Service and Leave Rules
(i) These rules may be called the Graphic Era (deemed to be university) Employees Service Rules and shall come into force with effect from the date of issue of notification after the approval of the Board of Management.
(ii) Unless otherwise specifically provided, these rules shall apply to the employees of the Graphic Era (deemed to be university).
Unless the context requires otherwise; the:
(i) UNIVERSITY: means the Graphic Era (deemed to be university), Dehradun, under section 3 of UGC Act 1956.
(ii) SERVICE: means service under Institution deemed to be University.
(iii) ACT: means the UGC Act 1956.
(iv) BOARD: means the Board of Management.
(v) APPOINTING AUTHORITY: means the authority empowered to appoint any Institution deemed to be University employee under regulations of Delegation of Powers.
(vi) INSTITUTION DEEMED TO BE UNIVERSITY EMPLOYEE: means employees of the Institution deemed to be University as defined in the regulations related to conditions of service and includes Administrative, Teaching, Non-teaching and Technical, Ministerial and service staff.
(vii) COMPETENT AUTHORITY: means Board in the case of Vice Chancellor.
Vice Chancellor, in the case of all other employees or any executive authorized by the Board / Vice Chancellor.
(viii) CODE OF CONDUCT: means the rules/guidelines for conduct of all employees/authorities of the Institution deemed to be University.
Institution deemed to be University employees and their appointments.
There are two categories of employees Teaching and Non Teaching. The Institution deemed to be University appointments are made normally under the following categories:
(i) Appointments against substantive post – Permanent or Temporary.
(ii) Appointments on contract for a limited period.
Based on the qualification, experience and suitability of a candidate for the post, selections are made either through process open to any eligible candidate or through internal promotion to a higher substantive post or on contract for limited period.
3.1 Process of Selection and Appointments:
(i) No person will be appointed in the Institution deemed to be University unless he/she possesses the minimum required qualifications and experience as notified for each post as per regulations or in the advertisement.
(ii) The vacant posts will be advertised/ published in the well known national newspapers/website of the Institution deemed to be University and the applications will be invited from the candidates as per instructions notified for each post by a specific date.
(iii) The Institution deemed to be University will scrutinize the applications of the candidates for various posts according to the eligibility criteria and prepare a consolidated precise showing the details of the qualifications, experience, publications and research work of the candidate for placing it before the Selection Committee.
(iv) The Selection Committee will be constituted for each category of post as per regulations.
(v) Each eligible shortlisted candidate will be called for interview before the Selection Committee on a specified.
(vi) The Selection Committee will examine the shortlisted candidate’s performance in the interview based on their qualifications, experience, research work, publications or other criteria fixed by it. It will recommend the names of the suitable candidates in order of merit. A waiting list of candidate(s) found suitable for the post may also be prepared by the Selection Committee considering the needs/requirements of the Institution deemed to be University. The recommendations of the Selection Committee kept in a sealed envelope, will be opened before the competent authority or the Board of Management as the case may be, for approval.
NOTE: If the appointing authority does not agree with the recommendations of the Selection Committee, it will record the reasons thereof.
(vii) After the approval of the recommendations of the Selection Committee by the competent authority or Board of Management, appointment letter will be issued by the Registrar.
3.2 Formalities for joining the Institution deemed to be University:
(i) Candidate offered the appointment is required to give his / her consent of accepting the post and the terms and conditions of the appointment, giving probable date of joining the Institution deemed to be University.
(ii) The selected candidate will be required to report to the authority/officer as mentioned in the appointment letter and will be required to perform all duties as decided and entrusted to him/her.
(iii) Medical Certificate of Physical Fitness.
A person appointed on probation shall be required to produce a medical certificate of .physical fitness from authorized medical practitioner/CMO before joining the University service.
(iv) Execution of Agreement:
(a) The Teacher and the Administrative Officers may also be required to execute an agreement of rendering the service at the time of joining the Institution deemed to be University as per direction of the management.
(b) Where it is considered necessary to make special provisions for any Institution deemed to be University employee in respect of matters covered by these rules, the appointing authority may by agreement with such employee, make such special provisions and thereupon these rules shall apply to such Institution deemed to be University employee(s).
(c) Nothing in these rules shall deprive any Institution deemed to be University employee of any right or privilege to which he/she is entitled,
a. by or under any law for the time being in force; or
b. by the terms of any agreement subsisting between such person and Institution deemed to be University at the commencement of these rules.
(v) Acceptance to Join against a post
The appointing authority will permit the candidate selected for appointment to resume duties after completion of the required joining formalities.
