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SERVICE RULES AND BYE-LAWS
1.0
Definitions
1.1
Council
means the Governing Council of the
1.2
“Bye-Laws”
means the Bye-Laws of the
1.3
“Institute”
means the
1.4
“Chairman”
means the Chairman of the Council/Society
1.5
“Secretary”
means the Secretary of the Society
1.6
“Director”
means the Director of the Institute
1.7
“Rules”
means the rules of
1.8
“Society”
means the trust by the name of Shail Garg Shiksha Sansthan managing
1.9
“University” means the University to which the College is affiliated.
2.0
Classification of members of staff of the Institute
Except in
case of persons brought to work in the Institute on contingency basis for
specific purpose, the staff of the Institute shall be as follows:
2.1
Academic and
Administrative
2.1.1
Director
2.2
Academic
2.2.1
Professor
2.2.2
Associate
Professor
2.2.3
Assistant
Professor
2.2.4
Sr.
Lecturer/Lecturer
2.2.5
Librarian
2.2.6 Such other academic staff as may be decided by the Council.
2.3
Technical
2.3.1
Workshop
Superintendent
2.3.2
Lab
Instructor
2.3.3
Mechanic
2.3.4
Librarian
2.3.5
Medical
Officer
2.3.6
Horticultural Assistant
2.3.7
Draftsman
2.3.8
Physical
Training Instructor
2.3.9
Such other
technical staff as may be decided by the Council.
2.4
Administrative
2.4.1
Admin.
Officer
2.4.2
Registrar
2.4.3
Accounts
Officer
2.4.4
Estate
Officer
2.4.5
Such other
administrative staff as may be decided by the Council.
3.0
Appointments
3.1
All
appointments to the posts under the Institute shall be approved by the Council.
3.2
All posts of
the Institute shall normally be filled by advertisements but due to contingency
of service the Council shall have the power to decide on the recommendation of
the Director that a particular post may be filled by promotion from amongst the
members of the staff of the Institute.
3.3
There shall
be a screening Committee consisting of the following, to examine the credentials
of all persons who have applied for a particular post(s) in the light of the
requirement for the post(s) as given in the relevant advertisements and shall
shortlist the names of candidates qualified to be called for interview.
a)
Director
b)
One local
expert (two experts in case of Professor/Head of the Department)
c)
Head of the
Department concerned
3.4 There shall be a selection Committee for filling various posts, other than those on which appointments are to be made through promotion or on contract basis and the same will be constituted in the manner laid down below.
3.4.1
Academic
Posts
a)
Chairman
b)
Director
c)
Nominee of
the affiliating University on the Council
d)
Three
experts in the case of appointment to the posts of Professor and Associate
Professor (minimum two out of three must be present on the committee at the time
of interview), and two experts in the case of appointment to the posts of
Assistant Professor and Associate Professor (minimum one must be present).
e)
Head of
department concerned if the post for which the appointments is to be made is
lower in status than held by the Head of the Department.
3.4.2
Technical
Posts
a)
Chairman
b)
Director
c)
Nominee of
the affiliating University on the Council
d)
Two experts
from the relevant field
3.4.3
Administrative Posts
a)
Chairman
b)
Director
c)
One
expert/HOD from the relevant field
3.5
The
Selection Committee shall interview all the candidates called for interview on
recommendations of the screening committee. In case of unsuitability of all the
candidates recommended by the screening committee, the selection committee may
consider any other name brought to its notice.
3.6
Subject to
the proviso of Bye-law 3.4 no act or proceedings of the Selection Committee
shall be called in question on the ground merely of the absence of any member or
members of the Selection Committee provided that atleast half of the number of
members of the Selection Committee are present at the time of selection of
candidates.
3.7 Qualifications required for the various academic/administrative posts shall be such as may, from time to time, be laid down by the All India Council for Technical Education/the University to which the Institute is affiliated.
4.0
Departments of Teaching
The Institute shall have the following Departments of teaching
4.1
Basic
Sciences & Humanities
4.2
Computer
Science and Engineering
4.3
Electrical &
Electronics Engineering
4.4
Electronics
& Communication Engineering
4.5
Mechanical
Engineering
4.6
Master of
Computer Application
4.7
Master of
Business Administration
4.8
Such other
departments/sections as may be formed by the Council from time to time.
