HRDepartment

GianJyotiInstituteofManagement&Techno
logy

A1. RECRUITMENTANDSELECTION

1. INTRODUCTION

Effective recruitment and selection are central

andcrucialtothesuccessfulfunctioningofthe
Institution.Itdependsonfindingpeoplewith
the necessary skills, expertise and qualifications to deliver the strategic objectives and
the ability to make a positive contribution to the values and aims of the institution.

2. SOURCESOF RECRUITMENT

Vacancies will generally be advertised in an appropriate way through internal or

external sources, depending upon the critical level of position to fill. The Department
Head needs to submit the Manpower Requisition Form to the Director. The Director
would recommend and with due permission from the Chairman, the process of
recruitment would proceed at two levels:

 Internal: PotentialcandidateswouldbesoughtfromEmployeeReferralsand Internal

Job Postings (IJP).

 External:

Short listing of CVsfromcurrentCVsalreadyavailable

Data Bank:
with HR.
Advertisement: RequirementpostingonNational/RegionalNewspaper.
Socialmedia/Linked-
requirementtobe filled throughsocialmediaplatforms
In
3. INTERVIEWPANELCOMPOSITION(CoreCommitteeMembers)

ThepanelconsistsoftheDean,theHODoftherespectivedepartmentandsenior faculty.
The final decision is of the Director.
4. RECRUITMENTPROCESS

5. RELEVANTREFERENCE CHECKS

Theoffersofemploymentmayneedreferencechecksattimesincertaincasesand will be made

conditional upon satisfactory results from the following:

 Twosatisfactoryreferences.
 Confirmationof theright towork inthis country(if appropriate);
 CriminalRecordsDisclosure(ifappropriate).
6. PROBATIONARYPERIOD

All appointments at IET Bhaddal Technical Campuswill be made subject to a

probationary period of six calendar months. After three months a review meeting
will take place between the post holder and their department head to discuss progress.
At the end of the probationary period, the employee’s services would be
confirmedautomaticallybasedontheperformanceelseprobationmaybeextended,as
decided by the management.

7. EQUALEMPLOYMENT OPPORTUNITY

IET Bhaddal Technical Campusprovides equal employment and advancement

opportunities to all individuals. Employment decisions at the institution are based on
merit, qualification, and contribution to the institution. The institution does not
discriminate in employment opportunities and practices based on race, colour, gender,
state origin, age or any other characteristic protected by the law. The policy governs
all aspects of employment including selection, job assignment, compensation,
discipline, termination, and access to benefits and training.

All employment and promotion decisions will be based solely upon the individual’s
qualifications, experience prior contribution and demonstrated capacity to perform at
higher levels of performance and will be in accordance with the principle of equal
opportunity. The institution will take whatever affirmative action is necessary to
attract and retain qualified persons.

Any employees with questions or concerns about any type of discrimination in the
workplace are encouraged to bring these issues to the attention of the Director.
Employees can raise concerns and make reports without fear of reprisal. Anyone
found to be engaging in any type of unlawful discrimination will be subject to
disciplinary action, up to and including termination of employment.
A2. INDUCTIONANDORIENTATION

1. INTRODUCTION

Induction and Orientation is the process of

introducing employees to their new jobs
and work environments. Gian JyotiInstitute
of Management & Technology believes
that all new employees must be given
timely induction training. This training is
regarded as a vital part of staff recruitment
and integration into the working
environment. This policy, associated
procedures and guidelinesdefine the
Institution’s commitment to ensure that all
staff is supported during the period of
induction, to the benefit of the employee
and Institution alike.

2. OBJECTIVE

Our Institution aims to ensure that staff induction is dealt with in an organised and
consistent manner, to enable staff to be introduced into a new post and working
environment quickly, so that they can contribute effectively as soon as possible. This
induction policy, associated procedures and guidelines aim to set out general steps for
managers and staff to follow during the induction process. It is expected that all
managers and staff will adhere to this policy.

The Institution expects that the implementation of good induction practices by Heads
of the Departments / Managers will:

 MakethenewemployeesunderstandtheInstitution'sphilosophyandwork culture.
 Ensurethatnewemployeesarehighlymotivatedandthatthismotivationisreinforced.
 Support new employees during this difficult period and help them become
fullyintegrated into the Institution as quickly and as easily as possible.
 Assistinreducingstaffturnover,lateness,absenteeismandpoorperformance generally.
 Assistin developingamanagement stylewheretheemphasisis on leadership.
 Ensurethatemployeesoperate inasafeworkingenvironment.
 Willreducecostsassociatedwithrepeatedrecruitment,trainingandproduction loss.

3. GUIDELINES FOR THE HR DEPARTMENT

TheInstitution'sHumanResourcesDepartment/Representative will:
  Issueguidelinestofamiliariseemployeeswiththeinduction process.
 Maintainandupdatethe InductionPolicy.
 ProvideanInductionandOrientationPlantobefollowedduringtheinduction period.
 Reviewall policy, procedureand guideline documentson aregular basis.
 Providerelevantformaltraining coursesnecessary to assisttheinduction process.

4. PROCEDURE

ACTIVITY SUPPORTMATERIAL RESPONSIBILITY

Explanationof policies PolicyManual HR

Attendanceprocedure,leave
Attendance/Leave procedures HR
application form, etc.

Institutionholidayschedule
Holidays HR
Academic Calendar

Activationofattendancesystem
HR
through biometric machine

Ensuringseating&workarea
HR
allotment

 The new incumbent will meet the HR Representative and complete the formalities on
the day of joining. Joining Report Forms are available with the HR & Administration
Department.
 HR Department/ Representative shall coordinate with the IT Dept. and get an official
email ID created for the new joinee (as per the business need).
 The HR Department/ Representative shall send a welcome note to the new joinee and
all the concerned members in Gian Jyoti Institute of Management & Technologyabout
the background of the new member joined.
 The HR Representative shall share the Induction programme and Welcome Kit with
the new joinee.
 HR Representative shall introduce the new joinee to all themembers of the Institution
and familiarize him/ her with the office environment, Vision, Mission, Values,
significant policies and procedures etc.
 TheHRRepresentative willcertifythatthenewjoineehasbeendulyinductedandthe same
will go into the Personnel File of the New Joinee and formal induction shall finish.
 New joinee will report to the specific department, where the joinee shall be briefed of
his roles and responsibilities by the Department Head.
 The appointment letter shall be issued to the member within 10 days of
his/herjoining,post-completionofalltheabove-statedformalitiesandrequireddocuments
 submission.Thecandidatewouldsignone(duplicate)copy&thesamewillgoin his/her
Personnel File.

