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Hostel

Service Rules and Regulations

What you need to know about admissions:

CMR Group of Institutions (CMRGI) amended rules and regulations for all the Employees of all constituent institutions come into effect from 1st January 2008. All the previous rules and regulations stand null and void.

The Executive council of CMRGI reserves the right to amend/modify/alter/add to any of these rules and to bring any such amendment / alterations with effect from such date as it may fix.

The service rules and regulations are shared with all the faculty members at the time of joining.

  • The selected candidates after giving consent letter should report to the Principal of the respective Institution of CMRGI and complete the following formalities:
  1. Submission of attested true copies of educational certificates for which he/she receives a certificate of acknowledgement.
  2. Submission of relieving letter & the experience certificate from the previous Employer.
  3. Submission of evidence of date of birth / proof of age.
  4. Application for identity card along with 3 passport size & 3 stamp size photographs.
  5. Application for opening a bank account prescribed by the Institution for the purpose of remitting the salary.
  6. Submission of signed Service Contract and receiving the appointment letter.
  7. Submission of joining report.
  • A service register shall be maintained for every Employee showing among other things, his/her permanent address, date of appointment, consolidated pay, scale of pay on which he/she was appointed, increments given from time to time, leave availed, transfers, promotions, suspensions, punishments etc. The register shall be opened immediately after the Employee reports for duty and to be updated periodically.
  • The Institution may verify the antecedents of the candidate either directly or through the agency by referring to the previous organization in which the candidate was working. In the event, if it is found that the candidate had suppressed material information or furnished wrong information, the Employee is liable for summary termination of Employment.
  • All the appointments shall be subjected to the candidate being medically found fit and the candidate shall produce the Medical Certificate from the Doctor specified by the Institution. The Institution may require the Employee to be examined by a Medical Officer approved by the Institution for the purpose. If on examination the Employee is found suffering from any disease or complaint that is infectious or medically objectionable and detrimental to the healthy functioning of the Institution or the health of the other Employees, students and staff, the Institute may terminate his/her services of the employees for being found medically unfit.
  • The first year of service of any Employee in any position is treated as a Probationary period and will receive the salary as mentioned in the appointment letter.
  • The period of probation may be extended by the trust for a further period not exceeding one year, if the service rendered by the Employee is not found satisfactory in the probation period.
  • If the Employee is found satisfactory in the probation period then he/she will be considered as a full time regular staff.
  • The full time regular staff is entitled for a basic salary as fixed by the Salary and Promotions Committee (SPC). Further he/she is eligible for DA, HRA, CCA and also various leaves, vacation and other allowances.  
  • The Employee may be transferred from one department to the other or from one Institution to the other within the CMRGI.
  • No Employee shall in the performance of good faith of the duties assigned to him/her directly or indirectly relate or disclose any official documents or any part thereof or information to any other person whom he/she is not authorized to communicate such information or documents.

 

  • The Employee should work for a minimum of six days a week & 8 hours a day. Saturday being half working day.
  • The duty hours in the different constituent Institutions of CMRGI will be notified by the Head of the Institution.
  • The duty hours notified may be changed as per the requirement of the Institution from time to time and the Employees shall attend the duty accordingly.
  • All Employees should sign in the attendance register twice a day, before the Institution starts & also after the Institution closing time.
  • The Employee arriving late to the Institution may sign in the late coming register which is available for fifteen minutes after the Institution timings.
  • The Employee shall not be allowed to the Institution after quarter hour of the day start until & unless the Head of the Institution permits as a special case.
  • The Employee will lose a CL if he/she is late for 3 days to the Institution.
  • The late coming account is forwarded to the next month.
  • The Employee shall stay in the Institution during the duty hours. Any movement outside the Institution should be entered in the movement register.
  • The Employee shall strictly follow the calendar of events released by the Institution.
  • The Employee should wear an ID card in the campus as well as at the places wherever they represent CMRGI.
  • The Employee may check the ID card of any student within the campus.
  • The Employee should actively take part in co-curricular activities such as Sports, Cultural Fest, Blood donation camps and other social programs conducted by the Institution.
  • The Employee shall take part enthusiastically in all the promotional activities of the Institution

 