5.0
Terms and conditions of service
of permanent employees
Permanent
employees of the Institute shall be governed by the following terms and
conditions:
5.1
Every
appointment shall be subject to the condition that the appointee is certified as
being in sound health and physically fit for the service by medical authority
nominated by the Council.
Provided
that the Council may, for just and sufficient reasons relax the medical
requirements in any particular case or cases or dispense with such medical
examination in any case or cases.
5.2
Subject to
the provisions of the Rules and Bye-laws, all appointments to posts under the
Institute shall ordinarily be made on probation for a period of one year after
which period the appointee, if found suitable shall continue to hold his/her
office till he/she attains the age of superannuation subject to provisions
contained in para 5.7 & 5.8.
5.3
The
appointing authority shall have the power to extend the period of probation of
any employee of the Institute as may be found necessary.
5.4
Every
employee of the Institute shall devote his/her whole time to the service of the
Institute and shall not engage directly or indirectly in any trade or business
or in private tuition or may other work which may interfere with the proper
discharge of his/her duties.
However, the provision herein contained shall not apply to academic work and
consultative practice undertaken with the prior approval of the Director for
remuneration, etc. as may be laid down by the Council.
Any employee indulging in any type of activity given above shall be
liable for disciplinary action.
5.5
All
employees of the Institute shall be governed by the
5.6
The
appointing authority shall have the power to terminate the services of any
member of the staff without notice or without any cause assigned during the
period of probation.
5.7
The
appointing authority shall have the power to terminate the services of a member
of the staff by giving one month notice or salary in lieu of, in case he/she is
found to be physically or mentally unfit for service or on the grounds of
retrenchment. This provision shall apply only to regular/permanent employees of
the Institute after probation period.
5.8
A member of
the staff can leave his/her employment by giving one month notice or pay in lieu
thereof. No member of the staff shall be allowed to leave during the academic
session. In case a member leaves, he/she will be required to deposit his/her
salary for the remaining period of the academic session.
5.9
The
appointing authority may place any member of the staff under suspension:-
a)
Where a
disciplinary proceeding against him/her is contemplated or is pending, or
b)
Where a case
against him/her in respect of any criminal offence involving moral turpitude is
under investigation or trial.
5.10
A member of
the staff under suspension is entitled to a subsistence grant amounting to
one-fourth of his/her pay during the period of suspension and during that period
he/she shall not undertake any other employment or business activity.
5.11
The
following penalties may, for good and sufficient reasons and as hereinafter
provided, be imposed on any member of the staff:-
a)
Withholding
of increment or promotion
b)
Recovery of
the whole or part of the pecuniary loss caused to the Institute by negligence or
breach of orders.
c)
Reduction in
rank.
d)
Removal from
service, which shall not be a disqualification for future employment under the
Institute.
e)
Dismissal
from service, which shall be a disqualification for future employment under the
Institute.
Provided
that orders imposing penalties specified at (c), (d) and (e) shall be passed by
the appointing authority after an inquiry has been held and the staff has been
given reasonable opportunity of showing cause of action proposed to be taken in
regard to him/her.
5.12
Notwithstanding anything contained in bye-law 5.7, it shall not be necessary to
follow the procedure mentioned above in the following cases:
a)
Where an
employee is dismissed or removed from service on the ground of conduct which has
led to his/her conviction on a criminal charge.
b)
Where the
authority empowered to dismiss or remove the person is satisfied that for some
reason, to be recorded by the authority in writing, it is not reasonably
practicable to give to that person an opportunity of showing cause.
5.13
When an
employee of the Institute, who has been placed under suspension, is reinstated,
the appointing authority, competent to order the re-installment, shall consider
and make a specific order:-
a)
regarding
the pay and allowance to be paid to the employee for the period of his/her
absence from duty, and
b)
whether or
not the said period shall be treated as period spent on duty.
5.14
When an
employee of the Institute, who has been placed under suspension, is reinstated
and the appointing authority is of the opinion that the employee has been fully
exonerated, the employee shall be given the full pay allowances to which he
would have been entitled otherwise.
Further, in such a case the absence from duty shall be treated as a period spent
on duty for all purposes.