5. DRESSCODE POLICY

The dress code policy supports an Institution’s image

and projects the professionalism with which we
provide high-quality services. The Institution’s
objective in establishing a dresscode is to enable
team members to project an appearance that is
business-like and neat. Business–Casual Dress is
the standard for this code.

Formals (Monday to Friday) and ProperFormals

on Wednesday

Thedress codepolicy issubject toperiodicreviewand maybemodifiedat any time.

A3. ATTENDANCEAND PUNCTUALITY

1. INTRODUCTION

Regular attendance and punctuality are vital attributes, shows commitment, attentiveness
and determination. It is important for employees to attend workregularly and to arrive
at work on time.This is a great representation of a positive person that is ready to get
things done on time effectively and efficiently. Punctuality shows respect and
responsibility for your work.

2. ATTENDANCE PROCEDURE

Every staff member must report to work on time. The Institution expects staff members to
be available to work as per working hours.Lateness or absence without prior
intimation/ permission will not be accepted. To mark the attendance please follow the
procedure mentioned below:
 Biometric Machine is installed at a designated place in the respective premises.
Employees will punch the attendance by using the machine, at the beginning and
end of the office timings.
 If there are any grievances regarding attendance, the concerned employee can
contact the HR Department/ Representative for correction in their attendance duly
verified by the Head of the Department.
3. WORK SCHEDULE

Thegeneralworktimings,lunch timingsandworkingdaysofthe Institution are:

GeneralInstitution Timings: 08:45 am to 5:00 pm- All Staff

LunchTimings: 01:25 pm to 2:00 pm- All Staff

TeaBreaks: 2:55 pm to 3:10 pm- Evening

Mondayto Saturday
Working Days:

4. LATE COMINGS
Employees are expected to adhere to office timings. A grace time of Ten (10) minutes
ispermittedafterwhichitwillbetreatedas“Late–Coming”.Thisislimitedtotwo
(2) late – marks every month. Only under special/ critical circumstances of getting late,
the same can be considered as an exception based on the discretion of management.

5. ADDITIONALDUTY/OVERTIME
The Institution does not support any overtime policy and overtime is voluntary.
Employees are requested to complete their assignments in a given period of time.
However, if there is any call for an urgent assignment on a non-working day due to
business exigency or any other valid reasons, such employee shall be given
Compensatoryoffonsomeotherworkingday(onthebasisofapprovalfromHeadsof the
Departments).

6. LEAVEPOLICY
The employees may be given the following kind of Leave on an annual basis duringtheir
stay at the institute:
i) CasualLeave(CL)
ii) AcademicLeave(AL)
iii) CompensatoryLeave (CPL)
iv) OndutyLeave (ODL)
v) Short Leave
7. UNSCHEDULED ABSENCE

Absence from work for FIVE (5) CONSECUTIVE DAYS without notifying
management or the HR Department will be considered for disciplinary action/
voluntary discontinuation of services from
the employment.

A4. STANDARDS OF BUSINESS

CONDUCT

1. INTRODUCTION

IET Bhaddal Technical Campusexpects its

staff (including permanent, temporary,
agency, contractor or consultant staff) to be
scrupulously impartial and honest in all
affairs relatingto the Institution and
theirjob within it. All staff also bear a
responsibility
asemployeestoactasambassadorsforthe
GJIMT in terms of their general conduct both within and outside the Institution. This
policy outlines the responsibilities of staff working for the Institution.

The Code of Conduct clarifies the standards of behaviour that are expected of the
Institution staff in the performance of their duties. The Institution is committed to
developing a culture where it is safe for all employees and directors to raise concerns
internally, about any unacceptable practice and any event of misconduct, unethical
behaviour, actual or suspected fraud or violation of the Institution’s code of conductor
ethics policy.

2. VALUES

We act in a responsible, fair, courteous and respectful way with our subordinate
colleagues, superiors, customers, shareholders, business partners, authorities and the
public and do not tolerate discrimination. We display professional behaviour and an
open, transparent and constructive business style as well as loyalty towards the
Institution.

We behave with integrity and in compliance with all general laws and the relevant
internal and external rules and regulations for the respective area of activity. All
employees are obliged to inform its superior of any uncertainties they may have
regarding compliance with the law or other rules and regulations.

We fully recognize and strive to protect universal human rights, especially the rights of
women and children and we condemn every violation of human rights, e.g. the sexual
exploitation of children or child’s work. We act responsible towards society, with due
respect for other cultures and opinions.
3. GOODBUSINESS PRACTICE

CulturalDiversityandNon-Discrimination

The diversity of its employees and customers is an opportunity and enrichment within
the Institution's work culture. Diversity demands openness, tolerance and empathy
from every one of us. We are committed to ensuring that nobody is harassed or
discriminated against for any reason such as their race, religion, belief, nationality,
sex, age, sexual orientation or disability. The Institution's employees behave with
courtesy, fairness, openness and respect. Any cases of discrimination or harassment
shall be reported immediately to the HR Department.

Code of Conduct

The Code of Conduct clarifies the standards of behaviour that are expected of the
Institution's staff in the performance of their duties. It gives guidance in areas where
staff needs to make personal and ethical decisions.

Law Practices
 Treatallwith dignityand respect.
 No discrimination based on race, national or social origin, caste, birth, religion,
disability, gender, sexual orientation, union membership, political opinions andage.
No discrimination in hiring, remuneration, access to training, promotion,
termination, and retirement.
 No use or support of child labour, as the group doesn’t permit any person to work
in the Institution before the age of 18 years.
 Provide a Clean and Safe workstation to anticipate any kind of accident.
Acquainted with the code of conduct to keep the workplace clean & hygienic.
 Acquaintsthelocalrule oflawandmaintainsthe environmentneatandclean.

Business Practices
 Fairdealingwith students,suppliers,competitorsandemployeesofthe Institution.
 Honestandethical conductatthe Institution’s premises.
 ConfidentialityofinformationofInstitutionoranybusinessassociateofthe Institution.
 Properuseof Institutionassets.

DisciplinaryPractices
 Decliningfavours andgiftswhichcancreatea conflictofinterest.
 Providingtrueinformation during joining.
 Complianceofofficialorders.
 Notengaging inotheremployment activities.
 Avoidnegligenceof work andlateandirregular attendance.
 Ethical Conduct
 Abstainfrom allactivities that candamagethe reputationof theInstitution.
 Non-participationinillegalactivitiesandnon-indulgenceinviolentactivities.
 Refusalofbribes.
 Nolong absencewithout information.
 Avoiddamaging Institutionassets.
 Abstainfromindecent/disorderlybehaviour.

