ST. XAVIER'S JAWALAKHEL SCHOOL

Revised August 2005

Mission Statement: “We of St. Xavier’s School, Jawalakhel are a community of persons who devote ourselves to the education and personal formation of our students, their parents and each other. We aim at educational excellence, spiritual growth and social justice for the active service of God, Nepal and the human community.”

NOTE :- The following rules, regulation, and conditions of employment shall apply to all appointees of St. Xavier's School, Jawalakhel. They shall be known as Staff Service Rules of St. Xavier's Jawalakhel. Their purpose is to safeguard the interests of the staff as employees and the school as the employer.

These rules shall come into force with effect from the 1 st August 2005 and shall supersede all previous Staff Service Rules. All amendments made subsequent to this date will be incorporated. The right to frame and amend these rules is reserved to the Administration\Management.

In these Rules unless otherwise mentioned:

" School" means St. Xavier's Higher Secondary School, Jawalakhel.

" Management/Administration" means anyone or more of the following:

  • Rector

  • Minister/Administrator

  • Principal

  • Vice-Principal's

In the absence of the Principal, the Rector will make all the decisions on the policy matters and the Academic Senior Vice Principal on the matter related to the day-today running of the School.

" School Premises" means the school as defined above as "school" and also includes every building and the ground within the school compound.

" Habitual" means the repetition of an act of omission or commission repeated three times during a period of one academic year.

" Employee" means any person appointed to any service or post in connection with the affairs of the school, but does not include:

  • an employee of a contractor even though working within the premises of the school;

  • any person whose services are temporarily loaned or hired by the school;

  • any person doing gratuitous work, and

  • apprentice-trainee.

" Apprentice-trainee" is one who is engaged essentially for learning any work and includes any person who is undergoing an apprenticeship training in a designated post in pursuance of a contract of apprenticeship; he/she may or may not be paid a stipend during the training period.

  • Classification of Staff:

  • Permanent staff means a staff member appointed in a permanent job vacancy and whose appointment has been confirmed in writing by the Principal.

  • Probationer means one who is provisionally employed with a view to being considered for employment in a permanent post but has not completed the period of probation for two years before being made permanent. This period may, however, be extended to a third year or part thereof. Notice of this extension of probation will be given to the employee in writing one month before the end of his/her probation. No employee will be made permanent with out at least one year of probation.

  • Temporary staff is one who has been appointed for a limited period or for work which is essentially of a temporary nature or is employed temporarily as an additional in connection with temporary increase of work, or has been appointed for being considered for probationary employment, if found fit.

  • Casual staff is one who is employed for work of casual nature or for some unexpected or unforeseen work of short duration or to meet the requirement of emergency or during the absence of any regular employee.

  • Part-time staff is one who is employed to work for less than the normal working hours constituting a day's work.

Appointment : No person shall be deemed to be in the employment of the school until and unless he/she has received an appointment letter and accepts all the terms and conditions of service as specified in the letter and in this Staff Service Rules. No employee shall leave his/her employment with the school to work for any other employer without following the procedure as given below in 9 (a).

Probation : The period of probation will normally extend for a period of two years. It may, however, be extended for two additional periods of six months. However, if a permanent employee is appointed for a period of probation in a new post, he/she may either at the end of or at any time during the period of probation be reverted to his/her substantive post at the discretion of the management.

Confirmation : Upon confirmation of the employee in writing, his/her appointment at the end of his/her probation, the employee shall be hired at the fixed salary and shall be given increments each year in the first month of the academic year. He/She will be permitted to receive permanent status when he/she has shown a marked proficiency and fluency in the medium and interest in pedagogical methods and in extra-curricular activities. He/She shall be entitled to all facilities and privileges of a permanent employee.

Transfer : Employees are liable to be transferred from time to time on the same pay scale from one post to another, from any branch, department or section of the school to another at the discretion of the management to ensure smooth running of the school.

