Ordinances

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FIRST ORDINANCES OF THE UNIVERSITY OF ENGINEERING AND MANAGEMENT, JAIPUR, 2012

• Short title and commencement –  

1. 1. These ordinances may be called the First Ordinances of the University of Engineering and Management, Jaipur.

1.2 They shall come into force from the date of their publication in the Official Gazette by the State Government.

• General Conditions –

1. 1. The employees of the University of Engineering & Management, Jaipur (Henceforth referred to as UEM) shall consist of the following categories,  namely:

1. 1. Teaching staff
   2. Non-teaching staff

1. 1. The Board of Management of UEM may determine the category in which a particular post or cadre may be placed.
   2. The Board of Management of UEM may fix the grade of pay of all categories of employees of the University.
   3. The qualifications, scales of pay and allowances of different categories of employees of the University shall be such as may be prescribed by the Board of Management in accordance to the norms followed by State Govt./AICTE/UGC, subject to the financial condition of the University.
   4. An employee shall devote his whole time to the service of the University and shall not, without written permission of  the Vice Chancellor, engage directly or indirectly in any trade or business whatsoever or any other work, provided, however, that this clause shall not apply to any remunerative additional work in connection with evening courses run by the University or to any other work undertaken by any member of the staff in connection with the work of UEM, as may be required and permitted by the Vice-Chancellor.
   5. No member of the staff shall undertake private tuition.
   6. In addition to the teaching work a teacher shall be liable to perform such extra-curricular duties, supervision and other work in connection with any examination held by the University as may be allotted to him by the Vice Chancellor. Non-performance of such duty shall be deemed to be negligence in the discharge of his/her duties.

 

3. Patents –

3.1 Any proposal for patenting any invention or process made in the laboratories or workshops of the University shall be joint-patented i.e. patent holder will be jointly University and the person applying for the patent.

3.2 In case the University does not wish to apply for the grant of a patent the teacher concerned may, with the written permission of the Vice Chancellor, apply for a patent solely in his/her own name, provided that, before doing so, he shall pay to the University the entire sum spent by the University on the invention or process; the amount of such sum may be arrived at by a committee constituted in this behalf by the Chief Finance Officer.

 

4. Appointing Authority –

Appointments to different posts will be made as per provisions of the Act and the Statute of the University. Appointments to all other positions not mentioned in the Statute should be made by the Vice-Chancellor or his nominee.

 

5. Penalties –

The following penalties or any of these may be imposed on any employee for misconduct, for good and sufficient reasons and after complying with procedure laid down hereinafter.

1. Censure.
2. Withholding of increment/s or promotion including the stoppage of increment at an efficiency bar, if any. 

iii. Reduction of position to a lower stage in the time scale of pay for specified period with further direction as to whether or not the employee will earn increment of pay during the period of such reduction and whether on the expiry of such period the reduction will or will not have the effect of postponing the future increment of his pay.

1. Recovery from pay of the whole or part of any pecuniary loss caused to the University due to negligence or breach of order by the employee concerned.
2. Compulsory retirement.
3. Removal from service

vii. Dismissal from service

 

6. Disciplinary Authority –

Subject to the provisions made hereinafter, the Vice Chancellor of the University of Engineering & Management shall be the disciplinary authority in respect of all employees.

 

7. Suspension:

7.1 The disciplinary authority may place an employee under suspension.

1. Where the disciplinary proceedings against him/her contemplated for and is pending or
2. Where a court case against him/her in respect of any criminal offence is under investigation, enquiry or trial.

7.2 An employee shall be deemed to have been placed under suspension by an order of the disciplinary authority:

(i) With effect from the date of detention, if he/she is detained in police custody on a criminal charge for a period exceeding 48 hours.                               

(ii) With effect from the date of his conviction, if, upon such conviction, he/she is sentenced to a term of imprisonment exceeding 48 hours;

(iii) Where the penalty of dismissal or removal from service imposed upon an employee, under suspension, is set aside on appeal or review under this Statute or under any order of the Court of Law and the case is remitted for further enquiry or action with any other direction his/her suspension shall be deemed to have continued and in force from the date of original order of the dismissal and shall remain in force until further orders of the disciplinary authority,

(iv) During the period of suspension, the employee concerned shall be entitled to a subsistence allowance of an amount equal to one third of his/her basic pay only. In the event of his suspension being followed by punishment he/she shall not be entitled to any further emoluments other than what he/she had already been paid from the date of his suspension unless the Board of Management directs otherwise.

