TEERTHANKER MAHAVEER UNIVERSITYtmu.ac.in/wp-content/uploads/2016/10/Employee-Handbook... · The...

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TEERTHANKER MAHAVEER UNIVERSITY (Established under Govt. of U.P. Act No. 30, 2008) EMPLOYEE HANDBOOK (THIS HANDBOOK IS NOT AN EMPLOYMENT CONTRACT) www.tmu.ac.in Toll free - 18002701490

Transcript of TEERTHANKER MAHAVEER UNIVERSITYtmu.ac.in/wp-content/uploads/2016/10/Employee-Handbook... · The...

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TEERTHANKER MAHAVEER

UNIVERSITY (Established under Govt. of U.P. Act No. 30, 2008)

EMPLOYEE HANDBOOK (THIS HANDBOOK IS NOT AN EMPLOYMENT CONTRACT)

www.tmu.ac.in

Toll free - 18002701490

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Table of Contents Contents Page No

WELCOME

Welcome Messages

Purpose of the Handbook

SECTION 1: ABOUT THE UNIVERSITY 6

Historical background

Vision and Mission of the University

Core Values of the Organization

Organization chart

University Table of Organization (list & contact details)

SECTION 2: EMPLOYMENT 11

i) Recruitment and Selection

ii) Relevant Checks

iii) Rehire

iv) Orientation

v) Induction

vi) Probationary Period

vii) Personnel Files and Access

viii) Transfer and Promotion

ix) Performance Appraisal

x) Academic Ranks in the college

xi) Professional Development

xii) Resolving Workplace Issues

Non-retaliation

Encouragement of Reporting

Reporting Process

xiii) Disciplinary system

Penalties

Types of penalties

Termination without prior warning

xiv) End of Employment

Reasons for End of Employment

Notice Periods

Other Conditions on Leaving

Immediate Discharge

Employment References and Verification

xv) Exit Interviews

SECTION 3 - REQUIREMENTS IN THE WORKPLACE 23

General Duties

Standards of Performance and Behaviour at Work

i) Conflict of Interest

ii) Appearance

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iii) TMU Premises

iv) Personal Property

v) Telephones & Correspondence

vi) Smoking, Alcohol and Other Substances at Work

vii) Confidentiality

viii) Computer, email and Internet use

ix) Receipt of Gifts

x) Bribery and other Corrupt Behaviour

xi) Your Attendance at Work

xii) Hours of Work

xiii) Changes in Personal Information for Employment Purposes

xiv) Visitors

xv) Preventing Violence - Weapons

xvi) Emergency Preparedness

xvii) Patents and Inventions

xviii) Visits to Conferences, Demonstrations etc

xix) Outside Interests and Employment

xx) Transaction of Private Business

SECTION 4 - WORKPLACE COMMITMENT 32

i) Prevention of Bullying and Harassment at Work

ii) Academic Freedom

iii) Civility and Mutual Respect

iv) Faculty Affairs

SECTION 5 – COMPENSATION, BENEFITS AND WORK-HOURS 35

v) Compensation

vi) Performance Management and Merit Pay

vii) Salary Arrangements

viii) Income Tax

ix) Use of University equipment and facilities

x) Business Travel

xi) Leave Arrangements Working Hours xii) Reporting Hours

SECTION 6 - UNIVERSITY SUPPORT: GRIEVANCEs AND OTHER

COMMITTEES 40

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WELCOME MESSAGES

CHANCELLOR’S MESSAGE Dear Friends,

“I welcome you to TMU”. “I have always dreamt of empowering the society

with enlightened, skilful, and socially relevant citizens, this can possibly be

achieved by educating the masses”. As such, we initiated in this benign task

of reconstructing the social order by establishing educational establishments,

thus contributing to the development of the nation in our own humble way.

Teerthanker Mahaveer University has taken the task of developing human

intellectual capital by integrating the basic principles of Right Philosophy,

Right Knowledge and Right Conduct in its policies and programs.

The University stands for humanism, tolerance, reason, the adventure of ideas and the search for truth. I

extend my best wishes to all the new entrants / employees and assure that under the mentorship of dedicated

management of this prestigious university they shall be able to take full advantage of the career opportunities

offered to them.

GROUP VICE CHAIRMAN’S MESSAGE

I strongly believe that success of an educational system hinges on effective

planning, efficient administration, adequate financing and authentic evaluation

system. It is gratifying to note that we have been able to develop a proper system

of learning in the university, which promotes brilliance and enables us to develop

trust, fairness, respect and accountability among all the stakeholders. Besides a

robust HR system, a massive infrastructure created in terms of spacious academic

and residential buildings, workshops, laboratories, language labs, shopping centre

and cafeteria beside auditoria, indoor/outdoor sports complexes has proved to be a

catalyst for the holistic development of all.

Employees from all corners of the country as well as from abroad experience a stimulating environment that

is conducive for everyone to excel, strengthening brotherhood and team spirit.

We call upon all the new joiners to avail a plethora of opportunities provided by this young university for

their career building and serve the society.

VICE CHANCELLOR’S MESSAGE I welcome you to be a part of the vibrant culture of TMU and realise your

dreams by contributing to the socio-economic transformation of the global

society.

We at TMU are progressively evolving community and the dynamic nature

of contemporary competitive environment requires competent professionals

who are capable of challenging the status quo. This, in turn, requires a relook

on the conventional ways of imparting higher education in the country. As

academic leaders and higher education administrators, we carry the responsibility to look beyond just

classroom teaching supplemented with a couple of practical/laboratory hours. Regular inputs in the shape of

interdisciplinary exposure, soft skills, liberal choice of courses, flexible schedules, community and social

service, extension activities etc. have become the order of the day to prepare a complete professional having

adequate social relevance.

TMU has adopted all this in its functioning and works beyond just building awe-inspiring physical

infrastructure by developing a campus culture that treasures skill providing ample opportunities for real life

experiences. We are relentlessly geared for continuous up-gradation of our resources and leverage emerging

technologies to improve our efficiency and effectiveness.

REGISTRAR’S MESSAGE I welcome you with a strong and firm belief that academic standard, discipline

and conduct sets forth the academic culture in an organization. It’s a challenge

that is faced by today’s academic institutions of higher education, to create the

right environment for an employee that empowers them to create new avenues,

touch new heights of quality in given opportunities.

It gives me immense pleasure to extend my best wishes to all the new employees’

/ aspirants who have chosen Teerthanker Mahaveer University over, other higher

education institutions for their career. I strongly believe that they all will excel under the strong mentorship of

dedicated and learned members of the management. To achieve growth and success, all are expected to take

full advantage of the opportunities given to them and build a strong career and achieve greater heights by

improving their efficiency and effectiveness and serve the society and achieve the pinnacle in all endeavours.

