Heritage Institute of Technology

(A Unit of Kalyan Bharti Trust)

SERVICE RULES

(As amended, 2010)

 CONTENTS

CHAPTER 1 PREAMBLE … 01

CHAPTER 2 APPOINTMENTS … 02

CHAPTER 3 PAY SCALES AND ALLOWANCES … 05

CHAPTER 4 LEAVE RULES … 06

CHAPTER 5 REIMBURSEMENT OF EXPENSES ON TOUR.. 12

CHAPTER 6 JOB RESPONSIBILITIES … 14

CHAPTER 7 CONDUCT, DISCIPLINE & REVIEW RULES… 20

APPENDICES

SCHEDULE A QUALIFICATIONS FOR VARIOUS TEACHING & ... 01

NON-TEACHING POSITIONS AT HIT

SCHEDULE B DESIGNATIONS & SCALES OF PAY ... 11

SCHEDULE C JOB RESPONSIBILITIES OF TEACHERS ... 14

SCHEDULE D(i) FORMAT FOR LETTER OF APPOINTMENT ... 16

SCHEDULE D(ii) FORMAT FOR LETTER OF CONFIRMATION ... 18

SCHEDULE E GRIEVANCE HANDLING PROCEDURE ... 19

SCHEDULE F FORMAT FOR INDEMNITY BOND ... 20

SCHEDULE G COMPOSITION & POWERS AND FUNCTIONS ... 22

OF THE FACULTY COUNCIL

SCHEDULE H COMPOSITION & POWERS AND FUNCTIONS ... 23

OF THE DEPARTMENTAL ACADEMIC COMMITTEE

SCHEDULE I LIST OF FESTIVAL HOLIDAYS ... 25

 Heritage Institute of Technology, Kolkata : Service Rules

CHAPTER 1 : PREAMBLE

1.1. Short Title and Commencement :

(i) These rules shall be called the Heritage Institute of Technology Service Rules, as amended.

(ii) These amended Rules shall come into force with effect from 1st July 2010.

1.2 Scope :

These rules shall apply to all employees of the Heritage Institute of Technology.

1.2. Definitions :
In these rules, unless there is anything repugnant in the subject or context,

(i) ‘Institute’ means ‘Heritage Institute of Technology’

(ii) 'BOG' means the Board of Governors of the Institute

(iii) ‘Director’ or 'Principal' means the Director or Principal of the Institute

(iv) ‘Employee’ means any person appointed by or deputed to the Institute as an employee and includes all
categories of staff, unless otherwise specified

(v) ‘HOD’ means Head of the Department of any academic discipline

(vi) ‘DC’ means Departmental Coordinator

(vii) ‘SH’ means Sectional Head of any non-academic function

(viii) ‘Competent Authority’ in relation to exercise of any such powers under these Rules means the
BOG/Director/Principal or any authority to whom such powers are delegated by the BOG/Director/Principal

(ix) ‘Appointing Authority’ shall mean the BOG of the Institute and Director/Principal of the Institute or another officer
authorized for the purpose

(x) ‘Lien’ means right of any employee whose services have been confirmed, to hold a post substantively on
termination of period of authorised absence

(xi) ‘Academic Year’ means a period of twelve months beginning on the first day of July in each calendar year

(xii) ‘Pay’ means an employee’s gross monthly earnings from the Institute, which includes all admissible
allowances.

1.3 General :

(i) The Service Rules are confidential between the Institute and its Employees and are applicable on joining the
services of the Institute.

(ii) The authority to administer these Rules shall vest with the BOG/Director/Principal and/or the Competent
Authority as delegated

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(iii) The terms contained in the Rules are for guidance and may not cover all eventualities. In case of doubt,
reference should be made to the Chairman, BOG and his decision shall be final and binding.

(iv) All rules, regulations, terms and conditions of service mentioned herein and contained in the following chapters
are subject to revision from time to time.

(v) Any amendment to the terms and conditions of service recorded herein will require the approval of the Board of
Governors (hereinafter called BOG) except in such cases where the Director/Principal is so authorized by the BOG.

(vi) The BOG reserves the right to add, modify amend or withdraw any of the rules as deemed fit and all such
revisions shall take effect from the date stated therein.

(vii) These Rules supersede all existing instructions on the subjects covered in the Service Rules.

NOTE: Any expression in these rules denoting masculine gender includes feminine gender also and a singular
noun includes plural noun and vice versa if the context so requires.

CHAPTER 2 : APPOINTMENTS

2.1 Notice inviting Applications :

For initiating the process of recruitment, the Institute shall normally advertise the post in leading newspapers and,
wherever necessary, may request employment exchange / placement consultants for sending name of the persons
eligible for the post. The requisite qualifications and experience for faculty and staff shall be as per AICTE norms,
as detailed in Schedule – A, shall be followed. The Competent Authority at its sole discretion may also authorize
screening of applications, holding of selection tests and interview for appointment as may be considered fit and
proper for different category of vacancies. However, the BOG may appoint experienced and highly competent
experts (academicians and executives) as Advisors / Adjunct Professors / Emeritus Professors or in Administration
for growth and development of the Institute.

2.2 Procedure for Selection :

All appointments to any post in the Institute shall be made by the Director or Principal generally on the strength of
recommendations made by the Selection Committee constituted for the purpose by the BOG as per norms of
AICTE, West Bengal University of Technology and Government of West Bengal.

a) Selection Committee for teaching staff shall comprise the following members :

(i) Chairman of the BOG or his nominee - Chairman

(ii) Director/Principal of the Institute – Convenor

(iii) Head or DC of the concerned academic department or his nominee not below the rank of a Professor

(iv) A nominee of the West Bengal University of Technology not below the rank of Professor in a Technical Institute

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(v)
a) For Assistant Professor :
Two subject experts, not holding any office of profit in the Institute, out of which one must be present
b) For Associate Professors / Professors :
Three subject experts, not holding any office of profit in the Institute, out of which two must be present

(vi) A nominee of AICTE not below the rank of Professor

b. Selection Committee for all other categories of staff shall comprise the following members :

(i) Chairman of the BOG or his nominee – Chairman

(ii) Director/Principal of the Institute or his nominee – Convenor

(iii) Two experts of the relevant functional area, not holding any office of profit in the Institute, from Government
Departments, Government undertakings, Institutes of Higher learning and Industrial houses.

(iv) A senior teacher of the concerned department in case of technical staff.

c) Quorum for any meeting of the Selection Committee shall be 1/3rd of the total number of members of the
Committee plus one.

d) In case of any difference of opinion amongst the members of Selection Committee on any issue, it shall be
referred to the Director/Principal whose decision shall be binding on all concerned.

2.3 Adhoc Appointments :

Adhoc appointments may be made against permanent posts depending on exigencies of Institute’s work for a
period of not exceeding one year. Such appointments, unless ratified by the Selection Committee within a
reasonable time, shall automatically be treated as null and void after the expiry of the stipulated period.

2.4 Temporary Appointments :

Temporary appointments may be made to cater to the specific non-routine requirements of the Institute for a period
of not more than six months. However, such appointments may be renewed for another term of six months if the
Appointing Authority is satisfied about the performance of the incumbent and the need for such extension .

2.5 Visiting Professor / Adjunct Professor / Emeritus Professor :

The Director/Principal, in consultation with the Chairman of BOG, may appoint Visiting Professor/Adjunct Professor
/ Emeritus Professor for a limited period, against honorarium to be mutually agreed upon.

The Director/Principal, whenever the need arises, may appoint Guest Faculty/ Part-Time Faculty, fulfilling minimum
AICTE norms, for conducting theoretical / laboratory /workshop classes against honorarium to be decided upon by
the Competent Authority provided, however, that all such appointments shall be duly reported in the next meeting
of the Board of Governors for approval

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2.6 (a) Age :The age of a person at the time of his joining the service of the Institute shall not be less than 18 years. The
upper age limit for any particular post shall be as per AICTE / Institute norms. Every employee must declare on his first
appointment, his date of birth according to the Christian era and produce confirmatory evidence like school leaving
certificate or birth certificate issued by Municipality/Corporation in original for verification by the Institute. The date of birth
once declared and admitted shall not thereafter be altered on any ground whatsoever.

2.6 (b) Residential Address and Telephone No. :

An employee shall promptly communicate to the Institute any change of residential address and/or telephone
number / mobile number and/or email ID.

2.7 Probation :

2.7.1 Unless otherwise specified, all appointments against permanent posts will normally be on probation for a
period of one year, or as stipulated by subsequent AICTE notification. For format for letter of appointment, vide
Schedule D(i).

2.7.2 The period of probation may be extended or curtailed in individual cases as considered necessary by the
Appointing Authority. Each extension of probationary period, where considered desirable, shall be for a period up
to six months and not more than two extensions shall be allowed whereafter, probationary services of the employee
would stand dispensed with.

2.7.3 However, in exceptional cases, the Chairman on the recommendation of the Director/Principal may waive the
probationary period of an incumbent.

2.8 Confirmation :

On satisfactory completion of probation, an employee shall be considered for confirmation. He will not be regarded
as having been confirmed until a letter of confirmation, specifying the date of confirmation has been issued to him
by the appointing authority or by any officer authorized for the purpose after reviewing his performance during the
probationary period. For format for letter of confirmation, vide Schedule D(ii)

2.9 Promotion :

2.9.1 Promotion in respect of members of faculty would be in tune with the guidelines of Career Advancement
Scheme (CAS) formulated by the AICTE.

2.9.2 Promotion in respect of all other categories of employee shall generally be as per the State Government
norms in regard to promotion / Career Advancement Scheme.

2.10 Termination of / Resignation from service :

(i) The Institute reserves the right to terminate the services of any employee by giving due notice in writing, without
assigning any reason or by paying the Notice-Pay for the equivalent period, including all allowances, in lieu
thereof.

(ii) The Institute shall have the right to dismiss an employee summarily without any compensation whatsoever,
should the employee be found guilty of breach of trust, insobriety, addiction to drugs, dishonesty, plural marraige,
loss of mental balance, found guilty of sexual abuse, neglect of duty or conduct considered detrimental to the
interests of the Institute.