(v) An order of suspension under this Statute shall not be deemed to be or construed as punishment for any purpose whatsoever.

 

8. Pay and Allowances on Reinstatement –

When an employee who has been dismissed, removed or suspended is reinstated, the      Disciplinary, Authority, may grant him/her for the period of his/her absence from duty as under:

1. When he/she is honorably acquitted, the full pay and allowances.                              
2. In a case falling under clause ( a ) the period of absence from duty will be treated as a period spent on duty. In a case failing under this clause the period may be treated as on duty or leave as may be due to him, but it will not be so treated unless the Disciplinary Authority directs accordingly.

 

9. Procedure for imposing Penalties –

9.1 No order of imposing of the penalties shall be made except after an enquiry held in the manner as following :

9.2 The Disciplinary Authority shall draw or cause to be drawn up –

1. the substance of the imputation of misconduct/misbehavior into definite and distinct article or articles of charge;
2. a statement of imputation of misconduct or misbehavior in support of each article of charge which shall contain a statement of relevant facts including any admission or confession made by the employee ;

1. the Disciplinary Authority may, for the purpose of enquiry,  appoint an Enquiring Authority to advise the Vice Chancellor about the action to be taken.

 

10. Appellate Authority –

Board of Management shall be the final appellate authority with respect to any decision taken by the disciplinary authority. Decision of Board of Management will be final.

11. Act of Misconduct –

Any of the following act of an employee shall be construed as an act of misconduct:

1. negligence in the discharge of duties;
2. willful insubordination or disobedience to an order of a higher authority as per provisions of the Act, Statutes Regulations and Rules of UEM, or breach of discipline:
3. theft, fraud or dishonesty in connection with the property of the University.
4. giving false information regarding one’s name, father’s name, age, qualifications, previous service, etc. at the time of employment or subsequently;
5. habitual late attendance or willful absence from duty without leave or sufficient causes and reasons;
6. taking or giving bribes or any illegal gratifications or indulging in corrupt practices;
7. sexual harassments;
8. indecent behavior or any other act subversive of discipline;
9. assaulting or intimidating any employee of the University;
10. sabotage or willful damage to or causing loss of goods or properties of the University.
11. spreading false information with a view to cause disruption of the normal work of the University.
12. unauthorized use of land and building of the University.
13. conviction in a court of Law for offence involving moral turpitude.
14. breach of rules and regulations, orders and circulars of the University of any of the higher authorities.
15. abetment or attempt to commit any of the acts of misconduct.
16. any other ground which may be considered by the Board of Management to be detrimental to the interest of the University.

 

12. Grade Increment –

The increment in pay though provided for in the grade cannot be claimed as a matter of right but has to be earned by such employee by approved service. Every wholetime employee should be in approved service. Every employee shall normally be paid the increment that may fall due according to the grade pay rules unless the same has been withheld by the University for any reason.

 

13. Medical Expenses of injury while on duty –

All employees of the University shall be covered with Medical Insurance by the University upto Rs 2 lakhs per annum.

 

14. Age of Retirement and extension of Service/Re-employment –

14.1 The date of retirement of all employees shall be the last date of the month on which he completes the age of 60 years. In case of special need of the University the Vice Chancellor may given extension to an employee which may not be more than a year at a time.

14.2 Notwithstanding the provision made in clause (a) above the University may extend not beyond the limit of 65 years of age.

 

15. Voluntary Retirement –

Notwithstanding the provisions in clauses (a) and (b) above any   employee on the completion of the age of 50 years or on the completion of 20 continuous years of loyal and faithful service of the University will have the option of voluntary retirement with benefits of provident fund, gratuity and such other amenities as would be admissible on the date of retirement.

 

16. Scales of Pay –

Scales of pay attached to any post shall be in accordance with the AICTE/UGC norms. Other allowances will be as determined by the Board of Management from time to time.

