[anchor]Teachers-Pledge[/anchor]

The Scholar’s High pledge for Teachers

As a teacher of Scholar’s High I pledge my devotion to the school and my profession. Each day as I enter I will be ready to give my best to the children as I come prepared to use all my time and energy to see that you grow.

I will be ready to learn the new to keep up with you.

The only ego that I will think of is the self esteem of my students.

The only problems that I will worry about are the ideas to teach in class.

Creativity will be my keyword and dedication my quest.

The safety, security of the children in my care will be my goal.

I will not give up on you.

I promise you will be listened to and understood with patience and treated with kindness and empathy.

Your growth will be cherished and appreciated.

In the classroom I will strive for personal performance but outside it is the team spirit that I will seek.

I will try to accept criticism with poise and honour or praise with humility.

I will be the person I want you to be. I will be your role model.

Children first will be my motto and on such a positive trail of Kiducation I will lead generation next.

[anchor]Service-Rules[/anchor]

Scholar’s High

EMPLOYEES SERVICE RULES

1. SHORT TITLE AND COMMENCEMENT

(a) These Rules shall be called the EMPLOYEES SERVICE RULES.

(b) These Rules shall come into force from the date of their adoption by virtue of a Resolution passed by the School Managing committee and will be applicable to all employees of the Schools of the Society, in India.

(c) In the case of persons appointed on honoraria, or on a part-time basis, or on contract, the applicability of these rules shall be subject to such special terms and conditions as may be decided by the Management from time to time.

2. DEFINITIONS

In these Rules, unless the context otherwise requires

 (a) ‘Appointing Authority’ in relation to an employee means authority (Management) empowered by the trust (ETF)to make appointment/s to the grade in which the employee is for the time being included, or the post which the employee for the time being holds.

(b) ‘Management’ means the Management of the School.

(c) ‘School’ means the Schools run by the management of School.

(d) ‘Disciplinary Authority’ means the authority empowered by the MANAGEMENT and competent to impose any of the penalties as per the Rules.

(e) ‘Employees’ means all persons working as teachers and staff position, who are in the whole time employment of the School.

(f) ‘Employer’ means the Management.

(g) ‘Establishment’ means the establishment of the Schools run by the Trust.

(h) ‘Manager’ means the person for the time being managing the School and includes, any other officer duly authorized by the employer to act as a Manager on his behalf.

(i) Employees shall be classified as:

1. Permanent/Confirmed Employee
2. Probationers

• Temporary (Adhoc) Employee

1. Part-time Employee and
2. Apprentice / trainee

“Permanent Employee” means an employee who has been employed on a permanent (Confirmed) basis by an order in writing by the SCHOOL or any person authorized in that behalf.

“Probationer” means an employee who is presently employed to fill a permanent vacancy or post, and has not been confirmed by the SCHOOL.

“Temporary (Adhoc) Employee” means an employee who has been appointed for a limited period, for work which is of temporary nature, or who is employed in connection with temporary increase in work of a permanent nature and includes an employee who is appointed in a temporary vacancy of a permanent employee.

“Part-time Employee” means an employee who is employed to do work for less than the normal period of working hours.

“Apprentice / trainee” means an employee who is a learner and who is paid stipend during the period of his training.

(k) “Members of the family” in relation to an employee include

1. The wife or husband as the case may be, of the employee, residing with him but does not include a wife or husband, as the case may be, separated from the employee by a decree or order of a competent Court.
2. Sons or daughters of the employees wholly dependent on him, but does not include a child who is no longer in any way dependent on the employee or of whose custody the employee has been deprived by or under any law.

Note :- Any term not defined specifically in these Rules shall have same meaning as assigned in the Delhi School Education Act, 1973 (or any similar State enactment) and the Industrial Disputes Act, 1947; ( or any similar State enactment ) and the Rules framed there under.

3. Appointment
4. Appointment Committee: The selection of a teacher will be made by the Appointment Committee headed by the Educational Officer.
5. Vacancies: The Vacancy as and when notified, the teachers at lower hierarchy can apply for the same.
6. Selection of a Teacher: The Management at the first instance will fill up the vacancy on Promotion from among the existing teachers on merit and not on Seniority. In case of non-availability of a suitable candidate, the vacancy will be filled up through open recruitment.

The Selection process is as follows

1. The first part constitutes a written test in General English, General Knowledge and two specific subjects applied for, by the Teacher.
2. This will be followed by 2 demo of class-room teaching
3. Finally a personal interview will be conducted.
4. The Appointing Authority may resort to direct appointment in specific cases.

These can be repeated as when deemed necessary at short notice .Refusing to appear for the same will be deemed as misconduct .

 

1. Qualification: The minimum qualification for each category will be determined by the E.O. from time to time. The teachers should also be qualified with a Bachelor’s Degree in Education and should qualify in the Teacher Eligibility Test conducted by the Government within three years from the date of appointment as required under statutory rules. The teacher, who does not acquire the qualification within three years from the date of appointment, will automatically be removed from service without notice. The Educational Officer, at his/her discretion may extend this period up to a maximum of five years.
2. Document submission

Every employee shall be required to produce the following certificates on appointment in the School: –

1. b) Original degree/diploma, certificates along with certificate(s) of experience, if any with attested photocopies thereof. Original certificates will be returned after verification.
2. C) Relieving letter from previous employer.
3. Salary slips.
4. Mark sheets.
5. Medical reports ( if required )
6. One copy of your bio data.
7. Photo copy of PAN, AADHAR CARD,
8. Bank cancelled cheque / Bank Passbook front page copy.

 

MEDICAL CERTIFICATE AND CHARACTER CERTIFICATE

Every employee shall be required to produce the following certificates on appointment in the school:

1. Medical Fitness Certificate Medical Certificates of Fitness from a hospital established or maintained by the Government or local authority.
2. 2 references for local candidate/ Police Verification Certificate Two certificates from educationists or any other respectable member of Society, not related to the candidate certifying the character and conduct to the satisfaction of the School authorities, along with police verification certificate.

Original Degree/Diploma, certificates along with certificate (s) of experience, if any, with attested photocopies thereof, Original certificate will be returned after verification.

These self-attested documents will need to be updated every year as and when required.

5. Some Different Categories of Appointments:

Unit Heads/ Coordinator

This position is a privilege and not just a post. It offers enormous possibilities for learning and growth. They are mentored and coached for leadership position and performance. They are visible faces of the organization. They represent their respective domain in all dimensions.

1. When the unit gets to full capacity in terms of divisions and class capacity, we recommend that the unit gets a head. Until then a coordinator heads the group. When the unit gets the head, the coordinator position may get tenure ship or if necessary the post may get scrapped.
2. All unit heads, Coordinator have to be full time (Full day School). They share both teaching and administrative tasks. Hence it is a non vacation post.
3. Unit head/ Coordinator chosen from within & elevated or if no suitable candidate found, a new one from outside with relevant experience from previous work place.
4. Unit Head/ Coordinator can resign from the post but wants to continue to work in school, he/she has to inform this in writing to the core committee giving one month notice period. However, when resigning from the school, he/she has to give notice as per the separation norms. In case of payment, he/she also has to give the allowances component back to school.
5. Unit Head’s appointment is a permanent appointment. Until the employee leaves, she/he holds the post. Unit heads are not on tenure. They resign or may be asked to terminate services based on appraisal/disciplinary measures.
6. Unit heads eligibility – preferably after one year of work experience at SH in main teacher role and coordinator’s position.
7. Unit heads and academic coordinator only if appropriately qualified.
8. Administrative unit head and coordinators- Interest, initiative and previous work experience. However, after appointment, they are encouraged to acquire relevant qualifications to their work area.
9. Academic coordinator may or may not be a class teacher but definitely does significant amount of teaching workin addition to administrative work.
10. The Coordinator may or may not be appointed as unit head.
11. There will be two components to their salary=salary + role holder allowances.
12. Academic coordinator’s post may be interim appointment and until the unit gets full strength (in terms of divisions).
13. Administrative coordinator posts are permanent. Until the employee leaves, he/she holds the post. These posts are not on tenure. They resign or may be asked to terminate services based on appraisal/disciplinary measures.
14. Staff can be nominated or selected for the coordinator’s post. They may not be given the choice to consider the offer.
15. All unit Head’s & coordinator report to Principal and Director for various functions and responsibilities. They are in responsible positions and accountable for the smooth functioning of their respective domain. They essentially represent their domain as well as whole school in terms of all 4 P’s. They are part of the school managing core Committee that’s responsible for all policies related to school.