3.3 General Conditions of Appointments:
(i) The Employees will be governed by the rules and regulations of the Institution deemed to be University.
(ii) The Employees will have to devote full time to their work.
(ii) The Employees may be transferred from one Institution deemed to be University to any other institution run under the control of the same society/trust.
(iii) The Employees will maintain absolute integrity and confidentiality of information about their job.
(iv) The Employees will be responsible to contribute / assist in the development of the concerned department.
(v) Each Employee is expected to assist in solving administrative problems, maintain discipline and to encourage the students in all academic matters as well as other extracurricular activities.
(vi) The employees will draw salary in accordance with the Terms & Conditions of the appointment.
4. Probation, Confirmation, Increments
Normally no person in the Institution deemed to be University service shall be eligible for appointment as a permanent member of the Institution deemed to be University service without being on probation for a period of one year.
The probation period may be amended as per discretion of the appointing authority in special circumstances of the individual case.
(a) Date of commencement of probation of persons first appointed temporarily.
If a person having been appointed temporarily to a post is subsequently appointed on probation against a permanent post in the same cadre, he/she shall commence his/her probation from the date of such subsequent appointment or from such earlier date as the appointing authority may determine.
(b) Service in a higher post counting for probation.
A probationer in any post shall be eligible to count for probation his/her service in any other post of same/similar nature in the same category during the period of probation.
4.2 Unsatisfactory progress during probation:
(i) If at any time, during or at the end of the period of probation, it is reported by the competent authority that the performance of an employee has not been satisfactory, the Appointing Authority may:
(a) extend his/her period of probation by a specified period not exceeding one year, or
(b) in the case of a person appointed by promotion revert him/her to the post held by him immediately before promotion, or
(c) in the case of a person appointed by direct recruitment, terminate his/her service under the Institution deemed to be University Rules with or without any notice.
(ii) An employee whose probation period is extended shall be informed of the reasons for the same, but he/she shall have no right to appeal against it.
(iii) If a person on extended probation period still fails to perform his/her duties satisfactorily and/or fails to fulfill the prescribed conditions, he/she will be liable to be discharged from such post in the same manner as a probationer or reverted to his/her substantive or lower post if any, to which he/she may be entitled.
(viii) Notwithstanding the provisions of sub-rule (i)(a) above, if a probationer is placed under suspension or disciplinary proceedings are contemplated or started against him, the period of his/her Probation/suspension may be extended till such time as the Appointing Authority thinks fit in the circumstances.
(v) A probationer reverted or removed from service during or at the end of the period of probation under the above rules shall not be entitled to any compensation.
A probationer shall be confirmed against the post on which he/she was appointed, only on satisfactory completion of the period of his/her probation and fulfilling other requirements, i.e. a good feedback or passing of a Departmental Examination/Test laid down for confirmation etc.(if any).
The following provisions prescribe the conditions under which the annual increments in the salary in a time-scale are given to an employee:
(a) On satisfactory performance based on good feedback and annual appraisal, an employee (permanent/ temporary) is given annual increment in the salary as per time scale salary.
(b) Probation period or the period of service in another post, whether in a substantive or in officiating capacity, or on deputation and leave other than extra-ordinary leave are counted for increments in the time scale applicable to the post on which a Institution deemed to be University employee holds a lien. However, the Board of Management may count the extra-ordinary leave for the purpose of increment, if it is satisfied that such leave was taken on account of illness or for any other cause beyond the control of the Institution deemed to be University employee, or when taken by a permanent Institution deemed to be University employee for the purpose of study with a view to improve his/her professional qualification and knowledge on his/her producing satisfactory evidence.
(c) Service in higher post counts for increment in the lower post.
If a Institution deemed to be University employee, while officiating a post or holding a temporary post in a time scale of pay, is appointed to officiate a higher post or hold a higher temporary post, his/her officiating or temporary service in the higher post, shall count for increments in the time-scale applicable to such lower post, if he/she is re-appointed to the lower post.
(d) The grant of increment(s) to the employee will be subject to their satisfactory performance. It will also depend upon career advancement and getting other higher academic credentials by the employee.
5 Conduct Rules
5.1 Code of Conduct:
Every employee of the Institution deemed to be University shall follow the Code of Conduct laid down hereunder. He /she shall have to Conduct Fundamental Duties enshrined in the Constitution of India (Appendix (i)). He/she shall
- perform his/her duties with absolute integrity and devotion and maintain congenial environment.
- be courteous in his/her dealings with other employees, students and public.
