MODY UNIVERSITY OF SCIENCE AND

TECHNOLOGY

HR MANUAL & POLICIES

 TABLE OF CONTENTS

1. Introduction
2. About Mody University of Science and Technology
3. About Mody University of Science and Technology, Head office
4. Message from the Chairman: Shri R.P.Modyji
5. Message from President
6. Human Resource Philosophy
7. Equal Employment Policy
8. Work Culture/ Environment
9. Manpower Planning, Recruitment and Selection
10. Classification of Employees
11. Joining Formalities
12. Adherence to Management Philosophy
13. SAP Software
14. Work Timings
15. Leave Policy
16. Holidays
17. Salary
18. Annual Appraisals
19. Promotions and Transfers
20. Resignation, Termination and Rehire Policies
21. Mediclaim Policy
22. Business Expense Reimbursement
23. Professional Standards and Business Conduct
24. Contact Details- MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY HO
25. Annexure
 INTRODUCTION

This handbook has been developed to provide you with basic information and resolve your common
questions and concerns. This manual is published and maintained as a guide for the employees so that human
resources matters can be handled more consistently and equitably throughout the campuses. However,
the contents of this handbook are not intended to create a contract or agreement between the organization
and the employee.

The policies stated in this handbook are subject to change at any time at the sole discretion of the
organization. The updated information regarding any changes in policy will be conveyed from time to time.

For any clarification/questions or concerns about the policies outlined here, the employee can write to the
Human Resources Department, MUST-LAKSHMANGARH
 ABOUT MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY
MODY UNIVERSITY (NOT FOR PROFIT) BELIEVES IN TEACHING THE STUDENTS ABOUT THE INDIAN CULTURE
AND RESTORING TRADITIONS. SARASWATI IS THE GODDESS OF KNOWLEDGE, A PERFECT EXAMPLE OF OUR
BELIEF.

HISTORICAL BACKGROUND
The Mody University was established in the year 2004 by Shri. R.P.Mody. He is a true visionary who took an
idea ahead of his time and founded Mody University exclusively for Women. His philanthropic attributes,
operated in terms of social and psychological promotion of the women community, led him to impart his
proposed vision through practical infrastructure.

The University instils the thought that is fully capable of orienting knowledge and information in a scientific
manner in the minds of the common mass. This acts as a boon towards the development of a 21st century
perspective of the knowledge acquisition process implemented within the university.
Vision

To be an institute of professional learning compared to the best in the world, with special commitment to
women education and cultural heritage of India.
Mission

Committed to excellence, the institute seeks to impart knowledge and develop skills in women to become
professionals, well versed in modern technology and management practices while imbibing social sensitivity
and environmental consciousness for the betterment of self and society.
BOARD OF MANAGEMENT
Chairman
Shri Rajendra Prasad Mody

Members
Shri R.A. Mody
Shri S.S. Bhuwania

Dr. Chandra Shekhar

Dr. R.K. Surekha

Dr. Raja Reddy

 Member Secretary
Registrar

INTRODUCING MODY UNIVERSITY

The Mody University is a Private university aimed at helping the girl population avail quality education with
world-class techniques in an IT-savvy environment. It gives the students an opportunity to study the subject
they want. They can choose from numerous undergraduate and postgraduate courses of different disciplines
like arts, science, commerce, engineering, management, and law.
Within the University grounds, you will find interactive classrooms, large sports courts, natural beauty, places
with spiritual essence and the entire site filled with artifacts. This, in turn, does not only provide the best
learning platform to the women but also ensures that they are made aware of the cultural heritage of the
country.

Why Mody University?

 Interactive classrooms.
 Highly Qualified and Experienced faculty.
 Well-equipped state-of-art laboratories and resourceful library.
 Well-furnished hostels.
 Sports courts to encourage sportsmanship among the girls.
 Proper medical amenities with two ambulances available all the time.
 An eco-friendly environment with specific types of flora and fauna.
 Wastage of water is avoided using Sewage Treatment that recycles water to be used further for
horticulture.
 There is a Tapovan with temples to help students attain peace of mind.
 Shilalekhs adorn the campus with encouraging Sanskrit Shlokas.
What does Mody University provide?
 A platform for the Women where they transform knowledge to practice and also develop their technical
skills and leadership quality.
 A friendly environment where teachers and students work together on different research projects and
perform fieldwork to enhance the understanding of their subject.
 An opportunity for the women in the society to study abroad and get exposure at both national and
international level.
A CITADEL OF CULTURE AND MODERNITY
Adorned with a green 265 acre campus, Mody University is a cultural heritage where tradition and modernity
perfectly blends. The university has an ambience enriched with culture and Indian values which inspires the
students with modern outlook as well. The tranquil ambience of the Tapovan enhances learning here in Mody
University. The students enjoy the peace that the campus brings in.
Mody University puts strong efforts towards holistic, integrated development aimed at a drive to create, lead
and hence excel. A commitment towards women development, Mody University has swathes of greenery,
inspirational writings and plaques surrounding the campus which results in inculcation of spiritual values and
imbibition of ancient wisdom.

The university ground is configured to promote education that strives to synthesize meaningfully state-of-
the-art technological knowledge and skills with cultural values but with modern outlook.

RECOGNITION
Established by the Rajasthan State Legislature:

Mody University, established by the Rajasthan State Legislature vide "The Mody
University of Science and Technology, Lakshmangarh (Sikar) Act, 2013 (Act No. 29 of 2013)".

University Grants Commission (UGC) Recognized:

Mody University is covered under section 2(f) of the UGC Act, 1956 and is
empowered to award degrees as specified by UGC under section 22 of the UGC Act, 1956. UGC-Proforma for
submission of information by State Private Universities for ascertaining their norms and standards
Proforma,Annexure.
Approval by All India Council for Technical Education (AICTE):

AICTE is a statutory body under Ministry of HRD, Government of India, New Delhi
for granting approval to conduct technical courses. All the courses offered by the School of Engineering and
Technology and School of Management Studies are duly approved by AICTE for the academic year 2019-20.