  • The Staff should come well dressed to the Institution, so as to uphold the dignity of the noble profession. A Gent faculty shall be in full sleeve shirt and a tie while the Lady faculty shall come in sari.
  • The lesson plan and the course material have to be prepared during vacation and should be handed over to HOD. HOD’s in turn should follow up and give the detailed report to the Head of the Institution every fortnight.
  • The faculty is expected to take the challenging subjects every semester.
  • The faculty shall take the teaching workload and other workloads as mentioned by the affiliating University/Board (for further details refer annexure -1).
  • The faculty shall take the number of hours of classes for each subject as stipulated by the affiliating University.
  • The classes should be taken as per the time table. The faculty should enter the class in time and shall not leave the class before time. The class adjustments are not allowed except for the genuine reasons for which the HOD’s prior written consent is taken.
  • The faculty shall not entertain any student coming late to the class nor allow them to go out of the class in between.
  • The staff should not entertain the students missing your or any other classes.
  • The staff shall feel free to question the students found outside the class during class hours.
  • The faculty should ensure that the front benches are occupied before the start of the class.
  • Each faculty shall be responsible for counseling around 20 students allotted to them by the Institution.
  • The staff is diplomatically warned to maintain an acceptable distance from the students.
  • The staff shall not have any personal grudge / favour on any individual/group/section.
  • No staff is permitted to inflict corporal punishment on a student.
  • The staff shall not use the mobile phones in the classroom/labs/corridor/library.
  • The staff shall confiscate the mobiles from the students in the campus and handover it to the HOD. The HOD shall report it to the Head of the Institution.
  • The faculty should mark the attendance of all the students in every class. The attendance should be marked in the cumulative numbering format and mark ‘A’ in red for the absentee.
  • The faculty should call out the names of the students and not the roll number while marking the attendance.
  • The faculty shall not entertain any of the students coming on to the dais for checking the attendance. Instead ask the students to look into the notice board for any information regarding attendance & act accordingly. 
  • The faculty shall not hand over the class registers to the students or ask them to handle them for any reason.
  • The faculty shall monitor the attendance of the students from day one & should counsel the students regarding the attendance shortage and punctuality. The shortage should be brought to the notice of the student’s parent/guardian.
  • If the students fail to improve their attendance, then it should be brought to the notice of HOD & also published on the notice board. It may also be taken up with the Head of the Institution and try to solve the issue.
  • The faculty may go round the class twice or thrice during the class as
  1. It increases the rapport between the students and the teachers.
  2. It will make students more cautious and hence more attentive.
  3. He/she will take down the notes correctly.
  4. The student feels happy that you are more caring.
  5. He/she may ask more doubts.
  6. Avoid writing nonsense on the desks.
  • The faculty shall patiently clear the doubts regarding the subject raised by the students in the class or in the faculty hall.
  • The faculty shall guide the students to keep the classroom clean.
  • The faculty shall clean the board neatly before leaving the class. 
  • In consultation with the HOD, the faculty shall organize the intensive coaching programme (ICP) for the slow learners and poor performers.
  • The staff shall exhibit the professional ethics in conduction of Tests and Examination. 
  • Setting the question paper for the test and maintaining the secrecy should be done with utmost sincerity. 
  • The Test coordinator/Exam in-charge should ensure that the benches are placed spaciously during the conduction of examination.
  • The invigilator/test coordinator shall make sure that nothing has been written on benches/board before starting the test.
  • The faculty shall value the test papers/blue books in time and announce the results on the notice board in the prescribed format on the prefixed date. 
  • The faculty shall finalize the internal assessment marks and the attendance of the students within the date prescribed by the University.
  • No teacher shall undertake private tuition or any other assignment in any other institutes, Government departments, NGOs etc, without explicit permission from the Head of the institution.
  • The faculty should upgrade their knowledge by attending seminars, workshops, conferences, training programmes and value addition courses.
  • The faculty shall take initiative in inviting the experts and arrange for the guest lectures and seminars in consultation with their HOD.
  • The faculty should be involved in research activities viz. writing technical articles and presenting technical papers.
  • Publishing at least one technical paper in the National / International Journal is mandatory to aspire for higher levels.
  • In addition to the normal class-room duties, the staff shall cooperate carefully and faithfully with the head of the institution and other members of the teaching staff in promotion of an atmosphere of Academic excellence and the performance of extra duties and devoting extra time which is required for the welfare of the student or the institution in general.

