INDEX

S.No. Particulars Pg. No.

1 About Vignana Jyothi Institute of Management 01-04

2 Recruitment and selection process 05-06

3 Work timings, working days, salary & other benefits for

teaching and non-teaching staff

07

4 Code of Conduct of employment 08-16

5 Comprehensive Research Policy - 2020 17-22

6 Vignana Jyothi Service & Leave Rules (Annexure - “A”) 23-40

7 Academic Integrity Declaration (Annexure -“B”) 41

8 Format for Research Proposal (Annexure–“C”) 42

9 Format for presenting Research paper in

National/International Conference (Annexure - “D”)

43

10 Self-Declaration Form (Annexure - “E”) 44

11 Negative List of Journals (Annexure “F”) 45

12 Format for Case Development (Annexure -“G”) 46

13 Annual Work Plan for Faculty (Annexure -“H”) 47-49

14 Self-Assessment Form (Annexure -“I”) 50-51

15 Terms of Service (Annexure - “J”)

52-54

16 Disclaimer

55

17 Acknowledgement

56

18 Undertaking

57

1

VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

Management Education in India

Management Education in India – which started some 60 years ago- has taken rapid leaps over

the past decade. Today, an MBA or an equivalent degree is looked at by many as a gateway

to a rewarding career – a career which is highly challenging and extremely lucrative. Post

liberalization, the relevance and importance of management education to economic progress

has increased significantly leading to big spurt in the number of B-Schools both in public and

private sectors to cater to the burgeoning demand for management graduates. The structure of

management education in India is divided into major divisions as outlined below:

Institutions of national importance

University departments

Colleges affiliated to the universities

Non-University Autonomous Institutions

Distance/Correspondence based Institutions

Unaffiliated Institutions

Post Graduate Diploma in Management (PGDM) or Post Graduate Programme in

Management (PGPM) or Masters in Business Administration (MBA) are both management

courses at master’s level. Both the courses have a commercial orientation and it’s difficult to

differentiate between the two. While both the courses have same outcomes in terms of

employment prospects, there are some subtle differences.

Vignana Jyothi Society

The Vignana Jyothi Society was registered in the year 1990 as a not-for-profit organization.

It was started by a group industrialists, businessmen and professionals with the main objective

of providing quality and affordable education which is essential to provide a bright and

productive future for the youth of the country. The members, who are all successful and

eminent persons in their respective fields of endeavour, joined together with a common desire

to serve the community through value-based education in different fields of endeavour.

Quality and integrity are the core values of Vignana Jyothi Institutions and these are reflected

in all their activities. The society views education as a process that should guide, both

individuals and the learner community, to one's deepest capacity to sense and experience the

knowledge and activities to shape the future which it calls as "Presencing". Based on a

synthesis of direct experience, leading edge thinking and ancient wisdom, it taps into 'deeper

levels of learning for discovering new possibilities'.

Andhra Pradesh & Telengana became pioneers of management in India, when management

department was formed in Andhra University in 1951. Fillip to management education in

India was that management graduates were not available to the local industry in Andhra

Pradesh & Telengana which was steadily humming with business activity. Firms, not nations

compete in international markets, says Micheal Porter. With Globalisation and savage

competition, the need for professional managers was felt acutely.

2

CONSTITUENT INSTITUTIONS OF VIGNANA JYOTHI SOCIETY

Vignana Jyothi Institute of Management (VJIM)

Vignana Jyothi Institute of Management was founded in 1993 to provide management

education to local youth and develop them into business professionals. This is an autonomous

institute offering two-year full time Post Graduate Diploma in Management (PGDM)

approved by All India Council for Technical Education (AICTE). The institute was accredited

by NBA in 2014, reaccredited in 2018 and accredited by NAAC in 2015. The PGDM program

is also recognized by AIU (Association of Indian Universities) as equivalent to the MBA

degree.

The institution is located at Bachupally, in Hyderabad, Telangana, India. It is connected by

the Miyapur intermediate ring road and is situated approximately 10 km from Kukatpally area

and 7 km from the Jawaharlal Nehru Technological University (JNTU). The institute has been

allotted two acres in the Bachupally campus. The other institutes of the society situated in the

same campus are VNR Vignana Jyothi Institute of Engineering and Technology and Vignana

Jyothi Polytechnic.

3

VJIM MILESTONES

Programmes offered:

Post Graduate Diploma in Management

Post Graduate Diploma in Management – General

Executive PGDM

Student Intake:

S. No. Programme Intake

1 Post Graduate Diploma in Management 180

2 Post Graduate Diploma in Management – General 60

3 Executive PGDM 30

4

Organization Chart:

About PGDM Programme and Academic Rules & Regulations (Refer Students’ hand

book).

VJIM GOVERNING COUNCIL

Chairman: Mr. K. Harishchandra Prasad

Cha

VJ SOCIETY

General Body

Governing Body

Executive

Committee

STAFF SELECTION

COMMITTEE

FINANCE & PURCHASE

COMMITTEE

STEERING COMMITTEE DIRECTOR

ACADEMIC

ADVISORY

BOARD

ADMINISTRATION

FINANCE AND

ACCOUNTS

HR

GENERAL

ADMINISTRATION

HOSTEL

ACADEMICS

HEAD -

ACADEMICS

PROGRAM

OFFICE

EXAMINATION

S

RESULT

S

BUSINESS

NEWS

ANALYSI

STUDENTS

FORUM

CVS

COMMITTEES

Admissions

Accreditation

Research

Placements

Sports

MDP & FDP

Statutory

Student

Activities

ACADEMIC

COUNCIL

5

1. RECRUITMENT AND SELECTION PROCESS

1. Faculty:

a) Assessment of Faculty Requirement: The Director of the Institute shall assess the

requirement of faculty (new/replacement as the case may be)

Resumes for all faculty positions can be sourced through any of the following means in cost

effective manner:

Newspaper Advertisement

• Resumes in the database

• Online ads on various job sites – Naukri.com and LinkedIn

• Employee Referral

The responses from all the above mentioned sources will be shortlisted on the basis of the

minimum qualification required for the faculty position (As per AICTE Norms).

b) Selection process of the faculty will be a two- tier system:

i. Faculty Selection Seminar: The shortlisted candidates shall give a presentation on a

relevant teaching topic, as approved by the Institute, in the presence of all available

faculty members and the Director of the concerned Institute. Each member present in the

faculty selection seminar will give their feedback about the presentation on an

evaluation sheet. In certain cases, where additional inputs are necessary on the

candidate's caliber, he/she may be required to attend a confirmatory interview where the

Director shall evaluate the required potential.

ii. Personal interview: The candidates shortlisted from the faculty selection seminar

will be called for a personal interview either in the campus or Head Office.

The selection committee will consist of the following members:

Chairman of the Governing Council of the Institute.

Two members of the Governing Council

Director of the Institute

Three external subject experts

Selected candidates are given letter of appointment along with terms of service.

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2. Staff:

Assessment of Staff Requirement: The Director of the Institute shall assess the requirement

of staff (new/replacement as the case may be) at the beginning of the financial year in

consultation with the Manager – Administration.

Any new/ replacement appointment not covered under annual budget plan shall be made with

the prior approval of General Secretary only. Resumes for all staff positions can be sourced

through any of the following means in cost effective manner:

Resumes in the database

Employee Referral

Reimbursement of Travelling Expenses to Candidate Called for Interview: Only

outstation candidate shall be reimbursed to & fro for travelling to campus / HO for interview

purposes provided same is agreed in advance at the time of calling him for interview. Mode of

travel shall be according to the Travelling Rules of the institute. No Local conveyance, boarding

& lodging expenses shall be reimbursed unless specifically approved by Director. However, in

the case of faculty, care should be taken to ensure that position/grade applied for is not higher

than justified from the qualification & experience.

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2. WORK TIMINGS, WORKING DAYS, SALARY & OTHER

BENEFITS FOR TEACHING AND NON TEACHING STAFF

1. Work Timings & Working Days:

Working hours for the teaching & non teaching staff shall be minimum 8.00 hours including

30 minute lunch break. All teaching & non teaching staff would be expected to be present

beyond the stipulated hours on working days and/or during the weekends, whenever situation

so warrants.

All 2nd Saturdays of every month & Sunday will be generally observed as weekly off. VJIM

follows Calendar year for Public holidays. In general, there are holidays for all important

occasions/festivals, which will be announced by the office in advance. Those who have

teaching / other administrative work would be required to be present during this time.

2. Salary & Other benefits:

Pay scale: As per the AICTE norms

Allowances:

Incentives to Faculty on Consultancy Projects: 30 % of income generated from

Consultancy Project goes to the Institute and 70 % amount will be distributed among

concerned faculty members as Incentive. Incentive to faculty on Research and sponsoring to

Conference / Seminar is given in detail in Comprehensive Research Policy.

3. Benefits:

a) Contribution to Provident Fund: Employer shall contribute 12% of Basic Salary and

grade pay subject to maximum of Rs.1,800/- per month along-with equal contribution

from employee shall be deposited in the provident fund account of the employee.

b) Group Medical Insurance: All Faculty (except contract & adjunct faculty) shall be

eligible for medical insurance policy for insuring self and his / family (i.e. spouse and

maximum two dependent children.

Faculty Workload: The workload norms of the institute provide appropriate balance between

teaching, research and academic administration responsibilities of the faculty. Faculty

members are allotted a teaching load of six (6) to eight (8) courses in an academic year. In

addition, they are expected to mentor students, engage in academic administrative duties such

as coordination of program activities, guide student clubs and student activities and other

institutional building activities, conduct training programs and take up consulting

assignments. The teaching load of faculty is generally 180 hours of classroom teaching with

the same amount allotted for class preparation, invigilation, evaluation, updating the content,

etc. The balance of the time is allotted for research and academic administration activities. An

annual work plan with proposed activities is prepared by the faculty in consultation with the

Director at the beginning of the academic year which is reviewed every six months. The

annual faculty appraisal is prepared based on the accomplishment of tasks or activities

proposed in the annual plan. The compensation structure of the faculty adheres to the

regulatory guidelines and it also follows the pay structure of other reputed business schools

to attract and retain good talent. In addition, there is a special provision to give higher pay

scales to the eminent faculty. Service Rules & Leave rules of Employment – Annexure A

8

3. CODE OF CONDUCT OF EMPLOYMENT

1. Preamble:

Vignana Jyothi Institute of Management is one of the premier business schools in India

committed to excellence in the field of education and continuously striving for innovative

academic practices to transform the students and produce mangers par excellence.