Approval by Bar Council of India (BCI):

Programmes offered by School of Legal Studies are fully recognized by Bar

Council of India (BCI), a statutory body of the Government of India created to regulate and represent the
Indian Bar.
Accreditation by National Board of Accreditation (NBA):

National Board of Accreditation (NBA) has accredited our following

programmes:
 B.Tech. (Computer Science & Engineering)

 B.Tech. (Electronics Communication & Engineering)

 MBA
 Approval by Council of Architecture India

• Bachelor of Architecture (B. Arch) Programmes offered by School of

Architecture and Town Planning are fully recognized by Council of Architecture India (COA), a statutory
body of the Government of India created to regulate and represent the Architecture profession.

HALLMARKS
 Mody University has a campus that is aesthetically designed and marked with 73 state-of-the-art buildings
with a built-up area of more than one lakh square meters and 10kms of internal campus roads.

 State-of-the-art 55 Laboratories including 16 computer laboratories.

 Enviable infrastructure amidst scenic lush green, environment friendly backdrop and a campus which is an
epitome of tranquility. It is an ISO 14001:2004 certified university campus.
 Educational initiatives exclusively for the women of today and tomorrow.

 Multi-discipline courses with inter-disciplinary options. Faculty student ratio is 1:12.

 Mody University has a collection of 60,442 books under 22,829 titles. It subscribes to 2525 E-journals/ E-
Database, 215 National Journals/Magazines & 35 International Journals; Digital Library has a wide collection
of soft resources.

 The whole campus is Wi-Fi enabled and also having internet connectivity through 70 Mbps leased line. 01
Gbps leased line is also installed under the scheme of National Knowledge Network (NKN), Government of
India.

 Creating a global outlook through foreign language courses in Chinese, French, German, Japanese and
Spanish.

 Five-star residential facilities (A.C. and Non-A.C Rooms), exquisite Dining hall and Cafeteria, Fully Wi-Fi
campus; and 100% power backup.

 State-of-the-art Auditoriums with the capacity of 350 and 1100 people

 Floodlit Lawn Tennis Courts and Playgrounds of International Standards are spread in an area of 17.5 acres.
There is an Equestrian wing consisting of 55 horses with an Olympian trainer.
 A 100% power backup with 2555KVA power supply from its own powerhouse ensures uninterrupted
studies as well as computer and Internet connectivity for students.

 Fully equipped Clinic with two Resident Lady Doctors and female nursing staff. Two ambulances are
available round the clock in the campus.
 Shuttle bus facility for students to commute within the campus.

 A lotus-shaped aesthetically designed temple and meditation hall (Tapovan) for praying, yajna and
meditation. Daily Yoga classes in the meditation hall.

 Excellent Placement in world's leading MNCs

 Mody University is running several Research Projects sponsored by Government Agencies.

 MoUs with various international universities and renowned research institutions and international
internships and fellowships for students international scholarships and internships offers from the top- notch
companies and research laboratories like GE Foundation, USA and GSI, Darmstadt, Germany.
 Strong Industry-Academia Interface culminating in record placement in MNCs and top notch Indian
Companies like Infosys, Accenture, Ericsson, IBM, TCS, Wipro, Bank of Baroda, Deutsche Bank, Punjab
National Bank, Patni Computers, HCL Technologies, Citi Financial, ICICI, ICFAI, Satyam Mahindra, IFB, I flex,
Motorola, Nokia, Siemens Networks, ST Microsystems, Texas Instruments, etc.
 Foreign and NRI students are also admitted.

ECO-FRIENDLY INSTITUTION
The cornerstone of Mody University's philosophy has been to train hearts and minds to conserve nature's
resources, and to learn to live with nature. The endeavour has been to create a peaceful and healthy
environment to enable students and staff to concentrate on their academic pursuits.

In 25 years, a piece of desert land with numerous sand dunes has now been transformed into an oasis of 265
acres with vast green lawns, a variety of fountains, extensive flower beds, tree shaded streets and avenues.
There are also numerous water bodies and marshland with exotic birds and aquatic animals.
Conservation is a major plank of living with nature. Several measures have been implemented for
conservation, such as:
 Rainwater harvesting is done to recharge underground aquifers.
 A Sewage Treatment Plant is commissioned to recycle 11 lakh liters of used water daily, and use it for
horticulture.
 Drip irrigation and sprinkler irrigation systems are everywhere to reduce consumption of water for
irrigation.
 Solar water heating systems are used to conserve electricity.
 Solar photovoltaic systems are being installed as an alternate source of energy.
 'In House' produced Vermicomposting and conventional compost substitute chemical fertilizers for plants,
thus promoting organic farming.
These efforts have resulted in thousands of birds of over 100 species, and butterflies of 14 species - their
numbers continuously growing The University also has approx. 25000 Trees, shrubs and plants of some
300 different species - making the campus their habitat. These species have been identified by Ornithologists
and Lepidopterologists from World Wildlife Fund (WWF) and other nature conservation organizations, who
visit us regularly resulting in University having a WWF certified campus. The University also has
over 14,000 trees of some 300 different species More and more trees of newer species are regularly planted.
The University has also planted a sizable number of trees in Lakshmangarh town, as well. Such large scale
plantations have also helped in controlling soil erosion and promoting rains.
 MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY, HEADOFFICE

(The Support System to MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY, National

Campus)

The Head office of all the Mody University of Science and Technology, National Campuses is located at
Mody University of Science and Technology Campus, Lakshmangarh, Rajasthan where the dedicated team
of various departments strives to provide support and strength to all the employees across the campuses.

The Head office is also responsible for guiding and driving all the campuses as per the rules and regulations
of Mody University of Science and Technology

PLACEMENTS ACADEMICS

MODY
ADMISSIONS UNIVERSITY OF MARKETING
SCIENCE AND
TECHNOLOGY
HEAD OFFICE

ACCOUNTS
& HUMAN
FINANCE RESOURCES
 MESSAGE FROM SHRI R.P.MODYJI
Chairman Mody University of Science and Technology (Lakshmangarh, Rajasthan)

I have always been passionate about educating women because I strongly believe that they possess unlimited
potential and with the right education and encouragement, they can move mountains.