 

  1. The leave types are: Casual leave (CL), On-Official-Duty (OOD), On Exam-Duty (OED), Vacation Leave (VL), Compensatory off (CO), and Special Duty Leave (SDL).
  2. Maximum twelve CLs are permitted in a calendar year for permanent staff. For staff on probation, one casual leave will be created at the end of each month.
  3. Maximum OOD leaves permitted per year is fourteen days.
  4. Maximum OED leaves permitted per year is fourteen days. 
  5. Maximum Vacation leaves permitted per semester is seven working days for those who have completed one year of service till the last working day of the semester. For those who have completed six months of service, the maximum vacation leave of three working days is permitted. No vacation leave is permitted for those who have completed less than six months.
  6. The unutilized casual leaves, OODs and OEDs as on 31st December shall lapse. The unutilized vacation leaves lapses at the end of the corresponding vacation period. The compensatory-off lapses at the end of three months from the corresponding working holiday.
  7. Late coming, after fifteen minutes of the day start, will be considered as half CL.
  8.  The employee will lose half CL if he/she is late up to fifteen minutes of the day for three days in a month.
  9. Missing one of the biometric Punch-in/Punch-out is considered as half CL.
  10. It is the responsibility of the staff to submit his/her leave application on time.
  11.  All types of leaves should have approval granted from HOD/Vice Principal and Principal prior to the leave taken.
  12. For any emergency leave taken, the casual leave form should be submitted within two days of reporting to work.
  13. Staff called for work on a holiday by the head of department/vice principal will be provided compensatory-off of half day for working beyond three hours, and compensatory-off of one day for working beyond six hours.
  14. Faculty members who are pursuing Ph.D. will be provided one-day OOD to meet their external guide, once a month. These leaves are available only after the successful completion of Ph.D. course work. The leave has to be supported by a signed letter from the guide with the date of the meeting.
  15. Valid proof for OOD and OED leaves should be provided within two working days of availing the leaves.
  16. Special Duty Leaves will be permitted for organizational assignments by the Principal for special meetings/events such as admission, and for special-duties of VTU such as external DCS. Prior written permission from the Principal is mandatory before taking SDLs.
  17. HOD/Vice-Principal should approve leaves only after ensuring that the departmental and institutional work is not impacted.
  18.  All DOEs should submit approved leave letters on a daily basis.
  19.  Leaves will be treated as Loss-of-pay (LOP) if the above rules are not followed. 
  • Maternity Leave (ML)

The female Employee may avail maternity leave for the first child. She can resume duty on the first day of next Odd / Even semester if healthy to exercise her duty.



  • National & Festival Holidays (NFH)

The Employee shall enjoy all the Sundays and other holidays as per the University list announced at the start of the calendar year. However the Employee has to be present for the flag hoisting ceremony compulsorily on 15th Aug and 26th Jan and other important Institution functions.

  • The salary & other remuneration of each Employee will be fixed by the Salary & Promotions Committee (SPC) based on the various factors such as experience in different fields and the corresponding performances.
  • The Employee with no experience will be given a consolidated pay while the retired Employee will get a package as decided by SPC.
  • The salary for any month will be paid before the end of the first week of the succeeding month.
  • The Employer reserves the right of giving increment to any of the Employee according to the merit and performance of the Employee in the previous academic year.
  • The promotion to higher cadre depends on Teaching/Research/Commitment and other satisfactory academic and non-academic activities in the Institution. The right of awarding promotion is reserved by SPC. For the promotional benefits to various cadres refer to the respective annexures.
  • All Employees shall retire on attaining the age of 58 years. The trustees may at its discretion grant extension of service of one year or more at a time beyond the superannuation on the merit of each case.

 

