ST JOSEPH ENGINEERING COLLEGE - SJEC

ST JOSEPH ENGINEERING COLLEGEVamanjoor, Mangaluru 575 028

SERVICE RULES

NON-TEACHING STAFF

IV SERVICE RULES

MOTTO

Service and Excellence

VISION

To be a global premier institution of professional educationand research.

MISSION

l Provide opportunities to deserving students of all communities, the Christian students in particular, for quality professional education.

l Design and deliver curricula to meet the national and global changing needs through student–centric learning methodologies.

l Attract, nurture and retain the best faculty and technical manpower.

l Consolidate the state-of-art infrastructure and equipment for teaching and research activities.

l Promote all-round personality development of the students through interaction with alumni, academia and industry.

l Strengthen the Educational Social Responsibilities (ESR) of the Institution.

V NON-TEACHING STAFF

CONTENTS

Page No.

1. Introduction 1

2. Scope and Applicability 1

3. Amendmentsandmodifications 2

4. Publication and Interpretation 2

5. Definitions 2

6. Departments 4

7. ClassificationofEmployees 4

8. AgeofRetirement 5

9. Holidays 5

10. Appointments 5

11. General Service Conditions and CodeofConductofEmployees 6

12. AbandonmentofService 8

13. Conviction by Court 8

14. Resignation 8

15. ServiceCertificate&ExclusiveService 10

16. HoursofWork 10

17. StandardsofConduct&Discipline 12

18. PaymentofSalary 14

19. Staffwelfarefund 15

20. Increments 15

21. Leave Facilities 15

22. EncashmentofEarnedLeave 19

23. MovementRegister 19

24. LeaveWithoutPay 19

VI SERVICE RULES

25. LeaveRules 20

26. LeaveSanctioningAuthority 22

27. Misdemeanour 22

28. Misconduct 23

29. Punishment 27

30. DisciplinaryProcedure&SuspensionPendingEnquiry 28

31. Grievance Procedure 31

32. PerformanceBasedAppraisalSystem(PBAS) 32

33. SexualHarassment 32

1 NON-TEACHING STAFF

1. INTRODUCTION

1.1 St. Joseph Engineering College (SJEC), Vamanjoor,Mangaluru is the Engineering College started by theCatholicDiocese(LatinRite)ofMangaluruintheyear2002.Having realized the importance of Technical Educationfor the Christian Minority students in the Diocese ofMangaluru,MostRev.Dr.AloysiusPaulD’Souza,thethenBishopofMangalurulaunchedtheProject.Itwason11thFebruary2001,thatthefoundationstonewaslaid,andtheInstitutionwasaccordedpermissionbyAICTEintheirletterNo.06/06/KTK/ENGG/2002/004dated27/05/2002.

1.2 The Diocese of Mangaluru is a Christian ReligiousCharitable Trust, situated at Bishop’s House, Kodialbail,Mangaluru575003,havingitsdeclarationofTrustDeeddated1stMarch1998,whichstates theobjectiveof theMemorandumofTrust.ThisTrustisboundbytheCanonLaw of the Catholic Church. The Bishop of Mangaluruhaving constituted the Governing Board, to govern theaffairs of St. Joseph EngineeringCollege, has approvedtheguidelineswhichformthe“ServiceRules”fortheNon-TeachingStaffofSt.JosephEngineeringCollege.

2. SCOPE AND APPLICABILITY

2.1 Theseruleswillbecalled‘StJosephEngineeringCollege(SJEC)ServiceRulesforNon-TeachingStaff’.

2.2 Exceptwhereotherwiseprovided,theserulesshallapplytotheholdersofallnon-teachingpostsundertheSt.JosephEngineeringCollege.

2.3 The rules framed hereunder shall be effective from the22ndDayofJune2019andshallsupersedetheserviceruleswhichhavebeeninoperationuntilnow.

2.4 Ifconditionsofemploymentagreeduponinacontractorappointmentorderofanemployeeoverlaporareinconflict

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inanymannerwhatsoeverwithanyof theprovisionsoftheseServiceRules,termsandconditionsassetoutinthecontractorappointmentorderoftheindividualemployeewillbefinalandbinding.

2.5 TheConditionswhicharenotmentionedintheindividualcontract or appointment order, butwhich are set out inthese Service Rules shall be binding on the employeeconcerned.

2.6 AnyContractofserviceenteredintobyanemployeeoftheInstitutionpriortothecomingintoeffectoftheseServiceRulesshallbedeemedtohavebeenenteredintobythemunder these Service Rules and no separate consent ofindividualemployeewillbenecessary.

3. AMENDMENTS AND MODIFICATIONS

3.1 TheGoverningBoard,fromtimetotime,shallmakeneworadditionalRulesoramendorrepealanyof theRulesand such relevant rules shall be brought to the noticeof the non-teaching staff either through office order orcircular.

4. PUBLICATION AND INTERPRETATION

4.1 TheseServiceRuleswillbeprintedinEnglishandacopyoftheseruleswillbeprovidedtoeachemployeewhoshallbeboundbythem.

4.2 OrdinarilytheinterpretationgivenbytheDirectororanyother person authorized either by the Director or theGoverningBoardinthisbehalfshallprevail.

5. DEFINITIONS

5.1 InstitutionmeansSt.JosephEngineeringCollege(SJEC),locatedatVamanjoor,Mangaluru,575028


5.2 President means theBishopof theCatholicDioceseofMangaluru(LatinRite).

5.3 Director meanstheDirectorofSJECasdulyappointedbythePresident.

5.4 Governing Board means the Governing Board of St.JosephEngineeringCollegedulyappointedbytheBishopoftheCatholicDioceseofMangaluru(LatinRite).

5.5 Management means theDirector, Assistant Director(s),Principal,VicePrincipal,HumanResource (HR)ManagerandanyotherpersonauthorizedbytheGoverningBoardinthisbehalf.

5.6 Selection CommitteemeanstheCommitteeconstitutedbytheGoverningBoardforselectionofteachingstaff.

5.7 Employermeans the Director who is appointed by theBishopoftheDioceseofMangaluru(Ex-OfficioPresident,St.JosephEngineeringCollege)astheChiefExecutiveoftheInstitutionoranyotherpersonorpersonsauthorizedbytheDirectorwhoisorareentrustedwiththeaffairsofManagingtheInstitutiononhisbehalf.