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(iii) An employee also reserves the right to resign from the services of the Institute by giving the Institute one month
notice in case of probationers and three months’ notice in case of confirmed employees, as applicable, in writing or
by paying equivalent salary including allowances, in lieu thereof. Faculty members and members of technical staff
are normally not allowed to leave the services in the Institute during the continuance of a semester. Legal steps may
be taken in case an employee leaves without notice.

2.11 Superannuation :

All employees would superannuate as per AICTE / Institute norms and the retirement benefits on superannuation
will be in terms of the Institute rules in this regard which would be in force from time to time.

2.12 Transfer :

An employee may be transferred according to the exigencies of work from one department/ section to another or
from one station to another or from one Institute to another under the same organisation.

2.13 Secrecy :

No employee shall take any papers, books, drawings, instruments, documents or any other property of the Institute
out of the Institute premises except with the written permission of the Competent Authority, nor shall he, in any way,
pass or cause to be passed or disclose or cause to be disclosed any information or matter concerning the operations
of the Institute without the written permission of the Competent Authority.

2.14 Exclusive Service :

An employee shall not, at any time, work against the interests of the Institute and shall not take any employment in
addition to his job in the Institute without the written permission of the Competent Authority.

2.15 Grievance Redressal :

All complaints arising out of employment including those relating to unfair treatment, wrongful application of the
terms and conditions of the service, harassment and inter-personal co-ordination, shall be redressed through the
grievance handling procedure mentioned in Schedule E of these Service Rules.

CHAPTER 3 : PAY SCALES AND ALLOWANCES

3.1 (a) Pay Scales :

An employee on his appointment to a post in the Institute shall be placed in appropriate scale of pay which shall be
as follows :

i) For Teaching Staff - AICTE scales of pay

ii) For other categories of staff - Institute Scale of Pay

Designations for various categories of staff and corresponding pay scales are detailed in Schedule – B.

(b) Consolidated Pay :

An employee may also be appointed on a consolidated monthly pay.

3.2 Increments :

3.2.1 An employee on confirmation and on completion of one year will get one increment according to scale of pay
in which he is confirmed. For exceptional performance, the Director / Principal will have the discretion to sanction
up to five additional increments. The date of effect shall be the 1st day of the month following the one in which he
completes one year.

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3.2.2 Increments are normally given annually after confirmation.

3.2.3 The annual increment, as mentioned above, shall be subject to satisfactory performance during the
immediate preceding year, as assessed by the Competent Authority and shall not be automatic.

3.2.4 Employees appointed on a consolidated monthly pay are eligible for adhoc annual increment subject to
satisfactory performance

3.3 Incentives for Higher Qualifications :

a) At the time of recruitment as Assistant Professor, four and two advance increments will be admissible to
those of the Science / Humanities Faculty who hold Ph.D and M.Phil. Degrees respectively; and to those of the
technical faculty who hold Ph.D. and ME / M.Tech, degrees respectively.

b) One increment will be admissible to those Science / Humanities teachers with M. Phil. and to those technical
faculty with ME / M. Tech. who acquired Ph.D. within two years of recruitment.

c) A teacher will be eligible for two advance increments as and when he acquires a Ph. D. degree in his service
career.

3.4 Dearness Allowance and House Rent Allowance :

Employees of the Institute shall be entitled to the Dearness Allowance and House Rent Allowance as per the policy
of the Institute.

3.5 Provident Fund :

Employees of the Institute would automatically become members of the Contributory Provident Fund and shall be
governed by the provisions of the Employees Provident Fund and Miscellaneous Provisions Act 1952 in force or
any amendment thereof.

3.6 Gratuity :

Gratuity shall be paid to the employees according to the payment of Gratuity Act in force or any amendment
thereof.

3.7 Income-Tax :

The Institute will deduct Income Tax at source from the salary of the employees as per the applicable provisions of
the Income Tax Act, 1961 from time to time. A salary certificate indicating details of salary paid and tax deducted &
deposited shall be issued to the employee by the Institute in prescribed form by the end of April each year .

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 CHAPTER 4 : LEAVE RULES

4.1 General

These rules shall apply to all full time regular employees of the Institute. Applications for all types of leave should
be submitted to the respective controlling officer (‘Director/Principal/Registrar/HOD’/’SH’) for consideration by the
Competent Authority. No member of staff shall avail of leave as a matter of right and the leave will be sanctioned
subject to exigencies of the Institute’s work. Unless otherwise specified, leaves will generally be calculated as per
Academic Session i.e. from July to June.

4.2 Definitions

In these rules :

“LEAVE” includes Earned Leave (EL), Casual Leave (CL) and other Special types of Leave like, Maternity Leave,
Study Leave, Extraordinary Leave, Special Compensatory Leave (SCL) etc., to be calculated during an academic
session (July to June), unless otherwise specified.

“Completed years of service” means continuous service of specified duration in the Institute and includes period
spent on duty as well as on leave including extra ordinary leave but will not include absence from duty, not
specifically authorized by the Institute.

4.3 Combination of leave:

Any kind of leave under these Rules except Casual Leave/ SCL may be granted in combination with or in
continuation of any other Leave.

4.4 Earned Leave (EL)

4.4.1 EL means Leave earned in respect of completed years of service spent on duty including that as probationer /
Trainee and will be granted to a person at the discretion of the authority granting such leave.

4.4.2
(a) The leave account of every employee shall be credited with EL twice a year, on 1st January and on 1st July of
every calendar year, at the rate of 5 days for every completed half year of service for vocational staff & 12 days
for Non Vacational Staff.

(b) Leave at credit of the employee at the close of the previous half year shall be carried forward to the next half
year, subject to the condition that the leave so carried forward plus the credit for that half year do not exceed the
maximum limit of 300 days.

4.4.3
(a) Maximum period of EL that can be granted at a time to an employee shall not normally exceed 60 days, subject
to Institute’s work permitting grant of such leave.

(b) Unless otherwise compelled by exigencies of circumstances, in all cases, applications for EL shall be made at
least 7 days prior to the date on which he proposes to proceed on leave for 20 days or more. Prior sanction should
be obtained before leaving the station and / or proceeding as well as for extension of leave.

4.4.4 EL for less than a day will not be allowed.

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 4.4.5
1
(a) During the half yearly period in which an employee is appointed, credit of EL will be at the rate of 2 /2 days for
every three months in case of Vacational Staff and @2 days for each completed calendar month of
service for Non Vacational Staff.

(b) (i) The credit for the half year in which an employee is due to retire or resign from service shall be afforded only at the
rate as specified under under 4.4.5(a) upto the date of retirement or resignation/termination in case of Non Vacational
Staff and up to the last quarter preceeding the date of retirement/resignation/termination, unless end of a quarter
coincides with such date in case of Vacational Staff.

(ii) When an employee is removed or dismissed from service or dies in service, credit of EL shall be allowed at the same rate
as specified under 4.4.5(b)(i) calculated upto the last date of the preceeding month in which he is removed or dismissed
from service or dies in service.

4.4.6 First credit of EL will accrue to an employee after completion of one-year service. However, under compelling
circumstances, during first year of service, EL may be granted on medical grounds and at the sole discretion of the
Competent Authority to be adjusted later when it would be due.

4.5 Casual Leave (CL)

4.5.4 All employees other than those who are on probation will get 12 days' Casual Leave for short periods not
exceeding 4 days at a time during an academic year(July to June). It can be combined with weekly off days (i.e.,
Sundays & Saturdays), other holidays, but not with any other kind of leave or Puja holidays and any other
holidays. When so combined, the total period of absence at any one time will be subject to a maximum of 07
days including such off days/holidays pre-fixed, suffixed and falling in between.

4.5.5 Probationary and ad-hoc employees will be given Casual Leave at the rate of 3 days per quarter.

4.5.6 Casual Leave cannot be availed of for less than half a day.

4.5.7 Casual Leave cannot be carried forward to the next academic year.

4.6 Encashment of Leave

EL can be encashed by an employee, who had served the Institute continuously for a period of at least 7 (seven)
years in case of retirement / resignation / termination / death in harness / end of contractual period. However, if any
employee violates provision of these rules such as notice period for separation, the Institute may forfeit EL /
encashment in such cases

4.6.1 Encashment will consist of Basic pay and Dearness Allowance in case of regular employees and
consolidated amount in case of contractual employees admissible at the time of such encashment. Manner of
computation will be determined on the basis of 30 days a month irrespective of the number of days constituting the
month in which it is encashed.

4.7 Special Types of Leave

4.7.1 Special Compensatory Leave (SCL)

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(a) If the service of an employee is requisitioned by the Competent Authority on a holiday (including weekly off
days), he would be granted one SCL for each day of extra work, provided that he renders at least 4 hours of
service on that day.

(b) For this purpose, a SCL account will be opened for every member of staff of the Institute and, during submission
of application, the date of presence against which SCL is sought should be clearly indicated.

st st
(c) SCL earned in a year from 1 July to 30 June, should be availed of during this period and cannot be carried
forward.

(d) The following shall not be eligible for grant of SCL :

(i) Intervening weekly off-days and holidays while on tour.
(ii) University work on a weekly off-day or holiday in connection with holding of examination / invigilation duty /
assessment of answer sheets.
(iii) Attending Seminars / Workshops on a weekly off-day or holiday.

(e) Maximum SCL admissible at a time is for 4 days. It can be combined with weekly off days (i.e., Sundays &
Saturdays), other holidays and CL, but not with any other kind of leave or Puja holidays. When so combined, the
total period of absence at any one time will be subject to a maximum of 07 days including such off days/holidays
pre-fixed, suffixed and falling in between.

(f) SCL cannot be availed of for less than half a day.

(g) SCL cannot be carried forward to the next academic year.

4.7.2 Sick Leave (SL)

(a) Half-Pay Leave :

i) An employee may be granted leave on half-pay for 20 days for each completed year of service subject to
maximum period of two years during the whole period of service on medical ground on production of certificate from
a medical practioner.

Provided that the authority granting leave may ask the employee to submit to an examination by a medical
practioner / Medical Board appointed by the same authority before granting him leave.

Provided further that all employees on half-pay leave will be required to produce a certificate of fitness for
resumption of duty from a qualified registered medical practioner.

ii) Half-Pay leave may be combined with any other kind of leave except casual leave, quarantine le av e . .

