KNOWLEDGE STRENGTH COMPASSION

SERVICERULES
TERMSANDCONDITIONSOFAPPOINTMENT
CODEOFCONDUCT
FOR
TEACHINGANDADMINISTRATIVESTAFF
(A Unit of Maya Educational Society)
Village - Purkul, Off Dehradun-Mussoorie Highway,
Dehra Dun - 248 009 (Uttarakhand)
Phone : 0135-3205240, 3205245 Fax : 0135-2721325

CONTENTS
I.

SHORTTITLEAND COMMENCEMENT

II.

APPLICABILITY

III.

DEFINITION

IV.

APPOINTMENTAND CONFIRMATION

V.

TERMINATIONOFSERVICEAFTERCONFIRMATIONAND
RETIREMENT

VI.

PAYANDALLOWANCES

VII.

LEAVEANDLEAVERULES

VIII.

WORKING DAYSAND WORKING HOURS

IX.

NUMBEROFTEACHINGPERIODS

X.

MAINTENANCEOFRECORDSBYTEACHERS

XI.

ATTENDANCEOFEMPLOYEES

XII.

EMPLOYEESPROVIDENTFUNDPENSIONSCHEME

XIII.

CODE OF CONDUCTFOR STAFF

XIV.

TRANSFER

XV.

MISDEMEANOURANDPROCEDUREFORDISCIPLINARY
ACTION

XVI.

GENERAL

I. SHORT TITLE AND COMMENCEMENT

These terms are called Terms and Conditions of Appointment of Teaching and Administrative Staff of Kasiga School,
Dehradun. These terms will come into force with immediate
effect.
II. APPLICABILITY
These terms shall apply to all Teaching and Administrative staff, other than subordinates/ Class IV Staff of the School.
III. DEFINITIONS
1. SCHOOL MANAGING COMMITTEE - means and includes
person (s) entrusted with the responsibility of managing and looking after the administrative and financial
affairs of the School.
2. SELECTION COMMITTEE means and includes certain
nominated members of the School Managing Committee entrusted with the job of making selections of staff
of the School. In particular, the selection Committee shall
include:a) In the case of recruitment of Head of the school:
i)
The president of the Society;
ii) The Chairman of the Managing committee
iii) An educationist, nominated by the managing committee; and
iv) A person having experience of administration of
schools/ Educational Institutions nominated by the managing committee.
b) In the case of recruitment of teachers and librarian:
i)
The Chairman of the managing committee;
ii) The Head of the school;

iii)
iv)
c)
i)
ii)
iii)

And educationist; nominated by the managing committee; and

A subject expert
In the case of recruitment of clerical staff / Lab. Asstt:
The Chairman of the managing or any member of the
managing committee nominated by the Chairman.
The Head of the School.
Manager / Correspondent of the School

d)

The Selection Committee shall regulate its own procedure and in the case of any difference of opinion
amongst the members of the Selection Committee on
any matter, it shall be decided by the trust or Society
Members running the school.

e)

The appointment of every employee of a school shall

be made by its Managing Committee.

f)

Where any selection made by the Selection committee

is not acceptable to the managing committee of the
school, the managing committee shall record its reason for such non acceptance and refer the matter to
the trust or society running the school and the trust or
society, as the case may be, shall decide the same and
such decision shall be binding.
Employees shall be appointed subject to the provisions
of these provisions and the terms contained herein and
they shall have to comply with all the requirement of
the provisions contained herein.

g)

3.

