SERVICE CONDITIONS

Clause (1) - Scope

(i) These conditions of Service may be called the ‘Service Conditions’ of the Staff
employed with Chiranjiv Bharati School, Palam Vihar/ Sushant Lok
(ii) These conditions shall come into force with effect from the 1st day of January in the
2009 and shall remain in force until amended as necessary from time to time or
superseded by a fresh set of Service Conditions.

Clause (2) - Definitions

In these Service Conditions unless there is anything repugnant to the subject or context -
(i) "School" means Chiranjiv Bharati School, Palam Vihar/ Sushant Lok
(ii) "Society" means Chiranjiv Charitable Trust.
(iii) "Management" means and includes the members of the Board of Management of the
School and such employees who are nominated by the Management Team from time
to time.
(iv) "Head of School" means the senior most from amongst the Principal, Manager
Administration, Head Master, Head Mistress, etc., formally authorized from time to
time by the Management, with overall responsibility for the immediate day-to-day
operations of the School.
(v) “Employee” means any one employed on the rolls of the school as a trainee,
apprentice, adhoc Teacher, temporary Teacher, full time Teacher, part time Teacher,
and administration staff including the Principal, Vice – Principal, Head Master /
Head Mistress, Accountant, and any other management staff member employed from
time to time. Anyone employed on contract through a contractor or vendor or
consultant or retainer shall not come under the definition of an employee of the
school
(vi) “NOTICE” means a communication in writing required to be given or posted for the
purpose of these Rules.
(vii) "Notice Board" means Notice Board especially meant and fixed in a conspicuous
place for the purpose of displaying matter or information or notice required to be
posted under the provisions of these Service Conditions or any other enactment for
the information of all the Employees.
(viii) "Attendance" means the presence of the Employee concerned, in the Staff Room or in
such quarters where s/he is required to report for duty after getting his / her
attendance marked in the Attendance Register.
(ix) The Appointing Authority shall be either the Managing Trustee or the Trustee or any
other employee of the School authorized by the Trustee or the Managing Trustee,
who shall be deemed to be responsible for the administration and running of the
School.
(x) "DISCIPLINARY AND COMPETENT AUTHORITY” means the Management
Trustee or Trustee or a Manager nominated by the Trustee or the Management

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 Trustee including the Principal of the School or any other Officer duly authorized for
the purpose of initiating disciplinary actions as per the defined procedure and
implementation / enforcement of Rules and Regulations.
(xi) "SALARY” means all remuneration paid or payable by way of Basic salary,
Dearness Allowance, House Rent Allowance or otherwise expressed which would in
the terms of employment, expressed or implied were fulfilled be payable to an
employee in respect of employment or work done in such employment.
(xii) For the purpose of these Service Conditions references to the masculine gender
include the feminine and singular includes the plural and vice-versa.

Clause (3) - Classification of Teachers

All Teachers covered under these Service Conditions shall be classified and defined as under -
(i) "Regular Teachers" – A Regular Teacher is a Teacher who has been engaged on a
permanent basis and who has satisfactorily completed the probationary period
prescribed for him/her, who has been given a letter by the Management to that effect
confirming him/her against a permanent post.
(ii) "Probationer" - Probationer is a Teacher who is provisionally employed to fill a
permanent vacancy in a posting for a period to be specified in the appointment letter.
In case of a probationer whose service is not found to be satisfactory during the said
period, but is likely to improve, the Management, at its own discretion, may extend
the period of probation for a further period to be specified in the extension of
probation letter. A probationer is deemed to be confirmed in service on the
immediate expiry of his/her period of probation or extended period of probation, as
the case may be, unless informed in writing to the contrary.
If a permanent Teacher is promoted to a higher post s/he can at the discretion of the
Management be put on probation for six months, which may be further extended by 3
to 6 months at a time and if such a Teacher is found to be unfit for the higher post
during the probationary period, s/he may be reverted to his/her original post at any
time, without assigning any reason whatsoever.
(iii) Ad-hoc Teacher shall mean a Teacher who has been engaged to fill a temporary
vacancy, or who has been temporarily employed against a permanent vacancy, or
who is employed in connection with a temporary increase of work of a permanent
nature, or extra work during the busy season or employed on a temporary post for a
specified period. The mere fact that the period has been prolonged beyond the fixed
limit or that an ad-hoc employee may sometimes be asked to do work which is of
permanent nature will not give the right to such Teachers to claim permanency.
(iv) "Apprentice / Trainee" shall mean a learner who may or may not be given an
allowance during the period of training. The Terms and Conditions and period of
training of the apprentice shall be governed by the contract and Rules and
Regulations framed by the Management from time to time. She/he will be eligible to
a fixed stipend at the discretion of the management.
(v) "Teachers on Contract of Service” shall mean any person who is employed for a
fixed period in the School and after the specified period of contract of service, the
same shall automatically cease and such Teacher cannot claim regularization of his /
her job.

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Clause (4) - The Record of Age and Address
The following documents shall be deemed to be bonafide proof of age for all legal purposes for
those entering into the services of the School -
(a) Matriculation or School Leaving Certificate
OR
(b) Birth Certificate.
(i) All Employees shall, on appointment, notify the Management of their local and
permanent address and telephone and e-mail contacts. Any change in such address or
contacts is to be notified promptly to the Management in writing. Communication by
letter or notices dispatched by post by the Management or School to the last address
given by an employee, whether the same are delivered or returned or refused, shall
constitute sufficient proof of the communication by the School with respect to the
employee concerned.

Clause (5) - Appointment & Employment

(i) All appointments will be made by the Appointing Authority in accordance with the
Rules of the School in force from time to time.
(ii) An appointment shall be valid only after an appointment letter has been issued to the
Employee. The appointment will be subject to the information furnished by the
Employee at the time of the interview. However, in the event of any information
given therein being found incorrect at any time subsequently, the appointment may
be held void on this count itself.
(iii) The Management reserves the right to call for the original copies of the certificates of
credentials of any Employee at any time and non-production thereof shall be deemed
to be a willful and deliberate act of insubordination liable for disciplinary action. The
employee may also be suspected of concealment of facts or relevant information.
(iv) The appointment letter issued to the Employee shall state the nature of appointment
and the appointment letter shall be in duplicate duly signed by the Appointing
Authority and one copy of the said appointment letter must be signed by the
concerned Employee and returned to the office as a token of acceptance within 48
hours of issue.
(v) All the Teachers will be paid consolidated pay during the temporary or probationary
period. On confirmation, such Teachers will be placed in an appropriate scale of pay.
(vi) The employment and its continuance will also be subject to the appointee being
found and remaining to be found medically fit by a Medical Officer of the School's
choice. The opinion of the Medical Officer shall be final and binding and the
employee shall be liable to be discharged from employment if certified as medically
unfit for further service.
(vii) A permanent employee shall hold office until s/he attains the age of 58 (fifty eight)
years.
(viii) Employees names will be recorded as declared in the S.S.L.C Certificate, DOB
Certificate etc. & shall not be changed under any circumstances, unless it is done so
in compliance with the law.