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(b) Commuted Leave :

i) An employee will be entitled to commute the half pay leave that he has earned to full pay leave for half that period
on medical ground subject to production of a certificate from a registered medical practioner and such commuted
full pay leave shall not exceed six months in the whole period of service.

Provided further that when commuted leave is granted the number of days of actual leave of absence on half pay
shall be debited against the leave account.

Provided further, that commutation shall be allowed only if the number of days of leave of absence of the
concerned employee on medical ground exceeds five days at a time.

ii) Commuted leave may be combined with any other kind of leave except casual and quarantine leave.

(c) Quarantine Leave :

i) Quarantine leave is leave of absence from duty necessitated by order not to attend office due to suffering from
infectious diseases as mentioned below by a member of the family of the employee concerned. Such leave may be
granted on the basis of a certificate of a public or municipal health officer for a period not exceeding 21 days or, in
exceptional circumstances, for a period not exceeding 30 days. Quarantine leave will not be debited to leave
account. An employee on quarantine leave will not be treated as absent from duty.

ii) For the above purpose, small pox may be considered as infectious disease; chicken pox shall not, however, be
considered as infectious disease unless the Medical Officer or Public Health Officer considers that because of
doubt as to the true nature of disease, i.e., small pox, there is reason for the grant of such leave.

iii) The following diseases shall also be treated as infectious for the purpose of grant of quarantine leave :
a) Scarlet Fever b) Plague (Pneumonic or Bubonic)
c) Typhus d) Cerebro-spinal meningitis

iv) An employee himself/herself suffering from the infectious

diseases as mentioned will not be granted such leave.

4.7.3 Maternity Leave (ML)

(a) ML is admissible to female employees of the Institute on full pay for a period of 120 days from the date the staff
desires to proceed on maternity leave or from the date of actual confinement, whichever is earlier. Any long
vacation will also be covered within this ML, if it coincides with the same.

(b) ML for a period not exceeding 6 weeks may also be granted in case of exigencies during confinement provided
that the application for leave is supported by a certificate from an authorized medical practioner.

(c ) ML will not be debitable to the leave account. The leave can be granted only twice during the service period of
an employee and there must be a gap of at least 2 (two) years between the two periods of ML.

4.7.4. Paternity Leave (PL)

(a) PL is admissible to male employees for a maximum of 10 days from the date of birth of his child.
(b) The male employees have to provide the admission and discharge certificate of his spouse at the time of
resumption of duty.
(c) PL for a period not exceeding 10 days may also be granted in case of exigencies during confinement of his
spouse provided that the application for leave is supported by a certificate from from an authorized medical
practioner.

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(d) PL will not be debitable to leave account. The leave can be granted only twice during the service of an
employee and there must be a gap of at least 2 (two) years between the two periods of PL.

4.7.5 Study Leave / Permission for higher studies

(a)
(i) Study leave for acquiring higher qualifications like M.E./ M.Tech./ Ph.D. from a University / an Institute of higher
learning located outside Kolkata will be admissible only to a confirmed member of faculty provided he has put in not
less than 3 (three) years of service in the Institute.

(ii) Study Leave may be granted initially for a period of not more than 2 (two) years which can be extended by a
further period of one year when the circumstances justify such extension.

(iii) Study Leave can be granted twice during the entire period of service life maintaining a gap of 5 (five) years in
between two Study Leaves.

(iv) During the period of Study Leave, the employee may get upto 50% of Basic Pay and DA as pay and
allowances at the time of proceeding on Study Leave, subject to consideration and written approval of the Institute
authority.

(v) The seniority of the employee would be maintained during the period of such leave.

(vi) The employee, before proceeding on Study Leave, shall be required to execute a bond to the effect that on
return he shall resume in the same grade as he was at the time of proceeding on such leave and thereafter would
serve the Institute continuously for a) a period of at least 5 (five) years, or pay the sum of Rs. 1,50,000/- (Rupees
one lac fifty thousand only) in lieu thereof in case of 2-year study leave or, b) a period of at least 3 (three) years, or
pay the sum of Rs. 75,000/- (Rupees seventy five thousand only) in lieu thereof in case of 1-year study leave or, c)
a period of at least 1 (one) year, or pay the sum of Rs. 50,000/- (Rupees fifty thousand only) in lieu thereof in case
of 6-month study leave

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(vii) The Institute shall not be liable for any financial liability whatsoever, except as provide for in Clause (iv) above,
incurred by the employee during his study leave or for the purpose of study leave.

viii) Keeping in view the overall interest of the Institute, not more than 10% of existing members of faculty of a
department applying for study leave would be allowed to avail of the same, on the basis of seniority, at any point of
time. If necessary, such vacancies may be filled up on an adhoc basis.

(b) Permission for attending day courses for pursuing higher studies related to one's work through rearrangement
of classes at HIT may be granted to members of faculty subject to consideration and written approval of the
Institute authority. The concerned employee, prior to joining such programmes, shall have to execute a bond to
serve the Institute for at least 3 (three) years after completion of the programme or pay the sum of Rs. 2,00,000/-
(Rupees Two lac only) in lieu thereof.

(c ) Permission for attending part-time evening courses for pursuing higher studies related to one's work through
rearrangement of afternoon classes at HIT may be granted to an employee subject to consideration and written
approval of the Institute authority. The concerned employee, prior to joining such programmes, shall have to
execute a bond to serve the Institute for at least 1 (one) year after completion of the programme or pay the sum of
Rs. 100,000/- (Rupees fifty thousand only) in lieu thereof.

(d) Proforma for the Bond is given in Schedule F.

4.7.7 Extra Ordinary Leave

Any type of leave not covered by the classifications mentioned herein shall be considered as extra ordinary leave
and cannot be availed without prior written approval of the Director/Principal.

4.8 Sanctioning Authority

Sanctioning Authority for any kind of leave shall be as follows :

For Teaching Staff - Director / Principal / Dy. Director

in consultation with concerned ‘HOD’.

For Non-teaching Staff - Director / Principal / Dy. Director / Registrar

in consultation with concerned HOD/DC/SH.

CHAPTER 5 : REIMBURSEMENT OF EXPENSES ON TOUR

5.0 Reimbursement of expenses incurred in connection with the bonafide work of the Institute involving journeys to
the outstations will be allowed. All such expenses shall be authorized by the respective controlling officers for
approval by the Competent Authority. Proof of payment has to be produced in all such claims excepting local
conveyance and food expenses below Rs. 25/- in a day.

5.1 Reimbursement of Official Travelling Expenses

5.1.1 Mode of Travel

a) For members of staff in Professor grade - Economy Air or AC I/II

(including Director / Principal / Dy. Director) class Rail / Hired Car

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b) For members of staff in Associate / - AC III Class Rail
Asstt. Prof. with AGP 8000 Deluxe Bus

c) For members of staff in Asst Prof - AC III / AC Chair Car /

upto AGP 7000 Deluxe Bus

d) For members of Administrative Staff - II class Rail / Bus

below Asst Prof. level

NOTE :

(i) No relaxation should be allowed in Mode of Travel for non-eligible members of staff except with the specific
approval of the Competent Authority.

(ii) Where tickets have been arranged by the members of staff directly, the claim should be supported by the xerox
copy / PNR No. of the journey ticket.

5.1.2 Reimbursement of local conveyance

a) Employees belonging to Category A and B, as defined in Schedule B, going on tour and returning from tour
shall be entitled to reimbursement of actual taxi fare between place of duty / Residence and Railway station /
Airport, if Institute’s transport is not provided.

b) If travelling is required, maximum limit of reimbursible conveyance expenses for performing journies at the
touring station would be as follows, subject to submission of bills for actual expenses.

i) For members of staff in Professor Grade - Actual

(including Director / Principal / Dy. Director)

ii) For members of staff in Associate / - not more than

Asstt. Professor. (upto AGP 8000) Rs. 250/- per day

iii) For members of staff in Asst Prof level - not more than
with AGP upto 7000 Rs. 200/- per day

iv) For members of Administrative Staff - not more than

below Asst Prof with AGP 6000 Rs. 150/- per day

5.1.3 Rates of reimbursement of daily allowance

Category Metro Cities Other Cities

(Rs. per day) (Rs. per day)
a) For members of staff in Professor grade - 1500/- 1000/-
(including Director / Principal / Dy. Director)
b) For members of staff in Associate/ - 1200/- 900/-
Asstt.Professor with AGP 8000
c) For members of staff in Asst Prof - 1000/- 800/-
upto AGP 7000
d) For members of Administrative Staff - 800/- 600/-
below Asst Prof with AGP 6000

D.A. rates as above will be inclusive of porterage and tips.

5.1.4. Rates for reimbursement of Hotel / Lodging expenses:

13
Category Metro Cities Other Cities
(Rs. per day) (Rs. per day)
a) For members of staff in Professor grade - 1000/- 800/-
(including Director / Principal / Dy. Director)
b) For members of staff in Associate/ - 800/- 600/-
Asstt. Professor with AGP 8000
c) For members of staff in Asst Prof -600/- 400/-
with AGP upto 7000
d) For members of Administrative Staff - 400/- 200/-
below Asst Prof with AGP 6000

5.1.5 Participation in Training Programmes / Seminars / Conferences / Workshop etc.

(a) An employee officially sponsored for participation in Non-residential training programme / Seminars etc., at
outstations, will be treated as on tour and payment of TA/DA will be made at admissible rates.
(b) An employee officially sponsored for residential training programme/seminar etc., at outstation, will be entitled
to TA as per his entitlement on tour. Lodging expenses and D.A. shall be governed as per clause 5.1.6 (c) detailed
hereinafter.
(c ) An employee will normally be sponsored for not more than one outside event and not more than three events in
and around Kolkata in a year.

5.1.6 Basis for making claims

(a) Daily Allowance (DA) will be payable for the day of departure, for the day of return and for each day in between,
subject to the departure / arrival time of plane/train/bus, etc., on the day of departure/return before/after 12 noon,
respectively. Calculation / Claim would be based on actual duration of the programme and not on the date of
departure or arrival. All claims are to be supported by documents.

(b) (i) All travel within metropolitan limits of Kolkata shall be treated as local travel for which no DA would be
admissible.