MANAGER- means the person entrusted with managing the affairs of the School and includes any other Officer duly authorized to act as such by the Society / Trust
/Managing Committee by whatever name called.
4. MANAGEMENT- means the School Managing Committee and includes any person duly authorised by them
to act / function on their behalf.
5. PRINCIPAL- means the person in overall charge of the
day-to-day academic and administrative affairs of the
School, also called Head of School.
6. STAFF MEMBERS
(A)
ADMINISTRATIVE STAFF means persons / staff
entrusted with the responsibility of Supervision, Administration and / or Finance of the School other than subordinate /
class IV Staff and covers staff working in Executive, Administrative, Supervisory and Officers category, and also in the
Schools Office in a clerical capacity.
(B)
TEACHING FACULTY means the persons / staff entrusted with the responsibility of Teaching / Imparting education at the School.
Staff members shall be classified as:
(a)
Confirmed
(b)
Probationer
(c)
Temporary
(d)
Casual
(e)
Contract
(f)
Part Time
(g)
Fixed Term
(a) Confirmed Staff means staff member who has been
duty appointed and has completed probation period

successfully and has been confirmed in writing.

(b) Probationer means staff member who is provisionally
employed to fill a permanent vacancy or post for a period specified in her / his letter of appointment and who
has not yet been confirmed in the post. If the period of
probation is not specified in the letter of appointment
it will be understood to be maximum three years from
the date of appointment. Until and unless confirmed in
writing, the staff member shall continue to be probation till the maximum specified period.
If a confirmed staff member is employed as probationer
in a new post, the staff may at any time during the probationary period be reverted to the old permanent post by an
order in writing signed by the Principal.
The terms and conditions of service on probation will be
specified in letter of appointment on probation.
(c) Temporary Staff means staff member who has been
engaged for a limited period for work which is of an
essentially temporary nature; or who is engaged temporarily as an additional staff in connection with temporary increase in work of a permanent nature and includes a staff who is engaged in a temporary vacancy
of a confirmed staff or a probationer.
(d) Casual Staff means staff who is engaged purely on daily
mode of payment for undertaking work of casual, occasional, intermittent or irregular in nature.
(e) Contract Staff - means staff who has been engaged for
a specific period of time and / or for a specific work on
payment of lump sum amount or even otherwise.

(f) Part Time Staff means staff engaged to perform and

discharge duties and functions not more than six hours
per day inclusive of period of rest. Accordingly and as
such the working hours in week, shall not exceed thirtysix.
(g) Fixed Term Staff - means one who is engaged on the
basis of contract of employment for a fixed term / period. The contract of engagement of such person can
be terminated on expiry thereof or even in between in
accordance with stipulation contained in the fixed term
contract of engagement.
GRIEVANCE COMMITTEE means the body of persons/ officials appointed by the School Managing Committee to look into
the complaints / grievances of the staff member if any, arising
out of any direction or order of School Management.
IV. APPOINTMENT AND CONFIRMATION
1. Appointments of all members of teaching an NonTeaching staff of the School, covered by these Rules,
will be made by the School Managing Committee
through the principal / on their recommendation.
2. Every employee shall be required to produce the following certificates on appointment in the school:
(a) Medical certificate of fitness from a hospital established
or maintained by the Government or local authority.
(b) Two certificates from educationists or any other respectable Officials of the Government or local authority.
(c) Original degree / diploma, certificates along with
certificate(s) of experience, if any; with attested photocopies thereof, Original certificates will be returned

to the staff member.

3.
All staff members other than temporary, casual, contract staff, Fixed Term shall be on probation, which shall initially be for a period of one year. At the discretion of the
Management / Principal this period may be extended upto /
for another twenty-four months in writing.
4.
On satisfactory completion of the probation period
the Principal will confirm the staff member in service in writing. The Principals decision in this regard shall be final.
5.
Appointment on probation or to a permanent post /
vacancy is subject to a certificate of fitness issued by a registered medical practitioner approved by the School Management Committee.
6.
Appointment of a probationary and temporary staff
member may be terminated on either side by giving thirty
days notice or on payment of thirty days pay in lieu of such
notice, but without assigning any reason thereof provided
that such notice period either by the staff member or the
school terminates at the end of a term and is not in between
the Schools academic session.
7.
In the case of contractual or Fixed Term appointment,
the term / tenure of such staff members engagement wilt
come to an end automatically on expiry of the period / specific work for which he / she was employed, if not terminated in between or earlier. Neither side will be required to
give any reason or notice for such termination.
8.