The institute’s core philosophy to develop fair and transparent governance and disclosure

practices. The core values of the institute are respect for human values, individual dignity and

adherence to honest ethical and professional conduct. Vjimites are guided by the vision and

mission statement of the institute and work within the value framework for the success and

reputation of the institute.

2. Applicability:

This code of conduct is applicable to all employees of Vignana Jyothi Institute of Management

Pragathi Nagar Hyderabad.

Vision and Mission of Vignana Jyothi Institute of Management

VISION

To be a leading B-School in the region through the process of transformation of students

into management professionals

VJIM’s vision statement addresses two key Issues-What is our core ideology or enduring

character of VJIM (core value and core purpose) and how do we envision our future?

1. Core Purpose: Transformation into management professionals:

The core value of VJIM is to transform the lives of students through an ongoing process of

aligning behaviours with a sense of personal and professional identity.

2. Envisioned future: It is the envisioned future direction of VJIM to be the leading B-School

in the region.

MISSION

To prepare students for careers in Entrepreneurship and Business Management by

providing an innovative learning environment.

VJIM’s mission statement has two critical imperatives that influence the way we design and

deliver our programs:

M1. To engage students in a teaching-learning process that integrates contemporary

pedagogical processes, tools and technologies leading to careers in diversified domains of

industry.

9

M2. To develop self-aware, socially responsible professionals inculcating the philosophy of

continuous learning and entrepreneurship in the field of business and management.

VJIM aims at grooming professional managers by providing learning opportunities centred

on the requirements of industry. A cornerstone for this initiative is delivering education

modelled after international standards, steeped in Indian value system. This is facilitated by

qualified faculty members with both academic and industrial research expertise and ably

mentored by Governing Council members.

The success of this mission will depend on achieving the following objectives:

To provide value-based education.

To promote industry/market ready professionals through excellent classroom teaching,

training in soft skills and personality development.

To continuously update curricula to be in tune with the latest developments in industry

and academia.

To undertake academic and extramural research networking with industry, academic

and research institutions.

To promote extracurricular activities among the students by providing various hobby

centres and a state-of-the-art sports complex.

To target enhanced employability of students through a structured campus selection

process.

To have a career vision program for students to facilitate their career choice.

To promote incubation centres and encourage entrepreneurship among prospective

entrepreneurs.

To offer twinning programs with reputed foreign institutions.

Core Values

The B-school was founded on the principles of ethics, values and service to society. The

school is ranked high on good governance consistently in various B-School rankings.

VJIM aims at achieving all its core values which include

Commitment to Task (Involve to evolve)

Ethical Behaviour

Transparency

Concern for community and environment

3. Honesty, Integrity, Ethics:

All employees shall act in conformity with professional standards of personal

integrity, honesty & ethical conduct, especially when on institute’s work, at institute

sponsored events, or when representing the institute.

Ethical conduct is one that is free from fraud and deception and includes actual or

potential conflicts of interest between personal advantages as against organization’s

needs and /or values.

10

4. Respect for Individuals:

All employees shall treat their colleagues and associates with dignity and respect,

irrespective of caste, creed, gender, religion/region, nationality, appearance or any

disability.

Superiors shall encourage their subordinates /colleagues to express their professional

views in meetings/ discussions, candidly and without fear. They shall treat them with

equity and fairness.

Feedback on performance will be provided as far as possible in private.

No one shall not use abusive or offensive language, tone or gesture with their

colleagues or academic and non-academic associates and students or parents or

relatives or any other stake holder. Superior shall not insult/demean their subordinates.

All employees shall commit to create an environment which is free of any types of

sexual harassment and abide by the policy for protection of women’s rights at the work

place. Each employee shall strive to protect women employees from any act of sexual

harassment and take appropriate action whenever required.

5. Respect for the Law of the Land: Employees shall respect the law of the land in all their personal and official dealings with the

stake holders. Non-adherence to law that will cause damage to the image and reputation of

the institute is strictly prohibited. The employees are expected to be responsible citizens by

following the applicable laws and uphold the values of the institute.

6. Sharing of Official Information:

No employee shall not divulge or communicate in any manner sensitive /confidential

information to third parties, except when authorized to do so for official reasons.

Institute’s policy guidelines on designated spokespersons authorized for communicating

to the media in this regard, shall be strictly followed.

No employee shall not speak ill about the organization to any external agency which

would tarnish the image of the organization.

Employees shall desist from indulging in rumour mongering/loose talks, about the

organization that is detrimental to the institute interest.

7. Maintaining Confidentiality:

In addition to the above mentioned, the employees shall maintain the integrity of internal

communications. Care shall be taken to mitigate various risks emanating out of

communications such as misrepresentation of facts /events, leakage of

academic/administration sensitive information, unfavorable reports on developments in the

institute, inconsistent communication at the times of crisis. The contents of all the internal and

external communications shall conform to the guidelines of communication policy of the

institute.

11

The employees and personnel of Vignana Jyothi Institute of Management may in the course

of their employment and engagement, become aware of and possess information of the

Vignana Jyothi Institute of Management or third parties disclosed to the Vignana Jyothi

Institute of Management that is not generally known. This may include information which if

disclosed could jeopardize the interests of the Vignana Jyothi Institute of Management.

Hence as per confidentiality policy, all the employees have been entrusted with the duty to

keep such information strictly confidential and use it only for proper purposes in accordance

with the law. This would apply during the course of employment as well as post separation.

8. Professional Engagement and Public Advocacy:

All employees are encouraged to associate themselves with activities of professional bodies/

for a to enrich their knowledge and also help in building organizations’ image. The

government is one of the stakeholders in our activities and we therefore engage with it through

multiple business forums and trade organisations. Our faculty are active members of academic

and professional bodies that participate in the development of academic and professional

issues that addresses issues affecting academic and related activities. However, such

engagement should not result in dereliction of duty or in discrediting the organization’s

image/reputation or abuse of organisation’s resources.

9. Use of Institute’s Assets and Logo:

No employee shall exploit the organizational resources for one’s own personal

gain/pecuniary advantage. In discharge of official duties, one shall strive for effective

and judicious use of resources entrusted to them. Resource include both tangible assets

like equipment and facilities etc. Or intangible assets like designs, information,

software, or network with other academic professionals.

All the employees shall abide by the guidelines for brand applications/usage including

visiting cards. Deviations from the specific logo templates will not be permitted.

10. Use of Information Technology:

All employees shall judiciously use the information technology facilities provided to

them. They shall conform to the policy on information technology.

The increasing usage of e-mails forms a major portion of the network usage. In order

to make the best utilization of the resources and to prevent undesirable fallouts

resulting from the use of e-mails. Users should comply with the institute’s email usage

guidelines.

11. Working Environment and Dress Code Policy:

No employee shall engage in any activity that is likely to result in disturbing peace &

harmony in the workplace or engage in activities that are likely to create tension,

bitterness or confusion in the minds of colleagues/students.

All employees are expected to follow the dress code policy in order to project a

professional image through attire and bearing, in turn creating a pleasant work

environment and to enforce a strong sense of integrity.

12

12. Environment, Health & Safety (EHS):

All employees shall endeavour to create a safe working environment by following the policies

and procedures as laid down in the institute environment, health & safety management system

framework. Towards this, all the employees shall

Incorporate EHS considerations in all academic decisions.

Ensure compliance to statutory and other requirements.

Prevent adverse environmental impacts and occupational health and safety risks.

Conserve natural resources, minimize waste generation and environmental emissions.

Impart structured training for employees and stakeholders for effective EHS

performance.

Encourage communication, consultation and collaboration with all the stakeholders.

Everyone shall strive to keep one’s own place and surroundings workplace clean and

hygienic.

13. Sustainability:

The institute is committed to fulfilling our economic, environmental and social

responsibilities while conducting academic activities. All the employees shall strive to

conserve natural resources, and achieve sustainable growth, through a culture of trust and care.

14. Partnership And Participation:

All employees shall participate and partner with in all efforts and endeavours of the institute

in exploring positive synergies, innovative process and mutually beneficial outcomes for the

institute and society.

15. Moral Turpitude:

No employee shall indulge in or commit any act or behave in any manner demeaning the

institute and social values.

16. Prohibited Items:

Use, sale, purchase or possession of narcotic drugs, arms/weapons by any employee at work

place or when on duty, is prohibited.

13

17. Gift Policy:

Employees shall neither receive nor offer or make or promise to make, directly or

indirectly, any unlawful payments, gifts, donations or such other benefits that are

intended or perceived, to obtain uncompetitive favours for performing a relevant

function or activity in the course of employment.

They should also co-operate with the government authorities in order to eliminate

corrupt practices in forms such as bribery or fraud.

Employees should disclose all gifts except gifts of nominal value accept or offered on

the occasion of festivals, etc. They may initiate or become part of occasional institute

meals or celebrate events and entertainments, etc. In such manner that this policy

remains unstained.

18. Other Aspects:

All employees shall endeavour to commit and contribute towards:

Establishing systems and practices for maintaining transparency fairness and equality.

Creating a culture continuous learning, competitiveness and excellence through

change management.

Respecting ethics, values and good management practices

Development of the community and society

Supporting national and humanitarian cause.

Code of conduct mentioned supra will from part of the terms and conditions of employment.

All employees of the institute, teaching and non-teaching staff, shall comply with and adhere

to code of conduct during their employment with the institute. Failure to comply or adhere to

will make the employees liable for disciplinary actions as per the rules of the discipline

management of the institute.

19. Rules of Discipline- Fixed Terms of Employment:

Subject to clause No.2, of the appointment order the employment of the second party

(employee) can be terminated without notice or compensation in lieu of notice in case of any

acts of misconduct or breach of any of the terms of this agreement express or implied on his

part.

The following acts on the part of second party are treated as misconduct and his services

can be terminated if the second party commit such acts in breach of the rules.

In-subordination or disobedience whether alone or in combination with another or

others of any lawful or reasonable order of a superior.