(b) (ii) Destinations beyond metropolitan limits but within 100 km from the Institute shall attract 50% of normal DA.

(c ) The employee is required to submit evidence of stay at hotels and the reimbursement would be as per the
actual sum paid or the maximum amount admissible as per the grade, whichever is lower. No lodging expenses
can be claimed unless supported by documentary evidence

(d) No lodging expenses can be claimed if the destination is within 200 kms from the Institute and the work or
seminar / conference / workshop etc., is for one day only.

(e) Any claims beyond the rates as above, shall require special approval of the Competent Authority.

5.1.7 Foreign Tours :

(a) All foreign tours required to be undertaken by an employee would need prior approval of the Competent
Authority.

(b) Admissible allowances for foreign tours shall be decided by the Director/Principal subject to the provisions of
RBI rules.

5.1.8 Sanctioning Authority for domestic outstation travel shall be as follows:

For teaching staff - Director / Principal / Dy. Director in consultation with concerned 'HOD'.
For other members of staff - Principal / Dy. Director / Registrar in consultation with concerned HOD/SH.

CHAPTER 6 : JOB RESPONSIBILITIES

14
6.1 Working Days

The working days of the Institute for Engg. & Tech / MCA programmes shall normally be from Monday to Friday
while Saturdays and Sundays shall be considered as weekly holidays. The working days of the Institute for MBA
programmes shall normally be from Monday to Saturday while Sundays shall be considered as weekly holidays.
However, unless otherwise stated specifically in terms of appointment, every whole time employee may, if the
exigencies of work so demand, be called to perform such duties as assigned to him, whether within scheduled
working hours or beyond or on any holiday to observe a minimum of 90 teaching days per semester which will not
attract clause 6.4 of these rules.

6.2 Working Hours

Normal working hours of the Institute for Engg. & Tech./MCA programmes shall be from 9.00 a.m. to 5.30 p.m. For
MBA programmes, the working hours would be from 9:00 a.m. to 5:30 p.m. from Monday to Friday and from 9:00
a.m. to 2:00 p.m. on Saturday. For Accounts Section, it would be 10 a.m. to 6:00 p.m. from Monday to Friday &
from 10:00 a.m. to 2:00 p.m. on Saturday. All employees shall be present in the Institute during working hours and
record their attendance on entering and leaving the Institute in the manner prescribed by the Institute. Members of
staff reporting after 9:15 a.m. (9.30 a.m., in case of members of faculty and 10:15 a.m., in case of Accounts
Section) without prior written permission from HOD/SH/HRD Manager(Sr.) would be marked 'Late" and such
relaxation by HOD/SH/HRD Manager(Sr.) may be permitted for a maximum of 5 times a month. Persons found to
be habitually late in attending the Institute would be served with a notice.

Members of faculty having classes at 9:00 a.m. should report to the Institute at least 10 minutes earlier. For
employees other than members of faculty, 1 day's CL would be deducted for every 5 late attendances for every 30
days. Employees leaving the Institute for official purpose within the working hours need to submit the outdoor duty
authorization slip, duly approved by HOD/SH prior to leaving the Institute.

6.3 Festival Holidays

Total number of festival holidays shall be limited to 25 days during an academic year from a list of Festival
Holidays, as given in Schedule – I.

6.4 Work load

6.4.1 Work Load for all employees will be around 40 hours per week of which teaching – contact hours shall be as
follows, as per AICTE norms at present :

Director / Principal /Dy. Director - 4 hours / week

Professors - 8 hours / week
Associate Professors - 12 hours / week
Assistant Professors - 16 hours / week

6.4.2 For the above stipulations, two tutorial hours / two laboratory hours will be counted as one teaching hour.
The teaching contact hours of teachers selected / promoted under the Career Advancement Scheme shall remain
the same as those of the substantive posts they were occupying. On sharing, the load will be equally divided.

15
6.4.3 The work plan of all the employees shall ensure in the most productive manner, the utilization of stipulated 40
working hours per week, with regard to the roles, jobs and targets assigned to them by the Department / Institute.
All employees shall be present in the Institute during the working hours unless engaged in official / academic work
in other places, with prior approval of the Competent Authority. Every teacher would compusorily submit through
HODs / DCs Lecture and / All Laboratory Plan of the subjects to be offered in the next semester to the Principal /
Director, at least 15 days ahead of the commencement of classes of that semester.

6.4.4 All full-time employees are to devote their whole time to the service of the Institute and would not undertake
any direct / indirect business or work, honorary or remunerative except with the written permission of the
Competent Authority.

6.5 Job responsibilities for different categories of staff

Following guidelines are only indicative and not exhaustive. There will be flexibility in assignment of responsibilities
either one level up or one level down. Besides, the Director/Principal will be empowered to change the duties and
responsibilities assigned to a particular post, if the circumstances so warrant, subject to ratification by the BOG in
its next meeting.

6.5.1 (a) Director

The Director shall
(i) be the Principal Academic and Executive Authority of the Institute and shall exercise general supervision

(ii) exercise all other powers as may be delegated to him by the BOG

(iii) have the power to re-delegate some of his powers to any of his subordinate officers

(iv) have the power to constitute committee(s) / sub-committee(s) for a specific purpose as also advisory
committee(s) or body(ies) as may be necessary for the convenience of administration

(v) nominate experts for different bodies when called for

(vi) act as the Chairman (Ex-officio) of the Faculty Council ( vide Schedule G)

(vii) act as the Member-Secretary of the BOG.

6.5.1 (b) Principal

It shall be the duty of the Principal
i) to carry on the objects and business of the Institute in accordance with the rules and regulations framed by the
Board of Governors from time to time

(ii) to interact with AICTE/WBUT/Govt. bodies

(iii) to act as a Coordinator in all academic matters and to maintain and improve the level of excellence of the work
for which purpose he shall have the right to give direction wherever necessary

(iv) to review Performance Appraisal Report (PAR) for members of faculty

(v) to take classes as per AICTE norms

(vi) to exercise such other powers and perform such other functions as may be assigned to him by the BOG.

6.5.1 (c) Deputy Director / Dean

The Deputy Director / Dean shall

16
(i) oversee planning for diversification of academic activities in various directions and liaisoning with various funding
agencies like AICTE, CISE, DST, DRDO, ISRO, BARC etc., for research grant

(ii) oversee Training and Placement and Consultancy activities

(iii) be responsible for preparation of Annual Report

(iv) look after student discipline and employee welfare

(v) take classes as per AICTE norms

(vi) assist the Director and the Principal in all matters as and when required.

6.5.1 (d) HODs

HODs shall
(i) be the overall in-charge of the department and shall exercise general supervision over teaching and non-
teaching members of the staff of the department

(ii) act as the Chairman (Ex-officio) of the Departmental Academic Committee (vide Schedule H)

(iii) take necessary action for holding of all classes regularly and for proper functioning and maintenance of the
departmental laboratories and workshops

(iv) periodically convene departmental meetings to discuss and review the progress in classes, attendance of
students and progress of research activities

(v) arrange to inform the students regarding their attendance and their performance in semesters on at least two
occasions

(vi) arrange for proper maintenance of stock book, issue register etc., in respect of equipment, consumables and
stationery items

(vii) prepare proposals in consultation with colleagues for purchase of equipment and forward the same to the
Director/Principal

(viii) initiate research activities in the department.

6.5.2 Teaching Staff

Job responsibilities of teachers as per AICTE Notification

Ref: 1-65/CD/NEC/98-99 dated May 3, 2000, are given in Schedule - C.

6.5.3 Administrative Staff

(a) Registrar

The Registrar shall

(i) be responsible for supervision and control of all non-teaching members of staff of the Institute
(ii) arrange for admission and registration of students in different courses offered by the Institute
(iii) make necessary arrangement for conducting examinations and maintaining related records for the same
(iv) have the power to allocate duties to non-teaching staff in different areas
(v) oversee the security, stores and maintenance of all the properties and facilities of the Institute
(vi) look after the following students' amenities
-- identity cards
-- transport facilities
-- canteen
-- hostel
(vii) review Performance Appraisal Report (PAR) for Non-teaching members of staff.

17
(b) Deputy Registrar
The Deputy Registrar shall
(i) assist the Registrar in all activities of Academic Administration
(ii) oversee maintenance & supervision of class rooms, hostels, canteen and student transport arrangements

(iii) liaison with the Campus Administrator for F&S Security, booking of auditorium & other related matters.

(c) HRD Manager

The HRD Manager shall :

(i) develop/maintain a semester-wise manpower plan for academic & non-academic members of staff
(ii) take necessary action for recruitment/ engagement of permanent / visiting / adhoc staff as per manpower plan
including scheduling interviews, constitution of selection committee and issuance of appointment orders

(iii) implement a staff appraisal system

(iv) maintain all employment records including attendance / leave etc., and employee database
(v) be responsible for providing information pertaining to compliance of employment related statutory requirements

(v) co-ordinate faculty and staff development programme and arrange for maintaining its records
(vi) ensure staff discipline and good work practices.

(d) Assistant Registrar

The Assistant Registrar shall
(i) act as Exe-Asstt to Director / Principal /Dy. Director / Registrar
(ii) assist the Regsitrar / Dy. Registrar in maintenance of infrastructural facilities
(iii) co-ordinate with the TPO Cell
(iv) prepare compliance reports for WBUT/AICTE
(v) oversee managing events (inhouse) - seminars, workshops, campus interviews
(vi) be jointly responsible with system officials for updating the website of the Institute from time to time.

(e) Supervisors / Office Assistants

Supervisors / Office Assistants shall be responsible for regular activities of any particular section depending upon
the importance / gravity of the function.

6.5.4 Workshop / Laboratory Staff

Workshop / Laboratory staff who may be attached to one or more laboratory / laboratories or workshop / workshops
shall be responsible for the following functions :

(i) primarily maintaining the equipment, instruments, glass wares, tools etc., ready for use and causing
repair/cleaning of the same as and when necessary or so instructed
(ii) assisting the Faculty-in-Charge in preparation of process / instruction sheets/ manuals of experiements to be
performed by students as also in keeping the experiments ready for classes

(iii) assisting the Faculty-in-Charge in the conduct of continuous assessment and in the conduct of class test, as
and when asked for.