I believe that “knowledge is the beginning of spirituality “and if we can inculcate the rich Indian values,
heritage and age old traditions infused in science, a flawless character can be developed.
This led to the foundation of Mody University of Science and Technology in the University town of
Lakshmangarh, Rajasthan. The University is the Leading and foremost educational hubs for Women in the
country, with more than 10,000 women graduating from various schools since its inception.
The University is built with the objective of nurturing excellence in every woman through an experienced
faculty, world class infrastructure at the campus which is set in beautiful and secure environment.
 MESSAGE FROM PRESIDENT
(PRESIDENT MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY National Campuses)

Having served at one of the Top Ten Management Institutions in India, I can tell you that Mody University
students are comparable to the best students that I have found anywhere in terms of their behavior and
interactions with their faculty members. We have a great faculty and wonderful Deans who work tirelessly
to prepare the students for future successes.

The University has always been at the helm of educating, nurturing and positively shaping the young minds
of students who join every year. Innovation and advancement is the core of our University and we are proud
of its many achievements. Each year, research papers, articles and numerous books covering a vast array of
topics are published by our eminent faculty members. Students not only excel in academics, but also in sports
and other co- curricular activities. Our students have won laurels at various national and international
competitions and our brimming mantle bears witness to their multi-faceted excellence.

The underlying precept of Mody University is “Learning is the beginning of spirituality.” It is our unflinching
belief that enriching the minds and nourishing the souls of students is an integral part of education to ensure
their academic, intellectual and spiritual evolution. Our sprawling green campus and its serene setting, state
of the art infrastructure, high-tech laboratories aid in honing their skills and providing them with an
environment where they can learn, grow and thrive. Spirituality is in the ambience of Mody University.

We aim at being the University where students come not only to study and get exceptional placements, but
also where their imaginations fly high and their aspirations find a home. We are here because we believe
that women will lead us into a future filled with promises.
 HUMAN RESOURCES PHILOSOPHY

We recognize the contributions of the employees and treat each individual employee fairly and consistently
in all matters, with a uniform application of the following human resources philosophies:

• Human resources are best allocated to achieve optimum productivity and efficiency.
• Employees are always encouraged to well-equip themselves for the present job and future
development.
• Reward is based on merit. High performers are given priority to take up more responsible positions.
• Two-way communications between employees and the management are promoted as a means of
building mutual understanding and trust.
• Workplace safety is given top priority to protect human health and enable employees to deliver
their best performance.

EQUAL EMPLOYMENT POLICY

It is the policy of MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY to recruit the best qualified people and
to maintain a pool of human resources according to the manpower requirement and planning of the
organization.

The organization provides equal opportunity for all qualified persons and does not discriminate against any
employee or applicant for employment because of race, color, religion, sex, age, national origin, veteran
status, disability, or any other protected status.

This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all
other details and conditions of employment. The policy is to transfer or promote well performing and capable
employees to fill vacancies so that employees are provided with opportunities to widen their exposure and
further their career development within the organization.

All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training,
education, tuition assistance and recreation programs will be administered without regard to race, color,
religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with
appropriate law.

All employees are responsible for maintaining a work atmosphere free from discrimination and unlawful
harassment by treating others with dignity and respect.
 WORK CULTURE & ENVIRONMENT

We at MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY adapt a strong work culture to bring the
employees together on a common platform and motivate them to deliver their best. It is essential for the
employees to enjoy at the work place for them to develop the sense of loyalty towards it.

The organization offers a positive ambiance to the employees for them to focus on their work and follow
the organizations rules and regulations.

To create a healthy work culture:

• An employee must be cordial with each other

• Each employee should be treated as one
• Encourage discussions at the workplace
• Promote team building activities to bind the employees together

We at MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY indulge in various fun filled activities to bring
together employees and their diversified culture in building strong teams. The activities which help each
other understand their view point and nature in analyzing various situations.

The various activities performed at MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY:

• Birthday celebrations
• Fun Fridays
• Festival Celebrations

The organization aims at improving efficiency, productivity, growth and corporate ethical standards. The
employees are encouraged to feel free to ask questions, discuss suggestions, and address problems and
concerns with the management.
 MANPOWER PLANNING, RECRUITMENT AND SELECTION
MANPOWER PLAN & CONTROL

Recruitment and selection process is centralized at Head office in Lakshmangarh. Before initiating the
recruitment section procedure, an intensive manpower planning to ensure that we

 Acquires and retains the optimum number of employees with the required skills, expertise and
competence.

 Assist in optimum resources allocation so that potential manpower surplus or shortage can be
anticipated and alleviated as much as possible.

At Mody University of Science and Technology, a thorough review of the operations, structure and
manpower is conducted and the Human Resources Department reviews the recommendations and
compiles a manpower plan for the year and reviews it as and when required.

In order to optimize human resources utilization and to maintain cost effectiveness, a stringent manpower
control is exercised. Recruitment is carried in accordance with the bases of operational needs and
approved manpower plan.

Whenever an employee leaves the organization, the replacement is necessary. Where a replacement is
required, internal transfer or promotion is considered before pursuing external recruitment.

RECRUITMENT AND SELECTION

Our purpose of recruitment is to acquire the optimum number of high quality employees for the operations
and development of the organization. In order to appoint the most appropriate persons for the positions,
the potential candidates are drawn from a wide pool and equal opportunities are ensured for all
candidates.

We establish a selection committee of different compositions to shortlist and interview the prospective
candidates for the vacant positions at all levels. Our experts keep in mind various aspects in short listing the
appropriate candidate
 Academic Qualifications,
 Work Experience,
 Job knowledge and technical know- how.
 Recent Earnings
 CLASSIFICATION OF EMPLOYEES

Employees are classified into any of the following categories:

(A) REGULAR
Regular Employee is one who is employed against a regular post for an
Indefinite period, and includes an employee initially appointed on probation and has
satisfactorily completed the period of probation.

(B) PROBATIONER
Probationer is an employees who is provisionally employed on a regular post and is required to
complete the probationary period to the satisfaction of the management before regularization
of his/her appointment.

(C) PART-TIME/ADJUNCT
Part-time employee means a person who is engaged for work for less than normal working
hours. Part-time/Adjunct employees are ordinarily not entitled to the benefits provided to full-
time employees. They are allowed such benefits provided as are specifically determined by the
management.