 

17. Promotion –

17.1 Principles of eligibility for promotion in the case of teachers will be as prescribed by UGC/AICTE norms and as per Regulations of the University.

17.2 Promotion in the case of non-teachers will be as guided by the Board of Management from time to time depending on the need of the University.

 

18. Part-Time Service on Contract –

Whenever felt necessary, the Vice Chancellor may appoint a part-time lecturer or a part-time staff on contract. Such appointment will be made for a maximum of six months period. All such employees will be paid a consolidated salary per month and they will not be entitled to any other benefits. 

 

19. Probationary Period –

Probationary period and confirmation of service for a teacher will be twelve months. In case of a non-teacher, it will be guided by the Board of Management from time to time.

 

20. Communication of Official / Confidential / Technical Information –

Official/ Confidential/ Technical information obtained in course of employment shall not be divulged by any employee to any outsider or to the press without the permission of the Vice Chancellor. Such information may be forwarded to any officer/other section/s of the University when required and as endorsed by the competent authority.

 

21. Forwarding of Applications for Employment / Scholarship –

20.1 No application by a teacher of the University for any employment elsewhere or any scholarship, fellowship or research grant tenable otherwise in the University shall be made except with the previous written approval of the Vice-Chancellor.  In case of any violation, services of the employee will be terminated and balance financial dues, if any, will be forfeited. Money thus saved will be given to student Gymkhana.

20.2 Employee other than teachers shall not apply for scholarship, fellowship or research grant tenable in the University.

 

22. Leave Policy –

All employees of the University after probation should be entitled to the following leaves:

1. Casual leave         – 7   days in a year
2. Earned leave        – 33 days in a year

iii. Sick leave            – 7   days in a year

1. Maternity leave   – 90 days
2. Study leave – as per requirement but without pay. 

During probation, only one day leave per month will be allowed. During a calendar year, all employees should be on duty and will be entitled for leave as enumerated above.

23. Conditions of Leave –

23.1 Leave of any description though due cannot be claimed by an employee as a matter of right and nothing in these is rules shall be  understood to limit the discretion of the authorities empowered to grant, refuse or revoke leave of any description at any time according to the exigencies of University service.

23.2 All applications for leave of absence should be previously made in writing and sanction obtained before it is availed of, except in the case of sudden emergency in which case the report of such absence must be sent in, if possible, on the very day the employee is obliged to absent himself/herself and in any case within three days of such absence unless he/she is prevented from doing so due to physical incapacity or any other unavoidable cause.

23.3 Unreported absence may involve the loss of pay and allowances, habitual irregularities or frequent absence without leave will be considered gross negligence of duty and may cause  an employee’s removal from service and decision of the Vice Chancellor of the University in this regard shall be final and binding.

23.4 No employee on leave shall be permitted to accept any remunerative occupation or undertake professional work while on leave except with the written permission of the Vice Chancellor, as the case may be.

23.5 These leave rules shall apply to all permanent employees of the University.

23.6 When an employee is granted study leave, leave on deputation or any other kind of long leave, he/she shall furnish clearance certificates regarding books, equipment/instruments, other assets and other dues before he/she actually avails the leave.

23.7  Earned leave has to be enjoyed during semester recess. Leave cannot be accumulated.

 

24. Casual Leave –

24.1 Casual leave is the leave on full pay which an employee is obliged to avail of for short period not exceeding three days at a time with or without previous intimation on account of certain emergency which may arise.

24.2 Casual leave shall always be applied for and sanctioned before it is taken except in case of emergency, for which application shall be made at the earliest.

24.2 Casual leave may be granted by the Head of Department / Section concerned. Casual leave for more than three days at a time shall not be granted to an employee without the permission of the Vice Chancellor.

24.3 Casual leave cannot be suffixed or prefixed to any other leave.

 

25. Earned Leave –

25.1 Earned leave is the leave which is earned by an employee by discharge of duties for a certain period and granted to him/her at the discretion of the authority on application being made by the employee at least 15 days prior to the date on which he/she proposes to go on leave. Prior sanction should be obtained for extension of leave at least 7 (seven) days before expiry of leave of 30 (thirty) days or more and 3 (three) days for leave less than thirty days. Earned leave should be utilized during academic recesses only. 