5.8 Head of the Department (HOD) means the persondesignatedassuchbytheDirector.

5.9 Superior meansacolleagueinahigherposition

5.10 Department meansadivisionof the institutiondealingwith a specific area of activity be it academic or non-academic.

5.11 VTU refers to Visvesvaraya Technological University,Belagavi.

5.12 AICTE referstoAllIndiaCouncilforTechnicalEducation,NewDelhi.

5.13 Employee means the non-teaching staff engaged/appointedby the Employer, throughawrittenorder, forhireorrewardorpayment,butdoesnotinclude;

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5.13.1 Anypersonwhoseservicesaretemporarily lentto the Institution by any agency, association,congregationor institutionson the conditionsagreed upon.

5.13.2 Anypersondoinggratuitouswork.

5.14 Words importing the masculine gender include thefeminine.

5.15 Words importing singular include the plural and vice-versa.

6. DEPARTMENTS

6.1 The College shall consist of all Departments & Centresconducting Undergraduate, Postgraduate and ResearchProgrammesincludingProjectsaspertheVTUguidelines.

7. CLASSIFICATION OF EMPLOYEES

7.1 PermanentEmployeeisanemployeewhoaftersuccessfulcompletionofhisperiodofprobationhasbeenconfirmedon a permanent basis in a substantive or regular vacancy throughaconfirmationletterfromtheemployer.

7.2 ProbationaryEmployeeisanemployeewhoisprovisionallyemployedinavacancyandhasnotbeenconfirmedonapermanentbasisthroughaletterofconfirmation.Initiallyevery newly appointed employee shall be on trainingfor a specified period. After successful completion oftrainingperiod,theemployeewillbeputonprobationforaperiodofone year. If unsatisfactory, eitherhis servicewillbediscontinuedwithoutissuinganynoticetohimortheperiodofprobationwillbeextendedbysuchperiodas deemedfit by theManagement.However, the entireperiodofprobationshallnotexceedtwoyears.

7.3 Temporary or Contract Employee is an employee whohasbeenappointedfora limitedperiod, forassignment


of an essentially temporary nature or who is employedtemporarily as an additional employee on a leave vacancy orinconnectionwithtemporaryseasonalincreaseinworkandwho has received a letter of temporary or contractappointmentfromtheEmployer.

7.4 Part-timeEmployeeisanemployeewhoisappointedforworkonapurelypart–timebasis.

7.5 Religious Employee is a member of any religiouscongregationrenderingserviceintheInstitutionaspertheAgreementbetweenhisSuperiorandtheDirectoroftheInstitution.

8. AGE OF RETIREMENT

8.1 Age of retirement is 58 years. However, in exceptionalcasestheemployeemaybere–employedonacontractforaspecifiedperiodatthediscretionoftheDirector.

9. HOLIDAYS

9.1 TheManagementshallnotifytheHolidaysatthebeginningoftheCalendaryear,whichwillbeinaccordancewiththegovernmentguidelines.TheManagementshallhavetherighttomakeanyexceptions,modifications&alterationstotheaboveprocedurefromtimetotimeasandwhenitdeemsfit.

10. APPOINTMENTS

10.1 Personsseekingemploymentintheinstitutionshallapplyinwritingalongwiththeirupdatedresumewithnecessaryeducational certificates & documents, with proof of ageandaddressesoftworeferees.

10.2 Incasewherethereisnodocumentaryproofofage,thepersonconcernedshallhavetosubmitasworndeclarationoraffidavitdeclaringhisdateofbirthandthesamewillbefinalandbinding.

6 SERVICE RULES

10.3 Personsbelow theageof18 yearsandabove50yearsshallnotordinarilybeconsideredforappointment.

10.4 Ordinarily, two persons, related to each other andbelongingtoonefamily,willnotbeappointed.

10.5 Allappointmentsmadearesubject to thecondition thatthe particulars furnished at the time of recruitment aretrueandifthesaidparticularsareprovedtobefalse,theconcerned appointment order is liable to be considered null&voidatthediscretionoftheManagement.

10.6 The Governing Board shall have the power to decideor consider on the recommendations of the SelectionCommittee, if any, that a particular post be filled byinvitationorbypromotionfromamongstthemembersofthestaffoftheinstitute.

11. GENERAL SERVICE CONDITIONS AND CODE OF CONDUCT OF EMPLOYEES

11.1 Everyappointmentshallbesubjecttotheconditionsthattheappointeeiscertifiedasbeingofsoundhealth&mindandphysicallyfit for service.Appointeesare required togetthefitnesscertificatefromtheHospitaldesignatedbytheInstitution.

11.2 AllappointmentsshallbemadeonlythroughwrittenordersissuedbytheEmployerstatingthereintheclassificationandor category inwhich thepersonconcerned isappointedcontainingamongstother things,particularswithregardtotheemolumentsandthefacilitiesheisentitledtoetc.

11.3 Allnewlyappointedpersonsshallbeontrainingordinarilyforaperiodofsixmonths.Ifanemployeedoesnotperformsatisfactorily during the training period his services areliabletobedischargedduringorattheendofthetrainingperiodwithoutassigninganyreasonwhatever,andwithoutadvance notice or compensation.


11.4 Onsuccessfulcompletionoftrainingperiodofsixmonthsanemployeeshallbeputonprobationforoneyearandthe said probationary status is likely to be extended foranother6monthsifsubjectivelyconsiderednecessaryatthediscretionoftheDirector.However,theentireperiodofprobationshallnotexceed twoyearswith the furthercondition that his services are liable to be dischargedduringorattheendofeithertheinitialorextendedperiodof probationwithout assigning any reasonwhatever, oradvancenoticeorcompensationiftheDirectorfeelsthathisservicesarenotsatisfactoryonhisownwisdom.

11.5 The performance of newly appointed employeeswill beassessed through the Performance Appraisal SystemintroducedbytheCollegefromtimetotime.

11.6 All employees who have satisfactorily completed theirperiodofinitialorextendedprobationshallbeconfirmedonapermanentbasisinwritingbytheEmployer.

11.7 TheManagement reserves the right to grant additionalincrements to theemployees forhavingacquiredhigheracademicqualificationsbeneficialfortheperformanceoftheday todaywork in the Institutionor foroutstandingperformanceofworkintheInstitution.