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PURPOSE OF THE EMPLOYEE HANDBOOK

The Employee Handbook has been developed to provide general guidelines about

TMU’s policies and procedures for employees. It is a guide to assist you in

becoming familiar with some of the privileges and obligations of employment. It

is not all-inclusive or intended to provide strict interpretations of our policies;

rather, it offers an overview of the work environment. This handbook is not a

contract, expressed or implied, guarantying employment for any length of time

and is not intended to induce an employee to accept employment with the

University.

Further, TMU expects each employee to display good judgment, diplomacy and

courtesy in their professional relationships with members of the University’s

Directors / Management, committees, staff, and the general public.

The University reserves the right to unilaterally revise, suspend, revoke, terminate

or change any of its policies, in whole or in part, whether described within this

handbook or elsewhere, in its sole discretion. If any discrepancy between this

handbook and current University policy arises, conform to current University

policy. Any Policy changes will be fully consulted on and communicated to all

staff through normal communication channels. This Policy Handbook will also be

updated as and when necessary. Feel free to ask questions about any of the

information within this handbook.

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SECTION – 1

ABOUT THE UNIVERSITY

Historical background:

The University originates from the Teerthanker Mahaveer Institute of

Management and Technology (TMIMT), established in 2001. The TMIMT laid

the foundation for the University, offering education programs for young students

and professionals. After the University was established in 2008, colleges and

departments for Medical, Dental, Pharmacy, Nursing, Paramedical Sciences,

Physiotherapy, Hospital Administration, Physical Education, Engineering,

Architecture, Polytechnic, Law, Journalism, Fine Arts, Language Studies, Jain

Studies, Women Studies, Disability Studies, Directorate of Distance Education

and Agriculture have been established to meet rising aspirations of the youth.

The Teerthanker Mahaveer University, established by an 'Act' (No. 30) of 2008 of

the Government of Uttar Pradesh, and approved by the University Grants

Commission (UGC), since inception in 2008vide letter no. F 9-31/2008 (CPP-1)

dt. October 2008.

The University is located on National Highway-24, barely 144 Km from New

Delhi. The University stands committed to the ideals of Lord Mahaveer - Right

Philosophy, Right Knowledge, and Right Conduct - in all spheres of activity and

aspire to be recognized as the ultimate destination for world-class education.

Currently, the University offers a wide range of professional programs through 20

colleges. The University collaborates with leading national and international

institutions to ensure quality education. The programs are designed and reviewed

in consultation with professional organizations and industry experts for a strong

academic and industrial perspective. The students are instructed and mentored by

faculty members known for their dedication to teaching and research and close

ties with the national and international academic and business community.

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Vision and Mission of the University:

Vision

"To be internationally recognized as a premier institution of excellence providing

quality education, research and consultancy services to the global society."

Mission

"Our endeavour is to impart knowledge and develop critical skills necessary to

succeed both in professional and personal life by promoting learning supported by

world-class faculty, infrastructure, technology, curricula and collaborative

teaching and research with premier institutions in India and abroad."

Core Values of the University

In our quest to make the university a destination for world-class education,

following nine-fold priority areas have been identified for actions

Teaching and Learning: Create a conducive environment for an interactive and

application oriented experiential learning.

Research: Foster research orientation in students and faculty in basic and applied

areas in all disciplines.

Consultancy Services: Take academic proficiency to corporate and community

by providing cost effective solutions

People: Make Teerthanker Mahaveer University a preferred destination for work

and study.

Global Perspective: Encompass a national and international viewpoint into

teaching, research and consultancy.

Good Governance: Bring transparency and accountability in university

operations.

Social Relevance: Position itself as a catalyst for social change.

Entrepreneurial Culture: Nurture entrepreneurial capabilities to accelerate

growth.

Sports and Culture: Provide ample opportunities to develop sportsmanship and

love for culture and national heritage.

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Organization Chart

IMPORTANT CONTACT DETAILS

Designation Phone No. E-mail

Vice Chancellor 0591-2476803 [email protected]

Registrar 0591-2476813 [email protected]

Director (Corporate Affairs) 9837848861 [email protected]

Director (Finance & Admissions) 9837848862 [email protected] /

[email protected]

Director (Administration) 9917100544 [email protected]

Dean Academics & Director

(International Affairs) 9837016153

[email protected]

[email protected]

Chief Proctor 9837004699 [email protected]

Medical Superintendent (Hospital &

Research Centre) 9837068919 [email protected]

Controller of Examination 0591-2360076 [email protected]

Director, Centre for Career Counseling 9639155333 [email protected]

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& Employment

Director Students Welfare 9568162444 [email protected]

Finance Officer 0591-6534111 [email protected]

Joint Registrar (Academics) 0591-2476840 [email protected]

Joint Registrar 9837016031 [email protected]

[email protected]

Chief Warden 9837763888 [email protected]

Warden: Boys Hostel 9837033001 [email protected]

Warden: Girls Hostel 9927045580 [email protected]

Deputy Director (Security & Students

Welfare) 9639236666 [email protected]

Deputy Director (Accounts) 0591-2476812 [email protected]

Deputy Registrar (Admin.-TMIMT) 0591-2487222 [email protected]

Assistant Registrar (Registration &

Migration) 8192908604 [email protected]

Transport In-charge 9837047207 [email protected]

Assistant Registrar (COE) 9897930333 [email protected]

Assistant Registrar (Polytechnic) 9456269693 [email protected]

HR Office 0591-2476840 [email protected]

OTHER IMPORTANT CONTACT DETAILS

State Social Welfare

Department 0591-2450902 Hotels in the City

University Guest House 9837546222 Holiday Regency (5 Star) 0591-3012345

University Reception 0591-2476800 Drive In - 24 0591-2480518,

3245888

Medical College Hospital 0591-2360555 New Maharaja Hotel

0591-2481813

Punjab National Bank,

University Campus 0591-2360600

Mansarovar Paradise

9927401888

Pakwara Police Station 9454404054 Raj Mahal 0591-2427855

Railways Enquiry 139 UPSTDC Rahi Tourist

Bungalow 0591-2480037

U.P. Roadways Enquiry 0522- 2622363 Hotel Meriton 9837904444 /

9927175555

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LIST OF HOLIDAYS - 2016

Sl.