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Clause (6) - Termination of Employment
(i) Permanent Employee - The service of any permanent Employee is liable to be
terminated by giving a minimum notice as specified in the appointment letter by
either side or on payment of proportionate salary in lieu of such notice. If the
termination is to be made by the School as a measure of punishment then no such
notice is required to be served to permanent Employees.
(ii) For an Employee on probation, ad-hoc Teacher, temporary Teacher, apprentice,
Trainee, a Teacher on contract, the services are terminable by the school giving one
month’s notice in writing, or one month’s salary in lieu thereof. In case of a shorter
notice, proportionate pay for the shortfall in notice period shall become payable.
During the notice period, if the said Employee is absent without sanctioned leave,
s/he will be liable for disciplinary action including termination of services entailing
forfeiture of notice period wages and other benefits, if any.

(iii) If any permanent Employee leaves service without giving any previous notice in
writing, s/he shall be deemed to have abandoned his/her service.
(iv) If any Employee, whether permanent, probationer, temporary or contractual indulges
into acts of misconduct, s/he shall be dealt with in accordance with the relevant
clauses of these service conditions.
(v) Any Employee who absents him/herself without permission for more than seven
continuous calendar days shall be deemed to have left the service of the School with
effect from the date s/he starts absenting him/herself.
(vi) In all cases of resignation by a Employee, the concerned Employee shall obtain a
clearance certificate from the School testifying that nothing belonging to the School
is due from him / her. If the employee fails to return any such property the value of
such property forthwith shall be deducted from his / her full and final settlement or
salary.

Clause (7) - "Transfer"

The Management, at its own discretion, shall have the right to transfer any employee from one
branch/ wing to another. Employees can also be transferred from one building to another of the
same School. Employees could also be transferred from one city to another, wherever Chiranjiv
Charitable Trust is running the schools. The Management may depute a Employee for outstation
duty within India to another school formed by the same trust or any other trust, in connection with
the work of the School/s, which may include the sending of a Employee to some other city / place
within India for acquiring skills, attending of workshops, etc.

Clause (8) - "Punctuality"

(i) Every Employee shall attend their duties at their place of work inside the School,
punctually at specified time after marking attendance on the attendance register on
arrival
(ii) Every Employee will observe punctuality and in the event of any employee being late
by 5 minutes or more beyond three occasions, s/he shall be considered to be 'on
casual leave' for a day.

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 (iii) If the above defined late coming resulting in deduction of casual leave as mentioned
above is repeated in that year, then such act of the employee shall qualify as an act of
habitual late-coming and the same may entail disciplinary action against such
employee and if the habit is not rectified, the employee may also be liable for
dismissal from service.
(iv) All such employees who habitually report late for duty or leave earlier than the
prescribed time shall be liable for deductions from their respective salaries,
proportionately.

Clause (9) - Pay & Allowances

(i) The Management of the School has the sole right to fix and revise the pay-scales and
allowances for different categories of employees employed with the School.
(ii) Any salary due to any employee but not paid on the pay day owing to the same being
unclaimed, shall be paid on such day as may be notified on the Notice Board. A
claim for unclaimed salary will be entertained only if it is submitted within one year
from the date on which the salary became due.
(iii) If the salary remains unpaid due to the death of an employee, the same shall be paid
by the Management / School when a properly substantiated claim is presented by
his/her heir or legal representatives within one year from the date on which the salary
became due or within six months from the date of the death of the employee,
whichever is earlier.
(iv) Promotion, increments, etc. of an employee will depend entirely on performance of
work and his / her competency. All promotion / increment shall be effective April or
June depending on the month in which the academic year of the school commences.
However, annual increment shall be due on successful completion of the probation
period. Further, this increment shall be effective from April or Oct depending on the
date of joining which may be before or after April. Employees joining before April in
a particular year shall be eligible in April of the following year and those joining after
April shall be eligible in Oct of the following year.
(v) No employee will be entitled to an annual increment as a matter of right. An
employee will be eligible for increment after completion of one year probation on
confirmation at the commencement of the succeeding Academic Year, subject to
his/her performance as per the Performance Management System.
(vi) The increment shall also depend on the employee’s contribution to the school and the
result achieved by him / her in the spheres of activities assigned to him / her unless
the same is withheld for the reasons to be recorded and intimated to the employee in
writing.

(vii) Increments in the scale of pay, if any, are not automatic and they shall be earned by
the employee which is based on work, conduct, performance, attendance. No
increment will be withheld without giving the Employee a reasonable opportunity to
represent against such action. The Management reserves the right to give additional
increment in the same scale/grade to any Employee for exceptional merit, in a year.

(viii) Promotion is the exclusive right and function of the Management. While promoting
an employee, his / her merits will be the sole criteria. Promotion is not automatic.

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 (ix) The employee so promoted shall undergo a period of probation in his / her new job
before confirmation in this post as decided by the Management. If at the end of his /
her probation he/ she is not found satisfactory, he / she shall be reverted back to his /
her original role.

(x) Punishment, censure, warning, suspension, stoppage of increments and reprimand

shall be taken into consideration by the Management for increments and promotion
which shall be final and binding.
(xi) In case of any involuntary / voluntary termination of an employee, all dues shall be
settled after proper handover of his / her responsibilities to his / her successor or
person authorized by the Management. However, all dues shall be settled through
Full & Final Settlement within two weeks of such action but after the employee has
obtained a Clearance Certificate from the concerned Wing of the School.
(xii) Authorized deductions will be made from the salaries/wages of the employees.

Clause (10) - Entry, Exit and Search

(i) All employees shall enter and leave the School premises only by the gates specified
for this purpose. The gates shall be kept closed during the working hours and no
Employee shall be entitled to leave the School premises during the working hours
without prior written permission from the Management.
(ii) No employee will carry with him/her inside the School premises any weapon,
explosives, article of intoxication or any articles dangerous to the security of other
Employees, workmen, staff and children.
(iii) The School reserves the right to conduct a search of any employee’s person and/or
belongings prior to his/her leaving or entering the School, if so warranted for any
reason, at the sole discretion and at the orders of the Head of School.

Clause (11) - Regulation of Hours of Work and Duty Chart.

(i) Work Timings & Days of work for Teaching or Vacation Staff
The timings of the School shall be from School Timings: Academic-7.50 A.M. to 2.30
P.M. - Monday to Friday and 7.50 A.M to 2.00 P.M on Saturday, unless otherwise
specified as per requirement from time to time and all Second Saturdays will be a
holiday.
The Principal shall ensure appropriate communication to the parents of the children that
they should be present in the school by 7.50 A.M. sharp. Further, the Principal shall
ensure that the children board the bus and leave the premises by 2.30 P.M sharp.

(a) All employees of the Chiranjiv Bharati School, Palam Vihar/ Sushant Lok shall
be present in the school at least 10 minutes before the start time of the school and
hence report for work by as per timings mentioned above of the respective school
(b) The Principal shall ensure that all Employees come on time and leave as per their
respective work timings.
(c) The Chiranjiv Bharati School, Palam Vihar/ Sushant Lok shall have minimum
working days as specified by the respective state laws. However, the working days
including examination days, shall not be less than 210 in an academic session.

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(d) The Chiranjiv Bharati School, Palam Vihar/ Sushant Lok shall be operational for
children from Monday to Saturday – except the second Saturday which shall be a
holiday. National festival and Gazetted holidays shall be declared as appropriate to
the state in which the school is situated along with the permissible restricted holidays,
subject to a maximum of 21 days. The same shall be announced and displayed on the
notice board of the school.