5.15
Leave: The
employees of the Institute shall be entitled to leave in accordance with
provisions laid down by the Council in the Leave Rules.
6.0
Traveling Allowance
As per TA/DA Rules
7.0
Holidays
The
Institute shall follow the same calendar of holidays as is being observed by the
University to which the Institute is affiliated.
8.0
General
Any matter
not covered by the above Rules and Bye-laws will be governed by the decisions of
the Council taken from time to time.
INSTITUTE EMPLOYEES’ CONDUCT RULES
These rules
will govern the conduct of all the employees of the Institute:
1.0
Definitions.
In this schedule unless the context otherwise requires:
1.1
“Competent
Authority” means:
a)
“Governing
Council” in case of Director
b)
“Director”
in case of all other employees
1.2
“Employees”
means a person appointed to the service and posts in connection with the affairs
of the Institute.
1.3
“Members of
the family” in relation to an employee include,
a)
the wife,
son, step-son, unmarried daughter or unmarred step-daughter of such employees
whether residing with him or not and in relation to an employee who is a woman,
the husband residing with her and dependent on her, and
b)
any other
person related, whether by blood or by marriage to the employee or to such
employee’s wife or her husband and wholly dependent on such employee, but does
not include as wife or husband legally separated from the employee or a son,
step-son, unmarried daughter or unmarried step-daughter who is no longer, in any
way, dependent upon him or her, or
of whose custody, the employee has been deprived by law.
1.4
“Service”
means the service under the Institute.
2.0
GENERAL
2.1
Every employee shall at all times maintain absolute integrity and
devotion to duty and also be strict, honest and impartial in his/her official
dealings.
2.2
An employee should, at all times,
be courteous in his/her dealings with other members of the staff, students and
members of public.
2.3
Unless otherwise stated specifically in the terms of appointment, every
employee is the whole time employee of the Institute and may be called upon to
perform such duties as may be assigned to him by the competent authority beyond
schedule working hours and on closed holidays and Sundays.
2.4
An employee shall be required to observe the schedule hours of work,
during which he/she present at the place of his/her duty.
2.5
Except for
valid reasons and under unforeseen contingencies no employee shall be absent
from duty without prior permission.
2.6
No employee
shall leave station except with the prior permission of the competent authority
even during leave or vacation.
2.7
Whenever
leaving the station, an employee shall inform the Head of the Department to
which, he/she is attached, or the Director if he/she himself/herself is the Head
of the Department, the address where he/she should be available during the
period of his/her absence from the station.
3.0
Equal
treatment for all.
Every
employee shall accord equal treatment to people irrespective of their cast,
creed, sect. or religion.
4.0
Taking part
in Politics
& Elections
4.1
No employee
shall be a member of or be otherwise associated with any political party or any
organization, which takes part in politics.
4.2
No employee
shall canvass or otherwise interfere or use his/her influence in connection
with, or take part in, an election to legislature or local authority, provided
that:
a)
An employee
qualified to vote at such election may exercise his/her right to vote.
b)
An employee
shall not be deemed to have contravened the provisions of this rule by reason
only that he/she assists in the conduct of an election in due performance
of a duty imposed upon him/her by or under any law for the time being in force.
5.0
Demonstrations and Strikes
No employee shall engage oneself or shall participate in any demonstration or resort to any form of strike in connection with any matter pertaining to his/her conditions of service.
6.0
Joining of Association by
Employees
No employee shall join or continue to be member of any service
Association of
employees:-
a)
Which has
not, within a period of one month from its formation, obtained the recognition
of the Governing Council of the Institute.
b)
Recognition
in respect of which has been refused or withdrawn by the Governing Council of
the Institution.
7.0
Connection
with Media
7.1
No employee
shall, except with the previous sanction of the competent authority, own wholly
or in part, or conduct or participate in editing or managing of any newspaper or
other periodical publication.
7.2
No employee
shall except with the previous sanction of the competent authority or in
bonafide discharge of his/her duties, participate in a broadcast or contribute
any article or write any letter, either anonymously or in his/her own name or in
the name of any other person to any newspaper or periodical except if such
contribution is of a purely literary, artistic or scientific character.