The service of casual or part time staff may be termi-

nated at any time without assigning any reason and without

any notice or any payment in lieu thereof.
9.
Although the letters of Appointment, Confirmation will
be issued on behalf of the School Managing committee but
the respective order in writing will be communicated to staff
concerned by / through the Principal.
V. TERMINATION OF SERVICE AFTER CONFIRMATION AND
RETIREMENT
1. After she / he has been confirmed, a staff member may
resign from her / his service after giving three months notice in writing to the School or by paying a sum equal to
three months salary. However, further that the School may
at any time during the currency of such notice period terminate the service on payment by the School, balance salary in
lieu of the remaining period of notice.
2. For reasons such as non-requirement, unsatisfactory performance, if found guilty of committing any act of misdemeanor (as defined in heading below), if convicted by criminal court, or on medical grounds, the School may dispense
with the services of a staff member after she / he has been
confirmed in the services of School by giving three months
notice or three months salary in lieu of notice, with or without assigning any reason.
3. If a staff member remains absent continuously for a period of 8 days or more without permission or intimation or
overstays the sanctioned leave / vacation for 8 days continuously or more, the concerned staff member shall lose his /
her lien on Schools Service and his /her name shall be removed from the rolls and records of the School.

4. Every employee including Head of institution shall retire

from service on attaining the age of 58 years. However of
the age of superannuation falls during the academic session,
the concerned employee will retire at the end of such academic session. Provided further that if such employee is a
recipient of National / State / CBSE Teachers Awards, he may
be considered, purely at the discretion of the School Managing Committee, for a further extension in service for / upto
two years after attaining the age of superannuation provided
he is medically fit and is prepared to serve the school. The
school managing committee after considering such case of
extension of service, shall forward the details to the Board.
5. The Managing Committee may grant extension as per
rule of State / UT if the employee has no mental or physical
disabilities and his / her services are beneficial to the institution. The Board will be informed of such extension by the
SMC.
6. Although the letter of termination / retirement will be
issued on behalf of the School Managing Committee, but the
order in writing will be communicated to respective staff by
/ through the principal.
VI. PAY AND ALLOWANCES
1. Staff members will draw salary and allowances as decided
by the School Managing Committee from time to time.
2. Salaries shall be paid by the 7th of every month and it will
be sent to the Bank Account of respective staff member.

Every staff member will sign a stamped receipt for the

same at the Accounts Office of the School.
VII. LEAVE / LEAVE RULES
1. (a) Vacation leave:
Teaching staff are vacation staff and will be entitled to
vacation leave during summers and winters known as
summer vacations and winter vacations. To be entitled
for pay for vacation leave, the teaching staff member will
have to be present on duty in the School on the last day
preceding the vacation and on the first day immediately
after the vacation. Usually teaching staff will stay on campus for 7 days (i) after the school closes for summer and
winter vacation as also (ii) before the school opens after
the summer and winter vacation. Vacation leave cannot
be combined with any other leave. If any newly employed
member does not complete three months of continuous
service, he/ she will not be eligible for summer / winter
vacations leave falling during the first three months of
service.
(b) Earned Leave :
Only administrative staff will be entitled for 30 days paid
earned leave in an academic year. Preferably, the employee should avail 15 days in/ during the summer vacation and 15 days in/ during winter vacations. If, however
the Management due to exigencies and requirements of
work; calls any staff on duty or for work during earned
leave or any period thereof, then in such circumstances
the Management will either en cash the period of such
leave immediately upon close of such academic year or
give substituted days off equivalent to days of earned
leave during which the staff was required to do work.

