CVR COLLEGE OF ENGINEERING

SERVICE CONDITIONS
INTRODUCTION:

CVR College of Engineering promoted by Cherabuddi Education Society, an NRI society, has been established
in the year 2001 based on the approval by All India Council for Technical Education (AICTE). The College is
affiliated to Jawaharlal Nehru Technological University. The Society established the College as a non-profit
organization.

The Executive Body of the Society is the supreme authority under which various institutions will function, as
they are established. The Executive Body is responsible for the development and/or approval of the College
Programmes and for the policies under which the College operates. The Executive Body of the Society
considered that it is necessary to formulate the terms and conditions of service for regulating the various
categories of employees of the College.

These conditions of service are well formulated, taking into consideration the various aspects and aspirations
of the teaching and non-teaching staff. The principal objective is to attract persons with missionary zeal and to
retain the well-qualified and talented staff in all faculties, with the ultimate objective of imparting high
standard and quality education in the field of Engineering and Technology.

Having set the aforesaid goals, it is necessitated for the College to establish conditions of employment, which
are clearly just and fair to the interest of both the employees and the College. These service conditions are
aimed to encourage the employees to take sincere interest and pride in the College and the College wishes to
encourage its employees to improve their professional qualification on par with changing needs of the
Engineering education and to grow in their abilities to serve the College. Likewise, it wishes to appropriately
evaluate, recognize and reward superior performance.

The following service conditions are framed with this in mind; however, these conditions and practices will be
reviewed periodically and such changes will be made as experience indicates. These service rules concern
only regular employees who are employed on the rolls of the College and on continuing positions. Some
persons may be employed on temporary/ adhoc / contractual/ part-time basis for a specific purpose and/or for
a specific period of time. Such employees are not covered under the provisions of these rules/policies outlined
herein, beyond the extent set forth in their respective letters of appointment/ agreement. This also does not
apply to daily-rated/contract labour/ workers.

The Management /Executive body of the College, in exercise of powers conferred by the Articles of the Society,
had made the following rules and regulations, for administration of the College run under their control.
1. SHORT TITLE:

These regulations shall be called as the CVR College Service Rules.

2. APPLICABILITY:

These rules shall come into force (deemed to have come into force) with effect from 1st January 2005
and shall apply to all the regular employees of the College. Unless otherwise stated specifically, these
rules and regulations shall not apply to persons employed on temporary or on adhoc basis or on
contractual/ on the rolls of subcontractors or daily-waged basis.

3. DEFINITIONS:
In these rules and regulations, unless the context otherwise requires:

a) 'Society' means Cherabuddi Education Society registered under Andhra Pradesh Public
Societies Registration Act, 1350, Fasli (Act 1 of 1350) with Register No.167/99 of 22-01-1999.

b) 'Management' means the Executive Body of the Society, duly constituted under the
specific Bye-laws of the Trust under which all these Institutions are established, which is a
supreme authority. However, that the overall Management and the day-to-day administration of
the Society and its Affiliated Institutions shall rest with the Secretary.

c) 'Employee' means a regular employee employed by, to discharge the duties in its Affiliated
Colleges for teaching and non-teaching purposes on remuneration basis.

d) 'Salary' means Basic Pay, Dearness Allowance and other allowances, if any, wherever
applicable or consolidated pay without any allowances payable to an employee.

e) 'Service' includes the period during which an employee is on duty as well as on leave duly
authorized by the Management, but does not include any period during which an employee is
absent without salary.

4. POWER TO IMPLEMENT AND TO AMEND THE RULES:

The power to implement or to amend the rules and regulations vests with the Management, which is
empowered to issue such administrative instructions or orders as may be necessary to give effect and
to carry out the provisions of these rules and regulations. The Management shall have absolute right,
liberty and powers to withdraw, modify, amend, alter and to repeal or to supersede at its sole
discretion any or all the rules contained herein or any rules and regulations framed and enforced by it
from time to time.

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5. MANAGEMENT'S POWERS TO DELEGATE:

The Management means the Management Committee. It may delegate to the Secretary or to any
Officer or Officers of the Society or Institutions under their control, any or all its functions, wholly or
partly, permanently or temporarily, and such Officer or Officers shall be the Management for the
purpose of interpretation of these rules to the extent and for the duration of the period as may be
authorized by the Management.