8.0
Criticism of
the Institute
No employee
shall, in any broadcast or any document published anonymously or in his/her own
name or in the name of any other person, or in any communication to the press or
in public utterance, make any statement of fact or opinion.
a)
which has
the effect of any adverse criticism of any decision of his/her superior
officers, or of any current or recent policy or action of the Institute, or
b)
which is
capable of embarrassing the relations between the Institute and any other
Institution, University, Organization, State or Central Governments, or any
member of public, or
c)
which is
capable of embarrassing the relations between the Central Government and the
Government of any foreign state.
Provided
that nothing in this rule shall apply to any statement made or views expressed
by an employee in official capacity or in due performance of the duties assigned
to him/her.
9.0
Evidence
before a
committee or any other authority
9.1
Same as
provided in the rule 9.3 below, no employee shall, except with the previous
sanction of the competent authority give evidence in connection with any inquiry
by any person, committee or authority.
9.2
When any
sanction has been accorded under rule 9.1 above, no employee giving such
evidence shall criticize the policy or any action of the Institute.
9.3
Nothing of
this rule shall apply to:-
a)
evidence
given at any inquiry before an authority appointed by the Institute, by the
Central Government, by the State Legislature, or by Parliament, or
b)
evidence
given in an judicial inquiry.
10.0
Unauthorized
Communication of Information
No employee
shall, except in accordance with any general or special order of the competent
authority or in performance in good faith of the duties assigned to him/her,
communicate directly or indirectly any official document or information to any
person to whom he/she is not authorized to communicate such document or
information.
11.0
Subscriptions
An employee
may, with the previous sanction of the competent authority, ask for or accept or
participate in the raising of subscription or other pecuniary assistance for a
charitable purpose connected with medical relief, education or other objects of
public utility but it shall not be permissible for him to ask for subscription,
etc., for any other purpose whatsoever.
12.0
Private
Trade or Employment
No employee
shall, engage directly or indirectly, in any trade or business or undertake any
employment.
Provided
that an employee may, without such sanction, undertake honorary work of social
or charitable nature or occasional work of literary, artistic or scientific
character, subject to the condition that his/her official duties do not thereby
suffer and that he/she informs the Director within one month of his/her
undertaking such a work, but he/she shall undertake or discontinue such work if
so directed by the competent authority.
13.0
Registration, Promotion and Management of Companies
No employee
shall, take part in the registration, promotion or management of any Bank or
other company registered under the Indian Companies Act, 1913, or under any
other law for the time being in force.
Provided
that employees may take part in the registration, promotion or management of a
cooperative society registered under the Cooperative Societies Act or any other
law for the time being in force, or of a literary, scientific or charitable
society registered under the Societies Registration Act, 1860 or under any
corresponding law in force.
14.0
Insurance
Business
No employee
shall, except with the prior approval of the competent authority, act as an
insurance agent or permit his wife or any other relative who is either wholly
dependent on him or is residing with him to act as an insurance agent in the
district
15.0
Guardianship
of Minors
An employee
may not, without the prior approval of the competent authority, act as a legal
guardian of the person or property of a minor other than his/her dependent.
16.0
Insolvency,
habitual indebtedness and Criminal Proceedings.
16.1
Every employee shall so manage his/her private affairs as to avoid
habitual indebtedness or insolvency.
When an employee is found liable to arrest for debt or has recourse to
insolvency or when it is found that most of his salary is continuously being
attached, he may be liable to action and penalty.
An employee who becomes the subject of legal proceedings for insolvency
shall forthwith report full facts to the competent authority of the Institute.
16.2
An employee
who gets involved in some criminal proceedings, shall immediately inform the
competent authority through the Head of the Department to which he/she released
on bail or not. An employee who is
detained in police custody whether on criminal charges or otherwise for a period
longer than 48 hours shall not join his/her duties in the College unless he/she
has obtained written permission to that effect from the competent authority of
the Institute.
17.
Vindication of Acts and Character
of employees
No employee
shall, except with the prior sanction of the competent authority, have recourse
to any court or go to the press for the vindication of any official act which
has been the subject matter of adverse criticism or an attack of defamatory
character.
Provided
that nothing in this rule shall be deemed to prohibit an employee from
vindicating his/her private character or any act done by him/her in private
capacity.
18.
Litigation on Service matters.