(e) The Teachers of the School shall work 6 days a week, from Monday to Saturday,
except the second Saturdays which shall be holidays - besides the National & Festival
holidays followed by the school

(f) The school shall be closed for vacations during summer for about 40 days of every
year. Further the school shall be closed for autumn break in September / October and
winter break in December / January for a maximum period of about 10 days each.

(g) The exact dates of summer, autumn and winter vacations along with the list of
Gazetted and restricted holidays shall be decided by the competent authority before
these are notified.

(h) The Teachers shall be required to work one week after the commencement of
summer vacations and resume work three days prior to the end of summer vacations.
During autumn and winter break, the Teachers would be required to resume work 2
days prior to the re-opening of the school for children. However, the school Principal
is empowered to take a decision in this regard. Teachers may be required to report for
training / workshops / extra classes for seniors during vacations which shall be
announced from time to time.

(i) Teachers on Probation as well as confirmed will be eligible for Vacation salary
provided they are present for one week after commencement of vacation and resume
work one week before re - opening of the school. Similarly, they need to be present 2
days prior to the re – opening of the school after autumn and winter break to be
eligible for salary for the period of autumn and winter break. The first year vacation
salary shall be retained as security deposit and shall be paid as part of the full and
final settlement as and when a Teacher terminates or retires from the employment –
provided a minimum of 6 months of service is rendered after the vacations in the first
year.

(j) Teachers shall come to work on holidays / vacation days for any exigency of work
that may come up from time to time.

(k) The period of hours of work in accordance with the duty chart as may be prepared
with respect to each Teacher, from time to time shall be given to each Teacher and/or
shall be exhibited on the Notice Board for the knowledge of the Teachers.

(l) Notwithstanding the above, it is understood that the services of all employees of the
School have been retained on a full day basis and may extend to a period of 8 (eight)
hours per working day, not including breaks for refreshments or meals, except in the
case of part-time employees.
(m) The School reserves the right to change periods of hours of work or work on all the
days of the week with staggered weekly holidays system, etc., at its discretion for

7
 any reason whatsoever subject to the exigencies of work and the law applicable to
School.

(ii) Work Timings & Days of work for Administrative or Non vacation staff

(a) Principal, Vice- Principal, Head Mistress , Manager Administration, PRO / Academic
Counselor, Accountant, Administrative assistants, PA to Principal, Receptionists,
Store Keeper, Lab Attendants, Nursing Staff, Office Boys, Drivers and Housekeeping
boys if on the rolls of the school and other similar administrative support staff shall
form part of Administrative staff.
(b) The work timings of the administrative staff shall be for a period of 8.5 hours from
Non Academic-8.00 AM to 4.30 PM - Monday to Friday and 8.00 AM to 2.00 PM on
Saturday including a lunch break of half hour, on normal working days and all
Second Saturdays will be a holiday.. However, there shall be staggered timings for a
period of 8.5 hours to manage operational efficiency continuity and these timings
shall be communicated by the Principal, from time to time.
(c) The administrative staff will work through a 6 day week, except the second saturdays
which shall be holidays and Sunday being a weekly off. The timings on Saturdays
will be from 8.00 am to 02.00 pm or as notified by the Principal.
(d) Administrative staff shall be eligible for earn leave (EL) and therefore will not be
eligible for summer, autumn and winter vacations applicable to Teachers
(e) The administrative staff shall be entitled to National & Festival holidays as
announced per the school calendar.
(f) Administrative staff shall come to work on holidays for any exigency of work that
may come up from time to time. There shall be no compensatory offs or extra day’s
pay for the days worked on holidays.

Clause (13) - Attendance Rules

(i) Employees should reach the staff-room or their place of work in accordance with the
timetable punctually at the time of start of work. Their mere presence in the School
premises will not be treated as attendance.
(ii) Employees are required to sign in the Attendance Registers, on all working days. A
separate record will be maintained for late comers.
(iii) Any Employee who after presenting him/herself for duty is found absent from duty or
from his/her place of work in accordance with the duty-chart during the working
hours without permission, will be treated as absent without authorization for the
whole day.
(iv) Without prejudice to any other clauses mentioned above, the Management reserves
the right to take disciplinary action for absence, late-coming and deserting the place
of work without proper permission.

Clause (14) - Safety, Medical.

(i) Employees shall be responsible for properly safe-guarding the School property
entrusted to them and shall undertake proper maintenance of the same.
(ii) All cases of accident arising out of and in the course of employment shall be reported
by the affected Employee to the Management immediately. Such cases will be dealt
with as per the relevant provisions of law.

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 (iii) Medical facilities providing basic first-aid necessities will be provided to Employees.

Clause (15) – Leave Rules

(i) Applicability:
The Rules will apply to all employees of Chiranjiv Bharati School Palam Vihar/
Sushant Lok. An employee’s claim to leave is regulated by the Rules in force at the
time the leave is applied for and granted.

(ii) Definitions:
(a) The competent authority to sanction leave is the Head of School.
(b) Authorized medical officer means the School Medical Officer or a panel of
Doctors approved by the School at the time of applying for medical leave.
(c) Except for the Head of School, (i.e. Principal / Vice Principal /
Headmistress), all Teachers, etc. will be treated as Vacation Staff.
(d) The Laboratory Attendant & Nurse are to be treated as Non-Vacation Staff
depending upon the need of the School.
(e) Earned leave means leave earned or likely to be earned during the year in the
service of the Chiranjiv Bharati School Palam Vihar/ Sushant Lok.
(f) Vacation means a block of holidays which are declared as vacation by the
Management. A School has only one vacation in a year and blocks of
holidays in autumn and winter are School breaks.

(iii)General Rules:
(a) For the purpose of calculating leave accounts, “year” shall mean a calendar year
(January 01 to December 31 of each year)
(b) Leave shall be earned in one calendar year and credited into the employee’s leave
account on January 01 of the following year
(c) It is the responsibility of the employee and the supervisor to record and monitor
the leave taken during each calendar year. Employees wishing to take leave shall
apply using the leave application form (Refer to Annexure 1), and get the
supervisor’s approval before forwarding the same to the Administration
Department, with whom the leave application form is available.
(d) The employee shall submit the approved leave application on the day of rejoining
from their respective leave, if not submitted earlier.
(e) Employees shall inform the supervisor before proceeding on leave and submit the
approved leave application at least one day before proceeding on PL.
(f) The Administration department shall declare the approved list of public holidays
for the school in the month of November each year. These holidays are
applicable for the following year. (For eg: Public Holidays for the year 2010/11
shall be released by the Administration department in November 2009).
(g) Absence after expiry of leave: Unless the authority competent to grant leave
extends the leave, the employee who remains absent after the end of leave, is
not entitled to leave salary for the period of absence. The entire period of
unauthorized absence is to be treated as leave without pay. Willful absence

9
 from duty after the expiry of leave renders an employee liable to disciplinary
action. The employee who applied for extension of leave has to make sure
that his/her application for extension of leave is received before the expiry of
the sanctioned leave. The employee so applying for extension may be
intimated immediately about the decision as to whether his/her request for
extension has been acceded to or not. An application for extension after the
leave, on expiry of the sanctioned leave period, will in the normal course be
treated as willful absence until decided by the competent authority after
considering the facts of the case and extension is sanctioned.