4. WORKRELATIONSHIPS

Employers and employees build professional relationships and treat one another with
respect. Discrimination and harassment of any form are not tolerated in
theworkplace.Employeesshouldreportcasesofabuseandconflictbeforeit escalate,and
employerswilltakeimmediateactionaccordingtoInstitutionpoliciesandprocedures.

5. DATA PROTECTION

The privacy of every individual shall be respected and protected. The Institution does not
divulge any confidential information about its customers, employees or business
partners unless law requires such divulgence. No Institution’s employee may acquire
personal data by illegal means or pass on any confidential information or business
secrets of the Institution to any third party (including family members or friends), nor
use such information or secrets for any inadmissible purpose.

6. COMMUNICATIONS

ExternalCommunications

We are active, transparent and timely in our communications. Only the clearly defined
communication individuals at GJIMT for external communication are authorized
to provide information on the Institution’s related issues. We assist the media in
their endeavours to report objectively on the Institution but we do not comment on
rumours. The Chairman thereto shall take any exceptions.

InternalCommunications

We are open and honest in our communications on all issues. GJIMT employees shall
be informed as comprehensively as possible about any development, which affects
them at the Institution, and about the Institution’s course of business. In difficult
situations employees will continueto be informed fairly and with respect.

7. SAFETY

Employers and employees should always maintain safety standards in the workplace to
prevent accidents. Employees should report broken amenities, unsafe workspaces, or
potential hazards in the workplace. They should stay alert in case of emergencies and
be aware of emergency exits and procedures.
 NOTE: All employees are expected to carry out the instructions/ guidelines by the
management and respective department head diligently and faithfully, in connection
with the Institution.

A5. PAYROLL, COMPENSATION AND

BENEFITS

1. INTRODUCTION

IET Bhaddal Technical CampusCompensation

& Benefits structure has been devised to be in
line with best practices, incorporating the
latest trends and laws, to extend value to
employees.This is revised from time to time to
ensure that our employees are paid in line with
industry standards.

2. PAYRULEANDSCHEDULE

 PAYDAY:AllEmployeesshallbepaidmonthlyonascheduledpayday,usually
bythe10th dayof thesubsequent month.
 In case of any grievances in the salary, the same will be corrected immediately by
the HR Representative and Accounts Department.
 The salary is credited into the respective employee account at the nominated bank
after deduction of Tax. Employees whose salary accounts are not opened in the
nominated bank may be given in cash/ cheque. Employees shall be notified, in the
eventofa changeinthe Institution’sbankers.For certain categories ofemployees, the
salary may be given in cash as decided by the management.

3. INFORMATIONFOR NEW HIRES

Eligible Full-Time Employees of the Institution are required to submit the followingto
the Accounts Department upon their joining:

 A copy of their PAN (Permanent Account Number) issued by the Income-tax

Department
 Previous Employer tax deduction details. Form 16 along with duly verified salary
and tax details from previous employer is accepted.

4. TAXDECLARATION

Eligible Full-Time Employees must submit details of proposed investments and

deductions based on the latest provisions of the Income Tax Act.

This is to be submitted at the beginning of the financial year and is reconfirmed at the
beginning of the fourth quarter.
 The Final Declaration needs to be submitted by the 15th of March along with actual
Investment Proofs and exemption details with proofs in accordance with the Income
Tax Act.

 Changing Tax Declaration: In caseof any change in theproposed tax investments,

a new declaration form must be completed and returned to the Institution’s
Payroll/ Accounts Division. Changes may be made at any time of the year.
 Renewal of Tax Declaration: The tax declaration submitted is valid for only one
financial year. A new submission must be made at the beginning of everyfinancial
year.

5. PAY,ALLOWANCESANDSTATUTORYBENEFITS

All employees are eligible for basic salary, allowances and deductions at the time of
joiningandanychangesduringthesubsequentyearwillbeintimatedtotheconcerned
employee. IET Bhaddal Technical Campuscomplies with all applicable laws in
providing the following statutory benefits and allowances to the employees.

 Basic Salary: Basic salary is the core salary and it is the fixed part of the
compensation package. Several other components are calculated in the basic
salary. Generally, the basic salary depends upon the employee's designation or
grade.

 House Rent Allowance (HRA): Employees generally receive a house rent

allowance (HRA) from the Institution. This is a part of the salary package, in
accordance with the terms and conditions of employment. HRA is given to meet
the cost of a rented house taken by the employee for his/ her stay.

 Dearness Allowance - DA or Dearness Allowance is a cost of living adjustment

allowance which the government pays to the employees of the public sector as
well as pensioners of the same. Dearness Allowance can be basically understood
as a component of salary which is some fixed percentage of the basic salary,aimed
at hedging the impact of inflation.

 Special Pay Allowance - Residual part of the Gross Salary after adjusting Basic,
HRA, and other tax saving allowances.

 Provident Fund: The Human Resources Department is responsible for

determining employee eligibility and enrolment of retirement, life, disability, and
health care benefits. Any changes or questions concerning this benefit coverage
should be directed to Human Resources Department only.

 Employees State Insurance (ESI): All eligible employees shall be covered under
the act from the very first day of joiningthe Institution as per The Employee State
Insurances Corporation Act 1948 or amended from time to time.
6. PAYROLL DEDUCTIONS

All full-time regular employees are eligible for various payroll deductions. A partial
listing of the most commonly used deductions is as follows:

 IncomeTax Deductionbasedon IncomeTaxAct

 EmployeesContributiontowardsProvidentFund
 Security Deposit - An amount equivalent to one month's salary of the employee
will remain with the institution. Deduction of 10% from the Gross Salary, up to a
period of ten (10) months from the date of joining.
 Telephoneor anyotherrecovery (asintimatedby HR)

7. PAYSCALE OFTEACHING STAFF

PayScaleoftheteachingstaffatGianJyotiInstituteofManagement&Technology:

S. PayBand MinimumPayinPayBand
Position
No. (InRs.) (in Rs.)
1. Professor 67,000-79,000 100000
2. Associate 37,400-67,000 50000
Professo
r
3. AssistantPr 15,600-39,100 25000
ofessor

8. FULL&FINAL SETTLEMENT

In the event of an employee leaving the Institution, the Full & Final settlementamount is
calculated by the HR Representative & Accounts on the basis of the inputs provided
in the NOC. The whole process of Full & Final takes at least 15 working days from
the day of receiving the NOC (i.e. the Day of relieving the employee).