- perform duties assigned to him/her honestly and to the best of his/her ability.
- perform duties during normal office working hours/days as a whole time employee, unless stated otherwise in the terms and conditions of appointment and may be called to perform duties assigned to him/her beyond normal office hours / holidays.
- avail leave after its prior approval by the competent authority. Such approval must also be taken for going out of station on leave giving contact details.
- make arrangements with the colleagues to conduct his/her duties during the leave period.
- prevent unlawful activities like ragging / indiscipline / impersonation / any unlawful activity which brings disrepute to the University.
- obey and ensure to the best of his/her ability to carry out the lawful directions of any supervisory officer, authority or body of the Institution deemed to be University, to whom such authority is vested in the Regulations.
- keep a constant watch over the ragging/acts of indiscipline among the students/staff and will take immediate steps to check it, if noticed anywhere, and report the same to the appropriate authority for a quick action in the matter.
- follow the Code of professional ethics for teachers as per UGC Regulations 2010 as given in Appendix–(ii) which must also be followed by other employees in letter and spirit wherever applicable.
- seek prior permission (from the competent authority) for marrying a person who holds citizenship of another foreign country.
Misconduct means any activity which violates directly or indirectly the provision of rules of conduct in letter and spirit or breach the law of land or professional ethics. Some of the misconducts on the part of employee are, if he/she
a. is absent from duty without prior approval of competent authority.
b. leaves the station on holidays without its prior approval by the competent authority
c. refuses to carryout decision of any functioning body or willfully disobeys, or willfully omits, or neglects, to execute any lawful orders or instructions.
d. commits any willful breach of the trust and duty of his/her office; or
e. misbehaves with any university employee/student/visitor or anyone in or outside the campus.
f. shows any partiality or bias towards other employee/student in any activity concerning them or directly/indirectly involves in victimizing other employee/student.
g. indulges in indecent gesture / comments / abusive language / quarrel (verbal /physical) /offensive language in words/letters / emails / forgery /tempering of documents /partiality in evaluation / unfair means / plagiarism / criticism of the University / divulgence or disclosure of confidential information / briberies / private tuition or tuition or job/ politics /impersonation/ indulgence in creating or discriminating or arousing passion among individuals on the basis of gender / caste, creed, religion, language, regionalism and culture / ragging/indecent behaviour etc .
h. demands, accepts, or receives, by himself/herself or by any other person, any gift, gratuity, reward or remuneration in the discharge of his/her duties, except in accordance with such rules as may be prescribed by the University.
i. indulges in any un-lawful activity or in political preaching amongst the students or the employees of the University.
j. does private work or part time employment/business etc.
k. does any such thing which undermines or is likely to undermine the prestige of the Institution deemed to be University, or is detrimental or likely to be detrimental to the interests of the University or disturbs or is likely to disturb the peace/harmony and cohesion of the corporate life of the Institution deemed to be University; or
l. unless generally or specially empowered, communicates directly or indirectly to persons who are not in the service of the Institution deemed to be University or to the press, any document or information which has come into his/her possession in the course of his/her duties whether from official sources or otherwise.
appears in any examination of other institute or apply for any position directly without permission from the University or leave the Institution deemed to be University without getting relieving certificate from the University.
n. contracts another marriage while his/her spouse is living, without the permission of the competent authority not withstanding that a subsequent marriage is permissible under personal and religious law applicable to him.
6. Action on Misconduct:
The following and / or any suitable action may be taken on the act of misconduct of an employee by the competent authority.
(i) A Institution deemed to be University employee may be placed under suspension by Appointing Authority, on the basis of the following guiding principles:
(a) Criminal Prosecution:
In case of criminal prosecution, a Institution deemed to be University employee shall be suspended if the charge against him is such that on being found guilty of it, he/she is likely to be sentenced to a term of imprisonment or on which he/she would be dismissed or removed from service in a departmental enquiry or if he/she has been refused bail by the court and committed to prison.
(b) In case of gross misconduct, bribery or corruption, the question of suspension shall be considered with reference to the prima facie evidence available.
(c) In all cases where there are reasons to believe that the Institution deemed to be University employee if allowed to continue in active service, might attempt to tamper with the evidence, he/she shall be required to proceed on such leave as may be due and admissible to him, or if there be no leave at his/her credit, or extra ordinary leave without pay or if he/she refuses to proceed on leave, he/she may be suspended.
(ii) A Institution deemed to be University employee shall be deemed to have been placed under suspension by an order of competent authority
(a) with effect from the date of his/her detention, if he is detained in custody whether on a criminal charge or otherwise, for a period exceeding forty eight hours.