(iv) Academic Staff or Vacation Staff

Casual Leave / Sick Leave

(i) Teachers shall be eligible for Casual Leave / Sick leave of 12 days in a calendar year.
Further, leave shall be credited on pro-rata basis for the days worked, from the date
of joining @ 1 day per month up to a maximum of 12 days. Un availed Casual Leave
will be en - cashed at the end of the calendar year i,e on December 31 and paid along
with July salary.
(ii) Calculation for casual leave encashment = Basic / 30.416 * No. of days
(iii) Teachers joining on or before 15th of the month shall be credited with CL on a pro-
rata basis by including the month in which they join, for arriving at the number of
days of eligible CL. Teachers who join from 16th of the month shall get CL
computed, by including the subsequent month for arriving at the number of days of
eligible CL.
For Example If a Teacher joins on July 15, 2007, then the number of days of CL that
this Teacher shall be eligible is
• 1 CL per month * 6 months (July’07 – December 31, 2007) = 6 days of CL
• If the Teacher joins on July 16, 2007, then the number of eligible CL will be 1 CL
per month*5 months(August’07 – December 31, 2007) = 5 days of CL
(iv) Casual leave is only to help Teachers to meet sudden exigencies of personal nature.
Further, Teachers are eligible for only 1 day of CL in a month (upto a maximum of
12 leaves in 12 working months) and are subject to approval of the Principal. Casual
leave shall not be pre fixed or suffixed with any type of holidays / week ends.
However deviation to this shall be approved by the Principal.
(v) There shall not be any Earned Leave for Teachers, as they are entitled for vacation
holidays in summer, autumn and Winter.

Maternity Leave

(i) Teachers are entitled for 90 days of paid Maternity leave upto a maximum of 2
children
(ii) Maternity leave can be clubbed with Casual Leave with prior approval of the
Principal

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(iii) Maternity leave of 45 days shall be granted in case of miscarriage or any kind of
termination of pregnancy. Medical Certificate before proceeding on the above leave
and a Fitness Certificate before rejoining must be furnished from a Registered
Medical Practitioner.
(iv) Paternity leave of 3 days shall be approved.

(v) Non-Academic Staff or Non vacation Staff

An Employee is entitled to the following types of leave :

a. Privilege Leave 18 days On Jan 01 for days worked in the previous year.
b. Casual / Sick Leave 12 days For the year from the date of joining on prorate basis
c. Maternity Leave 90 days upto a maximum of 2 children on joining
d. Paternity leave of 3 days On joining

Privilege Leave or Earned Leave

(a) Employees shall be credited with 18 days of Privilege Leave (PL) for a work period
of 12 months of the calendar year.
(b) An Employee needs to complete 11 months of service to avail of PL. However, in
case of an exigency, the employee may take advance PL with appropriate approval of
Principal.
(c) Leave shall be earned at the rate of 1.5 days for every month of completed service.
Should the employee join the services of the School on or before the 15th of the
month, he/she shall earn the complete leave for that month.
(d) Employees joining after the 15th of the month shall not earn any leave for that
month. For the month of February, the same rule shall apply.
(e) PL shall be credited to the employee’s account on January 01 of every subsequent
year on a pro-rata basis for leave earned in the previous calendar year. The example
below explains this -
An employee joins the organization on July 01, 2007. He shall earn 1.5 days for
every month of completed service till Dec 31, 2007. Therefore 9 days of PL shall be
credited into his account on Jan 01, 2008.
However, the employee shall be able to avail of his / her leave only after June 01,
2008 on completion of 11 months of service.
(f) There shall be no minimum number of days of PL that an employee may avail.
(g) An employee can proceed on PL even for half a working day. There is no limit on the
number of occasions or installments that an employee can avail of PL. However all
leave needs to be planned in advance, to the best extent possible, and the same needs
to be approved by the immediate reporting Authority.
(h) In order to apply for LTA (If applicable as per the salary structure) benefit wherever
applicable, the employee should proceed on minimum 5 days of PL. However, should
the leave coincide with Public Holidays or weekends, and the sum total of the
number of days that the employee has not attended work totals to 5 or more, the
employee may claim LTA benefit. However, in this case (where the total number of
PLs taken are less than 5, but the total number of days off total to 5 or more), the
employee shall have to fill out a Declaration (Refer to Annexure 2) stating that he/
she was not at work for the stated numbers of days.

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(i) The intervening week ends (Second Saturdays and Sundays) shall be included for PL.
The intervening holidays (National & Festival holidays declared by the school as
paid holidays for that year) will also be included as PL. The example below explains
this -

Example 1: An Employee named “Alpha” proceeds on Leave from Monday (August

07, 2006) till Friday (August 11, 2006) and returns to work on the subsequent
Monday (August 14, 2006). Wednesday (August 09, 2006) is a declared holiday.
How many days of PL will be debited to Alpha’s leave account?

Answer: The number of PL debited from A’s leave account will be 7 days (assuming
that the intervening Saturday was a second Saturday) and the intervening festival
holiday on August 09, 2006 will be counted as PL.

Example 2: An Employee named “Beta” proceeds on Leave from Monday (August

07, 2006) and returns to work on Thursday (August 17, 2006). Wednesday (August
09, 2006), Tuesday (August 15, 2006) and Wednesday (August 16, 2006) are
declared holidays that are intervening his PL. How many days of PL will be debited
to Beta’s leave account?

Answer: The number of PL debited to Beta’s leave account will be 10 days. Of the 10
days that he has been on leave, 3 days happen to be declared holidays and 2 days are
week end holidays, which are counted as PL.

(j) Any holiday on account of Elections or Bharat Bandh (declared as and when required
during the year) will be treated like a declared holiday and will not be counted for
PL.
(k) PL credited for a calendar year up to a maximum of 15 days shall be carried forward
to the subsequent year. The un-used balance of PL shall lapse.
(l) PL can be accumulated up to a maximum of 45 days. Un-used EL up to a ceiling of
45 days shall be cashed out by an employee. Last drawn Basic Salary shall be the
component that will be used for computation of leave encashment. Encashment shall
be made as part of full & final settlement only at the time of the employee leaving the
school and not before
(m) PL cannot be pre fixed or suffixed with Casual Leave (CL).

Casual Leave (CL)/ Sick Leave (SL)

(a) Employees shall be eligible for Casual Leave / Sick Leave of 12 days in a calendar
year. Casual / Sick Leave shall not be accumulated or en cashed and the un availed
leave shall lapse at the end of the calendar year i,e on December 31.
(b) Casual leave is only to help employees to meet sudden exigencies of personal nature.
Further, employees are eligible for not more than 1 day of CL in a month and are
subject to approval of the Principal / Manager Administration as the case may be.
Casual leave shall not be pre fixed or suffixed with any type of holidays / week ends.
However deviation to this shall be approved by the Principal.
(c) Casual Leave cannot be pre fixed or suffixed with PL. However under exceptional
circumstances CL can be clubbed with Maternity Leave.
(d) Sick Leave is included in this 12 days of leave and any sick leave of 2 days or more
availed shall be supported by a medical certificate by a registered medical practioner.
(e) Sick Leave can be clubbed with PL or Maternity Leave.