SERVICES OF THE COLLEGE

6. CLASSIFICATION OF THE MEMBERS OF STAFF OF THE COLLEGE:

Except those paid from “Contingencies” or “Wages to Workmen”, whether on monthly, or time scale
basis or on daily rate system and except casual or contract labour, the members of the staff of the
College shall be classified as follows:

a. The academic services which consist of the following categories:

i. Director
ii. Principal
iii. Dean
iv. Vice-Principal
v. Professors
vi. Associate Professors
vii. Assistant Professors

and such other posts as may, from time to time, be decided by the Management.

b. Technical Staff
i. System Administrators
ii. Programmers
iii. Academic Assistants
iv. Technical Assistant in Lab
v. Electrician
vi. Librarian
vii. Assistant Librarian
viii. Library Assistant
ix. Physical Director
x. Asst. Physical Director
and such other posts as may, from time to time, be decided by the Management.
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c. Administrative Service: The Administrative Service consists mostly working in the College office
and Departmental offices covering the following categories.

i. Administrative Officer
ii. Assistant Registrars
iii. Secretary to the Principal
iv. Senior Accountant
v. Junior Accountant
vi. Senior Assistant
vii. Office Assistant
viii. Xerox Operator
ix. Helper
and such other posts as may, from time to time, be decided by the Management.

They are further classified as:

a) Regular Employee: means the qualified person employed in a regular post and has
successfully completed the probation for a period of two years and whose regular
service has been confirmed in writing.

b) Probationary Employee: is a person who is provisionally employed with a view to

being considered for eventual absorption in the regular service of the College. The
period of probation, however, will be stipulated in the letter of appointment, which
may be extended at the discretion of the Management. Further, before absorption of
the concerned, it is considered essential that the performance of the probationer is
objectively judged and evaluated in prescribed format by the HOD or Principal, who
recommends his/her service to confirm/extend probation or even for termination, if
found not suitable.

c) Staff on contract: All the subordinate and secretarial staff members, lab assistants,
supporting technical staff etc., fall in this category, whose service conditions will be
as per mutually agreed terms of contract, which they have entered with the College
and whose contract may or may not be renewed.

d) Temporary/Adhoc appointees: means employees who are employed for work which is
essentially of temporary nature or who are employed in connection with the increase
in work or employed in a post of permanent or probationer who are temporarily
absent due to any reason, including one permitted by the Institute to go on advanced
studies.
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 e) Apprentices/ Trainees: means persons engaged for training and who will have
stipend during the period. However, regularization of their services is purely at the
discretion of the Institute.

f) Casuals: means persons employed for work of a casual or occasional nature.

6.1 The Management shall fix the number of posts in each COLLEGE in all categories from time
to time and also prescribe qualifications, mode of recruitment, and the scales of pay etc., to
each category of posts, which may be reviewed and revised by the Management from time to
time, depending upon the exigencies. The pay scales of the Teaching Staff are covered under
AICTE scales. Hence, their payments will be fixed in the appropriate grades and scales
depending upon qualifications, experience, exposure and merit etc., as applicable and as
amended from time to time, except the staff recruited temporarily or on adhoc basis or on
consolidated pay.

6.2 Notwithstanding anything contained in these rules and regulations, the Management may
employ persons on a temporary/adhoc basis or on contract basis to different posts in the
organization under their control on consolidated pay or on daily wages, wherever the
necessity and circumstances so warrant.

6.3 For all the non-teaching staff, the terms and conditions with regard to pay etc., shall be
contained in the contract agreement.

7. APPOINTMENT TO THE SERVICE OF THE COLLEGE:

A person shall be deemed to be appointed to the service of the College when the appointment is made
to a post based on duly constituted selection process.

8. THE WHOLE-TIME OF AN EMPLOYEE IS AT THE DISPOSAL OF THE COLLEGE:

Every employee of the College shall devote his whole-time to the service of the College and shall not
engage himself directly or indirectly in any trade, business or any other work which may interfere with
the proper discharge of his duties.

