Unity PG College was established in the year 2009 by Samaikhya Educational Society with the support of reputed academicians in a serene ambience creating an inspiring learning system supported by a resourceful academic team and well established infrastructure. The college is located in Raigir Village, Bhongir Mandal of Yadadri Bhongiri District. The Institution is having recognition of All India Council of Technical Education, and is affiliated to Jawaharlal Technological University Hyderabad.
The college is located at Raigir, Yadadri-Bhuvanagiri district, Telangana state and situated on Hyderabad - Warangal National High Way No.163 and placed in 12....acres of lush green serene environment.
Website Address: http://www.unitypgcollege.co.in
E-mail: unitypgcollegeadmissions.info@gmail.com
Phone Number: 088855 80052
These conduct rules apply to all employees, whether on probationary or on permanent service of Unity PG College (UPG), Raigir. The Disciplinary Authority shall follow these rules to guide the employees. Leave rules are framed based on the directions given by the state government or JNTUH. All faculties should obey the rules and regulations of the institution. Any deviations of these rules by the faculty are seriously viewed and the college administration may initiate disciplinary proceedings for non-compliance of these rules.
a) No employee shall, at any time, indulge in maligning authorities or falsely implicating the superiors or Institution/College management or members of the staff.
b) All teaching/ non-teaching staff should be present at the commencement of the Institution every day before 9:45AM.
c) Late attendance of half an hour for two days in the month shall entail forfeiture of a day's salary/wages.
d) Any employee who was observed to be continues late for one week is liable for Disciplinary action.
e) No employee should the institution misuse the facilities provided by the institution
f) No employees are permitted to accept gifts in cash or kind from visitors, parents of the students contractors, businessmen or any other party connected with the academic activities of the institution.
g) No employee shall tamper or cause to be tampered with the records or registers or notices of the institution. Over writing and signing over the cross (X) mark will also considered as tampering of Record.
h) No employee shall disturb the harmony and peaceful atmosphere of the institution by demonstration, shouting, speak loudly in any fashion whatsoever, or indulge in an act which is prejudicial to the interest of teaching or peaceful working of the institution.
i) No employee shall indulge in quarrels, cross-talking, abuses, fights, violence or any other disorderly or indecent behavior on the premises of the institution.
j) No employee, while on the premises, shall never behavior detrimental to the security of the institution or persons.
k) No employee shall indulge in or encourage, any form of malpractice connected with examination or any other social activities; be negligent in or late in correcting class work or home work done by students, inflict corporal punishment on a student.
l) No employee, while marked present in the Institute, shall absent and himself, except with prior permission of the principal/HOD from the class or duty.
The following acts of omission or commission shall be treated as misconduct on the part of an employee.
1. Late attendance or absence from the duty without intimation or without permission,
2. Leaving the Institution during working hours without prior permission
3. Neglect or Laziness, inefficiency or careless towards the duty or allocated work.
4. Obtaining leave or attempting to obtain leave on false pretences/ reasons.
5. Refusal to accept, receive or take delivery of notice or letter or any communication from the College Authorities.
6. Improper or discourteous behaviour towards others, shouting, speaking loudly or making a nuisance / noise on the college premises etc.
7. Regular late attendance or absence regularly from duty without intimation or without prior permission from the Principal /HOD / Section.
8. Unauthorized use of institutional facilities for personal gain.
9. Sleeping while on duty,
10. Engaging in private work or trade within the College premises or engaging in the same or a different profession.
11. Failure to observe safety instructions or failure to make use of safety devices provided by the management or failure to take preventive measures.
12. Failure to report the loss of tools or materials entrusted to him in the performance of duties or failure to account for the same.
13. Failure to report any ragging cases seen by the employee in or outside the college premises.
14. Using indecent language or making false allegations against co-employees or others, speaking in an abusive manner to superiors or others.
15. Unauthorized use of the name, address, telephone or any other description of the institution.
16. Theft, fraud or dishonesty in connection with the business or property of the institution or of other employees, or Visitors to the institution
17. Tampering with the records or attendance registers of the institution.
18. Disclosing any information to an unauthorized person, without written permission of the College Authority,
19. Soliciting, demanding, collecting or canvassing of money for his/her services from students or parents.
20. Preaching, carrying on or canvassing for religious or political activity on the premises, in any manner whatsoever, of the College Authority. Without the prior permission.
i) Censure (excusing the employee and keeping a record of excused
ii) Warning an employee in written with acknowledgement.
iii) Recovery of cost of damage from default employee.
iv) With holding an annual increment or with holding promotion to the next higher grade.
i) Reduction to a lower post or Lower grade or to a lower pay scale.
ii) Compulsory retirement or compulsory resignation.
iii) Removal from service (which does not disqualify the employee from being considered for future employment in other institutions
iv) Dismissal from service (which debars the employee from future employment in any capacity in other institutions
Means one who has been appointed in a substantive capacity on a permanent post and treated as permanent after the successful completion of the probationary period of two years without absent.