Record of Age : The following documents shall be deemed to be satisfactory proof of age for those entering the service of the school and all other employees:

a) matriculation or school leaving certificate. b) passport.

c) birth certificate or baptismal certificate. d) citizenship card.

The age of the employee as recorded in the school, at the time of his/her employment shall not, therefore, be permitted to be altered by the employee.

Record of Service : A service book shall be maintained for each employee containing a record of age, qualifications, date of appointment, commendations, misconduct. leave availed, and any other details in connection with service.

  • Duties and Code of Conduct : Teaching is a full-time occupation, and the influence of the teacher as well as the help he/she can give the boys is not confined to the classroom. In addition to ordinary school work the teacher will be asked to participate in co-curricular and extra-curricular activities. He/She shall carry out all of his/her duties in accordance with the directives of the Principal. A teacher shall be prepared to do actual teaching work at the rate of 36 class periods of 40 minutes each on a 48 period cycle, exclusive of any periods of substitution. He/She shall be expected to devote his/her whole time to his/her profession and shall not have any other outside job or occupation as this would curtail his/her class preparation and the correction of copy books.

Teachers are urged to enter into the spirit and aim of Jesuit Education and consider themselves part of the team, working for the full development of the students e.g.

  • the spiritual formation of the students according to faith in God and respect for all as equals;

  • the social orientation of education towards greater justice, and freedom from greed and selfishness;

  • a spirit of service to society and Nepal above personal gain;

  • special care for the under privileged.

To achieve this goal, teachers must be models and examples to their students. They should take a special interest in helping poor and weak students to overcome obstacles to their development. As a concrete step, each teacher is expected to spend at least an hour a week with a group of students in a "non-classroom environment."

Loyalty to the school and to one's fellow teachers should preclude any negative criticism among ourselves or to outsiders. Any problem should be solved with the person concerned or the management by frank and open discussions. Conflicts within the school should be treated as confidential and family matters.

Teachers should treat all students without discrimination based on race, religion, caste, language, social status, or for any other consideration of an arbitrary or personal nature. Full time teachers shall not accept part time employment on payment or for any other consideration in another institution without obtaining prior written permission from the Principal.

Each teacher, mindful of the dignity of the profession and the self-respect of each individual student, will refrain from saying or doing anything that might humiliate or embarrass any student. So, NO teacher may inflict corporal punishment on any student. Teachers are not allowed to levy fines or collect any money from pupils for any purpose without the approval of the Principal. NO teacher shall engage in any political activity within the school premises. He/she shall not be a member of a political party whose programme is unconstitutional or involves the use of violence for the spread of its interests.

Special days like Report Card Day, Sports Day, or Parents' Nights shall be considered working days. Activities of the school and staff meetings are considered part of the normal work for the staff.

Teachers may not arrange or exchange their periods with those of other teachers without previous sanction of the Principal. Private tuition to a student of this school may not be undertaken without the written permission of the principal. Personal visitors and phone calls shall not be allowed during duty hours except in extreme necessity.

Record of Attendance : All staff members shall be expected to be present at the morning assembly and at the place of work at the appointed time and start their work immediately. Every staff member shall sign the attendance register before the school begins at 8:45 a. m. and leave only after 3:30 p. m.

Late Coming : A staff member attending late either at the commencement of the morning assembly or at the end of the lunch recess, after a grace period of 10 minutes, shall be liable to be treated as half day absent. If a staff member who is late is allowed to work, deduction may be made from his/her salary for the proportionate time. No staff member shall leave his/her place of work without informing the Principal or Vice-Principals and obtaining permission to leave.

Absenteeism : Any staff member, who after reporting for duty leaves his/her place or places of work during any period of working hours without permission of the Principal or Vice-Principals, shall be liable to be treated as absent without leave for the whole day in case his/her absence commences before the noon break, and half a day in case his/her absence commences after the noon break. If one is absent from the place of work without permission a deduction from his/her salary may be made for the period of his/her absence.