25.2 Casual leave, Medical leave or Earned leave cannot be accumulated.  Leave will lapse after 31st December of every year. 

25.3 Earned leave shall be granted with full pay and allowances.

 

26. Sick Leave –

26.1 Sick leave is the leave which may be granted to an employee who becomes ill, on application made by him/her. An employee may be granted sick leave for a period not exceeding 7 days for every twelve month service completed, upon an application being made and being supported by a certificate from a qualified registered medical practitioner provided however that the authority may ask the employee to submit to an examination by a medical practitioner appointed by the authority before granting him leave.

26.2 An employee who has been granted sick leave on medical certificate will be required to produce a certificate of fitness for resumption of duty after sick leave has been awaited of or earlier.

 

27. Maternity Leave –

Maternity leave may be granted to a female employee permanent or temporary on full pay and allowances she was drawing at the time of taking leave for a maximum period of 90 days. 

 

28. Leave of Absence on Duty – 

An employee of the University may, with the previous sanction of the Vice Chancellor in the case of teachers, be considered to be on “on duty” for attending business meetings, delivering academic lectures, conducting examinations or inspecting academic Institutions of any recognize University or a Government or a statutory body or for attending the meeting of any committee organized or constituted by Government or the annual session of any academic conference duly recognized by the University or for any other purpose deemed proper by the authority concerned, provided that total period of absence does not exceed three weeks in a year,  and the University had taken initiative to send the faculty/employee for the occasion.

 

29. Leave of the Vice-Chancellor – 

29.1 The Vice Chancellor when he takes casual leave, will instruct the office to record it and will keep the Chancellor informed.

29.2 The Vice Chancellor may be granted leave, other than casual leave, by the Chancellor, which would be reported and recorded at the subsequent meeting of the Board of Management.

 

30. Leave of the Pro-Vice-Chancellor – 

30.1 The Pro-Vice Chancellor when he takes casual leave, will instruct the office to record it.

30.2 The Pro-Vice Chancellor may be granted leave, other than casual leave, by the Chancellor, which would be reported and recorded at the subsequent meeting of the Board of Management.

 

31. Leave without pay – 

Leave without pay up to a maximum period of two years may be granted to an employee by the Vice Chancellor under conditions to be determined in each individual case. Such leave shall not count towards increment, and shall be reported and recorded at the subsequent meeting of the Board of Management.

 

32. Study Leave – 

32.1 Study Leave without pay may be granted by the Vice-Chancellor for advancement of knowledge and learning for further study, Training or Research at a University or other Institution of higher education or place of learning to an employee either in this country or abroad. Study Leave may be granted only when it is in the interest of the University.

32.2 No employee of the University shall be eligible for study leave unless he has put in at least three years full time, continuous, active and approved service in a permanent post under the University and is not due to retire there- from within five years of his return from such Leave and joining the University service.

32.3 Total period of Study leave should not be more than 2 years.

 

33. Study Leave Committee – 

33.1 All applications for study leave shall, before submission to the Vice Chancellor, be examined by a Committee consisting of the following: 

1. the Pro-Vice-Chancellor – Chairman
2. the Dean of Faculty concerned – Member
3. the Head of the Department concerned – Member
4. one member of the Academic Council – Member

as nominated by the Vice-Chancellor

1. the Registrar – Secretary

1. 1. Application for study leave shall contain, inter alia, the following details :

1. Documents of his admission having been made or promised to be made in a University / Institution ;
2. The nature of work to be pursued and or degree to be awarded;

iii. The scholarship, fellowship or any other financial aids including travel grants, if any, obtained or promised.

33.3 The study leave Committee may, if thought necessary, interview the applicant while considering their applications for grant of study leave.

33.4 It shall be the duty of the persons granted study leave to communicate immediately to the University any grant actually made to him/her and received by him during the course of the study leave from any person or University whatsoever.

33.5 The service of an employee who fails to return and join the University service at the expiry of the sanctioned leave may be terminated by the Vice Chancellor without reference to the period concerned as from the date on which he should have rejoined his/her duty at the University.

 

34. Staff Quarters –

Subject to availability, quarters may be allotted to all categories of the University staff provided that no employee shall have the right to claim any residential accommodation; allotment of quarters shall be made on the basis of the University need and incumbents’ need. A committee of HODs will decide on allotment of quarters, the Pro-Vice-Chancellor being the Chairman and the Registrar, the Secretary.