Means one who is on probation period of two years for all Academic Staff.
Means an employee who has been employed for a particular job under the terms of contract of employment / appointment which automatically ceases after the expiry of period or completion of job.
Means one who has been engaged on an occasional nature of job/post. On day-to-day basis.
All faculty & staff working in day time with an interval of Minimum 30 minute's duration are called Academic or Intermittent Service and they will avail weekly rest on Sunday, Example: -All Teaching & Non-Teaching Staff
A Staff member who will WORK continually in shifts Intermittent Service and they will avail weekly rest on Sunday. Example: -All Teaching &Non-Teaching Staff.
A Staff member who will work continually in shifts without interval is called as Continuous service staff and they will avail rest on different days in a week. They will available in institution duty in shift for 24 hours in day. Example:-Hostel Wardens & House Keeping Supervisor etc.
For recruitment purpose, the following methods for recruitment maybe followed.
i) Inviting Applications through Open advertisement in leading Newspaper,
ii) Selected through Walk-in-Interview by open advertisement
is the Management. The Secretary who have the powers for appointment for a particular category of employment.
i) All appointments to any categories of post shall be made by appointing Authority on. The recommendation of the selection committee constituted by competent authority.
ii) Qualification and experience for the appointment of teaching staff, AICTE norms wherever applicable shall be followed.
Every applicant for employment as teaching faculty is required to fill up and sign the prescribed/Bio-data information form and undergo:
i) A test interview of proficiency in the job he seeks for the manner considered if necessary, for the purpose,
ii) The applicant should present a demo on the technical or on the subject of the concerned field before Selection Committee.
iii) Every person appointed must sign on the duplicate copy of the appointment order to indicate his/her acceptance of the Service Rules of the College
iv) Appointments shall be subject to prior submission of original certificates of governing his/her employment.
v) The services of any employee on probation may be terminated without assigning any reason whatsoever
vi) An employee may resign for his services in the college even after his confirmation by giving one month notice in advance or by paying an amount equal to one month salary in lieu of notice period provided there are no dues outstanding against the employee.
vii) HOD's/Section In-charges will circulated the Service & Conduct Rules to satisfy after appointment and it is the employee's responsibility to read the Service Rules to familiarize him/herself with all policies and procedures of the Institution.
Performance Self Appraisals shall be done for all the teaching staff members of the Institution. The self appraisal will be concurred by the Immediate Head of the Department, Head of the Institution and will be considered at the next level evaluation.
Increment of any members of staff. Teaching or non teaching will depend upon the performance of his working ability satisfaction he/she gives to the management in discharge of his duties which include teaching feedback, regular in attendance. Self appraisal and his contribution to growth of the dept. or organization etc.
i) the faculty up gradation shall be considered strictly as per AICTE norms.
ii) Up gradation of other staff will not necessarily depend solely on seniority.
a) Past performance record
b) Potential for higher responsibilities
c) Punctuality and good conduct in Chu institution premises.
d) Requirement of those particular categories of staff member.
A demotion is defined as a re-assignment from one position to another position at a lower pay grade or lower salary range. A demotion can also be defined as a re- assignment of duties to a lower level of pay or responsibility even if there is no change in the employee's job or title or position. Demotions may occur if work is eliminated or abolishes or re- organized disciplinary action or if a staff member is unable to perform the work satisfactorily.
a) An employee, desirous of leaving the institution, shall give one month advance notice or pay back one-month salary in lieu of notice period to the institution before leaving.
b) Notwithstanding what is stated above, the management reserves its right to refuse or to accept the resignation of an employee when disciplinary proceedings are pending against him for any such reason
All employees (except Principal) would superannuate normally on attaining the age of 70 (seventy) years. However, in exceptional cases, the service can be extended and hired of decided by the appointing authority and or as per norms of the AICTE. 3.5.6. Termination of Service
i). The Management reserves the right to terminate the service of an employee by giving one month notice in writing without assigning any reason whatsoever or by paying one month pay to the employee for the equivalent period in lieu thereof as agreed upon.
ii). The Management shall have the right to dismiss an employee summarily without any compensation whatsoever if the employee is found guilty of breach of organization.