Provided that this provision shall not apply to academic work and consultative practice undertaken
with the prior permission of the Management, which may be given to him subject to such conditions as
the Management may, from time to time, lay down.

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9. Certificate of Physical Fitness:

Every appointment to a post in the service of the College shall be subject to the condition that the
appointee is certified as being in a sound health and physically fit for service in India by a medical
authority, which may be specified by the Management.

10. Pay and Allowances:

The Members of the service shall receive such pay and allowance, from time to time fixed by the
Management.

The Academic Staff will receive AICTE Pay scales.

11. Probation:

a. Except in the case of appointment on tenure or on contract basis or on deputation or on a

temporary basis, all appointments to the posts in the College shall ordinarily be made by the
appointing authority on probation for period of one year within a continuous period of two
years.

b. Commencement of Probation:
If a person having been appointed temporarily to a post is subsequently appointed regularly to
the said post, he shall commence probation from the date of such subsequent appointment or
from such earlier date as the appointing authority may determine.

c. Extension or Termination of Probation:

If within the period of probation, a probationer fails to acquire the special qualifications or to
pass the special tests, or to prove suitable, the appointing authority may either revert him to his
former lower post, if any, or may discharge the probationer from service without notice or
extend the period of probation.

Provided that no probationer shall be continued on probation for more than two years.

d. Discharge and Re-appointment of Probationers:

Notwithstanding anything contained in this rules or the rules and regulations made there under,
the appointing authority may at any time before the expiry of the period of probation, suspend
the period of probation of a probationer and discharge him for want of vacancy or, at his
discretion, extend the period of probation of the probationer in case the probation has not been
extended under clause (c) or terminate his probation and discharge him from service after
giving one month’s notice or paying one month’s pay in lieu thereof.

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 e. Qualifications:

Every person appointed to a post in the service of the College shall possess such qualifications
in respect of age, academic and technical qualifications, experience and the like as may be
provided in the rules in respect of posts for which the appointment is made.

f. Seniority:
i. The seniority of an employee in a grade shall be determined by the date of his first
appointment on probation to such grade, unless he has been reduced to a lower rank as
a punishment.

ii. The appointing authority may, at the time of passing an order appointing two or more
persons simultaneously to a grade, fix the order of preference among them; where such
order has been fixed, seniority shall be determined in accordance with the said order.

iii. When a holder of any post is reduced to a lower post he shall be placed at the top of the
latter class unless the authority ordering such reduction directs that he shall take rank
in such lower post next below any specified member thereto.

12. Appointments Open Competition, Promotion:

a) All appointments in the academic, technical and administrative services of the College shall
be made by open competition by an advertisement and selection, where all the in-service
personnel who possess the qualifications prescribed shall also be permitted to appear for
selection.

b) Appointments in respect of the other services of the College, viz., the ministerial service, the
supporting service and last grade service, shall be made by open competition, as aforesaid
and also by promotion.

c) All promotions shall be made on grounds of merit and ability. No person in the service of the
College shall be eligible for promotion to a higher post unless he has satisfactorily completed
his probation in the lower post held by him.

13. Temporary Appointments:

Wherever it is necessary in the interest of the College on urgent basis, the appointing authority may
appoint a person temporarily for a specified period.

14. Increments:

i) An increment shall ordinarily be drawn as a matter of course unless it is withheld.

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 ii) The Management shall have the power to grant premature increments to an employee of the
College on a time-scale of pay. The appointing authorities may also exercise this power to the
extent they are empowered by the Management.

iii) Subject to the provisions made in the rules and regulations made there under, an increment
may be withheld for an employee of the College by an authority to whom the Management
may delegate such power, if his conduct has not been good or his work has not been
satisfactory. An authority ordering withholding of an increment shall state the period for
which it is withheld and whether the postponement shall have the effect of postponing the
future increments.

15. Constitution of Personnel Board for Purposes of Recruitment:

There shall be establishment of a Personnel Board, the composition and functions of which shall be,
as may be laid down by the Management for the purpose of Recruitment.