No. Name of Holidays Month & Date Day(s) of the Week

1 Republic Day January, 26 Tuesday

2 Maha-Shivratri March, 07 Monday

3 Holi March, 24 Thursday

4 Ram Navami April, 15 Friday

5 Mahaveer Jayanti April, 20 Wednesday

6 Id-Ul-Fitr * July, 06 Wednesday

7 Independence Day August, 15 Monday

8 Raksha Bandhan August, 18 Thursday

9 Janamashtami August, 25 Thursday

10 Id-Ul-Zuha/Bakrid* September, 12 Monday

11 Gandhi Jayanti October, 02 Sunday

12 Dussehra October, 11 Tuesday

13 Diwali (Deepavali) October, 30 Sunday

14 Govardhan Puja October, 31 Monday

15 Gurunanak Birthday /

Ganga Snan November, 14 Monday

16 Christmas Day December, 25 Sunday

Holidays marked with (*) can be re-fixed according to the appearance of the moon.

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SECTION - 2 – EMPLOYMENT

TMU is committed to:

Employing talented individuals whose creativity and imagination will

support and contribute to achieving the University’s business and growth

objectives;

Communicating University standards and expectations in all aspects of

employment including performance, valuing diversity, and assure equal

employment opportunity and a workplace where relationships are based on

mutual respect;

Treating all staff, workers, contractors and customers in a professional,

non-discriminatory manner;

Providing safe, effective working conditions, and;

Providing competitive terms and conditions in our workplace market

i) Recruitment and Selection

Effective recruitment and selection are central and crucial to the successful

functioning of the University. It depends on finding people with the necessary

skills, expertise and qualifications to deliver the University’s strategic objectives

and the ability to make a positive contribution to the values and aims of the

University.

All employment opportunities at the University are advertised in the newspaper/s

and posted on the University’s website. Occasionally, they are posted on

employment websites or with an employment agency. Applications are

encouraged from current employees as well but will be screened in the same

manner as applications received from outside applicants.

Applicants are invited to submit their application, along with a current resume,

demonstrating that they meet the minimum criteria for the position being sought.

At the closing date, all applications are screened, and candidates selected for

interview are contacted.

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Interviews will be held by a panel, appointed by the Vice Chancellor, comprising

of ideally three persons, but a minimum of two persons, gender balanced wherever

possible. In addition to interviews, a range of other selection techniques may be

used. In such circumstances reasonable notice and relevant information will be

given to ensure that candidates have sufficient time and information to prepare.

All appointments are made strictly on merit and related to the requirements of the

job.

All unsuccessful candidates’ application forms and interview notes will be

retained for one year from the date of interviews taking place. After this date, they

will be destroyed.

ii) Relevant Checks

Pre-employment background checks are required for all finalists who are selected

for employment. Background checks include verifications of past and/or current

employment, education, and personal and professional references.In case of class

4 employees, the police verification is properly made as well as the “Gram

Pradhans” are requested to provide the character certificates.

All offers of employment will be made conditional upon satisfactory results from

the relevant checks.

iii) Rehire

University considers employment of former staff members who had gone for more

than six months when the prior employment record and the current qualifications

warrant consideration. A rehired staff member is considered a new staff member

with no prior university service for the purposes of service recognition.

Additionally, the rehired staff member is subject to the probationary period

requirements.

iv) Orientation

The staff onboarding process helps new staff members quickly learn how the

University works, how to succeed here, and how to take advantage of the many

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resources and benefits. University offers to enrich their quality of life. Human

Resource Department facilitates the new employee orientation process.

v) Induction

Starting a new job is a demanding and often stressful experience. Quite apart from

the obvious challenge of tackling new tasks, there is also the need to become

accustomed to a new organisation, a new environment and new colleagues. The

purpose of induction is to support new employees during this difficult period and

to help them become fully integrated into the University system as quickly and as

easily as possible.

Our aim is to support and develop employees in their role so that they feel

confident to undertake the responsibilities placed upon them and ultimately are

able to contribute to the success of the organisation.

The induction will be spread over your first few weeks after appointment. The

content and duration of the induction programme will be dependent on the scope

and complexity of your job, and your reporting officer will outline this in detail to

you on your first day with us.

University ensures that the staff induction is dealt with in an organised and

consistent manner. The University expects that the implementation of good

induction practice by HR/HODs and supervisors at the University will enable new

employees to settle into the University system quickly and become productive and

efficient members of staff within a short period of time.

vi) Probationary Period

All appointments into the University will be made subject to a probationary period

of 12 calendar months.

After 12 months a review meeting will take place between the post holder and

their reporting officers to discuss progress. At the end of the probationary period,

and subject to a satisfactory report by the appropriate head of section, employees

will be notified in writing that they have successfully completed their

probationary period. The probationary period can be extended by a further 6

months should the individual’s supervisor consider this appropriate.

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vii) Personnel Files and Access

The Office of Human Resources maintains a personnel file for every staff

member. The file includes the record of transactions relating to employment at the

University. The file is confidential and it is the responsibility of the employee to

ensure that the required documents and supporting material is provided at the time

of joining. Subsequent changes (if any) or updation in the credentials or

information provided at the time of joining can be effected by requesting in

writing with supporting material to the Office of Human Resources.

viii) Transfer and Promotion

University values its staff and encourages them to continue to develop and

consider other University job opportunities as part of their personal and

professional growth. Keeping in view the Service Requirement, Performance

Requirement and Qualifications, transfer and promotion decisions are made.

TMU promotes its members based on their achievements in the objectives set for

the positions. The promotion policy supports the commitment of the University’s

strategic plan and acknowledges the importance of career progressions for the

effective and efficient operation of the University and also for the recognition of

its staff. The activities are clearly identified, e.g., for faculty positions teaching

and research, scholarly activities, community service etc. The applicant should

provide evidence of quality, productivity, recognition, professional development

and leadership.

ix) Performance Appraisal

TMU is committed to supporting every employee to reach their potential and

achieve their personal goals, which in turn will assist the organisation to achieve

its objectives.

Performance evaluations for regular staff members are conducted annually.

Individuals with supervisory responsibilities are expected to facilitate the creation

of performance objectives and monitor performance and behaviors of staff. Staff

members are expected to understand the expectations of their position, assist in

the creation of performance objectives, and monitor progress toward their

objectives throughout the year. The University performance evaluation process

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requires supervisors and staff members to have an ongoing dialogue with each

other about:

• What is expected in the workplace in terms of outcomes and behaviors?

• What is going well and what needs improvement

• What professional development would be valuable, and

• The annual performance review.

- Faculty Appraisal

Faculty members are the intellectual capital of the University and the driving

force for the academic excellence. They shoulder the responsibility of providing

quality education to the most important University constituency, the students.

The performance of each member shall be assessed annually. Faculty

performance shall be assessed on the basis of three criteria, viz., Teaching &

Learning, Research and Scholarly Activities and University and Community

service. The assessment shall be based on merit with tangible evidence and not

on personal opinion or judgments. *Students’ feedback about the faculty forms

an integral part of the faculty assessment. The assessment shall be used in merit

increase, professional development, load reduction for research activities etc.