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 Maternity Leave:
(a) An employee is entitled for 90 days of paid Maternity leave upto a maximum of 2
children.
(b) Maternity/ Paternity leave will be in addition to & can be combined with Privilege
Leave.
(c) Maternity / Paternity Leave cannot be accumulated or cashed out.

Clause (17) – Employees’ Obligations

(i) No Employee during his/her service in the School except with the written permission
of the Management shall enter into the service of any other person / School / firm /
school. No Employee shall carry on any other business for gain or engage
him/herself in any other activity so long s/he is in employee of the School.
(ii) No Employee shall disclose or divulge confidential information belonging to the
institution, that you may come across in the course of his/her responsibilities either
to the school and/ or to anyone outside the school and S/he shall use such confidential
information only in connection with the services provided by her/him.
(iii) Further, no Employee shall utilize any confidential information acquired in
consequence to his/her employment for the benefit or for the benefit of any third
party other than the School who has disclosed such confidential information or for
whom S/he has created the confidential information.
(iv) In case of a Employee availing advance from the Management for purchase of
material or for any other purpose, s/he shall submit accounts of the same on any day
within one week from the date on which the money has been taken.
(v) No Employee shall enter into any kind of financial deals with his/her fellow-
Employee or students or parents/ guardians or customers nor shall s/he accept any
kind of gifts from them without taking the prior written permission of the
Management.
(vi) Employees are permitted to bring any relative or a friend or any other person to the
School only after obtaining prior permission of the Management.
(vii) Any Employee who has resigned or has been granted leave or has been put under
suspension or has been discharged from service or in the event of the Management
having declared 'lock-out' or 'lay-off' or in the event of the Employee not working for
any other reason, shall leave the School premises immediately. His/her presence
inside the School premises without the written permission of the Management shall
result to an act of trespass.

(viii) Employees shall refrain from undertaking private tuitions or coaching classes of the
students of this School or any outsider without prior written permission of the
Management / Head of School .
(ix) Employees are expected to co-operate and extend their full support in organizing and
conducting events and functions of the School either during or after School hours.
(x) No Employee shall extend any favor to the children or relative of other Employee.

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(xi) Employees are requested to comply with all the safety and security provisions of the
school. Further, they shall not refuse the allocated duty of accompanying the children
on school excursions, tours / trips and their daily transportation to school.
(xii) Joining or Forming Association by the Employees: No employee shall join or
continue to be a member of an Association, the objects or indulge in activities which
are prejudicial to the interests of the sovereignty and integrity of India or public order
or morality. He / She shall not also engage himself or participate in any
demonstrations organized by such Association.
(xiii) No employee shall involve in any act of moral turpitude including unlawful act,
which may cause embarrassment or which may bring discredit to the School.
(xiv) Employees shall not take part in any unlawful agitation, strikes, etc. He/she shall not
publish information, which he/she gathers in his official capacity without
management’s prior permission.
(xv) Every employee shall at all times maintain absolute integrity, devotion to duty and o
nothing which is unbecoming of an employee. He shall serve the organization
honestly and faithfully. He shall in the performance of his / her duties do in his best
judgment. He / She shall be deemed to be in the employment of the school for the
hours mentioned in the service rules and liable to the called for extra classes for duty
of the day, apart from the normal hours of duty. Even while on leave, he / she shall
not directly or indirectly engage himself in any other profession or business and shall
not have any dealings with persons or friends having business relations with the
School. He / She shall comply with all orders and directions given to him in the
discharge of his duties.
(xvi) The employee shall take due care that the performance of his / her duties is not
affected in any way by the influence of any intoxicating drink or drug.
(xvii) The employee shall not appear in public place or in the premises of the School in a
state of intoxication.
(xviii) No employee shall bring or attempt to bring any outside influence to bear upon the
management to further his interests in the school.
(xix) No employee shall misuse the amenities provided for him by the school for discharge
of his / her official duties.
(xx) A Employee whose services are required at any time by the Management and
considered necessary and who is called for duty at any time even during off hours
will be bound to obey the same and report for duty.
(xxi) Any Employee refusing to work beyond normal working hours when required by the
Management shall render himself / herself liable to action under the provision of
these Service Conditions. However, the Management shall ensure safe working
conditions and appropriate arrangement of necessity facilities.
(xxii) If the Management considers it necessary, a Employee may be asked to work on the
weekly off day or on a holiday depending on the exigencies of the work, and the
Employee shall comply with the same.
(xxiii) When due to any reason, the Management is not able to provide a Employee the work
for which s/he was engaged, s/he may be assigned any other work and it will be
unlawful for the Employee to disobey such orders.

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 (xxiv) All employees are strongly encouraged to distinguish between school and personal
interests. For instance, school material, equipment, facilities etc., should not be
misused for personal purposes.
(xxv) All employees shall report at their respective work places at the time fixed and
notified by the Management.
(xxvi) Employees should avoid actions which damage the reputation of the Schools.
Whenever an employee is invited by external agencies / education institutions /
professional bodies etc., to deliver lectures / make presentations etc., he / she should
first take approval by making a written request to the Principal his / her immediate
superior.
(xxvii) An employee is required to be conscious of time and cost issues and shall not indulge
in misuse of the same.

Clause (19) - Acts or Omissions Constituting Misconduct.

The following acts or omissions shall, inter alia, constitute specific acts of misconduct on the part
of a Employee / employee of the school.
(i) Habitual breach of any of the provisions drafted in these Service Conditions or in
Rules framed or instructions issued by the Management from time to time.
(ii) Violation or disobedience of any provision of any Government laws or
Government Legislation regarding the affairs of the School or Rules or
Instructions or awards or agreements or settlements or decisions in force from
time to time.
(iii) Violation or damage to School property or any act of indiscipline or misconduct
or any act subversive to discipline.
(iv) Insubordination or refusal to obey on the part of any Employee whether alone or
in combination with other Employee or Employees, any instruction or order of
superiors.
(v) Vilifying officers of the Management and/or co-Employees.
(vi) Disregard of any operational or maintaining instructions or carelessness in
operation and maintenance.
(vii) Interfering with the work of any other Employee and employee and/or employees
of the Management.
(viii) Slowing down of work or sabotage or abatement or instigation.
(ix) Negligence of duty or laziness or maligning or neglect of work or carelessness of
work or habitual negligence.
(x) Leaving the properties of the School unattended in negligence of responsibility
while on duty.
(xi) Striking work or refusing to work either individually or along with others in
contravention of these Service Conditions or any Statute, Rules enactments or
any award, agreements, settlements or decision made from time to time and for
the time being in force or inciting one or more Employees or employees while
within the precincts of the School premises or outside to strike work.
(xii) Failure of a Teacher to finish syllabi within an annual academic year willfully.