(iv) preparation of purchase indents for workshop / laboratory materials for decision of the Faculty-in-Charge

(v) issuance & receipt of materials / tools / instruments, as required

(vi) maintenance of stock records in respect of all instruments / equipment and consumables used in the workshop
/ laboratories

(vii) assisting members of faculty in carrying out Research/Project Work, as and when asked for.

6.5.5 Training and Placement Staff

18
(a) Training and Placement Officer

The Training and Placement Officer shall be considered as equivalent to a teaching staff. He shall have a teaching
work load of at least 4 contact hours per week. His responsibilities include :

(i) conducting an annual survey of job requirements in industries, R & D and other organizations
(ii) arranging campus interviews, summer training, industry sponsored projects and practical training for students

(iii) maintenance of data bank of key personnel engaged in industries and academic institutions
(iv) maintenance of a data bank of alumni of the Institute who are placed in reputed industries / research / service
organizations
(v) assisting students in getting effective industrial training, placements etc.
(vi) updating the website of the Institute with latest results, achievements and placement records.

(b) Training and Placement Executive

T&P Executive would assist the Training & Placement Officer in all activities and have thorough knowledge in
computer applications.

(c ) Training and Placement Attendant

T&P Attendant's responsibility shall be filing and working as a delivery peon.

6.5.6 Library Staff

(a) Librarian

Responsibilities of the Librarian include :

(i) implementation of the appropriate systems required for providing Library Services to the students, teachers and
other categories of staff

(ii) general administration of the standard library functions

(iii) maintenance of records for all books / journals / periodicals.

(b) Assistant Librarian

The Assistant Librarian shall be responsible for the following:

(i) preparation of purchase indents

(ii) arrangement for receipt of books supplied against purchase orders
(iii) cataloging and classification of books
(iv) issuance and receipt of books to and from students.

(c ) Library Assistant

The Library Assistant shall be responsible for

(i) managing information desk
(ii) managing circualtion counter as and when required
(iii) accession/classification and cataloguing of books (technical processing)
(iv) supervision in respect of shelving of books
(v) any other jobs as directed.

(d ) Library Sorter / Attendant

The Library Sorter / Attendant shall be responsible for

19
(i) arrangement for binding of books / journals
(ii) recording of newspapers
(iii) shelving of books and reading materials
(iv) pasting / stamping and other processing of books
(v) any other jobs as directed.

6.5.7 Maintenance Staff

(a) Maintenance Engineer

Broad responsibilities of the Maintenance Engineer shall include the following:

(i) maintenance of buildings including electrical, plumbing, sanitary and fire fighting systems

(ii) maintenance of mechanical installations including utilities , Generator, Sub-stations etc.

(b) Maintenance Supervisor / Maintenance Assistant

The Maintenace Supervisor / Maintenance Assistant should have hands-on experience and relevant skill and shall
be responsible for doing all types of repair / maintenance work.

(c ) Maintenance Attendants
Maintenance Attendants include Electricians, Mechanical Fitters, Plumbers etc. They would also be responsible for
providing necessary help and support to the maintenance engineer /supervisor / assistant.

6.5.8 Computer Centre Staff

(a) System Manager

The System Manager shall be responsible for development and maintenance of the entire computer network of the
Institute.

(b) System Analyst / Computer Programmer

The System Analyst / Computer Programmer would provide necessary software support to the students and faculty
in project and research work and generate various MIS, as required.

(c) System Supervisor

The System Supervisor should have hands-on experience and relevant skills for supervision and maintenance of
the computer network of the Institute.

(d) Computer Operator

The Computer Operator shall be responsible for preparation of various documents including data entry operation.

6.5.9 Educational Technology Staff

(a) Draughtsman

The Draughtsman shall be responsible for preparation of Teaching / instructional materials using CAD and other
supporting facility.

(b) Graphic Artist & Photographer

The Graphic Artist & Photographer shall be responsible for all art work and photography required for preparation of
Instructional materials

20
(c) Audio Visual Technician

The Audio Visual Technician shall be responsible for preparation of all audio-visual preparations for all teaching /
seminar / conference requirements.

CHAPTER 7 : CONDUCT, DISCIPLINE & REVIEW RULES

PART I CONDUCT RULES

7.1 General

(i) Every employee shall conform to and abide by the rules incorporated herein and shall observe, comply with and
obey all orders and directions which may from time to time, be given to him in the course of his official duties by
any person or persons under whose jurisdiction, superintendence and control he may, for the time being, be
placed.

(ii) Every employee shall put his utmost endeavour to promote the interest of the Institute and shall show courtesy
and attention in all transactions.

(iii) Do nothing which is unbecoming of an employee of the Institute.

7.2 Integrity

(i) Every employee will at all times maintain integrity and devotion to duty and act to the best of his judgment in the
performance of his official duties or in the exercise of powers conferred on him.

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

7.3 Misconduct

Without prejudice to the generality of the term “misconduct”, the following acts of omission and commission shall be
treated as misconduct, which may be either minor or major :

Minor
(i) Acting in a manner prejudicial to the interests of the Institute

(ii) Absence without leave or over-staying the sanctioned leave without sufficient grounds or proper or satisfactory
explanation

(iii) Irregular attendance

(iv) Neglect of work or negligence in the performance of duty

(v) Damage to any property of the Institute

(vi) Violation of any rule or regulation including Conduct Rules that have been prescribed

(vii) Commission of any act subversive of discipline or of good behaviour

Major
(i) Theft, fraud or dishonesty with the activities or property of the Institute or of the property of another person

(ii) Taking or giving bribes or any illegal gratification

(iii) Furnishing false information regarding name, age, father’s name, qualification, ability or previous service or any
other matter germane to the employment at the time of employment or during the course of employment

21
(iv) Commission of any act which amounts to a criminal offence involving moral turpitude.

(v) Going on illegal strike or abetting, inciting, instigating or acting in furtherance thereof

(vi) Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Institute or in a public place

(vii) Unauthorised use of Institute’s premises, quarters or land

(viii) Willful insubordination or disobedience, whether or not in combination with others, of any lawful and
reasonable order of his controlling officer and / or Competent Authority
(ix) Threatening, abusing or assaulting and/or obstructing employees in the discharge of their duties or instigating
other employees to act against the Institute or any of its officials

(x) Malicious or false allegation against any employee of the Institute

(xi) Tampering with official records of the Institute

(xii) Sexual harassment which includes such un-welcome behaviour (whether directly or by implication) such as :

a) physical contact or advances ; or

b) a demand or request for sexual favours; or
c) sexually coloured remarks; or
d) showing pornography; or
e) any other un-welcome physical, verbal or non-verbal conduct implying sexual abuse.

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

CHAPTER 7 : CONDUCT, DISCIPLINE & REVIEW RULES

PART II DISCIPLINE & REVIEW RULES

7.4 Disciplinary Authority

Disciplinary Authority means the authority competent to impose any of the penalties specified in Rule 7.5.
Disciplinary Authority for various grades of employees shall be as follows :

(i) For Director / Principal / Dy. Director - Chairman of BOG

(ii) For members of staff in Assistant Professor grade and above-
Director/Principal/Dy. Director
(iii) For members of staff below the grade of a Assistant Professor
- Registrar
7.5 Penalties

The following penalties may be imposed on an employee for misconduct committed by him or for any other good
and sufficient reasons :

Minor

(a) Censure / warning

(b) Recovery from pay or other amounts as may be due to him of the whole or part of any pecuniary loss caused to
the Institute by negligence or breach of orders

(c) Withholding of promotion for a specified period

(d) Withholding of increment for a specified period

22
Major

(e) Demotion to a lower post or to a lower salary slab

(f) Dismissal or removal from service.

7.6 Suspension

(i) The appointing authority or any authority to which it is subordinate or the Disciplinary Authority may place an
employee under suspension

(a) where the disciplinary proceedings against him are contemplated or are pending or,

(b) where a case against him in respect of any criminal offence is under investigation or trial.

(ii) Where a penalty of dismissal or removal from service imposed upon an employee under suspension is set aside
or reviewed under these Rules or by a decision of a court of law and the case is remitted for further enquiry or action
or with any other directions, the order of his suspension shall be deemed to have been continued in force on and
from the date of original order of dismissal or removal and shall remain in force until further orders.

(iii) The date, on which the order of suspension is issued, will be the deemed date of suspension in respect of
employees who willfully try to evade it.

(iv) An order of suspension made or deemed to have been made under this Rule may at any time be revoked by
the authority which made or is deemed to have made the order or by any authority to which that authority is sub-
ordinate.

7.7 Subsistence Allowance

(i) An employee under suspension shall be entitled to draw subsistence allowance equal to 50% of his basic pay.
In addition, he shall be entitled to Dearness Allowance admissible on such subsistence allowance and other
allowances of which he was in receipt on the date of suspension.

(ii) If an employee is arrested by the Police on a criminal charge and bail is not granted, no subsistence allowance
is payable. On grant of bail, if the Disciplinary Authority decides to continue the suspension, the employee shall be
entitled to subsistence allowance from the date he is granted bail.

(iii) The scale and extent of other service benefits of the suspended employee would depend on the merit of each
case, for which orders would be issued on consideration of the application of the suspended employee.

7.8 Treatment of the period of suspension

(i) When the employee under suspension is reinstated, the Disciplinary Authority may grant to him the following pay
and allowances for the period of suspension:

(a) if the employee is exonerated and not awarded any of the penalties mentioned in Rule 7.5, the full pay and
allowances which he would have been entitled to if he had not been suspended, less the subsistence allowance
already paid to him and

23
(b) if, otherwise, such proportion including full amount of pay and allowances as Disciplinary Authority may
prescribe.

(ii) In case falling under sub-clause (a), the period of absence from duty will be treated as a period spent on duty.
In case falling under sub-clause (b), it will not be treated as a period spent on duty unless the Disciplinary Authority
so directs.

