ｃ一 〇〇０一
 ︺イ﹁͡”︶
。
Ｃ〇一
∽一＞一
０ヽのの“一
〇
のＯＯ¨
Ｎ  ︺ 籠  ∽∽①∽００Ｑ  ︺
  ︺ ∽コＣＥ  ︵Ｃ〇一
∽一＞一 ０︶  ｒ﹄
０ヽのの０一 ０一∽ゝ∽  一
ＯＥＯ〓ＣＯ＞Ｃ００  ０〓︺
ｏｃ
Ｃ ０∽∽籠Ｑ Ｃ● ． ０ 〇●００● ＣＯ ． ´
一■ Ｏ ０ 寸﹂ 一 Ю Ｎ ｑＬＯＸ︺籠 Ｃ● ． ０ 〇〇〇０饉 ＣＯ ． ´
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ＯＣ００
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∽コＦ﹄ ″
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 〇〇〇〇ＯＱ ０〇一 ＯＣＣＯ
ＣＯ一
〓〓”①〓 ＯＣコ０〇一〇
．
０一 ａ００００ ００ 〓ｏ〓０ ﹂００﹂００ ０Ｆこ０００００ ０〓“ ﹂０
０田︺
∽理 ｏｏｏ﹂
ｏｏ ∽ ヽｃｃ “
ｃ ︺Ｃ〇一 コσＯ ﹂０ ∽∽０バ︶ヽＣ〇一
Ｃ＞一 ∽一 ビ一
＞バ］ ︻ 〓”ＯＺ
０∽ さ一
Ｏｐン﹄ ０︺ｏ■﹄ Ｃ∽ ● 一ＣＯＦ■¨
コ﹂００﹂

0
塑” ，
００ ⊃ “ 一＞ｏＯ ゝ０ ００パｃ００００﹂お 一
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一
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Ｅ でく “ ∝ こ
Ｅ ８ ｏｏ お 己 ｏｏ
一 ｃＯ︼
コ ∝工ヽ
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Ｅ配 ﹂Ｏ ＣＯ■ＯＦ﹄
０ ００ ０﹂“０ゝ Ю 一
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   〇０﹄ のｃｏ一
  ︺
く ゝ“ Ｅ コＥ ヌＧΣ ﹂００籠Ｅ嘔Σ 一
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０

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ＥＯ ●ＯＦ六︼ Ｌ ＥＯ一Ｅ ヨ﹄０●∝
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﹄０一 〇ＯＥ●〓●ａｘШ ︺Ｅ〇一
Ｅ〓コ﹄００ビ ︺００と 口 ﹄０﹄〓０●●０嘔︼
︻●コＣ ち２ 一● ﹄２ ︺ｏＯａ ｏ〓︺宏ｕ ●Ｅ ●〓
︺ＥｏＥ 〓コ﹄ｏｏ∝

=0
0=
ヽＥＯ●●０〓〓田コσ 〓Ｅ コ ｏｏく
０ ・さ ﹁〓ｏａａく ︵Φ﹄０ ０ 日〓Ｏ Ｚ ︶ ︺〓ＯＦお 一
コ﹄００ビ ︺００上 口 ﹁ＥＣ ＣＯ 〓Ｏ Ｅ Ｏ﹂Ｌ ﹄ｏ ｏ¨
コ■０〓００

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√囃摯︶
１
筵機難饉等
．
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一
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．ｏｏｃ２ ｏ﹄Φ﹂Ｑ ︺００
一姜５ ００Ｃ●Ｅ﹂０＞００  〇一 ｏ﹂ｏＱ﹄００  ０ＣＣ ︺ ｃＯＥ ＯｏＯｃ口Σ
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．００〓〓︺ コ ＣＯ〓コ０〓︺
∽¨でヽＣ〇一∽∽ このＣＥ くＣＯ〓０﹂ｏｃ００
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一
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一 〓一〇ＯＱ
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Ю ﹂０ 〇一
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Φ一 Ｑ０００”
０●︺
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の︺
ヽ Ｃコ０００くヽ
Ｏｏｃ●ＥＬ︶
﹂０００Ｃ∞Σ
一Ｅ ２ ｏｏ お 己 ｏｏ ∽﹂”０＞ 卜 Ю
︵
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ＯｏＥロニ Ｌ︶
こ●０ゝ ゆ ︺
● ００ ハ ∽●ｏ一ぢヽ ● Ｅ ＤＥ 板ｃΣ ﹂００口Ｃ厖Σ 一Ｅ ＯｃｏＯ ︵
０︶
ＥＯ ●ＯＥ ｏ﹄Ｌ
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Ｌ９中００〓０〓ＯＬＸШ ︺ＥＯ“
ヒ〓 コ﹄０●ビ ︺０●士 口 ﹄０一 ＥＯ コ●０〓一
・ ︻“コＣ ち ２ 蜀 ﹄ε ︺ｏＯａ ●〓︺﹄０ ●Ｅ ”〓