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(xiii) Taking unwarranted recourse to incite or try to incite others to take such
recourse.
(xiv) Coercing or intimidation or wrongful confinement or wrong restraint or gherao or
go slow or illegal strike or sit down strike or sit in strike or hunger strike or in
form of any physical duress or in demonstration or in other activities which may
disturb normal work of the School or of any one or more Employees or
interference with or disturbance to normal work either alone or in a group with
other employees or outsiders whether within the School premises or outside
either by the Employees or their friends and relations and family members.
(xv) Assaulting or threatening or man-handling or intimidating or behaving in an in -
disciplined manner with any official or employee of the School inside the School
premises or outside, either on duty or otherwise, for any reason whatsoever.
(xvi) Participation in illegal strike or not attending to his/her duties during such strike
or absenting from duty during the period of strike.
(xvii) Inciting others whether within the School premises or outside, whether on duty or
otherwise to commit or attempt to commit an act of misconduct subversive to
discipline or efficiency.
(xviii) Unauthorized occupation or use of School quarter / house, land or any other
property.
(xix) Violation of Rules governing the allotment of School quarters / houses.
(xx) Entering or leaving or attempting to enter or leave the School premises except in
accordance with the Rules or Service Conditions by the specified gate or gates.
(xxi) Drunkenness or behaving riotous or in a disorderly manner or indecent behavior
within the work premises or within the School's property or premises.
(xxii) Sleeping while on duty.
(xxiii) Violation, threatening or beating or man-handling or intimidating any employee
whether within the work premises or School premises or outside whether on duty
or otherwise.
(xxiv) Taking or giving bribe or any illegal gratification whatsoever or indulging in
corrupt practices.
(xxv) Acceptance of gifts of more than trifling value from subordinates and employees,
parents, students or guardians.
(xxvi) Dealing in or involving in personal monetary transaction of any nature
whatsoever during the working hours and/or within the work place of the School
premises.
(xxvii) Insolvency, gambling or speculation of any type whether within the School
premises or outside and whether during the working hours or outside School
premises.
(xxviii) Theft, fraud or dishonesty or deception or corrupt practices in connection with
the School business or property or work of the School or misappropriating
School funds primarily for his/her own personal use or for any use other than that
for which such funds are held by him/her. Dishonesty also includes
misappropriation of employees’ money, or breach of trust.

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(xxix) Causing damage willfully in the progress of the work or to any property of the
School, Tampering or damaging the School's records or documents.
(xxx) Theft of another employee's or co-employee’s property.
(xxxi) Sabotage or interference with safety or other devices installed in the School
premises.
(xxxii) Any act endangering the safety of the employees and/or property of the School.
(xxxiii) Holding meetings and/or demonstrating during working hours and within the
School premises without previous written permission of the Management.
(xxxiv) Exhibition of pamphlets or posters etc. without previous written permission of
the Management.
(xxxv) Smoking, chewing betel or tobacco in the School premises except in places
where smoking, chewing betel or tobacco is permitted.
(xxxvi) Reading, newspapers, magazines or periodicals or any papers not connected with
imparting of education while taking class.
(xxxvii) Refusal to accept or receive charge-sheet / show cause notice or any other notice
or letter of communication or instruction whatsoever from the Management or
not giving receipt after receiving the same, if required to do so.
(xxxviii) Writing anonymous or pseudonymous letters or mails criticizing the
Management and/or officials of the School.
(xxxix) Spreading false rumors or giving false information or making defamatory
attempts whether written or oral or making defamatory speeches which may tend
to bring the Management or its officials into disrepute or causing disruption of
the School's normal working business.
(xl) Conviction in any court of law for any criminal offence involving moral
turpitude.
(xli) Making any mis-statement or false or untrue statement or suppressing any
information and/or acts regarding his/her name, age, husband's / father's name;
qualification, previous service, conduct, etc. by an employee for employment or
at the time of interview in support of his/her candidature for the job or at any
time thereafter during the period of employment with the School.
(xlii) Approaching higher authorities direct or through any other person for promotion
or any kind of benefit or any other personal favor or for gain or in connection
with any representation except through the proper channel.
(xliii) Misconduct in private life which is prejudicial to the reputation of the School.
(xliv) Writing any letter or application to School's officials containing disrespectful or
improper language.
(xlv) Habitual absence without permission.
(xlvi) Late attendance.
(xlvii) Habitual late attendance.
(xlviii) Carrying of any weapons whether licensed or unlicensed in the School premises.
(xlix) Engaging in another trade, business, profession or occupation.

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(l) Canvassing for any Association membership or collection of Association dues of
any Association activities during the working the working hours and within the
School premises without the Management's permission.
(li) Handling or interfering with any property of the School not entrusted to his/her
charge.
(lii) Falsifying records or giving wrong testimony or refusing to give testimony when
accidents or any acts of misconduct etc. are being investigated.
(liii) Resorting to dharna or hunger-strike or gherao alone or in combination with
others.
(liv) Staging demonstration or inciting or inducing others to such demonstration
within the School premises or Estate or outside which tend to indicate some
disturbance to the normal work or movement of any employee or his/her family
members or which is subversive to discipline.
(lv) Not starting work in time or leaving work before the working hours are over.
(lvi) Absence from the place of duty after reporting for work.
(lvii) Making false or untrue statements in the application for leave or any other
application or letters to the Management.
(lviii) Unauthorized communication of false documents or confidential or secret papers,
instructions, etc.
(lix) Taking recourse to or inciting others to take recourse to any action or activity
which causes harm or is likely to cause harm or injury to any employee or his/her
family members or to the person or property of the employee or causing coercion
of any kind against and around the School premises.
(lx) Refusal to give evidence in any enquiry against any other employee charged with
any misconduct.
(lxi) Knitting, gossiping, whiling away time within the premises of the School.
(lxii) Brawl with fellow employees.
(lxiii) Unauthorized removal or defacement of notices or the School notice board.
(lxiv) Entering the School's premises when not on duty without proper permission.
(lxv) Attending / doing any other person’s work during duty hours except when
specifically authorized to do so.
(lxvi) Giving interview/s to press, radio, and television without the permission of the
Management of the School.
(lxvii) Participation in public discussions, debates, and delivering speeches in public
pertaining to the affairs or business of the establishment without written
permission from the competent authority of the School.
(lxviii) Indulging in malicious propaganda / behaviour prejudicial to the reputation or
interest of the School or any of its officers or the Employees, or any other party /
person which has business dealings or any other dealings with the School.
(lxix) Taking photographs or giving information to any unauthorized person / persons
about the School building or any compartment or part thereof or section or office

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 without obtaining the prior written permission of the Management or the Head of
School.
(lxx) Obtaining leave of any kind on false pretexts.
(lxxi) Taking employment or doing any business during the suspension period.
(lxxii) Not taking reasonable precautions to safeguard the School's property and to
prevent accident or damage to it.
(lxxiii) Using / doing identical or similar signature of any other official / of the School /
Society Officers.
(lxxiv) Use of alcohol, tobacco or any intoxicant or narcotics or any such thing in any
other form within the premises of the School.
(lxxv) Having an immoral relationship with any person within the premises of the
School.
(lxxvi) Eve-teasing in the premises of the School and in the means of transport provided
by the management, if any.
(lxxvii) Incivility, discourteous attitude to parents / guardians / visitors / clients or other
persons having any dealings with the School either inside or outside the premises
of the School.
(lxxviii) Wilful non-cooperation with fellow staff/ employees for proper discharge of
duty at any time.
(lxxix) Wearing provocative dress or using excessive cosmetics or makeup by female
staff .
(lxxx) Removing any article or material belonging to the School from the School
without obtaining written permission from the competent authority.
NOTE: The list of misconduct mentioned above is only illustrative and not
exhaustive.