Notices to Staff : Notices showing the period and hours of work for every class and group of

staff members shall be displayed in the staff room; the substitution list will be kept in the

Principal's office, but individual teacher will be personally told about his/her substitution for

that particular day. Notices specifying the days observed as holidays and pay days shall be posted on the staffroom notice board. Any matter required to be published under these rules and any notice by the management to the staff shall be displayed on the notice board in the staff room. Thus it will be deemed to have been seen and read by the staff present in the school. Any notice or communication intended for any employee may be personally delivered to him/her in the premises of the school and such a staff member is bound to acknowledge it. The notice may be sent by registered post to the last known address of the staff who shall furnish his/her residential address to management and keep management informed of any changes.

Service of Notices: In the case of a staff member who was absent, the letter or communication or notice dispatched, with acknowledgement due to the last known address of the staff member, shall be deemed to have been served on him/her, provided a copy thereof is exhibited on the notice board. Any notice required to be published under these rules and any notice or communication by the management to the staff shall be either in English or Nepali.

The management shall not in any way be responsible for loss or damage to any personal property of the staff brought into the school. In the case of any discrepancy between English and Nepali versions of these rules or any communication, the English version shall prevail.

3. General Leave Rules: Leave cannot be claimed as a matter of right. In case of exigency, leave may be refused or revoked, or leave for a shorter period than requested for may be given. For the purpose of leave, the year is from the beginning of the academic year until the end of the academic year (Bhaishakh to Chaitra).

  • All leave applications must be submitted to the Principal. (Leave will not be granted to any employee under suspension.)

  • No employee shall work for wages at any place during the period of leave without the written sanction of the Principal.

  • Ordinarily the staff shall avail themselves of leave only after the leave is sanctioned by the Principal.

  • Extension of leave is strictly discouraged. Requests for extension of leave should be sent in writing to reach the Principal before the period of leave originally sanctioned expires.

  • If a staff remains absent beyond the period of leave originally granted or subsequently extended, he/she shall be deemed to have abandoned the service unless he/she (i) returns within 5 days of expiry of leave, and/or (ii) has given a satisfactory explanation for his/her inability to return on the expiry of the leave.

  • If a staff member remains absent without leave or permission for more than 5 consecutive days, he/she shall be deemed to have abandoned his/her service and his/her service shall be terminated automatically without any notices.

Nature of Leave : The following are the types of leave admissible to the employee:

a) Casual leave may be granted to any employee for a total of 10 days in each year subject to necessities and exigencies of work. Such leave is intended for i) indisposition, ii) minor illnesses, iii) emergencies such as urgent work.

Casual leave cannot be combined with any other kind of leave. Casual leave may be either prefixed or suffixed to Saturday or holidays; but shall not be combined with the long winter, Puja or any other kind of long holidays. Unavailed casual leave shall lapse at the end of each year. Casual leave for the teaching staff must be applied for at least one day in advance and may or may not be granted on a particular day according to the needs of

the school. In cases of emergency such leave may be granted on the day itself, but only if the application reaches the Principal at least 15 minutes before the bell for the school assembly.

b) Sick leave may be granted up to a maximum period of 10 days in an academic year subject to the condition that ordinarily not more than 7 days leave can be enjoyed at a time. These 10 days leave are with full pay, but cannot be accumulated. An employee who is absent for reasons of illness for more than three days may be asked to produce a certificate of illness from a doctor. Every application for sick leave shall be accompanied by a medical certificate from a medical officer stating the probable period of leave required.