The final payment is sent by the Accounts Department to the HR Department/

Representative and the HR Department/ Representative ensures further disbursement
of the same, based on the discretion of the management.
A6. EMPLOYEECOMMUNICATION POLICY

1. OPEN COMMUNICATION

IET Bhaddal Technical Campusencourages

employees todiscuss any issues they may “EmployeeCommunication policy designed for Mobile u
have with a co- worker directly with that
person. If a resolution is not reached,
employees should arrange a meeting with
their Department Head. Ifthe
concern,problem,orissueisnot properly
addressed, employees should contact the HR
Department/representative. Any information
discussed in an Open Communication
meeting is considered confidential, to the
extent possible while still
allowingmanagementtorespondtothe
problem. Retaliation against any employee for appropriate usage of Open
Communication channels is unacceptable.

2. TELEPHONEANDINTERCOM POLICY

The Telephone Directory of the Institution consisting of name, designation, intercom

number, mobile number & e-mail address is attached for the use of employees.

During office hours we recommend all to make minimum personal phone calls,
depending upon the urgency of the situation at business.

3. GENERALRULESFORMOBILEUSAGE

Mobile phone usage should be restricted to important calls only. Please do not carry
your mobile phones in classrooms and keep your mobile on silent mode while on the
institution premise. Also, the calls made/ received by you should not create
disturbance for the other staff members in your staff room.

4. IT POLICY

This policy sets out the obligations and expectations on employees of the Institution
including contractors and temporary staff, who use the Institution’s IT facilities for
internet and email purposes. IT facilities are provided to assist with day-to-day work.
It is important that they are used responsibly, are not abused, and that individuals
understand the legal professional and ethical obligations that apply to them.

UseoftheInternet
Use of the Internet by employees is encouraged where such use is consistent withtheir
work and with the goals and objectives of the Institution in mind. Reasonable personal
use is permissible subject to the following:

 Usersmustnotparticipateinanyonlineactivitiesthatarelikelytobringthe
Institutionintodisrepute,createortransmitmaterialthatmightbedefamatory
 incur liability on the part of the Institution, or adversely impact on the image ofthe
Institution.
 Users must not visit, view or download any material from an internet site that
contains illegal or inappropriate material. This includes, but is not limited to
obscene matter, race hate material, violence-condoning messages, criminal skills,
terrorism, cults, gambling and illegal drugs.
 Users must not knowingly introduce any form of computer virus into the
Institution’s computer network.
 Personal use of the internet must not cause an increase in significant resource
demand, e.g. storage, capacity, speed or degrade system performance.
 Usersmustnot “hackinto”unauthorised areas.
 Users must not download commercial software or any copyrighted materials
belonging to third parties unless such downloads are covered or permitted under a
commercial agreement or other such licence.
 Usersmust notusetheinternet forpersonal financial gain.
 Users must not use the Internet for illegal or criminal activities, such as, but not
limited to, software and music piracy, terrorism, fraud, or the sale of illegal drugs.
 Users must not use the internet to send offensive or harassing material to other
users.
 Use of the internet for personal reasons (e.g. online banking, shopping,
information surfing) must be limited, reasonable and done only during non-work
time such as lunchtime.
 Use of gambling sites, online auction sites & social networking sites such as, but
not limited to Facebook, LinkedIn, YouTube, Twitter, etc is not permissible.
 Staff may face disciplinary action if they breach this policy and/ or bring
embarrassment to the Institution or bring it into disrepute.

Staff who receive improper emails from individuals inside or outside the Institution
should discuss the matter in the first instance with their Department Head or HR
Department/ Representative.

Personaluse oftheInstitution'semail isnot permitted.

SOP–Desktop&Media Usage
 Desktopwillbeallocatedtoemployees,dependingupontheneedsofthebusiness. This
should be recommended by the Director and approved by the Chairman.
 No software/ program/ tool can be taken out from the Institution premises in
theform of a CD, Tape etc.

ITStaffRightsandResponsibilities

 IT staff is responsible for the design, operation and management of the Wi-Fi
network, including the provision of security measures at the network level.
 Intheeventof aseverenetworkproblem thatarisesfromtheWi-Finetworkuser's
computer system and causing severe damage to the Institution’s user community,
IT staff has the right to terminate the network connection of the user's computer
system without making prior notice to the user.
 The IT staff has the responsibility to provide advance notice of Wi-Fi network
unavailabilityduetoregularmaintenance,upgradesorchangessothatWi-Fi
 network users may plan for their work. However, in the event of an emergency,the IT
staff has the right to shut down the whole or partial Wi-Fi network with little or no
advance notification. Every effort will be made to give users a chance to save their
work before the Wi-Fi network is taken out of service. In the event that a Wi-Fi
network-connected computer presents an immediate security risk to equipment,
software or data in the Institution network, IT staff has the right to terminate this
connection without prior notice.

A7. SEPARATION/EXIT POLICY

1. SEPARATIONFROM EMPLOYMENT

a. RETIREMENT

The Institution has adopted the normal retirement age of 60 years but recognizes
theneedtoretaincertainexceptional,highly skilled and productive staff, particularly those in
scarce skill disciplines, beyond the age of 60. It accordingly permits extensions beyond
retirement subject to the rules of the relevant retirement funds.

b. RESIGNATION

Theemploymentisterminablebyeitherside by giving proper notice (as per

appointmentletter)orpaymentinlieuthereof.

Theperiod ofnoticeforTeaching staff is:

Band NoticePeriod Clause

Employeeresignsfromtheinstitution within the
semester (01st Jan to 15th May & 01st July to
3 months
15th Nov), he/ she will be required to
(during the teaching
giveatwo-months’noticeperiod(orone
period)
month’s salary & 10 month’s securityamount in
All Bands
lieu of notice period).
*
Employee resigns from the institution at the
beginning/endofthesemester(16thMayto 30th
1 month
June & 16th Nov to 31st Dec), he/ shewill be
(during non-teaching
required to give one month’s notice period
period)
(or one month’s salary in lieu ofnotice
period).
 * if the services of the employee are no longer required by the Institution, the
Institution will also be liableto give onemonth’s notice(or onemonth’ssalary in lieu
ofnoticeperiod). Ifthe employeedoes notfulfiltheabove conditions,he/shewillnot be
issued experience and relieving letter as well.