7.9 Procedure for imposing penalties

A. Where it is proposed to impose any of the minor penalties specified in clauses (a) to (d) of Rule 7.5, the employee
concerned shall be informed in writing of the imputations of misconduct or misbehaviour against him and given an
opportunity to submit his written statement of defence within a specified period not exceeding 7 days. The defence
statement, if any, submitted by the charged employee shall be taken into consideration by the Disciplinary Authority
before passing orders. The record of the case shall include –

(i) a copy of the statement of imputations of misconduct or misbehaviour, delivered to the employee;

(ii) his defense statement, if any;

(iii) the orders of the Disciplinary Authority together with the reasons there for.

B. (i) On the basis of the material available with the Disciplinary Authority, if he comes to a provisional conclusion
that a penalty as provided for under rule 7.5(e) and (f) is to be imposed on an employee, he shall frame a charge-
sheet which would also indicate the allegations on which the charges are based along with such other material that
he considers relevant to the various charges.

(ii) The employee proposed to be proceeded against shall be served with this charge-sheet and the charged
employee shall furnish his reply in writing within a period specified in the charge-sheet.

(iii) If the charged employee accepts the charges then the Disciplinary Authority shall record his findings on each
charge. If the charged employee does not plead guilty to the charges, the Disciplinary Authority shall hold an
enquiry by himself or by any other employee of the Institute not below the grade of a Assistant Professor
nominated by him to be called the Enquiry Officer.

(iv) The Enquiry Officer may make use of all the evidence already collected, either documentary or oral, and, if
needed, can collect further evidence which could also include the examinations of the concerned employee and
such other evidence as the charged employee may desire to produce and the Enquiry Officer considers relevant to
the charges. He shall then submit his findings on the various charges to the Disciplinary Authority.

(v) If the employee does not submit his written statement of defence referred to in sub-rule 7.9 B(ii) on or before
the date specified for the purpose and does not appear in person, or otherwise fails or refuses to comply with any
of the provisions of these Rules or purposely delays the enquiry, the Enquiry Officer may hold the enquiry Ex-
parte.

7.10 Action on the Enquiry Report

(i) The Disciplinary Authority shall, if he disagrees with the findings of the Enquiry Officer on any of the charges,
record his reasons for such disagreement and record his own findings on such charge, if the evidence on record is
sufficient for the purpose.

(ii) If the Disciplinary Authority having regard to his findings on all or any of the charges is of the opinion that major
penalties specified in Rule 7.5 should be imposed on the employee, then he shall make an order imposing such
penalty.

24
(iii) If the Disciplinary Authority having regard to his findings on all or any of the charges is of the opinion that a
major penalty is not called for, then he may pass an order imposing any of the other penalties if called for, or
exonerate the employee concerned.

7.11 Communication of orders

Orders made by the Disciplinary Authority under Rule 7.10 shall be communicated to the employee concerned in
writing.

7.12 Review

(i) The Disciplinary Authority or the next higher authority may, on his own, review the order of punishment imposed
or suspension ordered.

(ii) An employee may make a request to the Disciplinary Authority or the next higher authority, for a review of the
order imposing upon him any of the penalties specified in Rule 7.5 or against the order of suspension referred to in
Rule 7.6, along with a written statement containing the grounds on the basis of which he wishes to get his case
reviewed. Request for a review of penalty shall be made within one month from the date of the communication of
the order against which review is requested. The authority reviewing the case may pass an order confirming,
enhancing, reducing or setting aside the penalty or remitting the case to the authority which imposed the penalty or
to any other authority with such direction as he may deem fit in the circumstances of the case.

25
 SCHEDULE A
QUALIFICATIONS FOR VARIOUS TEACHING & NON-TEACHING POSITIONS AT HIT

A. MEMBERS OF FACULTY (Changes incorporated as per changed norms of AICTE excepting for the post of TPO & Members of faculty for
Science & Humanities, for which no change has been stipulated by AICTE)

I. Engineering & Technology Faculty:

Sl No Cadre Qualifications Experience

1 2 3 4
1 Assistant Professor BE/BTECH and ME/MTECH in relevant branch with first class or equivalent either in
BE/BTECH or ME/MTECH

2 Associate Professor Qualification as above that is for the post of Assistant Professor, as applicable and PhD or Minimum of five years experience in teaching/
equivalent, in appropriate discipline. Post Phd publications and guiding PhD students is highly research/ industry of which two years post PhD
desirable. experience is desirable.

1
3 Professor Qualification as above that is for the post of Associate Professor applicable. Post PhD Minimum of ten years experience in teaching/
publications and guiding PhD students is highly desirable. research/ industry of which at least five years should
be at the level of Associate Professor.

4 Training and Placement First Class Bachelor’s or Master’s degree any branch of Engineering/ Technology/,or Ph.D Candidates from Industry / profession with first
Officer in Science preferably with a management degree from an institute of repute. class Bachelor’s or Master’s degree in any branch
Engineering and having good exposure in industrial
placement and training, adequate liaison with
industries/ Chamber of Commerce/ Research
organization/ Universities/ Institutes would also be
eligible.

5 Principal of the Professor in relevant discipline with total experience of 15 (fifteen) years in the field of --
Institute Teaching / Industry / Research.
The maximum age for holding the post of Principal shall be 65 years.

2
I. (A) Engineering & Technology Faculty (Biotechnology)

Sl No Cadre Qualifications Experience

1 2 3 4
1 Assistant Professor BE/BTECH and ME/MTECH in relevant branch with first class or equivalent either in
BE/BTECH or ME/MTECH

2 Associate Professor Qualification as above that is for the post of Assistant Professor, as applicable and PhD or Minimum of five years experience in teaching/
equivalent, in appropriate discipline. Post Phd publications and guiding PhD students is highly research/ industry of which two years post PhD
desirable. experience is desirable.

3 Professor Qualification as above that is for the post of Associate Professor applicable. Post PhD Minimum of ten years experience in teaching/
publications and guiding PhD students is highly desirable. research/ industry of which at least five years should
be at the level of Associate Professor.

3
II. Management Programmes:

Sl.No Cadre Qualifications Experience

1 2 3 4
1 Assistant Professor First Class or equivalent in Master’s degree in Business Management /
Administration or equivalent and
2 years relevant experience is desirable.

2 Associate Professor Qualification as above that is for the post of Assistant Professor, as applicable and PhDr orMinimum of five years experience in teaching/
equivalent, in appropriate discipline. Post Phd publications and guiding PhD students is highlyresearch/ industry of which two years post PhD
desirable. experience is desirable

4
 3 Professor Qualification as above that is for the post of Associate Professor applicable. Post PhD Minimum of ten years experience in teaching/
publications and guiding PhD students is highly desirable. research/ industry of which at least five years
should be at the level of Associate Professor.

III. M.C.A Faculty:

Sl.No Cadre Qualification Experience

1 2 3 4
1 Assistant Professor BE/BTECH and ME/MTECH in relevant branch with first class or equivalent either in
BE/BTECH or ME/MTECH. OR

BE/BTECH and MCA with first class or equivalent in either BE/BTECH or MCA OR

MCA with first class or equivalent with two years relevant experience.

5
 2 Associate Professor Qualification as above that is for the post of Assistant Professor, as applicable and PhDr or Minimum of five years experience in teaching/
equivalent, in appropriate discipline. Post Phd publications and guiding PhD students is highly research/ industry of which two years post PhD
desirable. experience is desirable

3 Professor Qualification as above that is for the post of Associate Professor applicable. Post PhD Minimum of ten years experience in teaching/
publications and guiding PhD students is highly desirable. research/ industry of which at least five years
should be at the level of Associate Professor.

* Unanimously declared equivalent to Ph.D. by a 3-member Expert Committee duly appointed by the affiliating University.

Note :
i) If a class/division is not awarded at B.E. or M.E. / Equivalent Degree, a minimum of 60% marks in aggregate or equivalent CGPA shall be considered equivalent to first class /
division. If a Grade Point System is adopted, the CGPA will be converted into equivalent marks as given in the table after Note ii) below.

ii) In the discipline of Computer Science Engineering / Technology, in lieu of the "First Class degree at Bachelor's and / or Master's level in the appropriate branch", a first class
degree in Computer Science Engineering / Technology together with a first class Bachelor's degree in any area of Engineering / Technology will be acceptable.

6
Table : Percentile Equivalence of Grade Points for a Ten Point Scale

Grade Percentage of marks

Point
6.25 55
6.75 60
7.25 65
7.75 70
8.25 75

IV. Science and Humanities Faculty:

Sl.No Cadre Qualification Experience

1 Assistant Professor Good academic record with at least 55% of marks or, an equivalent CGPA at the Master’s No minimum requirement
degree level, in the relevant subject from an Indian University, or an equivalent degree from a
foreign University. Besides fulfilling the above qualifications, candidate should have cleared
the National Eligibility Test (NET) for Assistant Professors conducted by the UGC, CSIR or
similar
test accredited by the UGC.

2 Associate Professor Good academic record with at least 55% marks or an equivalent of CGPA at the Master’s 5 years of experience in teaching and/ or research
level and Ph.D degree in the relevant subject excluding the period spent for obtaining the degree
and has made some mark in the areas of scholarship
as evidenced by quality of publications, contribution
to educational innovation, design of new courses
and curricula.

3 Professor Good academic record with at least 55% marks or an equivalent of CGPA at the Master’s 10 years experience of which at least 5 years should
level and Ph.D degree in the relevant subject. be at a senior level comparable to that of an
(Desirable: Post-Doctoral work in appropriate subject) Assistant Professor in Post Graduate Teaching
and/or experience in research at the
University/National level Institutions, including
experience of guiding research at Doctoral level.

7
B. OTHER CATEGORIES OF STAFF (Changes incorporated for rationalization)

Sl.No. Designation Qualifications Experience

Administrative Staff:
1 Director Qualifications same as that of a Professor as per AICTE stipulation with 15 years of experience
2 Dy. Director / Dean Qualifications same as that of a Professor as per AICTE stipulation with 15 years of experience
3 Registrar Qualifications same as that of a Registrar of a Univesity as per UGC stipulation which are presently as under
Essential : i) Uniformly good academic record with a B+ Masters Degree or equivalent
ii) At least 15 years' experience in academic institutions like a University or in an institute of higher learning of which 5
years must be in high level administration in a University or in an institute of post graduate study.
Desirable : A doctorate degree or published research work of merit OR
High level administrative experience in a Government or quasi-government organization or a good background in
administration and management in senior position.
NB : Provided that in absence of suitable candidates having the required administrative experience, if the candidate has been either a
Professor /Asstt. Professor or a Reader / Principal for at least 2 years, the essential qualifications pertaining to administrative
experience required for such posts may be reduced or waived on the recommendations of the Selection Committee. For candidates
having the required administrative experience, the essential academic qualifications may be relaxed
on the recommendations of the Selection Committee provided the selected candidates possess at least the academic
qualifications for Asstt. Professors / Reader of the College / University.