Special Provisions : i) In case of serious illness or accident, on the clear recommendation of a doctor, the Principal may grant any permanent staff member additional sick leave with full pay for upto 15 days at one time for one medical incident, presuming ordinary casual-sick leave has been used up; unused days of this sort are not to be redeemed in cash; if any staff has recourse to this sort of leave more than two times, it will become necessary to question the staff's physical fitness for work.

ii) The Principal may allow payment of fifty percent (50%) of the medical charges due to sickness or injury in excess of Rs. 1,000.00 (one thousand rupees) met by a staff member (including medicines, doctor's bill, hospital bills; excluding travel, lodging and food outside a hospital). (Bills/receipts are to be presented for scrutiny; home nursing care needs to be negotiated separately with the principal; excluded from this are spectacles and ordinary care of eyes and teeth; the staff will ordinarily inform the principal well in advance of any treatment to be covered by this facility.

c) Maternity Leave:

  • Married ladies who are permanent staff members will be granted maternity leave with pay for two deliveries, of 60 working days.

  • In case of miscarriage, the same number of days is available.

  • No discharge or dismissal while she is on maternity leave.

  • The lady taking maternity leave may be asked to help the Principal find a substitute teacher for her.

d) Study Leave shall be granted in the interest of the school and at the discretion of the Principal. Study leave cannot be claimed as a matter of right by any teacher, either on the basis of length of service or the fact that others of similar or inferior status have been granted such leave. It shall be granted as the school feels the need for people with a special type of training. It will be granted to those who are considered most likely to profit from that type of training and use the same in the interest of the school. Such leave will be considered as leave without pay. Study leave shall ordinarily be granted only once unless there is clear need to acquire a further degree or expertise depending on the needs of the school.

e) Sabbatical Each teacher is encouraged to have some kind of training in his/her own area, from 3 month to 1 year. The financial arrangement has to be worked out with the Principal.

f) Official leave with pay may be granted to any teacher sponsored by the school to participate in a seminar, workshop, training programme, or any similar meeting or conference. This cannot be claimed as a right but will be given only when the need arises. The participating staff member will be asked to share with the other staff members in the staff meeting what he/she gained from the seminar and that knowledge will be used in the classroom here in SXJ.

g) Leave without Pay: Under extraordinary circumstances, leave on loss of pay upto 5 days at a time in a leave year may be granted at the discretion of the Principal. The maximum leave on loss of pay granted shall not be more than 10 days in a leave year, except in cases of maternity leave as explained above.

h) Absence without leave: Employees who abstain from work without any sanctioned leave will be considered as absent and proportionate pay and allowances will be deducted for the days of such absence.

i) Ritual Leave of THIRTEEN (13) days with full pay will be given to any staff on the occasion of the death of a spouse, a child, a parent, own brother or unmarried sister. (Additional two days may be granted if travel out of Kathmandu Valley is necessary for the rites).

j) Leave Bonus: If at the end of the school year any of the ten days leave described in number 3(a) have not been taken, the employee will receive with the December salary, a bonus of 1/25 th of his/her total month's pay for each day not taken.

k) Leave Cash Deduction: Any other leave, except sick leave and maternity leave, if granted, will be without pay. If such leave extends for a month the total pay for a month will be deducted. Otherwise the deductions will be calculated at 1/25 th of the total month's pay for every working day missed. If a staff member is absent without permission, 1/20 of the month’s pay will be cut for every working day missed.

4. Pay and Allowances: The management of the school has the right to fix and revise the pay scales and allowances for the different categories of employees of the school. The regular day for paying employees will be the last Friday of the month for which the salary is earned. The school shall pay the staff members not later than the fifth day of the month following that for which the salary is earned, and the staff member shall, on receiving the salary, sign the register in token of such receipt.

Salaries:

  • All salaries are negotiated with the Principal.

  • The salary scale takes effect in April and is reviewed during the following March.

  • The salary scale given on the last page.

  • Advance salary:

I. Normally salary advances are not given, but if for grave reasons a staff member needs an advance, he/she may ask the Principal before the 15 th of a given month. Advance salaries will be given only between the 15 th and 20 th days of the month. The Principal's decision is final in this matter.