(D) FIXED TERM EMPLOYEMENT

The tenure of employment of an employee on contract is for a specified period of time and
he/she is entitled to only the benefits specified in the contract of appointment. Such an
employee shall have no right to claim regularization of his/her employment after expiry of the
specified period. Unless terminated earlier by one month’s notice or salary in lieu thereof, such
appointment will automatically come to an end at the expiry of the specified tenure/period and
no notice or compensation will be payable.
 CLASSIFICATION OF TEACHING & NON- TEACHING STAFF

Employees are further classified into the following categories:

(A) TEACHING

(1) CORE FACULTY

The employee appointed by the organization on regular basis for teaching one or more
course papers with a teaching work load of minimum 12- 16 hours per week. They are the
ones who are also given added responsibilities to ensure the growth of self, students and the
organization as a whole. The employee is initially appointed on a standard probation period
of 12 months. They can avail the benefits of a regular employee in the organizations.

(2) VISITING FACULTY

The employee appointed by the organization on part time basis for teaching maximum 2
course papers applicable as per the semester with a teaching work load of maximum 12
hours per week. He/ she is also responsible of contributing towards the activities related to
their subjects and academic administration like, setting up of question papers and answer
sheet checked, uploading the attendance, etc. (as and when required by the management.
They are appointed for a semester at a fixed pay per hour. The existing Visiting faculties can
continue teaching in the fresh semester only if there is any requirement and with the
approval of the management for the same. They are not entitled to any benefits of a regular
employee in the organizations.

(3) ADJUNCT FACULTY

The employee appointed by the organization on part time basis as a Retainer for teaching for
the assigned course and teaching work load as per the discretion of the management. The
employees should ensure and abide by the rules and regulations thus stated by the
management for them.

(B) NON- TEACHING

(1) FULL TIME

The employee is a regular employee who works as per the directions and responsibilities
stated by the management and also maintain a minimum work timing and schedule. They
are also entitled to various benefits as of a regular employee.
(2) PART TIME
Part-time employee means a person who is engaged for work for less than normal working
hours. Part-time employees are ordinarily not entitled to the benefits provided to full-time
employees. They are allowed such benefits provided as are specifically determined by the
management.
 JOINING FORMALITIES
On the day of joining, the employee is requested to fill the requisite forms as the part of the joining
formalities. The check list as to what all documents are to be submitted while joining the organization will
be provided to the employee at the respective campuses. The hardcopy of the same has to be couriered
the very same day for official documentation purposes to the HR Department.

Once the details are sent to the HO, the other formalities including the Appointment Letter, ID card, email
id and other logins (wherever applicable) will be generated and sent to the newly joined employee within
48 hours of their joining.

EMPLOYEE RECORD AND INFORMATION

The Department of Human Resources maintains a record of each MODY UNIVERSITY OF SCIENCE AND
TECHNOLOGY employee at Head office based in Lakshmangarh. It includes information such as education,
experience, work performance, and progress. These records are carefully reviewed when an employee is
being considered for promotion, salary increase, or transfer.

In accordance with policy and applicable law, all employee records (including but not necessarily limited to
application forms and other records pertaining to hire, promotion, demotion, transfer, work schedule, layoff,
termination, rates of pay or other terms of compensation, performance appraisal, and selection for training)
kept by the organization will be preserved for at least three years from the date of the personnel action. This
does not apply to records for positions known to be of a temporary or seasonal nature.

A personnel file may contain personal data as well as employment information. The Department of Human
Resources regards this information as confidential and will release it only with the written permission of the
employee.

When the Department of Human Resources receives a request for information from agencies, stores, banks,
or other institutions, only non-confidential information such as date of employment and name of department
will be released. Confidential information such as pay rate, past earnings, home address or phone number
will not be released unless authorized in writing by the employee. The employee can also make changes in
personal data by informing and submitting the proof for the same to Human Resources Department.

An employee may schedule an appointment to review the contents of his/her file by calling the Records
Coordinator in the Department of Human Resources.
MEDICAL FITNESS

FOR EFFICIENT DISCHARGE OF DUTIES

The continuance of appointment is subject to the employee being found and remaining medically (physically
and mentally) fit. The management reserves the right to have any employee medically examined at any time
during the course of employment through a medical practitioner nominated by it to test the employee’s
physical or mental fitness necessary for the efficient discharge of the duties of his post; and a report of
medical examination will be submitted to the management, whose decision in this regard will be final and
binding. In case the employee is found medically unfit to perform the assigned job satisfactorily., he/she will
lose lien on the job.

In case a employee is found suffering from an infectious disease or protracted illness and/or remains
habitually irregular in attendance, the management shall have the right to terminate his/her services without
notice.

INCAPACITATION

In Case a employee is incapacitated by reason of illness, accident or any other cause and cannot perform
his/her duties, the management may, at its sole discretion, grant leave for a reasonable period on full pay,
or half pay or without pay, or terminate his/her services.

DATE OF BIRTH

Every employee will indicate his/her exact date of birth at the time of entering service of the organization.
The age mentioned in the Matriculation/Higher secondary Certificate/School Leaving Certificate will be the
conclusive proof of the date of birth. Where the date of birth is not available but the year of birth is only
established, 1st July of the said year shall be taken as the date of birth. After the declaration of age and
acceptance of the same by the organization, it shall be legally binding on the employee and no revision of
age shall be allowed to be made, at a later date for any reason or purpose whatsoever.

RESIDENTIAL ADDRESS

Every employee is required to indicate his/her residential address at the time of entry and thereafter
promptly communicate any change in the said residential address. Accordingly, for service of any notice or
communication, he/she will be informed by ordinary post or through Courier at the latest residential address
available in the service record. A copy of the letter may also be posted on the Notice Board which shall be
considered to be sufficient service on the employee. No employee will refuse to accept personal delivery of
any communication addressed to him/her by the Organization.
VERIFICATION OF EMPLOYEE PARTICULARS

An employee is offered appointment on the belief that the particulars furnished in his/her
application/personal data form and otherwise are factually correct and nothing material has been concealed.
In case it is subsequently found that material information furnished therein is false, or that some relevant
facts have been concealed, suppressed or withheld, the appointment may be considered null and void ab
initio. In that eventuality, the management may terminate the employee’s service, forthwith without any
notice and may recover the payment made towards his/her remuneration during employment.