4 Dy. Registrar Post Graduation in any discipline (preferably Management Degree) from a recognized Minimum 10 years in any administrative position
University/ Institute or equivalent
5 HRD Manager A Bachelor's Degree in Engg./Tech or MBA (Specialization in HRD) Minimum 5 years in HR function in industry/
academic institute
6 Asstt. Registrar Uniformly good academic record with a B+ Masters Degree or its equivalent. Minimum 5 years in any administrative position
7 Purchase Officer / Graduation with AICWA/ ACA or equivalent from recognized University/ Institute Minimum 2 years
Accounts Officer
8 Supervisor Graduate from a recognized University with knowledge in computer operations Minimum 3 years
9 Accountant B.Com or equivalent from a recognized University with knowledge in computer operations Minimum 1 year

10 P.A. to Director Graduation from a recognized University with additional qualification in Typing and Minimum 1 year
Stenography/ Computer operation / Secretarial Practice.
11 Sr. Office Assistant Graduate from a recognized University with knowledge in computer operations Minimum 2 years
12 Stenographer Graduate from a recognized University with knowledge in Stenography and computer Minimum 1 year
13 Store Keeper Graduate from a recognized University 2 years experience in store keeping
14 Asstt. Store Keeper Graduate from a recognized University Not essential
15 Jr. Office Asstt. Graduate from a recognized University with knowledge in computer operations Not essential
16 Attendant Pass in Madhyamik or equivalent No minimum requirement
N.B. :For persons below the rank of Registrar, qualifications and experience may be relaxed for internal candidates working in the lower grade for at least 3 (three) years.

8
Computer Center Staff:

1 System Manager Ph.D.degree with First Class Bachelor’s or Master’s degree in Computer Sc. and Minimum 10 years in industry and profession in
Engineering/ Information Technology appropriate field of work
2 System Analyst Ph.D.degree with First Class Bachelor’s or Master’s degree in Computer Sc and Engineering Minimum 5 years in industry and profession in
Information Technology appropriate field of work
3 Computer Programmer First Class Bachelor’s Degree in Computer Sc and Engineering / Technologyor First Class No minimum requirement
Masters degree in same discipline
4 Computer Operator Graduation with Diploma in Computer Science from a recognized University/ Institute No minimum requirement

Library Staff:

1 Librarian Minimum 55% in M.Lib.Science or equivalent and NET/SLET qualified Minimum 5 years of experience in a similar library

2 Asstt. Librarian B.Lib.Science, preferably M.Lib from a recognized University 2 years of experience in a similar library
3 Library Asstt. B.Lib.Science after graduation from a recognized University 1 year experience in a similar library
4 Library Attendant / Pass in Madhyamik or equivalent No minimum experience required
Library Sorter

Workshop/Laboratory Staff:

1 Foreman At least Bachelor's degree in Mechanical Engineering from a recognized University / 5 years in a similar workshop / industry
Institution
2 Technical Supervisor/ Diploma Holder in appropriate Branch of Engg/Technology or equivalentOR B.Sc (Hons) 7 years of experience in a similar laboratory /
System Supervisor in appropriate subjects for General Science Stream (For Science Departments) workshop

3 Sr. Technical Asstt. / Diploma Holder in appropriate Branch of Engg/Technology or equivalentOR B.Sc (Hons) 5 years of experience in a similar laboratory/
Hardware Engineer in appropriate subjects for General Science Stream (For Science Departments) workshop

4 Technical Asstt. / Lab Diploma Holder in appropriate Branch of Engg/TechnologyOR B.Sc (Hons) in appropriate 2 years of experience in a similar laboratory /
Technician / subjects for General Science Stream (For Science Departments) workshop
Sr. Lab. Asstt.
5 Technician / Lab. A National Trade Certificate holder in appropriate field from a recognised Institution. 5 years of experience in a similar laboratory /
Asstt. workshop
6 Mechanic (Welder / ITI pass in relevant field 1 year experience
Electrician etc.)
7 Sr. Lab. Attendant Pass in Madhyamik or equivalent Some relevant experience
8 Lab Attendant/ Helper Pass in Madhyamik or equivalent No minimum requirement

9
Maintenance Staff:

1 Maintenance Engineer Bachelor’s degree in Civil / Mechanical Engineering or Diploma in Civil / Mechanical 5 years for Bachelor Degree Holders and 8 years for
Engineering Diploma Holders in similar Institution
2 Maintenance Diploma in Civil Engineering 3 years in similar institution / industry required
Supervisor
3 Maintenance Assistants A National Trade Certificate holder in appropriate field from a recognized institution No minimum requirement

4 Sr. Work Asstt. Pass in Madhyamik or equivalent Some experience in construction work
5 Jr. Work Asstt. Pass in Madhyamik or equivalent No minimum requirement
6 Attendant Pass in Madhyamik or equivalent No minimum requirement

Educational Technology Staff:

(Attached to Instructional Resources and Production Center)

1 Draughtsman Diploma in Civil/ Mechanical Engineering or Certificate in Draughtsmanship Minimum 2 years in drawing office.

2 Photographer Certificate / Diploma in Commercial Art/ Graphic Design/ Photography Minimum 1 year in preparation of graphic/
photographic materials
3 Audio-Visual Bachelor’s Degree in Science/ Diploma in Audio-Visual Techniques Minimum 1 year in using Audio-Video equipment
Technician

10
 SCHEDULE –B

DESIGNATIONS & SCALES OF PAY

Sl.No. Category Pay Scale (in Rupees) Category (Group)

Teaching Staff: PAID AS PER AICTE GUIDELINES

1 Principal 37400 – 67000; AGP 10,000 + special allowance of Rs.3000 p.m. A

2 Professor 37400 – 67000; AGP 10,000 A
3 Associate Professor 37400 – 67000; AGP 9,000 A
4 Assistant Professor 15600 – 39100; AGP 6000, 7000,8000 A

Administrative Staff: ALL ADMINISTRATIVE STAFF WOULD BE PAID AS PER ROPA

11
 SCHEDULE – C

JOBS RESPONSIBILITIES OF TEACHERS

Academic Res. & Consultancy Administration Extension

Classroom Instruction Research & Development Activities and Academic & Administrative Management of the Extension Service
Research Guidance Institution
Laboratory Instruction Industry sponsored projects Policy Planning, Monitoring & Evaluation and Interaction with Industry &
promotional activities both at department and Society
institutional level

Curriculum Development Providing Consultancy & Testing service Design and development of new programme Participation in Community
services
Developing Learning Resource Promotion of Industry Institution Interaction and Preparing project proposals for funding in areas Providing R & D support and
Material & laboratory Development R&D of R & D work, Laboratory Development, consultancy services to
Modernisation, Expansion etc. Industry and other User
agencies.
Students Assessment & Evaluation Administration both at departmental and Providing non-formal modes
including Examination work of institutional levels of education for the benefit of
University the community

Participation in the co-curricular and Development, administration and management Promotion of entrepreneurship
extra-curricular activities of institutional facilities and job creation

Students guidance & counseling & Monitoring and evaluation of academic and Dissemination of knowledge
helping their personal, ethical, moral research activities
and overall character development

Continuing education activities Participation in policy planning at the Regional, Providing technical support in
National level for development of technical areas of social relevance
education

14
 Academic Res. & Consultancy Administration Extension

Keeping abreast of new knowledge Helping mobilization of resources for the

and skills help generate new institution.
knowledge and help discrimination of
such knowledge through books,
publications, seminars etc. Develop, update and maintain MIS

Plan and implement Staff Development

Activities

Self development through upgrading Maintain accountability

qualification, experience and
professional activities
Conduct Performance Appraisal

15
 SCHEDULE – D(i)
FORMAT FOR LETTER OF APPOINTMENT

HRIT/0403/………………… Date : ………………………..

Dear Sir/Madam,

On the basis of your interview and as recommended by the Selection Committee,

we have pleasure in offering you an appointment as ……………….. in the Department
of …………………………… of this Institute on the following terms and conditions:

1. You will join us as early as possible but not later than ………….. Your date of
joining is firmly fixed and this offer of appointment would automatically
become null & void if you do not join the position latest by ……………….

2. You will be on probation for a period of one year, subject to extension at

the discretion of the management of the institute.

3. On satisfactory completion of the probationary period, your appointment

will be confirmed in writing.

4. You will abide by the Service Rules and Regulations of the Institute, Which
are presently in force or may be amended from time to time.

5. You will perform such duties and exercise such powers as are entrusted to
you from time to time, by or on behalf of the Institute and shall include:
(i) Teaching a minimum of three compulsory / optional courses in each
semester including Laboratory / Workshop classes,

(ii) Development of Laboratory / Workshop for regular courses and for

research work,

(iii) Administrative work as may be assigned to you from time to time,

(iv) Undertake research on your own or in association with other

member(s) or group(s) of faculty of any recognized Institute(s)
jointly with this Institute,

(v) Participate/ conduct seminar / symposium winter / summer schools/

workshops or other short – term training programmes, and

(vi) Take-up consultancy work alone or jointly with other member(s) of

the faculty of this Institute / and/ or other reputed Institute without
detriment to your normal teaching assignment
6. You will be placed in the scale of Rs……………………………………………… with a
basic pay of Rs. ……… (Rupees ………………..)only per month.

7. Dearness , House Rent and Medical Allowances will be paid as per rules of
the Institute.
16
 8. You will automatically become a member of the contributory Provident
Fund. Current rate of contribution by both the employer & employee is
12% of Basic pay plus admissible Dearness Allowance.

9. Gratuity will be paid according to the Provisions of Payment of Gratuity Act

in force or any amendment thereof.

10. This agreement may be terminated by either side by giving one month’s
notice in writing or one month’s salary in lieu thereof, without assigning
any reason whatsoever. On confirmation of your service, three month’s
notice or three month’s notice pay would be binding to both the employee
and the employer.