(c) Casual Leave :

Staff member may avail of casual leave in special or unforeseen circumstances at the discretion of the Principal, not exceeding 10 days per academic year. This leave
cannot be accumulated nor can it be combined with any
other kind of leave nor ordinarily be taken immediately
before or in continuation of vacation leave/ earned leave.
The unavailed portion of casual leave will lapse at the end
of the academic year. Normally not more than 2 days casual leave will be granted at a time. Application for leave
in writing must be made well in advance and no period
of leave may in any case be combined/ prefixed or suffixed with any notified holiday or vacation leave. Any intervening off days, holidays falling during period of casual leave will be treated as part of casual leave.
(d) Maternity Leave:
A confirmed lady staff member who has completed a
minimum 80 days of unbroken service shall be entitled
to maximum 12 weeks, maternity leave on full pay. This
leave will not be combined with any other kind of admissible leave. Any portion of maternity leave overlapping
the vacations will be counted as a part to the admissible
12 weeks. Maternity leave will not be granted after the
second child. As far as possible it will be divided equally
before and after the expected date of delivery. However
in case of miscarriage or termination of pregnancy for
any reason, full 12 weeks leave will not be admissible,
and will be at the discretion of the management.
(e) Medical Leave:
In a year, first of all the casual leave must be availed of

whether the leave is due to sickness or any other contingency, except when the staff member has been hospitalized or the leave has been supported by a Registered
Medical Practitioners Certificate for 2 or more days. Not
more than 10 days medical leave will be admissible in an
academic year. This leave also cannot be encashed nor
be accumulated. The unavailed portion of medical leave
shall lapse at the end of the academic year.
(f) Examination Leave: Leave for Examination purpose will
only be granted after confirmation of service and on production of the necessary documents, relating to the Examination. Such leave will be admissible purely at the discretion of the School Authorities.
2.

Staff members are eligible for all national and festival

holidays notified in the School calendar. But it is to be
clearly understood that if, on a holiday the Principal requires staff member to come to the School to attend a
meeting/ function or for any other purpose connected
with the School, the staff member is expected to cooperate not withstanding the fact that it is a holiday. For
such attendance/ working the staff member will not be
entitled to any extra payment or compensatory holiday.

3.

When leave, whether casual, sick or any other leave is

to be taken, Principals prior sanction should be obtained in writing in the prescribed leave application
form. In case of an emergency, the Principal must be
informed of the absence either by phone or by a bearers
letter. In such a case, on the date of resuming duty, leave
application in the prescribed form should be submit-

ted to the Principal for sanction and regularisation of

the period of absence.
4.

Leave/ extension of leave other than on medical

grounds availed by staff without prior sanction will be
treated as absence from duty and will result in loss of
pay.

5.

No leave can be claimed/ taken as of right. The School

authorities have the right to refuse grant of or even
curtail any sanctioned leave due to requirements and
exigencies of work of the School.

VIII. WORKING DAYS AND WORKING HOURS

time teacher.
2. Every teacher shall devote in a year not less than 1200
hours to the teaching of students, out of which not more
than 200 hours may be required to be devoted for the
coaching in the school premises, of weak or gifted students, whether before or after the school hours.
X. MAINTENANCE OF RECORDS BY THE TEACHERS
1. A teacher is expected to maintain the following documents and also any other record as may be specified from
time to time.
a)

Attendance Register of the class for which he/ she

is the Class Teacher.

b)

Personal Log Book and Class Log Book, Programme

of Instruction and Lesson Plans.

c)

Cumulative result of his/her class.

3. Working hours may be different for teaching and nonteaching staff as may be specified by the Principal.

d)

Attendance Diary of optional subjects in case of

teachers teaching such optional subjects.

4. As and when required an employee may be assigned any

special duty even if it is to be done beyond the normal
working hours in the interest of the school.

e)

Stock Register of properties held by him/her.

f)

CRB (Cumulative Record Book) of the class for

which he/she is a class teacher.

1. Generally, the working days and holidays will be as per

State Government Schools or Kendriya Vidyalayas.
2. The working hours will be such as may be specified from
time to time by the Principal.