11.8 Whentheinitialpayofanemployeehastobefixedinadifferentscaleconsequenttotherevisionofpayscaleorpromotion,suchinitialpaywillbefixedatthenexthigherstageabove thepayhewasdrawingat the time in theexistingscale,makingallowanceforincrementsduetotheemployeeintheexistingscale.

11.9 It shall be exclusive prerogative of the Management todecidefromtimetotimethenumberofpostsundervariouscadresandalsothemodeoffillingupanyvacantpost.If,however,anysuchvacanciesaretobefilledup,allotherthingsbeingequal,preferencemaybegiventoanexistingemployeeconsistentwithhisqualification,efficiencyandseniority.

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11.10 TheServicesoftheemployeeareliabletobetransferredtootherdepartmentsorlaboratoriesaspertherequirementoftheInstitution.

12. ABANDONMENT OF SERVICE

12.1 Ifanemployeeremainscontinuouslyabsentforaperiodoftendayswithoutanyintimationorremainsabsentforaperiodof10daysbeyondtheperiodofleaveoriginallygranted,or subsequentlyextended,he shallbedeemedtohave resignedonhisownaccord fromserviceof theInstitution unless he returns within five days after theexpiryofthesaidtendaysandexplainsinwritingtothesatisfactionoftheEmployer,thereasonforhisunauthorizedabsence.

13. CONVICTION BY COURT

13.1 If an employee is convicted by a Court for an offenceinvolvingmoralturpitude,hisserviceswillbeterminatedbytheManagementoftheInstitutionandhewillnotbere-employedatanypointoftimeinthefuture.

14. RESIGNATION

14.1 An employee desirous of leaving the service of theInstitutionshallgiveonemonth’snoticeinwritingtotheManagementoftheInstitutionofhisintentiontoresignorshallpaytotheManagementonemonth’ssalaryinlieuofnotice period.

14.2 ItistobeunderstoodthatthenoticeperiodspecifiedaboveisforthebenefitoftheManagementtomakealternatearrangements to attend to the duties of the employeeintendingtoresign,andnottocontinuethesaidemployeein employment, and therefore theManagement, at itsdiscretion, may waive the requirement of notice period


altogether or any part thereof, if it deems fit, in whichevent,theemployeeconcernedshallberelievedfromhisduties on the date specified by theManagement in theletter of acceptanceof resignationwithoutanyfinancialimplicationsorobligationsoneitherside,i.e.tosaythattheManagementshallnotbeliabletopayorclaimnortheemployeeisentitledtoreceiveorclaimanyamounteithertowardstheentirenoticeperiodoranyportionthereof.

14.3 Incase, theManagementdoesnotdesire toexercise itsdiscretiontowaivethenoticeperiodwithregardtoaletterofresignation,theemployeeconcernedshallbeboundbytheaboveclause(14.1)andeithercontinueservingintheInstitutionduringthenoticeperiodofonemonthorpaytotheInstitutionanamountofonemonth’ssalaryinlieuthereof.

Providedthatiftheemployeeconcerned,ceasesattendingto his duties and obligation of serving the Institutionduring the notice period, or fails to pay the amount inlieuofnoticeperiodasrequiredabove,theManagementwillbeentitledtorecovertheamounttowardstheentirenoticeperiodoranypartthereofasthecasemaybe,withinterestat the rateof15%p.a.on theamountdue fromthedateofthedefaultonthepartoftheemployeetillthesame is realized or paid.

Provided further that inanycaseanemployeeshallnotbeentitledtoclaimanyadjustmentsorsetoffwithregardtoamountstobepaidbyhiminlieuofnoticeperiodasprovided above.

14.4 NoresignationshallbecompleteunlessanduntilacceptedinwritingbytheEmployer

14.5 Theemployeeshallobtainandsubmit’nodues’certificatefromall thedepartmentsof theinstitutioncertifyingthathedoesnothaveanysortofduestothe institutionandonlythereaftertheexitformalitiesbeprocessed.

10 SERVICE RULES

15. SERVICE CERTIFICATE & EXCLUSIVE SERVICE

15.1 Service Certificate

Every employee desirous of having a Service Certificatewill apply for it at the time of leaving the service. TheManagementmayissueitifitissatisfiedthattherearenoduesofanykindbytheemployeetotheManagement.Thisentitlementisonlyonceanditisatthetimeofleavingtheservice. However, service certificatemayalsobe issuedearlier in service at the discretion of the ManagementprovidedtheManagementissatisfiedofitsauthenticityoftheneedtoissueit.

15.2 Exclusive Service

Noemployeeof the Institution shallwork for anyotheremployerinwhatsoevermanner,withoutwrittenpermissionof the Employer. Knowledge of such engagementelsewhereshallbesufficientgroundforterminationofhisservicefromtheInstitution.

16. HOURS OF WORK

16.1 Employeesareordinarilyrequiredtoworkfrom8.30A.M.to5.15P.M.fromMondaytoFridayinaweek.However,onSaturdays,theCollegewillbeworkingfulldayonsecondandfourthSaturday,andhalfdayonthefifthSaturdayofeverymonth.Consequently, thefirstandthirdSaturdaysofeverymonthwillbefulldayholidays.Thesetimingsareinclusiveofa45minuteslunchbreakinbetween.However,thedutyhoursindifferentdepartmentsorsectionsaretobefollowedasperrulesandchangeswhichmaybemadefromtimetotimeforthesmoothrunningoftheInstitution.

16.2 DutiesintheCollegeareclassifiedasDaydutyorNightduty or Shift duty or Call duty or Break duty by themanagementandemployeesarerequiredtoworkonanyoftheminaccordancewiththeneedoftheInstitution.


16.3 EmployeesarerequiredtomarktheirattendancethroughBio-MetricSystemasadvisedbytheDepartmentofHumanResourcefromtimetotime.

16.4 Attendance of all the employees shall be marked intheir respective attendance registers maintained in theAdministrativeOfficeorat theDepartmentOffice in themorningandafternoonsessionseparately.

16.5 Onarrivalforduty,theemployeesshallinitialtheirnamesagainsttheappropriatedateandsessionintheirrespectiveattendanceregisters.TheAttendanceRegisterwillnotbeavailableforsuchinitialsafterlapseoffiveminutesfromthetimefixedfortheCommencementofDuty.