16. Resignation Consequences of:

a) A member of the service of the College shall, if he resigns he loses not only the service
rendered by him in the particular post held by him at the time of resignation but also all his
previous service under the College.

b) The resignation of a member of the service of the College shall come into force from the date
on which the appointing authority has, in writing, accepted the resignation and communicated
it to the person concerned irrespective of the date of relief requested by the employee.

c) The reappointment of a person who has resigned from the College’s service shall be treated in
the same way as the first appointment to the College’s service by direct recruitment and all
rules governing such appointment, shall apply to him. On such reappointment, he shall not be
entitled to count any portion of his previous service for any benefit or concession admissible
under any rule or order of the College.

d) A permanent employee of the College shall give three months notice in case he desires to be
relieved on resignation and in the alternative he shall pay to the College three months salary
in lieu of such notice, or the salary for such exempted period of the three months period in
case he desires relief within the period of notice. Such a request will be normally entertained
either at the beginning or end of semester; unless the case is of special nature.

Salary for the purposes of these rules shall be the pay and allowances the officer resigning
would have drawn had he continued in the service of the College.

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 e) An employee of the College on leaving the service of the College shall vacate the premises, if
any, allotted to him by the College immediately on his relief from the College's service.

17. Termination of service of an Employee:

a) The service of a temporary employee of the College is liable to be terminated at any time
without notice and without assigning any reasons therefor.

b) The College shall have the right to terminate the appointment of any permanent employee of
the College for reasons of want of vacancy, abolition of posts and such other reasons giving a
notice of 3 months before the date of termination of appointment or by paying an amount
equal to the salary of three months without giving any notice.

Provided that if termination is effected during the period of notice of three months, the
employee shall be paid such pay and allowances as might be admissible to him for the
unexpired portion of the notice of three months.

c) It shall be competent for the appointing authority to terminate the services of any employee of
the College, temporary or permanent, if it is satisfied, on the report (a Medical Board or a
Medical Officer) as the case may be, appointed by the appointing authority for the purpose,
that the employee is incapacitated or afflicted with an illness and is likely to continue to be so
incapacitated or ill to be incapable of discharging his duties by reason of such incapacity or
ill health.

18. Record of Service:

There shall be a Service Register for every employee giving history of his service from the date of his
appointment including increments, promotion, reward, punishment and all other special events in his
service. The Service Register shall also contain a Leave Account Form for the employee showing a
complete record of all leave (except Casual Leave), earned as well as unearned taken by him.

19. Conviction on criminal charges:

No person who is convicted by a Court of law on criminal charges shall be eligible to hold any
appointment in the service of the College. A person in the service of the College who is convicted on a
criminal charge shall cease to be the employee of the College and he shall be discharged forthwith
and he shall forfeit his right for any benefits.

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20. Plural Marriages:

a) No person who has more than one wife living or who having a spouse living marries in any
case in which such marriage is void by reason of its taking place during the life time of such
spouse, shall be eligible for appointment to any post in the service of the College.

b) No woman whose marriage is void by reason of the husband having a wife living at the time of
such marriage, shall be eligible for appointment to any post in the service of the College.

21. Disciplinary Proceedings:

a) The following penalties may, for good and sufficient reason and as hereinafter provided, be
imposed on any member of the service of the College, namely:
i. censure;
ii. withholding of increments or promotion;
iii. recovery of the whole or part of any pecuniary loss caused to the College;
iv. reduction to a lower service, grade or post or to a lower time scale, or to a
lower grade in a time scale;
v. compulsory retirement;
vi. removal from service which shall not be a disqualification for future
employment under the College;
vii. dismissal from service which shall ordinarily be a disqualification for future
employment in the College.

b) No order imposing on any member of the service any of the penalties specified in items (iv) to
(vii) above shall be passed by any authority subordinate to that by which he was appointed
and except after an enquiry has been held and the member concerned has been given a
reasonable opportunity of showing cause against the action proposed to be taken with regard
to him.

c) Notwithstanding the above provisions, it shall not be necessary to follow the procedure
mentioned above in the following cases, namely:

i. where an employee is dismissed or removed or reduced in rank on the ground of

conduct which has led to his conviction on a criminal charge;

ii. where the authority empowered to dismiss or remove the person or to reduce him in
rank is satisfied that, for reasons to be recorded by that authority in writing, it is not
reasonably practicable to give that person an opportunity of showing cause, or

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 iii. where the Management is satisfied that, in the interest of the College it is not
expedient to give that person such an opportunity.