(b) with effect from the date of his/her conviction if, in the event of a conviction for an offence, he/she is sentenced to a term of imprisonment exceeding forty eight hours.
(iii) Subsistence Allowance: During the period of suspension of an employee may be given only subsistence allowance per month which in no case exceeds half of monthly salary of the employee.
6.2 Disciplinary Proceeding and Penalties
For any act of indiscipline/misconduct/negligence of duties/criminal charges, Institution deemed to be University has right to take disciplinary actions and may impose penalties/suspension/termination from the service.
Any one or more of the following penalties may for good and sufficient reasons, such as misconduct, moral turpitudes neglect of duty, violation of any term or condition or service inefficiency, indiscipline criminal conviction be imposed upon any employee of the Institution deemed to be University.
I- Minor Penalties
3. Withholding of increment
4. Recovery from his/her pay of the whole or part of any pecuniary loss caused to University by negligence or breach of orders.
II- Major Penalties
1. Degradation to a lower stage in the time scale of pay for a specific period.
2. Degradation to a lower time scale of pay, grade post or service.
3. Compulsory retirement.
4. Removal from service which shall not be a disqualification for future employment under Institution deemed to be University.
5. Dismissal from service which shall ordinarily be a disqualification for future employment under Institution deemed to be University.
III- NOTE: Unless imposed as a penalty the following shall not ordinarily amount to a penalty within meaning of this regulation.
(a) Non-promotion whether in a substantive or officiating capacity of a Institution deemed to be University employee to a service, grade or post for promotion, to which he/she is ordinarily eligible, on administrative grounds and not a measure of penalty on the grounds of his/her misconduct.
(b) Reversion to a lower service, grade or post of a Institution deemed to be University employee officiating in higher service grade or post on the ground that he/she is considered, after trial, to be unsuitable for such higher service, grade or post or on purely administrative grounds.
(c) Reversion to a lower service, grade or post of a Institution deemed to be University employee appointed on probation to another service, grade or post during or at the end of the period of probation in accordance with the terms of his/her appointment or the rules and orders of Institution deemed to be University in this behalf for the time being in force.
(e) Termination of Service –
(i) of a Institution deemed to be University employee appointed on probation.
(ii) of a Institution deemed to be University employee employed under a contract in accordance with the terms of such contract, or
(iii) of a Institution deemed to be University employee due to unauthorized absence from duty for a period of thirty days.
6.3 In case of minor penalty, the nature of allegation shall be communicated to the employee concerned and he/she will be given a minimum period of one week from the date of the receipt of the explanation or on the expiry of the period of one week given for submission of explanation, the authority concerned may after necessary examination of relevant facts and circumstances either drop the case or decide to impose upon the employee concerned any one or more of the minor penalties.
6.4 In case of a major penalty, the grounds on which it is proposed to take action shall be reduced to the form of a definite charge or charges and communicated to the employee concerned together with a statement of the allegations on which each charge is based and of any other circumstances which it is proposed to take into consideration in passing order in the case.
The employee will be given a show cause notice to submit his/her explanation within a reasonable time as to why the proposed major penalty be not imposed on him. If the appointing authority is not satisfied with the explanation, it will constitute an enquiry committee and the employee will be given an opportunity of personal hearing in defence of the charge sheet.
If the enquiry committee is satisfied and recommends to impose a major penalty, the specific show cause notice will be issued to submit his/her explanation in defence. The appointing authority will consider the explanation and take a final decision which will be communicated to the employee concerned before implementation.
6.5 The provision or Rules 6.4 and 6.5 shall not apply
(i) where the authority empowered to dismiss or remove or make him to retire prematurely is satisfied that for reasons to be recorded in writing, it is not reasonably practicable to give the person an opportunity of showing cause against the action proposed to be taken in regard to him; or
(ii) where the security of the nation, state or University is involved.
NOTE: If any question arises, whether it is reasonably practicable to give to any person an opportunity of showing cause under rules 12.2 and 12.3 against the particular penalty proposed to be inflicted, the decision of the Chancellor shall be final.
7. Appeals and Review
7.1 Where a penalty or dismissal or compulsory retirement from service imposed upon an Institution deemed to be University employee under suspension, is set aside in appeal or on review under these rules and the case is remitted for further enquiry or action or with any other directions, the order of his/her suspension shall be deemed to have continued in force or from the date of original order of dismissal, removal or compulsory retirement as the case may be.