16.6 AllEmployeesshouldbepunctualfortheirrespectiveduty.HoweveremployeesarrivingfordutylatebutwithinhalfanhourfromthetimefixedforcommencementofdutyintheDepartmentwillbeallowedtoattenddutyonlyaftergettingwrittenconsentofthePrincipaloranyotherpersonauthorizedonthisbehalf,andthetimeofarrivalwillbenotedbelowtheirinitials.Iftheinstancesoflatecomingexceedthriceamonth,casualleaveforonedaywouldbededucted.

16.7 No employee reporting late by more than half anhour but not later than one hour from the time fixedfor commencement of duty in the Department will beallowedtoattenddutyduringthatsessionunlesshegetspermissionfromtheDirectorandtheemployeeconcernedshallhandoversuchwrittenpermissiontohisHeadoftheDepartmentbeforecommencinghisduty.

16.8 Employeepresentingfordutylaterthanonehourfromthetimefixedforcommencementofdutywillnotbepermittedtoattenddutyforthatsessionbutwillbeconsideredasoncasualleaveorleaveonlossofpayfortheday.

16.9 AllEmployeesareexpected tobeat theirplaceofwork

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throughout their duty timings. They should finish theirrespectivework for the session and emergencywork, ifany,beforeleavingtheirplaceofduty.

16.10 EmployeesonshiftshallleavetheirplaceofdutyonlyaftertheyarerelievedbytherespectiveemployeeonthenextshiftandafterreportingtotheirDepartmentalHeads.

16.11 Anyemployeefoundabsentfromhisplaceofworkduringworking hours without prior permission of the Head oftheDepartmentorasprovidedforhereinabove,isliabletobetreatedasabsentduringtheentiresessionofsuchabsence.

16.12 IntheeventtheHeadoftheDepartmentisnotavailabletoobtainsuchpermission,theemployeeconcernedshallenterthefactofhistemporaryabsencefromtheworkplaceintheMovementRegistermaintainedintheDepartmentforthepurpose.

17. STANDARDS OF CONDUCT AND DISCIPLINE

17.1 All employees of the Institution at all times have tomaintain high standards of conduct and shall alwaysbehave in a sober manner, tempered with kindness,friendlinessandunderstandingwithallfellowemployees.They are to refrain from gossiping, loud talking or anyothermisbehaviorthatcouldbedisturbingtheco-workers.

17.2 Employees should always be neatly dressed in cleanclotheswhileonduty.Employeeswhohavebeenprovidedwithuniformsandequipmentaccordingtothenatureoftheirworkmustwearthemorusethemonlywhileonduty.

17.3 Employeesshallcarryouttheirdailydutiesfaithfullyunderthedirectionoftheirimmediatesuperiorsandshallobeythe instructions and directions, whether written or oral,given to them from time to time. Insubordination and/or willful disobedience of orders of superiors shall beconsidered as serious misconduct.


17.4 Employees shall observe the instructions put up on thenotice boards or communicated to them from time totimebytheirSuperiorsorHeadoftheDepartment.Suchorders shall be deemed to have been served on theemployees for whom they are intended to and hence,everyemployeeshallmakehimselffamiliarwiththedaytodaycommunicationsdisplayedonthenoticeboardsoftheInstitution.

17.5 Employees are required to accept any work, normallyfalling under the category of employment assigned tothem by the Employer or Principal or the Head of theDepartmentorSuperiors,besidesthemainroutineworkallotted to the particular post held by them, keeping inmindthattheInstitutionisservice-orientedandneedsthededicatedworkofallemployeestorealizeitsgoals.Suchworkwithinworking hourswill not entitle them for anyextraremuneration.

17.6 Everyincidentoutoftheordinaryoranyemergencyarisingin the Institution shall be immediately reported to theirrespectiveSuperiorsortotheManagement.

17.7 All employees using instruments, equipment and otherappliancesshallreplacethemintheirproperplacesandeverybreakageand/ordamagecausedshallbereportedimmediatelytotheirimmediatesuperiorintheInstitution.

17.8 Everyemployeeisexpectedtotakesufficientcareoftheproperty, materials, instruments, equipments etc. of theInstitution.Wheredamageorlossiscausedtothembythenegligenceof/ormisusebytheemployee,heisliabletomakegoodsuchlossordamagetotheInstitution,besidesbeing liable tobepenalized,according to thenatureofdamage or loss.

17.9 Noarticle,exceptpersonalbelongings,shallbebroughtinortakenoutbyanemployeefromthepremisesoftheInstitution without the permission of the Employer. Anypilferagewillbeconsideredasmisconduct.

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17.10 All employees are required to sport their identity cardwhileonduty.

17.11 While on duty, designated employeeswho are requiredtowearPersonalProtectiveSafetyEquipmentshalldosowithoutexceptionwhatsoever.

18. PAYMENT OF SALARY

18.1 EmployeesshallbepaidtheirsalaryonthefifthworkingdayofeverysucceedingmonththroughtheBankersoftheinstitutionbycredittotheirbankaccounts.Ifthefifthdayofthemonthhappenstobeaholiday/Sundayorabankholiday,thenthesalaryshallbepaidonthenextworkingday.

18.2 Thesalariesandallowances,ifany,ofallemployeesshallbepaidsubjecttothefollowingdeductions:

18.2.1 Statutory deductions.

18.2.2 Recoveries towards loans / advances obtainedfromtheManagement.

18.2.3 Deductions required to bemadeasper ordersoftheGovernmentorCourtorothercompetentAuthorities.

18.2.4 Deductions foramenitiessuchashouse, room,food,etc.ifprovidedbytheInstitution.

18.2.5 Deductions to make adjustments with salaryadvances,extraamountspaidearlierbyerror,ifany.

18.2.6 Deductions for damage or loss of property,equipments,belongingsoftheInstitutionsorforlossofmoneywhichheisrequiredtoaccountfor,ifthedamageorlossisduetohisnegligence.

18.2.7 Deductions for absence from duty withoutpermissiononlossofpay.


18.2.8 Penal deductions imposed through a writtenorderbytheEmployer.

18.3 Provident Fund:

Eligibility to the statutory Provident Fund and relatedschemes shall bedeterminedasper theProvident FundAct1925andRulesinforcefromtimetotime.