If any question arises, whether it is reasonably practicable, to give any person an

opportunity of showing cause under clause (ii) above, the decision thereon of the
authority empowered to dismiss or remove such person or to reduce him in rank, as
the case may be, shall be final.

22. Suspension of an Employee:

a) An employee of the College may be kept under suspension,

i. where a disciplinary proceedings against him is, contemplated or is pending, or

ii. where a case against him in respect of any criminal offence is under investigation
or trial.
b) The power to suspend shall be exercised by the Management in respect of all the employees of
the College, whether he is the appointing authority or not, and by the other officers of the
College in respect of holders of posts for which they are the appointing authorities.

23. Employment of Near Relatives:

As a general rule, it is the policy of the Society to avoid employment of two or more members of the
same family or relations. Any exception to this policy must be approved by the Management and
would normally be allowed only if another person equally well-qualified cannot be recruited.

24. Working Hours/ Holidays/ Vacation:

The working timings of the employees are determined and notified by the College from time to time,
based on the work/service requirements, fulfillment of the College’s obligation to students and such
other expediencies.

The Institute will observe National/ Festival holidays as may be notified from time to time. Employees
notified will be available for work on said holidays and those working on the holidays will be granted
compensatory off (as per the convenience of the College).

The Institute will also observe vacation, which will be notified from time to time.

25. Attendance and Punctuality:

Each employee in the College has an important role in ensuring smooth and efficient handling of
classroom and maintenance of discipline as well required for the smooth functioning of the College.
They are, therefore, expected to be at their respective allotted places on time on each working day.
Employees are expected to be present for duty on all working days, except on the days of authorized
leave.
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26. Personal Records:

The employee records are kept within the Administration Department, which are used within the
College only for bonafide reasons. As a policy, Administration Department ensures that the relevant
employment-related information is maintained in strict confidence. Employee-related information is
given to outsiders only if the College is satisfied with the validity of the request, or if it is required by
law, or if the employee himself has requested that information to be supplied for reference purposes.

27. Appraisals:

There will be a system of annual performance appraisal of College’s employees on a regular basis.
The main objective of this scheme is to evaluate the performance of an employee systematically, so
that at any point of time, it is possible to assess his/her capabilities.

28. Discipline:

Every employee is expected to maintain a certain standard of discipline as envisaged by the College
policies in force from time to time, failing which; he/she renders himself liable for such action as may
be taken against him/ her.

In particular, all employees should bear in mind the following:

a) Every employee shall always work, utilizing the working hours wholly to the best of his/her
ability and in the best interests of the College for building a strong, unique and dynamic
Institute.

b) Every employee shall take all possible steps as may be required of him/her to ensure and to
protect the interests of the College and perform his/her duties with utmost integrity, honesty,
devotion and diligence.

c) Every employee shall show courtesy in his/her interactions with other employees, students,
parents of the students, suppliers and others having dealings with the College.

d) Every employee should ensure that not only himself, but their students also shall, in all
respects, faithfully and diligently observe and obey all circulars, rules, orders, directions and
instructions issued by the College from time to time.

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29. Employee's application for other employment:

a) No employee shall apply for other employment or signify his/her willingness to accept such
employment or office, whether stipendiary or honorary or otherwise, without the prior written
permission of the Management.

However, the Management may, at their discretion, permit an employee to apply for an
outside post not more than once a year, after completion of probation period.

b) No employee, whether on leave or in active service of the College shall undertake a part time
job, which is likely to embarrass or influence him/her in discharge of his/her official duties,
for any consideration of cash or kind. However, an employee, with the written permission of
the Management, may undertake honorary work of a social or charitable nature or occasional
work of a literary, artistic or scientific character, subject to the condition that such work does
not interfere with his/her official duties.

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 CVR COLLEGE OF ENGINEERING

LEAVE RULES
The following kinds of Leave are admissible to the employees of the CVR College of Engineering.