1. Special roll holders allowances/experience allowances for the same would be fixed after discussions with the administration.
   1. Salary will be according to their qualifications. (refer to salary guidelines)
   2. They will get annual increment only on salary.
2. Unit Heads, Coordinators & IT department by virtue of their role work many times on extended work hours. But some of them are required to be at school on any given working day at a time decided by management to welcome children, take assembly, arrange substitution etc.
3. Other rules and privileges are applicable as per other SH staff.

Selection Process:

As these posts are internal post the selection and nomination process will be internal.

6. PROBATION

All persons appointed to posts in the School shall be on probation, from the date of appointment. The period of probation is at the sole discretion of the Management. The total period of probation shall not exceed one years. The Probation will automatically end at the expiry of the term if no written communication is made.

Payments during the period will be as per the presence in a month (day payments ).

At any time during the period of probation, including extensions thereof if any which will not exceed 2 years for specific reasons, or at the end of such periods, if in the opinion of the Management an employee’s work or conduct has not been satisfactory, his service may be terminated by one month’s notice or payment of one month notice pay in lieu thereof. Similarly an employee may also resign from service without any notice or notice pay in lieu thereof.

 

7. Classification of Appointments

1. Teachers are classified as given below :-

Appointment                                                    Classes                                 Minimum For Employment Qualification

(a) Primary (PRT)                                              I to V                                     Graduate & B.Ed. or Equivalent

(b) Trained Graduate                                     VI to VIII                              Graduate & B.Ed. or Equivalent

Teacher (TGT)

(c) Post Graduate Classes                             IX upwards                         Post Graduate B.Ed/M.Ed.

Teacher (PGT)                                                                                              higher/equivalent

1. The Management may appoint a person with higher qualification on a lower appointment at its discretion.
2. Only Trained teachers can be appointed on permanent basis. Any appointment contrary to this, will be void ab-initio.
3. As per the requirement of the school, teachers may also be appointed on contractual basis. However, no contractual period should exceed two years.
4. If suitable trained teachers will be relieved once trained, adhoc/temporary teachers may be appointed. However such teachers will be relieved once trained teachers become available. In no case such teachers will have a lien to a permanent vacancy.

Unless intimated in writing to the above effect, a teacher will continue to be on probation

8. SECURITY DEPOSIT

All teachers on appointment will be committed to work minimum of one academic session. On appointment, the teachers will deposit their first one month salary as Security with the school. In case a teacher leaves before completion of one year, for whatever reason, school will forfeit the Security Deposit. No representations of any kind will be entertained to waive the clause. This condition applies, irrevocably and in addition to any other condition3 months salary to be deposited in part payments over a period of 6 months after confirmation.

9. CONFIRMATION

On satisfactory completion of the period of probation, including extensions thereof, if any, a written communication shall be issued to the employee to the effect that the period of probation or on completion of complete one year of continuous service has been satisfactory completed and that his services are confirmed in the post.

On confirmation the employee would also become eligible for all the benefits and allowances as available to permanent/Confirmed employees of the SCHOOL according to the rules on the subject.

All employees will be required to submit correct and complete details on the Personal Data Form prior to being appointed and would be liable to disciplinary action if a material omission (in the Schools opinion) is discovered therein at any time. Selected employees would be required to join duty within a specified date, failing which the offer of appointment would stand withdrawn.

10. LEAVE / HOLIDAYS / LTA

The following types of leave are available to the employees of the SCHOOL. The availment of leave is not a right but would depend on exigencies of work. All leaves are sanctioned according to the exigencies of work. Leave of whatsoever kind must be sanctioned before it is availed. Such sanction cannot be assumed or taken for granted.

-Short Leave/ half day

-Casual / Sick Leave

– Medical Leave – Maternity Leave

– Festival Holidays

– Vacations (not applicable to non-vacation staff i.e. Principal /Administrative staff /Exam cell in-charge /Librarian / Lab in-charge technician /computer teacher /office staff / group-D employee )

(i)SHORT LEAVE

This leave can be availed by any teacher and the duration for this short leave is one hour. 5 shorts leaves in a week will be considered as one day absent. Half day is allotted if min 3 hours attended during teaching hours.

(ii) CASUAL / SICK LEAVE

1. Staff members who have completed one year of continuous service are entitled to 8 days full or 16 days half (a casual / sick leave for teaching staff and 12 full day and 24 half day for non-staff in a Calendar Year. This leave will be credited on 1st day of the new session. Staff can avail only one casual leave in a month.
2. Saturdays, Sundays and holidays, whether intervening, prefixed or suffixed, shall not be counted as casual leave. Casual leave cannot be combined with any other kind of leave.
3. Prior permission for Casual leave on account of anticipated causes shall be taken.

• Absence in anticipation of sanction will be condoned only if the necessity for the leave could not have been foreseen Casual leave should be approved and submitted to the person incharge prior to availing the leave in of the Casual Leave Application-cum-Account form.

1. If any employee of the Institute resigns, he/she shall not be granted either prior or subsequent to his resignation, any leave due to his/her credit.
2. If an employee is sick for more than three days on the advice of the authorized LWH doctors’ accumulated sick leaves can be availed.
3. Sick leave can be prefixed or suffixed to the holidays observed by the SCHOOL. However, Casual leave cannot be combined with any other kind of leave.
4. The casual leave can be accumulated in a calendar year and is en-cashable and will be paid in full after completion of the session.

(iii). MEDICAL LEAVE

1. Post facto application of medical leave for more than three days must be accompanied by a medical certificate / bills test reports from a Doctor / Medical practitioner approved by the School.
2. In case of frequent applications under this category the Management has the right to get any employee examined by a physician of its choice.

(iv) MATERNITY LEAVE

1. All confirmed, regular, women employees of the School with a minimum of one continuous year of service would be entitled to maternity leave benefits As per the Maternity Benefit Act – 1961
2. Not applicable to teachers having 2 surviving children.
3. One month advance notice to be served before the due date.

(v) FESTIVAL HOLIDAYS

Every employee will be entitled in every calendar year ten national and festival holidays to be decided before the beginning of each year as per the local laws. In case, any additional holiday is announced by the State Government and the School is closed, non-teaching staff shall report for work.

(vi)VACATIONS

Teachers will be paid for the any vacation (max 30 days in an academic year or as decided by the management)only if they have completed one full academic year. Such payment will be made to those eligible, after the vacation, only if they attend the last day and they join the school on the first day of reopening. Any teacher, who fails to do this, will not be paid for the vacation. Theseare given to teachers to upgrade themselves, planning, for preparation of question papers etc .

Absence in a month for 5 days or more or ¼ of the working days whichever is less will result in deductions in salary and result in payment for days present.