18.4 Gratuity:

All employees, except those re-employed aftersuperannuation, shallbeeligible forGratuityasper theprovisionsofthePaymentofGratuityAct,1972.

18.5 ESI Benefits:

Allemployeeswhodrawmonthly salaryofRs.21,000/-andbelowareeligibleforESIbenefitsaspertheESIAct1948.

19. STAFF WELFARE FUND

19.1 Non-TeachingStaffareeligibleforstaffwelfarefundloanasperthenormsoftheinstitution.

20. INCREMENTS

20.1 TheAnnualincrementsofalltheemployeeswillfalldueon1stofJanuaryor1stofJulyeveryyearasthecasemaybewithoutprejudicetotherightofManagementtowithholdthe same for any period thereof for dereliction of duty,inefficienciesofanykind,misdemeanoursormisconduct.

21. LEAVE FACILITIES

21.1 Leaveofanykindcannotbeclaimedasamatterofrightwith thediscretiontorefuseor torevokethe leaverestswiththeDirector.

21.2 All kinds of leave other than Casual Leave are to besanctionedbytheDirectorbeforetheemployeeproceeds

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on leave except in the case of emergencies. Underemergencyconditions,theAssistantDirector(s)orPrincipalor Vice Principal or HOD may permit the employee toproceedonleave.However,suchleaveistobesanctionedby theDirectorand the salarybepaid to theemployeeaftersanctioningofleave.

21.3 All permanent employees, subject to the followingconditions,areeligibleforthefollowingleavebenefits:

21.3.1 Casualleaveof15daysperyear(Jan-December)

21.3.2 OndutyleavemaybeavailedafterduesanctionfromtheAuthoritiesindeservingcases.

21.3.3 Earnedleaveof30dayswithfullpay.

21.3.4 Maternity leave

21.4 Leave benefits for categories of employees other thanpermanentshallbeasmentionedintheirrespectiveletterofappointment.

21.5 CASUAL LEAVE

21.5.1 All permanent employees are entitled for 15daysofcasualleavewithfullpayinacalendaryear to be availed of for half day or full day.Casualleavecouldbeavailedcontinuouslyforamaximumperiodof3daysonly.

21.5.2 Employeeswhoareconfirmedorhavejoinedtheserviceduringthecalendaryearshallbeeligibleforcasualleaveproportionatetotheremainingperiodoftheyear.

21.5.3 The casual leave may be combined withSundays or other authorised holidays providedthat the resulting period of absence from dutydoesnotexceed5daysfortheemployee.Butin calculating the total leave, the holidays andSundays will not be taken into account.When


applyingforcasualleavecombinedwithSundaysor other authorized holidays,mentionmust bemadeoftheholidaysandpermissiontoavailthesamemustbesoughtiftheemployeeisrequiredtobeoncalldutyonsuchholiday.

21.5.4 Other than clause 21.5.3 above, casual leavecannotbecombinedwithanyotherkindofleaveofwhatsoevernature.

21.5.5 Casual leave shallnotbeaccumulatedbeyondthecalendaryearandallunavailedcasualleaveshalllapseattheendofthecalendaryear.

21.6 EARNED LEAVE

21.6.1 All permanent non-teaching employees areeligible for 30 days of earned leave in acalendar year. Earned leave will accrue at therateof2½days for every completedmonthofservice provided the employee concerned hasworkedforaminimumof25daysinthatmonthincluding the period of sanctioned leave withpay.Theperiodunderleavewithoutpaywillnotbeconsideredasserviceperiodforcalculationofearned leave.

21.6.2 Employees confirmed or joining during thecalendaryearshallbeeligibleforearnedleaveproportionate to the remaining period of thecalendaryearfromthedateoftheirconfirmationor employment.

21.6.3 Earned leavecannotbeavailedof foraperiodof less than 3 days at a stretch. Wheneverany employee desires to avail earned leave,applicationshouldbesubmittedatleast7daysbeforethedateonwhichtheappliedforleaveisto commence.

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21.6.4 Earnedleavecanbeaccumulatedforamaximumperiodof60days.All leavebeyondthisperiodwillautomaticallylapse.

21.6.5 Employeesareadvisedtoavailearnedleaveinproper time, according to the convenience oftheirdepartmentalroutineandtheyareexpectedtoco-operatewiththedepartmentalheadsinthepreparationofthedepartmentalleaverostersatthebeginningofeverycalendaryear.

21.6.6 Earnedleaveadmissibleshallbeinclusiveofallholidaysoccurringduringtheperiod.Ifholidaysprecedeorfollowthesanctionedearnedleave,suchholidaysshallnotbeconsideredasdaysofleave.

21.7 MATERNITY LEAVE

21.7.1 Women employees are eligible for maternityleaveandbenefitsasper theprovisionsof theMaternity BenefitAct, 1961provided that suchbenefitshallberestrictedtofirsttwochildbirthsonly.

21.7.2 Maternity leave cannot be combined with anyothertypeofleave.

21.7.3 No casual leave or privilege leave will accrueduringtheperiodofmaternityleave.

21.7.4 Theperiodofprobationifany,willbeextendedbytheperiodforwhichmaternityleaveisavailed.

21.7.5 Anemployeehastojoindutyimmediatelyaftermaternityleave&workforaminimumperiodof6daysbeforeapplyingforanyotherleave.


22. ENCASHMENT OF EARNED LEAVE

22.1 Earnedleavecanbeaccumulatedforaperiodof60days.Allleavebeyondthisperiodwillautomaticallylapse.

22.2 Thereshouldbe60daysofearnedleaveatthecreditoftheapplicantwhileapplyingforencashment.

22.3 Afterencashing30daysofearned leave, these30daysofencashedleavewillbedeductedfromtheearnedleaveaccount.

22.4 Theleaveencashmentfacilityisallowedonceintwoyears.

22.5 The leave encashment will be allowed at the discretionof theDirector.Anapplication shouldbemade throughproperchannelwith15daysnotice.

22.6 Ifapproved,thispaymentwillbecreditedtotheiraccount.

23. MOVEMENT REGISTER

23.1 Permissiontogooutofthecampusforofficialworkshouldbe obtained from the Principal after approval from theHeadof theDepartment.Entries for thesameare tobemade in the movement register kept in the respectivedepartments.