2. DISCONTINUATIONOF SERVICES-VOLUNTARY

A detailed exit process is carried out forall employees leaving the Gian Jyoti Institute
of Management & Technology. This is necessary from a security, financial,
administration, and information management perspective. The exit process applies to
all employees leaving the Institute, whether they are permanent employees or on
contract with Gian Jyoti Institute of Management & Technology.

Thispolicyappliestoemployeeswhoareresigningfromthe Institution,voluntarily.

NoticePeriod andRelieving

When an employee resigns, the Reporting Manager/ Department Head should

attempt to understand his/ her reasons and identify means to retain the employee.
In case, thereis no possibility ofretaining theemployeetheexit process should be
initiated.

 Once the resignation is given and accepted by the management, it cannot be

revoked or taken back.
 Notice period can be waived off (cancelled or reduced) at the discretion of the
Director/ Management.

InstituteAssets or Properties

 All the major Items like Data Card, Laptop, and Mobile Phone have to be
returned by the employee leaving the Institute to the HR Department/
Representative before any clearance form is submitted.
 SIM Card, ID Cards and Keys of the Drawer are to be returned to the HR
Department/ Representative and the clearance forms are to be signed by the
employee.
 All the Institution records and files are to be properly handed over to the
Reporting Manager or Department Head of the Exiting Employee.

Absencein theNotice Period

 The Exiting Employee is not allowed to remain absent during his/ her notice
period.
 If such an employee remains absent during his notice period, then the notice
period of the employee will be extended by the number of days the employee
remains absent or the salary of that period can be deducted from the full and
final payment given to the employee.
 Other Deductions

If the employee leaves the Institution before completing the six months then the cost of
the following will be deducted from his full and final payment cheque.

 Any Amount Excess of the Limit sanctioned in the Mobile Phone Bill of the
employee.
 If the mobile phone/ SIM card/ Data Card is not returned: Mobile phone
Charges, SIM Blocking Charges and Duplicate SIM Card Charges will be
deducted from the employee’s full and final payment.
 If any Repair is required on the asset returned by the employee, then the costof
such Repair work.

General

 If the leaving employee is eligible for any Reimbursements then he/she must
submit all the bills and necessary documents to the Accounts department
before settling his/ her account.
 If there is any Tax Liability, supporting documentary proofs have to be
submitted to the Accounts Department otherwise it will be deemed that there
are no investments/ documents and TDS will be calculated and deducted
accordingly.
 The full and final payment will be processed by the HR Department/
Representative only after getting the approved clearance form.
 The exit interview form is to be filled by the leaving employee beforereleasing
the payment.
 The full and final payment will be made by cheques only and the employees
have to sign the documents related to the full and final payment.

3. DISCONTINUATIONOF SERVICES-INVOLUNTARY

Each employee is considered a key member in maintaining the qualityof our business
operations. Maintaining integrity is a vital part of our business and the behaviour of
each employee reflects the success of our Institution. When prevailing circumstances
justify such action in relation to an employee, the Institution’s management reserves
the right to subject that employee to corrective action up to and including termination
of employment. A corrective action policy has been developed which enables the
Institute to deal effectively and consistently with employee-related issues in a fair and
just manner.

IET Bhaddal Technical Campusreserves the right to change or modify the policy set forth
below at its discretion and without prior notice to employees. This policy is not
intended to and does not constitute a contract of employment. This policy applies to
Employees who are being separated from the Institution, involuntarily.

ProgressiveDisciplinary Steps

Where the Institution finds the employee’s performance, behaviour or conduct

warrantssuchaction,theInstitutionmay,atthediscretionandjudgmentof
 management in appropriate circumstances, pursue the following steps for disciplinary
action. If an employee fails to respond to coaching and/or informal counselling, the
following action would provide the framework for corrective measures.

InitialVerbalWarning

This is a problem-solving session wherein the Reporting Manager/ Heads of the

Department conducts a “verbal discussion” related to the performance problem in
a private conversation with the employee. The employee is reminded of the need
to adhere to and be committed to the work rules and the Institution's standards.

The Department Head will also be required to keep the HR informed about the
same and a note with proof will go into the Personal File of the employee.

WrittenWarning

Within three (3) weeks of the Initial Verbal Warning, if the problem persists the
Reporting Manager/ Department Head and HR Department/ Representative will
conduct a formal discussion with the employee and fully describe the incident
and/or action that may have resulted in the next warning, i.e. Written Warning.

The Written Warning should comprise structured documentation highlighting the

previous feedback provided to the employee and the improvements, if any. The
Department Head will also be required to keep HR informed about the same and a
note with proof will go into the Personal File of the employee. Warning could
result in the termination/ suspension of the employee according to the severity of
the case. The termination letter, however, can be only authorized by the HR
Department/ Representative with due approval from the Institute Director.

A termination recommendation note must be completed at this stage and

forwarded to the management. HR will then conduct a private one-to-one
conversation with the employee to determine the facts from both angles.

Employee’s employment will be immediately terminated, whenever it is deemed

necessary in the judgment of the management, including but not limited to the
following:

o Continuousunsatisfactoryperformanceoftheemployee.
o Continuous medical unfitness, which is likely to affect significantly his/
herperformance.
o Misconductofaseriousnature, Lossofconfidence.
o Wilfulandpersistentdisobedienceorfailuretoperformdiligentlydutiesassigned.
o EngagementinFraudor otherdishonest practices.
o Falsificationof records.
o ViolationofInstitutionPolicies/Records/Equipment’s/Systems.
o BehavinginamannerthatisThreatening, Intimidatingor Insubordination.
o Removing or destroying Institution or customer records or property, releasing
confidential or proprietary information without appropriate approval.
 o Beingundertheinfluence/use/sale/possessionofanyintoxicating substance or
illegal drugs within the Institution or customer premises.
o PossessionofweaponsoffirearmsorgamblingonInstitutionorcustomer premises.
o Engaginginotheractswhichwouldbecontrarytothebestinterestofthe Institution.
o Improperuseof Institutionorcustomerequipmentandsystems.
o ViolationsofIndianCentralandStatelaws andregulations.
o BreachofCustomerand/or Institute confidentiality.
o BreachofCustomerand/or Institutepersonalinformationconfidentiality.

4. EXITINTERVIEW:PURPOSE&PROCESS

Upon receipt of notice of resignation from an employee, an exit interview will be

conducted by the HR Department/ Representative and Director, to assess the reason
behind tendering resignation so that necessary action can be taken to retain the
existing and future employees.