TERMS AND CONDITIONS OF SERVICE

Every employee of the organization shall be bound by the Statutes, Ordinances and service regulations for
the time being in force in the organization.
 ADHERENCE TO MANAGEMENT’S PHILOSOPHY

The management expects employees at all levels to maintain absolute integrity and devotion of duties, and
to work with a high standard of imitative, efficiency and economy; and conduct themselves in an exemplary
manner so as to enhance the image of the organization for its Growth into the most sought after organization
to work for. An employee holding a supervisory post shall take all possible steps to ensure the integrity and
devotion to duty of all employees for the time being under his control/authority.

All employees are expected to ensure that they comply with tax, exchange control and other legal
requirements as applicable to them at all times. As employees of the organization of outstanding integrity,
they should take care that their actions do not reflect adversely on the reputation of the organization and
the highest ethical standards are followed always. They are also expected to comply with all laws and
regulations concerning environmental protection and actively engage in educational activities related to
environmental protection and efficient use of resources and energy.

All employees are reminded of certain sensible measures which they should take to ensure that they never
breach the confidence places in them by the management and upon which are entitled to rely. The nature of
work of the organization is not a matter to be discussed generally.

They should re employee that they have access to certain information because the management trusts their
discretion. They should do nothing to injure their trust.

It is also important to communicate ideas, suggestions, personal goals or problems, as they affect the
employee’s and the organization’s performance.

The organization encourages all employees to bring forward their suggestions and good ideas about making
it a better place to work and enhancing service to the community.

An employee who sees an opportunity for improvement is encouraged to talk it over with management. All
suggestions are valued.
 SAP SOFTWARE
(MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY INTRANET ZONE)

Mody University of Science and Technology is one of the most Hi-tech organizations. We provide with a
special intranet facility to all the employees, students and parents for various purposes. The various features
of SAP Software are:

• Employee Details
• Employee Attendance
• Online Timetable
• Uploading of Student Attendance
• Online Tracking of Classes
• Uploading of Internal Assessment
• Syllabus & Course material
• Exam Admit Cards and Results
• Online fee bills and receipts
• Online registration and re-registration of Admissions
• Faculty feedback
• Access to online journals
• Suggestions/ Complaint box
• Quizzes/ opinion polls
• Discussion forums
• Alumni Details
• Past & Current Events

Each employee is provided with the individual login Ids for help them get well versed with this software.
 WORK TIMINGS

HOURS OF OPERATION AND WORK SCHEDULE

All the employees have to complete stipulated hours of work. The work timings and schedule for teaching
and non- teaching.

Certain employees may be assigned to different work schedules and/or shifts outside of normal office hours.
Full-time professional/administrative positions are expected to be on time; in many cases, however,
additional hours may be necessary in order to satisfactorily fulfill the requirements of a job.

For occasional late arrival or early departure information and permission has to be taken by the supervisor.

For Dean/ Director/ Campus Heads - Monday to Saturday 9:00 am to 6:00 pm.

For Faculty Members – Monday to Saturday 9:00 am to 5:00 pm

For Marketing/ Counselors - Monday to Saturday 9:30 am to 6:30 pm

For Admin Person- Monday to Saturday 9:30 am to 6:30 pm

Lunch Break- All the employees will be provided with an hour lunch break

Compensatory off- it can be availed only for working on Sunday’s and the same needs to be availed within
one months’ time with the date of working.

All Faculty and Staff members including Director/ Dean/ Campus Heads should be present on all Events
held on any Sunday.

TEACHING LOAD: The workload of Faculty employee in regular full-time employment should be between 12-
16 hours per week. The fulltime regular faculty also has to participate actively in the execution of other
administrative work/activities of the campus.

The Head of the Institution has to take a teaching load of minimum 6-8 hours per week

However, a relaxation of two hours in the workload may be given to the Professors who are actively involved
in Research, extension and Administration activities.
 LEAVE POLICY

LEAVES: The discretion of granting leaves is reserved to the authority empowered to sanction leaves. The
concerned authority reserves the right to refuse or revoke leave at any time according to the exigencies of
the organization work.

Casual Leaves:

Every Employee will be eligible for 12 days casual leaves in a calendar year on the completion of one month
of joining the service, hence the employees is not eligible for any leave in the first month of the service.

On completion of one month of service, one leave will be credited to the employee per month, which if not
availed, can be accumulated and clubbed together.

Maximum of three days casual leave can be taken at a time, provided that the leave is due to the individual
employee.

Casual leave may be taken in terms of ½ day, for the first or the second half of a day, the first half ending
with the conclusion of the lunch interval and the second half beginning with the commencement of the lunch
interval.

Casual Leave will not be granted in combination with any other kind of leave with pay. Unveiled CL cannot
be carried forward to the next calendar year. The casual leave not availed upto June 30 th will lapse.

Privileged Leave:

Privileged leave can be availed on full pay and allowances only after the employee has completed six months
of continued service maximum earned leaves given to an employee is 24 days in a year starting from their
date of joining. The following parameters have to be kept in mind while availing the privileged leave

Privileged leave can be taken for minimum 1 day and maximum of 15 days and should not be taken for more
than three times in a calendar year.

In case the earned leave is taken on Friday / Saturday (wherever applicable) and Monday and/or before and
after the vacation, the period of vocation will be reckoned as leave in calculating the maximum amount of
leave.

Privileged leave at the credit of the employees shall not accumulate beyond 50 days.
Maternity leave:

Confirmed female employees will be eligible for grant of Maternity leave.

Maternity leave on full pay would be admissible to female employees for a period not exceeding 90 (ninety)
days (45 days before child birth and 45 days after child birth, in case the leaves taken before the child birth
is less than 45 days the remaining days will be carried forward after child birth) from the date of
commencement, on product of the requisite medical certificate. Such leaves would not be admissible on not
more than two occasions in the entire service, provided the number of surviving children does not exceed
two.

During the period of such leave, the leave salary will be equal to the salary drawn immediately before
proceeding on maternity leave.

Maternity benefits will only be given to an employee who has completed one year of service with the
organization.

Maternity leave can be combined with any other leave except casual leave if supported by Medical certificate.

The eligible female employee has to submit requisite medical certificate for grant of the maternity leave. She
also has to give an undertaking that she will not work with any establishment during the period she receives
maternity benefits, however will call for strict action if found otherwise.