Theft, fraud, or dishonesty in connection with Institute’s work or property or other

employees property or customers property in the institute premises.

Causing damage or breakage or loss to the institute’s properties or work-in process

including sabotage or abetment or instigation thereof or irresponsible action resulting

in damage to any goods or properties in the institute premises.

Taking, giving offering or asking, demanding brides or any illegal gratification

whatsoever.

14

Habitual absence without leave or absence without leave for more than three

consecutive occasions or overstaying sanctioned leave without sufficient grounds or

without proper satisfactory explanation including absence from your appointed place

or work without obtaining permission.

Irregular in duty and/or habitual late attendance or absence from appointed place of

work during working hours without permission.

Failure to carryout work in accordance with general or specific instructions given by

the superiors or officers of the institute directly or through delegated authority.

Habitual breach of any law applicable to the establishment.

Riotous or disorderly behaviour during working hours at the establishment or any act

subversive of discipline.

Habitual negligence or neglect of work.

Striking work or inciting others to strike work in contravention of the provision of any

law, or rule having the force of law, preaching or inciting, employees or others to

violence in relation to any matter connected to work.

Loitering, idling during duty hours and neglecting duty or work including malingering.

Sleeping while on duty or remaining in the institute premises after his normal or extra

duty hours without the permission.

Disclosure , or communication to any un-authorized person, information or documents

relating to the institute’s work or security measures or any secrets in regard to any

work or process used in the institute which may come into your possession or using

commercialising any invention , discovery or patent invented, discovered or patented

in the course of engagement under the institute to the benefit of himself or any other

person.

Participation or incitement to others to take part in activities detrimental to institute

interest.

Deceptive or corrupt practices in connection with the work of the institute.

Drunkenness or intoxication while on duty, fighting, riotous or disorderly behaviour

or indecent behaviour including shouting, manhandling, beating, abusing, threatening

or intimidating anyone within the premises of the institute or any act subversive of

discipline.

Distribution or exhibiting inside institute premises , hand bills, pamphlets, or posters

and collection of any money, except as permitted by any law, for the time being in

force, or doing any propaganda work including canvassing for any organisation

taking out any procession in the premises of the institute without the previous

permission of the management.

Smoking in the institute premises where smoking is prohibited.

Wrongfully confining any employee or any staff member or officer whether such act

as called charge or not, and obstructing the work of employee, staff members or

officers.

Taking part in picketing or demonstration, squatting, staging a hunger strike within or

outside the institute premises.

Allowing an un-authorized person to operate his system or job.

Refusal to receive any order, letter, charge sheet or instructions issued by his superior

or the management or refusal to produce the identity card while in the institute

premises when demanded by any person authorized by the management for the

purpose.

15

Leaving the workplace without being relieved or till his substitute is arranged or

handling any system not entrusted to his charge.

Falsifying or refusing to give testimony when accident or other matters including

domestic enquiry are being investigated, engaging in other employment under

different employer while still, still under the services of the institute.

Engaging in private work or trade including money lending within the institute

premises or engaging in other employment calling for profit while still under the

services of the institute.

Making false statement in the application for appointment including non-disclosure of

diseases suffered or suffering and giving false information regarding one’s age,

father’s name, permanent address, qualification or previous experience at the time of

employment or thereafter.

Proved inefficiency and service defect in workmanship.

Carrying unauthorized arms or lethal weapons in the institute premises or conduct

within the institute which is likely to endanger the life or safely of any person or

property of the institute.

Conviction in any court of law for any criminal offence involving moral turpitude.

Participate in or instigation to a strike or a sit down or stay-in-strike for refusal to

work.

Slowing down in performance of work or inciting others to resort to deliberate “go

slow” policy.

Organizing attending or holding meetings inside the premises of the institute without

the previous permission of the management or except in accordance with the

provisions of any law for the time being in force. Indulging political activities during

working hours or otherwise in the institute premises.

Gambling within the premises of the institute. Reading newspapers, magazines, seeing

visuals in mobile phone/system.

Picketing and /or violent demonstrations or any other demonstrations except

representations within the institute premises.

Spreading false rumours or giving false information which may bring into dis-repute

to the co-employees or spreading panic among the employees.

Collecting money for any purpose whatsoever at any time in work premises.

Canvassing for collection/ or any money whatsoever for purpose not authorized by the

management.

Refusal on the part of the employee to work on another job or on another

systems/instruments or similar system/instruments, other than job or

system/instrument on which he is usually employed, or refusal to work, including on

Sunday/weekly off’s and other holidays when exigencies demand it .

Discourtesy to the persons connected with the affairs of the institute.

Failure or refusal to wear prescribed uniform, protective items and other equipment

etc., given by the employer while on duty.

Refusal to take transfer order as per service rules or refusal to accept transfer from one

section/department to another or from one section to another or one establishment to

other within the same management.

Not taking reasonable precautions to safeguard institute properties and to prevent

accident or damage to it.

Failure to report at once to the superior or manager regarding any defect which he or

she may notice in any equipment connected into his work or work in process.

16

Interfering with the record or attendance or means of recording attendance of himself

any other employee or willful falsification defacement or destruction or records of the

establishments.

Refusal to accept a charge sheet or order or other communication served in connection

with conditions of service in the interest of discipline.

Making false statement before a superior or forging the signature of the superior or

controller in any record or register of the establishment.

Damage or sabotage to the tools, equipment or work in the process belonging to the

institute. Quarrelling or abusing or threatening to assault any employee or superior.

Instigated, incite or abetment or commitment of any act in furtherance of the above

acts of misconduct.

Sexual harassment which included such unwelcome sexually determined behaviour

(whether directly or by implication).

Failure to wear protective clothing, safety appliance, identity badges supplied by the

institute.

Not commencing work at the official time or stopping work before the official time

unless the permission or instruction to cease work earlier has been given.

Any act subversive of discipline, good behaviour or insubordination and reputation of

the institute and also any other act of moral turpitude.

The first party (employer) may impose punishments upon the second party (employee) found

guilty of misconduct. The first party to impose any punishment like termination, suspension

for 30 days or stoppage/withholding of increments with or without cumulative effect may

conduct summary enquiry by following principles of natural justice. The second party will be

allowed to defend his case and take the assistance of only co employee in such enquiry.

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4. COMPREHENSIVE RESEARCH POLICY - 2020

1. Purpose:

The purpose of the research policy is to foster an environment where faculty, staff and

students can pursue research in varied business and management disciplines. The main aim

of the policy is to provide a comprehensive framework for the implementation and

development of research management at VJIM.

2. Scope:

The VJIM research policy is applicable to the employees and students of VJIM. It may further

be applicable to the employees of other VJ institutions in case of collaborative research.

3. Objective:

• To create and nurture a vibrant research environment at VJIM.

• To create awareness and provide support through defined research guidelines

• To encourage integrity in research.

• To encourage quality research and publications.

4. Research and Publication Committee (RPC):

The Director of the institute will appoint a Research and Publication Committee that holds

office for two years. The research committee will be chaired by the Dean Research. In case

there is no Dean Research, it will be chaired by Faculty in Charge of Research. The members

of the committee will be from different academic branches e.g. Finance, Marketing,

OB&HR, etc. The RPC consists of the following members:

Dean – Research/Faculty In charge of research : 1

Nominated faculty from Finance, Marketing, : 5

HR, Operations Management &

Business Analytics areas

Special Invitee – External Member : 1

Total : 7

Assigned duties (but not limited to) of the committee are:

Prepare a research plan for the institute.

Organize FDPs and workshops on research writing and publication.

Appraise and process research proposals.

Review and coordinate with external research funding.

Training on anti-plagiarism software subscribed by the institute.

To uphold Ethics in research

Any other matter pertaining to research and publication.

18

5. Research Promotion Activities:

VJIM promotes several activities to foster research to create innovative and relevant

knowledge in the field of management. Some of the activities are:

Promoting Academic Integrity

Seed Grants

Encouraging and supporting participation in National/International Seminars & and

Conferences.

Monetary Incentives

Career Advancement Scheme Points (CAS Points)

6. Promoting Academic Integrity: “Academic integrity means acting with values such as honesty, trust, fairness, respect, and

responsibility in learning, teaching and research. Faculty, staff and students involved in

research should give importance to honesty, responsibility for their actions, and fairness in

their work.”

VJIM is committed to academic Integrity and believes in setting high ethical standards. Strict

disciplinary actions will be taken against any individual proven guilty of academic

misconduct or whose academic integrity is found to be compromised.

Further, The Dean/Faculty in-charge Research will be required to create awareness about

‘Ethics in Research” by organizing workshops and FDPs on How to Write, the art of

referencing, paraphrasing, citation, etc. They should also conduct a workshop on academic

integrity as and when required. The conference papers presented should be sent for

publication within six (6) months of presentation. (Academic Integrity Declaration -

Annexure B).

7. Seed Grant: As part of one of the research promotion activities, VJIM has a provision for seed grants for

research projects. A seed grant of Rs.10,000/- (Ten thousand only) per project is provisioned

to be given for Exploratory /Pilot research or development of Cases. There is also a provision

for an additional grant of Rs.5,000/- per project when a student is involved in exploratory or

research projects. A maximum of two students can be assigned a research project.

Following are the guidelines for availing seed grant:

All faculty members including contractual are eligible to apply for a seed grant.

Submit a proposal for seed grant to Dean/Faculty in charge of Research.

The proposal can be submitted either by a faculty or a team (In case of a team, mention

the name of the team leader)

The duration of the project should be less than a year from the date of grant approval.

One faculty cannot have more than two projects at a time either individually or as part of

a team on such research grants.

A quarterly report must be submitted to the Dean/Faculty in charge of research on the

progress of the project and utilization of funds.

The final research paper/case developed with teaching notes will be submitted to the

Dean Research and Research and Publication Committee (RPC).

The RPC can send the case to an external clearing house for advice.

The advice of RPC and external clearing house should be discussed with the concerned

faculty and be duly incorporated. Format for Research Proposal Annexure – C.

19

8. Participation in Seminars & Conferences:

VJIM encourages participation in National/International seminars and conferences. The

Institute has a dedicated budget for sending faculty members, researchers and other staff

interested in research to participate in seminars and conferences. The Director may also

nominate faculty member(s) to participate in national/international conferences.