11. RESUMPTION OF DUTY

An employee shall resume duty immediately on expiry of leave sanctioned to him unless extension has been applied for in advance and sanctioned in writing by the School. If sanction in respect of extension of leave is not received in time by the employee, it must be presumed to have been refused and thereafter he shall be on unauthorised leave and the employee shall not be entitled to salary and allowances. Further, such an act shall constitute misconduct and may invite disciplinary action.

12. TERMINATION

After confirmation, the services of the employee are liable to be terminated upon one month’s written notice on either side or payment of salary in lieu thereof, in terms of the contract of employment. No notice is necessary when the services are terminated on grounds of misconduct.

RESIGNATION

• If an employee, at any time after confirmation, intends to resign, he/she shall give 3 month’s notice in writing or 3month’s salary including all allowances to the Institution.
• Notice period is applicable only for working months (1 month or 3 months).
• Vacation cannot be included.
• This is applicable even for confirmed employees.
• Leave balance of all kinds cannot be counted for resignation period.
• Leave during notice period will be without pay. Notice period cannot be extended to suit the candidate’s requirement.
• For candidates on probation, May salary will not be given, if resignation comes in April or May / June (immediately after vacation).
• Leave policy and resignation: any employee during the separation period would have to give the services for 3mths or 1mth tenure. Whereas if a leave is taken in this resignation period those many days add to the resignation period or the employee pays the dues for the extra whichever is applicable.
• The school holidays and weekends will not be counted in the resignation period except long vacations will not be considered.
• Relieving letter to be got from office after all formalities completed.
• If resigned from SH and the candidate rejoins, the candidate’s re-appointment will be as per new norms.
• When a staff member resigns from work, she/ he has to fill up the staff releasing from and complete all the formalities before or on the last day of working. The I-Card, Library cards, books, equipments etc should be returned to their respective departments. There should be a ‘No Due’ statement from each department before you leave from the organization.
• Resignation after maternity leave will be accepted after min six working months or completion of sessions whichever comes later else pay salary of maternity leave and resignation period salary in total will be forfeited.
• Staff who does not honor their commitment and leave school on false reasons to join other school may face holding back PF for six months, not give an experience certificate, and send a letter to the new employee or legal notice as the case may be.

13. PROMOTION

For the purpose of promotion to a higher grade within the School, an employee’s seniority shall not confer upon the employee a right to promotion. The eligibility of an employee for promotion shall be determined primarily with reference to performance and merit and availability of vacancy in the higher grade. An employee who is promoted to higher grade shall be placed on probation on the new post for a period of 6 months which is liable to further extension for a period of 6 months at the discretion of the management. If during or at the end of probation, the services of the promoted employee are not found satisfactory, he shall be reverted back to the post he was holding before promotion and shall draw the same salary he was drawing before promotion. All additional benefits/allowances granted to the promoted employee shall also stand withdrawn automatically.

 

14. ABANDONMENT OF SERVICE

An employee who overstays leave originally granted or subsequently extended and/or remains absent from duty continuously for a period of 10 consecutive days without any prior sanction of leave, shall be deemed to have abandoned the services of the School of his own accord and accordingly his name shall be removed from rolls of the School. However, before removing the name of an employee the employee shall be given due opportunity to explain his / her position regarding the unauthorised absence.

The following procedure will be followed in all cases of abandonment of service.

1. Whenever the unauthorised absence of an employee comes to notice, a communication will be addressed to him / her to rejoin duty within a specified time.
2. This will be followed up at intervals of not less than seven working days each by two more communications asking the employee to rejoin duty (if he / she has not reported by then).
3. The second and third communication should clearly indicate that besides amounting to misconduct unauthorised absence will lead to a loss of lien? On his employment and he will be deemed to have voluntarily abandoned the services of the School.
4. If an employee admits the factum of unauthorised absence and or fails to join duty and submit an explanation regarding his unauthorised absence even after receipt of three communications, it shall be deemed that the employee has voluntarily abandoned the services of the School and accordingly his name shall be removed from the rolls of the school.
5. If an employee submits any explanation in response to the communications / s, vide which he disputes the factum of unauthorised absence and / or justifies the absence, and the explanation is found to be unsatisfactory further action shall be taken only after holding a domestic inquiry on this behalf.
6. APPLICATION OF RULES:

These rules shall apply to all employees except: –

1. Those employed under a special contract.
2. Those in respect of whom the SCHOOL may have issued or may issue separate Orders / Rules regarding conduct, discipline, appeal.

• Those in respect of whom the SCHOOL has by general or special order directed that these Rules shall not apply.

16. SCOPE OF AN EMPLOYEE’S SERVICE

Unless in any case it is otherwise distinctly provided the whole time of an employee shall be at the disposal of the SCHOOL and he shall serve the SCHOOL in such capacity and at such places as he may, from time to time, be directed.

17. LIABILITY TO ABIDE BY THE RULES:

(i) Every employee of the SCHOOL shall at all times

1. Maintain absolute integrity,
2. Maintain devotion to duty,
3. shall confirm to and abide by these and other Rules of the SCHOOL and shall observe, comply with and obey all lawful orders and directions which may, from time to time, be given to him in the course of official duties by any person or persons under whose jurisdiction, superintendence or control the employee may for the time being, be placed.
4. Do nothing which is unbecoming of an employee.

(ii) Every employee of the SCHOOL holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of all employees for the time being under his control and authority.

(iii) Every employee shall at all times conduct himself soberly and temperately while on the SCHOOL premises and show proper respect and civility to all concerned and shall use his utmost endeavors to promote the interests of the SCHOOL and to maintain and promote the good reputation thereof.

18. TRANSFER:

An employee shall be liable to be transferred from one section to another and shall also be liable to be transferred from one job to another similar job provided his emoluments are not adversely affected. The terms and conditions of service as applicable at the place of posting shall automatically become applicable to the employee. The employee shall not be entitled to claim any extra remuneration or any other benefit whatsoever on such transfer.

19. AGE

An employee must declare at the time of his appointment his date of birth according to the Christian Era and produce documentary evidence such as birth certificate, matriculation or School leaving certificate or such other evidence as may be acceptable to the management. The date of birth of an employee

once entered in the record of the School shall be the sole evidence of his age in relation to all matters pertaining to his service.

20. RETIREMENT

All employees shall retire on attaining the age of 58 years. The SCHOOL in its discretion may grant extension to any employee beyond the age of 58 years depending upon the health and performance of the employee and on such terms and conditions as may be decided by the management

21. WORKING DAYS AND WORKING HOURS
22. The working hours will be such as may be from time to time by the principal specified from time.
23. Working hours may be different for teaching and non-teaching staff as may be specified by the principal.
24. As and when required, an employee may be assigned any special duty even if it is to be done beyond the normal working hours in the interest of the school.
25. An employee is also required to conduct and organize co-curricular programmes and perform other duties even beyond the normal working hours.
26. The schedule spread over 210 ( minimum )working days in a year works out as under:-

No. of period per day (Excl Assembly, Recess Extra Coaching, Sports)      –              8(40 mins x 8) = Total 5 h 20 mins

Teaching days                                                                                                                    –              210 days (min) – 240 days

Total No. of Teaching hours                                                                                         –              210 x 5h 20 mins = 1120 h

Assembly                                                                                                                            –              30 mins/Day

Recess                                                                                                                                  –              30+10 mins/Day

Corrections / remedial classes  additional                                                             –              30 min

Total Working hours                                                                                                       –              7 hrs

Minimum Number Periods per week                                                                      –              36 periods

Working hours for non vacation staff will be 8-10  hours ( as discussed and decided ) including  30 +10 minutes break. Timings for the same will be laid down by the School Managing Committee keeping the overall school timings in view.