=0 2
︺ＥＱ Ｅ だ コ﹄０●α
ヽＥＯ コ暉ＯＬ〓“ョσ 〓Ｅ コ ｏｏく

の
V
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〓 〓 一
二  一豆 ∽  ｃｏ一 ｃＤＥ Ｅ ｏｏ  ｏｃｅ ち   ０＞０〓  ︺
お ｏ一 のコΣ ６ ︶
．００ＣＯ﹂０﹂０﹂Ｑ ︺００ 〓ヽ５ 一ＣＯＥ ０００Ｃ嘔５一ｏ一 〇０報ビ︺∽
ＯＣＣ   ００ＣｍＣ﹂０＞ｏＯ   ｏ■ ＬｏＱ﹄ｏＯ   ぃ ぃ
Ｅ Ｃ 卜   ∽Ｅ ｃヨ
ゝｃ●ＱＥ ｏＯ   ｃ一
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。
お一一０● ユ 〓２ ｏＯ●聖
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．
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０一  ︺Ｃ”＞０罵ビ
  〇ＯＥＯｔＯＱＸＯ   〓﹄０≧′  一
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∽●０一
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﹂０一 の範０一ぢｑ ︵
０︶
Ｃ〇一
０¨＞一
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〇
００﹂０００ の ＞
議 ﹄ コ¨齢 勇 哨 ¨ 一 中一 ﹂鍵 奇 誠
くｍΣ ヽｃｏＥｏｏＯｃｍΣ ︺ 〓 ｏ
ヽ５０コ ０＞●〓 ︶
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●００ ０ ＣＯ Ю． ｑＬ ∩Ｘ︶ ０ ０ＣＣ Ｏ．
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〇〇〇 〇
ＣＯ Ю． ´
∞ ｑＬ ︹︶Ｏ ｏ のＣ〇 饉 ∽０００００Ｑ のコＣ﹄ ｃ
一 一︺ 一 ０ゝ∽
〓０一
∽ＣＯ〓¨
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７ ０ 〓夕   ﹂０   ０００︺∽
００﹂０００﹄ ゝＣ● ” Ｃ ︺Ｅ〇一 ●≧ コσＯ ﹂Ｏ ｏｏＯ一 ︺●︺コＱ Ｏ ロ
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一己 ｏ２
．００ ⊃ “ ． ００ ゝ０ ﹁０理 ｃ００父ビ
・
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お一 ｏ， 〇０Ｌ０
一
Σ ∝ 〓ヽ Ｅ︺ｃコ０費ど ヽ
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巨 ０ ０ ｏ︺︺
︺ ・
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く ︵
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２ ｏｏ∽ ヽｃ嘔ＱＥ ００ ．︵く︶

ト
，
ＥＯ ●ＯＥ Ｏ﹄Ｌ 一Ｅ〇一
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・ ヒ︼●コσ ｏ ﹄ε ︺００２ ０〓︺﹄０ ●Ｅ ＣＺ
︺Ｅ●“
ヒ〓 コ﹄０●α