No employee
shall attempt to seek in a court of law a decision on grievances arising out of
his/her conditions of service without first exhausting the normal official
channels of redress.
19.
Canvassing of Non-official or other Outside Influence
No employee
shall bring or attempt to bring any political or other outside influence to bear
upon any superior authority to further his/her interests in respect of matters
pertaining to his/her service.
20.
Unauthorized Pecuniary
Arrangements
No employee
shall enter any pecuniary arrangement with another employee or any other person
so as to afford any kind of advantage to either or both of them in any
unauthorized or against the specific, or implied, provisions of any rule for the
time being in force.
21
Proper use of Amenities
No employee
shall misuse, or carelessly use, amenities provided to him/her by the Institute
to facilitate the Discharge of his/her duties.
22
Representations
22.1
Whenever an employee wishes to put forth any claim, or seeks redress of
any grievance or of any wrong done to him/her,
he/she shall forward his/her case through proper channel and shall not
forward any advance copy of his/her application to the higher authority, unless
the lower authority has rejected the claim, or refused relief or disposal of the
matter is delayed by more than three months.
22.2
No employee
shall be signatory to any joint representation addressed to the authorities for
redress of any grievances or for any other matter.
LEAVE RULES
1.
DEFINITIONS
1.1
1.2
Salary
:
Salary means the monthly remunerations drawn by an employee including
basic pay, dearness allowance, personal pay, special pay, HRA etc.
1.3
Average Pay
: Average pay
means the average of salary of last 10 calendar months.
1.4
Vacation
Employee
: Vacation Employee means
that employee who is entitled to winter and summer vacations.
This includes only the teaching faculty and the laboratory Instructors.
1.5
Non Vacation Employee
: All non teaching
employee including the laboratory assistants constitutes this category.
1.6
Retirement
: The term refers to
superannuation after attaining the age of 65 years.
It has all other connotations as applied to a Government Deptt.
including premature retirement.
1.7
Release
: The term refers to
termination of employment in accordance with terms of employment.
2.
GENERAL
2.1
Leave is a privilege and not a
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.
2.2
Leave Application
: The leave
application shall be submitted on prescribed form well in advance and shall be
got sanctioned before availing of the leave.
The faculty members shall make alternate arrangements/internal
adjustments among the faculty members of his/her any other department to keep
the students engaged.
2.3
No leave can commence unless it
has been sanctioned: Mere
submission of leave application does not authorize an employee to avail the
leave applied for. Availing of
leave without getting the same sanctioned makes the employees liable to
disciplinary action besides penal deductions.
2.4
Acceptance of alternate
employment/engaging in trade/
business etc. causing him/her the monetary/personal gain is an offence and the
employees shall refrain from the same.
2.5
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.
2.6
Continued absence of more
than six days, or repeated irregularity without intimation of any kind may
render an employee liable to disciplinary action including termination of
services besides penal deduction.
2.7
The teaching faculty entitled to vacation leave is not entitled to earned
leave.
3.
Kinds of Leave:-
a)
Casual Leave
CL
b)
Sick Leave
SL
c)
Earned Leave
EL
d)
Leave Without Pay
LWP
e)
Extra Ordinary Leave
EOL
f)
Duty Leave
DL
g)
Sabbatical
h)
Study Leave
i)
Vocational Leave
VL
j)
Maternity Leave
ML
3.1
Casual Leave
(CL)
3.1.1
Every employee held on the roster of the Institute is entitled to One (1)
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 in one calendar year.
3.1.2
A minimum of
half (1/2) day or a maximum of Three (3) days of CL can be availed of at one
time. Half day CL will not be
granted on half working days.
3.1.3
CL can be
pre-fixed/suffixed with all types of holidays/leaves.
3.1.4
CL upto
total accumulated period but not exceeding seven (07) days may be granted under
very special circumstances.
3.1.5
CL will not
be carried forward to next calendar year and will lapse at the end of the
ensuing calendar 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 medical certificate from Doctor or a registered medical practitioner
would be required in case where more than Three days the person was sick.
3.2.2
Each
employee is entitled to (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 calendar year.
3.3
Earned Leave
3.3.1
EL is
admissible to all employees at the rate of ½ of the period spent on duty subject
to a maximum 21 days in a year. 14
days EL will be credited in July and 7 days EL in December every year.