23. MAINTENANCE OF RECORDS BY THE TEACHERS (soft and hard copies)

• A teacher is expected to maintain the following documents and also any other record as may be specified from time to time.
• Attendance Register of the class for which he/she is the class teacher
• Activity registers
• Teacher’s Diary (log Book/ Lesson Plans)
• Cumulative result of his/her class
• Attendance Diary of optional subjects in case of teachers teaching such optional subjects.
• Stock Register of properties held by him/her.
• CRB (Commutive Record Book) (student register) of the class for which he is class teacher.
• Syllabus diary question papers file ( revision tests / exams )
• Fee Collection Book of the class.
• Cultural activity registers
• Arrangements
• Any other registers if delegated from time to time.

24. ATTENDANCE OF EMPLOYEES

1. Every employee is expected to reach the school punctually and flash the I-D card / use bio metrics at the attendance machine on arrival and also at the time of departure.
2. Late coming beyond half hour more than three times in a month will invite cut in half day leave/salary as per norms.
3. An employee who has not flashed at the attendance machine as mentioned above is liable to be considered as absent from duty for that date(s ). Failure will lead to leave / Deduction from Salary.
4. If employee needs to go early short leave /half day leave has to be applied for .
5. Time regularization form to be submitted, authorized by unit head, if coming late or going early due to school work only.
6. TR (Time regularization) should be allowed in the morning or in between school hours if there is emergency situation or unavoidable circumstance. Fill out in-out form also. Purely at the discretion of the Unit Heads & Coordinators. Perpetual late comers are not considered for this privilege.
7. Visiting faculty will have bio metrics to flash for attendance. They will also sign a separate muster to mark their attendance. Failure to sign the muster will lead to salary deduction.

1. Short leave can be availed by any teacher and the duration for this short leave is one hour. 5 shorts leaves in a week will be considered as one day absent.
2. All the Teaching Staff shall remain present on the open day and other activities such as Sports, Annual Functions, Examination, etc. except under the exceptional circumstances wherein prior permission has been taken from the Principal and director.
3. It is compulsory for all the teaching and non-teaching staff to attend whenever assigned the outside duty, such as Picnic, Campaign, Seminars, Extra Curricular Activities, Competition, Sports, etc. and refusal to attend the same shall amount to misconduct of disobedience of the instruction and shall be liable for disciplinary action. And will result in deduction of salary as per day payments for the same month only.
4. PAYMENT OF WAGES
5. All employees shall be paid wages on a working day before the expiry of the 10^th day of the wage period in respect of which the wages are payable.
6. Any wages due to an employee but not paid on the usual ‘Pay day’ on account of the same having remained unclaimed, shall be paid on an unclaimed wages day which shall be notified and it shall be before the 15^th day from the expiry of the wage period.
7. Where the employment of any employee is terminated due to resignation, discharge, dismissal or otherwise, wages payable after adjusting recoverable amount, shall be paid before the expiry of the second working day from the date on which he ceases to be the employee of the School.
8. DEDUCTIONS FROM WAGES

The School shall be entitled to make deductions from the wages of an employee for all or any of the following purposes:

1. Recovery of advances or for adjustment of over payment.
2. Income-tax or any other tax levied by the government to be deducted at source.

• Deduction required to be made by law or by orders of a court or other authority competent to make such an order.

1. Refund of any advance taken from the employee’s provident fund.
2. Deductions made with the written authorisation of an employee for payment of Life Insurance Premium, refund of loans of any kind etc.
3. Employee’s unauthorised absence from duty.

• Deduction of amounts due to the School by an employee on any account.
• Any other legitimate deductions.

 

 

27. Provident Fund

Recovery towards EPF contribution may be at the rate of 12% of your full salary excluding House Rent Allowance will be made from your salary every month and the Management contribution will be restricted to 12% towards Pension Fund and EPF (8.33% and 3.67%) respectively on Rs.15000/- or full salary excluding House Rent Allowance whichever is less for those who are eligible.If you are drawing a salary higher than Rs. 15,000 per month or you are above 30 years of age, and you don’t have an EPF account you are termed a non-eligible employee and it is not mandatory for you to become a member of the EPF, although you can still register with the consent of your employer and approval from the Assistant PF Commissioner.

Teachers whose Gross Salary does not exceed Rs.21,000/- will be covered under the ESI Scheme. Recovery towards ESI Contribution at the rate of 1.75% from the Gross Salary will be made every month and the Management will contribute 4.75% for employees covered by ESIC Scheme.

28. Annual increment:

• For confirmed staff: The annual increment cycle for confirmed employees being July, will be applicable to the staff that have got confirmed 6 months before. If not they will get in this cycle of annual increment from the next academic year.
• The annual increment will be as per 6th pay commission i.e 3%min  . This increment will be given every year in the month of July. If an employee has joined in May / June, his or her increment in next cycle and not immediate July.
• If a confirmed employee has gone in the unpaid leave category of more than 8 days, then his/her increment will get postponed to one year, as per 6th pay norms.
• Increment is not a right for any confirmed employee fulfilling all the above condition it depends upon many parameters.

29. Special Privileges:
30. Fee consideration/Waiver for their children:

• Your joining date defines the benefits you will getand are only applicable after at least one year of successful completion of service and will be applicable only at the beginning of the session .
• Only tuition Fee waiver for staff children will be given only if they are full time as per level definition.
• This privilege is meant for up to two children only.
• If due to personal choice any staff takes a special time assignment or is not rendering their services , fee waiver will not be applicable .
• Visiting faculty and consultants are not eligible for this privilege.

30. Tuition fees:

Once paid, cannot be refunded. Only further installment will have the applicable fee waiver.

 

 

31. Free Transport:

Staff may be given, it is not a right and is subject to approval and availability of transport facility on nominal payment ( pre-decided ) and on the condition of availability of free seats if using the school transport to work. This privilege is for the stops and not to door step. Staff’s children will, however pay for the transport.

School transport if possible may be provided for staff for official work, field trip etc. Transport requisition to be given to Admin Head in advance to book the school van. If the van not available or booked for some other purpose or economically not viable for just one person going then a proportionate transport allowance will be granted by the appropriate authority as per travel policy for this purpose only.

32 .Medical checkup and Mediclaim Insurance:

1. All new employees will submit a fitness certificate at the time of appointment.

After completing one year, all employees required to undergo medical check-up, every year by the Medical Officer appointed by the Management.

In case any employee is declared medically unfit by Medical Officer appointed by Management and if the Management is satisfied that the employee is incapable to discharge his/her duties, the Management can terminate services of such employee by giving him/her three months/two months (as applicable) notice and paying him/her all legal dues as prescribed in the Rules and Regulations of the school.

33 .Travel Policy

These will be reimbursed to the employee if traveling for any administrative work and  in case of training 50% will be paid/ borne by the employee

1. For Local Travel:
   • Wherever possible school van/bus will be arranged.
   • In case no transport can be arranged, then Ricksha / autos can be used but prior approval by the training head / authorized person necessary.
2. For Out station Travel:

1. • • If travelling to Ranchi / Hazaribagh or within 100 km radius max up to 500/-  or as per Actual.
     • Travelling to other cities: as per the quotations received from approved travel agents from the management at a Range: Sanctioned by the authorized person.

3. Cancellation Rules:
   • Staff will have to pay 100% travel cost in case of last minute cancellation of a bus ticket or a train ticket, as that is the cost to the institution.
   • If the staff cancels a train ticket in advance, then he/she can pay the actual cancellation charges.
   • In case of a flight ticket, if it is a non-endorsable ticket, then the individual will have to bear the full charges as again there is no refund on such a ticket.
   • If the ticket is endorsable/refundable and there is a cancellation, then the individual if cancelling in advance pays only the cancellation charges. But if it is a last minute no-show, then the individual will have to bear the full charges as there is no refund in this case.
   • If a room reservation is cancelled, then the individual pays the cancellation charges as applicable by the Hotel authorities.