Clause (20) - Punishment for Misconduct

The Management may at its discretion impose any of the following punishments on the Employee
who is guilty of any misconduct under these Service Conditions:
(i) Minor Penalty :
a) Oral or written warnings;
b) Censure
c) Fine
d) Withholding of promotion
e) Recovery from his/her salary either whole or part of any pecuniary loss
caused by him/her to the School by negligence or part of any misconduct
under these Service Conditions.
f) Withholding of increments of pay for a specific period
(ii) Major Penalty :
a) Suspension up to 10 days without pay/salary,

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 b) Reduction to a lower scale in the pay-scale of pay for specified period
with further direction as to whether on the expiry of such period the
reduction will or will not have the effect of stopping the future increment
of his/her salary,
c) Reduction to lower pay / salary grade, post or service.
d) Discharge from service without notice pay in lieu of such notice without
loss of Provident Fund.
e) Dismissal from service without notice or pay in lieu of notice with partial
or complete forfeiture of School's contribution towards the Provident
Fund of the Employee or any other benefits payable by the School.
f) Compulsory retirement.
NOTE: In awarding punishment under these Service Conditions the Management
may take into account the gravity of the misconduct, previous records, if
any, of the Employee and other extending circumstantial evidence that
may exist.
g) A Employee will be liable for major penalty in case a minor penalty for
misconduct has been awarded earlier.

Clause (21) - Procedure for dealing with the case of Misconduct.

(i) When an employee of the school is charged with an offence which may lead to
imposition of a minor penalty, s/he shall be informed in writing of the allegations
against him/her and shall be given an opportunity to make representation within
48 hours and his/her representation, if any, shall be considered before imposing a
minor penalty. However, a summary enquiry may be held before imposing any
penalty if the Employee denies the allegation.
(ii) When an employee of the school is charged with an offence which may lead to
the imposition of major penalty, s/he shall be informed in writing of the
allegation against him/her and shall be given opportunity to make representation
within a period of 72 hours. On receipt of the Employee's explanation within the
specified time and where the allegations are denied by him/her an enquiry shall
be held by an officer of the School or any person belonging to the Management
or any other person appointed by the Management. Such enquiry will be
conducted by a person other than the person who has reported the alleged
misconduct. At the enquiry the employee concerned shall be offered reasonable
opportunity of explanation to defending his/her action, at his/her choice, with the
assistance of a fellow employee as per the principles of natural justice.
(iii) When such enquiry relates to alleged misconduct of several employees, the
enquiry may be held for all such employees together.
(iv) Where disciplinary proceedings against a Employee in respect of any offence is
under investigation or trial and if the competent authority is satisfied that it is
necessary and desirable to place the Employee under suspension, s/he may by
order in writing, suspend the Employee with effect from such date as may be
specified in the order. Statement of charges against the Employee shall be
supplied to the Employee simultaneously or within a week from the date of
suspension.

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(v) The Employee who is placed under suspension under clause (v) shall during the
period of suspension be paid subsistence allowance which shall be equal to
(vi) A) 50% of the salary for the first 30 days .
(vii) B) 75% of the salary from 31 to 60 days.
(viii) C) 90% of the salary from 61 to 90 days.
(ix) D) 100% of the salary for 91 days and above.
(x) For the purpose of subsistence allowance, the term salary shall mean ‘Gross
salary”. The school is liable to pay subsistence allowance only if the Employee
does not take up alternate employment during the period of suspension.
(xi) Gross salary shall mean the Cost to school of an employee less retiral benefits.
(xii) During the period of suspension the Employee shall not leave the station except
with the written permission of the Management and shall be required to make
his/her attendance in the register meant for the purpose at the time and place,
prescribed by the Management.
(xiii) The payment of subsistence allowance will be subject to the written declaration
by the employee that he is not engaged in any other employment, business,
profession or vocation.
(xiv) If, after enquiry, the employee is adjudged guilty of the misconduct alleged
against him / her, and a punishment of discharge or dismissal is awarded, the
employee shall not be entitled to any remuneration for such period other than
the subsistence allowance already paid to him. If penalty other than discharge or
dismissal is imposed on him, the punishing authority shall, by order, decide as to
how the period of suspension shall be treated. If, however, he / she is found not
guilty of the alleged misconduct, he / she shall be reinstated and shall be paid
the difference between the subsistence allowance already paid and the
emoluments which he would have received if he / she had not been suspended,
the period of suspension being treated as on duty.
(xv) If there are sufficient reasons to believe that a employee has been convicted by a
court of law for any criminal offence, the school shall terminate his/her services
without any prior notice to this effect.
(xvi) All correspondence and proceedings may be conducted in English.
NOTICE AND COMMUNICATION:

Service of any communication, notice or order to an employee shall be
deemed sufficient if it is sent to the last known address of the employee by
registered post with acknowledgement due and exhibiting a copy of the same on
the notice board of the School.

NOTICE PROCEDURES OF:

Notices to be exhibited or given under these rules and regulations shall be in English
and/ or in the language the majority of the employees speak in the school.

An employee shall receive any notice or memo which the Management may seek to
serve upon him from time to time.

If an employee refuses to receive any notice or memo, the person serving the
same shall in the presence of at least one witness make an endorsement to that

21
 effect to the notice or memo, with particulars of date and time of refusal and put
his signature and obtain the signature of the witnesses there under, and or a copy
of the notice may be pasted on the notice board and sent to the concerned person,
by registered post with acknowledgement due, to the last known address and this
shall be deemed sufficient proof of his having received the same.

General Notices required by these Orders shall be given by pasting the same on the
notice board of the school maintained for such purposes. Important notices
concerning individual employees including notices conveying decision to
terminate his / her services shall be served at the last known address or employee
concerned personally or as per the following para.

Where an employee is not available for serving of any such notice or memo, or
order, it shall be deemed sufficient serving of notice, if such notice or memo or
order is sent by registered post with acknowledgement due to the last known
address and a copy of the same is put on the notice board of the school.

Any notice, order, charge-sheet, communication or intimation which is
personal/official, that is addressed to an individual employee or all employees
shall be given in English and shall, if he / she so desires, be explained to him in the
language which he / she understands.

Clause (24) Redressal of a grievance

Wherever any Teacher / employee wants to seek redressal of any grievance arising out of his/her
employment including the alleged unfair treatment or wrongful action on the part of the
Management, s/he must first submit his/her complaint to the appointing authority and if s/he fails
to get redressal with a reasonable time of five days, s/he may take up the complaint with the
Board of Management for a final decision.

Clause (25) - Amendment or Modification.

The Management may alter or modify these service conditions from time to time as and when
required in the interest of the School.
Nothing contained in these Service Conditions shall operate in derogation of law or to the
prejudice of any right under the written contract of the service, settlement or award for the time
being in force nor shall any agreement between the Management/School and employee affect the
right to the employee under these Service Conditions.