PURPOSE:
 Understanding why people voluntarily leave the Institution can provide an
opportunity for the Institution to make changes to reduce turnover rates andreduce
the associated costs.
 An exit interview is an opportunity for the employer to end the employee's time
with the Institution on a positive note.
 Equally important for public relations. A new relationship with the departing
employee may be created. As the employee departs with positive feelings about
the Institution, this will be communicated to remaining employees, local
community / technical fraternity and future employees. The result may even be
ease of recruiting future applicants.

CONDUCTING THE INTERVIEW – Exit interviews should be conducted by the HR

Department/ Representative and Institute Director, with the knowledge and input of
the Department Head of the departing employee. Being HR as an interviewer
improves the chance for employees to open up and provide more valuable feedback.

PROBING/ANALYSINGTHE REASONS:
 ExitInterviewdeterminestherealreasonsforvoluntaryseparations.
 Provides an opportunity to make changes – particularly when the separation may
also be impacting other people. It is good for the Institution to know the reasonsso
they can take corrective action.
 The information solicited from the exit interview is disseminated to the
appropriate people within the Institution and then actually used to make positive
changes.
SECTIONB–MANAGINGEMPLOYEEPERFORMANCE

SETTING OBJECTIVES, ASSESSING &MANAGING

EMPLOYEE PERFORMANCE, AND SUCCESSION
PLANNING

B1.Performance Management &Appraisal

B1. PERFORMANCEMANAGEMENT&APPRAISAL

1. INTRODUCTION

IET Bhaddal Technical Campusis committed to supporting every employee to reach their
potential and achieve their personal goals, which in turn will assist the institution in
achieving its objectives.

The scheme is a formal process centred on the annual performance of each employee, in
consultation with the Reporting Manager/ Department Head. The purpose of the
appraisal process is to review the previous year’s achievements and to set objectives
for the following year, in order to align individual employees’ goals and objectives
with the Institution’s goals and objectives.
2. PROMOTIONCATEGORIES

 Job Promotions: Recognize the deepening of knowledge and experience in the

current role. Promotion in this level would be a movement to the level two (2)
designations and the key criteria is a consistent, effective or exceptional
performance with the required skill set at the level one (1) designation at
GJIMT for at least one (1) year.

 Role Promotions: Represents broadening of responsibility and authority.

Promotions to this level would be movement to the next Role/ Band designation.

 Fast Track Promotions: Represents special recommendation/ broadening of

responsibility and authority, based on a consistent and exceptional performance
within a short period with required proficiency/ skills defined in the skill set
matrix.

3. APPRAISAL PROCESS

PerformanceAppraisalwill beheld onayearly basis -Annually.

The review will be done to analyse the performance of employees every half year and
take corrective actions if required to achieve annual goals.

The Previous year’s performance will be assessed on targets/ goals set out for each
member by his/ her Department Head at the beginning of the assessment period
(financial year). Appraisal is to be done by the Department Heads and HR
Department/ Representative, through ratings on goals in a measurable Performance
Review Format.

Theincrements andpromotionswillbebasedonlyonfinalratingsongoalsandasper the

promotion criteria.

HR Department/ Representative after calculating the consolidated rating shall submit

the proposal to the Reviewer/ Sanctioning Authority. The Reviewer/ Sanctioning
Authority shall then decide the future course of action to be taken in terms of
Increment, Promotion, Transfer, Training, etc.

PROCESS(Non-Teaching)
The essence of the Appraisal Policy is to review the performance of the individual
employee, vis-à-vis his/ her contribution to the overall growth of the Institution. The
performance will be evaluated on the achievement of Key Performance Targets
(Functional Skills) and Competency & Behavioural Skills.

The weightage allotted to both categories will be 50% each. The employee will be
evaluated by his Reporting Manager and Self for Additional Accountabilities/
Initiatives and on competency/ behavioural skills, there will be a 360-degree
evaluation.TheentireprocessisexplainedintheAppraisalFormforease offillingup of the
form.
 PROCESS (Teaching)
The UGC has upgraded the appraisal system for the faculty and also has introduced
the appraisal by the students of the faculty. In lieu of the UGC guidelines and formal
system set up by the Gian Jyoti Institute of Management and Technology, we are
adapting the appraisal system with the following categories:

 Functional Skills rating (50%) – The employee will be evaluated

functionally by his Reporting Manager and Self on the achievement of targets.
The functional skills rating is based on the summative evaluation of thecriteria
mentioned below:
o Academic(Teaching& Learning)Evaluation
o ResearchandProfessionalDevelopment Activities.

 CompetencyandBehaviouralSkillsrating(50%)
The employee will be evaluated by his Reporting Manager and Self for
AdditionalAccountabilities/Initiativesandoncompetency/behaviouralskills,
there will be a 360-degree evaluation. The entire process is explained in the
Appraisal Form for ease of filling up of the form.

SCHEDULECALENDAR

Review and Appraisal: For the final review and appraisal, the consolidated appraisal
form along with the Key Performance Targets (functional assessment), Competency
and Behavioural skills assessment for the year, is submitted to HR. Staff memberswill
be evaluated on these targets and on competency & behavioural skills. The duly
completed appraisal form of the employee should reach HR, by the twelfth month (at
the last month of one-year completion with the Institution). At the same time, the
Department Heads will ensure that they identify the Targets for the next year, which
will be evaluated in the Annual Appraisal. Based on the summative evaluation, the
increments will be released in the subsequent month's salary.

PleaseNote:
 PerformanceAppraisalFormhastobecompulsorilyreturnedtotheHR department
within twenty (20) days of receipt of the form.
 Nooverwritingorcuttingofentrieswillbeacceptable.Allentrieshavetobe made in pen.

4. INCREMENTANDRATING SCALE

Theincrementsarecorrelatedwiththeappraisalratings.Thevariousratingsand increments
are mentioned below:

Rating Overall
Description Increment
Band Rating
Performance is consistently of highquality.
5
Contribution is far above the requirements 4.50 -5.00 20%
Excellent
of the position (Admirable).
Performance frequently surpasses the
4
standards required. Has the potential to
Very 3.50 -4.49 15%
contribute more than what he/ she does at
 Good present.
Meets most of the KPTs as per standards
3
but seldom surpasses standards. Requires 2.50 -3.49 10%
Good
occasional supervision.
2 Just about meets performance targets
Above (KPTs) and competency/ behavioural skill 1.50 -2.49 5%
Average standards.
1 Doesnotmeetthetargetedstandards.
1.0 – 1.49 0%
Average Cannotworkwithoutconstantsupervision.

PleaseNote:The increments are correlated to the employee’s overall rating, the skill set
desired and the business performance of the institution or based on the
discretion of the management.