24. LEAVE WITHOUT PAY

24.1 Leavewithoutpayisnotagoodpracticeandgenerallyisdiscouraged.Ifleavewithoutpayisabsolutelyrequiredbyanystaffmember,itmustbeappliedfor,byanemployee,inaseparatesheetofpaperclearlyexplainingthereasonfor such leave to the satisfaction of the Management.Reasonslikeurgentworkorpersonalworkorprivateworkare not accepted.

24.2 Leave without pay admissible shall be inclusive of allSundays and holidays occurring during the period. IfSundays or holidays precede or follow the sanctioned

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leavewithoutpaytheywillnotbeconsideredasdaysofleavewithoutpay.

24.3 Leavewithoutpaycannotbecombinedwithanykindofleave.Thesanctioningauthority for leavewithoutpay isDirectororanyoneauthorizedbyhim.

24.4 Leaveatthecreditoftheemployeeshallbeavailedfirst,afterwhich, leaveon loss of pay shall be sought for orpermitted.

25. LEAVE RULES

25.1 LeaveofanykindcannotbeclaimedasamatterofrightbutmaybeavailedofonlyafterduesanctionbytheEmployeror theSanctioningAuthorityor thepersonauthorized inthisbehalf.

25.2 Normallynotmorethan1/3rdofemployeescanavailofany leave in any Department at a time.

25.3 Grantof leavewillbegovernedbyexigenciesofserviceandthearrangementthatcanbemadebytheDepartmentHeadconcernedforefficientdischargeorthedutiesoftheabsentee,duringtheperiodofhisleave.

25.4 Leaveofanykindshallbeapplied for in theprescribedformmadeavailablethroughtheirDepartmentalHeads.

25.5 EveryleaveapplicationshouldbeforwardedtotheleaveSanctioningAuthoritythroughproperchannel.

25.6 Applicationforleavefor3daysorlessshallbemadeatleast24hoursprior to the time fromwhich the leave isrequired, except in cases of exceptional circumstancesbeyondthecontroloftheemployee.Applicationforsuchleave shallbe clearedasearlyaspossiblebutnot laterthan12hoursfromitssubmission.

25.7 Applicationforleaveforanyperiodbeyond3daysshallbemadeatleast7dayspriortothedayfromwhichleaveis to commence.


25.8 NoleaveshallbeconsideredasgrantedunlesssanctionedinwritingbytheSanctioningAuthority.

25.9 Incaseofunforeseenemergency,suchassuddenillnessor death of a near relative, leavemay be availed of inanticipationofsanction,providedconcurrentinformationisgiventothePrincipalortheDirectorstatingthereasonthereof.Itshallbethedutyoftheemployeeconcernedtoapplyforleaveattheearliestopportunityandsubstantiatehis absence through valid reasons. If the reasons andcircumstances stated are found to be frivolous or false,such an act shall be considered as misconduct and inaddition,theperiodmaybetreatedasabsence.

25.10 Noemployeeon leaveshall takeupserviceofanykindanywhereduringhisperiodofleavewithoutobtainingduesanctioninwritingfromtheemployer.

25.11 Extensionofleavealreadygrantedisordinarilynotallowed.Ifhowever,extensionofleaveisrequired,applicationforextensionofleavemustbesubmittedandapprovedbytheSanctioningAuthoritybefore theexpiryof leavealreadysanctioned.

25.12 All employees must specify their address during leaveperiod in the leave application form so as to enablethe Sanctioning Authority to communicate with him incase of need or emergency. Any subsequent change insuch address shall also be intimated to the SanctioningAuthority. After availing any leave which exceeds morethan10days,theemployeesshallgiveajoiningreportinwritingintheprescribedformwhichisappendedheretowhilerejoiningduty.

25.13 Overstay of sanctioned leave will be treated as leavewithoutpayandmayleadtobreakincontinuityofserviceand termination.

25.14 The leave entitlements of employees of vacation

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departments(i.e.departmentswhereregularvacationsareallowedduringwhichthoseservinginthemarepermittedto be absent from duty) are the same as those servinginnon-vacationdepartments,exceptinrespectof‘earnedleave’.

25.15 GeneralholidayswillbeaspertheVTUguidelines.

25.16 TheManagementhas the right tomakeanyexceptions,modificationandalterationstotheaboveprocedurefromtime to time.

26. LEAVE SANCTIONING AUTHORITY

26.1 LeaveSanctioningAuthorityfordifferentkindsofleavetodifferentcategoriesofemployeesisindicatedherebelow:

Category of Employees

Type of Leave Sanctioning Authority

Lab Instructors/ Administrative/ Supportivestaff

Casual Leave HeadoftheDepartment

OnDutyLeave,EarnedLeave,MaternityLeave,LeaveWithoutPay

HeadoftheDepartment/

Principal/ Director

27. MISDEMEANOUR

27.1 Withoutmeaning tobeexhaustive, the followingactsofcommissionoromissionmaybetreatedasmisdemeanour:

27.1.1 Discourtesy to outsiders

27.1.2 Habitual uncleanliness

27.1.3 Carelesswork.

27.1.4 Lazinessandinefficiency.

27.1.5 Smokinginareaswhereitisprohibited.

27.1.6 Non-observanceofDepartmentaldutyhours.


27.1.7 LoiteringintheInstitutionalpremises.

27.1.8 Committing nuisance in the Institutionalpremises.

27.1.9 Absencewithoutleavefromtheappointedplaceofwork.

27.1.10 QuarrelingwithotherswithinthepremisesoftheInstitution.

27.1.11Sleepingwhileonduty.

27.1.12NotwearinguniformwhileondutyandwearinguniformprovidedbytheInstitutionwhilenotonduty.

27.1.13Notwearingone’sidentitycardwhileonduty.