Normally , you would not be allowed to leave your services in the Institute
during the continuance of the semester. You may lose service benefits to
be determined by the authority in case you leave before end of a
semester.

11. You will automatically retire from the service ( if confirmed after successful
completion of probationary period/ extended probationary period ) on
attaining superannuation age of 60 years as per prevailing UGC / AICTE /
state Govt. norms.

Your age mentioned in school Leaving certificate will be deemed to be

conclusive proof of your date of birth.

12. You are required to submit to us the following documents at the time of
joining :
i) Attested Xerox copies of all certificates pertaining to your
age,qualification,experience etc.

ii) Two copies of your recent stamp size colour photographs,and

iii) Last pay certificate from your previous employer, if any.

We enclose one copy of this letter, which may please be returned, duly signed by
you, as a token of your acceptance to these terms & conditions embodied therein
and return it to the office of the undersigned at the above mentioned address within
7 days from the date of the issue of this letter.

We look forward to your joining the …………. of this Institute for a long, successful
and pleasant association to be proud of.

Thanking you,

Yours faithfully,

Director/ Principal
17
 SCHEDULE – D(ii)
FORMAT FOR LETTER OF CONFIRMATION
HRIT/0403/………………… Date : ………………………..

Dear Sir/Madam,

We are pleased to inform you that you have been confirmed in the services of this
Institute with effect from ……………………………… as ……………………………… in the
Department of ……………………………….. of this Institute on the following terms and
conditions :

1. Your revised basic pay will be Rs. …………….. (Rupees

……………………………………….) only per month in the scale of
……………………………………………………………..

2. You will get DA, HRA, Medical and other admissible allowances, if any, as per
the rules of the Institute.

3. You will abide by the Service Rules and Regulations of the Institute, which are
presently in force or may be framed from time to time.

4. You will devote your whole time and attention to the service of the Institute
and would not undertake any direct/indirect business or work, honorary or
remunerative except with the permission of the Director.

5. This agreement may be terminated by either side by giving three month’s

notice in writing or three month’s salary in lieu thereof, without assigning any
reason whatsoever. The three month’s notice or three month’s notice pay
would be binding to both the employee and the employer.

Normally, you would not be allowed to leave your services in the Institute
during the continuance of the semester. You may lose service benefits to be
determined by the authority in case you leave before end of a semester.

6. Your normal retirement age will be 60 years.

We enclose one copy of this letter, which may please be returned, duly signed by
you, as a token of your acceptance to these terms and conditions.
Thanking you,

Yours faithfully,

Director/ Principal
18
 SCHEDULE – E

GRIEVANCE HANDLING PROCEDURE

Grievance Redressal Cell

There shall be a Grievance Redressal Cell comprising the Deputy Director, Regsitrar and Manager-HR. The HOD/SH of the concerned Deptt./Section, to which the aggrieved

employee belongs shall be co-opted for the grievance. The Deputy Director shall be the Chairman and the Manager-HR shall act as the Convenor of the Cell.

All complaints arising out of employment including those relating to unfair treatment, wrongful application of the terms and conditions of service,
harassment and inter-personal coordination, shall be redressed through the following procedure :

Step - I

The aggrieved employee will appraoch his/her Head of the Department (HOD) at a pre-allocated time. The decision of the HOD shall be communicated to the aggrieved employee
within 2 working days of reference.

Step - II
If the HOD fails to communicate his decision within the specified time or if the decision of the HOD is unsatisfactory to the aggrieved employee, he/she may approach the Convenor of

the Grievance Redressal Cell or any individual member of the Cell as per his/her convenience. The Grievance Redressal Cell shall discuss the issue with all the
concerned parties and communicate its decision to the aggrieved employee within 3 working days of the grienvance being referred to it. The proceedings of the Grievance
Redressal Cell shall be documented.

Step III
If the decision of the Cell is still found unsatisfactory by the aggrieved employee, the Cell will refer the matter to the Director of the Institute. The Director

shall consider the matter and communicate its decision to the Cell and the aggrieved employee within 3 days of reference. The decision of the Director shall be
final and binding on all concerned.

Provided that this grievance procedure is applicable to grievances of individual employees only. If a grievance is transformed into a general claim, it will fall outside the purview
of grievance procedure stated above. Grievances arising out of the terms of employment, i.e., with regard to salary and benefits shall also be outside the purview of this grievance

procedure.

19
 SCHEDULE – F

FORMAT FOR INDEMNITY BOND

(with Surety for securing faithful service of an employee)

KNOW ALL MEN by these presents that we, Shri son of residing at
an employee/faculty of Heritage Institute of Technology and Shri son of
residing at as surety of the above-named employee are hereby held and
bound unto Heritage Institute of Technology, an engineering college having address at Premises No. 994
Madurdah, Chowbaga Road, Anandapur, Kolkata 700 107 in the sum of Rs. (Rupees
) of lawful and good money to be paid to the said institute or their successors
and assigns for which payment is to be truly and faithfully made.

SEALED with our respective seals this day of 2006.

Whereas the above-named institute has agreed to allow the employee/faculty to undergo higher studies in/
outside the institute (which one is applicable) for a period of .

20
The above-named employee has accepted such facility and executed a bond in favour of the institute for the
amount and on terms hereunder contained, which has been ratified by the surety.

NOW THE CONDITION of the above-written bond is such that after successful completion of higher studies the
above-named employee will serve the institute at least for a period of years and the
employee/faculty will render such service to the institute without causing any injury, loss or damage by reason of
any act, default, negligence or error in judgment to the employer or in the alternative if the said EMPLOYEE
and/or the SURETY or either of them shall from time to time and at all times hereafter indemnify and keep
indemnified the said institute against all losses, damages, costs, charges and expenses which he or they or any of
them shall or may sustain by reason of any act, default, misconduct, negligence, error in judgment, breach of
duty, embezzlement and mismanagement on the part of the said employee, then and in such an event the
above-written bond shall stand void and cancelled and be of no effect, otherwise the same shall remain in full
force.

Signed, sealed and delivered

in presence of:

21
 SCHEDULE – G

COMPOSITION & POWERS AND FUNCTIONS OF THE FACULTY COUNCIL

Composition :
The composition of the Faculty Council shall be as under with powers to co-opt :
Director ………………………………………… Chairman
Principal ………………………………………. Vice-Chairman
Deputy Director ………………………….. Member
All HODs & DCs ………………………….. Members
Registrar ……………………………………… Member Secretary

Library Advisor, Training & Placement Officer and Chief Finance Officer may be invited as and when necessary.

Powers and functions :

The Faculty Council shall have the following powers and functions :
i) to coordinate academic activities of the institute including planning and execution
ii) to consider and formulate proposals for inter-disciplinary research / consultancy programmes
iii) to consider and recommend panel of experts for selection of suitable members of faculty
iv) to recommend proposals for introduction of new courses of study
v) to recommend proposals for institution of medals and prizes
vi) to consider any other academic matter as and when necessary.

22
 SCHEDULE – H

COMPOSITION & POWERS AND FUNCTIONS OF THE DEPARTMENTAL ACADEMIC COMMITTEE

Composition :

The composition of the Departmental Academic Committee (DAC) shall be as under :

HOD ………..…………………………………..……………………………………… Chairman
All members of faculty of the concerned dept. ………………….. Members
HOD(s) of allied discipline(s)*…………………………………………….. Member(s)
DC ……………………………………………………………………………………….. Convenor

* e.g., i) CSE-IT-Comp. Appl., ii) AEIE-ECE-EE, iii) BT-CHE-ME are examples of allied disciplines.

N.B.-
1. In departments where there is no HOD, DC would chair the DAC.
2. If an item in connection with library and /or budget /purchase is included, the Chairman may invite a
representative of the respective department to attend the meeting.

Powers :
The Departmental Academic Committee is primarily a recommending body having the power to plan and execute
the teaching, research and development functions of the Institute under the overall supervision and guidance of
the Director and /or the Principal.

N.B.: The DAC would have no power to suspend classes without the consent of the Director/Principal.

23
Functions :

The Departmental Academic Committee shall have the following functions :

i) to nominate a small sub-committee to interact with the Central Routine Committee to frame and
finalise the class routine of the department in consultation with the individual teachers

ii) to identify the areas of strength and frame research projects for the department (in case, a scheme
submitted by an individual or a group of faculty members is not approved by the Committee, the
Committee shall report the same to the Director/Principal for comments)

iii) to allot laboratory/laboratories to members of faculty as Faculty-in-Charge of the laboratory with the
consent and concurrence of the respective member of faculty and the Technical Assistant for smooth
conduct of laboratory classes and continuous assessment (the assessment of a student shall,
however, lie with the Faculty-in-Charge only)

iv) to see that the theory classes are conducted smoothly and to the fulfillment of academic norms and
standards (assessment of a student would, however, be done by the concerned faculty individually or
jointly in case of sharing the subject)

v) to review the completion of the course of studies periodically and take feedback action

vi) to assess the requirement of faculty, visiting faculty and technical staff and place indent to proper
authority for filling up / creating new positions

vii) to cause that the manuals and materials indented by the members of faculty for theory and /or
laboratory classes are available before the commencement of classes

viii) to see that the lecture plan / laboratory experiment plans are made available to the Director /
Principal at least 15 days ahead of the beginning of the semester

24
 SCHEDULE – I

LIST OF FESTIVAL HOLIDAYS

1. Festival holidays in an academic year shall be as follows:

Sl. No. Occasion

1 Netaji’s Birthday
2 Republic Day
3 Saraswati Puja
4 Id-ud-Zoha
5 Muharram
6 Doljatra
7 Good Friday
8 Bengali New Year’s Day
9 May Day
10 Birthday of Rabindranath Tagore
11 Fateha-Dwaz-Daham
12 Buddhapurnima
13 Independence Day
14 Janmastami
15 Viswakarma Puja
16 Gandhiji’s Birthday
17 Mahalaya
18 Durga Puja
19 Lakshmi Puja
20 Kali Puja
21 Bhratridwitiya
22 Guru Nanak’s Birthday
23 Id-ul-Fitre
24 Christmas Day 25
2
6