5. PROMOTIONCRITERIA

All Promotions are based on Tenure, Performance Standard, Skill Set desired for the band or
fast track promotion in case of exceptional performances, at the discretion of themanagement.

AppraisalSystem forTeachingFaculty

The appraisal system endeavours to update and enrich knowledge, consequently enhancing
teachers' efficiency and productivity. The appraisal system is based on the multi-dimensional
aspects of the role of faculty members and comprises a total of 410 marks. It consists of the
following parameters:

1. Student Result (50): This parameter is divided into two subsections viz. Students' results
(40 marks) and students' attendance (10 marks).
2. Mentorship (20): This parameter focuses on efforts put in by the mentors to nurture and
counsel the mentee whenever needed.
3. Publication and Development (150): This parameter focuses on the contribution of faculty
in publications of research papers/books/book chapters/patents and Ph.D. students guided
under their supervision. It also includes the research projects grants received and guest
lectures delivered at various institutes of repute.
4. Administrative Responsibilities (100): This parameter focuses on the responsibilities
fulfilled by the faculty at various administrative levels.
5. Students Feedback (10): This parameter will be calculated from the feedback received via
the online student feedback form.
6. Dean Report (10): This parameter will be calculated on the fair feedback of heads of
various Departments.
7. Director’s Report (10): This parameter can be calculated on the basis of the Director's
report.
8. ClassAnalysis(50):Thisparameter focuseson thedeliveryofcontentinthe classroom.
6. SUCCESSIONPLANNINGPOLICY

Introduction

The working culture of the IET Bhaddal Technical Campus encourages having
succession planning in place. If an employee is not available, the Institution should
always have someone skilled ("second in command") and ready to act as a
replacement.

Objective

 Develop career paths for employees, which will facilitate the Institution's abilityto
recruit and retain top-performing employees and volunteers.
 Improveabilitytorespondtochangingenvironmental demands.
 Improveemployeemoraleand amessagetoour employeesthat theyarevaluable.
 Encouragetheadvancementofdiverse groups.
 Copewiththeeffects ofdownsizing,attrition,and retirements.
 AnexternalreputeasanInstitution-investsinitspeopleandprovides opportunities and
support for advancement.

Eligibility&Procedure
 The board/ management may decide that there needs to be a "second in command"
who has the capacity to replace the senior management, and specialized skills
professionals in the future. This means:

 A nominee/ eventual successor is eligible only after 5 years of employment with

GJIMT or at the discretion of management decision depending upon thecriticality.
 Assess the potential vacancies in leadership and other key positions (who are of
retirement age? Which positions/departments/divisions are most affected?)
 Identifythepersonincollaborationwiththe management.
 Assessthemotivationlevelandcompetenciesofcurrentstafftoassumetheposition.
 Develop a plan to ensure that the eventual successor gains the requisite skills and
knowledge to take the job on.
 Ensuring that the second in command is exposed to a broad range of experiences
so that he or she has a wider understanding of the operations of the Institution.
 Developstrategiestoaddresstheseneedsbasedontheskill gaps.
 The plan could include a formalized process of mentoring or coaching andtraining
in more specific aspects of the job. When the size of the Institution permits, it
would be preferable to have more than one person identified as a potential
successor.

SECTIONC–SUPPORTINGOURSTAFFINTHEWORKPLACE

STAFF WELL-BEING IS AN INCREASINGLY RELEVANT AND NECESSARY

CONSIDERATION IN THE MODERN WORKPLACE. STAFF WELL-BEING AT WORK
MEANS PRINCIPLES, IDEAS, METHODS AND THEORIES FOR STRESS REDUCTION
AND IMPROVING WELL-BEING IN THE WORKPLACE, FOR EMPLOYERS AND
EMPLOYEES.

C1.EMPLOYEEENGAGEMENTPOLICY

1. INTRODUCTION

Employee engagement is a workplace approach

designed to ensure that employees are committed to
the Institution’s goals and values, motivated to
contribute to success, and are able at the same time
to enhance their own sense of well-being.
Engagement is about creating opportunities for
employees to connect with their colleagues,
managers and wider Institution. It is also about
creating an environment where employees are
motivatedtowanttoconnectwiththeirworkand
reallycareaboutdoingagoodjob.Itisaconceptthatplacesflexibility,changeand
 continuous improvement at the heart of what it means to be an employee and an
employer.

2. EMPLOYEEENGAGEMENT PROGRAMS

GJIMT is committed to developing strong employee relations through its various

Employee Engagement Platforms/ Activities, Rewards & Recognition programs and
Long Service Award. The Institution has engagement platforms on a Monthly,
Quarterly and Annual basis.

EMPLOYEEENGAGEMENTPLATFORMS/ACTIVITIES

The Institution facilitates healthy employee relations by providing them with an

opportunity to meet at various platforms spread out throughout the year:

*PROGRAM
PLATFORMS ENGAGEMENTPROGRAMS
DATES
 "Monthly Cake Cutting and personalised Month End/
MONTHLY message by Director for all Birthdays in the New Month
month. starting week
 FestivalCelebrations
On/ Before the
QUARTERLY (Lohri,Holi, Dussehra, Diwali, etc).
festive day
 Re-creationalactivities

 FacultyandAdminStaffDayout Asdecidedby
ANNUALLY the
 Annual Sports Day
management

* The dates can be changed based on the exigency of the business or as per the
discretion of the management.

Engagementandwelfare measures:

 WelfarepolicyformulationandimplementationConduciveandsafeworking
environment Participation in FDP, STP, and STTP
 RewardsandrecognitionsDistributionofuniformworkload
 Academicleaveandstudyleavesareaccordedforthebuild-upofthefaculty. Winter
vacation at the end of the odd semester.

FacultyEmpowermentStrategies

 Healthinsurance,Casualleave,andmedicalleaveLeavesforhigherstudies are also

provided to faculty members.
 Six-dayworkingruleisfollowed,ifanystaff/facultyhastocomeonthenon-
 workingday he/she isgiven compensatoryleave forthe same.
 Medicalfacilitiesareprovidedtofacultymembers.Medicalroomfacilityisprovided to
staff during working.
 Employeegets tuitionfeeconcessions fortheirward.
 The institution has a multicultural environment on the campus. The management
ensures the celebration of all the festivals together.
 Seniorstaffmembers aregivenbenefitsofflexibleworkinghours.
 InternetandWi-Fi facilitiesareavailableon campus.
 Faculty empowerment strategies are used by the institute. Allfaculty members are
given proper details regarding webinars, workshops and seminars happening
around the area of reach by the director of the institutes through departmental
heads from time to time.
 Salaries of all the employees are timely credited to the bank account of the
employee for the smooth running of their all expenditures.
 The institution has a performance-based appraisal system for the assessment of
teachingandnon-teachingstaff.Theappraisalreportisbasedontheannual
performance of the employees on the basis of their academic, research and other
extracurricular activities.
 Appreciation awards are given to the faculty members for their hard work so that
theycan work in more energetic way forthe development ofstudents as well as in
the overall development of the college.
 Varioussportsactivitiesareorganized forstaff(Teachingand Non-Teaching).
 FacultymembersareprovidedwithIndividualcabins tofacilitategoodambience.