*Students Feedback on faculty is executed at the end of every session (semester

or annual). HR department ensures that students’ feedback is collected in a

timely manner in the prescribed form. After data collection from the students of

concerned college/department, it is processed and a report for each faculty is

generated. The score is used for faculty evaluation purposes. HR department

shares the feedback with the head of the college / department for evaluation and

for any corrective actions purposes.

- Non-teaching Staff Appraisal

A year-end review or evaluation should be completed and reviewed with each

nonacademic staff member. The supervisor and staff member should both sign

the year-end evaluation. While there is no formal appeal process, the staff

member may include any additional comments or a response to the evaluation

in the prescribed form.

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A copy of a staff member’s year-end review or evaluation is placed in the staff

member’s personnel file in the Office of Human Resources. The results of a

staff member’s year-end review or evaluation should be used to determine the

staff member’s merit increase and facilitate the creation of the staff member’s

performance and development objectives for the next year.

* For specific details, please refer to the faculty appraisal form available at HR

office

x) Academic Ranks in the college

The following academic ranks are established in the college for independent

teaching tasks:

1) Professors

2) Associate Professors

3) Assistant Professors

4) Lecturers

5) Teaching Associates/Tutors

xi) Professional Development

Professional development refers to the skills and knowledge attained by the staff

for both personal development and career advancement. Professional development

and continuous learning are necessary to maintain the quality of the University

staff. Provision of professional development opportunities keeps the staff

motivated. Individuals participate in professional development because of various

reasons such as an interest in lifelong learning, to maintain and improve

professional competence, to enhance chances of career progression, to keep

abreast of new technology and practice, or to comply with mandatory

requirements of regulatory bodies.

TMU aims to provide assistance and support for professional development of staff

to improve their performance in the present positions and also encourage them to

obtain skills and knowledge to improve their chances for career advancement.

University offers a variety of engaging workplace learning and performance

improvement methods including consulting, coaching, FDPs, workshops, retreats,

and online tools.

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In TMU, staff development needs are linked to contemporary developments in the

field of teaching, research and also to faculty appraisal results. College principals

and office of the human resources shall identify the employees that need

professional development to improve their performance. They shall also identify

the specific areas in which the staff identified need professional development.

The University has a progressive training and development scheme to enable staff

to develop relevant skills and acquire knowledge to underpin their current role and

career aspirations. Professional development that is related to a staff member’s

duties and provided by external entities may also be utilized at the discretion of

the University authorities. It is mandatory for the staff identified to attend the

relevant professional development programs organized by the University.

xii) Resolving Workplace Issues

Staff members, who believe that they have not been treated fairly or who have

concerns about other workplace matters and who have been unsuccessful in

reaching a satisfactory resolution through discussion with their supervisor or

within their department/unit may discuss their concerns with a representative of

the Office of Human Resources.

Staff members who raise these types of concerns in good faith can do so without

concern for retaliation.

Staff members who wish to make a complaint of discrimination or harassment or

misconduct should approach the Office of Human Resources.

For differences of opinion relative to performance evaluation, the judgment of the

supervisor normally prevails. Staff members may include a rebuttal letter in their

personnel file if they disagree with their supervisor’s evaluation.

Non-retaliation

University policy prohibits the taking of any retaliatory action for reporting or

inquiring about alleged improper or wrongful activity.

Encouragement of Reporting

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University faculty and staff members are encouraged to report in good faith all

information regarding alleged improper or wrongful activity that may

constitute:

• Academic, scientific, or research misconduct

•Circumstances of substantial, specific, or imminent danger to a faculty or

staff member or the public’s health and/or safety

• Discrimination or harassment

• Fraud

• Noncompliance with University policies/procedures

• Unethical or unprofessional business conduct or other improper practices or

policies.

TMU will support employees who become aware of and are willing to report

breaches of University policies or who genuinely believe that a breach is

occurring, has occurred or is likely to occur within the University operations.

Employees should raise the issue internally with their reporting officer.

Reporting Process

Faculty and staff members should timely report evidence of alleged improper

activity as described above by contacting their immediate supervisor, college

principal, department head, dean, or administrative head. Any instances of

alleged retaliation or retribution should be reported in the same manner.

Where the faculty or staff member is not satisfied with the response of the

supervisor, college principal, department head, dean, or administrative head,

or is uncomfortable for any reason addressing such concerns to one of these

individuals, the faculty or staff member may contact the Office of Human

Resources or the Office of the Vice Chancellor. All reports will be handled as

promptly and discreetly as possible, with facts made available only to those

who need to know to investigate and resolve the matter.

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xiii) Disciplinary system

Penalties

The employee who does not observe the duties of his/her position or commit

prohibited acts will be subjected to the penalties issued by the Vice Chancellor

or the Disciplinary committee appointed by him.

Types of penalties

Verbal or written warning

Fine or salary deduction

Suspension

Termination

xiv) End of Employment

Reasons for End of Employment

1) Death of the employee

2) Incapacity for the job due to illness or accident

3) Inability of the employee to perform his/her job satisfactorily

4) Prolonged absence from duty or abandonment of work

5) Resignation by staff

6) Reduction of staff because of suspension of the academic programs or lower

student intake

7) Termination during probation period

Notice Periods

Unless your employment is terminated by agreement, or specified otherwise in

your principal statement of terms and conditions, you or the University are

required to give a period of notice in writing. Staff members should submit their

resignations in writing to their supervisor. Staff members may not use vacation,

balance holidays, or any other type of paid absences to extend their last workday

unless they are planning to retire from the University.

- Working Notice

All staff members are expected to give four weeks of working notice when

resigning their employment with the University. In all cases, the University

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reserves the right to enforce full notice period. You remain bound by the

confidentiality arrangements during this period.

In exceptional circumstances, if deemed appropriate, the Vice Chancellor can

make a decision to accept the request to reduce the notice period.

Other Conditions on Leaving

On leaving, the University will deduct any money due on your such sums as

you may owe to the University. These may include, but are not restricted to,

any loans, relocation assistance, and payment made for holidays taken in

excess of entitlement.

If you leave without giving notice and without the University’s agreement,

you are in breach of your contract and you may forfeit some or all of any

salary due to you.

Before leaving, you must hand over to your superior all articles belonging to

the University, including your ID badge and any documents, equipment and

computers / laptops used at home and or office. Documents and software

include (but are not limited to) correspondence, diaries, address books,

databases, files, reports, plans, records or any other medium for storing

information. You should not retain any copies, drafts, reproductions, extracts

or summaries of documents and software.

After you have left the TMU, it is expected that you will not:

Solicit or seek to entice away any TMU staff

Use or divulge to any person or organization any confidential

information relating to the business of TMU.