Clause (25) - Sexual Harassment Policy

1. The purpose of this Policy is to ensure our commitment towards creating an environment
in which all employees can work together free from sexual harassment. The School
believes that all employees, including other persons who have dealings with the Schools
have the right to be treated with dignity. Sexual harassment is an offence and therefore,
punishable. Chiranjiv Bharati School Palam Vihar/ Sushant Lok is dedicated to the
free exchange of ideas and the professional development of all members of the staff. The
environment must promote the confidence to work, to innovate and to perform without
fear of Harassment. To define Sexual Harassment; “Sexual Harassment includes any
unwelcome, sexually determined behavior, direct or by implication, and includes any
physical contact and advances, a demand or request or sexual favors, sexually colored
remarks, unsavory remarks, showing pornography, any other unwelcome physical (for

22
 example touching or brushing against any part of the body and the like, etc.), verbal or
non verbal conduct having sexual overtones. “

2. The policy is applicable to all teaching / non-teaching staff of Chiranjiv Bharati School
Palam Vihar/ Sushant Lok including temporary, part time, honorary, employee by
whatever name called and would include employees engaged on a casual or project basis
and also engaged through a contractor.

3. This policy will be applicable to all allegations of sexual harassment made by an

employee/ third party or against an employee / third party, irrespective of whether sexual
harassment is alleged to have taken place within or outside the school premises.

4. The following acts would be considered as an act of “Sexual Harassment” which is not
confined to the following :
(a) Unwelcome sexual advances, request for sexual favors, and / or verbal or
physical conduct of sexual nature made, either explicitly or implicitly, in return
for a term or condition of instruction, employment, participation or evaluation of
person’s engagement in any school activity.

(b) When unwelcome sexual advances and / or verbal, non verbal or physical
conduct such as loaded comments, remarks or jokes, letters, phone calls, or e-
mail, gestures, showing of pornography, lurid stares, physical contact or
molestation, stalking, sounds or display of derogatory nature have the purpose or
effect of interfering with an individual’s performance or of creating an
intimidating, hostile or offensive environment; forcible physical touch or
molestation, and;

5. Eve teasing, innuendos and taunts, physical confinement against one’s will and any other
act likely to impinge upon one’s privacy.

6. Any act or conduct by a person in authority and belonging to one sex which denies or
would deny equal opportunity in pursuit of career development or otherwise making the
environment at the work place hostile or intimidating to the person belonging to the other
/ same sex.

Procedures and Guidelines

COMPLAINTS COMMITTEE
1. A Panel as appointed by the Management trustee/ Trustee will consider any complaints of
sexual harassment and deal with all cases of alleged sexual harassment and otherwise
implement this policy. For any case, a Complaint’s Committee consisting of not less than
5 members shall be constituted from the panel appointed / in existence to deal with the
case.

2. The Complaints Committee would be finalized by the Management trustee/ Trustee. The
members of the committee would change depending on the location of the complaint to
include local officials who would be more relevant to the case. The complaint’s
committee constituted will also include an external member (not on the rolls of the
School), who is on the panel. The 5 members from the school, who form a part of the
panel, are:

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 a. The Chairperson of the committee should always be a female member. If the
complaint is against any of the panel members, he / she would be removed from
the panel.
b. Also as required by the law, in order to prevent the possibility of any undue
pressure or influence, such panel / complaints committee also involves a third
party (not employed with Chiranjiv Bharati School Palam Vihar/ Sushant
Lok) who is familiar with the issue of sexual harassment.

GRIEVANCE PROCEDURE
i. Any employee (“Complainant”) may lodge a complaint of sexual harassment
(“complaint”) against an employee / third party (“Accused”) or vice versa, with any of
the members of the panel in writing at the earliest point of time preferably within 30 days
from the date of the occurrence of the alleged incident. If the complainant feels that she/
he cannot disclose his / her identity for any particular reason with the panel members, she
/ he can address the complaint to the Management trustee / Trustee.

ii. The complaints committee will hold a meeting with the complainant latest within a
period of 30 days within the receipt of the complaints and advance intimation will be
given to the complainant. At the first meeting of the complaints committee the
complainant shall be heard and his / her statement shall be recorded (statement of
allegation). The complainant can produce corroborative material with documentary / oral
material, etc. to substantiate his or her complaint if available.

iii. Thereafter, the delinquent employee will be called to a meeting by the complaints
committee and will be informed of the complaint and an opportunity will be given to the
accused to give an explanation, where after, an “Enquiry” shall be conducted. In the
event of the complaint not falling under the purview of sexual harassment / the complaint
on the face of it does not disclose an offence of sexual harassment the complaints
committee may drop the complaint after recording the reasons thereof.

iv. In case the complaint registered by the complainant is found to be false at any stage the
complainant shall be liable for appropriate action as deemed fit by the committee.

PROCEDURE OF ENQUIRY
i. The complaints committee shall immediately proceed with the enquiry and communicate
the same to the complainant and the accused.
ii. The complaints committee shall record all the proceedings of the enquiry in the language
familiar to the employee, at the request of the employee and all parties present at any of
the communication meetings shall endorse the same in token of authenticity thereof.
iii. Complaint Committee shall handover the statement of allegation to the accused and give
an opportunity to the accused to submit a written explanation if he / she so desires within
seven days of receipt of the same.
iv. The complainant will be provided with a copy of the written explanation submitted by the
accused.
v. If the Complainant or the accused desire any witnesses to be called they shall
communicate in writing to complaints committee the name of the witnesses whom they
proposed to be called.
vi. If the complainant desires to tender any documents by way of evidence before the
complaints committee, she/ he shall supply true copies of such documents to the
complaints committee.
vii. Similarly, the accused can also provide evidence before the committee. The true copies of

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viii. evidence should be attested by both the parties. The committee will call upon all
witnesses mentioned by both the parties.
ix. The complaint’s committee will provide every reasonable opportunity to the complainant
and to the accused, for putting forward and defending their respective case.

PROTECTION AGAINST VICTIMIZATION

The victim of sexual harassment has the option to request for his / her own transfer.

OBLIGATION OF THE MANAGEMENT

The Management of the School shall provide all necessary assistance for the purpose of
ensuring full, effective and speedy implementation of this policy.

THIRD PARTY HARASSMENT

Where Sexual Harassment occurs as a result of an act or omission by any third party or
outsider, the school shall take all steps necessary and reasonable to assist the affected
person in terms of support and preventive action

ANNUAL REPORT
The complaints committee shall prepare an annual report at the end of the financial year
of the school giving a full account of its activity during the previous year and forward a
copy thereof, to the President – Group HR & Trustee.

All attempts shall be made to resolve all cases within 6 months of them being lodged.
7. Responsibility Remarks

ACKNOWLEDGMENT
To : Chiranjiv Bharati School _____________, ___________________

I
(FULL NAME OF THE TEACHER IN BLOCK LETTERS)
______________________________________________________________________________
________,

son / daughter / wife of

(FULL NAME OF FATHER / SPOUSE IN BLOCK LETTERS)
____________________________________________________________________

resident of
(COMPLETE RESIDENTIAL ADDRESS)
______________________________________________________________________________

______________________________________________________________________________
_________

hereby acknowledge the receipt of Service Conditions with Reference REC/SC/2005-

06/CITY/<EMPNO>, dated ____________, effective from ____________, applicable to me as

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stated in my terms of appointment. I clearly understand the rules and conditions stated in the
above mentioned Service Conditions and accept that these shall henceforth be binding on me.

Signature : ____________________ Date : _______________Place : _____________________

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