D1. GENERALRULESAND REGULATIONS

1. PURPOSE

Establish general rules and regulations intended for the

guidance of all staff members of Gian Jyoti Institute
of Management and Technology, so they may be
informed on the operations of their department/ self,
their responsibilities and the code of conduct they
are expected to observe.

2. CONFIDENTIAL &
INFORMATION
NON- DISCLOSURE OF
INTELLECTUAL PROPERTY

The Institution may provide and make available to you

certain information regarding our business,
including without limitation:

 Varioussalesandmarketing information.
 Actual and potential customer and lead names, addresses, telephone numbers, and
specific characteristics;
 Mailinglabels;
 Salesreportforms;
 Pendingprojectsorproposals;
  Businessplansandprojections,includingnewservices,facilityorexpansion plans;
 Thetechniquesusedin,approach,orresultofanymarketresearch;
 Advertising sources;

Whether written orverbal, orcontainedon computerhardwareorsoftware, disk, tape, or

other media (“Information”), this information is of substantial value, highly
confidential and is not known to the general public. It is the subject of reasonable
efforts to maintain its secrecy, constitutes the professional and trade secrets of the
Institution, and is being provided and disclosed to you solely for use in connection
with your employment by the Institution.

In consideration of your employment and receipt of the Information, you agree that you:
 Will regard and preserve the Information as highly confidential and the trade
secrets of the Institution.
 Will not disclose, nor permit to be disclosed, any of the Information to any person
or entity, absent written consent and approval from the Institution;
 Will not photocopy or duplicate, and will not permit any person to photocopy or
duplicate, any of the Information without the Institution’s written consent and
approval;
 Willnotmake anyuse of Information fortheirbenefitorthe benefitof anyperson or
entity other than the Institution;
 Willreturnall Informationtothe Institutionimmediatelyuponrequestforit.
 Nothingin thispolicy alterstheat-willnatureoftheemployment relationship.

However, employment with the Institution assumes an obligation to maintain

confidentiality, even after an employee leaves the Institution.

StrategyDevelopmentandDeployment

TheinstitutionalStrategic/PerspectiveplaniseffectivelydeployedResponse: The
framework of the perspective plan

The prospective plan of the institute aims to fulfil the expectations of the stakeholders and
counter the challenges faced by effectively deploying resources after taking due care
of the strengths and weaknesses of the institution and tapping opportunities available.
Students have expectations from the institute in the form of strong and future-ready
education, student-centric, innovative teaching-learning approach, and career
counselling and placement opportunities. Faculty expect academic autonomy and
incentives for research and consultancy.

Thebroadstrategiesare

1. MarchTowardsAccreditationandRankings
2. Academic&Physical Infrastructure, ICTTools&Laboratoryapparatus.
3. Principles&Practicesof GoodGovernance
4. Anticipation,Acquisition,Allocation,Appropriation,andAssessmentof Funds
 5. GreenCampus
6. HumanResource Management
7. Teaching-LearningandEvaluationProcess
8. Industry-InstituteInteraction&IncubationCell.
9. Research,DevelopmentandInnovation
10. QualityAssurance Systems
11. Training,Internships& Placements
12. HolisticApproachtoEducation
13. Alumni Interaction
14. InternationalInitiatives

Effectivedeployment

 Consistent improvement in teaching-learning has been ensured by incorporating

innovative methodologies such as flipped, blended, and project-based learning.
 Theinstitution hasconsistentlyimprovedtheICT facilitiesforbetterefficiencyandto make
teaching-learning more interactive. The institute utilizes audio-visual devices,
automated lecture capture technology, 3-D projection, communication lab, relevant
software, digital resources, etc.
 The Institute has an MS Teams software tool for remote learning and managing
educational resources.
 The institute puts rigorous efforts to make students more employable by inculcating
technical as well as soft skills among students by conducting skills development
training, courses, workshops, seminars, etc. Students are encouraged to make the best
use of the internship opportunities.
 The institute is working on the enhancement of skills periodically reviews outcome-
based education systems and has introduced content beyond the syllabus.
 The institute has been providing various opportunities for the overall development
of students throughengagement in extra-curricular and extension activities.
 DETAIL OF LEAVES & VACATION RULES

GJIMT Staff maybegiventhefollowingkindofLeavesonanannualbasisduringtheirstayat the institute:

i) Casual Leave (CL)
ii) Academic Leave(AL)
iii) Compensatory Leave(CPL)
iv) On duty Leave(ODL)
v) Short Leave

I. Summer&Wintervacation: ForTeachingFaculty only

SummerVacation:Twoweeksmaximumintwoslots. Winter

Vacation:One week.

The summer vacation should not be considered as his/her right. The institute may detain any
numberof faculty for a full or partial period of vacation in case of any need due to Institute work
as deemed fit by the Institute's competent authority.

Such faculty will be credited with 50% leave as special leave. These special leaves will becarried
forward to subsequent years and can be availed as casual Leave during regular days.

Note: Summer and winter vacations are not allowed during the first six months of the
probation period. After completing six months in the Institute, faculty could be given halfof
the Summer/Winter vacations.

General Rules:

 CasualLeave willbeconsideredonlyifit issanctionedin advance.

 Anydifferent kindof leavecan beclubbed withWithout Pay Leave.
.
Leave up to one week is only permissible under normal circumstances, for genuine reasons, Leave
beyond one week and up to two weeks is only permissible under extraordinary circumstances
with prior permission of the undersigned, If any faculty or staff member requires leave beyond
four weeks, then it would be considered as a break in the service, and theindividualhastore-
joinofficiallyafterresumingtheoffice.Inthatcase,thejoiningdatewould
bechangedtothenewone,andaccordingly,allfutureappraisals&otherbenefitswouldbe considered on
the basis of the new date of joining.

Director