5. An employee is also required to conduct and organise

co-curricular programmes and perform other duties even
beyond the normal working hours.
IX. NUMBER OF TEACHING PERIODS
1. Normally a teacher would be engaged as a whole-time
employee except in special cases because of the nature
of a subject where the work load does not justify a full

XI. ATTENDANCE OF EMPLOYEES

1. Every employee is expected to reach the school punctually and sign the attendance register on arrival before
the working of the school begins and also mark the time
of departure.

2. An employee who has not signed the attendance register as above is liable to be considered absent from duty
for that date and will not be entitled to any pay for such
day(s).

any remuneration for such special tutoring is not permitted.

II.

Private tuition of students either of this School or any

other School is not permitted without written permission from the Principal. Neither members are permitted to carry on any private vocation, profession, trade,
job, business, even part time while in the service of the
School, whether for remuneration or otherwise.

III.

Any staff member is not permitted to inflict corporal

punishment on any student. They are also not permitted to use any part of speech which may be construed
as racist or humiliating with reference to a any students
caste, creed, race, colour, religion or sex.

IV.

In addition to normal classroom duties, all staff members are expected to promote an atmosphere of spirit
de corps. They are expected perform extra duties willingly and devote maximum time, which may be required
for the welfare of the students or for the upliftment of
the School in general.

V.

Staff members are expected to attend to duties such

as pastoral care prep duty, games duty, dining hall duty,
boarding house duty, escorting the students for any
journey, social service work, mid-term trips, camps etc.,
or any other duty that may be assigned to them from
time to time.

VI.

Staff members are not permitted to carry out any activity outside or inside the School or un-connected with
School for which they may receive remuneration unless
specific permission to do so has be granted by the
School Managing Committee in writing.

XII. EMPLOYEES PROVIDENT FUND -PENSION SCHEME

1. Employees except those employed in temporary vacancies and on part- time service, will be required to become members of the Contributory Provided Fund
Scheme as required under the employees Provided Fund
and Miscellaneous. Provisions Act, 1952 and shall be eligible for pension and insurance, as per Schemes framed
there under.
2. Those eligible for pension shall contribute to GPF as per
Government Rules.
XIII. CODE OF CONDUCT FOR STAFF
All staff members are expected to be exemplary in their
public and private lives Their loyalty, their sense of dedication, devotion and their good behavior at all times should
be an inspiration to the students committed to their care.
Every staff member of the School shall be governed by the
code of conduct as specified in this Clause. Staff members
shall be liable to disciplinary action for the breach of any provision of the Code of Conduct. All staff members are expected
to adhere the following Code of Conduct.
1. In pursuance of this aim, staff members are expected to
follow the following code of conduct :
I.

Members of teaching staff are expected to give special or remedial coaching to any student who may require it, as a part of their normal duties. Acceptance of

VII. Staff members may also be required to perform/ discharge such other duties and assignments, even on off
days, holidays, outside duty hours or during vacations,
as may be assigned by the School Managing Committee, from time to time.
VIII. Staff members are not expected to show any kind of
favoritism or discrimination in their dealings with students or their parents/ guardians. Discrimination on the
basis of caste, creed, race, colour or religion is prohibited and is not to be exercised under any circumstances.
IX.

X.

XI.

Staff members are not permitted to make any press release or statement on behalf of or in the name of the
School. To conduct any meeting with person(s) and/ or
staff of the School, they are required to take specific
prior permission from the School Management in writing.
Staff members are prohibited to approach/ communicate with the outside agencies/ outsiders on matter(s)
related to the School and/ or its working, unless expressly permitted by the School Managing Committee.
Staff members are expected to be exemplary in their
conduct, attitude while on or off campus. The members
should not, under any circumstances, indulge into back
talking/ gossiping or criticism of Management either
by words of mouth or in writing or by any other mode.

XII. Staff members are not permitted to prepare or publish

any book or books, commonly known as guides/keys,
or assist whether directly or indirectly in their publication.