34. Non Disclosure Clause:

No employee shall except in accordance with any general or special order of the SCHOOL or in the performance in good faith, of the duties assigned to him, communicate directly or indirectly any official document or any part thereof or information to any other person to whom he is not authorized to communicate such documents or information.

35. USE OF UNIFORMS AND IDENTITY CARDS

Teachers will observe the laid down dress code. The dress code is as under:-

1. Female teacher will attend school either in Salwar Suit or in Sarees.
2. Heavy jewelry & make up in not permitted.
3. Suitable dress may be worn for all physical activities like sports & yoga. Prior permission of the Principal for this is necessary.
4. Male teachers will attend school in full pants/trousers and shirts (formal) only.
5. On certain specific days (functions / meetings) teachers have to be present in the prescribed dress code decided by the management. Any cost incurred for the same will need to be borne by the employee in full as and when required.
6. RETURN OF SCHOOL PROPERTY

Before leaving the service of the School an employee shall return to the School in good order and condition all property or equipment including documents, papers, and files belonging to the School or relating to its business. The cost of any equipment or property not safely returned shall be deductible from the employee’s salary or other amounts due to him on any account or shall be recoverable otherwise, and the employee shall be responsible for all costs and consequences thereof.

37. PRIVATE AND OTHER TUITIONS:
38. The confirmed full time employee/s shall not engage themselves in any other business, trade, occupation, calling or service of any nature whatsoever whether full time, part time, honorary or advisory and will not hold any office of profit or participate in any commission or agency of such business directly or indirectly.
39. No staff member shall undertake private or any other tuition for the students they are teaching without prior permission in writing of the Principal/Head of the Institution. Group tuition in the school shall not be allowed.
40. Extra coaching organized after the school hours with the permission is not considered as private tuition. This is called Remedial classes.
41. Performance Appraisal

Objectives:

• To ensure that students receive the benefit of an education system supported by employees who are performing their duties satisfactorily.
• To provide a fair, effective and consistent employee evaluation tool.
• To promote professional growth.
• To assist in identifying and building upon employee strengths.
• To serve as the basis for the improvement of instruction.
• To develop remediation goals.
• To address accountability and employee quality.
• To support fair, valid and legal decisions for rehire, promotion or termination/ discontinuation.

Performance Appraisal process will include the following category of staff:

• Class Teachers
• Scholastic Subject Teachers
• Co-Scholastic Full Time Teachers
• Academic Coordinators
• Admin Staff
• Academic & Admin Leaders
• Service Staff

Procedure for Performance Appraisal: Teacher

Performance Appraisal for teachers is conducted to gain an annual insight of performance levels of the teaching staff. Insight: based on the parameters/Student feedback /Student performance analysis Parent feedback /Peer Feedback.

Classroom Observations will be done to gain the insight of the teaching learning process and the level of subject competence.

Process for Classroom Observation: 

Classroom session observation will be done for full period.

• Observation will be done by principal / Unit Head, / PTA, peers (for a healthy mix). Feedback of the lesson observation will be shared by the Unit Head.
• Preferably the observation should be unplanned. However for new staff members, it will be planned if they are not comfortable.

Parent Feedback:

• Observation will be for both Scholastic and Co-scholastic Teachers.
• Parent to fill the feedback form.
• Parent feedback to be summarized by the UH .

Peer Feedback:

While peers may observe and give feedback, their appraisal is based on the relevant parameters which they are familiar and can rate their colleagues on.

Student feedback for scholastic subject teachers:

1. Online feedback from students of class IV to VIII (once in each term max 4 times a year) will be conducted.
2. Online feedback is taken from students on pre-determined parameters – written in simple language. They are given as numerical score. This is applicable for all class teachers, scholastic subject teachers and the Unit Heads for the subject they teach.

Student feedback for Co-scholastic subject teachers:

1. The online student feedback for Co-scholastic teachers will be done

Final Appraisal Document:

The final compiled feedback will include feedback given by:

• Self- (Appraisal Form, Self-Disclosure Form )
• Unit Head
• Peer
• Parent
• Student – (Average of the feedback will be included)

The final compiled document of appraisal will be given to the employee before the Final Meeting with Unit Head, Principal and Director.

For the Final Meeting the employee should carry two years analysis of the student feedback.

Unit Head’s /coordinator Role

• UH to schedule and record the observations done with date and sign.
• To keep the Principal/ Vice Principal in the loop if any feedback sent by mail to the teachers.
• To update the Director as and when a case calls for.
• Unit Head to share the observation feedback immediately after the class observation.
• Student Feedback will be shared by the Unit Head during Teacher-Leader Conference.
• Feedback on the defined parameters will be filled by the Unit Head in the Appraisal Form.
• The first closure meeting takes place with the Unit Heads where the performance is discussed with the employee.
• This meeting is also an opportunity for the employee to clarify any doubts related to the performance feedback.

Principal’s Role

• The Principal and appraise discuss the appraisal result (obtain feedback, recognize areas performed well in and suggest areas for improvement).
• The Principal and the appraise work out a plan for improvement and follow-up actions if necessary.
• Principal to keep the Unit Head in picture for follow up and to monitor the progress.

Director’s Role

Director will have a closure meeting with the teachers towards the end of academic year or as and when deemed necessary.

Time line 

• Student feedback – Online feedback will be conducted 4  times in a year.
• Parent Observation and Feedback.
• UH for teaching observation and feedback – one in each Term.
• Self, Peer, UH appraisal .
• One on one meeting with Unit Head and Principal (separately) with complete Appraisal document – in February. Both meetings will happen simultaneously.
• One on one meeting with Director – Simultaneously in February, March after Principal meets the appraisee.
• Best teacher award selection – April.

39. CODE OF CONDUCT FOR TEACHERS
40. The Code

• A teacher by choice chooses the life of dedication and service toward the society and is ready to help students to acquire knowledge, competence and virtue. a good teacher sets high the expectations but effective teachers don’t set the limits on to their students . they have to be caring professionals who challenge the students to do their best in all fields and lead by example setting an example which will command the respect  of the pupils, the parents and colleagues. A person who choose teaching as a career, assumes the obligation to conduct himself or herself at all times in accordance with the highest standards of the teaching profession, aiming at quality and excellence in work and conduct .

• Teaching instills confidence and growth mindset , in its true sense, is not mere instruction but influence. The teacher’s duty is not merely to communicate knowledge in specific subjects but also to help children grow to their fullest stature and unfold their personality in all spheres of life . Every teacher shall, by precept and example, instill in the minds of the pupils entrusted to his/her care the values:-
  2. Respect for law and order.
  4. Spirit of co-operation and social service.
• Every teacher has an immense responsibility towards pupils. He/Shemust:-

1. Be impartial in his/her relations; be sympathetic and helpful to slow learners.
2. Aim to improve physical, mental and moral well being of pupils leading to overall personality development.

• Ensure that pupils do not take part in active politics.

1. Promote freedom of thought and expression coupled with discipline and dignity.
2. Tuition not permitted.
3. To be well prepared for the topic and give instructions in English only ( except vernacular class )
4. Every teacher should be immaculate in his/her personal conduct and public life. He/she should:-
5. Be temperate and sober in habits. He/she should scrupulously avoid chewing of betel leaves, smoking and such other undesirable habits in the presence of students and within the precincts of the school.
6. Have an exemplary moral character. His/her dealings with the members of the other sex in the school or outside it, should not be such as would cause reflection on his/her character or bring discredit to the school.