=0
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ヽＣＯ コ●０嘔〓“ョσ 〓Ｅ コ ●ｏく

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一 Ｅ ００   ０Ｅ Ｏコ３ 二 ︵一日 ０ “  ＣＯ〓 ﹄〓 ︶ 〓２ ３ ｃШ
Ｅ  一受 の  ｃｏ¨お ｏ一ＥＤＥ Ｅ ｏｏ  ｏｃｅ ち   ｏ＞ｏこ  ︺のコΣ ６ ︶
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ョ〓
０一〇０一●﹄︺ ぃ ぃ
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Σ σ 卜   〓一   ｏｏＯ⊇ ３ ｏｃ〓  ｏ︺
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でヽＣ〇一
Ｃ一    Ｏ①ゝ    
∽﹂ ∞     〓０ ≧′
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．
∽０一
０﹂ ︺Ｃ籠＞０一 〇ＯＱ
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０． ●００ ０ ＣＯ り．
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Ｃ ｃＯ ．
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〓〓●０〓        ＯＣコ０∽ ●
００  〓Ｃ ∽   ﹂００
〓 ﹂００   ０７に００口０ ０  ０ 〓︺  ﹂０    ００嘔︺
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の０﹂０００﹂ ︺ｃｏｒ■一
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００ヽこ０∽   ＞﹄
０︺００いの〓籠∽ ０ 〇０た０
罫翼 一
一
０ ０ ⊃ “ ． ｏＯ ゝ０ つｏＮ一
ｃ０８ ２ お 一 Ｅコ ヽＣ籠 Ｅ Ｅ
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，Σ ヽｃｏＥ ｏｏ籠ＥｃΣ ヽ
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﹂０ち ＱＥ ｏｏ   ｏＥ ＯうＯ Ｅ ︵一Ｅ Ｏ “ ＣＯ〓 ﹂〓 ︶ 〓２ ３ ｃШ
Ｃ一  ≡ 〓Ｏ  Ｃ〇一
お ０¨ｃコＥ Ｅ ｏｏ  ｏｃｅ ち   ｏンロ〓  ︺∽コΣ Ｏ︶
． Ｑ︺
ｏｏｃ２ ｏ蹴選一 ００
〓一ヽ
５ ００Ｃ●Ｅ﹂０＞００  ０︺ ０﹂ｏＱ﹂００  ０Ｃ嘔 ︺ ｃＯＥ ｏｏ籠ＥｃΣ
２ ｏＯ”籠■ ∽   ¨
∽〓 ０コ   トく ＞ ヽ ３ 卜   ¨
ｏ≧ 籠コ   ゝｃ●ＱＥ ｏ０
¨
  ｏｏＯ⊇ 〓 ｏα〓  ｏ︺
Σ σ 卜   ｃ一 Ｅ ち ｃｏＥ ｏＯ  ｏ︺ ０コ く Ｔ ︶
・
ゝ︺一〓０● Ｑ一
〓∽﹂００００一
む ｏ︺
ＯＱ¨
ｏモ ｏＱ    Ｏｃｅ ち     ｏ︺
Ｅ 覇 ｃｏＥ ０〇    一のコΣ ︵０︶
．
００〓一
一〓コ ＣＯ〓コ０〓一
∽一 ∽のアヒ∽ＣＯ﹂ ＣＯ 籠﹂ＯＣ００
﹁ヽＣ〇一 く 〓
    ∽﹂Ｏ①ゝ    ∞    〓０一
Ｃ一 〓≧′
    ﹄０    〇一０嘔
２ ３ ５ ｃ５ ２ 選 ＆ む
︺馬 ３ 一 ゼ ｏ３ ２ ｃ輿 〓 協 聖 ︺
く ６︶
．
Ｃ〇一
∽一＞一
でヽ∽∽籠一
〇
Ｃ   ∽∽①∽００Ｑ   ”
劇   ︺∽”０一  ︺ のコ属﹄  ͡Ｃ〇一
０一＞一
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∽ＣＯ〓一
ＯＣ００
０．寸 ﹂０ 〇一
∞００ ０ ＥＯ ｎ． Ｎ´
くＬ ｎｘ︶ 口 Ｏｃ● ０．哺 ﹂０ 〇一
〇〇〇
〓〓００〓        ＯＣコ０∽ ●
Ｃ ＣＯ Ю．０″ヽＬ ︹Ｘり ０ 一
〇〇０一︺● ００００００Ｑ ” ∽ゝ∽
のコ⊆﹄ ｃＥＯ︺
の０﹂００２ ＯＣ¨０嘔﹂Ｏ ｏこ︺ 〓¨ ■０００●Ｑ ００︺ ０﹁一
ＯＣＣ∩︶ ．０一ＯＣ︺Ｑ００００
≧０∽  むｏち凛∽¨
ｏｏ一 焉∽ ・ ００  〓● ∽
〓   ﹂００﹂●０   ０７に０つ００ 師  ０ 〓一  ０   ０ ００ ∽
﹄ ︺
曾習 ≦ の一
５ ８ ｏく ゝＣ嘔 “Ｃ ︺Ｃ〇一Ｃ＞一コσＯ ﹂０ ００●一 ０ ヽＣ〇一
∽一＞一口   ０Ｌ 〓︺ ＯＺ ͡
・ ０︶
ｂ ｏｃｃｃＥ ︶    ﹂ｏｏｃｃｃΣ ． ｃｏｒ■一
︺ コ﹂ｏｏ﹂
００ ⊃ “．ヽ ００ ゝ０ で０理 ｃｏＯｏ２ お 一 ∽﹄ｏ≧ Ｃコ ゝＣＯ
・
お コＱｏ口     ∽ｏ    ２ 饉ｏゝ Ｅ ｏこ ︵ｏＥ ︺ｃコｏｏｏく ヽ Ｏｏｃ●二 Ｌ︶ ∽ ｍ Σ ヽ︵０三 ︺Ｅ５０００く ００た０
︺
   ００ＥＯｔＯＱＸ０
寸   〓〓２′ く ｍ Σ λ ＯＥ ︺ｃコＯｏｏく ヽ
ヽ Ｏ ｃ●Ｅ ﹂︶ Ｏｏｃ●Ｅ Ｌ︶ ０﹂Ｑ
﹂Ｏ ＣＯ■ＯＦ﹄ ２ 霊ゝ ｏ寸
分一０コくヽの一Ｃ５０９ｙヽ
２ ●ｏゝ    卜    一●︺ｏ卜 ・ ０ビ ＯＥ ＥｏＯ   ｃ一  〇２ ０００   ﹄
９ ｏ●Σ   ち ０聖   を 八 じ ゝｍ Ｅ ＤＥ ヌ●Σ ｂ ｏｃＯｃ直 ︶﹂ｏｏｏｃ●Σ ︵０︶
︺Ｅ〇一
Ｅ〓コ﹄０●∝ 一〇０と 口 ﹄０いＥＯ畢●０︼
ヒ︼”ョＣ