  • Every Employee shall abide by the rules and regulations of the Institution and also show due respect to the constituted authority.
  • The Employee shall at all times maintain absolute integrity, devotion to duty and do nothing which is unbecoming of the CMRGI Employee.
  • The Employee shall at all times maintain the discipline, dignity, decorum, cleanliness and campus culture so as to induce a vibrant academic environment.
  • Employees should ensure that the students also adhere to the Institution rules.
  • The Correspondence to the higher authorities should flow through the proper channel.
  • An Employee shall not apply for a Job elsewhere without informing the Head of the Institution. In the event of a Job opportunity elsewhere being accepted he/she must inform the Head of the Institution immediately regardless of when the resignation notice may be due. 
  • No Employee shall knowingly or willfully neglect his/her duties.
  • No Employee shall while being present in the Institution absent himself/herself except with the prior permission of the Head of the Institution.
  • No Employee shall propagate communal/sectarian activities or allow any student to indulge in such activities.
  • No Employee shall discriminate against any student or other Employee on the ground of the religion, caste, creed, language, gender, place of origin, social & cultural background or any of them.
  • No Employee shall cause or incite any other person to cause any damage to the Institution property.
  • No Employee shall be guilty of or encourage, violence or any conduct which involves moral turpitude.
  • No Employee shall be guilty of misbehavior or cruelty towards any parents, guardian, student, teacher or other Employee of the Institution.
  • No Employee shall organize or attend any meeting during the Institution hours except where he/she is required or permitted by the Head of the Institution.
  • No Employee shall indulge in or encourage any form of malpractice connected with the examination or other activities of the Institution.
  • No Employee shall associate him/herself with the raising of any funds or make any collection whether in cash or in kind except for the social cause as a NSS activity for which the prior permission of the Head of the Institution is taken in writing.
  • No Employee shall enter into any monetary transaction with any student or parent nor shall he/she exploit his/her influence for personal matters in such a manner that he/she has to incur a debt. beyond his/her means to repay.
  • No Employee shall accept or permit any member of his/her family or any other person acting on his/her behalf to accept any gift from any student/parent of any person with whom he/she has come into contact by virtue of his/her position in the Institution.
  • No Employee shall accept a paid Employment either on part time or advisory basis in any company, mutual benefit societies or any other society or firm or act as an agent either on salary or commission basis except for the research projects for which the prior permission of the Head of the Institution is taken.
  • No Employee shall join or continue to be a member of an association or activities of which are prejudicial in the interest of CMRGI.
  • No Employee shall participate or engage himself/herself in any demonstration which is prejudicial to the interest of CMRGI.
  • No Employee shall be a member of or be otherwise associated with any political party or any organization which takes part in the politics nor shall he/she take part in subscribe and aid or assist in any other manner, any political movement or activity.
  • No Employee shall own wholly or in part conduct or participate in the managing of any News Paper or other Periodical Publications or any business activities.
  • No Employee shall in any radio broadcast or in any document published to the press or in any other print or electronic media or in any public utterance make any statement which has the effect of adverse criticism to CMRGI.
  • Habitual late coming, frequent early leaving of the campus, absence from duty without obtaining prior sanction and without making alternate arrangements for their duties during absence, theft, fraud and dishonesty in connection with the property of the Institution, demanding, accepting or offering bribe or any illegal gratification, drunkenness fighting riotous or disorderly or indecent behavior within the premises of the Institution, willful insubordination or disobedience, sleeping while on duty, false statement made in the application for employment subsequently, causing or threatening to cause mental and / or physically pain or injury to other employees either individually or in collusion with others, committing act likely to harm or endanger the Institutions property, sabotage, refusal to accept any communication charge sheet from the authority of the Institution, abstaining from appearing before any enquiry authority committee, failure to produce documents or papers, habitual neglecting the work allotted, smoking, chewing tobacco or any other prohibited materials within the campus, habitual indiscipline or loitering, refusal to work any bonafide assignment, gambling within the premises of  the Institution, engaging or abetting in abusing and causing physical violence with another employee at any time in the Institution, holding the unauthorized meeting in the Institution, discourteous behavior, causing sexual harassment, wearing objectionable dress and indecent exposure of the body, non-performance of the job assigned by the superiors and / or any other unacceptable behavior will amount to gross misconduct attracting any of the following disciplinary action. 
  1. Censure by the Head of the Institution
  2. Show cause notice by the Head of the Institution
  3. Withholding of increments and/or promotions
  4. Recovery of the whole or part of any pecuniary loss caused 
  5. Hold an enquiry through the Disciplinary Committee
  6. Suspension
  7. Removal from service with or without giving any notice by the competent authority.
  • The Employee may utilize the CMR Health Centre for the preliminary treatments.
  • The Employee may utilize & enjoy the benefits of Gymnasium & Sports facilities such that the academics are not affected.

The Employee shall utilize the CMR Bus facilities by paying the nominal fees fixed by the Transport Committee.

  • The Employee will be served a warning notice if he/she is found unsatisfactory in his/her conduct, work culture and others during the probationary period.
  • If Employee shows no improvement even after the issue of warning notice then the Employer may terminate the service of the Employee.
  • The Employee wishing to resign from the duty should do so only during the Resignation week declared by the Institution authorities, so that the Employer can accept the resignation & relieve the Employee from all his/her responsibilities such that the academic process is not disturbed.
  • The Employee who fails to resign during the Resignation week and resigns as he/she wishes, then the management has the right to reject the resignation in the larger interest of students academics.
  • The Management also has the right to reject the resignation of the Employee who resigns in the middle of the academic session prescribed by the affiliating University. If the Employee abstains from duty even after non-acceptance of resignation then the Employer shall withhold the originals until the Employee refunds the entire salary taken after the last working day of the previous semester. Further the Institution may write to the University regarding this.
  • Exit Clause for new faculty: If any  faculty after joining wants to resign and leave in the middle of the semester, the faculty has to pay a penalty amounting to the full salary till the end of the semester because it causes inconvenience to run the classes.
  • The Employee should undergo the Exit Interview after resigning & before getting relieved.

The Employee should get the ‘No Objection Certificate’ from HOD, Library, Accounts, Office Superintendent, Estate Manager, PRO & Head of the Institution in order to get relieved.

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