1) Casual Leave
2) Earned Leave
3) Leave on Medical Ground
4) Maternity Leave
5) Extraordinary Leave
6) Study Leave

The authorities competent to sanction different kinds of leave are separate and specified accordingly.

i) Leave cannot be claimed as a matter of right. The sanctioning authority can refuse or cancel the
leave.

ii) Holiday can be prefixed or suffixed to leave. But in case of leave on Medical Certificate (MC), if
MC / Physical Fitness Certificate is dated on the holiday or a day intervening holidays, holiday(s)
to be included in leave.

iii) Applications for leave should specify the period, nature of leave, if on medical grounds, MC
should be enclosed, and leave address to be given in the application.

iv) Vacation Departments are those where vacation exceeds 15 days.

v) An employee on leave can be recalled to duty if it is found compulsory.

vi) The willful absence after leave period shall be treated as no leave salary and will be treated as
violation of code of conduct.

vii) Vacation is treated as duty for all purposes. If earned leave is taken in combination with vacation,
the total period of leave and vacation should not exceed 120 days.

Sanctioning Authority:

The Head of the Institution is competent to sanction the Casual Leave. Other leaves are sanctioned by the
Management, based on the recommendation by the Head of the Institution.

1. Casual Leave:

a) 15 Days in a calendar year.

b) Temporary Employees - based on length of service.
c) Half a day’s Casual Leave is not admissible.

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2. Earned Leave:

Category of Rate of Existing Extent of Leave Grant of

Employees accumulation

Non-Vacation Department:
Regular Employees Advance credit 15 days per half 120 days 60 days (leave
of credit)
year as on 1st Jan. and 1st July
Others 8 days per half year 30 days Leave at credit

Vacation Department:
Regular Employees 1/11th of the period spent on duty As in Non-Vacation Department
minus 30 days or portion of 30
days equal to vacation taken.
Other Employees 1/22nd of the period spent on duty 30 days (leave of credit)
including Temporary
minus 15 days or portion of 15
days equal to vacation.

The eligibility of accumulation of Earned leave for Teaching and Non-teaching Staff Members of the
College is only after putting up continuous service of two years.

3. Leave on Medical Ground:

It is admissible to employees detained in Hospital or receiving medical and as an in-patient or out

patient for the disease not due to intemperate or irregular habits.

Period : 6 months on half pay in every 5 years of service. Out of these 6 months, 3 months can be
on full pay if detention in hospital is due to injury received or disease contracted in
course of duty.

4. Maternity Leave:

a) Admissible to married female employees

b) Leave should be supported by MC.

c) Extent – i) For each delivery not exceeding 90 days.

ii) For abortion, miscarriage on treatment – 6 weeks.
If leave falls during vacation, residue of 90 days in excess of vacation only.

d) Leave salary – Full pay.

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 e) The grant of Maternity leave to married female employees is restricted to only those
having less than two surviving children.
f) This leave is permissible only after completion of two years of continuous service.

5. Extraordinary Leave:

Eligibility:

i) After putting in continuous service of five years in the College.

ii) A regular employee is eligible to avail on any one occasion in the entire service.

iii) The Earned leave accumulated can be availed with further part of extraordinary leave as
leave salary, subject to the discretion of the Management.

6. Study Leave:

It is permissible after completion of 5 years of service only.

i) To be granted by the Management only for study of Scientific, Technical and other similar
courses.
ii) Duration: Not exceeding 2 years in entire service. It can be combined with leave with
allowances but total should not exceed 28 months.
iii) Leave salary – Half pay.

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 CVR COLLEGE OF ENGINEERING
CODE OF CONDUCT FOR EMPLOYEES

1. CODE OF CONDUCT:

All the staff must note that delivering lectures and conducting laboratory, drawing / tutorial classes as per
the approved schemes of instruction and almanac, and uniform coverage of syllabus in the prescribed time
are their main duties. Failure to conduct the classes according to the scheduled timetable without prior
information or alternate arrangements shall be considered as a serious dereliction of duty. Every lecturer/
employee must at all times do justice to the students in thought, word and deed. Nothing should be done
which adversely affects the programme of instruction, examination and assessment of students.

Every employee of the College shall at all times maintain absolute integrity and devotion to duty and shall
do nothing against the dignity and prestige of the College, particularly in his relationships with the
students.