XIII. Staff members are not permitted to engage themselves

as selling agents for any publishing firm or establishment. They must also not be seen to be canvassing for
any particular product/service.
XIV. Staff members are not expected to accommodate any
student, parents, guardians or relatives in their residential premises unless requested to do so by the management. Only in case of near relationship this may be
permitted, without any charges and that to with prior
written permission of the Management.
XV. Staff members will not indulge, carry out or encourage
any activities either themselves or through others,
which are likely to be, or prejudicial towards the interests, reputation or/and goodwill of the School.
XVI. No staff members shall accept any other employment,
part time or otherwise whether for remuneration or not,
nor shall engage in any commercial business/ activity
or pursuit either on his/ her account or as agent for others.
XVII. Staff members are expected to conduct themselves
with dignity and decorum in all interactions with seniors, colleagues, students, their parents, and any other,
while at School.
XVIII. Staff members shall not raise any type of subscription
or collection or receive any gifts without the written
permission of the Management.
XIX. Staff members are prohibited from making false, vicious
or malicious statements deliberately in public or otherwise against the School, and Management, or any other

(e)

Any other unwelcome physical, verbal or non verbal conduct of sexual nature.

2.

Nothing contained above shall be deemed to take avail

or abridge the right of a staff member :

XXI. No teacher shall make any sustained neglect knowingly

or unknowingly in discharge of the teaching assignments, correcting class work or homework done by
students.

a.

To appear at any examination to improve/ enhance his/

her qualifications provided it is with prior permission
of the School management and is with prior sanction of
leave.

XXII. Teachers shall be punctual in attendance and will not,

while being present in School, absent himself/ herself
(except with the previous prior permission of the Principal) from the class.

b.

To become or to continue to be a member of any literary, scientific or professional organization with specific
permission of the School management.

c.

To make any representation for the redressal of any

bonafide grievance provided it is done through proper
channel.

employee.
XX. Staff members convicted by any court of law for any
criminal offence involving moral turpitude will be punishable for committing an act of misdemeanor.

XXIII. Every staff member shall abide by the rules and regulations of the School and also show due respect to the
constituted authority.
XXIV. The Principal shall allot/ assign/ re-assign duties to the
individual staff and will maintain discipline in the
School.
XXV. No staff member will indulge in any act or action constituting Sexual harassment, which includes such unwelcome sexually determined behavior (whether directly or by implication) as :(a)

Physical contact and advances; or

(b) A demand or request for sexual favours; or

(c)

Sexually coloured remarks; or

(d) Showing pornography; or

Inspite of the fact that an employee is appointed in a

specific post or for a specific assignment, the Management reserves the right to transfer him/ her to any other
post or assign him/ her any other suitable assignment,
as considered suitable by the Management or change
his/ her duties, in any of the Schools sections or places
of work and the staff member concerned shall have to
carry out such order( s). On transfer the staff member
shall be governed by the hours of work and all other
rules and regulations as applicable to the new post,
place or new section.
XV. MISDEMEANOUR AND PROCEDURE FOR DISCIPLINARY ACTION
The term Misdemeanor denotes any offence or any
act of commission or omission on the part of a staff

member, which falls within the general connotation of

the word misconduct as understood generally and shall
be deemed also to connote offences or acts of commission or omission disregarding or breaking the rules,
regulations, practices of the School, or adversely effecting or subverting the discipline, reputation, goodwill,
good working practices, peaceful environment of the
School or which are in breach or deliberate, willful disregard of any of the term and or condition of appointment, service rules, code of conduct.

b)

A case against him/ her in respect of any criminal offence is under investigation or trial; Or

c)

He/she is charged with fraud, dishonesty or embezzlement; Or

d)

He /she is charged with cruelty towards any student or

any employee of the school; Or

e)

He/she is charged with misbehavior towards any parent, guardian student or employee of the school; Or

It will also cover all acts of non performance, low performance, in subordination, inefficiency, habitual
unauthorised absenteeism, gross neglect or dereliction
towards duties, habitual late coming, committing fraud,
dishonesty in connection with Schools affairs/property
or embezzlement of Schools monies, funds, etc. It will
also cover violation, disregard or disrespect of lawful
orders of superiors and violation/ breach whether deliberate/ intentional or not of code of conduct and other
terms of appointment. It will also take within its folds,
providing of or furnishing false or wrong information
regarding self or otherwise for obtaining employment
or in respect of any other matter.

f)

He/she is charged with a breach of any other Code of

Conduct or service rules, terms of appointment.