Study Leave:

Study leave without pay shall be granted to teachers after continued services of two years to the organization
to pursue a special line of study or research directly related to his or her wok in the organization or to make
special study of various aspects of university organization and methods of education, subjects to the
conditions that are:

a. The Study leave has to be applied at least six month in advance and can be availed after approval
from the campus Head and head office
b. The subjects has relevance to the sphere of duties of the employee concerned
c. The purpose of the study/training should be distinct advantage from the point of view of
organizations interest and would significantly enhance the employees efficiency
d. The maximum tenure of study leave would be one year and study leave would not be granted for
more than two times during the entire career with the organization
e. The study leave cannot be merged with any other leave provided to the employee
f. After the leave has been sanctioned, the faculty/teacher shall execute a bond in favour of the
organization. Binding him/her in the form of an affidavit to serve the organization continuously for
next two years.
Sabbatical Leave:

Confirmed full time teaching and non-teaching who have completed five years of continuous service can avail
non paid sabbatical leave

The approval for the sabbatical leave has to be taken from the campus head and head office at least three
month in advance or prior through special permission

The duration of the leave shall not extend beyond six months.

A teacher who has availed study leave would not be entitled to avail sabbatical leave

The sabbatical leave shall not be granted until after the expiry of five years from the date the employee
returns from the previous sabbatical leave.

Leave for Adjunct Employee:

Every Adjunct Employee will be eligible for 12 days casual leaves in a calendar year on the completion of one
month of joining the service, hence the employees is not eligible for any leave in the first month of the service.
He /she are not eligible for any other leaves or benefits as for full time employees.

Leave taken for one working day will be counted as one full day casual leave.

HOLIDAYS

The campus wise list of National and other holidays will be intimated at the beginning of the year. No other
holiday will be sanctioned beyond the list approved by the HO. Any holiday with regards to bandh, elections,
etc. can only be availed only after the approval from HO. The holiday so availed on a working day will be
compensated by full day working on the preceding Saturday with the scheduled time table.
 SALARY
Every employee is entitled to the salary that is fixed as per the offer letter or appointment letter of the
organization.

The various heads on which the Gross Salary of each employee is based is:

 Basic
 HRA
 Conveyance
 Medical
 PF*
 ESI*
 Special allowances
 Gratuity*
 Income tax (wherever applicable)

*PF, ESI & Gratuity deductions are done as per the law

Attendance and Salary Cycle

The attendance for preparation and release of salary is taken on monthly basis. The salary is prepared
monthly with reference to the attendance records of each employee.

 Full Time Employees/ Contractual Employees- The attendance taken into consideration for
preparation of Salary for a month is from 1st of present month to 30th or 31st of present month.
The salary is also released on the basis of attendance cycle.

 Part Time
(a) Adjunct Employees: The attendance taken into consideration for preparation of Salary
for a month is from 1st to last day of the month. The salary is also released on the basis
of attendance cycle.

(b) Visiting Faculty: The remuneration which is fixed on per session is released on the basis
of the number of sessions from 1st to last day of the month.
CONFIDENTIALITY OF SALARY INFORMATION

Salary information is strictly confidential. Only the individual employee, his Head of the Institution or his/ her
immediate reporting Head and employees who process salary and benefit administration will have access to
the employee's salary information. Employees should not disclose their salaries to persons other than their
Head of the Institution or his/ her immediate reporting Head. Employees who have access to salary
information in the course of their duties handles the information with extreme care to ensure confidentiality.
 ANNUAL APPRAISAL

Annual increment may be granted to each employee as a matter of course from 1st of the month (if date of
joining is before 15th else it is applicable from next month onwards) in which it falls due, unless it is with-
held or postponed if his/her performance (work and conduct) has not been good/satisfactory, in the opinion
of the competent authority. No increment shall, however be with-held without assigning the specific reasons
in writing. An employee shall have the right to appeal to the higher authorities against the decision to
withhold his annual grade increment. We are rigorously trying to follow the PBAS system (Performance
Based Appraisal System) for teaching staff as per the governed by UGC.

Provided that over and above the normal annual increment, the management may grant special
pay/allowance or perks based on exceptional performance appraisal report of the employee.
 PROMOTIONS AND TRANSFERS

In filling positions at MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY, preference is given whenever
possible to qualified persons currently employed at the MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY,
with factors such as ability, experience, potential for growth, and the affirmative action goals taken into
consideration. Employees are encouraged to express interest in positions for which they believe they are
qualified.

A promotion is a change from one position to another (either in the same office or in another office). A
promotion normally, but not necessarily, is accompanied by an increase in salary.

A transfer is defined as a change from one position to another within the same classification level and
salary range and normally does not include an increase in salary.

To be eligible for a promotion, a person must have completed at least the probationary period.
 RESIGNATION, TERMINATION AND REHIRE POLICIES

Notice by the Individual

A staff employee should submit adequate written notice to his/her supervisor before voluntarily leaving
MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY.

Teaching staff whose responsibilities are determined are expected to fulfill their commitments before
separating from the organization.

Employees who have completed one year of service are expected to provide a minimum of one month's
notice. More advance notice may be appropriate for senior level positions and teaching staff

NOTICE BY THE MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY/TERMINATION

The termination of an employee for cause by MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY is generally
the result of an individual's inability to attain the required level of performance in the job, failure to comply
with required policies and procedures or standards of professional behavior applicable to employment, or
repeated failure to perform required duties. Any termination must be approved by the Vice President for
Human Resources, or his/her designee, and must be in accordance with established policies and procedures.

ABANDONMENT & AUTOMATIC TERMINATION:

1. If a employee remains absent from duty without prior permission for a period
exceeding eight consecutive working days, the management will draw an irresistible
presumption that by remaining absent continuously and unauthorizedly, he/she has thus
abandoned the job. Such abandonment of service shall be treated as resignation from the
service and not as termination by the university; and the employee will also be liable to pay one
month’s salary in lieu of notice (if applicable as per the terms & conditions of appointment),
which may be deducted from his/her salary or other dues. Provided, however, the said
employee returns within fifteen days and gives proper explanation for his absence to the
satisfaction of the management, the lapse may be condoned and he/she may be re-employed in
his post with/without continuity of service, entirely at the discretion of the management; and
the employee shall have no right to any claim, or challenge the discretion of the management in
this regard.
2. In the event of an employee remaining absent in excess of the period of leave originally granted
or subsequently extended, he will lose his lien on appointment, unless he returns within eight
days (including holidays/weekly off, etc. as also the period for which leave though applied has not
been granted) and gives acceptable explanation to the management of his inability to return
immediately after expiry of the leave period.
REHIRE

Employees who leave MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY in good standing and later wish to
return are eligible for consideration for rehire provided an appropriate position is available. A previous
employee who is rehired will not be given credit for prior service for purposes of leaves, vacation eligibility
and other pertinent.