Applicable for: All faculty members (except Adjunct faculty) including full time contractual

faculty (Format for participation in the National/International Conference Annexure –

D).

The faculty members can:

Participate in one National Conference every year.

Participate in one International Conference once in two years.

The definition of the year will be taken as the financial year (1st April of the year to March

31st of the following year). This policy is applicable to students as well. The presenters can

submit their papers to a conference and once their papers get accepted, they will be allowed

to attend the conference and present their papers with financial support subject to budget

availability for that year.

9. Eligibility for Participation:

The institute will identify the list of Conferences wherein faculty can attend and present the

papers. The list will be announced in the beginning of the academic year.

a) National Conference:

All faculty members including full time contractual faculty are eligible. Each faculty can

attend one conference per year.

b) International Conference:

All faculty members including full time contractual faculty of the Institute, those who

have completed 2 years of service at the institute, (tenure to be counted from the date

of joining) are eligible to attend an international conference.

For any subsequent visit, the faculty will be eligible only after completion of 2 Years.

The completion of 2 years will be calculated from the date of return from the 1st visit.

After attending any international conference, the faculty member is required to

continue working with VJIM for a minimum of one year. In case the faculty member

leaves the institute before a year, he/she will have to refund the expenses incurred by

the institute on the international conference participation.

Approval of attending the conference is subject to the availability of budget and other

administrative conditions.

10. Sanctioning Authority:

National Conference: The Director on the recommendation of the RPC

International Conference: The General Secretary on the recommendation of the

RPC and the Director.

20

11. Entitlements:

a) National Conferences

Registration Fee

Travel expenses which include train/flight eligible according to the travelling

policy.

DA as per the authorized rates, for the period of stay for the conference (Non

Residential).

b) International Conferences

Registration Fee

Travel: The flight ticket should be booked in economy class by a direct flight.

The DA will be paid for the period/duration of the conference attended and additional

day(s) as necessary to reach for attending conference/ departing after the conference

is over.

The Director may give recommendations for a lumpsum expense.

12. Procedure:

The faculty needs to apply 8 weeks in advance for a national conference and 12 weeks in

advance for an international conference.

All applications must be submitted along with a copy of the detailed

brochure/announcement of the conference and a copy of the acceptance of their abstract

of the paper. All applications will be submitted to the Faculty in charge of the RPC.

The RPC will process the applications and make a recommendation to the Director. The

decision by the Director and the Vice Chairman will be final and binding.

The applicant will be required to give a faculty seminar on the paper to be presented in

the seminar/conference. Approval for participation in the seminar/conference will be

given only after the satisfactory incorporation of suggestions made in the faculty seminar.

No grant for participation in the seminar/conference will be given without presenting the

paper in the faculty seminar.

On return from the seminar/conference, the concerned faculty will submit a copy of the

paper presented in the conference to the RPC.

The faculty will develop a Working Paper within two weeks of return from the

seminar/conference.

The RPC will submit a report to the Director after the submission of the working paper.

13. Publication Support Grant:

Applicable for: All faculty members including contractual faculty and research scholars.

To promote research and publication by the faculty and researchers, publication support

grants up to but not exceeding Rs. 10000/- (Rs. Ten thousand only) is provisioned. The

number of publication support grants will depend upon the budget of the institute on first

cum first serve basis.

The publication support grant is to be used for research publication process, data collection,

surveys, or other related activities.

The institute also extends this support towards fee charged by some Scopus Indexed

Journals after due approval of the RPC and will be maximum up to Rupees Ten thousand

only.

Self-declaration form on payment of processing fee for publication Annexure – E.

21

14. Increments:

Applicable for: Full time faculty members

It is mandatory for faculty members to publish at least one research paper in an Academic

Year for annual increment. Faculty members co-authoring a paper with some external

faculty will be eligible for increments.

Faculty members from the same campus co-authoring a paper will be required to publish

more than one paper to be eligible for increments. e.g. if there are two authors from VJIM

then both of them need to write one more research paper, if there are three co-authors

from VJIM then all of them need to write two more. The underlying fact is that every

faculty has to write one paper either by adding up co-authored and individually written.

Cases and book reviews will not be considered for increment. The research papers

accepted for publication and claimed for the purpose of increment in one appraisal cycle

shall not be considered in another appraisal cycle.

Refer Faculty Appraisal Form for weightages on Research.

15. Incentives and CAS Points for Publishing Research: Applicable for: Monetary incentive for all faculty regular and contractual, research scholar,

student, and staff. Institutional affiliation of the paper must be VJIM. CAS points are

applicable to all regular faculty members.

a) Research Publications: Faculty are encouraged to publish in ABDC/Scopus

indexed/WoS/FT 45 Journals. There shall be an incentive for publication as referred here

under:

A*Category Journals (ABDC)/FT 45 Listed Journals 2.00 Lakh

A Category Journals (ABDC) 1.00 Lakh

B Category Journals (ABDC) 0.25 Lakh

Scopus listed Journals/Web of Sciences 0.15 Lakh

C Category Journals (ABDC) 0.10 Lakh

Cases (in ABDC and Scopus) with teaching notes, Book Chapters 0.10 Lakh

Other referred Journals 0.05 Lakh

Note: The institute has the right to change the incentive structure in terms of faculty

publications.

In the case where a paper meets two criteria, the highest criterion will be considered.

Following are the other points to be considered for incentives and CAS points:

For a joint publication, each faculty is entitled to a proportionate part of the incentive.

For example, if there are 3 co-authors on a paper (one from Vignana Jyothi and two from

outside), the Vignana Jyothi faculty will get 1/3rd of the above amount.

If a faculty-member publishes Research Paper with the Faculty member of the other

campuses he/she will be allotted 0.25 extra points for the collaborative research.

Librarian/ Asst. Librarian and other staff members, as well as students of VJIM, are in the

ambit of Research & Publication Policy, hence, for the incentive part, they will be entitled

as per specified policy at par with faculty if they publish in category journals as mentioned

here. Negative list of journals Annexure – F.

22

b) Cases: VJIM recognizes the importance of cases in the teaching/learning process. To

encourage case writing the institute offers incentives and CAS points.

Cases published in Emerald, Inderscience, Elsevier, and Ivey will be considered

equivalent to Scopus listed cases, Cases published in the ABDC category will be

considered equivalent to research paper for incentive and Cases published in Case Centre

will be treated equivalent to other refereed journals.

Further, the “Cases for Classroom Teaching” is a great contribution to teaching and pedagogy.

The cases for classroom teaching with teaching notes will be given due importance in the

annual appraisal system. Such cases with teaching notes should be submitted to RPC which

would review and put up for approval with the Director as deem-fit for the purpose of

classroom teaching. However, these will not be considered towards career advancement points

and will not fulfill the minimum research requirement for increment (Format for Case

Development Annexure – G).

c) Book Review: If the Book Review is published in ABDC List or Scopus Indexed, the

faculty will be awarded 1/4th of the credit as per the Journal category. Similarly, Case

diagnosis, articles in newspapers, editorial articles at the national level papers will also be

given due weightage as per appraisal policy.

16. Anti-plagiarism Policy:

a) Level 1: Plagiarism greater than 50% (Credited or uncredited copying) *

b) Level 2: Plagiarism less than 50% and greater than 20%

c) Level 3: Plagiarism below 20%

* In case of the review papers, when faculty give credit to the original authors, the percentage

of the plagiarism will be determined by Research Committee. Also, when authors give credit

/citation to the original article, the Research Committee will review and decide the

percentage of the plagiarism.

In the case of plagiarism at levels 1 and 2, an annual increment will be withheld and if

faculty is on probation then the probation period will be extended further for a suitable

period of time. This sanction will be imposed on the concerned faculty irrespective of

whether it was the first time or a repeat offence.

In addition to the above, any other punitive measure may be imposed.

In cases where the act of plagiarism relates to lifting of a substantially large part of paper

from other sources (s); or a combination of the abuses of misconduct as listed above

found to be severe in the judgment of the Committee, disciplinary proceedings may be

initiated against the faculty for imposing appropriate penalty including leading to

termination of the services by the Director, in consultation with the Chairman, Governing

Council.

In addition to the above sanctions, all 'such' papers shall stand withdrawn from the list of

faculty publications and the Institute website. A copy of the tainted paper(s) along with

the sanctions imposed will be filed in the personal file of the concerned faculty.

This policy is also against self-plagiarism.

-0-0-

23

Annexure - “A”

VIGNANA JYOTHI SERVICE RULES

Chapter I - Preliminary

1. Short Title: These regulations may be called the Vignana Jyothi Service Rules.

2. Application: They shall come into force with effect from 1st November, 1997 and shall

apply to all regular employees i.e. Teaching and Non- teaching of the Society, provided

that nothing in these rules and regulations shall apply to persons employed temporarily or

on daily wages.

3. Definitions: In these rules and regulations, unless and otherwise, there is anything

contradictory in the subject or context:

a) Society: means Vignana Jyothi Society registered under A.P. Telangana areas) Public

Societies Registration Act,1350 Fasli (Act I of 1350 F) with Register No.130 of 1991.

b) Management: means the Governing Body of the Society duly constituted subject,

however, that the overall management and day to day administration of the Society

and its affiliated Institutions shall vest with it and that their day to day administration

shall vest with the Executive Committee.

c) Society and Affiliated Institutions means and includes

1. Vallurupalli Nageswara Rao Vignana Jyothi Institute of Engineering and

Technology, Vignana Jyothi Nagar, Bachupally, Ranga Reddy District;

2. Vignana Jyothi Institute of Management, Secunderabad;

3. Vignana Jyothi Public School, Madhura Nagar, Hyderabad;

4. Vallurupalli Rattaiah Seetamma Vignana Jyothi Residential School, Vignana

Jyothi Nagar, Bachupally, Ranga Reddy District;

5. Dr.Rama Naidu Vignana Jyothi Rural Institute of Development, Tuniki Village,

Kowdipally Mandal, Medak District; and

6. Any other Institutions that may be established, run or managed by Vignana

Jyothi.

d) Employee means a person employed by Vignana Jyothi to discharge the duties of the

Society and its affiliated organizations for teaching and non-teaching purposes on

remuneration basis.