2. EXPLANATION:

a) In this rule or in any other rule in this document where the Principal or the Management is vested
with the power of deciding an issue, such power shall be exercised after giving the employee
concerned a reasonable opportunity to explain his case.

b) Conduct of University Examinations and Internal Examinations of the College, including invigilation,
evaluation, counseling, and assessment of the students form part of the duties of teachers. The Non-
teaching staff shall assist in the arrangements for the smooth conduct of examinations: they shall
attend to all connected work – as assigned by the persons in charge of such activities.

c) i) All employees shall be punctual to their duties and shall strictly adhere to the College timings.

ii) The supporting staff in the various laboratories shall be punctual, shall keep the laboratories open
in a clean and presentable form for the use of the students and teaching staff during the normal
working hours of the college. The non-teaching staff should assist the teachers and students in all
the academic works. They shall strive hard to ensure that there will be no room for compliant
either from the teachers or from the students.

d) i) Behavior towards Superiors: No employee should use disrespectful language while speaking to
superiors. They should give due respect to their superiors for their position, rank, qualifications
and knowledge.

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 ii) The teaching staff, supporting staff, ministerial staff and other employees have to strictly obey
their superiors under whose control they are deployed to work.

iii) The Heads of Departments and persons In-charge of various administrative units are also expected
to give clear, feasible instructions to the staff under their control.

iv) No employee should indulge in any derogatory loose talk against his or her colleagues, superiors,
subordinates, students or Members of the Management.

e) Employees should not resort to any agitation, which disrupts the normal work in the College. Every
employee shall strive to the best of his ability to ensure that the College is not subjected to
embarrassing situations in so far as compliance with the academic almanac is concerned. If any
grievances are there, suitable representations may be submitted to the Grievance Committee. Such
acts should, in no case impair the progress of the students.

f) It is important to note that the Management/ Administration reposes trust in the employees of the
College in the smooth functioning of classes and labs and all the work connected with the College.

Inciting colleagues, fomenting unrest in the College campus, or any other activity, which pollutes the
academic atmosphere in the College campus or undermines the prestige of the Management, shall
constitute breach of trust and shall be dealt with under “Service Conditions” for appropriate
punishment.

g) Any action on the part of any employee, whether teachers or supporting staff members or members of
the ministerial staff or other employees, which results in obstruction of the normal work and/or puts
the Administration/ Management in an embarrassing situation or causes tarnishing of the image of the
College in the eyes of the University or general public, shall be seriously dealt with. The punishment
may vary from withholding increments to removal from service depending on the gravity of such
action committed by the employee.

h) Instigating students to resort to any kind of agitation or to revolt against the Administration/
Management of the College, shall be viewed as subversive activities and the employees indulging in
such activities shall attract disciplinary proceeding against them.

i) Employees of the College, if invited, shall attend all the College functions, Seminars & Meetings.

j) i) Gifts: No College employee shall himself accept or permit any member of his family to accept
from any person any gift, which places him in any form of official obligation.

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 ii) Subscription: No College employee shall, without obtaining the previous sanction of the
Principal, ask for or accept or in any way participate in the raising of any subscription or other
pecuniary assistance in pursuance of any object whatsoever except for routine farewell and
felicitation functions connected with the College.

k) i) Communication of official Documents or Information:

It shall be the duty of every employee to honour the confidence reposed in him by the College and
not to divulge any information obtained by him in the course of his official duties to any
unauthorized person or to make any improper use thereof. An employee connected with
examination work, is specially required to be very cautious in the observance of this rule and
should not under any circumstances divulge any information that passes through his hands in the
discharge of his duties, to unauthorized persons.

ii) Discussion of Policy of Action of the College:

College employees shall not either in any document published by them or in any communication
made by them, to the press or in any public utterance made by them, indulge in any public
criticism of the College administration in such manner as is likely to undermine the dignity of the
College employee and cause or is likely to cause embarrassment to the administration in its
relations with its staff or the students of the College or the University or the Government or any
other agency.

l) Vindication of acts and character of the College Employees as such:

A College employee or any staff association shall not have recourse to the press under any
circumstance. They shall not also approach any court for redressal of grievances without first
representing to the Management.

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