• Be neat & clean and dressed in a dignified manner. Personal hygiene practices should be followed. Personal grooming (shaving and clean hairstyle)will need to be maintained .NO stubble / no lice /or oral hygiene issues  or stink that lead to discomfort to students or peer  will be tolerated .

1. Abide by the rules and regulations of the school and show due respect to the constituted authority and diligently carry out instructions issued to him/her.
2. Be punctual in attendance and all work related to class work and any other work or duly assigned to him/her by the Principal or the Vice Principal.
3. Consider school property and funds as if placed in trust with him/her and shall exercise the same prudence and care, as he/she would do in respect of his/her own property or funds.

• Promote dignity and solidarity of his/her profession.
• Be polite and courteous towards parents and guardians.

1. For any issue not given in these rules, service conditions as laid down in the ‘Jharkhand State Education Act’ will be strictly followed.
2. All teachers will observe due courtesy towards the parents. They shall meet the parents only after taking permission from the Principal/Coordinator (once appointed)
3. During the school hours teachers are expected to be with the children in their charge all the time. They will be responsible for their safety and care.
4. Attend in service training /Workshops/seminars when detailed by the Principal/Chairman.
5. Be ready to appear for demos and training for new and old as and when required by the administration.

1. A Teacher Will Not:-
2. Divulge confidential matters related to the institution.
3. Be a member of any political party or indulge in activities either openly or in camera in support of any such party.

• Be a member of the State or Central Legislature. He/she shall resign his/her job before standing for election as a candidate.

1. Indulge in or encourage any form of malpractice connected with examinations or other school activities.
2. Undertake private tuition of students. Extra coaching organized in the school campus after the school hours will not be considered as “Private Tuitions”.
3. Engage himself/herself in any commercial activity or as a selling agent/canvasser for any publishing firm or trader in school campus.

• Represent his/her grievances if any, expect through proper channel, nor will he/she canvas any non-official or outside influence or support in respect of any matter pertaining to his/her service in the school.
• Accept or permit any member of his/her family or any other person acting on his/her behalf to accept any gift from any pupil, parent or any person with whom he/she has come into contact by virtue of his/her position in the school.

1. Leave the school without ensuring that each child in her/his charge has safely boarded his respective bus. The importance of this responsibility especially for the small children cannot be over emphasized. Any lapse in this regard will be viewed seriously

Notes:-

1. The expression “gift” shall include free transport, boarding, lodging or other service or any other pecuniary advantage when provided by any person other than a near relation or personal friend having no official dealings with him/her.
2. A casual meal, lift or other social hospitality of a casual nature shall not be deemed to be a gift.
3. On occasions, such as weddings, anniversaries, funerals or religious functions when the making of a gift is in conformity with the prevailing religious or social practice, a teacher may accept gift is in conformity with the prevailing religious or social practice , a teacher may accept gift if the value thereof does not exceed Rs 100/-.
4. Ask for or accept contribution to or otherwise associate with the raising of any funds or other collections in cash or in kind in pursuance of any object, whatsoever, except with previous sanction of the competent authority.
5. Discriminate against any student on the ground caste, creed, language, place of origin, social and cultural background or and any of them.

• Neglect in correcting class-work or homework or neglect other duties assigned to him/her by the school.
• Remain absent from the school without leave or without the previous permission of the head of the school.
• While being present in the school absent himself/herself (except with the prior permission of the principal) from the class which he/she is required to attend.

1. Practice or incite any student to practice casteism, communalism or untouchability.

• Cause or incite any person to cause any damage to school property.
• Propagate through his/her teaching lesson or otherwise, communal or sectarian outlook or incite or allow any student to indulge in communal or sectarian outlook or incite or allow any student, teacher or other employee to behave in rowdy or disorderly manner in the school premises.
• Behave or encourage or incite any student, teacher or other employee to behave in rowdy or disorderly manner in the school premises.
• Be guilty of misbehave or cruelty towards any parent, guardian, student, teacher or other employee of the school.

1. Organize or attend any meeting in the school except where he/she is required, or permitted by the principal of the school to do so.

• Carry out monetary transactions with the pupils and parent and/or exploit his/her school influence for personal ends.
• Smoke, use tobacco/tobacco products within the school premises.
• Give corporal/mass punishment to students.
• Remain absent from the School without leave or without the previous permission of the Head of the School; provided that where such absence without leave or without the previous permission of the head of the School is due to reasons beyond the control of the teacher, it shall not be deemed to be a breach of the Code of Conduct if on return to duty the teacher / employee has applied for and obtained ex-post facto the necessary sanction for leave.

1. Matters which will be strictly dealt with are:

• • • Browsing banned sites.
    • Taking out documents related to school and passing it on to other similar institutions.
    • Embezzlement of funds or misappropriation of school property or theft or fraud.
    • Mutilation / distortion of school records and property or using it for personal means.
    • Possession in school premises of weapons, explosives, and other objectionable material.
    • Indulging in any form of malpractice connected with school activities or examination.

1. TOWARDS COLLEAGUES:

• • • The staff must refrain from any kind of criticism and gossip about their colleagues within or out of school.
    • Zero Tolerance for Harassment: Maintain a work environment free of sexual harassment, whether physical, verbal or psychological. This policy also envisages zero tolerance of any other forms of harassment or vindictive behaviour.
    • Policy matters regarding service rules and selection for a Unit Head / co coordinators post is based on a need and the selection procedure is democratic. Respect this process and seek whole picture when in doubt.
    • To help the trainee teacher if handed for the transition and training with full cooperation.
    • To disturb their colleague during their teaching hours and enter their class without permission resulting in loss of teaching hours in the pretext of discussions .

1. TOWARDS CHILDREN:
   • To be responsible for the physical care of the students delegated from the time of arrival to the time of departure ensuring safe passage of children under all circumstances .

• To be responsible for the pastoral care of the children and give them a unbiased emotional support at all points of time .

• • • Use of corporal punishment in any form or to any degree will not be accepted under any circumstances, for eg. No physical abuse should be used like slapping, pinching, pushing, and pulling.
    • The Staff has responsibility for students to ensure the safety and well being at all times.
    • Sharing information about a child with other members of staff has to be done only in professional forum for clinical purposes.
    • Making sustained neglect in correcting class work and homework.
    • By word or action, no child will be hurt emotionally, mentally and physically.
    • No child should be criticized for not being able to cope up with the class-work or any other school related activity.
    • The staff should report to the management immediately if they witness any kind of sexual/physical abuse of a child. The staff should also have the full courage to intervene and stop any person who is trying to sexually/physically abuse the child.
    • No child should be left out in any school/group activity. Every child deserves a right to express himself/herself. If the teacher witnesses some kind of groupism in the class where a child is excluded deliberately by other children, she/he has to intervene and sort out matters and make the child feel emotionally secure.
    • The child’s personal life and family matters should not be discussed at all by the staff.
    • The staff should refrain from any kind of discrimination against any student on the grounds of caste, creed language, accent, place of origin, social and cultural background, class, clothes,and physical appearance.
    • The staff shall not enter into any monitory transactions with any student / parent, nor accept any gifts from them, nor shall he/she exploit his influence for personal ends, nor shall he/she conduct his/her personal matters in such a manner that he/she has to incur a debt beyond his/her means to repay.
    • Will not Sell objects / articles in the school premises to children
• The above code of conduct will apply, where applicable, to the members of non-teaching staff of the school as well as the Principal.

40. SEXUAL HARASSMENT

Sexual harassment of any employee is prohibited because it is intimidating, is an abuse of power and further, is inconsistent with School policies, practices and management philosophy. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. Sexual harassment can include the following:

1. Sexual conduct that interferes with another person’s work performance or creates an intimidating, hostile or an offensive work environment.
2. Personnel decisions (e.g. promotion, raise, scheduling) made by a supervisor based on employee’s submission to or rejection of sexual advances.