1. Regular employee means a qualified person employed in a regular post and kept

on probation for a period of one year or six months, as the case may be, in case of

direct recruits and recruitees by transfer/promotion respectively.

2. Probationer means an employee who is appointed against a regular post and kept

on probation for a prescribed period of time pending confirmation in a regular post.

e) Salary means basic pay, dearness allowance and other allowances if any where

applicable or consolidated pay without any allowances payable to an employee.

f) Service includes the period during which an employee on duty as well as on leave

duly authorized by the Management but does not include any period during which

an employee is absent from duty without pay and allowances.

24

g) Disciplinary authority: The General Secretary is the disciplinary authority for all

the employees employed in the Institutions under the control of Vignana Jyothi. The

General Secretary of Vignana Jyothi may nominate any other person/employee to be

the disciplinary authority for a certain class/category of employees. The person so

nominated shall exercise the powers of the disciplinary authority in discharge of the

duties.

h) Appellant authority: Where the disciplinary authority is exercised by General

Secretary, Vignana Jyothi, the Executive Committee of Vignana Jyothi is the

appellant authority.

i) Enquiry Officer: Enquiry Officer is the person/committee appointed by disciplinary

authority to enquire into the charges leveled against an employee of an institution.

4. Power to Interpret, Implement and to Amend the Rules:

The power to interpret, implement and to amend the rules and regulations vests with the

Management who is empowered to issue such administrative instructions or orders as may

be necessary to give effect and to carry out the provisions of these rules and regulations.

The Management shall have absolute right, liberty and powers to withdraw, modify, amend,

alter, add to, repeal or to supersede at its sole discretion any or all the rules contained

herein or any rules and regulations framed and enforced by it from time to time, provided

that the new rules or regulations or alterations or amendments so made shall not be

detrimental or adversely affect the interest of the existing employees who are in service on

the day new rules or regulations or alterations come into force.

5. Management’s Powers to Delegate:

The Management means the Executive Committee of Vignana Jyothi. It may delegate

to the General Secretary of Vignana Jyothi or to any officer or officers of the Society or

Institutions under their control any or all the functions wholly or partly, permanently or

temporarily and such officers or officer shall be the Management for the purpose of

interpretation of these rules to the extent and for the duration of the period as may be

authorized by the Management.

25

Chapter II-Appointments, Probation and Termination of Service

1. Classification of Employees:

a) The employees of Vignana Jyothi will be classified as follows:

Teaching staff

Non-Teaching staff includes administrative, technical and non- technical

employees.

b) The Management shall fix the number of posts in each Institution in all categories from

time to time and also prescribe qualifications, mode of recruitment and the scales of pay

etc., to each category of posts of Vignana Jyothi which may be reviewed and revised by

the Management from time to time depending upon the exigency. The pay scales of the

Teaching Staff (in Colleges) are covered under U.G.C/A.I.C.T.E. scales. Hence, their

pay will be fixed in the appropriate grades and scales depending upon qualifications,

experience, exposure and merit etc., as applicable and as amended from time to time

except the staff recruited temporarily on a consolidated pay.

c) Notwithstanding anything contained in these rules and regulations, the Management may

employ persons on a temporary basis to different posts in the organization under their

control on a consolidated pay or on daily wages or contract basis whenever and wherever

the necessity and circumstances so warrant.

2. Certificate of Health and Other Certificates:

Every employee shall be required to produce the following certificates on being

appointed in the Society on regular basis: -

Medical certificate of fitness issued by the Medical Officer OF Vivekananda Hospital,

Somajiguda, Hyderabad, authorized by the Management in the prescribed proforma, as

appended to these Rules.

Original Degree/Diploma certificates of the qualifications possessed by them along with

attested Photostat copies of the same.

Three copies of recently taken pass-port size photographs.

Two certificates from educationalists or other responsible members of the society not

related to the candidate certifying his/her character and conduct to the satisfaction of

the society.

3. Age:

The age of a person at the time of his/her first appointment in the organizations under the

control of Management shall be at the discretion of the Management.

In case of Teaching Staff other than the staff covered under U.G.C. scales of pay the

Management may take a decision basing on the qualifications, experience etc., about

the age of the person employed to the posts.

In other cases, 30 years; provided that the management in deviation of the above, may

also employ persons who possess even more than the age of 30 years, depending upon

the qualifications, experience etc., possessed by them in the exigencies of service.

26

4.Commencement of Service:

Except as otherwise provided by or under these regulations, service of an employee shall

be deemed to commence from the working day on which an employee reports for duty in

an appointment covered by these regulations at the place and time intimated to him by the

Management provided that if he or she reports before forenoon, otherwise his/her service

shall commence from the following day.

5. Probation:

Employees who are appointed to the posts in the organizations under the control of

Management directly or on regular basis shall be required to be on probation for a period

of not less than one and in case of employees on promotion/transfer appointed to higher

posts shall be for a period of not less than six months period on duty.

The probationary period can be extended by the Management if his service during the

period prescribed in the appointment order is found to be not satisfactory.

If the probation is not declared within three months from the date of completion of the

prescribed period, the probation is deemed to have been completed satisfactorily and

he/or she becomes a regular employee.

The services of an employee on probation may be terminable by either party giving one

month’s notice to the other party.

6 Termination of Service:

If an employee at any time after completion of the probation intends to resign, he or she

shall give three months’ notice in writing or pay three months’ salary in lieu thereof.

Similarly, the management shall be competent at its discretion to terminate the service

of any employee by giving three months’ notice or by paying three months’ salary in

lieu thereof.

The Management shall also be competent to terminate the services of an employee in

case of abolition of post or posts, due to closure of an Institution or reduction in the

number of cadre strength, sections of a class or discontinuance of a teaching subject by

giving three months’ notice in writing or paying three months’ salary in lieu thereof.

The Management shall also be competent to terminate the services of an employee who

is incapacitated to discharge his official duties or for misconduct in discharging his/her

official duties, by giving three months’ notice or by paying three months’ salary in lieu

thereof.

7 Retirement:

Every employee shall retire from service on attaining the age of superannuation i.e. 60

years in case of teaching staff and 58 years of age in case of others.

Provided that the management in the interest of the organizations under their

Management may extend the period of service of the employee concerned by such

period as determined depending on the mental and physical condition of such an

employee.

27

The employee in all categories of posts shall retire from service after attaining the age

of superannuation with effect from the afternoon of the last day of the month in which

their date of retirement falls under the operation of the existing rules.

However, the employees whose date of birth is first of a month shall retire on the last

working day of previous month after attaining the age of superannuation i.e. 60 years in

case of teaching staff and 58 years in case of others.

8. Guidelines for employees seeking re-employment after attaining the age of

superannuation

If an employee, after attaining the age of superannuation, desires to serve the Institute,

he may apply, in writing, to the management to continue him in the service.

After assessing the mental and physical condition of such an employee and the need to

continue him in service and on receipt of the recommendation of the Head of the

concerned Institution in which the employee is working, the Management can continue

him in service on contract basis duly indicating the:

o Tenure of appointment;

o Consolidated salary to be paid per month;

o Annual increment payable in case the appointment is for more than a year;

and

o Eligibility of the employee for benefits like leave other than casual leave.

After the employee attains the age of 65 years, his case will be reviewed on year to basis

and he may be continued on year to year basis taking into consideration, specially his

mental and physical condition, solely at the discretion of the Management.

28

Chapter III - Record of Service, Seniority and Promotion

1. Record of Service:

A record of service shall be maintained in respect of each employee in such form as may be

prescribed by the management from time to time.

2. Seniority:

The seniority of the employee in the service shall be determined with reference to his/her

date of regular appointment in the post held by his/her in the particular category.

3. Promotion:

All appointments and promotions shall be made at the discretion of the Management and

notwithstanding his seniority in a grade no employee shall have a right to be appointed or

promoted to any particular post or grade.

4. Reversion:

An employee transferred from one post to another or promoted from the lower post to the

higher post shall be liable for reversion at any time without notice and without assigning any

reason therefore by the Management.

5. Transfer:

An employee, at the discretion of the Management may be transferred from one Institute to

another Institute under the management of Vignana Jyothi due to administrative exigencies.

29

Chapter IV. Conduct, Discipline and Appeal Rules

1. Scope of an Employee’s Service:

Unless in any case if it is otherwise distinctly provided, the whole time of an employee

shall be at the disposal of the Management and he or she shall serve in the organizations

under its control in such capacity and at such place as may be directed from time to time.

2. Liability to Abide by the Rules and Regulations:

Every employee shall conform to and abide by such rules and shall observe, comply with

and obey all orders and directions issued by the Management from time to time with

utmost endeavour to promote the interests of the Organization whereat he/she is working

by showing courtesy and attention in all transactions.

3. Application for Other Employment:

No employee shall apply for other employment or signify his willingness to accept such

employment or office whether stipendiary or honorary or otherwise without the prior

written permission of the Management. However, the Management may at its discretion

permit an employee to apply for an outside post not more than once in a year.

No employee whether on leave or in active service of the Institution shall undertake part-

time job which is likely to embarrass or influence him/her in the discharge of his/her

official duties for any consideration whether cash or kind. However, an employee with

the written permission of the Management may undertake honorary work of a social or

charitable nature or occasional work of a literary, artistic or scientific character subject to

the condition that such work does not interfere with his official duties.

4. Obligation to Maintain Secrecy:

Every employee shall maintain secrecy in regard to the affairs of the institution and its

constituents and shall not divulge directly or indirectly any information of confidential nature

either to a member of the public or the Institution staff unless compelled to do so by judicial

or other legal authority or unless instructed to do so by the Management.

5. Absent from Duty Without Permission:

An employee shall not absent himself/herself from his or her duties without first obtaining

the permission of the competent authority. In case of unavoidable circumstances, message or

a letter should be sent on the next working day giving the reasons of his absence for the

previous days. If the employee absents himself continuously for a period of 10 working days

or more without any leave letter or communication, the employee shall be deemed to have

been deserted the post held by him/her from the date on which he/she abstained from duty.

30

6. Penalties:

a) Minor Penalties:

Censure

Fine (may be imposed on the employees who are below the cadre of Attenders)

Recovery from pay the whole or part of any loss caused to the Institution by negligence

or breach of orders.