Should your employment be terminated following disciplinary action it is

likely you will receive payment in lieu of notice. However, as there are

numerous reasons as to why someone is dismissed, payment in lieu of notice

will be reviewed on an individual basis taking into consideration the reasons

behind the dismissal.

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Should you be dismissed for reasons of gross misconduct, your employment

will be terminated immediately without the benefit of notice or payment in

lieu of notice.

Immediate Discharge

Some violations of policy and rules may be serious enough to result in

immediate discharge. These include but are not limited to:

• Criminal conviction

• Failure to meet employment eligibility requirements

• Falsification of staff records, time reports, reasons for absence, or other

University records

• Flagrant insubordination

• Fraud

• Gross dereliction of duty

• Improper disclosure or use of private or confidential information

• Intentional destruction of University property

• Job abandonment

• Physical violence or the threat of it

• Research misconduct

• Serious violations of University policy or state/federal law

• Theft

• Unauthorized use of information systems or data

• Unprofessional conduct, and

Employment References and Verification

University generally does not provide employment references though the

University verifies dates of employment, job title, and salary.

xv) Exit Interviews

All employees who leave the employment of the University voluntarilyare

requested to complete an exit interview prior to their departure. Staff members

should contact their reporting officer at the time they submit their resignation

to schedule the exit interview.

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Exit interviews provide the opportunity for departing employees to discuss

their reasons for leaving. The information provided is useful in identifying

trends, learning and development and evaluating the effectiveness of HR

policies and practices.

The appropriate reporting officer should receive all appropriate information,

such as recommendations made for change, or significant issues raised in the

questionnaire / form, whilst bearing in mind confidentiality issues. The exit

interview questionnaire/form will be retained on the employee’s personal file.

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SECTION – 3 – REQUIREMENTS IN THE

WORKPLACE

TMU is a diverse, vibrant community. The policies and guidelines outlined in this

section are intended to help promote a welcoming, positive, and safe work

environment for all staff members

General Duties: In general, the duties of an employee are as follows:

1) Perform duties with honesty, dedication and objectivity

2) Demonstrate loyalty to the University in behavior and act in accordance

with requirements of the job

3) Respect integrity of job and uphold University traditions

4) Cooperate with colleagues and supervisors and execute administrative

instructions with honesty and accuracy

5) Refrain from divulging any confidential information or making public

statements about University affairs without prior approval of the

concerned University authority

6) Abide by University bylaws

7) Abide by official working hours

8) Contribute to community service and development

In addition to the above provisions all academic staff shall be committed but

not limited to:

Teaching and learning:

1) Complete teaching tasks assigned to him / her and carry out other

academic responsibilities as advised by one’s superior

2) Ensuring that all theoretical and practical teaching activities would lead to

measurable learning achievements by students according to the specified

learning outcomes

3) Producing materials such as handouts and computerized / traditional

presentations to organize the learning activities

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4) Providing adequate time slots for office hours during which the faculty

members should be able to meet students in his/her office throughout the

term in addition to regular class time.

5) Selecting the appropriate method of discussing the subject being taught

with care to avoiding controversial matters having no relation to that

subject

6) Using multimedia materials whenever is needed

Mentoring:

7) Advising students in his/her own field. The Principal of the college

concerned is responsible for assigning student advisors / mentors so that

the number of mentees per faculty member is almost evenly distributed

between faculty members in the college. Student mentoring should not be

limited to registering students, but should encompass all aspects of

academic advising including selection of electives/subjects, counseling on

any academic difficulties or problems, any personal issues and monitoring

the academic progress.

Evaluation

8) Evaluating students’ work in relation to the course learning outcomes and

on the basis of evidence of independent learning, mastery of course

material, and ability to think and communicate clearly. The course

instructor is the authority that decides on the student’s grade. However, if a

student has strong evidence of unfairness, he/she has the right to submit a

petition of the grievance to the course instructor within two weeks of

announcing the grade. If the student is not satisfied with the instructor’s

ruling he / she may appeal to the college principal who will give a final

ruling on the issue after consulting with concerned faculty members of the

college.

Research & Consultancy:

9) Undertake research and consulting activities in accordance with TMU

policies.

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10) Conducting scientific / scholarly work in own field that would lead to

publishing in refereed academic journals or refereed professional

conferences

Self-Development:

11) Attend conferences, seminars and workshops pertinent to one’s

specialization, and in accordance with TMU policies

Administrative:

12) Attend departmental meetings and participate in committees and academic

and administrative affairs whenever requested to do so.

13) The faculty member who teaches the course is responsible for updating the

course file contents, viz., syllabus, lesson plan, schedule of study,

academic calendar follow-up, study material, attendance etc.

14) Contribute to strengthening the academic collegial spirit.

15) Faculty teaching load are made by the concerned principal following

University guidelines

Standards of Performance and Behaviour at Work

i) Conflict of Interest

University staff members have a fundamental obligation to act in the best

interests of the University and not allow outside activities or financial interests

to interfere with that obligation.

As part of this responsibility, staff members are expected to apply their time

and effort appropriately and use University resources toward University ends.

Staff members must use their position, time, and TMU resources in a manner

that doesn’t detract from their University responsibilities. If a staff member’s

actions provide inappropriate personal advantage, or are detrimental to the

University’s mission, they present a conflict of interest that must be avoided or

managed appropriately.

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ii) Appearance / Dress Code

University does not seek to inhibit individual choice in relation to appearance.

However, you are expected to dress appropriately and formally to suit the

requirement at all times in relation to your role, and to ensure that your

personal hygiene and grooming are properly attended to prior to presenting

yourself at work.

Departments or their supervisors may set standards of personal appearance and

hygiene as reasonable and appropriate for the safety and operation of the

department.

If we have supplied you with a uniform of other apparel, then you must wear

this at all times when required to do so; it is your responsibility to ensure that

it is clean and presentable.

iii) TMU Premises

You will be issued with an identity card allowing access to your workplace.

This remains the property of the University. Loss of your ID card (or

accidental disclosure to someone) must be reported immediately to your

supervisor. Employees should wear or carry their identity cards whilst

carrying out their duties.

You must not bring any unauthorised person to the University campus without

prior agreement from your reporting officer, unless you are authorised to do so

as part of your job. In these circumstances, you are responsible for ensuring

that your visitors are appropriately monitored during their stay and that they

do not access areas or University property inappropriately.