• Submission to a sexual advance used as a condition of keeping or getting a job, whether expressed in explicit or implicit terms.

41. HEALTH AND SAFETY

The School provides a clean, safe and healthy place to work. Employees are expected to do their part in helping maintain Safety and Health standards, work safely, observe safety rules and keep their work place neat and clean.

42. CANVASSING OF NON OFFICIAL OR OTHER INFLUENCE

No employee shall bring or attempt to bring any outside influence to bear upon any superior authority to further his interest in respect of matters pertaining to his service.

43. GIFTS:

Save as otherwise provided in these Rules, no employee shall accept or permit any member of his family or any other person acting on his behalf, to accept any gift from any student / parent / visitor. Explanations: The expression gift shall include free transport, board lodging or other service or any other pecuniary advantage when provided by any person other than a near relative or a personal friend having no official dealings with the employee.

44. MISCONDUCT:

Performance of work demands the acceptance of certain standards of behavior from all members of staff, It is, therefore, considered necessary that staff should be fore-warned of those violations which could result in formal disciplinary proceedings being taken against them, and that, in those cases deemed to be gross misconduct, such proceedings may result in dismissal.

Without prejudice to the generality of the term ‘misconduct’ the following acts of omission and commission shall be treated as misconduct

1. Theft, fraud or dishonesty in connection with the business or property of the SCHOOL or of property of another person within its premises.
2. Taking or giving bribes or any illegal gratification, or demanding or offering bribes or illegal gratification.

• Possession of pecuniary resources or property disproportionate to the known sources of income by the employee or in us behalf by another person, which the employee cannot satisfactory account for.

1. Furnishing false information regarding name, age, father’s name, qualifications, experience or previous service or any other matter germane to the employment at the time of employment or during the course of employment.
2. Acting in a manner prejudicial to the interest of the SCHOOL.
3. Willful insubordination or disobedience, whether or not in combination with others, of any lawful and reasonable order of the superior.

• Unauthorised absence from duty.
• Habitual late or irregular attendance in school.

1. Neglect of work or negligence in the performance of duty including malingering or slowing down of work.
2. Causing damage to work in progress or to any property of the SCHOOL either willfully or through negligence.
3. Drunkenness or riotous or disorderly or indecent behavior in the premises of the SCHOOL or outside such premises where such behavior is related to or connected with the employment.

• Indulging in Sexual harassment of a co-employee.
• Gambling within the premises of the establishment.
• Smoking within the premises of the establishment.

1. Collection without the permission of the competent Authority of any money within the premises of the SCHOOL except as sanctioned by any law of the land for the time being in force.

• Sleeping while on duty or showing a lazy attitude.
• Commission of any act which amounts to a criminal offense involving moral turpitude.
• Absence from the employer’s appointed place of work without permission or sufficient cause.
• Commission of any act subversive of discipline or of good behavior.

1. Abatement of or attempt at abetment of any act which amounts to misconduct.

• Engaging in any trade or business without taking permission of the competent authority.
• Canvassing in support of business or insurance Agency, Commission Agency, etc. owned or managed by the spouse or any other member of the family of the employee.
• Spreading rumors or giving false information which tends to bring into disrepute the SCHOOL of its employee or spreading panic among them.
• Leveling malicious or false allegations.
• Occupying or taking possession in an unauthorised manner or refusal to vacate or deliver possession of SCHOOL’s quarters or any of its premises, owned or hired / leased, when required to do so.
• Refusal to accept a charge sheet or order or any other communication from the SCHOOL.
• Striking work alone or in combination with other employees, or inciting them to strike work in contravention of the provisions of any law or rules having the force of law.
• Leaving job without permission or conducting personal affairs at work without authorization.
• Tardiness in performing work.
• Disturbing the diligence or work of co-employees during working hours.
• Performance or results not in accordance with outlined targets or not according to School policy.
• Deliberate contravention of safety rules or failing to obey any instruction which could affect the safety of any employee or School property.
• Gross unprofessional conduct with respect to an employee or customer (e.g. Sexual harassment)
• Failing to report any chronic ailment or communicable diseases or deliberately endangering the health of any employee or customer.
• Failing to observe Safety and Security Rules.
• Refusing to report for Outdoor training or Outdoor duties assigned.
• Not preparing or updating oneself as per the requirement.
• Not to be present on the last working day of every month to discuss the performance, progress and problems of the students with their parents/guardians. Not to indulge in any sort of discussion with parents without permission in daily routine
• Not performing the House duties and other special and additional duties as assigned sincerely, carefully and with utmost sense of responsibility, co-operation and co-ordination.

1. Reporting late in the class-room as per the time table as soon as the period bell goes.

• Teacher’s behavior and decision should be fair and it should not be based on personal circumstances.
• Teacher not serving the minimum notice period before quitting.
• Not maintaining the Student’s Attendance Register properly. Not submitting them complete in all respects, to the Headmistress and Principal for checking along with the lists of uniform defaulters and absentees on the last working day of every month.
• Not planning the teaching work in advance, Prepare PPT, withoutconsulting the syllabus and courses of studies meant for the class and teach the students as per guidelines and instructions issued there in and notified from time to time.
• Refusing to submit question papers / corrections on time delegated in advance
• Refusing to give demos for subjects for training or assessment purpose.
• To absent oneself from the school functions /exam /meetings.
• Refusing any work delegated from the office or delayed reporting of any matters pertaining to school working .

NOTE:

1. The above instances of misconduct are illustrative in nature and not exhaustive. The punishment for proved charges of misconduct shall depend upon the gravity of the offence and its consequential effect.
2. The terms and conditions of appointment as contained in the service agreement / letter of appointment / Code of Conduct of the employees are supplementary to these rules and will apply conjointly.
3. SUSPENSION:

The Manager or any other authority empowered in that behalf by the School by general or special order may place an employee under suspension, as per law: a) Where a disciplinary proceedings against an employee is contemplated or is pending or. b) Where a case against an employee in respect of any criminal offence is under investigation or trial.

1. An employee, who is detained in custody, whether on a criminal charge or otherwise, for a period exceeding 48 hours shall be deemed to have been suspended with effect from the date of detention, by an order of the appointing authority and shall remain under suspension until further orders.
2. An order of suspension made or deemed to have been made under this regulation may at any time be revoked by the authority which made it.

• Except under clause 2 above the suspended employee shall be required to record his attendance at the appointed time and place daily & shall not leave the station unless specifically permitted

46. PENALTIES:

The following penalties may, for good and sufficient reasons, and as hereinafter provided be imposed on an employee who commits a breach of any Rule/s of the SCHOOL and/or who knowingly does anything detrimental to the interest or in violation of the instructions or who acts in manner subversive of discipline, or is guilty of any other act of misconduct or misdemeanor. The termination of service of an employee in terms of the stipulation in the letter of appointment or under a contract or agreement shall not amount to penalty.

MINOR PENALTIES:

1. Reprimand
2. Warning
3. Censure
4. Withholding of increments of pay with or without cumulative effect.
5. Recovery from pay of the amount towards any pecuniary loss caused to the SCHOOL by his negligence or breach of orders.
6. Suspension up to fifteen days
7. Reduction or demotion in lower salary grade.