II. The Dasain bonus is one month's pay, without the regular provident fund contribution. This bonus is given on the regular pay day preceding the Dasain vacation. This bonus is given to permanent staff only.

III. With prior permission from the Principal all non-permanent staff members may receive up to one month's pay in advance on the regular pay day prior to the Dasain Vacation. This advance will be cut from the following month's pay. No other advance will be given at this time.

IV. The last pay is distributed on the day the final report cards are distributed. With prior permission from the Principal, only permanent staff members may draw their April salary at this time.

Increment: Annual increments in the salary of the employees will be given at the beginning of the new academic year, April, following one full year as a permanent employee, and thereafter at the beginning of succeeding academic years. The annual increment will stop continuing after 20 years of service.

5. HOLIDAYS : Employees other than teaching staff will ordinarily work from 8:30 a.m. to 4:30 p.m. with half an hour off for lunch. They will be allowed one month paid vacation annually to be taken at a time agreed to one month in advance by the Principal. The day before the end of the summer, Dasain, and winter vacations, employees must inform the school of their presence in the city. Saturdays and government holidays are ordinarily holidays for employees. However, they may be called upon to help in school activities on those days.

National and Festival Holidays: All the employees shall be allowed the national and festival holidays with full salary and allowances as indicated in their standing orders (given below). If this statutory leave falls on a Saturday, no compensatory leave will be granted. Those

employees whose services, due to exigencies of work, cannot be spared on these days will be entitled to an off day instead, within three days of the scheduled statutory holiday, These holidays will be determined by the school calendar fixed by the management of the school.

6. LUNCH: All employees may take the noon meal at the school during regular school days at a nominal fee per month. Those who wish to take advantage of this service should inform the Principal at the beginning of the year.

7. ADMISSION FOR STAFF CHILDREN: The children of staff members will be admitted into the school if the selection committee judges them capable of following the course of studies successfully. If admitted, they will be subject to the same norms for promotion as the other students. Staff members are eligible for scholarships for their children studying in the school.

8. Provident Fund: For the benefit of its permanent employees, the school maintains a provident fund. A non-permanent staff member may subscribe to the provident fund or not as per agreement between the staff member and the Principal. However, he/she will not be eligible for the school's share of provident fund until he/she has been taken on as a permanent employee. The provident fund is given for only 12 months a year.

  • For his/her own security and welfare a permanent employee subscribes to the provident fund unless exempted by the Principal.

  • Each permanent employee shall contribute upto 10% of his/her basic salary and the school shall contribute a like amount. These combined sums will be deposited in a special bank account for each employee's provident fund.

  • The employee's own contribution and the school's share due to him/her, with accrued interest, will be withdrawn and paid to the employee or his/her nominee or legal heir

  • on the demise of the employee

  • on his/her retirement from service.

  • on his/her resignation:

  • If an employee leaves in good standing he/she shall be paid the full amount due to him/her from the provident fund without any deductions.

  • Employees retired will not be entitled to PF from the school, even if they continue to work after signing a special contract.

  • Normally, withdrawals will not be permitted from the provident fund until completion of the third year after joining the provident fund, and thereafter the following rules shall govern all withdrawals:

  • Withdrawals will not be allowed except on the following grounds:

  • To pay expenses incurred in connection with the illness of the employee or a member of his/her family, i.e. husband or wife, children and immediate dependents.

  • To pay expenses in connection with a marriage or funeral in the family.

  • To meet expenditures in building or purchase of property for the employee.

  • Withdrawn shall be repayable in regular installments to be determined by the principal.

  • The amount of any withdrawal is limited to 50% of the total amount.

g) All new permanent employees must open provident funds accounts with the Sanchaya Kosh.

9. Termination of Service:

  • Any permanent staff desirous of leaving service shall give 3 months' notice or 3 months' pay in lieu of notice to the Principal. Temporary or probationary staff should give 1 month's notice or one month's pay in lieu of notice. These time periods must fall within the current academic year.