7.2 Where a penalty of dismissal removal or compulsory retirement from service imposed upon an Institution deemed to be University employee is set aside or declared to rendered void in consequences of or by a decision of a court of law, and the Authority on a consideration of the circumstances of the case, decides to hold a further enquiry against him on the allegations on which the penalty of dismissal, removal or compulsory retirement was originally imposed, the Institution deemed to be University employee shall be deemed to have been placed under suspension by the appointing authority, from the date of original order of dismissal, removal or compulsory retirement and shall continue to remain under suspension until further orders.
7.3 An order of suspension made or deemed to have been made under this rule shall continue to remain in force until it is modified or revoked by the authority competent to do so.
7.4 Where an Institution deemed to be University employee is suspended or is deemed to have been suspended, in connection with any disciplinary proceeding or otherwise and any other disciplinary proceeding is commenced against him during the continuance of such suspension the authority competent to place him under suspension may for reasons to be recorded by him in writing direct with the Institution deemed to be University employee shall continue to be under suspension until the termination of all or any such proceedings.
7.5 An order of suspension made or deemed to have been made under this rule may at any time be modified or revoked by the authority which made or is deemed to have made in or by any authority to which that authority is subordinate.
8. Review of Order in Disciplinary cases
8.1 The President/Chancellor of the Institution deemed to be University may on his/her own motion or on the appeal filled by the affected employee, call for the record of any proceeding under these rules and review any order passed in such a case.
Provided that no action under this rule shall be taken after the expiry of a period of more than three months from the date of such order.
8.2 Reviews by Institution deemed to be University of its own order
The Institution deemed to be University may review its own order provided that following conditions are fulfilled, namely:
(i) there is some error apparent on the face of the record, or
(ii) there are other sufficient reasons for review
Provided that the penalty inflicted on an Institution deemed to be University employee shall not be enhanced unless he has given an opportunity to show cause why such penalty should not be enhanced.
(i) An employee of the Institution deemed to be University may be promoted to a higher post in substantive/ temporary/ officiating capacity by the appointing authority if he/she fulfills the eligibility criteria required for that post and is found suitable by the higher authorities, based on the seniority, suitability and performance /feedback of the employee concerned.
(ii) The promotion may also be made either temporarily for a limited period, against leave vacancy or on contract basis as the case may be.
(iii) The work and conduct of a promoted employee will be assessed by the higher authorities and if it is found later on that he/she does not deserve promotion, the appointing authority may revert him to the original post. However, it will be done only after issuing such employee a show cause notice and providing him an opportunity to defend his/her case in person before the appointing authority or a committee appointed by it.
(iv) A promoted employee shall draw the salary in accordance with the rules of fixation of salary on promotion.
(v) A promoted employee does not have any right to work on a promoted post if the competent appointing authority issues orders otherwise.
(i) An employee of the Institution deemed to be University may tender resignation on personal grounds or under any circumstances beyond his/her control with prior notice of at least one month /three months as applicable to the employee serving on probation period/contractual period and the confirmed employee respectively or payment of the salary in lieu thereof or pay salary for the period falling short of notice period.
(ii) In the case of a Institution deemed to be University employee on leave, the notice for resignation shall not be brought into operation until the leave expires.
(iii) In case a faculty member tenders his/her resignation before completion of a particular semester, it shall be the discretion of the management to accept the resignation and relieve the faculty member after the completion of the academic work of a particular semester. In such a case the management shall have the right to relieve a particular faculty member keeping in the view the need of the Institution deemed to be University.
(iv) In case the services of an employee are terminated on grounds of inefficiency, misconduct, false information and misrepresentation of facts, no notice or salary in lieu thereof will be paid by the management.
(v) The services of an employee may be dispensed with on completion of the period of contract without assigning any notice or reasons thereof.
(vi) The appointing authority shall be the competent authority to accept the resignation/termination of services for the above as the case may be.
(vii) In case of an employee under suspension pending enquiry, the resignation shall not be considered.
(viii) In special circumstances and in individual cases which are not covered in the foregoing regulations, the decision of the management shall be final and binding on the employee.
11. Enabling Clause:
The cases which are not specifically covered under these Service Rules or in the matter concerning ambiguity / dispute in the interpretation of these rules, the matter will be referred to the Board of Management/ competent authority whose decision shall be final and binding on all employees.