MAJOR PENALTIES:

1. Reduction in salary grade- Day wise payment.
2. Removal from service/Compulsory retirement

 

 

47. DISCIPLINARY COMMITTEE:

In case the employee wishes to appeal against the order of the Disciplinary Authority, the Appeal shall be referred to a disciplinary committee. The disciplinary committee shall consist of the following:-

1. The Chairman of the School Managing Committee or in his absence any member of the Committee nominated by him.
2. The manager of the school and where the disciplinary proceeding is against him/her any other person of the committee nominated to the adviser.
3. The Head of the School except where the disciplinary is against him/her the Director/ Chairman of the Society.
4. One teacher who is a member of the School Management Committee Nominated by the Chairman of Committee.

The disciplinary committee shall carefully examine the findings of the inquiry officer reasons for imposing for penalty recorded by the disciplinary authority and the representation by the employee and pass orders as it may be fit

48. PROCEDURE FOR IMPOSING MINOR PENALTIES:

When it is proposed to impose any of the minor penalties on an employee, he shall be informed in writing of the allegations or charges on account of which it is proposed to impose the penalty on him and asked to submit his explanation within a specified period not exceeding 7 days. The explanation, if any, furnished by the employee shall be taken into consideration by the Disciplinary Authority before passing orders. No enquiry shall be necessary for imposing minor punishment.

49. PROCEDURE FOR IMPOSING MAJOR PENALTIES:
    1. No order imposing any of the major penalties shall be made except after an inquiry is held in accordance with these Rules after complying with principles of natural justice.
    2. An employee shall be served with a charge-sheet in writing detailing the allegations / charges against him and he shall be called upon to submit the explanation within 15 days. If the employee admits the charges, no enquiry need be held. Partial and / or conditional admission of the charges shall be deemed to be sufficient proof of admission and shall be open to the disciplinary authority to impose penalty as he deems proper in accordance with these Rules. If the employee does not submit any written explanation or the explanation submitted is not found satisfactory or if he denies the charges leveled against him, an enquiry shall be held and the employee concerned shall be given full opportunity to defend himself. An order appointing the Enquiry Officer shall be passed by the management, whose name shall be intimated to the delinquent employee. The employee shall be entitled to bring a representative during the enquiry from any of his co-employees. No outsider shall be allowed to represent the employee.
    3. On the date fixed by the Enquiry Panel the employee shall appear before the Enquiry Panel at the time, place and date specified in the notice. The School shall appoint a Presenting Panel to present its case. The Enquiry Panel shall ask the employee whether he pleads guilty or has any defence to make and if he pleads guilty on any of the charges, the Enquiry Panel shall record the plea, sign the record and obtain the signature of the employee concerned thereon. The Enquiry Panel shall return a finding of guilt in respect of those of charges to which the employee concerned pleads guilty.
    4. If the employee does not plead guilty, on the date fixed for the inquiry, the oral and documentary evidence by which the charges are proposed to be proved shall be produced on behalf of the School. The witnesses shall be examined by the presenting panel and may be cross-examined by or on behalf of the employee. The presenting panel shall be entitled to re-examine the witnesses on any points on which they have been cross examined. The Enquiry Panel may also put questions to the witnesses if required, in order to obtain clarity.
    5. The evidence on behalf of the employee shall thereafter be produced. The employee may examine himself in his own behalf if he so prefers. The witnesses produced by the employee shall than be examined and shall be liable to cross-examination by the presenting panel.
    6. If the employee does not appear in spite of information of enquiry the Enquiry Panel may hold the enquiry ex-parte, after giving sufficient opportunity.
    7. Whenever any Enquiry Panel after having heard and recorded the whole or any part of the evidence in an enquiry ceases to exercise jurisdiction therein, and is succeeded by another Enquiry Panel who exercises such jurisdiction, the Enquiry Panel so succeeding may act on the evidence so recorded by its predecessor or partially recorded by its predecessor.
    8. After the conclusion of the enquiry, enquiry report shall be submitted to the Authority concerned by the Enquiry Panel along with enquiry proceedings and related documents. A copy of the Enquiry Report will also be given/sent by the management to the delinquent employee for seeking his comments / explanation.
    9. ACTION ON THE ENQUIRY REPORT:
    10. The disciplinary authority shall if it disagrees with the findings of the enquiry panel on any charges, record its reasons for such disagreement and record its own findings on such charge, if the evidence on record is sufficient for the purpose. However, if the disciplinary authority plans to impose any punishment on the delinquent employee a show-cause notice shall be served upon the employee.
    11. If the disciplinary authority having regard to the enquiry findings on all or any of the charges is of the opinion that any of the opinion that any of the penalties specified in these Rules should be imposed on the employee it shall make an order imposing such penalty, after giving a notice in writing indicating the punishment proposed to be imposed
    12. SERVICE OF ORDERS NOTICES, ETC.

Every order, notice and other process made or issued under these Rules shall be served in person on the employee concerned or communicated to him by Regd. A/D / Courier post at his last known address with the SCHOOL. If the employee refuses to accept a communication addressed to him, a copy of the same will be put up on the School Notice Board after recording the refusal in the presence of 2 (two) witnesses and the same shall be deemed to be effective service.

52. SCHOOL WORKING HOURS

The management may change/ increase the working hours at its discretion, at any time.

53. INTERPRETATION
54. The Chairman of the Management / Society may at its discretion, issue orders for the interpretation of these Rules, if considered necessary.
55. Any question of doubt in the interpretation of the Rules should be referred to the Chairman or any authority authorized by him for clarification whose decision shall be final and binding on all employees. That the provisions of these Rules shall apply conjointly and in conjunction with the service agreement / letter of appointment, code of conduct and the local laws on the subject.
56. AMENDMENTS

The School may amend, modify subtract or add to these Rules, through Resolutions / office orders / circulars from time to time and all such amendments, modifications or additions shall take effect from the date as stated therein and shall be binding on all employees.

55. Service Books Confidential Rolls

1. Annual, Confidential roll shall be maintained by the school for every employee including the head of the employee during the academic year including the institution and for the head of the Institution by the manager/Secretary/Correspondent.
2. Confidential rolls should be maintained in the form prescribed by the Education department of the state/UT concerned and should be kept confidential. Any adverse entry in the confidential roll should be communicated to the employee concerned. The employee concerned may represent against the adverse entry. The representation will be considered by the next higher authority and if the higher authority is satisfied that the adverse entry is not justified the same shall be expunged from the ACR.
3. Personal files shall be returned to the school for each employee. The original certificate/Degrees shall be returned to the employee after verification and Photostat copies kept in the personal filed. School Authorities should not keep the original certificate with them.
4. DISCIPLINE
5. All teachers will work under the directions of the Principal, whose instructions will be final in all matters.
6. However, for all terminations, the authority vests with the chairman who will be guided by the recommendations of the Principal/Inquiry Officer/committee – as relevant.
7. Teachers may be counseled by the Principal or any member of the management committee.
8. Annual increment in salaries will not be a right, but will be based on performance and decision of the management in this regard will be final.
9. In addition to class responsibilities, the Principal may assign a teacher any other academic or administrative tasks or change their assignment/class – at any time at his/her sole discretion. Except on weekly holidays, teachers may be called for duty on any festival/national holidays/summer/other vacations. If called on a weekly holiday, teachers will be compensated by giving an alternative holiday. However, the span between such adjustments should not be more than 10 days.
10. 57. Special Duties and Responsibilities

The assigned duties and responsibilities of the teacher will include participation in Educational Tours, Field Trips, Workshops, Seminars, Tournaments and Competitions, Functions and Festivals of the School. On special occasions, the Teachers have to attend the school after regular working hours and on holidays. Every teacher must contribute his/her best in all the above activities and his/her participation is a part and parcel of the terms of appointment.

58. CONCLUSION
59. Finally, the teachers bear the onerous responsibility of setting an example in all fields & specially ‘character’ for the young children.
60. The ‘Service Conditions’ may be revised, in the interests of the school/ students/ teachers, at any time, by the management.

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