Rates of rent and conditions of eligibility of rent free quarter shall be prescribed by such rules as may be framed by the Board of Management from time to time.   

 

35. Provident Fund –

University will follow provident fund rule of the government and all eligible employees will be covered within provident fund law.

 

36. Gratuity –

Payment of gratuity will be governed as per provisions of payment of Gratuity Act as amended from time to time. 

 

37. Conference/Journal Publication Grant –

37.1 All applications for attending conference and journal publication grants shall, before submission to the Vice Chancellor, be examined by a Committee consisting of the following: 

 

1. the Pro-Vice-Chancellor – Chairman
2. the Dean of the Faculty Council concerned – Member
3. the Head of the Department concerned – Member
4. one member of the Finance Committee – Member

as nominated by the Vice-Chancellor

1. the Registrar – Secretary

37.2 Subject to approval of the above committee, each staff member will be eligible for registration fees and TA/DA for Conference/Journal publication upto:

1. Rs 5000 for attending recognized reputed National conferences for presentation of paper/s.
2. Rs 10,000 for attending International conferences for presentation of paper/s / publication of papers in recognized foreign journals as per the list of recognized foreign journals approved by the Chancellor being available with the Librarian of the University.

 

38. Training Grant –

38.1 All applications for training grants shall, before submission to the Vice Chancellor, be examined by a Committee consisting of the following: 

1. the Pro-Vice-Chancellor – Chairman
2. the Dean of Faculty concerned – Member
3. the Head of the Department concerned – Member
4. one member of the Academic Council – Member

as nominated by the Vice-Chancellor

1. the Registrar – Secretary

38.2 Subject to the approval of the above committee, each staff member will be eligible twice in a year for training registration and TA/DA upto:

1. Rs 10,000 for National level Training imparted by reputed national institutes/organizations including industries and/or corporate management houses.
2. Rs 20,000 for International level Training imparted by reputed international institutes/Universities/organizations including industries and/or corporate management houses. 

 

39. Faculty Exchange Programme –

39.1 All applications for faculty exchange programmes shall, before submission to the Vice Chancellor, be examined by a Committee consisting of the following: 

1. the Pro-Vice-Chancellor – Chairman
2. the Dean of Faculty concerned – Member

1. the Head of the Department concerned – Member
2. one member of the Academic Council – Member

 as nominated by the Vice-Chancellor.

1. the Registrar – Secretary

39.2 Subject to approval of the above committee, each staff member will be eligible once in 5 years for faculty exchange programmes on a reciprocal basis with a National University/Institute of repute or Foreign University/Institute and he/she may be paid upto:

1. Rs 60,000 for airfare for foreign tour/Rs. 20,000 for domestic tour.
2. Rs 30,000 for incidentals/accommodation in foreign country/Rs. 10,000 for tour within India. 

 

40. Research & Development 

40.1 UEM, Jaipur will be a research-oriented University and participation in research is compulsory for all the faculty members. Master’s degree holders and others not holding a Ph.D. degree shall register for PhD programme within one year of joining the University as an employee, failing which they shall justify reasons for not enrolling in Ph.D programmes to the committee mentioned below and their period of probation may be extended.

40.2 Participation in sponsored Research/Project/Consultancy & Development is compulsory for each and every faculty member – at least two publications in a national/international journal per year is mandatory for each faculty member, failing which the faculty member shall give justification for lack of sufficient/sponsored research progress/sponsored project on consultancy to a Committee consisting of the following:

1. the Vice Chancellor – Chairman
2. the Pro-Vice-Chancellor – Vice-Chairman

1. the Deans of Faculties – Members
2. the Head of the Department Concerned – Members
3. one member of the Academic Council – Member

as nominated by the Vice-Chancellor

1. the Registrar – Secretary

 

41. Teaching Quality Measurement.

Teachers performance will be measured by the quality of student’s output. Feed back of teachers will be taken from students and peers. Other important craters will be sponsored research/project/consultancy etc. achieved by the teacher. Students’ welfare will be the reason for the University to exist and survive.