FUNDAMENTAL DUTIES AS ENHSRINED IN THE CONSTITUTION
51A. Fundamental Duties:-
It shall be the duty of every citizen of India –
(a) To abide by the Constitution and respect its ideals and institutions, the National Flag and National Anthem;
(b) To cherish and follow the noble ideals which inspired our national struggle for freedom;
(c) To uphold and protect the sovereignty, unity and integrity of India;
(d) To defend the country and render national service when called upon to do;
(e) To promote harmony and spirit of common brotherhood amongst all the people of India transcending religions, linguistic and regional or sectional diversities; to renounce practices derogatory to the dignity of women;
(f) To value and preserve the rich heritage of our composite culture;
(g) To protect and improve the natural environment including forests, lakes, rivers and wild life, and to have compassion for living creature;
(h) To develop the scientific temper, humanism and the spirit of inquiry and reform;
(i) To safeguard public property and to abjure violence;
(j) To strive towards excellence in all spheres of individual and collective activity so that the nation constantly rises to higher levels of endevour and achievement.
Appendix – (ii)
CODE OF PROFESSIONAL ETHICS (As per UGC Regulations 2010):
The University Grants Commission (UGC) has laid down the following “Code of Professional Ethics” for teachers of the University. The spirit of and principles of these apply to other employees as well, in appropriate situation(s).
i. Teachers and their responsibilities:
Whoever adopts teaching as a profession assumes the obligation to conduct himself / herself in accordance with the ideal of the profession. A teacher is constantly under the scrutiny of his/her students and the society at large. Therefore, every teacher should see that there is no incompatibility between his/her precepts and practice. The national ideals of education which have already been set forth and which he/she should seek to inculcate among students must be his/her own ideals. The profession further requires that the teachers should be calm, patient and communicative by temperament and amiable in disposition.
(i) Adhere to a responsible pattern of conduct and demeanour expected of them by the community;
(ii) Manage their private affairs in a manner consistent with the dignity of the profession;
(iii) Seek to make professional growth continuous through study and research;
(iv) Express free and frank opinion by participation at professional meetings, seminars, conferences etc. towards the contribution of knowledge;
(v) Maintain active membership of professional organizations and strive to improve education and profession through them;
(vi) Perform their duties in the form of teaching, tutorial, practical, seminar and research work conscientiously and with dedication;
(vii) Co-operate and assist in carrying out functions relating to the educational responsibilities of the college and the university such as: assisting in appraising applications for admission, advising and counseling students as well as assisting the conduct of university and college examinations, including supervision, invigilation and evaluation; and
Participate in extension, co-curricular and extra-curricular activities including community service.
ii. Teachers and the students:
(i) Respect the right and dignity of the student in expressing his/her opinion;
(ii) Deal justly and impartially with students regardless of their religion, caste, political, economic, social and physical characteristics;
(iii) Recognize the difference in aptitude and capabilities among students and strive to meet their individual needs;
(iv) Encourage students to improve their attainments, develop their personalities and at the same time contribute to community welfare;
(v) Inculcate among students scientific outlook and respect for physical labour and ideals of democracy, patriotism and peace;
(vi) Be affectionate to the students and not behave in a vindictive manner towards any of them for any reason;
(vii) Pay attention to only the attainment of the student in the assessment of merit;
(viii) Make themselves available to the students even beyond their class hours and help and guide students without any remuneration or reward;
(ix) Aid students to develop an understanding of our national heritage and national goals; and
Refrain from inciting students against other students, colleagues or administration.
iii. Teachers and Colleagues
(i) Treat other members of the profession in the same manner as they themselves wish to be treated;
(ii) Speak respectfully of other teachers and render assistance for professional betterment;
(iii) Refrain from lodging unsubstantiated allegations against colleagues to higher authorities; and
(iv) Refrain from allowing considerations of caste, creed, religion, race or sex in their professional endeavour.
iv. Teachers and authorities:
(i) Discharge their professional responsibilities according to the existing rules and adhere to procedures and methods consistent with their profession in initiating steps through their own institutional bodies and/or professional organizations for change of any such rule detrimental to the professional interest;
(ii) Refrain from undertaking any other employment and commitment including private tuitions and coaching classes which are likely to interfere with their professional responsibilities;
(iii) Co-operate in the formulation of policies of the institution by accepting various offices and discharge responsibilities which such offices may demand;
(iv) Co-operate through their organizations in the formulation of policies of the other institutions and accept offices;
(v) Co-operate with the authorities for the betterment of the institutions keeping in view the interest and in conformity with dignity of the profession;
(vi) Should adhere to the conditions of contract;
(vii) Give and expect due notice before a change of position is made; and
(viii) Refrain from availing themselves of leave except on unavoidable grounds and as far as practicable with prior intimation, keeping in view their particular responsibility for completion of academic schedule.
