Page 6 - Conduct Rules for Employees

HR MANUAL
CHAPTER 6 CONDUCT RULES FOR ALL EMPLOYEES
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6. 2 Procedure to be followed in conducting enquiries:

1. Introduction :-
None of the provisions contained herein-below shall apply to proceedings before the Internal
Complaints Committee constituted under the provisions of the Sexual Harassment in Workplace

(Prevention, Prohibition & Redressal) Act, 2013, except to the extent specifically provided for.
2. Misconduct :-
a. Any act of deviation or transgression from an established Code of Conduct as contained in the

HR Manual is a ‘Misconduct’. An employee may be punished for misconducts as more fully
contained in this Manual.
b. A Misconduct committed within the premises or the precincts of the Institute shall be acted

upon. Any misconduct committed outside the premises but has a direct nexus to the
employment, shall also be proceeded with.
3. Charge Memo :-

a. Disciplinary action shall be initiated with issuance of Charge Memorandum which shall broadly
contain the allegations intended to be proceeded.
b. Where the employee is not conversant in English, it shall be provided for in vernacular. The

Charge Memorandum may be issued by the Registrar of the Institute; the Dean of respective
schools or such other officer as may be duly authorized.
c. When Charges are admitted:- The condition precedent to the exercise of power of dispensing with

the services of an employee on the ground of misconduct, is holding of enquiry for the purpose of
establishing the misconduct by recording evidence at an enquiry. When Law requires that a
particular thing should be done in a particular manner it impliedly prohibits the doing of the same

in any other manner. Hence, despite admission of guilt, the enquiry has to be conducted and
completed as more fully contained herein.
d. When charges are not admitted:- On receipt of the Charge Memo, when the reply of the Delinquent

is found unsatisfactory and the employee is to be punished, Enquiry should be conducted and such
decision shall be informed to the employee in writing. Such notice of enquiry shall reveal the name
of the Enquiry Officer /Committee, date and the venue of enquiry, which normally is within the
premises of the Institute.

e. Right of presentation: Except under exceptional circumstances to be recorded in writing, the
Employee does not have a right to be represented by a Legal counsel or a co-employee or an

outsider in the Enquiry.

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