2.

No order for suspension shall remain in force for more

than six months unless the Committee, for reasons to
be recorded by it in writing directs the continuation of
the suspension beyond the period of six months, being
necessitated in the larger interests of the school.

3.

Where the Principal/ Manager intends to suspend any

of the employee such intention shall be communicated
to the Chairman of the School/ Managing Committee
and no such suspension shall be made except with prior
approval of the Chairman or the Committee provided
that the Principal/ Management may suspend an employee with immediate effect and without prior approval of the Chairman or the Committee if he/ she is
satisfied that such immediate suspension is necessary
by reason of the gross misconduct within the meaning
of the Code of Conduct or involves moral turpitude.

PROCEDURE FOR DISCIPLINARY ACTION

Suspension
1.

The school Managing Committee may place an employee under suspension where:

a)

Disciplinary proceedings against him/her are

contempted/pending Or

Provided further no such immediate suspension or the

suspension made to with the approval of the Chairman
of the Committee shall remain in force for more than a

period of fifteen days from the date of suspension unless it has been communicated to the committee and
approved by it before the expiry of the said period.
Where the intention to suspend or the immediate suspension of an employee is communicated to the committee, it may if it is satisfied that there are adequate
and reasonable grounds for such suspension accord its
approval to such suspension.
4.

An employee shall be deemed to have been placed

under suspension by an order of the School Managing
Committee:

(a)

with effect from the date of the detention, if he/ she is

detained in custody for a period exceeding forty eight
hours on a charge of an offence which in the opinion of
the committee involves moral turpitude;

(b) with effect from the date of his/ her conviction, if in the
event of a conviction for an offence involving in the
opinion of the Committee moral turpitude he/ she is
sentenced to a term of imprisonment exceeding forty
eight hours and is not forthwith dismissed or removed
or compulsorily retired from service consequent on such
conviction.
(c)

5.

In any other case from the date of suspension order or

from the date specifically mentioned in the suspension
order. Explanation: The period of forty eight hours referred to in this rule shall be computed from the commencement of detention or conviction as the case may
be and for this purpose intermittent periods of detention shall be taken into account.
Where penalty or dismissal, removal or compulsory re-

tirement from service imposed upon an employee is

set aside or rendered void, in consequence of, or, by a
decision of a court of law, and the disciplinary authority
on a consideration of the circumstances of the case
decides to hold further inquiry against such employee
on the same allegations on which the penalty of dismissal, removal, or compulsory retirement was originally imposed such an employee shall be deemed to
have been placed under suspension by the committee
from the date of original order of dismissal, removal or
compulsory retirement and shall continue to remain
under suspension until further orders;
6.

An order of suspension made or deemed to have been

made in these rules shall continue to remain in force
until it is modified or revoked by the Committee.

7.

Where an employee is suspended or is deemed to have

been suspended and any other disciplinary proceeding is commenced against him during the continuance
of that suspension, the Committee may for reasons to
be recorded by it in writing, direct that the employee
shall continue to be under suspension until the termination of all or any such proceeding.

8.

An order of suspension made or deemed to have been

made under these rules may, at any time be modified
or revoked by the Committee.

9.

Subsistence Allowance: An employee under suspension

shall, in relation to the period of suspension, be entitled
to the following payments, namely:

a)

A subsistence allowance at an amount equal to one half

of the pay (basic and D.A., if any) last drawn by him/ her

for the first three months of suspension.

