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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
2
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
4
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.
5
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.
6
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 vicechancellor@tmu.ac.in
Registrar 0591-2476813 registrar@tmu.ac.in
Director (Corporate Affairs) 9837848861 dca@tmu.ac.in
Director (Finance & Admissions) 9837848862 dir.fin@tmu.ac.in /
dir.admission@tmu.ac.in
Director (Administration) 9917100544 director.admin@tmu.ac.in
Dean Academics & Director
(International Affairs) 9837016153
dean@tmu.ac.in
director.int@tmu.ac.in
Chief Proctor 9837004699 principalpharmacy@tmu.ac.in
Medical Superintendent (Hospital &
Research Centre) 9837068919 ms@tmu.ac.in
Controller of Examination 0591-2360076 coe@tmu.ac.in
Director, Centre for Career Counseling 9639155333 dir.crc@tmu.ac.in
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& Employment
Director Students Welfare 9568162444 studentswelfare@tmu.ac.in
Finance Officer 0591-6534111 finance.off@tmu.ac.in
Joint Registrar (Academics) 0591-2476840 jt.registrar.acad@tmu.ac.in
Joint Registrar 9837016031 joint.registrar@tmu.ac.in
dy.registrar@tmu.ac.in
Chief Warden 9837763888 chiefwarden@tmu.ac.in
Warden: Boys Hostel 9837033001 wardenboyshostel@tmu.ac.in
Warden: Girls Hostel 9927045580 girlshostel@tmu.ac.in
Deputy Director (Security & Students
Welfare) 9639236666 dy.dir.ssw@tmu.ac.in
Deputy Director (Accounts) 0591-2476812 dy.dir.accounts@tmu.ac.in
Deputy Registrar (Admin.-TMIMT) 0591-2487222 ar.tmimt@tmu.ac.in
Assistant Registrar (Registration &
Migration) 8192908604 asstt.registrar@tmu.ac.in
Transport In-charge 9837047207 transport@tmu.ac.in
Assistant Registrar (COE) 9897930333 ar.coe@tmu.ac.in
Assistant Registrar (Polytechnic) 9456269693 ar.polytechnic@tmu.ac.in
HR Office 0591-2476840 hr@tmu.ac.in
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
15
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.
17
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.
19
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
20
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.
21
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.
22
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,
27
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.
28
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.
30
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.
31
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.
32
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
33
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
34
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.
35
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.
36
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.
37
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
38
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.
39
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.
40
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
41
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.
42
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
43
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
44
Delhi Road, Moradabad (U.P.), Email: hr@tmu.ac.in
Website: www.tmu.ac.in
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