  • The school may terminate the services of non-permanent staff after giving a month's notice, or a month's salary in place of the notice. The non-permanent staff may terminate his/her service after giving a month's notice or paying to the school a sum equal to a month's salary.

  • The school may terminate the services of permanent staff:

  • At the end of academic year during which the staff member reaches 60 years of age, or completing a total of 30 years of service in schools, here and before coming to SXJ. The staff member may be kept on the staff beyond this age, but his/her contract must be re-negotiated with the Principal at the beginning of each academic year.

  • After giving three months' notice or three months' salary (including allowances) if as a result of an inquiry he/she is regarded as unsuitable for retention in service.

  • After giving three months' notice on account of the following reasons retrenchment may be necessary:

  • reduction of establishment owing to reduction in number of classes.

  • change in the curriculum affecting the number of certain categories of teachers.

  • closure of a course of studies, or any department.

  • financial stringency.

  • any other bona fide reason of a similar nature.

  • An employee shall be liable to be punished by termination of service on one or more of the following grounds:

  • moral turpitude.

  • willful and persistent negligence.

  • incompetence.

  • showing uncontrollable anger in the classroom.

  • any action or plan to act, inside or outside the school, which will affect the welfare of the school.

  • major misconduct proved after due inquiry.

  • By giving him/her at least 3 months' notice or salary in lieu of notice without assigning any specific reason on administrative grounds in the interest of the school. No such notice as specified above is required to be given when services of the employee are terminated on account of misconduct.

10. Rules of Discipline: A teacher shall be subject to the rules of discipline and conduct laid down by the school. Observance of these rules will assure the efficient cooperation of the Principal and all the teachers toward the welfare of the students:

  • A teacher shall come to class neatly and modestly dressed. The opinion of the Principal shall be final in this matter.

  • A teacher shall come to class after the preparation of lessons and correction of homework. Homework is to be given according to the norms laid down by the Principal's office.

  • When a change of period takes place a teacher shall take all the necessary steps to maintain silence in the class he/she has just taught.

  • A teacher shall insist on silence, personal cleanliness and tidy habits in the classrooms.

  • No teacher shall entrust work to any member of the non-teaching staff nor ask students to undertake the same without prior permission from the Principal.

  • No teacher is permitted to inflict corporal punishment on a pupil: if such action is called for the pupil should be sent to the vice-principal.

  • A teacher should not try to obtain favours or gifts from his/her pupils, not should he/she receive any favours or gifts from them without first consulting the Principal.

  • Substitutions are made only through the Principal or vice-principals for classes and prefecting.

  • All teachers are expected to be exemplary in their public and private life. Their loyalty, their sense of dedication and their good behaviour should at all times be an inspiration to the boys committed to their care.

  • All teachers shall do what is in their power to promote harmony and team spirit among the members of the staff. A teacher who is the cause of disharmony among members of the staff will be considered guilty of misconduct.

  • Since the running of the school is cooperative effort teachers should feel free to consult with the Principal at any time about their work, the subjects they are teaching, their prefecting, the general order of the school, etc. The Principal will try to help in any way he can and suggestions from a member of the staff are always welcome.

  • No edible of any kind (pan, coke, tea, kaini….) inside the classroom.

  • Gratuity : The school grants a gratuity to a staff member who leaves to school's service on good terms according to the following rates:

5-10 years service: No. of years x ½ month's total salary(max): Rs. 20,000

11-15 years service: No of years x 1 month's total salary (max) : Rs. 50,000

16-20 years service: No. of years x 1½ month's total salary(max) : Rs. 1,00,000

21-25 years service: No. of years x 1½ month's total salary(max) : Rs. 2,50,000

26-30 years service: No. of years x 1½ month's total salary(max) : Rs. 3,00,000

  • The school gives no loans to the staff members .