Withholding of increments

Suspension

b) Major Penalties:

Reduction in rank

Removal from service

Explanation: The following shall not amount to a penalty within the meaning of this rule,

namely:

Retirement of the employee in accordance with the provisions relating to

superannuation, retirement.

Replacement of an employee who has not qualified on the date of his/her appointment

by a qualified one.

Discharge of any employee appointed in a short-term officiating vacancy caused by the

grant of leave, suspension or the like of another employee.

7. Procedure for Imposing Penalty:

No order imposing a penalty specified in items b(i) and b.(ii) i.e. major penalties of Rule 6

shall be passed except after an enquiry is held as far as possible in the manner specified

below:

In case of minor penalties, as mentioned in items a (I to v) of Rule 6, a show cause

notice may be issued duly stipulating a time limit for submission of defense. After

enquiry of the time limit a decision may be taken for imposing the punishment

mentioned therein.

The disciplinary authority shall itself hold an enquiry either suo motu or on a direction

from a higher authority and frame definite charges on the basis of allegations on which

the enquiry is proposed to be held and a copy of the charge together with the statement

of the allegations on which they are based shall be furnished to the employee.

The employee after receipt of the above charge memo shall submit his/her written

statement of defense within the time limit as specified in the charge memo.

On receipt of the written statement of defence or where no written statement is received

within the specified time, the disciplinary authority may appoint an enquiry officer to

enquire into the charges.

The enquiry officer shall give all reasonable opportunity in conformity with natural

justice to the delinquent employee to defend his case and after conclusion of the enquiry

shall prepare a report on the findings on each of the charges together with the reasons and

submit the report to the disciplinary authority.

31

The disciplinary authority after examining the report received from the enquiry officer

give notice to the concerned delinquent employee duly indicating the tentative decision

proposed to be taken against him and calling upon to submit his/her representation if any

in this regard within the specified time thereon against the proposed action.

The disciplinary authority after examining the representation received from the

delinquent employee or otherwise shall decide the penalty to be imposed and issue orders

accordingly.

If the employee aggrieved with the penalty imposed on him, he/she may prefer an appeal

with the appellate authority within 30 days of the receipt of the orders of punishment.

The appellate authority causing such enquiry as it deems fit and necessary, may pass

orders either dismissing the appeal or allowing the appeal in full or in part or modify the

punishment awarded.

The orders so passed by the appellate authority shall be final and binding on the

delinquent employee as well as on the disciplinary authority.

These rules are approved in the Governing Body Meeting held on 21- 05-1997 and Executive

Committee Meeting held on 28-08-1997.

32

LEAVE RULES

Chapter I-Preliminary

1 These rules may be called Vignana Jyothi Leave Rules.

2. They shall apply to the holders of all posts both teaching and non- teaching staff of all the

institutions managed by Vignana Jyothi under its rule making authority.

3 (a) These rules shall come into force with effect from 1st November, 1997.

(b) These rules can be modified, amended or rescinded by the Management of

Vignana Jyothi from time to time at its discretion as deemed fit.

4 The following kinds of leaves are available to the employees of the institutions

managed by Vignana Jyothi.

Earned Leave

Half-Pay Leave

Maternity Leave

Special Casual Leave

Leave not due

Compensatory leave

Casual leave

Extraordinary leave

5 Definitions:

In these rules, unless there is anything repugnant in the subject or context, words used

shall mean as defined hereunder:

Duty: Duty means the period during which an employee actually works and includes

absence on casual leave, absence on holidays, absence during vacation and absence

during authorized leave period.

Service: Service includes the period during which an employee is on duty as well as on

leave duly authorized by the Management but does not include any period during which

an employee is on unauthorized absence from duty without pay and allowances.

Pay: Pay in respect of regular employees will be the substantive pay on the date before

the leave commences or the average monthly pay earned during the last ten completed

months preceding the month in which the leave commences whichever is greater. The

pay includes personal pay or any emoluments classified as pay.

Half-Pay: Half-pay means half of the amount specified in the definition of pay.

6 Right to leave:

Leave cannot be claimed as of right. When the exigencies of Vignana Jyothi or its institutions

so require, discretion to refuse or revoke leave of any description vested with the authority

empowered to grant it.

33

7. Recall from leave:

An employee on leave may be recalled to duty before the expiry of leave in case of urgency

and necessity. The leave relating to the unavailed period of leave will be credited to the account

of the employee.

8. Return to duty before expiry of leave:

An employee on leave is prohibited to return to duty before the expiry of leave granted to him

unless he is permitted in writing to do so by the authority which granted him leave.

9 Sanctioning Authority:

The head of the respective institutions are competent to sanction all types of leave to

the employees working in their respective institutions except maternity leave,

extraordinary leave and leave not due in which case the General Secretary is the

competent authority to sanction such leave.

The General Secretary of Vignana Jyothi is the competent authority to sanction all

types of leave to the Heads of the Institutions.

34

Chapter II-Categories of Leaves

1 Earned Leave:

A regular employee who has completed two years of continuous services earns leave at

the rate of one eleventh of the period spent on duty provided that he shall cease to earn

while he has to his credit such leave amounting to 180 days.

An employee who is on probation or an employee appointed on ad hoc basis or a

temporary employee or an employee appointed on contract basis or consolidated pay

earns leave at the rate of one day for every two days of the period spent on duty.

Teaching staff and other members of the Staff declared as Vacation Staff shall be eligible

for vacation limited to 45 days in an academic year.

Employees declared as Vacation Staff, whose continuous service is less than 6 months

are not eligible for vacation.

A regular employee belonging to Vacation Department, who has put in more than two

years of service, earns leave at the rate of one eleventh of the period spent on duty minus

wi days if he has availed full vacation.

The earned leave for not availing vacation or part of the vacation is computed at 28 x Y

where Y is the vacation period which falls short 45 short of 45 days.

In the case of an employee belonging to Vacation Department who has put in less than

two years of service earns leave at the rate of one twenty second of the period spent on

duty minus 14 days if he has availed full vacation.

The earned leave for not availing vacation or part of the vacation in the case of an

employee belonging to Vacation Department, who has put in less than 2 years of service

is computed at 14 x Y where the vacation period falls short of 45 days.

2. Half-Pay Leave:

A regular employee who has less than 2 years of service is not entitled for half-

pay leave.

A regular employee who has put in 2 years of service is entitled for 20 days of half

pay leave in a year.

The half-pay is admissible in respect of the period spent on duty and on leave

including the extraordinary leave.

Half-pay leave can be clubbed with earned leave or vacation leave.

3. Maternity leave:

Maternity leave on full pay is granted to women employees in married status in case of

each confinement for ninety days provided she has less than two surviving children and

should have put in a minimum of two years’ service.

Maternity leave can be combined with any other kind of leave but any such leave in

continuation of the maternity leave is granted on the production of a medical certificate.

35

4. Special Casual Leave:

Teaching staff may be permitted to avail 10 days of special casual leave in a calendar

year without detriment to the class work and examination duties and at the discretion of

the Head of the Institution in connection with examination work, spot valuation,

invigilation or squad duties etc. of remunerative nature.

Teaching staff members are also entitled to special casual leave up to 5 days in a calendar

year for the non-remunerative academic work such as attending Seminars, Board of

Studies for Faculty Meetings etc. This will be granted only on production of

invitation/attendance certificates from the concerned organizations.

The special casual leave referred to in sub-rule (ii) above can also be granted to attend

Ph.D. examinations but such leave is granted only by the General Secretary on the specific

recommendation of the Head of the Institution in which the employee is working.

5. Leave Not Due:

The competent authority may at its discretion sanction advanced leave not exceeding

90 days at a time and 180 days during the entire service of the employee to undergo

treatment for T.B., Leprosy, Cancer etc.

The advance leave will be considered when no other leave is available and it shall be

granted only by the General Secretary, Vignana Jyothi.

The advance leave shall be adjusted against the leave the employee earns

subsequently.

6. Compensatory Leave:

Non-teaching staff are eligible for sanction of 5 days of compensatory leave in a

calendar year on the specific direction or recommendation of the Head of the Institution

or Head of the Department in lieu of their working on a holiday/holidays with prior

approval and such leave will have to be utilized during that year only and it cannot be

accumulated.

7. Casual Leave:

Casual leave is a concession to absent from duty for short period without such

absence being treated as regular leave. The maximum number of days that an

employee can avail casual leave in a calendar year is 15 days.

Casual leave can be prefixed or suffixed to public holidays provided that the total

period of absence does not exceed 5 days at a time.

Casual leave cannot be taken along with any leave or vacation except compensatory

leave.

Temporary employees, probationers and employees appointed on contract basis can

be granted casual leave on pro rata basis subject to the discretion of the sanctioning

authority.

36

8. Extraordinary Leave:

Extraordinary leave may be granted to a regular employee, who has put in not less than

5 years’ service, in special circumstances:

When no other leave is admissible, if the employee concerned applies in writing for

the grant of extraordinary leave; and

For pursuing higher studies or for other purposes for a period not exceeding 3 years.

This leave is permissible only one time during the entire service of an employee with the

Institution. Employees on extraordinary/study leave are not entitled for pay and allowances.

9. Study Leave:

In order to encourage the existing faculty with B.Tech. qualification to acquire PG

degree under the SSS programme, regular employees who completed 2 years’ service

can be sanctioned summer vacation of 4 weeks with full pay and the remaining

period may be treated as leave to which they are eligible; and

In the case of others, they may be sanctioned extraordinary leave without pay and

allowances.

37

Chapter III-Late Coming Policy

1. Objective:

As Vignana Jyothi group has educational institutions and time punctuality is of utmost

important to have schedules classes, examinations, seminars and other academic and related

activities, all the employees, both teaching of all kinds and non-teaching staff follow strict

discipline norms, with regards to reporting to duties.

2. Late coming definition:

Not reporting to duties will be treated as late coming and all such late coming will attract loss

of pay, as per no-work : No-pay rule. Repeated/ habitual late coming, apart from deductions

in salary, will also attract disciplinary action, as per the disciplinary policy of the Institution.

3. Exemptions:

Three late comings, each not exceeding to 15 minutes in a month will be exempted.