3.3.2
Earned Leave
is to be granted only once it is earned.
3.3.3
Earned leave
can be pre-fixed/suffixed with other holidays/leaves..
3.3.4
Earned leave
shall not be sought by the employees during the currency of the semester.
However, a maximum of (07) days EL may be granted during the semester
under exceptional circumstances.
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 authorization, he may be granted, “Leave without Pay” at
the discretion of the Director/Management subject to exigencies of service.
Such leave shall not exceed 30 (Thirty) days in a calendar year subject
to a maximum of 15 (Fifteen) days at a time.
3.4.2
Absence of
an employee without sanctioned leave is a case of indiscipline and does not fall
under this category.
3.4.3
“Leave
without pay” shall also be got sanctioned in advance as any other leave.
3.5
Extra
Ordinary Leave
3.5.1
As the name
suggests, this leave is granted under extra-ordinary circumstances only.
This may include the following:-
a)
Prolonged
sickness of self or a family member
b)
Higher
education
c)
Forced
exile/renunciation
3.5.2
Although
there can not be fixed guide line for the duration of such a leave, yet if shall
not exceed 550 (five hundred and fifty) days at the time.
3.6
Duty Leave
3.6.1
An activity
of an employee which can bring recognition to the Institute may be considered
for grant of this leave.
3.6.2
Duty leave
may be granted for one or more of the following purposes:
a)
To deliver
academic lecture
b)
To work on
behalf of the 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 provide they are convened by a statutory
body/university recognized by the Government.
e)
To inspect
academic institutions attached to a statutory body or a University recognized by
the Government.
3.6.3
The duty
leave will be restricted to a maximum of 15 days during a calendar year subject
to the following conditions:-
-
There exists a written request from the competent authority.
- The paper has been accepted for presentation and a communication to this effect received in writing.
3.7
Sabbatical
3.7.1
Sabbatical
upto a period of ONE year may be granted once in every FIVE years for attachment
to a research organization or an Institute of good standing with the sole aim of
pursuing research activity.
3.7.2
Although the
employee will hold the lien with the parent organization, yet he/she will be not
be entitled to draw salary from this organization.
3.7.3
As regards
the retention of accommodation is concerned, same rule as applied to study leave
will be applicable.
3.8
Study Leave
3.8.1
Leave for
upto a maximum of TWO years may be granted ONCE in the tenure of service for
pursuing higher studies at the recognized Institute.
3.8.2
Study Leave
may be granted after an employee has rendered atleast 3 years of unblemished
service to the Institute.
He/She will be required to furnish a bond for Rs.3.50 lakhs on non-judiciary
stamp paper of Rs.20/- that he/she will serve the Institute atleast for a period
of 5 years after return from the study leave.
However, the Management may reduce the bond period to 3 years under
special circumstances.
3.8.3
An employee
will not be entitled to draw the salary during
study leave
3.9
Vacation
Leave
3.9.1
All
teaching/Institutional faculty is entitled to 02 (Two) weeks summer vacation and
01 (One) week of winter vacation subject to their being able to complete the
preparations 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. (at the discretion of competent authority)
3.9.2
The vacation
leave shall be got sanctioned in advance in writing as any other leaves.
3.9.3
The vacation
period amongst the faculty members shall generally be staggered to ensure that
the Institutes functioning is not hampered.
3.9.4
Like earned
leave, vacation leave shall first be earned .
An employee who has not worked for the preceding semester shall not be
entitled to vacation leave. He/she
shall however, be entitled to reduce period of vacation on proorata basis.
Each six months period will be counted from the first day of an academic
session.
3.10
Maternity
Leave
Maternity
leave may be granted to a permanent female employee with full pay upto a maximum
of two children. Maternity leave granted will be as under:-
a)
Employees
with 3 years or more service.
:
3 months
b)
Employees with 2 years or more and less
:
2 months
than 3 years of service.
1.
General
The
Traveling and daily allowance rules are framed to ensure that an employee is
able to perform his/her duties at the outstation effectively.
The TA/DA shall be regulated in
accordance with TA/DA rules laid down here amended from time to time.
2.
Approval
All journeys
must be got approved by the competent authority (Director/ An Executive Member
of the Managing Committee) in writing.