27.1.14 Usageofmobile/socialmedia/listeningtoonlinemusicthroughinternet/computerwhileatwork.

27.2 Anemployeefoundguiltyofmisdemeanourmay:

27.2.1 Bewarnedorcensured;and/or

27.2.2 Haveanadverseremarkenteredinhispersonalrecord.

28. MISCONDUCT

28.1 Withoutmeaning tobeexhaustive, the followingactsofcommissionoromissionshallbeconsideredasmisconduct:

28.1.1 Insubordinationordisobediencetotheordersofthesuperiorstaffmember,whetheraloneor incombinationwithothers.

28.1.2 Strikingwork,eitheraloneoralongwithotheremployees,incontraventionofprovisionsofanycentral or state legislation.

28.1.3 Inciting other employees to strike work incontravention of provisions of any central orstate legislation.

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28.1.4 Collectionofmoneywithin thepremisesof theInstitution, for purposes not sanctioned by theEmployer.

28.1.5 Distributionofanyhandbills,pamphlets,postersetc.,insidethepremisesoftheInstitutionwithoutpreviouswrittenpermissionoftheEmployer.

28.1.6 Threatening,intimidatingorabusingcolleaguesorsuperiorswhileonduty.

28.1.7 Insubordination,loiteringordeliberatedelayinperformanceofdutyorincarryingoutordersofthesuperiors.

28.1.8 Holding meetings inside the premises of theInstitutionwithoutpriorwrittenpermissionoftheEmployer.

28.1.9 Slowing-downinperformanceofwork,orincitingotherstoslowdown.

28.1.10Promotion of discontentment and disloyaltyamongtheemployeestowardstheInstitution.

28.1.11Canvassing foranypolitical activities,whileondutyorwhileinthepremisesoftheInstitution.

28.1.12Postingorremovinganybulletinfromthenoticeboardwithout thepriorwritten sanctionof theEmployerorpersonauthorisedforthepurpose.

28.1.13Refusingtoobeyordersoftransfer.

28.1.14Refusing to acknowledge any communicationfromtheManagement

28.1.15Indulging in heated arguments with co-employees, visitors in the premises of theInstitution.

28.1.16Refusal to offer himself for questioning by theEmployerorbyanyotherpersoninchargeoftheInstitutionintheabsenceoftheEmployer.


28.1.17Wrongful confinementofanOfficerorOfficersof the Institution inorder tomakehimyield todemands or disputes.

28.1.18Possession of lethal weapons, except the toolsrequiredfortheperformanceofduty.

28.1.19Refusaltosignanydocuments,formsorregisterskept or maintained for the purpose of dailyrecordof routine matters.

28.1.20 Nonco-operationwithco-employees inproperdischargeofduties.

28.1.21Writing or publishing any article affectingadverselythereputationoftheInstitution.

28.1.22Not obtaining minimum Annual PerformanceIndicator (API) points under the PerformanceBased Appraisal System (PBAS) during threeconsecutiveyearsorinanythreeyearswithinaperiodoffiveconsecutiveyears.

28.1.23 Theft, fraud or dishonesty in connection withInstitution’sbusinessorproperty.

28.1.24Demanding,takingorgivingbribes,tipsorgiftsoranyillegalgratificationwhatsoever.

28.1.25Absence without leave for more than tenconsecutive days or habitual absence withoutleave or overstaying sanctioned leave withoutsufficient ground or proper and satisfactoryexplanation.

28.1.26 Habitual late attendance.

28.1.27Habitualbreachofanyrules,regulationsorworknormsprevalentintheDepartmentsorofRules&RegulationsofServiceoftheInstitution..

28.1.28CarryingonmoneylendingoranyotherprivatebusinesswithinthepremisesoftheInstitution.

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28.1.29Drunkennessor riotousordisorderlybehaviourduring working hours in the premises of theInstitutionorcommissionofanyactsubversiveofdisciplinewithintheInstitution’spremises.

28.1.30Negligenceofduty.

28.1.31 Habitual repetition of any act or omission forwhichfinemaybeimposed.

28.1.32WillfulbreakageordamagetothepropertiesoftheInstitution.

28.1.33 UnauthoriseduseoroccupationofquartersandrefusaltovacatethesamewhencalledupontodosobytheEmployer.

28.1.34Indiscipline or habitual breach of regulationsregarding smoking, absenting oneself fromplaceofworkandtheuseofabusiveorobscenelanguage.

28.1.35GamblingwithinthepremisesoftheInstitution.

28.1.36 Tampering with records, attendance registers,disclosing to any unauthorised personsconfidentialfactsorfiguresabouttheInstitution’sactivities.

28.1.37Any act of immorality within the Institution’spremises.

28.1.38TakingawayanyitemorarticlebelongingtotheInstitutionoranysuchpilferagebyanemployee.

28.1.39Withholding of information regarding anychangesthataffecttheemployeefromthetimeof joining duty, such as change of address,maritalstatus,dependency,suchandsoforth.

28.1.40 Wasteful or negligent practices in the use ofInstitution’spropertyorfacilities.


28.1.41Violation of established safety practices on thepremisesoftheInstitution.

28.1.42FightingorquarrelinginsidetheInstitution.

28.1.43 Inefficiencyorhabitualmistakesinwork.

28.1.44Concealment of any facts which would haveprevented an employee being employed initially.

28.1.45BreachofanyoftheprovisionsoftheseServiceRules.

29. PUNISHMENT

29.1 An employee found guilty ofmisconductmay after dueenquiryasprovidedherein:

29.1.1 Bedismissedfromservice;or

29.1.2 Bedemotedtolowercadre;or

29.1.3 Suspended for any period not exceeding fourdayswithoutwagesorsalary;or

29.1.4 Befined;or

29.1.5 Have his increment stopped for a period notexceedingayear;or

29.1.6 Be warned or censured or have an adverseremarkenteredinhispersonalrecord;or

29.1.7 Havehismisconductcondoned;or

29.1.8 Bedischargedfromservice.

29.2 Whileimposedanyoftheabovepunishments,gravityofmisconductprovedandalsothepastrecordoftheemployeeshallbetakenintoconsiderationbytheEmployer.

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30. DISCIPLINARY PROCEDURE & SUSPENSION-PENDING ENQUIRY

30.1 Disciplinary Procedure:

30.1.1 An employeeagainstwhomdisciplinaryactionisproposedtobetakenshouldbegivenacharge-sheet by the Employer, clearly setting forth thecircumstancesofmisconduct,ifany,andawrittenexplanationwithin sevendaysof the receiptofthecharge-sheetshallbegivenbytheemployeeconcerned.

30.1.2 TheconcernedemployeeshallalsobegivenanopportunitytoanswerthechargesatthetimeofanenquirybeforeanEnquiryOfficerappointedby the Employer, the date and the time beingfixed with sufficient notice to such employeeto prepare and give explanation and also toproduceanyevidencethathewishestotenderinhisdefence.

30.1.3 Anynotice,order,charge-sheetorcommunicationwhich ismeant foracharge-sheetedemployeeshouldbeinEnglish.Inthecaseofanabsenteeemployee,noticeshallbesenttohimbyregisteredpost with acknowledgement due to the latestaddress provided by the said employee. If anemployeerefusestoacceptanycommunicationinconnectionwithdisciplinaryproceedingswhenitissoughttobeservedonhim,exhibitingofthesaidcommunicationonthenoticeboardwillbedeemedassufficientserviceofthesameontheemployee concerned.

30.1.4 Iftheemployeeconcernedfailstoappearbeforethe Enquiry Officer at the appointed time andplace without showing sufficient cause for hisabsencetothesatisfactionoftheEnquiryOfficer,thentheenquirywillbeheldexparte.


30.1.5 During the enquiry, the employee shall bepermitted to producewitnesses in his defence,and cross examine any witness that may beexaminedinsupportofthecharge.

30.1.6 The employee concernedmay be permitted totaketheassistanceofoneofhisco-employee,ifhesodesires,inwriting.

30.1.7 On conclusion of the enquiry, the EnquiryOfficershallsubmittotheDisciplinaryAuthorityhis reasoned written findings on the chargesenquired intobyhim,alongwithall recordsofthe enquiry including the oral & documentaryevidencebroughtonrecordbyeithersideduringenquiry.

30.1.8 On receipt of the findings, the DisciplinaryAuthority having gone through it shall, statinghis reasons,eitheracceptor reject thefindingsand communicate the same to the employeeconcernedalongwithacopyofthefindingsoftheEnquiry Officer, proposing the action intendedto be taken against the employee concerned,affordinghimreasonableopportunitytosubmithis representation/explanation, if he sodesireswithinthetimesetinthesaidproposal.

30.1.9 On consideration of the representation/explanation, the Disciplinary Authority willfinalizehisdecisionandcommunicatethesametotheemployeeconcerned

30.1.10 Theemployeeonwhompunishmentisimposedconsequent to disciplinary proceedingsconductedagainsthimasprovidedherein,mayappealtotheGoverningBoardoftheInstitutionwithinthirtydaysfromthecommunicationoftheorderofpunishment.Theintendedappealshallbe forwarded through the Employer, and the

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Governing Board or any member or members thereofdelegatedinthisrespectshalldisposeoftheappealwithinthreemonthsofthedateofthereceiptofsuchappeal.

30.2 Enquiryisnotnecessaryifandwhentheemployeemakesavoluntaryadmissionofhisguiltinreplytotheaforesaidcharge-sheet. However, if the employee concernedrequestsahearingregardingthenatureofthepunishmentsuchhearingmaybegiven.

30.3 Suspension-pending enquiry:

30.3.1 Whenthemisconductisofaveryseriousnaturethe Employermay suspend the employee fromduty till the disciplinary proceedings conclude.Duringsuchperiodofsuspension,theemployeeconcernedshallnotleavestation,exceptwiththewrittenpermissionoftheEmployer.

30.3.2 Duringthesuspensionperiod,theemployeeshallbe paid a subsistence allowance amounting to50%ofhisbasicpayduringthefirst90days,therateofsubsistenceallowanceshallbeincreasedto 75% of his basic pay thereafter. Providedthat where the disciplinary proceedings areprolongedonaccountofanyreasonsattributableto the employee concerned and therefore thesuspensionperiodexceedsthefirst90days,thentherateofsubsistenceallowancefortheperiodexceedingthesaid90daysshallbeonly25%ofbasicpayoftheemployeeconcerned.

30.3.3 If the employee is exonerated of the chargesmade against him, he shall be entitled for histotal salary from thedateofhis suspension. Intheeventofhisdismissal,thesameshallbecomeeffectivefromthedateofsuspensionandhewillnotbeeligibleforanyotherpaymentsexceptthesubsistenceallowancealreadypaidtohim.


31. GRIEVANCE PROCEDURE

31.1 Grievancesorcomplaints,ifany,arisingoutofemploymentmaybesubmittedinwritingbyanemployeeaddressedtotheEmployer.

31.1.1 Normally such grievances or complaints shallbe forwarded through the ‘properchannel’ i.e.through the respectiveHeadofDepartmentbytheemployeeconcerned.

31.1.2 However, if the grievance or complaint hasanything to do with Head of the Department,then it shouldbechannelised through thenexthigherofficial.

31.1.3 On receipt of such grievance or complaint,the employee concerned shall be issued anacknowledgementbytherecipientofficial.

31.1.4 If he so desires, simultaneously with handingoverthegrievanceorcomplaintasprovidedforabove,theemployeemayalsosendacopyofthesametotheEmployer.

31.1.5 Thegrievanceor complaint shall be forwardedimmediatelybytherecipientofficialthroughtheproperchannel,andwhiledoingso,commentsconcerning the subject of complaint may beset out by the higher officials in a sheet to beattachedtothecomplaint.

31.2 TheEmployermayinhisdiscretioneitherhimselfattendtothegrievanceorentrustiteithertoacommitteeoranyotherpersontoinvestigateandreport

31.2.1 Normally the decision of the Employer shallbe communicated to the employee concernedinwritingat theearliestbutnot later thanonemonthfromdateofitsreceipt.

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Provided inexceptionalcasesorcircumstances,communicationofthedecisionmaybedelayedbeyond theone-monthperiodat thediscretionoftheEmployer,forreasonstobenoted.

ProvidedfurtherthatthedecisionoftheEmployersorenderedshallbefinalandbinding.

32. PERFORMANCE BASED APPRAISAL SYSTEM (PBAS)

32.1 Allconfirmedemployeesshallbeassessedandevaluatedby the reporting authorities every year through aPerformance Based Appraisal System as devised andnotifiedbytheManagementfromtimetotime.

33. SEXUAL HARASSMENT

33.1 Provisions of the Sexual Harassment of Women atWorkplace(Prevention,Prohibition&Redressal)Act2013shallapply.

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