4. Deductions:

From thereon, every late coming minute would be treated as non-working office time

and salary would be deducted from that month salary without further notice to the

concerned employee. However, the employee can check for such late coming

deductions before last working day of the month.

1st Month: Deductions would be at the rate of single for the first month (means, if an

employee’s total late coming is 180 minutes, deduction would be done for 3 hours).

2nd Months: If the late coming persists by the employee, for 2nd month, the deduction

would be double the rate of his salary (means, if an employee’s total late coming is 180

minutes, deduction would be done for 6 hours).

3rd Month: From 3rd month onwards, the deduction would be at triple the rate of

his/salary rate (means, if an employee’s total late coming is 180 minutes, deduction

would be done for 9 hours).

5. Notes:

Above 2nd and 3rd month deductions applicable only if the late coming takes place every

month, even for few minutes. When there is no late coming any month, the chains get

detached and apply afresh.

38

General Procedure for Availing Leave

1. Leave Application Form: An employee desires to obtain leave, he / she shall apply in

writing in the prescribed Leave Application Form with full details and take HOD approval.

Leave applied for, will be sanctioned, subject to leave balance and / or exigencies of the

Institution.

2. Leave Extension: Extension of leave should be done in writing prior to the expiry of earlier

sanctioned leave. On receipt of leave extension request, HOD will recommend and inform

sanction status to the employee. Leave extension, not applied on Leave Application and

without approval will not be considered as LOP. Unauthorized extensions will be viewed

seriously and disciplinary action would be initiated accordingly.

3. Acknowledgement: A certificate of posting given by the Post Office shall be deemed to be

sufficient proof of leave extension application sent before the date of expiry of the leave.

4. Leave Sanction: Leave of any kind CANNOT be claimed as matter of right. Due to work

exigencies and the services of the employee is required, discretion to refuse / defer or revoke

the leave of any kind is reserved by the Management.

5. Over Stay, after leave: Employee who overstays his/her leave (except under the

circumstances beyond his/her control for which he/she gives satisfactory explanation) will

be treated as LOP and accordingly the salary will be processed. All unauthorized over stays

will further make them liable for disciplinary action as per the disciplinary process.

6. Leave Address: Employee shall record the leave address in Leave Application Form and

shall keep the Institution informed of any change, whenever a change takes place.

7. Leave for suspended employees: Leave will not be granted to an employee under

suspension or when disciplinary proceedings are pending. When an employee remains

absent without information or permission for duty for a continuous period of more than

eight days, suitable disciplinary action will be initiated against him.

8. Unauthorized absence: Unauthorized leave will attract disciplinary action.

In case of unauthorized absence for continuous period of more than 3 days,

including over stay of leave; disciplinary action shall be initiated against the

Employee.

Absconding employees will be dealt with, in accordance with applicable rules.

9. Leave Application: Any Employee proceeding on leave should apply / extend his/her

leave by applying in the prescribed Leave Application Form to the concerned HOD.

These rules are approved in the Governing Body Meeting held on 21-05-1997 and Executive

Committee Meeting held on 28-08-1997.

39

40

41

Annexure - “B” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

ACADEMIC INTEGRITY DECLARATION

(The declaration is required to be completely filled-in and signed by the author(s) of

the paper proposed to be presented in a conference or to be sent for publication in a

journal / in or as a book)

Name of the Faculty Member

Employee Code

Title of the Paper

Journal/Conference/publisher aimed at.

I / We, the undersigned, declare that the paper submitted for presentation/publication Is:

1. My / Our original work and has not been previously published/sent for publication in

full or part. Where a part of the work has been earlier published or sent for publication,

written permission from the publishers has been obtained and is attached.

2. Wherever the works of others have been drawn upon or cited, those have been properly

and completely cited and referenced at appropriate places in the paper. Where the citation

exceeds the normally permissible limit, written consent of the author(s) & publishers has

been obtained and the same is attached.

3. I / We accept the right of the VJIM to test the originality of the paper by putting it into

applicable software and or manual test. A soft copy of the paper is also attached for the

purpose.

Name of the Author (s) Signature and Date

1.___________________________________

1.__________________________

2.___________________________________

2.__________________________

3.___________________________________

3.__________________________ Attachments:

1.

2.

42

Annexure - “C” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

FORMAT FOR RESEARCH PROPOSAL

(To be submitted covering the following points in adequate details)

Name of Faculty / Faculty Team Members (In case of a faculty team, please begin with

the name of the Team Leader):

1. Title of the Project:

2. Statement of the Problem:

3. Objectives of the Research Project:

4. Brief Literature Survey / Conceptual Framework:

5. Proposed Research Methodology:

(i.e., Research Design, Universe / Sample, Data Collection Methods and Data Analysis

Plan)

7. Duration of the Project:

8. Budget:

(Give break up of estimated costs relating to Travel & Transport, stationery & printing,

books & journal articles, contingency expenses)

9. Seed Grant required (if any):

10. The number of students involved in the research (if any):

Name & Signature of Project Team Leader and members

43

Annexure - “D” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

FORMAT FOR PRESENTING RESEARCH PAPER IN

NATIONAL/INTERNATIONAL CONFERENCE

Name of the Faculty

Current Designation of the Faculty

Name of the Campus

Area

Date of Joining

Details (topic and year) of the last national or

international conference attended

Nature of the Conference

National/International

National/International

Title of the Conference

Organizer(s) of the Conference

Ranking of the Organizers in the

Academic Arena

Dates of the Conference

The venue of the Conference

Title of the Research Paper

Name(s) and Affiliation of the Author(s)

of the Paper:

First Author:

Second Author:

Third Author:

Abstract of the Paper (in not more than 200

words)*

Registration Fees of the Conference (Rs./$)

* Please attach full paper along with this application

Date: .......................... Signature of the Faculty

Recommendations of the Research Committee

Approval by the Director/Vice Chairman: Approved/Not Approved

44

Annexure - “E”

VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

FORMAT FOR SELF DECLARATION

(on Payment of Processing fee)

S.

No

Name of the faculty Title of the paper Publication Category Processing

Fee (in Rs.)

I, hereby declare that the amount paid to the publisher accounts for the processing fee only and

is not paid as a payment to get the paper published. I also assure you that the reviewers of the

journal have followed a systemic procedure of publishing the research paper.

Date: .......................... Signature of the Faculty

45

Annexure - “F” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

NEGATIVE LIST OF JOURNALS

The following journals are on the negative list and will not be considered for increment/

CAS points and incentives. The list may be revised from time to time. Faculty needs to

give a declaration on payment of processing fee as per Annexure- F

1. Academy of Taiwan Business Management Review

46

Annexure - “G” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

FORMAT FOR CASE DEVELOPMENT

(To be submitted covering the following points in adequate details)

1. Name of Faculty / Faculty Team Members (In case of a faculty team, please begin with

the name of the Team Leader):

2. Purpose / Objective of the Case:

3. Type of industry/firm/organization covered by the Case

4. Type and Nature of managerial decision(s) aimed at

5. Targeted for usage in PGDM / MDPs/Others

6. Methodology for Primary Data Collection and Secondary Data Analysis

7. Duration

8. Budget:

(Give break up of estimated costs relating to Travel & Transport, stationery & printing,

books & journal articles, contingency expenses)

Name & Signature of Case Development Team Leader and members

47

Annexure - “H”

VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

ANNUAL WORK PLAN FOR FACULTY

Context

The objective of the Annual Work Plan (AWP) is to assist the faculty members to organize their

academic year in terms of the relative commitments made to teaching, research and creative

activity, and service to the institute. It provides the institute with a system of balancing the

workload of the faculty members. It also provides the Director with a quantitative basis for

evaluating contributions during review periods. The AWP, the format for which is given below,

covers six broad areas, namely, (A) current career goal, (B) Goals for teaching, (C) Goals for

research/scholarship, (D) Goals for MDPs and Consultancy, (E) Goals for professional

development, (F) Service to the institute and (G) Plans for the next 2-3 years. Please use the

following format for providing the details of the work plan covering the period from May 2019-

April 2020.

S.No Activity (May -April) Goal

A. Current Career Goal (ex: complete PhD, promotion

to the next Level)

B. Goals for Teaching

1. Number of courses during the A.Y. (Mention number of

courses, course titles, core or electives, number of credits,

term, etc.)

2. Develop and introduced a new course

(title and number of credits

3. Innovation in Pedagogy (Please describe in detail)

4. Summer Internship Project Guidance Points (please

mention number of students and topics of SIP)

C. Goals for Research/Scholarship

1. (a) Publication in refereed International Journal (Provide

classification and impact factor)- First Author

(b) Co-Author (other than the corresponding author)-

Second/Third Author

2. (a) Publication in refereed National Journal

(b) Co-Author (other than the corresponding author)-

Second/Third Author

3. International (Peer Reviewed) Conference Proceedings

(Conference details)

4. National (Peer Reviewed) Conference Proceedings

(Conference details)

5. Publication in non-refereed Journal/Newspaper articles

in domain area

6. Paper presented in a conference but not published in

conference proceedings (Conference details)

48

7. Cases with Teaching Notes to be published (Number

and details of publishers)

8. Book published by a reputed publishing house (Title and

publisher)

9. (a) Main Coordinator – International Conference

(Conference details)

(b) Associate coordinators (conference details)

10. (a) Main Coordinator – National Conference

(Conference details)

(b) Associate coordinators (Conference details)

11. Book Review (Provide details)

12. Book Chapter (Provide details)

13. Workshop design and coordination (Details of

workshop)

14. Conclave Coordination (details of conclave)

15. Sponsored or Funded Research Projects- For grants of:

50 lakhs and above

Between 25 and 50 lakhs

Between 10 and 25 lakhs

Between 5 and 10 lakhs

Less than 5 Lakhs

(Please provide details of sponsoring agency, title of the

project and commencement and duration of the project)

D. Goals for MDPs and Consultancy

1. No. of MDPs (Please provide details-title, duration,

probable dates, etc.)

2. Consultancy (Area/topic/domain, client, duration,

projected revenue, etc.)

E. Goals for Professional Development

Office Bearer-Professional Associations/invited

talks/conference chairs/

Attending Refresher Course/Training program/

conferences (without presenting papers)

Recognized Professional Certification/completing a

course on Coursera, etc.