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３ ｃШ ｃ〓 一
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，
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Ｏ Ｃ Φ Ｏ ︺のコヽこ  ０
ΦΦ﹂ＯΦＯ くｍΣ ヽｃｏＥ Φ００﹂ｏΣ ・
∽① ¨
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一
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０   ヽＣ〇 一 〓３
３ ●コ Φ””〓 ”
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０ ﹂ ︺Ｃ Ｃ＞０ ﹁ビ  ０ こ︺ Ｃ一 ＣＯ ｔＯａＸΦ ｙｋ︼“ ∽﹂Ｏ①ス ０ ︺のＯΦ 一
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百 隻縄 黄醐調訳 ¨圏断 醐 縄 ¨
 ・
百三 ｃ
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ＯＯ∽ Ｏ Ｌ０
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ｏｏ一 お∽ ・
い ０ く ■ ０ ０ ” ︺の０聖 ““ ∽∽０∽∽００ ち コＥ Ｅ ２ 一
∽、∽ ＯＥ Ｏ ３ Φ〓︺ Ｅ
む■９ｏｏ∽ ＯΦ∽∽ＯＱ ∽Φギ０〇一 ＯＣ●０︶ ．
Φ一〇０︺Ｑ００００ ①Ｏ 一
一
， ヒ０ ●０”
Ｃ〓∽ ﹂Ｏ①■”０ 〇一 ０
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に ００             ”Ｃ”︺∽ち のく ０こ” いＯ ΦＯＣｒ∽ ヽＣＯ ︺“ ”Ｃ〇一 ５０① ﹄０ ∽∽０︻︶ヽＣＯ一
”＞一 の一＞︻日 ０と こ︺ ０フ一  〇
ＣＯり   ヽ Φ ００ＣＯＳ一  ゝ︺コａ００
﹂０¨ “ＣＯＦ〓一
コ﹄００﹂
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０” ∽﹂ＯΦゝ 寸 〓〓≧″００ＣＯ〓００Ｘ０ Ｅｏ こ ︵〓 ∝ 工 ヽＯｃ一ｃ
一 コｎ ３ く ｂ ｏ
， ｃＯ ︶ ３ ｃ ｃｏＥ ＯｏＯｃ“ も ０﹂う ﹂０
の﹂●０＞ ０ 寸 含ΦＯ∞Ｃ“巨 ９ 〓 聖 ０”ち σＯ︶
Ｅ ﹂ く 口Ｅ ヽ コ ヽ 〓
∽﹂”Φヽ       卜       一∽∞Φ一 ご、 ●
    ︺ ヽ〓０〓０﹂︺∽一ＣｔＬつく   ０一 ０コ■   Ｃ一
一   ΦΦ﹂０００   ﹂ｏ︺ の“５一 ︺∽∞Φ一 “く  ．
” ｃｏ〓ＯＥ Ｏ﹂０ ゝｍ Ｅ コＥ 収“〓 と ０〓
２ ｏｏ∽ ヽｃ”ＯＥ ００ ゝ︺
コＱΦｏ ︵
Ш︶
お お﹄９ 一
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〓 ∽ 〓Ｏ Ｃ Ш   Ｃ 一  一
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のＣＯＥ ｏＯ   ︺
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０∞﹂Ｏ Φ 〓“ Ｃ一 ｏ①ののＣａ
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９ ０一Ｏ ６︶ 一Ｏ Ｃ一 ００ ０“ ΦＯ 〓” 〓∽ ﹄Φ Φ﹂”０ ０ Ｆに ０ つ“００ Φ〓︺
≧０∽     む０も綱∽一
ｏｏ一 お∽ ・ い０ ０ ｏｇ ∽ 、ｃ” ︺” ︺Ｃ〇一 ””一コ００ ﹂０ ∽∽”穴︶ヽＣＯ¨ ∽一
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︺〓ｏＥ 〓コ﹄ｏｏ∝

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