Provided that where the period of suspension is extended beyond three months, the Committee shall be
competent to vary the amount of subsistence allowance
for the period subsequent to the period of first three
months as follows:
i)

ii)

The amount of subsistence allowance may be increased

to a suitable amount, not exceeding seventy five percent of pay( basic and D.A., if any) after the first three
months if in the opinion of the Committee to be recorded in writing, the period of suspension has been
prolonged due to reasons not directly attributed to the
employee.
The payment of subsistence allowance will be subject
to the suspend employee not taking up any employment avocation during such period, not leaving the station without written permission of the School management and marking his attendance on each working day
during suspension period at/ during the directed time.

10. PENALTIES: The penalties imposed may be of two categories:

(a) Minor:
Consisting of warning/ censure; recovery of salary and
allowances on account of pecuniary loss to the School
caused by negligence or breach of order; withholding/ stoppage of increment of salary; suspension without salary up to ten days; imposition of fine.
(b) Major :

Consisting of reduction in rank; reduction of salary in same

scale; removal/ discharge from service; or dismissal from
service.
2.

The Management may at its discretion nominate a member of the staff or any other person to inquire into the
matter and report the facts. However, the management
may at its discretion, nominate even an outsider to conduct the inquiry/hearing. A person/ employee enquiring into the misconduct of concerned staff member will
ensure that reasonable opportunity of being heard is
given to the concerned staff member.

3.

The decision to conduct/ hold a hearing/ investigation

or enquiry as per above or to suspend would be within
the sole discretion and prerogative of the Principal. The
requirement of conducting an enquiry, holding a hearing or having an investigation or any or all of the same,
can be waived at the discretion of the Principal and will
not be mandatory.

4.

Penalties as enumerated above would be imposed only

by the Principal of the School, for and on behalf of the
School Managing Committee.

GRIEVANCE PROCEDURE
Staff members shall have the right to express his/ her
grievance to the Grievance Committee, if feeling aggrieved
against any order or Direction of the Management. But even
if any grievance is lodged, it will be mandatory for the staff
member to first of all comply with the orders, directions, as
the; case may be, and then to voice his/ her grievance.
Avoiding of the Grievance procedure, or adopting
other means or measures to pressurise the Management for

redressal will be construed as acts of misconduct/ misdemeanor entailing disciplinary action.

implementation or interpretation regarding the/ any of

these terms and conditions, the same shall be referred
to the sole Arbitration/ decision of the Chairman of the
School Managing Committee whose decision in the
matter shall be final and binding upon both.

XVI. GENERAL
1.

2.

3.

4.

In the matter of interpretation of these terms of appointment and code of conduct, the decision of the management shall be final and binding for all staff members.
The Management reserves the right to amend, alter,
add, and delete any provision to / of these terms at any
time in future. The modification(s). alterations, changes
so made shall apply ~o all the staff members automatically.
All other matters not specifically provided for or covered under these terms shall be decided by Management at its absolute discretion. Similarly the Management reserves to itself the absolute right to take decisions, in such manner as it deems fit even in respect of
matters not specifically provided for or covered under
these terms and code of conduct.
These terms are in suppression of all previous rules,
terms issued or in vogue till date. Meaning there by
that all previous terms, conditions, rules, in operations,
till date shall become in effective with immediate effect and shall be superceded by these terms and conditions and code of conduct.

5.

Unless specifically stated to the contrary, the masculine gender shall also include the feminine and the singular shall include plural.

6.

In case there is any difference of opinion regarding the

7.

All disputes arising out of these terms and conditions

shall be referred to Competent Courts having jurisdiction for Dehradun District only to the exclusion of all
other Courts.

PRINCIPAL
For and on behalf of the SCHOOL MANAGING COMMITTEE,
KASIGASCHOOL
I have gone through the above terms and conditions of Appointment and Code of Conduct for Teaching and Administrative staff of Kasiga School, Village Purkul, Dehradun 248009
and I agree to be bound and be governed by the same.
Name of Staff Member: ____________________________
Signature : ______________________________________
Date : _______________________________________

Place : Dehradun. Uttarakhand