You must not remove University property from the premises unless prior

authority from your supervisor has been given.

iv) Personal Property

Any personal property such as jewellery, cash, credit cards, clothes, cars,

motorbikes or bicycles etc. left on University premises is done so entirely at

your own risk. You are strongly advised not to leave any valuables unattended,

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either on our premises, our vehicles or in your own vehicle. University does

not accept liability for loss or damage to any personal property whatsoever.

v) Telephones & Correspondence

University’s telephone / mobile phone or postal facilities must not be used for

private purposes without prior permission from your head. If for any reason,

personal use is made of these items then arrangements must be made to pay

the cost price of all services used. Abuse of these facilities will be considered

a potential disciplinary matter.

vi) Smoking, Alcohol and Other Substances at Work

TMU is committed to maintaining a drug-free workplace. Smoking is strictly

prohibited inside the campus. Also, bringing alcohol or any unlawful drugs to

the workplace, and / or imbibing them there is strictly prohibited

Any such instances will be dealt with under the disciplinary procedure and

may lead to your summary dismissal.

vii) Confidentiality

During the course of your employment, you may find yourself in possession of

sensitive information, the disclosure of which could be construed as a breach

of confidentiality. The information contained in University files and records,

whether paper or computer records, is to be used for its intended purposes

only. It is a condition of your employment that you have a duty of

confidentiality to the University, and you must not discuss any sensitive or

confidential matter whatsoever with any outside organisation including the

media.

Any such breach of confidentiality would be deemed as gross misconduct

viii) Computer, email and Internet use

If you have access to the University’s computers including email and access to

the internet as part of your job, you must not abuse this by using these

facilities for purposes unrelated to University business.

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Limited personal use of the internet is permitted during your formal breaks.

All internet use is monitored and accessing pornographic or other unsuitable

material, including auction or certain social networking sites, is strictly

prohibited and would be considered a serious disciplinary offence which may

result in dismissal.

Only software packages properly authorised and installed by the TMU may be

used on TMU equipment, you must therefore not load any unauthorised

software onto TMU computers.

If you have a TMU email address, this is provided for responsible use on

TMU business and should not be used in any other way whatsoever.

You must not make reference to the TMU or its services, or represent yourself

on behalf of the TMU on social media without formal permission from the

TMU to do so.

A staff member’s network ID and password are not to be shared with anyone.

The TMU network ID and its associated password are the property of the

University. Under no circumstances will staff members give others access to

any system that they do not administer.

ix) Receipt of Gifts

Your working relationships may bring you into contact with outside

individuals or organisations where it is normal business practice or social

convention to offer hospitality, and sometimes gifts. Offers of this kind to you

or your family can place you in a difficult position. Therefore no employee or

any member of his or her immediate family should accept from a supplier,

customer or other person doing business with the University, payments of

money under any circumstances, or special considerations, such as discounts

or gifts of materials, equipment, services, facilities or anything else of value

unless:

They are in each instance of a minor nature usually associated with the

accepted business practice. (trivial gifts with a nominal value such as a

calendar, diary, chocolates or mugs can be accepted)

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They do not improperly interfere with your independence of judgement or

action in the performance of your employment.

In every circumstance where a gift is offered, the advice of your superior

officer must be sought.

x) Bribery and other Corrupt Behaviour

The TMU has a strict anti-bribery and corruption policy.

xi) Your Attendance at Work

University values good attendance at work and is committed to improving the

general wellbeing of its employees to achieve this. Although we aim to secure

regular attendance, we do not expect employees to attend when they are

unwell.

Notification of Absence

Your reporting officer should be notified as early as possible if absence from

work is anticipated for hospitalisation and other medical treatment.

If you are unable to attend work due to sickness or injury, your supervisor

must be notified by telephone before your normal start time or as soon

thereafter as possible on the first day of absence, if possible indicating a date

of return. Notification should be made by you personally unless impossible

due to the nature of the illness where you should arrange for someone else to

call on your behalf. During prolonged periods of absence, your head should

be kept informed of progress and an expected date of return.

Any employee who has been absent due to sickness and is found not to have

been genuinely ill, will be subject to disciplinary action, which could include

dismissal.

xii) Hours of Work

Your normal hours and working pattern will be specified in your Statement of

Terms and Conditions of Employment.

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The University reserves the right to vary your hours and pattern of working,

following consultation and agreement with you.

Persistent poor timekeeping means that colleagues are put under pressure to

cover your duties. This is not acceptable and will, therefore, be treated as a

potential disciplinary offence under our disciplinary procedures.

xiii) Changes in Personal Information for Employment Purposes

It is important that our records are correct, as inaccurate or out of date

information may affect your salary or cause difficulties in situations where

contact is required for emergencies. You must notify your immediate superior

of all changes in the following personal information:

Name

Home address

Telephone number

Bank account details

Examinations passed/qualifications gained

Emergency contact

Criminal charge, caution or conviction

Conflict, or potential conflict of interest

Personal data on employees is held in accordance with the provisions of the

TMU’s Data Protection Policy which will be made available for inspection by

if required.

xiv) Visitors

Visitors, vendors, contractors, and the families of members of the community

are required to display appropriate conduct at all times. Noncompliant

behavior will lead to removal from the campus.

xv) Preventing Violence - Weapons

Weapons of any kind, including any toy weapon etc. are prohibited on campus

except for those carried by University authorized security officers.

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xvi) Emergency Preparedness

Staff members are encouraged to talk with their supervisors regarding

emergency preparedness in their work area.

xvii) Patents and Inventions

Patentable discoveries or inventions occasionally result from the research

and educational activities at TMU. TMU desires to assure that all such

discoveries and inventions are properly disclosed and used for the greatest

possible public benefit.

xviii) Visits to Conferences, Demonstrations etc

The TMU intends that when it is necessary for employees to visit

conferences, demonstrations and similar occasions, it should bear the

travelling and subsistence expenses itself. Exceptions to this general rule

will only be permitted with the approval of the Vice Chancellor.

xix) Outside Interests and Employment

It is not the intention of TMU or this policy, to dissuade employees from

participating actively in public duties. It is important, however, that by doing

so there is no suggestion to a third party that the employee is acting on

behalf of, or with the support of, TMU .To avoid any misunderstanding, no

TMU employee should permit his or her TMU affiliation to be noted in any

outside organisation's materials or activities without the express written

approval of competent authority.

xx) Transaction of Private Business

Employees having official dealings with contractors and other suppliers of

goods or services must avoid transacting any kind of private business with

them by any means other than the TMU’s normal commercial channels.

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SECTION – 4 – WORKPLACE

COMMITMENT

University is committed to providing a respectful, accessible, and inclusive

environment for all members of its community. An inclusive workforce and

environment increase effectiveness and efficiency in the way we work and learn

promotes the development of new ideas and enhances the University’s ability to

continue to be innovative in an increasingly complex, competitive, and diverse

world.

i) Prevention of Bullying and Harassment at Work

The TMU believes that the working environment should at all times be

supportive of the dignity and respect of individuals. If a complaint of

harassment is brought to the attention of management, it will be investigated

promptly and appropriate action will be taken.