v. Teachers and no-teachers staff:
(i) Teachers should treat the non-teaching staff as colleagues and equal partners in a cooperative undertaking, within every educational institution; and
(ii) Teachers should help in the function of joint staff-councils covering both teachers and the non-teaching staff.
vi. Teachers and guardians
(i) Try to see through teachers' bodies and organizations, that institutions maintain contact with the guardians, their students, send reports of their performance to the guardians whenever necessary and meet the guardians in meetings convened for the purpose for mutual exchange of ideas and for the benefit of the institution.
vii. Teachers and society
(i) Recognize that education is a public service and strive to keep the public informed of the educational programmes which are being provided;
(ii) Work to improve education in the community and strengthen the community's moral and intellectual life;
(iii) Be aware of social problems and take part in such activities as would be conducive to the progress of society and hence the country as a whole;
(iv) Perform the duties of citizenship, participate in community activities and shoulder responsibilities of public offices;
(v) Refrain from taking part in or subscribing to or assisting in any way activities which tend to promote feeling of hatred or enmity among different communities, religions or linguistic groups but actively work for National Integration.
(These rules apply for regular employees of the Institution deemed to be University)
In these rules unless the context otherwise requires:
1.1 Academic Year: Academic year means a year that starts from 1st July and ends on 30th June every year including vacations.
1.2 Calendar Year: Calendar Year means a year that starts on 1st January and ends on 31st December every year.
1.3 Holiday: Holiday means a day declared by a notification of the Institution deemed to be University to be Closed day for all employees except those otherwise specially asked to attend the University for Essential Duties.
1.4 Vacation: means a fixed period of holidays between two successive academic semesters.
1.5 Leave: means authorized absence from duty on working day(s).
1.6 Vacation Employee: Vacation employee means employee who is entitled to winter and summer vacations. This includes only the teaching faculty and those assisting teachers such as Lab/Library staff for the purpose.
1.7 Non-Vacation Employee: Non vacation employee means the employee who is not entitled for vacation. This category of employee includes all non-teaching employees (excluding the laboratory assistants/Library Staff). The provision of leave will apply for a calendar year for employees of this category.
Leave is a privilege and not a right. It can not be claimed as a matter of right. It may be refused or revoked by the Authority empowered to grant it. It would, however, generally be granted unless the exigencies of service so demand.
Leave Application: The leave application shall be submitted on prescribed format in advance and shall be got normally sanctioned before availing of the leave. Employees shall make alternate arrangements / internal adjustments among their-selves.
No leave can commence unless it has been sanctioned: Mere submission of leave application does not authorize an employee to avail of the leave applied for. Availing leave without its sanction, makes the employees liable to disciplinary action besides penal deductions
No leave will be sanctioned on telephone, except in case of extraordinary circumstances/ sudden illness, etc. This shall however, be regularized immediately on joining the duty in writing.
Continued absence of more than six days, or repeated irregularity without intimation of any kind, render an employee liable to disciplinary action including termination of services besides penal deduction,
3. Kinds of Leave:
a) Casual Leave (CL)
b) Sick Leave (SL)
c) Earned Leave (EL)
d) Leave without pay (LWP)
e) Duty Leave (DL)
f) Vacation Leave (VL)
g) Extra Ordinary Leave
h) Maternity Leave
i) Paternity Leave
j) Marriage Leave
3.1 asual Leave (CL)
3.1.1 Every vacation employee held on the establishment of the Institution deemed to be University is entitled to (one) 01 day casual leave for each thirty (30) days block of duty performed by him /her subject to a maximum of twelve (12) days of Casual Leave on pro rata basis in each academic year. However, non vacation employees will be entitled for casual leave in similar way in each calendar year.
3.1.2 Every employee will be credited with six (06) days of Casual Leave on the first day of the July and January (i.e. in one semester). In case an employee joins in the middle of the academic year, appropriate number of days of Casual Leave on pro rata basis will be credited to his/her account. In case of non vacation employees, the Casual Leave will be credited on the first day of January and July respectively.
3.1.3 Casual leave (CL) can be combined with vacation.
3.1.4 Sundays and holidays falling during a period of Casual Leaves are not counted as a part of Casual leave
3.1.5 Sundays/ public holidays/restricted holidays/ weekly offs can be prefixed/ suffixed to Casual Leave.
3.1.6 Casual Leave is essentially intended for short periods. It should not normally be granted for more than six days at anyone time, except under special circumstances.