RELIEVING FORMALITIES

1. The employee will hand over the charge together with all the property/ material of the
organization in his/her possession, custody or charge at the time of cessation of employment,
such as identity card, data-bases, files, books, magazines, reports & records,
Documents, manual, audio/video tapes, floppies/discs, tools, instruments, etc, before the last
payment of outstanding wages is released. The value of all shortages and/or damages to any
property shall be recoverable from him, including adjustment against whatever dues are
payable to him. The employee will be required to compensate the management for all
losses/damages caused by him to the official promises and all movable property therein.

2. At the time of leaving services, the employee shall have to obtain a “No Dues Certificate” From
the entire concerned department. Accounts department will finally settle his/her account
Only after submission of this certificate.

3. Failure to comply with any of the above provisions shall entitle the management to withhold
The employee’s due to make appropriate deductions therefrom, and to take such other action
as may be deemed fit, which also includes the initiation of legal proceedings in the court of law.
MEDICLAIM POLICY
 BUSINESS EXPENSE REIMBURSEMENT

The organization will reimburse employees for expense, which is directly related to include: travel
expenses, office supplies, and mileage incurred while traveling on work. Employees must submit
receipts for all expenses. Employees should consult with their manager prior to business trips to
confirm eligible and approved expenses.
 PROFESSIONAL STANDARDS AND BUSINESS ETHICS

We, at Mody University of Science and Technology assume that those associated with the institution will
conduct themselves ethically and in accordance with what are generally accepted as "standard business
practices”. Being one of the largest education institutions we are liable to set examples and requires every
individual associated with the institution to demonstrate and exercise a high degree of personal
responsibility, integrity, and sound judgment.

Each employee should be familiar with the policies and procedural guidelines that cover his/her
responsibility. This requirement will vary significantly depending on the employee's position.

It is hoped that by clearly setting forth the standards of behavior that the Mody University of Science and
Technology expects from its employees, any misunderstandings will be minimized, and any questionable
situation can be brought to the attention of the responsible administrator and resolved.

Any employee who has a question about these issues, or the policies governing them, that cannot be
answered by his/her supervisor is encouraged to direct the question to Human Resources Department based
at Lakshmangarh Headoffice.

MISCONDUCT

If during the period of service, the management comes to the conclusion that an employee has committed
any misconduct, his/her services are liable to be terminated. Without prejudice to the generality of the term
misconduct, the following acts of omission and commission shall be treated as misconduct

1. Theft, fraud, dishonesty or misappropriation in connection with the business or property of the
organization or of property of another person in the office premises
2. Willful insubordination or disobedience, whether alone or in combination with others, of any
lawful and reasonable order of the superior executive in connection with the organization’s work.
3. Habitual absence without leave or overstaying the sanctioned leave without sufficient grounds.
4. Habitual negligence or neglect of work including slowing down of work.
5. Habitual late or irregular attendance.
6. Interference or tampering with any devices installed in or about the premises of the organization,
or willful damage to any property of the organization.
7. Furnishing false information regarding name, age, father’s name, qualifications, previous service
or any other matter germane to the employment, at the time of employment or during the course
of employment.
8. Drunkenness or riotous or disorderly behavior in the office premises or outside such premises
where such behavior is related to, or connected with, the employment.
9. Gambling within the office premises
 10. Smoking within the office premises where it is prohibited.
11. Sleeping or dozing while on duty.
12. Commission of any act which amounts to a criminal offence involving moral turpitude.
13. Commission of any act which is generally subversive of discipline or good behavior.
14. Breach or violation of the rules, regulations or orders applicable to the employee.
15. Commission of any act of sexual harassment of female employees such as physical contact and
advances, sexually colored remarks, showing pornography, sexual demand and any other
unwelcome physical, verbal or non-verbal conduct of sexual nature.
16. Abetment, or attempt at abetment, of any act which amounts to misconduct.
17. Obtaining or attempting to obtain leave of absence on false pretext.
18. Refusal to work on holidays or on off-days when required to do si in the exigencies of the
Institute’s work.
19. Breach of confidentiality or loss of confidence by an act against the interests of the organization.
20. Absence from work-place without permission of the HOD.
21. Interference, tampering with records, attendance register, etc =either pertaining to himself or to
any other employee.
22. Willful non-cooperation with fellow employees for proper discharge of duty at any time.
23. Not wearing the complete uniform provided by the management, if any. During working hours,
or wearing the uniform improperly while on duty.
24. Eve-teasing or sexual harassment in the Institute’s premises, or transport provided by the
employer, if any.
25. Attempting to obtain any benefit under false pretext, or by making false statements.
26. Refusal to accept any communication/order from the management either in person, or by post.
27. Interfering in the work of any other employees and/or the management.
28. Willful slowing down the performance of work, or abetment or instigation thereof.
29. Going on, or participating in an illegal strike or abetting for the same.
30. Copying or otherwise taking the extracts of official documents without permission.
31. Any other act or omission subversive of discipline or prejudicial to the interest of the
University/Institute.

Note: The above instances of misconduct are illustrative in nature and not exhaustive.

DISCIPLINARY ACTION

1. Breach of any of the service conditions will be considered as misconduct, for which the competent
authority may issue a Show Cause Notice to the employee concerned to explain his/her conduct.
 2. In case the employee’s reply is not found satisfactory, the competent authority may initiate
disciplinary proceedings against the delinquent employee. For this purpose, the HOI or head of
authority would be competent authority.

PROBATIONARY PERIOD

The first twelve months of employment for teaching/non teaching employees are considered a probationary
period. During this time, work performance is regularly monitored and assessed in order to determine
whether or not continued employment status should be granted. A new employee who does not perform
satisfactorily, according to MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY standards, and/or does not
conform to the terms and conditions of employment at MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY,
may be terminated after he/she has been given notice in writing.

ABSENCES AND LATE COMING

Regular attendance is essential to the Company’s efficient operation and is a necessary condition of
employment. When employees are absent, schedules and commitments fall behind, and other employees
must assume added workloads.

Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as
scheduled, employees must call their manager before their starting time. If the manager is unavailable, a
message should be left. If the absence is to continue beyond the first day, the employee must notify their
manager on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is
absent.

Each supervisor is responsible for keeping accurate records of an employee's absences and of sick leave
earned and taken. MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY reserves the right to request a
medical examination or doctor's certificate during or following an illness and through examination of the
same by the doctors on panel of the organization.

TELEPHONE AND COMPUTER USE POLICY

The employees should limit their personal use of the telephone and computer during office hours. The
telephone and email system has not only been installed to ensure smooth working of the organization but
all messages sent by or received on those systems is considered as company documents. The Company
reserves the right to access and to disclose the messages that are send or receive on the voice mail or e- mail
systems. Employees should also be aware that “deleted” messages from the computer screen may not
actually be deleted from the e-mail system. Employees who abuse this policy are subject to disciplinary
procedures up to and including termination.

SMOKING POLICY

The Company maintains a non-smoking policy within the office. Employees should smoke only in those areas
of the building which are smoking designated.
DRESS CODE POLICY

The Company maintains a business working environment. All employees should use discretion in wearing
attire that is appropriate for the office and student interaction.

SAFETY POLICY

The Company is sincerely interested in the safety and well being of our employees. The Company will make
every effort to keep the office equipment in excellent condition and make sure that all safety devices are
working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident
or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt
medical attention is provided.

DRUG AND ALCOHOL POLICY

The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug
and alcohol problems result in unsafe working conditions for all employees and customers. The Company is
committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and
alcohol use.

Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled
substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of
such substances, will be subject to disciplinary action up to and including dismissal and referral for
prosecution.

BASIC OBLIGATIONS TOWARDS THE ORGANIZATION

1. Personal Conduct
From the very first day, every employee is a representative of the University. His personal
appearance, actions and the impressions made- both during and after business hours- are
important to his/her advancement and to the continuing development of the University’s image
and reputation.

While there are no rigid rules for personal behavior, there exists a standard for personal conduct
for every employee connected with the University and it can be maintained by exercising good
taste, good judgment and moderation at all times. A suitable business dress that is consistent with
our profession should be worn during official hours. This again implies good taste and judgment
and suggests a dress that is neat and avoids ostentation or garishness.

2. Harassment of Female Employees

 All employees shall strictly refrain from sexual harassment of any female employee and endeavor
to prevent and deter the commission of any act of sexual harassment in the work- place. In case
any incidence of any such act comes to his/her knowledge, the employee shall take all steps
necessary and reasonable to assist the affected person in terms of support and preventive action
and report the matter to the appropriate authorities.

3. Secrecy Maintenance Agreement

Except to his/her direct superior authority, a employee will not give out to any person any of the
administrative and/or organizational matters of confidential/secret nature which it may be
his/her personal privilege to know by virtue of being a employee of the University. All books,
records and articles belonging to the University shall remain in the office premises and it will be
ensured that these are safely kept and maintained at the proper place. No record will be removed
from the premises to any other place without the prior permission of the management.

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

4. Acceptance of Outside Assignment

During the period of employment with the University, every employee will devote his/her entire
time, attention and abilities exclusively to the performance of the assigned duties; and will not
undertake any other direct/indirect business, work or assignment- honorary or remuneratory- or
any further studies, examination or external academic course (including part-time or
correspondence) except with prior permission of the management. The employees will, in all
respects, obey and conform to the management’s orders and put in their best endeavor to
promote the interest of the organization.

5. Taking Part in Politics and Elections

a. No employee shall take active part in politics so as to cause interference in the discharge of
his duties nor shall he in any manner associate himself with any movement or organization
which is, or tends directly or indirectly, to be subversive of law and order, or the interest of
the University education.
b. No employee shall, without previous information to the Vice Chancellor stand for election or
accept nomination to any local body, legislature of the State or Parliament, nor shall he, in
 any manner force his subordinates or his students against their will for canvassing of his
election.

6. Demonstrations and Strikes

No employee shall engage himself/herself or participate in any demonstration or strike which is
prejudicial to the interest of the University, or to the interest of public order, decency or morality.

7. Joining of Association By Teacher

No faculty shall join or be a employee of an association, the objects and activities of which are
prejudicial to the interest of the University or the sovereignty and integrity of India.

8. Criticism of University, College or Government

No employee shall in any electronic broadcast or any document published anonymously or in his
name, or in the name of any other person, or in any communication to the press, or in any public
utterance, make any statement or express an opinion:
a) Which is in nature of character assassination, reflection on the personal life of his superiors
b) Which is in nature of criticism of an individual as distinct from policy decision
Provided that nothing in this rule shall apply to any statement made or views expressed by a
faculty in his official capacity, or in the due performance of the duties assigned to him, on
academic matters.

9. Articles/talks/Interviews, etc
While all employees are encouraged to write articles, participate in professional forum and give
talks on professional subjects, they should discuss the details with their HOD in advance and
ensure compliance with the guidelines. In all matters connected with the media, they should first
consult their HOD. Unless authorized by the management, no employee is permitted to interact
with the media, on behalf of the organization.

10. Office Property

Each employee is expected to take proper care of all office property, equipment, papers or files.
He/she should not take any office assets, books or working papers away from the office without
approval of HOD. In such cases proper care should be exercised for their safety and
confidentiality. The office is not responsible for any loss of personal effects, including cash, of
any employee.
REDRESSAL OF GRIEVANCE

1. Any complaint arising out of employment including that relating to unfair treatment, or wrongful
exaction on the part of the organization or its authorized representative, shall be addressed to
the appropriate authority/HOD concerned for redressing the grievance through proper channel.
The employee shall not forward advance copies of his representation to any higher authority,
unless the lower authority has rejected the claim, or refused, or disposal of the matter is delayed
by more than one month.
2. No employee shall be signatory to any joint representation addressed to the authorities for
redressal of any grievance or for any other matter.
 CONTACT DETAILS- MODY UNIVERSITY OF SCIENCE AND TECHNOLOGY- HO

Department Name Landline Nos. Email ID

President
Director
Academics
Director
Administration
Registrar

Events

Coordinator
Placements &
HR
Placements

HR

Admissions

Academics

Marketing
ANNEXURE