The University has a “zero tolerance” policy and will investigate vigorously

any allegations of bullying or harassment, regardless of whether the matter has

been raised formally or informally.

Any employee who wishes to make a complaint of harassment or bullying is

encouraged to first discuss matters informally with their reporting supervisors

or with Human Resource Department, provided that they feel able to do so.

Should the issues not be resolved at this stage, or the employee feels unable to

raise the issue informally, then a formal resolution should be sought.

All members of the University community are responsible for creating a

working, learning, and living environment that is free of discrimination and

harassment, including sexual harassment.

ii) Academic Freedom

The University is firmly committed to free expression and academic freedom.

However, discrimination, harassment, and retaliation through speech or

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otherwise, are neither protected expression nor the proper exercise of

academic freedom.

iii) Civility and Mutual Respect

As members of the TMU, staff, faculty, and students are expected to interact

with each other with respect and consideration. When a community member’s

conduct varies from this expectation, it is the responsibility of the superiors,

director, department chair, or dean who supervises the person engaging in the

inappropriate conduct to address it. Inappropriate conduct covers a broad

range of behavior from rude, obnoxious, bullying behavior to threats of

violence. The level of danger in the behavior determines the action that the

supervisor should take.

iv) Faculty Affairs

There are three basic functions of each faculty member at TMU which are:

1) Teaching and maintaining conditions conducive to learning by

encouraging free inquiry and free expression of knowledge by students.

Excellence in teaching, which should be the hallmark of every faculty

member, entails the following :

a. A thorough, up-to-date knowledge of the subject matter

b. An organized and lucid presentation of course material, using

illustrations, handouts and multi-media as may be appropriate

c. Motivation of students to learn, to think, and to adopt professional

attitudes and traits

d. Comprehensive and meaningful evaluation of student performance

through quizzes, examinations, and suitable assignments and

e. Fair and representative grading, based on strict academic criteria

and not on any other considerations

2) Conducting research for the purpose of keeping abreast with current

knowledge in the own field. Research is an integral part of any

academicians’ career growth and one has to make a continuous endeavor

to create knowledge. The faculty is expected to make endeavors to keep a

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balance between teaching and research. TMU encourages research among

its faculty members and all efforts are been made to create a conducive

environment for credible research.

College level and University level research committees exist to foster a

good research environment. Faculty members can receive the research

support and grants internally as well as from external stakeholders.

Graduate and undergraduate students shall be able to experience the

implementation of research work under direct faculty supervision.

TMU encourages its faculty members to undertake consultancy projects

with the public and private sectors to boost the participation of the

academia with the industry and community.

3) Extending service to the various sections of the University and to the

community. It is normally evidenced by membership in different

committees and participation in activities at the department, college, and

University levels.

The faculty member has the opportunity to serve in any of the committees

at department, college or University levels. A wide range of activities that

include, viz., public lectures, seminars, workshops, involvement in

community service programs, editing and refereeing etc are factored into

performance appraisal of the academic staff member as well.

In all cases, achievement in service consists in the application of an

academic staff member’s knowledge in his/her professional field to benefit

the University, the community, and his/her profession.

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SECTION – 5 – COMPENSATION,

BENEFITS AND WORK HOURS

University is committed to establishing compensation programs that attract,

retain, and engage talented staff in an environment that promote fairness and

competitiveness.

i) Compensation

TMU follows the standards of the establishment of compensation based on the

job descriptions and job requirement. After effective assessment of most

employment-related activities, viz., duties, accountabilities, knowledge, skills,

and educational requirements etc for each level of job, salary structures to

ensure staff members are paid in a manner that is appropriate and competitive.

This is accomplished by organizing jobs that are similar on level, scope,

responsibility, and market.

As jobs change in complexity, scope, responsibility, breadth, and depth,

salaries change accordingly.

ii) Performance Management and Merit Pay

TMU has an established annual process for assessing performance and

granting pay adjustments based on achievement of goals, demonstration of

University behaviors, and overall job performance. Staff members may be

eligible for pay adjustments based on several factors, including but not limited

to the date of hire, job performance, labor market conditions, the current

position in the pay range, and budget considerations.

iii) Salary Arrangements

University has a standard method of paying staff through the University’s

payroll system. Staff members will have their pay deposited monthly into their

designated bank account on the pay day, even if a staff member is absent from

work.

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Your salary is outlined in your letter of appointment / statement of terms and

conditions. Any subsequent amendments to your salary will be notified to you

by the University.

If any queries arise with regard to pay, or if it looks as if a mistake has been

made, speak to University payroll department immediately through the HR

department so that they can take appropriate action. Unless agreed otherwise,

any pay errors, whether of over or underpayment, will be rectified in the next

salary payment.

Appropriate deductions will be made from pay including income tax and

Provident Fund contributions, which are subject to each employee's status and

earning levels.

iv) Income Tax Deductions

Following the income tax regulations, University deducts the amount from the

salary of the employee in order to ensure timely filing of the tax. If there are

any changes in your personal circumstances which will affect your tax status,

you should notify the University payroll.

v) Use of University equipment and facilities

Within University campus, all employees are free to avail the facilities at free

of cost / paid after working hours like indoor sports complex facility, Gym

facility, Resident Club etc. as per their interest and requirement.

vi) Business / official Travel

All expense in business / official travel will be reimbursed. Public Transport

and accommodation costs will be reimbursed at actual cost – appropriate

receipts must accompany all claims. For mileage rates approval, when

travelling by private transport, approach to human resource office or the vice

Chancellor’s office is mandatory for settlement of travel expense.

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S.No. Nature of Leave Teaching Non Teaching Staff

1 Casual Leave 12 12

2 Academic/Special Casual Leave

10 Nil

3 Medical Leave 10 10

4 Earned Leave Nil 15

5 Vacation Leave (Summer/Winter Breaks)

30 Nil

6 Compensatory Leave -------- As per explanatory note

7 Extra-ordinary Leave

Shall be without pay and shall not i) Exceed 3 months when service is < 3years. ii) Exceed 6 months when service is > 3 but

less than 6 years. iii) Exceed one year when service is > 6 years.

8 Study Leave As per explanatory note

--------

9 Maternity Leave (applicable to Female staff only)

90 days each after 2 years of service with University and subject to a maximum for two Surviving children.

10 Hospitalization Leave

Due to illness/injury of an employee on official duty and is allowed up to a maximum period of 3 months in any period of three years.

vii) Leave Policy:

Regular Class IV employees of the University shall be entitled only to casual leave

to the extent of six days in a calendar year.