If, however, time does not permit written permission in advance it shall
be done immediately on return from tour/temporary duty but in such cases verbal
permission need to be obtained. Approval form is attached as Annexure A.
3.
The journey on tour may be
performed by any of the following modes:
a)
Air
b)
Train
c)
Road
d)
Combination
of the above
3.1
Journey by
Air: May be performed in
exceptional circumstances with the prior approval of Director/One of the
Executives of the Managing Committee.
3.2
By the Rail :
The entitlement of the class of journey by rail is given below:
a)
Professors/Associate Professors and equivalent
: II nd AC
b)
Assistant
Professors/Lecturer and equivalent
: III rd AC
c)
Technical
Assistant and equivalent
:
II nd Class
3.3
Journey by Road
:
The entitlement is given below
a)
Faculty & Equivalent
: Institute’s
Car/Taxi/Own vehicle
b)
Tech. Asstt. And equivalent
: Bus
4.
Mileage Allowance
Mileage
allowance is admissible when the journey is performed by own vehicle.
It is admissible at the following rate:
Own Scooter
:
Rs. 2.00 per KM
Own Car
:
Rs..4.00 per KM
No mileage
allowance is however admissible when the journey is performed within a radius of
8 KM from Institute. Actual
expenses may, however, be charged rendering an appropriate certificate.
5.
Daily Allowance for Halts at
outstation
DA at the
prescribed rates for each full day of halt for a maximum of 30 days of halt at
one station except under special circumstances is admissible.
However, when an employee enjoys free boarding and lodging at the
expenses of the Institute/ host organization/government, he is entitled to draw
only one fourth rate of full rate of DA .
Faculty and Staff deputed for counseling during admissions are generally
expected to avail of the facilities provided by the counseling agency.
Additional arrangements may, however, be made under special
circumstances.
5.1
The DA rates
are given below:
a)
Professors/Associate Professors and equivalent
: Rs.500 per day
b)
Assistant
Professors/Lecturer and equivalent
: Rs.250 per day
c)
Technical
Assistant and equivalent
:
Rs.100 per day
6.
Incidental Charges
Incidental charges are admissible as under:_
6.1
Transportation from residence to railway station/Airport, Airport/
Railway Station to place of duty; Actual expenses will be admitted.
6.2
Taxi charges for traveling to other offices in town : Actual expenses
will be admitted.
7.
Lodging at the outstation
It is
expected that the faculty in general will be able to arrange accommodation in
the guest house/hostel of the host organization.
In such a case, no additional allowance will be admitted.
However, if the employee has to make his/her own arrangements of
accommodation, following are the entitlements:
Type of City
Prof. /Assoc. Prof.
AP/SL/Lecturer
a)
Class A city
Rs.800/- per day
Rs.600/- per day
b)
Class B city
Rs.500/- per day
Rs. 350/- per day
c)
Class C city
Rs.350/- per day
Rs. 200/- per day
7.1
In such a
case DA shall be reduced by 15% of the entitlement
7.2
Hotel
charges will be paid against actual bills and most practical means of
transportation shall generally be resorted to.
Full day taxi shall not be hired unless unavoidable.
8.
Advance
Advance may
be drawn with the approval of the sanctioning authority
Settlement
of TA/DA claim
TA/DA claim
must be settlement within 7 days from the date of return from tour.
TA/DA claim shall be got countersigned by the HOD and submitted to the
Accountant, who in turn shall check for entitlement and get it approved by the
Director. All claims must be
accompanied with bills etc. In case
of non-settlement within prescribed time, advance drawn will be deducted from
the salary.
9.
Official Duty TA Report
All TA/DA
claim shall be accompanied with a copy of official duty report.
This shall briefly highlight the activities and the duties performed by
the officer at the outstation. No
claim will be passed OD report.
Shri S.S. Jain
Chairman – Governing Council
OFFICIAL
DUTY REQUISITION FORM
1.
Name
:
2.
Designation
:
\
3.
Department
4.
Purpose of Official Duty
5.
Details of journey
From:
To
Mode of conveyance
(Air/Rail/Road)
6.
Dates of journey
7.
Recommended by
Date
:
Signature
Place
:
Recommended/Not Recommended
H O D
Approved/Not
Approved
Director
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