  • Disciplinary Action and Penalties:

  • We all try to work together, but in case disputes arise, it is good to have a clear procedure to follow, so all may receive justice. Should the administration become aware of a staff member's misconduct such as

Minor : careless work, laziness and inefficiency, late attendance, loitering while on duty, discourtesy with anyone connected with the school, absence without leave upto 3 days, absence from prescribed meetings or school activities without permission of the Principal, distributing any literature within the school premises without the permission of the Principal, breach of any rules or instructions.

Major: Wilful insubordination or disobedience of any lawful or reasonable orders of the school management; striking work or inciting others to strike; refusing to accept any communication when served; taking or giving bribes, soliciting or taking money from anyone in any way associated with the school; habitual absence from one's work without permission; habitual late attendance (3 or 4 days in one calendar month) without explanation to the satisfaction of the Principal; moral turpitude (immodest or immoral behavior even outside the school premises which would be a scandal for boys and parents); absence without leave for 4 or more consecutive days; habitual breach of any rules and instructions., it will act as follows:

  • Check to see if there really is a misconduct.

  • Issue a charge sheet stating clearly the allegation against the employee. The employee will be given 48 hours to submit a written explanation.

  • If the employee's answer is satisfactory the matter is dropped. If the employee admits his/her guilt, an appropriate penalty is given in writing.

  • If the employee's explanation is unsatisfactory or not given, the Principal appoints one staff member as enquiry officer and in writing informs the employee of the date, place and time of the enquiry and the name of the enquiry officer.

  • Domestic Enquiry:

  • Those Present:

- the enquiry officer

  • the Principal

  • the Rector

  • the charge sheeted employee and co-worker if he/she wishes

  • witnesses.

  • Procedure:

  • The enquiry officer reads and explains the charge to the employee.

  • The Principal calls and examines his witnesses.

  • The employee cross-examines the witnesses, after each has finished.

  • The employee calls his witnesses.

  • Cross examination as above.

  • The enquiry officer considers the testimony and gives his decision, with reasons, in writing to the Rector.

  • The Rector informs the employee of his decision in writing. This letter makes reference to the charge sheet, the enquiry, the findings of the enquiry officer and extenuating or aggravating circumstances. The letter also informs the employee of any penalty imposed and the date of its effectiveness.

  • The following kinds of punishment my be awarded in the case any employee who is found guilty of any of the acts of misconduct, omissions or commissions, as described in his/her standing orders:

  • written warning.

  • suspension without pay for a period not exceeding 15 days.

  • fine

  • withholding of an increment for a period not exceeding one year.

  • discharge or dismissal.

Procedure : No employee shall be awarded any punishment without a charge sheet giving details of the misconduct having been served on him/her, and having been given an opportunity to submit his/her explanation, if any, in writing within 48 hours of the receipt of the charge sheet.

In awarding punishment under these rules, the management shall take into account the gravity of the misconduct, the previous record of the employee, any other aggravating circumstances that may exist.

Where disciplinary proceedings against an employee are contemplated or are pending, the Principal may place the charge-sheeted employee under suspension pending investigation.

An employee placed under suspension pending investigation is to be granted subsistence allowance equal to half basic salary and allowances.

  • Redressal and Grievance Procedure :

We are all human and do make mistake. The staff should feel free to make their grievances known to the administration so that we can work well together. The following procedure is to be followed.

  • An employee with a grievance should report it to the Principal. If the employee is dissatisfied with the answer he/she has the right to appeal individually his/her grievance in writing to the Rector within three days.

  • After due consultation, the Rector must give a decision within one week and the decision of the Rector will be final and binding.

In the above stages of grievance procedure, except in the case of appeal to the Rector, the decision of the management will be given within 15 days from the date of submission of the grievance for redressal.

NO STAFF MEMBER IS PERMITTED TO REFER ANY GRIEVANCE TO ANY OUTSIDE AUTHORITY FOR REDRESSAL UNDER ANY CIRCUMSTANCES.