General Rules:

1. Leave cannot be claimed as amatter of right. The sanctioning authority may

refuse or revoke leave of any kind.

2. An employee on leave should not take up any service or employment

elsewhere.

3. An employee who is on leave for more than three days on medical grounds will

be permitted to return to duty only on production of a medical certificate of

fitness. Leave sanctioning authority may secure second medical opinion if it is

necessary.

4. Absence from duty after the expiry of leave renders an employee liable for

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disciplinary action.

5. An employee who absents himself/herself without prior sanction of leave shall

be treated as absent and shall be subjected to disciplinary action.

6. No employee shall leave the station without the prior permission of the

designated authority. He/she shall inform the authorities about his/her address

during the days of absence.

7. In case an employee leaving the country during the leave period, the sanction of

the Vice Chancellor will be required, irrespective of the type or duration of the

leave.

8. All leave rules shall remain suspended once/after an employee submits his/her

resignation or gets such a notice from the college/ University.

9. All leave shall be in reference to a calendar year, which stands for January 01 to

December 31 of that year.

* Please refer to the University leave policy for complete details.

viii) Working Hours

1. Working Days

Regular working days are from Monday through Saturday. The weekend break

shall be on Sunday. However, the employee may be required to work on

weekends during exams, training, periods, or for any other purpose determined

by the University.

2. Working hours

Type of Employee College/Department Sections/Offices

Teaching 08.45 AM-04.45 PM -

Non-teaching 08.45 AM-04.45 PM 09.00 AM-

06.00PM

The University gives 15 minutes relaxation in morning timings but during these

15 minutes, if any employee reports late by few minutes then he/she is supposed

to leave the University giving the double duration of the late period in the

evening. If someone is late by more than 15 minutes (relaxed period) the half day

leave will be required otherwise, half day salary will be deducted.

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Every month, the employees are provided two short leaves (01-hour duration).

This relaxation is admissible at arrival or departure time. On the same day, only

one short leave is admissible.

3. Work on holidays

In the interest of University work, the employee may be assigned tasks on

weekends or on holidays, after approval of the Vice Chancellor or his delegate. In

that case, the employee shall be compensated in cash or be given days off

according to the provisions of University bylaws.

ix) Reporting Hours

Staff members are required to report accurately all work hours, as well as paid

time away from work in the University-approved time entry system.

Supervisors must approve all time reported by their direct reports in the

University’s approved time entry system.

Anyone falsifying the reporting of time worked or paid time away from work is

subject to corrective action, up to and including termination of University

employment.

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SECTION 6–

UNIVERSITY SUPPORT

Grievances

The university grievance procedure is intended as the tool by which a member of

staff may formally have a grievance, regarding any condition of their

employment, heard by the management of the TMU.

In the event of a member of staff wishing to raise a grievance, it is preferable for

the grievance to be satisfactorily resolved as close to the individual and their

supervisor as possible. It is understood however that this is not always possible

and that a formal procedure is required to ensure the swift and fair resolution of

matters which aggrieve the university employees.

Time scales have been fixed to ensure that grievances are dealt with quickly,

however these may be extended if it is agreed upon by both parties.

The grievance procedure is not intended to deal with:

1. Dismissal or disciplinary matters which are dealt with in a separate procedure.

2. Disputes, which are of a collective nature and which are dealt with in a separate

procedure.

Stage 1

An employee who has a grievance, should raise the matter with his reporting

officer immediately either verbally or in writing. If the matter itself concerns the

employee’s immediate reporting officer, then the grievance should be taken to

their superior.

If the reporting officer is unable to resolve the matter at that time then a formal

written grievance form should be submitted. The reporting officer should then

respond within 2 working days to the grievance unless an extended period of time

is agreed upon by both the parties. The response will give a full written

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explanation of the reporting officer’s decision and who to appeal to if still

aggrieved.

Stage 2

In most instances the university would expect the reporting officers' decision to be

final and for the matter to come to a close. However, in some circumstances the

employee may remain aggrieved and can appeal against the decision of the

superior concerned.

The appeal, to the superior next in line, must be made within ten working days of

the original response to the employee’s grievance. The appeal must be in writing

and contain the original formal Grievance form. This superior will attempt to

resolve the grievance. A formal response and full explanation will be given in

writing, within 7 days, as well the name of the person to whom they can appeal if

still aggrieved.

Where the 'next in line' superior at this stage is the Director / Principal with

responsibility for the employees function, then the grievance should immediately

progress to stage 3.

Stage 3

If the employee remains aggrieved there will be a final level of appeal to the Vice

Chancellor. This appeal must be made in writing, enclosing a copy of the original

Formal Grievance form, within ten working days of receipt of the Stage 2

response. The Vice Chancellor will arrange and hear the appeal with another

management representative and respond formally with a full explanation within

20 working days.

Where a grievance is raised against a principal / director then the grievance will be

heard by the Vice Chancellor directly.

There is no further right of appeal.

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Professional and other university organizations

University supports numerous social and professional organizations in which staff

members are invited to participate.

Women council

Proctorial board

Anti-ragging committee

Board of studies

Academic review committee

Research cell

- The University has been promoting research culture in every college

and department by providing support in terms of creation of

laboratories, procurement of equipment, recruitment of trained

manpower and provision for funds on a need basis.

The University has a documented policy on Research and Consultancy.

*Please refer to the Research and Consultancy policy for complete

details

- The University brings out six (06) in-house research journals

i.e.VIEWPOINT: An international Journal of Management

&Technology (ISSN; 2229-3825), S & T Review: An

InternationalJournal of Science & Technology (ISSN; 2231-

5160),PHARMACOARENA: An international Journal

ofPharmaceutical Research (ISSN; 2278-1544), TMU Journal of

Dentistry (ISSN; 2231-6175), Acta Medica (p-ISSN: 2349-0578 / e-

ISSN: 2349-0896) and International Journal of Research Trends in

Computer Science & Information Technology (ISSN: Applied for).

Cultural clubs

Sports clubs

Resident Club (Ist Floor, Pavilion, TMU Campus) The Resident Club is

open to all the resident employees of TMU.

Please refer to the membership rules and regulations for complete details

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Disclaimer

1. The information given in this handbook has been culled from various

documents for the purpose of general guidance of the employees and in no

way is/are placement or substitution of such documents, rule and

procedures. Employees are advised to consult the actual document for

complete understanding and implication of a particular statement from the

concerned department.

2. The particulars given in this handbook are subject to change from time to

time and all employees are advised to keep visiting the University website

as well as notices/circulars issued by the University/College/Department to

keep themselves abreast of any changes or update on any of the details

mentioned in this handbook.

- REGISTRAR

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Delhi Road, Moradabad (U.P.), Email: [email protected]

Website: www.tmu.ac.in