F. Service to the Institute

1. PGDM Coordinator (provide details)

Faculty Coordinator for ET/Career Visioning/

Examination Cell/Main Coordinator SIP/Convenor

Accreditation/IQAC/Placement/Admissions, etc.

(Provide details)

2. Coordinator- Student Committees (Provide details)

3. Any other (provide details)

G. Plans for the next 2 years (Ex: Completion of major

project, Completion of book, publish paper in a

prestigious journal, etc.)

(Signature of Faculty Member) (Signature of Director)

Date Submitted Date Approved

49

** Significant changes that occur (for example cancelling a course or taking on a new course

and changes causing absences lasting more than a month) will lead to changing the work plan,

which will then need to be processed again. The faculty is responsible for his/her own working

hours and their use for the tasks in the work plan. It is the faculty’s responsibility to inform the

Director of changes in the fulfilment of the work plan. If necessary, the Director and the faculty

member will check the progress of the work plan over the term and the results of the work

within the total working time framework. The appropriateness and fulfilment of the work plan,

among other things, will be monitored by the Director.

50

Annexure - “I” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

FORMAT FOR SELF ASSESSMENT: JULY - JUNE

Name of the faculty

:

Domain

:

Qualifications

:

Experience at VJIM

:

Total experience

(Academic/Industry/Research)

:

July -June July to till date

No. of courses taught/teaching : :

No. of sessions

: :

No. of credits

: :

Institute Activities/Academic

Admin/ Service to the institute

: :

Research Activity (Papers

published/Presented)

: :

Seminars/Workshops/Conferences

/FDPs attended/ Certifications

obtained

: :

51

S.No. Component Max

Marks

Self

Assessment

Director's

Remarks (To be

filed by the

Director)

A Teaching process* 20

B Students’ feedback ** 15

C Institute Activities/Academic

Admin/ Service to the institute

15

Points

Coordinator of an activity :3

Committee Members :2

Accreditation head :6

Programme Coordinator :7

Exam Coordinator :4

CVS :5

D Research Activity (Papers

published/Presented

15

National :5

International :7

Scopus indexed :7

ABDC :10

Papers presented (Max 2) :3

E FDPs attended/ Certifications

obtained

10

Organised by VJIM :2

Outside :3

Certifications :3

F Contribution to the society 5

G MDP/ Consultancy (No. of

program days & income

generated)

10

H Any other 5

I Director's Points (To be filed by

the Director)

5

* Based on allotted classes

** Avg. feedback/5*15

52

Annexure - “J” VIGNANA JYOTHI INSTITUTE OF MANAGEMENT

HYDERABAD

TERMS OF SERVICE

Articles of agreement made this day, the ………………………………….

BETWEEN

Dr./Mr./Ms. …………………………………………………… (hereinafter called the

Faculty / Employee) of the one part:

AND

Vignana Jyothi Institute of Management, Vignana Jyothi Campus, Bachupally, Hyderabad

– 500 090 (hereinafter called the Institute which expression shall mean and include its

successors and assignees) of the other part, represented by the General Secretary, Vignana

Jyothi.

WHEREAS the Institute has appointed the Faculty/Employee and the Faculty/Employee has

agreed to serve the Institute on the terms and conditions hereinafter contained.

1. Emoluments for the Faculty/Employee will be governed by the stipulations made in the

Appointment Letter to the Faculty/Employee.

2. Annual Increment is not automatic but will depend on the satisfactory conduct, record and

positive and effective overall performance of the Faculty/Employee.

3. Tenure of your appointment will be for a period of one year. Based on your satisfactory

performance it will be regularized.

4. Leave will be granted by the Director according to the “Leave Rules” placed at Appendix.

Absence without leave will amount to break in service.

5. Scope of Service: Unless in any case if it is otherwise distinctly provided, the whole time

of the Faculty/Employee shall be at the disposal of the Institute and the Faculty/Employee

shall carry such functions and duties as are assigned by the Management or Director of the

Institute or such other person or persons designated from time to time, including

participation in the various training and administrative activities of the Institute.

53

6. Research and Consultancy: The Faculty/ Employee shall actively engage in Research and

Consultancy and also publish research papers in National and International Journals of

repute. The Faculty/Employee who does not possess Ph. D. shall register Ph. D. within one

year and acquire the degree within five years.

7. The Institute at its sole discretion and as per the exigencies and administrative convenience,

transfer the Faculty / Employee to any other Institution, Department, Organization, Trust,

Society, Association Office of the Institute, or its Sister Institute in India. In such a case, the

Institute shall ensure that the pay, allowances and other perks, if any, that are paid to the

Faculty/Employee are protected.

8. Liability to abide by the Rules and Regulations: The Faculty/ Employee shall abide by

the Rules and Regulations of the Institute.

9. Participation in Functions and Extra-curricular activities is mandatory. Intimation of such

functions will be conveyed through circulars/notices. Prior sanction of the Director of the

Institute will have to be obtained for absence at such functions/activities.

10. No Faculty/Employee, whether on leave or in active service of the Institute, shall undertake

part-time job in any capacity whatsoever. The Faculty/Employee will not take up, directly

or indirectly, any employment or work on behalf of a person or company to whom she has

been assigned by the Institute without the permission of the Management.

11. Misconduct or Negligence by the Faculty/Employee shall be dealt with seriously by the

Management. Notwithstanding anything contained herein, it shall be open to the Board of

Management to terminate the services of the Faculty/Employee at any time without prior

notice and without benefit of any compensation in lieu thereof, if in the opinion of the Board

of Management, after hearing the Faculty/Employee it is proved that the Faculty/Employee

has committed misconduct and/or negligence and/or breach of any of the conditions herein

specified. The decision of the Board of Management shall be final in these matters.

12. Writing, disclosing, divulging or making public, except under legal obligation, any

confidential consultancy/research document written by the Faculty/Employee or other

colleagues at the Institute, without written permission of the Management, will constitute

misconduct and will be seriously dealt with.

13. Intellectual Property: The result of all researches, investigation, methods which are made

by the Faculty/Employee individually or jointly with others during the term of appointment

of the Faculty/Employee with the Institute shall be the property of the Institute and their

clients concerned. The Faculty/Employee shall not seek or obtain any proprietary rights of

any work, or investigation, researches etc., carried out by the Faculty/Employee.

14. Accepting Gifts/Presents: The Faculty/Employee shall not accept any present, commission,

or any kind of gratification in cash or kind from any outside person, party or firms having

dealings with the Institute, and if such gifts/presents are offered, the same shall be reported

in writing to the Director for appropriate action by the Management.

15. Faculty / Employee shall not approach or, in any way, use media and/or outside

authorities/agencies, for whatever purpose, without the written permission of the Director.

16. At the time of joining the Institute, the Faculty/Employee is required to produce the

original certificates/testimonials in support of the qualifications, training, age and

experience, mentioned by the Faculty/Employee in the application/bio-data for verification

and record purposes.

17. The appointment is subject to the rules laid down in the Memorandum of Society & Articles

of Society as amended by the Board of Management and also the rules framed by the Institute

from time to time.

18. In case of any dispute arising between the Faculty/Employee and the Institute, Hyderabad

shall be considered as the place where the cause of action shall be deemed to have arisen.

54

19. If during the subsistence of agreement the Faculty/Employee is appointed to any other

post and or on another scale of pay in the Institute, the provisions of this agreement continue

to apply.

20. The Faculty/Employee is also required to undergo medical examination at Vivekananda

Hospital, Begumpet, Hyderabad. If the Faculty/Employee is medically found not fit, the

services of the Faculty/Employee concerned shall be dispensed with.

21. Other matters relating to the appointment of Faculty/Employee, if any, in respect of which

provision is not specifically made in the preceding clauses shall be decided by the

Management from time to time.

for VIGNANA JYOTHI

Accepted

General Secretary

Name

55

DISCLAIMER

This handbook is not a contract, express or implied, nor does it guarantee employment for any

specific length of time. Although we hope our employment relationship will be long term, either

the Institute or employee can end the relationship at any time, with or without notice, with or

without reason, to the extent allowed by law.

This Employee Handbook supersedes and replaces all previous policies and procedures

including, but not limited to, all memoranda or written policies which may have been issued on

the subjects covered in this handbook.

The policies included in this handbook are guidelines only and are subject to change as the

Institute deems appropriate and necessary. From time to time employees may receive notice of

new or modified policies, procedures, benefits, or programs.

Name:

Signature:

Date:

56

ACKNOWLEDGEMENT

I hereby acknowledge receipt of the Vignana Jyothi Institute of Management Employee

Handbook. I understand that it is my continuing responsibility to read and know its contents. I

also understand and agree that the Employee Handbook is not an employment contract for any

specific period of employment or for continuing or long-term employment. Therefore, I

acknowledge and understand that unless I have a written employment agreement with Vignana

Jyothi Institute of Management that provides otherwise, I have the right to resign from my

employment with Vignana Jyothi Institute of Management at any time with notice and with or

without cause, and that Vignana Jyothi Institute of Management has the right to terminate my

employment at any time with notice and with or without cause.

I have read, understand and agree to all of the above. I have also read and understand the

Vignana Jyothi Institute of Management Employee Handbook. I agree to return the Employee

Handbook upon termination of my employment.

Name:

Signature:

Date:

57

CONFIDENTIALITY POLICY AND PLEDGE

Any information that an employee learns about Vignana Jyothi Institute of Management or its

members or donors, as a result of working for Vignana Jyothi Institute of Management that is

not otherwise publicly available constitutes confidential information. Employees may not

disclose confidential information to anyone who is not employed by Vignana Jyothi Institute

of Management or to other persons employed by Vignana Jyothi Institute of Management who

do not need to know such information to assist in rendering services. The disclosure,

distribution, electronic transmission or copying of Vignana Jyothi Institute of Management ’s

confidential information is prohibited. Any employee who discloses confidential Vignana

Jyothi Institute of Management information will be subject to disciplinary action (including

possible separation), even if he or she does not actually benefit from the disclosure of such

information. I understand the above policy and pledge not to disclose confidential information.

Name:

Signature:

Date:

Please sign and return to the Manager Administration, VJIM