3.1.7 Casual leave can be carried forward only upto the completion of one academic year/ calendar year.
3.1.8 Casual Leave will not be carried forward to next academic year/calendar year and will lapse at the end of the Academic Year.
3.2 Sick Leave
3.2.1 Sick leave may be granted in case of sickness of the employee and not his/her dependents. A certificate from authorized medical officer or a registered medical practitioner shall support each case of sick leave.
3.2.2 Each employee is entitled to (1/2) half day sick leave on full pay for every block of 30 days of duty performed by him/her subject to a maximum of 6(six) days during one academic year/calendar year.
3.2.3 Sick leave may be combined with vacation/Earned Leave.
3.3 Earned leave
3.3.1 Earned Leave is admissible to non-vacation employees at the rate of 1/15 of the period spent on duty subject to a maximum of 24 days in a calendar year.
3.3.2 Vacation Employees who have performed duties during vacation period are eligible to get their vacation period converted into Earned Leave In such cases, 1/3 of the vacation period spent on duty will be converted into Earned Leave.
3.3.3 Earned Leave can be prefixed/suffixed with other holidays.
3.3.4 Earned Leave can be accumulated up to a maximum of 300 days, in the entire service.
3.4 Leave without Pay
3.4.1 No provision as such exists for the grant of leave without pay. However, for reasons beyond ones control, if an employee has to avail leave in excess of ones authorisation, he/she may be granted, Leave without pay at the discretion of the competent sanctioning authority subject to exigencies of service. Such leave shall not exceed 30 days in an academic year/calendar year subject to maximum of 15 days at a time.
3.5 Duty Leave / Study Leave
3.5.1 An activity of an employee, which can bring recognition to the Institution deemed to be University, may be considered for grant of such leave.
3.5.2 Duty Leave may be granted for one or more of the following purposes:
a) To deliver academic lecture.
b) To act as an examiner of a practical examination/Ph.D/PG dissertation etc. conducted by a recognized university.
c) To read/present a research paper in a conference/symposium of National / International level.
d) To attend selection committee or other such like committee meetings provided they are convened by a statutory body/university recognized by the govt.
e) To inspect academic institutions attached to a statutory body or a university recognized by the govt.
f) To attend any other important University work.
3.5.3 The duty leave will be restricted to a maximum of 10 days during an academic year/calendar year.
3.5.4 Study Leave may be granted to a regular employee with minimum of three years of continuous service in the Institution deemed to be University. The leave can be granted upto a maximum of 90 days, once in the entire service. Such employees shall enter into a contract with the Institution deemed to be University to join back after availing the leave and serve at least double the period of leave availed.
3.6 Vacation leave:
3.6.1 Vacation Employees are entitled to 02(two) weeks of summer vacation and 01 (one) week of winter vacation subject to their being able to complete the preparation for the next semester. If, however, the exigencies of service do not allow an employee to avail of these vacations, the short fall in period of vacation not availed of by the employee will be converted into earned leave and rules of Earned Leave will apply.
3.6.2 The vacation leave shall be got sanctioned in advance in writing as any other leave.
3.6.3 The vacation period amongst the faculty members may be generally be staggered to ensure that the Institution deemed to be University functioning is not impaired.
3.6.4 An employee who has not worked for the preceding semester shall not be entitled to vacation leave. He/she shall however, be entitled to the reduced period of vacation on prorata basis. Each six months period will be counted from the first day of an academic session.
3.7 Extra Ordinary Leave: Extra Ordinary Leave may be granted in case of special type of leave which is not covered under other categories on the discretion of competent sanctioning authority for a particular period on the specific terms and conditions.
3.8 Maternity Leave: Maternity leave may be granted in case of married female employee for a maximum period of three months only twice in the whole service period out of which only one month leave will be sanctioned on full pay. A certificate from authorized medical officer or a registered medical practitioner shall support the case.
3.9 Paternity Leave: Paternity leave may be granted in case of married male employees for a period of seven days only twice in the whole service on production of medical certificate from the authorized medical officer.
3.10 Marriage Leave: Marriage leave may be granted in case of unmarried employee for a period of 7 days only once in the whole service period. A copy of wedding card in support thereof shall be submitted.
4. Sanctioning Authority:
The following will be the sanctioning authority for sanction of leave:
4.1 For Casual Leave: Authority to whom the employee is reporting.
4.2 For all other kind of leave: The leave application will be forwarded and recommended by each channel of the authority concerned and then sanctioned by ………
4.2.1 The Vice Chancellor: In case of statutory officer, Directors and Deans.
4.2.2 The Registrar: for all other category of employees.