Leave Rules shall mean Casual Leave, Special CL, Medical Leave, Maternity
Leave, Paternity Leave, Earned Leave, Leave on Loss of Pay. These Leave rules come in force with effect from the date of circulation of these rules. These Rules shall apply only & to all the permanent & probationary employees of the Unity PG College (UCP), Raigir, but not to contract or casual employee.
i) Leave shall be granted in advance accordance with the format prescribed for that leave.
ii) Leave cannot be claimed by any employee as a matter of right.
iii) For purpose of Leave, Leave year shall be reckoned for calendar year i.e. from January 01 to December 31 of every year.
iv) Leave application shall be submitted in the prescribed form to the Head of the Department who will forward to the principal and all HODs will submit the leave applications to the Principal/Dean/Director for sanction in advance every day in the morning.
v) The leave Application shall be submitted well in advance and ought to be sanctioned by the appropriate authority before availing of the leave.
vi) A record of all sanctioned leave shall be maintained in the Establishment section of Admin office.
vii) An employee who is placed under suspension during the enquiry shall not be granted leave.
viii) Employee on probation period of two years will be granted casual leave day (One day) for completion of one month's work.
ix) No leave will be sanctioned on telephone except in case of CL's in emergency
circumstances/sudden illness etc. All leaves shall however be regularized in writing immediately.i) The working days of the Institutions shall be from Monday to Saturday, The Institutions shall observe a minimum of 90 working days per semester whilst means at least 180 working days during an academic year. However, special classes / additional working days may be arranged, and when, need arises.
ii) Festival holidays of the Institutions shall be as per holiday's schedule of JNTUH calendar. Duties and Responsibilities of Administrative Officer
1. He has to coordinate all the activities of the college in consultation with Principal/Director
2. All the non-teaching staff are under Administrative Officer control
3. He should allot the duties to all the Administrative staff in consultation with the Principal/Director and monitor their day to day work.
4. He has to monitor and update list of employees and their personal files (both teaching and non teaching)
5. Should recommend the leaves and vacation for administrative and ministerial staff
6. Monitoring the leave records of the staff
7. He should connect with the parents, students, department staff and their administrative problems.
8. He should take care of the assets of the Institute, He should see that the assets are properly safe guarded.
9. He shall dispose of routine correspondence not involving policy matters.
10. Monitoring the issue of stationary and maintenance of concerned records.
11. He shall be the custodian of the original certificates of all staff members.
12. He shall plan and procure the requirements for the college and departments in consultation with department heads and Principal/Director.
1. Preparation of Budget Estimates and Reserved Estimates.
2. Maintenance of contingent registers
3. Maintenance Cash books
4. Payment of Salaries.
5. Re-conciliation of expenditure and receipts every month with banks
6. Fee Collection watch register
7. Safe Custody of Security Bonds, Title Deeds, Lease Deeds, E.M.Ds, D.Ds, Cheques etc.,
8. Collection of all fees from the students and Remittance into related accounts.
9. Remittance of fee payable to University Affiliation, Registration and Fee remittable towards "other Services
10. Shall return the deposits to the students at time leaving the institution
1. To guide the students about rules of attendance (general), Industrial Visits, sports, etc.
4. The attendance of the students who have less than 75% must be sent to the parents by post.
5. Internal marks of all the students should be sent to the parents.
7. Answer student queries and grievances.
8. Meeting the parents of students, especially defaulters.
9. To inform the HOD about making alternate arrangement for lectures and practical when a faculty is absent.
10. To coordinate with the Attendance Committee of the department to update attendance
11. To collect information regarding slow learners from the subject teachers and arrange remedial classes, counseling sessions in consultation with the HOD.
12. Identify good students and motivate them to excel.
13. Update data regarding students' achievements in academics, sports, extracurricular activities etc.
1. To arrange guest lectures, preferably in specialization related to the department with a view to widen the horizons of knowledge. Prepare a list of eminent academicians who could be invited to deliver guest lectures,
2. To organize conferences/ seminars/workshops/FDPs periodically
3. To monitor students' development and problems through Feedback and counseling.
4. To motivate and encourage the faculty to take up
1. Publication of Newsletters
2. Organizing & coordinating consultancy service
3. Testing/repair services of instruments and equipment
4. Industry institution interaction
5. Dissemination of knowledge through guest lecturers
6. Preparation of project proposals for funding
7. To provide the required information to the Principal/Director from time to time
8. To nominate the senior most faculty as in-charge head in his/her absence
9. Any other duty as assigned by the Principal/Director
Feed-back on Faculty teaching is assessed in the following responsibilities of the three stages and the faculty with the poor feedback will be given opportunity for able in improvement of teaching ability before terminating the services. Knowledge.
Subject-wise students 'feed-back' on the guest Lectures, teaching of Faculty members will be assessed in any week of the month during the /workshops/instructions period directly in the class review meetings in presence of HOD & Class and problem. Representatives of Each class. Improvement areas required, if any, will be notified to the faculty to take faculty concerned.